The Succession Problems of Taiwan Family Business-An Empirical Analysis of Small and Medium Sized Business in Taiwan

• Main Authors: Huang, Li-Li, 黃莉莉
• Other Authors: Kang, Ming-Ping
• Format: Others
• Language: zh-TW
• Published: 2017
• Online Access: http://ndltd.ncl.edu.tw/handle/jh7u76

碩士 === 國立臺灣師範大學 === 高階經理人企業管理碩士在職專班(EMBA) === 105 === Many studies on succession plan of large family-owned business in Taiwan. However, researches on succession plan of small and medium sized family business were very little. The small and medium sized business is the foundation of Taiwan’s economy growth and social stability. With the entrepreneurship and strong leadership of small and medium size business owner, their business growth at this success stage. But, they are facing the succession issue now as they have come to an age where their legacy has to pass on to the next generation. This study is by deep diving through succession path from points of views of the 2nd generation members of small and medium business. It is to explore: (1) Way of cultivation (2) Impact of succession strategy and arrangement (3) The predicaments successors facing with their practices to overcome these issues (4) The factors of success succession plan. The research reveals that the succession arrangement of small and medium size business is a co-management succession team which are formed by the 2nd generation family members. The early cultivation during home and schooling stage has positive influences to success transition. The key points of succession is to gather knowledge of business flow, key technologies, resources and interpersonal relationship. During the progress of transition, the succession team members: (1) Need 1st generation’s supports and empowerments. Smooth communication with mutual respects and rationales (2) Respect the values of senior employees as well as learning from them with modest manner (3) Set up family governance and seamless communication platform within families. Lastly, the succession is the path of power transition. It is also the journey of successor’s mindset change. The successor is to gain recognition and trust by all stakeholders through work engagements, abilities to manage business, determination to reformation.