家族企業(yè)接班人外文翻譯-全文預(yù)覽
【正文】 o the Best Project expert group report published in July 2020, roughly onethird of all European Union panies will change hands over the next 10 years (from 25% to 40% depending on the Member State). This report suggests that an average of 610,000 SMEs will change hands each year potentially affecting million jobs. Succession is, therefore, one of the most researched topics in the family firm field. Nevertheless, most studies have focused on the figure of the predecessor–founder as the principal architect of the pany and its culture, and often as the main obstacle to the evolution of the succession process. Our point of departure here, however, is the consideration that the development of the future leaders is an essential strategic aspect in the survival of family firms that are by their very nature directly affected. The general literature on leadership development may not be suitable or plete enough in the case of family firms. On the other hand, the literature on the subject indicates that the factors to be considered regarding this topic are numerous and interrelated. Our aim, therefore, is to study the factors influencing the successful transfer of the leadership of the pany to the next generation of the owner family by paring more and less successful cases. To do this, after introducing the subject of 溫州大學(xué)商學(xué)院本科畢業(yè)論文 2 succession, we base our research propositions on the relevant literature on successors T development both in general terms and focusing on family firms. Then, we deal with seven cases of succession in family firms in the automobile distribution sector on the island of Gran Canaria, Spain (see Appendix A for some data about the Canary Islands). These seven succession processes have been described as pletely successful, partially successful o
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