Search

Dissertação de mestrado em Geografia (área de especialização em Planeamento e Gestão do Território), A perceção das contínuas disparidades no quadro do ordenamento do território e dos impactes que daí resultaram ditou, nas últimas décadas, o repensar das estratégias de desenvolvimento territorial aplicados em Portugal. Localizados maioritariamente ao longo da faixa interior do território português, os territórios de baixa densidade registam, na atualidade, importantes transformações tanto na sua morfologia como também na respetiva (re)valorização e dinamização. A presente dissertação centra-se no papel do empreendedorismo enquanto estratégia de desenvolvimento dos territórios, sobretudo aqueles inseridos na faixa interior de Portugal, contribuindo não só para a melhoria da qualidade de vida da população local como também para o desenvolvimento da região em que estes se inserem. Atendendo à significativa representatividade e importância das empresas familiares nas economias dos países ocidentais, esta investigação pretende diagnosticar o perfil das empresas familiares do município de Cabeceiras de Basto e avaliar o seu impacte no processo de desenvolvimento local e regional. Com este propósito recorreu-se à aplicação de inquéritos por entrevista estruturada a 81 dirigentes de empresas familiares do município, assim como à realização de um inquérito por entrevista semiestruturada ao presidente da Câmara Municipal de Cabeceiras de Basto. Os resultados obtidos nesta investigação permitiram-nos, em primeiro lugar, concluir que a dinâmica empresarial de Cabeceiras de Basto encontra-se significativamente condicionada por fragilidades sociais e económicas. Em segundo lugar, denota-se que as diretrizes políticas desenvolvidas na promoção do espírito empresarial são ainda insuficientes para sustentar o rejuvenescimento do tecido empresarial no município, caraterizado essencialmente por pequenas e médias empresas, pela predominância de atividades económicas tradicionais, pautadas por baixos índices de inovação e por baixos índices de competitividade e de internacionalização. Relativamente à performance das empresas familiares existentes no concelho, mais do que validar as tendências empresariais referidas anteriormente, permitiram sobretudo aferir a reduzida importância dada pelo executivo municipal, dado não terem sido enunciados programas de apoio e promoção desta tipologia empresarial., The perception of the continuous disparities within the scope of the territorial planning and of the impacts that are a result of it made us, in the last decades, to rethink about the strategies that were adopted. Located mainly along the interior line of the Portuguese territory the territories with a low density register, nowadays, important changes both in its morphology and in its respective (re)appreciation and dynamization. This dissertation is focused on the role of the entrepreneurship as a dynamic and revitalizing strategy of the territories, whose projects that were implemented contribute not only to the improvement of the quality of life of the local population but also to the development of the region in which they are inserted in, through the dynamization of the economic activity, the job creation or through the use of the existing endogenous resources. Taking into consideration the significant representativeness and importance of family companies in the economies of the west countries, this research aims to diagnose the profile of the family companies in the municipality of Cabeceiras de Basto and to evaluate its impact in the process of the local and regional development. With this objective in mind, we conducted surveys in the form of interviews to 81 managers of family companies in the municipality, as well as semi structured interview with the mayor and institutional representatives at a local level. The results obtained in this investigation enabled us, firstly, to conclude that the business’ dynamics of Cabeceiras de Basto is significantly conditioned by social and economic fragilities; secondly, the political guidelines developed in the promotion of entrepreneurship are still insufficient to sustain the rejuvenation of the entrepreneurial fabric in the municipality, essentially characterized by small and medium enterprises, by the predominance of traditional economic activities, based on low rates of innovation and low levels of competitiveness and internationalization. Regarding the performance of family businesses existing in the municipality, more than validating the business trends mentioned above, they made it possible to denote the reduced importance given by the municipal executive, as there were no programs mentioned to support and to promote this type of business.

Performance Management System needs improvement in the face of the level of competition in the 21st century as increasingly stringent and urgent things need to be done by each company. This paper is a study to see how big a role fixes Performance Management System in improvement of performance family company. The purpose of this paper is to identify and analyze the role of the dimensions that play a role in the Performance Management System. While the performance of the company as a form of evidence that the company uses resources efficiently, focus on continuous improvement and effectiveness organization.

[ES] Estudiar y diagnosticar el rol de género en la empresa familiar y sus efectos: posibilidades diferencias, ordenación jerárquica, igualdad-desigualdad. Se realiza sobre un estudio de caso para el cual se proponen mejoras., [EN] Study and diagnose gender roles in the family business and effects: different possibilities, hierarchy, equality and inequality. It is done on a case study which proposed improvements.

Focus of this thesis is on Corporate Social Responsibility (CSR), defining it as a subject, showing different areas and ways of conduct, and is explained more specifically through the example of a family company Atlantic grupa d.d. This way the actuality of the topic is described and brought closer, there fore this paper implies greater use and expansion of such business conduct.

RESUMEN La investigación propone una medida de la eficacia de la sucesión en empresas familiares vinculadas a la minería peruana por medio de una evaluación del cambio de valor de mercado del grupo empresarial que representan. Se revisaron 12 casos de grupos empresariales y 85 reportes corporativos de empresas familiares peruanas vinculadas a la mediana minería formal durante el período 2000-2015 encontrándose hasta cuatro categorías marcadas en el cambio de valor que expresan distintas condiciones de contexto en el cambio de enfoque y dirección de la empresa ante la sucesión en el mando de la misma. Los resultados muestran tasas de cambio en el valor de mercado (>10%) para los casos donde el cambio se generó como consecuencia del fallecimiento inesperado del patriarca y a la vez la segunda generación estaba profesionalmente preparada para hacerse cargo de la dirección de la compañía, tasas de cambio en el rango de para los casos donde la segunda generación no había seguido un proceso de preparación profesional planificada para la sucesión y tasas de cambio inferiores al 5% para los casos donde la sucesión corresponde a la coexistencia en la gestión de las distintas actividades de la empresa entre patriarca y los sucesor(es). ABSTRACT Research proposes an effectiveness measurement about succession towards the medium Peruvian mining companies through an evaluation of the market value change of the company group represented. Twelve company groups cases were reviewed and 85 Peruvian family corporate companies related to the medium formal mining industry during the 2000-2015 period, in which up to four categories were found as part of the value change that presents different context conditions about focus change and company direction as a result of the succession in charge. The results show exchange rates in the market value of (>10%) as consequence of succession process for the family companies' cases where the change was professionally prepared to take over the leadership of the company; exchange rates in the range of 5% to 10% for cases where the second generation had not followed a process of professionally planned preparation of succession; and lower change rates of 5% for cases where the succession corresponds to the coexistence in the management of the various activities of the company between patriarch and successor(s).

Družinska podjetja so v Sloveniji pomemben dejavnik gospodarske rasti in razvitosti. Izvajanje nasledstva družinskih podjetij je zagotovo eden najpomembnejših razvojnih problemov v podjetju samem, saj gre za kompleksno nalogo, katere neuspeh lahko povzroči propad podjetja. V diplomskem projektu analiziramo družinska podjetja, ki uspešno poslujejo na trgu in dajejo velike možnosti zaposlitve. V Sloveniji so družinska podjetja še zelo mlada, saj so se pričela razvijati šele po letu 1991, ko se je Slovenija osamosvojila takrat je namreč propadlo veliko državnih podjetij. Slovenija je mlada država, zato so tudi mnoga družinska podjetja sorazmerno mlada večina podjetij je še v prvi generaciji, le nekaj v drugi ali tretji, manj pa že v četrti generaciji. Pojavljajo se tudi problemi z nasledstvom, čeprav jih praksa morda še ne zaznava, saj veliko lastnikov družinskih podjetij še ne razmišlja o prenosu podjetja na naslednjo generacijo, ki lahko traja tudi več kot deset let. Ko se v družinskem podjetju odločijo za menjavo generacije, morajo ta proces planirati in za naslednika izbrati ustreznega kandidata. Naslednik mora biti zmožen in pripravljen za delo, ki ga bo prevzel tako, da se bo podjetje še naprej dobro razvijalo in delovalo. Po navadi je naslednik družinski član, npr. sin ali hči, če je naslednikov več, pa lahko med njimi pride tudi do rivalstva in tekmovalnosti. Veliko družinskih podjetij ne planira nasledstev in zaradi tega lahko podjetje propade. Ker pa je glavni namen tega diplomskega projekta planiranje nasledstva, se bomo poglobili v to temo, obenem pa bomo družinskim podjetjem pripisali tudi značilnosti, prednosti in slabosti, s katerimi se soočajo. V diplomskem projektu preučujemo planiranje in prenos podjetja na naslednjo generacijo. V praktičnem delu smo izvedli raziskavo, v okviru katere smo tematiko nasledstva proučevali v družinskih podjetjih na območju Občine Maribor z okolico. Family companies are in Slovenia an important factor of economic growth and development. Execution of succession of family companies is surely one of the most important developmental problems in a company, because this is a complex task and its failure can cause the failure of the company. In the diploma project we are analyzing family companies which are successful on the market and giving a lot of employment opportunities. In Slovenia are family companies very young because they began to develop in Slovenia mostly after the year 1991, when Slovenia became an independent country and a lot of state companies went bankrupt. In Slovenia are family companies still very young, this is why the most of the companies are still in the first generation, only some in the second or third and less in the fourth generation. There are also occurring problems regarding the succession, although the practice maybe isn’t perceiving that yet, because a lot of family company owners aren't thinking about transferring the company to the next generation which can take also more than ten years. When they in the family company choose to change the generation, they have to plan this process and choose a suitable candidate for the successor. The successor must be capable and ready for work he has to take over, so that the company will be able to develop and work well. Usually the successor is a family member, e.g. son or daughter. If there are more children successors, rivalry and competitiveness can occur. A lot of family companies don't plan the succession and this is why the company goes bankrupt. Because the main problem of this diploma project is the succession planning we will immerse ourselves into this topic, and we will also give family companies characteristics, advantages and disadvantages they are facing. In the diploma project we are studying the planning and the transfer of the company to the next generation. In the practical part we have done a research in which we have studied the thematic of succession in the family companies in the Municipality of Maribor with surroundings.

V delu diplomskega projekta preučujemo vpliv družine na razvoj družinskega podjetja.V družinski lasti naj bi bilo v povprečju opredeljenih več kot 60 odstotkov evropskih podjetij. Pri opredeljevanju družinskega podjetja smo ugotovili, da ni enotne definicije o družinskem podjetju, saj se mnenja avtorjev o njej razlikujejo. In family possession, on average, there are supposed to be more than 60 percent of European companies (defined as such). In defining a family company we found out that there is no single definition of family company, for opinions of an those on this subject differ.

V diplomskem delu smo spoznali, da je marketinški splet v malem družinskem podjetju izjemnega pomena. Za vsako podjetje je zelo pomembno, da prodaja kvalitetne, cenovno ugodne izdelke, ki jih trži preko različnih tržnih poti in jih preko marketinškega komuniciranja približa vsem obstoječim in potencialnim odjemalcem. Vse te elemente marketinškega spleta mora vsako podjetje, še posebej to velja za malo družinsko podjetje, dobro načrtovati, saj je končni cilj vsakega podjetnika prodaja izdelka, čim večji zaslužek in zadovoljstvo stranke. V današnjem času je v dejavnosti, kjer deluje podjetje Avgust Serec s. p. zelo pomembno, da lahko podjetje ponudi svoji obstoječim ali novim potencialnim strankam pravo izbiro izdelkov v pravem času, po pravih cenah in v pravih količinah. Podjetje namreč deluje v panogi, kjer odjemalci potrebujejo izdelke v zelo kratkem času ali nemudoma, zato je zanj zelo pomembno, da podrobno spremlja dogajanje na trgu in se hitro prilagaja. In this thesis we see that the marketing mix in a small family business very important. It is important that company sells quality, inexpensive products, which are put on the market through various marketing ways and are put close to existing and potential new buyers. All these elements have to be planned very well, especially in small family businesses, because the goal of every company is selling their products, making profit and satisfaction of the customers. In this branch of activity, in which the company August Serec s.p. is working, is nowadays very important, that they can offer their existing and potential customers the right choice of products in the right time, whit right prices and the right quantity. The company is operating in an industry, where the customers need the products shortly or immediately, so it is very important to closely monitor market developments and adapting quickly.

V magistrskem delu je prikazan primer podjetja Avto Jarc in njihov projekt za oceno možnosti družinskega podjetja na ameriškem trgu. Projekt so zasnovali lastniki in managerji podjetja Avto Jarc z namenom razvoja modela potencialnih možnosti vstopa na zahtevno ameriško področje. Gre za izvirni pristop k zasnovi navedenega, saj je bilo potrebno veliko časa in znanja, še posebej pa konkretne komunikacije z ljudmi po svetu, da je možno oceniti navedeni projekt kot pozitiven za družinsko podjetje Avto Jarc. Vsebina projekta ima, oziroma vsaj tisti njegov del, ki je prikazan v magistrski nalogi, dovolj splošna izhodišča, da bi jih lahko za potrebe svojega poslovanja mogoče uporabila tudi mnoga druga slovenska podjetja. Zasnova in izvedba projekta sta kompleksni. Gre za usklajevanje različnih poslovnih, tehničnih in komunikacijskih vsebin, ki zahtevajo veliko poslovne logistike. Takega projekta ni mogoče niti zasnovati niti izpeljati samo iz sedeža podjetja. Preprosto je potrebno vzpostaviti globalno mrežo in usklajevati različna pričakovanja v različnih poslovnih okoljih z ljudmi, ki imajo različne načine razmišljanja in različne življenjske vrednote. V magistrskem delu je prikazan izviren poslovni model podjetja Avto Jarc z namenom predstavili alternativo managementskega pogleda na strateški razvoj družinskega podjetja na globalnem trgu. In the master thesis the project for assessment of possibilities to enter the US business market is presented which is prepared by family company Avto Jarc. The project is realized by the owners and managers of the family company mentioned before. The general aim of the project is to develop potential possibilities of entering to most demanding American business market place. The project is authorized by the leading members of the group inside the company Avto Jarc. The project was consumed a lot of time of various experts from the company, as well as modern business knowledge and communication between the experts from all over the world. In the thesis only one part of the project is presented and even this part can be understood as a general viewpoints on the whole content of the project that even other companies can find in it some useful ideas for their international business. The design of the project content as well as the implementation of the project are the quite complexed. A lot of coordination between various business, technical and communication contents is has to be done in order that the complexed business logistics can be achieved. It is almost impossible to create or to implement that kind of complexed project only from the company’s armchairs. The global network has to be create in order that all variety of expectations in different business environments with the peoples with different cultures and values and ways of thinking can be involved into one common sensed wholeness. In the thesis the genuine business model of Avto Jarc is presented in order to express some alternatives to management viewpoints on strategic development of the family company on global market place.

O processo sucessório é um importante momento no ciclo de vida das organizações, em especial das empresas familiares, pois de acordo com a condução do processo, os resultados poderão representar vantagem competitiva ou ruptura/descontinuidade no seu ciclo de vida. No presente artigo discutem-se as características e dinâmica estruturais de empresas familiares de pequeno porte com a tentativa de apontar elementos de análise ignorados nos estudos organizacionais produzidos a partir da realidade brasileira. Entende-se que é na estrutura e na dinâmica da empresa familiar que residem elementos explicativos da longevidade de algumas empresas familiares brasileiras. O estudo empírico foi realizado com atividade comércio varejista de gás liquefeito de petróleo em empresas familiares brasileiras de pequeno porte. Utilizaram-se dados secundários, para identificar as empresas da amostra, e dados primários, os quais foram coletados pela técnica da entrevista e analisados pelas técnicas análise de conteúdo e análise do discurso. Conclui-se que a longevidade da empresa familiar brasileira de pequeno porte está atrelada à ampliação dos níveis de competitividade que, por sua vez, depende de uma estrutura organizacional sustentada pelo pensamento sistêmico e da compreensão da dinâmica organizacional que vincula família e empresa numa mesma dimensão.

This paper presents theoretical and empirical research on the activities and attitudes of a family business owner regarding marketing as a business function. The development of successful business relationships of a family business is tightly connected with the activities of the business owner. The theoretical review examined numerous family and non-family business studies by analyzing the existing paradigms of marketing management as a whole. The empirical research, surveying 420 family businesses in Serbia, defined the overall role of the family business owner in customer relationship management regarding business-to-business (B2B) and business-to-consumer (B2C) relationships. Key findings suggest that the main difference in customer relationship management (CRM) between family and non-family companies is related to B2B relationships, which the family business owner is heavily involved in managing, in terms of invested time and responsibility. Future research should cover aspects of internationalization (to regional markets) because it is essential to cross-examine regional with local contacts of a family business owner, to provide full comprehension of the complexity of market relationships in a family business environment.

Świat stoi w obliczu kryzysu niedoboru talentów. Ma na to wpływ wiele czynników. Jak dotąd nie udało się powstrzymać tego procesu, stąd między organizacjami toczy się walka o najlepszych pracowników. Każde przedsiębiorstwo chciałoby wygrać wojnę o talenty, dlatego powinno sprecyzować co oznacza talent dla jego organizacji, jakich talentów potrzebuje i dlaczego. Może być to krokiem do zbudowania jeszcze silniejszej pozycji na rynku. Tezy te zostaną przeanalizowane na przykładzie spółki rodzinnej. The world is facing a talent shortage crisis which is caused by several factors. So far, the process could not be stopped, therefore, companies fight between ourselves for the best employees. Every company would like to win the war for talent, thus, it should be defined what talent is for an organization, what talent an organization needs and why. It can be a step to building an even stronger market position. These theses will be analyzed on the example of a family company.

Družinska podjetja predstavljajo pomemben del v gospodarstvu tako pri nas kot tudi v drugih državah po svetu. Družinska podjetja so posebna oblika podjetij, katera upravljajo in vodijo običajno, sploh kadar so manjša, le družinski člani. Pogosto družinska podjetja enačimo z malimi in srednje velikimi podjetji, kar pa nikakor ne drži. V svetu namreč obstajajo tudi velika družinska podjetja, ki uspešno poslujejo na trgu ter nudijo mnoge možnosti zaposlovanja. V Sloveniji imamo predvsem mala in mlada družinska podjetja. Družinska podjetja v Sloveniji so pričeli natančneje preučevati šele pred približno tridesetimi leti. Največji problem pri družinskih podjetjih vsekakor predstavlja nasledstvo. Menjavo generacije od ustanovitelja do naslednika jih preživi le tretjina, nadaljne menjave še manj. Ko se v podjetju odločijo za menjavo generacije oziroma nasledstvo, morajo najprej izbrati primernega naslednika, ki bo pripravljen in zmožen uspešno upravljati in voditi družinsko podjetje še naprej. Spodobnosti naslednika je potrebno dobro proučiti. Pri izbiri naslednika se lahko pojavijo različni problemi, kadar otrok v družini ni ali pa je v družini več otrok. Kadar je v družini več otrok, lahko med otroki začne vladati rivalstvo in tekmovalnost, saj se vsak želi izkazati po svojih najboljših močeh in prevzeti nasledstvo v družinskem podjetju. Rivalstvo med otroci in tekmovalnost lahko privede do konfliktnih situacij med vsemi družinskimi člani, kar pa še dodatno otežuje situacijo glede nasledstva in izbire naslednika v podjetju. Zaradi takšnih in drugačnih razlogov v družinskih podjetjih nasledstva pogosto ne planirajo. Ne planiranje nasledstva v družinskih podjetjih prav tako prinaša veliko težav, hkrati pa je lahko ne planiranje nasledstva v družinskem podjetju tudi glavni razlog, da se podjetje zapre. Če v družini ni otrok, se prav tako pojavijo težave. Ustanovitelj ima možnost poiskati naslednika izven družine, lahko se odloči za prodajo podjetja ali likvidacijo ali pa preprosto ne naredi ničesar in samo čaka. Ukvarjanje z vprašanjem o nasledstvu v družinskem podjetju predstavlja veliko težav, zato je še toliko bolj pomembno. V diplomskem projektu želimo podrobneje spoznati družinsko podjetje Zlatarstvo Tofant, s.p. ,njihove prednosti in slabosti, kakšne vloge imajo družinski člani v podjetju, odnose med družinskimi člani, vzroke za nastajanje konfliktov med njimi ter načine za reševanje teh konfliktov. Proučiti pa želimo tudi, kakšne so možnosti za nasledstvo v družinskem podjetju Zlatarstvo Tofant, s. p. Family companies represent an important part of the economy in Slovenia and countries all over the world. They are specific forms of companies which are managed and led exclusively by family members. We usually equate them with small and medium-sized companies but this is incorrect. There are many large family companies in the world which successfully conduct business and offer the variety of employment possibilities. Family companies in Slovenia are mostly young and small. Only one third of these companies survive the change of generation from a founder to a successor. The study of family companies in Slovenia is relatively young, approximately 32 years. The biggest problem of these companies is definitely the inheritance. Once the company decides to change the inheritance it is important to choose a suitable successor who will be willing and competent to successfully manage and lead the family company in the future. The choice of the successor may bring many difficulties, especially in families with many or no children. In a family with many children rivalry and competitiveness become stronger and stronger. Each child wants to prove himself and take over the inheritance in family company. Rivalry and competitiveness between siblings can lead to conflicting situations among all family members, which can make the choice of the successor even harder. For different reasons family companies usually do not plan the inheritance and precisely not planning it brings many problems. At the same time not planning the inheritance may be the main reason for the closure of the company. Likewise in families with no children problems can occur. The founder of a company has more possibilities of finding the successor – first outside the family, second by selling the company, third winding-up the company and fourth do nothing and wait. Dealing with the question of inheritance in family company brings many problems which make the question even more important. In graduation project we want to know the family company Zlatarstvo Tofant, s. p. better. We are interested in their advantages and disadvantages, roles in family company, relationships between family members, determination of the causes of conflicts and finding the way to solve these conflicts. Furthermore, we want to find the possibilities of the inheritance in family company Zlatarstvo Tofant, s. p.

Družinska podjetja so izrednega pomena za gospodarstvo tako v Sloveniji kot tudi drugod po svetu. Prevladujejo med malimi in srednje velikimi podjetji, najdemo pa jih lahko v vseh panoga. Nekatere družine obvladujejo tudi velike koncerne z dolgoletno tradicijo in svetovno priznanimi blagovnimi znamkami. Prevladujoče raziskovalno področje družinskega podjetja je prenos nasledstva iz ene generacije na drugo. Gre za kompleksno nalogo katere neuspeh lahko povzroči propad podjetja, ki bi v primeru uspešnega prenosa bilo sposobno preživeti na trgu. Z raziskavo v okviru diplomskega projekta bomo opisali potek prenosa nasledstva in najpogostejše dileme, ki se pojavljajo ob tranziciji – prehodu iz ene generacije družinskega podjetja v drugo. V praktičnem delu diplomskega projekta smo izvedli empirično raziskavo (anketo) v okviru katere smo proučevali družinska podjetja v občini Dravograd. Med večjim številom podjetnikov smo raziskali, kako poteka planiranje nasledstva in pripravili priporočila, ki bi lahko omilila težave, s katerimi se družinska podjetja soočajo pri prenosu nasledstva. Family companies are of crucial meaning for economy in Slovenia as well as elsewhere in the world. The majority can be found in medium and large companies and we can find them in all areas. Some families also handle large businesses with a long tradition and world known brands. The main research area of family companies is the transition of inheritance from one generation to the other. It is a complex task the success of which can result in the decline of the company which could survive in the market if the transition had been successful. With the research of the diploma work we will describe the passing over of the company and the most common dilemmas which can occur during this transition - the passing from one generation of family business into the next. In the practical part we conducted an empirical research question poll through which we researched family companies in the community of Dravograd. Between the companies we researched how the planning of this process takes place and prepared suggestions which could limit possible problems that companies face during this process.

Rad ne sadrži sažetak.

V sodobnem načinu življenja se je stresu skoraj nemogoče izogniti. Zato je pomembno, da se vsak posameznik zna spoprijeti s stresom in temu prilagoditi način življenja. Delo samo nas lahko zadovoljuje, nam prinaša uspeh in osebno zadovoljstvo, v nekaterih primerih pa lahko bodisi zaradi neuspehov bodisi nemoči ali preobremenjenosti pripelje posameznika do zloma oz. izgorelosti. Takrat si moramo ustvariti uravnoteženo življenje in vlagati energijo v razvoj naše osebnosti. It is almost impossible to avoid stress in modern lifestyle. Therefore, it is important each individual learns how to deal with stress and adjust their lifestyle to avoid it. Work can satisfies us, bring us success and personal contentment but in some cases either failure or powerlessness or overload it can get us to burnout. The balance lifestyle and healthy individual development restrain us from burnout.

Bu çalışma iki temel kısımdan oluşmaktadır. İlk dört bölüm Kalite kavramının tarihçesi, kalite yönetim sistemlerinin tanıtılması ve bir sistemin kurulması ile ilgili bilgi kaynağı olarak hazırlanmıştır. Çalışmanın bahsedilen bu bölümleri Kalite ve Kalite Yönetim Sistemi hakkında bilgi sahibi olmak, kendi kuruluşunda böyle bir çalışmayı başlatmak isteyenler için bir açıklayıcı kaynak, bir özet kılavuz olarak da yarar sağlayacaktır. Özellikle bu konuda araştırmaya yeni başlayan orta veya küçük büyüklükteki işletmeler için “Kalite Yönetim Sistemi = Belge sahibi olmak” algısının önlenmesi için düşünce sistemi olarak da tanımlama yapılmaya gayret edilmiştir. Çalışmanın son bölümünde bir uygulama örneği yer almaktadır. Lojistik sektörü Nakliye alanında faaliyet gösteren Marnak Marmara Nakliyat San. ve Tic. A.Ş. aile şirketi yapısından kurumsal şirket yapısına geçmeye ve Kalite Yönetim Sistemi kurularak bu sistem dahilinde çalışmaya karar vermiştir. Başlangıçta şirket yapısı incelenmiş, mevcut durumun analizi yapılmıştır. Bu aşamada Kaizen öğretisi esas alınarak “insan kaynağı” için iyileştirme, planlamada en öne alınmış, çalışanlar ile bire bir görüşmeler yapılarak mevcut koşulları ve beklentileri analiz edilmiş, gerekli alanlarda iyileştirme ve bilgi paylaşımı ile başarılı gelişmeler sağlanmıştır. Üst yönetim kalite hedeflerini belirlemiş ve bu hedeflere ulaşmak için izlenecek yol ve iş akışlarını tanımlayan süreçler bölüm yöneticilerinin de katılımı hazırlanmıştır. Firma içi eğitimler düzenlenerek çalışanlar ve yöneticiler Kalite Yönetim Sistemi hakkında bilgilendirilmiştir. Operatif süreçler incelenmiş, tekrarlayan adımlar ve karar verme ile ilgili belirsizliklerin neden olduğu adımlar yeniden düzenlenmiş ve iş akışında hız ve kolaylıklar sağlanmıştır. Tüm süreçlerin yazılı hale getirilmesi ve taleplerin, değişikliklerin form ve raporlar ile belgeli – onaylı duruma getirilmesi ile hatalı hesaplamalar veya ölçümler ile maddi kayıpların olması önlenmiştir. Kalite Yönetim Sistemi kurulması, kullanım ve işleyişin etkinliğinin ölçme ve değerlendirme araçları ile tanımlanmasını takiben TSE ISO 9001:2008 Belgelendirme için başvuru yapılaması aşamasına ulaşılmıştır. Kalite Yönetim Sistemi kurulmadan önceki ve sonraki işleyiş hakkında örnekler ve değerlendirme bilgileri Sonuçlar başlığı altında sunulmuştur., This work consists of two main parts. The first four chapters were prepared to serve as a reference for the history of quality concept, introduction to quality management systems and implementing one of those systems. These chapters of the work, acting as an introductory source or short guide, will be beneficiary for those who want to learn and implement a quality management system in their organizations. Special attention was given to prevent the misperception of “Quality Management System = Getting Certificate” for micro to mid-scale organizations which are new to the topic. Final part includes an application example. A family company, Marnak Marmara Nakliyat San. Ve Tic. A.S. which is a transportation company active in the logistics sector decided to transform into intuitional structure and to implement a quality management system. Initially the company structure was examined and current situation was analysed. During this stage which was based on the “Kaizen” philosophy, the improvements for human resources had precedence in planning. Peer interviews were conducted with the employees to analyse current status and their expectations. This was followed by improvements and dissemination of knowledge in related fields which contributed to successful results. Top management defined the quality targets and contributed to the preparation of the work flows, procedures and processes to reach these targets. In house trainings related with the quality management system were given to the staff and managers. Operational processes were also analysed. Repeating and/or non-value adding activities, uncertainties were eliminated. The speed increases and easiness have been achieved in work flows. By documenting all processes and defining authorization processes for changes and requests in the organization, incorrect calculations/measurements thus tangible losses were decreased considerably. Following the implementation of the quality management system, definition of the measurement of its effectiveness continuously, the company is at the TSE ISO 9001:2008 application stage. Comments and operational examples coming before and after the implementation of the quality management system were given in the conclusion.

Namen diplomske naloge je prikazati vpliv sloga vodenja na organizacijsko vzdušje in zadovoljstvo zaposlenih. Danes se pojavlja v podjetjih vse več tekmovalnosti, neiskrenosti in nezaupanja, ki peljejo k nezadovoljstvu zaposlenih. To pa je tudi najpogostejši dejavnik v podjetjih. V izbranem podjetju smo v praktičnem delu diplomske naloge analizirali rezultate organizacijskega vzdušja in zadovoljstva zaposlenih za zadnjih pet let, analizirali rezultate raziskave sloga vodenja ter primerjali rezultate sloga vodenja dobljene v raziskavi, z rezultati vzdušja in zadovoljstva zaposlenih preteklih let. Glede na ugotovitve lahko trdimo, da so bile najvišje povprečne ocene organizacijskega vzdušja in zadovoljstva zaposlenih pri uporabljenem situacijskem modelu vodenja, ki ga je vodja prilagajal situaciji. Največkrat uporabljen slog vodenja je prepričevalni slog vodenja, velika usmerjenost na naloge in na odnose. Vodja, ki bo znal s svojim zgledom, vpletenostjo zaposlenih v postavitev ciljev, motivirati zaposlene in ustvariti obojestransko zaupanje, bo lahko zagotavljal dobro organizacijsko vzdušje in zadovoljstvo zaposlenih. To je lahko le vodja, ki vodi podjetje z znanjem in visoko mero občutka za delo z ljudmi. The purpose of this diploma was to demonstrate the impact of management style on the organizational climate and satisfaction of employees. Nowadays, we can notice an increase of competitiveness, dishonesty and mistrust in the majority of companies, which leads to a dissatisfaction of employees. This is also the most common factor in companies. For the practical part of the diploma, we selected a company and analyzed the results of the organizational climate and employee satisfaction for the last five years, analyzed the results of the management style survey, and compared the results of the management style survey to the results of the climate and employee satisfaction in the previous years. Based on our findings, we can claim that the highest average assessments of the organizational climate and employee satisfaction were reached by the model of situational leadership, where the manager adopted the management style according to the particular situation at hand. The most frequently used management style is the persuasive management style and there is a great focus on tasks and relationships. A manager that is able to set an example for others, involve the employees in the goal setting process, motivate the employees, and create an atmosphere of mutual trust, will also be able to provide a good organizational climate and high employee satisfaction. This can only be a manager who guides the company by relying on a high level of knowledge and highly developed social skills.

Purpose of the article: The purpose of the paper is to define the point of family company’s success. The object of research is family business as an economical phenomenon. There is a double subject of this study: firstly, to find out the main resources, from which information about successful companies can be detected and, secondly, to analyze one big family company as case study for identification its key success factors. Methodology/methods: The article was prepared on the basis of general theoretical scientific methods, in particular analysis, synthesis, analogy, comparison, generalizations, deduction and methods of expert estimates. In the first phase secondary research of scientific literature and electronic resources about the paper topic was conducted. On the base of that result, the primary research was conduct, which is based on analysis of family company E. & J. Gallo Winery. Based on the received information, the key success factors were identified. The sources of the research are internet web-pages of the company, articles about company in famous Czech business magazines and scientific journals form Emerald database, reports of company and financial data from Amadeus database and The Global Family Business Index. Scientific aim: The aim of scientific research is to improve the understanding of family company’s success from the perspective of difficulties faced by family company. Findings: The results of this study allowed the finding of a main point for the family company’s success based on review of key sources about successful family companies. In addition, activity of E. & J. Gallo Winery was analyzed as the case study for critical evidence that phenomenon. Conclusions: This study has contributed to the theoretical body of family business research providing an important first step to gaining insights into the family company’s success and its key factors which influence effective functioning of family company

Družinska podjetja pogosto opredeljujemo kot posebno vrsto podjetij. Toda kaj je družinsko podjetje? To je vprašanje, na katerega še vedno ne moremo podati jasnega odgovora, predvsem zaradi odsotnosti univerzalne definicije družinskega podjetja. Večina raziskovalcev se strinja, da je vključitev družine v podjetje tista značilnost, po kateri se ta podjetja razlikujejo od drugih. Udeležba družine se ponavadi nanaša na udeležbo članov družine v lastništvu in managementu, s tem pa družina pomembno vpliva na številne razsežnosti razvoja ter delovanja podjetja (Duh 2008,108). Družinska podjetja tvorijo pomemben del gospodarske združbe v državah EU in nekaterih drugih državah. Tako so tudi pomemben dejavnik krepitve uspešnosti, konkurenčnosti in dinamičnosti nacionalnih gospodarstev pa tudi gospodarstva EU. Številne raziskave, izvedene predvsem v državah s tradicijo privatnega lastništva in družinskega podjetništva, kažejo, da imajo družinska podjetja številne razvojne posebnosti in da je temu ustrezno potrebno oblikovati tudi podporo njihovim razvojnim prizadevanjem, in sicer podporo v obliki svetovalnih storitev, izobraževanja, oblik financiranja, ukrepov ekonomske politike in drugih oblik podpornega okolja (Duh 2008,102). Edina stalnica današnjega časa so spremembe. Zato se mora podjetje zavedati, kakšne so njegove značilnosti oz. v kateri fazi življenjskega cikla se trenutno nahaja, ter na podlagi informacij in ugotovitev o obstoječem stanju tudi ustrezno ukrepati (Lester, Parnell 2008, Lester et al. 2008/2009 v Štrukelj 2010, 81). Ta problem je enako pereč v podjetjih vseh velikosti, ne glede na njihovo lastniško strukturo (Chawla et al. 2007 v Štrukelj 2010, 81). Magistrsko delo je sestavljeno iz teoretičnega in empiričnega dela. Najprej bomo opredelili teoretična spoznanja o modelih razvoja družinskega podjetja in življenjski cikel podjetja. Pri življenjskem ciklu podjetja bomo opisali ključne značilnosti življenjskega cikla podjetja in življenjski cikel družine in družinskega podjetja. Pri modelih razvoja družinskega podjetja bomo opisali nekatera pomembnejša spoznanja o modelih razvoja podjetja, tuje modele razvoja družinskega podjetja in model razvoja družinskega podjetja razvit v Sloveniji. Pri modelih razvoja podjetja po Pümpinu in Prangeju (1995) pa bomo opisali ključne značilnosti pionirskega podjetja, ključne značilnosti rastočega podjetja, ključne značilnosti zrelega podjetja in ključne značilnosti podjetja v preobratu. V nadaljevanju bomo na praktičnem primeru podjetja Kranjc d.o.o. opredelili razvojno stanje družinskega podjetja. Predstavili bomo temeljne podatke o podjetju in družini podjetja Kranjc d.o.o., kjer bomo zajeli nastanek podjetja, ključne spremembe v razvoju in rasti podjetja, podjetje danes ter temeljne podatke o družini. Analizirali bomo ustanovitelja, ustanoviteljevo hčerko in hčerkinega partnerja. Pridobljeno znanje in mišljenje bomo na koncu magistrskega dela strnili v sklepnih ugotovitvah. A family business is often defined as a special type of company. Indeed, what is a family business? This question still remains to be answered in a straightforward way, especially due to the lack of an universally accepted definition of a family business. Most researchers agree that the involvement of family members in a company is the crucial feature that distinguishes family businesses from other companies. This involvement usually refers to the participation of family members in the company's ownership and management, through which the family has a major influence on its various development and operational activities (Duh 2008, p. 108). Family businesses are an important part of economy in EU countries and in some other countries. Thus they represent an important factor of enhancing success, competitiveness and dynamism of national economies as well as the EU economy. Many studies, most of them carried out in countries with a long tradition of private ownership and family businesses, have shown that family businesses have numerous peculiarities in their development and that it is necessary to shape the support measures for their development efforts accordingly. The support measures include consultancy services, education, various forms of financing, economic policy and other types of supportive environment (Duh 2008, p. 102). Change is today's only constant. That is the reason why companies should be aware of their characteristics and of the current phase of their life cycle and act according to information and findings of the current situation (Lester, Parnell 2008, Lester et al. 2008/2009 in Štrukelj 2010, p. 81). This problem is equally pressing in companies of any size irrespective of their ownership structure (Chawla et al. 2007 in Štrukelj 2010, p. 81). This master's thesis consists of a theoretical and an empirical part. First we will present theoretical notions about development models of family businesses and company life cycle. The presentation of company life cycle will include key characteristics of a company life cycle, a family life cycle and a family business life cycle. The presentation of development models of family businesses will include some important findings regarding company development models in general, foreign company development models of family businesses and a development model of a family business that was developed in Slovenia. The presentation of company development models according to Pümpin and Prange (1995) will include the key characteristics of a startup company, key characteristics of a growing company, key characteristics of a mature company and key characteristics of a changing company. We will then present the developmental stage of a family business using the practical example of the company Kranjc d.o.o. We will present basic information about the company and the family, which will include the creation of the company, crucial changes in its development and growth, the company today and basic information about family members, namely the founder, his daughter and his daughter's life partner. We will sum up the knowledge and views thus gained in the conclusion of the thesis.

Dissertação de mestrado em Economia, Mercados e Políticas Públicas, A Symington Family Estates, empresa média de cariz familiar, produtora de vinho do Porto e Douro DOC, consegue e mantém, numa economia global e homogeneizada, uma posição no plano da internacionalização que se pauta pela qualidade e diferenciação do produto que oferece. O objectivo foi tentar encontrar as razões de sucesso da empresa no panorama da Região Demarcada do Douro, europeu e mundial, num sector tão competitivo. Desde os primórdios da sua bela história, a Symington Family Estates sempre se antecipou no tempo, em particular na área da enologia e viticultura, o que lhe permitiu granjear e consolidar, ao longo dos séculos, o número um no ranking mundial dos vinhos do Porto; é também a empresa mais galardoada a nível mundial em competições internacionais, ano após ano. A sábia combinação de uma gestão profissional com a linha sucessória, que vai a caminho da quinta geração, parece constituir um dos pilares do sucesso da empresa líder de mercado. A Symington Family Estates é sinónimo de desenvolvimento e competitividade territorial ao impulsionar uma salutar concorrência com os competidores locais e internacionais. A entrada para União Europeia, em 1986, e a classificação da UNESCO permitiu tornar ainda mais visível o Douro, possibilitando a colocação dos vinhos nos mercados num tempo célere e associar a qualidade e a originalidade do vinho do Porto a uma região única e assombrosa pela riqueza do seu património natural e paisagístico. Neste contexto, a investigação preconizada apoiou-se, inclusive, numa entrevista gentilmente concedida pelo Director Executivo da Symington Family Estates, Senhor Eng.º José Álvares Ribeiro, de modo a perceber e confirmar o que de melhor se faz em Portugal num sector de secular importância para a economia portuguesa. É igualmente relevante que as autoridades com competência nas políticas públicas zelem pelo ordenamento do território e defesa da vinha no Douro, em homenagem a uma visão estratégica que faça do passado e do presente um futuro com futuro., Symington Family Estates, a large traditional family company producer of Porto and Douro DOC wines, manages and keeps in a global and homogeneous economy a position in their internationalization, based on quality and differentiation of their products. The main propose was to find the reasons of the company success in the Douro Region, European and worldwide context, in a very competitive sector. Since the beginning of their beautiful history Symington Family was always pioneer in time in enology and viticulture area, which allowed them to achieve and consolidate from centuries the number one in the world ranking of Porto wine; it is the most awarded company in the international competitions, year after year. The wise combination of professional management with the successor’s line towards the fifth generation seems to be one of the pillars of the company leader of market. The Symington Family Estates is synonymous of development and territorial competitiveness, impelling a healthy competition among the local and international competitors. The entrance to European Union, in 1986, and the UNESCO classification (2001) allowed Douro to become more visible enabling the placement of wines in short time in the markets, associating quality and originality of Porto wine to a unique and astonishing region with a rich natural landscape patrimony. In this context, the investigation taken care was inclusive supported by an interview, gently conceded by the Executive Director of Symington Family Estates, Engineer José Álvares Ribeiro, so we could realize and confirm the best that it is done in Portugal in a sector of secular importance for the Portuguese economy. It is equally relevant that authorities with competence in public politics to look after the territorial planning and defence of wine in Douro, in honour to a strategic vision that makes past and present a future with future.

The objective of this bachelor´s thesis was to perform sociometric tests and to define the social positions in the family as well as in the company, which is run by the family. The first part of the thesis includes the theoretical information necessary to establish the manager´s position and character, leadership theories, conflicts and its solutions, team work, communication in the firm, motivation of the employees, and harmonization of the family and company life. Within respect to the theoretical enquiry, the following were utilised: the social positions established with the aid of the sociometric test, matrices, target sociogram, an interview with the Executive Head of the company, as well as personal experience gained. The second part of the thesis includes the history, organisational structure, present situation of the company, commodities put up for sale and subsequent analysis of the sociometric positions. It was found that positions both in the family and in the company are identical. However, this is not satisfactory. The ideal solution would be the agreement of the sociometric positions and positions within hierarchy of the company.

V diplomskem delu smo proučevali podjetje Mesarstvo Herga, d.o.o. in skupaj z vodstvom oblikovali predlog vizije in poslanstva. Gre za družinsko podjetje, ki je v zasebni lasti. Podjetje ima trenutno dve mesnici, od tega se ena nahaja na sedežu podjetja v Mezgovcih ob Pesnici, druga pa v trgovskem centru Tuš v Trnovski vasi. Podjetje je v zadnjem obdobju izvedlo več investicij na področju nabave novih strojev in opreme. Ob proučitvi prednosti in slabosti podjetja ter na podlagi proučitve priložnosti in nevarnosti, ki izhajajo iz okolja in ob proučitvi vrednot ključnih udeležencev podjetja smo skupaj oblikovali predlog vizije in poslanstva podjetja. Glavno vodilo podjetja je omogočiti kupcem nakup kvalitetnega »domačega« slovenskega mesa po sprejemljivih cenah. Podjetje je svojo vizijo zastavilo na podlagi širitve prodajnih trgov, saj si želijo v prihodnosti postati vodilni ponudnik kvalitetnega »domačega« slovenskega mesa na štajerskem področju. The topic of the diploma thesis is the company Mesarstvo Herga, ltd., and together with the company’s management we formed a proposal relating to its vision and mission. It is a privately owned family company which currently owns two butcher’s shops one is located at the company head office in Mezgovci ob Pesnici, and the other is located in the Tuš shopping centre in Trnovska vas. Recently, the company made several investments in new machines and equipment. By examining the advantages and disadvantages of the company, studying the opportunities and threats originating from the environment and the values of key company participants, we formed a proposal relating to the company’s vision and mission. The main guideline of the company is to provide quality “home-produced” Slovenian meat at reasonable prices to the customers. The company established its guideline on the basis of selling market enlargement because it strives to become the leading supplier of quality “home-produced” Slovenian meat in the Styrian region.

Aile işletmecisi olan KOBİ'ler, varlıklarını sürdürebilmek, rakipleri ile rekabet edebilmek gibi çeşitli ihtiyaçlar doğrultusunda değişimlere uğrayarak günümüze kadar gelmiştir. Çalışma, 1984 yılından bugüne tekstil alanında ciddi bir gelişme gösteren Kahramanmaraş il merkezindeki holding kapsamındaki aile işletmesinin kurumsallaşma ve işletme politikasının yeni kuşaklar açısından incelemeyi amaçlamıştır. Yapılan araştırmada gözlem ve görüşme kullanılmıştır. Çalışma sonuçları, yöredeki aile işletmesinin büyük ölçüde kurumsallaşmayı önemsediklerini, büyüme sürecinde görülen aile merkezli sorunların farkında olduklarını ve aile ile işletme ilişkilerinde bir dengeyi gözettiklerini göstermektedir. Bu noktada işletmenin yaşı ve büyüklüğünün bazı faktörler üzerinde etkili olduğu da belirlenmiştir. Bu çalışma bulgularının aile işletmelerinin politikalarını geliştirmelerinde ve bu konuda gelecekte yapılacak araştırmalara yol göstericisi olacağı düşünülmektedir., The SMES, which are family firms, reached to today with getting some changes in the direction of the kinds of needs such as to survive or to get competitive advantage. The study aims to investigate the politics of institutionalization and operation of the family business, which is at the holding position based in the city of Kahramanmaraş been showing a great development at the textile sector since 1984, from the view of new generations. As the data collection methods, the observation and interview were used in the study. The results of the study show that the family firm in the Kahramanmaraş is getting institutional in a big scale, they are aware of the family centered problems encountered during the period of getting bigger and they observe a balance in the relations of the family and the firm. At this point, it is also realised that the age and the size of the firm have effects on some factors regarding institutionalization. It is expected that the results of this study will be way shower for developing of the politics regarding family plants, and for the further surveys on this subject.

Este texto visa a analisar a história da Perdigão, da sua origem, em meados da década de 1930, até hoje. O artigo parte do estudo da passagem das empresas tradicionais e familiares para as firmas modernas, com administração profissional. A Perdigão começou atuando em dois produtos e em uma única região de onde, após três décadas, cresceu, diversificou as áreas de atuação e a gama de produtos, ocupando o território nacional, tanto com unidades industriais quanto com filiais comerciais. Na seqüência, estuda-se a passagem do poder da segunda para a terceira geração, quando enfrentou dificuldades financeiras e administrativas e foi vendida pelos herdeiros. Ao deixar de ser uma empresa familiar e profissionalizar sua gestão, a Perdigão retomou o caminho do crescimento, da inovação e da disputa pelo mercado nacional e pelas exportações. This paper aims analysing the history of Perdigão, from its foundation in the mid 1930s until nowdays. The main concern is related to how traditional and family companies can become modern and professionally managed. That company started by operating with only two products in a region, from where, three decades later, expanded and diversified its business and range of products, towards the Brazilian domestic market through the installation of new industrial and commercial branches. Subsequently, the transition of power from the second to third generation, when financial and administrative difficulties emerged, leading to its sale by the heirs, is analysed in this paper. As it was no longer a family company, and its management became more professional, Perdigão returned to a path of growth, innovation and ability to compete in national as well as foreign markets.

The main purpose of this thesis is to investigate the differences between family and non-family businesses that are listed on the stock exchange, more specifically which factors that is being used in the valuation process and why family businesses as a rule seem to be undervalued. We also look at if family ownership is a factor in this process. By conducting interviews with analysts and journalists working with valuation we hope to be able to not only find out what factors differ but also why family busi-nesses are undervalued. Our conclusion is that while the two forms of ownership has several negative factors that differ between them that are more common among family businesses, such as conservative dividend policy, this is not connected to the family business as a form but is rather an individual factor differing from company to company. Family ownership as such was however not in any way a factor in the valuation since the valuations instead looks at the individual company and does not generalize.

p. 1 - 112 Submitted by Santiago Fabio (fabio.ssantiago@hotmail.com) on 2013-01-24T20:42:41Z No. of bitstreams: 1 EEEEEEEEEEEEEEEEE.pdf: 924893 bytes, checksum: 27568541ec39d122da8905c84c9c34e0 (MD5) Made available in DSpace on 2013-01-24T20:42:41Z (GMT). No. of bitstreams: 1 EEEEEEEEEEEEEEEEE.pdf: 924893 bytes, checksum: 27568541ec39d122da8905c84c9c34e0 (MD5) Previous issue date: 2006 As diversas organizações sofreram com as constantes mudanças nesses últimos tempos, isso fez com que buscassem novas formas de, não só se adaptarem, mas principalmente tornarem-se competitivas. Estruturadas nesse novo modelo – mais enxuto e ágil – viram-se à procura de orientação. Aqueles indivíduos que, através de um mapeamento detalhado do ambiente organizacional e contando com a colaboração dos que a compõem, conseguiram redefinir prioridades e crescer, foram percebidos como líderes. Nesse trabalho, buscar-se-á entender como uma organização familiar paulista conseguiu, através de um determinado estilo de liderança, destacar-se dentro de um setor de intensa competição e inúmeros concorrentes. Abordará, não somente a figura central da organização, mas também a história e a maneira como se delineia tal estilo na cultura interna da empresa, analisando como essa trajetória de inovação e crescimento através dos anos, foi influenciada por esse importante fator organizacional, que é a liderança. Salvador

Esta pesquisa aborda o processo sucessório em uma empresa familiar e suas repercussões nos resultados econômicos e tecnológicos de um grupo empresarial. Para tal, é apresentado o estudo de caso do Grupo Ypióca, empresa brasileira que encontra-se na 4ª geração e já preparando a 5ª geração. Com mais de um século e meio de existência o Grupo Ypióca integra um sistema de sete modernas empresas de porte médio. Seu principal produto está presente no mercado nacional e internacional: a aguardente de cana-de açúcar. A coleta de dados da pesquisa foi realizada através de documentos e entrevistas com envolvidos no processo sucessório (atual dirigente-sucessor e herdeira da 4ª geração). São apresentadas as repercussões econômicas e tecnológicas nos resultados da empresa, assim como a análise do processo sucessório através da construção da sucessão. This paper deals with the succession process at the familiar firm and its influences on the economic and technological results to the enterprise. In order to attain this goal, this study presents the case of Group Ypióca, a brazilian firm which is in the 4 th family generation going to the 5 th one. Over more than one century and a half, the corporation consolidated seven modern medium enterprises all of them engaged at the manufacturing of an high quality product that is included in the international an national markets: the aguardente from sugar cane. The data collection was made by means of documents and interviews from the person related to the succession process (the present successordirectrice that is the 4 th generation succeed). The economic and technological succession influences on the enterprise performance results are presented in this study as well the analysis of succession procedures by means of the succession process itself.