Citas bibligráficas
Arce, K., Tananta, D. (2021). Relación de la Gestión del Cambio con el proceso de transición generacional en las empresas familiares PYMES del sector comercial textil en Lima en el período 2010-2020 [Tesis, Universidad Peruana de Ciencias Aplicadas (UPC)]. http://hdl.handle.net/10757/667989
Arce, K., Tananta, D. Relación de la Gestión del Cambio con el proceso de transición generacional en las empresas familiares PYMES del sector comercial textil en Lima en el período 2010-2020 [Tesis]. PE: Universidad Peruana de Ciencias Aplicadas (UPC); 2021. http://hdl.handle.net/10757/667989
@misc{renati/405234,
title = "Relación de la Gestión del Cambio con el proceso de transición generacional en las empresas familiares PYMES del sector comercial textil en Lima en el período 2010-2020",
author = "Tananta Carcamo, Diego Rodrigo Martin",
publisher = "Universidad Peruana de Ciencias Aplicadas (UPC)",
year = "2021"
}
In Peru, family businesses are one of the country's main economic support instruments; Almost 80% of the companies are of family origin. Many of these managed to sustain themselves over time, passing from generation to generation, as they have sought different mechanisms that allow it; however, there are others that have not managed to transcend being forced to close or sell the organization to third parties. These mechanisms are considered factors of Change Management that allow the transition to be a painless process for the agents that accompany the company, such as: collaborators, suppliers, partners and the family itself. In that, the main objective of the study was to analyze if there is a relationship between Change Management and its components with the process of meaning of generational transition. The present work was carried out under a quantitative approach, using the survey as a validated instrument to subsequently analyze the results in the Statistical Package for Social Sciences (SPSS) computer statistical program. As a result of the investigation, it was prepared to validate the hypothesis that affirms the direct connection between the variables Change Management and Generational Transition. As a general conclusion, it was obtained that the factors of Change Management (Internal Communication, Professionalization, Organizational Culture and Leadership) have a direct impact on the generational transition, since the application of these factors allows a process to be carried out in a more orderly and effervescent With respect to Internal Communication and Organizational Culture, it was concluded that it is important that the activities of change, mission, vision and values are informed and transmitted to the entire organization; since this would generate a low resistance to change and a greater commitment of the collaborators. In the Professionalization factor, the importance of the professional leader with hard and soft skills was concluded, since his work would increase efficiency in decision-making and greater control of the process. Finally, it was concluded that the predecessor's leadership style should not always be passed on to the next generation; will have, the leader is primarily responsible for motivating and committing the team that will operate under his command, as well as for consolidating the family and the company as a unit.
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