Bibliographic citations
Flores, J., Ramirez, M. (2023). Implicancias de la falta de un plan de sucesión en una Empresa Familiar [Trabajo de Suficiencia Profesional, Universidad Peruana de Ciencias Aplicadas (UPC)]. http://hdl.handle.net/10757/670463
Flores, J., Ramirez, M. Implicancias de la falta de un plan de sucesión en una Empresa Familiar [Trabajo de Suficiencia Profesional]. PE: Universidad Peruana de Ciencias Aplicadas (UPC); 2023. http://hdl.handle.net/10757/670463
@misc{renati/410290,
title = "Implicancias de la falta de un plan de sucesión en una Empresa Familiar",
author = "Ramirez Cueva, Milagros Victoria",
publisher = "Universidad Peruana de Ciencias Aplicadas (UPC)",
year = "2023"
}
This work addresses the problematic situation of a family-owned company, which is facing the lack of a succession plan and ambiguity in responsibilities. In order to address this situation, three alternatives were proposed, such as the Development of a Succession Plan and Definition of Clear Roles, the Strategic Plan for Gradual and Progressive Succession, and the Creation of a Succession Committee and Open Communication. These alternatives are not mutually exclusive for this work, as the priority alternative to be considered was analyzed. It was determined that the "Development of a Succession Plan" is the most suitable strategy due to its ability to directly address the problematic situation and ensure the continuity and success of the company in a sustainable future. This choice was justified by the long-term investment, family cohesion, and the need to address an issue that should have been considered from the beginning. This succession plan not only solves immediate problems but also lays the foundation for continuous growth and constant success, strengthening family bonds and promoting a healthy work environment. In addition, theories such as the Theory of Incremental Organizational Change, the Roles of the Business Family, and the theory of the Family Business Life Cycle were analyzed, and their application provided effective solutions to the succession issue, emphasizing the importance of organizational change, organizational learning, and the definition of clear responsibilities to ensure a successful and sustainable future.
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