Tanja Gavrić
Sveučilište/Univerzitet „Vitez“, Školska 23, 72270 Travnik, Bosna i Hercegovina
​​​​DOI: https://doi.org/10.31410/EMAN.2018.455

2nd International Scientific Conference – EMAN 2018 – Economics and Management: How to Cope With Disrupted Times, Ljubljana – Slovenia, March 22, 2018, CONFERENCE PROCEEDINGS published by: Association of Economists and Managers of the Balkans, Belgrade, Serbia; Faculty of Management Koper, Slovenia; Doba Business School – Maribor, Slovenia; Integrated Business Faculty –  Skopje, Macedonia; Faculty of Management – Zajecar, Serbia, ISBN 978-86-80194-11-0


Abstract​

Svrha istraživanjasvrha ovog rada je istražiti povezanost između sukoba članova obitelji koji su uključeni u obiteljski posao sa učinkom na uspješan transfer znanja koji rezultira preživljavanjem i razvojem sljedećih generacija obiteljskih poduzeća.
Teorijske osnove: neka istraživanja pokazuju kako su glavni problemi s kojima se suočavaju obiteljska poduzeća sukobi i sukcesije [1]. Nedostatak fleksibilnosti u procesu sukcesije ili nemogućnost promjene načina poslovanja onih koji nasljeđuju poduzeće zbog vlasničke predanosti poslovanju uzrokuje pogoršanje poslovanja. Nažalost, većina obiteljskih poduzeća ne doživi treću generaciju. Istraživanja su pokazala da se problem nalazi u odnosu između članova obitelji koji su ključni za uspješnu sukcesiju [2]. Tijekom evaluacije procesa sukcesije jedna od najvažnijih varijabli u procjeni učinkovitosti toga procesa je prijenos znanja [3]. Razmjena znanja među ljudima je oblik organizacijskih inovacija koji mogu generirati nove ideje i razviti nove poslovne prilike kroz socijalizaciju i proces učenja [4]. Specifično znanje poduzeća, kao i sposobnost njegova stvaranja i širenja, smatra se ključnim strateškim sredstvom koje je pozitivno povezano s visokom razinom učinaka, jer je teško trgovati znanjem, oponašati ga, oskudno je, zahtjevno i specijalizirano [5]. Stoga, uspješna multi-generacijska obiteljska poduzeća i nova generacija dijele ideje, nude povratne informacije i potiču uzajamno učenje [6]. Jedan alat koji omogućuje takvo uključivanje i integraciju je uporaba sukoba zadatka i sukoba procesa. Sukob zadatka poboljšava razumijevanje određenih zadataka i strategija. Bez odgovarajuće razine sukoba zadatka, obiteljska poduzeća ne mogu razviti nove strategije i prenijeti temeljna znanja i vještine na novu generaciju, što može u konačnici spriječiti održavanje ili poboljšanje učinkovitost [7]. Sukob procesa može biti važniji za učinke multi-generacijskog obiteljskog poslovanja jer potiče raspravu o ulozi koju svaki član ima u poduzeću. S obzirom da djeca vlasnika imaju položaj u poduzeću, bez obzira na njihove kvalifikacije. Omogućujući proces sukoba, poduzeće će osigurati da zaposlenici imaju iskustva i vještine potrebne za taj posao [7].
Metode istraživanja: kvalitativna metodologija je korištena kako bi se prikupile detaljne informacije o odnosu vlasnika i nasljednika obiteljskih poduzeća u Bosni i Hercegovini i kako bi se utvrdilo postojanje sukoba između njih. Stoga, kvalitativna istraživanja pokušavaju razumjeti kontekst ili postavke sudionika kroz osobno prikupljanje podataka [8]. U radu se primjenjuje analitička metoda koja se koristi za obradu kvalitativnih podataka, što ima velik utjecaj na korištenje analitičkog procesa. To su: (1) osnovne informacije o anketarima (2) identificiranje mogućeg sukoba (3) prijenos znanja među članovima obitelji (4) utvrđivanje strategije upravljanja sukobom. U svrhu ovog istraživanja, intervjuirani su bili vlasnici i potencijalni nasljednici obiteljskih poduzeća. Istraživač je intervjuirao 12 nasljednika i 5 vlasnika / osnivača.
Zaključci: kvalitativno istraživanje daje uvid u sukob između članova obitelji, strategiju upravljanja sukobima koje koriste vlasnici i važnost koju stavljaju na prijenos znanja, iskustva i planiranja sukcesije. Ovo istraživanje uključuje vlasnike i nasljednike, koji pružaju različita stajališta o vlasničkom ponašanju i način na koji nasljednici vide poslovanje i svoju budućnost u obiteljskom poslu.

Key words

obiteljska poduzeća, transfer znanja, sukob, kontinuitet


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