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很多亚洲大企业属家族企业,眼下许多经营者年事已高。二次世界大战后开始创业的这些企业家如今虽然至少已70高龄,但是他们多数仍大权在握,而且还不打算交权。他们子女的情况不尽相同,一些企业创办人的子女取得西方大学文凭后准备接班,也有一些企业家的第二代玩世不恭。亚洲企业面临着权力交接危机。 年事渐高的经营者不是交接班计划不周,就是根本就没有交接班计划。这样做的后果是,一旦老一代离去,新一代要么羽翼来丰、措手不及,要么争权夺利,互相倾轧,乱了企业阵脚,对企业造成长期伤害。没有交接班计划的企业,无法让投资人、合作伙伴和员工放心。
Many large Asian companies are family-owned businesses and many are now old. Although these entrepreneurs who started their businesses after World War II are now at least 70 years old, most of them are still in power and do not plan to hand over power. The situation of their children varies. Some of the founders' children have succeeded in obtaining a Western University diploma, and some of the entrepreneurs have the second generation of cynicism. Asian companies face the crisis of power handover. Gradual increase in business operators is not poor shift plan, there is no shift plan. The consequence of doing so is that once the older generation leaves, the new generation will either win or lose their fortunes or win over competitors or win over each other's power and compete with each other for a long time. Companies that do not have a shift plan can not afford to reassure investors, partners and employees.