A Study on the cultivation plans for the succession of second-generation-with Xiamen’ s Taiwanese business people in manufacturing industry as the example.

• Main Authors: LU, LI-LI, 盧莉莉
• Other Authors: WANG, HSING-KUO
• Format: Others
• Language: zh-TW
• Published: 2018
• Online Access: http://ndltd.ncl.edu.tw/handle/gjh856

碩士 === 國立金門大學 === 管理學院事業經營碩士在職專班企業管理組 === 106 === 　　In 1991, Taiwan opened its door for businesses to invest in Mainland China. Taiwan was then facing the situations of rapid appreciation of New Taiwan Dollars and increasing labor costs in domestic market. In order to reduce the costs and to plan for long term development, Taiwan businesses started to expand their investment by setting up factories in Mainland China. As it has been almost thirty years, Taiwan’s 1st generation businessmen in Mainland China have reached the retiring age and faced the test of power transition. According to one of family business research institutes in US, it is found that only 30% of 2nd generation successfully took over their family businesses. The successful transition to 3rd generation is reduced to 12%. The transition of businesses is the most difficult challenge for Taiwan’s businessmen in Mainland China. With the extensive interviews of 2 Taiwan businesses in Xiamen, this study has discovered that business successors should possess 9 following characteristics of personality: 1. Ironclad personality and strong execution; 2. Decisiveness, judgement and comprehension; 3. Extensive contacts, good popularity and easy to get along with; 4. High ambition and never giving-up; 5.Enthusiasm for work; 6. With empathy and kindness; 7. Good communication and coordination; 8. With strategic views; 9. Excellent leadership with a group of talents. This study has come to another conclusion that successful succession hinges on 6 key elements, including: 1. Harmonious relationship between generations; 2.Comprehensive experiences; 3. Early planning of generational succession; 4. 2nd generation successors need to have good leadership, high ambition, and enthusiasm; 5. 2nd generation successors should have excellent decisiveness; 6. The establishment of close social network. The important and valuable discoveries from the research of successful succession of 2 companies should provide a great reference for other company’s planning for future succession.