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| Format: | Recurso digital |
| Language: | English |
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Zenodo
2025
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| Online Access: | https://doi.org/10.5281/zenodo.14996464 |
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| _version_ | 1866901571476914176 |
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| author | Rafaela Cortes Faria Murillo de Oliveira Dias João Ricardo Lafraia |
| author_facet | Rafaela Cortes Faria Murillo de Oliveira Dias João Ricardo Lafraia |
| contents | <p>Brazilian family businesses represent 90% of national businesses, employing 75% of the workforce. However, only 30% surpass the third generation. This study analyzes the process of change management and organizational culture in the family succession of a Brazilian mining company. To this end, qualitative exploratory research involving a literature review and a single descriptive case study was conducted. Using the Competing Value Structure (CVS) model, this qualitative research revealed a migration from clan culture to market culture post-succession. The results highlight the complexity of the succession process, requiring integrated solutions to overcome resistance to change, cultural challenges, conflicts, leadership transition, and separation between family interests and business objectives.</p> |
| format | Recurso digital |
| id | zenodo_https___doi_org_10_5281_zenodo_14996464 |
| institution | Zenodo |
| language | eng |
| publishDate | 2025 |
| publisher | Zenodo |
| record_format | zenodo |
| spellingShingle | Changing Organizational Culture in Family Business Succession: A Case Study of a Brazilian Mining Company Rafaela Cortes Faria Murillo de Oliveira Dias João Ricardo Lafraia Change management, Organizational Culture, Succession Process <p>Brazilian family businesses represent 90% of national businesses, employing 75% of the workforce. However, only 30% surpass the third generation. This study analyzes the process of change management and organizational culture in the family succession of a Brazilian mining company. To this end, qualitative exploratory research involving a literature review and a single descriptive case study was conducted. Using the Competing Value Structure (CVS) model, this qualitative research revealed a migration from clan culture to market culture post-succession. The results highlight the complexity of the succession process, requiring integrated solutions to overcome resistance to change, cultural challenges, conflicts, leadership transition, and separation between family interests and business objectives.</p> |
| title | Changing Organizational Culture in Family Business Succession: A Case Study of a Brazilian Mining Company |
| topic | Change management, Organizational Culture, Succession Process |
| url | https://doi.org/10.5281/zenodo.14996464 |