dc.contributorAguiar, Audrey Merlin Leonardi de
dc.contributorGonzalez, Rafael Kuramoto
dc.contributorAguiar, Audrey Merlin Leonardi de
dc.contributorGonzalez, Rafael Kuramoto
dc.contributorCalderari, Egon Bianchini
dc.contributorCarvalheiro, Elizângela Mara
dc.creatorArcheto, Bianca Oliani
dc.creatorOliveira, Fabiano de
dc.date.accessioned2022-05-03T11:52:05Z
dc.date.accessioned2022-12-06T14:41:50Z
dc.date.available2022-05-03T11:52:05Z
dc.date.available2022-12-06T14:41:50Z
dc.date.created2022-05-03T11:52:05Z
dc.date.issued2021-11-16
dc.identifierARCHETO, Bianca Oliani; OLIVEIRA, Fabiano de. Processos de sucessão familiar em organizações agroindustriais da região sudoeste do Paraná: principais fontes de conflito. 2021. Trabalho de Conclusão de Curso (Bacharelado em Administração) - Universidade Tecnológica Federal do Paraná (UTFPR), Pato Branco, 2021.
dc.identifierhttp://repositorio.utfpr.edu.br/jspui/handle/1/28238
dc.identifier.urihttps://repositorioslatinoamericanos.uchile.cl/handle/2250/5254168
dc.description.abstractThe succession process is one of the most critical points in the trajectory of family organizations. Thus, this study was dedicated to analyzing how the conflict management process is established in agro-industrial organizations in the process of family succession in the Southwest region of Paraná. For this, a selection of ten family organizations in the agribusiness sector that went through the succession process was defined, seeking to characterize the organization, its founders, successors and similarities in the succession processes, verifying elements of conflict management that allowed to identify the main factors causes of conflicts and the strategies adopted by family organizations during the process. The results show that the strategies used to choose successors were, in most cases, experience and professionalization, and in most organizations, this choice was determined by the family. As well, the main reasons that led to the succession were the founders' advanced age and reasons of (illness/disability). It was also found that family relationships influenced the organizations and that, even after the succession process took place, most of those who succeeded continued to interfere in the decisions. Thus, the biggest challenge pointed out in the succession process in the researched family organizations was the conflict between heirs, with the dialogue between the conflicting parties being the most used strategy by organizations in solving the main conflicts. Likewise, it was identified that the indication of the successor was one of the most critical points within family organizations.
dc.publisherUniversidade Tecnológica Federal do Paraná
dc.publisherPato Branco
dc.publisherBrasil
dc.publisherDepartamento Acadêmico de Administração
dc.publisherAdministração
dc.publisherUTFPR
dc.rightshttps://creativecommons.org/licenses/by-nc-nd/4.0/
dc.rightsopenAccess
dc.subjectEmpresas familiares - Sucessão
dc.subjectProcessos - Sucessão
dc.subjectAdministração de empresas
dc.subjectFamily-owned business enterprises - Succession
dc.subjectTrials - Succession
dc.subjectIndustrial management
dc.titleProcessos de sucessão familiar em organizações agroindustriais da região sudoeste do Paraná: principais fontes de conflito
dc.typebachelorThesis


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