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Abstract(s)
As empresas familiares possuem um papel vital para a economia dos países, incluindo
Brasil e Portugal. Muitas destas empresas são de pequena e média dimensão (PME) e são
responsáveis por pelo menos metade dos empregos nestes dois países. A continuidade
deste tipo de negócio é possível através da mudança de gestão, ou seja, do processo de
sucessão. Este processo exige um planeamento para garantir o sucesso da transição de
gestão e a sobrevivência das empresas neste segmento. Contudo, apesar dos desafios que
envolve este momento crucial, a literatura ainda aponta preferências de género na
escolha dos sucessores e alguns obstáculos são ainda enfrentados pelas mulheres no
processo de sucessão familiar.
Neste sentido, o objetivo principal deste estudo foi analisar, empiricamente, como é vista
a presença das mulheres no processo de sucessão nas PME familiares a partir da
perspetiva dos sucessores. Para isso, recorreu-se ao método de casos múltiplos
(abordagem qualitativa): cinco empresas brasileiras e três empresas portuguesas, e como
técnicas de recolha de dados usou-se a entrevista online e análise documental. Para
análise dos dados, usou-se a análise de conteúdo com o auxilio do software NVivo.
Com base nas evidências empírica obtidas, concluiu-se que o processo de sucessão
natural é aquele que predomina nas PME familiares aqui estudadas. Apesar do
planeamento da sucessão estar presente em algumas empresas, estes planos são
informais e não são rigorosos relativamente a prazos, nem apresentam etapas e tarefas
que possam ser consideradas como uma sucessão planeada. O estudo mostra ainda que
os sucessores não veem o género como sendo um critério relevante para a escolha do
sucessor, contudo, num dos casos estudados o género foi usado como critério de seleção
da sucessora. Curiosamente, neste caso foi reforçado um estereótipo de género – a
submissão feminina. Conclui-se, assim, que a participação da mulher (género feminino)
na sucessão das PME familiares, mesmo em menor proporção, continua a ser marcada
por desigualdade de género. Na relação entre o género e a gestão, este estudo revela que
os sucessores consideram a performance da gestão feminina diferente da gestão
masculina. Os resultados sugerem que, tanto as visões da Teoria Feminista Social quanto
a Teoria Feminista Liberal estão presentes na nova geração das PME familiares.
Contudo, embora existam sucessores considerando que a performance nestas empresas
possa ser diferente por causa das características de género, outros sucessores sublinham
uma gestão igualitária. No entanto, o que pode contribuir para o desempenho e
oportunidades diferentes é a desigualdade de género. Um dos principais contributos teóricos deste estudo está na apresentação da realidade
da participação das mulheres no processo de sucessão nas PME familiares, destacando
semelhanças e diferenças de gestão sob a ótica dos próprios sucessores. Este estudo
proporciona também aos investigadores da área e aos gestores das PME familiares, um
melhor entendimento sobre as razões para as diferenças de género no contexto da gestão
e sucessão familiar. Assim, este estudo contribui para o panorama geral sobre a igualdade
de género, analisando o papel do género através da perspetiva da nova geração nas
empresas familiares.
Em termos práticos, os resultados apresentados contribuem ainda para conduzir
objetivos de política social mais eficazes e práticas na igualdade de género dentro das
empresas familiares. Este estudo reforça ainda aos gestores de PME a importância do
planeamento da sucessão para a sobrevivência e continuidade das empresas familiares.
Family businesses play a vital role in the economies of countries including Brazil and Portugal. Many of these companies are small and medium-sized enterprises (SMEs) and account for at least half of the jobs in these two countries. The continuity of this type of business is possible through the management change, i.e. the succession process. This process requires planning to ensure the success of the management transition and the survival of businesses in this segment. However, despite the challenges involving this crucial moment, the literature still points out gender preferences in the choice of successors and women still face many obstacles in the family succession process. In this sense, the main objective of this study was to empirically analyze how the presence of women in the succession process in family SMEs is seen from the perspective of the successors. To this end, the multiple cases method (qualitative approach) was used on five Brazilian and three Portuguese companies. Moreover, online interviews and document analysis were used as data collection techniques. Finally, a content analysis was used for the data analysis with the utilization of the NVivo software. Based on the empirical evidence obtained, it was concluded that the natural succession process is the one that predominates in the family SMEs studied here. Although succession planning is present in some companies, these plans are informal and not rigorous with regard to deadlines, nor do they present steps and tasks that can be considered as a planned succession. The study also shows that successors do not see gender as being a relevant criterion for the choice of successor. However, in one of the cases studied, gender was used as a criterion for the selection of the successor. Interestingly, in this case a gender stereotype was reinforced - female submission. It is thus concluded that the participation of women (female gender) in the succession of family SMEs, even in a smaller proportion, continues to be marked by gender inequality. In the relationship between gender and management, this study reveals that successors consider the performance of female management different from that of male management. The results suggest that both Social Feminist Theory and Liberal Feminist Theory views are present in the new generation of family SMEs.Although there are successors considering that performance in these companies may be different because of gender characteristics, other successors emphasize egalitarian management. Thus, what may contribute to different performance and opportunities is gender inequality One of the main theoretical contributions of this study is in presenting the reality of women's participation in the succession process in family SMEs, more specifically highlighting similarities and differences in management from the perspective of the successors themselves. This study also provides researchers in the field and managers of family SMEs with a better understanding of the reasons for gender differences in the context of management and family succession. Thus, this study contributes to the general panorama of gender equality by analyzing the role of gender through the perspective of the new generation in family businesses. In practical terms, the results presented also contribute to driving more effective and practical social policy goals on gender equality within family businesses. Furthermore, this study reinforces the importance of succession to SME managers planning for the survival and continuity of family businesses.
Family businesses play a vital role in the economies of countries including Brazil and Portugal. Many of these companies are small and medium-sized enterprises (SMEs) and account for at least half of the jobs in these two countries. The continuity of this type of business is possible through the management change, i.e. the succession process. This process requires planning to ensure the success of the management transition and the survival of businesses in this segment. However, despite the challenges involving this crucial moment, the literature still points out gender preferences in the choice of successors and women still face many obstacles in the family succession process. In this sense, the main objective of this study was to empirically analyze how the presence of women in the succession process in family SMEs is seen from the perspective of the successors. To this end, the multiple cases method (qualitative approach) was used on five Brazilian and three Portuguese companies. Moreover, online interviews and document analysis were used as data collection techniques. Finally, a content analysis was used for the data analysis with the utilization of the NVivo software. Based on the empirical evidence obtained, it was concluded that the natural succession process is the one that predominates in the family SMEs studied here. Although succession planning is present in some companies, these plans are informal and not rigorous with regard to deadlines, nor do they present steps and tasks that can be considered as a planned succession. The study also shows that successors do not see gender as being a relevant criterion for the choice of successor. However, in one of the cases studied, gender was used as a criterion for the selection of the successor. Interestingly, in this case a gender stereotype was reinforced - female submission. It is thus concluded that the participation of women (female gender) in the succession of family SMEs, even in a smaller proportion, continues to be marked by gender inequality. In the relationship between gender and management, this study reveals that successors consider the performance of female management different from that of male management. The results suggest that both Social Feminist Theory and Liberal Feminist Theory views are present in the new generation of family SMEs.Although there are successors considering that performance in these companies may be different because of gender characteristics, other successors emphasize egalitarian management. Thus, what may contribute to different performance and opportunities is gender inequality One of the main theoretical contributions of this study is in presenting the reality of women's participation in the succession process in family SMEs, more specifically highlighting similarities and differences in management from the perspective of the successors themselves. This study also provides researchers in the field and managers of family SMEs with a better understanding of the reasons for gender differences in the context of management and family succession. Thus, this study contributes to the general panorama of gender equality by analyzing the role of gender through the perspective of the new generation in family businesses. In practical terms, the results presented also contribute to driving more effective and practical social policy goals on gender equality within family businesses. Furthermore, this study reinforces the importance of succession to SME managers planning for the survival and continuity of family businesses.
Description
Keywords
Desigualdade de Género Empresas Familiares Pme Papel do Género Planeamento da Sucessão