A qualitive study revealing on the roles of predecessor and successor in family business succession process

The study which is aimed to research the roles of predecessor and successor during the succession process in family business was carried out through in-depth interviews with totally 14 individual of which 11 is successor and 3 is predecessor with 10 family businesses. Multiple case study has been selected as a research method. Semi-structured interview method was preferred as a method of data collection and analysis of the data which is obtained from study was actualized by descriptive analysis. The roles which is demonstrated by predecessors and successors were asked to be introduced at each phase of succession process (Initiation phase, Integration phase, Joint-reign phase, withdrawal phase) in the light of the studies which are executed by Handler (1989), Cadieux (2007) and Göksel and Aydıntan (2012). Transitions between the phases of the roles which are demonstrated by predecessors and successors can not be drawn with the clear boundaries. In initiation phase, while successors demonstrate no functional role, predecessors demonstrate sole operator role; in integration phase successors demonstrate assistant role and therewithal apprentice-foreman and master roles in family businesses that are subject to research. In joint-reign phase, while successors demonstrate manager role, predecessors demonstrate not only observer role but also protector role, introducer role, teacher role, mobilizer role. In the last phase that is withdrawal phase, while successors demonstrate chief decision maker, predecessors have symbol role, consultant role, intermediary role, confidant and facilitator role. According to results of the research, predecessors design a training route which is not make a written for their successors. Accordingly, successors start working in the production unit primarily and then work sales and marketing unit. This is followed by relationship with customers and suppliers and the most recent unit is finance. Researcher suggest that the simulation of succession strategy which is operated by strategic business units; suggest that recruiting to successor not like the boss?s son but as a professional manager to the family business after gaining work experience in a different business; ensure that whether male or female successors? take part necessarily in every stage of production process in manufacturing enterprises particularly. Key Words 1. Family Business 2. Succession Process 3. Predecessors Role 4. Successors Role 5. Training Route