家族企业战略管理：过去的研究和未来的挑战------外文翻译.docVIP

外文翻译： 家族企业战略管理：过去的研究和未来的挑战（节选） 原文来源： CALIS外文期刊网 在,家族企业有选择使用家族或非家族成员。 兰兹伯格(1983)建议给所有的亲戚提供学习的机会,。 战略管理的角度来看可以作为一个起点，但也应考虑家庭成员纳入或排除在政治方面的务(麦克米兰和琼斯,1986)。 总的来说,研究发现家庭成员是比非家族成员有更多的产出(羅森布莱特,deMik、安德森、和约翰逊,1985分;基尔和基尔,1987)。 然而,在,罗森布莱特得出这样的结论:家庭成员相信他们劳累,薪酬较低家庭成员得到更高的工资和额外的补贴。 这一矛盾值得进一步研究,因为如果不认知与现实之间的差异可能会导致战略实施。 赫克我们也知道否认亲属就业机会后果。因为招聘决定是人力资源决策中最重要的，公司的业绩进一步研究这个问题，显然需要。 因此，家族企业更成功需要一个精简和结构企业家庭和关键个人找到由Ward提出的三阶段模型的支持在缺乏管理技能准备继承害怕失去控制或认为专业化是不必要的如果他们还向我们展示专制制度有效或失调时，这些家族企业和非家族企业不同。 Inclusion of family members. In implementing strategy, a family firm has the choice of using family or non-family members. Lansberg (1983) advises that all relatives be given opportunities to learn, but only the most competent should be taken into the firm. A strategic management perspective could take this as a starting point, but should also consider the political aspects of the inclusion or exclusion of family members in the business (MacMillan and Jones,1986). In general, research has found that family members are more productive than non-family members (Rosenblatt, deMik, Anderson, and Johnson, 1985; Kirchhoff and Kirchhoff, 1987). However, in examining compensation practices, Rosenblatt et al. conclude that family members believe they are overworked and underpaid, while Kirchhoff and Kirchhoff suggests that family members are given higher salaries and perquisites. This contradiction deserves more study, because if not recognized and dealt with, the apparent discrepancy between perceptions and reality can lead to problems in strategy implementation. By contrast, in a study of home-based business workers, Heck and Walker (1993) discover that family members and unrelated workers are more productive than related workers (e.g., cousins). They warn that relatives who depend on family ties for employment could be the least competent. Although it suggests a hiring strategy for family businesses, such research has yet to be replicated in larger family businesses. We also know littl