واقع عملية التخطيط للخلافة بالشركات العائلية في فلسطين حالة دراسية / محافظتي رام الله والبيرة والقدس
Date
2024-01-11
Authors
حنين موسى محمد خنافسة
Haneen Mousa Mohammed Khanafseh
Journal Title
Journal ISSN
Volume Title
Publisher
Al-Quds University
Abstract
هدفت هذه الدراسة إلى التعرف على واقع عملية التخطيط للخلافة بالشركات العائلية في فلسطين، ولتحقيق أهداف الدراسة، قامت الباحثة باستخدام المنهج الوصفي التحليلي لمناسبته واقع الدراسة وطبيعتها، فيما تم تصميم استبانه باعتبارها أداة الدراسة الرئيسية، وقامت الباحثة بتوزيع (241) استبانة بالطريقة العشوائية، وتم استرجاع (231) استبانة استبعد منها (11) كونها غير صالحة للتحليل الاحصائي، وقد بلغت العينة النهائية للدراسة (220) استبانة وزعت على جميع الشركات العائلية في محافظتي القدس ورام الله.توصلت الدراسة إلى مجموعة من النتائج، كان من أهمها أن واقع عملية التخطيط للخلافة بالشركات العائلية في فلسطين كانت بدرجة كبيرة، كما تبين أن المتوسط العام لمجال تبني الشركات العائلية للتخطيط المسبق للخلافة كان بدرجة كبيرة، وتبين أيضاً أن المتوسط العام لمجال الدوافع وراء عملية التخطيط للخلافة في الشركات العائلية كان بدرجة كبيرة جداً، وجاء المتوسط العام لمجال الصفات المفضلة التي ترغب الشركات العائلية توفرها في الخليفة المحتمل بدرجة كبيرة جداً، كما أن المتوسط العام لمجال المعيقات التي تواجهها الشركات العائلية عند التخطيط للخلافة كان بدرجة كبيرة، وكان المتوسط العام لمجال دور المرأة في عملية التخطيط للخلافة في الشركات العائلية بدرجة كبيرة. وتبين قبول الفرضية في جميع المجالات عند جميع متغيرات الدراسة ما عدا متغير الجنس فقد رفضت عند مجال الدوافع وراء عملية التخطيط للخلافة والصفات الواجب توافرها في الخليفة المحتمل والمجال الكلي، كذلك متغير المؤهل العلمي فقد رفضت الفرضية في مجال دور المرأة في عملية التخطيط للخلافة، كذلك متغير الدور الذي تلعبه في الشركة فقد رفضت الفرضية في جميع المجالات عدا مجال تبني الشركات العائلية للتخطيط المسبق للخلافة ومجال معيقات التخطيط للخلافة.
وأوصت الدراسة بالعمل على وضع معايير وضوابط لعضوية مجلس الادارة كالمستوى التعليمي والتأهيل والخبرة والكفاءة وغيرها، سواء لافراد العائلة أو من خارج العائلة، بما يضمن تفعيل دور الشركات العائلية. والقيام بالتحضير لانتقال ادارة الشركة العائلية والمسؤولية والملكية الى الابناء، وذلك بمنح الفرص وتسليمهم جزء من مسؤولية ادارة الشركة، كذلك العمل على دعم مجلس ادارة الشركات العائلية بأفراد مستقلين من خارج العائلة لديهم الكفاءة والخبرة التي قد لا تتوفر في أفراد العائلة، وضرورة تفعيل دور المرأة في إدارة الشركات العائلية الفلسطينية، و إعطاء المرأة حقها في التوريث من خلال دمجها في سلسلة الخلافة في الشركات العائلية.
This study aimed to identify the reality of the succession planning process in family businesses in Palestine. To achieve the objectives of the study, the researcher used the descriptive analytical method to suit the reality and nature of the study, while a questionnaire was designed as the main study tool. The researcher distributed (241) questionnaires randomly. (231) questionnaires were retrieved, of which (11) were excluded because they were not suitable for statistical analysis. The final sample of the study was (220) questionnaires, which were distributed to all family companies in the Jerusalem and Ramallah governorates. The study reached a set of results, the most important of which was that the reality of the succession planning process in family businesses in Palestine was to a large degree. It was also found that the general average in the area of family companies’ adoption of advance succession planning was to a large degree. It was also found that the general average in the area of motivations behind the succession planning process In family businesses, it was very high, and the overall average for the range of preferred qualities that family businesses want in the potential successor was very high, and the general average for the range of obstacles that family businesses face when planning for succession was to a large degree, and the general average for the range of women’s role in Succession planning process in family businesses to a large extent. It was found that the hypothesis was accepted in all areas for all variables of the study, except for the gender variable. It was rejected in the field of motivations behind the succession planning process and the qualities that must be present in the potential successor and the overall field. Likewise, the educational qualifications variable. The hypothesis was rejected in the field of the role of women in the succession planning process, as well as the variable The role it plays in the company. The hypothesis was rejected in all areas except the area of family companies adopting advance succession planning and the area of obstacles to succession planning. The study recommended working to establish standards and controls for membership in the Board of Directors, such as educational level, qualifications, experience, competence, etc., whether for family members or from outside the family, in order to ensure the activation of the role of family companies. And making preparations for the transfer of the management of the family company, responsibility and ownership to the children, by giving them opportunities and handing them part of the responsibility for managing the company, as well as working to support the board of directors of the family companies with independent individuals from outside the family who have competence and experience that family members may not have, and the necessity of activating the role of women in Managing Palestinian family businesses, and giving women their right to inheritance by integrating them into the chain of succession in family businesses.
This study aimed to identify the reality of the succession planning process in family businesses in Palestine. To achieve the objectives of the study, the researcher used the descriptive analytical method to suit the reality and nature of the study, while a questionnaire was designed as the main study tool. The researcher distributed (241) questionnaires randomly. (231) questionnaires were retrieved, of which (11) were excluded because they were not suitable for statistical analysis. The final sample of the study was (220) questionnaires, which were distributed to all family companies in the Jerusalem and Ramallah governorates. The study reached a set of results, the most important of which was that the reality of the succession planning process in family businesses in Palestine was to a large degree. It was also found that the general average in the area of family companies’ adoption of advance succession planning was to a large degree. It was also found that the general average in the area of motivations behind the succession planning process In family businesses, it was very high, and the overall average for the range of preferred qualities that family businesses want in the potential successor was very high, and the general average for the range of obstacles that family businesses face when planning for succession was to a large degree, and the general average for the range of women’s role in Succession planning process in family businesses to a large extent. It was found that the hypothesis was accepted in all areas for all variables of the study, except for the gender variable. It was rejected in the field of motivations behind the succession planning process and the qualities that must be present in the potential successor and the overall field. Likewise, the educational qualifications variable. The hypothesis was rejected in the field of the role of women in the succession planning process, as well as the variable The role it plays in the company. The hypothesis was rejected in all areas except the area of family companies adopting advance succession planning and the area of obstacles to succession planning. The study recommended working to establish standards and controls for membership in the Board of Directors, such as educational level, qualifications, experience, competence, etc., whether for family members or from outside the family, in order to ensure the activation of the role of family companies. And making preparations for the transfer of the management of the family company, responsibility and ownership to the children, by giving them opportunities and handing them part of the responsibility for managing the company, as well as working to support the board of directors of the family companies with independent individuals from outside the family who have competence and experience that family members may not have, and the necessity of activating the role of women in Managing Palestinian family businesses, and giving women their right to inheritance by integrating them into the chain of succession in family businesses.
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Keywords
Citation
خنافسة، حنين موسى. (2024). واقع عملية التخطيط للخلافة بالشركات العائلية في فلسطين حالة دراسية /
محافظتي رام الله والبيرة والقدس [رسالة ماجستير منشورة، جامعة القدس، فلسطين]. المستودع الرقمي لجامعة
القدس. https://arab-scholars.com/30647f