摘要：家族企业对于一个国家的经济发展起着至关重要的作用。改革开放三十余年来，中国许多的家族企业已经进入了传承期，而传承期是企业发展中最容易出现问题的时期。随着社会日新月异的变化，老一辈的创始者和新一代的传承者在成长环境、受教育程度、思想观念、处事风格、交际范围等多个方面存在着诸多的差异，使得在传承过程中两代人的代际冲突问题显得格外突出。传承者与创始者及旧的管理团队之间的矛盾与分歧，如果处理不好可能会影响企业进一步的发展。创始者必需正确认识自身权力的交接，不要贪念权力，而继承者则必需理解和尊重创始者和其团队在企业创建阶段付出的辛劳，学习他们的精神。只有双方建立良好的交流沟通机制，才能使企业正常发展。

关键字：家族企业；代际传承；代际冲突；管理

ABSTRACT：Family businesses play a very significant role in the economic development of a nation. After over three decades of reform and opening up, many Chinese family businesses have entered the era of succession, which is the most likely period to cause turbulence during the development of a company.With the continous changes in society, the difference between elder pioneerers and younger successors in growing-up environment, education level, ideology, personality and many other aspects caused serious generation gap problems in the process of succession.If the confrontation between successors and founders or former management teams is not well solved, it will hurt the enterprise’s long-term development.Business founders must realize the necessity of the succession of power and do not feel too greedy to pass it to others,on the other hand, successors must understand and respect the contribution the founder and his team have made to the enterprise and follow their steps. Only by building friendly bilateral communication ties can the business grow normally.

Keywords: family business;succession;generation conflicts;management

　　　本课题针对家族企业在传承过程中出现的代际冲突问题，以扬州GL公司为例，深入到企业的内部进行调查，通过对企业创始者、继承者以及一部分员工进行访谈，进而了解到该家族企业在传承过程所遇到的代际冲突问题，分析其冲突形成的原因，并且依据自身所学习到得管理学相关理论，提出相应的解决方案和对策，以解决其在代际传承过程中所遇到的代际冲突问题。

　　　一个家族企业能够成功良好的传承下去，不仅对于其本身，而且对于整个社会都有积极的影响。所以从一代成功传承到下一代，是对我国家族企业严峻而又不可避免的挑战。本课题希望通过这次研究，对特定的企业进行调查分析，关注中国家族企业代际传承问题，为企业提供解决在代际传承中遇到的代际冲突问题的方法，希望更多的家族企业企业在传承过程中更加注重科学性和合理性，顺利解决传承中的代际冲突问题，弥补传承过程中的不足，使得企业能够突破自身的限制，不断做大做强。