30
BENEFIT, Vol. 11, No. 1, Juni 2007
PENGEMBANGAN MODEL KONSEPTUAL TENTANG KETERKAITAN PARA PELAKU DENGAN KELUASAN PERENCANAAN SUKSESI PADA PERUSAHAAN KELUARGA Mugi Harsono Jurusan Manajemen Fakultas Ekonomi Universitas Sebelas Maret E-mail:
[email protected] Abstract
This seminal article discusses the basic concept of succession planning in family business. Family business succession has been a central subject in fsmily business research since it only has small satisfaction number of generation shifts. Succession planning is a long term process, consist of sequential activities to set up and make certain family business sustainability through generation shift. There are two medels of succession management process; first, succession management process based on corporation activities held by Aon Consulting Group Forum (2003), and second, succession management process based on treatment to successor proposed by Scarborough & Zimmerer (2006). Succession performers in business family are predecessors, successors, and siblings. The succession planning activities consist of four categories; successor selection and training, post-succession business strategy, the role of predesessor at post succession, and the dissemination of succession result information to stakeholders. Finally, the conceptual model of succession planning in family business was developed .
Keywords: succession planning; family business; succession activities; conceptual model PENDAHULUAN Perusahaan keluarga (family business) merupakan suatu fenomena umum yang terjadi di mana-mana, sebagai respons kepala keluarga untuk menjamin kualitas hidup yang lebih baik bagi keluarganya dengan cara membuka unit usaha (Pramono, 2006). Bentuk perusahaan keluarga merupakan pilihan yang dominan ketika seseorang mendirikan bisnis untuk pertama kalinya. Pramono (2006) menyatakan bahwa alasan memilih lingkup keluarga sebagai dasar awal menjalankan bisnis adalah karena pemilik bisnis membutuhkan perasaan aman dalam menjalankan bisnis. Perasaan aman tersebut 30
terbagi atas dua kategori, yakni kategori keterikatan emosional dan masalah penghargaan. Keterikatan emosional meliputi keyakinan pemilik bahwa anggota keluarga akan berbuat jujur dan tidak akan merusak sistem yang dibangun oleh pemilik perusahaan. Berkaitan dengan penghargaan, pemilik tidak akan terlalu merasa bersalah jika perusahaan masih dalam kondisi sulit pemilik memberikan gaji yang lebih kecil, atau tidak akan keberatan memberikan penghargaan yang lebih tinggi jika kondisi perusahaan membaik, karena mereka adalah keluarga. Harian Kompas (11/07/2005) menyebutkan bahwa 90% perusahaan di BENEFIT, Vol. 11, No. 1, Juni 2007
Indonesia merupakan perusahaan keluarga. DAFTAR PUSTAKA Aon Consulting Global Forum. (2003). Succession Planning: Are You Ready for the Future? http://www.aon. com/about/publications/pdf/issues/glforu m_q303_succession.pdf. 30th November 2006. Ashley-Cotleur, C., & S.W. King. 1999. Family Business and Relationship Marketing: The Impact of Relationship Marketing on Second Generation Family Businesses. Paper presented at annual National Conference: Sailing the Entrepreneurial Wave into 21st Century. Sandiego, California 14-17 Januari 1999. Baldner, G. 2005. Effective Succession Planning: Should You Keep Leadership in the Family? Franchising World, 37 (2): 79-80. Barach, J.A., J. Gantisky, J.A. Carson, and B.A. Dochin. 1988. Entry of the Next Generation: Strategic Challenge for Family Business. Journal of Small Business Management, 26 (2): 49-56. Berchelman, D.K. 2005. Succession Planning. Journal for Quality and Participation, 28 (3): 11-12. Blumentritt, T. 2006. The Relationship Between Boards and Planning in Family Businesses. Family Business Review, 19 (1): 65-72 Brown, B., & R. Coverley. 1999. Succession Planning in Family Business: A Study from East Anglia, U.K. Journal
of Small Business Management, 37 (1): 93-97. Bulloch, J.F. 1978. Problems of Succession in Small Business. Human Resource Management, 17 (2): 2-6. Butler, K., & D.E. Roche-Tarry. 2002. Succession Planning: Putting an Organization’s Knowledge to Work. Nature Biotechnology, 20: 201-202. Cantor, P. 2005. Succession Planning: Often Requested, Rarely Delivered. Ivey Business Journal, January/February: 1-10. Chrisman, J.J., J.H. Chua, & P. Sharma. 1998. Important Attributes of Successors in Family Business: An Exploratory Study. Family Business Review, 11 (1):19-34. Dimsdale, Jr., P.B. 1974. Management Sucession-Facing the Future. Journal of Small Business Management, 12 (1): 42-46. Dunemann, M. & R. Barrett. 2004. Family Business and Succession Planning: A Review of Literature. Family and Small Business Research Unit, Monash University. Faustine, P. 2003. “Indonesian Family Business Network”, Apa Manfaatnya? Harian Umum Sore Sinar Harapan, 10 Mei 2003. h. 10. Fiegener, M.K., B.M. Brown, R.A. Prince, & K.M. File. 1996. Passing on Strategic Vision: Favored Modes of Successor Preparation by CEOs of Family and Nonfamily Firms. Journal of Small Business Management, 34 (3): 15-26.
Pengembangan Model Konseptual ….. (Mugi Harsono) : 30 - 45
31
Harian Kompas. 2003. Syukur Pudjiadi, Kiat Mengelola Bisnis Keluarga. Kamis, 28 Agustus 2003 hal. 5. Harian Kompas, 2005. 90 Persen Pengusaha Jalankan Bisnis Keluarga, Kamis, 11 Juli 2005. www.kompas. com/kompas-cetak/0207/11/ekonomi/pers13.htm. August, 28, 2006. Ibrahim, A.B., K. Soufani, P. Poutziouris, & J. Lam. 2004. Qualities of An Effective Successor: The Role of Education and Training. Education & Training, 46 (8/9): 474-480. Janjuha-Jivraj, S., & A. Woods. 2002. Successional Issues Within Asian Family Firms: Learning from the Kenyan Experience. International Small Business Journal, 20(1): 77-94. Kim, S. 2003. Linking Employee Assessments to Succession Planning. Public Personnel Management, 32 (4): 533-547. Le Breton-Miller, I., D. Miller, & L.P. Steier. 2004. Toward an Integrative Model of Effective FOB Succesion. Entrepreneurship Theory and Practice, Summer: 305-328. Lee, Y.G., C.R. Jasper, & K.P. Goebel. 2003. A Profile of Succession Planning among Family Business Owners. Financial Counseling and Planning, 14 (2): 31-41. Levitt, D. 2005. Family Business Forum: Developing the Next Generation. The Journal for Quality & Participation, 28 (3): 16-18. Manthey, R., & W.E. Balhoff. 2002. Pass the Baton Without Missing a Beat. Journal of Accountancy, 193 (3): 43-48.
32
Mayer, R.C., J.H. Davis, & F.D. Schoorman. 1995. An Integrative Model of Organizational Trust. Academy of Management Review, 20 (3): 709-734. Meijaard, J., L. Uhlaner, R. Floren, B. Diephuis, & B. Sanders. 2005. The Relationship between Successor and Plannning Characteristics and the Success of Business Transfer in Ducth SMEs. Working Paper, Scientific Analysis of Entrepreneurship and SMEs, EIM Business & Policy Research. Zoetermeer. Morris, M.H., R.W. William, & D. Nel. 1996. Factors Influencing Family Business Succession. International Journal of Entrepreneurial Behavior & Research, 2 (3): 68-81. Murray, B. 2003. The Succession Transition Process: A Longitudinal Perspective. Family Business Review, 16 (1): 17-33. Murwani, S. 2005. Analisa Bursa: Sampoerna Memanfaatkan Momen Bullish. Bisnis Indonesia, 18 Maret 2005, hal.1. Mustakallio, M., E. Autio, and S. A. Zahra, 2002. Relational and Contractual Governance in Family Firms: Effects on Strategic Decision Making. Family Business Review, 15(3): 205222. Ostrowski, P.S. 1968. Prerequisites for Effective Succession Planning. Management of Personnel Quarterly, 7 (1): 1016. Panglaykim, J. 1984. Bisnis Keluarga: Perkembangan dan Dampaknya. Yogyakarta: Andi Offset.
BENEFIT, Vol. 11, No. 1, Juni 2007
Peay, T.R. & W.G. Dyer,Jr. 1989. Power Orientations of Entrepreneurs and Succession Planning. Journal of Small Business Management. 27 (1): 47-52. Pramono, C. 2006. Manajemen Bisnis Keluarga. Harian Umum Waspada, 3 Agustus 2006. h. 4. Reamer, B.H. 2004. Business Succession: Do You Have a Plan? Wiconsin Medical Journal, 103 (3): 89-90. Rothwell, W.J., & S. Poduch. 2004. Introducing Technical (Not Managerial) Succession Planning. Public Personnel Management. 33 (4): 405-419. Scarborough, N.M., & T.W. Zimmerer. 2006. Effective Small Business Management: An Entrepreneurial Approach. Pearson Education International: Pearson Education Inc.: Upper Saddle Rivers. Sharma, P. 2000. Perceptions about the Extent of Succession Planning in Canadian Family firms. Canadian Journal of Administrative Sciences, 17 (3): 233-245. Sharma, P., J.J. Chrisman, A.L. Pablo, & J.H. Chua. 2001. Determinants of Initial Satisfaction with the Succession Process in Family Firms: A Conceptual Model. Entrepreneurship Theory and Practice, Spring: 17-35. Sharma, P., J.J. Chrisman, & J.H. Chua. 2003a. Sucession Planning as Planned Behavior: Some Empirical Results. Family Business Review, 16 (1): 1-15.
Firms. Journal of Business Venturing, 18: 667-687. Sharma, P., & P.G. Irving. 2005. Four Bases of Family Business Successor Commitment: Antecedents and Consequences. Entrepreneurship Theory and Practice, January: 13-33. Shepherd, D.A. & A., Zacharakis (2000). Structuring Family Business Succession: An Analysis of the Future. Leader’s Decision Making. Entrepreneurship Theory & Practice, 24 (4), 25– 39. Stavrou, E.T. 1999. Succession in Family Businesses: Exploring the Effects of Demographic Factors on Offspring Intentions to Join and Take Over the Business. Journal of Small Business Management, 37 (3): 43-61. TokohIndonesia.Com. 2006. Dr. Charles Saerang: Generasi Ketiga Nyonya Meneer. www.TokohIndonesia.Com. June, 6, 2006. Uhlaner, L.M. 2005. The Use of the Guttman Scale in Development of a Family Orientation Index for Smallto-Medium-Sized Firms. Family Business Review, 18 (1): 41-56. Venter, E., C. Boshoff, & G. Maas. 2005. The Influence of Successor-Related Factors on the Succession Process in small and Medium-Sized Family Business. Family Business Review, 18 (8): 283-303.
Sharma, P., J.J. Chrisman, & J.H. Chua. 2003b. Predictors of Satisfaction with Succession Process in Family Pengembangan Model Konseptual ….. (Mugi Harsono) : 30 - 45
33
