세계 최장수기업의 사업승계전략과 장수요인에 대한 탐색적 사례연구

Abstract

It became known that the average lifespan of corporate is shorter than human, according to the studies related to the lifespan of corporate, such as 30 years lifespan theory of corporate by Nikkei Business and 40 or 50 years average lifespan theory of 500 companies by Fortune. This studies is to analysis the causes of longest lifespan about japanese Kongogumi of world’s oldest company with a long history of about 1,400 years ago, lived much longer than such average lifespan of companies from the viewpoint of business succession strategy. The first result of analysis is that strategic characters of business succession time was the type of long tenure because of average tenure of 36.7 years as a Dangju, such as a present head of the family, and the type of lifetime succession succeeded by the accident of predecessor. Secondly, in the strategic characters of the method of business succession, They had a type of automatic succession because of the characteristics of hereditary system as family business in the procedure to appoint a successor. They had a type of ideology-based succession consider important founding ideology as their corporate value and organizational culture such as the artisans spirit and insistence on original business related to traditional culture in the business condition in time for succession. Thirdly, in the strategic characters for qualification as successor, they had basically a type of bloodgiven succession succeeded to successor of lineal blood relative, but premise a person having ability and attributes. If they had not a successor of lineal blood relative, choose a type of succession with coexistence of blood relative and abilities as ability-based succession succeeded to master craftsman of son-in-law who lives with his wife’s family or foster son having an ability. As result of this study, the factors of longest life are as in the following. First, it is they have succeeded to blood relative through the acceptance of fictitious blood relative with abilities in the selection of successor. Second, it is they have progressed the succession based on the principle of long-term tenure as lifetime system in the succession timing. Third, it is they had kept the succession based on the principles attach importance to human resource and original business, and automatic succession to the succession nominee in the way of succession. Finally, this results of study will provide many companies with the dream of long life a lot of implications in spite of the limitation of data disconnected for a specific period of time.