TY  - GEN
A1  - Markopoulos, Evangelos
A1  - Ukperaj, Denis
A1  - Vanharanta, Hannu
KW  - Family business
KW  -  Succession
KW  -  Entrepreneurship
KW  -  People
KW  -  Economy
KW  -  Society
KW  -  Governance
KW  -  Management
KW  -  Leadership
KW  -  Balkan
KW  -  Company democracy
KW  -  Organizational culture
PB  - AHFE International
UR  - https://doi.org/10.54941/ahfe1001521
N2  - Given that the nomination of family and nonfamily members to top senior positions
may set personal interests against corporate ones, this may lead to serious problems
in the firm?s strategic direction when the two are not compatible. Consequently, potential successors should be assessed across different domains to determine who is
the best fit for a leadership role. Accordingly, this paper introduces the Democratic
Employee Connect Model (DECM), a step-gated framework that can provide a potential
solution for family businesses when planning for management succession. It comprises six steps, which will guide family-owned enterprises during this crucial process.
The six steps of the model align with the Company Democracy Model to democratically identify the most suitable candidate in the succession process, which is often
driven by personal and family interests. The paper also presents research limitations
that can be considered for future research.
ID  - discovery10153329
N1  - © 2022 Published by AHFE Open Access. The authors of papers published in the AHFE Open Access Proceedings will retain full copyrights as specified by the provisions of the Creative Commons: http://creativecommons.org/licenses/by/4.0/.
AV  - public
Y1  - 2022///
SP  - 185
EP  - 195
TI  - Democratic Management Succession in Balkan Family Businesses: Appointment of Family and nonfamily Members in Leadership Roles
ER  -