FAMILY SUCCESSION: GENDER RELATIONS IN A FOOD DISTRIBUTION COMPANY IN THE SOUTH OF BRAZIL

Succession in family businesses is both common and delicate because it involves all family members. According to data from Sebrae (2015), in Brazil, the southern region of Brazil has the highest proportion (60%) of these firms in the country's business, representing a considerable percentage in the state´s economy of the state. Many of these organizations are run by women which they have inherited during the management of their parents, while they were directly involved in the daily routine of these organizations. In this context, this study aims to identify gender relations in the succession process of a family-owned food distributor in the southern region of Brazil. Therefore, this research uses a qualitative approach method of an exploratory-descriptive character. The data and information collected by the help through semi-structured interviews and for data analysis, four essential well-defined themes were considered in the script of the interviews: 1) preparation for organizational succession; 2) family succession, 3) gender in family succession and 4) vision of the employees in the management of the successor and successors. The result obtained in the interviews was analyzed based on the theoretical basis and could thus confront the theory with the reality of the studied family businesses, showing a possibility to achieve the principal objective of this study. The results evidenced that the family businesses under study is in the second and with members of the third generation in the process of succession. The process of governancing was initiated with external consultants, but due to health problems of the president, the firm concluded the process. The company has statute, and holds council meetings bimonthly with an external member, but also part of the family. According to the business and the sector of the culture of the food distribution, the male figure is still preponderant to take the place of succession in family organizations. The interviewed employees have a confidence in the current management of the successors, but if they were to choose, they preferred women because they have a vision of entrepreneurial vision.