摘要：家族企业广泛地存在于世界各国的各行各业中，在各国的经济发展中起着巨大的作用。《财富》杂志披露，世界500强企业中有35%以上是家族企业，在我国，家族企业占民营企业的70%以上，显然，家族企业已经成为我国国民经济的重要一员。进入21世纪，我国家族企业的传承问题逐步凸显出来。如何走出“富不过三代”困境，如何使传承平稳顺利地进行等重大问题，也是我们当前不容忽视的。

　　　本文首先介绍了在传承问题上已经比较成熟的美、日两国的传承情况，作出对比总结分析后引出了中国家族企业在传承上遇到的问题，并通过对家族企业新希望集团传承的分析，针对具体的传承问题提出了相应的解决途径和方法。

　　　通过对传承问题和相应的解决途径的研究，笔者认为家族企业在应对传承问题时，应该首先解决企业根本性的内在缺陷，其次应该改变包括企业主在内的高层管理者的传承观念，此外还应该把接班人的选拔、培养提升到战略的高度和深度。

关键词：家族企业；传承；接班

ABSTRACT：Family businesses exist widely in all lines of business around the world, and play an significant role in the economic development of each nation. According to Fortune, there are over 35% of the world’s  top 500 companies are family businesses, in China, over 70% of the non-state companies are family businesses. Apparently, family businesses have become an  indispensable  part in our national economy. Intergenerational transition problems have kept bothering the family businesses in our country ever since the start of the new century. How to get rid the problem of “no more than three generations’ wealth”, how to make succession smoothly and soundly are all questions need to be answered.

　　　In this thesis, the author began with the introduction and comparison of the intergenerational transition in the U.S. and Japan, then raised the thorny problems faced by Chinese family companies, and then put forward solutions to each problems respectively, finally, by analysing the latest successful intergenerational transition—Liu Chang succeeded from his father Liu Yonghao the New Hope Group, the author got his solutions to succession problems proven.

　　The conclusion of this thesis is that family business have to firstly solve  their inner shortages and change the attitude of management layers(the boss included) toward succession, besides that, strategically take the selection and nurturing process of the successor into consideration and enrich the almost single succession pattern.

Key words: family business；intergenerational  transition；succession