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In family businesses, rather than a professional approach of organizations, soft and event-changing management approach besides the natural organization as reflection of in-house relationships prevail. In the enterprises where this structure is dominant, any changes in the family structure bring about a change in the structure of the enterprise. Besides the advantages like their common values and shared blood ties, family businesses also have a number of disadvantages, such as unpredictability of company's future ownership and role in the organization, resistance to change caused by adherence to customs and traditions. Due to family ties and same livelihoods, work commitment is at high level. Since family members commune with their companies from a young age, they grow with a certain amount of knowledge and experience about the work-related issues. In this study, it has been explained about the social networks, the power centers in family businesses and the management of the conflicts during the transfer of the administration which are the basis for the long life and sustainable success of the Turkish type family businesses and the problems among the members,even one of the important factors in the dissolution of the business. As a result of the study, it is determined that the main one of the problems in the family businesses is the diffrences in the communication types between the founder and heir candidates in the power center. However, it has been observed that the commitments of other members weaken due to the generally ignored principles of merit during the transfer of the administration.

AİLE İŞLETMELERİNDE SOSYAL AĞLAR, GÜÇ ODAKLARI VE YÖNETİMİN DEVRİ SÜRECİNDE ÇATIŞMALARIN YÖNETİLMESİ