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1 – 10 of over 9000The aim of this research is to analyze empirical evidence of the effect of governance structure (GS) on perceived success of the succession process. It is also reported that in…
Abstract
Purpose
The aim of this research is to analyze empirical evidence of the effect of governance structure (GS) on perceived success of the succession process. It is also reported that in India, family firms have a more informal organization structure and governance and have an informal and unplanned approach to bringing the successors into family business. Previous studies have reported that GS is an important factor for a successful succession process. This study examines the role of management succession planning as an intervening variable to achieve perceived success of the succession process.
Design/methodology/approach
Data have been collected using a questionnaire schedule with 113 respondents who are successors from family business firms in Kerala, India. The study uses snowball sampling technique. Partial least square-structural equation modeling has been used to do data analysis.
Findings
The results of the study showed that GS has a significant positive effect on the success of the succession process. GS has a significant positive effect on management succession planning. Management succession planning partially mediates the relationship between GS and perceived success of the succession process.
Research limitations/implications
The results of the study indicate the effect of GS on the relationship between, perceived success of the succession process and management succession planning. The mediating role of management succession planning in the above relationship is also confirmed. Therefore, before starting the succession process a good GS should be put in place for ensuring the success of the succession process. Family firms must implement the succession plan well to make the succession process successful.
Originality/value
The main contribution of the study is to empirically investigate the effect of GS and management succession planning to enhance the success of the succession process.
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S. Robert Hernandez, Cynthia Carter Haddock, William M. Behrendt and Walter F. Klein
In this article a definition of “succession planning”is given, outlining the potential benefits and problems of implementinga succession‐planning programme in a health service…
Abstract
In this article a definition of “succession planning” is given, outlining the potential benefits and problems of implementing a succession‐planning programme in a health service organisation, and factors critical for the success of such a programme are discussed. A case study is presented of one large health service organisation which recently implemented a succession‐planning programme. In this case study, a brief overview is given of the organisational setting, the philosophy and objectives of the programme are outlined and the programme′s implementation and early outcomes are described.
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Sally J. Zepeda, Ed Bengtson and Oksana Parylo
The purpose of this study is to examine principal succession planning and management by analyzing current practices of handling school leader succession in four Georgia school…
Abstract
Purpose
The purpose of this study is to examine principal succession planning and management by analyzing current practices of handling school leader succession in four Georgia school systems.
Design/methodology/approach
Looking through the lens of organizational leadership succession theory, the practices of school systems as they experienced changes in school leadership were examined. Participants included superintendents, assistant superintendents, other central office leaders, and principals. A multiple‐case approach was selected with semi‐structured interviews providing the major source of data.
Findings
Findings suggest the following: there is a difference in the sense of urgency for the planning and management of the succession of principals; the development of aspiring leaders was identified as a critical component of planning and management of succession; mentoring was an essential practice through the succession process; and reliance on collaborative partnerships with outside organizations was highly valued.
Practical implications
The implications of the study include a call for further research to determine the differences in leader succession planning and management needs related to the varying contexts. In addition, the study implies that building collaborative partnerships with university preparation programs and other external professional development organizations may assist systems in the planning and management of principal succession.
Originality/value
The originality of this study stems from the lack of literature that directly examines the experiences and practices of principal succession. The findings can inform school system leaders of succession planning and management issues and practices that exist in the four systems studied. As leadership becomes more recognized for its impact on student achievement and school performance, it is imperative that succession is managed and planned to ensure sustainability and effectiveness.
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– The purpose of this paper is to present practicing management professionals with a model related to succession management and planning.
Abstract
Purpose
The purpose of this paper is to present practicing management professionals with a model related to succession management and planning.
Design/methodology/approach
Using a review of existent literature, this work examines and expounds upon the impact of succession management and planning as a potential genesis of, and an opportunity to mitigate, organizational problems related to senior executive turnover.
Findings
This manuscript presents a succession management and planning model for practicing professionals that is based on three key tenets: first, a plan (of some sort) is necessary for corporate resilience and sustainability; second, an organization has in inherent responsibility and need to plan for replacements and prioritize allocation of resources; and third, succession management planning aids in the establishment of organizational resilience and stability amid contingencies.
Practical implications
This work examines how, ultimately, succession management and planning is a means to risk/crisis management aimed at reducing gaps and associated problems related to changes among human capital distribution.
Social implications
While this work is written with emphasis placed upon managing transition among healthcare organizations and personnel, the information is equally relevant and applicable to a broader audience. In an applied sense, this model provides management professionals with concepts related to orchestrating change at both the individual and organizational levels.
Originality/value
While there is a dearth of literature examining succession management in a variety of industries, little information is directed specifically toward healthcare. This manuscript provides concepts related to effective risk mitigation via defined succession management and planning.
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It has been widely projected in the library literature that a substantial number of librarians will retire in the near future leaving significant gaps in the workforce, especially…
Abstract
It has been widely projected in the library literature that a substantial number of librarians will retire in the near future leaving significant gaps in the workforce, especially in library leadership. Many of those concerned with organizational development in libraries have promoted succession planning as an essential tool for addressing this much-anticipated wave of retirements. The purpose of this chapter is to argue that succession planning is the wrong approach for academic libraries. This chapter provides a review of the library literature on succession planning, as well as studies analyzing position announcements in librarianship which provide evidence as to the extent to which academic librarianship has changed in recent years. In a review of the library literature, the author found no sound explanation of why succession planning is an appropriate method for filling anticipated vacancies and no substantive evidence that succession planning programs in libraries are successful. Rather than filling anticipated vacancies with librarians prepared to fill specific positions by means of a succession planning program, the author recommends that academic library leaders should focus on the continual evaluation of current library needs and future library goals, and treat each vacancy as an opportunity to create a new position that will best satisfy the strategic goals of the library. In contrast to the nearly universal support for succession planning found in the library literature, this chapter offers a different point of view.
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George Mihaylov and Ralf Zurbruegg
This article examines the relationship between financial risk management and succession planning in family businesses. Motivated by the Theory of Planned Behaviour, we hypothesize…
Abstract
Purpose
This article examines the relationship between financial risk management and succession planning in family businesses. Motivated by the Theory of Planned Behaviour, we hypothesize that the use of professional risk management practices is associated with an increased likelihood that businesses adopt professionalized approaches to succession planning. We then investigate if succession planning professionalization is, in turn, positively related to the financial performance of family businesses.
Design/methodology/approach
We apply binary probit and ordered dependent variable regressions to unique data generated from a survey sample of Australian family businesses. To check the robustness of our results to potential endogeneity concerns we apply difference tests to propensity score matched sub-samples from our original cohort of respondents.
Findings
The results show that, in contrast to verbal or absent succession arrangements, formal written succession plans are both positively associated with the use of financial risk management practices and with superior financial performance in family businesses.
Originality/value
Our arguments and findings suggest that active financial risk management provides a platform for planning succession in family businesses, and that this links with improved short-term financial performance. In light of the critical role that succession plays in ensuring long-term business sustainability, our findings provide important and novel insights into the conditions under which family businesses are most likely to use formal professionalized succession planning.
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Arpan Upadhyaya and Sunaina Kuknor
The paper examines the succession management strategies and the preparation level of heirs in the context of family-owned educational institutions in Nepal.
Abstract
Purpose
The paper examines the succession management strategies and the preparation level of heirs in the context of family-owned educational institutions in Nepal.
Design/methodology/approach
Sixteen in-depth, semi-structured interviews with the institution's leader were conducted. Each interview was transcribed using content analysis. Several themes and new items emerged that define the institutional strategies in succession management.
Findings
The paper provides insight into the challenges of implementing effective succession management strategies. The identified themes are traits, processes, challenging aspects and effective plans. The study's findings show the lack of awareness about the importance of succession planning among the institution owners due to the availability of limited resources. The paper also provides some insights into how family ownership and management are done and the lack of formal processes in succession management strategies.
Practical implications
This paper offers readers the chance to think about succession planning strategies. Also, it adds value in their critical analysis of the succession plan. The study advised the learners to consider additional elements that can impact succession planning, such as experience, educational requirements and their desire to work. It will aid researchers in considering the societal perspective of the successor, which is also a significant worry.
Originality/value
It focuses on a specific context, private schools in Nepal, and examines the challenges they face in implementing succession management strategies. The paper tries to identify the approach that may reveal potential solutions that have not been considered. The paper aims to clearly articulate the unique contributions of the study and explain how it advances the existing literature on succession management.
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Nazia Keerio and Abd Rahman Ahmad
Succession planning is an emerging area for research in higher education institutions worldwide; however, literature is scarce in the context of developing countries like…
Abstract
Purpose
Succession planning is an emerging area for research in higher education institutions worldwide; however, literature is scarce in the context of developing countries like Malaysia. The factors that have an influence on the execution of succession planning in public universities are the primary goal that has been set for achieving the study's goal. Moreover, the development of leadership in institutions has been taken by adopting formal succession planning. This study aims to be explore the factors that can contribute to the successful execution of the plan, particularly in higher education institutions in Malaysia.
Design/methodology/approach
The study employed the qualitative approach. The registrars have been selected by using purposive sampling technique for face-to-face interviews from five public research universities of Malaysia. The in-depth data can be collected at research universities as they are old and comprehensive universities of Malaysia. The data were analysed through thematic analysis.
Findings
The number of factors that have been revealed through the findings are as follows: organisational culture, the support of top-level management, the strategic plan, the reward, the champion from top-level management and the budget. Further, the public universities of Malaysia required ensuring that all employees were aware of succession plan initiatives taken by institutions, although the system was challenged by not taking these factors into account.
Originality/value
The primary data have been collected to provide the insight regarding opportunities and challenges encountered in the implementation of succession planning in Malaysian public universities.
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Gihani S. Rajapakse and K. Kiran
The purpose of this paper is to explore succession planning in academic libraries, specifically to understand how succession planning is carried out and how the decisions-making…
Abstract
Purpose
The purpose of this paper is to explore succession planning in academic libraries, specifically to understand how succession planning is carried out and how the decisions-making styles of library managers influence each stage of the succession planning.
Design/methodology/approach
A qualitative approach was used to gather data through a document analysis and interviews with library managers at four Sri Lankan university libraries. Data analysis was done applying the framework analysis (FA) tool.
Findings
The study revealed that succession planning has been practiced in Sri Lankan university libraries to develop a bench strength, skilled backup for key positions at all levels, while inculcating leadership competencies in their respective positions. The dominant decision style is the identifiable decision-making style within the succession planning process.
Research limitations/implications
The volume of the data obtained depends largely on the participants’ responses, and the interpretation of the data is subjected to minimum personal biasness of the researcher.
Practical implications
An understanding of how decision-making styles influence practices of succession planning contributes to assist library managers to carry out succession planning within the limitations of their autonomy to do so. The findings of this study benefit library managers in recognizing their own decision-making styles and the level of succession planning they have achieved.
Social implications
Library managers’ decision-making style can have an influence on how succession planning is carried out successfully at an academic library to ensure continuity of the library’s mission and vision.
Originality/value
This is the first known study to investigate how decision-making style of the manager influences each level of the succession planning at an academic library. The use of a systematic FA method for the qualitative data analysis reveals trustworthy results.
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Zulqurnain Ali and Aqsa Mehreen
Leadership development practices develop future leaders for the organizations which are evidence for the proper utilization of organizational resources. The purpose of this paper…
Abstract
Purpose
Leadership development practices develop future leaders for the organizations which are evidence for the proper utilization of organizational resources. The purpose of this paper is to integrate succession planning into the job demands–resources (JD–R) model to predict individual performance.
Design/methodology/approach
In total, 239 participants were drawn from commercial banks located in a large city of Pakistan through a structured questionnaire. The proposed model was tested through structural equation modeling.
Findings
The results from 239 participants suggest that succession planning has a direct and indirect effect on engagement and employee performance through the JD–R model. Furthermore, job resources and engagement mediate the association between succession planning and employee performance.
Research limitations/implications
The present study employed a cross-sectional approach, and all constructs were answered on a self-report questionnaire. Thus, the findings should be validated through a longitudinal design by employing a more objective construct.
Practical implications
The banks should adopt proactive succession system to improve individual and organizational performance. Succession planning helps the banks to reduce recruitment cost and promote internal hiring. This study supports the managerial decisions making by mobilizing skilled and talented employees in the sudden resignation of a bank employee.
Social implications
Succession planning seems an important development factor that directly improves employees’ well-being through the JD–R model.
Originality/value
The present study demonstrates the integration of the JD–R model into succession planning.
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