Relevant bibliographies by topics / Executive succession in fiction

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Academic literature on the topic 'Executive succession in fiction'

Author: Grafiati
Published: 4 June 2021
Last updated: 29 July 2025

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Journal articles on the topic "Executive succession in fiction"

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Kakabadse, Andrew, and Nada Kakabadse. "Dynamics of executive succession." Corporate Governance: The international journal of business in society 1, no. 3 (2001): 9–14. http://dx.doi.org/10.1108/14720700110397747.

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Al Suwaidi, Muna, Fauzia Jabeen, Agata Stachowicz-Stanusch, and Matthew Webb. "Determinants Linked to Executive Succession Planning in Public Sector Organizations." Vision: The Journal of Business Perspective 24, no. 3 (2020): 284–99. http://dx.doi.org/10.1177/0972262920932405.

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Succession planning is important for organizational growth and business sustainability in the public sector. However, few organizations have attempted to introduce the concept and practice. This article aimed to identify and prioritize the factors that influence executive succession planning in the public sector in the United Arab Emirates (UAE), using the analytic hierarchy process. A model was developed with 5 criteria and 29 sub-criteria and tested using data collected from 40 interviews with top executives from various public sector organizations. The findings showed that succession planni
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Simsek, Zeki, Po-Hsuan Hsu, Ciaran Heavey, and Fred Bereskin. "Executive Succession and Organizational Innovation." Academy of Management Proceedings 2013, no. 1 (2013): 11459. http://dx.doi.org/10.5465/ambpp.2013.11459abstract.

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Schwartz, Kenneth B., and Krishnagopal Menon. "Executive Succession in Failing Firms." Academy of Management Journal 28, no. 3 (1985): 680–86. http://dx.doi.org/10.5465/256123.

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Ford, Eric W., Kevin B. Lowe, Geoffrey B. Silvera, Dmytro Babik, and Timothy R. Huerta. "Insider versus outsider executive succession." Health Care Management Review 43, no. 1 (2018): 61–68. http://dx.doi.org/10.1097/hmr.0000000000000112.

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Schwartz, K. B., and K. Menon. "EXECUTIVE SUCCESSION IN FAILING FIRMS." Academy of Management Journal 28, no. 3 (1985): 680–86. http://dx.doi.org/10.2307/256123.

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Maseke, Bernardus Franco, and Jeremia Lucas Muadinohamba. "Uncovering the Driving Forces behind Succession Planning in Namibian Commercial Public Enterprises: A Look at Executive Leadership." South Asian Journal of Social Studies and Economics 21, no. 3 (2024): 106–20. http://dx.doi.org/10.9734/sajsse/2024/v21i3788.

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A robust succession plan for executive leadership is vital for organizational growth. This study examines challenges faced by Namibian human resource managers in maintaining effective executive leadership within Commercial Public Enterprises (CPEs). Employing a constructivist approach, it explores managers' perspectives on succession planning as a crucial tool for learning and development among Namibia's CPE managerial cadre. Using a convergent mixed-methods design, the study combines qualitative and quantitative data collection and analysis. Simple random sampling determines the quantitative
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Manzoor, Humera, Nancy Johnson, and Mehboob ur Rashid. "Emotions during executive succession in a public board." Journal of Organizational Change Management 31, no. 3 (2018): 766–76. http://dx.doi.org/10.1108/jocm-09-2016-0174.

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Purpose The purpose of this paper is to address a significant gap in the literature as it explores challenging emotions in the context of forced executive succession in a public sector board by re(conceptualizing) executive succession as a change process. Design/methodology/approach This study is empirical in nature and uses a combination of an ethnographic case study and narratives to understand emotions in the context. Findings The authors show that the emotional complexities emerged when executive succession was enforced from outside due to multiple interpretations of the emergent situation
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Belcher, Alice. "The unitary board: Fact or fiction?" Corporate Ownership and Control 1, no. 1 (2003): 139–48. http://dx.doi.org/10.22495/cocv1i1p4.

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A recent consultation process in the UK produced strong support for the concept of the unitary board. Many respondents in this process connected the concept of the unitary board with the principle that all directors should have the same legal responsibilities or duties. This article explores the legal responsibilities of UK executive and non-executive directors and in doing so exposes the gap between the concept of the unitary board and the messy reality of the courts’ treatments of specific non-executive scenarios. It also identifies a change in the language used to describe UK boards. Previo
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Elias, Rida, and Bassam Farah. "Accelerated engaged tacit knowledge acquisition during executive succession." Management Research Review 43, no. 5 (2019): 573–94. http://dx.doi.org/10.1108/mrr-10-2018-0402.

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Purpose The purpose of this paper is to provide a model that can explain how organizations may retain their executives’ tacit knowledge in the organization especially during the succession period. The proposed model takes into consideration three critical contexts that may assist in improving the knowledge flow during the transition period, namely, motivation context, transition context and ability context. Design/methodology/approach This paper presents a conceptual framework that emphasizes the importance of the will and skill of two parties involved in succession, i.e. the predecessor and s
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Dissertations / Theses on the topic "Executive succession in fiction"

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Tingling, Janet. "Hospital Executive Succession Planning Strategies." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/4948.

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Approximately 50% of New York City hospitals lack succession planning as baby boomers transition out of the workforce into retirement. The potential loss of knowledge capital could affect leadership development and corporate stability. Guided by the transformational leadership theory, the purpose of this single site case study was to explore successful strategies executive-level leaders used to facilitate succession planning within their hospital. Three hospital executive-level leaders from a single site location participated in a semistructured face-to-face interview and provided data that as
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Cameron, Carolynn. "Bridging Executive Succession Gaps: Factors that Most Accelerate Executive Development." Case Western Reserve University School of Graduate Studies / OhioLINK, 2017. http://rave.ohiolink.edu/etdc/view?acc_num=case1493311234286034.

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Whitmore, Melissa A. "Success through succession : implementing succession planning at the Texas Department of Insurance /." View online, 2006. http://ecommons.txstate.edu/arp/185/.

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Dillard, Robin Ford. "Healthcare Executive Leadership Development and Succession Planning." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/4212.

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Business leaders face leadership crises as executives from the baby boomer generation retire, creating a shortage of experienced and knowledgeable leaders. Some business leaders are unprepared for the replacement of retiring senior-level executives and lack strategies for succession planning. The findings of this study indicate succession planning and leadership development play a significant role in preparing future healthcare leaders in their ability to improve the quality of patient care and improve the strategic and financial health of the organization. Guided by the human capital theory t
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Hill, Gregory Cash. "On managerial succession." Texas A&M University, 2003. http://hdl.handle.net/1969.1/3945.

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This dissertation is an exploration, development and application of a theory on the effects of managerial succession on organizational performance in the public sector. Public management is a field of study within public administration that is gaining momentum and is strengthening both its theoretical and empirical bases. In this dissertation I build upon the very small literature on managerial (or executive) succession to develop a theory of the effects of managerial succession on performance. I posit that in the short-term performance will decrease; however, over time organizations that have
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Weiss, Susan F. "Implications of Executive Succession Upon Financial Risk and Performance." ScholarWorks, 2011. https://scholarworks.waldenu.edu/dissertations/958.

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Executive replacements have historically created fluctuations in the market value of a company and precipitated inappropriate investor reaction. However, the direction and statistical significance of relationships between executive turnover, market value, financial risk, and investor reaction among a census of highly performing firms was previously unexplored. The purpose of this study was to determine the extent of the relationship between CEO turnover and indicators of company performance. Theoretical foundation for this study was the efficient markets hypothesis. Hypotheses tests were desig
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Richardson, Natalie Davis. "Predictors of nonprofit executive succession planning| A secondary data analysis." Thesis, Capella University, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=3617377.

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<p> In this quantitative secondary data analyses chi-square tests of independence and binary logistic regression were conducted to test the hypotheses that the independent variables are associated or predict executive succession planning. The following characteristics of the executive director was analyzed: age, gender, race/ethnicity, service insider selection (i.e., history of employment or board membership within the organization), executive director membership on the board of directors, a transparent relationship with the board of directors, use of professional development resources, level
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Campbell, Johnnie Faye. "Executive Succession in Community Action Agencies in a Southern State." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5683.

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Without adequate succession planning (SP) for executive directors, nonprofit organizations risk losing their mission and direction and their ability to sustain the quality of program and services and maintain superior leadership. The purpose of this study was to determine the degree to which SP was being developed and implemented in community action agencies (CAAs) in a southern state. This study also focused on the challenges that these organizations experienced from not implementing SP. This single case study design was based on the theoretical framework of organizational change, using Lewin
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Nisbet, Margaret. "Management development and succession in the electricity industry 1948-1998 : executive men and non-executive women." Thesis, London School of Economics and Political Science (University of London), 2001. http://etheses.lse.ac.uk/1618/.

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This thesis investigates the development and succession of British Electricity Industry executives (top managers) during the half-century from 1948, and examines the reasons why few female employees became senior managers, and none became board members. In response to the continuing need for professional engineers, the industry operated a policy of internal promotion in parallel with systematic procedures for recruiting, training, developing and promoting employees and managers. The shortage of technical trainees resulted in the recruitment of apprentices with qualifications below the required
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Shadow, Cyndie. "An Exploration of Knowledge Transfer and Career College Executive Succession Planning." Thesis, Walden University, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10975343.

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<p> The career college sector of the post secondary education industry contributes more than $20 billion to the U.S. economy annually, but turnover in executive leader roles at career colleges is extremely high. Usually, such turnover occurs without succession planning or knowledge transfer for the new executive. The purpose of this exploratory case study was to explore the need for knowledge transfer when executive turnover occurs in career colleges. This single case study was framed on theories of knowledge addressing concepts such as knowledge stickiness, transfers, and gaps. The overarchin
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Books on the topic "Executive succession in fiction"

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Anderson, Gerald D. Murder under the loon: An Otter Tail County mystery. Midnight Ink, 2008.

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D, Friedman Stewart, ed. Leadership succession. Transaction Books, 1987.

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Mattone, John. Powerful succession planning. American Management Association, 2013.

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Fegley, Shawn. 2006 succession planning: Survey report. Society for Human Resource Management, 2006.

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Souque, Jean-Pascal. Succession planning and leadership development. Conference Board of Canada, 1998.

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Institute, Pennsylvania Bar. Succession planning for attorneys. Pennsylvania Bar Institute, 2011.

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National Academy of Public Administration., ed. The Critical characteristics of succession planning. National Academy of Public Administration, 1992.

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Saitō, Shigeta. Junia no jidai: Dō tsugi, dō sodate, dō ikasu ka. Gaia, 1989.

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Board, Douglas. Choosing leaders and choosing to lead: Science, politics, and intuition in executive selection. Gower Pub., 2011.

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Vitiello, Andrew P. CEO succession: Theory and reality at IBM, Apple and Compaq. University College Dublin, 1997.

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Book chapters on the topic "Executive succession in fiction"

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Bingham, Kit. "Chief executive succession planning." In Effective Directors. Routledge, 2021. http://dx.doi.org/10.4324/9781003201182-10.

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Ployhart, Robert E., Donald J. Schepker, Patrick M. Wright, and Sam D. Strizver. "Creating Dynamic Capabilities for Agile Executive Selection and Succession." In Senior Leadership Teams and the Agile Organization. Routledge, 2023. http://dx.doi.org/10.4324/9780429353161-10.

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Lindquist, Evert, and Thea Vakil. "10. Government Transitions, Leadership Succession, and Executive Turnover in British Columbia, 1996–2006." In Deputy Ministers in Canada, edited by Jacques Bourgault and Christopher Dunn. University of Toronto Press, 2014. http://dx.doi.org/10.3138/9781442665170-014.

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Portwood, James D., Mohamed A. S. Latib, and Michael Timmons. "Realigning Executive Development and Succession Planning Systems: Meeting the Management Needs of “Global Organizations in the 1990s”." In Human Resource Strategies for Organizations in Transition. Springer US, 1990. http://dx.doi.org/10.1007/978-1-4684-5757-5_18.

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Trnka-Amrhein, Yvona. "Chapter 18. Plotting Plotina? The reception of an empress in Roman provincial prose (fiction)." In The Reality of Women in the Universe of the Ancient Novel. John Benjamins Publishing Company, 2023. http://dx.doi.org/10.1075/ivitra.40.18trn.

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This chapter explores the reception of the empress Plotina in three texts from three literary traditions within the Roman Empire: the Acta Hermaisci, the Talmud, and Apuleius’ Metamorphoses. It argues that the Plotina character we see in these texts is based on an idea of the Roman empress’ ability to influence the emperor to the detriment of provincial groups. This ‘plotting Plotina’ figure is the opposite of the official ideal found in Pliny’s Panegyricus and may develop the suspicion we see in Roman historical texts that Plotina exercised improper influence on Hadrian’s succession. Indeed,
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"Managing Succession." In Developing Executive Talent. John Wiley & Sons, Inc., 2015. http://dx.doi.org/10.1002/9781119202370.ch6.

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Hall, Douglas T. "Dilemmas in Linking Succession Planning to Individual Executive Learning *." In Leadership Succession. Routledge, 2017. http://dx.doi.org/10.4324/9780203787458-3.

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Younkins, Edward W. "13 Executive Suite." In Exploring Capitalist Fiction. Lexington Books, 2013. https://doi.org/10.5771/9780739184288-137.

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Trow, Donald B. "Executive Succession in Small Companies." In Organizational Careers. Routledge, 2017. http://dx.doi.org/10.4324/9781315125909-59.

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Lundberg, Craig. "The Dynamic Organizational Contexts of Executive Succession: Considerations and Challenges." In Leadership Succession. Routledge, 2017. http://dx.doi.org/10.4324/9780203787458-5.

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Conference papers on the topic "Executive succession in fiction"

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Taechasapasith, T., and N. Silakorn. "Systematic Talent Management & Succession Planning." In ADIPEC. SPE, 2023. http://dx.doi.org/10.2118/216818-ms.

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Abstract This paper demonstrates how systematic Succession Planning is important to PTTEP business especially when we operate over 50 petroleum exploration, development, and production projects in more than 10 countries across several regions with the primary focus on Southeast Asia and the Middle East as well as other petroleum-prolific areas displaying investment opportunities, both E&amp;P and beyond E&amp;P businesses. It ensures that all critical positions are occupied continuously and gains more engagement from the PTTEP talent pool. In 2020, Succession Planning became one of the KPIs am
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Sharma, Vinit. "Leadership Assessment, Development and Succession Management." In ADIPEC. SPE, 2023. http://dx.doi.org/10.2118/216802-ms.

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Most people and organizations would probably agree that the start of the 2020 decade has demonstrated a new level of Volatility, Uncertainty, Complexity, and Ambiguity (VUCA). The challenges we experienced include the Covid-19 Pandemic, supply chain disruptions, global recession, cost of living crisis, The Dual Challenge, and The Great Resignation wave. Adding to these challenges is the change in demographics, particularly in the workforce. To succeed in such a VUCA2 environment, organizations, and their leaders, face an unprecedented demand for agility, adaptability, strategy, and corporate v
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Howes, C. Susan, and Robert W. Taylor. "A Competency-Based Approach to Addressing the Leadership Gap in the Oil and Gas Industry." In SPE Annual Technical Conference and Exhibition. SPE, 2021. http://dx.doi.org/10.2118/206302-ms.

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Abstract As oil and gas industry technical professionals land their first supervisory roles, gaps in their leadership skills often become apparent. Years of technical education and training have prepared them well for roles as individual technical contributors, but stronger business, management, and leadership skills are needed as they move into emerging leadership roles in which they direct others. Competency assessments of first-level supervisors and mid-career experienced hires are conducted to determine mission-critical leadership gaps. This process is done in alignment with competency-foc
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Reports on the topic "Executive succession in fiction"

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Heist, H. Daniel, Danielle Vance-McMullen, Brittany Kienker, and Jeff Williams. The National Study on Donor Advised Funds: Executive Summary and Key Findings. Dorothy A. Johnson Center for Philanthropy, 2024. https://doi.org/10.4087/xoai8853.

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The Donor Advised Fund Research Collaborative (DAFRC) is a consortium of academic and nonprofit researchers. Working across institutions, the collaborative is leading a 30-month, comprehensive research initiative to provide empirical data and insights on the characteristics and activities of donor advised funds (DAFs) in the United States. One of the initiative's main goals is to gather and analyze account-level DAF information that is not available from publicly accessible data sources, such as the IRS Form 990. The account-level data allows for a more nuanced and accurate understanding of DA
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