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Dissertations / Theses on the topic 'Executive succession in fiction'

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Published: 4 June 2021

Last updated: 29 July 2025

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1

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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2

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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3

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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4

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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5

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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6

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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7

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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8

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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9

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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10

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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11

Erasmus, Lynne. "The effectiveness of succession planning in SARS enforcement Port Elizabeth." Thesis, Nelson Mandela Metropolitan University, 2009. http://hdl.handle.net/10948/1208.

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This research study addressed the importance of succession planning for the organisations’ survival, which depends on the continuous supply of competent, experienced and well trained managers. It addresses the problem of determining the strategies that can be used by SARS Enforcement Port Elizabeth to manage succession planning effectively. To achieve this objective a comprehensive literature study was performed to determine the views on various succession planning models. The literature review serves as a model in the development of a guideline for SARS Enforcement Port Elizabeth management t

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12

Al, Bin Ali Hesham A. "A study of succession processes for executive positions in the Bahraini public sector." Thesis, University of Warwick, 2013. http://wrap.warwick.ac.uk/58468/.

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This research strived to enhance our knowledge about the succession phenomenon by investigating the impact of various internal and external factors on the succession process. Specifically, the aim of the research was to explain the variations in succession processes for executive positions in the Bahraini public sector in light of the impact of the influential stakeholders and context-related factors. The researcher adopted a sequential mixed methods research approach to collect data. In the first phase, quantitative data were obtained to detect variations among the succession processes for ex

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13

Tanzwani, Mashaka. "An investigation of management succession planning in black–owned family business in selected areas in South Africa / by M. Tanzwani." Thesis, North-West University, 2010. http://hdl.handle.net/10394/4598.

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The objective of this study is to investigate management succession in black–owned family businesses in South Africa. The study was conducted in two Provinces, namely Limpopo and the North–West. In the Limpopo province, the study was conducted in the Vhembe District. The Vhembe district is consists of four municipalities, i.e. Thulamela, Mutale, Musina and Makhado. In the North–West province, the study was conducted in the Bojanala District. The Bojanala district has three municipalities, namely Phokeng, Marikana and Tlhabane. Family businesses are one of the driving forces behind economic gro

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14

Martin, Christina. "Succession Planning and Development of Nurse Leaders." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5900.

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Health care organizations can provide comprehensive, formal learning opportunities to develop nurse leaders for advanced leadership roles. The purpose of this doctoral project was to create an evidence-based nursing leadership academy focused on development of advanced leadership skills and competencies to cultivate frontline and midlevel nurse leaders for executive nursing and health care leadership positions. The practice-focused question addressed how an advanced nursing leadership education program would affect the knowledge level and competencies of nurse leader participants. The American

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15

Meyer, Matthew John. "Transitional wars, a study of power, control and conflict in executive succession, theatre as representation." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1998. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape10/PQDD_0019/NQ44514.pdf.

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16

Meyer, Matthew John 1948. "Transitional wars : a study of power, control and conflict in executive succession : theatre as representation." Thesis, McGill University, 1998. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=35013.

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The study of promotion or executive succession has been of interest to educators since the beginning of schools. Who should be a school's principal? The purpose of this study was twofold. First to investigate executive succession within large, urban Canadian schools boards, and second, to use a dramatic work---a play---to represent the major findings. Theatre is used to present society and its workings, it is a method of data representation that permits human emotion, care, conflict and tension to become palpable, to provoke an audience. The two purposes of this study merged to provide insight

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17

Card, Michael Andrew. "Creating your job : leadership, executive succession and strategy formation by state agency directors in Ohio /." The Ohio State University, 1992. http://rave.ohiolink.edu/etdc/view?acc_num=osu1271714344.

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18

Rejchrt, Peter. "Studies of UK Chief Executive Officers in the FTSE 350 : implications for management, succession and governance." Thesis, University of Southampton, 2014. https://eprints.soton.ac.uk/370452/.

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There is limited recent evidence from the UK on the sourcing and backgrounds of Chief Executive Officers (CEOs). Practitioner views are dominant and suggest a frequent “churn” of these individuals between lucrative roles. In particular, the implications of hiring profiles, organisational career paths and demographic backgrounds have not featured in the research focus, which has perpetuated the practitioner view of CEO succession. The governance implications of CEO successions in non-domestic companies are linked to home market culture to seek validation for different approaches to compliance w

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19

Scott, Linda Kane. "The Inheritance Novel: The Power of Strict Settlement Language in Clarissa, Evelina and Pride and Prejudice." Fogler Library, University of Maine, 2003. http://www.library.umaine.edu/theses/pdf/ScottLK.pdf.

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20

Coxbill, Amanda Lynn. "Stock market reaction to a gender change in CEO." Laramie, Wyo. : University of Wyoming, 2008. http://proquest.umi.com/pqdweb?did=1605143711&sid=1&Fmt=2&clientId=18949&RQT=309&VName=PQD.

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21

Fancher, Lori Powers. "The Influence of Organizational Culture on the Implementation of Succession Planning." Digital Archive @ GSU, 2007. http://digitalarchive.gsu.edu/pmap_diss/28.

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Succession planning is perhaps one of the hottest topics today as a result of ethical issues, compensation, development and implementation. Global organizations faced with fast-paced change can no longer afford long, lengthy internal development of an heir apparent. However, those organizations who seek faster, external executive hires have found it no panacea as organizational culture often trumps talent and industry experience. Recent research points to those who do internal succession well, with little disruption and ready change depend on their ability to execute plans (Charan & Colvin, 19

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22

Byham, Tacy M. "Factors Affecting the Acceptance and Application of Developmental Feedback from an Executive Assessment Program." University of Akron / OhioLINK, 2005. http://rave.ohiolink.edu/etdc/view?acc_num=akron1133214086.

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23

Orosz, Janet Elizabeth Foley. "Leadership transitions of state government executives : a naturalistic inquiry of cases of state agency executive succession in Ohio." Connect to resource, 1991. http://rave.ohiolink.edu/etdc/view.cgi?acc%5Fnum=osu1264528166.

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24

Zuzile, Zikhona Siviwe. "Improving leadership development in the Eastern Cape Treasury: a succession planning and leadership development study." Thesis, Nelson Mandela University, 2018. http://hdl.handle.net/10948/19575.

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Leadership development is very important in business and much is often said about ‘growing’ leaders in business organisations. Leadership development cannot be achieved in one training course or programme, but should rather be an everyday practice of existing leaders. Leader development concentrates on individual leader development, enrichment or attainment of within-person competence while leadership development concentrates on relational development. This paper addresses and outlines how an all-inclusive method to leadership development and succession planning is needed for the employees of

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25

Coleman, Pheobie Latossa. "Executive Management Methods to Prepare Employees for Future Positions." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/3149.

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Creating successful leaders is one of the challenges that social services organizations are facing. Employees may lack essential managerial skills to become productive leaders, and some managers may lack viable succession planning methods for preparing employees for leadership positions. The purpose of this case study was to explore methods that executive managers use to prepare employees for leadership positions. Path-goal theory and transformational leadership represent the conceptual framework that grounded this study. Semistructured interviews were conducted with 10 executive managers in t

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26

McPhail, Naples Fabienne. "Aspirations of community college leadership a study of talent engagement and the barriers and motivation for faculty leadership development /." Diss., Restricted to subscribing institutions, 2006. http://proquest.umi.com/pqdweb?did=1280132531&sid=1&Fmt=2&clientId=1564&RQT=309&VName=PQD.

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27

Ball, Leslie. "How the roles of CEO's differ in response to different circumstances and in the context of succession: Anglo American-a case study." Thesis, Rhodes University, 2018. http://hdl.handle.net/10962/60799.

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A review of the literature revealed that firms are inherently influenced by leadership in the upper echelons of the organization. The seminal paper of Hambrick and Mason (1984) has sparked much interest in the realm of organizational leadership. Studies involving organizational leadership have concentrated on leadership styles, the manner in which leadership takes place, leadership succession and organizational performance in an attempt to understand the dynamics of the senior leadership of organizations. Research has also explored how changes in the top management of firms has impacted its pe

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28

Goldblatt, Dana. "An investigation into the determinants and moderators of women attaining and retaining CEO positions." Thesis, University of Manchester, 2017. https://www.research.manchester.ac.uk/portal/en/theses/an-investigation-into-the-determinants-and-moderators-of-women-attaining-and-retaining-ceo-positions(14efa949-3f2d-4b71-bc40-aba358315ea2).html.

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This thesis explores gender-related barriers in CEO successions. Only 4% of Fortune 500 CEOs are female despite the fact that women have held the majority of college degrees in the US since the late 1990's and now comprise almost half of the workforce and the majority of managerial positions. Their representation is low even in comparison to the other two top management positions from which CEOs are typically sourced. It is less than one-third of the percentage of both female executive officers (15%) and board directors (17%). A holistic and qualitative research approach was utilized. Data wer

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29

Jumelle-Paulet, Delphine. "La part de l’irrationnel dans les processus de sélection des futurs dirigeants des grandes entreprises françaises." Thesis, Paris 2, 2018. http://www.theses.fr/2018PA020088/document.

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La part de l’irrationnel dans les processus de sélection des futurs dirigeants des grandes entreprises françaises. Cette thèse explore la part d’irrationalité intervenant dans les processus de sélection des futurs dirigeants français. Examinant les profils des dirigeants français du début du 21ème siècle, elle souligne la persistance d’une doxa cartésienne, c’est-à-dire la croyance en l’autorité de la conscience et de la raison dans la détection, la sélection ou la génération d’élites et plus particulièrement de dirigeants dans les organisations, réalisant en particulier un biais de sélection

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30

Makowski, Dominique. "Cognitive neuropsychology of implicit emotion regulation through fictional reappraisal The paradox of fiction: emotional response toward fiction and the modulatory role of self-relevance The distinctive role of executive functions in implicit emotion regulation Phenomenal, bodily and brain correlates of fictional reappraisal as an implicit emotion regulation strategy Bodily, cognitive and personality determinants of implicit emotion regulation through fictional reappraisal What is the sense of reality? Part 1: origin, architecture and mechanisms." Thesis, Sorbonne Paris Cité, 2018. https://wo.app.u-paris.fr/cgi-bin/WebObjects/TheseWeb.woa/wa/show?t=1486&f=14951.

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L'objectif de cette thèse est d'examiner comment les croyances sur la réalité peuvent amener à une régulation émotionnelle. Cette discussion est centrée autour de 4 études opérationnalisant la réévaluation par la fiction comme une modulation de la nature d'un stimulus affectif (en le présentant à des participants comme étant réel ou fictionnel). Elles étudient l'effet de ce mécanisme sur l'expérience émotionnelle dans sa composante phénoménologique, physiologique et neurale, ainsi que son interaction avec le Self (études 1 et 3), les fonctions exécutives (études 2 et 4) et l'intéroception (étu

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31

Beutel, Lisa Mason. "Follow Her Lead: Understanding the Leadership Behaviors of Women Executives." University of Dayton / OhioLINK, 2012. http://rave.ohiolink.edu/etdc/view?acc_num=dayton1355424220.

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32

Frandsen, Michael Lawrence. "CEO succession and stockholder reaction do demographic characteristics matter? /." Thesis, 2003. http://wwwlib.umi.com/cr/utexas/fullcit?p3119641.

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33

Chiang, Fang-Yu, and 蔣芳育. "Executive Succession- Ten-Year Experiences of Public Corporations in Taiwan." Thesis, 1996. http://ndltd.ncl.edu.tw/handle/74651819407901366391.

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34

Van, Zyl Coral. "The impact of CEO turnover on the share price performance of South African listed companies." Diss., 2008. http://hdl.handle.net/2263/23533.

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International research into the impact of CEO turnover on organisational share price performance has yielded inconsistent results. This research aims to study the impact of CEO turnover on the South African environment, and in particular on South African listed companies. The study is conducted looking at both the impact at the date of the announcement of the CEO change, and examines the impact of forced versus voluntary turnover, as well as internal versus external CEO replacement. There were 74 turnover events between 2001 and 2003, which were included in the study at announcement date. Only

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35

Platts, Jon C. "Critical factors regarding executive succession in Wisconsin public schools the superintendency /." 1988. http://catalog.hathitrust.org/api/volumes/oclc/18769303.html.

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36

HUNG, TZU-CHUN, and 洪紫郡. "The Relationship between Executive Compensation and Financial Performance in Family Firms Succession." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/qk2v42.

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碩士<br>東海大學<br>會計學系<br>106<br>As time changes, the founders of family business who once have propped up Taiwan’s economy are entering the retirement stage now. The compensation system outlined in a succession plan is particularly important (Steve Seelig 2014) , and the compensation system after succession will have a nepotism with financial performance. At present, domestic and foreign literatures focus on the difference of CEO compensation between family and non-family firms. Yet, the difference and the empirical results are quite divergent. In Taiwan, taking the succession as the main axis of

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37

"Inside or outside CEO succession and firm performance: evidence from CEO turnover in China." 2010. http://library.cuhk.edu.hk/record=b5894378.

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Xiao, Rui.<br>"August 2010."<br>Thesis (M.Phil.)--Chinese University of Hong Kong, 2010.<br>Includes bibliographical references (leaves 28-30).<br>Abstracts in English and Chinese.<br>Abstract --- p.i<br>摘要 --- p.ii<br>ACKNOWLEDGMENTS --- p.iii<br>Chapter 1. --- Introduction --- p.1<br>Chapter 2. --- Literature Review --- p.2<br>Chapter 3. --- Research Hypothesis --- p.5<br>Chapter 3.1 --- Institutional Background --- p.5<br>Chapter 3.2 --- Hypothesis Development --- p.6<br>Chapter 3.2.1 --- Firm Performance and Outside Succession --- p.6<br>Chapter 3.2.2 --- Board Composition and Out

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38

Murdaugh, James T. Feiock Richard C. "Succession and the police chief an examination of the nature of turnover among Florida police chiefs /." Diss., 2005. http://etd.lib.fsu.edu/theses/available/etd-11102005-141029.

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Thesis (Ph. D.)--Florida State University, 2005.<br>Advisor: Richard C. Feiock, Florida State University, College of Social Sciences, Askew School of Public Administration and Policy. Title and description from dissertation home page (viewed Jan. 24, 2006). Document formatted into pages; contains vii, 124 pages. Includes bibliographical references.

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Murdaugh, James T. "Succession and the police chief an examination of the nature of turnover among Florida police chiefs /." 2005. http://etd.lib.fsu.edu/theses/available/etd-11102005-141029.

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Thesis (Ph. D.)--Florida State University, 2005.<br>Includes vita. Includes bibliographical references (110-123). Also available online via the Florida State University ETD Collection website (http://etd.lib.fsu.edu/).

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40

Goundar, Nadesa. "Impression management in financial reports surrounding CEO turnover. A research project submitted in partial fulfilment of the requirements for the degree of Master of Professional Accountancy, Unitec New Zealand /." Diss., 2009. http://www.coda.ac.nz/cgi/viewcontent.cgi?article=1010&context=unitec_bus_di.

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41

"Executive succession: searching for evidence of earnings management of listed companies in Hong Kong." 1999. http://library.cuhk.edu.hk/record=b5889461.

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by Lan Yat Si, Wong Tai Chun, Mark.<br>Thesis (M.B.A.)--Chinese University of Hong Kong, 1999.<br>Includes bibliographical references (leaves 35-37).<br>ABSTRACT --- p.iii<br>TABLE OF CONTENTS --- p.iv<br>LIST OF TABLES --- p.vi<br>ACKNOWLEDGEMENTS --- p.vii<br>Chapter<br>Chapter I. --- INTRODUCTION --- p.1<br>Chapter 1.1 --- Research Problem --- p.1<br>Chapter 1.2 --- Overview --- p.2<br>Chapter 1.3 --- Different Perspectives Explanation --- p.2<br>Chapter 1.4 --- Earnings Management Explanation --- p.3<br>Chapter 1.4.1 --- Big-bath Hypothesis --- p.3<br>Chapter 1.4.2 --- Blaming Hy

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Neirynck, Baudouin C. R. "Succession planning for middle managers in US subsidiaries in Hong Kong." 2003. http://arrow.unisa.edu.au:8081/1959.8/24938.

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During the 1990's, most Hong Kong companies experienced extremely high Voluntary Turnover among middle managers. This thesis attempts to find the causes of such turnover through quantitative analysis and at the same time assess the state of Succession Planning implementation in 10 subsidiaries of US multinational companies as a potential remedy to such turnover. Lack of career advancement and promotion opportunities was found by employees to be the leading cause of voluntary turnover whereas employers believe basic salary and other remuneration components are the main causes. In 9 companies ou

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43

Rutherford, Jessica Marie. "Two Essays in Corporate Finance." Thesis, 2010. http://hdl.handle.net/1969.1/ETD-TAMU-2010-12-8979.

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CEO succession decisions are an important part of boards of directors’ responsibilities to shareholders. I study two aspects of these decisions. First, I examine whether or not forced CEO departure decisions are based on information that the board of directors has, but external investors do not. I find that the proxy for private information in the forced CEO departure decision is positively related to abnormal returns at the forced CEO departure announcement. This is consistent with the hypotheses that prior to the departure announcement, investors underestimate the probability of forced CEO d

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44

Gomba, Mqokeleli. "Understanding the factors that influence the management succession process in black familyowned businesses." Diss., 2014. http://hdl.handle.net/2263/43974.

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A significant number of businesses operating in South Africa can be categorised as familyowned businesses and contribute substantially to employment creation, poverty eradication and wealth creation. Nonetheless, their longevity through generations remains a major cause for concern for all stakeholders. South African economy is characterised by a history of apartheid, where prior to 1994, the black majority only owned less than 5 percent of the businesses active in the economy. Since then, black majority participation in the economy has increased driven by the Black Economic Empowerment (BEE)

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45

Govender, Indrani. "Succession planning as a tool to minimise staff turnover rate : a case study of Nedbank Homeloans' KZN Operations." Thesis, 2010. http://hdl.handle.net/10413/5472.

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This study explores the reasons why succession planning is imperative in an organisation. The study focuses on Nedbank Homeloans’ KZN Operations at the head office in central Durban and includes the views of the office staff about the salient issues in regards to succession planning. A comprehensive literature review provides a background to the study. A number of reasons for the need for succession planning have been provided by various writers, and these constitute the point of departure for the study. The broad themes that impact on the success of succession planning are identified as being

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46

Thomas, Alvetta Peterman. "Factors contributing to the career succession of African American women executive leaders in community and technical colleges." 2004. http://purl.galileo.usg.edu/uga%5Fetd/thomas%5Falvetta%5Fp%5F200405%5Fedd.

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47

Gray, Edelweiss. "CEO transitions: the implications for coaching in South Africa." Thesis, 2015. http://hdl.handle.net/10539/18364.

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Thesis (M.M. (Business Executive Coaching))--University of the Witwatersrand, Faculty of Commerce, Law and Management, Graduate School of Business Administration, 2015.<br>The study explored the CEO transition process that takes place in the handing over of the organisation from the outgoing CEO to the incoming CEO and how executive coaching can facilitate the transition process. The past two decades have seen a reduction in the tenure of CEOs. In addition the transition period has contracted. This means that the incoming CEO is often faced with many challenges that may have been alleviated i

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48

Wilkes, James. "CEO turnover and changes in corporate performance in South Africa." Diss., 2014. http://hdl.handle.net/2263/43938.

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The role and responsibility of the CEO of an organisation is an extensively researched field. This research project investigates the drivers of CEO turnover and the factors affecting the resultant post turnover corporate performance. An event study methodology, based on share price data from the JSE (Johannesburg Stock Exchange) was used to evaluate relative corporate performance. A pre event window of 250 trading days was used to establish corporate performance prior to the CEO turnover event, and a post event window of 500 trading days was used to evaluate the performance of the newly instal

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49

Algeo, CT. "How do project managers acquire and exchange knowledge? An action research study of project managers in Australia." Thesis, 2014. http://hdl.handle.net/10453/28074.

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University of Technology, Sydney. Faculty of Design, Architecture and Building.<br>This research study is based on a concern in the project management community, and Australian industry in general, about intergenerational loss of project management knowledge because of a talent exodus, resulting in a loss of capability within organisations. The results of an investigation conducted to understand how knowledge is acquired and exchanged in the delivery of projects in Australia by project managers are presented in this thesis. Two primary research questions were formed for this investigation: 1.

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Van, Weele Erich Frederik. "Succession planning and its impact on the performance of small medium micro enterprises within the manufacturing sector in South Africa." Thesis, 2012. http://encore.tut.ac.za/iii/cpro/DigitalItemViewPage.external?sp=1000430.

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M.Tech in Business Administration (MBA)<br>The literature shows that most of these entities are run by their founders or by a small management team and very few such operators have proper succession planning in place. The lack of proper succession planning can have the direct effect of causing the collapse of these businesses especially when key players leave the business upon retirement or in pursuit of other options. The loss of knowledge and experience, and the consequences thereof for business is well-documented. The exit or exodus of key stakeholders can make a business vulnerable and dim

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