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Relevant bibliographies by topics / Succession planning

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Academic literature on the topic 'Succession planning'

Author: Grafiati

Published: 4 June 2021

Last updated: 25 January 2023

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Journal articles on the topic "Succession planning"

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Collins, Sandra K., Richard C. McKinnies, Eric Matthews, and Kevin S. Collins. "Succession Planning." Health Care Manager 32, no. 3 (2013): 233–38. http://dx.doi.org/10.1097/hcm.0b013e31829d7386.

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Tolstoy, Leo. "Succession planning." Planning Review 14, no. 3 (March 1986): 47. http://dx.doi.org/10.1108/eb054148.

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Garman, Andrew N., and Jeremy Glawe. "Succession planning." Consulting Psychology Journal: Practice and Research 56, no. 2 (2004): 119–28. http://dx.doi.org/10.1037/1061-4087.56.2.119.

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Francis, Barton. "Succession Planning." Journal of Wealth Management 3, no. 1 (April 30, 2000): 13–24. http://dx.doi.org/10.3905/jwm.2000.320375.

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Land, Trudy. "Succession Planning." Frontiers of Health Services Management 36, no. 4 (2020): 1–2. http://dx.doi.org/10.1097/hap.0000000000000086.

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Collins, Sandra K. "Succession Planning." Health Care Manager 28, no. 3 (July 2009): 258–63. http://dx.doi.org/10.1097/hcm.0b013e3181b3eb0e.

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Bratcher, Perry. "Succession Planning." Journal of New Librarianship 3, no. 1 (June 19, 2018): 97–100. http://dx.doi.org/10.21173/newlibs/4/19.

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Evans, Joan H. "Succession Planning." Oncology Issues 24, no. 2 (March 2009): 22–27. http://dx.doi.org/10.1080/10463356.2009.11883426.

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Coughlin, Christine, and Patricia Hogan. "Succession planning." Nursing Management (Springhouse) 39, no. 11 (November 2008): 40–46. http://dx.doi.org/10.1097/01.numa.0000340818.06024.3e.

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McConnell, Charles R. "Succession Planning." Health Care Manager 25, no. 1 (January 2006): 91–98. http://dx.doi.org/10.1097/00126450-200601000-00013.

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Dissertations / Theses on the topic "Succession planning"

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Hobson, Nicole DeJarnett Beyerlein Michael Martin. "Succession planning and situational engagement." [Denton, Tex.] : University of North Texas, 2007. http://digital.library.unt.edu/permalink/meta-dc-5168.

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Hobson, Nicole DeJarnett. "Succession Planning and Situational Engagement." Thesis, University of North Texas, 2007. https://digital.library.unt.edu/ark:/67531/metadc5168/.

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Succession planning is the creation of a pool of high potential employees that receive specific training and developmental opportunities with the intention of promotion. There is a definite need to deepen our understanding of what implications there are from a psychological point of view for employees when a major process like succession planning is implemented. Employee engagement is the experienced commitment, which leads to discretionary effort. The purpose of this research is to explore an underlying factor structure for engagement drivers and understand how a major organizational initiative, succession planning, impacts employee engagement. This research was conducted at a petroleum organization in the Southwest United States (N = 2023) and compares engagement based on group membership in a succession planning process (Informed-High Status, Uninformed-High Status, and Uninformed-Low Status). The underlying factor structure of drivers was found to have one factor of engagement. There was a significant difference in the engagement levels based on membership within the succession plan (high status versus low status). However, communicating to an employee their involvement in the succession plan did not differentiate between engagement levels.

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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 assisted the analysis. Four themes emerged from the data analysis through a word cloud format that showed the most commonly used words and phrases from participants' responses to interview questions and review of company succession planning documents. The themes were organizational strategies used to promote executive-level succession planning, encouraging peer-mentorship, knowledge sharing strategies, and talent management. The findings revealed that the participants' organization lacked formal succession planning strategies, but policies were in place that promoted in-house training and development to prepare the next generation of executive-level leaders. The findings of this study can contribute to positive social change by providing a work-related environment that embraces knowledge sharing and leadership development to increase leadership performance, income, and productivity, to ensure a better quality of life for employees and to improve the healthcare of patients and the community served.

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Boykins, Regenia R. "Nonprofit Leaders' Strategies for Succession Planning." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/6525.

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Many nonprofit organizations lack systematic approaches to succession planning. The absence of a strategic succession plan can limit leaders' abilities to maintain organizational sustainability and fulfill the organization's mission. The purpose of this single-case study was to explore strategies nonprofit leaders used to develop succession plans. The conceptual framework for the study was the knowledge transfer theory. Participants included 3 nonprofit leaders from an educational organization in the southeastern United States. Data were collected through semistructured interviews and analysis of internal organizational documents and publicly available data. Using an inductive content analysis, 3 themes emerged: boards of directors were critical to the process of developing a strategic plan for succession; leadership transition, whether planned or unplanned, necessitated preparation; and leadership development was a valued practice that contributed to a succession planning strategy. The results of this study might contribute to positive social change by providing nonprofit leaders with succession strategies to recruit, retain, and prepare leaders to ensure organizational sustainability and mission attainment. Nonprofit educational leaders who develop succession planning strategies can enhance organizational continuity and develop competent volunteers to provide much-needed programs for the communities they serve.

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Chesley, Daisy. "Succession Planning in Family-Owned Businesses." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3554.

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Many family-owned businesses lack strategies regarding succession planning. Succession planning is a company's way of embracing the future. The majority of U.S.-based family-owned businesses do not survive to the second generation, and only 3% of family-owned businesses make it past a third generation. This descriptive case study explored strategies that 4 leaders of a family-owned financial business in the Washington, DC area use to prepare future generations to assume leadership roles in their company. The theory of family systems and the theory of organizational and business development were the conceptual frameworks for this study. In-depth interviews with purposively selected members of the small family-owned business were supplemented with a review of documentation from archival records. Yin's 5-step analysis guided the coding process of participants' response, capturing essential elements using the participants' own language. Member checking was used to validate the transcribed data. The major themes of the study revealed the owners' strategies relating to comprehensive business development, examining the family systems, strengthening retention of all employees, examining organizational theory, planning for the future with contingency strategies, strengthening team building, training and support, and understanding leadership knowledge and leadership competency. This study may benefit small businesses by providing lessons learned on ensuring organizational sustainability. This study's implications for social change include contributing to social stability and continuing economic growth.

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Aleem, Majid, and Md Shariful Islam. "Successful Succession in Family Businesses : Individual Level Factors and Succession Planning Models." Thesis, Jönköping University, JIBS, Business Administration, 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-9326.

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Individual level factors related to the successor have a central role to play in the succession process of the business. When these factors are viewed in relation to succession planning models, these factors have a direct relation to the succession models in terms of success or failure of the succession process. The major contributing factor to the success or failure of the succession process is that of the leadership provided to the organization by the predecessor. These leadership qualities change from one form to another during different phases of the succession planning models.

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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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Fox, Roderick Charles. "Successful implementation of succession planning: second generation." Thesis, Nelson Mandela Metropolitan University, 2012. http://hdl.handle.net/10948/d1012445.

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Family businesses are prevalent in South Africa and throughout the world. Succession is one of the largest challenges facing family businesses. It has been estimated that only one third of family businesses survive to the second generation. This study attempts to determine what the main features are to promote successful family business succession and continuity. The family chosen for this research is the Venter family. The research has scaled the various influencing variables from the literature review into the following focus areas: relationships, conflict, vision, effective succession characteristics and continuity. The findings reflect many instances found in the literature, some are: individuals can manage themselves and have relationships with others; have the ability to resolve conflicts; have mutual support and trust; there is respect between the founder and successor; the business vision is clear; communication is open and clear and decisions are based on expertise and knowledge. Many other aspects are highlighted in the research that follows. In addition, the study attempts to identify the generational effects, the major characteristics of the family owned succession process and the views of the predecessors on the succession process and the post succession period.

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Javed, Basit, and Muhammad Jaffar. "Impact of Succession Planning on Employee Retention." Thesis, Högskolan i Jönköping, Internationella Handelshögskolan, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-43902.

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The rise in the employee turnover rates is increasing the concerns amongst the organizations in retaining the employees in the workplace. The higher turnover rates are threatening the business capability in earning higher profits. Grounded by the leadership and motivational theories, the following study aims explore that how the succession planning strategies could help in retaining the employees in the organization. Swedish organizations are chosen as the area of the study. In order to fulfill the purpose of the research, the data has been gathered from primary and secondary tools. The secondary tools used in the study are past papers related to succession planning and employee retention as well as information collected through SHRM/Globoforce employee recognition survey and OECD statistical data. The primary tools used in the study are semi-structured questionnaire and face to face interviews. The data analysis involved the evaluation of the secondary data, face to face interview and classification of themes on the basis of semi-structured questionnaire. By means of the thematic analysis, four main themes were emerged. The findings showed that in order to retain the employees fruitfully, Swedish organizations should work on planning career development programs, identify and develop the talent pool and offer non-monetary rewards to the employees. This will enable them to be committed with the company and stay with it for a longer time. The implications for the study is that it will bring a positive social change by adapting the effective succession planning practices which will as a result help to increase the morale of employee and enhance the business profits by retaining the talented employees in the organization. The study has some limitations on the basis of which, it is suggested to the future scholars to conduct a quantitative study by taking a longitudinal approach in order to validate the findings on the statistical grounds as well.

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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 Organization of Nurse Executives' (AONE) 5 nurse executive competency domains served as the framework for this project. Data were collected from 10 nurse manager and nurse leader participants, selected based on their performance and desire to succeed into an advanced leadership role, who completed the AONE nurse executive competency assessment. Findings indicated that greatest improvement was observed in the knowledge of the health care environment domain, followed by the communication and relationship building domain. Findings may be used to provide advanced leadership education to frontline and midlevel nurse leaders to support succession planning and development of nurse leaders to advance into executive leadership positions.

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Books on the topic "Succession planning"

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Gordon, Pamela A., and Julie A. Overbey, eds. Succession Planning. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-72532-1.

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Business succession planning. Chicago: Dearborn, 2000.

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Riebesell, H. F. Business succession planning. Brooklandville, MD: Data Trace Pub., 2008.

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Succession planning simplified. Kemble: Management Books 2000, 2011.

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Mattone, John. Powerful succession planning. New York: American Management Association, 2013.

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Institute, Pennsylvania Bar. Succession planning for attorneys. [Mechanicsburg, Pa.]: Pennsylvania Bar Institute, 2011.

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

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San Francisco (Calif.). Dept. of Human Resources. Workforce and succession planning report. San Francisco: Dept. of Human Resources, 2007.

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Society for Human Resource Management (U.S.), ed. 2006 succession planning: Survey report. Alexandria, VA: Society for Human Resource Management, 2006.

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Prisciotta, Daniel A. Business succession planning: Seminar material. New Brunswick, N.J: New Jersey Institute for Continuing Legal Education, 1994.

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Book chapters on the topic "Succession planning"

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Koeberle-Schmid, Alexander, and Jens Escher. "Succession Planning." In The Family Office, 103–31. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-99085-9_6.

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Hildebrand, Ulrike. "Succession Planning." In Dos and Don’ts in Human Resources Management, 81–84. Berlin, Heidelberg: Springer Berlin Heidelberg, 2014. http://dx.doi.org/10.1007/978-3-662-43553-3_26.

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Opute, John E. "Succession Planning." In HRM in Africa, 57–62. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-47128-6_5.

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Lipman, Frederick D. "Succession Planning." In The Family Business Guide, 7–27. New York: Palgrave Macmillan US, 2010. http://dx.doi.org/10.1057/9780230111806_2.

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Aungsuroch, Yupin, Joko Gunawan, and Mary L. Fisher. "Succession Planning." In Redesigning the Nursing and Human Resource Partnership, 93–105. Singapore: Springer Singapore, 2021. http://dx.doi.org/10.1007/978-981-16-5990-4_8.

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Kaslow, Florence W., and Lilli Friedland. "Succession Planning." In Consultation to Family Business Enterprises, 95–112. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-72022-3_8.

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Dresang, Dennis L. "Succession Planning." In Personnel Management in Government Agencies and Nonprofit Organizations, 121–43. Sixth edition. | New York : Routledge, 2017.: Routledge, 2017. http://dx.doi.org/10.4324/9781315545387-8.

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Chun, Julia, Tyler Tingley, and William Lidwell. "Succession Planning." In The Elements of Education for School Leaders, 94–95. New York: Routledge, 2022. http://dx.doi.org/10.4324/9780429321641-47.

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Cappelli, Peter. "Succession planning." In APA handbook of industrial and organizational psychology, Vol 3: Maintaining, expanding, and contracting the organization., 673–90. Washington: American Psychological Association, 2011. http://dx.doi.org/10.1037/12171-019.

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Schleifer, Thomas C., and Mounir El Asmar. "Succession Planning." In The Secrets to Construction Business Success, 232–49. New York: Routledge, 2021. http://dx.doi.org/10.1201/9781003229599-20.

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Conference papers on the topic "Succession planning"

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"Succession planning in higher education." In Closing the Gender Gap. Purdue University, 2016. http://dx.doi.org/10.5703/1288284316079.

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Al-Marzouqi, Yehay, and Mike Rathbone. "Succession Planning - A Multi-purpose Tool." In Abu Dhabi International Conference and Exhibition. Society of Petroleum Engineers, 2004. http://dx.doi.org/10.2118/88656-ms.

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Lie, Yulius, Sudyarti, and Bens Pardamean. "Information system model of succession planning and career path." In 2016 International Conference on Information Management and Technology (ICIMTech). IEEE, 2016. http://dx.doi.org/10.1109/icimtech.2016.7930337.

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Al-Daihani, Eisa, Arun Kumar Nandi, and Syed Mohammad Raza. "Succession Planning; A Way Forward in Achieving Organizational Strategies." In SPE Middle East Oil and Gas Show and Conference. Society of Petroleum Engineers, 2019. http://dx.doi.org/10.2118/194773-ms.

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Ratnawati, Shinta, Dian Verawati, and Clarisa Lionora. "Talent Management: Is It Keys to The Succession Planning?" In Proceedings of the 4th International Conference on Economics, Business and Economic Education Science, ICE-BEES 2021, 27-28 July 2021, Semarang, Indonesia. EAI, 2022. http://dx.doi.org/10.4108/eai.27-7-2021.2316867.

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Khare, Naveen, and Santhosh Koyadan. "Implementation of a Successful Talent Management & Succession Planning Governance Framework." In Abu Dhabi International Petroleum Exhibition & Conference. Society of Petroleum Engineers, 2017. http://dx.doi.org/10.2118/188677-ms.

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Michael, Fransisca I. R. Dewi, and Tommy Y. S. Suyasa. "Succession Planning in a Family Company: What are the Key Predictors?" In Tarumanagara International Conference on the Applications of Social Sciences and Humanities (TICASH 2019). Paris, France: Atlantis Press, 2020. http://dx.doi.org/10.2991/assehr.k.200515.078.

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Yanshuang, Li, and Zhang Wanjun. "Notice of Retraction: Analysis on key elements of family business succession planning." In 2011 International Conference on E-Business and E-Government (ICEE). IEEE, 2011. http://dx.doi.org/10.1109/icebeg.2011.5881744.

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Luštický, Martin, Martin Musil, and Dagmar Plucarová. "Strategy for family business succession in the South Bohemia Region." In XXIV. mezinárodního kolokvia o regionálních vědách. Brno: Masaryk University Press, 2021. http://dx.doi.org/10.5817/cz.muni.p210-9896-2021-22.

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This paper is focused on a specific area of strategic support of the family business units within a context of regional development strategy. It reacts on one of the main issues the family businesses are facing with – handling the process of family business handover (the business succession process). The aim of the paper is to draft the key strategic tasks for the South Bohemia Region authority for facilitating and sustaining the business succession process at the family business units. The research framework covers the main stages of strategic planning cycle. Thus, it provides an understandable and comprehensive guideline for regional authority how to enhance the business succession process by a set of strategic tasks. The tasks are classified into the following four priority areas: (I) Information Gathering & Monitoring, (II) Planning & Implementation, (III) Cooperation & Coordination, (IV) Support & Facilitation.

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Sánchez Urien, Nerea, Jose Luis Alonso Andreano, and Uxue Castaño Benito. "ORGANIZATIONAL LEARNING STRUCTURES CONTRIBUTING TO SUCCESSION PLANNING: ACTION RESEARCH IN FAGOR AUTOMATION S.COOP." In 14th International Conference on Education and New Learning Technologies. IATED, 2022. http://dx.doi.org/10.21125/edulearn.2022.1501.

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Reports on the topic "Succession planning"

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Kirk, Bernadette Lugue, Ronald A. Cain, Shaheen A. Dewji, and Carla L. Agreda. Succession planning for technical experts. Office of Scientific and Technical Information (OSTI), July 2017. http://dx.doi.org/10.2172/1408004.

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Black, Anne E. Incident Management Organization succession planning stakeholder feedback. Ft. Collins, CO: U.S. Department of Agriculture, Forest Service, Rocky Mountain Research Station, 2013. http://dx.doi.org/10.2737/rmrs-gtr-297.

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Brown, David A. BNL NCSP Succession Planning Efforts in FY 2018. Office of Scientific and Technical Information (OSTI), October 2018. http://dx.doi.org/10.2172/1478483.

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Cain, Ronald A., Shaheen A. Dewji, Carla L. Agreda, and Bernadette Lugue Kirk. A Methodology for Succession Planning for Technical Experts. Office of Scientific and Technical Information (OSTI), July 2017. http://dx.doi.org/10.2172/1494906.

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Cain, Ronald A., Shaheen A. Dewji, Carla L. Agreda, and Bernadette Lugue Kirk. A Methodology for Succession Planning for Technical Experts. Office of Scientific and Technical Information (OSTI), July 2017. http://dx.doi.org/10.2172/1424439.

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Cain, Ronald A., Carla L. Agreda, and Bernadette Lugue Kirk. A Methodology for Succession Planning for Technical Experts. Office of Scientific and Technical Information (OSTI), June 2018. http://dx.doi.org/10.2172/1462852.

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BROWN, DAVID A., and DAVID A. BROWN. BNL NCSP Succession Planning Efforts in FY 2019. Office of Scientific and Technical Information (OSTI), October 2019. http://dx.doi.org/10.2172/1572358.

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Brown, David, and Gustavo Nobre. BNL NCSP Succession Planning Efforts in FY 2020. Office of Scientific and Technical Information (OSTI), October 2020. http://dx.doi.org/10.2172/1907342.

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Kirk, Bernadette Lugue, Ronald A. Cain, and Carla L. Agreda. Supplement to a Methodology for Succession Planning for Technical Experts. Office of Scientific and Technical Information (OSTI), November 2017. http://dx.doi.org/10.2172/1407770.

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Cain, Ronald A., Bernadette Lugue Kirk, and Carla L. Agreda. Field Test of the Methodology for Succession Planning for Technical Experts. Office of Scientific and Technical Information (OSTI), May 2018. http://dx.doi.org/10.2172/1436939.

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