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Dissertations / Theses on the topic 'Succession planning'

Author: Grafiati

Published: 4 June 2021

Last updated: 25 July 2025

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1

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 initiati

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3

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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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

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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 wer

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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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<p>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.</p>

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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 chara

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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 second

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10

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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11

Cook, Andrew. "Succession Planning in a Global Electronics Company." ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/1963.

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Leaders of U.S. companies are unprepared to address a shortage of qualified leaders caused by changing workforce demographics. Despite organizational leaders realizing the importance of talent management to company strategy, there still exists a gap in knowledge regarding its application in practice. The purpose of this case study was to explore what succession planning organizational leaders use to adequately replace departing leaders with qualified new leaders. The findings demonstrated support for Shields' practical ideal type conceptual framework adapted to succession planning, which holds

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12

Ejakpomewhe, Robinson. "Influence of Succession Planning on Knowledge Transfer." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/4215.

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The problem was the lack of effective succession planning strategies to facilitate the transfer of technical expertise from retiring employees to younger employees. A rebound of oil exploration activities in Nigeria would adversely affect the drilling sector due to lack of preparation and succession planning to meet the demand for technical expertise. The purpose of this case study was to explore how a succession planning program contributes to knowledge transfer and development of expertise for business continuity and prevents loss of knowledge in the oil-drilling sector in Nigeria. Twenty-fo

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Toliver, Yetta. "Succession Planning for Next Generation Business Leaders." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3730.

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The ability to backfill leadership positions has become a key focus of business leaders since 2005 when the baby boom workforce started to age. An aging workforce threatens the capability of business leaders to develop leadership pipelines to ensure business success. Grounded by the social exchange theory, the purpose of this qualitative single case study was to explore successful strategies that technology services managers used to align core business objectives to improve succession planning at a technology services organization located in Dallas, Texas. Data collection and triangulation inc

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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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Baray, Alec. "Succession Planning: The Life Cycle of an Employee." The University of Arizona, 2016. http://hdl.handle.net/10150/608312.

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Peer Reviewed by Christina R. Kalel / Edited by Dr. Brandy A. Brown and Romi C. Wittman<br>Veridian Consumer Services* provides consumers with prescription savings solutions, useful tools and decision support to close the gaps in prescription coverage for the insured, uninsured, and under-insured and their families. This project is Phase One in a study of Veridian’s internal processes and talent management system. The evaluation seeks to gauge Veridian leadership’s knowledge of the talent management life cycle; specifically, knowledge transfer and succession planning. Study results hav

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Zuleger, Stephanie. "Identifying impediments of succession planning in credit unions." Thesis, Pepperdine University, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10248028.

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<p> Credit unions, the cooperatives started by the people to serve the people, have experienced tremendous growth, success, and challenge since their inception in the mid-19<sup>th</sup> century. While the overall number of members and assets are growing, the physical number of credit unions is decreasing due to mergers or insolvency, keeping market share stagnant for the past 20 years. As with all organizations, succession planning is essential to ensure a future. Considering a conceptual foundation including stakeholder theory and succession planning, the purpose of this qualitative study wa

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West, Ayodeji. "Succession Planning in Family-Owned Businesses in Nigeria." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7093.

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Most family-owned businesses in Nigeria fail to survive to the second generation, and even more fail to survive to the third generation. The problems with sustainability pose issues for individuals and communities but have not been adequately examined by researchers. The purpose of this multiple case study was to explore the strategies that family business owners use to implement succession planning required for business continuity. Succession planning theory was used as the conceptual framework. The participants for the study included leaders of 4 family businesses in Lagos, Nigeria, who have

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Parks, Talecia Y. "Strategies to Implement Succession Planning in a Nonprofit." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5515.

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Surveys of nonprofit organizations conducted between 2004 and 2014 showed that 74% of the 6,923 leaders surveyed did not have a succession plan. In this qualitative single case study, the human capital theory was used as a guide to explore strategies used to implement a succession plan by 3 nonprofit leaders in a single nonprofit organization in a large metropolitan city in Southeastern Georgia. The participants were selected based on their implementation of succession plan strategies and geographical location. Semistructured interviews and document review were used to collect the data, which

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Barr, Michael. "Strategizing Effective Succession Planning for Information Technology Executives." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7116.

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Organizations across the United States lose hundreds of millions of dollars each year due to the lack of effective succession planning for information technology executives. The purpose of this single case study was to explore strategies for the development and implementation of effective succession plans for future information technology executives. Bass and Avolio's transformational leadership theory was the conceptual framework for this study. The 3 participants were selected based upon their roles as executives in technology-related positions and their experiences with succession planning.

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Lucky, Joseph. "Succession Planning in Pastoral Leadership: A Qualitative Case Study." Ashland University / OhioLINK, 2021. http://rave.ohiolink.edu/etdc/view?acc_num=ashland1630005693155453.

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Easley, Vernon L. "Public Sector Fire Chiefs' Strategies for Employee Succession Planning." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/6322.

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More than 21% of public sector fire chiefs lack effective succession plans for employees, and 45% of fire chiefs do not provide adequate succession plans. Grounded by Burns's transformational leadership theory, the purpose of this multiple case study was to explore successful strategies that 2 fire chiefs from 2 firehouses in the southern United States used to improve succession planning for employees. Data were collected through semistructured interviews and review of organizational standard operating procedures. Data were analyzed using Yin's 5-step approach, which included: compiling data,

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Tarmann, Jr Mark. "Small to Medium Enterprise Succession Planning: Millennial Employee Development." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/4405.

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Increased mobility and a growing presence in the workforce by millennial employees are pushing sustainability to the forefront of concerns for business leaders. Especially for small to medium enterprises (SMEs) with limited human capital resources and no formal succession plans. Thus, increasing the need for insight on millennial employee development to mitigate voluntary turnover. The purpose of this multiple case study was to explore successful millennial employee developmental strategies employed by 3 SMEs leaders in southern New Jersey. These SMEs leaders were the ideal population with mil

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23

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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Staf, Susanne. "Ownership succession process in practice : Importance of long-term planning." Thesis, Jönköping University, JIBS, Business Administration, 2007. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-988.

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<p>Abstract</p><p>Problem According to previous research a successful succession requires a long-term plan. This is since the main problem causing companies to fail in succes-sions is seen to be the absence of planning, or that planning is not done well enough. But when the next generation is found outside the family or the family business, the succession is done quite fast, so long-term planning in advance does not seem to be that important after all. Therefore I question the importance of long-term planning, and what it includes, since I believe the outcome is decided by several interacting

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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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McCarthy, Kristina L. "Cross-Project Knowledge Transfer Succession Planning for Family-Owned Businesses." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5223.

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When the owners of family-owned businesses leave the workplace, they can transfer ownership to the next generation; however, their knowledge of the business goes with them. There is a gap in the literature regarding effective ways to transfer family business resources and knowledge to subsequent generations. The problem was some small and family-owned businesses do not have detailed plans in place based on the needs of owners and the successor generation, with cross-project knowledge as part of the succession plan. The purpose of this nonexperimental study was to examine the relationships betw

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Holmes, Venecia. "Achieving Hospital Sustainability Through Strategies for Nursing Leader Succession Planning." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3999.

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Seventy percent of hospital leaders report a lack of succession planning practices as an organizational strategy to mitigate the risk of talent loss and for addressing nursing shortages. The purpose of this multiple case study was to explore succession planning strategies 6 hospital managers used to reduce the shortage of nurse leaders in 2 Hampton Roads, Virginia hospitals. The conceptual framework was Rothwell's succession planning model for understanding the succession planning strategies the hospital managers used to reduce the shortage of nurse leaders. After conducting semistructured int

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Alexander, Sherly Bejoy. "An Effective Succession Planning Educational Program for Operating Room Nurses." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2950.

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The current nationwide shortage of registered nurses is a growing problem impacting patient care and hospital operations. The operating room is the area most affected by the nursing shortage. Reasons cited for this shortage include ineffective nursing orientation programs and a decline in job satisfaction. The purpose of this project was to develop a best practice succession planning educational program to provide novice operating room nurses with an introduction to the operating room. The Dreyfus model of skills acquisition and Benner's novice to expert theory guided this project. A 2-step pr

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Dedrick, Charles S. "Politics, practicality and personality : superintendent succession planning in New York State /." Connect to resource online, 2009. http://library2.sage.edu/archive/thesis/ED/2009dedrick_c.PDF.

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Thesis (E. Ed.) -- The Sage Colleges, 2009.<br>"A Doctoral Research Project presented to Associate Professor Ann Myers, Doctoral Research Committee Chair, School of Education, The Sage Colleges." Suggested keywords: succession; succession planning; superintendent succession; leadership succession; superintendent turnover; passive absorption; transition planning; internal candidate; external candidate; superintendent search; vertical preparation; horizontal preparation. Includes bibliographical references: (p. 84-88).

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Gwiliza, Nwabisa. "Strategies for sustaining family business through succession planning and family creed." Thesis, Nelson Mandela Metropolitan University, 2005. http://hdl.handle.net/10948/193.

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Family business literature reveals that the majority of family businesses do not make it to the second generation, and quite a few are fortunate to be passed onto the third generation. Succession planning is the critical issue that enhances continuity of the family business. Relational influences indicate that the balancing of family systems and business systems is more likely to encourage high quality succession. The development of effective practical governance systems can help the family business achieve its strategy. External influences indicate that owner role adjustment, defined as the p

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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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Sritrakul, Boonraksa. "The preparation for succession planning for future SPC principals in Thailand." Thesis, University of Nottingham, 2013. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.602800.

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Leadership succession planning is an important strategy, not only when a school is considered effective, but also for sustaining future effectiveness. This research examines the importance of more systematic leadership succession planning for the schools of the Sisters of St Paul of Chartres (SPC) Congregation in Thailand. The study includes a critical review of the relevant literature and the analysis emphasises the distinctiveness of the school leadership in a Catholic school as compared with state secular schools. The empirical research was conducted in Thailand and the UK, with samples of

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McIntyre, Kelli A. "An Evaluation of Retired YMCA Leaders' Styles and Succession Planning Programs." Thesis, Capella University, 2019. http://pqdtopen.proquest.com/#viewpdf?dispub=13809105.

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<p> The baby boomers (born between 1946 and 1964) are leaving considerable openings in leadership positions, as they age out of the workforce and into retirement. The nonprofit field faces a significant loss of leader knowledge if exiting leaders do not intentionally train new upcoming leaders to fill these roles successfully. Data for this quantitative study were from nonprofit retirees with the intent to look for relationships between the retirees’ perception of successive leader effectiveness and (a) duration of formal succession planning, (b) levels of leadership styles (directive, p

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Petersen, Marleen Patricia. "Opinions of professional nurses on succession planning in a paediatric context." Thesis, Stellenbosch : Stellenbosch University, 2012. http://hdl.handle.net/10019.1/20017.

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Thesis (MCur)--Stellenbosch University, 2012.<br>ENGLISH ABSTRACT: There is no formal succession plan for paediatric professional nurses (PNs) in academic, tertiary hospitals in the Western Cape. A lack of a succession plan could have major implications for the sustainability of effective and efficient health care services (Department of Health, DoH, 2010:1). Therefore, a systematic scientific investigation is required to determine the opinions of PNs regarding the characteristics or criteria for a succession plan in a paediatric organization. The aim of this study was to determine the o

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Wilson, Steven L. "Antecedents to business succession planning in small relationship-dependent service businesses." Thesis, Oklahoma State University, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10142120.

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<p> As the baby boom generation approaches and enters traditional retirement ages, the owners of small professional service firms are being inundated with advice concerning how to implement a business succession plan. While much of the advice may be valuable and sound, a significant portion of this advice appears to be derived from a one-size-fits-all approach that ignores, or fails to address, the needs, desires, and personal characteristics of the business owner. Small business succession planning advice often involves growing the business into a self-perpetuating organism. However, many sma

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Ngubane, Noma. "Technical succession planning as a knowledge retention strategy for knowledge organisations." Diss., University of Pretoria, 2013. http://hdl.handle.net/2263/41974.

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Knowledge workers are no longer limited to only one employer for a lifetime, but they have “boundary-less” careers, they proactively, consciously and independently build their careers by accumulating the relevant knowledge and skills that will propel their employability in the market. This makes it easy for knowledge workers to move from one job to the next and become independent of a single employer. It is difficult for employers to retain knowledge workers given the high levels of mobility and increased competition for their skills, but the retention of their knowledge is critical. G

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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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Theus, Isaac C. "Strategies for Succession Planning and Leadership Training Development for Nonprofit Organizations." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/6490.

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Many leaders of nonprofit organizations (NPOs) lack strategies to replace leaders who leave the organization. An organization is in jeopardy of survival without an effective leadership development and succession planning strategy. The purpose of this single case study was to explore strategies NPO leaders use to develop future generations for leadership roles within the organization. Data were collected from face-to face semistructured interviews with 4 executives and 2 directors of a NPO in Texas and a review of documents including organization manuals, organizational charts, the employee han

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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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West-Barnett, Angela. "South Carolina State Government: Organizational Succession Plans." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3514.

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In the South Carolina state government, 43.4% of all full-time equivalent employees will be eligible to retire by the mid- to late-2020s. The potential loss of core organizational knowledge may occur as a result of the retirement of seasoned employees. Grounded by the transformational leadership theory, this qualitative case study explored the successful succession strategies of 8 Certified Public Managers (CPMs) in South Carolina state government organizations. Purposeful sampling led to selecting the 8 CPMs who each had more than 11 years of experience managing employees and each directly in

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Karlsson, William. "Att Planera Efterträdare : En studie på svenska ungdomsakademier inom fotboll." Thesis, Linnéuniversitetet, Institutionen för idrottsvetenskap (ID), 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-45064.

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Denna studie ämnade att undersöka förhållandet mellan termen succession planning och idrottsvärlden genom att ta reda på vilka målsättningar och strategier som svenska elitfotbollsföreningar har. Tre föreningar tillhörande det högsta seriesystemet inom svensk elitfotboll har medverkat i denna studie. Metoden för att utföra denna uppsats var fallstudiemetoden. Varje förening benämns som ett enskilt fall, där av berörs och jämförs tre olika fall i denna uppsats. Uppsatsens fokus ligger i utvalda föreningarnas ungdomsakademier, mer specifikt elitförberedande verksamhet för pojkar 15-19 år. Empir

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Flourentzou, Evangelia. "Succession planning for small and medium-sized family advertising agencies in Cyprus." Thesis, Middlesex University, 2014. http://eprints.mdx.ac.uk/13927/.

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Leadership succession is not a single measure, but rather a complex process (Sharma et al., 2001) that is necessary to ensure continuity of effective managerial control and engagement in a business entity (Charan et al., 2001). Thus, the aim of this work-based project involves addressing and examining the question of succession planning in family-owned and managed small and medium-size Cypriot advertising agencies, as well as developing a feasible model of leadership succession for such agencies. It takes into consideration the four major stakeholders in advertising agencies, namely non-family

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Cembrowski, Barbara Joan. "Succession planning for management staff at a western Canadian postsecondary technical institute." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1997. http://www.collectionscanada.ca/obj/s4/f2/dsk3/ftp05/mq22707.pdf.

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Rodarte, Daniel. "Succession Planning Strategies in the Air National Guard to Retain Skilled Workers." Thesis, Walden University, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10271096.

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<p> The military faces unprecedented limitation of resources due to fiscal cuts through all branches of service. The purpose of this qualitative case study was to explore succession planning (SP) strategies used by Air National Guard leaders to retain skilled workers. The target population consisted of 5 leaders of the Washington Air National Guard (ANG) with a minimum of 5 years of experience in the ANG. The five tenured candidates were selected given proven leadership performance, ability to influence the organization, and they provided institutional knowledge and corporate insight of SP eff

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Gilbert, Stephen Anthony. "Succession Planning Relating to the Millennial Generation in Private Four-Year Universities." Thesis, Pepperdine University, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10278326.

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<p>The workplace is in a transition with age demographics (Mann, 2006). The baby boomers, once a large and dominating force in the workplace are now in their initial years of a decade?s move into retirement. And with such a large demographic change, there is a vacuum that is created and then filled. Many industry analysts have deemed this transition as the "Great shift change." In the workplace, vacancies are being created en mass at the managerial and executive levels. Due to the recession of 2008-2012, the baby boomers remained in the marketplace for an extended period of time, some say to

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Kraller, Judith. ""The Relevance of IT Supported Succession Planning in the Current Labor Market."." Master's thesis, Vysoká škola ekonomická v Praze, 2013. http://www.nusl.cz/ntk/nusl-198205.

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This paper analyzes the relevance of succession planning from today's labor market perspective. Consequently, it reviews the reasons, methods and limitations of external and internal hiring concluding that corporations should employ a balance of both. Research shows that succession planning provides a means for organizations to develop, retain and promote internal talent. Because succession planning often consists of opaque processes, emergency planning or unmethodical decisions, the thesis identifies whether succession software on the example of the Business Execution Suite from SuccessFactor

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McCall, Patricia G. "Leadership development strategies for succession planning in the Wisconsin Technical College System." Online version, 1999. http://www.uwstout.edu/lib/thesis/1999/1999mccallp.pdf.

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Byers, Leigh. "Succession Planning Strategies of Faith-Based, Nonprofit Leaders of the Boomer Generation." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2251.

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Formal succession planning strategies for retiring Baby Boomer generation of leaders in nonprofit organizations (NPOs) are nonexistent in many NPOs, including faith-based NPOs. Top NPO leaders possess vital organizational knowledge and experience. The lack of strategic succession planning adversely affects organizational sustainability and mission fulfillment. Guided by the conceptual framework of knowledge transfer, the current study supplies a description of succession planning strategies used in faith-based organizations that have Boomer leaders. This multiple case study included 3 faith-ba

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De, Scheemaecker Anne-Marie Esther. "Planning Strategies for Generational Succession in Flemish Third-Generation Family-Owned Businesses." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3762.

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Survival over generations is critical for family-owned businesses (FOBs). Only 3% of family firms survive the 3rd generation, and a succession strategy is the most challenging decision for family business leaders to make. The purpose of this multiple case study was to explore nonfinancial succession planning strategies that 3rd-generation FOB leaders in Flanders, Belgium, apply for the transition of ownership and leadership to the 4th generation. The conceptual framework for this study was the socioemotional wealth paradigm. Data were collected using semistructured interviews, archival documen

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Van, der Linde Diederick Johannes. "The development of a succession planning framework as an integral part of people management review and strategic planning." Thesis, Stellenbosch : Stellenbosch University, 2000. http://hdl.handle.net/10019.1/51960.

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Thesis (MBA)--Stellenbosch University, 2000.<br>ENGLISH ABSTRACT: Succession planning has to do with passing on responsibility. For companies to be world-class organisations the transfer of responsibility from one executive to another or from one manager to another must be quick and effective otherwise the company stands the chance of losing millions, its reputation and competitive position within the industry its operates. The first section of the study focuses on a literature overview with regard to succession planning. The literature research outlines once again that more indepth re

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