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Littérature scientifique sur le sujet « Executive succession »

Auteur : Grafiati

Publié le 4 juin 2021

Mis à jour le 27 juillet 2024

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Articles de revues sur le sujet "Executive succession"

Walther, Axel, Andrea Calabrò, and Michèle Morner. "Got a plan in the pipeline? Nominating committee’s information processing in executive successions." Management Decision 55, no. 10 (November 20, 2017): 2200–2217. http://dx.doi.org/10.1108/md-07-2016-0479.

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Purpose The purpose of this paper is to examine how information-processing mechanisms between nominating committees (NCs), incumbent executives, board chairs, and shareholders affect the comprehensiveness of executive succession processes. Design/methodology/approach The authors employ an explanatory multiple-case study that comprises eight CEO and CFO succession cases in large German publicly traded firms. Findings The findings reveal that comprehensiveness is determined by four key information-processing mechanisms: the effectiveness of NC’s information sharing, absorbing disagreement, and i

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Li, Yuan, Xiyuan Li, Qingmin Chen, and Ying Xue. "Sustainable Career Development of Newly Hired Executives—A Dynamic Process Perspective." Sustainability 12, no. 8 (April 15, 2020): 3175. http://dx.doi.org/10.3390/su12083175.

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While prior literature indicated the positive outcomes of successful executive successions for both individuals and organizations, we still know little about the influencing factors and mechanisms of successful executive successions from the individual perspectives of newly hired executives. As prior research of executive succession suggested to consider the contextual change on the entire duration of executive employment, we adopted a qualitative research design to explore important experiences in the process of career development after an executive, who was newly hired from outside the compa

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Elias, Rida, and Bassam Farah. "Accelerated engaged tacit knowledge acquisition during executive succession." Management Research Review 43, no. 5 (October 23, 2019): 573–94. http://dx.doi.org/10.1108/mrr-10-2018-0402.

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

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Al Suwaidi, Muna, Fauzia Jabeen, Agata Stachowicz-Stanusch, and Matthew Webb. "Determinants Linked to Executive Succession Planning in Public Sector Organizations." Vision: The Journal of Business Perspective 24, no. 3 (July 7, 2020): 284–99. http://dx.doi.org/10.1177/0972262920932405.

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Succession planning is important for organizational growth and business sustainability in the public sector. However, few organizations have attempted to introduce the concept and practice. This article aimed to identify and prioritize the factors that influence executive succession planning in the public sector in the United Arab Emirates (UAE), using the analytic hierarchy process. A model was developed with 5 criteria and 29 sub-criteria and tested using data collected from 40 interviews with top executives from various public sector organizations. The findings showed that succession planni

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Santora, Joseph C., Gil Bozer, and Mari Kooskora. "Views of Estonian nonprofit executives on succession: lessons from the field." Development and Learning in Organizations: An International Journal 33, no. 3 (May 7, 2019): 5–8. http://dx.doi.org/10.1108/dlo-08-2018-0098.

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Purpose The purpose of this paper is to investigate the perceptions of five leadership succession themes by executives of Estonian nonprofit organizations. Design/methodology/approach This is a qualitative study that uses narrative inquiry and purposive sampling. Face-to-face and Skype interviews were conducted with 15 executives. Findings Succession was unplanned in most of the Estonian nonprofits; successors were coached during initial transitionary periods; insiders were preferred to outsiders; requirements of executive positions were unmet because of a talent shortfall; lack of trust, unex

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Stein, Guido, Manuel Gallego, and Marta Cuadrado. "CEO succession and proprietary directors: evidence from Spanish listed firms." Corporate Ownership and Control 11, no. 1 (2013): 140–46. http://dx.doi.org/10.22495/cocv11i1conf2p5.

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This study advances research on CEO succession and board monitoring of senior executives by examining how proprietary directors can affect the probability of CEO dismissal. Drawing on our newly developed database covering all CEO successions occurring in all Spanish listed firms during the period 2007–2010, we propose that proprietary directors may increase the board’s monitoring efforts over the chief executive, forcing him to resign in situations of poor performance. Hypotheses are tested longitudinally, using CEO succession data taken from 111 publicly-traded firms in the Spanish ‘mercado c

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

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Osnes, Gry. "A strategy-as-practice model on executive succession: group dynamics, objectification, and trust—Part II." Organisational and Social Dynamics 20, no. 2 (October 31, 2020): 154–72. http://dx.doi.org/10.33212/osd.v20n2.2020.154.

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The aim of this article was to analyse the complexity of successions and, counter-acting destructive group dynamics, to present a strategy model. An in-depth case study of several successions within the same organisation was used. Several Chair of board and CEO successions would restore and develop the trust of employees and stakeholders. By executing effective succession processes, a governance structure creates legitimacy and trust. The research identified different “doings”, called praxes, that objectified (Bollas, 1999) the succession dynamics. The more active and less habitual, the more e

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Simsek, Zeki, Po-Hsuan Hsu, Ciaran Heavey, and Fred Bereskin. "Executive Succession and Organizational Innovation." Academy of Management Proceedings 2013, no. 1 (January 2013): 11459. http://dx.doi.org/10.5465/ambpp.2013.11459abstract.

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

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Thèses sur le sujet "Executive succession"

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

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Approximately 50% of New York City hospitals lack succession planning as baby boomers transition out of the workforce into retirement. The potential loss of knowledge capital could affect leadership development and corporate stability. Guided by the transformational leadership theory, the purpose of this single site case study was to explore successful strategies executive-level leaders used to facilitate succession planning within their hospital. Three hospital executive-level leaders from a single site location participated in a semistructured face-to-face interview and provided data that as

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Cameron, Carolynn. "Bridging Executive Succession Gaps: Factors that Most Accelerate Executive Development." Case Western Reserve University School of Graduate Studies / OhioLINK, 2017. http://rave.ohiolink.edu/etdc/view?acc_num=case1493311234286034.

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

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

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Business leaders face leadership crises as executives from the baby boomer generation retire, creating a shortage of experienced and knowledgeable leaders. Some business leaders are unprepared for the replacement of retiring senior-level executives and lack strategies for succession planning. The findings of this study indicate succession planning and leadership development play a significant role in preparing future healthcare leaders in their ability to improve the quality of patient care and improve the strategic and financial health of the organization. Guided by the human capital theory t

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Hill, Gregory Cash. "On managerial succession." Texas A&M University, 2003. http://hdl.handle.net/1969.1/3945.

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This dissertation is an exploration, development and application of a theory on the effects of managerial succession on organizational performance in the public sector. Public management is a field of study within public administration that is gaining momentum and is strengthening both its theoretical and empirical bases. In this dissertation I build upon the very small literature on managerial (or executive) succession to develop a theory of the effects of managerial succession on performance. I posit that in the short-term performance will decrease; however, over time organizations that have

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Weiss, Susan F. "Implications of Executive Succession Upon Financial Risk and Performance." ScholarWorks, 2011. https://scholarworks.waldenu.edu/dissertations/958.

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Executive replacements have historically created fluctuations in the market value of a company and precipitated inappropriate investor reaction. However, the direction and statistical significance of relationships between executive turnover, market value, financial risk, and investor reaction among a census of highly performing firms was previously unexplored. The purpose of this study was to determine the extent of the relationship between CEO turnover and indicators of company performance. Theoretical foundation for this study was the efficient markets hypothesis. Hypotheses tests were desig

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Richardson, Natalie Davis. "Predictors of nonprofit executive succession planning| A secondary data analysis." Thesis, Capella University, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=3617377.

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<p> In this quantitative secondary data analyses chi-square tests of independence and binary logistic regression were conducted to test the hypotheses that the independent variables are associated or predict executive succession planning. The following characteristics of the executive director was analyzed: age, gender, race/ethnicity, service insider selection (i.e., history of employment or board membership within the organization), executive director membership on the board of directors, a transparent relationship with the board of directors, use of professional development resources, level

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Campbell, Johnnie Faye. "Executive Succession in Community Action Agencies in a Southern State." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5683.

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Without adequate succession planning (SP) for executive directors, nonprofit organizations risk losing their mission and direction and their ability to sustain the quality of program and services and maintain superior leadership. The purpose of this study was to determine the degree to which SP was being developed and implemented in community action agencies (CAAs) in a southern state. This study also focused on the challenges that these organizations experienced from not implementing SP. This single case study design was based on the theoretical framework of organizational change, using Lewin

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Nisbet, Margaret. "Management development and succession in the electricity industry 1948-1998 : executive men and non-executive women." Thesis, London School of Economics and Political Science (University of London), 2001. http://etheses.lse.ac.uk/1618/.

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This thesis investigates the development and succession of British Electricity Industry executives (top managers) during the half-century from 1948, and examines the reasons why few female employees became senior managers, and none became board members. In response to the continuing need for professional engineers, the industry operated a policy of internal promotion in parallel with systematic procedures for recruiting, training, developing and promoting employees and managers. The shortage of technical trainees resulted in the recruitment of apprentices with qualifications below the required

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Shadow, Cyndie. "An Exploration of Knowledge Transfer and Career College Executive Succession Planning." Thesis, Walden University, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10975343.

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

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Livres sur le sujet "Executive succession"

Succession: Are you ready? Boston, Mass: Harvard Business Press, 2009.

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National Academy of Public Administration., ed. The Critical characteristics of succession planning. Washington, D.C: National Academy of Public Administration, 1992.

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D, Friedman Stewart, ed. Leadership succession. New Brunswick, [N.J.], U.S.A: Transaction Books, 1987.

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1952-, Saporito Thomas J., ed. Inside CEO succession: The essential guide to leadership transition. Hoboken, N.J: Wiley, 2012.

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National Academy of Public Administration., ed. Study of succession planning and executive selection: Preliminary research results : literature review and annotated bibliography. Washington, D.C. (1120 G. St., Suite 850, Washington, D.C. 20005): The Academy, 1992.

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National Academy of Public Administration., ed. Paths to leadership: Executive succession planning in the federal government : a report. Washington, D.C. (1120 G St., N.W., Suite 850, Washington 20005): National Academy of Public Administration, 1992.

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

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

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

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

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Chapitres de livres sur le sujet "Executive succession"

Bingham, Kit. "Chief executive succession planning." In Effective Directors, 45–50. London: Routledge, 2021. http://dx.doi.org/10.4324/9781003201182-10.

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Ployhart, Robert E., Donald J. Schepker, Patrick M. Wright, and Sam D. Strizver. "Creating Dynamic Capabilities for Agile Executive Selection and Succession." In Senior Leadership Teams and the Agile Organization, 246–90. New York: Routledge, 2023. http://dx.doi.org/10.4324/9780429353161-10.

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Lindquist, Evert, and Thea Vakil. "10. Government Transitions, Leadership Succession, and Executive Turnover in British Columbia, 1996–2006." In Deputy Ministers in Canada, edited by Jacques Bourgault and Christopher Dunn, 283–308. Toronto: University of Toronto Press, 2014. http://dx.doi.org/10.3138/9781442665170-014.

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Portwood, James D., Mohamed A. S. Latib, and Michael Timmons. "Realigning Executive Development and Succession Planning Systems: Meeting the Management Needs of “Global Organizations in the 1990s”." In Human Resource Strategies for Organizations in Transition, 233–44. Boston, MA: Springer US, 1990. http://dx.doi.org/10.1007/978-1-4684-5757-5_18.

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Drake, Tim. "Succession planning for executives." In Effective Directors, 79–83. London: Routledge, 2021. http://dx.doi.org/10.4324/9781003201182-16.

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Rothwell, William J. "Transitioning the Business and Executing the Succession Plan." In Succession Planning for Small and Family Businesses, 231–58. New York: Productivity Press, 2022. http://dx.doi.org/10.4324/9781003281054-13.

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Bramwell, Donna, Kath Checkland, Jolanta Shields, and Pauline Allen. "1948–1974: Community Nursing Services as a Local Government Service." In Community Nursing Services in England, 9–16. Cham: Springer International Publishing, 2023. http://dx.doi.org/10.1007/978-3-031-17084-3_2.

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AbstractTaking the first era from the inception of the NHS through to 1974, this chapter documents the establishment of the service as a home nursing service. Known as the ‘tripartite era’ because of the way provision of health services were divided between three types of bodies—Local Authorities (LA), Executive Councils of the Ministry of Health and Hospital Boards—this era would see a split enshrined between LA-provided community nursing services and medical services provided by the others. This split has been a feature of the NHS ever since, despite successive unifying re-organisations of the health service, and has come to define the way community nursing is perceived by policy apparent in this review. In line with the format of the chapters, we start to look at the role and function of district nurses (DNs) and begin to see how the role was focused on home care for the sick, management of infectious diseases and supporting doctors. We also begin to examine how DNs were managed and paid for and identify the enduring tensions in how they are organised—either geographically or attached to GP practices. We conclude this chapter with a brief paragraph summing up that for this era the role of district nurse services, despite becoming a national requirement, is rarely fully set out in policy. In other words, the district nursing service was largely invisible in policy terms.

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Abdul Hamid, Ahmad Fauzi, and Noorulhafidzah Zawawi. "The Interplay of Race, Religion and Royalty in Contemporary Malaysian Politics." In Discursive Approaches to Politics in Malaysia, 17–32. Singapore: Springer Nature Singapore, 2023. http://dx.doi.org/10.1007/978-981-19-5334-7_2.

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AbstractThe lengthy years of the Perikatan (Alliance) and its successor Barisan Nasional (BN) administrations (1957–2018) gave Malaysia the opportunity to construct and mould the practice of democracy. Democracy is reflected through the existence of various political parties, the holding of regular elections under closely administered electoral processes, the upholding of rights and freedoms of the people to participate in party politics and civil society, the heated interactions among multi-ethnic citizens over mainstream and social media and the limited avenues provided by the law for the populace to express and display dissent. In Peninsular Malaysian politics, fault lines along the divisive racial and religious lines appear to dominate the discursive scene, with related issues over the role of Malay royalty trailing not too distantly behind. The past decade or so has seen political fortunes of the opposition, defined here as parties that oppose BN whether separately or together in coalitions during general elections, progressively improving, culminating in Pakatan Harapan’s (PH) trouncing of BN in the fourteenth general elections (GE14) in 2018. However, in Malaysian politics, elected politicians do not by themselves fill all political gaps. In uncertain times, as have prevailed in Malaysia since Parti Pribumi Bersatu Malaysia’s (PPBM) betrayal of PH in February 2020, the Malay monarchy has become more important than ever in deciding who and which political coalition gets to form the country’s executive branch. This chapter presents an overview of how race, religion and royalty are routinely encountered in the country’s politics, particularly over the last decade.

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"Managing Succession." In Developing Executive Talent, 105–24. Hoboken, NJ, USA: John Wiley & Sons, Inc., 2015. http://dx.doi.org/10.1002/9781119202370.ch6.

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Hall, Douglas T. "Dilemmas in Linking Succession Planning to Individual Executive Learning *." In Leadership Succession, 45–76. Routledge, 2017. http://dx.doi.org/10.4324/9780203787458-3.

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Actes de conférences sur le sujet "Executive succession"

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

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Abstract This paper demonstrates how systematic Succession Planning is important to PTTEP business especially when we operate over 50 petroleum exploration, development, and production projects in more than 10 countries across several regions with the primary focus on Southeast Asia and the Middle East as well as other petroleum-prolific areas displaying investment opportunities, both E&P and beyond E&P businesses. It ensures that all critical positions are occupied continuously and gains more engagement from the PTTEP talent pool. In 2020, Succession Planning became one of the KPIs am

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Sharma, Vinit. "Leadership Assessment, Development and Succession Management." In ADIPEC. SPE, 2023. http://dx.doi.org/10.2118/216802-ms.

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Most people and organizations would probably agree that the start of the 2020 decade has demonstrated a new level of Volatility, Uncertainty, Complexity, and Ambiguity (VUCA). The challenges we experienced include the Covid-19 Pandemic, supply chain disruptions, global recession, cost of living crisis, The Dual Challenge, and The Great Resignation wave. Adding to these challenges is the change in demographics, particularly in the workforce. To succeed in such a VUCA2 environment, organizations, and their leaders, face an unprecedented demand for agility, adaptability, strategy, and corporate v

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Howes, C. Susan, and Robert W. Taylor. "A Competency-Based Approach to Addressing the Leadership Gap in the Oil and Gas Industry." In SPE Annual Technical Conference and Exhibition. SPE, 2021. http://dx.doi.org/10.2118/206302-ms.

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

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Iftikhar Choudhry, Bilal, Islam Khaled AbdelKarim, Freddy Alfonso Mendez, Mohamed Ahmed Osman, Karim Hassan Youssef, and Ahmed Samir Ismail. "Best Practices Implementation during 7? Liner Milling Operation." In SPE/IADC Middle East Drilling Technology Conference and Exhibition. SPE, 2021. http://dx.doi.org/10.2118/202157-ms.

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ABSTRACT The paper explores the 7" liner milling operations in re - entry well bores, operations that have become fairly common especially at the interface of corrosive effluents or after an extended life time. This however being a time and efficiency driven choice highlights the need for optimization from both the performance as well as the operational time perspective. The flat time endemic to the milling operation execution however, can be reduced and the operations can be optimized with effective mills, fine tuned rheological parameters of the milling fluid, the BHA stabilization and the f

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Choate, Rober, and Kevin Schmaltz. "Improving Student Design Skills Through Successive Design and Build Projects." In ASME 2006 International Mechanical Engineering Congress and Exposition. ASMEDC, 2006. http://dx.doi.org/10.1115/imece2006-14734.

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Mechanical Engineering students at Western Kentucky University (WKU) are given instruction and must demonstrate their abilities to execute design projects during each of their four years of study. The features and goals of these projects are governed by a Professional Plan, which assures that graduates of the program have experienced key areas of the engineering profession and shown the ability to perform in an acceptable professional manner. The Engineering Design component of the Professional Plan is the focal point of the professional experiences. For students to be able to execute a struct

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Shuixiang, Ye, Sun Kaibao, and Li Qiongzhe. "The Application of Risk Informed Method in Pressure Calibration Cycle Extending of RHR Systems SEBIM Valve." In 2017 25th International Conference on Nuclear Engineering. American Society of Mechanical Engineers, 2017. http://dx.doi.org/10.1115/icone25-66097.

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The stability of the SEBIM valve setting value can be validated based on the pressure calibration test during each refueling cycle. Depending on the feedback of other similar types of nuclear power plants, this test has been revised to two refueling cycles to execute for its excellent performance of SEBIM valves and has got satisfactory performance for several successive refueling cycles. Therefore, this paper will analyze and evaluate the feasibility of extending SEBIM valve setting value test period by employing risk-informed method. The results show that the performance of RHR system’s SEBI

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Vroemen, B. G., H. A. van Essen, A. A. van Steenhoven, and J. J. Kok. "Nonlinear Model Predictive Control of a Laboratory Gas Turbine Installation." In ASME 1998 International Gas Turbine and Aeroengine Congress and Exhibition. American Society of Mechanical Engineers, 1998. http://dx.doi.org/10.1115/98-gt-100.

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The feasibility of Model Predictive Control (MPC) applied to a laboratory gas turbine installation is investigated. MPC explicitly incorporates (input- and output-) constraints in its optimizations, which explains the choice for this computationally demanding control strategy. Strong nonlinearities, displayed by the gas turbine installation, cannot always be handled adequately by standard linear MPC. Therefore, we resort to nonlinear methods, based on successive linearization and nonlinear prediction as well as the combination of these. We implement these methods, using a nonlinear model of th

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Honda, Hiroshi. "Partnering to Succeed: Keys to Managing Technology Development, Risk and Globalization." In ASME 2001 International Mechanical Engineering Congress and Exposition. American Society of Mechanical Engineers, 2001. http://dx.doi.org/10.1115/imece2001/ts-23403.

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Abstract The subject symposium on “Partnering to Succeed: Keys to Managing Technology Development, Risk and Globalization” is held under the sponsorship of Engineering and Technology Management (E&TM) Group at the 2001 ASME International Mechanical Engineering Congress and Exposition (IMECE) with its congress highlight topic of “Progress Through Partnerships: Team Approaches for Today’s Economy,” following a success of the 2000 ASME IMECE E&TM Group Symposium on “Successfully Managing the Risk and Development of Your Business and Technology” with its congress highlight topic of “Beyond

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Hester, Matthew, Patrick M. Wensing, James P. Schmiedeler, and David E. Orin. "Fuzzy Control of Vertical Jumping With a Planar Biped." In ASME 2010 International Design Engineering Technical Conferences and Computers and Information in Engineering Conference. ASMEDC, 2010. http://dx.doi.org/10.1115/detc2010-28857.

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This paper develops a control strategy to produce vertical jumps in a planar biped robot as a preliminary investigation into dynamic maneuvers. The control strategy was broken into two functional levels to separately solve the problems of coordination and execution of the jump maneuver. A high-level fuzzy controller addresses the complexities that arise from the system’s hybrid nonlinear dynamics and series-elastic actuators embedded in the articulated legs. A novel fuzzy training scheme is used because the system is too complex for traditional training methods. A low-level controller is based

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Lu, P., J. N. Siddall, and J. Verhaeghe. "Expert System Built on a Chip." In ASME 1989 Design Technical Conferences. American Society of Mechanical Engineers, 1989. http://dx.doi.org/10.1115/detc1989-0054.

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Abstract The paper describes an exploration of the possibility of embedding the rules of an expert system directly onto a commercial programmable logic array microchip. The rules are first converted to Boolean form and reduced to minimal form. An interface was developed for using the chip with an IBM PC clone for processing inputs and outputs. No control system (inference engine) is required; and the execution of an application is equivalent to parallel processing. The inputs are transferred to the input pins of the logic array chip in successive bytes of data, and the conclusions then immedia

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