Advertisement

Succession Planning for Large and Small Organizations: A Practical Review of Professional Business Corporations

  • Rick D. Johnson
  • Donna Pepper
  • Joan Adkins
  • Alexius A. Emejom
Chapter

Abstract

Succession planning is imperative for large and small organizations. Leaders in these organizations forecast company sustainability beyond their tenure. Value-added competencies, specialized knowledge, leadership capabilities, and performance-based success allows candidates to become viable successors for next level leadership. The authors discuss succession planning within themes emerged from document data. Organization theory with linkage to action research is shared as fundamental to the topic. The study’s purpose is to identify succession processes and strategies that assist candidates with future succession. A general exploratory qualitative design is the methodological premise. Document analysis is the method used post data collection. The authors provide a rationale for the limitation of this study, as well as recommendations for future research leading to more potentially diverse details in a separate study.

References

  1. Adkins, J. (2016). Employee leadership style and roles after the implementation of act 10 (Doctoral dissertation). Retrieved from ProQuest Dissertations & Theses Global. (Order No. 10011877).Google Scholar
  2. Ahmed, A. M., Yang, J. B., & Dale, B. G. (2003). Self-assessment methodology: The route to business excellence. The Quality Management Journal, 10(1), 43–57. Retrieved from http://asq.org/pub/qmj/index.html CrossRefGoogle Scholar
  3. Anderson, N. (2003). Applicant and recruiter reactions to new technology in selection: A critical review and agenda for future research. International Journal of Selection and Assessment, 11(2/3), 21–136.  https://doi.org/10.1111/1468-2389.00235 Google Scholar
  4. Berg, B. L., & Lune, H. (2013). Qualitative research methods for the social sciences: Pearson new international edition. Pearson Education Limited. Boston: Pearson Higher Education.Google Scholar
  5. Brady, P. W., Thompson, L. F., Wuensch, K. L., & Grossnickle, W. F. (2003). Internet recruiting: The effects of webpage design features. Social Science Computer Review, 21(3), 374–385.  https://doi.org/10.1177/0894439303253987 CrossRefGoogle Scholar
  6. Bryman, A., & Bell, E. (2011). Business research methods (3rd ed.). New York: Oxford University Press, Inc.Google Scholar
  7. Butler, K., & Roche-Tarry, D. E. (2002). Succession planning: Putting an organization’s knowledge to work. Nature Biotechnology, 20(2), 201.  https://doi.org/10.1038/nbt0202-201 CrossRefGoogle Scholar
  8. Cascio, W. (2011). Leadership succession: How to avoid a crisis. Ivey Business Journal, 75(3), 6–8. Retrieved from https://iveybusinessjournal.com/ Google Scholar
  9. Costco sets up succession plan. (2011). MMR, 28(1), 46–46.Google Scholar
  10. Creswell, J. W. (2009). Research design: Qualitative, quantitative, and mixed methods approaches (3rd ed.). Thousand Oaks, CA: Sage Publications.Google Scholar
  11. Creswell, J. W. (2014). Research design: Qualitative, quantitative, and mixed methods approaches (4th ed.). Thousand Oaks, CA: Sage Publications.Google Scholar
  12. Creswell, J. W., & Miller, D. L. (2000). Determining validity in qualitative inquiry. Theory Into Practice, 39, 124–130.  https://doi.org/10.1207/s15430421tip3903_2 CrossRefGoogle Scholar
  13. Davenport, S. W. (2012). The Impact of succession planning on employee satisfaction, engagement, and loyalty (Doctoral dissertation). Retrieved from ProQuest Dissertations & Theses Global. (Order No. 3548887).Google Scholar
  14. Davenport, T. H. (1994). Saving it’s soul: Human-centered information management. Harvard Business Review, 72(2), 119–131.Google Scholar
  15. Eskildsen, J. K., Kristensen, K., & Hans Jorn, J. (2004). Private versus public sector excellence. The TQM Magazine, 16(1), 50–56.  https://doi.org/10.1108/09544780410511489 CrossRefGoogle Scholar
  16. Florentine, S. (2017). How to gauge the efficiency of your company leadership. Retrieved from https://proxy.cecybrary.com/login?url=https://search.proquest.com/docview/1871399169?accountid=144789
  17. Greenwood, D. J. (2015). Completing the cycle in entrepreneurial research: Action research to link entrepreneurs and researchers and reform the university. Entrepreneurship Research Journal, 5(4), 269–292.  https://doi.org/10.1515/erj-2015-0043 CrossRefGoogle Scholar
  18. Gregory, C. K., Meade, A. W., & Foster Thompson, L. (2013). Understanding internet recruitment via signalling theory and the elaboration likelihood model. Computers in Human Behavior, 29(5), 1949–1959. Retrieved from https://www.journals.elsevier.com/computers-in-human-behavior CrossRefGoogle Scholar
  19. Haworth, M. (2005). Tips for better succession planning. Journal for Quality & Participation, 28(3), 13–15. Retrieved from http://asq.org/pub/jqp/index.html
  20. Hindle, T. (2003). Guide to management ideas. London: The Economist Books.Google Scholar
  21. Hull, J. (2011). 50% reduction on recruitment costs: How social media became my best friend. HR Magazine. Retrieved from http://www.hrmagazine.co.uk/hro/features/1019381/-reduction-recruitment-costs-social-media-friend
  22. Jensen, J., Neck, C., & Beaulieu, R. (2016). The Self-action Leadership Model: A qualitative, nomological expansion of self-leadership theory rooted in action research theory.  https://doi.org/10.20944/preprints201607.0070.v1
  23. Johnson, R. D. (2016). Integrated project delivery in architecture, engineering, and construction: An Interpretative Phenomenological Analysis of practice (Doctoral dissertation). Retrieved from ProQuest Dissertations & Theses Global. (Order No. 10135783).Google Scholar
  24. Kim, S. (2003). Linking employee assessments to succession planning. Public Personnel Management, 32(4), 533–547.  https://doi.org/10.1177/009102600303200405
  25. Koenig, M. (2012). What is KM? Knowledge management explained. Retrieved from http://www.kmworld.com/Articles/Editorial/What-Is/What-is-KM-Knowledge-Management-Explained-122649.aspx
  26. Lawler, E. E., & Worley, C. G. (2011). Management reset: Organizing for sustainable effectiveness. San Francisco: Jossey-Bass.Google Scholar
  27. Luna, G. (2012). Planning for an American higher education leadership crisis: The succession issue for administrators. International Leadership Journal, 4(1), 56–79. Retrieved from http://www.tesu.edu/business/leadership-journal.cfm
  28. McCafferty, D. (2017). How bad hiring decisions hurt companies. Baseline, 1. Retrieved from http://www.baselinemag.com/it-management/slideshows/how-bad-hiring-decisions-hurt-companies.html
  29. Muniz, A. E. (2013). The retention of tacit knowledge in higher learning administration (Doctoral dissertation). Retrieved from ProQuest Dissertations & Theses Global. (Order No. 3568224)Google Scholar
  30. NAPA. (1997). Paths to leadership: Executive succession planning in the federal government. Washington, DC: National Academy of Public Administration.Google Scholar
  31. Northouse, P. G. (2013). Leadership: Theory and practice (6th ed.). Thousand Oaks, CA: Sage Publications.Google Scholar
  32. Pepper, D. (2016). Exploring the strategies organizational leaders need for implementing successful succession planning (Doctoral dissertation). Retrieved from ProQuest Dissertations & Theses Global. (Order No. 10156596)Google Scholar
  33. Prestera, G. (2014). Where is my leadership bench? 3 things executives can do to develop bench strength. Leadership Excellence Essentials, 31(7), 33. Retrieved from https://www.hr.com/en/topleaders/all_articles/where-is-my-leadership-bench-3-things-executives-c_i06ruysz.html
  34. QSR International Pty LTD. (2017). NVivo 10 for windows. Retrieved from http://www.qsrinternational.com/products_nvivo.aspx
  35. Richman, H., & Wiggenhorn, A. W. (2005). Hatching a plan: Developing leadership talent in emerging markets. Leadership in Action, 25(5), 3–7.  https://doi.org/10.1002/lia.1132 CrossRefGoogle Scholar
  36. Rogers, E., Rogers, C. W., & Metlay, W. (2002). Improving the payoff from 360-degree feedback. HR. Human Resource Planning, 25(3), 44–54. Retrieved from https://search-proquest-com.contentproxy.phoenix.edu/docview/224569407?accountid=35812
  37. Rojek, J., & Smith, M. R. (2007). Law enforcement lessons learned from Hurricane Katrina. Review of Policy Research, 24(6), 589–608.  https://doi.org/10.1111/j.1541-1338.2007.00301.x CrossRefGoogle Scholar
  38. Rubin, H. J., & Rubin, I. S. (2012). Qualitative interviewing: The art of hearing data (3rd ed.). Thousand Oaks, CA: Sage Publications.Google Scholar
  39. Santora, J. C., & Bozer, G. (2015). How nonprofit organizations can ensure stability and sustainability through succession planning: Make HR a strategic partner in the process. Strategic HR Review, 14(6), 245–246.  https://doi.org/10.1108/SHR-09-2015-0069 CrossRefGoogle Scholar
  40. Schneider, K. (2016). Action needed to reverse the decline in small family farms. Farmers Weekly, 165(24), 12. Retrieved from http://search.proquest.com.proxy.cecybrary.com/docview/1815444100?accountid=144789
  41. Secundo, G., Dumay, J., Schiuma, G., & Passiante, G. (2016). Managing intellectual capital through a collective intelligence approach: An integrated framework for universities. Journal of Intellectual Capital, 17(2), 298–319.  https://doi.org/10.1108/JIC-05-2015-0046 CrossRefGoogle Scholar
  42. Senge, P. M. (2006). The fifth discipline: The art and practice of the learning organization (2nd ed.). New York: Doubleday.Google Scholar
  43. Shirey, M. R. (2013). Lewin’s theory of planned change as a strategic resource. Journal of Nursing Administration, 43(2), 69–72.  https://doi.org/10.1097/NNA.0b013e31827f20a9 CrossRefGoogle Scholar
  44. Sims, D. M. (2014). Five ways to increase success in succession planning. Talent Development, 68(8), 60–65. Retrieved from https://www.td.org/Publications/Magazines/TD/TD-Archive/2014/08/5-Ways-to-Increase-Success-in-Succession-Planning
  45. Smith, J. A., Flowers, P., & Larkin, M. (2009). Interpretative phenomenological analysis: Theory, method and research. Thousand Oaks, CA: Sage Publications.Google Scholar
  46. Succession planning: It applies to communicators themselves, too. (2013). PR News, 69(13). Retrieved from https://proxy.cecybrary.com/login?url=https://search.proquest.com/docview/1399362952?accountid=144789
  47. Taggart, K. (2007). High morale key to healthy workplace. Medical Post, 43(2), 8. Retrieved from http://www.canadianhealthcarenetwork.ca/physicians/magazines/the-medical-post/
  48. Tara Flynn, C. (2006). Six succession planning myths debunked. Business Credit, 108(7), 33. Retrieved from https://nacm.org/business-credit-magazine.html
  49. Tarí, J. J. (2010). Self-assessment processes: The importance of follow-up for success. Quality Assurance in Education, 18(1), 19–33.  https://doi.org/10.1108/09684881011015972 CrossRefGoogle Scholar
  50. Waheed, S., & Zaim, A. H. (2015). A model for talent management and career planning. Educational Sciences: Theory & Practice, 15(5), 1205–1213.  https://doi.org/10.12738/estp.2015.5.2357 Google Scholar
  51. Waldman, D. A., Ramirez, G. G., House, R. J., & Puranam, P. (2001). Does leadership matter? CEO leadership attributes and profitability under conditions of perceived environmental uncertainty. Academy of Management Journal, 44, 134–143. National Research Council (U.S.). Building Research Institute. Conferences. Washington, DC. Fall 1959.Google Scholar

Additional References

  1. (Coding Documents)Google Scholar
  2. [Labeled as Coding DOC4]Google Scholar
  3. Gale, S. F. (2013). Succession planning roadmap: How to build a robust succession planning program that aligns current talent development with future leadership need. Workforce Magazine. Retrieved from https://www.workforce.com/2013/03/11/succession-planning-roadmap/
  4. [Labeled as Coding DOC2]Google Scholar
  5. Halogen. (2015). The state of succession planning: Are you doing enough to identify and develop talent to build bench strength? Retrieved from http://cdn.halogensoftware.com/uploads/learn/whitepapers-and-ebooks/the-state-of-succession-planning-are-you-doing-enough-to-identify-and-develop-talent-to-build-bench-strength/state-of-succession-planning-report.pdf
  6. [Labeled as Coding DOC1]Google Scholar
  7. Rothwell, W. J. (2010). Effective succession planning: Ensuring leadership continuity and building talent from within (4th ed.). New York: AMACOM, A Division of American Management Association.Google Scholar
  8. [Labeled as Coding DOC5]Google Scholar
  9. Treasury Board of Canada Secretariat. (2009). Succession planning and management five-process. Retrieved from https://www.tbs-sct.gc.ca/gui/spgr/spg-gpgr-02eng.asp?for=hrps&sa=X&ved=0ahUKEwiuq83X8OPVAhUH54MKHek-CTAQ9QEIJjAA
  10. [Labeled as Coding DOC3]Google Scholar
  11. Wilson, T. (2015). 8 steps for effective succession planning. Retrieved from http://www.halogensoftware.com/blog/8-steps-for-effective-succession-planning

Copyright information

© The Author(s) 2018

Authors and Affiliations

  • Rick D. Johnson
    • 1
    • 2
    • 3
  • Donna Pepper
    • 4
  • Joan Adkins
    • 4
  • Alexius A. Emejom
    • 4
  1. 1.University of PhoenixTempeUSA
  2. 2.Lawrence Technological UniversitySouthfieldUSA
  3. 3.Johnson Professionals, IncSouthfieldUSA
  4. 4.Colorado Technical UniversityColorado SpringsUSA

Personalised recommendations