ABSTRACT
This research work
looked into the intricacies and prospects of the impact of management
succession in an organization’s goal attainment. A case study of Enugu State
Housing Development Corporation.
The average Nigeria
orientation towards succeeding an out going executives of management staff is
simply stepping into the vacuum created by the exist of the former executive
and continue from there.
However, because of the
complexities and relevance of management activities in socio-economic life vise
visa organization, ministries, firms and even the informal organization
management succession system has to be strategically structured and tactically
evolutionary in order to ensure an uninterrupted continue flow of management
function from one generation to another.
Relevant hypothesis were
developed and tested statistically and some findings were made.
That life is procedural
and continuous and as such society looks on business endeavour of any firm for
the fulfillment of social and economic requirement of its members.
That for requirements of
the member to be fulfilled on a continuous condition then there must be
adequate structure plan
TABLE OF CONTENTS
CHAPTER ONE
INTRODUCTION
1.1
Background of the study
1.2
Statement of the problem
1.3
Purpose of the study
1.4
Scope of the study
1.5
Research hypothesis
1.6
Significance of the study
1.7
Limitations of the study
1.8
Definition of terms
References.
CHAPTER TWO
REVIEW OF RELATED
LITERATURE
2.1
Succession planning – meaning and concept
2.2
Modalities for succession in organization
2.3
Necessity for management succession
2.4
Succession planning and organizational; goal attainment
2.5
Succession planning at Enugu state housing development corporation
References
CHAPTER THREE
RESEARCH DESIGN AND
METHODOLOGY
3.1
Research design
3.2
Area of the study
3.3
Population of the study
3.4
Sample and sampling procedure / techniques
3.5
Instruments for data collection
3.6
Validation of the instruments
3.7
Reliability of the instrument
3.8
Method of data collection
3.9
Method of data analysis
References
CHAPTER FOUR
DATA PRESENTATION AND
ANALYSIS
4.1
Presentation and analysis of data
4.2
Testing of hypothesis
4.3
Summary of results
CHAPTER FIVE
DISCUSSION,
RECOMMENDATION AND CONCLUSION
5.1
Discussion of results or findings
5.2
Conclusion
5.3
Implications of the research findings
5.4
Recommendations
5.5
Suggestions for further research
Bibliography
Appendix.
CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND
OF THE STUDY
Since Independence in
1960, Nigeria has witnessed a tremendous growth and increase in organization
whose role to a large extent have been tailored to fulfill national
aspirations. The expediency for personal and or organization objectives has let
to government emphasis on training and development of human resources
especially those on the managerial cadre.
Despite government
effort there is a basic truth about present day class of young executives. A
good number of them become unsuccessful in reaching their goods because of
inadequate planning by management to accommodate their skills and experience
especially at the top level of an organization. Consequently, this study is
aimed at exposing and identifying the defects in management style and it is the
aim of this study to do this by first identifying the development of human
resources. Secondary this study wills emphasis on certain position in an
organization, which requires conscience activities according to Druker (1975).
This is because the
conscience activities and of course the extent to which it is been excluded
determines the survival of the organization. One important factor to be borne
in mind here is that the managers of the organization should be persons of
competence, hard work, dedication and thoughtfulness. A Doyen in management,
Abebe (1980) in one of his interviews was of the view that “managers must
possess in satiable desire to learn and must be leaders and not bosses and must
have absolute loyalty and commitment. Equally important according to him are
qualities such as integrity, fairness, intellect, ability to work with others
and possession of basic common sense”.
These qualities can be
converted to reality by good management succession planning therefore
management succession planning is an important ability because it looks at the
manager as some one who can be fully integrated by development efforts in the
organization.
Like most human endeavor
there are problems which organizations are confronted with in the process of
managing their workforce. This research seeks to bring out these problems,
which work against the establishment of effective standards of management succession
plane. Above all, the imposition of great responsibilities on business
institutions of every sort makes the demand for the establishment of effective
standards of management succession plan more paramount. To this end, our top
management can therefore not afford to make nonsense of this invaluable
position by failing to make adequate provision for the supply of top mangers
for the father. Important questions that need to be answered by managers of
organizations are what is our business and what should it be. It is only when
this question if correctly answered that management personnel can come to the
realization that the future of present decisions can be assured if good men are
available to implement them when they mature Abebe States that, from the day he
was told that he is going to be appointed chairman in succession to the former
chairman and managing director. They started thinking of his succession as well
in order to give him relevant development training and expose him to other
parts of the business. He had wished that his companies could take the question
of succession planning much more serious. Management being at a tangible
activity has its own style and tested techniques, tools and skills. The manager
must anticipate and make provision to accommodate future contingencies changes
in technology and government regulations. According to Elvers (1980) “We
live in a world which is constantly, facing technological change, e.g.
Manual typewriter replaced with a electric typewriter and later with computer,
counting machine replaced instead of calculator formerly used, Telephone
reduces the need for messengers. Certainly, all organizations will continue to
be effected by such changes in technology. Similarly, many of you are expecting
the new elected officials to make an impact on business, which must in turn
make changes. Irrespective of what new governmental officials do, all who are
managers in an organization, whether a business or a governmental agency are
subjected to conditions which will require that managers institute changes.
These conditions may include business growth, turn out of employees,
Implementation of new programmers or products, business recession, increase in
competition new governmental policies, and technological development. To be
able to carryout these, the manager most possess developed skill, in order to
be able to handle uncertain tie of tomorrow’s business circumstances. Ideally,
only arise management will realize that most decision taken or made today may
not come to pass in their working life time and such make preparations for the
future and where this is failed to be done, the effect usually ends in abrupt
closure of organization, creation of unemployment and any other associable
social vices.
1.2 STATEMENT
OF THE PROBLEM:
The principle of
succession is as old as the history or the world itself. Every human endeavor
is characterized by tests, survival and succession in the course of time,
because some where and sometime people have been able to take up from there their
predecessors stopped in order that continuity is guaranteed.
In the words of worth
(1974) “Management succession planning is a process. It starts from management
manpower planning to staff and development, organizational performance,
appraisal and analysis, manpower inventory ends in the final decision to
re-allocate the human elements in the organization.
Obviously, in planning,
organization, directing, controlling and co-ordinating all human activities as
of problems are encountered.
To this end, this study
will, while trying to examine management succession in Enugu State housing
Development corporation, highlight problem, prospects and manner of management
succession in this corporation.
1.3 PURPOSE
OF THE STUDY
This research among many things will try to
underscore the following;
1. Identify how
management succession takes place.
2. Find out
whether there is a purposeful, structured management succession plan that
exists in the corporation.
3. Determine how
age structure of personnel influences the overall plan for succession in the
corporation future activities.
4. Ascertain
whether realistic tendencies affect management succession plan.
1.4 SCOPE
OF THE STUDY
1. There is
no operational management succession plan existing in the corporation
2. Age is
not an important factor in making employment decision.
3. Tribalism
and ethnicity do not negate management succession plan.
1.5 RESEARCH
QUESTION
1. Do you
have any operational management succession plan in you corporation?
2. Is age an
important factor in selecting candidates for middle and senior management
positions?
3. Do
tribalism and ethnicity negate the management succession plan in the
corporations?
1.6 RESEARCH
HYPOTHESIS
1. Management
succession takes place in your corporation
2. Operational
management plan exist in your establishment.
3. Age is an
important factor in selecting candidates for middle and senior management
succession plan
4. The
organizational survival, continuity and viability are among the primary
responsibilities of top management.
1.7 SIGNIFICANCE
OF THE STUDY
As life processes are
basically procedural and continuous so as is the entire people of Enugu State
expectant of the fulfillment of their housing and other social needs by working
up to the corporation. Thus if these requirement are to be fulfilled and
satisfied on a conditions basis from one generation to another then there must
be some well structured plans to intake the corporation like up to its social
and housing responsibilities.
Management succession
planning should therefore be one of such vital factors that should be
considered diligently in or determine that the corporation will remain alike
and active to its responsibilities in line with the desire and aspirations of
the citizen of Enugu State.
This study therefore is
significant for a number of reasons:
a. It will
instill the awareness that every management activity must plan to accommodate
contingencies. Also it will show that planning for succession is a worthwhile
top management function.
b. It will point
out the fact of Enugu State Housing Development Corporation for its future
manager; it will be faced with the danger of failing to meet its obligation to
Enugu State Citizenry. The effect of this will be acute housing problems and
other social difficulties facing Enugu State Citizens.
c. It will
make suggestions as how human development in Enugu State Housing Development
Corporation can be developed in order that it likes up to it responsibilities.
In fact, management of
other corporation will have many things to benefit from the study. This is so
in that it will give insight into effective corporation management and the need
to provide for management succession as the executives disengages due to
resignation, retirement or death. Moreover the civil society of Enugu and the
future leaders will benefit from this work as this educates them that the chief
executive plays the key role in the management succession process. The
responsibilities of seeing that the system ie, housing development functions
efficiently are that of the chief executive.
1.8 DEFINITIONS
OF TERMS
a.
Management succession, this means a process of assessing management needs and
hierarchy in future of Enugu State Housing Corporation and the means of
insuring that there is junior managers able to succeed more senior managers.
b. Succession
plan, this is a document that shows management position in the corporation.
i.
The name of the present job holders
ii.
Estimated date he will leave
iii.
Name and experience of person in the corporation who will succeed him.
c.
Management development; this refers to career planning for inceasing the
effectiveness of individuals and meeting the needs of the organization.
d. Executive
development; means the early identification and development of executive
talents for more effective utilization of those judged to have high and
unlimited potential for senior corporate responsibilities.
e. Manpower
inventory; refers to manpower records and a constant review of such records in,
anticipation of future management needs.
f.
Management planning; means the anticipation provision for the manpower needs
for the entire corporation.
g. Age structure;
refers to the distribution of age within the corporation.
h. Environmental
factors; refers to such factors as economic conditions, climate, natural
resources, bars, customs, habits, politics, intrigues and power tussles among
the various local government areas in Enugu State.
Department | Business Administration and Management |
Project ID Code | BAM0317 |
Chapters | 5 Chapters |
No of Pages | 91 pages |
Methodology | Chi Square |
Reference | YES |
Format | Microsoft Word |
Price | ₦4000, $15 |
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Contact Us On | +2348039638328 |
Contact Us On | +2347026816414 |
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