Abstract
Green production of bricks need to be promoted to reduce greenhouse emission gas. Nevertheless, best practices of green brick production are being slowly adopted by local brick producers. The paper discusses the emerging adaptive leadership theories for environmental sustainability. A qualitative study employing tools of change space analysis and stakeholder analysis revealed localized barriers to green production. Overall, it is hard to change traditional production processes in all firms. But there is increasing demand for this change from environmental and social consumers and governments are committed to this cause. A strategy for institutional collaboration with identified priority partners has been drawn up to integrate best practices with local knowledge and initiatives for sustainable production.
Highlights
Succession planning involves having the right employees in place at every level of the organization
The key aim of this research is to scrutinize the implementation of succession planning among non-academic staff in University A
In line with this objective, three main research questions are formed: First, What is the nature and characteristics of succession planning among non-academic staff in University A? Second, is there any relationship between the degree of clarity of the concept of succession planning and the implementation of succession planning among nonacademic staff in University A? Third, is there any relationship between managerial support towards succession planning and the implementation of succession planning among non-academic staff in University A? the objectives of this study were successfully achieved through distribution of surveys
Summary
Succession planning involves having the right employees in place at every level of the organization It is a systematic effort and process of identifying and developing employees for key managerial or professional positions to ensure business continuity (Adewale et al, 2011). A good Succession plan is supported by strategic HR systems such as Learning and Development of key talent, Recruitment and Selection of internal and external talent and Performance Management to drive competence excellent in identified talent. These key HR systems will enable a successful execution of the succession plan. Most of the organizations succession planning solely focus on senior key employees, yet other organization chooses to apply the same concepts and processes to specific groups of people and job
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