Abstract
Objective:to analyze the expectation of nurses about the succession of leaders in the hospital context.Method:a descriptive and exploratory study of a qualitative approach carried out with 36 nurses from a public university hospital selected using the snowball technique. The data collection was done through semi-structured interviews that were recorded and analyzed based on the assumptions of the Content Analysis technique, Thematic modality. Ethical criteria were adequately met.Results:the reports comprised two central categories, “Who Will Take My Place?” and “Potential and Openness to Plan the Succession of Leadership in Nursing,” the latter being divided into two subcategories: “Nursing leadership in the hospital five years from now” and “Strengths for the implementation of a leadership succession plan”.Conclusion:from the results, positive aspects of the diagnosis of the leadership profile in the institution that favor the development of succession planning were verified. In addition, it was possible to perceive the necessity of the development of this planning in the hospital and its importance for the succession of leadership in Nursing. In this context, this study presents itself with an innovative character for exposing a theme that aims to potentiate the future of Nursing.
Highlights
The succession of leaderships is a challenge in the management of human capital due to the shortage of professionals with profiles required to manage people, considering the diversity of skills required in the context of the world of work.The absence of people capable of succeeding the leaders limits the growth and development of an organization
As the data from this study indicate, a survey indicates that generation Y professionals will assume leadership positions in the coming decades . [32] For this reason, identifying high-potential internal intellectual capital is critical to the success of Succession Planning in Nursing[8,10,18,33,34,35,36]
The willingness of the group studied to undertake a leadership succession project is clear, it is evident that this is a process that involves an emotional dimension little studied in the literature
Summary
The succession of leaderships is a challenge in the management of human capital due to the shortage of professionals with profiles required to manage people, considering the diversity of skills required in the context of the world of work.The absence of people capable of succeeding the leaders limits the growth and development of an organization. The succession of leaderships is a challenge in the management of human capital due to the shortage of professionals with profiles required to manage people, considering the diversity of skills required in the context of the world of work. Leadership is understood as the ability to influence people to their commitment to the purposes of an organization, identifying and valuing their talents [2]. In this perspective, leadership does not concern positions, status or privileges, but rather a model to be followed by its moral and ethical examples. Leadership succession studies are modeled on leadership models that value the best performance of followers for organizational success and job satisfaction[3]
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