Succession Planning Strategy Research Articles

The Nurse Manager's Guide to an Intergenerational Workforce

Today’s health care teams include nurses from 4 very different generations working together. These different generations can influence the success of common issues in the workplace like scheduling, use of technology, and communicating with physicians and patients. Veteran nurses may complain that new nurses do not have the same work ethic as older nurses and new nurses may expect to work only day shifts and no weekends. These generational differences can cause conflict if they are not understood and respected.The Nurse Manager’s Guide to an Intergenerational Workforce is an easy-to-read book written for managers, but it is a good resource for clinical nurse specialists, educators, charge nurses, and bedside nurses seeking an understanding of why a colleague responds in an unfamiliar manner. The book is divided into 7 chapters beginning with an introduction to the current workforce. This is followed by a discussion about the various attributes and characteristics of each generation. The next 3 chapters delve into common trouble areas such as communication and self-expression, transition, performance management, succession planning, and recruitment and retention strategies. One chapter addresses how the generational differences affect the patient.The book is full of useful tips, concrete examples, and recommendations that can become a part of the nurse manager’s arsenal to effectively create a cohesive, respectful unit environment. Understanding the perspectives of each of the 4 different generations is a required competency for today’s nursing leaders. This book is a good resource to assist with developing this skill.Mary Pat Aust is a clinical practice specialist at the American Association of Critical-Care Nurses in Aliso Viejo, California.

Relationship between Succession Planning and Retirement Variables Among Family Businesses in India: A Cross Gender Study

This study investigates the relationship between retirement planning and succession planning in the family businesses in India across gender. Data was collected from 80 i.e. 40 female and 40 male CEOs of small and medium sized family businesses in India with help of a structured self administered questionnaire. Confirmatory factor analysis (CFA) in LISREL (8.70) was done to check the validity of the scale. Results of the study strongly suggest that though there were certain visible differences across gender, succession planning in Indian family businesses is typically an unplanned affair. The relationship between succession planning and retirement planning varies across gender. Therefore, indicating that the dimensions of strategy planning and implementation need to change according to gender. The results of the study highlight the patriarchal nature of the Indian family businesses even the ones run by female CEOs. The results indicated that top ranking dimension across gender for CEOs is relationship with family after retirement but the rating across the dimensions changes between male and female CEOs. The results indicated that the planning for retirement needs was unique across gender in Indian Family Businesses. Analysis highlighted that there was significant difference in the variables of retirement which influenced succession planning across gender. In case of males succession planning was strongly correlated to retiree well being and development, continuity and viability of the enterprise and ownership and succession planning. While for females it was strongly correlated to one variable i.e. ownership and succession planning. Regression analysis indicated that for males well being dimension of retirement influences succession planning most strongly i.e. increasing well being one unit will increase chances of successful succession planning by 8.223. As for females results indicated that ownership dimension of retirement influenced succession planning strongly i.e. increasing ownership by one unit will increase chances of successful succession planning by 3.513. Because of different problems faced by genders in running their businesses Indian female entrepreneurs were found to be more concerned about ownership transfer of their enterprise than other variables of their retired life. The study will help the family business owner/managers, advisors, consultants and/or researchers in developing a proactive succession planning strategy formulation and implementation. The research will also contributes to the growing body of knowledge establishing links between the retirement and succession planning.

Leadership Development for Faculty Women at The Ohio State University

The Problem. Universities struggle to create cultures that provide a welcoming home for women and underrepresented minorities. Department chairs often emerge reluctantly from among the faculty and are ill prepared to engage faculty and staff to achieve deep culture change, yet their role is vital if such change is to occur. The Solution. Recognizing a need for a completely new type of leader, Ohio State created the President and Provost’s Leadership Institute (PPLI) to develop a pool of women and underrepresented minority faculty who might move into leadership positions. The Stakeholders. The PPLI can provide a useful template for HRD practitioners who wish to tailor leadership development and succession planning strategies to address higher education’s unique culture and leadership pool challenges. For institutions interested in broadening the diversity of individuals prepared to lead, and developing leaders prepared to lead change, the PPLI is an example of one successful approach.

Succession planning and leadership development for school principals: comparing English and South African approaches

Succession planning has become increasingly important because of the shortage of headship applicants in England, and in many other countries. Leadership development is a central part of any succession planning strategy. This article compares the findings from two longitudinal studies, in England and South Africa, where the governments are seeking to improve the supply and quality of school principals, and links them to the literature. The article concludes that ensuring a good supply of able principals requires a proactive approach and should not be left to chance.

Establishing a Multicentre Clinical Research Network: Lessons Learned

Within many health care disciplines, research networks have emerged to connect researchers who are physically separated, to facilitate sharing of expertise and resources, and to exchange valuable skills. A multicentre research network committed to studying difficult cancer pain problems was launched in 2004 as part of a Canadian initiative to increase palliative and end-of-life care research capacity. Funding was received for 5 years to support network activities. Mid-way through the 5-year granting period, an external review panel provided a formal mid-grant evaluation. Concurrently, an internal evaluation of the network by survey of its members was conducted. Based on feedback from both evaluations and on a review of the literature, we identified several components believed to be relevant to the development of a successful clinical cancer research network. THESE COMMON ELEMENTS OF SUCCESSFUL CLINICAL CANCER RESEARCH NETWORKS WERE IDENTIFIED: shared vision, formal governance policies and terms of reference, infrastructure support, regular and effective communication, an accountability framework, a succession planning strategy to address membership change over time, multiple strategies to engage network members, regular review of goals and timelines, and a balance between structure and creativity. In establishing and conducting a multi-year, multicentre clinical cancer research network, network members were led to reflect on the factors that contributed most to the achievement of network goals. Several specific factors were identified that seemed to be highly relevant in promoting success. These observations are presented to foster further discussion on the successful design and operation of research networks.

Recruiting, Retention, and Succession Planning of Accountants: An Investigation of the Determinants of Career Choice for Accounting Students

The accounting profession has attracted students for decades and copious studies have been conducted on the topic of career choice and the factors that influence the decision to pursue a career in the field of accounting. All firms across industries need accountants whether on staff or partially outsourced, and each firm is faced with the challenging task of recruitment, retention, and succession planning of accountants. The task encompasses finding the right candidate for the job, with proper qualification and motivation who can support the long-term growth and prosperity of the firm. Educational institutions are challenged in enrolling, and retaining students who choose the major and a career in accounting however a rather high attrition rate concerns all stakeholders. While many students complete their degree and continue their career in accounting, others choose otherwise. This study investigates the determining factors that influence a student to pursue a study and a career in accounting seen from different angles: from the accounting students’ point of view, from the practitioners in the field, and from the educators’ perspective. The results offer the stakeholders a fresh view by taking into consideration all environmental factors both intrinsic and extrinsic that influence a person in the decision making whether to pursue a career in accounting. Not surprisingly monetary reward is not the top influential factor instead: career advancement opportunity, prestige, fulfillment of psychological needs, social status, job security, higher earning potential, low variability of income ease of access to job opportunity, choice to work for large or small companies, job are available across industries and in desired geographic location are among the chief factors that have a significant influence in the career choice of a student pursuing a career in accounting. The results of the study will benefit all stakeholders in the recruitment, retention, and succession planning strategy of accountants.

Towards quality CLIL: successful planning and teaching strategies

El aprendizaje integrado de contenidos y lengua extranjera (AICLE/CLIL) está tomando un impulso considerable, prueba de ello es que está siendo integrado en los programas académicos de toda Europa. Sin embargo, hay todavía una falta de materiales didácticos adecuados para su práctica, y queda todavía por desarrollar un enfoque CLIL integral e integrador. Existe la legítima preocupación de que los educadores no lleguen a alcanzar el potencial inherente del enfoque AICLE sino adoptan una mental idad AICLE y unas competencias metodológicas idóneas para hacer que este enfoque innovador cobre vida y asegurar un proceso de enseñanza y aprendizaje de calidad. Este artículo intenta refer i rse a este problema estableciendo criterios de calidad que ayuden a conseguir una enseñanza y aprendizaje CLIL exitoso y sostenible, e introduciendo una herramienta de planificación flexible, que permite a los docentes desarrollar materiales innovadores basados en el marco de las 4 Cs (Coyle).

A new approach to headship

A good succession planning strategy is more important than ever to ensure transition runs smoothly for both the aspiring head, the existing head and the school. Headteacher Update looks at how new models of leadership can help with this, allowing aspiring

LABOUR LEADERSHIP ELECTIONS FROM WILSON TO BROWN: IDEOLOGICAL FACTIONS AND SUCCESSION PLANNING STRATEGIES

This paper examines the succession planning strategies deployed by ideological factions at the level of the parliamentary Labour Party (PLP) in party leadership elections since 1963. The paper seeks to evaluate the short term tactics and long term strategies pursued by the ‘socialist left’ and the ‘social democratic right’ to enhance the prospect of their faction securing the lineage on the party leadership. The analysis will be undertaken by considering two key aspects of party leadership selection: first, ideological factions and the processes within which they determine, or fail to determine, who ‘their’ candidate should be; and, second, the importance of party leadership selection rules and the significance of the left’s commitment to shifting from a PLP ballot to an Electoral College based on their assumption that this would aid their succession planning. Incorporating analysis of each of the leadership contests since 1963, the paper suggests that the inability of the left to pass the threshold for participation in 2007 was a reflection of their tactical and strategic miscalculations in terms of succession planning dating back to 1980.

Planning for sustainable utility infrastructure

Sustainability checklists are designed to provide practical tools (including indicators) that help with planning and measuring sustainability within new developments and redevelopment schemes. Unfortunately, a checklist – due to its very nature – tends to consider elements of sustainability in isolation, narrowing it to a set of individual tick boxes. Successful planning strategies for sustainable utility infrastructure require a more holistic approach that considers elements of water, energy and infrastructure in tandem rather than isolation, therefore suggesting that a checklist approach may not be wholly appropriate. By critically examining the 2007 version of the sustainability checklist for south-east England with respect to 12 questions that relate to sustainable utility infrastructure alone (five for energy, four for water and three for infrastructure provision) this argument is explored further. The thorough examination provided in this paper serves to analyse the framing of the questions used in the checklist and test the validity of the aims and scoring method used (including weightings). This paper also examines whether these questions can jointly form a successful holistic strategy for infrastructure, not least in terms of the ability to ensure that supply meets demand.

Canadian Thoracic Society Governance Review

Canadian Thoracic Society Governance Review

Issues in library human resources management

PurposeThe purpose of this paper is to provide a discussion of the benefits of succession planning and open communication between administration and staff when an employee leaves their employment at the library.Design/methodology/approachThis paper used the personal expertise of the author who has been a professor of human resources management as well as a library consultant to all types of libraries for over 15 years.FindingsThis paper proposes that every library organization should follow a five‐step succession planning strategy to guarantee a smooth transition when an employee leaves for whatever reason. The paper also proposes an open and honest communication policy when an employee is terminated to ease the anxiety of the rest of the staff.Originality/valueThis paper helps the library director and the library department manager more intelligently handle the necessary transitions when an employee leaves their employment.

Succession Planning

Succession planning for staff and managers starts with a clear vision and strategic plan. It includes hiring, developing, and coaching all employees to meet new competencies. The implementation of succession planning requires commitment, vigilance, and engagement by all members of the nursing department. Partnerships with human resources and the education department are key for success. The author shares one medical center's experience with succession planning and ongoing strategies for success.

Leading Tomorrow's Healthcare Organizations

Hospitals and health systems today are challenged by the lack of consistent workforce planning which has resulted in a significant dearth of effective succession planning strategies and tactics for the executive suite as well as middle management. This article discusses how the healthcare industry lags behind other corporate organizations in creating a succession plan and in retaining top leadership talent. It also provides practical approaches for succession planning in healthcare and identifies the key elements of succession planning for the chief executive officer and other senior leaders.

Preparing the Next Generation of Senior Nursing Leaders in Canada: Perceptions of Role Competencies and Barriers from the Perspectives of Inhabitants and Aspirants

This paper describes the findings of a two-part study designed to elicit preliminary answers to the questions: "How do incumbents and potential aspirants describe key role functions and competencies associated with senior nursing leadership positions in Canada?" and "What Lessons can be drawn for considerations of leadership succession planning?" The study was undertaken to develop a grounded knowledge framework upon which to develop national and local strategies. Such knowledge may help minimize the impact of an impending crisis by identifying gaps between expectations and reality in order to support proactive succession planning strategies and sustain senior leadership in Canadian nursing.