InsideNCTSN: NRC Leadership Transition

2005 ◽  
Author(s):  
2018 ◽  
Vol 6 (2) ◽  
pp. 227-251
Author(s):  
Boo Teik Khoo

AbstractMalaysian politics has been turbulent over the past two decades, as seen in the damaged tradition of leadership transition, non-violent revolts against successive regimes, and unstable realignments of opposing forces. Two startling symptoms point to disorder. One is the heavy electoral losses and loss of legitimacy suffered by the post-Mahathir regimes. The other is the political re-entry of Anwar Ibrahim and Mahathir Mohamad. The persisting turbulence raises certain questions. Why has the ruling party, the United Malays National Organization, been susceptible to internal fighting, being at once a source of hegemonic stability and systemic instability? Why has the apex of the United Malays National Organization repeatedly jeopardised its traditions of leadership succession? Why has one leader, Mahathir Mohamad, been involved in all the disputes? How did the crisis of the party, not just the regime, become intimately tied to economic crisis? Conventional paradigmatic explanations of Malaysian politics – inter-ethnic rivalry in a plural society, elite solidarity, and regime type (semi-democratic, hybrid, or competitive authoritarian) – are of little help even if ethnicity, elite conduct, and authoritarian rule are relevant. Instead, this essay suggests that the turbulence is part of a long trajectory of oligarchic reconstitution bound to a peculiar nexus of state, ethnicity, and class. The paper does not construct a theory of Malaysian politics. It offers a historically informed exploration of a leitmotif of an unfinished project that runs through much of the past 20 years of political conflict and struggle.


2020 ◽  
pp. 1-22
Author(s):  
Grisel Meléndez-Ramos

This paper explores succession phenomena in four Puerto Rican businesses. The main conclusion is that there are differences between the succession pro-cess for daughters and sons because of a stereotypical concept of women’s role and leadership within businesses. Daughters appear to have full access to presidency only when the father dies. Before that, daughters exercise a periph-eral leadership within the organization to construct their leadership space and, at the same time, transmit the values of the business. Opposed to daughters, sons achieve full presidency power and leadership upon confrontation with the father. Main sources of resistance in leadership transition from father to daughters came from external constituencies.


2021 ◽  
pp. 104225872110384
Author(s):  
Weiwen Li ◽  
Garry D. Bruton ◽  
Xinchun Li ◽  
Shuang Wang

A transgenerational leadership transition is one of the most critical events in the life cycle of family firms. Drawing upon the myopic loss aversion (MLA) perspective, we argue that outgoing leaders and other company stakeholders tend to closely watch the later-generation successors immediately after a transgenerational succession, and thus the successors will focus on short-term developments and invest less in R&D activities. Employing the difference-in-differences approach, we find empirical support for our argument that transgenerational succession decreases R&D intensity. The negative effect of transgenerational succession is more pronounced when the later-generation successors suffer from a higher level of MLA.


Author(s):  
Diana Fu ◽  
Greg Distelhorst

How does China manage political participation? This chapter analyzes changing opportunities for participation in the leadership transition from Hu Jintao to Xi Jinping. Contentious political participation—where individuals and independent organizations engage in protest and other disruptive behavior—has been further curtailed under Xi’s leadership. Yet institutional participation by ordinary citizens through quasi-democratic institutions appears unaffected and is even trending up in certain sectors. Manipulation of the political opportunity structure is likely strategic behavior on the part of authoritarian rulers, as they seek to incorporate or appease the discontented. The political opportunity structure in non-democracies is therefore multifaceted: one channel of participation can close as others expand.


2019 ◽  
Vol 18 (3) ◽  
pp. 456-482
Author(s):  
Laurie Krigman ◽  
Mia L. Rivolta

Purpose This paper aims to investigate the roles of non-CEO inside directors (NCIDs) in the new CEO-firm matching process using the context of unplanned CEO departures when immediate CEO succession planning becomes a sole board responsibility. Although critics argue that inside directors decrease the monitoring effectiveness of a board, inside directors arguably possess superior firm-specific experience and knowledge that can be beneficial during the leadership transition. Design/methodology/approach The authors use a comprehensive, manually collected data set of unplanned CEO departures from 1993 to 2012. Findings The authors find that NCIDs play an important role in the CEO transitioning process. They help firms identify qualified inside replacements and provide stability as the new permanent or interim CEO. In addition, NCIDs facilitate the transfer of information and help the new external CEOs succeed. They show that the longer the NCID stays with the company, the longer the tenure of the new CEO. They also document that the presence of NCIDs improves operating and stock performance; especially when the new CEO is hired from outside of the firm. Practical implications The impact of NCIDs is particularly important when the firm hires an outsider as the new CEO. These results suggest that board composition affects frictions in the CEO labor market. Originality/value The literature has predominantly focused on the downside of having inside directors. Too many inside directors on a firm’s board is often associated with ineffective boards and entrenchment. To the contrary, the authors focus on a potential benefit of having inside directors.


2018 ◽  
Vol 9 (2) ◽  
pp. 172
Author(s):  
Mia L. Rivolta

This paper analyzes firms’ choice of replacement CEOs after unexpected CEO turnovers, and the impact of the replacement decision on shareholder wealth. More specifically, I investigate whether the selection of replacement CEOs from the board facilitates a smoother leadership transition. I find that while selecting replacement CEO from existing board members allows the company to quickly fill the CEO position, thereby reducing uncertainty and transitional costs (measured by new CEO turnover, senior management turnover and delay), it may not be beneficial to shareholders. I provide evidence that replacing departing CEO with a board member is negatively associated with stock performance for up to two years. This paper is a step forward towards the understanding of the roles boards play in the CEO succession and new CEO hiring process.


Author(s):  
Chang-E Liu ◽  
Chenhong Hu ◽  
Wei Xie ◽  
Tingting Liu ◽  
Wei He

Extant research on work-related identity discrepancy mostly has probed its effects on employees’ attitudes and emotions but has paid little attention to its impact on employee behaviors. Drawing on self-discrepancy theory, we examined the influencing mechanism and conditions of work-related identity discrepancy on employee innovation behavior. With data collected from 563 employees who personally experienced leadership transition in the workplace, we found that work-related identity discrepancy predicts employee innovation behavior through workplace anxiety. We also discovered that employees’ personality traits—promotion regulatory focus and prevention regulatory focus in particular—can intensify or buffer the negative relationship between work-related identity discrepancy and employee innovation behavior. We further discuss the conceptual and practical implications of these findings.


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