The Impact of Succession Management on Small and Medium Enterprises’ Sustainability in Lagos State, Nigeria

This study investigated the impact of succession management on small and medium enterprises’ (SMEs’) sustainability in Lagos, Nigeria. The study adopted a descriptive survey research method and its participants were selected from five SMEs across Lagos State, based on their number of years of operating, staff strength, and branch locations. The enterprises included Gnakk Enterprises, Dreamville School, Vitus Cosmetics, Osi Ventures, and Chijioke Frozen Foods. The Pearson product moment correlation coefficient was used to analyze the hypotheses, which revealed that succession management had a positive correlation (r = 0.934, p-value < 0.05) with corporate sustainability amongst SMEs in Lagos State, Nigeria. Hence, the study concluded that in respect of strategic recruitment, succession management attracts and assists to retain a high performing skilled labour force.

Preparing the Next Generation of Institutional Leaders Strategic Supports for Mid-Career Faculty

Calls for leadership development and associated supports for faculty members are growing in prominence in higher education. Yet, traditional leadership development efforts in higher education fail to account for both individual and institutional needs as critical to fostering a leadership pipeline with multiple entry points. This manuscript offers succession management and onboarding as important and necessary steps to facilitating a more deliberate, strategic approach to supporting the next generation of institutional leaders – mid-career faculty members.

EFFECT OF SUCCESSION MANAGEMENT ON SUSTAINABILITY OF SMALL AND MEDIUM SCALE ENTERPRISES (SMEs) IN SOUTH EAST NIGERIA

Many prominent and even internationally acclaimed business organizations have gone into extinction due to succession management challenges, notwithstanding their richly endowed financial and material resources. Succession management ensures seamless transition of managerial decision making of a firm to the next generation when the owner is no longer part of the business. The study investigated the effect of succession management on sustainability of Small and Medium Scale Enterprises (SMEs) in South East, Nigeria. However, the specific objectives were to ascertain the effect of competitive intelligence on the growth of SMEs; and to determine the effect of technological advancements on competitive advantage of SMEs in South East Nigeria. The study is anchored on Elgar’s Performance Theory of organization and the Resource Based Firm theory which emphasizes that the physical, organizational strategies, financial and human resources have the potential to provide firms with sustainable competitive advantage. The study adopted the survey research method, making use of structured questionnaire as instruments for data collection. Data were collected from primary and secondary sources. Hypotheses were tested using Pearson Product Moment Correlation Coefficient and the simple linear regression. It was found that succession management through well-conceived competitive intelligence positively affected the growth of SMEs; technological advancements positively affected competitive advantage of SMEs. It was, therefore, concluded that succession management through competitive intelligence and technological advancement positively affected the sustainability of SMEs through firm growth and competitive advantage. The study recommended that for SMEs to be sustained and enhance its operational life span, effective succession management should be adopted growth and competitive advantage. The study recommended that for SMEs to be sustained and enhance its operational life span, effective succession management should be adopted. JEL: B10; A02; C06 <p> </p><p><strong> Article visualizations:</strong></p><p><img src="/-counters-/edu_01/0851/a.php" alt="Hit counter" /></p>

Act on the Succession Management of a Natural Person: As an Example of a Legal Regulation Modifying the System of Private and Public Law

Ustawa o zarządzie sukcesyjnym przedsiębiorstwem osoby fizycznej jako przykład regulacji prawnej zmieniającej system prawa prywatnego i publicznego Celem niniejszej publikacji jest przedstawienie wybranych zmian wprowadzonych do polskiego porządku prawnego przez ustawę o zarządzie sukcesyjnym przedsiębiorstwem osoby fizycznej. Ustawa jest odpowiedzią na wiele praktycznych problemów związanych ze śmiercią przedsiębiorcy i losami jego przedsiębiorstwa. Polski ustawodawca zauważył jednak, że nie wystarczy wprowadzić jedynie kolejnej instytucji prawa spadkowego w postaci zarządu sukcesyjnego, ale uznał, że osiągnięcie celów wymaga szerszego podejścia, począwszy od prawa cywilnego, poprzez prawo pracy, aż po regulacje publicznoprawne, tj. przepisy administracyjne i podatkowe. Dlatego też istotne jest przedstawienie wybranych zmian w zakresie regulacji prywatnoprawnych i publicznoprawnych w związku z wprowadzeniem ustawy. O złożoności regulowanej problematyki świadczy długa lista znowelizowanych aktów prawnych.

The Influence of Succession Management and Performance Employee to Corporate Success (Analysis In PT Prisma Group)

The purpose of this research is to understand comprehensively on the implementation of corporate success as a tool for the business world for formulating company policies that are very useful in the field of human resource management, by applying variables that have a large influence consisting of succession management and performance employee. The sample that was studies was 365 employees from the total population of the population of all PT Pisma Group employees which was divided into 5 subsidiaries as many as 4,204 employees were carried out in three company locations: Semarang, Pekalongan and Surabaya, using the questionnaire method in testing the data generated is valid and reliable. Data analysis techniques use quantitative methods with path analysis methods. This study concludes that corporate success is directly related to the existence of succession management and employee performance. Succession management requires that employee performance against the company be clear and measurable and cannot stand alone. Employee performance appraisal must be consistent and integrated with well-agreed succession management, so that the company is able to get reliable and prospective professional company leaders are able to support the company in the future to be very competitive, to the desired company success.

The Modeling of Succession Management in the Faculty Members of Kermanshah University of Medical Sciences: A Grounded Theory

Background: One of the strategic requirements of any organization is to have a plan for the replacement of managers, the process of which is known as succession management. Universities also need succession management. Objectives: The present study aimed to propose a valid model for succession management in medical universities. Methods: This qualitative study was conducted with a mixed sequential exploratory design in three stages. In the first stage, 29 articles were reviewed, and in the second stage, 12 semi-structured interviews were encoded with open, axial, and selective coding. The quantitative section was performed using 205 researcher-made questionnaires. Results: In total, 30 components emerged as the paradigmatic model. Some components have been reported in previous studies, and the most important dimensions emphasized by the faculty members in this study included managerial skills, senior management beliefs, the complexity of the environment, intradepartmental interactions, extracurricular pressures, organizational misconduct, the crisis of capable executives, provincial indigenous management, intra-university administrators, non-competitive rewards, physical and mental fitness, academic independence, use of scientific models, and promotion of the counseling culture. These components were related to the central issue of the organizational influential factors in succession management. Conclusions: According to the results, organizational factors such as merit-based human resource management, organizational culture, knowledge-based management, and the use of scientific models played a key role in the establishment of succession management in medical universities due to their impact on preparation, facilitation, and motivation.