THE IMPACT OF MANAGEMENT SUCCESSION IN AN ORGANIZATION’S GOAL ATTAINMENT (A CASE STUDY OF ENUGU STATE HOUSING DEVELOPMENT CORPORATION)
ABSTRACT
This research work looked into the Impact of Management Succession in an Organization’s goal attainment. A case study of Enugu State Housing Development Corporation.
The average Nigeria orientation towards succeeding an outgoing executive of management staff is simply steeping into the vacuum created by the exist of the former executive and continue from there.
However, because of the complexities and relevance of management activities in socio-economic life visa vis organisation, ministries, firms, and even the informal organisation management succession system has to be strategically structured and tactically evolutionary in order to ensure an uninterrupted continues flow of management function from one generation to another. Relevant data were analyzed and statistically where some findings were made.
That life is procedural and continuous and an such society looks on business endeavor of any firm for the fulfillment of social and economic requirement of it’s members.
That for requirements of the members to be fulfilled on a continuous condition then there must be adequate structure plan.
TABLE OF CONTENT
1.1 Background of the study - - -
1.2 Statement of the problem - - -
1.3 Purpose of the study - - - - -
1.4 Scope of the study - - - -
1.5 Research Question - - - - -
1.6 Significance of the study - - -
1.7 Limitation of the study - - - -
1.8 Definitions of Terms - - - - -
Reference - - - - - - -
2.1 Succession planning- Meaning and concept
2.2 Modalities for success in organization -
2.3 Necessity for management succession -
2.4 Succession- planning and organizational attainment -
Reference - - - - - - -
Reference - - - - - - -
Data presentation
Discussion, Recommendation and conclusion -
5.1 discussion of result or findings - -
5.2 conclusion - - - - - -
5.3 Implication of the research findings - -
5.4 Recommendation - - - - -
Bibliography
Appendix
CHAPTER ONE
Since Independence in 1960, Nigeria has witnessed a tremendous growth and increase in organization whose role to a large extent have been tailored to fulfill national aspirations. The expediency for personal and or organization objectives has let to government emphasis on training and development of human resources especially those on the managerial cadre.
Despite government effort there is a basic truth about present day class of young executives. A good number of them become unsuccessful in reaching their goods because of inadequate planning by management to accommodate their skills and experience especially at the top level of an organization. Consequently, this study is aimed at exposing and identifying the defects in management style and it is the aim of this study to do this by first identifying the development of human resources. Secondary this study will emphasis on certain position in an organization, which requires conscience activities according to Druker (1975).
This is because the conscience activities and of course the extent to which it is been excluded determines the survival of the organization. One important factor to be borne in mind here is that the managers of the organization should be persons of competence, hardwork, dedication and thoughtfulness. A Doyen in management, Abebe (1980) in one of his interviews was of the view that “managers must possess in satiable desire to learn and must be leaders and not bosses and must have absolute loyalty and commitment. Equally important according to him are qualities such as integrity, fairness, intellect, ability to work with others and possession of basic common sense”.
These qualities can be converted to reality by good management succession planning therefore management succession planning is an important ability because it looks at the manager as some one who can be fully integrated by development efforts in the organization.
Like most human endeavor there are problems which organizations are confronted with in the process of managing their workforce. This research seeks to bring out these problems, which work against the establishment of effective standards of management succession plane. Above all, the imposition of great responsibilities on business institutions of every sort makes the demand for the establishment of effective standards of management succession plan more paramount. To this end, our top management can therefore not afford to make nonsense of these invaluable position by failing to make adequate provision for the supply of top mangers for the father. Important questions that need to be answered by managers of organizations are what is our business and what should it be. It is only when this question if correctly answered that management personnel can come to the realization that the future of present decisions can be assured if good men are available to implement them when they mature Abebe States that, from the day he was told that he is going to be appointed chairman in succession to the former chairman and managing director. They started thinking of his succession as well in order to give him relevant development training and expose him to other parts of the business. He had wished that his companies could take the question of succession planning much more serious. Management being at a tangible activity has its own style and tested techniques, tools and skills. The manager must anticipate and make provision to accommodate future contingencies changes in technology and government regulations. According to Elvers (1980) “We live in a world which is constantly, facing technological change, e.g. Manual typewriter replaced with a electric typewriter and later with computer, counting machine replaced instead of calculator formerly used, Telephone reduces the need for messengers. Certainly, all organizations will continue to be effected by such changes in technology. Similarly, many of you are expecting the new elected officials to make an impact on business, which must in turn make changes. Irrespective of what new governmental officials do, all who are managers in an organization, whether a business or a governmental agency are subjected to conditions which will require that managers institute changes. These conditions may include business growth, turn out of employees, Implementation of new programmers or products, business recession, increase in competition new governmental policies, and technological development. To be able to carryout these, the manager most possess developed skill, in order to be able to handle uncertain tie of tomorrow’s business circumstances. Ideally, only arise management will realize that most decision taken or made today may not come to pass in their working life time and such make preparations for the future and where this is failed to be done, the effect usually ends in abrupt closure of organization, creation of unemployment and any other associable social vices.
The principle of succession is as old as the history or the world itself. Every human endeavor is characterized by tests, survival and succession in the course of time, because some where and sometime people have been able to take up from there their predecessors stopped in order that continuity is guarranted.
In the words of worth (1974) “Management succession planning is a process. It starts from management manpower planning to staff and development, organizational performance, appraisal and analysis, manpower inventory ends in the final decision to re-allocate the human elements in the organization.
Obviously, in planning, organization, directing, controlling and co-ordinating all human activities as of problems are encountered.
To this end, this study will, while trying to examine management succession in Enugu State housing Development corporation, highlight problem, prospects and manner of management succession in this corporation.
This research among many things will try to underscore the following;
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