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The authoritarian succession literature indicates that non-democratic regimes install rules and institutions that supposedly ensure a smooth transition from ruler to a chosen successor. However, this scholarship cannot explain why some authoritarian successions happen as planned while others end in surprising violence. This article unpacks the puzzle of the transition of power from Nursultan Nazarbayev (1991–2019) to Kassym-Jomart Tokayev (2019–present) in autocratic Kazakhstan. Based on in-depth interviews with more than 15 informants and the analysis of media and secondary sources, we explore why and how the planned succession in Kazakhstan resulted in the bloodshed known as the 2022 Bloody January (Qandy Qantar). We demonstrate that two factors derailed the succession plan: the configuration of authoritarian rules and the presence of political ambitions of Tokayev. Our main argument is that the Nazarbayev succession plan led to elite disunity, escalating the political conflict into the violent 2022 Bloody January. [ABSTRACT FROM AUTHOR]

This research investigated the perceptions of family-owned small enterprises on the reasons of the absence of written succession plans, and the implications of the proposed successful succession framework. Quantitative research was used, and the study is descriptive and explanatory in nature. Family-owned small enterprises based in the Gauteng province of South Africa were the population of this study. The unit of analysis was thus the owners/founders and managers of the enterprises. A total of 257 valid questionnaires were returned from the sampled 384 family-owned small businesses, yielding a response rate of 66%. The results showed that family-owned small enterprises appreciate the importance of succession planning, however, they do not regard it as an urgent undertaking. They believe that succession planning is only about successor selection. The results also divulged that the lack of written succession plans is influenced by several reasons, namely, the entrepreneur never thought of succession planning, family members are not interested in taking over the business, the business is still small, and the children are still young. In response to the findings, the research proposes a successful succession planning framework and its implications to assist small family-owned enterprises to plan for succession. [ABSTRACT FROM AUTHOR]

Purpose: The principal objective of this study is to identify and recommend auspicious research directions within the field of family business research, with a specific focus on the wealth creator. In conjunction with these research trajectories, the paper also aims to elucidate the potential implications of cultivating these lines of inquiry on the existing family business literature. Design/methodology/approach: This perspective paper adopts a comprehensive approach to examine the multifaceted role of the wealth creator in the context of family businesses. It reviews the last decades of research that resulted in the identification of this role within family business and proposes future research avenues to further address their characterization and importance. Findings: Investigating the wealth creator's attributes can provide insights into their role, the importance of timely identification and its preparatory elements. Furthermore, this exploration can shed light on the dynamics of inter-family relationships within family businesses and enrich the literature on power transition and continuity in family enterprises. Additionally, the maturation of the wealth creator concept may significantly impact the management of wealth portfolios, facilitating smoother wealth transfer, strategic portfolio management and the preservation of multi-generational wealth. Originality/value: This research offers a diverse understanding of the role of the wealth creator in family businesses. The findings also enhance the comprehension of family business dynamics, enriching the literature on succession. Lastly, the offered research avenues contribute to addressing the challenges of sustaining family wealth and ensuring the continuity of family businesses across generations. [ABSTRACT FROM AUTHOR]

The article analyzes the failure of the taxpayer in Connelly v. United States and its impact on business succession and estate tax planning. It summarizes the U.S. Supreme Court's opinion on the value of corporate-owned life insurance policy on the decedent's life and shares redemption when determining corporate shares value for estate tax purposes. It discusses the effect of purchase agreements on the valuation of life insurance proceeds in determining the fair market value of a business.

This research aims to evaluate the role of artificial intelligence (AI) in leadership succession planning of the State Civil Apparatus (ASN) in the Nias Regency Government. A combination of qualitative and quantitative research methods was used, with in-depth interviews and analysis of performance data using AI. The research was conducted from July to August 2024 at the Office of the Regent of Nias, North Sumatra. The results showed that the application of AI improved efficiency and objectivity in the succession process, with AI's ability to deeply analyze ASN performance data and identify the right candidates for promotion. However, challenges such as limited resources, additional training needs, and data management must be overcome. The conclusion of this study is that AI can improve leadership succession planning in Nias Regency Government by increasing efficiency and reducing bias, provided that implementation challenges are properly addressed. [ABSTRACT FROM AUTHOR]

This paper examined barriers to succession planning of family-owned businesses in Abia state. Specifically, the study determined barriers to succession planning related to: founder, family and employees of family-owned businesses. The paper adopted survey research design. A total of 345 family-owned businesses drawn from Ariaria international market and Umuahia ultra-modern market served as the population of the study. Data were collected using questionnaire. Data were analysed using frequency counts, percentages and weighted mean. Findings show that the founder’srelated barriers to succession planning ranged from fear of death (x̄= 3.5), and reluctance to let go of his leadership position (x̄= 3.7). Family-related barrier included the family’s unwillingness to relinquish their places in the business (x̄= 3.6); as well as, socio-cultural challenges within the environment the business is situated. The employees’ disinclination toward formalization of the business (x̄= 3.4) constituted employee-related barrier. The paper therefore recommended that owners of family businesses should bring in the successor into the family business as early as possible, and also make available to the would-be successor, vital information that has been used to manage the business right from beginning of the business up to the time of the entrepreneur’s exit. [ABSTRACT FROM AUTHOR]

In the last few decades, there have been multiple peer-reviewed articles that suggest academic libraries do not establish appropriate succession plans, nor do they develop the required leadership capacity in their librarians. This article discusses (a) the development of a survey instrument to measure the frequency with which succession planning activities take place in libraries, and (b) the results of a survey study that explored succession planning practices in the Association of Research Libraries (ARL) in the United States. This study utilized a cross-sectional design with a stratified random sample (n = 353) of academic librarians and administrators employed by ARL member libraries. After data analysis, validity and reliability analyses revealed the survey instrument demonstrates acceptable psychometric properties and produced a strong alpha coefficient of.91. Findings also suggest that several factors impact respondents' knowledge of and/or participation in succession planning activities, including their sexual orientation, primary job duties, layers of management in their library hierarchy, and whether or not managers identify and prepare interims for critical positions in their library. [ABSTRACT FROM AUTHOR]

We develop and test a multi‐stakeholder perspective of intrafamily CEO succession by exploring how family CEO successors affect post‐succession firm performance under conditions of sustainable human resource management (sustainable HRM) practices toward employees and top managers, as well as corporate philanthropic activities in the broader community. Using a sample of 414 CEO successions in family firms listed on China's stock exchanges during 2008–2016, we find an insurance‐like effect of both sustainable HRM and corporate philanthropy in enhancing firm performance of family CEO successors. Our results also show that firms with family CEO successors will outperform those with nonfamily counterparts under conditions of high employee compensation, low top management team (TMT) compensation, and long TMT tenure. Our findings suggest that sustainable HRM and corporate philanthropy complement rather than substitute in strengthening family leadership during CEO succession. [ABSTRACT FROM AUTHOR]

In the contemporary landscape of business, talent management has emerged as a strategic imperative for organisations aiming to enhance their performance and ensure long-term sustainability. The recognition of talent management's significance lies in its ability to attract, retain, and nurture key talents within an organisation. This process is particularly crucial for private enterprises, where human capital plays a pivotal role in driving innovation, productivity, and competitive advantage. Talent management operates within the broader framework of succession planning, which itself is a critical component of effective human resource planning. Succession planning involves identifying and developing internal talent to fill key leadership positions as they become vacant. This proactive approach not only mitigates the risks associated with leadership transitions but also ensures continuity and stability within the organization. This study delves into the intricate relationship between talent management and succession planning, specifically focusing on their impact on organizational sustainability. By conducting a comprehensive review of existing literature, the study aims to uncover insights into how talent management practices contribute to shaping effective succession planning strategies. Key areas of investigation include planning practices, training and development initiatives, performance appraisal systems, talent retention strategies, and overall talent management policies. Through the proposed conceptual model, the study seeks to elucidate the dynamics that connect succession planning and organizational sustainability within the context of talent management. By integrating these elements, organizations can better align their talent strategies with long-term sustainability goals, thereby enhancing their resilience and competitive positioning in the Nigerian business landscape.

Succession planning is a commonly employed term in business strategy, referring to the systematic process of transferring leadership responsibilities to another employee to ensure the seamless continuity of an organization's operations. Today, this concept has acquired importance in various industries, including healthcare, with a specific focus on nursing. Several factors led nurse managers to consider preparing potential leaders for primary leadership roles due to the shortage of nurses, significantly impacting healthcare services and patient safety. Because of the importance of this topic, this present bibliometric analysis aims to analyze research studies conducted on succession planning and leadership development in nursing from 2000 to 2023 to identify research trends, key themes, and the evolution of research during this period. The Elsevier Scopus database was utilized for this analysis. This methodology identified (n = 326) journal studies based on the predefined keywords and timeframe. The data derived from this bibliometric analysis offers a robust foundation for conducting a systematic review, enabling a comprehensive synthesis and evaluation of the evidence in this significant field of study. [ABSTRACT FROM AUTHOR]

The influences of gender relations and gender dynamics within family firm succession have been widely studied in recent decades. However, there have been few attempts to synthesise existing results in the field. Thus, this article aims to provide a systematic literature review focusing exclusively on the gendered issues related to family firm succession processes. A comprehensive analysis of 57 journal articles extracted from the Scopus database was conducted. As a result, (1) the topics of gendered influences on daughter’s succession in family firms, (2) gender and succession processes in family firms, and (3) gender and intra-family relationships in family firm succession are identified as the central areas. Based on these findings, a future research agenda is outlined. The paper contributes to the field of family firm research by highlighting the research trends in the gendered analysis of family firm succession, and by pointing out under-researched areas that merit further exploration. [ABSTRACT FROM AUTHOR]

This paper introduces the concept of leadership communities of practice (COP) as a strategy to enhance succession planning and leadership development within the Canadian healthcare context. Drawing upon Prosci's ADKAR methodology as a foundational change management framework, this paper explores the adaptation of COP, originally developed by Lave and Wenger in 1991, to foster collaborative learning. While COP have a long history in business and education sectors, their formal integration into healthcare, specifically leadership development is relatively recent. This paper highlights the necessity of a robust change management approach to effectively introduce COP as a mechanism to enhance leadership development in healthcare settings, highlighting their potential to facilitate knowledge exchange and support social learning among healthcare leaders. [ABSTRACT FROM AUTHOR]

Purpose: This project aims to examine how entrepreneurial orientation and succession planning among Palestinian family businesses positively affects their associated growth potential, considering the mediating role of innovation and the moderation effect of geographic location. Leveraging ethnic entrepreneurship theory, the authors compare these types of enterprises in the USA with their counterparts in Palestine. Design/methodology/approach: This cross-sectional quantitative research analyzes data collected from October through December 2022. 180 Palestinian family-owned firms completed a survey; 90 companies were located in Palestine, while the other 90 were in the USA. Structural equation modeling analysis was conducted using Smart-PLS4. The interrelations of the conceptual framework were examined via path analysis and bootstrapping techniques. Findings: The authors found a statistically significant positive effect of entrepreneurial orientation on Palestinian family business growth; the authors' results concurrently indicated succession planning did not affect growth within the authors' selected population. The authors also discovered innovation mediates the relationship between orientation and growth, and business location appears to moderate this relationship. The authors' research indicates geography appears to favor Palestinian family-owned companies in the USA, where the authors found opportunity-driven immigrant entrepreneurs benefit from the structured business systems in a highly-developed country. Originality/value: Given the current situation in Palestine, it is essential to understand the potential contribution that Palestinian family-owned businesses globally can make to reconstruct the country's local economy. The next few years will be critical in figuring out how innovative thinking can boost the region's recovery and increase Palestinian-based family companies' ability to engage in sustainable entrepreneurship with reinvestment support from its diaspora. Therefore, it is important to have research that identifies factors that could improve these businesses' continued performance and growth potential. This study also aids in further understanding the defining characteristics of Palestinian-owned family firms, enhancing general theories related to entrepreneurship among ethnic and diasporic groups. [ABSTRACT FROM AUTHOR]

Succession planning in leadership is a strategic process used to identify and develop future leaders to fill key organizational positions. This process ensures continuity of leadership and helps maintain the organization's performance over time. Succession planning is essential for critical roles and can be part of a broader strategic plan for talent management. Organizations that are accredited by the American Nurses Credentialing Center (ANCC) in Nursing Continuing Professional Development (NCPD) can benefit from implementing succession planning to drive the stability of its work as an Accredited Provider and confirm that the organization maintains its commitment to quality in providing NCPD. This column describes how the Accredited Provider Program Director (AP-PD) role can benefit from implementing succession planning into the structure of the Accredited Provider processes. [J Contin Educ Nurs. 2024;55(7):321–325.] [ABSTRACT FROM AUTHOR]

In contrast to internal family succession, changes in ownership to nonfamily successors often mean that owners of small and medium-sized enterprises (SMEs) request a selling price. However, SME owners often subconsciously determine a first-offer price based on personal experiences and emotions with their firms. If the first-offer price deviates from the firm's earnings value, company transactions likely fail. Research examines few emotional aspects of the first-offer price and lacks a measurement scale to quantify their influence. We develop this scale, the individual price indicator. The scale consolidates the emotional aspects from the literature based on 136 peer-reviewed articles and validates them in two qualitative studies (n = 4, n = 48) and two quantitative studies (n = 48, n = 495). This paper further offers a preliminary test of the new scale. In addition to owners of SMEs, the scale also helps successors, advisors, and other parties reflect on the owner's rationale for a first-offer price. [ABSTRACT FROM AUTHOR]

The West is the empire that entrepreneurship built. All empires in the past have at some point collapsed. In recent years attention has been turning to concerns that the global economy is facing the polycrisis, and that collapse may be imminent. In this light, this monograph argues that there are at least seven sources of rot that affect entrepreneurship. These sources of rot follow from an analysis of the sources of rot which led to the collapse of the Soviet Union. It is argued that all of these sources of rot are relevant in the West. The West has an increasingly powerful military-industrial complex which thrives on a Warfare Economy, science and research are declining, innovation is being disincentivised, the West is becoming a stop-button society that is seeing technological conservatism just when new technological innovations may most be needed, and the flow of information is increasingly hampering the role of entrepreneurs as knowledge spillover conduits as well as the functioning of democracy. While these factors impacted the Soviet Union, the West is now also facing the end of the hydrocarbon age and has to face the consequences of the financialization of the economy. From the analyses of how these sources of rot undermine entrepreneurial growth, follows two implications. One is that, given that the underlying sources of rot are similar in outline in an empire that has been built by entrepreneurship, and in an empire that has not been, then entrepreneurship is not a solution to avert collapse. A second is that if collapse is not extinction, it may be a reset to a system that has become too costly and too exploitative to maintain. Collapse may be welcomed, and may even be a feature, and not a "bug" of the evolution of society. These implications suggest that the West should be getting busy with succession planning. [ABSTRACT FROM AUTHOR]

Theoretical background: Professional development plays a key role in succession in family businesses. Succession in family businesses means transferring control and ownership of the company from one generation to the next, and choosing the right successor is very important for the future of the company. Therefore, professional development can be a significant factor influencing this decision. Purpose of the article: The article presents professional development as a selected factor that affects succession in family businesses. Research methods: The primary research method chosen for data collection was a survey in the form of a questionnaire. The survey was done through a free online questionnaire – Google Form. This was intended to reach a wider audience from all over the country, so that the respondents would be as representative group as possible. The respondents were contacted through social media messaging and e-mail. This form of data collection was motivated by the desire to obtain responses primarily from young people. While 402 respondents participated in the survey, 305 responses were considered for analysis. Main findings: The following article presents the results of a survey on awareness of the importance of building a career path and professional development and the actual status of the implementation of plans. The survey also addresses issues of satisfaction with respondents’ current working conditions. The current shortage of workers in the labour market and the deepening demographic decline may cause a situation in which a successor does not become a single member of the immediate family. The best effect can be achieved by linking succession planning with the conscious and thorough construction of a career path and professional development based on the family business. The results of the paper relate to research analysing the career decisions of future managers, take into account the impact of the career path on professional development, and contribute to the understanding of the factors analysed in the succession process. [ABSTRACT FROM AUTHOR]

This article presents a synthesis of the leadership and management knowledge and experience gained while participating in project work in health and social care. The first part presents a critical evaluation of leadership and management across health and social care services, with a focus on a multidisciplinary team in a ward setting. The second part presents a critical reflection on a personal leadership and management experience during the project using an appropriate model of reflection, a synthesis of lessons learnt and application to future practice as a registered nurse. A range of theories and frameworks related to leadership, management and team working are critically evaluated and a critical understanding of both political and economic perspectives within today's healthcare system is presented. [ABSTRACT FROM AUTHOR]

Farming is a challenging, stressful and rewarding occupation involving many factors that are beyond farmers' control. The aim of this study was to investigate correlates associated with the anxiety, depression and stress of farmers in Western Australia. Farmers and farm residents (N  = 124) completed an online survey assessing anxiety, depression, stress, farming stressors, social supports, coping strategies and sense of belonging. Higher financial/external trade and societal pressures, family/relationship tension, use of coping strategies such as self-blame, venting, disengagement and planning, lack of succession planning and considering selling the farm, and lower social support and sense of belonging, were associated with higher anxiety, depression and/or stress. The findings highlight the specific impacts of financial and family pressures on poorer mental health status among farmers. Clinical and community interventions that build on naturally occurring strengths, such as family support and community connectedness, are needed. [ABSTRACT FROM AUTHOR]

SYNOPSIS: Partner aspirations (i.e., an employee's desire to make partner) benefit accounting firms by promoting succession planning and reducing unwanted employee turnover. Further, female partner aspirations are critical for firms striving to achieve gender equity at the partner level. Prior research has begun to examine partner aspirations (e.g., Jones and Iyer 2020); however, little is known about how partner and nonpartner attitudes and values differ regarding the benefits and sacrifices required of the partner track. We survey 224 public accounting professionals (101 partners and 123 nonpartners) to systematically compare partner and nonpartner attitudes and values. By identifying mismatches in perceptions between these two groups, our results direct firm leadership to specific issues most detrimental to partner aspirations. Our comparisons by gender provide further insight into specific issues that firms need to address to increase female partner aspirations. [ABSTRACT FROM AUTHOR]

Leadership development and succession planning is a valuable strategy for closing the gender gap and providing an equal chance for males and females to be trained and involved in leadership roles. This strategy is an incredibly effective tool in higher education, where there is a significant disparity between male and female academic leaders. Despite its effectiveness, succession planning remained an overlooked component of the higher education system. Further research studies enhance our understanding of the current state of succession planning and the factors that affect the recruitment and selection of future academic leaders. Hence, this study aims to identify the current women’s leadership development and succession planning practices in public and private universities in Saudi Arabia. A qualitative study was conducted in a Saudi Arabian higher education setting. The interest in Saudi Arabia stems from the fact that succession planning is less likely to be practiced since gender discrimination is apparent when assigning leadership positions. Results indicate that top powers typically select leaders since succession planning is absent in Saudi Arabia’s higher education institutions. In this circumstance, networking and relationships play a significant role, as these institutions have no formalized succession planning process. In a highly gender-segregated society like Saudi Arabia, women are deprived of expanding their networks and showcasing capabilities to male decision-makers. The results of this study further identified the underlying components of the women’s leadership and succession planning process in the Saudi Arabian setting. This study contributes to leadership and succession planning knowledge and its implications, which may extend opportunities for practitioners, consultants, and policymakers to include women in higher education succession planning.

Average cumulative abnormal returns around proxy statements containing "in-depth" disclosures of planning for CEO succession are significantly positive indicating that succession planning is a value-added undertaking. Exploiting a quasi-natural experiment based on a 2009 SEC ruling that induced more succession planning disclosures, we find that succession planning is not value-adding for all firms. Rather, succession planning is value-enhancing for larger, more complex, and more stable firms. Importantly, CEO succession planning appears to be value reducing for smaller, simpler, and less stable firms. [ABSTRACT FROM AUTHOR]

This paper is devoted to asymptotic analysis for a continuous-time risk model with the insurance surplus process and the log-price process of the investment driven by two dependent jump-diffusion processes. We take into account arbitrary dependence between the insurance claims and their corresponding investment return jumps caused by a sequence of systematic factors, whose arrival times constitute a renewal counting process. Under the framework of regular variation, we obtain a simple and unified asymptotic formula for the finite-time ruin probability as the initial wealth becomes large. It turns out that, in the weakly dependent case, the tails of the claims determine the exact decay rate of the finite-time ruin probability while the investment return jumps only contribute to the coefficient of the asymptotic formula; however, in the strongly dependent case, they both produce essential impacts on the finite-time ruin probability which is under-estimated in the weakly dependent case. [ABSTRACT FROM AUTHOR]

Current research study was carried out as an approach to examine the mediating effect of IT infrastructure on the relationship between strategic human resource management (SHRM) (Compensation planning, Recruitment, Succession planning, and Employee development) and organizational performance. Quantitative approach was adopted and an online questionnaire was filled by a convenient sample of (193) human resource managers in chemical and pharmaceutical industries organizations in Jordan. SPSS was used in order to screen and analyze gathered primary data; results of study accepted the hypothesis arguing that strategic human resource management has the ability to influence organizational performance through the mediating influence of IT infrastructure, what is meant by that is SHRM is stronger and more able to perform its tasks with a well-built IT base in the organization which can lead to better managing of employees, and as a results better performance of employees which in its turn helps in increasing the efficiency of organizational performance. Study recommended implementing a human resource management system that is effective and efficient and able to track employee performance and provide feedback. Originality of current research lies in the fact that strategic human resource management effect on organizational performance varies depending on the specific organization and its specific needs. However, some key factors that may influence the impact of HRM on organizational performance include the extent to which SHRM is integrated into the overall business strategy, the extent to which SHRM is focused on developing and managing talent in a costeffective way and the extent to which HRM is aligned with the company's overall mission and vision. [ABSTRACT FROM AUTHOR]

Though the role of Human Resources for Talent Management is well established, there is still a need to identify and develop the best practices for a successful Succession Planning through Talent Management practices in line with organizational sustainability. Future generations need to be identified, developed and retained within the organization to hold the key and critical leadership roles. Finding solutions to current industry issues related to Succession Planning for organizational sustainability in the changing socioeconomic environmental condition by way of in-depth study on best Talent Management practices is the need of hour. [ABSTRACT FROM AUTHOR]

Identifying the factors affecting organizational sustainability is a crucial topic in the field of social science and business research. Especially in family businesses, the most crucial issue is how to maintain corporate sustainability across generations. In this regard, succession planning plays a key role in maintaining the sustainable development of family businesses. From the perspective of socioemotional wealth, this study discusses the motivations and consequences of intrafamily succession by measuring the impact of the internal determining factors of succession planning on family business performance. Based on a sample of 281 Chinese family firms, this study uncovers the relationship between succession planning and organizational performance. The core findings of this study include succession planning is positively related to organizational performance in the matter of the successor's training; succession planning has a positive effect on organizational performance in terms of the successor's self-preparation; and succession planning is positively correlated with organizational performance in the aspect of the relationship between the successor and business. By illustrating that the formulation of succession planning is an essential pursuit for family businesses to preserve sustainability and socioemotional wealth, the results reveal ways to facilitate succession planning through internal factors in the family business. This study contributes to organizational sustainable development literature, family business sustainability studies, and succession management research by validating the positive relationship between succession planning and organizational performance, indicating that succession planning is a vital driving force for achieving organizational sustainability. [ABSTRACT FROM AUTHOR]

The article discusses the background for the visit by 11 students at the University of Illinois at Urbana-Champaign during their 2023 spring break, the "bright futures" theme, and key experiences, reflecting the promise of university-community collaboration. Topics include the commitment of the University of Illinois to community engagement, field trip to the University as experiential learning for possible selves, and successes, challenges, and recommendations.

Copyright of Brazilian Business Law Journal / Administração de Empresas em Revista is the property of Administracao de Empresas em Revista and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Purpose: This paper investigates the impact of Marta Ortega's succession on the closing prices of Inditex. The paper highlights the meticulous succession planning orchestrated by Amancio Ortega, Marta Ortega's extensive involvement in the business, and the supportive family dynamics that facilitated a smooth transition. This study challenges conventional notions about women in family successions and underscores the importance of effective planning and successor preparation in family businesses. Methodology: In this article we use daily data of closing prices of INDITEX from January 3, 2011, until November 29, 2023. The methodology used is based on the concept of fractional integration. Results: Contrary to market expectations, the results reveal a positive trend in closing prices following Marta Ortega's assumption of the non-executive chairman position. The prices showed some evidence of mean reversion and thus inefficiency, though, at the same time, a positive significant trend was observed in the price of the company since then. Research limitations: This research is not without limitations, which open the way for future research. This research is a case study. The results may be limited by our sample. Other female successions and their impact on closing prices should be investigated. This would help to increase research on the effects on the company following female succession. Another limitation of the study concerns the period investigated. It will be interesting to review the results obtained when the period elapsed since the succession is longer. Practical implications: This research helps to avoid the negative stereotypes associated with female succession in companies. Originality: This research will help to understand how generational handover occurs in family businesses when the heir is also a woman. [ABSTRACT FROM AUTHOR]

Copyright of Canadian Journal of Hospital Pharmacy / Journal Canadien de la Pharmacie Hospitalière is the property of Canadian Society of Hospital Pharmacists and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Transitioning power in an organization can take many shapes and there are even more ways the process can go awry. If a transition of power lacks structure, information can be lost, and programs can suffer. At First Steps, a nonprofit organization that helps adults with disabilities navigate early adulthood, their recent leadership transition led to numerous problems within the organization. This case will explore the decisions the board members of First Steps made for their organization and the effects. The main themes of this case center on succession planning, organizational culture, and crucial decision-making. Students will analyze where the root of the issues began and consider the decisions of the board in each step. [ABSTRACT FROM AUTHOR]

Family firms have continued to register low survival rates. Across the world, research puts the survival rate of family businesses beyond the third generation at a mere single digit. The dilemma is also that despite the high failure rate of family-owned firms, the world’s most enduring companies also belong to this class. What do they do differently from the majority of their peers? Succession planning tops the list of the 21st century’s paradoxical challenges facing family business enterprises. Past studies have been barely conclusive on whether and how succession planning, or the lack of it, affects business economic performance. The current study assesses the effect of succession planning on business economic performance. The study used a deductive approach, a survey research strategy, and an explanatory research design to fulfil its objectives. Data analysis was done through descriptive as well as inferential analyses. Regression analysis results indicated that succession planning is a statistically significant determinant of business economic performance. The study recommends that firms should improve their measures targeted towards the prior identification of roles and leadership positions that require successors. The study also recommends the enhanced preparation, grooming, and development of identified successors. [ABSTRACT FROM AUTHOR]

We aimed to identify the key factors affecting succession planning in the leadership of Iranian public hospitals. The present study used an exploratory, qualitative design. Fifteen key informants and managers working in public hospitals and the Vice-Chancellor for Development of Iran University Medical Sciences were recruited through purposive sampling. Semi-structured, in-depth interviews were conducted with participants from May to June 2020. Data analysis was applied parallel with data collection through a content analysis approach using MAXQDA 11. Based on the interviews and extracted data, the findings were identified in five main themes: (1) Strategic goals and needs assessment in line with the organization's goals, (2) Strategic communication and organizational structure, (3) Talent identification and empowerment, (4) Development and excellence of qualified individuals, and (5) Monitoring of succession planning programs. It is suggested that public hospitals apply comprehensive support and commitment in implementing succession planning programs. This way, there will be improvements in organizational decisions and policies, and capable and qualified individuals will be used in critical positions. Furthermore, this would also lead to increased work quality, increased personnel motivation, reduced resource wastage, and improved employee career path. [ABSTRACT FROM AUTHOR]

The given text explores the television series "Succession" and its portrayal of corporate decision-making, power dynamics, and organizational structures. It highlights the limitations of traditional theories and strategies in capturing the complexities of corporations. The text suggests that the show offers valuable insights into understanding contemporary corporations and their impact on society. It does not provide any specific details about the content or plot of the show. [Extracted from the article]

Most studies that investigate sustainability across the wine industry and related support industries focus on the 'triple-bottom-line.' None directly consider company leadership as a sustainability driver. What skills will leaders of successive generations need? Two qualitative field research methodologies are used for this investigation: content analyses of published wine business case studies and focus groups with wine business leaders. Findings indicate that leaders continuously develop a combination of transactional and transformational skills and capabilities that comprise: (a) support from the previous generation, (b) emotional intelligence, (c) industry knowledge, and (d) active listening. A 2 × 2 matrix modeling optimal vs. sub-optimal leadership styles, as well as propositions for further research and implications for practitioners are presented. [ABSTRACT FROM AUTHOR]

The purpose of this study was to assess factors affecting succession planning in family-owned fish trading SMEs businesses in Mwanza city. The research utilized quantitative methodologies to evaluate the effect of individual, familial, and organizational factors on succession planning within familyowned small and medium-sized enterprises (SMEs) in Mwanza city. Chi-square analyses revealed that leadership, delegation, the ability to disassociate from the business, and successor preferences significantly influence succession planning. Moreover, the interest and abilities of the successor plays a crucial role in the planning process. The study further found that family-level factors, including traditions, compensating family members, formal communication forums, and the desire to maintain family control, also significantly affect succession planning. Regression analyses indicated that individual factors such as leadership, delegation, and the abilities of potential successors positively influenced succession planning. At the family level, practices like compensating family members and establishing formal communication channels significantly contributed to succession planning, while traditional practices like favouring the eldest son as a successor did not have a substantial impact. Additionally, the study identified that the readiness of the successor, the presence of a clear and documented succession plan, effective board governance, a well-defined organizational structure, and the existence of a written strategic plan were key predictors of successful succession planning. The findings suggest that businesses with well-defined and specific succession plans, identified successors, and active development plans for the next generation are more likely to achieve success in shaping succession planning within family-owned fish trading SMEs, providing a solid foundation for successful ownership transitions. This research offers valuable insights for future research and policy development concerning SME succession planning and business sustainability. [ABSTRACT FROM AUTHOR]

This paper sought to explore the factors influencing the intergenerational survival of FOPBCs in Zimbabwe. An exploratory research design was used to collect data from a population of 153 participants, made up of founders, managers, and inspectors working for FOPBCs in Harare, Zimbabwe. A 5-point Likert Scale questionnaire was designed and self-administered to the participants. Exploratory Factor Analysis (EFA) utilizing Principal Axis Factoring (PAF) extraction and Oblique with Kaizer Normalization Rotation, in IBM SPSS Statistics v 26, was used to examine the factors influencing survival of FOPBCs in Zimbabwe. An 8-factor solution, accounting for 84.76% of the total variance was established and all the factors were named accordingly. The factors which emanated from the EFA were succession planning, family entrepreneurial orientation, family total resources, leadership, management, strategic planning, corporate governance, and the external environment. The study concluded that, while all FOPBCs were affected by the external environment, firms capable of effectively implementing, monitoring, and controlling the other seven factors had higher chances of witnessing successful intergenerational business transitions. A clear strategy incorporating succession planning, family entrepreneurial orientation, family total resources, leadership, management at the same time upholding corporate governance practices will see FOPBCs surviving across generations. [ABSTRACT FROM AUTHOR]

Succession planning is crucial in the business world as it enables the identification of appropriate talent, whether from inside or outside the organization, to step into important roles should a leader or non-leader leave their position. Nevertheless, numerous high-ranking executives often need support in formulating or refining their strategies, which can create challenges for companies when their leaders depart. Numerous businesses, including major corporations such as Microsoft, have faced the challenges of abrupt departures by their executives. This leadership vacuum can result in a decline in productivity and organizational efficiency. This paper will delve into the importance of preparing for leadership changes, pinpoint the common errors in succession planning, and offer advice on preventing them. The Microsoft case study serves as a poignant reminder of the significance of succession planning. It exemplifies that succession planning goes beyond filling leadership roles; it encompasses the creation of a roadmap for fostering growth, and innovation and ensuring long-term sustainability. [ABSTRACT FROM AUTHOR]