ABSTRACT
This research work looked into the intricacies and prospects of the impact of management succession in an organization’s goal attainment. This research was carried out in Enugu State housing development corporation. The researcher used the staffs of the corporation to carry out the study. There were 500 staffs in the corporation, questionnaires were distributed to 222 staffs and 200 copies were retrieved. There were research questions which guided the study in other to get the required information. The information collected was analyzed by stating the questions before moving into the tabulation of the results, percentage were used. It was found out that there was no operational succession plan in the corporation. That age is an important factor for making an employment decision. Another finding in this research work is that communication rivalry and ethnicity negate management succession plan in Enugu. Some recommendations were given; organization must bear the burden of developing an adequate work force and managers so that their goals can be actualize. Future executives should be properly trained to ensure smooth succession in the organization.
TABLE OF CONTENTS
TITLE …………………………………………….…………….ii
APROVAL………………………………………….……………..iii
DEDICATION…………………………………………………..iv
TABLE OF CONTENTS…………………………………….vi
CHAPTER 1
INTRODUCTION
- Background of the study…………………………………1
- Statement of the problem………………………………2
- Purpose of the study……………………………………..5
- Significance of the study………………………………..6
- Research questions……………………………………….7
- Scope/delimitation of the study……………………….8
- Definition of term………………………………………….9
CHAPTER 2
Related literature review………………………………………..10
Summary of literature review……………………………….27
CHAPTER 3
Research Methodology…………………………………………………28
3.1 Design of the study……………………………………30
3.2 Area of the study……………………………………30
3.3 Population of the study…………………………………31
3.4 Sample of the study…………………………………..31
3.5 Instrument for data collection………………….……32
3.6 Validation of the instrument…………………………..32
3.7 Distribution and retrieval instruments………….33
3.8 Method of data analysis……………………………..33
CHAPTER 4
Data Presentation and analysis. …………………………35
Summary of the findings conclusion and recommendations…37
5.1 Summary of findings……………………………….38
5.2 Conclusion……………………………………………………38
5.3 Recommendations……………………………………….40
5.4 Limitations of study…………………………………….40
5.5 Suggestions for further research…………………….41
References…………….…………………………………….42
Appendices. ………………………………………….……….44-48
CHAPTER 1
INTRODUCTION
1.1 BACKGROUND OF STUDY
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 organization objectives has let to government emphasis on training and development of human resources especially those on the management 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 goals 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 first identifying the development of human resources. Secondly, this study will emphasize 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 for the organization. One important factor to be borne in mind here is that the managers of the organization should be persons of competence, hard work, dedication and thoughtfulness.
Abebe (1980) in one of his interviews was of the view that “managers must possess insatiable desire to learn and must be leaders and not bosses and must have obsolete loyalty and commitment”
Like most human endeavour 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 plan. Above all, the imposition of great responsibilities on business institutions of every sort makes the demand for the establishment of management succession plan more paramount. To this end, our top management can’t afford to make nonsense of this invaluable position by failing to make adequate provision for the supply of top managers. Important questions that need to be answered by managers of organization are what is our business and what should 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 (1980) 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 part of the business”.
Enugu state housing corporation is an offshoot of the former Eastern Nigerian housing development corporation established in 1962. Between 1962 and now, the Eastern Nigerian housing development corporation has metamorphosed into East central state housing development authority, Anambra state housing corporation and presently Enugu state development corporation. On 27 August 1991, Enugu was created thus necessitating the establishment corporation through the applicable law of the Anambra state housing development edict no 10 of 1976. At inception, the main objective of then the regional government of Nigeria in establishing housing development corporation was to provide houses for the general public. This manifested in the development of housing estate strategy. To date, the Enugu state housing development corporation and presently established both by inheritance and by its own efforts has the following estates to its credit.
- Riverside Housing Estate Uwani Enugu
- Real Estate Uwani, Enugu
- Trans Ekulu Housing Estate Enugu
- Republic layout housing estate Enugu
- Satellite, ugwuoba Oji river local government
- Harmony estate, Umuchigbo, Nike Enugu
- Abakpa housing estate Enugu
- Ebeano housing estate, Enugu.
1.2 STATEMENT OF THE PROBLEM
The principle of succession is as old as the history of the world itself. Every human endeavour is characterized by tests, survival and succession in the course of time, because somewhere and sometime people have been able to take up from their predecessor stopped in order that continuity is guaranteed. In the words of worthy (1974) “management succession planning is a process”. It starts from management manpower planning to staff and development, organization performance, appraisal and analysis, man power inventing ends in the final decision to re-allocate the human elements in the organization.
Obviously, in planning, organizing, directing, controlling and co-ordinating all human activities as of problems are encountered. There is no purposeful operational plan existing in the corporation. Therefore researchers have decided to examine the impact of management succession in an organizational goal attainment in Nigeria. This problem though not an easy task needs urgent solution hence, the question is: How can management have proper succession plan in the corporation?
1.3 PURPOSE OF THE STUDY
The purpose of this study includes:
- To identify how management succession takes place.
- Find out whether there is a purposeful, structured management succession plan that exists in the corporation.
- Determine how age structure of personnel influences the overall plan for succession in the corporation future activities.
- Ascertain whether realistic tendencies affect management succession plan.
1.4 SIGNIFICANCE OF THE STUDY
As life processes are basically procedural and continuous so as the entire people of Enugu state expectant of the fulfillment of their housing and other social needs by working up to the corporation. Thus is these requirement are to be fulfilled and satisfied on a conditions basis from one generation to another then there must be some well structured plans to intake the corporation like up to its social and housing responsibilities. Management succession planning should therefore be one of such vital factors that should be considered diligently in or determine that the corporation will remain alike and active to its responsibilities in line with the desire and aspirations of the indigene of Enugu state.
This study therefore is significant for a number of reasons:
- It will instill the awareness that every management activity must plan to accommodate contingencies. Also it will show that planning for succession is a worthwhile top management function.
- It will point out the fact of Enugu state housing development corporation for its future manager; it will be faced with the danger of failing to meet the obligation to Enugu state indigenes. The effect of this will be acute housing problems and other social difficulties facing Enugu state indigence.
- It will make suggestions as how human development in Enugu state housing development corporation can be developed in order that it likes up to its responsibilities. In fact, management of other corporation will have many things to benefit from the study. This will give insight into effective corporation management and the need to provide for management succession as the executives disengages due to resignation, retirement or death moreover the civil society of Enugu and the future leaders will benefit from this word as this educates them that the chief executive plays the key role in the management succession process. The responsibilities of seeing that system i.e. housing development functions efficiently are that of the chief executive.
1.5 RESEARCH QUESTIONS
The following research question will guide the researcher:
- Do you have any operational management succession plan in your corporation?
- Is age an important factor in selecting candidates for middle and senior management positions?
- Do tribalism and ethnicity negate the management succession plan in the corporations?
- How does management succession take place in your corporation?
SCOPE/DELIMITATIONS OF THE STUDY
The scope of any study defines the areas of coverage (Aigbohaevbolo and Ofansan 2006). This research is restricted to only housing corporations in Nigeria. The researcher focused on Enugu state housing corporation which operates under similar condition as its counterparts within Nigeria and will present similar problems like:
- Age as an important factor making employment decision
- Proper operational management plan existing in the corporation
- Tribalism and ethnicity as negate of management succession plan.
DEFINITION OF TERMS
- Management succession means a process of assessing management needs and hierarchy in future of Enugu state housing corporation and the ensuring that there is junior managers able to succeed senior managers.
- Succession plan is a document that shows management position in the corporation.
- The name the present job holders
- Estimated date he will leave
- Name, experience of person in the corporation who will succeed him.
- Management development refers to career planning for increasing the effectiveness of individuals and meeting the needs of the organization.
- Executive development refers to the early identification and development of executive talents for more effective utilization of those judged to have high and unlimited potential for senior corporate responsibilities.
- Manpower inventory refers to manpower records and a constant review of such records in anticipation of future management needs
- Age structure refers to the distribution of age within the corporation.
- Environmental factors refers to such factors as economic conditions, climate, natural resources, customs, habits, politics, intrigues, and power tussles among the various local government area in Enugu state.
- Management planning means the anticipation provision for manpower needs for the entire corporation.
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