Identify the components of succession management in cultural organizations

Subject Areas : Education

fateme ranjbar ¹ , moslem salehi ² , Ebadollah Ahmadi ³ , Nader Shahamat ⁴

1 - Ph. D. Student of Educational Administration, Marvdasht Branch, Islamic Azad University, Marvdasht, Iran.
2 - Assistant Professor Department of Educational Administration, Marvdasht Branch, Islamic Azad University, Marvdasht, Iran.
3 - Assistant Professor Department of Educational Administration, Marvdasht Branch, Islamic Azad University, Marvdasht, Iran.
4 - Assistant Professor Department of Educational Administration, Marvdasht Branch, Islamic Azad University, Marvdasht, Iran.

Received: 2021-03-30 Accepted : 2020-06-29 Published : 2021-12-22

Keywords: Management, Cultural Organization, Succession, Children and Adolescents Intellectual Development Center,

Abstract :

The purpose of this study was to identify the components of succession management in cultural organizations. A case study was conducted at the Center for Intellectual Development of Children and Adolescents. Qualitative research method and participants in this section include experts and academic specialists in the field of management, staff and executive managers of this organization. The sampling method was purposeful and based on theoretical saturation; Accordingly, informed people were interviewed and continued until the data was saturated and no new data was available. The sample size became saturated after interviewing 11 people; But to be sure, the interview lasted up to 16 people. The method of interview analysis was performed using the method of thematic analysis (basic, organizational and comprehensive themes) based on Brown and Clark methods and all key components were extracted and classified in the network of themes using maxqda software. According to the results, the topics related to succession management include needs analysis and strategies (futures research, strategic alignment, managerial requirements and leadership style), value context (organizational culture, organizational health, managerial moral virtue), implementation of strategies (talent identification, Development - training and improvement and monitoring and evaluation).

References:

1.Abbaspour,­­­ A., Rahimian, H., Ghiasi Nodooshan, S . and Ekradi, E. (2017).  Designing a Model for Integrating Succession and Career Planning of the Managers of Iranian Public Universities. Quarterly Journalof  Research­ in Educational Systems. 39(11),pp. 75-95. ]in Persian.[

2. Adams, T.(2006). Staying engaged, stepping up: Succession planning and executive transision management for nonprofit boards of directors. The Executive Transitions Monologue Series5. pp2.

3.Ahmadi, S. A. A., SAarlak, M. A., Mahdavi, M., Daraei, M.R. and Vahidi, T. (2012). Identifying the key factors in effective succession management ana analyzing their impact rate at the Sothurn khorasan flectric energy distribution company (SKEDC). Interdisciolinary Journal of research in Business, 2(7),pp. 46-61. ]in Persian.[

4. Almessabi, B. N. A. A.(2017). Critical factors in leadership succession planning: securing the human resorce fature for government organizations in the Abu Dhobi Emirate, UAE. PhD Thesis, School of Business and Tourism.


5. Elbad, E., sattari, S. and Namvar, Y. (2020). Providing a Model for Replacing higher income generation (case study of Islamic Azad University of Tehran). Journal of Human Capital Empowerment.3(3). PP.217-241. ]in Persian.[


6. Ghorbanizadeh, V., Sharifzadeh, F., Hosseinpour, D.and Moravvej, M. (2017). Presenting Policy Making Model for the Cultural Organizations (in Case : Institute for the Intellectual Development of Children and Young Adult). Public Policy. 3(3). pp. 61-78. ]in Persian.[


7. Griffith, M. (2012). Effective Succession Planning in nursing: A review of Literture. Journal of Nursing Management. 20(7).pp .900-911.


8. Hosseini, S., Shaemi Barzoki, A.and Nasr Esfahani, A. (2018). Designing a Model for Succession Management System Based on Native Organizational Indicators. Journal of Research in Human Resources Management. 10(1). pp. 25-50. ]in Persian.[


9. Hosseinian, S. M., Mohebbi, S. and Bagheri, M. (2020). Development of a native model in government organizations of Hormozgan province based on data theory. Economics and Urban Management. 8(4):32. pp. 65-78. ]in Persian.[


10. Karimi, M., Heydari Nejhad, S. and Mehrali Zadeh,Y.(2020). Developing the Succession Management Pattern Based on Knowledge Management in the Ministry of Sport and Youth Based on Grounded Theory. Sports Management Studies. 12(61). pp .59-84. ]in Persian.[


11. Kolivand, A. R. (2017). Designing a model for replacing commanders and managers of law enforcement. PhD thesis, Allameh Tabatabai University of Tehran. University Campus. ]in Persian.[


12. Lashkari, Z.(2015). Explain the components of implementing talent management and succession management in Zahedan Municipality. M.S Thesis. University of Sistan and Baluchestan.Mirpour, S. S., 13. Ahmadi, E., Zarei, R. & Amirianzadeh, M.(2020). Presenting the Human Resource Architecture Model Using Qualitative Approach . Quarterly Jornal Of Educational Leadership & Aaministration. 14(2). pp. 21-41. ]in Persian.[


13. Ogechi, A .(2018). The role of enterprise resource planning systems in continuous auditing of selected organization in the Western. PhD Thesis, Faculty of Business and Management Science. the cape Peninsula Uni::versity of Technology.


14. Pandey, S. and Sharma, D.(2014). Succession Planning Practices and challenges: study of organizations. Procedia Economics and Finace .11. pp. 152-165.


15. Pila, M. M., Schultz, C. and Dachapalli, L. P. (2016). Factors Related to Succession Planning in a government department in Gauteng. Problems and Perspectives in Management. 14:5. pp 145-153.


16. Roshandel Arbatani, T. and Shirvani Naghdali, M. (2015). Introduction of a Model for Improving the Financial Performance of the Organization, with an Emphasis on the Role of Human Resources Composition and Management Stability. FinancialResearch Journal.17(2). pp.199218. ]in Persian.[


17. Salehi Amiri, S. R. (2012). Cultural pathology in Iran. Tehran: Strategic Research Center. ]in Persian.[


18. Salehi Amiri, S. R. and Azimi Dolatabadi, A. (2012). Fundamentals of Cultural Policy and Planning, Strategic Research Institute, Tehran. ]in Persian.[


19. Seyedi, A .(2012). Talent Management in Human Resource Development Processes. Social. Scientific and Cultural Monthly of Work and Society.149. ]in Persian.[


20. Zamani, A. (2019). The Effect of Strategic Human Resource Management on the Financial Performance of university Campuses in Iran's Higher Education System. Quarterly Journal of New Approach in Educational Administration. 10(4): 40.pp .85- 107. ]in Persian.[


21. Zare Bozorgabadi, R. (2017). Succession planning model based on core competencies and strategic capabilities in the Martyr and Veterans Affairs Foundation of the Islamic Revolution. PhD Thesis, Faculty of Management and Accounting. Allameh Tabatabaei University. ]in Persian.[