Examining the requirements for the implementation of succession in cultural organizations of the country: a systematic review
Subject Areas : Transformational Human ResourcesAlireza Samet 1 , Reiyhane Siri 2 , Babak Rezaei 3 , Abbasali Ghayoumi 4
1 - Assistant Professor, Department Cultural Management, North Tehran Branch, Islamic Azad University, Tehran
2 - Ph.D. Student, Department Cultural Management, North Tehran Branch, Islamic Azad University
3 - Assistant Professor, Department Industry Management, North Tehran Branch, Islamic Azad University
4 - Asociated Professor, Department of Cultural Management and Planning, North Tehran Branch, Islamic
Keywords: Succession, Organizational culture enhancement, Cultural Manarequirements, succession, implementation of succession, cultural organizationsement Evolution, Managers Competencies enhancement, empowerment of Staff,
Abstract :
Background and purpose: Considering the importance of implementing succession in organizations, its requirements are not paid attention to and many organizations fail in implementing this process. Therefore, the purpose of this research is to investigate the requirements of the implementation of succession in the country's cultural organizations. Research method: The current research was conducted using a systematic review method. From the 62 reviewed articles, 8 related studies were selected. After identifying the concepts and codes of the requirements for the implementation of surrogacy and evaluating its validity and reliability, the conceptual model of the research was designed. Findings: The findings showed that the identified requirements and preconditions for the successful implementation of succession in cultural organizations include the requirements of cultural foundation, the existence of a suitable organizational structure, mental and psychological preparation of employees, all-round support of managers, focus on individual skills, Transformational leadership, and continuous and updated training and improvement. Conclusion: The implementation of succession in cultural organizations requires paying attention to the requirements without paying attention to them, one cannot expect to implement a successful process. Therefore, managers of cultural organizations should pay attention to institutionalize these requirements in the work environment before planning in this regard.
1. Abolalaei, B. & Ghafari, A. (2006). Future managers: theoretical foundations and practical experiences of talent search and succession programs for managers. Industrial Management Organization publications, third edition [In Persian].
2. Ahmad, R.B., Bin Mohamed, A.M. & Manaf, H.B.A. (2017). The relationship between transformational leadership characteristic and succession planning program in the Malaysian public sector. International Journal of Asian Social Science. 7(1): 19-30.
3. Ahmad, A.R., Keerio, N., Jameel, A.S. & Karem, M.A. (2020). The Relationship between National Culture and Succession Planning in Malaysian Public Universities. Journal of Education and e-Learning Research. 7(3): 242-249.
4. Akbar Hidayat, W.G.P., Annas, M. & Dewi, C.S. (2023). Succession planning and succesor competencies in the port boarding and unloading family business. Jurnal Ekonomi. 12(4): 1738-1747.
5. Akpan, O.O, Brownson, C. & Uwa, K. (2023). Succession Planning and Organizational Sustainability among Banks in Eket Local Govt., Akwa Ibom State. International Journal of Advanced Academic Research. 9(6): 209- 234.
6. Awadhi, T.H.A. & Sakinah, B.M. (2023). Reviewing the Relation between Human Resources Practices, Talent Management and Succession Planning in UAE Public Sector. Information Sciences Letters. 12(4): 1-14.
7. Beheshtifar, M., Pourkiani, M. & Nekoi Moghadam, M. (2010). Fostering Succession: Creating a Treasury of Talents. Kerman University of Medical Sciences Publications. First edition. 1-190 [In Persian].
8. Brooks, v. & Henderson, T.L. (2005). Georgia’s Flexible Succession Planning Model, Growing Tomorrow’s Leaders Today. Georgia Merit System. 10(8): 12-25.
9. Brown, A. (2023). Effective Succession Planning and Organizational Development for Behavioral Health Leadership. Doctoral Study Submitted in Partial Fulfillment of the Requirements for the Degree of Doctor of Psychology in Behavioral Health Leadership. Walden University. 1-116.
10. Caudron, S. (1999). The Looming Leadership Crisis. Workforce Journal. 78: 72-89.
11. Daniali Dehoz, M., Allameh, M. & Safari, A. (2017). Designing a succession management model with foundation data approach. Change Management Quarterly. 10(19): 105-140 [In Persian].
12. Dapaa, A.B. (2019). Succession Planning Practices among Nurse Managers at Korle Bu Teaching Hospital; University of Ghana: Accra, Ghana.
13. DeMay, D. (2008). 21st Century Succession Planning. Consulting firm of Transformation Solutions. White Paper, February 4.
14. Ebnali, M., Hulme, K., Ebnali-Heidari, A. & Mazloumi, A. (2019). How does training effect users’ attitudes and skills needed for highly automated driving? Transportation research part F: traffic psychology and behavior. 66: 184-195.
15. Eshtrefi, L. (2021). Entrepreneurship in the United Arab Emirates. World Scientific Book Papers. 7: 147-166.
16. Faqihi, A. & Zakari, M. (2014), Pathology of establishing succession of managers in Iran's government organizations. Public Administration Mission. 5 (15 and 16): 15-24 [In Persian].
17. Glynn, L. (2006). A critical appraisal tool for library and information research. Library Hi Tech. 24(3): 387-99.
18. Groves, K.S. (2007). Integrating Leadership Development and Succession Planning Best Practices. Journal of Management Development. 26(3): 244- 253.
19. Hadizadeh Moghadam, A. & Soltani, F. (2011). Explaining the components of implementing succession management in the organization; Case study: the headquarters areas of the National Iranian Oil Company and its subsidiaries based in Tehran. Management and Human Resources Quarterly in the Oil Industry. 3(10): 39-82 [In Persian].
20. Hart, A.S. (2011). An in-depth evaluation of succession planning and management in health care organizations. Dissertation, University of Minnesota.
21. Henry, K. (2017). Effect of succession planning on performance of selected livestock products based corporate firms in Kenya.
22. Hosseini, H., Shaemi Barzoki, A. & Nasr Esfahani, A. (2017). Designing a Model for Succession Management System Based on Native Organizational Indicators. Human Resource Management Research Quarterly of Imam Hossein University (AS). 10(1): 25-40 [In Persian].
23. Huang, T. (2001). Succession Management Systems and Human Resource
Management Outcomes. International Journal of Manpower. 22(8): 736-747.
24. Ibrahim, A.B., Soufani, K., Poutziouris, P. & Lam, J. (2004). Qualities of an effective successor: the role of education and training. Education & Training. 46(8/9): 477-488.
25. Iroulor, N.V. & Umoh, G.I. (2017). Organizational structure on succession planning and organizational resilience of manufacturing firms in Nigeria. Scholarly Journal of Science Research and Essay. 6(6): 136–141.
26. Janahmadigol, M., Rezaiefar, H. & Hakimpur, H. (2023). A Meta-Analysis on Factors Affecting Succession Management in Public Organizations. Public Management Researches. 16 (60): 191-218 [In Persian].
27. kozegaran bajestani, S. (2023). Dimensions and components of succession planning: a review study. Transformative Human Resources Quarterly. 1(3): 78-91 [In Persian].
28. Latifi, M., Abdolhosseinzadeh, M. & Azarfar (2013). Design of Succession Planning Model in Public Sector Organizations with Interpretive Structural Modelling (ISM). Quarterly Journal of Public Administration. 4(4): 33-50 [In Persian].
29. Maseke, B.F. & Muadinohamba, J.L. (2023). The Interplay of Factors Driving Succession Planning in Namibian Commercial Public Enterprises. Organization and Human Capital Development (ORCADEV). 2(2): 44-57.
30. Massalu, H.D., Onyancha, H. & Lamu Am, A.A. (2022). Factors Influencing Successor Selection During Succession Planning on Growth of Family Businesses within Moshi Municipality Tanzania. International Journal of Contemporary Applied Researche. 9(9): 67-78.
31. McLaggan, E., Bezuidenhout, A. & Botha, C.T. (2013). Leadership style and organizational commitment in the mining industry in Mpumalanga, SA Journal of Human Resource Management. 11(1): 1-9.
32. Mehreen, A. & Ali, Z. (2022). The interplay between employee development factors and succession planning in predicting employee performance: evidence from retail banks. Industrial and Commercial Training. 54(1): 1-17.
33. Montlha Pila, M., Schultz, C. & Paul Dachapalli, L.A. (2016). Factors related to succession planning in a government department in Gauteng. Problems and Perspectives in Management. 14(3): 145-153.
34. Mruttu, C. & Makokha, E.N. (2022). Selected Factors Influencing Effective Succession Planning in Deposit Taking Savings and Credit Cooperatives in TransNzoia County, Kenya. International Journal of Recent Research in Social Sciences and Humaniti. 9(3): 165-178.
35. Murray, A. (2007). Growing Your Own: Developing Leaders through Succession Planning. Liber Quarterly. 17(¾): 1-6.
36. Nikfardesti, M. (2017). Identifying effective factors in the succession system and future managers, the 4th International Conference on Management and Humanities in Iran. 23 March, University of Tehran. 1-18 [In Persian].
37. Oderinde, M.A, Olanipekun, L.O & Omosanya, O.K (2023). Succession Planning and Organisational Performance among Selected Painting Firms in Lagos State. TJMCS. 1(1): 12–33.
38. Porkiani, M., Beheshtifar, M. & Nekoie-Moghadam, M. (2010). Succession planning in Iranian governmental agencies. Journal of American Science. 6(12):736-741.
39. Quatt, C. (2007). Organizational Succession Planning Board Discussion Framework. Quatt Associates Inc., Washington.
40. Ritchie, M. (2020). Succession planning for successful leadership: Why we need to talk about succession planning!. Management in Education. 34(1): 33-37.
41. Rothwell, W.J. (2005). Effective Succession Planning: Ensuring Leadership Continuity and Building Talent from Within. New York, NY: American Management Association.
42. Rothwell, W. (2010). Effective succession planning: Ensuring leadership continuity and building talent from within fourth Edition. American Management Association, New York, NY.
43. Rothwell, W.J. (2006). Ten Key Steps to Effective Succession Planning. Rothwell & Associates Inc. http://www.halogensoftware.com
44. Sandelowski, M. & Barroso, J. (2006). Handbook for synthesizing qualitative research: Springer publishing company. 1-79.
45. Sayyadi, M. & Provitera, M.J. (2023). The Magic Spark Model: The Future of Transformational Leadership Succession Planning. Muma Bussiness Review. 7(3): 53-59.
46. Siambi, J.K. (2022). Leadership Succession Planning and Organization Transition: A Review of Literature. International Journal of Managerial Studies and Research. 10(3): 16-30.
47. Sohu, J.M., Mirani, M.A., Dakhan, S.A. & Junejo, I. (2020). A Study of Factors Influencing on Succession Planning: Evidence from Service Sector of Pakistan. International Journal of Management. 11(12): 2629-2636.
48. Stanley Chukwuebuka, U., Monica Clarkson, G. & Emeka Johnpaul, O. (2023). Succession Planning, Management Development and Business Longevity of Small & Medium Enterprises (SMEs) in Plateau State. Research Journal of Management Practice. 3(10): 1-10.
49. Steeves, R. & Ross, B. (2003). Using succession planning to transform organizations. The Centre for Exceptional Leadership Inc.
50. Stevens, P. (1998). Bottom Up Succession Planning Works Better. Worklife Asia Pte Ltd. http://www.9to5.com.sg/resources/magmine/succpln.asp
51. Tropiano, M.J. (2004). Effective Succession Planning. Defense AT&L: May-June.
52. Umans, I., Lybaert, N., Steijvers, T. & Voordeckers, W. (2019). The influence of transgenerational succession intentions on the succession planning proccess: The moderating role of high-quality relationships. Journal of Family Business Strategy. 12(2): 1-14.
53. Wilson, V. (2018). Succession planning models, conceptual maps: Ethical considerations and best practices. Succession planning: Promoting organizational sustainability. 199-211.