Abstract
Management succession is a change that must take place in all organizations, even the most static ones. Managers are promoted leave, retire or die. They have to be replaced. In some organizations this may be a haphazard process, but where management is striving to be efficient, management succession is seen as an important part of organizational planning. The aim is to provide an adequate supply of managers to fill the present and likely future needs. This chapter will discuss some of the problems of trying to do so.
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Notes
W. G. McClelland, ‘Career Patterns and Organizational Needs’, in R. J. Hacon (ed.), Organizational Necessities and Individual Needs (A.T.M. Occasional Papers, no. 5, Sept 1968. Oxford, Blackwell) p. 26.
S. Albert S. Glickman, Clifford Hahn, Edwin A. Fleishman and Brent Baxtern, Top Management Development and Succession (Supplementary Paper No. 27, The Committee for Economic Development, N.Y., 1968) p. 9.
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© 1970 Rosemary Stewart
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Stewart, R. (1970). What Kind of Careers?. In: The Reality of Organizations. Palgrave, London. https://doi.org/10.1007/978-1-349-00789-9_10
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DOI: https://doi.org/10.1007/978-1-349-00789-9_10
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