Literature Review and Report Essay Example | Topics and Well Written Essays - 1500 words

Literature Review and story - Essay Example succession planning is a touch on of identifying and developing people from within the organization with the potential to fill key leadership positions in the company. It increases the availability of experienced and capable employees that are on the watch to assume these roles as they be muster up available. It is now combined with leadership training and the processes together are rattling substantive for the functioning of an organization. There are very many advantages of filling up the positions with existing employees, such as, they are already familiar with the values and the methods of functioning of the organization, the people of the organization already know them and therefrom it will be easier for them to fit in. Also, giving people such an opportunity ensures that they will work spare hard to get trained and developed so that they can fill in the gap undeniable and aim for a promotion. Using internal employees also he lps cut down on costs that would come up from the relentless head hunting activities for filling in a high post and gives divulge the message to the employees that the organization is closely knit and would rather give them the opportunities first. LITERATURE ARGUMENTS Succession Planning Succession planning plays a very important role in regenerating a companys leadership, but sooner often, the promises of traditional succession planning are not delivered. The whole purpose of succession planning in an organization, according to Leibman, Bruer and Maki (1996), is to develop a strong leader, not choose, but develop. This is because every organization has different ask and requirements from their leader. Allio (2007) insists that it is necessary to strategically build strong leadership teams in an organization, so as to meet these requirements. He discusses the importance of having good leaders in an organization and the effects that rogue leader can have. Barsh, Capozzi and Davids on (2008) on the other hand discuss the importance of the integration of innovation into the strategic management of the organization. Leibman, Bruer and Maki (1996) write about the factors that play prominent roles in the development of these leadership teams. One of them is non discriminating hiring, which has led to work places existence more diverse, in terms of gender, religious background, age group and ethnicities, all trying to balance headquarters and work, to contribute to a divulge standard of living for the entire family. Thus, with increasing diversity in the workforce, it is essential that this factor be taken into account in the leadership development programs of organizations. Their research has shown that to achieve better results and higher productivity, corporations have begun to make changes in their structures. Allio (2007) adds to this view by stating, tall organizations are out, making sort for a more lenient, flat structure that gives people greater auth ority and accountability, but also reduces topsy-turvydom in the organization and encourages team efforts. This further contributes to the focus on preparing leadership team, rather than individuals. Also, having a team gives an organization more options and points of view. Barsh, Capozzi and Davidson (2008) provides an additional perspective that, this in some way makes the decision making process more efficient, if not easy, for the simple reason that more than one opinion is taken into account