Relevant bibliographies by topics / Succession

Academic literature on the topic 'Succession'

Author: Grafiati
Published: 4 June 2021
Last updated: 30 July 2024

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Journal articles on the topic "Succession"

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Zeng, Qingjie. "Leadership Succession and the Resilience of Electoral Authoritarian Regimes." Political Studies 68, no. 3 (July 9, 2019): 768–96. http://dx.doi.org/10.1177/0032321719862175.

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How does leadership succession influence the dynamics of electoral competition in authoritarian regimes? Previous studies suggest that leadership successions tend to result in more competitive elections, creating favorable conditions for political changes. The literature, however, has not examined how the electoral impact of succession depends on specific mechanisms of succession management. We argue that the outgoing leader’s clear designation of a successor plays an important role in neutralizing the electoral impact of succession. Clear designation, defined as the appointment of a “second-in-command,” prevents unbridled power struggle among ruling elites and grooms the successor for the leadership role. We support this argument by analyzing an original dataset covering over 400 elections in 60 authoritarian regimes. This article adds to the burgeoning literature regarding the effects of elections and institution-building on authoritarian resilience.
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VÄRE, M., K. PIETOLA, and C. R. WEISS. "The irrelevance of stated plans in predicting farm successions in Finland." Agricultural and Food Science 19, no. 1 (December 4, 2008): 81. http://dx.doi.org/10.2137/145960610791015041.

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This study estimates the value of farmers’ stated succession plans in predicting revealed succession decisions. The stated succession plan exists when a farmer answers in a survey questionnaire that the farm is going to be transferred to a new entrant within a five year period. The succession is revealed when the farm is transferred to a successor. The stated and revealed behaviour is estimated as a recursive Binomial-Probit- Model, which accounts for censoring of the decision variables and controls for a potential correlation between the estimating equations. The results suggest that the succession plans, as stated by elderly farmers in the questionnaires, do not provide information that is significant and valuable in predicting the true, revealed successions, once certain farm and farmer characteristics are controlled for.;
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Lee, Linda C. "School performance trajectories and the challenges for principal succession." Journal of Educational Administration 53, no. 2 (April 13, 2015): 262–86. http://dx.doi.org/10.1108/jea-12-2012-0139.

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Purpose – The purpose of this paper is to use empirical data on new principals to clarify the connection between different succession situations and the challenges their successor principals face. Design/methodology/approach – The study draws on two waves of interview data from a random sample of 16 new elementary school principals in a major urban school district in the USA. Findings – New principals face distinct practice challenges depending on the nature of their successions. The less planned the succession, the less information and knowledge the new principal tends to possess. The more discontinuous the new administration’s trajectory is with the previous administration, the greater the staff resistance that the successor principal tends to face. Research limitations/implications – Few studies systematically examine how succession situations differ in schools that are in need of transformation vs those in need of stability. This study addresses this gap by illuminating the varied processes of succession and highlighting specific mechanisms that link these processes to different organizational trajectories. Practical implications – For district officials, this study suggests that principals in unplanned successions need greater support in quickly gathering information about their new schools while principals in discontinuous successions need greater expertise in how to balance trust-building and accountability in their attempts to promote transformational change. Originality/value – This study’s primary value is its detailed articulation of how certain characteristics of succession situations are associated with specific types of challenges. Only studies at this level of specificity can be effective guides to practitioners and policymakers who are charged with preparing, selecting, and supporting new principals and their schools.
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Chiang, Hsiangtsai, and Huey Jiuan Yu. "Succession and corporate performance: the appropriate successor in family firms." Investment Management and Financial Innovations 15, no. 1 (January 23, 2018): 58–67. http://dx.doi.org/10.21511/imfi.15(1).2018.07.

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Among the founders of family firms, succession is the greatest challenge to long-term success. According to The Family Firm Institute (n.d.), only about 30% of family businesses survive into the second generation, 12% are still viable into the third generation, and only about 3% of all family businesses operate into the fourth generation or beyond. In contrast to Western countries, the sustainable development of family-owned enterprises within Chinese society must rely on the operation of enterprises. Succession, being inevitable, can reduce the value of a company. This study sought to identify the appropriate succession plan to maintain business value and family’s wealth. The main purpose of this study is to discuss the relationship between a family’s succession, the successor, and firm performance. The sample is comprised of listed firms in Taiwan with necessary data from the Taiwan Economic Journal Database (TEJ). The period extends from 1996 till 2016. Securities, financial firms, and other elements of incomplete information are excluded from the sample. The research sample including 1,286 firms and 13,849 firm-year data, 2,918 of which indicate succession issues. This study employed regression model and investigated the relationships between family succession, the successor, and corporate performance. The main findings indicate that succession negatively influences corporate performance. However, an internal successor is better than an external one, and children successors are better than other relatives.
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Bozionelos, Nikos, Yingbing Lan, and Yifan Xu. "CEO gender and firm performance: It is the predecessor-successor gender combination that matters!" International Journal of Business, Economics and Management 10, no. 4 (November 23, 2023): 54–69. http://dx.doi.org/10.18488/62.v10i4.3527.

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This study was set to provide a response to the following question: What is the relationship between the gender of CEO successor and firm performance? We analyzed data from 4,338 CEO successions in companies listed in China Stock Exchanges from 2001 to 2016. We utilized Propensity Score Estimation for multiple treatments to operationalize different gender combinations in CEO succession (male-to-male, male-to-female, female-to-male, female-to-female). Findings suggested that it is CEO succession with different gender instead of a female successor that hurts firm performance. We also found that the power of female successors serves as a moderator: it can mitigate the negative impact of different-gender CEO succession on firm performance. The results also indicated that firm ownership (state-owned vs. non-state owned) influences the relationship between female-male CEO succession and firm performance. Practical implications: The findings imply that the gender of the CEO per se may not be the prime factor in firm performance, instead what firms should pay attention at is to smoothen the succession processes when a CEO of different gender is appointed.
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Rodríguez-León, Carlos H., Clara P. Peña-Venegas, Armando Sterling, Daniel Castro, Lizeth K. Mahecha-Virguez, Yeny R. Virguez-Díaz, and Adriana M. Silva-Olaya. "Soil Quality Restoration during the Natural Succession of Abandoned Cattle Pastures in Deforested Landscapes in the Colombian Amazon." Agronomy 11, no. 12 (December 7, 2021): 2484. http://dx.doi.org/10.3390/agronomy11122484.

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Successional processes in abandoned pastures in the Amazon region have been well-documented for the floristic component; however, soil succession has been poorly studied. This study assessed the physical, chemical and biological responses of soils in the Amazon region during the natural succession process in two main landscapes of the Colombian Amazon. Soil data on soil physico–chemical (bulk density, macroaggregates, pH and minerals) and biological (soil macrofauna) composition were evaluated along chronosequence with four successional stages: (i) degraded pastures, (ii) young (10–20-year-old), (iii) middle-age (25–40-year-old) and (iv) mature forests, in two different landscapes (hill and mountain). Individual soil variables and a synthetic indicator of soil quality (GISQ) were evaluated as tools for natural succession monitoring. The results corroborated the negative impact that cattle ranching has on Amazon soils. After 10 years of natural succession, the physico–chemical and biological soil components were widely restored. Less soil compaction and organic carbon occurred in older successional stages. Soil macrofauna richness and density increased along the chronosequence, with an evident association between the macrofauna composition and the macroaggregates in the soil. None of the individual soil properties or the GISQ indicator discriminated among natural succession stages; therefore, new soil quality indicators should be developed to monitor soil quality restoration in natural successions.
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Shin, Choong Ho, Hyejin Cho, and Myeong Hyeon Cho. "Analysis Of Family Business Group Succession: Comparative Case Study On Six Korean Chaebols." Journal of Applied Business Research (JABR) 36, no. 1 (January 1, 2020): 29–50. http://dx.doi.org/10.19030/jabr.v36i1.10328.

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A chaebol is a Korean business group with a unique organizational structure in which both ownership and control rights held by a family. As their production accounts for nearly fifty percent of Korea’s GDP and their power in the labor market, it is important to analyze the succession of chaebols, which is closely related to the sustainability of the business. This paper analyzes the six Korean chaebols’ successions to increase our understanding of the processes and outcomes of the family succession. Specifically, we employ the three-circle model, i.e., the ownership, family, and business system, to conduct a comparative case study. Our analysis suggests that succession that involves a large size of succession concentrated to only one successor and restructuring of business portfolio experiences higher post- performance. Also, the level of conflicts in the succession process was not found to have an effect on performance. Overall, our findings imply that the succession is a period available to the company to set a right course of actions for improving competitiveness.
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Ferreira, Nelcilene, Joelma Silva Bueno, and Luiz Márcio dos Santos. "CIVIL LAW - SUCCESSIONS OF TESTAMENTARY SUCCESSION." Revista Ibero-Americana de Humanidades, Ciências e Educação 10, no. 7 (July 2, 2024): 477–94. http://dx.doi.org/10.51891/rease.v10i7.14728.

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Esse artigo aborda os principais aspectos do direito sucessório no Brasil, destacando a origem da palavra "sucessão" e sua aplicação no contexto jurídico. O autor diferencia a sucessão em sentido amplo da sucessão em sentido estrito, com foco na transmissão patrimonial decorrente da morte do titular. São discutidos os debates em torno da rigidez da sucessão legítima, a restrição da liberdade de testar e as mudanças introduzidas pelo Código Civil de 2002. Também são abordadas as questões relacionadas às transformações familiares, a equiparação dos regimes sucessórios pelo Supremo Tribunal Federal e a necessidade de revisão do fenômeno sucessório para adequá-lo aos valores constitucionais. O problema de pesquisa se norteou com a questão que se voltou em saber como a legislação brasileira aborda e concilia os direitos sucessórios decorrentes de questões como a filiação socioafetiva, a reprodução assistida post mortem, a concepção post mortem, o direito fundamental de testar e a afetividade nas relações familiares, considerando os princípios de autonomia do testador, proteção dos herdeiros legítimos e interpretação dos testamentos? O objetivo geral deste trabalho foi analisar como a legislação brasileira lida com os desafios e dilemas decorrentes da sucessão testamentária em situações envolvendo filiação socioafetiva, reprodução assistida post mortem, concepção post mortem, direito fundamental de testar e afetividade nas relações familiares, considerando os princípios de autonomia do testador, proteção dos herdeiros legítimos e interpretação dos testamentos. A metodologia utilizada foi a revisão de literatura, com a captação de materiais publicados nos últimos 10 anos, disponíveis de portais tais como: Google Acadêmico, Rev Secr Trib Perm Revis, Revista de Ciências Jurídicas, etc. Em conclusão, a legislação brasileira aborda uma variedade de questões relacionadas aos direitos sucessórios, como a filiação socioafetiva, a reprodução assistida post mortem, a concepção post mortem, o direito fundamental de testar e a afetividade nas relações familiares. Cada uma dessas questões apresenta desafios específicos em relação aos princípios jurídicos e éticos que regem o direito sucessório.
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Guo, Chan. "The Impact of Management Succession on Corporate Social Responsibility of Chinese Family Firms: The Moderating Effects of Managerial Economic Motivations." Sustainability 14, no. 24 (December 12, 2022): 16626. http://dx.doi.org/10.3390/su142416626.

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Because the establishment of private enterprises has been allowed by the Chinese government since the 1980s, management successions have occurred in a large number of Chinese family firms in recent years. Grounded in upper echelons theory and considering the generational differences between founders and successors, it is expected that the initiation of a within-family succession will lead to significant changes in firms’ CSR strategies. Applying the difference-in-difference method, the results suggest that family firms having initiated successions have better CSR performance relative to those that have not initiated successions and succession firms prior to the initiation of successions. The paper further finds that not all post-succession family firms demonstrate homogeneity in terms of CSR. The impact of succession on firms’ CSR is more pronounced for succession family firms with debt financing plans and politically connected successors. This paper contributes to the manager-effect literature, family firm CSR research and management succession studies, and it is also useful to policy makers of Chinese government.
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Liu, Xin, and Youzhi Xue. "Can outside CEO successors bring innovation to firms? Evidence from China." Chinese Management Studies 14, no. 4 (April 24, 2020): 935–56. http://dx.doi.org/10.1108/cms-11-2018-0765.

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Purpose This paper aims to examine the effect of outside chief executive officer (CEO) succession on firm innovation in Chinese companies and to explore the mechanism behind the process. By analyzing the motivation of CEO successors of different origins in the context of selection, this paper identifies the factors affecting outside CEO successors’ decision-making on post-succession firm innovation. Design/methodology/approach A Poisson regression model is used on a sample of 1,084 firm-year observations taken from Chinese listed companies that endured CEO succession during the period of 2009–2016. Fixed-effect Poisson regression modeling was performed after likelihood ratio and Hausman testing to assess the robustness of the findings. Findings The results show that outside CEO successions are significantly and negatively associated with post-succession firm innovation. Moreover, the authors found a negative effect of outside CEO succession on post-succession firm innovation when the predecessor has a long tenure or the successor is older. Originality/value .This study contributes to the literature on CEO succession, CEO–board relationships and firm innovation by shedding light on how agency, human capital and career-concerning theories in the CEO selection context apply to corporate governance and strategy. Moreover, by exploring the factors influencing CEO successors’ decision-making in terms of firm innovation in the Chinese social and cultural context, this paper identifies ways to promote firm innovation for Chinese companies from the concept of leadership succession.
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Dissertations / Theses on the topic "Succession"

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Klein, Marie, and Lamiaa Bakry. "Succession and Post-Succession Conflicts in Family Firms : A Multi-perspective Investigation into Succession and Post-Succession Conflicts in Multigenerational Family Firms." Thesis, Jönköping University, JIBS Entrepreneurship Centre, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-52522.

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Abstract Background The succession process of a family firm is associated with a number of challenges, and hence a potential for conflicts is strongly pronounced. However, succession is of utmost importance for a family firm, as it is the only way to avoid a company closure in the long run. Previous literature has already extensively researched the phenomena of conflicts in family firms. However, there is a lack of research that looks from a multi-perspective lens into the context of succession and post-succession conflicts. Therefore, in the present research, we examine how family businesses experience and cope conflicts that appear after a successfully mastered intrafamily succession. Purpose This study aims to advance the understanding of conflicts in family firms related explicitly to the context of successions and post-successions. Hence, the thesis aims to determine how conflicts that appear in these contexts are experienced and how they are coped with. Method The study follows a qualitative methodological approach and an inductive analysis. The sample consists of three companies and 14 research respondents, and the data was collected with semi-structured qualitative interviews. Afterwards, the data was coded, and the emerging patterns and themes have been formulated and presented with a general model. Doing so, the focus was on patterns of succession- and post-succession-related conflicts and their coping strategies. Conclusion Our findings reveal that succession and post-succession-related conflicts are experienced as evoked intangible and provoked tangible conflicts and these conflicts are consciously as well as unconsciously coped with. Furthermore, our findings suggest that succession and post-succession family firm conflicts appear as conflict loops. Hence, the coping mechanisms identified and presented are helpful to solve a conflict, but the loop can hardly be escaped.
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Hill, Gregory Cash. "On managerial succession." Texas A&M University, 2003. http://hdl.handle.net/1969.1/3945.

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This dissertation is an exploration, development and application of a theory on the effects of managerial succession on organizational performance in the public sector. Public management is a field of study within public administration that is gaining momentum and is strengthening both its theoretical and empirical bases. In this dissertation I build upon the very small literature on managerial (or executive) succession to develop a theory of the effects of managerial succession on performance. I posit that in the short-term performance will decrease; however, over time organizations that have had a succession event will see an increase in performance. I employ the use of three unique datasets: Texas school district superintendents, British local education authorities, and Major League Baseball field managers. All datasets have particular strengths that allow for a more complete empirical analysis. What we find is that, while there appears to be no significant relationship between managerial succession and performance in the year following the succession event, there is a positive and significant event over time. Furthermore, in the British analysis, which is designed to test a similar organization to the Texas analysis yet in a vastly different organizational structure, we find no significant relationship between performance and succession.
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Holden, Maxwell L. "Pandemonium and Succession." The Ohio State University, 2020. http://rave.ohiolink.edu/etdc/view?acc_num=osu1595497411059288.

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Alarie, Marcel. "La succession d'entreprises." Thèse, Université du Québec à Trois-Rivières, 1990. http://depot-e.uqtr.ca/5486/1/000584372.pdf.

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Aleem, Majid, and Md Shariful Islam. "Successful Succession in Family Businesses : Individual Level Factors and Succession Planning Models." Thesis, Jönköping University, JIBS, Business Administration, 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-9326.

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Individual level factors related to the successor have a central role to play in the succession process of the business. When these factors are viewed in relation to succession planning models, these factors have a direct relation to the succession models in terms of success or failure of the succession process. The major contributing factor to the success or failure of the succession process is that of the leadership provided to the organization by the predecessor. These leadership qualities change from one form to another during different phases of the succession planning models.

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Whitmore, Melissa A. "Success through succession : implementing succession planning at the Texas Department of Insurance /." View online, 2006. http://ecommons.txstate.edu/arp/185/.

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Pitteloud-Nguyen, Thi Nha Khanh. "La répudiation d'une succession /." Fribourg Suisse : [s.n.], 2008. http://opac.nebis.ch/cgi-bin/showAbstract.pl?sys=000253710.

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Shearer, Elaine. "Succession of influential leaders." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2001. http://www.collectionscanada.ca/obj/s4/f2/dsk3/ftp04/MQ59479.pdf.

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Roehrig-Sion, Delphine. "La révélation de succession." Paris 2, 1997. http://www.theses.fr/1997PA020023.

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La connaissance de toutes les personnes ayant vocation a recueillir une succession est aujourd'hui difficile. Le paysage familial a change : les membres des familles traditionnelles sont souvent disperses et les familles naturelles se multiplient. Pareille situation a donne naissance a une profession insolite : celle de genealogiste successoral dont le role est d'etablir a la demande du notariat les devolutions de defunts decedes sans heritiers connus. Une fois trouves, ce professionnel pourra alors leur reveler les droits qui se sont ouverts a leur profit mais a leur insu, au travers d'une convention originale qualifiee de "contrat de revelation de succession". Celle-ci regle leurs rapports respectifs puisque le genealogiste doit recevoir en compensation de la revelation qu'il a faite un pourcentage de l'actif net qu'il aura permis a l'heritier de recueillir. Qualifier pareil contrat s'est avere difficile. Les tribunaux et les cours l'ont prudemment range dans la categorie des contrats sui generis a caractere aleatoire. Pour etre valablement forme, le contrat de revelation doit repondre aux conditions classiques du droit commun des obligations. A ces conditions sont venues s'ajouter des regles particulieres propres au droit de la consommation et auxquelles le genealogiste successoral n'etait pas soumis conformement a une jurisprudence contante depuis vingt trois ans. La cour de cassation vient de mettre un terme a cette jurisprudence en decidant, par un arret en date du 30 octobre 1996, que le genealogiste est un demarcheur soumis de ce fait aux prescriptions des articles l. 121-23 du code de la consommation
It is difficult these days to determine all the persons entitled to inherit under french succession law. The concept of the family has considerably changed : often the traditionnal family circle is widely dispersed and the number of families with illegitimate off spring is on the increase. This development accounts for the emergence of an unusual profession known as succession genealogist (genealogiste successoral), whose task is to establish, upon the request of a notary, the identities of the beneficiaries of the estate of a deceased who has died leaving no known heirs. Once the genealogist has identified the relations of the deceased, he will then be in a position to inform them of their inheritance rights, previously unknown to them, by virtue of what is known as an agreement for the identification of succession beneficiaries (contrat de revelation de succession). In consideration for his services, he will be entitled under this agreement to payment of a percentage of that part of the net estate devolving to the heir in question. The legal classification of such a contract is no simple matter. The courts have decided, with a considerable degree of caution, to place the contract in the category of a sui generis risk contract. The validity of contract is subject to the ordinary common law rules of contract. Until recently, there was an unbroken line of precedent over a period of twenty-three years to the effect that such contract be subject to no particular regulations. However, the french supreme court, by a recent decision dated 30th october 1996, ruled that the genealogist falls into the same category as that of door-to-door salesman and, as such, is subject in the performance of his duties to the restrictions laid down in articles l. 121-23 et seq of the consumer code
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Durand, Sébastien. "La renonciation à succession." Montpellier 1, 2003. http://www.theses.fr/2003MON10015.

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La renonciation à succession est l'acte juridique unilatéral par lequel l' héritier abandonne ses droits successoraux ; l'option successorale est libre. Deux aspects clés de la renonciation sont à envisager. Tout d'abord son efficacité. L' exigence de forme consiste en l'obligation de déclaration au greffe du TGI. Néanmoins certaines renonciations dites " conventionnelles " produisent leurs effets entre les parties. La remise en cause de la renonciation à succession peut être désirée par le renonçant, revenant sur son option ; à l'opposé, elle peut lui être imposée, en cas de fraude. Deuxième point, les effets : le renonçant, principal intéressé, est rétroactivement exclu de la succession ; les autres héritiers vont bénéficier de cette répudiation en tenant leurs droits de la loi et non du renonçant.
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Books on the topic "Succession"

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Perez, Joemer C. Succession. Quezon City, Philippines: Central Book Supply, 2010.

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Elisabeth, West, ed. Succession. London: HLTPublications, 1990.

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Michael, Livi. Succession. London: Fig Tree, 2014.

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1932-, Cracknell D. G., ed. Succession. 2nd ed. Horsmonden: Old Bailey Press, 1995.

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Ware, L. L. Succession. 2nd ed. Horsmonden: Old Bailey Press, 1995.

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Pineda, Ernesto L. Succession. Quezon City, Philippines: Central Professional Books, 1998.

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Macdonald, D. R., LL.B., ed. Succession. 2nd ed. Edinburgh: W. Green/Sweet & Maxwell, 1994.

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B, Gordon Alasdair, ed. Succession. 3rd ed. Edinburgh: W. Green/Thomson Reuters, 2012.

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Gordon, Pamela A., and Julie A. Overbey, eds. Succession Planning. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-72532-1.

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Dayton, Ogden, ed. CEO succession. Oxford [UK]: Oxford University Press, 2000.

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Book chapters on the topic "Succession"

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Lindsay, Hamish. "Succession." In Tracking Apollo to the Moon, 255–342. London: Springer London, 2001. http://dx.doi.org/10.1007/978-1-4471-0255-7_6.

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Luard, Evan. "Succession." In The Balance of Power, 149–73. London: Palgrave Macmillan UK, 1992. http://dx.doi.org/10.1007/978-1-349-21927-8_6.

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Karlson, Ronald H. "Succession." In Dynamics of Coral Communities, 74–93. Dordrecht: Springer Netherlands, 1999. http://dx.doi.org/10.1007/978-94-011-4842-9_4.

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Heppner, John B., David B. Richman, Steven E. Naranjo, Dale Habeck, Christopher Asaro, Jean-Luc Boevé, Johann Baumgärtner, et al. "Succession." In Encyclopedia of Entomology, 3612. Dordrecht: Springer Netherlands, 2008. http://dx.doi.org/10.1007/978-1-4020-6359-6_4464.

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Davis, John A., and Sabine Klein. "Succession." In Family Business, 59–72. London: Palgrave Macmillan UK, 2005. http://dx.doi.org/10.1057/9780230287730_5.

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Weber, Louise M. "Succession." In Understanding Nature, 211–20. Boca Raton: CRC Press, 2023. http://dx.doi.org/10.1201/9781003271833-19.

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Agarwal, Rajiv. "Succession." In Managing Family Business, 66–102. London: Routledge India, 2023. http://dx.doi.org/10.4324/9781003461555-4.

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Wikstrom, Lindsey. "Succession." In Designing the Forest and other Mass Timber Futures, 34–127. New York: Routledge, 2023. http://dx.doi.org/10.4324/9781003183198-2.

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Archer, Ian W., and F. Douglas Price. "Succession." In English Historical Documents 1558-1603, 1261–75. London: Routledge, 2024. http://dx.doi.org/10.4324/9781003557326-43.

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Bottomley, Kevin S. "Developing Sustainable Leadership Through Succession Planning." In Succession Planning, 1–10. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-72532-1_1.

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Conference papers on the topic "Succession"

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Timoshok, E. N. "Peculiarities of forming and functioning of the high-mountain forests of the Severo-Chuiskiy range (Central Altai)." In Problems of studying the vegetation cover of Siberia. TSU Press, 2020. http://dx.doi.org/10.17223/978-5-94621-927-3-2020-38.

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Larch forests are most common in the modern high-mountain forests of the Altai. Some relic old-growth Siberian stone pine forests are ingrained to them. Our investigations are fetched out the modern Siberian stone pine forests is the final stage of post-fire succession but the reaching of the stage was possible only in periods with high precipitation levels. The cause which prevents forming of such forests in the modern period in a long time required for the succession as post-fire succession is developing by the inhibition model: successional predecessor species (larch) prevent colonization of successor species (Siberian stone pine) until the disturbance will damage the predecessor population. As a result reaching of the stone pine tree stage may require several hundred years. The fires are usually prevent reaching of this stage.
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Taechasapasith, T., and N. Silakorn. "Systematic Talent Management & Succession Planning." In ADIPEC. SPE, 2023. http://dx.doi.org/10.2118/216818-ms.

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Abstract This paper demonstrates how systematic Succession Planning is important to PTTEP business especially when we operate over 50 petroleum exploration, development, and production projects in more than 10 countries across several regions with the primary focus on Southeast Asia and the Middle East as well as other petroleum-prolific areas displaying investment opportunities, both E&P and beyond E&P businesses. It ensures that all critical positions are occupied continuously and gains more engagement from the PTTEP talent pool. In 2020, Succession Planning became one of the KPIs among Top Management resulting in "1st time solid Succession Planning". Career Review Committee comprises CEO and Top executives responsible for identifying, developing, and retaining talent and succession planning so we can sustain our strategy of "strengthen leadership to a sustainable organization." We partnered with a global consulting company for a talent assessment tool based on talent models and benchmarks using a nine-box grid matrix of potential together with performance and other consideration factors for talent identification. Once successors are identified, the Company designs an Individual Development Plan (IDP) which consists of a career rotation plan and development framework. With strong support from all management, in 2021 we achieved a set of solid succession planning to support business growth with a successor ratio of more than three successors in all executive posts. Since then, PTTEP management movement and appointment have been considered systematically and even more efficiently through a practical end-to-end talent management process, starting from talent assessment to identify talent and successor, and development to ensure readiness. We completed 100% of the Individual Development Plan (IDP) focusing on both career plans and competency gap closing for talents. By developing various development programs including accelerated programs partnering with world-class institutions and leading consulting companies, leadership training courses, mentoring programs, executive talks, and networking programs both online and offline, we got a high satisfaction score of over 80%. Impactful succession planning also saves costs from internal development and placement without high external executive hiring costs. This upcoming year, the focus is how to prepare workforces to expand to our new territories in the Beyond E&P. With the new business requirement, therefore, we plan to encourage and provide talents with more career advancement opportunities to rotate across their discipline to achieve new career goals and more challenging job opportunities to expand the successor pool in the future. This paper shows that systematic Succession Planning benefits the company as it keeps our workforce and talent pipeline stable. Its benefits, however, are not only for PTTEP itself but could be for the PTT Group as well, as it provides a valuable resource pool among them.
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Yingzhen Zhao. "Study on the effect of incumbent - successor fit on succession patterns." In 2009 IEEE International Technology Management Conference (ICE). IEEE, 2009. http://dx.doi.org/10.1109/itmc.2009.7461438.

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Dulčić, Katerina. "SUCCESSION OF DIGITAL ACCOUNTS." In 3rd International Scientific Conference on Economics and Management. Association of Economists and Managers of the Balkans, Belgrade; Faculty of Management Koper; Doba Business School - Maribor; Integrated Business Faculty - Skopje; Faculty of Management - Zajecar, 2019. http://dx.doi.org/10.31410/eman.2019.319.

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Fadda, Abeer, and Andrey Ptitsyn. "Rhythmic Succession Of Molecular Functions." In Qatar Foundation Annual Research Conference Proceedings. Hamad bin Khalifa University Press (HBKU Press), 2014. http://dx.doi.org/10.5339/qfarc.2014.hbpp0368.

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"Succession planning in higher education." In Closing the Gender Gap. Purdue University, 2016. http://dx.doi.org/10.5703/1288284316079.

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Naseer, Muhammad Adil, Omran Ali Saabri, and Mohamed Abdulla Shayea. "Leadership Development and Succession Management." In ADIPEC. SPE, 2022. http://dx.doi.org/10.2118/210925-ms.

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Abstract This paper highlights the value of Leadership characteristics, practices and regular development process inleadership to make the leaders responsible and effective for the sustainability and continuous growth oforganization. Moreover, this paper also addresses the importance of Leadership successions plans andidentification of potential future leaders within organization and develop an environment for the potentialcandidatesto practicetheleadership on regularbasis. The key characteristic of Leaders is to take the responsibility and ownership of the task. Accordingly it is highly recommended not to manage the task but to lead the task as leadership calls for taking the responsibility to deliver, however managing the task will only be an authoritative action to work within identified boundaries following some finite process and guidelines. Working with fixed boundary limits never allow personnel to think out of the box, lead to employees mostly to think and work within an identified boundary limit with only following their managers’ instructions. With this attitude, employees work for their own self-interest in mind instead of working for the best interest of the company Continuous improvement in the effectiveness of Leadership is key to success. Leadership is defined as the management of a challenging situation with the responsibility to achieve desired objectives in a respectable manner. ADNOC initiative of Target Leadership Development Program was not only a combination of Leadership Development and Succession Management, but also the changed mindset of employees by giving them a push in the right direction with the below methodologies and adopt as True Leadership characteristics. -Take initiative, communication & encourage risk taking.-A vailability & listening capabilities.-Respect & Trust.-Grow a culture of recognition & celebrate success.-Empowerment & use the individual strengths of people.-Time & Energy Management towards desired objectives and prioritiesFigure 1Symbolic Difference between Managers & Leaders
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Lai, Yueh-Yi, Wen-Kai Tai, Chin-Chen Chang, and Chen-Duo Liu. "Synthesizing transition textures on succession patterns." In the 3rd international conference. New York, New York, USA: ACM Press, 2005. http://dx.doi.org/10.1145/1101389.1101442.

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Oparina, N. N. "Succession Management In Modern Russian Corporations." In CIEDR 2018 - The International Scientific and Practical Conference "Contemporary Issues of Economic Development of Russia: Challenges and Opportunities". Cognitive-Crcs, 2019. http://dx.doi.org/10.15405/epsbs.2019.04.85.

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Mižičková, Jarmila, and Michal Levický. "SUCCESSION IN FAMILY BUSINESSES IN SLOVAKIA." In 15th International Bata Conference for Ph.D. Students and Young Researchers. Tomas Bata University in Zlín, 2019. http://dx.doi.org/10.7441/dokbat.2019.074.

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Reports on the topic "Succession"

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Lane, L. S., and M. P. Cecile. Bedrock geology, Mount Hare, Yukon, NTS 116-I/9. Natural Resources Canada/CMSS/Information Management, 2021. http://dx.doi.org/10.4095/290067.

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The Mount Hare map area extends across the western limb of the Richardson anticlinorium in the southern Richardson Mountains, northern Yukon. It is underlain by four Paleozoic sedimentary successions: middle Cambrian Slats Creek Formation, middle Cambrian to Early Devonian Road River Group, Devonian Canol Formation, and Late Devonian to Carboniferous Imperial and Tuttle formations. The Richardson trough depositional setting of the first three successions is succeeded by a deep-marine, turbiditic Ellesmerian orogenic foredeep setting for the Imperial-Tuttle succession. The carbonate-dominated Road River Group defines a west-dipping homocline which is transected by oblique transverse faults in its upper part. In the overlying Imperial-Tuttle succession, map-scale folds can be defined where shales are interbedded with thick persistent sandstone units. The structural geometry reflects Cretaceous-Cenozoic regional Cordilleran tectonism.
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Kirk, Bernadette Lugue, Ronald A. Cain, Shaheen A. Dewji, and Carla L. Agreda. Succession planning for technical experts. Office of Scientific and Technical Information (OSTI), July 2017. http://dx.doi.org/10.2172/1408004.

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Clark, James S., and William H. Schlesinger. Forest succession at elevated CO2. Office of Scientific and Technical Information (OSTI), February 2002. http://dx.doi.org/10.2172/771345.

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Lane, L. S. Bedrock geology, Mount Raymond, Yukon, NTS 116-I/8. Natural Resources Canada/CMSS/Information Management, 2022. http://dx.doi.org/10.4095/329963.

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The Mount Raymond map area incorporates the western limb of the Richardson anticlinorium, southern Richardson Mountains, northern Yukon. It is underlain by four Paleozoic sedimentary successions: middle Cambrian Slats Creek Formation, Cambrian to Early Devonian Road River Group, Devonian Canol Formation, and Late Devonian to Carboniferous Imperial and Tuttle formations. The Richardson trough depositional setting of the first three successions is succeeded by a deep-marine, turbiditic, Ellesmerian, orogenic foredeep setting for the Imperial-Tuttle succession. Several major thrust faults and related folds transect the map area from north to south. The carbonate-dominated Road River Group defines a west-dipping homocline, modified by the Mount Raymond thrust fault together with minor folds in its footwall. In the overlying Imperial-Tuttle succession, map-scale folds are defined where shales are interbedded with persistent sandstones. Steep reverse faults in the east may have reactivated Cambrian rift faults. The structural geometry reflects Late Cretaceous-Cenozoic regional Cordilleran tectonism.
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Kislev, Yoav, Ramon Lopez, and Ayal Kimhi. Intergenerational Transfers by Farmers under Different Institutional Environments. United States Department of Agriculture, April 1995. http://dx.doi.org/10.32747/1995.7604936.bard.

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This research studies the issues of intergenerational transfers in general and farm succession in particular in two different institutional environments. One is the relatively unregulated farm sector in the United States, and the other is the heavily regulated family farms in Israeli moshavim. Most of the analysis is based on modern economic theory dealing with inheritance and other intergenerational issues. However, we start with two background studies. One is a review of the legal system affecting farm succession in the moshav, which, as we claim throughout the report, is of major importance to the question in hand. The second is an ethnographical study aimed at documenting various inheritance and succession practices in different moshavim. These two studies provide insight for most of the economic studies included here. The theoretical studies mostly deal with various aspects of two major decisions faced by farmers: who will succeed them on the farm, and when will succession take place. The first decision clearly depends on the institutional structure: for instance, Israeli farmers are limited to one successor while American farmers are not. The second decision can be taken in three stages: sharing farm work with the successor, sharing farm management, and eventually transferring the ownership. The occurrence and length of each stage depend on the first decision as well as on the institutional structure directly. The empirical studies are aimed at analyzing the practices and considerations of Israeli and American farmers regarding various intergenerational transfers-related issues. We found that American farmers' decisions are mainly driven by the desire to let the farm prosper in future generations and by a preference for equal treatment of heirs, and not at all by old-age support considerations. In contrast, we demonstrate the significant effect of old-age support on the value of the transferred farm in a sample of Israeli farms. Using Israeli census data, we find that the time of farm ownership transfer responds to economic incentives. A smaller Israeli panel data set shows that controlling for the occurrence of succession, farm size rises with operator's age and eventually falls, while intensity of production seems to decline steadily. This explains another finding, that farm transfer contributed significantly to farm growth when farming was attractive to successors. This finding supports our main conclusion, that the succession decisions are of major importance to the viability and profitability of family farms over the long run.
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de Freitas, T., and U. Mayr. Devonian (Emsian to Famennian) foreland clastic succession. Natural Resources Canada/ESS/Scientific and Technical Publishing Services, 1998. http://dx.doi.org/10.4095/209772.

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Black, Anne E. Incident Management Organization succession planning stakeholder feedback. Ft. Collins, CO: U.S. Department of Agriculture, Forest Service, Rocky Mountain Research Station, 2013. http://dx.doi.org/10.2737/rmrs-gtr-297.

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Choi, Min K. Senior Leadership: Succession Effects on Organizational Performance. Fort Belvoir, VA: Defense Technical Information Center, December 2013. http://dx.doi.org/10.21236/ada606048.

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al-Kathiri, Faisal. Succession to the caliphate in early Islam. Portland State University Library, January 2000. http://dx.doi.org/10.15760/etd.3044.

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Snyder, Scott. Satellites, summits and succession in North Korea. East Asia Forum, January 2024. http://dx.doi.org/10.59425/eabc.1706738400.

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