EFFECT OF MANAGEMENT SUCCESSION ON THE SUSTAINABILITY OF ORGANIZATIONAL PRODUCTIVITY
(A STUDY OF ENUGU STATE HOUSING DEVELOPMENT CORPORATION)
ABSTRACT
This research work, examined the Effect of Management Succession on the Sustainability of Organizational Productivity with Enugu State Housing Development Corporation as a case study. The objectives of the study were to find out how management succession affects the profitability of Enugu State Housing Development Corporation, investigate the relationship between management succession and employee turnover of Enugu State Housing Development Corporation and assess the extent management succession affects market share of Enugu State Housing Development Corporation. The research method adopted was the survey research method. The sources of data used were the primary and secondary sources of data. The population of the study was 278 while the sample size of 164 was determined using Taro Yamane’s formular. The major instrument of data collection was the questionnaire. The data collected were presented in tables using frequencies and simple percentages and analysed using inferential statistics. The hypotheses were tested using the chi-square distribution formular. The findings include that management succession positively affects the profitability of Enugu State Housing Development Corporation, there is a positive relationship between management succession and employee turnover of Enugu State Housing Development Corporation and management succession has significant effect on market share of business. The researcher concluded that management succession has a significant effect on Sustainability of Organizational Productivity. The research recommends that managers of organizations should always take into consideration, management succession of their organization, there should be a well planned programme in every organization on how those to take over leadership positions should be trained for future leadership position and organizations should learn how to change policies that are consistent with their strategies.
TABLE OF CONTENTS
CHAPTER ONE
INTRODUCTION
1.1    Background of the study                        
1.2    Statement of the Problem                    
1.3    Objectives of the Study                        
1.4    Research Questions                            
1.5    Research Hypotheses                                           
1.6    Significance of the Study                        
1.7    Scope of the Study                            
1.8    Limitations of the Study                        
1.9    Operational Definition of Terms                     
References                                    
CHAPTER TWO  
REVIEW OF RELATED LITERATURE
2.1    Conceptual Framework of the Study                    
2.1.1 Concept of Management Succession            
2.1.2 Problems of Management Succession                 
2.1.3 Phases of Time Cycle for Succession Planning         
2.1.4 Long Term Resource Planning                     
2.1.5 Preparation of the Successor                     
2.1.6 Meaning and Definition of Organization             
2.1.7 Productivity                                
2.2 Theoretical Framework of the Study                    
2.2.1. Relay Succession Planning Model                
2.2.2. Scharmer’s Theory U Model                    
2.3    Historical Background of Enugu State Housing         
Development Corporation (ESHDC)                
2.4 The Relationship between Management succession
and Employee Turnover                        

2.4.1  The Effect of Managerial Succession on                 
     Profitability of Business Organization                
2.5    Empirical Review                             
2.6    Summary of Literature                        
References                                    
CHAPTER THREE
RESEARCH METHODOLOGY
3.1    Research Design                             
3.2    Area of the Study                            
3.3    Sources of Data                            
3.3.1 Primary Source of Data                        
3.3.2 Secondary Source of Data                    
3.4    Population of the Study                        
3.5     Sample Size Determination                    
3.6    Sampling Procedure                            
3.7    Sample distribution                             
3.8    Method of Data Collection/Instrumentation        
3.9    Validity of the instrument                    
3.10 Reliability of the Instrument                    
3.11     Techniques of Data Analysis                     
References                                    
CHAPTER FOUR
DATA PRESENTATION, ANALYSIS AND Discussion of Findings  
4.1    Data presentation and analysis                 
4.2    Testing of Hypotheses                        
4.3    Discussion of findings                        
CHAPTER FIVE
SUMMARY OF FINDINGS, CONCLUSION AND RECOMMENDATIONS
5.1    Summary of Findings                        
5.2    Conclusion                                
5.3    Recommendations                             
5.4    Suggestion for further research                
5.5    Contribution to knowledge                    
Bibliography                                    
Appendix                                         
Questionnaire                             
CHAPTER ONE
INTRODUCTION  
1.1    Background of the Study
Before organizations started developing interest in management succession in the mid 1950s, it was discovered that those who were supposed to take over future executive position were into properly train and ready for action. This resulted in the emergence of managers lacking managerial skills which led to declare in the profitability and sales turnover of those organizations, coupled with increase in labour turnover. These and more prompted the research to examine the effect of management succession in the sustainability of organizational productivity of organizational productivity.
Ile (2010:234), opines that management has a special role to play in an organization. As a matter of fact, management has its own stake in the organization. All employees do of course, but management is responsible for the organization as a whole a responsibility that of ten requires dealing with multiple stakeholders and balancing conflicting claims shareholders, for example want large returns, while consumers want more investment on research and development employee want higher wages and better benefits, while  local communities want parks and  day care facilities. To ensure that survival of the organization, management keeps the relationship among key stakeholders in balance over both short and long terms.
Nwachukwu (2013:64), states that the development of the management is the development of the management is the growth of the organization partly depends in the management, as they make vital decision that affect the organization Barker (2014:52), supports the view of Nwachukwu, when he said that human resources is the wealth of the nation. He further stated that over a given period of time, some personnel will retire many will be promoted and theirs may die on leave concurrently some jobs and functions may have to be vacant leading to a break in the sustainability of organizational productivity.
In the words of Collins (2009:63) management succession is a process of identifying those jobs considered to be at the core of the organization, too critical to be left vacant or filled by any but the best qualified persons and then creating a strategy play to fill them with experienced and capable employees. Trapiano (2011:108), opines that management succession is an activity that focuses on manpower planning, success and creates an effective process for recognizing, developing and retaining top leadership talent. It is important to note that strategic management succession is about talents. The organization needs now, rather, it is projecting the talents knowledge, skill and competencies needed for the future of an organization.
Coventry and Barleck (2009:54) submitted that “it is always the duty of the top management top provides for its own continuity, through effective planning for succession usually, little or no thought is given to executive needs of the future with consequent failure to provide a management development programme which is an in dispensible means of building true and dedicated terms of professionals for future needs. It is based on this backdrop that the research wants to examine effect of management succession on the sustainability of organization productivity, using Enugu State Housing Development Corporation as a study
1.2    Statement of the Problem
Some organizations do not plan for management succession. This has affected them negatively in the area of profitability, employee turnover, and market share of their business.
Some organizations have been recording low profitability as a result of unplanned managerial succession. When the when the experienced Chief Executive Officer (CEO) dies, the organizations are usually taken by surprise as a result of the ill preparedness of those to take over. This could be in the area of training and experience and this has affected most organizations negatively in terms of profitability.  
The rate of employee turnover of some organizations has gone high as a result of unplanned managerial succession. This is because the employees are not usually comfortable with the new person in charge.
As a result of unplanned managerial succession, in some organizations, their customers usually divert to patronizing their competitors.
1.3    Objectives of the Study
The general objective of the study was to examine the effect of management succession on sustainability of organizational productivity. However, the specific objectives include to:
1)    Ascertain the extent to which managerial succession affects the profitability of Enugu State Housing Development Corporation.
2)    To investigate the relationship between managerial succession and employee turnover of Enugu State Housing Development Corporation.
3)    To assess the extent managerial succession affects market share of Enugu State Housing Development Corporation.
1.4    Research Questions
Based on the objectives of the study, the following research questions were raised.
(1)    To what extent does managerial succession affect profitability of small scale businesses?
(2)    What is the relationship between managerial succession and employee turnover of Enugu State Housing Development Corporation?
(3)    To what extent has managerial succession affected market share of Enugu State Housing Development Corporation?
1.5    Research Hypotheses
Based on the research questions, the following hypotheses were formulated.
Hypothesis One
H0:      Managerial succession does not positively affect the profitability of Enugu State Housing Development Corporation to a large extent.
Hi:      Managerial succession positively affects the profitability of Enugu State Housing Development Corporation to a large extent.
Hypothesis Two
H0:      There is no positive relationship between managerial succession and employee turnover of Enugu State Housing Development Corporation
Hi:      There is a positive relationship between managerial succession and employee turnover of Enugu State Housing Development Corporation.
Hypothesis Three
H0:    Managerial succession does not have significant effect on market share of small scale business in Enugu State Housing Development Corporation.       
Hi:    Managerial succession have significant effect on market share of small scale business in Enugu State Housing Development Corporation.     
1.6    Significance of the Study
So many people will benefit from this research work. Business organizations will benefit as they will be more enlightened on the importance of preparing their management workers for the take over of leadership mantle of the organization. The researcher will benefit from this research work, as it is a partial requirement for the award of Bachelor of Science (B.Sc) in Business Administration. The universities will benefit because the study will increase their data bank. The general public will benefit as it will lead to creation of jobs.
1.7    Scope of the Study
This research work covered the effect of management succession on sustainability of organizational productivity. The organization covered is Enugu State Housing Development Corporation. This research work was carried out between 2015-2016
1.8    Limitation of the Study
The researcher encountered some impediments in the course of carrying out this research work. Among them, were finance, lack of material, time and uncooperative attitude of respondents.
Finance: The researcher spent some money in browsing/surfing through the internet and printing out relevant materials, related to the research work.
Lack of Materials: Initially, the researcher was unable to get some materials on the topic, but after a extensive browsing and surfing in the internet, the researcher was able to get the necessary materials needed for the research work.
Time: The research work affected the researcher in the area of time, because part of this research were conducted, using office hours which almost created a friction between the researcher and his employers.
Uncooperative Attitude of Respondents: Some employees of Enugu State Housing Development Corporation were economical with information, but when they discovered that the research work was purely for academic purpose, they gave out useful information needed for the research work.
1.9 Operational Definition of Terms
 Management Succession: Is an activity that focuses on manpower planning such as recruitment and development of employees in order to fill managerial and top positions. Productivity: Is concerned with the process of achieving the ultimate goals of the organization in terms of processing the input to reflect the expected output of the system”.    
REFERENCES
Tropiano, F. (2014). Modalities for succession in organizations. Journal of Management Science. 1(3);45.
Ile, N.M. (2010), Entrepreneurship Development: The Nigeria Experience. Enugu: Ochumba Publisher Company.  
Nwachukwu, I. (2013) Succession Planning in Small Scale Business in Nigeria. Lagos: University Press.
Barker, S. (2014) Succession Management for the entire Organization. International Journal of Management Science. 27(2);62.
Collins, C.  (2009). Succession Planning in Nigeria Organization. Ibadan: University Press.
Ajayi, J. (2011), Long Term Resource Planning. Journal of Humanities and Social Science. 4(10);20.  
Vesper, N. (2014), Dilemmas in Linking Succession Planning to Individual Executive Learning. Human Resource Management, 25(2); 65.