THE IMPACT OF MANAGEMENT SUCCESSION IN AN ORGANISATION GOAL ATTAINMENT.
 (A CASE STUDY OF ENUGU STATE HOUSING DEVELOPMENT CORPORATION.)
ABSTRACT
This research work looked into the intricacies and prospects of the impact of management succession in an organization’s goal attainment. A case study of Enugu State Housing Development Corporation.
The average Nigeria orientation towards succeeding an out going executives of management staff is simply stepping into the vacuum created by the exist of the former executive and continue from there.
 However, because of the complexities and relevance of management activities in socio-economic life vise visa organization, ministries, firms and even the informal organization management succession system has to be strategically structured and tactically evolutionary in order to ensure an uninterrupted continue flow of management function from one generation to another.
 Relevant hypothesis were developed and tested statistically and some findings were made.
That life is procedural and continuous and as such society looks on business endeavour of any firm for the fulfillment of social and economic requirement of its members.
That for requirements of the member to be fulfilled on a continuous condition then there must be adequate structure plan
TABLE OF CONTENTS
CHAPTER ONE
INTRODUCTION
1.1              Background of the study
1.2              Statement of the problem
1.3              Purpose of the study
1.4              Scope of the study
1.5              Research hypothesis
1.6              Significance of the study
1.7              Limitations of the study
1.8              Definition of terms
References.
CHAPTER TWO
REVIEW OF RELATED LITERATURE
2.1              Succession planning – meaning and concept
2.2              Modalities for succession in organization
2.3              Necessity for management succession
2.4              Succession planning and organizational; goal attainment
2.5              Succession planning at Enugu state housing development corporation
References
CHAPTER THREE
RESEARCH DESIGN AND METHODOLOGY
3.1              Research design
3.2              Area of the study
3.3              Population of the study
3.4              Sample and sampling procedure / techniques
3.5              Instruments for data collection
3.6              Validation of the instruments
3.7              Reliability of the instrument
3.8              Method of data collection
3.9              Method of data analysis
References
CHAPTER FOUR
DATA PRESENTATION AND ANALYSIS
4.1              Presentation and analysis of data
4.2              Testing of hypothesis
4.3              Summary of results
CHAPTER FIVE
DISCUSSION, RECOMMENDATION AND CONCLUSION
5.1              Discussion of results or findings
5.2              Conclusion
5.3              Implications of the research findings
5.4              Recommendations
5.5              Suggestions for further research
Bibliography
Appendix.
 CHAPTER ONE
 INTRODUCTION
1.1        BACKGROUND OF THE STUDY
Since Independence in 1960, Nigeria has witnessed a tremendous growth and increase in organization whose role to a large extent have been tailored to fulfill national aspirations. The expediency for personal and or organization objectives has let to government emphasis on training and development of human resources especially those on the managerial cadre.
 Despite government effort there is a basic truth about present day class of young executives. A good number of them become unsuccessful in reaching their goods because of inadequate planning by management to accommodate their skills and experience especially at the top level of an organization. Consequently, this study is aimed at exposing and identifying the defects in management style and it is the aim of this study to do this by first identifying the development of human resources. Secondary this study wills emphasis on certain position in an organization, which requires conscience activities according to Druker (1975).
 This is because the conscience activities and of course the extent to which it is been excluded determines the survival of the organization. One important factor to be borne in mind here is that the managers of the organization should be persons of competence, hard work, dedication and thoughtfulness. A Doyen in management, Abebe (1980) in one of his interviews was of the view that “managers must possess in satiable desire to learn and must be leaders and not bosses and must have absolute loyalty and commitment. Equally important according to him are qualities such as integrity, fairness, intellect, ability to work with others and possession of basic common sense”.
 These qualities can be converted to reality by good management succession planning therefore management succession planning is an important ability because it looks at the manager as some one who can be fully integrated by development efforts in the organization.
 Like most human endeavor there are problems which organizations are confronted with in the process of managing their workforce. This research seeks to bring out these problems, which work against the establishment of effective standards of management succession plane. Above all, the imposition of great responsibilities on business institutions of every sort makes the demand for the establishment of effective standards of management succession plan more paramount. To this end, our top management can therefore not afford to make nonsense of this invaluable position by failing to make adequate provision for the supply of top mangers for the father. Important questions that need to be answered by managers of organizations are what is our business and what should it be. It is only when this question if correctly answered that management personnel can come to the realization that the future of present decisions can be assured if good men are available to implement them when they mature Abebe States that, from the day he was told that he is going to be appointed chairman in succession to the former chairman and managing director. They started thinking of his succession as well in order to give him relevant development training and expose him to other parts of the business. He had wished that his companies could take the question of succession planning much more serious. Management being at a tangible activity has its own style and tested techniques, tools and skills. The manager must anticipate and make provision to accommodate future contingencies changes in technology and government regulations. According to Elvers (1980) “We live  in a world which is constantly, facing technological change, e.g. Manual typewriter replaced with a electric typewriter and later with computer, counting machine replaced instead of calculator formerly used, Telephone reduces the need for messengers. Certainly, all organizations will continue to be effected by such changes in technology. Similarly, many of you are expecting the new elected officials to make an impact on business, which must in turn make changes. Irrespective of what new governmental officials do, all who are managers in an organization, whether a business or a governmental agency are subjected to conditions which will require that managers institute changes. These conditions may include business growth, turn out of employees, Implementation of new programmers or products, business recession, increase in competition new governmental policies, and technological development. To be able to carryout these, the manager most possess developed skill, in order to be able to handle uncertain tie of tomorrow’s business circumstances. Ideally, only arise management will realize that most decision taken or made today may not come to pass in their working life time and such make preparations for the future and where this is failed to be done, the effect usually ends in abrupt closure of organization, creation of unemployment and any other associable social vices.
1.2          STATEMENT OF THE PROBLEM:
The principle of succession is as old as the history or the world itself. Every human endeavor is characterized by tests, survival and succession in the course of time, because some where and sometime people have been able to take up from there their predecessors stopped in order that continuity is guaranteed.
In the words of worth (1974) “Management succession planning is a process. It starts from management manpower planning to staff and development, organizational performance, appraisal and analysis, manpower inventory ends in the final decision to re-allocate the human elements in the organization.
 Obviously, in planning, organization, directing, controlling and co-ordinating all human activities as of problems are encountered.
 To this end, this study will, while trying to examine management succession in Enugu State housing Development corporation, highlight problem, prospects and manner of management succession in this corporation.
1.3        PURPOSE OF THE STUDY
This research among many things will try to underscore the following;
1.      Identify how management succession takes place.
2.      Find out whether there is a purposeful, structured management succession plan that exists in the corporation.
3.      Determine how age structure of personnel influences the overall plan for succession in the corporation future activities.
4.      Ascertain whether realistic tendencies affect management succession plan.
1.4         SCOPE OF THE STUDY
1.       There is no operational management succession plan existing in the corporation
2.       Age is not an important factor in making employment decision.
3.       Tribalism and ethnicity do not negate management succession plan.
 1.5        RESEARCH QUESTION
1.       Do you have any operational management succession plan in you corporation?
2.       Is age an important factor in selecting candidates for middle and senior management positions?
3.       Do tribalism and ethnicity negate the management succession plan in the corporations?
1.6          RESEARCH HYPOTHESIS
1.      Management succession takes place in your corporation
2.      Operational management plan exist in your establishment.
3.      Age is an important factor in selecting candidates for middle and senior management succession plan
4.      The organizational survival, continuity and viability are among the primary responsibilities of top management.
1.7        SIGNIFICANCE OF THE STUDY
As life processes are basically procedural and continuous so as is the entire people of Enugu State expectant of the fulfillment of their housing and other social needs by working up to the corporation. Thus if these requirement are to be fulfilled and satisfied on a conditions basis from one generation to another then there must be some well structured plans to intake the corporation like up to its social and housing responsibilities.       
 Management succession planning should therefore be one of such vital factors that should be considered diligently in or determine that the corporation will remain alike and active to its responsibilities in line with the desire and aspirations of the citizen of Enugu State.
 This study therefore is significant for a number of reasons:
a.       It will instill the awareness that every management activity must plan to accommodate contingencies. Also it will show that planning for succession is a worthwhile top management function.
 b.      It will point out the fact of Enugu State Housing Development Corporation for its future manager; it will be faced with the danger of failing to meet its obligation to Enugu State Citizenry. The effect of this will be acute housing problems and other social difficulties facing Enugu State Citizens.
 c.       It will make suggestions as how human development in Enugu State Housing Development Corporation can be developed in order that it likes up to it responsibilities.
 In fact, management of other corporation will have many things to benefit from the study. This is so in that it will give insight into effective corporation management and the need to provide for management succession as the executives disengages due to resignation, retirement or death. Moreover the civil society of Enugu and the future leaders will benefit from this work as this educates them that the chief executive plays the key role in the management succession process. The responsibilities of seeing that the system ie, housing development functions efficiently are that of the chief executive.
1.8        DEFINITIONS OF TERMS
a.       Management succession, this means a process of assessing management needs and hierarchy in future of Enugu State Housing Corporation and the means of insuring that there is junior managers able to succeed more senior managers.
b.      Succession plan, this is a document that shows management position in the corporation.
 i.                    The name of the present job holders
ii.                  Estimated date he will leave
iii.                Name and experience of person in the corporation who will succeed him.
 c.       Management development; this refers to career planning for inceasing the effectiveness of individuals and meeting the needs of the organization.
 d.      Executive development; means the early identification and development of executive talents for more effective utilization of those judged to have high and unlimited potential for senior corporate responsibilities.
e.       Manpower inventory; refers to manpower records and a constant review of such records in, anticipation of future management needs.
 f.       Management planning; means the anticipation provision for the manpower needs for the entire corporation.
g.      Age structure; refers to the distribution of age within the corporation.
 h.      Environmental factors; refers to such factors as economic conditions, climate, natural resources, bars, customs, habits, politics, intrigues and power tussles among the various local government areas in Enugu State.