MARC Record from marc_columbia

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001 15428812
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008 170908t20171986enk ob 001 0 eng d
035 $a(OCoLC)on1003192473
035 $a(NNC)15428812
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019 $a1004495976$a1004720956$a1004922169$a1242425316
020 $a9780203787458$q(electronic bk.)
020 $a0203787455$q(electronic bk.)
020 $z9780887381621
020 $z9781412842365
020 $a9781351509343
020 $a1351509349
020 $a9781351509336$q(electronic bk. : Mobipocket)
020 $a1351509330$q(electronic bk. : Mobipocket)
020 $a9781351509350$q(electronic bk. : PDF)
020 $a1351509357$q(electronic bk. : PDF)
035 $a(OCoLC)1003192473$z(OCoLC)1004495976$z(OCoLC)1004720956$z(OCoLC)1004922169$z(OCoLC)1242425316
037 $a9781351509343$bIngram Content Group
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050 4 $aHD38.25.U6$bL43 2017eb
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245 00 $aLeadership succession /$cedited by Stewart D. Friedman ; with a new introduction by the author.
264 1 $aAbingdon, Oxon :$bRoutledge, Taylor & Francis Group,$c2017.
264 4 $c©1986
300 $a1 online resource.
336 $atext$btxt$2rdacontent
337 $acomputer$bc$2rdamedia
338 $aonline resource$bcr$2rdacarrier
588 0 $aOnline resource; title from PDF title page (EBSCO, viewed September 15, 2017).
504 $aIncludes bibliographical references and index.
520 2 $a"This volume focuses on the most critical strategic activity in any organization, namely, who gets chosen to sit in the top echelon of the pyramid. Friedman argues that it is the quality of corporate leadership that will determine corporate winners and losers in the global competitive game.The stakes in leadership succession are high. The selection of key figures is the one human resource activity that no one belittles for being of secondary importance. Indeed, leadership succession is so important and central in many executive minds that it crowds out any other work. The succession process is often fraught with political intrigue, it lacks discipline, and excludes meaningful involvement of senior human resource executives.The contributors to this imaginative volume reveal a succession planning process that is frequently sloppy, superficial, and regularly sabotaged by senior management when they give it short shrift in terms of quality time. In addition, senior management often overrides sound decisions when it comes to filling key positions. The result is a lack of integrity throughout the human resource systems that eventually leads to a collapse of belief in the system and its governance.Noel M. Tichy, a leading figure in the studies of human resource management, has said, ""Stewart Friedman is to be congratulated for a successful effort in providing a state of the art look at leadership succession. [He] provides us with an empirical database of what is happening in U.S. corporations, helpful prescriptions for future improvement of leadership succession, and a realistic assessment of the human resource executive challenges in this area."--Provided by publisher.
505 00 $tChapter 1 Succession Systems in Large Corporations: Characteristics and Correlates of Performance /$rStewart D. Friedman --$tchapter 2 Matching Managers to Strategies: --$tchapter 3 Dilemmas in Linking Succession Planning to Individual Executive Learning* --$tDouglas T. Hall --$tchapter 4 Concerns of the CEO* /$rEdward H. Bowman --$tchapter 5 The Dynamic Organizational Contexts of Executive --$tchapter 6 Heroes in Collision: Chief Executive Retirement --$tchapter 7 On Executive Succession: A Conversation with /$rLester B. Kom Douglas M. Cowherd.
650 0 $aExecutive succession$zUnited States.
650 7 $aBUSINESS & ECONOMICS / Industrial Management.$2bisacsh
650 7 $aBUSINESS & ECONOMICS / Management.$2bisacsh
650 7 $aBUSINESS & ECONOMICS / Management Science.$2bisacsh
650 7 $aBUSINESS & ECONOMICS / Organizational Behavior.$2bisacsh
650 7 $aExecutive succession.$2fast$0(OCoLC)fst00917872
651 7 $aUnited States.$2fast$0(OCoLC)fst01204155
655 4 $aElectronic books.
700 1 $aFriedman, Stewart D.,$eeditor.
856 40 $uhttp://www.columbia.edu/cgi-bin/cul/resolve?clio15428812$zTaylor & Francis eBooks
852 8 $blweb$hEBOOKS