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.

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”.