東華大學圖書館 |

語系: 繁體中文

說明(常見問題)

回圖書館首頁

手機版館藏查詢

登入

回首頁

切換: 標籤 | MARC模式 | ISBD

Identifying impediments of successio...

Zuleger, Stephanie.

FindBook

Google Book

Amazon

博客來

Identifying impediments of succession planning in credit unions.

紀錄類型:	書目-電子資源 : Monograph/item
正題名/作者:	Identifying impediments of succession planning in credit unions./
作者:	Zuleger, Stephanie.
出版者:	Ann Arbor : ProQuest Dissertations & Theses, : 2016,
面頁冊數:	169 p.
附註:	Source: Dissertation Abstracts International, Volume: 78-05(E), Section: A.
Contained By:	Dissertation Abstracts International78-05A(E).
標題:	Organizational behavior. -
電子資源:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=10248028
ISBN:	9781369422412

Identifying impediments of succession planning in credit unions.
Zuleger, Stephanie.

Identifying impediments of succession planning in credit unions. - Ann Arbor : ProQuest Dissertations & Theses, 2016 - 169 p.

Source: Dissertation Abstracts International, Volume: 78-05(E), Section: A.

Thesis (Ed.D.)--Pepperdine University, 2016.

Credit unions, the cooperatives started by the people to serve the people, have experienced tremendous growth, success, and challenge since their inception in the mid-19th century. While the overall number of members and assets are growing, the physical number of credit unions is decreasing due to mergers or insolvency, keeping market share stagnant for the past 20 years. As with all organizations, succession planning is essential to ensure a future. Considering a conceptual foundation including stakeholder theory and succession planning, the purpose of this qualitative study was to better understand how succession planning is utilized by CEOs of credit unions today, what impedes credit unions from succession planning and leadership development, as well as what tools or resources are needed within the industry to either build or enhance the succession planning efforts.

ISBN: 9781369422412Subjects--Topical Terms:

516683
Organizational behavior.

Identifying impediments of succession planning in credit unions.
LDR:03285nmm a2200325 4500 001 2120659
005 20170724080051.5
008 180830s2016 ||||||||||||||||| ||eng d
020 $a 9781369422412
035 $a (MiAaPQ)AAI10248028
035 $a AAI10248028
040 $a MiAaPQ $c MiAaPQ
100 1 $a Zuleger, Stephanie. $3 3282604
245 1 0 $a Identifying impediments of succession planning in credit unions.
260 1 $a Ann Arbor : $b ProQuest Dissertations & Theses, $c 2016
300 $a 169 p.
500 $a Source: Dissertation Abstracts International, Volume: 78-05(E), Section: A.
500 $a Adviser: Kay Davis.
502 $a Thesis (Ed.D.)--Pepperdine University, 2016.
520 $a Credit unions, the cooperatives started by the people to serve the people, have experienced tremendous growth, success, and challenge since their inception in the mid-19th century. While the overall number of members and assets are growing, the physical number of credit unions is decreasing due to mergers or insolvency, keeping market share stagnant for the past 20 years. As with all organizations, succession planning is essential to ensure a future. Considering a conceptual foundation including stakeholder theory and succession planning, the purpose of this qualitative study was to better understand how succession planning is utilized by CEOs of credit unions today, what impedes credit unions from succession planning and leadership development, as well as what tools or resources are needed within the industry to either build or enhance the succession planning efforts.
520 $a Based on in-depth interviews with eight current CEO's, findings revealed that succession planning is happening more frequently in large credit unions than previous research noted. CEOs are committed to their stakeholders and to the industry and are driving this process in their credit unions, they believe developing leaders is their main role, and they see succession planning as a competitive advantage because of the results it generates. To make the process successful, the CEOs are utilizing consultants, incorporating a variety of activities, focusing on innovation and technology, and challenging the talent management status quo. The CEOs did not believe suggested impediments from previous research were accurate. Rather, they believed that intrinsic factors got in the way including excuses, basic human nature and egos. To truly revolutionize the industry and gain market share, the CEOs shared that many strategies including hiring practices must change.
520 $a It is recommended that credit union leaders and directors become knowledgeable on succession planning and its benefits, connect strategic planning with talent management, and remove intrinsic obstacles to most effectively give back to their stakeholders. Additional research on smaller credit unions and their succession planning efforts, recruiting and hiring tactics for credit union CEOs, and the prioritization of succession planning, strategic planning, and financial results is needed.
590 $a School code: 6009.
650 4 $a Organizational behavior. $3 516683
650 4 $a Management. $3 516664
650 4 $a Banking. $2 bicssc $3 1557594
690 $a 0703
690 $a 0454
690 $a 0770
710 2 $a Pepperdine University. $b Education. $3 1019295
773 0 $t Dissertation Abstracts International $g 78-05A(E).
790 $a 6009
791 $a Ed.D.
792 $a 2016
793 $a English
856 4 0 $u http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=10248028