Job Satisfaction and Succession Planning
Running Head: JOB SATISFACTION WITHIN SUCCESSION PLANNING
Job Satisfaction Within Succession Planning 2
Few things are more important to an organization’s success and operations than
its ability to continue a steady stream of having the best people in the right positions.
Yet, many organizations fail to implement the correct type of plan that will develop,
satisfy, and retain their employees. Many are using old systems when attempting to
refine individuals into future leaders. Succession planning is one of the many ways that
this can be accomplished and can be a huge benefit to organizations focused on the long
term. Succession planning is the process of ensuring that potential successors within a
business or organization are identified and groomed in anticipation for future vacant
positions (Dessler, 1997). The main goal of this process is to ensure that a continuity in
the various leadership and linchpin positions exists.
Within each organization, there are any number of positions that are considered
critical to the effective running of an organization. These positions are the lifeblood of
the organization, and, if left vacant, there is a possibility of the organizational operations
stalling. Organizations that have a clear policy and strong structure centered around
succession management are more likely to see higher job satisfaction, recognition,
development, and retention with the top leaders in the organization. Although there
are many important factors in the development of a fully functioning and efficient
succession planning program, this paper will focus on the importance of increasing
employee job satisfaction in developing a robust succession plan.
Job Satisfaction
Job Satisfaction Within Succession Planning 3
According to Locke, job satisfaction is “a function of the perceived relationship
between what one wants from one’s job and what one perceives it as
Job Satisfaction Within Succession Planning 2
Few things are more important to an organization’s success and operations than
its ability to continue a steady stream of having the best people in the right positions.
Yet, many organizations fail to implement the correct type of plan that will develop,
satisfy, and retain their employees. Many are using old systems when attempting to
refine individuals into future leaders. Succession planning is one of the many ways that
this can be accomplished and can be a huge benefit to organizations focused on the long
term. Succession planning is the process of ensuring that potential successors within a
business or organization are identified and groomed in anticipation for future vacant
positions (Dessler, 1997). The main goal of this process is to ensure that a continuity in
the various leadership and linchpin positions exists.
Within each organization, there are any number of positions that are considered
critical to the effective running of an organization. These positions are the lifeblood of
the organization, and, if left vacant, there is a possibility of the organizational operations
stalling. Organizations that have a clear policy and strong structure centered around
succession management are more likely to see higher job satisfaction, recognition,
development, and retention with the top leaders in the organization. Although there
are many important factors in the development of a fully functioning and efficient
succession planning program, this paper will focus on the importance of increasing
employee job satisfaction in developing a robust succession plan.
Job Satisfaction
Job Satisfaction Within Succession Planning 3
According to Locke, job satisfaction is “a function of the perceived relationship
between what one wants from one’s job and what one perceives it as