If you take the assignment illustrated below your answer will require to be in an APA format with sources.
Problem 1) Please help to expand this with ideas that incorporate a definition or at least assign some traits to the leaders you talk about.
The main goal or objective of the succession proposal is to ensure smooth transition at the City of Cleveland's existing leaders to the successor or new leader without hampering the day to day activities, processes and systems, working culture and philosophy of the agency (Fahed-Sreih, J. 2012). The agency should continue to achieve the stated goals and objectives. The transition process should ensure continuity of the business without any major break or roadblock and the transition process for the new successor should be smooth enough to ensure future growth of the business and establish the criterion, the organization will use to chart its progress" (Hamel & Prahalad, 2005,p. 150) .
Problem 2. Please help me expand the ideas below for procedural and distributive justice as well as how positive change and culture is shaped by rational sharing.
The City of Cleveland's succession plan should adhere to all regulations and laws and should be fair, justified and approved by all the stakeholders of the organization (Lewis, Hamel, & Richardson, 2001).
Problem 3. Help explaining deliverables and drivers to ensure a smooth transition for a succession plan for instance a documented manual, procedures or training manual to ensure long term sustainability or future succession planning and transitions
The evaluation strategies for the City of Cleveland should include control mechanisms and benchmarks or indices to evaluate the efficacy of the new successor after the transition. These metrics and control mechanisms can include quantitative indicators such as growth, operating margins, such as satisfaction levels among the employees and other stakeholders under the leadership of the successor or the new leader expertise (Strack, Caye, & Gaissmier, 2010). These checks and metrics will help in ensuring that succession plan is working effectively for the City of Cleveland.
Thus, in order for the City of Cleveland to establish a time-line, for a succession proposal the suggested approach is to provide a fixed timeframe for the succession planning process. For example, the City of Cleveland can use a fixed deadline, 6 months, for completing this transition to the successor in the agency (Cooper, 2013). Further the plan can refine this six-month deadline into smaller targets, say 2 months for announcement of the name of the successor (Cooper, 2013). Similarly, the plan can outline that the existing leadership will assist the new leadership or the successor for 2 months after transition period. Mind tools (2009).
References:
Cooper, D. (2013, April). United States: Primary Goals For Company Succession Planning. Mondaq Connecting Knowledge and People, (), . Retrieved from
https://www.mondaq.com/unitedstates/x/231278/Corporate+Commercial+Law/Primary+Goals+For+Company+Succession+Plannin
Fahed-Sreih, J. (2012).
THE EFFECT OF INVESTING IN HIRING, HUMAN RESOURCE PLANNING, AND EMPLOYEE DEVELOPMENT ON LABOR PRODUCTIVITY: CASE OF LEBANON. Journal Of International Business Research, 11(1), 29-51.