n IFE PsychologIA : An International Journal - Mentoring and leadership succession in industries and organizations : chapter 15
|Article Title||Mentoring and leadership succession in industries and organizations : chapter 15|
|© Publisher:||IFE Centre for Psychological Studies (ICPS)|
|Journal||IFE PsychologIA : An International Journal|
|Affiliations||1 Redeemer's University, Nigeria|
|Publication Date||Jan 2011|
|Pages||180 - 186|
|Issue||Special issue 1|
Mentoring and leadership succession are global phenomenal that affect the upward mobility of employees' career and sustainability of organizational leadership. Mentoring and leadership succession are two sides of progressive process in industries and organization, this due to the fact that the outcome of effective mentoring produces hitch-free leadership succession; whereas on the way round, industries and organizations that down-play mentoring programme are bound to have leadership vacuum or deficiency.
Social analysts have found that effective mentoring has proven to be an effective intervention for leadership succession (Breadwell & Calydon, 2007; Warren, 2006; Haggin & Kram, 2001; Odeyemi, E. A. 2000). Mentoring aims at developing a junior or a less experience personnel by a supervisor or experiences person while leadership succession aim at ensuring that a sufficient supply of appropriately qualified and capable personnel are available to meet the future needs of the organization. Thus, mentoring facilitates smooth transferring of organizational culture and leadership styles from one generation to the other.
Article metrics loading...