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Essay / Research Paper Abstract
A 9 page paper. Within the next few years, some organizations will lose as many as half their senior leadership teams. This essay discusses the severity of this event and reports what some organizations are doing about it. The writer includes a list of tips for designing leadership development programs. Bibliography lists 5 sources.
Page Count:
9 pages (~225 words per page)
File: MM12_PGpubldop.rtf
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Unformatted sample text from the term paper:
2006). Some organizations will be challenged with a staff turnover that will be equal to half or more of their senior leaders and managers (NESGFOA, 2006). Soni (2006) reported
that 42 percent of all state and local government employees were over the age of 50 and in 2005, 20 percent of the entire American workforce "was over the age
of 55." Furthermore, data reveal that "over half of the individuals working in [government] executive positions are expected to retire in the next five years" (Soni, 2006). Imagine an organization
losing at least half of its senior leaders within just a few years. This could spell catastrophe for the organization if they do not plan for succession. Green (2006) referred
to this phenomenon as "the mass exodus of workers that is anticipated in the next five to ten years." As an example, in the year 2000, 3,000 of San Diego
Countys 17,000 employees were eligible for retirement (Green, 2002). To discover what was being done to deal with this eventuality, CPS Human Resource Services, a public agency, sponsored a
study to learn what specific jurisdictions were doing about the issue (NESGFOA, 2006). The study found there are two major strategies being used: one the researchers referred to as "just-in-time"
and one they refer to as an "integrated approach" (NESGFOA, 2006). Agencies using the just-in-time approach are training people in the system for leadership roles (NESGFOA, 2006). They are
also initiating mentoring systems (NESGFOA, 2006). Basically, middle-level managers are being trained and mentored for senior management positions (NESGFOA, 2006). These organizations are using the same strategies to "train brand
new managers" (NESGFOA, 2006). The study authors found that these strategies have significant limitations in that they may not be training managers to many leadership responsibilities, such as selection and
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