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Succession Planning for Enhanced Performance in State-Owned Enterprises: Role of Age Diversity

Succession Planning for Enhanced Performance in State-Owned Enterprises: Role of Age Diversity

Neeta Baporikar
Copyright: © 2021 |Volume: 13 |Issue: 3 |Pages: 27
ISSN: 1941-6253|EISSN: 1941-6261|EISBN13: 9781799860242|DOI: 10.4018/IJSKD.2021070107
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MLA

Baporikar, Neeta. "Succession Planning for Enhanced Performance in State-Owned Enterprises: Role of Age Diversity." IJSKD vol.13, no.3 2021: pp.106-132. http://doi.org/10.4018/IJSKD.2021070107

APA

Baporikar, N. (2021). Succession Planning for Enhanced Performance in State-Owned Enterprises: Role of Age Diversity. International Journal of Sociotechnology and Knowledge Development (IJSKD), 13(3), 106-132. http://doi.org/10.4018/IJSKD.2021070107

Chicago

Baporikar, Neeta. "Succession Planning for Enhanced Performance in State-Owned Enterprises: Role of Age Diversity," International Journal of Sociotechnology and Knowledge Development (IJSKD) 13, no.3: 106-132. http://doi.org/10.4018/IJSKD.2021070107

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Abstract

Age diversity plays an important role and as a tool can transform the organization, culture, and performance. Research indicates a need to have a balance between the older and the younger generation to foster creativity, innovativeness, and better decision making. Apart from that, age diversity also ensures a smooth transition of power and positions across all organizational thereby leading to enhanced performance. Literature emphasizes that skills and information as a result of age diversity contribute to the quality of the team and overall organizational performance while succession planning ensures consistency and leadership continuity. Adopting a qualitative research method, descriptive in nature with survey design, the objective of this study is to identify age diversity role in succession planning and how effective it is as a tool in succession planning for improving performance in state-owned enterprises (SOEs). Findings reveal a strong correlation between age diversity, succession planning, and the performances of state-owned enterprises.

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