The Effect of Leadership Transition on Organizational Stability in First City Monument Bank, Katsina State
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Background of the Study
Leadership transitions are critical moments for organizations, as changes in leadership can influence organizational culture, employee morale, and overall stability (Avolio & Walumbwa, 2023). A leadership transition refers to the process through which a new leader takes over the leadership role, often bringing with them new strategies, priorities, and management styles. For organizations, especially in the banking sector, leadership transitions can have both positive and negative effects, depending on how well the transition is managed (Hassan & Ali, 2023).
First City Monument Bank (FCMB), a prominent player in the Nigerian banking sector, has undergone several leadership transitions over the years, especially in the face of changes in market conditions, regulatory reforms, and technological advancements. FCMB's ability to adapt to leadership transitions could significantly influence its organizational stability and long-term success (Mughal & Abdullah, 2024).
Leadership transitions are often associated with a period of uncertainty, which can impact employee performance, customer satisfaction, and overall productivity (Liu et al., 2023). Research on leadership transition suggests that the success of such transitions largely depends on factors such as the effectiveness of succession planning, the level of communication during the transition, and the alignment between new leadership and organizational culture (Elms & Muir, 2023). This study will investigate the effects of leadership transitions on organizational stability at FCMB, Katsina State, providing insights into how leadership changes impact the bank's performance, employee morale, and customer retention.
Statement of the Problem
In many organizations, leadership transitions can cause instability, confusion, and disruptions in day-to-day operations (Sands et al., 2024). In FCMB, while leadership transitions are expected to bring fresh perspectives, they can also lead to employee disengagement, changes in organizational culture, and a decline in customer satisfaction if not managed well.
The problem is that FCMB's approach to leadership transitions may not always mitigate the risks associated with such changes, leading to periods of organizational instability. Without a clear understanding of the effects of leadership transitions on organizational stability, FCMB may struggle to ensure smooth transitions and maintain its competitive edge in a highly dynamic banking environment. This study aims to assess the impact of leadership transition on organizational stability at FCMB in Katsina State.
Objectives of the Study
- To analyze the impact of leadership transitions on organizational stability at FCMB.
- To examine the role of succession planning in ensuring organizational stability during leadership transitions.
- To assess the relationship between leadership style and organizational stability during transitions.
Research Questions
- How do leadership transitions affect organizational stability at FCMB?
- What role does succession planning play in ensuring organizational stability during leadership changes?
- How does leadership style influence the success of organizational transitions at FCMB?
Research Hypotheses
- Leadership transitions significantly affect organizational stability at FCMB.
- Effective succession planning reduces the negative impact of leadership transitions.
- Leadership style positively influences organizational stability during leadership transitions.
Scope and Limitations of the Study
The study will focus on leadership transitions and organizational stability within FCMB, Katsina State. Limitations include potential biases from respondents who may not openly discuss leadership challenges, and the research will be restricted to FCMB’s branches in Katsina State.
Definitions of Terms
- Leadership Transition: The process of change when a new leader takes over an organization, often bringing new management styles or strategic goals (Avolio & Walumbwa, 2023).
- Organizational Stability: The ability of an organization to maintain its operations, culture, and performance during periods of change (Mughal & Abdullah, 2024).
Succession Planning: The process of identifying and preparing suitable employees to take on leadership roles in the future (Hassan & Ali, 2023).
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