MHA 702 Exam 4 Chapters 10-12 Questions and
Answers | Latest 2026/27 Update
Succession planning - ANSWERS -useful for managerial positions (CEO, COO
etc)
-prepares single designated successor
-proactive approach to ensuring continuity of leadership
Career planning - ANSWERS -succession plans for middle managers
-focuses on many particular individuals
-prepares several candidates for a position
intent of succession planning - ANSWERS HR process used to prepare the
organization for a strong leadership transition
How long do senior organizations leaders stay? - ANSWERS Expected to retire
over 5 to 10 years
Organizations without succession plans - ANSWERS Uneasiness is intensified
and negatively affect performance
Leaving development of future leaders to chance
why do healthcare organization benefit more from effective succession plans? -
ANSWERS they are usually complex and known to foster highly political
environments
,CEO is responsible for - ANSWERS Initiating succession planning
Organizations with succession plans - ANSWERS More likely to have smoother
leadership transition
Board of directors is responsible for - ANSWERS Appointing a successor
three factors that motivate succesion planning - ANSWERS 1. presence of CEO
having had previous succession experience
2. having a person within the organization initiate and coordinate effort
3. recognition of benefits of succession plannning to organization
Succession planning should begin - ANSWERS 4 years prior to CEO leaving;
most organizations should begin process within 1 year of hiring a new CEO
HR responsibility - ANSWERS Managing succession planning process
Succession planning saves organizations - ANSWERS -Money
-Executive search fees eliminated
-Maintains leadership continuity when inside person is promoted
Grooming an internal person - ANSWERS -key element of for-profit succession
planning
, Financial gain of Hiring outside of an organization - ANSWERS -requires 6-12
months before financial performance regains the level that existed prior to
replacement
5 principles to succession planning - ANSWERS 1. board-driven, collaborative
process
2. should be a continuing process; successor should be available at any given time
to step in
3. key leadership criteria must be defined; build feedback loop
4. bring leader in and right time; clear exit strategy should be developed
5. once transition has taken place, post succession assessment should be
conducted
A continuous process - ANSWERS -succession planning must be continuous
-successor should always be available
-significant development assignments can be arranged to ensure appropriate
experiences are encountered
Feedback loops - ANSWERS Are critical in succession planning; ensures the
successor is receiving the experiences necessary for professional development
succession planning must include - ANSWERS a process to promote diversity
and multiculturalism
common mistakes of succession planning - ANSWERS - thinking that
succession planning is a single event rather than a process
Answers | Latest 2026/27 Update
Succession planning - ANSWERS -useful for managerial positions (CEO, COO
etc)
-prepares single designated successor
-proactive approach to ensuring continuity of leadership
Career planning - ANSWERS -succession plans for middle managers
-focuses on many particular individuals
-prepares several candidates for a position
intent of succession planning - ANSWERS HR process used to prepare the
organization for a strong leadership transition
How long do senior organizations leaders stay? - ANSWERS Expected to retire
over 5 to 10 years
Organizations without succession plans - ANSWERS Uneasiness is intensified
and negatively affect performance
Leaving development of future leaders to chance
why do healthcare organization benefit more from effective succession plans? -
ANSWERS they are usually complex and known to foster highly political
environments
,CEO is responsible for - ANSWERS Initiating succession planning
Organizations with succession plans - ANSWERS More likely to have smoother
leadership transition
Board of directors is responsible for - ANSWERS Appointing a successor
three factors that motivate succesion planning - ANSWERS 1. presence of CEO
having had previous succession experience
2. having a person within the organization initiate and coordinate effort
3. recognition of benefits of succession plannning to organization
Succession planning should begin - ANSWERS 4 years prior to CEO leaving;
most organizations should begin process within 1 year of hiring a new CEO
HR responsibility - ANSWERS Managing succession planning process
Succession planning saves organizations - ANSWERS -Money
-Executive search fees eliminated
-Maintains leadership continuity when inside person is promoted
Grooming an internal person - ANSWERS -key element of for-profit succession
planning
, Financial gain of Hiring outside of an organization - ANSWERS -requires 6-12
months before financial performance regains the level that existed prior to
replacement
5 principles to succession planning - ANSWERS 1. board-driven, collaborative
process
2. should be a continuing process; successor should be available at any given time
to step in
3. key leadership criteria must be defined; build feedback loop
4. bring leader in and right time; clear exit strategy should be developed
5. once transition has taken place, post succession assessment should be
conducted
A continuous process - ANSWERS -succession planning must be continuous
-successor should always be available
-significant development assignments can be arranged to ensure appropriate
experiences are encountered
Feedback loops - ANSWERS Are critical in succession planning; ensures the
successor is receiving the experiences necessary for professional development
succession planning must include - ANSWERS a process to promote diversity
and multiculturalism
common mistakes of succession planning - ANSWERS - thinking that
succession planning is a single event rather than a process
