DYNAMIC SUCCESSION PLANNING THEORY: A DYNAMIC CAPABILITIES PERSPECTIVE OF SUCCESSION PLANNING
Keywords:
Dynamic Succession, Planning Theory, Dynamic Managerial Capabilities, Dynamic Capabilities, Capabilities Life Cycle, Human Capital ResourceAbstract
This study introduces dynamic succession planning theory by applying the dynamic capabilities perspective to succession planning. It examines how succession planning alternates between functioning as a more ordinary or dynamic capability, contributing to competitive advantage. The theory posits that succession planning evolves into a dynamic capability when succession planning’s organizational routines—guided by executive decisions and aligned with dynamic capabilities principles—cultivate strategic human capital resources or the antecedents to dynamic managerial capabilities (human capital, social capital, and managerial cognition). This cultivation occurs through the routines of scanning the business environment (sensing and seizing), architecting strategic human capital resource complementarities (integrating), and constructing the strategic human capital resource supply chain (reconfiguring). The transformation of succession planning into a dynamic capability and its progression through the dynamic capability lifecycle are influenced by executive leadership and the evolving competitive environment.
References
Adner, R. and Helfat, C.E. (2003), “Corporate effects and dynamic managerial capabilities”, Strategic Management Journal, Vol. 24 No. 10, pp. 1011–1025. https://doi.org/10.1002/smj.331
Amit, R. and Schoemaker, P.J.H. (1993), “Strategic assets and organizational rent”, Strategic Management Journal, Vol. 14 No. 1, pp. 33–46.
Apascaritei, P. and Elvira, M.M. (2022), “Dynamizing human resources: An integrative review of SHRM and dynamic capabilities research”, Human Resource Management Review, Vol. 32 No. 4, p. 100878. https://doi.org/10.1016/j.hrmr.2021.100878
Argote, L. and Ren, Y. (2012), “Transactive memory systems: A microfoundation of dynamic capabilities”, Journal of Management Studies, Vol. 49 No. 8, pp. 1375–1382. https://doi.org/10.1111/j.1467-6486.2012.01077.x
Arthur, W. Jr., Bennett, W. Jr., Edens, P.S. et al. (2003), “Effectiveness of training in organizations: A meta-analysis of design and evaluation features”, Journal of Applied Psychology, Vol. 88 No. 2, pp. 234–235. https://doi.org/10.1037/0021-9010.88.2.234
Barney, J. (1991), “Firm resources and sustained competitive advantage”, Journal of Management, Vol. 17 No. 1, pp. 99–120. https://doi.org/10.1177/014920639101700108
Barney, J.B. (1986), “Strategic factor markets: Expectations, luck, and business strategy”, Management Science, Vol. 32 No. 10, pp. 1231–1241. https://doi.org/10.1287/mnsc.32.10.1231
Baruch, Y. (2004), “Transforming careers: From linear to multidirectional career paths”, Career Development International, Vol. 9 No. 1, pp. 58–73. https://doi.org/10.1108/13620430410518147
Becker, G.S. (1993), “Nobel Lecture: The Economic Way of Looking at Behavior”, Journal of Political Economy, Vol. 101 No. 3, pp. 385–409. https://doi.org/10.1086/261880
Bourgeois III, L.J. and Eisenhardt, K.M. (1988), “Strategic decision processes in high-velocity environments: Four cases in the microcomputer industry”, Management Science, Vol. 34 No. 7, pp. 816–835. https://doi.org/10.1287/mnsc.34.7.816
Boyne, G.A., James, O., John, P. et al. (2011), “Top management turnover and organizational performance: A test of a contingency model”, Public Administration Review, Vol. 71 No. 4, pp. 572–581. https://doi.org/10.1111/j.1540-6210.2011.02389.x
Brooks, S. (2014), “Strategic, future-proof succession planning connects Telefónica with success: How HR was able to move the process on”, Human Resource Management International Digest, Vol. 22 No. 2, pp. 28–30.
Brymer, R.A., Chadwick, C., Hill, A.D. and Molloy, J.C. (2019), “Pipelines and their portfolios: a more holistic view of human capital heterogeneity via firm-wide employee sourcing”, Academy of Management Perspectives, Vol. 33 No. 2, pp. 207–233. https://doi.org/10.5465/amp.2016.0071
Brymer, R.A., Molloy, J.C. and Gilbert, B.A. (2014), “Human capital pipelines: competitive implications of repeated interorganizational hiring”, Journal of Management, Vol. 40 No. 2, pp. 483–508. https://doi.org/10.1177/0149206313516797
Cannon, J.A. and McGee, R. (2007), Talent Management and Succession Planning, Chartered Institute of Personnel and Development, London.
Call, M.L., Nyberg, A.J. and Thatcher, S.M.B. (2015), “Stargazing: An integrative conceptual review, theoretical reconciliation, and extension for star employee research”, Journal of Applied Psychology, Vol. 100 No. 3, pp. 623–640. https://doi.org/10.1037/a0039100
Cappelli, P. (2000), “A market-driven approach to retaining talent”, Harvard Business Review, Vol. 78, pp. 103–111.
Cappelli, P. (2008), “Talent management for the twenty-first century”, Harvard Business Review, Vol. 86 No. 3, pp. 74–81.
Cappelli, P. (2011), “Succession Planning”, in APA Handbook of Industrial and Organizational Psychology, American Psychological Association, Washington, DC, pp. 673–690. https://doi.org/10.1037/12171-019
Cappelli, P. and Keller, J.R. (2014), “Talent management: conceptual approaches and practical challenges”, Annual Review of Organizational Psychology and Organizational Behavior, Vol. 1 No. 1, pp. 305–331. https://doi.org/10.1146/annurev-orgpsych-031413-091314
Castanias, R.P. and Helfat, C.E. (2001), “The managerial rents model: theory and empirical analysis”, Journal of Management, Vol. 27 No. 6, pp. 661–678. https://doi.org/10.1177/014920630102700604
Chavez, J. (2011), “The case for succession planning”, Strategic Finance, Vol. 92 No. 8, pp. 15–16.
Christensen, C.M. (2016), The Innovator’s Dilemma: When New Technologies Cause Great Firms to Fail, Harvard Business Review Press, Boston, MA.
Church, A.H. (2014), “Succession planning 2.0: building benchmarks through better execution”, Strategic HR Review, Vol. 13 No. 6, pp. 233–242. http://dx.doi.org/10.1108/SHR-08-2014-0045
Collings, D.G. and Mellahi, K. (2009), “Strategic talent management: A review and research agenda”, Human Resource Management Review, Vol. 19 No. 4, pp. 304–313. https://doi.org/10.1016/j.hrmr.2009.04.001
Cragun, O.R., Nyberg, A.J. and Wright, P.M. (2016), “CEO succession: what we know and where to go”, Journal of Organizational Effectiveness: People and Performance, Vol. 3 No. 3, pp. 222–264. http://dx.doi.org/10.1108/JOEPP-02-2016-0015
Culnan, M.J. (1983), “Environmental scanning: The effects of task complexity and source accessibility on information gathering behavior”, Decision Sciences, Vol. 14 No. 2, pp. 194–206. http://dx.doi.org/10.1111/j.1540-5915.1983.tb00180.x
Dachner, A.M., Ellingson, J.E., Noe, R.A. and Saxton, B.M. (2021), “The future of employee development”, Human Resource Management Review, Vol. 31 No. 2, p. 100732. https://doi.org/10.1016/j.hrmr.2019.100732
Daft, R.L., Sormunen, J. and Parks, D. (1988), “Chief executive scanning, environmental characteristics, and company performance: An empirical study”, Strategic Management Journal, Vol. 9 No. 2, pp. 123–139. https://doi.org/10.1002/smj.4250090204
D’Aveni, R. (1994), Hypercompetitive Rivalries: Competing in a Highly Dynamic Environment, The Free Press, New York, NY.
Day, D.V., Fleenor, J.W. and Atwater, L.E. et al. (2014), “Advances in leader and leadership development: A review of 25 years of research and theory”, The Leadership Quarterly, Vol. 25 No. 1, pp. 63–82. https://doi.org/10.1016/j.leaqua.2013.11.004
Dierickx, I. and Cool, K. (1989), “Asset stock accumulation and sustainability of competitive advantage”, Management Science, Vol. 35 No. 12, pp. 1504 –1511. https://doi.org/10.1287/mnsc.35.12.1504
Durst, S. and Wilhelm, S. (2012), “Knowledge management and succession planning in SMEs”, Journal of Knowledge Management, Vol. 16 No. 4, pp. 637–649.
Dutton, J.M. and Freedman, R.D. (1984), Uncertainty and firms’ strategic behaviors, New York University, New York, NY.
Edwards, M.R. (2010), “An integrative review of employer branding and OB theory”, Personnel Review, Vol. 39 No. 1, pp. 5–23. https://doi.org/10.1108/00483481011012809
Eisenhardt, K.M. and Martin, J.A. (2000), “Dynamic capabilities: What are they?”, Strategic Management Journal, Vol. 21 Nos. 10‐11, pp. 1105–1121. https://doi.org/10.1002/1097-0266(200010/11)21:10/11%3C1105::AID-SMJ133%3E3.0.CO;2-E
Evers, A., Anderson, N. and Smit-Voskuijl, O. (2005), The Blackwell Handbook of Personnel Selection, Blackwell/John Wiley & Sons, Malden, MA.
Finkelstein, S., Hambrick, D.C. and Cannella, A.A. (2009), Strategic Leadership: Theory and Research on Executives, Top Management Teams, and Boards, Oxford University Press, New York, NY.
Fowler, J.W., Wirojanagud, P. and Gel, E.S. (2008), “Heuristics for workforce planning with worker differences”, European Journal of Operational Research, Vol. 190 No. 3, pp. 724–740. https://doi.org/10.1016/j.ejor.2007.06.038
Gallardo-Gallardo, E., Thunnissen, M. and Scullion, H. (2020), “Talent management: context matters”, The International Journal of Human Resource Management, Vol. 31 No. 4, pp. 457–473, doi: 10.1080/09585192.2019.1642645.
Garavan, T., Shanahan, V., Carbery, R. et al. (2016), “Strategic human resource development: Towards a conceptual framework to understand its contribution to dynamic capabilities”, Human Resource Development International, Vol. 19 No. 4, pp. 289–306. https://doi.org/10.1080/13678868.2016.1169765
Geletkanycz, M.A. and Hambrick, D.C. (1997), “The external ties of top executives: Implications for strategic choice and performance”, Administrative Science Quarterly, Vol. 42, pp. 654–681. https://doi.org/10.2307/2393653
Giambatista, R.C., Rowe, W.G. and Riaz, S. (2005), “Nothing succeeds like succession: A critical review of leader succession literature since 1994”, The Leadership Quarterly, Vol. 16 No. 6, pp. 963–991. https://doi.org/10.1016/j.leaqua.2005.09.005
Groves, K.S. (2007), “Integrating leadership development and succession planning best practices”, Journal of Management Development, Vol. 26 No. 3, pp. 239–260. https://doi.org/10.1108/02621710710732146
Grusky, O. (1960), “Administrative succession in formal organizations”, Social Forces, Vol. 39 No. 2, pp. 105–115. https://doi.org/10.2307/2574148
Grusky, O. (1961), “Corporate size, bureaucratization, and managerial succession”, American Journal of Sociology, Vol. 67 No. 3, pp. 261–269. https://doi.org/10.1086/223129
Grusky, O. (1963), “Managerial succession and organizational effectiveness”, American Journal of Sociology, Vol. 69 No. 1, pp. 21–31. https://doi.org/10.1086/223507
Hambrick, D.C. (1982), “Environmental scanning and organizational strategy”, Strategic Management Journal, Vol. 3 No. 2, pp. 159–174. https://doi.org/10.1002/smj.4250030207
Hambrick, D.C. and Mason, P.A. (1984), “Upper echelons: the organization as a reflection of its top managers”, Academy of Management Review, Vol. 9 No. 2, pp. 193–206. https://doi.org/10.2307/258434
Harris, D. and Helfat, C. (1997), “Specificity of CEO human capital and compensation”, Strategic Management Journal, Vol. 18 No. 11, pp. 895–920. https://doi.org/10.1002/(SICI)1097-0266(199712)18:11%3C895::AID-SMJ931%3E3.0.CO;2-R
Hatch, N.W. and Dyer, J.H. (2004), “Human capital and learning as a source of sustainable competitive advantage”, Strategic Management Journal, Vol. 25 No. 12, pp. 1155–1178. https://doi.org/10.1002/smj.421
Helfat, C.E. and Martin, J.A. (2015), “Dynamic managerial capabilities: Review and assessment of managerial impact on strategic change”, Journal of Management, Vol. 41 No. 5, pp. 1281–1312. https://doi.org/10.1177/0149206314561301
Helfat, C.E. and Peteraf, M.A. (2003), “The dynamic resource‐based view: capability lifecycles”, Strategic Management Journal, Vol. 24 No. 10, pp. 997–1010. https://doi.org/10.1002/smj.332
Helfat, C.E. and Winter, S.G. (2011), “Untangling Dynamic and Operational Capabilities: Strategy for the (N)ever-Changing World”, Strategic Management Journal, Vol. 32 No. 11, pp. 1243–1250. https://doi.org/10.1002/smj.955
Helfat, C.E., Finkelstein, S., Mitchell, W. et al. (2007), “Dynamic Capabilities: Foundations”, in Dynamic Capabilities Understanding Strategic Change in Organizations, Blackwell/John Wiley & Sons, Malden, MA, pp. 1–18.
Hills, A. (2009), “Succession planning-or smart talent management?”, Industrial and Commercial Training, Vol. 41 No. 1, pp. 3–8. https://doi.org/10.1108/00197850910927697
Holcomb, T.R., Holmes Jr, R.M. and Connelly, B.L. (2009), “Making the most of what you have: managerial ability as a source of resource value creation”, Strategic Management Journal, Vol. 30 No. 5, pp. 457–485. https://doi.org/10.1002/smj.747
Kesner, I.F. and Dalton, D.R. (1994), “Top management turnover and CEO succession: An investigation of the effects of turnover on performance”, Journal of Management Studies, Vol. 31 No. 5, pp. 701–713.
Ketkar, S. and Sett, P.K. (2010), “Environmental dynamism, human resource flexibility, and firm performance: analysis of a multi-level causal model”, The International Journal of Human Resource Management, Vol. 21 No. 8, pp. 1173–1206. https://doi.org/10.1111/j.1467-6486.1994.tb00635.x
Kor, Y.Y. (2003), “Experience-based top management team competence and sustained growth”, Organization Science, Vol. 14 No. 6, pp. 707–719. https://doi.org/10.1287/orsc.14.6.707.24867
Kor, Y.Y. and Mesko, A. (2013), “Dynamic managerial capabilities: configuration and orchestration of top executives’ capabilities and the firm’s dominant logic”, Strategic Management Journal, Vol. 34 No. 2, pp. 233–244. https://doi.org/10.1002/smj.2000
Kristof-Brown, A.L., Jansen, K.J. and Colbert, A.E. (2002), “A policy-capturing study of the simultaneous effects of fit with jobs, groups, and organizations”, Journal of Applied Psychology, Vol. 87 No. 5, pp. 985–993.
Kristof-Brown, A.L., Zimmerman, R.D. and Johnson, E.C. (2005), “Consequences of individuals’ fit at work: A meta-analysis of person-job, person-organization, person-group, and person-supervisor fit”, Personnel Psychology, Vol. 58 No. 2, pp. 281–342. https://psycnet.apa.org/doi/10.1037/0021-9010.87.5.985
Leana, C.R. and Van Buren, H.J. (1999), “Organizational social capital and employment practices”, Academy of Management Review, Vol. 24 No. 3, pp. 538–555. https://doi.org/10.2307/259141
Lengnick-Hall, C.A. and Lengnick-Hall, M.L. (1988), “Strategic human resources management: A review of the literature and a proposed typology”, Academy of Management Review, Vol. 13 No. 3, pp. 454–470. https://psycnet.apa.org/doi/10.2307/258092
Lepak, D.P. and Snell, S.A. (1999), “The Human Resource Architecture: Toward a Theory of Human Capital Allocation and Development”, Academy of Management Review, Vol. 24 No. 1, p. 31. https://doi.org/10.2307/259035
Lepak, D. P., & Snell, S. A. (2002). Examining the Human Resource Architecture: The Relationships Among Human Capital, Employment, and Human Resource Configurations. Journal of Management, 28(4), 517–543. https://doi.org/10.1177/014920630202800403
Levine, J. M., & Moreland, R. L. (1999). Knowledge transmission in work groups: Helping newcomers to succeed. In Shared Cognition in Organizations: The Management of Knowledge (pp. 267–296). New York: Psychology Press.
Lewis, K., Lange, D., & Gillis, L. (2005). Transactive memory systems, learning, and learning transfer. Organization Science, 16(6), 581–598. https://doi.org/10.1287/orsc.1050.0143
Lewis, R. E., & Heckman, R. J. (2006). Talent management: A critical review. Human Resource Management Review, 16(2), 139–154. https://doi.org/10.1016/j.hrmr.2006.03.001
McCauley, C. D., Cavanaugh, M. A., & Noe, R. A. (1996). Does challenge mediate the relationship between job demands and development? 11th Annual Meeting of the Society for Industrial and Organizational Psychology, San Diego, CA, 1996.
Mendenhall, M. E., Dunbar, E., & Oddou, G. R. (1987). Expatriate selection, training, and career‐pathing: a review and critique. Human Resource Management, 26(3), 331–345. https://doi.org/10.1002/hrm.3930260303
Morrison, R. F., & Hock, R. R. (1986). Career building: Learning from cumulative work experience. In Hall, A. M., et al. (Eds.), Career Development in Organizations (pp. 236–273). San Francisco: Jossey-Bass.
Nahapiet, J., & Ghoshal, S. (1998). Social capital, intellectual capital, and the organizational advantage. Academy of Management Review, 23(2), 242–266. https://doi.org/10.5465/amr.1998.533225
Nyberg, A.J., Cragun, O.R. and Schepker, D.J. (2021), “Chief executive officer succession and board decision making: review and suggestions for advancing industrial and organizational psychology, human resources management, and organizational behavior research”, Annual Review of Organizational Psychology and Organizational Behavior, Vol. 8 No. 1, pp. 173–198. https://doi.org/10.1146/annurev-orgpsych-012420-061800
Nyberg, A.J., Moliterno, T.P., Hale Jr, D. et al. (2014), “Resource-based perspectives on unit-level human capital: A review and integration”, Journal of Management, Vol. 40 No. 1, pp. 316–346. https://doi.org/10.1177/0149206312458703
Nyberg, A.J. and Ployhart, R.E. (2013), “Context-emergent turnover (CET) theory: A theory of collective turnover”, Academy of Management Review, Vol. 38 No. 1, pp. 109–131. https://psycnet.apa.org/doi/10.5465/amr.2011.0201
Nyberg, A.J., Schepker, D.J., Wright, P.M. et al. (2017), “Succession planning: Talent management’s forgotten, but critical tool”, in Collings, D.G., Mellahi, K. and Cascio, W.F. (Eds.), The Oxford Handbook of Talent Management, Oxford Univ Press, pp. 318–342.
O’Reilly, C.A. and Tushman, M.L. (2008), “Ambidexterity as a dynamic capability: resolving the innovator’s dilemma”, Research in Organizational Behavior, Vol. 28, pp. 185–20. https://doi.org/10.1016/j.riob.2008.06.002
Pagan-Castaño, E., Ballester-Miquel, J.C., Sánchez-García, J. and Guijarro-García, M. (2022), “What’s next in talent management?”, Journal of Business Research, Vol. 141, pp. 528–535, doi: 10.1016/j.jbusres.2021.11.052.
Ployhart, R.E. (2006), “Staffing in the 21st century: New challenges and strategic opportunities”, Journal of Management, Vol. 32 No. 6, pp. 868–897. https://psycnet.apa.org/doi/10.1177/0149206306293625
Ployhart, R.E. and Cragun, O.R. (2017), “Human capital resource complementarities”, in The Oxford Handbook of Talent Management, Oxford University Press, pp. 134–149.
Ployhart, R.E., Schepker, D.J., Wright, P.M. and Strizver, S.D. (2023), “Creating dynamic capabilities for agile executive selection and succession”, in Senior Leadership Teams and the Agile Organization, Routledge, pp. 246–290.
Ployhart, R.E., Weekley, J.A. and Ramsey, J. (2009), “The consequences of human resource stocks and flows: a longitudinal examination of unit service orientation and unit effectiveness”, Academy of Management Journal, Vol. 52 No. 5, pp. 996–1015. https://doi.org/10.5465/amj.2009.44635041
Ployhart, R.E., Van Iddekinge, C.H. and MacKenzie, W.I. Jr. (2011), “Acquiring and developing human capital in service contexts: The interconnectedness of human capital resources”, Academy of Management Journal, Vol. 54 No. 2, pp. 353–368. https://psycnet.apa.org/doi/10.5465/AMJ.2011.60263097
Ployhart, R.E., Nyberg, A.J., Reilly, G. et al. (2014), “Human capital is dead; Long live human capital resources!”, Journal of Management, Vol. 40 No. 2, pp. 371–398. https://doi.org/10.1177/0149206313512152
Ray, C., Essman, S., Nyberg, A.J. et al. (2023), “Human capital resources: Reviewing the first decade and establishing a foundation for future research”, Journal of Management, Vol. 49 No. 1, pp. 280–324. https://doi.org/10.1177/01492063221085912
Reed, R. and DeFillippi, R.J. (1990), “Causal ambiguity, barriers to imitation, and sustainable competitive advantage”, Academy of Management Review, Vol. 15 No. 1, pp. 88–102. https://doi.org/10.2307/258107
Rothwell, W.J. (2016), Effective Succession Planning: Ensuring Leadership Continuity and Building Talent from Within, American Management Association.
Rothwell, W.J. (2011), “Replacement planning: A starting point for succession planning and talent management”, International Journal of Training and Development, Vol. 15 No. 1, pp. 87–99. https://doi.org/10.1111/j.1468-2419.2010.00370.x
Ryan, A.M. and Ployhart, R.E. (2014), “A Century of Selection”, Annual Review of Psychology, Vol. 65 No. 1, pp. 693–717. https://doi.org/10.1146/annurev-psych-010213-115134
Salvato, C. and Vassolo, R. (2018), “The sources of dynamism in dynamic capabilities”, Strategic Management Journal, Vol. 39 No. 6, pp. 1728–1752. https://doi.org/10.1002/smj.2703
Schein, E.H. (1968), The individual, the organization, and the career: A conceptual scheme, MIT, Cambridge, MA.
Schepker, D.J., Nyberg, A., Ulrich, M. et al. (2018), “Planning for future leadership: procedural rationality, formalized succession processes, and CEO influence in chief executive officer succession planning”, Academy of Management Journal, Vol. 61 No. 2, pp. 523–552. https://doi.org/10.5465/AMJ.2016.0071
Schilke, O. (2014), “Second-order dynamic capabilities: how do they matter?”, Academy of Management Perspectives, Vol. 28 No. 4, pp. 368–380. https://doi.org/10.5465/amp.2013.0093
Schilke, O., Hu, S. and Helfat, C.E. (2018), “Quo vadis, dynamic capabilities? A content-analytic review of the current state of knowledge and recommendations for future research”, Academy of Management Annals, Vol. 12 No. 1, pp. 390–439. https://doi.org/10.5465/annals.2016.0014
Schmitt, N., Cortina, J.M., Ingerick, M.J. et al. (2003), “Personnel selection and employee performance”, in Borman, W.C., Ilgen, D.R. and Klimoski, R.J. (Eds.), Handbook of Psychology, Volume 12: Industrial and Organizational Psychology, John Wiley & Sons, pp. 77–105.
Schulze, A. and Brusoni, S. (2022), “How dynamic capabilities change ordinary capabilities: Reconnecting attention control and problem-solving”, Strategic Management Journal, Vol. 43 No. 12, pp. 2447–2477. https://doi.org/10.1002/smj.3413
Shamsie, J. and Mannor, M.J. (2013), “Looking inside the dream team: probing into the contributions of tacit knowledge as an organizational resource”, Organization Science, Vol. 24 No. 2, pp. 513–529. https://doi.org/10.1287/orsc.1120.0741
Shaw, J.D., Duffy, M.K., Johnson, J.L. et al. (2005), “Turnover, social capital losses, and performance”, Academy of Management Journal, Vol. 48 No. 4, pp. 594–606. https://doi.org/10.5465/AMJ.2005.17843940
Siggelkow, N. (2001), “Change in the presence of fit: The rise, the fall, and the renaissance of Liz Claiborne”, Academy of Management Journal, Vol. 44 No. 4, pp. 838–857. https://doi.org/10.2307/3069418
Simchi-Levi, D., Kaminsky, P., Simchi-Levi, E. et al. (2008), Designing and Managing the Supply Chain: Concepts, Strategies, and Case Studies, Tata McGraw-Hill Education, New Delhi.
Sirmon, D.G., Hitt, M.A. and Ireland, R.D. (2007), “Managing firm resources in dynamic environments to create value: Looking inside the black box”, Academy of Management Review, Vol. 32 No. 1, pp. 273–292. https://doi.org/10.5465/amr.2007.23466005
Published
Issue
Section
License
Copyright (c) 2024 Ormonde R. Cragun, Michael D. Ulrich (Author)
This work is licensed under a Creative Commons Attribution-NonCommercial 4.0 International License.
