Value-‐based succession planning in governance boards
MetadataShow full item record
My Masters research project looked at the viability of using a modified version of the Schwartz Value Survey (SVS), a survey used to assess an individual’s core motivational values, as a succession planning and recruitment tool for governance Boards of Directors (boards). A multimodal research methodology was used to gather data from not-for-profit boards from across Alberta. The primary method of inquiry was an online survey that is a combination of a modified SVS and a collection of questions intended to analyze the boards’ current perceived effectiveness. An analysis of each board’s collective values data was used to assess that board’s value symmetry against its self-perceived effectiveness. The survey was followed up by one-on-one interviews with select participants to allow for fuller responses and clarification, data triangulation and to analyze data accuracy. The project found that in the modified state the SVS was unable to properly determine Person Organization fit (PO-fit) for board members but did display promise as a conflict management and facilitation tool to enable the organizations to reduce asymmetry and conflict levels. Notably, the project found that individuals who expressed a motivational value as significantly more important than their peers expressed greater levels of frustration when that value was not being fulfilled in the governance process, thereby indicating continued support for a SVS PO-fit assessment tool.