Goal succession refers to the situation where the new or modified goals are incorporated or substituted for the existing one in such a manner that they do not change the spirit of the existing goals. The new goals are such that individuals or the organisation are willing to state publicly. Members of organisation openly state the changes in the goal structure in a scheme of rationalization and adaptation to new environmental setting.
What is actually professed for the betterment of individual and organisation may turn out to be wrong in actual circumstances.
This is a different situation. An example of goal succession may be as follows:
“A business organisation had stated labour welfare as its goal. With the passage of time it was realized that labour welfare is too ambitious a goal and thus, it was changed to include:
(i) Housing facility to the employees,
(ii) Medical facilities,
(iii) Transport subsidy and
(iv) Subsidy for the education of the employees’ children.
Such a change was well within the spirit of welfare concept. ”
Goal succession can take the following forms:
1. Add New Goals to the Existing Goals
2. Replace Existing Goals with New Goals
3. Enlarge Scope of Existing Goals
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