This paper summarizes the elements of agility listed in contemporary scientific literature and aligns them to the four different forces described by the acronym VUCA. There is a general consensus that organizational resilience and agility are crucial elements to gain sustainable competitive advantage especially since the arresting economic changes during the pandemic year 2020. There is little agreement though how precisely organizational agility responds to volatility, uncertainty, complexity, and ambiguity (VUCA). By systemization of frameworks and models from the literary sources the aim is to create a combined model. Consequently, the purpose of this paper is to develop a model that can practically be employed to evaluate the agile status quo of an organization. It should support practitioners to distinguish between the different requirements each part of the VUCA acronym requires. The design of this study is a conceptual paper which proposes a new corporate agility model with direct linkages to the requirements of VUCA forces. It derives from, and builds on, existing scientific literature while integrating a comprehensive set of existing agile frameworks. The result of this research is a model which defines distinct enablers, sensing capabilities, agile practices, and responses as answers to VUCA forces. It highlights that certain elements reinforce and link to each other to transform an entire organization agile. Surprisingly, leadership and strategy are not incorporated as elements but rather seen as conditions that subordinate the iterative learning approach of this model. Originality is given as the created model provides a set of elements leaders can implement or use to assess organizational agility. Furthermore, it supports how to deal with strategy and leadership in the transitional process. Relevance is given as during the worlds COVID-19 crises the economic and governments changes in terms of volatility and uncertainty were especially challenging for organizations.
The occupation of insurance agent involves establishing a relationship of trust with the customer and providing personal and customized advice as a prerequisite for successful sales. This paper summarizes the scientific discussion about the occupation of an insurance salesperson. Coronavirus disease 2019 restrictions have limited face-to-face meetings and complicated large parts of this occupation. The main purpose of the research is to analyze the impact of these restrictions on the sales of 130 insurance branches, comparing the sales of 2019 and 2020 separately by insurance type. This period was chosen because it allows for the usual seasonal volatility to be taken into account. To differentiate according to the type of insurance sold is therefore of interest, because large differences with regard to demand generation and the use of existing customer relationships are to be expected. It shows that consulting-intensive new contracts in the life insurance segment declined noticeably, while the upselling of existing contracts in the non-life insurance segment increased significantly. The research empirically confirms and theoretically proves the importance of personal contact with the customer in the sale of life insurance and pension plans as well as the value of technical tools in upselling non-life policies. The insights from this exceptional coronavirus disease 2019 episode can also be useful in normal times for sales managers in managing insurance premiums to be sold. Further research as well as practitioners should concentrate on shock-resistant consulting approaches and techniques.
Extensive research has been conducted promoting empowerment, inclusive decision making, and self-determination by employees. However, where does an organization initiate change if employees stay in their comfort zone and rather have a work-to-rule mentality? They just do not take over responsibility and the power they are given. The inductive case study involved first-hand data about leader-member exchange and corporate culture. A qualitative research approach was selected by employing personal construct psychology to receive an unbiased cultural view of employees and leaders interacting. A sample of 61 repertory grid structured interviews with 21 leaders and 40 employees produced 782 unique personal assessment criteria. The applied methodology allows a quantitative analysis of these assessments in association with leadership, error management, and employees' proactive behavior. This unusual psychological-based approach chosen as intuitive interviews predicated on personal construct psychology is unlikely to provoke socially desirable or questionnaire-driven results. Based on the case study findings, a systematic review of contemporary scientific literature was conducted to generate broadly applicable results. The final qualitative synthesis included 41 research articles relevant to the investigated topic. Theoretical and empirical results allowed concluding that leadership vulnerability supports error management and employees' psychological safety. These combinations are prerequisites to proactive behavior. Additional preconditions to proactivity are employee resilience and organizational commitment. This article's results could give practical recommendations in case organizations lack the proactive behavior of their workforce. Finally, this article advocates further research on vulnerability in leadership and managers communicating their own weaknesses and mistakes as it is an underrepresented area in current scientific literature.
Linguistic competencies (LC) are in many companies and industries an essential prerequisite for employees to accomplish tasks and integrate into a job. Under this premise, this paper summarizes the arguments and counterarguments within the scientific discussion on the relevance of LC in Job advertisements (J-Ads) in the German labour market. The main purpose of the research is to uncover the different importance of LC in the respective officially occupational category (OC) to examine whether connections between required LC and the tasks from the J-Ads. Therefore, this research represents an analysis of LC with regard to J-Ads, which was conducted on the basis of a qualitative content analysis. For the methodology of the research, 180 J-Ads were examined on the criteria of KLdB 2010. The investigation took place in a period from November 2018 to February 2019. The paper provides first evidence for the different importance of LC for the different OC and indicates ambiguities within J-Ads. Given evidence there are considerable inconsistent discrepancies between the required LC for applicants and the tasks to be performed, which can lead to inefficiencies in the recruiting process. The study confirms and proves that, in addition to implementation and conceptual problems, some management questions regarding the exploitation of LC in J-Ads can also be optimized through improved awareness and clarification of the ambiguity of the competence term.
This paper analyses insurance companies’ online communication to potential occupational changers into sales by a qualitative content analysis of corresponding online job advertisements. Since the addressees do not know this job in detail, a realistic job preview was expected. In the structuring part of the content analysis, the main categories of the online job advertisements were determined first, after which the summarizing part shows the contents in a first and second reduction. It turns out that neither the tasks nor the requirements or compensations are described sufficiently to enable potential candidates to assess their interest or suitability.
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