Evaluating agility in corporate enterprises

Ganguly, Anirban; Nilchiani, Roshanak; Farr, John V.

doi:10.1016/j.ijpe.2008.12.009

Cited by 224 publications

(143 citation statements)

References 18 publications

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“…Most of the earlier research is concentrated only on specific industry of organizations, in particular -manufacturing sector, where researchers analyze what manufacturing organization can do to enhance their agility (Ganguly et al, 2009;Jackson & Johansson, 2003;Yang & Li, 2002;Yauch, 2011;Yusuf et al, 1999). Others evaluate agility in a narrow context of business process or area -e.g.…”

Section: The Concept Of Organization Agilitymentioning

confidence: 99%

Organizational Agility Conceptual Model

Žitkienė¹,

Deksnys²

2018

Montenegrin Journal of Economics

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Section: The Concept Of Organization Agilitymentioning

confidence: 99%

Organizational Agility Conceptual Model

Žitkienė¹,

Deksnys²

2018

Montenegrin Journal of Economics

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“…The word "agility" means fast, agile and active movement and agility is the ability to move fast and easy (Ganguly et al, 2009) and being able to think rapidly and through an intelligent way. At the current environment, every organization should have the ability to produce at the same time different methods and with short lifetime, redesign of products, changing production methods and ability to show efficient response to changes, so that it can be called as agile organization (Pan & Nagi, 2009).…”

Section: Organizational Agilitymentioning

confidence: 99%

Assessing the Impact of Electronic Human Resource Management on Creation of Organizational Agility: A Study in the Bushehr Banks, Iran

Hamidianpour¹,

Esmaeilpour²,

Firoozi³

2016

ASS

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Agility is a series of capabilities and competencies, which can cause survival and growth of the organization in business environment. One of the approaches that help organizations to enhance agility is electronic human resource management (E-HRM) approach. The main objective of the present study is finding an answer for this issue that how one can use E-HRM approach to develop organizational agility. In this study that has been conducted using survey method, after review of foreign and domestic research literature and construction of conceptual model, a questionnaire would be provided and distributed among employees of bank branches of Bushehr City in Iran and finally, collected data from 315 questionnaires would be analyzed using structural equation modeling method. Obtained results from the study confirm the presented conceptual model and indicate that using electronic learning of human resources, electronic payment of human resources, human resources maintenance and electronic performance appraisal of human resources and also electronic human resource management (E-HRM) can affect organizational agility significantly in confidence level of 99%. In addition, effect of variables of Electronic employment of human resources and human resource communications on organizational agility has not been confirmed.Keywords: electronic human resource management (E-HRM), e-learning of human resources, e-payment of human resources, e-performance appraisal of human resource, organizational agility

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“…Agile in dictionary means fast movement, prompt ,active, and agility means the ability of moving quickly, easily and being able to contemplate in quick and wise manner (Ganguly et al, 2009). The history of agility is traced back to slump in United States industries.…”

Section: Organizational Agilitymentioning

confidence: 99%

A study on relationship between conflict management styles and organizational agility: A case study of Ilam state University, Iran

Shiri¹

2014

10.5267/j.msl

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The aim of present study is to explore the relationship between various styles of conflict management and organizational agility in Ilam state university. The study is quantitative one, having developmental orientation and comparative approach, which applies the strategy of survey research with an aim of exploration and description. It is implemented as single point and utilizes questionnaire as data collecting tool. The population and sample of the study include 425 and 205 individuals, respectively. The sample size is determined through Cochran's formula and random sampling method has been used for sampling. In order to perform the data analysis, descriptive and inferential statistics as well as Spearman and Kendall test in SPSS were utilized. The results of the study reveal that there was a positive and significant relationship among four styles of conflict management (avoiding, forcing, compromising, and yielding), however there was no significant relationship between integrating conflict management and organizational agility.

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Evaluating agility in corporate enterprises

Cited by 224 publications

References 18 publications

Organizational Agility Conceptual Model

Organizational Agility Conceptual Model

Assessing the Impact of Electronic Human Resource Management on Creation of Organizational Agility: A Study in the Bushehr Banks, Iran

A study on relationship between conflict management styles and organizational agility: A case study of Ilam state University, Iran

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