Corporate agility a concept that has recently appeared in global corporate businesses. Aspects of innovation, culture and leadership affect various corporations in different ways. Corporations that apply agility management are recognized as having better standards of working conditions and cultures that help the corporation succeed. An agile environment helps employees to unite, facilitates collaborations in order to motivate employees to exchange information and ideas from multi divisions/departments. The objective of this paper is to examine three selected factors that affect agility in organizations. The factors under consideration in this paper are innovation, culture and leadership. The paper shall seek to find out the role they play in enhancing agility in any organization leading to a higher level of performance.
Corporate agility signifies a new perception in the corporate field that has not yet been well observed. Formerly, corporations were self-confident in their management practices and resistant to change. However, organizations around the world have suffered from the impact of the Global Covid-19 Pandemic during 2019-2020, and therefore the importance of agility has been obviously clear for many organizations to survive and to overcome the challenges that have arouse globally.
Furthermore, in order to survive a global pandemic or a crisis, corporations need to adapt agility, flexibility, and effective approaches to survive and be able to change in order to succeed. Openness to change plays an important role as one of the major factors helping businesses to survive and lead in the market.
This paper focuses on determining the impact of innovation on corporate agility, discovering how culture affects corporate agility, linking the power of leadership to corporate agility, and investigating how a company's performance depends on its agility. To achieve this, the paper seeks to explore such areas as the influence of innovation on organizational agility, the impact of culture on organizational agility, the impact of leadership on organizational agility, and the impact of organizational agility on performance.
This study is based on a cross-sectional research design and quantitative techniques for data collection. Quantitative research methods are applied to generate knowledge, create an understanding of corporate agility, and observe occurrences of incidents affecting employees, middle management and higher-level employees within the corporation. A sample size of a minimum of 300 employees from various corporations is intended. Data shall be collected from online surveys using a qualitative technique. Data analysis is performed using SPSS analysis of the four items: industry, revenue, employees, and age, to ensure the data is suitable for subsequent factor assessment. The research adopts a case methodology approach that assesses the impact of a system’s agility and Enterprise Resource Planning (ERP) assimilation on organization agility. The contribution of this research will be of concentration to both academics and business experts.
The study established indicates that innovation has a positive significant impact on Corporate Agility R = 0.592, the mean for the Total of Innovation variable is (38.12) with standard deviation (3.81). The results showed that the overall effect of independent variables on the dependent variable was statistically significant (F = 160.643, Sig. = 0.000). In relation to independent variables effects, it was found that (Innovation) had a significant effect on (corporate agility) where (ß = 0.797, t-value = 12.674, Sig. = 0.000).
Also, the study shows that the culture has a positive significant effect on Corporate Agility R = 0.604, the mean for the Total of Culture variable is (42.08) with standard deviation (5.10). The results showed that the overall effect of independent variables on the dependent variable was statistically significant (F = 170.792, Sig. = 0.000). In relation to independent variables effects, it was found that (Culture) had a significant effect on (corporate agility) where (ß = 0.607, t-value = 13.069, Sig. = 0.000).
Results indicate that power of leadership has a positive significant relation on corporate agility R = 0.657, the mean for the Total of Leadership variable is (29.86) with standard deviation (7.97). The results showed that the overall effect of independent variables on the dependent variable was statistically significant (F = 226.100, Sig. = 0.000). In relation to independent variables effects, it was found that (Leadership) had a significant effect on (corporate agility) where (ß = 0.422, t-value = 15.037, Sig. = 0.000).
As a result, for corporations to improve the level at which they adapt to changes in their operation, managers need to be innovative. With agility well-managed, the levels of production and performance of the corporation can improve. For a corporation to maintain a sense of agility, the power of leadership should be at its peak to enable quick and decisive communication to all corporation members to ensure better levels of agility.