, QUESTION 1
Organizational agility is presented as a crucial characteristic for survival in the modern competitive
environment, yet scholars lack a unified description for it (Mwenje and Matongo, 2024). According
to the source, Almahamid et al. (2010, cited in Mwenje and Matongo, 2024) define organizational
agility as the "abilities to adapt its processes, strategies, production lines, resources, and so on to
respond to the new created by change." The concept is also described as the capability to make
timely, effective, and sustained organizational change (Worley et al., 2014, cited in Mwenje and
Matongo, 2024). Furthermore, agility involves the capacity to predict future opportunities, enabling
organizations to foresee and capitalize on new opportunities swiftly (Setili, 2014, cited in Mwenje
and Matongo, 2024). The source concludes that while viewpoints differ, definitions converge on
organizational agility involving the capacities to predict, react to, or create change in the
environment (Mwenje and Matongo, 2024).
An organization's capacity to manage and respond to change is explicitly defined as "change
capability." Mwenje and Matongo (2024) cite Soparnot (2011) in defining change capacity as "the
ability of the company to produce matching outcomes (content) for environmental (external
context) and/or organizational (internal context) evolution, either by reacting to the changes
(adaptation) or by instituting them (pro-action) and implementing the transition brought about by
these changes (process) in the heart of the company." The study found that a focus on change
capability, alongside shared leadership, contributes to the development of agile organizations
(Mwenje and Matongo, 2024). Statistical analysis revealed a significant and positive influence of
change capability on organizational agility (r=0.342,p<0.001) (Mwenje and Matongo, 2024). An
organization capable of change takes new knowledge and implements a change plan to take
advantage of new insights, and it was concluded that an organization can achieve agility by
developing change capability (Mwenje and Matongo, 2024).
Organizational agility is presented as a crucial characteristic for survival in the modern competitive
environment, yet scholars lack a unified description for it (Mwenje and Matongo, 2024). According
to the source, Almahamid et al. (2010, cited in Mwenje and Matongo, 2024) define organizational
agility as the "abilities to adapt its processes, strategies, production lines, resources, and so on to
respond to the new created by change." The concept is also described as the capability to make
timely, effective, and sustained organizational change (Worley et al., 2014, cited in Mwenje and
Matongo, 2024). Furthermore, agility involves the capacity to predict future opportunities, enabling
organizations to foresee and capitalize on new opportunities swiftly (Setili, 2014, cited in Mwenje
and Matongo, 2024). The source concludes that while viewpoints differ, definitions converge on
organizational agility involving the capacities to predict, react to, or create change in the
environment (Mwenje and Matongo, 2024).
An organization's capacity to manage and respond to change is explicitly defined as "change
capability." Mwenje and Matongo (2024) cite Soparnot (2011) in defining change capacity as "the
ability of the company to produce matching outcomes (content) for environmental (external
context) and/or organizational (internal context) evolution, either by reacting to the changes
(adaptation) or by instituting them (pro-action) and implementing the transition brought about by
these changes (process) in the heart of the company." The study found that a focus on change
capability, alongside shared leadership, contributes to the development of agile organizations
(Mwenje and Matongo, 2024). Statistical analysis revealed a significant and positive influence of
change capability on organizational agility (r=0.342,p<0.001) (Mwenje and Matongo, 2024). An
organization capable of change takes new knowledge and implements a change plan to take
advantage of new insights, and it was concluded that an organization can achieve agility by
developing change capability (Mwenje and Matongo, 2024).
