Organizational Objectives Research Articles

A Review of Adequate Residential Housing Provision for Enhanced Occupants’ Work Performance

Adequate housing provision for the workforce ensures their maximum contribution to the fulfilment of the organisational goals and objectives; it ensures the comfort and security of the workers, thereby enhancing their work ethics, which results in increased efficiency and enhanced overall productivity. Housing is an essential contributor to a man's quality of life, as people spend a significant portion of their lives in their residential homes. Hence, the adequacy of residential housing has a significant influence on the occupants’ quality of life and work output. Therefore, it is important to improve the quality of residential housing to the satisfaction of the occupant. Thus, this study aims to present a literature review on the provision of adequate housing to increase workers' performance. Several literature sources are used to identify related studies that shed light on the relationship between adequate housing and occupant workers' productivity. The study revealed the conceptual dimensions of residential housing adequacy and occupants’ work performance, which include the physical conditions of the house, the suitability of facilities in the house for its occupants, and the affordability of the house in terms of occupation. The study further revealed that good quality and appropriate facilities in a house are essential for the occupant's physical and mental well-being, whereas unhealthy homes can negatively affect the occupant's work performance and overall productivity. Therefore, to improve home dwellers' work performance, stakeholders like owners, architects, estate managers, urban planners, builders, and construction engineers should prioritise the occupants' general well-being and implement housing systems that promote high performance.

Relevancia de la gestión administrativa empresarial

Business administration management encompasses a series of processes that guarantee the achievement of institutional goals. The objective of this research was to analyze the relevance of business administration management. A systematic review was conducted that included papers related to business administration management and study analyses relevant to the categories of business administration management, business administration management strategies, and digital administration management. The study was conducted using 22 papers published in databases such as Scopus, 5 papers; Web of Science, 2 papers; Scielo, 1 paper, and Latindex, 14 papers. The study concluded that administration management has practical relevance, allowing the establishment of organizational goals and objectives. This should be carried out efficiently, since employee dedication experiences a gradual increase and the company achieves productivity according to expectations, proposed objectives and significantly promotes a quality economy. Likewise, administration management must consider strategies such as the application of the various phases of administration processes (planning, organizing, directing, controlling), in addition to strengthening supervisory and regulatory functions; adapting administration management strategies to the local context; developing democratic participation, a culture of peace, and encouraging all civil society actors to implement changes that promote the construction of cultures that foster communication, equity, solidarity, empathy, and respect. Digital administration management attracts customers or users, so organizations must adapt to new technologies, as it not only creates competitive advantages, but also promotes sustainability and market competitiveness.

The motivation plan, a contemporary solution for increasing the effectiveness of motivation

Motivation employees is a challenge to reach employee satisfaction at the workplace. Many existing studies have investigated the role of motivation and have evidenced the fact that motivation is a precursor to individual and organizational performance. This paper considers some of the motivation issues with a focus on the necessity of drawing up the motivation plan as a very important managerial document. This study has included 55 business managers. Terrain data were analyzed using SPSS. The findings provide important information for the theory of motivation and their application in practice. This study will serve as an incentive for managers with their approach to the motivation plan. The paper also proves the necessity of the commitment of relevant institutions for the support they should give to managers in this direction through training sessions. This paper aims to argue the importance of motivation plan as a necessity to support manager to achieve the organizational objectives and one more warranty for individual and organizational performance.

DETERMINANTS OF JOB SATISFACTION AMONG EMPLOYEES AT PRIVATE HIGHER LEARNING INSTITUTION IN PERLIS: A CONCEPTUAL PAPER

This is a conceptual paper for a future study based on the review of the literature related to job satisfaction and the effect of Islamic leadership behaviour, workload and co-workers’ relationship on job satisfaction in private higher learning institutions. Job satisfaction remains among the most studied industrial and organisational psychology constructs for two main reasons. First, job satisfaction is effective in addressing employees’ absenteeism, fluctuation in production, and organizational inefficiencies, such as counter-productive behaviour and sabotage and second, job satisfaction is relevant to employees’ motivation to work and to those interested in evaluating such working conditions as task diversity, work requirements, and communications. To address these issues, this study aims to investigate the factors influencing job satisfaction; Islamic leadership behaviour, workload and co-workers’ relationship guided by the Social Exchange theory. The paper went on to analyse the issues, concepts and objectives for the forthcoming study through several literatures of various disciplines. The conceptual paper signifies to supplement literatures for academics as reference for their research. The result of this future research may provide information to the management of higher learning institutions on the factors and the preventive measures that should be taken to reduce the employees’ problems and enhancing the employees’ performance towards achieving the organizational objectives and sustainability.

Mediation of integrations in supply chain information management and supply chain performance: an empirical study from a developing economy

Purpose This study aims to investigate how the management of supply chain information impacts the performance of the supply chain. This relationship is explored by considering the mediating influence of internal and external integration, which is underpinned by the principles of resource-based theory. Design/methodology/approach Data was collected from 144 supply chain professionals across different manufacturing companies. The proposed hypotheses were subjected to quantitative analysis using partial least squares structural equation modeling, and the validity of the measurement model was assessed with the assistance of SmartPLS software. Findings This study identified that information management (IM) significantly and positively affects internal integration (II), customer integration (CI) and supply chain performance (SCP). Similarly, the results showed that II significantly and positively affects SCP. Likewise, CI positively and significantly affected SCP. At the same time, II found a positive yet significant mediating role in the relationship between IM and SCP. CI was found to play a positive but insignificant mediating role in the relationship between IM and SCP. Originality/value This research evaluated a second-order model and tested the SCP in conjunction with the resource-based view in the manufacturing industry. This research could be beneficial for researchers, manufacturers and policymakers to attain organizational objectives by implementing an efficient IM system for better integration and SCP.

Sustainability and Ecotourism: the Learning Process of a Small Business in Mexico

Objective: The objective of this study is to investigate the implementation process of ecotourism, with the aim of understanding the different forms of knowledge generation and learning in a company with precolonial references. Theoretical Framework: This topic presents the main concepts and theories that support the research through the critical perspective of Organizational Studies. The binomial knowledge-organizational learning stands out, providing a solid foundation to understand the context of the research. Method: The methodology adopted for this research includes a case study based on a qualitative approach with a phenomenological approach. Interviews were conducted with members of the organizations and advisors who supported the implementation of the ecotourism model. Data collection was carried out through semi-structured interviews, participant observation and document analysis. Data were analyzed with an interactive model using an inductive approach. Results and Discussion: The results obtained revealed the influence that the origin and ownership of the land has on the process of conception and practice of ecotourism. In the discussion section, cooperation between community members stands out as essential in the management of knowledge and learning, and the achievement of organizational objectives. Implications of the research: These implications could cover the theoretical-methodological limits to understand these organizational forms that live between premodernity and modernity and the need to generate sustainable reproductive, consumption, distribution and maintenance systems. Organizational Studies present a critical vision in the analysis between the complementarities and contradictions that underpin the implementation and practice of ecotourism. Originality/Value: This study contributes to the literature by exposing the nature of this type of organizations with precolonial references where ecotourism merges with the traditions, rituals and worldviews of the community, exposing tensions and paradoxes of an organizational model that incorporates contradictory elements and at the same time complementary, such as sustainable development. The relevance and value of this research is evident in understanding the knowledge-learning process from the perspective of the subjects and the practical application in the implementation of ecotourism based on the nature of land ownership.

Identifying Information Technology (IT) and Cybersecurity Executives’ Competencies to Support Comprehensive Cybersecurity Programs

Information Technology (IT) and cybersecurity executives play a pivotal role in shaping the cybersecurity posture of an organization. Their ability to make informed decisions, allocate resources, and communicate effectively with cybersecurity professionals is paramount. Consequently, these executives must acquire the necessary competencies that encompass cybersecurity risk management, legal and regulatory compliance, and strategic planning combined with foundational business and technical competencies. An interdisciplinary approach bridging the gap between business, technical skills and strategic decision-making is crucial to navigate the ever-evolving and complex cybersecurity challenges facing organizations today. Failure to do so may result in catastrophic consequences for both individual enterprises and society. Further, the growing frequency and sophistication of cyber threats pose significant risks to organizations and individuals alike. To effectively counter these threats, it is imperative to not only develop cybersecurity talent but also to equip IT and cybersecurity executives with essential competencies in this domain. Equally important, is to identify the specific competencies and develop an approach to train or teach them. According to Burrell, Aridi, & Nobles (2018) there is an extremely urgent need of leadership development for cybersecurity and information technology professionals to prepare these professionals with the foundational skills to excel in leadership, management, and directing an enterprise-level program. This paper underscores the critical need for a comprehensive understanding of both Information Technology (IT) and cybersecurity executive competencies and cybersecurity executive development. Integrating these two aspects is critical to improve an organization’s cybersecurity posture and ensure alignment between organizational objectives and cybersecurity strategies. The two must work in tandem to create a robust and resilient cybersecurity infrastructure. This paper provides an analysis of the current literature regarding IT/Cybersecurity roles and responsibilities, leadership competencies, and technical competencies of IT/Cybersecurity executives to identify the gaps in existing research. The authors propose a survey instrument to conduct a quantitative analysis to identify executives’ beliefs as to how important it is to possess each administrative competency. The survey is part of a future research plan to identify and evaluate administrative and technical competencies of IT/Cybersecurity executive leaders.

Proposed improvements on performance management system at PT JIEP by using balanced scorecard

Purpose: This study delves into the vital topic of performance management in the realm of human resources. Given the increasing demand for effective performance management systems in organizations, this study aims to bridge the gap between current practices and the need for a holistic approach that aligns individual goals with organizational objectives. Method: To achieve this, we employed a mixed-method approach, gathering data through surveys and interviews from a diverse range of employees and managers. Statistical techniques were used to analyze the data and provide insights into the effectiveness of the proposed model. Results: We expect our results to validate the proposed model, demonstrating clear improvements in employee and organizational performance metrics when implemented. The findings reveal strong correlations between the use of our model and enhanced performance outcomes. This study’s contribution to performance management is noteworthy. It introduces a comprehensive, adaptable model that can be applied across different organizations, offering both academic insights and practical solutions. This research not only advances theoretical knowledge but also provides a valuable tool for practitioners aiming to enhance performance management practices in their organizations.

Diversity in invasive species management networks

Effective management of invasive species requires collaboration across a range of stakeholders. These stakeholders exhibit diverse attributes such as organisation types, operational scale, objectives, and roles within projects. Identifying the diverse attributes of stakeholders is beneficial for increasing collaboration success while minimising potential conflicts among multiple stakeholders when managing invasive species across landscapes. Despite the increasing number of studies on connections among stakeholders, there is little understanding of the diverse attributes of stakeholders involved in invasive species management. This is a notable gap because the diversity of stakeholders is one of the significant factors that can influence collaboration success. To bridge this knowledge gap, we used a social network approach to identify the attributes of stakeholders that influence their participation in collaborations using a case study of invasive wild pig (Sus scrofa) management in Queensland, Australia. Our findings suggest that even though the overall stakeholder network was diverse, the stakeholder network at the project level exhibited a lack of diversity on average, particularly regarding the scale of operation and type of organisation. In other words, stakeholders are highly likely to form ties in projects involving other stakeholders from similar types of organisations or operational scales. We suggest that targeting a greater diversity of stakeholders across types of organisations and scales of operations might enhance the success of collaborative invasive species management.

The Benefits of a Culture of Providing Rewards and Appreciations to Organization Members to Improve Performance

Culture is a set of values, beliefs, and attitudes that guide an organization's strategic goals and objectives directions. Rewards are bonuses or appreciation given to organizational members for their consistency and good performance. Of course, this encourages the involvement of organizational members and teaches organizational values ??which can result in higher growth. The research method used in this research is the library research method by concluding previous research or literature review. The purpose of this research is to determine the benefits of providing rewards for the performance of organizational members. Organizational culture is the basis or basis for the similarity of opinions and beliefs as well as practical values ??for all members of the organization. Rewards can also be said to be a culture in an organization, where they can attract employees' attention and provide information or remind them of the importance of the thing being rewarded compared to others.

Strengthening the role of relationship management in sustainable employee engagement at selected maritime firms in Nigeria

Relationship management in a maritime firm is essential for maintaining strong partnerships ensuring smooth operations and driving business success within the industry. Extant literature suggests that Nigerian maritime firms must still thoroughly investigate relationship management possibilities and sustainable employee engagement. As a result, this study explores how relationship management affects employee engagement at selected Nigerian maritime companies. 410 respondents were polled from the employees of the selected marine enterprises in Nigeria using a stratified and purposeful sampling technique. Smart PLS 3.0 was used to analyze the returned and valid 380 copies of the questionnaire which provided a response rate of 92.6%. The study's findings demonstrated that relationship management impacted employees' cognitive, affective and behavioural engagement. The findings also revealed that behavioural engagement encompassing dedication, enthusiasm and initiative in fulfilling job duties and advancing organizational objectives is the weakest predictor of employee engagement. This suggests a widespread belief that fostering "cultural diversity and unity" in a global workplace is crucial to inspire employees' engagement and passion for their work. This study offers valid evidence in support of its conclusion that relationship management stimulates the cognitive, affective and behavioural engagement of employees in the Nigerian maritime industry. The study recommends to maritime companies that recognizing diversity and unity in relationship management is essential for higher employee engagement and involvement levels.

Advancing Customer Feedback Systems with Blockchain

AbstractOrganizations have to adjust to changes in the ecosystem, and customer feedback systems (CFS) provide important information to adapt products and services to changing customer preferences. However, current systems are limited to single-dimensional rating scales and are subject to self-selection biases. The work contributes design principles for CFS and implements a CFS that advances current systems by means of contextualized feedback according to specific organizational objectives. The authors apply Design Science Research (DSR) methodology and report on a longitudinal DSR journey considering multiple stakeholder values by utilizing value-sensitive design methods. They conducted expert interviews, design workshops, demonstrations, and a four-day experiment in an organizational setup, involving 132 customers of a major Swiss library. In the process, the identified design principles and the implemented software artifact were validated qualitatively and quantitatively, leading to conclusions for their efficient instantiation. The authors found that i) blockchain technology can afford four design principles of effective CFS. Also, ii) combining DSR with value-sensitive design methods explicitly provides rationale for design principles in the form of identified important values. Moreover, iii) combining DSR with value-sensitive design methods makes the construction of software artifacts more efficient it terms of design time by restricting the design space of a software artifact to those options that align with stakeholder values. The findings of this work thus extend the knowledge about the design of CFS and offer both researchers a theoretical contribution to reasoning about design principles and managers and decision makers a guide for the efficient design of software artifacts.

A Critical Review of the Underlying Dynamics Between Stakeholder Value Addition and Organisational Strategies

This paper critically examines how stakeholder value addition influences organisational strategies, highlighting key strategic outcomes affected by various stakeholder engagements. Utilizing a theoretical framework that integrates the Stakeholder Theory with the Strategic Management Model, the study systematically explores the reciprocity between stakeholders' expectations and organisational policy-making. Through a qualitative analysis of case studies across diverse sectors, the research illuminates the processes through which stakeholder interests are prioritized and integrated into the strategic objectives of organizations. The findings underscore the importance of aligning stakeholder management with core business strategies to foster sustainable growth and competitive advantage. Additionally, this review identifies potential pitfalls and best practices in stakeholder engagement, providing insights into how effective stakeholder integration can drive strategic innovation and enhance organisational resilience. This synthesis of stakeholder-related strategic dynamics offers significant contributions to both academic literature and practical management approaches, advocating for a more inclusive understanding of stakeholder impacts on organizational success.

Governance structure and its links with justice in the context of cooperative organizations

Objective: Cooperative organizations have unique characteristics in their processes and control structures. Given the nature of the relationships that permeate them, justice has stood out as the basis of these relationships, given that the organizations involved seek justice when comparing the rewards and costs involved in interactions. The objective of this essay is to present a theoretical model that makes it possible to explain the links between the governance package (PGov) and the cooperative members' perception of justice and how both reflect on the relational performance of cooperative organizations.Method: This study adopts the theoretical essay method, and assumes the epistemological dimension of structuralism, which generally seeks to explore the structure of the phenomenon and, through its essence, determine its determinant links and interrelationships (Triviños, 1997).Originality/Relevance: Despite advances in understanding the role of control and governance in interorganizational relationships (Ding, Dekker, & Groot, 2013), studies that consider the perspective of justice are still scarce (Dhaundiyal & Coughlan, 2020; Su, Zhang and Guo (2020), and who strive to understand the impacts of these links on performance, which is a differential of the model presented in this essay.Results: This study proposes a model for analyzing the links between the PGov, Organizational Justice and its effects on relational performance. To do so, it was based on the governance and management control structures defended by van der Meer-Kooistra and Scapens (2008), in organizational justice, outlined in its three aspects: distributive justice, procedural justice and interactional justice, addressed by Luo (2007), as well as the notions of relational performance adopted by Su et al. (2020).Theoretical/methodological/practical contributions: The application of the model can bring practical contributions, specifically for the review of the cooperative's PGov and the governance structures to be reformulated (or not), in order to reinforce the justice perceived by the cooperative members. In this way, it is believed that the use of the model will enable the ideal channels of justice to be identified, enhancing the reach of the governance structure and the achievement of the objectives of cooperative organizations.

Enterprise social media to foster digital maturity: a value-creation perspective

PurposeIn response to the growing need for organizations to enhance their digital capabilities and the widespread adoption of enterprise social media (ESM) in the workplace, researchers have extensively studied the effects of ESM on various organizational outcomes. Nonetheless, a notable theoretical gap exists regarding the influence of ESM on the development of organizational digital maturity. This paper aims to bridge this gap by conducting a comprehensive literature review to investigate how the utilization of ESM can facilitate the transformation of organizational value-creation processes, thereby contributing to the overall enhancement of digital maturity.Design/methodology/approachUsing the information technology (IT) value-creation framework developed by Mooney et al. (1996) and applying a template analysis methodology as outlined by King (2012), the authors conducted a systematic literature review (Okoli and Schabram, 2010), to investigate the influence of ESM on value creation within the digital business environment.FindingsThe study’s outcomes are structured around a theoretical framework that combines the contingency theory and the sociotechnical perspective to provide a comprehensive understanding of digital maturity. This paper also delves into how ESM facilitates the transformation of organizational value-creation processes, ultimately contributing to the overall progress of their digital maturity.Research limitations/implicationsThis study adapts existing theoretical models to fit the context of ESM and integrates multiple perspectives to provide a comprehensive understanding of its impact. It identifies a convergence in the definition of ESM and offers insights into its various dimensions and effects on value creation. Hence, scholars can use the identified theoretical frameworks and conceptual convergence to guide future investigations into the impact of ESM on value creation, fostering theoretical development and empirical research. Practitioners can benefit from the insights to develop effective strategies for implementing ESM within their organizations, aligning with broader organizational objectives to enhance performance, streamline operations and drive structural changes. Furthermore, both scholars and practitioners can use the identified limitations of the study to identify areas for further improvement and exploration, thus contributing to the advancement of knowledge and practice in ESM and value creation. Limitations of this research include the exclusion of gray literature, a relatively small sample size of analyzed articles, and the restriction to specific databases as per systematic review guidelines, potentially overlooking valuable contributions from alternative sources.Practical implicationsThis paper provides a comprehensive exploration of how ESM can support value-creation processes within organizations. It offers valuable insights to help managers incorporate ESM into their digital strategies and to understand its value-creation effects.Originality/valueAdopting a value-creation perspective and integrating the contingency theory and the sociotechnical perspective to build a comprehensive framework, this research introduces an original approach by showcasing how ESM can facilitate shifts in value-creation processes of organizations, paving the way to contribute to the development of their digital maturity.

연구기관 재직자의 심리적 임파워먼트 연구: 성별의 다양성을 중심으로

by exploring the latent psychological empowerment profiles of research institution employees and examining the differences between groups according to gender. The quality of psychological empowerment vary among employees depending not only on individual factors but also on relational and institutional factors. Since psychological empowerment is directly linked to the personal growth and career development of employees, it is essential to examine the factors that influence it. We conducted a latent profile analysis to examine how psychological empowerment profiles differ. First, we identified five profiles based on the extent of research control and overall psychological empowerment in male samples, while four profiles were identified in female samples. Second, the quality of the social network, perceived career development support, and knowledge sharing significantly influenced the probability of belonging to each profile, particularly when the perceptions of these predictor variables are high, this suggests a higher likelihood of belonging to a group with high psychological empowerment. Finally, the group with high psychological empowerment, regardless of gender, was perceived as having higher organizational commitment, career satisfaction, and technical orientation. Based on these results, we discuss the implications for enhancing the psychological empowerment of employees at research institutions and aligning their individual career development with the organization's objectives.

Enhancing U.S. workforce productivity through strategic data automation: Key insights and implications

The review explores how strategic data automation can enhance workforce productivity in the U.S., providing key insights and implications for organizations. As businesses increasingly rely on data-driven decision-making, the role of automation in streamlining processes and improving efficiency becomes paramount. This review delves into the potential benefits and challenges of implementing strategic data automation strategies and offers recommendations for organizations looking to enhance their workforce productivity. Strategic data automation has the potential to revolutionize how businesses operate, leading to significant improvements in efficiency and productivity. By automating repetitive tasks and streamlining data processing, organizations can free up valuable time and resources, allowing employees to focus on more strategic and value-added activities. However, the successful implementation of strategic data automation requires careful planning and consideration of various factors, including data security, privacy, and regulatory compliance. Key insights from this review include the importance of aligning data automation initiatives with organizational goals and objectives, as well as the need for ongoing monitoring and evaluation to ensure effectiveness. Additionally, the review explores the implications of strategic data automation for the future of work, highlighting the potential for increased collaboration between humans and machines and the need for new skills and competencies. Overall, this review provides valuable insights into how strategic data automation can enhance workforce productivity in the U.S. It highlights the benefits of automation, such as improved efficiency and reduced costs, while also addressing potential challenges and considerations for organizations. By leveraging the power of strategic data automation, organizations can position themselves for success in an increasingly data-driven world.

Driving Performance: Unravelling the Power of Strategic HRM in Innovativeness and Risk-Taking

In today's dynamic business environment, understanding the intricate interplay between strategic human resource management (SHRM), innovativeness, risk-taking, and organizational performance is paramount for organizational success. This study delves into this nexus within the Iraqi telecommunications sector, utilizing a sample of 120 employees and employing Structural Equation Modelling (SEM) with Partial Least Squares (PLS) to verify the structural model. The findings underscore the pivotal role of SHRM as a mediator in shaping organizational outcomes. While strategic human resource management demonstrates a significant and positive impact on both risk-taking and organizational performance, its influence on innovativeness is found to be non-significant. These insights shed light on the nuanced dynamics within organizational contexts, emphasizing the multifaceted nature of SHRM's impact. Practical implications derived from our results offer actionable insights for industry practitioners, highlighting the strategic importance of aligning human resource practices with organizational objectives. By fostering a culture conducive to risk-taking and leveraging SHRM practices to enhance organizational performance, telecommunications firms in Iraq can navigate challenges and capitalize on opportunities in today's competitive landscape.

Organizational Planning and Business Human Resource Management: A Systematic Qualitative Review

Sustainability in accomplishing organizational objectives is highly dependent on HRM and organizational planning. Organizations confront more complicated problems in today's corporate world because of globalization, sustainability demands, and fast technological progress. In today's business world, effective organizational planning and human resource management techniques are critical for companies to stay competitive and adaptable. This systematic qualitative evaluation aims to examine different methods and practices in human resource management and organizational planning by reviewing a large body of literature. The major goals of this review are to (1) identify current trends, (2) assess the advantages and disadvantages of these trends and solutions, and (3) assess the effect of these tactics on the performance of businesses across different industries. This review sheds light on the relationship between organizational sustainability, HRM practices, and strategic planning by synthesizing and analyzing pertinent papers using a rigorous and open methodology. The results of this review provide scholars and practitioners with actionable advice to improve the efficiency and longevity of organizations.

Strategic Agility and Performance of Pay Television Industry in Kenya.

The Pay TV market in Kenya operates in a highly competitive business environment, which in turn calls for aggressiveness and more efficient ways of keeping the business afloat. Advancement in technology also comes with several options for Pay TV customers such as online streaming which poses more threat to the market. This research seeks to assess the influence of strategic agility on the performance of the Kenyan Pay TV industry using Multichoice Kenya Limited as the case study. The objectives of this study were to establish the influence of leadership agility, determine the influence cultural agility, assess the influence of business agility, and to determine the influence of career agility on organizational performance in the Kenyan Pay TV industry. The study is of great significance to the government of Kenya since the improved performance of the Pay TV companies can generate more revenue for the government in form of taxes and license fees. New and existing Pay TV companies may also benefit from this study by employing agile strategies for competitive advantage as well as getting more information on how to handle uncertain situations in the business environment. Additionally, academicians who may want to research more on strategic agility may benefit by accessing more information from this study. The concept of strategic agility has not been sufficiently researched especially on the variables such as leadership agility, cultural agility, business agility, career agility and how they influence organizational performance. This research was anchored on four theories namely; The Great Man Theory, Theory of Change, Theory of Constraints, and the Broaden and Build Theory. The reviewed literature on these theories indicates that there is a positive influence of strategic agility on organizational performance. This is a cross-sectional study which involves 60 employees with managerial roles. Descriptive design was used in this study adopting qualitative and quantitative methods. Data collection was done through closed and open-ended questionnaires, keeping a register of questionnaire distribution and feedback collection. A pilot study was carried out to determine the accuracy, clarity and relevance of the study questionnaire. Data analysis was carried using SPSS (V29) and multiple regression analysis. The study found that leadership agility, cultural agility business agility and career agility all have a significant effect on the performance of Pay TV firms in Kenya. The top leadership of firms in Pay TV industry should establish cross-cultural collaboration initiatives to encourage knowledge-sharing and teamwork among employees from different cultural backgrounds, foster a culture that encourages and rewards agile leadership behaviors, such as risk-taking and experimentation and encourage leaders to seek mentorship and coaching to enhance their agility capabilities, should invest in technology and infrastructure that support flexibility and adaptability in responding to market changes and also develop cross-functional teams that can quickly adapt to changing business requirements and address emerging challenges, implement career development plans and pathways that align with the organization's strategic objectives and employees' career aspiration and encourage a growth mindset among employees.