In this paper, the origin and basic assumptions of the VUCA paradigm are first explained. Then the current megatrends are named as drivers for VUCA and digitization in particular is examined in more detail. Then I dedicate myself to the consequences of VUCA for the individual, for society and politics.
What the VUCA dimensions mean for companies, organizations and the HR department is discussed in the following chapters. After deriving recommendations for action for the above areas, the thesis ends with a short discussion and a look into the future.
Inhaltsverzeichnis (Table of Contents)
- Introduction
- Origin and basic assumptions of the VUCA paradigm
- Overarching megatrend digitalization
- Impact of the VUCA world
- Consequences of VUCA for companies and organizations
- Importance of VUCA for the HR department
- Derivation of recommendations for action
- Recommendations for companies and organizations
- Recommendations for human resources
- Conclusion
Zielsetzung und Themenschwerpunkte (Objectives and Key Themes)
This seminar paper explores the concept of VUCA (Volatility, Uncertainty, Complexity, Ambiguity), its origins, and its impact on companies, organizations, and the HR department. The paper aims to understand the implications of VUCA in today's rapidly changing world and to derive recommendations for action to address these challenges effectively.
- The origin and development of the VUCA paradigm
- The role of digitalization as a megatrend driving VUCA
- The consequences of VUCA for companies, organizations, and the HR department
- Recommendations for action to mitigate the effects of VUCA
- The importance of adaptability and agility in a VUCA world
Zusammenfassung der Kapitel (Chapter Summaries)
The paper begins by introducing the VUCA paradigm, tracing its roots back to the US military and its application in modern warfare. It then delves into the concept of digitalization as a key driver of VUCA, highlighting its impact on various sectors and societies. The paper further explores the implications of VUCA for companies and organizations, focusing on the challenges it presents to traditional structures and management practices. Finally, the paper examines the importance of the HR department in navigating VUCA and derives recommendations for action to enhance organizational agility and resilience.
Schlüsselwörter (Keywords)
This seminar paper focuses on the concept of VUCA (Volatility, Uncertainty, Complexity, Ambiguity), its origins in the military context, and its implications for companies, organizations, and the HR department. Key themes explored include digitalization as a driving force for VUCA, the challenges of navigating a volatile and unpredictable environment, and the development of recommendations for action to address these challenges effectively. The paper emphasizes the need for adaptability, agility, and proactive HR strategies in a VUCA world.
- Arbeit zitieren
- M. Keppler (Autor:in), 2018, VUCA. Recommendations for action for companies, organizations, and the HR department, München, GRIN Verlag, https://www.hausarbeiten.de/document/1187820
