VUCA Workers Needed

The world today is Volatility, Uncertainty, Complexity and Ambiguity: job security and long-term retention concepts are doomed to extinction.

Tuesday, May 19, 2015


Volatility, Uncertainty, Complexity and Ambiguity (VUCA) is a concept originally used by the military which defines "those situations where strategy, planning and decision-making take on extraordinary levels of difficulty, because the decision maker lacks minimum parameters required to guide their judgment. "

Cristina Simon, in his article in, states that "after being applied to the reality of the financial markets, [the concept] has entered the world of work. We need to be VUCA professionals, and have employees of this species in our teams in order to interact with the business world of the current century. "

In the permanent crisis of global competitiveness faced by Central American countries at the rearguard of progress, there is a need to understand and develop our businesses using the VUCA concept, and evangelize on it, especially when from the unionized sectors-especially those for state employees- security and job stability are proclaimed as the ultimate goal for workers to achieve.

Reading the article is essential to raise awareness of the need to avoid the impulse to maintain a comfortable atmosphere, which we will be able to achieve eventually. Competitiveness is not a destination but an ongoing journey.

See: The VUCA worker - the power of curiosity

More on this topic

The Talent of the Over 50´s

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At a time when it is more imperative than ever for businesses to attract and retain talent, the people with 50 and more years old are part of a market that offers candidates with skills and experience of great value.

Nowadays the difference between one company and another is the talent its employees bring together, and as any staff manager can tell you, competition for attracting and retaining that talent is growing.

Work Environment: Happiness is Not Everything

December 2015

Offering more freedom of action and decision-making can generate more committed employees than an atmosphere of joy and fun.

Using happiness at work as a way of retaining human talent is being questioned.

In principle we must recognize that, given the many factors that can bring this about and personality differences, it is impossible to guarantee complete happiness for all employees in a company.

Direct Access to Data Changes Management

May 2015

The increasing speed and ease of direct access to the information needed for decision-making, is drastically reducing the number of middle managers who used to be hired to provide them.

In companies of the last century when a sales manager needed information about last year's sales in order to take a relevant decision, he or she had to contact their assistant manager, who was responsible for collecting information and presenting it to the director. Nowadays, the direct and easy access to all information concerning day-to-day business allows the same director to touch a screen, get the information and make the decision, reducing costs and saving time.

How to Manage the Company's Talent in the Future

September 2014

Companies recognize how important managing a growing international and mobile workforce is for the future of their businesses, but they do not know how to do it.

Companies do not have an appropriate strategy to deal with the transformation that is happening the way of working in the world -from the convergence of five generations to operations spread across the planet- which will lead to a crisis in management, attraction and retention of talent, concludes the Workforce 2020 study, prepared by Oxford Economics and SAP.

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