identified and nurtured within the organization would fetch clear and

Identified and nurtured within the organization would

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identified and nurtured within the organization would fetch clear and sustainable competitive advantage to the firm. With sustainable competitive advantage, a firm can attain progressive performance over a long period in comparison to the competition. Standing firm on the RBV, the firm level competence deficiency thus clearly explained the organizational health as communicated by Eisenhardt and
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Martin (2000). The studies by Priem and Butler (2000), Mosakowski, and Mckelvey (1997) further strengthened the argument that firm level competence points to competitive advantage. According to Barney (1995), firm specific resources, which are not easily imitable, create competitive advantage. Sustenance of such competitive advantage entirely depends on the organisation’s capacity to refine current practices and seeking newer level of abilities to sustain in the market (Ketchen, Ireland, & Snow, 2007). Collective turnover causes undesirable erosion of firm specific competence and human capital, which further creates additional cost towards acquisition and effort towards onboarding and training activities (Price, 1977; Staw, 1980; Bluedorn, 1982;; Mobley, 1982; Osterman, 1987; Dess & Shaw, 2001). Firm competences are part of overall Knowledge, Skill, Attributes & Other characteristics (KSAO), which each employee beholds in varying rates and levels. Core Competencies can be identified & segregated within KSAO. Previous research gives empirical evidence of relation between declining competence with declined profits (McElroy, Morrow & Rude, 2001; Riordan, Vandenberg & Richardson, 2005; Peterson & Luthans, 2006; Morrow & McElroy, 2007), reduced sales (McElroy et al., 2001; Shaw,
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  • Summer '17
  • Iking
  • Skill, Empirical research

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