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Introduction
In a declining economy with declining sales, how has Cabela’s managed to maintain its competitive advantage? Cabela’s has maintained its competitive advantage through its use of Human Capital (HC) and the use of Organizational Citizenship Behavior (OCB). Some factors that have led to Cabela’s competitive advantage are its customer service policies, the quality of the equipment they sell, and the ease with which a customer can order items (via in-store, mail order, and online).
As defined in one textbook (Mathis & Jackson, 2010, p. 604), HC is defined as “The collective value of the capabilities, knowledge, skills, life experiences, and motivation of an organizational workforce.” Additionally, OCB must also be mentioned here as it interconnects HC with Staffing and Talent Management (TM), three vital functions within Human Resource Leadership (HRL). Although OCB is a function of Organizational Behavior, this paper will demonstrate its relationship to these three factors of HRM in the hopes that a clearer understanding of the HC, Staffing, and TM functions can be made.
The definition of OB can be found in the textbook for Organizational Behavior (Hitt, Miller & Colella, 2011), but OCB can essentially be summed up as how far an employee or ‘associate’ is willing to go, using their organization’s guidance on good employee behavior and expectations in order to perform their duties and jobs. This also includes how much help that associate is willing to give others, seek out others when needed, and willingness to take steps to help improve the performance of their jobs and the efficiency of the company. This may or may not include customer service and as the text also states, “expending extra effort to bring positive publi...
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... Organizational behavior. (third ed., p. 223). Hoboken: John Wiley & Sons, Inc.
Mathis, R. L., & Jackson, J. H. (2010). Human resource management (13th ed.). Mason, OH: Thomas/South-western
Our benefits. (2013). Cabela’s. Retrieved from http://www.cabelas.jobs/benefits.html
Our culture. (2013). Cabela’s. Retrieved from http://www.cabelas.jobs/culture.html
Our history. (2013). Retrieved from http://www.cabelas.com/content.jsp?pageName=CompanyHistory
Our locations. (2013). Cabela’s. Retrieved from http://www.cabelas.jobs/applylocations.html
Simmons, B. (Performer). (2013, June 10). Citizenship at work: Brett Simmons at TEDxReno [Web Video]. Retrieved from http://www.youtube.com/watch?v=UhPsKcuTkLs
Yahoo! Finance (2013, December 1). CAB Competitors | Cabela's Inc Class A Common Sto Stock - Yahoo! Finance. Retrieved from http://finance.yahoo.com/q/co?s=CAB+Competitors
Bohlander, George, and Scott Snell. Managing Human Resources. 15th. Mason, OH: South-Western Pub, 2009. 98-147. Print.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2014). Fundamentals of human resource management (5th ed.). New York, NY: McGraw-Hill Education.
Cabela’s is one of the world’s leading outfitter companies. They are direct marketers and special dealers of products related to hunting, fishing and other types of outdoor activities. The company was started in the year 1962 by Dick Cabela. Till 1963 only Dick and his wife Mary were involved in the business but as the company gained popularity, Dick’s younger brother Jim also joined them. Today the company has become a legend among the outfitter companies in the world.
Case Study of The Home Depot Preface This Essentials of Strategic Management assignment has been made by three persons which have been working together and individually to finish the assignment properly and in time. Secondly, we would like to thank the company whose websites we were able to visit and use, to get additional information that we could use for leading the assignment of Home Depot to a successful ending. We can say, that it was a pleasure to work on this assignment and would, in the third place, like to thank each other. The persons who worked on this assignment, for the effort and time that is put in the assignment, that brought us to this finished version.
Cabela’s place strategy connects customers with product in ways that best serve the customer. At the same time, the company’s store expansion strategy continues to grow market share
Noe, Raymond A., et al. Human Resource Management: Gaining a Competitive Advantage. 7th ed. New York: McGraw-Hill/Irwin, 2010. Print.
People who want to have a successful organization in business world; first they should be able to define OB which helps the organizations to be more effectively. “Organizational behavior is a study and an application of knowledge about how people, individuals and groups act in organizations” (Clark, 2000). Frankly, OB can help to indentify people behavior and to have a work relationship among the worker. Moreover, it can affect an organization to enhance its profitability and innovation by showing organization resources which can depends on customers. As well, it helps to achieve a job satisfaction by understanding the importance elements of motivation, communication and leadership.
Sedgwick, David. "Pricing Power shifts to suppliers." Automotive News (2012): 2. online. 20 May 2014. .
Whether an organization consists of five or 25,000 employees, human resources management is vital to the success of the organization. HR is important to all managers because it provides managers with the resources – the employees – necessary to produce the work for the managers and the organization. Beyond this role, HR is capable of becoming a strong strategic partner when it comes to “establishing the overall direction and objectives of key areas of human resource management in order to ensure that they not only are consistent with but also support the achievement of business goals.” (Massey, 1994, p. 27)
Noe, Raymond A., John R. Hollenbeck, Barry Gerhart, and Patrick M. Wright. Human Resource Management: Gaining a Competitive Advantage. 7th ed. Boston: McGraw-Hill Irwin, 2010. Print.
Ulrich, D., Younger, J., and Brockbank, W. 2008. “The twenty-first century HR organization.” Human Resource Management, 47, pp.829-850.
Byars, L. L. (1997). Human Resource Management. Chicago, IL: The McGraw-Hill Companies, Inc. Mills, D. Q. (1994).
P. 809) ‘Organisational citizenship behaviour (OCB) includes employees’ discretionary actions not explicitly recognized by formal reward systems that in the aggregate promote the effective functioning of the organization’ alternatively (Robbins, 2014. p. 21) ‘Organisational citizenship behaviour (OCB) is discretionary behaviour that is not part of an employee’s formal job requirements but nevertheless promotes the effective functioning of the organisation.’ Raver, Ehrhart and Chadwick (2012), Definition goes beyond the individual to groups. It 's established groups who demonstrate positive OCB do better than ones who do not. (p. 616-637) I understand OCB as the employee undertaking behaviours that require supplementary contemplation outside job descriptions in places of work. Especially in terms of positive and beneficial behaviours, for all concerned and consequently building healthier outlooks and more positive environments for organisations. This positive environment has a beneficial effect on all aspects of the organisations. Teal (2013) In its simplest form it involves extra role behaviour in the workplace. (p.
Reed, S. M., & Bogardus, A. M. (2012). PHR/SPHR: Professional in human resources certification study guide (4th ed.). Indianapolis, IN: Wiley Publishing, Inc. ISBN-13: 9781118289174
Torrington, D., Hall, L. and Taylor, S. (2008). Human Resource Management, 7th ed. Prentice Hall.