8. Discuss the different types of person-job and person-organization fit. Why sh

Question

8. Discuss the different types of person-job and person-organization fit. Why should managers be concerned about achieving good fit between the individual and the job and organization? What are some of the correlates of good person-job and person-organization fit? At what stage in the employment relationship should organizations be concerned about addressing the degree of fit? Fit types have differential validity. Which types of fit do you think are most important for managing important job attitudes and turnover behavior? Assume you are trying to decrease turnover in your organization. Which types of fit would you focus on improving in order to decrease your turnover? Why?

Explanation / Answer

Person job fit is the process of hiring the person in a new job is judged by the skills, qualification and experince and avaluated if he will be fit for the job and be able to bring productive results. The job requirements and job description is compared to the skills and work the person has done in the past to evaluate his fitness for the job and hired accordingly. This procedure is essential when training cost and time has to be saved as the person hired will be well awared of the work he has to do. Techinical jobs require such hiring process like doctors, engineers, surgeons and pilots. No matter how skilled a person is in a particular field, or how well his personality suits the work atmosphere but he cannot be hired if his specialization does not fit the job he is being hired for.

Person organzation fit is analysing how well the person being hired fits in the organzational culture at job. Will they fit in the team they havee to work with, can they have clashes by any nature of theirs that is different from the others working, Will they accept their seniors and juniors and behave ethically with all and will the staff connected to them accept their presence in the workplace. This criteria of hiring is more imortant in the organzational positions which have to interact with employees at different levels and derive results by contribution of each one of them. Hence to attain the best of results and productivity hiring has to be dont in the person organization fit approach.

Person job and person organization fit are both essential and interrlated in a workplace to get the optimum results from hiring a person on a position. Any one of them being focused on alone will not give the results expected from the human resourse input of an organization. If the person is highly skilled and capable of performing a job but is not compatible enough with the organizational culture or other employees then he wont be able to deliver productive results and end up in creating chaos and low productivity in the organization. In the same way if the manager is higly fit for the organizational culture as in he is friendly, has leadership qualities and gels up well with all levels of employees but does not know the skills to make strategies to bring profitibility to the business then his personality traits alone wont work for the organization. Hence both these criterias have to be kept well in mind while hiring an employee for the organization on a job.

Some correlates of person job fit are job satisfaction: .56, organizational commitment: .47, intent to quit: -.46. Some correlates of person organization fit are job staisfaction: .44, organizational commitment: .51 and intent to quit: - .35

I feel person organization fit type is eimportant to manage job attitudes and turnover behavior. If I have to decrease turnover in my organization i will focus on person organzation fit and person group fit type because turnover usually happens due to behavioral differences in the workplace. People are not able to adjust with the work culture and the collegues is when they will intent to leave the job. Hence hiring with the capability of fitting in the job culture and the group they work with will make the turnover decrease.

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