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BY:JOYRAM MAHTO ALKA KUMARI PRIYANKA CHOUDHRI TRISHNA VERMA & VIVEKANAND ORAON

Personality-Job Fit Theory


Personality-job fit theory revolves around the idea that every organization and individual has specific personality traits. The closer the traits between the person and the company match, the higher the chance of workplace productivity and satisfaction. The best personality fit will also decrease job turnover and stress, absenteeism, and poor job satisfaction. Personality-job fit theory or person-environment (PE) fit is a match between a worker's abilities, needs, and values and organizational demands, rewards, and values.

How Job Fit Issues Develop


The human resource manager, Priyanka, is well trained in motivational and stress theories of workers. She spent some time interviewing both Joyram and the new manager, Trishna Trishna explained in his interview that he demands daily feedback on job performance and a structured work environment. Mahto Corp is known for a loose workplace structure, and supervisors only give feedback at performance reviews due to busy product development schedules. This is causing stress on Trishna and resulting in his poor work performance

How Personality-Job Fit Is Calculated


Priyanka understands how to run a personalityjob fit calculation. She measures specific worker characteristics, such as worker skills and traits, and then compares them to the work and job environmental specifics. If there is a difference, it's called a discrepancy. This discrepancy can then be calculated as an index to see how vast of a difference exists. The larger the distance, the more stress on the worker.

Priyanka is familiar with the six different personality types that exist. She stressed to Joyram how important it is to match up employee personalities with the correct tasks.

Here are the six employee personality types


Realistic Investigative Social Conventional Enterprising Artistic

Realistic:

LIKES: You like to work with things you can see and touch like animals, plants ,tools, or machines. You prefer things that seem real rather than ideas or concepts. You like to fix things or put things together. DISLIKES: Generally avoids social activities like teaching, healing, and informing others. They prefer to deal with things rather than with ideas or with people. Such people usually have trouble expressing themselves in words or in communicating their feelings to others. REALISTIC OCCUPATIONS: electrician, cook,

Investigative
LIKES: You enjoy logical thinking and like to understand how things work. They like scientific and mathematical tasks, solving complex problems and enjoy solving abstract problems and have a great need to understand the physical world. Sees themselves as scholarly and lacking in leadership skills. DISLIKES: Generally avoids leading, selling, or persuading people. Such people and do not like highly structured situations with many rules. They are not particularly interested in working around other people. They frequently have unconventional values and attitudes and tend to be original and creative, especially in scientific areas. INVESTIGATIVE OCCUPATIONS: physician, mathematician, oceanographer, meteorologist, college professor, psychologist, engineer, computer technician and architect.

Artistic
LIKES: They enjoy art, dancing, acting, music. They like to express themselves freely, work in artistic settings and enjoy variety and creativity. They prefer to work alone, need for individualistic expression, are usually less assertive about their own opinions and capabilities, and are more sensitive and emotional. Sees self as expressive, original, and independent. DISLIKES: Such people have little interest in problems that are highly structured or require gross physical strength. They generally avoids highly ordered or repetitive activities ARTISTIC OCCUPATIONS: advertising , fashion model, decorator, artist, music teacher, orchestra leader, entertainer, writer, editor, critic,, radio program writer, director, actor, or designer.

Social
LIKES: They like to work with people. They are sociable, are friendly, responsible, humanistic and concerned with the welfare of others and care about other's feelings. They like helping, understanding, and teaching others. They enjoy solving problems by talking about them. They usually express themselves well and get along with others; they like attention and seek situations allowing them to be at or near the centre of the group DISLIKES: They have little interest in situations requiring physical exertion or working with machinery SOCIAL OCCUPATIONS: teacher, counsellor, psychologist, librarian, recreation director, social worker, housekeeper, ticket agent, hair stylist, and politician.

Enterprising
LIKES: They like to lead others and have a great facility with words, which they put to effective use in selling, frequently they are in sales work. They see themselves as energetic, enthusiastic, adventurous, self-confident, and dominant, and they prefer social tasks where they can assume leadership. They enjoy persuading others to their own viewpoints They like power, status, and material wealth, and enjoy working in expensive settings. DISLIKES: They are impatient with precise work or work involving long periods of intellectual effort and generally avoids activities that require careful observation and scientific, analytical thinking. ENTERPRISING OCCUPATIONS: journalist, lawyer, labour arbitrator, administrator, business executive or manager, public relations, and marketing.

Conventional
LIKES: You like to keep things in order and prefer the highly ordered activities that characterize office work. Likes to work with numbers, records, or machines in a set. You like clear rules and instructions. You are good with details and very careful to do things the right way. They fit well into large organizations but do not seek leadership They respond to power and are comfortable working in a well established chain of command DISLIKES: They dislike ambiguous situations, preferring to know precisely what is expected of them and They have little interest in problems requiring physical skills or intense relationships with others, and are most effective at welldefined tasks. CONVENTIONAL OCCUPATIONS: accountant, computer programmer, analyst, operations, database management,etc.

Priyanka explained these personality types in detail to Joyram. Joyram needs to provide clear regulation, order, and rules for the new accountant to flourish since he has a conventional personality type.

How to Fix Personality-Job Fit Problems


Priyanka has found the best way to fix any personality-job fit problem is to ensure that it does not occur in the first place. All new potential employees will have to be assessed through a psychological test and competency-based interview. This will allow for employee personalities to be matched to the best job fit.

Trishna's situation can be helped by providing training to help him understand why the organization is set up the relaxed way that it is, and it also can help him become less structured. Trishna's manager will provide better communication and feedback to hopefully head off him leaving his position with the company.

Five assumptions under this theory 1. Most people can be categorized as one
of six personality types: Realistic, Investigative, Artistic, Social, Enterprising, or Conventional. 2. There are six kinds of work environments: Realistic, Investigative, Artistic, Social, Enterprising, and Conventional. 3. People search for environments that allow them to use their abilities and to

4. People's behaviour is determined by an interaction between their personality type and the characteristics of the environment. 5. People are usually happier and more satisfied if there is compatibility or "fit between their personality type (interest, abilities, and values) and their chosen work environment.

The closer the traits between the person and the company match, the higher the chance of workplace productivity and satisfaction. The best personality fit will also decrease job turnover and stress, absenteeism, and poor job satisfaction.

Personality-job fit theory revolves around the idea that every organization and individual has specific personality traits. The closer the traits between the person and the company match, the higher the chance of workplace productivity and satisfaction. The best personality fit will also decrease job turnover and stress, absenteeism, and poor job satisfaction.

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