Right Person for the Right Job
Let's go ahead and shift and start talking of. Yeah the article. I am curious. Article basically is fairly recent piece. It is from twenty nineteen and it is by rayton yellow bec- and wrap t and so the article is called fit perceptions work engagement satisfaction and commitment so very straightforward title. Unlike many that we often see And it was published in the journal of managerial psychology. Which we don't usually pull many articles from but i thought that this one was a really good just kind of straightforward streamline message about the importance of a person job fit to help. Everyone understand why you should be interested in that topic awesome. Yeah so you're telling before we started recording. This is pretty straightforward. So what money give us some definitions. I or sure and then we kind of dive into it. Yes absolutely so. Let's talk first about fit so there are different types of fit that you can have on the job so you can feel that you fit well with your supervisor. You can feel that you fit well with your co workers. You can feel that you fit well with your group or your team The ones that we're gonna be looking at today are feeling like you fit well with your job and feeling like you fit well with your organization and so those are actually two of the most prevalent or they are the two most prevalent types of fit. That i've been studied in the research and particularly fit to the job has been studied with a lot of. There's been a lot of focus on that in the research and it is important that you fit with your supervisor you fit with your co workers. You fit with your team but in studies that have looked at them all together. It seems like person job fit and person. Organisation fit tend to be Have have stronger relationships with some important outcomes Than other types of fit as well so they they are quite important and so let's talk about what they mean so person. Organisation fit is the compatibility between a person and their organization so that the organization provides what the person needs and that they feel that they share fundamental characteristics with the organization so something about the organization represents who they are as a person And that the person also represents the organization so they sort of share similar values basically is. Po fit And they might also share similar like beliefs. They might have similar goal sets things like that. So sort of the culture of the organization and the value of the organization fit with who the person is. And that's person organisation fit. And i think an important thing here is As people are thinking about this idea it's not just the culture is obviously important that you feel like it's culture that you like you're getting the theory leads met but sometimes you can be in a place where you've got a great culture but there's something about the values don't align with you can still make you feel a little iggy. So he met value piece is really important. You wanna make sure that you're aligned to what the organization is doing or you believe in the mission to some extent To really have a strong person organisation fit. Yeah and i mean you can think about this. There's actually a case that was done at jewel which is like the vaping company and their culture as a company is really positive but they lose people because people can't get on the board on board with the mission of selling people on vaping right now the way that they reframe it for people is that it's for you know they try to say that it's four people who smoke and they're trying to get people who smoke nicotine off of nicotine onto jewels rate or not nicotine who smoked tobacco off of tobacco that goes in your lungs etcetera and onto jewel but there's also like heavy marketing towards you know people that don't smoke already and so people that's an example of a place that as a case that they use in business schools A place that has a really good culture but they lose people due to the values pretty frequently interesting. I'm glad you had a case. Speak to that like some examples in my head but Some that. I wasn't necessarily as excited to share because i know people that were concerned places. But i don't know anyone who works at so i don't care i'm so so so yes. So that's we're gonna nation. So it's more like a broad-based. I stands for and i like the culture here Person job fit is basically a similar idea but between the employee and their specific job and there are sort of two components that make up person job fit. So one is that i have. What the job requires. So what's needed to do the job. I possess so my knowledge skills abilities and other sorts of things mash with what's required for me to do the job so my personality meshes what i know how to do. My skillset meshes well with what's required to do the job at another piece is that this job has what i need in order for me to feel fulfilled and that could be with regard to i get the recognition that i need. I have working conditions. That i like. I have pay. I appreciate i see myself as having career advancement in this job. So it's not just about the tasks duties and responsibilities. Do i feel like i can perform them. Well but also do. I feel like i have other things that i would need out of the job itself that fulfil what i want out of my career. Yeah and that kind of ties into the piece of. I know how to do a task but for the task is really boring to me too. That's another important part. I know i can count marbles all day long like to be able to count them. I have the capacity to count. But i would be so bored and it wouldn't be engaging me i wouldn't feel the challenge that i need or you know. Be making an impact. That i need or something like that and those those components are important. So i think that's a really good point that it's you know it's not i mean the definition is not just around you. Can you do the work. But is that work also going to be meaningful for you.