Concept of Person-Organization Fit

Discuss about the Person Organisation Fit Globalization.

In the introduction, it can be said that due to globalization, the organizations are facing a competitive environment. In this competitive environment, the only way these organizations are making way to survive in the long-run is to reduce their cost of production to increase the profit margins (Boon & Biron, 2016). The cost of labours is one of the major sources of the cost that the organizations incur. Hence, the best way to deal with this issue is to reduce employee turnover for an organization. Here comes the concept of person-organization fit (P-O fit). The person-organization fit makes sure that the productivity of the employees is at the maximum and has the potential of increasing (Conner, 2013).

The purpose of this essay is to examine the statement, ‘Person-organisation fit is critical to the success of both employees and organisations.’ It also discusses this statement about the managerial theory of organisational values and culture. The person-organization fit in personal life for the famous Australian company ‘Planet Innovation’ is also assessed here through a reflective study following a personality reflective quiz given in the appendix.

The person-organisation fit checks the compatibility between the employees and their organization where they are working. In general, there has to be one to one relations ship between an employee and his employing organization (Swider, Zimmerman, & Barrick, 2015). It can be a one-way relationship or a two-way relationship. It shows whether the employee fits in the organization’s working environment or the working place meets the requirements of the employee. If the person-organisation fit is high, it will keep the employee happy with the work and it will give the employee a comfortable working place (Svaldenyt? & Kazlauskait?, 2012). This will in turn help the employee to give high quality output. On the other hand, if the person-organisation fit is low or nil, the employee will feel uncomfortable in working in the organization. It will also reduce the employee’s productivity and the quality of his performance.

The person-organisation fit will occur when the employer can fulfil the needs of the employees. This fit between the persons and the organisation depends on the worker’s interests, desires, values, preferences, and goals (Youngs, Pogodzinski, Grogan, & Perrone, 2015). It also depends on the person’s education, aptitudes, and experience. If the goals and values of the employee match with the same of the organization, it will be fruitful for both the employee and the organization (Liu, Tang, & Yang, 2015). It will keep the employee motivated, and that will be reflected in his work. The organization will also be benefited as the employee turnover will reduce due to this, and the productivity of the company will rise. The organizational values and culture thus can work as a guideline for the person who is responsible for hiring the employees. The managerial theory on organisational values and culture is what shapes the working environment of an organization. If the hired employee faces problems following these organisational values and culture, then it will affect his productivity (Chen, Sparrow, & Cooper, 2016). It will also affect the team as well. The goals set by the manager will not be met this way.  These are termed as work as work values. It refers to the work security, work benefits and fulfilment of the targets at work (Gonzalez, 2016). Along with these cognitive work values also affects the productivity of the employees, which should be addressed by the person-organization fit. The contribution to the society, the broadening horizon of the workers, and adding meaning to work is counted in the cognitive work values. The P-O fit also requires addressing the effective work values, which regard the human relationships, emotions and feelings, and friendships at the workplace.

Importance of Person-Organization Fit for both Employees and Organisations

The issues in the personal-organization fit can be stated more clearly and specifically by denoting the organizations’ psychological, financial, and physical resources. The growth opportunities, which are the requirements of the workers, are also included here (Mostafa & Gould-Williams, 2014). The personal-organization fit will be achieved when the resources supplied by the organization meet these demands. As stated earlier, it is a two-way relationship, and for this purpose, the employees have to meet the organizations’ demands. These demands can come in the form of efforts, knowledge, abilities, commitment, skills, and time (Vveinhardt, Gulbovaite, & Streimikiene, 2016). The fit will be achieved when the workers will be ready to meet these organizational demands. There are ten ways in managing person-organization fit efficiently. The scenario can be depicted in the figure below:

As shown in the figure above, it incorporates the process of hire and selection of the workers, delivering the messages during the process of selection of the employees with the effective communication process. It also includes socializing in the workplace, following a culture of intervention by the manager, and training comprehensively for the goals (Tremblay, Hill, & Aubé, 2016). It also includes measuring the ideal organisational values and culture, following the career planning of the employees and developing management accordingly, maintaining diversity in the workplace, looking after the role of the leader, and focusing on both employee’s and organization’s culture (Fields, 2015). To successfully achieve the person-organisation fit the management has to look for personnel who has the potential of performing well, will be suitable for the organization’s working environment, and will not quit the organization. Organizational success is measured by its profitability, productivity, and sustainability. The management has to follow the concept of P-O fit in order to achieve the benefits. Employees who will not quit will add value in the turnover process by reducing the cost. The cost reduction will increase the organization’s profitability. In those cases where the organizational goals, values, and cultures are similar or matches to the same of the employees, the working environment becomes more favourable for both the employees and the organization. The satisfaction of the employees will ensure high productivity. As the satisfaction of the employees for working in the organization increases, the turnover rate will fall. People will stick to the organization for the long run (Kumar, Dhamodharan, & Thomas, 2015). It will add value to the organization’s sustainability.

To discover information about myself I have completed the personality quiz provided in ‘dougsguides.’ The result of the test is provided in the appendix. It shows I have the tendency of leaning on individual contribution mostly. This trait is closely followed by the desire of being a team player. It also states that I am looking for a stable job, which will provide sufficient job security. A stable organization attracts more workers than an unstable organization due to the security of jobs (De Jong, 2015). The result of the quiz also shows my focus towards the challenges in a job. It states that I am inclined towards those jobs, which possess more challenge. Finding out solutions for those challenges and problems will give me a high level of satisfaction. It also focuses on my views towards balancing the personal and professional life. It is stated that the employees require being satisfied in their personal lives. Otherwise, their depression will affect their professional life negatively. Hence, balancing the two should be of high priority. The lowest percentage in the minimum commitment states that I will not commit to a job just for the salary. These traits help me to find an organization working in which will give me satisfaction. Such an organisation is Planet Innovation.

Managerial Theories on Organisational Culture and Values

Planet Innovation is one of the top innovative companies in Australia. It hires local and international employees as it deals with the globalized market. The organization fosters a culture of innovation. The company looks for people with experience and fresher also. The organization is mainly famous for producing and developing those products, which have high commercial value (Innovation, 2017). This makes the company unique. The wide range of products Planet Innovation produces is also responsible for keeping the company in the top position. The organization produces engineering products of a different genre, is also known for project management and team leading. I am apt for playing a role in project management and team leading. As the quiz suggests, I like working with challenges and finding unique solutions for the issues. This will help the company to reach their goals. This way the employee, the organization, both and me will complement each other as our demands and supplies are fulfils each other’s. The organization requires a person in management and leadership who can contribute a lot to the organization, which is one of my primary traits. I am a team player. It will help the management in making teams for the projects. The roles given to me will possess challenge, which will add value to my satisfaction. My motivated apprentice and balancing nature will help the organization in completing the projects. It will add to the values regarding productivity, profitability, and sustainability (Resick, Giberson, Dickson, Wynne, & Bajdo, 2013).

In conclusion, it can be said that the person-organisation fit is one of the best ways to ensure a reduction in costs of an organization. The employee turnover rate reduces rapidly if the fit is addressed while hiring people. It also ensures efficient allocation of resources. The demand of the employees requires to be met by the supplies of the organization and vice versa, in order to achieve P-O fit. Organizations face a dynamic environment that usually requires those as employees whose personality fits with the overall culture and values of the organization. The organizational goals and values matched with the employees’ views create an environment in the workplace, which increases the productivity, profitability, and sustainability. Ten ways are there to manage the P-O fit efficiently that can make sure that the organization goals are achieved. The P-O fit also ensures better attachment of the employees and the organization. It can be concluded from the essay that those organizations, which will negotiate carriers, will move on in the long-run. The reflective application in the essay also supports this fact. Following this ‘fit’, the Planet Innovation is presently at the top of the Australian organizations and will remain there.

Application of P-O Fit in Planet Innovation

References:

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Chen, P., Sparrow, P., & Cooper, C. (2016). The relationship between person-organization fit and job satisfaction. Journal of Managerial Psychology, 31(5).

Conner, D. (2013). The effects of career plateaued workers on in-group members’ perceptions of PO fit. . Employee Relations, 36(2), 198-212.

De Jong, K. &. (2015). Why do some therapists not deal with outcome monitoring feedback? A feasibility study on the effect of regulatory focus and person–organization fit on attitude and outcome. Psychotherapy Research, 25(6), 661-668.

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Gonzalez, J. A. (2016). Demographic dissimilarity, value congruence, and workplace attachment: asymmetrical group effects. Journal of Managerial Psychology, 31(1), 169-185.

Innovation, P. (2017, 1 10). Careers. Retrieved from planetinnovation.com.au: https://planetinnovation.com.au/about/careers/

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