ppt by vivekanand & co

8/13/2019 Ppt by Vivekanand & Co.

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BY:-JOYRAM MAHTO

ALKA KUMARIPRIYANKA CHOUDHRI

TRISHNA VERMA& VIVEKANAND ORAON


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Personality-Job Fit TheoryPersonality-job fit theory revolves around the idea

that every organization and individual hasspecific personality traits.

The closer the traits between the person and thecompany match, the higher the chance ofworkplace productivity and satisfaction.

The best personality fit will also decrease jobturnover and stress, absenteeism, and poor job

satisfaction.Personality-job fit theory or person-environment (P-

E) fitis a match between a worker's abilities,needs, and values and organizational demands,rewards, and values.


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How Job Fit Issues DevelopThe 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, TrishnaTrishna explained in his interview that he demands daily

feedback on job performance and a structured workenvironment.

Mahto Corp is known for a loose workplace structure, andsupervisors only give feedback at performance reviewsdue to busy product development schedules.

This is causing stress on Trishna and resulting in his poorwork performance


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How Personality-Job Fit IsCalculatedPriyanka understands how to run a personality-job fit calculation.

She measures specific worker characteristics,such as worker skills and traits, and thencompares them to the work and jobenvironmental specifics.

If there is a difference, it's called adiscrepancy.

This discrepancy can then be calculated as anindex to see how vast of a difference exists.

The larger the distance, the more stress on the

worker.


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Priyanka is familiar with the six different

personality types that exist.

She stressed to Joyram how importantit is to match up employee

personalities with the correct tasks.


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Here are the six employeepersonality types

Realistic

Investigative

Social Conventional

Enterprising

Artistic


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Realistic: LIKES: You like to work with things you can seeand 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 thingstogether.

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,


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InvestigativeLIKES: You enjoy logical thinking and like to understand howthings 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 inleadership 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 haveunconventional 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.


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ArtisticLIKES: 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 andcapabilities, and are more sensitive and emotional.

Sees self as expressive, original, and independent.

DISLIKES: Such people have little interest in problems that arehighly 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, ordesigner.


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SocialLIKES: 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.


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EnterprisingLIKES: They like to lead others and have a great facilitywith 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 theyprefer social tasks where they can assume leadership.

They enjoy persuading others to their own viewpoints

They like power, status, and material wealth, and enjoyworking in expensive settings.

DISLIKES: They are impatient with precise work or workinvolving long periods of intellectual effort and generallyavoids activities that require careful observation andscientific, analytical thinking.

ENTERPRISING OCCUPATIONS:journalist, lawyer,labour arbitrator, administrator, business executive or

manager, public relations, and marketing.


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ConventionalLIKES: 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 verycareful 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 toknow 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 well-

defined tasks.

CONVENTIONAL OCCUPATIONS: accountant, computerprogrammer, analyst, operations, database management,etc.


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Priyanka explained these

personality types in detail to

Joyram.

Joyram needs to provide clear

regulation, order, and rules for thenew accountant to flourish since

he has a conventional personality

type.


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How to Fix Personality-Job FitProblemsPriyanka has found the best way to fix any

personality-job fit problem is to ensurethat 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. Thiswill allow for employee personalities to

be matched to the best job fit.


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Trishna's situation can be helped byproviding training to help himunderstand why the organization is set

up the relaxed way that it is, and italso can help him become lessstructured.

Trishna's manager will provide bettercommunication and feedback tohopefully head off him leaving hisposition with the company.


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Five assumptions under thistheory 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


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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.


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The closer the traits between the

person and the company match, the

higher the chance of workplaceproductivity and satisfaction.

The best personality fit will also

decrease job turnover and stress,absenteeism, and poor job

satisfaction.


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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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ppt by vivekanand & co

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