Organizations devote significant amount of resources in the bid to establish and maintain an excellent fit between their employees and their jobs. This is because organizations have realized that some people are better suited to perform better at a certain job that others depending on their personality. There are numerous theories such as the Holland’s theory and concepts such as big five personality traits which link an individual’s personality and job performance. As per Robbins, (2017), person-organization fit can be defined as the agreement between the patterns and values of an organization and values of an individual in an organization. The culture of an organization influences the personality of employees regarding job performance. It is an open secret in an organization, different roles and tasks require a different set of skills and personal aptitudes which are tied to personality. Not every temperament can lead one to be a motivating leader, a front line customer contact or a specialist. It is imperative to understand that every position in an organization must be filled with a suitable personality trait. At present, organizations have realized the importance of personality in matching people to jobs (Daft, 2008). This paper focuses on the significance of personality in matching people to jobs vis-?-vis the theories and concepts that revolve around Person-organization fit.
Benefits of Personality in Matching People to Jobs
In this current era, most of the employees in organizations are fond of not staying for long because of being poached. Employees search for jobs which offer better pays and better work conditions while at the same time working for other organizations. This makes employee retention a major problem to most organizations. Instead of jeopardizing an organization’s finances by offering employees large pay packs in the bid to retain them, allocating tasks and duties to employees which are in tandem with the personality will assist organizations have increased retentions rates (Daft, Kendrick and Vershinina, 2010). It is evident that when an employee clear fits to in a role and a company’s culture, there is nothing that can drive such an employee away. Retention efforts should commence after the hiring of a new employee. Hiring the best person for a job is the first way to have sustainable retention efforts. With an effective job match system, retention cannot be a problem since it has been decided long before a hiring started.
Matching people’s personality to a job ensures that there is an increased overall performance of a company. Currently, it is presumed that more of seventy percent of business leaders see retention and engagement as the biggest problems in organizations. It should be noted that creating the right workforce starts by building the right team which comes as result of right hiring where people's personality is matched to the job positions. In the process of building a team or filling a position, it is imperative that attention is paid to the personality traits that will shine in the roles of the job. This act is not only wise but also it is as important as considering training and skills of individuals. Matching the right skills and the right personality to a job position ensures that a company depicts a successful staff.
As pointed out by Zichy and Bidou, (2007), matching an individual personality to a job makes an organization to thrive and be more profitable. Case in point, when an organization reduces the money spent on retention issues, a lot of money is saved which can be channeled to other programs aimed at expanding a business. With a job matching system regarding personality, an organization can capitalize on the human resources management. Consequently, when the right employees are hired for a job that suits their personality, an organization will save time and resources trying to motivate their employees since motivation comes out naturally. With such motivated employees new ideas which are good for an organization will be developed hence improving the overall performance of an organization.
Turnover cost is aptly reduced when the jobs positions filled in accordance to a personality of individuals. Hiring individuals who can just fit a position due to qualifications is a temporary solution to a bigger and long-term problem. In this case, it will not be long until such an individual gives up that job to search for another in which an individual is comfortable with. This is extremely expensive for a company where a retention becomes costly for a company. Therefore, an organization should consider using a job matching system in the first hiring process to avoid costly retention problems. According to Robbins et al., (2013) more than sixty two percent of organization are using job matching systems when hiring.
John Holland's Theory of Career Choice
According to John Holland's Theory of Career Choice, careers are majorly determined by the interaction between the personality of a person and an organization’s environment (Feller, Honaker, and Zagzebski, 2001). As per this theory, it is evident that people prefer jobs in which they are around people who are like just them. Individuals usually are in dire search of organizations which provides an environment that will enable them utilize their skills, abilities and can express their attitudes while at the same time tackle problems that come about their duties with ease (Miller and Bass, 2003). John Holland's Theory of Career Choice is depended on the fact that people’s personality falls in six types of personalities.
People with a realistic personality are fond of working with tools and machines and repelled by social activities such as teaching. Investigative personality is one that ties an individual who is fond of problem-solving and avoid leading and directing people. Artistic personality is one that depicts creativity especially in arts, and people who fall in this type of personality do not like highly ordered or perform repetitive activities. People who fall into social personality see themselves as helping and trustworthy people and they are also good at giving information. People with an enterprising personality like to lead and persuade people while those with conventional personality are orderly and are good at setting plans.
Personality encompasses a person’s relatively stable feelings, thoughts as well as behavior patterns. Every individual has a different personality that makes everyone to be different from the other. When one understands a person’s personality, is the surest way of having clues about how a personality can be able to behave in a variety of situations. Having this knowledge is imperative for organizations as they can be able to understand the big five personality traits that encompasses neuroticism, conscientiousness, extraversion, agreeableness, and openness (Klimstra et al., 2012).
Openness refers to the extent in which an individual is curious, creative, original and intellectual. Those who are endowed with openness can be valuable to an organization as they are flexible and they can learn new things very fast. They are highly motivated to acquire news skills and perform well in a training setting. Conscientiousness dictates the degree to which a person is punctual, organized, systematic, dependable and achievement-oriented. People with this personality are valuable to organizations as they are highly motivated. Extraversion is a personality trait that explains how a person is sociable, talkative and outgoing. This type of people is effective at work since they can enjoy creative friendship. People with Agreeableness as a personality trait concerning how a person can get along with others. Those with high degree of Agreeableness make great leaders and they can create a fair environment for everyone. Lastly, neuroticism refers to the extent to which a person is moody temperamental and irritable. People who depict high levels of this personality are hard to maintain a good work relationship with others.
In closing, the ability to effectively match a person’s skills and personality to a specific job is vital for any organization. If at all an organization is facing a dynamic and changing environment, then it is imperative that such an organization hunt for employees who can easily change tasks and maneuver easily within teams. With references to John Holland's Theory of Career Choice and big five personality traits, an organization which get the right type of employees makes an organization to be competent and register a high performance.
Daft, R. (2008). New Era of Management. 1st ed. Cengage Learning EMEA, p.572.
Daft, R., Kendrick, M. and Vershinina, N. (2010). Management. 1st ed. Cengage Learning EMEA, p.544.
Feller, R.W., Honaker, S.L. & Zagzebski, L.M. 2001, "Theoretical voices directing the career development journey: Holland, Harris-Bowlsbey, and Krumboltz", The Career Development Quarterly, vol. 49, no. 3, pp. 212-224.
Klimstra, T.A., Luyckx, K., Germeijs, V., Meeus, W.H., J. & Goossens, L. 2012, "Personality Traits and Educational Identity Formation in Late Adolescents: Longitudinal Associations and Academic Progress", Journal of Youth and Adolescence, vol. 41, no. 3, pp. 346-61.
Miller, M.J. & Bass, C. 2003, "Application of Holland's theory to a nonprofessional occupation", Journal of Employment Counseling, vol. 40, no. 1, pp. 17-23.
Robbins, S. (2017). organisational behaviour in Southern Africa. 2nd ed. Pearson South Africa, p.108.
Robbins, S., Cenzo, D., Coulter, M. and Woods, M. (2013). Management: the Essentials. 1st ed. Pearson Higher Education AU, p.224.
Zichy, S. and Bidou, A. (2007). Career Match: Connecting who You are with what You'll Love to Do. 1st ed. AMACOM Div American Mgmt Assn, p.26.