International Journal of Business and Social Science

ISSN 2219-1933 (Print), 2219-6021 (Online) DOI: 10.30845/ijbss

 

Ten Ways of Managing Person-Organization Fit (P-O Fit) Effectively: A Literature Study
Sutarjo

Abstract
Purpose: This paper addresses how to manage P-O fit effectively based on a literature study published by the international researchers. Reducing employee turnover is a strategy which one factor that has significant relation is the degree of fit between a person and the organization. When the team activities had a good “fit” with other organizational activities then performance was enhanced and resistance to change reduced. The importance of P–O fit for organizations is indicated by significant relationships between P–O fit and employee’s turnover. Person’s fit with the organization (P-O fit) associates a person’s personality, goals and values with those of the organization. The Person-organization fit essentially argues that people are attracted to and  by organizations that match their values, and they leave organizations that are not compatible with their personalities. There are ten ways in managing the person-organization fit effectively to ensure that the organization gain the objectives in term of organizational objectives such as employee turn over, profitability, sustainability, market leadership as well as individual and or organization’s member objectives such as having meaningful work, appreciation, career, well-being, good human relationship at work and quality of life: 1) Process of hire and  of employees; 2) Deliver communication/message during hire and  of employee; 3) Socialization; 4) Intervening culture; 5) Comprehensive training; 6) Measure “ideal” and “actual” of organization culture and values; 7) Career development management process; 8) Maintain diversity in the organization ; 9) The role of the leader; and 10) Focus on both the individual and the organization culture.

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