job fit

Examples of job fit in the following topics:

• Tactics for Improving Fit

  • The first step in improving fit for a given job design is training.
  • Job analysis employs a series of steps which enable a supervisor to assess a given employee/job fit and to improve the fit, if necessary.
  • Observation: The simplest method of assessing how a job and employee fit is observing the employee at work.
  • Checklist: Another method of improving job fit is to create a checklist.
  • Employee questionnaires can be a useful method of assessing job fit.

• Employee Recruitment

  • Job analysis involves determining the different aspects of a job through, for example, job description and job specification.
  • The former describes the tasks that are required for the job, while the latter describes the requirements that a person needs to do that job.
  • Methods of screening include evaluating resumes and job applications, interviewing, and job-related or behavioral testing.
  • These firms use advertising and networking as a method to find the best fit.
  • Internet job boards and job search engines are commonly used to communicate job postings.

• Defining Job Design

  • To understand job design, it is helpful to identify some key elements and their relationship with job design processes.
  • Managers should design jobs that motivate employees.
  • In job design, it is necessary to identify and structure jobs in a way that uses the company's resources efficiently.
  • Reward systems also play a role in job design.
  • Support systems must fit in with the design of the organization.

• Job Characteristics Theory

  • The Job Characteristics Theory is a framework for identifying how job characteristics affect job outcomes.
  • The Job Characteristics Theory (JCT), also referred to as Core Characteristics Model and developed by Hackman and Oldham, is widely used as a framework to study how particular job characteristics impact job outcomes, including job satisfaction.
  • No one combination of characteristics makes for the ideal job; rather, it is the purpose of job design to adjust the levels of each characteristic to attune the overall job with the worker performing it.
  • The job characteristics directly derive the three states.
  • The five core job characteristics can be combined to form a motivating potential score for a job that can be used as an index of how likely a job is to affect an employee's attitudes and behaviors.

• Defining Job Satisfaction

  • Job satisfaction is the level of contentment a person feels regarding his or her job.
  • Job satisfaction falls into two levels: affective job satisfaction and cognitive job satisfaction.
  • Affective job satisfaction is a person's emotional feeling about the job as a whole.
  • Cognitive job satisfaction is how satisfied employees feel concerning some aspect of their job, such as pay, hours, or benefits.
  • These assessments help management define job satisfaction objectively.

• Benefits of Innovation

  • Empowering employees to innovate and improve their work processes provides a sense of autonomy that boosts job satisfaction.
  • Managers can accomplish this through providing top-down support to employees, providing clear roles and responsibilities while allowing individuals the freedom to pursue these as they see fit.

• How Job Satisfaction Influences Behavior

  • Job satisfaction can affect a person's level of commitment to the organization, absenteeism, and job turnover.
  • Job satisfaction can affect a person's level of commitment to the organization, absenteeism, and job turnover rate.
  • Job satisfaction also reduces stress, which can affect job performance, mental well-being, and physical health.
  • There are some indications that job satisfaction is directly tied to job performance; nonetheless, feeling less stressed can positively affect a person's behavior.
  • —for improvement and job enrichment.

• Working with Management

  • The management should also consider how innovations might help or hinder employees in doing their jobs, as opposed to merely considering the immediate effect to the company's bottom line.
  • By asking questions and trying to find the best available option that fits both sides' priorities, a business can promote intrapreneurship and become a more effective organization.

• Positive Reinforcement

  • In an organization, this can be a positive factor to motivate employees to do a better job.
  • By adapting each element of the program to fit the target audience, companies are better able to engage program participants and enhance the overall program effectiveness.

• Strategies for Successful Organizational Change

  • This resistance often stems from people's fear—of change in the work itself, of change in the process of completing work, or of the possibility that the change may result in the loss of their job.
  • When a new process is put into place, employees will likely be unfamiliar with the process and how it will fit into their daily workflow.