Job fit is foundation of enhancing employee’s job satisfaction. Employees who are assigned jobs which they perceived as unimportant, boring and far below their level of competencies often feel unhappy and frustrated. They become demoralized, uncommitted and are not motivated to perform.
Hence, it is crucial for managers to equip themselves with the skills of assigning the right job to the right man.
To match the right job and to the right man, managers must be able
- To identify its job characteristics
- To analyze the man and identify his performance and kyko personality traits
- To match the job characteristics to different types of performers
- To match the job characteristics to fit the motivational needs of the dimensions of kyko personality profile
The first thing the manager need to do is to identify the job characteristic of a specific job assigned to his subordinates.
Below are a checklist of job characteristics:
- Important
- Unimportant
- Urgent
- Not Urgent
- Simple
- Complex
- Routine
- Periodical
- Creative
- Not creative
- Safe
- Dangerous
- Challenging
- Not challenging
- Require teamwork
- Do not require teamwork
- Dirty
- Clean
- Boring
- Interesting
- Paperwork
- Field work
- Social work
- Administrative work
- Research
- Computer
- Engineering
- Accounting
- Auditing
- Human resource
When assign a job, use the checklist to identify the task characteristics.
Guide To Identify The Best Person For The Job
Star performer – important, urgent, creative, challenging, complex
Learner – unimportant, not urgent, simple, not challenging, simple, routine
Maintainer – not urgent, complex, unimportant, periodical
Laggard – not urgent, unimportant, boring, dirty, routine, simple
High self actualizing – innovative, creative, important, challenging, interesting
Low self actualizing – routine, not urgent, unimportant, boring, routine, simple
High subjugate – paperwork, detailed work, dangerous, office work, administrative work, accounting, engineering, auditing
Low subjugate – field work, creative work, artistic work
High Sociocentric – teamwork, public relations, customer care, diplomatic work, sales and marketing work, human resource, guest relations
Low Sociocentric – computer work, engineering, design, research
High Egocentric – important, challenging, difficult, job that requires pushes others, military roles
Low Egocentric – not challenging, simple, routine, safe, dirty, boring, uninteresting
How Do You Motivate Your Subordinate?
High Egocentric subordinate
- Satisfy his esteem need
- Give him recognition due to him
- Set challenging targets and if he meets them give him the appropriate reward
- Do not bring him down in front of others
- Make him feel that the job he is doing is important
- Give him job that requires him to take charge
- Praise him for a job well done
- If he performs well, give him an award such as the best worker for the month
- Make him feel that he is valued and play an important role in your unit
- Thank him for a job well done
- Listen more than you talk
- Highlight his achievement before you counsel him
- Encourage him to increase his targets
- Manage him tactfully
- Manipulate your ideas to become his ideas
Low Egocentric Subordinate
- Build up his confidence
- Help him to overcome his fear
- Encourage him to talk more
- Help him to overcome his shyness
- Do not put him down in front of others
- Give him assurance in doing a job
- Pat him for doing a good job
- Send him for an assertiveness program
Sociocentric subordinate
- Win his heart
- Build a good rapport with him
- Show care and concern for his welfare
- Treat him like a friend
- Be sensitive to his feelings
- Help him to handle problems
- Give him support to get the job done
- Place him in jobs where teamwork is required
- Celebrate with him for a job well done
- Trust him appropriately to do a good job
- Be empathetic and sympathetic with his grievances
- Promote a sense of belonging in your unit
- Listen with your heart when you communicate with him
- Share his joys and sorrows
- Share his interests