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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 checklists 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
Low Sociocentric Subordinate High Subjugate Subordinate Satisfy his security needs Assign work dealing with details Give precise and clear instruction Use the formal channels in assigning his work Involve him with routine and administrative work Give him support and assistance with work related problems Design systems, operational procedures and work flows to guide his work Be an autocratic coach for work he lacks the know-how
Low Subjugate Subordinate Assign jobs that are not routine, for example field work, social work Empower him to do the job he knows well Get him involved in creative job Give him artistic job
High Self-Actualizing Subordinate Satisfy his growth needs Send him for self-improvement courses Delegate your responsibility to him follow by coaching Trust him with important and urgent job Enlarge his job scope Move him around in your unit Become his mentor Encourage him to contribute ideas Develop him to become an outstanding employee Reward him appropriately with a job well done Empower him for job he know well Involve him with quality improvement, work productivity and cost cutting measures
Low Self Actualizing Self Build a good rapport with him Identify his personal and work related problems and help him to resolve them Identify his dissatisfactions with the company and try to reduce his dissatisfactions within the boundaries of your authority
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