User talk:JosebaAbaitua/sandbox/References/DHum2021/ETXEBARRIA CASTILLO, Galder

Person Organization Fit

Regarding techniques to implement P-O fit, both indirect and direct methods are used. On the one hand, within indirect techniques, NGOs use Visual thinking techniques using an external expert and the industrial field carries out personality tests. According to Chartman (1989) those personality tests are essential in the initial stage of a relation  between an employee and an organization.

On the other hand, direct measurements are also used, awarding economically the ideas workers produce is a technique used in industry as well as in public administration. Besides, satisfaction questionnaires are also implemented in NGOs and public administration, although in the last one they are irrelevant. In connection to this, Edwards (1991) considers that direct measurements evaluate P-O fit in a subjective way and it is  important to take that into consideration because sometimes what they describe is not the  reality. That statement is also supported by Subject 1, arguing that sometimes interviews and questionnaires do not reflect objectivity.

As reported by Chartman and Edwards JR, P-O techniques are very relevant