Traditionally, organisations have focused on identifying and selecting people based on their skills and experience. It makes sense that if you can find someone who has the right set of skills and has done a similar job there is a good chance they will be able to perform effectively in a new role.
However, while skills and experience continue to be important, research and practice increasingly point to ‘motivational fit’ as a key differentiator in the selection process. DDI defines motivational fit in two distinct ways: Job Fit Motivation and Organisation Fit Motivation. Job Fit Motivation refers to the degree to which the activities and responsibilities of a particular job are consistent with the activities and responsibilities that an individual finds personally satisfying. Organisation Fit Motivation is defined as an individual’s compatibility with an organisation’s values and mode of operation. Too often, organisations fail to consider motivational fit and in particular organisational fit.
This research focuses on aspects of culture fit to increase understanding of practices and attitudes towards the assessment of culture fit in order to enhance the operationalisation of this construct in the workplace.