Joshua is an extremely successful salesperson for a hospital-products manufacturing company. His sales are approximately twice those of the average salesperson in his category, and he is a very valuable employee. But, Joshua’s administrative abilities are minimal. This is causing problems with orders, customer follow-up, and reporting. Joshua’s boss is frustrated because significant training expenditures on Joshua have resulted in minimal improvement in his administrative performance. The situation cannot continue. Which of the following would be the most useful solution for the company?

a. Joshua should be converted from an employee to an independent contractor so that he will be motivated to hire an assistant do his administrative work.
b. This is likely a person-job fit issue, and Joshua must be moved to a different job or terminated.
c. Joshua’s compensation should be changed so that he is penalized for inadequate administrative work.
d. This is probably a person-job fit issue, and Joshua’s job should be re-designed.

Option D.

This is probably a person-job fit issue, and Joshua's job should be re-designed.

Explanation:

Personality-job fit theory also known as person-job fit revolves around the idea that every organization and individual has specific personality trait. The closer the traits between the person and the company match, the higher the chance of workplace productivity and satisfaction.

It is also referred to as person-environment fit (P-O fit), a common measure of the P-O fit is the workplace efficacy; the rate at which workers are able to complete tasks.

Since Joshua has proven himself to be a valuable employee but lacking in adminstrative abilities. The problem is a P-O fit issue, therefore, his job should be re-designed so as to fit his personality (adminstrative abilities).

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explanation:

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