Why Do You Think Box Inc. Should Hire Based On P-G Fit
Box, Inc. is a software technology company for businesses that has experienced immense success in their early years of incorporation. This paper focuses on Box, Inc.’s growth management. Specifically, this analysis addresses the hiring problems and communication malfunctions of Box, Inc. and offers solutions to them. The success of a growing start-up company lies on many things, but two are found to be of upmost importance: hiring for Person-Group (PG) fit and cultivating clear, consistent lines of lateral communication. One decision the founders of Box, Inc. made was to fire their VP of Engineering. The entirety of this case analysis is founded on that decision and the implications has on the companies growth and communication management. The
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should hire based on P-G fit. The objective behind hiring using P-G fit is to ensure you are employing individuals that will interact together in an efficient manner. This is especially important when one person’s job is dependent on another. This dependency “requires the employee to have broad-based abilities (complementary P-G fit) and the appropriate work values and norms to effectively interact with other employees (supplementary P-G fit)” (Werbel, 2001, p. 232). If P-G fit is used in the hiring process effective interactions between employees are likely to occur creating more cohesive groups. It is these interactions that result in productivity not the isolated actions of the Engineering VP who didn’t fit.
Communication is the second most important aspect of growing a successful company and “an organization's culture is the essence of the organization. Thus, cultivating a cultural climate that is equitable and inclusive is critical for promoting effective lateral communication” (Spillan, 2002, p. 102). And lateral communication is fundamental in operating efficiently as its “purpose is to keep organizational personnel informed of all current practices, policies, and procedures” (Spillan, 2002, p.
should hire based on P-G fit. The objective behind hiring using P-G fit is to ensure you are employing individuals that will interact together in an efficient manner. This is especially important when one person’s job is dependent on another. This dependency “requires the employee to have broad-based abilities (complementary P-G fit) and the appropriate work values and norms to effectively interact with other employees (supplementary P-G fit)” (Werbel, 2001, p. 232). If P-G fit is used in the hiring process effective interactions between employees are likely to occur creating more cohesive groups. It is these interactions that result in productivity not the isolated actions of the Engineering VP who didn’t fit.
Communication is the second most important aspect of growing a successful company and “an organization's culture is the essence of the organization. Thus, cultivating a cultural climate that is equitable and inclusive is critical for promoting effective lateral communication” (Spillan, 2002, p. 102). And lateral communication is fundamental in operating efficiently as its “purpose is to keep organizational personnel informed of all current practices, policies, and procedures” (Spillan, 2002, p.