Discuss the different types of person-job and person-organization fit. Why should managers be concerned about achieving good fit between the individual and the job and organization? What are some of the correlates of good person-job and person-organization fit? At what stage in the employment relationship should organizations be concerned about addressing the degree of fit? Fit types have differential validity. Which types of fit do you think are most important for managing important job attitudes and turnover behavior? Assume you are trying to decrease turnover in your organization. Which types of fit would you focus on improving in order to decrease your turnover? Why?