Seoul – A new book by Changshin University President Choi Kyung-hee offers a framework for individuals to assess their suitability for different organizational structures, ranging from large corporations to startups. The book, “Three Fits,” proposes a series of self-assessment questions designed to support readers determine whether their aptitudes align with the demands of various work environments.
The core of Choi’s approach centers on identifying an individual’s “fit” – a concept she describes as the alignment between personal characteristics and organizational culture. According to the book, understanding this fit is crucial for both individual success and organizational effectiveness. The assessment is broken down into sections evaluating suitability for large organizations, small organizations, mixed-scale organizations, horizontal organizational structures and platform/AI-based organizations.
For those considering a career in a large corporation, the book suggests evaluating comfort levels with established systems and regulations, preference for specialized roles, the importance of clear career paths, enjoyment of extensive networking, and pride in brand affiliation. A score of 20 or higher on a 25-point scale in this section indicates a potential fit, characterized by a focus on systematic work and expertise development. Scores between 15 and 19 suggest a possible fit, while those below 15 may locate large organizations less suitable.
Conversely, individuals drawn to smaller organizations, startups, or family businesses are encouraged to assess their desire for visible contributions, close communication with management, direct involvement in decision-making, the ability to handle multiple roles, and a preference for close-knit teamwork. A score of 20 or higher on this 25-point scale suggests a “startup talent” profile, marked by quick execution, adaptability, and a strong sense of ownership. Scores of 15-19 indicate suitability with a need for some structure, while scores under 15 suggest exploring alternative organizational types.
Choi also identifies a third category: individuals who thrive in organizations that blend elements of both large and small structures, such as independent divisions within larger companies. These “balance-seeking” talents, scoring 20 or higher on a related assessment, value both stability and dynamism, deep expertise alongside diverse roles, and the ability to adapt between systematic and flexible work methods. Scores between 15 and 19 suggest a potential fit with a leaning towards one style, while those below 15 are advised to choose between a large or small organization.
The book further explores suitability for horizontal organizational structures, characterized by a deemphasis on hierarchy and a focus on individual expertise and contribution. A score of 15 or higher on a 20-point scale indicates a preference for innovative, autonomous environments. Finally, Choi’s framework includes an assessment of suitability for platform and AI-driven organizations, evaluating comfort with remote work, digital collaboration tools, and the adoption of new technologies. A score above 15 suggests a talent optimized for remote work and adept at utilizing AI.
“There is no right answer regarding the size of the organization,” Choi states in the book. “The size and shape that suits you is best.” Though, she emphasizes the increasing importance of preparing for the rapid pace of change driven by AI and digital transformation, urging readers to “prepare right now.” She also highlights the growing need for flexibility and adaptability as organizational boundaries continue to blur.
Choi recommends reevaluating the assessment checklist every six months to account for evolving organizational changes and ensure continued alignment. The book aims to provide a practical guide for navigating the complexities of the modern workplace and finding an environment where individuals can thrive.
