Congruent Organization and Employee Values

Congruent Organization and Employee Values

Abstract

Organizational Culture is an extremely important element of any organization. Although it is difficult to find the exact definition of Organizational Culture, there is a direct emphasis on values. The success of an organization truly depends on the state of an organization's culture. This paper explores the effects on an organization and the employees of an organization when the employee's values are congruent with the organization's values. The effects of having congruent employee and organization values include but are not limited to job satisfaction. If the organizational culture is not strong or in other words the employees and the organization are lacking shared values, the employees will become unsatisfied with their jobs. Another positive aspect associated with having congruent employee and organizational values is high turnover rates will improve. If an organization previously had a high turnover rate, the rate will decrease and moral will increase. Additionally, individuals having similar values to the values of their organization will assist significantly in creating a positive/ productive working environment and organizational culture. If an employee's values are congruent with the values of the organization for which the individual is employed, employees will react positively to change. Smollan and Sayers (2009).

Introduction

Organizational Culture is a pervasive system of values, norms and beliefs that contribute to the environment of an organization Ivancevich, Konopaske, and Matteson (2011). I believe the success of an organization truly depends on the state of an organization's culture. Through conversing with co-workers, colleagues and family members, I have discovered that close to 95% of the people I have spoken to are unsatisfied with their occupations. This is a surprising percentage considering that I have spoken to a diverse group of individuals from various industries. I believe this high percentage could be significantly lower if the values of the employee and organization were congruent. If an employee's values are congruent with the values of the organization for which the individual is employed, employees will react positively to change. (Smollan and Sayers 2009).

If employees are receptive to change, then leaders will encounter an easier time if it is necessary to change the organization's culture. Leaders already experience significant challenges when attempting to change an organization's culture, therefore, getting employees to a point where they are receptive to change is important to leaders. Ultimately, employees will experience more job satisfaction if their values are similar to the values of their organizations.

As a result of more employee job satisfaction, if an organization previously had a high turnover rate, the rate will decrease and moral will increase. Additionally, individuals that have similar values to the values of their organization will assist significantly in creating a positive and productive working environment/organizational culture. The objective of this study is to discover the answer to this question, what are the effects on an organization and the employees of an organization when the employee's values are congruent with the organization's values?

Literature Review

Organizational culture is significant to the foundation and the success of any organization. Although there are many elements to organizational culture, it is substantially about values (Smollan and Sayers 2009). A major factor that prevents the effective utilization of organizational culture is the difficulty in locating the appropriate definition of organizational culture (Taormina 2008). Employees and leaders are responsible for having an understanding of the culture value of their organization. From an employee's standpoint, understanding the organizational culture of an employee's organization could mean the difference between a successful career or an unsuccessful career. In order for an employee to have a successful career, it is important for an employee to be employed at an organization that can develop them professionally and equip them with the necessary tools needed to build a career. If an employee does not have an understanding of their organization's culture, they could be in the wrong organization and therefore wasting time. The time spent with the organization for which they are not the right fit could have been spent with an organization that could help them develop a successful career. From a leader's standpoint, leaders need to have an understanding of their organization's culture because leaders need to be able to motivate their people. Leaders also need to be able to provide guidance to their people and make the correct decision for their organization. Leaders are unable to complete their duties without having an understanding of their organization's culture. There are some wrong decisions made by leaders that can potentially lead an entire organization into its demise.

Through conversations between my co-workers, colleagues and family members, I have discovered that close to 95% percent of these individual are unsatisfied with their jobs. The relations between what someone wants from their job and what someone believes their job is offering them is the overall definition of job satisfaction (Lund 2003). I believe that job satisfaction is one of the benefits that can be achieved when an employee's values are congruent with the organization's values. Having congruent values can have great effects on the organization and employee.

Employee satisfaction, loyalty and long-term commitment can be achieved with organizations that emphasize on values such as mentors, fraternal relationship and respect for all individuals (Lund 2003). However, on the contrary, an organization that places an emphasis on control, aggression, order, strong desire for individual achievement can be viewed as an organization that will not achieve employee satisfaction, loyalty and long-term commitment (Lund 2003). Although an organization may have values such as control, aggression, order, and a strong desire for individual achievement, an individual may be able to achieve job satisfaction with this organization if the employee shares these same values. If an employee is extremely competitive and enjoys individual achievements as opposed to working collaboratively in teams, the individual will most likely succeed in this cultural environment. However, research explained that organizations that place emphasis on control, aggression, order, strong desire for individual achievement will not aid in job satisfaction for the majority

...