Values are something everyone posses. However, the level of these values range greatly from person to person and even person to company. Thus, the idea of value congruence comes into play for any or person or organization. Value congruence is “how similar a person’s value hierarchy is to the value hierarchy of the organization, a co-worker, or another source of comparison” altogether (McShane & Glinow, 2010, p. 49). To take it one step farther, there is a theory on value congruence. This “value congruence theory implies that actual beliefs and the resultant interactions will dominate attitudes about the interaction environment” (Ravlin & Ritchie, 2006, p. 175). With this in mind, how is value congruence relevant with the respect to organizational versus professional values?
Organizational values are the values of a company. This is generally set-up by the owner, board, or even management of a company. The company values can determine how to deal with certain situations when they arise. Organizational values can also set the standard for how employees are expected to act in the workplace. In essence, an organization has a form of expectations for how employees are to act professionally. These professional values are values that a person has while in the workplace. These professional values of a person can relate closely or not at all with organization values. Let’s say an organization is a stickler on being on time. If an employee’s professional values are not worried about showing up on time, then they might not show-up on time, thus creating friction with the organization they work for. On the other side, if an organization has more lack in standards on being on time, a timely person may be upset with the way the rest of the employees of that organization act. This too would create friction between the organization and the employee. According to R.D. Duffy, ‘what a person wants out of work in general and also what components of a job...
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