Chapter 2 discusses the concept of values congruence in the context of an employee’s personal values with the organization’s values. But values congruence also relates to the juxtaposition of other pairs of value systems. Using the text and research current articles about the topic, explain how values congruence is relevant with respect to organizational versus professional values.  Support your answer by utilizing research that you have gathered from at least 2 sources other than your text. Finally, be sure to cite your sources in APA formatting . A detailed and thoughtful response to the topic is required ( minimum of 500 words ). RUBRIC IS ATTACHED BELOW. Additionally, emphasis is placed on your ability to conduct and synthesize scholarly research.  Your posts should be professional in content and follow the APA standards. Be sure to city your sources in APA formatting. SAMPLE RESPONSE: The text defines values congruence as the similarity of the order of values of an individual compared to the order of values of an organization, a coworker, or another source (McShane & Von Glinow, 2013, p. 49). There has been research that shows positive outcomes between employees and organizations having values congruence (Edwards & Cable, 2009). Four main reasons for this are values congruence creates communication, predictability, interpersonal attraction, and trust (Edwards & Cable, 2009). It has also shown to give employees a higher job satisfaction rate and to possess a longer intent to stay with the organization (Edwards & Cable, 2009). Communication will benefit organizations because it diminishes the chances of misunderstandings (Edwards & Cable, 2009). Values congruence helps to enable communications through interpersonal relationships and employees sharing values in the organization’s affairs (Edwards & Cable, 2009). In the office I currently work at, there is not a strong value congruence and I see misunderstandings occur on a weekly basis. Values congruence also increases predictability because people who have and believe in similar values will make the similar decisions. This allows people feel they can depend on each other (Edwards & Cable, 2009). Feeling like you can depend on those around you leads to having some sort of trust in them. As mentioned, there is a lack of values congruence at the office I currently work at. It is an unpredictable atmosphere. It was a family started business that is ran by the 2 nd generation of family members and has the 3 rd generation working there as well. Something that is ok for one person at the organization is not ok for another. This is where a lack of trust and unpredictability comes in. You also do not want to be on the receiving end if some of them are in a bad mood. In my values at the work place, professionalism is at the top and this is where my values with the organization’s values do not align. This gives me a very low job satisfaction rate and I do not plan to wo.

1. Chapter 2 discusses the concept of values congruence in the
context of an employee’s personal values with the
organization’s values. But values congruence also relates to the
juxtaposition of other pairs of value systems. Using the text and
research current articles about the topic, explain how values
congruence is relevant with respect to organizational versus
professional values.
Support your answer by utilizing research that you have
gathered from at least
2 sources
other than your text. Finally, be sure to cite your sources in
APA formatting
.
A detailed and thoughtful response to the topic is required
(
minimum of 500
words
).
RUBRIC IS ATTACHED BELOW.
Additionally, emphasis is placed on your ability to conduct and
synthesize scholarly research.
Your posts should be professional in content and follow the

2. APA standards. Be sure to city your sources in APA formatting.
SAMPLE RESPONSE:
The text defines values congruence as the similarity of the order
of values of an individual compared to the order of values of an
organization, a coworker, or another source (McShane & Von
Glinow, 2013, p. 49). There has been research that shows
positive outcomes between employees and organizations having
values congruence (Edwards & Cable, 2009). Four main reasons
for this are values congruence creates communication,
predictability, interpersonal attraction, and trust (Edwards &
Cable, 2009). It has also shown to give employees a higher job
satisfaction rate and to possess a longer intent to stay with the
organization (Edwards & Cable, 2009).
Communication will benefit organizations because it diminishes
the chances of misunderstandings (Edwards & Cable, 2009).
Values congruence helps to enable communications through
interpersonal relationships and employees sharing values in the
organization’s affairs (Edwards & Cable, 2009). In the office I
currently work at, there is not a strong value congruence and I
see misunderstandings occur on a weekly basis. Values
congruence also increases predictability because people who
have and believe in similar values will make the similar
decisions. This allows people feel they can depend on each
other (Edwards & Cable, 2009). Feeling like you can depend on
those around you leads to having some sort of trust in them.
As mentioned, there is a lack of values congruence at the office

3. I currently work at. It is an unpredictable atmosphere. It was a
family started business that is ran by the 2
nd
generation of family members and has the 3
rd
generation working there as well. Something that is ok for one
person at the organization is not ok for another. This is where a
lack of trust and unpredictability comes in. You also do not
want to be on the receiving end if some of them are in a bad
mood. In my values at the work place, professionalism is at the
top and this is where my values with the organization’s values
do not align. This gives me a very low job satisfaction rate and
I do not plan to work at this organization for a long time.
“Psychology Today” reveals that if you are at an organization
where you have different goals and values you are likely to
procrastinate (Duggan, n.d.). I do not know if I agree with this
statement because I think whether you procrastinate or not may
depend on what your values are as an individual. Although mine
greatly differ from the organization where I work, I do not
procrastinate. I work just as hard as I would if I were at my
dream job. I believe this is because my number one value in the
workplace is professionalism.
Values congruence leads employees to feel more committed to
the organization. When employees feel committed they are more
likely to stay informed, have dedication, and share opinions
(Duggan, n.d.). Opinions can lead to great ideas for the
organization. There are so many positive outcomes from
organizations and employees having value congruence; two of
the main benefits are job satisfaction and retention (Duggan,
n.d.).

4. References
Duggan, T. (n.d.). The role of value congruence in
organizational change. Retrieved January 8, 2014, from
http://work.chron.com/role-value-congruence-organizational-
change-3877.html
Edwards, J., & Cable, D. (2009). The value of value
congruence.
Journal of Applied Psychology
,
94
(3), 654-677. http://public.kenan-
flagler.unc.edu/faculty/edwardsj/EdwardsCable2009.pdf
McShane, S. L., & Von Glinow, M. A. (2013).
Organizational behavior
(6th ed.). New York, NY: McGraw-Hill/Irwin.