出版社：Economic Laboratory for Transition Research Podgorica
摘要：The organizations especially actively declaring the importance ofvalues quite often have not even diagnosed this phenomenon intheir environment. The organizations often invite external experts,expecting to purify and implement organizational values,but declaration of values and their opposite reflection in theemployees’ behaviour show that the identified, but unimplementedvalues of the organization remain only a formal document,a part of the image of the organization that, however, hasnothing to do with the general activities of the organization. Differentforms of values exist in organizations, but we tend to uniformthem, and speak only as about organizational values orvalues of the organization in a general sense, but no more. Theproblem is that the different forms arise from different subjects,and the objective is that the congruence would occur betweenthe different forms of values. Therefore, the aim of the currentpaper is to clarify the concept of values forms in organization andhighlight the perspective of these values congruence. Based onthe analysis of the different forms of values distinguished inscientific literature, five most frequently encountered and discussedforms of values can be identified: core, espoused, attributed,shared and aspirational. The detailed analysis of forms ofvalues in the organization shows that the congruence of thesedifferent forms of values is possible, but the activities of theorganization in order to uniform the values must be particularlypurposeful and targeted, and the first step is to find out thosevalues. As the congruence occurs when the executives’ espousedvalues match the employees’ attributed values, they are sharedand they go along with the core cultural values of the organization.
