Can we adapt to an organization if we don’t share its values?
I have always been in awe at the diversity of organizations in the non-profit, public and for-profit sectors. It is a surprise to no one that like people, organizations also have values. It is their identity, what defines them. However, what is interesting is that like some people, certain organizations may have both authentic values and ones chosen to fit an image they like to project. It is by getting to know a person or an organization that you may discover his/her or its true values and whether it’s a good match for you. And remember, actions speak louder than words.
Do organizations’ values change over time? It seems that in theory they shouldn’t but in practice they can. Usually, the founders of an organization set values that correspond to their own, they set its culture and vision. When recruiting, in general, they select like-minded and like-valued candidates. Birds of the same feather flock together.
However, over time, when the organization grows, values of the organization may drift for various reasons:
- if an employee with a certain needed profile is not available in the job market, the values criteria may be set aside in order to fill that position and, when more and more people are hired in this manner, the organization’s values may change over time. This often happens without the founders/management ever being fully aware of it;
- the values criteria may also be left aside when hiring staff at the top level. Finding people who have a specific set of qualifications and the required values may also prove to be difficult. However, it is well known that values guide the decision processes in an organization. Having a manager who does not share the organization’s values can be a challenge and lead the organization to take decisions which are contrary to its core values.
Whichever way the drift occurs, this will invariably cause employee dissatisfaction. Values cannot be taught, values are engrained. Therefore, whatever the level of the staff that is being hired, the right balance should be met between what has to be achieved and the values that the organization wishes to uphold.
If you realise that you don’t share your organization’s values, you are in trouble. You can either try to adapt or cross your fingers and wait in the hope for a change in management. Adapting may of course be a question of survival in a difficult job market but it’s only a question of time before you understand that focusing on finding the right fit may be what’s best for you.
