Company values ​​are a set of guiding principles that can help employees understand the work environment and have a clear vision of the company's purposes. It allows you to create strong relationships in teams, an overall vision of the organization and a mechanism for easier management of employees. Values ​​should reflect and support the organizational culture and align with the employee's values. Thanks to the alignment of values, the company as a whole can achieve its core mission. (“Understanding Workplace Values: Finding the Best Cultural Fit,” n.d.) People create a good working relationship when they understand each other and each pursues a common goal. The current company culture allows some new employees to immediately feel "at home" and join a group of enthusiastic, like-minded people. On the contrary, no matter how valuable the specialized officer is, if he does not close or does not like the current values ​​and principles of the company, he will suffer from internal contradictions and will not be able to realize talent in this organization. By writing the article, I would like to answer several questions, such as how strong the match must be between organizational culture and employee values ​​to achieve a successful workplace dynamic? What risks does a weak match pose for employee engagement? Should hiring employees with the same values ​​be part of the organizational strategy? Say no to plagiarism. Get a tailor-made essay on "Why Violent Video Games Shouldn't Be Banned"? Get an original essay A set of corporate values ​​defines the culture and character of the organization itself. Furthermore, since the company's vision and mission are unique, the corporate values ​​of different companies may not be the same. However, there are many core values ​​that can be adopted in most organizations, such as integrity, responsibility, diligence, perseverance and discipline. (Dilenschneider, 2013) All characteristics make organizational culture stronger if all workers satisfy and follow in the workplace. Of course there are many other values ​​that create a specific culture for specific goals, such as "be funny" or "fewer words, more actions". Additionally, companies are looking for new employees with particular values, for example Twitter, a microblogging service, where everyone can write a short message in their news feed. On their official website there is a mission to “give everyone the power to create and share ideas and information instantly, without barriers”. (“Company | About,” n.d.) This phrase quickly creates a small vision of the company and its goals. I sympathized with their hiring framework, as we are creative and curious people, who feel comfortable being ourselves by creating an atmosphere to express thoughts and improve our service. It means comparing yourself with others; we are looking for the same people we are looking for. Twitter is not just a blog for communicating and getting new information, it is a powerful tool for talking about yourself, your hobbies and your opinions about the world to millions and millions of users around the world. But not just telling, but also making those people become partners, collaborators and friends. Compare social networks and the people who work in the company, and it is difficult to see any difference because the organizational values ​​fully reflect the main purpose of the company. Based on Twitter, I believe the fit between organizational culture and employees should be strong because it creates successful workforce dynamics. If employees align theirvalues, they will eventually become part of the company and will be able to understand its mission and vision. The strong relationship between employee values ​​and organizational culture is the basis of successful company performance. There is no need to write values ​​on paper or on walls because it is something intangible in the organization. It's the invisible side of the iceberg. The company creates a specific set of behaviors based specifically on the management department and its vision. I believe that similar values ​​and a well-organized culture can help people at the top achieve success. Furthermore, based on the herd mentality effect, in other words groupthink, people feel more satisfied and secure within the team and become more manageable. Facts show that 5% can influence the crowd and “the other 95% follow without realizing it”. (Nauert, 2016) With these examples I demonstrate that it is necessary to organize culture because it helps to coordinate, motivate and manage people in the company. In my opinion, creating organizational values ​​creates a specific area or atmosphere where workers can feel essential to the company. Where they can operate and achieve common goals and fulfill the company's missions. A strong match between organizational values ​​and employee values ​​creates a strong commitment to what people do every day. (Lesson: Introduction to Organizational Culture and Values, 2010) On the other hand, the weak match between culture and values ​​leads to an increase in individuals in the company. It is difficult to organize employees into strong teams because most people have their own values, principles and ideas. Perhaps, in some way, individual interests do not coincide with the company's vision. I would like to make an analogy with football or hockey teams. For example, there is a team that has several leaders, instead of the coach, and other players, who are very similar to each other in terms of skills and abilities. They all pursue the same goal: to prove to everyone that they can succeed, like the national team of Wales or Iceland. Another example is a team where the majority of players are leaders and everyone has their own vision of the game. I'm not saying these teams can't be successful, but they're not fully engaged in the process. The minority, the newcomers, are people who want to prove something, but also follow their own interests: to be noticed. From my point of view, a close relationship of values ​​and work team, no matter whether it is just the IT department or the company as a Total; leads to a “well-oiled mechanism”. Everyone in the organization knows what to do and how and gradually achieves the goals. Certainly, it is a perfect dream for every leader or businessman to own such a company. However, today's world is characterized by new technologies that are implemented every day and enormous growth in competitiveness. The organization may lose talented and outstanding individuals because they sometimes fail to meet the company's values. However, if the person joins the company, I think that in the near future he will voluntarily leave the job because this person cannot fully open up and show one hundred percent talent. Diversity is another example of loss because different nations have different values. You need to look at the situation from different perspectives because there are different types of businesses, whether it is a private bank, a bakery or a consultancy firm. A specific activity requires particular people, which reflects their work orientations. It is common sense that unemployed people who want to find work in the banking sector cannot be undisciplined and irresponsible. Also, the boss or owner of the bank does not sit on the stream or the sack.