Md. Saidur Rahaman Because of big list of reason, few of them are

1. Goals to be achieved are different

2.Difference in position (socia-economic)

3. Level of Experience of Management vs that of employee

4. Line of thought

5. Lastly, employess how can think like management would we entrepreneur (wont be left as employee, working for others)

Points made by Debopam Ghosh Stanley Wilkin Hassan Izzeddin Sarsak are also agreeable

Due to high personal variations and organizational expectations! Priorities do not always match.

Some organisations do not embed their ethos throughout the company but only with managers, or depend too much on casual staff. A good company makes its workers feel attached to the organisation, but some organisations do not create or know how to create that kind of ethos.

An Organization is run by a governing body called Management, the efficiency and flexibility of the organization depends strongly on the competencies and mindset of the individuals that constitute the management body, an individual who is part of a organization is a tool assigned to carry out certain tasks allotted by organization , this tool is allowed to have a thought and opinion of its own only if the management provides a platform for its employees in this regard.

Md. Saidur Rahaman Because of big list of reason, few of them are

1. Goals to be achieved are different

2.Difference in position (socia-economic)

3. Level of Experience of Management vs that of employee

4. Line of thought

5. Lastly, employess how can think like management would we entrepreneur (wont be left as employee, working for others)

Points made by Debopam Ghosh Stanley Wilkin Hassan Izzeddin Sarsak are also agreeable

The is no congruence between organisation's and employees' perceptions the organisation's management failed to cascade its mission, vision, goals, and objectives. Thus, there is somewhat disorientation on the part of the employees.

Some organizations that have a mission and goal in place don't always focus or improve their approach towards accomplishing them, thus making employees frustrated and fed up on wasting their talent and skills on a rudderless ship going anywhere but there😁

The working intersection between observable and non-observable corporate values is most probably missing, according to the Schein model.

Thanks Stephen I. Ternyik Ravee Art Phoewhawm Ariel San Jose Ajay H Shukla Debopam Ghosh Stanley Wilkin Hassan Izzeddin Sarsak For your scientific and valuable observation.

So, is there any way to reach the same perception from both sides?

There are few real-world examples of common ownership and co-operative economics.

https://en.wikipedia.org/wiki/Mondragon_Corporation

It all depends on the customer-business-society interplay and respective value creation process, i.e. stewardship and ownership can be merged via step-by-step procedures, but many legal problems (concerning property and participation) have to be solved.

Thank you sir Stephen I. Ternyik

That's because of several aspects of organisational percpetion, auch as:

My wife is an expert for organisation and management and she says that efficiency of any organisational system depends of the goal or expected achievement(s) which have to be defined before designing the new organisation. Usually the members of the team for designing the new organisation have to answer concesually the three main questions:

It is also very important that the members of the team for designing the new organisation are not just the representatives of top and higher management, but also the representatives of stakeholders (executives) within process of production or services.

Many important factors form the perceptions each employee holds about his workplace. It is vary from person to person and position in work place. Depending on the personality of the worker, the communication level of coworkers, supervisor, managers, and the overall workplace environment. Most of time the way employees perceive their jobs can be quite different from what actually exists type of work.

Thank you sir J. M. Koli for your concise and significant answer.

Excellent explanation. Special thanks both of you sir. Siniša Srečec

Interesting question and valuable answers.

Naturally individuals are different, obviously their thinking also differ. Come across interesting article.

Perceptual Differences and the Management of People in the Organization

(https://pdfs.semanticscholar.org/8445/d6c8576eabf8625dc920192c9de4e73269de.pdf)

Thank you Jetty Ramadevi for your contribution.

I think organization having centralized and bureaucratic style face such employee to organization mentally disengagement . So in order to resolve this issue organization must strive to enhance confidence and trust of employees on organization by involving them in decision making up to a certain level.

I agree with you Muhammad Faraz Mubarak .

Thanks

Agree with Ajay Shukla .

Thank you Abdul Kuddus .

Individual goals and aspirations vary based upon the individual. The organization has its own goal based on a charter, funding, mission and values. Their goals may sound lofty and there is some advertising involved so that the organization and its activities make them appear to be a good citizen in the eyes of the public. Some individuals may not totally endorse the organization's values, for example if the organization receives funding from non-eco-friendly sources and the individual has conflicts with it, this is where perceptions can clash.

Very good and scientific observation.

Thanks Srini Vasan

I agree with Dr. Srini Vasan