& VALUES User Manual - The Paradigm Partnership
Contents
1. Can you visualise how this decision may have long term effects for those persons who share the same dream It is possible for the same value or group of values to continue to affect future decisions Things of great value are those that will be diligently sought as possessing worth or interest Values may be considered incentives to action because they offer the stimuli for behaviour These questions may be clarified when you consider that values operate at three different levels each capable of providing motivation but also to the degree that motivation will vary considerably Personal Level This is the highest degree of internal motivation because the person is gaining satisfaction at the personal level or at the present level This value or set of values is learned in a positive and personally pleasing way and is responded to from within Superimposed values These may be influenced from the outside as in business that influences the employees The value is a learned response but the response is not as personally intense and therefore the motivation is not as strong or as long lasting An example of this superimposed value is the employee who has been taught to believe the only way to get ahead in business is to become a manager power seeking Individual but he she is really a loner more intellectually curious and good technically Theoretical Such a person will respond initially and try to climb the managerial ladder but us2. area Environments that allow for continued education and learning will motivate her Situational Positive Negative or Indifferent The individual will situational toward attitudes in the 3rd and 4th position In certain areas they may value these attitudes and in other areas they may not care or even be negative 3 Individualistic Jane may in certain situations have a passion to increase or advance her position and in other situations she may show no desire to further advance her position Generally her main motivators will come from one of the top two attitudes 4 Aesthetic Jane may show situationally a passion for form harmony and beauty but its presence or absence will not affect her adversely in her daily life Her main passion will be found in the top two attitudes Copyright 1993 1998 Behavioural Values Research Associates Ltd 12 PEOPLE SUCCESS SOLUTIONS Negative or Indifferent The attitudes that score as 5 and 6 will evoke a negative or indifferent response from the individual If the person has any positive valuing of the attitude it will be extremely situational Their passions will definitely be found in one of the other two attitudes 5 Traditional Jane may be negative toward others who live by a specitic set of principles and attempt to apply those principles to her lite She may feel she is being judged or condemned She will probably sample many different belief systems to decide what works best for her
3. clear understanding of who you are The PIA amp V assessment provides that foundation The individual s responses to the questionnaire generate a graph from which the computerised report is driven Feedback is given in three areas A Feedback for personal growth and development B Others perception C Perception of others 2 Reading the graph The horizontal axis lists each of the six attitudes Aesthetic Traditional Utilitarian Aes Individualistic Tra The Theoretical Uti Soc Social Ind B The vertical axis tracks the score of each person s response to the survey The score can range trom 10 75 C The bar line in the graph box indicates the U S National Mean for that particular attitude Note the National Mean varies for each of the six attitudes D The dot on the graph shows the score for each persons attitude 1 The higher the score the greater the intensity of the passion the individual will have for that attitude 2 The lower the score the less intensity of passion a person will have for that specific attitude The sample graph will be used to explain how to analyse the graph 3 The Attitudes Wheel Attitudes Wheel displays the 1 6 hierarchy of an individual s attitudes B The shaded area is based on the scoring from 10 75 showing the intensity of that particular attitude C Each attitude is labelled based on its position in the hierarchy 1 6 and its score from 10 75 C
4. person ata given time seem to both influence and complement each other to produce a specific effect Copyright 1993 1998 Behavioural Values Research Associates Ltd 20 PEOPLE SUCCESS SOLUTIONS Values and Behaviour Conclusion Very low correlation between values and behaviour indicates their independence Low correlation indicates two separate and valuable instruments Copyright 1993 1998 Behavioural Values Research Associates Ltd 21 PEOPLE SUCCESS SOLUTIONS PERCEIVED ACCURACY OF THE SOFTWARE REPORTS The Personal Interests Attitudes and Values instrument is a widely used objective instrument that assesses the value structure of an individual on six dimensions The six dimensions evaluated include Theoretical The Utilitarian Uti Aesthetic Aes Social Soc Individualistic Ind and Traditional Tra The interpretation of the scores on these scales provides a mechanism to understand the value structure of an individual that may significantly influence his her behaviours hi interpreting the scores for each of the Personal Values the strengths indicated by the level of the score are emphasised For example an individual scoring high on the Utilitarian value would be described as an individual with strong emphasis on materialistic objects and a tendency to perceive their activities in terms of time talent and resources On die other hand an individual scoring low on this scale would be seen as one who d
5. the organisation in the long run From the organisation s viewpoint effective management promotions are central to the efficient utilisation of its human resources and are likely to affect future strategic decisions However unlike employment selection decisions which are often conducted by personnel professionals promotion decisions are often made by managers in all types of departments and at all levels of management Copyright 1993 1998 Behavioural Values Research Associates Ltd PEOPLE SUCCESS SOLUTIONS HISTORY OF PSYCHOLOGICAL TESTING FOR PRE EMPLOYMENT SELECTION The use of psychological testing for pre employment evaluation of individuals has a long history The first use of psychological testing as an aid in employment decisions has been traced to ancient China The Chinese developed an extensive system of civil service examinations to determine which individuals were qualified for positions in government The use of behavioural assessments in personnel decisions in the U S began very early in the century By 1909 for example Parsons and Musterberg were doing vocational assessments for industries The massive army recruit screening program during World War legitimised behavioural measurement in the public s mind During the 1920 s and 1930 s there was an upsurge in the use of behavioural assessments in industry Special interest cantered on the assessment of sales personnel During the economically troubled 1930 s tes
6. Her passion will be found in two of the other attitudes Uti and The 6 Social Jane may respond negatively to programs and people who give money away without expecting any return She will not tend to feel the pain of society around her and may be viewed by others as insensitive This does not mean she won t help others but only if she sees them making an honest effort Her passions will be found in Utilitarian and Theoretical Note When the focus is on the personal growth and development of the individual the National Mean does not matter When motivating the person the National Mean has no bearing The important items are the personal scores of the individual and how they rank 1 6 When the person is completely aware of the why of their actions only then can they look at how they will view and fit in with society Perceptions When the focus is on the motivation of the individual the PIA amp V report is debriefed most effectively by scoring the attitudes from 1 6 the top two attitudes motivating the person into action With an understanding of the hierarchy of their six attitudes individuals can effectively take charge of themselves and their environments allowing them to achieve their maximum potential The power of the PIA amp V report is magnified as the individual is compared to society According to Zig Zigler those who are most successful in achieving their goals are people who have learned to communicate effectively wi
7. following as second Theoretical 26 Social 14 Individualistic 35 Traditional 18 Aesthetic 7 Knowledge and power were the two most common attitudes combined with Utilitarian for success a Utilitarian attitude is very important for salespeople Copyright 1993 1998 Behavioural Values Research Associates Ltd 16 PEOPLE SUCCESS SOLUTIONS Only 14 people 8 out of 166 cannot be explained with graphs alone Such things as territory products sold age etc need to be looked at as they are an exception to the attitudes rule Most were of the D and behaviour so this could add another dimension to the evaluation Also 28 of the top performing salespeople were female A person s attitudes and values and behaviour are a better prediction of sales performance than behaviour alone TTI has preached this for many years With the appropriate attitude and all things being equal all behavioural styles can be a top performer PIA amp V Utilitarian as 1 Aesthetic 2 Social 7 Individualistic 7 Traditional 8 Theoretical 4 Utilitarian 72 PIA amp V Utilitarian as 1 or 2 PIA amp V Utilitarian as 1 2 or 3 h Other Other 8 17 Utilitarian 83 Utilitarian 92 Copyright 1993 1998 Behavioural Values Research Associates Ltd 17 PEOPLE SUCCESS SOLUTIONS Summary and Conclusions m The value patterns of male and female managers were more similar than dissimilar a Man
8. into that which you do not value You may value dogs but not value religion Your valuing of life then shapes itself over time into a world view which is called an attitude Eduard Spranger observed six attitudes through which we value the world These attitudes define the why of your actions You move into action based on what you value you pursue what you value You will tend to be negative or indifferent toward experiences and people whose valuing is opposite of yours Your valuing of life is your attitude Of the six attitudes observed by Spranger the top two will move you into action Your understanding and application of your top two attitudes will move you quickly toward the achievement of your potential Experiences Beliefs Values that which you value gt Attitudes Copyright 1993 1998 Behavioural Values Research Associates Ltd PEOPLE SUCCESS SOLUTIONS ATTITUDES THEIR IMPACT IN THE WORKPLACE Companies with a focus on the success of each individual employee outperform companies who have more of a task orientation Modem corporations are looking to develop the potential of each individual realising that a healthy motivated work force leads to a healthy profitable company Special attention has been focused on the fit of the person with the job Each individual is unique just as each career is unique If the individual is matched to the appropriate career success should follow you value knowledge a
9. own hurt Will take on the responsibility of others problems The Individualistic Attitude The primary interest for this attitude is POWER Those with an Individualistic attitude have an inherent desire to lead and control the destiny of self and others Unafraid they will make decisions that will affect large numbers of people with ease Research studies indicate that leaders in most fields have a high power value The value this person will find in life is the ability to advance position to attain the highest power Goal To assert self and have their causes victorious General Characteristics m effect of power on others appears the form of determination Willing to control their own destiny and the destiny of others m Power and control will usually be expressed through one of the other five values Theoretical superiority of knowledge Utilitarian power through wealth Aesthetic power through self help Traditional power through their system for living Social power through humanitarian efforts Life is a chess game of strategic alliances that advance position and power Possible Limitations m Position may become more important than people m Self assertion may come across as jockeying for position m The end may justify the means Copyright 1993 1998 Behavioural Values Research Associates Ltd PEOPLE SUCCESS SOLUTIONS The Traditional Attitude Individuals with a Traditional attitude
10. 2 PEOPLE lt SUGGESS SOLUTIONS Enabling Businesses to Succeed through People PERSONAL INTERESTS ATTITUDES amp VALUES 6 User Manual A Guide to Help with Understanding the Instrument and Interpreting the Reports Contact People Success Solutions Ltd 26 South Street Milnathort Kinross Perthshire KY13 9XA Tel 07773 36 27 54 Fax 01455 89 04 73 e mail info peoplesuccess co uk Web www peoplesuccess co uk Copyright 1993 1998 Behavioural Values Research Associates Ltd PEOPLE SUCCESS SOLUTIONS TABLE OF CONTENTS INTRODUCTION 2 HISTORY OF PSYCHOLOGICAL TESTING FOR PRE EMPLOYMENT SELECTION 3 WHAT ARE BELIEFS VALUES AND ATTITUDES 4 ATTITUDES THEIR IMPACT ON THE WORKPLACE 5 THE P I A V INSTRUMENT 6 UNDERSTANDING AND DEBRIEFING THE REPORT 10 TOP SALESPEOPLE RESEARCH 16 BASIC PREMISE TO REMEMBER WHEN DEALING WITH OTHERS 19 PERCEIVED ACCURACY OF THE REPORTS 22 ACKNOWLEDGEMENT 24 Copyright 1993 1998 Behavioural Values Research Associates Ltd PEOPLE SUCCESS SOLUTIONS INTRODUCTION Every day organisational decision makers struggle to find ways to affect the bottom line Having a desire to find better ways of selecting employees is one of these struggles According to recent research the cost of hiring the wrong person could be as high as ten times their annual salary Today labour costs constitute the largest cost category for most businesses Furthermore these personnel costs are rising
11. ONS WHAT ARE BELIEFS VALUES AND ATTITUDES Every day we are faced with real situations that call for thought decision opinion and action Consciously or subconsciously every decision reaction and course of action arises from our beliefs that which we value values and attitudes It is said by some that we are the sum total of all of our experiences Multiple experiences lead to beliefs The intensity of each experience results in beliefs of varying strengths The repetition of the same experiences also strengthen the beliefs For example you may value certain breeds of dogs and despise other breeds All of your experiences with dogs will cluster into a category called dogs Generally you will either value dogs or not value dogs Your category of dogs will be filled with varying positive and negative beliefs that result from your experiences with dogs Recent research examined the truth of the saying once bitten twice shy and concluded that a fear of dogs is the result of negative experiences with dogs Therefore when you experience anything related to a dog the information will be processed against all your beliefs about dogs In milliseconds a positive or negative response will be played out through your behavioural style Values are more accurately defined as that which you value Your experiences lead to beliefs which cluster together into your values that which you value Conversely your beliefs will also cluster together
12. agers with high altruistic social values will favour people in their decisions Managers with high Utilitarian or Individualistic values will favour the bottom line Managers male and female with similar value clusters will make similar decisions even if they live in different countries m Female managers tend to score lower than men managers on Theoretical values m Female managers tend to score higher on Social and Aesthetic values although differences were not significant Value Clusters by Occupational Groups General Business Population Middle to top management High Utilitarian High Individualistic Life Insurance Companies Sales Managers High Theoretical High Utilitarian High Individualistic 18 Bankers Middle to top management High Utilitarian High Individualistic Employed Engineers High Theoretical High Utilitarian High Individualistic Copyright 1993 1998 Behavioural Values Research Associates Ltd PEOPLE SUCCESS SOLUTIONS BASIC PREMISE TO REMEMBER WHEN DEALING WITH OTHERS 1 Values tend to interact with each other Example High Individualistic value with a low Social value This type will tend to respond to a set of circumstances differently than the type with high Social and low Individualistic values The interaction and the relationship causes different types of attitudes to prevail Most of TTI s studies show two or three values are dominant Example Values that ar
13. at a record rate Fringe benefits allocated to employees are making up a larger and larger share of an individual s compensation Fringe benefits now account for 30 percent of payroll cost for organisations Moreover this form of compensation is generally unrelated to a person s productivity Typically employers compensate employees for their time and not for what they produce Only 14 percent of U S workers receive piece rate wages or commissions in which compensation is computed directly on the basis of output The vast majority of workers are paid by the hour week or month They are paid in short to show up for work and to follow orders This form of compensation requires that employers give careful attention to worker motivation and dependability and the selection of productive workers will undoubtedly continue to increase Equal Employment Opportunity concerns also indirectly affect the need for better more valid personnel selection techniques The attack on psychological testing has accelerated the search for both improved and alternative means of assessment As the guidelines for selection tests become more stringent organisations will increasingly seek methods that will allow them to hire those who will be the most productive to the organisation While organisational decision makers are concerned about getting the right people into their organisations they are also concerned with promoting the kind of people who will be beneficial to
14. be as high as ten times their annual salary Companies all over the world are realising that an investment on pre selection assessments can facilitate a win win scenario for the employee and the company moving both toward their goals and redirecting others to a position where a win win is achievable Copyright 1993 1998 Behavioural Values Research Associates Ltd PEOPLE SUCCESS SOLUTIONS THE I A V INSTRUMENT While psychologists have identitied many lists of attitudes there are certain attitudes that seem most appropriate to the business or career environment The Personal Interests Attitudes and Values instrument measures the relative prominence of six basic motives Theoretical Utilitarian Aesthetic Social Individualistic and Traditional This classification is based on Edward Spranger s book Types of Men written in 1928 In 1931 Gordon W Allport and Philip E Vernon developed an assessment instrument to measure the traits postulated by Spranger This instrument was called the Study of Values and has been widely used to provide insights into the motivation of a given individual These insights apply equally to men and women Allport s research indicates successful women and successful men have similar attitudes or goals The Theoretical Attitude The primary passion for the Theoretical is the discovery of TRUTH and KNOWLEDGE In pursuit of this value an individual takes a cognitive approach one that looks f
15. curacy at between 80 percent and 89 percent and 44 37 percent rated the accuracy of the description between 90 percent and 99 percent accurate The truncated range is indicative of the very high level of agreement expressed by the subjects in the sample Taken as a whole these data suggest that the interpretations are seen as valid accurate descriptions of the individuals self perceptions Discussion The overall data on perceived accuracy of interpretations indicate that in general the individuals tested felt the descriptors were an accurate reflection of their value structure and the level of agreement was generally very high Over two thirds of the individuals under study rated the accuracy at 85 percent or better This could be interpreted as a general satisfaction with the description of the individuals values This high level of perceived accuracy can be interpreted as indicating that the descriptors presented to them were viewed as valid and generally acceptable to Copyright 1993 1998 Behavioural Values Research Associates Ltd 22 PEOPLE SUCCESS SOLUTIONS the individual It is important to note that the accuracy rating is based on the overall impression of the accuracy of all of the descriptions presented in the Personal Interests Attitudes and Values report The present database does not allow a more in depth analysis of the extent to which each of the scale interpretations is considered to be accurate but rather focuses on t
16. d imbalance m Appreciates the various impressions received from the world around Possible Limitations May avoid areas of pain and imbalance Imbalance in the environment can hinder productivity Sees things only from their inner world Subjective emotion does not mesh with practical objectivity Copyright 1993 1998 Behavioural Values Research Associates Ltd PEOPLE SUCCESS SOLUTIONS The Social Attitude Those with a Social attitude have an inherent love of people The social person prises other persons and is therefore kind sympathetic and unselfish They are likely to find those with the Theoretical Utilitarian and Aesthetic attitudes cold and inhuman The person with a Social attitude genuinely feels the pain of the world around and strives to eliminate it by giving their time talent and resources The two greatest examples of this attitude in the 20th Century were Princess Diana and Mother Theresa Goal To eliminate hate and conflict in the world General Characteristics m Fulfil their own value by and through helping others a A genuine concern for and feeling of the pain in the world a Will freely give time talent and resources to eliminate pain m Involves self in the trials of others taking responsibility for the lives of others Possible Limitations m Self sacrifice may override self preservation a May have difficulty saying no a May create lose win scenarios a Will help others even to their
17. e 1 and 2 The person will be passionate when these have the potential to be or can be fulfilled 3 and 4 The person will situationally place a positive or negative valuing on experiences and persons with these attitudes 5 and 6 The person will not value experiences or persons who exhibit these attitudes B Debrief sentence by sentence each of the six attitudes in order of hierarchy C Note each attitude s comparison to the National Mean 1 Comment on the person s viewpoint of society 2 Comment on how society may view the person 3 Discuss the impact of each Copyright 1993 1998 Behavioural Values Research Associates Ltd 14 PEOPLE SUCCESS SOLUTIONS The proper sequential debriefing of the PIA amp V report yields some of the most significant results seen in personal motivation Some of the largest and most progressive companies in the world have adopted the process as the foundation of their training program Real self Ideal self Potential self The goal of all organisations businesses and interactions should be to assist each person in the achievement of their maximum potential The achievement of maximum potential of the person begins with the understanding of the real set This understanding of the real self places the tools in the hand of the individual to be able to alter their environment and work towards their ideal self Focused action on achieving the ideal takes the person past their goal to die achi
18. e most important to that person will impel action An individual must be sure to look at the dominant values to see how they relate to those values that are deemed to be less important The very lack of importance of other values can be significant in itself 2 Over time one s beliefs needs wants and desires change Values can and will change over a period of time As one s values become satisfied and needs are met another value may then become more important Example For years a Utilitarian value is seen as being the most important aspect of why a person does things a certain way But once the children are educated the house is paid for and the individual s needs become less materially oriented another value may begin to surface Thus a person with a high Utilitarian value may then shift that value to a lower Utilitarian standing and let a higher Social value have more influence on his decisions and actions In other words They have what they need now helping others to achieve Utilitarian needs becomes of paramount importance to them This contradicts the statements of Piaget and Massey who felt that a person s values were determined by the time they were three or four years old However this theory was formulated in a world in which change was not commonplace Today the body of information doubles every two years This pressure causes and allows for individuals to change their outlook Atrican Americans the Grey Panthers Wom
19. en s Rights groups etc have all contributed to major social changes in the last few years We are continually being bombarded by change but people tend to concentrate on an external more than an internal change When you add government regulations religious movements and other cross currents the messages that people receive are being constantly challenged Values give continuity to all decisions and actions on any level of goal setting Values are influenced by two areas Affective the area of feelings Cognitive the knowledge we have These areas play a major role in deciding which values will remain constant and which values will change with time and expanded experience Example A person chooses to pursue a graduate level scholastic program Why This may be because of a high Utilitarian value the need for an increase in salary OR Desire for power This person may have decided that she wants to be in charge of her destiny as well as that of others Copyright 1993 1998 Behavioural Values Research Associates Ltd 19 PEOPLE SUCCESS SOLUTIONS OR Acquisition of knowledge This person just wants to know more about a particular area of interest He enjoys learning about ideas This type wants to add to the store of personal knowledge The decision to return to a university can be made for one reason or another People have something value that prompts them to make a decision which leads them to pursue a course of action
20. evement of their highest potential potential self Managerial Decision Making The linkage between managerial values and decision making has been widely documented England 1967 England Dhingra amp Agarwal 1974 England amp Keaveny 1969 Guth amp Tagur 1965 Hegarthy 1976 Much research on managerial decision making in cross cultural settings has relied on differences in values to explain the variance in decision preferences Dr David D Palmer s research on personal values looked at managers with similar values in the United States and India By clustering the values into two groups Group had managers who scored above the mean in Utilitarian Individualistic and Theoretical Group 11 contained managers who scored above the mean in Social Aesthetic and Traditional Group placed their emphasis on economic utility and rationality It could be predicted that they would be less likely to support decisions which were not clearly financially advantageous to the firm Group 11 tended to favour more strongly those decisions involving employee safety personnel development and water pollution There were men and women in both groups Copyright 1993 1998 Behavioural Values Research Associates Ltd 15 PEOPLE SUCCESS SOLUTIONS TOP SALESPEOPLE RESEARCH In 1997 166 organisations provided TTI with the Personal Interests Attitudes and Values results on their top salesperson They came primarily from the following industries flo
21. f individual is thoroughly practical and conforms well to the stereotype of the average business person This world view includes the practical affairs of life the production marketing and consumption of goods the use of credit and the accumulation of tangible wealth Goal Utility and what is useful General Characteristics Very practical can be a spender or a saver m Future oriented m Able to maximise time talent and resources to achieve their greatest potential Motivated by the satisfying of needs m Expects accountability Possible Limitations a May become a workaholic m Expects a return on investment in all areas including family May be viewed as a Limits the giving of time talent and resources unless it will result in some future gain The Aesthetic Attitude The Aesthetic attitude values form harmony beauty and balance Life is an interaction between the external world and the internal person each experience being judged from the standpoint of grace symmetry or fitness The outer world and the inner person must be in balance working toward the self realisation and selt actualisation of the person Goal To experience their inner vision General Characteristics m Seeks self realisation selt fulfilment and self enjoyment m Sensitive to inner feelings Relates from a subjective point of view m Seeks harmony and balance in all areas of life an aversion to pain an
22. he overall view of the accuracy of the interpretation given from the data provided in the Personal Interests Attitudes and Values Instrument The analysis of those factors related to the level of accuracy provides an interesting form of construct validation for the nature of the instrument Table 1 Frequency of Percentage Ratings of Accuracy of Interpretations Accurate Number of 100 Cum 70 11 3 75 3 75 75 19 6 48 10 23 77 34 10 57 80 65 22 18 32 75 85 66 22 52 55 27 88 34 55 61 90 66 22 52 78 13 92 34 78 47 95 53 18 09 96 56 97 34 96 90 98 34 97 23 99 8 2 82 100 00 293 Interval Validation Required The Personal Interests Attitudes and Values report was designed to be self validating Simply run all the people from a particular job through the system and compare their reports with performance Top performers any job will be graphically different from low performers Equal Employment Opportunity Commission Validation for purposes of the EEOC law is the technical process whereby the employer defends the use of a selection device or a standard demonstrates a very close relationship between performance against the standard and performance on the job A company may not use any selection device or standard that has an adverse impact on the protected group The protected group is usually a minority person a female or a person over the age of forty But it can be anyone The Behavioural and
23. isregards these material things and places a greater emphasis on service rather than material gain The descriptors used for this scale provide a view of the individual s value structure which may allow the client and the supervisor to have better insight into those values that motivate direct and reinforce the individual The utility of the interpretation of these personal values is based at least in part on the extent to which the client recognises these characteristics as being an accurate description of their value structure The present study attempted to determine the client s perceived accuracy of these interpretations and to provide some information regarding the factors which may influence these perceptions of accuracy Methods A sample of 293 individuals who had completed the Personal Interests Attitudes and Values as part of an overall assessment of interests and values were asked to rate the accuracy of the interpretations Each individual was requested to provide a percentage figure that indicated the extent to which they felt the interpretation was an accurate description of their value structure The individuals were free to rate the accuracy from zero to one hundred percent accurate Results Table 1 shows the distribution of the frequency of the percentage ratings of accuracy of interpretations As can be seen from the table the overall range was truncated with a range from 70 percent and 79 percent 45 05 percent rated the ac
24. nd the search for truth Theoretical attitude how will you survive and grow in a career that doesn t challenge your learning or allow for continuing education m you value form harmony beauty and balance Aesthetic attitude how will you grow in an environment that is chaotic and unbalanced m Ifyou live by a closed system of principles Traditional attitude will you grow in a company that actively promotes an opposing system of beliefs a If you have a passion to lead direct and control others Individualistic attitude wouldn t you be more fulfilled in a career that allows for quick advancement m you have a humanitarian drive a desire to eliminate pain and conflict in the world Social attitude would you thrive in an environment that rewards return on investment of time talent and resources Utilitarian attitude Studies suggest that over 50 of the work force may be in jobs that are not suited to who they are and what they value A study from California suggested the number was as high as 90 If your career is an extension of who you are you will not have to be motivated You will get up in the morning and desire to go to work because your environment will be providing the valuing you need in order to achieve your maximum potential Ethics demand that we assist others in achieving their potential that we strive toward mutually beneficial win win scenarios The cost of hiring a person who is a misfit to the job can
25. opyright 1993 1998 Behavioural Values Research Associates Ltd 10 PEOPLE SUCCESS SOLUTIONS THE UTI AES soc IND TRA THE UTI AES soc IND TRA Score 49 61 32 29 49 32 Rank 2nd Ist 5th 6th 3rd 4th SOCIAL NVIVVIITMLa Copyright 1993 1998 Behavioural Values Research Associates Ltd 11 PEOPLE SUCCESS SOLUTIONS Feedback for Personal Growth and Development The initial objective is to assist an individual to understand why they are motivated to act By understanding the why of their actions the individual can take charge of their life and environment and achieve a more fulfilled life To assist an individual in the understanding of their motivations the six values are ranked from 1 6 based on the score on the vertical axis the score for each attitude is also listed on the bottom horizontal axis Jane Citizen s top six attitudes are ATTITUDE SCORE Uti 61 2 The 49 3 Ind 47 4 Aes 32 5 Tra 30 6 Soc 29 Passion The top two attitudes move a person into action Jane will have a passion for activities people and environments that fulfil her top two attitudes 1 Utilitarian Jane will have a passion for the return on investment of time talent and resources She will be strongly motivated by the conservation of and or the production of goods and services Utility and practicality will mark her actions 2 Theoretical Jane will be passionate about learning and advancing her knowledge in all
26. or identifies analyses and clarifies differences Such a person is non judgemental regarding beauty or utility of an object and seeks only to observe and to reason Since the interests of the theoretical person are empirical critical and rational this person appears to be intellectual and may be viewed as an expert in a chosen field The main passion is life is continuing education and learning knowledge for the sake of knowing Goal Truth and knowledge General Characteristics m Objective reasoning Able to integrate past and present High interest level in solving problems research and asking questions or formulating a theory Constant desire to learn new things and acquire new knowledge either through reading watching or doing m Enjoys people with common convictions knowledge Possible Limitations May have trouble dealing with practical problems a Will reject emotional subjective arguments and may not relate with people who present their cases emotionally May consider research an issue and not be able to set appropriate knowledge boundaries May get bogged down in the quest for details which can lead to procrastination Copyright 1993 1998 Behavioural Values Research Associates Ltd PEOPLE SUCCESS SOLUTIONS The Utilitarian Attitude The Utilitarian passion is the valuing of return on investment of time talent and resources Use of money and time will tend to be of great importance This type o
27. or covering auto sales real estate insurance investments and mortgage brokers PIA amp V Data Top Sales Performers N 166 119 males 47 females Each person was viewed based on their top choice This type of view provides a clearer understanding of the real attitudes from each top performer The results are Utilitarian 72 Traditional 8 Individualistic 7 Social 7 Theoretical 4 Aesthetic 2 100 As you can see Utilitarian was the number one driving force for 72 of the top performers All other attitudes were represented but there was a big ditference between Utilitarian and the rest of the field A total of 119 out of the 166 had Utilitarian as their first choice When we looked at those who had a different attitude as first choice but also had Utilitarian as their next driving force our numbers jumped again 137 out of the 166 had Utilitarian attitude as their first or second choice 83 of the top performers fell into this category When the total group was analysed on their top 3 choices 152 out of 166 92 had Utilitarian as one of their top three 92 of the top performers had Utilitarian as their top three preferences Only 8 had Utilitarian in 4th 5th or 6th place General Conclusions m top performers are greatly influenced by the attitude of Utilitarian Even when Utilitarian was not their first choice it impacted their overall attitude a Those with Utilitarian as highest 119 out of 166 had the
28. others to believe that she is not a team player Every decision will be weighed based on utility practicality and efficiency Social Jane scored 15 points below the National Mean in the social attitude scale 1 Jane s perception of others She will have a negative reaction to programs and people that give away their resources expecting nothing in return She does not tend to feel the pain of society around her and will tend to believe that success is achievable for everyone if they are willing to work for it She will help people if she believes they are trying their best 2 Others perception of Jane She will definitely not be viewed as a humanitarian Others may view her as insensitive to society not caring about others placing her own needs first Note When the person s score is significantly lower that the National Mean they will tend to react negatively to that attitude but their passion to move into action flows from their 1 and 2 attitude Even though Jane s Social is significantly lower than the National Mean her solution to humanitarian issues is 1 Utility 2 Practicality 3 Accountability All of her arguments will come from her top two passions She may even lead the effort to change the system if she is given the power and authority and it advances her career Ind 2 Review To debrief the report for the maximum results to the person do the following in order A Rate the attitudes 1 6 based on their scor
29. seek to comprehend the cosmos as a whole and to relate themselves to a global totality Life is lived from a foundation of principles a system that if followed will lead to the divine All of the decisions made emanate from this set of principles they are the guiding forces of the persons life Following the book of principles may be more important than possessions or relationships Goal Search for the highest value in life General Characteristics Belief in their principles is so great they will champion their cause Tendency to get involved in passionate global causes Consistency of application of their principles whether right or wrong Will sacrifice everything to be true to their beliefs All decisions emanate from the principles Possible Limitations May view the world as black and white be overly rigid May come across as always right and never wrong May hold to their faith position even if logic dictates they are wrong May be closed minded Copyright 1993 1998 Behavioural Values Research Associates Ltd PEOPLE SUCCESS SOLUTIONS UNDERSTANDING AND DEBRIEFING THE REPORT Feedback for Personal Growth and Development Feedback on m Perception of others m Others perception of the Individual 1 Introduction The PIA amp V instrument has been shown to add immense value to a person s understanding of themselves Most psychologists agree that the initial step in achieving your maximum potential is a
30. th others By comparing the individual with the National Mean information is gained in two areas 1 How the individual will perceive others 2 How others will perceive the individual By comparing the score of each attitude to the National Mean predictions can be made about the comparison of the individual s attitude to the world around How will the person fit in and how will the world be seen If an attitude is significantly higher than the National Mean greater than or equal to 15 points the person s viewpoint will tend to be out of the mainstream and different perhaps causing harsher judgment by society and of society Copyright 1993 1998 Behavioural Values Research Associates Ltd 13 PEOPLE SUCCESS SOLUTIONS Example Jane Citizen Utilitarian Jane s Utilitarian score is above the National Mean by about 13 points Her passion for return on investment of time talent and resources will be readily apparent to others 1 Jane s perception of others She may view society as too wasteful and unproductive She may resist going along with the status quo and not invest her time or resources in area she feels are meaningless 2 Others perception of Jane Others who interact with Jane may believe she always has to have a hook attached always making decisions based on what s in it for me This may be wrongly viewed as selfish and self cantered Jane will not attend any meetings just to be there or be seen which may cause
31. the Values Instruments used by Target Training International Ltd have never been challenged by EEOC The Behavioural Instrument was first used in 1959 EEOC legislation was aimed at employers who administered tests which were not job related or who discriminated against a protected group For example giving a math test to keep someone from being hired as a police officer was deemed not job related and therefore illegal The Behaviour and the Values Instruments are job related It is relatively easy to determine if they are job related Simply test your top performers with the bottom performers in a particular job Copyright 1993 1998 Behavioural Values Research Associates Ltd 23 PEOPLE SUCCESS SOLUTIONS There will be a difference in 99 percent of all jobs for which performance criteria has been developed The Personal Interests Attitudes and Values report will remove human bias and truly provide the documentation required to prove a bona fide business necessity The use of proper instruments will reduce or eliminate the risk of EEOC complaints Acknowledgement A special thank you to Graham Clinch for his contribution to this Personal Interests Attitudes and Values manual and for his study Copyright 1993 1998 Behavioural Values Research Associates Ltd 24
32. ts were used to identify stable and cooperative employees World War II brought the Office of Strategic Services selection program and selection was a primary if not the prime concern of Industrial Organisational psychologists through World War Il The post World War II period saw a virtual explosion in behavioural inventory construction and in the 1950 s the use of assessment centres began to grow rapidly Personnel testing in general rose to a peak in the early 1960 s The Civil Rights Act of 1964 and the EEOC s Guidelines on Employee Selection Procedures started a new era of selection promotion procedures Indeed many court cases and much debate regarding tests and other methods used in making selections decisions ensued More recently a survey done at a meeting of the American Society of Personnel Administrators found that 98 percent of practitioners thought motivation motivation constructs should be measured in selection placements systems and 75 percent were doing so in one form or another Indeed increasing numbers of organisations in many industrial contexts consider it desirable to employ consultants or to hire trained personnel to conduct behavioural selection Overall the psychological tests used most often for pre employment screening have involved measures of general intellectual patterns and to some extent attitudes and values Copyright 1993 1998 Behavioural Values Research Associates Ltd PEOPLE SUCCESS SOLUTI
33. ually will become disenchanted and perhaps unsuccessful relatively early in the climb In other words the true motivation value was not being satistied and was discarded in a relatively short time Repressed Also known as presently inactive In some respects this is the highest level in terms of internal motivation and personal lite satisfaction A repressed value is one whose time has not yet come You might think of these values as presently subjugated or subdued For example there is perhaps one or more among you who would like nothing more than to be a poet on the Left Bank but who also likes food with your meals Therefore this person decides that at least for now working at a less pleasing job is better than starving People tend to want to satisfy their values and attempt to attain their values in a variety of ways from a vocational pursuit to waiting for retirement Remember in the mid life crisis we see a sudden floundering a person will often make an abrupt career change or even change spouses The happiest and most productive people know are those who understand their value needs and aggressively pursue their satisfaction First some values do not remain constant during an entire lifetime but rather as one or more become satistied one value tends to move aside and another moves to the top of your personal priority list Second the various drives tend to pair up i e the two values that are most important to
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