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The Value of Values: The Case for Assessing Motives, Needs and Preferences
 

The Value of Values: The Case for Assessing Motives, Needs and Preferences

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It’s an all-too-familiar story: Company X hires a talented leader with a proven track record as its new top executive, and then months later, ushers him out, hemorrhaging top-performing employees in ...

It’s an all-too-familiar story: Company X hires a talented leader with a proven track record as its new top executive, and then months later, ushers him out, hemorrhaging top-performing employees in the process. The problem: conflicting values. Join Kevin Meyer, Ph.D., of Hogan Assessment Systems as he highlights research and real-world examples of values in action.

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    The Value of Values: The Case for Assessing Motives, Needs and Preferences The Value of Values: The Case for Assessing Motives, Needs and Preferences Presentation Transcript

    • The Value of Values: The Case for Assessing Motives, Needs and Preferences Speaker: Narelle Gill Manager of Cabin Crew QantasLink Kevin Meyer Consultant in the International Consulting Practice Hogan Assessment Systems Moderator: Daniel Margolis Managing Editor Talent Management magazine #TMwebinar
    • •  Q&A –  Click on the Q&A icon on your floating toolbar in the bottom right corner. –  Type in your question in the space at the bottom. –  Click on “Send.” #TMwebinar
    • Tools You Can Use•  Polling –  Polling question will appear in the “Polling” panel. –  Select your response and click on “Submit.” #TMwebinar
    • Frequently Asked Questions1. Will I receive a copy of the slides after the webinar? YES 2. Will I receive a copy of the webinar recording? YES Please allow up to 2 business days to receive these materials. #TMwebinar
    • The Value of Values: The Case for Assessing Motives, Needs and Preferences Daniel Margolis Managing Editor Talent Management magazine #TMwebinar
    • The Value of Values: The Case for Assessing Motives, Needs and Preferences Narelle Gill Manager of Cabin Crew QantasLink Kevin Meyer Consultant in the International Consulting Practice Hogan Assessment Systems #TMwebinar
    • THE VALUE OF VALUES MAKING A CASE FOR THE ASSESSMENT OFMOTIVES AND DRIVERS IN ORGANIZATIONAL PROCESSES Kevin D. Meyer, Ph.D. International Consultant Hogan Assessment Systems
    • OUTLINE •  Defining Values •  The Value of Values for –  Employees –  Leaders –  Teams –  Organizations •  Summary 8  
    • POLL QUESTION   Have  you  ever  worked  at  an  organiza3on  where  you  felt  that  you   were  not  a  good  fit?     a)  Yes   b)  No   c)  Not  sure   9  
    • WHAT ARE VALUES? Values ≠ Integrity Values are that which motivates or drives an individual; that which one is interested in. –  Are you motivated by money, fun, or fame? –  Are you driven to self-expression? –  Are you interested in being part of something bigger than yourself? Values subsume motives, drivers, and interests. 10  
    • WHAT ARE VALUES? Motives, Values, Preferences Inventory (MVPI) Recognition Public acknowledgement & “pats on back” Power Being in charge & being perceived as influential Hedonism Fun, lighthearted, & open-minded work environments Altruistic Helping others & providing excellent customer service Affiliation Networking, building relationships, social belonging Tradition Conservative cultures & strength of convictions Security Secure, predictable, and risk-free work environments Commerce Managing finances, profitability, bottom-line focused Aesthetics Focusing on quality & product “look & feel” Science Analytic problem solving & working with technology 11  
    • THE VALUE OF VALUES FOR EMPLOYEES Person-Job Fit –  Valuing things core to the role Person-Supervisor Fit –  Sharing similar values with your immediate boss Person-Group Fit –  Sharing similar values with your team Person-Organization Fit –  Possessing values that are shared by the organization as a whole 12  
    • THE VALUE OF VALUES FOR EMPLOYEES Values-based fit affects/predicts: –  Job Attitudes –  Attrition –  Job Performance Career Guidance –  Understand interests –  Use data for career decisions 13  
    • AIRLINE FLIGHT ATTENDANTS •  Looking to Improve Customer Service •  Fit with Job/Organizational Culture Important •  Validity Generalization Research •  MVPI Altruism Scale •  Customer Service Metrics Subsequently Improved 14  
    • POLL QUESTION   In  a  recent  study  of  execu3ves  who  failed  within  the  first  18   months  of  employment,  approximately  what  percent  failed   due  to  lack  of  cultural  fit?     a.  25%   b.  50%   c.  75%   15  
    • THE VALUE OF VALUES FOR LEADERS •  Leaders establish the culture (Schein) •  New leaders do not always mesh with extant cultures •  Projection of values onto others –  “If I value Recognition, then you must too.” •  Leaders’ values determine the environment they create •  Long-term behavior is best predicted by its alignment with individual’s held values 16  
    • THE VALUE OF VALUES FOR LEADERS 17  
    • THE VALUE OF VALUES FOR TEAMS•  Understanding similarities and differences –  Implications for individual/team performance•  Identifying cliques•  Anchors: not too many, not too few –  “Dry Rot” and Groupthink –  Lack of unity and direction –  NZ research on senior management team 18  
    • THE VALUE OF VALUES FOR ORGANIZATIONS The people make the place –  Schneider’s Attraction-Selection-Attrition (ASA) Model •  Positive and negative effects Culture is created and embodied by people and what they collectively value. Defining organizational culture –  Actual values versus “Poster Values” –  Implementing selection/development programs around desired culture 19  
    • POLL QUESTION   Which of the following hypothetical mergers would have a greater likelihood of success? •    IBM  &  Google   •    Whole  Foods  &  Trader  Joe’s   •                     Wal-­‐Mart  &  Target   20  
    • THE VALUE OF VALUES FOR ORGANIZATIONS Mergers and Acquisitions –  Congruence vs. disparity / / /
    • SUMMARY Values impact companies at every level of analysis from the lone individual contributor to the organization as an entity. Assessing values should be an integral part of selection and development programs. –  Hire the right people. –  Develop the people and teams you have. –  Understand the culture a leader will create. –  Implement more successful organizational culture initiatives. 22  
    • Thank Youinfo@hoganassessments.com +1-918-749-0632 1-800-756-0632 www.hoganassessments.com
    • Join Our Next TM Webinar Thursday, June 16, 2011Strategies to Improve Employee Retention in a Diverse Workforce TM Webinars start at 2 p.m. Eastern / 11 a.m. Pacific Register for upcoming TM Webinars at www.talentmgt.com/events Join the Talent Management magazine Network http://network.talentmgt.com/ #TMwebinar