Value Systems Testing & Cultural Research
Cultural fit is the third pillar of jobEQ's testing suite, and we measure it with the VSQ. The test was built on the foundation of human values and culture research.
Essentially, the VSQ measures three things:
- Value Systems:
8 patterns of value systems that help determine what decisions you make
(see Clare W. Graves, Beck & Cowan)
- Value Hierarchy:
A ranking of the most important values for an individual
(inspired by Nietzsche)
- Social Pattern Variables:
10 patterns orignialy proposed by Talcott Parsons and often used in cultural and social research
(e.g. Trompenaars, Hampden-Turner, Hofstede, ...)
The Value Systems Questionnaire is a new product, and for now it is free for our iWAM and COMET customers. You can try out a beta-release in the Public Profiling System. We are in contact with several specialists for peer-reviewing this questionnaire. As soon as the peer-review is complete, the questionnaire will be officially released.
This page presents an explanation of the 8 patterns of value systems and the 10 social pattern variables that the VSQ measures. As with all jobEQ tools, each variable is measured separately (instead of a "one or the other" dichotomy), so the VSQ gives you the most information about an individual. Here are the variables:
Graves' Value Systems
According to the book “Spiral Dynamics”, by Clare Graves’ students Don Beck & Christopher Cowan (1996), we can witness the following value systems in different contexts. The examples here often indicate the extreme examples, and the reality is usually more moderate.
- Survival (Beige) - At this first level we are focused on the bare necessities to survive. Finding food and shelter come to mind. There is little attention for other people. There is only room for the basic emotions of anger, fear, disgust sadness and gratification. While this level is present in all of us, people generally operate at a higher level.
- Safety (Purple) - This level is more concerned with finding a safe mode of living in a world which is seen as unpredictable and unsafe. When this values system prevails, people form more closed groups within their own culture and preserving traditions is seen as important.
- Power (Red) - This level is about expressing oneself. It is typified by the warrior who values power and glory and is on a quest of heroic status. Survival of the fittest is the common theme.
- Obedience (Blue) - This is about discipline and law, searching for a world order, an everlasting peace. However, there is a catch: its style of thinking is absolutist: there is only one truth and peace can only seem to be obtained by making sure everyone adheres to that truth. In these cultures there is a strict hierarchy where one is obedient to those higher up.
- Success (Orange) - This is about the Scientific-Materialistic value system which focuses on the material fulfillment here and now. This level is also very much about competition. This often translates into business spirit and scientific challenges. The challenge is seen as “making it this life,” reaching status, and keeping up with the Joneses. Instead of discipline and law, it’s money that really rules the world.
- Friends (Green) - This is about a pluralistic, egalitarian, relativistic and subjectivist world view. The person becomes socio-centric, searching for a personal fulfillment, coming to peace with their own inner self and being accepted by others. Progress and profit can be dangerous if not well-managed. Harmony, equality and social acceptance are key values, as is self-realization.
- Function (Yellow) - This is about systems thinking. One searches for integrated living, trying to find a balance between one’s own needs and the needs of others. The person thinks in terms of competence, they see authority as contextual, based on expertise. The world becomes an information-based society, where individual competence, as well as flexibility to adapt to circumstances, determine your quality of life. You are open to learning at any time and from any source. Freedom and autonomy are important, regulations and structures limit one's choices. Creating abundance and reaching win-win partnerships are the new way of life.
- Global Village (Turquoise) - This is about achieving ‘Cross-Paradigmic,’ differential and holistic thinking, which integrates and transcends paradigms. The focus is on the living system, where everything is linked to everything else. New knowledge helps to understand the patterns underlying the chaos, the dynamics linking the parts to the larger whole.
Social Pattern Variables
- Universalism - A person with a high score accepts rules as absolute, and prefers to follow rules. This person likes to work in a formal way, such as using contracts. This person tries to be consistent, and treat everyone the same way.
- Particularism - A person with a high score claims the right to judge for oneself whether or not a rule applies to a situation. This person prefers informal networks and relationships instead of formal rules. He or she accepts several perceptions of reality.
- Specific boundaries - A person with a high score sets a clear, objective boundary between work and life outside of work. This person may act of think very differently from context to context.
- Diffuse boundaries - A person with a high score tends to have flexible or no boundaries between contexts. What happens in one context will be seen as interfering with other contexts as well.
- Left Brain - This pattern is associated with logical thinking, words, reasoning, and a linear style.
- Right Brain - This pattern is associated with creative thinking, rhythm, pattern recognition, and images.
- Match and
- Mismatch - These variables illustrate people's discussion styles, and how comfortable people are with conflict during discussion. They describe to what degree one matches (looks for patterns, forms correlations) or one mismatches (looks for exceptions and counterexamples). A matcher will try to avoid conflict, while a mismatcher will feel at ease during conflict, and may consider it a normal phase in decision making.
- Efficiency - This pattern relates to meetings and discussions at work. A high score indicates someone who prefers short meetings or no meetings at all.
- Flexibility - A person with a high score is always looking for multiple answers, or way to combine options, such as the other social patterns.
Main author: The Value Systems Questionnaire was developed by Patrick Merlevede, jobEQ's lead researcher and author of "7 Steps to Emotional Intelligence" and "Mastering Mentoring & Coaching with Emotional Intelligence". He holds a master degree in cognitive sciences and was certified in Spiral Dynamics by Don Beck (SD Level II certification).