Career values (Match V)
What does this assessment measure?
When we think of our values, we think of what is important and ideal to us. Each of us holds numerous values with varying degrees of relative importance. Schwartz’ theory of basic human values identifies universally common, yet motivationally distinct types of values as well as the dynamic relations among them.
When can I use this assessment?
This assessment can be used for mobility, career development, and exploring person–environment fit.
Why use this assessment?
Values are crucial for explaining the choices we make and how we organize ourselves socially and personally. Thus, they form the motivational bases of attitudes and behavior. Research suggests that values and their structure are universal because they are structured in similar ways across different culturally diverse groups. However, individuals and groups differ substantially in the relative importance they attribute to the values. That is, individuals and groups have different value “priorities” or “hierarchies”.
How does it work?
Completing the questionnaire only takes 10-15 minutes and provides rich insight into the respondent’s individual values functioning as an internal compass guiding their motivation, attitudes, and behaviors as well as their preferences for and contributions to an organizational structure and culture.
The model behind Match-V
Match-V is a contextualized, psychometric assessment measuring values inspired by Schwartz’ theory of basic human values. Match-V includes 9 distinct, yet internally related values relevant to organizational characteristics, purpose, and culture.
The model is structured around a pattern of relations of conflict and congruence among values arranged in two conflicting dimensions and four congruent domains. Values opposing each other in the model includes conflicting beliefs, whereas values located in a single domain share the same broad motivational goal. Of course, people can and do pursue competing values, but not in a single act. They do so through different acts, in different situations. Some values may conflict with one another (e.g., Connection and Status) whereas others are more compatible (e.g., Conformity and Security). You can read more about this in the manual.
The 9 values in Match-V
Below the 9 values in Match-V are described.
1. Status
The Status scale describes the extent to which individuals are striving for classical career goals, leading positions and being in charge, as opposed to valuing consensus and building equitable relationships.
2. Achievement
The Achievement scale describes the extent to which individuals are striving for achieving ambitious goals, gaining mastery, and becoming an expert, as opposed to being satisfied, laid-back, and more interested in other pursuits.
3. Pleasure
The Pleasure scale describes the extent to which individuals are striving for enjoyment, fun, and
playfulness, as opposed to being restrained, formal, and solely task-oriented.
4. Change
The Change scale describes the extent to which individuals are striving for and seeking out change, novelty, and variety, as opposed to tradition, continuity, and familiarity.
5. Curiosity
The Curiosity scale describes the extent to which individuals are striving for acquiring deep knowledge, understanding the world and continuously learning new things, as opposed to being practical about their own efforts and priorities, and focusing on what is truly necessary.
6. Idealism
The Idealism scale describes the extent to which individuals are striving to live closely to their own moral principles, displaying altruism, and holding themselves and others to high social standards. This is opposed to insisting on accepting the harsh realities of the world, being realistic as to what is morally and ethically practical, and doing what is expedient.
7. Connection
The Connection scale describes the extent to which individuals are striving to help others and work closely with other people, assigning great importance to the well-being of their colleagues, as opposed to being independent, self-reliant, and valuing clear and separate responsibilities.
8. Conformity
The Conformity scale describes the extent to which individuals are striving to comply to shared
standards, building a fair work environment and ensuring alignment by managing processes and rules, as opposed to believing in individual freedom and influence as the foundation for business excellence, accepting misalignment or even chaos.
9. Security
The Security scale describes the extent to which individuals are striving to limit uncertainty, risk, and rash decisions, promoting quality assurance, as opposed to valuing bravery, efficiency, and the courage to take risks.
Languages of Match-V assessment
- Danish
- Dutch
- English (UK)
- French
- German
- Norwegian
- Swedish