Values (Match-V) prompt overview
The Values prompt creates a nuanced, motivationally focused narrative describing what energizes, engages, and gives meaning to a person at work. It is built on the nine value dimensions, each representing a continuum between two equally valid motivational poles (e.g., Humble ↔ Prestigious, Independent ↔ Collaborative).
What this prompt does
The Values prompt creates a nuanced, motivationally focused narrative describing what energizes, engages, and gives meaning to a person at work. It is built on the nine value dimensions, each representing a continuum between two equally valid motivational poles (e.g., Humble ↔ Prestigious, Independent ↔ Collaborative).
The output explains:
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where motivation naturally rises,
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where meaning is weaker or energy drops,
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how these motivations align with different team and organizational cultures, and
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how the person can maintain motivation over time.
The tone is neutral, developmental, and culturally aware — suitable for both recruitment and development contexts.
What you provide
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Locale (language/market) — the entire report is written directly in that language, with native consultant phrasing.
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Nine value scores (0–10) mapped to LOW / MODERATE / HIGH:
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Status, Achievement, Pleasure, Change, Curiosity, Idealism, Connection, Conformity, Security
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The narrative never shows numbers. It works only with LOW / MODERATE / HIGH motivational directions.
Interpretation logic used by the prompt
1. Values as motivational directions, not behaviors
Each scale describes what feels meaningful or energizing, not how the person behaves.
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High = that pole gives energy, purpose, or meaning.
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Low = the opposite pole is more meaningful — not a deficit.
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Moderate = context-dependent flexibility; motivation shifts with situation.
The report replaces behavioral wording (“acts collaboratively”) with motivational language (“feels most engaged when goals are shared”).
2. Relative motivation
Balanced or moderate profiles are described as adaptable, with subtle preferences rather than strong pushes or pulls.
3. Motivational focus in action
The narrative explains conditions that fuel or drain motivation (e.g., clarity, autonomy, fast pace, stability, social climate). Short examples illustrate what makes work feel meaningful.
4. Cultural & team fit (core logic)
Using the nine values, the prompt infers which cultural themes best support motivation:
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Openness / Freedom (innovation, exploration, pace)
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Self-enhancement / Performance (ambition, achievement, visibility)
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Conservation / Stability (structure, predictability, clarity)
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Self-transcendence / People-focus (purpose, fairness, collaboration)
It describes:
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where this person is likely to feel “at home,”
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where friction may occur,
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how they contribute to team climate,
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how they adapt in cultures misaligned with their motivational drivers.
5. Motivational balance & development
The report integrates how certain values reinforce or counterbalance one another (e.g., Driven + Autonomous → motivated by freedom to pursue goals; Joyful + Collaborative → energized by social, relational climates). It ends with 1–2 forward-looking development tips on sustaining motivation.
How the prompt writes (rules it follows)
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Entirely in the selected locale, using native, modern business-psychology language.
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No score talk, no ranges, no translations, no parentheticals.
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3-part structure: Summary (¼), Cultural & Team Fit (½), Development Tips (¼).
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2–4 short workplace examples per section.
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Gender-neutral (“this person / this candidate”).
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Approx. 350–400 words, flowing as a natural consultant narrative.