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How Do We Measure Value And How Does It Relate To Job Performance?
By Axiometrics
WHAT ARE WE MEASURING?
The Hartman Value Profile, along with other value instruments, measures a person's capacity to think and make value judgments. Values include attitudes, beliefs, likes, and dislikes. Prior to Dr. Hartman, the only access we had to measure values was through observation of behaviour.
The behavioural method provides essential information about people but it has some limitations. For example, the behavioural models answer the question after the decision has been made. In other words, behavioural models describe either "that a person will likely do a certain action in a certain way" or "how the action was received by others". The question why a person made that decision can only be answered as "that is the way people like that do things".
Axiology, the science of value, allows us to measure values by measuring why an individual thinks and makes value judgments. We can understand the forces that come together to make a decision by measuring the thinking process that leads to the decision.
HOW DO WE MEASURE VALUE?
Dr. Hartman discovered the mathematical principles, which define the way we think and value. These principles form the core of axiology, the science of value. The Value Profiles represent one application of Dr. Hartman's discovery. Validity studies over the past 20 years confirm that we can reliably measure value.
The fact that we are measuring value with a science means that:
- You can count on the fact that what we measure is reliable. If the Instrument Results indicate that a person is in social and role transition, uncertain about what type of role or social situation will be best, then this measurement is accurate.
- We measure values with mathematics. Rather than describing how people differ in their ability to see and appreciate the worth of others, we can precisely measure how well one can see and appreciate others. This factor means that we can compare individuals to one another and look for patterns that might indicate success as well as difficulty in performance.
- You can rely on the measurements being objective. In other words, the Value Profile results are not affected by differences in age, race or sex. We conducted tests on representative samples from a data base of over 6500 individuals to confirm that Hartman Value Profiles and Hartman Mathematics is objective, and does not discriminate.
THE HARTMAN VALUE PROFILE (HVP) MEASURES VALUE TALENT
The Hartman Value Profile (HVP) is not an intelligence test, a psychological test or an aptitude test. Value talent is simply a measure of the ability to utilise intelligence, to access natural and learned skills and to control emotions. Any value analysis that is produced from the HVP describes the unique patterns that belong to an individual. These assessments capture both the unique structure of the way we think on a day-to-day basis as well as the way we change, grow and develop. A value profile analysis is a slice out of time, a cross-section of our life history showing where we are, how well we are using our talent, and the stresses and strains which we are experiencing.
HOW DOES MEASURING VALUE RELATE TO JOB PERFORMANCE?
Our instruments measure three factors of performance potential:
- The capacity to carry out certain specific tasks and functions defining a person's talent.
- The degree of risk of a person's problems, which result from imbalances and lack of clarity in their value capacities.
- The environment that offers the maximum opportunity for an individual to succeed.
These instruments can be used to measure an individual or a group, which then allows us to compare individuals to individuals or groups to groups. We do not claim that The Manager Interview Guide measures all relevant performance functions or that a good score on all of these functions will definitely mean that a person will always perform well. However, we can guarantee that:
WE MATHEMATICALLY, OBJECTIVELY, AND RELIABLY MEASURE THE FUNCTIONS AND CAPACITIES DEFINED IN THE MANAGER INTERVIEW GUIDE REPORTS
The Value Profile Instruments reliably measure value capacities. These value capacities are translated into performance functions and tasks. Because we do have scientific precision, the information can be used to build predictive models based on the actual, empirical patterns, which are indicative of success in each specific environment. The Value Instrument Reports can define patterns of people who do well, and those who have difficulty; to identify strengths of teams; blind spots and weaknesses. |
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