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  • Hello and welcome to another installment of our educational video series on personality

  • testing in the workplace. In this video, we are going to talk about the Career Values

  • Test, a questionnaire for examining why we work and what motivates us. My name is Richard

  • Still, and I am the chief systems developer for Online Talent Manager, a psychometric

  • test developer based in the Netherlands.

  • The Octogram test is looking at HOW you work, the Career Values test is identifying WHY

  • you work.

  • The quick answer, the obvious answer, is that people work for money. We work to get paid

  • to buy the stuff we need and want. At a very basic level, that answer is correct. But it

  • is wrong to say that we work ONLY for money.

  • Let's perform a little thought experiment. Let's say that you are offered two jobs.

  • You are qualified for, and able to do both of these jobs, and both of these jobs are

  • going to pay double what you are currently making.

  • Job one is ummm a trainer in group dynamics. The other job is a manager in a call center

  • for the Red Cross. As a trainer, you would work closely with

  • people in a supportive atmosphere, you are an expert in your field, you have a lot of

  • autonomy and freedom to set your own schedule, and you need to be creative to communicate

  • your ideas to an audience.

  • As a manager in a call center for the Red Cross, you are in a direct management position

  • for a large group of people, you have lots of job security, and your work is benefiting

  • a good cause.

  • Now, if you look at both of these positions, One of these jobs is more appealing to you,

  • and since they both pay the same, that difference has nothing to do with money. So, money isn't

  • the only reason we work and in some cases it isn't even the most important reason. Peter

  • Warr describes this in something he calls the Vitamin Model.

  • There are lots of things you get out of work and like a vitamin, not getting enough of

  • these things is bad, getting too much either doesn't make a difference or it can become

  • a negative, and getting enough is just right. Maybe a better name for this would be the

  • Goldilocks Model.

  • Anyway, every person has different things they are looking for their career to provide.

  • Understanding these needs is essential for long term job satisfaction, engagement, and

  • happiness in your career.

  • So, let's see if there is a structure for these 'things' I keep talking about.

  • In the 1970's, MIT professor Edgar Schein looked into this question. His research identified

  • something he called Career Anchors.

  • Career Anchors were a list of the basic values, motives, and needs of working people. Later

  • research by him and others expanded that list in the 1980's. Online Talent Manager picked

  • up this research in 2003 by first changing the name of the list.

  • And then expanding the list for a 10 year research project. We tested over 20,000 candidates

  • and followed selected groups to find out just which values were the most significant and

  • testable values for employee success and engagement.

  • So, you can use these results for career coaching, recruitment matching, and directly helping

  • managers understand how to motivate their employees. For each value, it's important

  • for a manager to understand just exactly where that Goldilocks zone is. For an individual,

  • having a clearly articulated list of what you need your career to give you will make

  • your career planning much, much easier.

  • So let's look at the results and explain what OTM's Career Values test is measuring.

  • The names of the values are shortened up, so let's unpack each one and explain what

  • it's talking about.

  • Autonomy is about having freedom. Autonomy means being given a goal and then left to

  • achieve that goal using your own methods. If this is important to you, being micromanaged

  • will be enormously annoying to you. If you have a low score on autonomy, you want clear

  • guidelines and lot's of managerial oversight.

  • Creativity is thinking about new things, exploring options, and coming up with novel ideas. If

  • this is important to you, you want to be involved in product development or design or have a

  • job that allows you to think new ideas. A low score means that the propect of being

  • handed a blank sheet of paper, a blank canvas and being told to 'think up something new'

  • is stressful.

  • Entrepreneurship [ "Entrepreneurship", "(sp?)" "Owning", "being

  • your own boss", Richard Branson, "Richard Branson" ]

  • is wanting to be your own boss. Starting and building a business and reaping the benefits.

  • Creating something that you own. Entrepreneurs can be inside an organization, like a franchisee,

  • or outside like Elon Musk or Richard Branson. A high score here means you want to break

  • the mold and set your own destiny.

  • Competition is going head to head with your opponents and coming out on top. If this is

  • a strong career value for you, you will enjoy work situations that encourage you to compete

  • directly with others. You want to be the best and you want everyone else to know it. If

  • this is a low score, you want to work in situations where competition is downplayed or nonexistent.

  • Management is about wanting to be the big cheese, the top dog, the grand poobah. Where

  • entrepreneurship is about ownership, this value is about being in charge of other people.

  • If this is high on your list of values, you want to be in a position where you call the

  • shots and tell others when to jump. If this is a low score for you, moving up the management

  • ladder is not going to be satisfying or energizing to you.

  • Security safety, stability, knowing that you will have a job tomorrow and the month and

  • year after that. Security is economic, having a stable job, but it's also about continuity,

  • knowing that things will not shift out from under you. If this is important to you, and

  • your job isn't stable, this will be an enormous source of stress for you. On the other hand,

  • if it's not important to you, a stable job might be a bit boring, but it won't stress

  • you out.

  • Specialization is being the expert that everyone comes to for help. Being seen as the person

  • with the most indepth knowledge on a subject. So, if you think this is important, you need

  • to look for work that not only requires a level of expertise, you want a position that

  • requires a lot of study and knowledge. Programmers, Surgeons, Lawyers, and Architects are all

  • positions that require a high degree of specialized knowledge, but also, physical skills that

  • require practice and repetition to master might be attractive to you.

  • Service doing things that are good for others, being socially responsible, or working for

  • a good cause. If you have a high score here, you need to be in a position that you see

  • as helping society and making the world a better place, so look for work that means

  • something.

  • Collegiality means working with other people in a friendly and supportive environment.

  • This isn't the opposite of the 'Competition' value, it's just clarifying who you are competing

  • against. If collegiality is important to you, look for positions that require a lot of contact

  • with coworkers that is friendly and non-confrontational. If this score is low, you want to look for

  • work that is more solitary or that does not require a lot of interaction with the team.

  • Lifestyle is also about lifestyle balance, where do you put your energy? Would you give

  • up on a career opportunity if it had a negative effect on your personal life? Employees with

  • high scores here place a lot of emphasis on their personal life over their professional

  • life. This trait bounces up and down throughout your career, based on your home situation

  • and age. Sometimes you want to spend your time at home with your family, sometimes you

  • want to spend your time at the office advancing your career. But in either case, understanding

  • where lifestyle balance is in your hierarchy of values will help you identify what positions

  • will fit your needs and which ones will interfere with what is really important to you.

  • The Career Values test gives you a reliable and accurate inventory of what you value,

  • what you want, and what you need from your career. Knowing where your employees rank

  • these values will let you know what they think is important, how to keep them happy by giving

  • them what they actually want, and not just throwing more vitamins at them.

  • For more information on this and other tests from Online Talent Manager, please visit our

  • web site and subscribe to this channel for more instructional videos on personality testing

  • in the workplace.

  • Thank you for listening.

Hello and welcome to another installment of our educational video series on personality

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Career Values - Why we work, what motivate us

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    Eating posted on 2014/12/11
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