The Hogan Motives, Values Preferences Inventory (MVPI) reveals a person’s intrinsic values that motivate choices, as well as interests. This makes the MVPI an invaluable approach for establishing the kind of team, department and environmental culture in which the employee will perform best. This benefits the person in ensuring they are selecting the right culture in which to work, and it benefits organisations by helping them to be certain that a new hire's values are consistent with those of the organisation. It also enables both person and organisation to predict occupational success and career satisfaction.
The MVPI is developed from 80 years of academic research on motivation. It has 10 scales to assess motives based upon a thorough business-based system of values. Values, preferences, and interests are all motivational aspects: values are the most broad and abstract motive, and interests are the most narrow and specific kind of motive.
The MVPI 10 scales identify what people want, rather than how they typically behave, and are assessed across the following:
1. Recognition - responsive to attention, approval, and praise
2. Power - desire for success, accomplishment, status and control
3. Hedonism - orientation for fun, pleasure, and enjoyment
4. Altruistic - desire to help others and contribute to society
5. Affiliation - desire for and enjoyment of social interaction
6. Tradition - dedication, strong personal beliefs, and obligation
7. Security - need for predictability, structure, and order
8. Commerce - interest in money, profits, investment, and business opportunities
9. Aesthetics - need for self-expression, concern over look, feel, and design of work products
10. Science - quest for knowledge, research, technology, and data
The MVPI has numerous applications. It can be utilised for the:
• Individual – the MVPI identifies motives and values preferences that are most significant for an individual. This assists the individual with their career planning, as well as assisting their understanding as to how they may best interact with their team and organisational culture.
• Team – the MVPI establishes a team profile and demonstrates matching (and miss-matching) of values and precedence within a team. By using the MVPI for team profiling, the group can develop an enhanced appreciation and understanding of diversity of itself, as well as distinguishing possible internal sources of disagreement.
• Organisation - the MVPI is also important when applied within a senior management team. MVPI profiling can assist in resolving diverse personal agendas, and creating agreement on the values and culture the organisation should have.
Measures of motives, values, and interests through the MVPI are different from personality measures. Personality measures (such as MBTI, HPI or HDS psychometric tests) provide insight as to how an employee may behave given a particular situation. Motives, values and interests inventories instead provide an insight in to what a person feels the need to do.
Motives, values, and preferences are considered to be largely stable; they tend to change very little as a person grows older - what interests you now will have the same impact on you later.
The MVPI takes less than 20 minutes to complete. The outcomes of the MVPI are delivered via a report that provides a summary on each scale compared to the normative sample. It does not contain any interpretive data as it is considered a breach of professional ethics to dispense an MVPI assessment without person-to-person follow-up verification by a qualified practitioner.
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