The Inside

Motives, Values, Preferences Inventory

The Motives, Values, Preferences Inventory (MVPI) is an assessment that reveals a person’s core values, goals and interests. Results indicate which type of position, job and environment will be most engaging and satisfying for the employee.

Organisations can use this information to ensure that a new hire’s values are consistent with the existing or target culture. The MVPI can also help diagnose areas of compatibility and conflict among team members. Core values are part of a person’s identity. Consequently, they are a person’s key drivers - they are what a person desires and strives to attain.

Whether you are implementing an organisational assessment process or enhancing your executives’ development, the MVPI reports can help you identify the fundamental factors that distinguish personalities and determine career success.

Uses

Compatibility with organisational culture.
Employee motivation factors.
Career motivation.
Leadership environment one might create.

Key Features

Describes the work environments created by leaders.
Evaluates the fit between a person’s values and an organisation’s culture to predict both occupational success and job satisfaction.
No invasive questions, no adverse impact, validated in over 100 organisations on working adults.
Multiple language on-line test items and instant report output with 24hr availability.

Key Benefits

Research says people often leave because of “the boss” - not the job. This provides insights around what direct reports might experience working for their boss.
A mismatch of fit to an organisation’s culture is a key reason for Talent Turnover. If job tasks align with motivational drivers and prevailing culture, people are more likely to stay.
A trusted and reliable tool, known for scientific rigour.
Flexible implementation across international boundaries with various report options.

MVPI Scales

The MVPI contains 10 primary scales. Each scale contains 5 subscales concerning Lifestyle, Beliefs, Occupational Preferences, Aversions and Prefered Associates. Data is presented in terms of percentiles, where scores indicate the proportion of the population who will score at or below the participant.

Scale Name	Low Scores tend to	High Scores tend to
Recognition	be indifferent to praise and feedback like to be left alone to work	appreciate feedback and want to be noticed
Power	not care about being successful not want to make a difference	want to be successful want to make a difference
Hedonism	be serious and business-like always be working	seek pleasure and fun want to enjoy work
Altruistic	believe in self-reliance think people should help themselves	want to help the less fortunate want to improve society
Affiliation	prefer to work alone enjoy their own company	need social interaction want to be included
Tradition	want to change the status quo value innovation and progress	respect hierarchy and authority value the lessons of the past
Security	take chances embrace risk	need structure and predictability avoid risk
Commerce	be unconcerned about money value self-development	want to make money value materialistic outcomes
Aesthetics	value substance over style care about functionality	be interested in creative self-expression be concerned about the look and feel of work products
Science	make quick decisions based on experience trust intuition over data	prefer rational, data-based decisions challenge authority

MVPI Assessment