VALUES

Graves values Levels are content free, process oriented constructs that relate as effectively to cultures, subcultures, societies, and nations as they do to individuals. Individuals within a culture or nation can have an array of Levels manifesting. The Level through which an individual or a nation views the world is related to the central issues or problems being faced 
Graves' system consists of eight values Levels. It is important to understand that he identified these as modes of behavior, not types of people. Graves' point of view was that humans operate out of these different Levels as a response to the challenges and problems they face in their everyday life. Both individuals and systems evolve through these values Levels. Certain patterns emerge as the system of eight Levels is critically reviewed. Levels 1, 3, 5, and 7 are dominantly individual Levels. While in these Levels, people tend to be more concerned with their own needs, and less concerned with the needs of other individuals or groups. Graves referred to these as “expressive” Levels, in the sense that the individual actively pursued his own needs and impulses. Motivation is intrinsic rather than extrinsic. Levels 2, 4, 6, and 8 are group-oriented Levels. Individuals in these Levels tend to put the needs of others and the group ahead of their own personal needs. Motivation is more extrinsic; Graves referred to these as sacrificial Levels in the sense that the individual would sacrifice his own needs in the interest of others or the group. Each new Level makes a wider selection of choices available to the individual or society. Graves believed that most people span two or three Levels most of the time. Evolution through the Levels is not related to age, and there are individuals at every Level who will spend a lifetime wrestling with the challenges of that Level. Transition to the next higher Level only occurs when the person encounters situations which cannot be dealt with at their current values Level.
Graves recognized that a wide range of functionality existed at each Level. Within any Level, an individual or a society could progress to some version of Maslow's “self actualization.” Thus, Graves' point of view emerged that there were potentially a variety of ways to move toward self-actualization. Graves believed that individuals and societies grappled with different classes of problems at each Level. Each Level's values, beliefs, management structure, behavior patterns, and cognitive expressions were a reflection of the problems and solutions that people at that Level were working with. However each Level is in some way limited and produces it own set of new problems which cannot be solved at the same Level. When a new class of problems emerges, the individual or society must then evolve to the next Level in order to find a new set of solutions

At Informed Talent Decisions we use the Values Orientation (VO) developed by Dr. Prinsloo to assess individual or group values

This computerized questionnaire is based on the “Spiral Dynamics Theory” of Claire Graves, Don Beck and Christopher Cowan; the “Whirl” model of Mary may; “A Theory of Everything” by Ken Wilber; and comments on these models by a number of authors. The Value Orientation reflects individual’s worldviews; their assumptions about life; and how they establish priorities. Value systems represents “core intelligences” that guide behavior and impact on life choices by acting as a decision making framework. They also provide a structure for thinking and act as both organizing principles and models of adoption to the world.

What does the VO measure?

• The worldview adhered to
• Expect behaviors
• Prime motivators
• Emotional manifestations
• Implications for organizational setting preferred
• Leadership orientation

Advantages of using the VO

• A sound theoretical basis anchored in the work of leading theorists
• Applicability at both micro and macro Levels
• Validity and reliability
• Relatively non transparent item content and it is therefore not easily manipulated
• Quick and easy: web enabled administration and scoring as well as automated reporting
• Reflective of both strengths and weaknesses of all profile combinations
• Reflective of “normal” and potential stress related behavior of the individual
• Applicable in culturally diverse environments

Utility

• Auditing and changing organizational cultures
• Organizational restructuring
• People placement
• Personal and team development
• Executive coaching
• Leadership development
• Diversity management
• Clarification of otherwise hidden predispositions in terms of motivational drivers, worldviews and perceptions of individuals and groups