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The Mathematics of Value
(a preliminary work)
Phillip L. Davidson, Ph.D. Director
CedarCreek Values Research Center
San Ramon, CA 94583
Individual values are based in hereditary values, presented as IH. The individual also has some degree of cognitive choice (IC) as to when or whether a heredity value will be the operational. The working set of individual values is designated here as the individual’s operative values (IO).
Operative values are context sensitive because the individual can change cognitive reference points based on context (i.e. whether the individual is at work or at home, etc.) Operational values are also impacted by societal and cultural norms (SN and CN respectively). Societal and cultural norms probably interact at the cognitive level. Cognitive decisions about personal values versus social and cultural values become operational at the IO, which is the point of expression for personal behavior. It is not critical, however, where societal and cultural norms interact within the individual’s consciousness. The important consideration is that the individual has a multifaceted set of values that are impacted by heredity, consciousness, and pressures of social and cultural norms. The individual’s operational values can also shift in expression based upon the context for expression.
This relationship is shown in the following figure:
These values can be measured quantitatively. If all variables are identical (i.e. Ic, IH, SN, and CN), then the value of IO is equal to 1. Such a condition would indicate complete harmony between cultural, societal, and individual values.
The principal context for this work is on how individual values impact and are impacted by organizational values. Formula 1 must then take into consideration the values of the organizational key decision-makers as well as the values of defined sub-organizational groups in which the individual might find membership. The following diagram represents the individual in an organizational setting.
The organizational value fields shown in figure one demonstrate the complexity involved. Only two fields are presented to represent sub-organizational groups, but an individual could easily belong to more.
Note that societal norms and cultural norms feed into the construction and maintenance of the organizational value structure as well as providing a pattern of norms to the individual. The organization itself is directed by the values of the key decision-makers (KV), whose values impact the values of the sub-organizational groups and, to some extent, is impacted by the sub-organizational values. The resultant operational organizational values provide input to the individual and point N.
Point N is the area of focus. This point represents the nexus – the decision point – where genetic history, social and cultural norms, plus pressures from the organization and its sub-units provide the data from which an evaluative decision will be made and a behavior will result. This is where the action will take place.
Expressing this in terms of a formula:
Formula 2: N = IO/OO
Where N is the point of decision (nexus), IO represents the operational values of the individual, and OO represents the operational values of the organization. When N=1, the individual and the organization are in harmony and there should be no conflict.
There are three additional factors that must be considered. Where does a value sit on the values hierarchy (l ), what are the value preferences (p), and what is the strength by which a value is held (s )?
Each of these three variables have something to do with the strength with which a value is held. Its position on the values hierarchy has to do with the ability for a value to be extinguished. Theoretically, the more "socially evolved" a value may be, the easier it is to extinguish (Maslow).
Copyright 1998, CedarCreek Values Research Center
