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Value Analysis
Value Analysis is an absolutely fascinating process (at least for us). Consider that each person potentially has 92 specific values. These values are programmed in a hierarchy, and we move up and down that hierarchy depending upon stresses we may feel. When times become difficult, we tend to move back towards values of survival and protection. When everything is working great and we are without a lot of stress, we tend to be more outward looking and charitable.
These, of course, are gross overstatements. People don't move up and down the values hierarchy very far in either direction. There are core values that seem to be extremely stable and are specific to each individual.
It needs to be noted, however, that we do not react to one or two values. We react to a collection of values, and these values interact with one another. It is a very complex process. Human behavior is very complex. The CedarCreek Values Survey (CVS) allows us to gather the information to my that complex process more understandable.
One of the more exciting things to happen at CedarCreek in the last six years is the advent of the CVS Modeling system.
This is a an attempt to show the primary GOAL values, found in the CVS in a three dimensional perspective. When an individual takes the CVS Survey, we use a mapping process to get an image their values and the interrelationships between those values. We can then compare those against certain models. These models are only for comparison. They have been derived from information supplied to us by individuals taking the survey.
For example, a "typical manager" might look something like this.
The real value maps can be very complex, but allow us to do comparisons against other individuals in similar organizational roles as well as combining all the value maps into an overall organizational map and compare this against other similar organizations.
For more information about our modeling and "Organizational Types", see the CVS Version 5.0 presentation by clicking here.
