#Election2022: Do Your Values Influence How You Vote?
For those of us fascinated by politics, it is certainly shaping up to be an interesting month!
While not affiliated with the ABC in any way, we have been intrigued by their Vote Compass tool: an application built by data scientists to help you identify how your personal views or values align with the positions of various political parties. All included parties were consulted throughout the construction of the tool.
Almost a million people have completed the questionnaire so far, to learn how their values “fit in the political landscape”. Topics covered include tax, climate change and immigration.
What else can our values tell us?
Political insights aside, our core values can also tell us a lot about the professions or work environments we are likely to thrive in. Values can influence our behaviour in ways we might be unaware of: for instance, they are associated with our current lifestyles, beliefs, people we like spending time with, and aversions (attitudes or behaviours that we dislike, or that really drive us up the wall!).
Values-based assessments such as the Hogan Motives, Values, Preferences Inventory (MVPI) can:
Shed light on areas of compatibility (or disharmony) among team members, as ‘clashing’ values can lead to conflict
Help ensure that a new hire’s values are consistent with the organisation’s values
Assess whether a candidate is likely to be productive within a specific role or environment
Equip managers with insights on how to motivate specific employees to succeed
The MVPI examines core values and goals that determine what we desire and strive to attain in the workplace. Generally speaking: we prefer to work with people who share their values, dislike working with those who do not, and are happiest in work environments that are compatible with our values.
From a leadership perspective: values can also shape the kind of culture a leader is likely to create, as well as the kinds of behaviour they may encourage or discourage. A culture characterised by recognition is likely to celebrate staff achievements in a very prompt and public manner, whereas a culture dominated by power may be competitive and results-oriented. An altruistic culture is likely to prioritise staff wellbeing and development, and community initiatives, and a culture characterised by hedonism might espouse a “work hard, play hard” mantra.
What’s important to you at work? Is it having status and a sense of control, or receiving the acknowledgment and praise you deserve? Maybe it’s being able to have a laugh with your colleagues, or helping others and giving back to society? Financial security, or financial success? A combination of these? Perhaps some of these things are essential for you to feel happy at work, whereas others are just ‘nice to haves’ or even inconsequential?
To talk to us about values assessments, please get in touch here!