What are the dimensions in the Work Values test
At Josie, we use the Work Values framework to help predict important employee characteristics such as organizational commitment, team satisfaction, and performance. The algorithm does this by distinguishing between the cultural values of the employer and those of the employee. To complete the test, you assign 100 points across 8 topics in 4 domains: People & Workplace; Company Reputation; Role Characteristics; Compensation & Benefits.
People and Workplace
People & Workplace is about how people show who they are and how they want to be treated and covers all that addresses personal expression and the extent to which you favor diversity, equality, and performance recognition. By distributing points of importance across these topics, the you make a trade-off between wanting an environment in which diversity is at the forefront, people are solely judged on merit or anything in between these two extremes.
| Dimension | Description |
|---|---|
| Creative/Energetic | People who care about a creative and high-energy work environment may prefer environments where they can explore many possible solutions and get excited about new and different ideas or approaches to problems. |
| Friendly Environment | People who care about a friendly work environment often favour organizational cultures where employees treat each other amicably and with care. It can be beneficial to find an environment facilitating interpersonal relationships and informal gatherings. |
| Diversity/Inclusion | People who care about working with people from different walks of life are more likely to enjoy environments where they can collaborate with many people from different walks of life with very different backgrounds. |
| Personal Interests | People who care about allowance to pursue personal hobbies/projects tend to enjoy being able to focus on personal goals and (side)-activities and like working for organisation that help them there.It may be beneficial to look for organizations that have space for these activities build in. |
| Self-improvement | People who care about support for self-improvement typically see the development of themselves and their abilities as one of their major motivators. It may help you to look for a place where there are structured training or development programs. |
| Meritocracy (Performance recognition) | People who care about performance recognition are likely to prefer working for organisations that make a big deal out of output- and performance-related metrics. It can be good to look for organizations with metric-driven appraisals. |
| Respect Employees | People who care about respect for all employees seem to prefer organizations that focus on treating employees as assets and care about their welfare. It isn't recommended to work in a highly competitive environment where you appear as little more than a 'number'. |
| Communicative Environment | People who care about a communicative environment seem to enjoy organizations where they get a lot of interaction with people. It's advised to look for organizations that build in informal structures and social gatherings. |
Company reputation
The domain is about employer reputation and image, and aims to differentiate between a deontological corporate philosophy, in which moral judgment takes precedence over prestige, and a consequential philosophy, in which the end justifies the means. In short, the relative importance of ethical decision-making is tested against that of corporate performance, meaning whether it's more important to do what's right or to be successful.
| Dimension | Description |
|---|---|
| Attractive Product | People who care about attractive products and services tend to enjoy working for organisations with products, methods, or solutions to problems that are captivating or interesting in one way or another. |
| Green/Sustainable | People who care about sustainability are more likely to enjoy environments where substantial effort is made to reduce carbon footprints and increase societal impact. It is important to stay away from environments with a track record of undelivered promises or a reputation of pollution and non-inclusive labor with poor conditions. |
| Ethical Standards | People who care about having high moral standards have the tendency to prefer working for organisations with high regards for honest, fair, and strong moral values. It may be helpful to look deep into the entire supply chain of a business to see if you can stand behind all the practices. |
| Fast-growing | People who care about being in a fast-growing company are likely to enjoy companies that are expanding with a lot of new people and activities coming in. Looking for startups and scaleups in the prime of their growth might provide you with the best options. |
| Inspiring Leaders | People who care about inspiring leadership tend to prefer visionary leadership with a strong emphasis on the big picture and a roadmap they can buy into. Less mature organizations usually have these features. |
| Inspiring Purpose | People who care about having an inspiring purpose tend to prefer companies who are doing something really impressive and are solving problems they can relate to. |
| Market Success | People who care about market success are more likely to enjoy companies that are competing fiercely with other players and have a dominant position in that market. |
| Being Disruptive | People who care about being disruptive are more likely to enjoy products and services that are completely different and new ways of doing something. Only few products and services are genuinely and fully disruptive and it's hard to find jobs in those fields. |
Role Characteristics
Role characteristics is about what kind of job you like best and in what working position you feel most comfortable. Points are distributed amongst different topics including teamwork, flexible work environment, personal challenge, and secure employment.
| Dimension | Description |
|---|---|
| Challenging Work | People who care about challenging work seemingly enjoy solving hard and difficult problems with a steep learning curve. Being the smartest person in the room should be avoided. |
| Flexible Conditions | People who care about flexible working conditions tend to prefer being in a state of general control but this is especially true when we talk about owning your time and your schedule. Try different environments to find the right balance between freedom and rigidity. |
| Performance Focus | People who care about high performance focus often enjoy being in environments where one of the most important things is output and outcome. Look for businesses that have strong KPI's, a focus on measurable goals, and a competitive culture. |
| International Exposure | People who care about opportunities for international travel/relocation are more likely to enjoy environments influenced by all walks of life. Look for truly global companies where teams are multicultural and clients aren't sorted by language. |
| Secure Employment | People who care about secure employment may lean towards stability and certainty and typically prefer to have predictable careers. Reducing risk by working with established organizations and long-term contracts would be recommended. |
| Team-based Work | People who care about team-oriented work are more likely to enjoy working on solutions in a group and like to be part of a whole rather than an individualist. It would be recommended to look for organizations that celebrates team performance and overall outcomes. |
| Assignment Variety | People who care about variety of assignments tend to get bored by repetition and prefer working on many different tasks and products. It would be recommended to look for organisations and roles that cover a range of products or a high-diversity of clients or responsibilities. |
| Research Work | People who care about research-driven work often enjoy the process of investigation and deep analysis. They like to get into the content and soak up all information related to a topic before they can start working on it. It is recommended to work on complex and difficult problems. |
Compensation & Benefits
Compensation & Benefits is about how you want to get paid, like getting money or other things like education and career help. Compensation can be monetary for instance; a high base salary, the promise of high future earnings, or compensation for overtime. However, someone might favor opportunity over monetary rewards and therefore choose to attribute more points to the sponsorship of education, rapid promotion, or good references for a future career.
| Dimension | Description |
|---|---|
| Work-life Balance | People who care about high work-life balance often take preference to their life outside of work and prefer to keep a separation between their time working for the organisation and their time outside of it. Most organizations respect work-life balance but having a high career-growth pace will become more difficult. |
| High Salary | People who care about competitive base salary are more likely to be motivated by a high basic income and a high compensation. These people are likely to swap seemingly similar jobs and employees for (short term) salary increases. Be aware that to truly reach high standards significant investments into the future need to be made. |
| Future Reference | People who care about good reference for future career can see their current organization as a step into the right direction. They like to see themselves grow in their position and role to further shape their professional background. |
| Future Earnings | People who care about high future earnings have the tendency to work for the future of an organization and therefore for the future of themselves. They trust that their work today shall benefit them financially in the future. |
| Leadership opportunities | People who care about leadership opportunities typically like to organize things and provide oversight. It is recommend to find a role that helps you grow into (team) leadership and to have ownership and control over a group of people or products. |
| Overtime Pay | People who care about overtime pay/compensation are more likely to succeed in organisations that have (clearly) defined schedules and where extra work isn't expected of them or compensated extra. |
| Good Incentives | People who care about high commission/incentives typically prefer working for organisations that have great employee packages such as food, transport, or housing. It is recommended to look into programs that help employees cover their basic needs. |
| Rapid Promotion | People who care about rapid promotion typically like to amass responsibility fast so that they can move up in the hierarchy. Look for organizations with more hierarch and opportunities to outshine your competitors. |