The Motives, Values, Preferences Inventory (MVPI) describes personality from the inside – the core goals, values, drivers, and interests that determine what we desire and strive to attain. By assessing values, you can understand what motivates candidates to succeed, and in what type of position, job, and environment they will be the most productive.
15- to 20-minute completion time
Available in more than 40 languages
Evaluates the fit between values culture
Predicts success and job satisfaction
More than one million participants assessed
Validated for use in more than 400 research studies
No invasive or intrusive items
No adverse impact
The MVPI consists of 10 primary scales, which are further divided into five subscales or item themes. The MVPI item themes provide additional interpretive power by categorizing individuals’ responses to the questions that compose each MVPI scale.
Prefer to share credit
Avoid calling attention to themselves
Value public acknowledgment
Prefer high-visibility projects
Prefer to let other people lead
Avoid confrontation and competition
Value leadership positions
Prefer opportunities to get ahead
Value business-like and professional settings
Prefer serious and formal work environments
Value colorful and entertaining environments
Prefer fun and open-minded settings
Place more value on their own work
Prefer productivity over morale
Value helping other people
Prefer customer-focused environments
Prefer working alone or in isolation
Prefer working with others or on teams
Value social interaction
Prefer flexibility and autonomy
Value challenging established procedures
Prefer the status quo
Avoid people that do not share beliefs
Value risk taking and experimentation
Prefer adventurous settings
Prefer consistency and predictability
Avoid taking unnecessary risks
Value relationships over profitability
Less concerned about financial issues
Prefer environments that focus on bottom line
Value activities related to financial matters
Value practicality over appearance
Prefer routines and repetition
Value innovation and creativity
Prefer individual style and appearance
Prefer people over technology
Value intuition and experience
Value analysis and problem solving
Prefer working with data and objective facts
Used for high-volume employee selection with a hiring recommendation.
Report Training Recommended
Hogan Fit is used for high-volume employee selection. It provides a hiring recommendation and a graphical display of scale and cut-score performance, and can be easily customized to include hiring recommendations for multiple positions.
Helps new leaders and first-time managers understand how their personality characteristics may influence their leadership effectiveness.
Report Training Required
Leadership is complex and multi-dimensional. Regardless of your current or aspirational role, you are constantly making leadership impressions on those around you. For first-time leaders or managers, understanding how their personality characteristics define their leadership style can be difficult and hinder their ability to lead. Hogan’s Leader Focus Report simplifies and provides insight into six leadership dimensions that influence leadership style and effectiveness: Thought Leader, Process Leader, Results Leader, Social Leader, Data Leader, and People Leader.
Snapshot of interpersonal performance, organizational fit, and a primer for performance improvement and shifts in behavior.
Hogan Summary is a self-guided interpretation of individual strengths, values, and challenges. The Summary Report is a snapshot of interpersonal performance, organizational fit, and a primer for performance improvement and shifts in behavior.
Intended to help the emergent leader become more effective and the effective leader be more emergent, resulting in maximized leadership potential.
High Potential Certification Required
Hogan High Potential Talent Solution is development focused to equip an organization’s high-potential talent population to become the next leaders. Potential for what? Potential to build and lead teams that can consistently outperform the competition. Some people who appear to have leadership potential are often not effective leaders; conversely, many effective employees are overlooked for promotion because they do not self-promote enough to get noticed. The Hogan High Potential Model measures the three dimensions of leadership potential, highlighting individual strengths and ranked areas of actionable development. The intent is to prioritize areas where focus and attention should be targeted, resulting in maximized leadership potential.
Designed for use by a coach or user with expertise to interpret based on numbers alone.
Hogan Flash graphically displays Hogan Personality Inventory, Hogan Development Survey, and Motives, Values, Preferences Inventory scale scores and provides raw data for HPI, HDS, and MVPI subscales. No interpretation information is provided. The report is designed for use by a coach or user with expertise to interpret based on numbers alone.
Provides leaders with an understanding of their strengths, challenges, and underlying motivators. Requires feedback from a certified coach/user.
The Hogan Leadership Forecast Series includes four development-focused reports. Based on Hogan’s trademark assessments, the Hogan Personality Inventory, Hogan Development Survey, and Motives, Values, Preferences Inventory, each report offers information regarding the characteristics, competencies, and values that underlie how a leader approaches work, leadership, and interaction with others in the workplace.
Designed to help team members gain an understanding of team strengths, weaknesses, and culture.
Team Report Certification Required
Hogan Team is designed to help team members gain a holistic, personality-based understanding of team strengths, weaknesses, and culture, and to understand how members’ personalities and motivators may support or hinder team effectiveness in light of the team’s character, business, context, and goals. The report draws on personality assessment to help teams identify and understand three internal dynamics: strengths and weaknesses, potential fracture lines, and culture and shared values.
Explores a mid-level manager’s strengths, performance risks, and values, and can be used as a feedback tool for selection or development.
The Insight Series provides organizations with scientifically validated information about an individual’s strengths, performance risks, and core values. Used as a feedback tool for selection or development, the easy-to-understand report series gives emerging and mid-level managers the self-awareness needed to perform effectively.
Custom solution that describes job fit and provides a hiring recommendation, interview guide, and method for making a hiring decision.
Report Training Recommended
Hogan Basis describes a candidate’s fit to the job and organization. The report provides a hiring recommendation, behavioral interview guide, and systematic method for making a hiring decision using a combination of the assessment and interview results.
Explores the core values and goals that drive a leader’s behavior, aspirations, and expectations about life.
Hogan Values explores the core values and goals that ultimately drive a leader’s behavior, aspirations, and expectations about life. What people value determines how they will lead; this determines the kind of environment a leader will create and the sort of organizational culture in which the person will do the best work.
Identifies core values, compares them with various occupations and cultures, and describes the type of environment in which they will be comfortable working.
Hogan Compass identifies employees’ core values, compares them with various occupations and cultures, and describes the type of environment in which they will be comfortable working and living. The report is designed to provide guidance the career planning process.