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Hogan Select reports predict job performance by identifying the work style behaviors most critical for successful performance in a particular job within an organization.
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Hogan Lead reports enable leaders to fully understand their performance capabilities, challenges and drivers to maximize management and leadership characteristics.
Hogan profile
Hogan Select reports predict job performance by identifying the work style behaviors most critical for successful performance in a particular job within an organization.
Hogan Develop reports shape and direct careers through the power of strategic self-awareness, which refers to the performance capabilities of strengths and potential limitations in relation to other people.
Hogan Lead reports enable leaders to fully understand their performance capabilities, challenges and drivers to maximize management and leadership characteristics.
Hogan profile
Christian Whamond Motives, values, Preferences, Inventory (MVPI) profile
Overview
Mr. Whamond's MVPI responses suggest that he may appreciate a practical and down-to-earth approach and is unlikely to be most comfortable in creative and artistic environments. He may have little interest in change and innovation for its own sake. New technology and a rational, logical approach to problem solving are likely to be especially interesting to him, and he seems to value objective analysis. He may show some interest in the problems of society and is probably sympathetic to the plight of the less fortunate. He is unlikely to choose to devote his life to public service, however.
Typically, people with MVPI profiles similar to Mr. Whamond are likely to value status and achievement and may admire those in positions of authority. They are probably motivated by aspirations of leadership and personal success. Business activities, money, and financial gain certainly appear to be a potent motivating force for him. He seems to enjoy being recognized for his achievements, but is nevertheless likely to share the credit with others. Security appears to be of no particular concern to him. He is apparently not afraid to take risks and would probably not enjoy being in an environment characterized by certainty, predictability, and stability.
As a Manager
As a manager, Mr. Whamond may value a more routine and structured work style. However, in some people, these are qualities which are associated with being resistant to change and innovation. He is likely to promote an independent approach to work and may not place a high value on socializing with colleagues. As a manager, he is unlikely to see the importance of frequent personal approbation as a way of motivating his staff, although he may believe in visibly praising exceptional performance.
Because Mr. Whamond appears not to give job security a high priority, he may not be particularly worried about taking chances at work. He may expect staff to be motivated by variety and novelty. Mr. Whamond's responses suggest that he is likely to value a financially oriented working atmosphere, and believes that profit making capabilities are especially important in his staff. He is unlikely to be overly concerned with the personal problems of his colleagues, but he may recognize the importance of developing staff morale. His responses also suggest that he will not place a high value on traditional methods and techniques, and will probably be open-minded about the lifestyles of his staff.
As a manager, he is likely to encourage research into the latest technological advances and would probably be concerned with implementing systematic and logical strategies for decision making. He may value a serious and purposeful approach in the workplace, and is unlikely to be impressed by staff who place an inappropriate priority on personal enjoyment. It seems that he enjoys being in a position of authority and control, and is likely to motivate staff by setting challenges and promoting competitiveness.
Mr. Whamond's MVPI responses suggest that he may appreciate a practical and down-to-earth approach and is unlikely to be most comfortable in creative and artistic environments. He may have little interest in change and innovation for its own sake. New technology and a rational, logical approach to problem solving are likely to be especially interesting to him, and he seems to value objective analysis. He may show some interest in the problems of society and is probably sympathetic to the plight of the less fortunate. He is unlikely to choose to devote his life to public service, however.
Typically, people with MVPI profiles similar to Mr. Whamond are likely to value status and achievement and may admire those in positions of authority. They are probably motivated by aspirations of leadership and personal success. Business activities, money, and financial gain certainly appear to be a potent motivating force for him. He seems to enjoy being recognized for his achievements, but is nevertheless likely to share the credit with others. Security appears to be of no particular concern to him. He is apparently not afraid to take risks and would probably not enjoy being in an environment characterized by certainty, predictability, and stability.
As a Manager
As a manager, Mr. Whamond may value a more routine and structured work style. However, in some people, these are qualities which are associated with being resistant to change and innovation. He is likely to promote an independent approach to work and may not place a high value on socializing with colleagues. As a manager, he is unlikely to see the importance of frequent personal approbation as a way of motivating his staff, although he may believe in visibly praising exceptional performance.
Because Mr. Whamond appears not to give job security a high priority, he may not be particularly worried about taking chances at work. He may expect staff to be motivated by variety and novelty. Mr. Whamond's responses suggest that he is likely to value a financially oriented working atmosphere, and believes that profit making capabilities are especially important in his staff. He is unlikely to be overly concerned with the personal problems of his colleagues, but he may recognize the importance of developing staff morale. His responses also suggest that he will not place a high value on traditional methods and techniques, and will probably be open-minded about the lifestyles of his staff.
As a manager, he is likely to encourage research into the latest technological advances and would probably be concerned with implementing systematic and logical strategies for decision making. He may value a serious and purposeful approach in the workplace, and is unlikely to be impressed by staff who place an inappropriate priority on personal enjoyment. It seems that he enjoys being in a position of authority and control, and is likely to motivate staff by setting challenges and promoting competitiveness.
Greater depth into the MVPI Graphic profile and overview.
Aesthetics
Scale Description
Aesthetics motives are associated with an interest in art, literature, and music, and a lifestyle guided by issues of imagination, culture, and good taste. Persons with high scores on this scale care about aesthetics values and creative self-expression, and they tend to choose careers in art, music, advertising, journalism, or the entertainment industry. They tend to be independent, bright, original, and artistic, but also non-conforming, and impatient. People with low scores tend to be described as slow to anger, practical, and orderly.
Score = 7th percentile
Mr. Whamond received a low score on the Aesthetics scale. This suggests that he is unconcerned with aesthetic values or artistic self-expression, and that he has practical interests and a businesslike style. As a manager, he will tend to be stable, predictable, and willing to follow company policy; he should also be unconcerned with issues of personal autonomy or the appearance of work products. Finally, he will tend to be careful about adopting new innovations.
Aesthetics motives are associated with an interest in art, literature, and music, and a lifestyle guided by issues of imagination, culture, and good taste. Persons with high scores on this scale care about aesthetics values and creative self-expression, and they tend to choose careers in art, music, advertising, journalism, or the entertainment industry. They tend to be independent, bright, original, and artistic, but also non-conforming, and impatient. People with low scores tend to be described as slow to anger, practical, and orderly.
Score = 7th percentile
Mr. Whamond received a low score on the Aesthetics scale. This suggests that he is unconcerned with aesthetic values or artistic self-expression, and that he has practical interests and a businesslike style. As a manager, he will tend to be stable, predictable, and willing to follow company policy; he should also be unconcerned with issues of personal autonomy or the appearance of work products. Finally, he will tend to be careful about adopting new innovations.
Affiliation
Scale Description
Affiliation motives are associated with a need for frequent social contact and a lifestyle organized around social interaction. Persons with high scores on this scale tend to be outgoing, charming, and socially insightful, but somewhat conforming and possibly disorganized; they tend to choose careers that allow them plenty of contact with people. Such careers include sales and management. People with low scores on this scale tend to be described as shy, wary, and reluctant to confide in others.
Score = 20th percentile
Mr. Whamond received a low score on the Affiliation scale. This suggests that he doesn't need constant or rapidly changing social contact, that he may be somewhat shy, perhaps even suspicious about others' motives, not overly concerned with social approval, that he enjoys working by himself. As a manager, he will tend to be quiet and self-restrained, but independent.
Affiliation motives are associated with a need for frequent social contact and a lifestyle organized around social interaction. Persons with high scores on this scale tend to be outgoing, charming, and socially insightful, but somewhat conforming and possibly disorganized; they tend to choose careers that allow them plenty of contact with people. Such careers include sales and management. People with low scores on this scale tend to be described as shy, wary, and reluctant to confide in others.
Score = 20th percentile
Mr. Whamond received a low score on the Affiliation scale. This suggests that he doesn't need constant or rapidly changing social contact, that he may be somewhat shy, perhaps even suspicious about others' motives, not overly concerned with social approval, that he enjoys working by himself. As a manager, he will tend to be quiet and self-restrained, but independent.
Altruistic
Scale Description
Altruistic motives are associated with a desire to serve others, to improve society, to help the less fortunate, and a lifestyle organized around making the world a better place in which to live. People with high scores on this scale care deeply about social justice, the plight of the have-nots, and the fate of the environment. They tend to be sympathetic, unassertive, and kindly, and they tend to choose careers in teaching, social work, counseling, and human resources. People with low scores on this scale tend to be described as good organizational citizens, but as not delegating readily or keeping others well informed.
Score = 49th percentile
Mr. Whamond received an average score on the Altruistic scale. This suggests that although he may enjoy helping others, he probably won't devote his life to public service and probably won't spend time doing volunteer work for charitable organizations. He is more likely to contribute money than time to help others.
Altruistic motives are associated with a desire to serve others, to improve society, to help the less fortunate, and a lifestyle organized around making the world a better place in which to live. People with high scores on this scale care deeply about social justice, the plight of the have-nots, and the fate of the environment. They tend to be sympathetic, unassertive, and kindly, and they tend to choose careers in teaching, social work, counseling, and human resources. People with low scores on this scale tend to be described as good organizational citizens, but as not delegating readily or keeping others well informed.
Score = 49th percentile
Mr. Whamond received an average score on the Altruistic scale. This suggests that although he may enjoy helping others, he probably won't devote his life to public service and probably won't spend time doing volunteer work for charitable organizations. He is more likely to contribute money than time to help others.
Commerce
Scale Description
Commerce motives are associated with an interest in earning money, realizing profits, finding business opportunities, and a lifestyle organized around investments and financial planning. Persons with high scores on this scale care deeply about monetary matters, material success, and income as a form of self-evaluation. They tend to be hard working, planful, organized, practical, and mature, and they tend to be financial or market analysts, bankers, accountants, real estate traders and developers, and brokers. People with low scores on this scale tend to be described as pleasant, empathetic, and laid back.
Score = 79th percentile
Mr. Whamond received a high score on the Commerce scale. This suggests that he is motivated by the prospect of financial gain, serious about work, attentive to details, and comfortable working within specified guidelines. As a manager, he will tend to be businesslike, direct, and focused on the bottom line. People with high scores on this scale tend to be described as task-oriented, socially adroit, and serious.
Commerce motives are associated with an interest in earning money, realizing profits, finding business opportunities, and a lifestyle organized around investments and financial planning. Persons with high scores on this scale care deeply about monetary matters, material success, and income as a form of self-evaluation. They tend to be hard working, planful, organized, practical, and mature, and they tend to be financial or market analysts, bankers, accountants, real estate traders and developers, and brokers. People with low scores on this scale tend to be described as pleasant, empathetic, and laid back.
Score = 79th percentile
Mr. Whamond received a high score on the Commerce scale. This suggests that he is motivated by the prospect of financial gain, serious about work, attentive to details, and comfortable working within specified guidelines. As a manager, he will tend to be businesslike, direct, and focused on the bottom line. People with high scores on this scale tend to be described as task-oriented, socially adroit, and serious.
Hedonism
Scale Description
Hedonism motives are associated with a desire for pleasure, excitement, variety, and a lifestyle organized around good food, good drinks, and fun times. Ideal occupations include restaurant critic, travel reviewer, convention site selector, wine taster, or race car driver-- that is any occupation that involves entertainment and recreation. People with high scores on this scale like to play, to tease, and to entertain others. They tend to be dramatic, flirtatious, impulsive, and the life of the party. Persons with low scores tend to be quiet, unassertive, and predictable.
Score = 12th percentile
Mr. Whamond received a low score on the Hedonism scale. This suggests that he tends to be self-disciplined, formal, reserved, and careful about what he says or does. As a manager he will be alert and concerned about details; he may also seem reluctant to relax and have a good time.
Hedonism motives are associated with a desire for pleasure, excitement, variety, and a lifestyle organized around good food, good drinks, and fun times. Ideal occupations include restaurant critic, travel reviewer, convention site selector, wine taster, or race car driver-- that is any occupation that involves entertainment and recreation. People with high scores on this scale like to play, to tease, and to entertain others. They tend to be dramatic, flirtatious, impulsive, and the life of the party. Persons with low scores tend to be quiet, unassertive, and predictable.
Score = 12th percentile
Mr. Whamond received a low score on the Hedonism scale. This suggests that he tends to be self-disciplined, formal, reserved, and careful about what he says or does. As a manager he will be alert and concerned about details; he may also seem reluctant to relax and have a good time.
Power
Scale Description
Power motives are associated with a desire for challenge, competition, and achievement. People with high scores on this scale care deeply about being successful, getting ahead, and getting things done. They tend to be assertive, confident, and active, but also independent and willing to challenge authority. Although high scores for power are associated with success in any occupation, they are especially important for successful careers in management, politics, and sales. People with low scores tend to be described as unassertive, socially inhibited, and cooperative.
Score = 97th percentile
Mr. Whamond received a high score on the Power scale. This suggests that he is competitive, achievementoriented, ambitious, and strategic about his career. As a manager, he will tend to be energetic, visionary, leaderlike, but controlling, and he will be willing to disagree with his superiors. People with high scores also tend to be described as having leadership skills, as challenging the limits, and as socially competent. They are most happy working in organizations where there are opportunities for upward mobility, and will tend to leave when such opportunities don't exist.
Power motives are associated with a desire for challenge, competition, and achievement. People with high scores on this scale care deeply about being successful, getting ahead, and getting things done. They tend to be assertive, confident, and active, but also independent and willing to challenge authority. Although high scores for power are associated with success in any occupation, they are especially important for successful careers in management, politics, and sales. People with low scores tend to be described as unassertive, socially inhibited, and cooperative.
Score = 97th percentile
Mr. Whamond received a high score on the Power scale. This suggests that he is competitive, achievementoriented, ambitious, and strategic about his career. As a manager, he will tend to be energetic, visionary, leaderlike, but controlling, and he will be willing to disagree with his superiors. People with high scores also tend to be described as having leadership skills, as challenging the limits, and as socially competent. They are most happy working in organizations where there are opportunities for upward mobility, and will tend to leave when such opportunities don't exist.
Recognition
Scale Description
Recognition motives are associated with a desire to be known, recognized, visible, famous, and with a lifestyle guided by opportunities for self-display and dreams of achievement--whether or not they are actualized. Persons with high scores on this scale care deeply about being the center of attention and having their accomplishments acknowledged in public. They tend to be interesting, imaginative, self-confident, and dramatic, but also independent and unpredictable. High scores on Recognition seem especially important for successful careers in sales or politics. People with low scores on this scale tend to be described as modest, comforting, and generous.
Score = 58th percentile
Mr. Whamond received an average score on the Recognition scale. This suggests that although he enjoys being recognized for his achievements, he is also willing to share credit with others. Public recognition is not the primary motivator in his life. However, he is not likely to remain silent when some credit is due for an achievement on important issues.
Recognition motives are associated with a desire to be known, recognized, visible, famous, and with a lifestyle guided by opportunities for self-display and dreams of achievement--whether or not they are actualized. Persons with high scores on this scale care deeply about being the center of attention and having their accomplishments acknowledged in public. They tend to be interesting, imaginative, self-confident, and dramatic, but also independent and unpredictable. High scores on Recognition seem especially important for successful careers in sales or politics. People with low scores on this scale tend to be described as modest, comforting, and generous.
Score = 58th percentile
Mr. Whamond received an average score on the Recognition scale. This suggests that although he enjoys being recognized for his achievements, he is also willing to share credit with others. Public recognition is not the primary motivator in his life. However, he is not likely to remain silent when some credit is due for an achievement on important issues.
Science
Scale Description
Science motives are associated with an interest in new ideas, new technology, an analytical approach to problem solving, and a lifestyle organized around learning, exploring, and understanding how things work. Persons with high scores on this scale care deeply about truth and about getting below the surface noise to solve problems correctly. They tend to be bright, curious, and comfortable with technology, and they tend to choose careers in science, technology, medicine, higher education, and engineering. People with low scores on this scale tend to be described as responsive, flexible, and willing to admit mistakes.
Score = 96th percentile
Mr. Whamond received a high score on the Science scale. This suggests that he is intellectually motivated, analytical, curious, and inquiring, and that he likes working with new technology. As a manager, he will tend to be on top of new technical and business information and to be well-organized and stable, but he will also be a hard nosed and objective problem solver. People with high scores on this scale tend to be described as easily annoyed, impatient, and argumentative.
Science motives are associated with an interest in new ideas, new technology, an analytical approach to problem solving, and a lifestyle organized around learning, exploring, and understanding how things work. Persons with high scores on this scale care deeply about truth and about getting below the surface noise to solve problems correctly. They tend to be bright, curious, and comfortable with technology, and they tend to choose careers in science, technology, medicine, higher education, and engineering. People with low scores on this scale tend to be described as responsive, flexible, and willing to admit mistakes.
Score = 96th percentile
Mr. Whamond received a high score on the Science scale. This suggests that he is intellectually motivated, analytical, curious, and inquiring, and that he likes working with new technology. As a manager, he will tend to be on top of new technical and business information and to be well-organized and stable, but he will also be a hard nosed and objective problem solver. People with high scores on this scale tend to be described as easily annoyed, impatient, and argumentative.
Security
Scale Description
Security motives are associated with a need for structure, order, and predictability, and a lifestyle organized around planning for the future and minimizing financial risk, employment uncertainty, and criticism. Persons with high scores on this scale care deeply about safety, financial security, and avoiding mistakes. They tend to be quiet, conforming, and cautious, but also punctual and easy to supervise. Such people tend not to realize their full earning potential because they are unwilling to take risks with their careers. People with low scores tend to be described as independent, open to criticism, and willing to take risks.
Score = 20th percentile
Mr. Whamond received a low score on the Security scale. This suggests that he is outgoing, leaderlike, and enjoys testing the limits. As a manager, he should be unafraid of taking risks, assertive, open to feedback from his staff, and unconcerned about job security.
Security motives are associated with a need for structure, order, and predictability, and a lifestyle organized around planning for the future and minimizing financial risk, employment uncertainty, and criticism. Persons with high scores on this scale care deeply about safety, financial security, and avoiding mistakes. They tend to be quiet, conforming, and cautious, but also punctual and easy to supervise. Such people tend not to realize their full earning potential because they are unwilling to take risks with their careers. People with low scores tend to be described as independent, open to criticism, and willing to take risks.
Score = 20th percentile
Mr. Whamond received a low score on the Security scale. This suggests that he is outgoing, leaderlike, and enjoys testing the limits. As a manager, he should be unafraid of taking risks, assertive, open to feedback from his staff, and unconcerned about job security.
Tradition
Scale Description
Traditional motives are associated with a concern for morality, standards, family values, and acceptable conduct, and a lifestyle guided by normal and well-established principles of conduct. Persons with high scores on this scale care about tradition, custom, and socially appropriate behavior. They tend to be trusting, considerate, responsive to advice, and comfortable in conservative organizations, but set in their ways. Persons with low scores tend to be described as unconventional, progressive, and unpredictable.
Score = 4th percentile
Mr. Whamond received a low score on the Tradition scale. This suggests that he enjoys novelty, experimentation, and innovation, and that he is somewhat liberal in his views. As a manager, he will tend to be flexible, impulsive, independent, unconventional, and willing to take risks.
Traditional motives are associated with a concern for morality, standards, family values, and acceptable conduct, and a lifestyle guided by normal and well-established principles of conduct. Persons with high scores on this scale care about tradition, custom, and socially appropriate behavior. They tend to be trusting, considerate, responsive to advice, and comfortable in conservative organizations, but set in their ways. Persons with low scores tend to be described as unconventional, progressive, and unpredictable.
Score = 4th percentile
Mr. Whamond received a low score on the Tradition scale. This suggests that he enjoys novelty, experimentation, and innovation, and that he is somewhat liberal in his views. As a manager, he will tend to be flexible, impulsive, independent, unconventional, and willing to take risks.