Values Index Assessment: Introduction
Understand seven motivational dimensions and turn your results into useful conversations about meaningful work.
By Team DISC Plus · University training
What does the Values Index measure?
The Values Index explores motivational preferences: the kinds of outcomes, experiences, and conditions a person finds rewarding. Where DISC asks about behavioral tendencies, the Values Index opens a different conversation about why certain activities or goals may be appealing.
Two people can behave similarly for different reasons. A person might organize a learning session because they enjoy understanding a subject, helping colleagues, creating order, or developing their influence. Observing the behavior alone does not tell you which motive is most important to them.
The lesson The Origins of Values Assessment Theory introduces the background. Use your results as prompts for reflection and conversation, rather than as a judgment of character or a ranking of whose values are better.
What are the seven dimensions of value and motivation?
DISC+Plus’s Values Index lessons cover Aesthetic, Economic, Individualistic, Political, Altruistic, Regulatory, and Theoretical motivations. Read the whole pattern and the definitions in your report. A stronger preference can indicate what attracts attention or feels rewarding; a lower relative preference does not mean a person lacks that quality entirely.
Aesthetic motivation
Form, balance, and the quality of experience can be especially important to someone with a strong aesthetic preference. This may show up in appreciation of a well-designed environment or a harmonious experience; it does not require artistic talent.
Ask: “What about the way this work is designed makes it satisfying or distracting?”
Read the lesson on aesthetic value and motivation.
Economic motivation
An economic preference emphasizes practical usefulness, efficiency, and the return on invested resources. Those resources can include time and effort as well as money. Discussing the expected benefit of an activity can make its purpose clearer.
Ask: “What result would make this a worthwhile use of your time?”
Read the lesson on economic value and motivation.
Individualistic motivation
An individualistic preference involves independence, personal expression, and a distinct identity. Choice about how to approach a task may matter, alongside recognition for an original contribution.
Ask: “Where would greater freedom in the approach help you do your best work?”
Read the lesson on individualistic value and motivation.
Political motivation
In this assessment context, political motivation concerns influence, responsibility, and an opportunity to shape direction. The label should not be used to infer a person’s party affiliation or political beliefs.
Ask: “Which decisions would you most like to help shape, and why?”
Read the lesson on political value and motivation.
Altruistic motivation
An altruistic preference emphasizes helping and contributing to others’ welfare. A person may find meaning in seeing who benefits from the work. Discussing boundaries and resources is still important; willingness to help does not create unlimited capacity.
Ask: “Who do you most want this work to help, and what support do you need?”
Read the lesson on altruistic value and motivation.
Regulatory motivation
A regulatory preference emphasizes structure, order, and a consistent framework. Clear expectations and a coherent process can make work feel purposeful. Explore which rules serve the goal and where a process needs clarification.
Ask: “What expectations or procedures would make this easier to carry out?”
Read the lesson on regulatory value and motivation.
Theoretical motivation
A theoretical preference emphasizes knowledge, understanding, and the search for information. The opportunity to learn why something works may be rewarding in its own right. Connect investigation with the decisions the work requires.
Ask: “What do you want to understand more deeply before you move forward?”
Read the lesson on theoretical value and motivation.
How do you interpret your Values Index results?
Read the report instructions and consider the relative pattern rather than choosing one label as your identity. Then connect the descriptions to specific experiences. Which tasks have felt meaningful? Which rewards did you appreciate less than others expected? Where have you invested effort without being asked?
If a description does not fit, note the disagreement and discuss it with your facilitator. Context matters: the same project can satisfy several motivations, and practical constraints may affect what you choose to do. A report should support inquiry, not override your account of your experience.
Choose one energizing task and one draining task from the past month. Describe what happened, what mattered to you, and what you would change. Look for a connection to your results, but do not force every experience into a dimension.
How can managers discuss motivation without making assumptions?
Ask rather than prescribe. One person may welcome public recognition; another may prefer autonomy, learning, or evidence that their work helped someone. Even a plausible interpretation of a profile should be checked with the person.
For example, two employees may both volunteer for a process-improvement project. One wants to reduce wasted effort, while the other enjoys understanding a complex system. The manager can discuss those interests and agree on meaningful responsibilities without treating either person as a fixed category.
Keep the discussion connected to real work, resources, and expectations. An assessment cannot guarantee engagement or resolve a mismatch between stated priorities and day-to-day conditions.
How does the Values Index connect with DISC and the Attribute Index?
The DISC personality types lesson focuses on how behavioral preferences appear. Values adds a discussion of motivation. The Attribute Index introduction introduces how a person evaluates information and approaches decisions. These perspectives can complement one another, but one set of scores should not be used to infer the others.
Continue to DISC for Team Development to apply the conversation in a group. For the assessment offering itself, see the Values Index assessment. Ask DISC+Plus about the combination of reports and support that matches your purpose.
Put the learning into practice
DISC+Plus offers behavioral assessments and related reporting options for individuals and organizations. Review current pricing or ask us which assessment and support options fit your purpose.
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