Values Management develops practical instruments based on well-founded theories, which stem directly from scientific research and knowledge of (integrated) psychology.
The three main theories which we use as a basis are:

• Professor Clare W. Graves’ Values Systems
• Virginia Satir’s change model

Below, you will find a short introduction of the used theories and their role in working with Values Management.

Values Systems, Professor Clare W. Graves

The Values Systems model is our organization’s cornerstone. The model is based on scientific research by the American professor Clare W. Graves. His research took place between 1952 and 1959, after which in 1971 he was able to establish a pattern which explains human behavior in different circumstances.

Basic idea is a strong aim for people to respond adequately to their circumstances in order to survive or in order to develop. It’s these patterns which determine our functioning and it’s the underlying drives which determine how we cope with our circumstances.

Professor Grave’s theoretical model show that humans naturally possess all drives required to respond adequately to its circumstances. The model even shows that humans naturally respond to a change in his / her circumstances in a predictable way. Graves’ model clarifies the dynamic process of adaptation to circumstances, also called ‘coping’ strategy, and makes it able to explain.

Graves distinguishes seven different circumstances and describes the matching drives in order to handle these circumstances adequately. All 7 groups of drives together, form a coherent entity which is the basis for explaining human behavior in different circumstances. Every drive has its own unique characteristics to which humans have a natural access. Every person develops his or her primary preferences regarding drives by personal experiences, and this will make each person respond to different circumstances in a different way.

The graphics below illustrate the 7 drives, their coherence and matching characteristics.

Professor Graves’ model contains valuable information about human information. Amongst other things, this contains the following facts:

• Every human being possesses all drives, access to them has been determined for each individual
• The more access to rives, the more adequate someone can respond to circumstances
• People, teams and organizations naturally develop to higher drives
• In case of tension or stress, humans naturally switch to lower drives
  
  Change model, Virginia Satir
  The American psychologist and family therapist Virginia Satir has described a process model which supports people in coping with change. The Satir change model is generally applicable and fits modern day teams and
  organizations perfectly.

In her model, Satir distinguishes five change phases, as indicated in the model below.

Each of the phases above is characterized by different feelings, thinking, achievement and physical composure. At every change, all phases are gone through principally, however the measure of manifestation of each phase depends on the person, team or organization.

Knowledge of every phase’s characteristics and effects makes it possible to adequately lead people, teams and organizations through the changes they (will) go through.

More information?
If you would like more information on the applied theories, our instruments or would you like to look into the application options within your organization? Please contact one of our WM Partners or the head office at (+31) p 033 - 25 34 024.