Hartman Value Profile

The Hartman Value Profile (HVP) is a strictly axiological test which measures the person’s capacity to value. This capacity is a talent which, in one sense, is independent of both intellectual ad emotional capacities, but in another sense, is dependent of them, in so far as the value capacity is the ability to organize one’s intellectual and
emotional capacities. For this reason, the test also gives indications of these two capacities, in particular, the presence or absence of emotional problems.

The test does not intend to measure the energy or drive a person has. Two people with identical axiological endowment may have different ranges of action, depending on their innate energy.

The HVP measures the deviation of the subject’s own score from a theoretical score based on formal axiology, the science of value logic. This logic determines the correctness or incorrectness of value judgments. The test therefore measures the capacity for making value judgments.

The test consists of two parts, the first measuring the capacity to value the world, the second measuring the capacity to value one’s self.

The objectivity of the test is due to the fact that it is based on the logic of value judgments (formal axiology). This logic is an axiomatic system, as is mathematics. While mathematics is a logic of
extensions or classes, value logic is a logic of intension or meanings.

The test measure capacity for selecting an interest, for making relevant choices, for pursuing interest with a proper sense of proportion, and without confusion of fundamental valuational
features.

The test is extremely sensitive and shows up very subtle deviations from the norm. These deviations have their basis in the person’s own value pattern. The pattern expresses itself in specific values, interests or preferences, but the test does not measure the latter; it measures the underlying value pattern. It thus is not a test of professional skill or ability. Two persons with the same professional ability, say, as accountants, may have very different scores. This means that one will have a better and one a worse, general value capacity then the other; and this, in turn, may influence their handling their respective jobs. But it would indicate, even more strongly, two different ways of handling their respective lives; and of handling their jobs differently only in the total matrix of their lives. Thus, the test is not primarily one applicable to special groups, but to individuals. Its standardization by group performance reflects deeper axiological differences than social classification.
This, a group of hippies and a group of pathologists does exhibit different collective patterns; but the reason is not their different social functions but the different value patterns that underlie these
functions.

The test is objective and leaves no room for the exercise of the examiner’s intuition. It yields its results in exact numbers. These numbers are the test scores, ordered in the test scales. Scores and
scales are derived theoretically and have been validated practically.
In sufficiently large samples, the scores follow the Gaussian normal distribution curve.

The test may be particularly useful for the following purposes:

  • in the case of young people, to discover their own strengths and weaknesses
  • in the case of executives and others with responsibilities for other people, to discover the strengths and weaknesses of their associates
  • in the case of groups, for identification and classification of individuals and
  • for matching groups (in moral, spirit, axiological composition)
  • in case of fiances, partners, etc., for matching individuals
  • for preventive mental health programs (suicide prevention, etc.)
  • for accident prevention since it detects accident proneness
  • in the case of psychotherapy and
  • in the case of axiotherapy , to follow and pinpoint the course of the treatment
  • help revise and reorder values

About HVP by K. T. Connor

(Industrial and Commercial Training, 38:3, 2006, 148-155)

Measuring Capacities: Individuals are asked to complete a mental task, and the pattern they use to complete that task is recorded. Their thinking patterns are then matched against the universal norm. From the unique deviations that occur around that norm, tightly reasoned conclusions are reached about that persons intuitive, pragmatic, and conceptual capacities.

Measuring Values: A parallel process is used to identify the structure of a persons thinking content as well. Individuals are asked to perform an actual valuing task involving ethical dimensions. Again, their patterns of valuing are measured against the mathematical norm to determine what they do and do not pay attention to in their valuing.

The measurement of the structure of value concepts is especially cogent in the analysis of ethical climate. Measuring ability to think, while important, is not enough. Ethical behavior is less a function of a persons thinking capacity as it is a function of their ability to integrate the structure of their value concepts into that thinking capacity. The brightest people can still be capable of fraud and deceit.

In analyzing and building an ethical organizational culture, it is imperative to identify the particular valuing process that people use to make decisions, that is, the quality of their decision making and problem solving ability. It is equally important, if not more so, to identify the actual structure of their value concepts, the content of their thinking about values. It is this latter which informs their decisions. Even the most capable problem solvers with faulty attention to the correct value structure can fail to act ethically when required.

The test consists of two parts, the first measuring the capacity to value the world, the second measuring the capacity to value one’s self.