Your Work Values: Evaluate The Work Values Criteria ✓ Solved

Topic: Your Work Values Evaluate the 'Work Values' criteria

Topic: Your Work Values Evaluate the 'Work Values' criteria on the O*NET website and self-actualize your own professional work values.

Based on the results of your evaluation of each of the work values, write a 250-word short essay explaining your work values in relation to your career plans.

Give examples of experiences you have in practicing each of the work values. Determine your strengths and weaknesses in relation to each of the work values. Determine how you will maintain your strengths and how you will improve your weaknesses.

Paper For Above Instructions

Introduction and purpose. Work values are the fundamental beliefs that guide how individuals approach their work and what they seek to achieve through their careers. The ONET OnLine framework organizes work values to help job seekers assess what matters most in a given job or career trajectory, aligning personal priorities with occupational realities. Understanding these values supports informed career decisions, goal setting, and ongoing professional development (U.S. Department of Labor, n.d.; Lent, Brown, & Hackett, 1994). This paper integrates a structured evaluation of the ONET work values with a self-reflective plan to advance in a chosen career path, drawing on established theories of career development and motivation to interpret results and plan future actions (Bandura, 1986; Deci & Ryan, 2000; Ryan & Deci, 2000; Brown & Lent, 2005; Savickas, 2013).

Short Essay (approximately 250 words). Based on a reflective assessment of the ONET Work Values framework, my strongest alignments appear with independence/autonomy, achievement/competence, and meaningful relationships with others. Practically, I have sought roles and projects that allow independent problem-solving (e.g., leading a data-analysis project with defined outcomes), while still collaborating with teammates to ensure alignment with organizational goals. This combination supports intrinsic motivation and a sense of competence, two central drivers under Self-Determination Theory (Deci & Ryan, 2000; Ryan & Deci, 2000). I also value recognition for impact and quality, demonstrated by presenting findings to stakeholders and receiving positive feedback from mentors. ONET’s emphasis on work values helps me recognize that while independence and achievement are high priorities, I must also attend to relationships and working conditions to sustain long-term engagement (U.S. Department of Labor, n.d.). In terms of career plans, I aim to pursue roles that balance autonomy with collaborative problem-solving in a field that rewards high-quality outputs and social impact. Experiences—such as leading a cross-functional project, mentoring junior teammates, and delivering a data-driven policy brief—illustrate practicing these values. Moving forward, I will broaden my practice of these values by seeking diverse teams, improving communication across functions, and ensuring working conditions (e.g., schedule, tool availability) support sustained performance.

Expanded Discussion (core paper). The following sections examine each core work value category (as represented in O*NET) and relate them to experiences, strengths, weaknesses, and development plans. Throughout, I reference theoretical frameworks that explain how values influence career choice, motivation, and performance (Lent, Brown, & Hackett, 1994; Bandura, 1986; Deci & Ryan, 2000; Ryan & Deci, 2000; Savickas, 2013).

Independence / Autonomy

Definition and relevance. Independence reflects a preference for autonomy in decision-making, method, and pace. It aligns with self-determination theory’s emphasis on intrinsic motivation and control over one’s work. Autonomy supports long-term engagement when individuals feel ownership over their tasks and outcomes (Deci & Ryan, 2000; Ryan & Deci, 2000).

Past experiences. I have sought roles with ownership of specific components of a project, such as designing analysis plans and choosing methods, while still collaborating to align with broader team objectives. These experiences reinforced my sense of competence and intrinsic interest in the work (Bandura, 1986).

Strengths and weaknesses. Strengths include self-direction, initiative, and the ability to manage schedules and priorities with limited oversight. A potential weakness is a tendency to over-assert autonomy in situations where cross-functional alignment would benefit from broader consultation (Lent et al., 1994).

Maintenance and improvement. To maintain strengths, I will continue pursuing independent project components and seek feedback to ensure alignment with team goals. To improve, I will practice structured stakeholder consultations before key decisions to balance autonomy with collaboration (Savickas, 2013).

Achievement / Competence

Definition and relevance. Achievement value centers on mastery, efficacy, and the pursuit of challenging, meaningful goals. The pursuit of competence is a core driver of motivation and career satisfaction (Deci & Ryan, 2000; Lent, Brown, & Hackett, 1994).

Past experiences. I have tackled technically difficult tasks, such as developing robust data pipelines and publishing results in student or professional forums, which provided feedback and a sense of accomplishment.

Strengths and weaknesses. Strengths include a track record of delivering quality work, persistence in problem-solving, and an orientation toward continuous learning. A weakness may be risk aversion when attempting novel methods with uncertain outcomes (Bandura, 1986).

Maintenance and improvement. I will maintain achievement orientation by setting incremental, public milestones and seeking external validation from mentors or peers. To address risk-taking, I will experiment with new methods in low-stakes settings, guided by a structured evaluation plan (Lent et al., 1994).

Relationships / Social Value

Definition and relevance. Values around relationships emphasize cooperation, empathy, and contribution to others’ well-being. Social value aligns with the communal aspects of work and the impact on colleagues and stakeholders (Savickas, 2013).

Past experiences. I participate in team-based projects, actively support colleagues, and seek feedback to improve collaboration and communication. These experiences reinforce the social dimension of work values.

Strengths and weaknesses. Strengths include listening, collaboration, and conflict resolution. A potential weakness is over-accommodation in group settings, which may dilute personal priorities or project outcomes (Bandura, 1986).

Maintenance and improvement. I will maintain relationships by planning regular check-ins, documenting decisions, and ensuring inclusive communication. I will work on assertive communication to advocate for strong outcomes without sacrificing collaboration (Ryan & Deci, 2000).

Recognition / Reward

Definition and relevance. Recognition values focus on external acknowledgment and the sense that one’s contributions are valued by others and the organization (Lent, Brown, & Hackett, 1994).

Past experiences. Presentations, awards, and positive feedback from supervisors have reinforced the motivational role of recognition in my work life.

Strengths and weaknesses. Strengths include presenting impact clearly and seeking opportunities for visibility. A potential weakness is over-reliance on external validation, which can undermine intrinsic motivation if not balanced with internal standards (Deci & Ryan, 2000).

Maintenance and improvement. I will seek feedback and credit where due, while cultivating internal standards of quality and personal meaning in work. I will practice reflective journaling to connect external recognition with internal mastery (Savickas, 2013).

Working Conditions

Definition and relevance. This value concerns the physical and organizational environment, safety, and job practicality. Favorable conditions support sustained energy, health, and performance (U.S. Department of Labor, n.d.).

Past experiences. I have chosen roles and settings that minimize excessive travel, allow flexible scheduling when needed, and provide access to necessary tools and data access.

Strengths and weaknesses. Strengths include adaptability to different contexts and attention to safety and ergonomics. A weakness could be tolerating suboptimal tools or processes that impede efficiency (Brown & Lent, 2005).

Maintenance and improvement. I will advocate for adequate resources, remote-work options when appropriate, and ergonomic planning. I will also regularly assess work conditions and propose improvements to maintain sustainable performance (Lent et al., 1994).

Support / Organizational Values

Definition and relevance. This value emphasizes alignment with organizational culture, policies, and the support structures that enable success (Holland, 1997; Brown & Lent, 2005).

Past experiences. I have sought teams with clear mentorship, constructive feedback, and opportunities for professional growth.

Strengths and weaknesses. Strengths include adaptability to organizational norms and willingness to learn. A weakness could be misalignment with organizational values if not critically assessed before joining a team (Holland, 1997).

Maintenance and improvement. I will evaluate organizational values during job searches, seek mentors within organizations, and participate in professional development aligned with the culture. I will also communicate about values alignment during early-stage interviews (Savickas, 2013).

Conclusion. A deliberate evaluation of O*NET Work Values helps align career plans with personal motivations and strengths, while also identifying areas for growth. Integrating Self-Determination Theory, Social Cognitive Career Theory, and career-construction perspectives provides a robust interpretive frame for understanding how values shape choice, motivation, and performance. By combining practical experiences with formal evaluation, I can design a development plan that advances autonomy and achievement while maintaining collaborative relationships and favorable working conditions (Bandura, 1986; Deci & Ryan, 2000; Ryan & Deci, 2000; Lent, Brown, & Hackett, 1994; Brown & Lent, 2005; Savickas, 2013).

References

• U.S. Department of Labor. (n.d.). O*NET OnLine: Work Values. Retrieved 2025, from https://www.onetonline.org/help/advhelp/values/
• Lent, R. W., Brown, S. D., Hackett, G. (1994). Toward a Unifying Social Cognitive Theory of Career and Academic Interest, Choice, and Performance. Journal of Counseling Psychology, 42(4), 455–467.
• Bandura, A. (1986). Social Foundations of Thought and Action: A Social Cognitive Theory. Prentice-Hall.
• Deci, E. L., & Ryan, R. M. (2000). The “What” and “Why” of Goal Pursuits: Human Needs and the Self-Determination of Behavior. Psychological Inquiry, 11(4), 227–268.
• Ryan, R. M., & Deci, E. L. (2000). Self-determination Theory and the Facilitation of Intrinsic Motivation, Social Development, and Well-Being. American Psychologist, 55(1), 68–78.
• Brown, S. D., & Lent, R. W. (2005). Career Development and Counseling: Putting Theory to Work. San Francisco, CA: Jossey-Bass.
• Super, D. E. (1990). A life-span, life-space approach to vocational development. In D. Brown & L. Brooks (Eds.), Career Choice and Development (2nd ed., pp. 257–286). San Francisco, CA: Jossey-Bass.
• Savickas, M. L. (2013). Career Construction Theory and Practice. The Career Development Quarterly, 61(3), 243–251.
• Nauta, M. M. (2010). Work Values and Career Development: A Meta-Analysis. Journal of Vocational Behavior, 76(1), 57–68.
• Holland, J. L. (1997). The Psychology of Vocational Choice. Washington, DC: American Psychological Association/Harcourt Brace.