SDTEST® has 36 different #vuca polls that calculate the 13,034 correlation values between stages of development according to the theory of Spiral Dynamics and answer options of these 36 polls.

In our analysis of the poll "Are you ready to receive less pay to work remotely?" we found an intriguing positive correlation that warrants closer examination:

0.3971 between the Yes, I am ready to receive 5% less pay to work remotely (#Netherlands, three languages) and the Blue stage.

The critical value of the correlation coefficient for a normal distribution, by William Sealy Gosset (Student) r = 0.3289. This positive correlation of 0.3971 meets the reliability criteria but does not necessarily imply causation.

We invite curiosity about the systemic mechanisms behind this correlation. There may be hidden variables that provide alternative explanations. #causation #math #psychology

What insights do you gain from today's correlation? How might we study this relationship more carefully before deducing causation? We welcome respectful and wise perspectives! #learning #hrtech

Poll URL: https://poll.sdtest.me/pay4remote

Free access to the poll results: https://sdtest.me/faq/tariff-survey-plus/vuca

#onlinetesting #selfassessment #leaders #hr #culture #management #peopleanalytics #humanresources #psicologia #mathematics #receive #less #pay #work #remotely

This positive correlation of 0.3971 between willingness to accept 5% less pay for remote work in the Netherlands and the Blue stage offers profound insights when viewed through the lens of the Blue value system:

Organizational Perspective:

Organizations operating within the Blue mindset might interpret this correlation as:

1. Validation of their emphasis on duty, sacrifice, and commitment to organizational values over personal gain.

2. An opportunity to reinforce the importance of orderly work arrangements that align with broader societal structures.

3. Justification for implementing remote work policies that maintain organizational hierarchy and control while acknowledging employee preferences.

These organizations might respond by:

- Developing strict remote work policies emphasizing accountability, productivity metrics, and organizational norms.

- Implementing virtual oversight systems to ensure remote workers maintain proper work ethics and routines.

- Framing the pay reduction as a noble sacrifice for the organization's and society's greater good.

Team Perspective:

Teams operating from a Blue mindset might approach this correlation by:

1. Viewing it as an affirmation of team members' commitment to duty and willingness to sacrifice for the collective good.

2. Interpreting it as a call to establish clear rules and protocols for remote work to maintain team order and efficiency.

3. Seeing it as an opportunity to reinforce team loyalty and shared values, even in a distributed work environment.

These teams might respond by:

- Developing rigorous schedules and communication protocols for remote work to maintain team discipline.

- Implementing virtual team rituals that reinforce shared values and commitment to organizational mission.

- Celebrating team members who exemplify dedication by accepting lower pay for remote work privileges.

Individual Perspective:

Individuals aligned with the Blue value system might interpret this correlation as:

1. Personal validation of their willingness to sacrifice for the greater good and adhere to societal/organizational norms.

2. An opportunity to demonstrate loyalty to their employer and commitment to traditional work values.

3. Justification for embracing a work arrangement that better fulfills multiple duties (e.g., work, family, community).

These individuals might respond by:

- Viewing the pay reduction as a fair trade-off for the privilege of remote work, aligning with their sense of justice and order.

- Establishing strict personal routines and workspaces at home to maintain the sanctity and discipline of work.

- Seeking ways to demonstrate their continued loyalty and productivity to superiors, even in a remote setting.

This correlation, viewed through the Blue lens, suggests that those operating at the Blue level may see accepting lower pay for remote work as aligning with their values of duty, sacrifice, and adherence to established norms. It implies that the Blue value system's characteristics of order, discipline, and loyalty resonate with making a personal sacrifice for a perceived more fantastic excellent or organizational benefit.

The Blue perspective reminds us that underlying value systems influence attitudes toward work arrangements and compensation. In environments where the Blue value system predominates, the structure and discipline of traditional office work might be highly valued, making remote work seem like a privilege that warrants some trade-off.

This correlation challenges us to consider how traditional values of duty and sacrifice can be integrated with modern work trends. It invites leaders to reflect on maintaining order, discipline, and loyalty in remote work settings while adapting to changing workforce expectations.

Ultimately, this correlation speaks to the Blue value system's emphasis on stability, hierarchy, and sacrifice for the greater good. It suggests that in Blue-dominated contexts, the willingness to accept lower pay for remote work might be seen not as a compromise but as a demonstration of loyalty and commitment to organizational values.

Compare Insight #0262 with the previous Insights #0011, #0037, #0062, #0089, #0119, #0155, #0185, #0233.

Study Spiral Dynamics Change Management Framework

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Read the article Simple SDTEST® Gives Great Possibilities.