In the study of organizational behavior, the most widely recognized classification of values comes from the Rokeach Value Survey (RVS), developed by psychologist Milton Rokeach. He proposed that an individual’s value system is composed of two distinct sets of values (Terminal vs. Instrumental Values) that work in tandem to guide behavior and decision-making.
Understanding the difference between these two is essential for understanding what motivates an employee and how they choose to conduct themselves in a professional environment.
1. Terminal Values: The “Ends”
Terminal values represent the goals that an individual would like to achieve during their lifetime. These are the desirable end-states of existence—the things a person considers most important to have or achieve by the time they reach the end of their journey.
Characteristics
- They reflect the ultimate objectives of a person’s life.
- They answer the question: “What do I want to achieve in the long run?”
Common Examples in the Workplace
- A Sense of Accomplishment: Making a lasting contribution.
- Economic Success: Achieving financial security and prosperity.
- Social Recognition: Being respected and admired by peers.
- Freedom: Having independence and the ability to make choices.
- World Peace/Equality: Contributing to a better society.
2. Instrumental Values: The “Means”
Instrumental values represent the preferable modes of behavior. These are the “tools” or methods an individual uses to achieve their terminal values. They are the daily behaviors and character traits that a person believes are necessary to reach their ultimate goals.
Characteristics
- They act as a roadmap for conduct.
- They answer the question: “How should I behave to get what I want?”
Common Examples in the Workplace
- Hard Work/Ambitiousness: Being hardworking and aspiring.
- Honesty: Being sincere and truthful.
- Competence: Being capable and effective in one’s role.
- Obedience: Being dutiful and respectful of authority.
- Rationality: Being logical and consistent.
The Interplay Between the Two
The relationship between these values is often one of cause and effect. A person uses their Instrumental Values as a vehicle to reach their Terminal Values.
Example: An employee whose terminal value is “Social Recognition” might adopt “Ambition” and “Competence” as their primary instrumental values to get there. Conversely, an employee who values “Inner Harmony” might prioritize “Forgiveness” and “Self-Control”.
Why This Matters in Professional Settings
Organizations are increasingly focusing on “Value Alignment.” When an employee’s personal values match the company’s values, performance and satisfaction skyrocket.
1. Person-Organization Fit
If a company’s terminal value is “Innovation,” it needs to hire people who hold “Creativity” and “Open-mindedness” as high instrumental values. If there is a mismatch, the employee will likely feel out of place and unmotivated.
2. Decision Making
Values act as a tie-breaker in difficult situations. An executive who highly prizes “Integrity” (instrumental) will refuse to cut corners even if it means failing to reach a “Profitability” goal (terminal) in the short term.
3. Conflict Resolution
Most deep-seated workplace conflicts are actually value conflicts. One team member might value “Speed” (instrumental) while another values “Precision” (instrumental). Recognizing that both are valid “means” to a shared “end” (success) can help resolve the friction.
Comparison Summary
| Feature | Terminal Values | Instrumental Values |
| Focus | Destination / Goals | Journey / Behavior |
| Key Question | What do I want? | How will I act? |
| Stability | Highly stable over a lifetime | Can be adapted based on the situation |
| Examples | Freedom, Security, Happiness | Honesty, Logic, Courage |