views is an adaptive questionnaire system that covers individual, job-related values, motives and interests. 

views is based on a model made up of 18 values, grouped into three areas: objectives, relationships and environment. The model underlying viewshas been developed to specifically measure occupationally relevant values, motives and interests in order to assess the 'cultural fit' of a person with a company, department or team.

The questionnaire identifies 18 dimensions, each through 6 statements. Thanks to the innovative adalloc™ measurement technology, the statements are grouped into blocks with three statements each, which then have to be differently weighted by the candidate. This creates sophisticated and valid profiles with a completion time of only approx. 15 minutes. The simple answering format and short completion time ensures high user acceptance and lower drop-out rates compared to traditional approaches.

Processes can be managed either by cut-e or by clients autonomously. Many different functions are available for entering and adding projects and candidates, for sending e-mails and creating various reports.

The results can be called up simply and easily online. They are arranged clearly in a profile chart, or alternatively narrative reports can be generated.

The system, questionnaire and reports are available in many languages. Additional language versions are available on request. The international and local set of norm groups as well as the language versions are continually updated.

The predictive validity of any person’s value system is especially high in situations where the individual value system of the acting person is highly activated and/or the acting person realizes a link between the personal values and the current options for activities or the acting person is acting spontaneously and subconsciously.

The principles underlying the views interpretation are: 

• motivation as one factor amongst several (personality, knowledge, cognitive abilities, health, situational conditions) for predicting competencies and job success
• motivation questionnaires have a fairly high validity to predict job performance
• results of motivation questionnaires are one source for drawing a conclusion, to support and complement a mixture of assessment methods
• motivation questionnaires are an efficient method to assess one’s motivation, values and interests validly
• motivation, values and interests distinguish between different individuals
• a disparity between the views results, which are derived from self-description, and the occupational context the person is in indicates a strong need for exploration – this could indicate that the candidate has to challenge his/her career path or that he/she is under stress
• results are generally recommended to be validated in a feedback discussion

Loyalty and integrity are, quite simply, not the same concept and cannot be used synonymously.

Loyalty is concerned with faithfulness or a devotion to a person, a country, a group, or a cause. Integrity is a concept of consistency of actions, values, methods, measures, principles, expectations and outcomes and is typically associated with honesty and truthfulness.

It is quite feasible that a person can display low integrity and yet still be loyal - or be disloyal with integrity. Consider the examples of blind obedience where out of loyalty, questionable behaviours occur or, in the opposite situation, if someone perceives unfair treatment and acts with integrity he or she may display disloyal behaviour against an organisation or institution as in the case of "vive la revolution".