The DISC assessment, also known as DISC personality test, is a behavior assessment tool. It is based off the DISC theory of a psychologist named William Marston. His theory involves four personality traits: compliance, submission, inducement and dominance.
Walter Vernon Clarke was an industrial psychologist who originally turned this theory of Marston into a tool that was to be used for assessments. It was essentially designed to collect personality profiles. The kind that is used in modern day was created based on the assessment of a man named John Geier. He simplified the test as a way to offer improved results.
This test is used for many different real-life purposes. A lot of companies use the assessment as a way to screen all of their potential staff members. This is done under the mindset that a specific type can be better or worse in specific positions or jobs.
In the industry of education, this assessment and its results are also used. The results are helpful when it comes to developing courses for students. In online classrooms, the results can be used to better understand personalities and needs of students in a class. This is important because online settings do not allow for as much interaction between student and teacher. Instructors may also use the results to their advantage, using them to create good lessons and to effectively motivate students.
This may be used for leadership purposes. There are different methods and styles of leadership that correspond to the various personalities. Therefore, the results of this can be used to help people become better leaders. It is also used to identify action plans when there are leadership issues in teams. The results are helpful at discovering different team member personalities, problem solving and giving job assignments.
The word itself is an acronym for dominance, inducement, submission and compliance. Dominance, in this sense, related to wanting control and power and being assertive. Inducement relates to communication, as well as social situations. Submission refers to persistence, thoughtfulness and patience of an individual. Compliance is relative to organization and structure. Sometimes these words are replaced with drive, influence, steadiness, and conscientiousness or caution.
People who score high in the drive personality are active when it comes to dealing with challenges and problems. Those who score low in this category are usually the opposite and require certain things before committing to decisions. People with high influence scores are known to influence people through activity and talking. They are often emotional. Those who are low in influence work more through facts and data, and not feelings. People who are more geared toward steadiness want security, steady pace and are not for sudden changes. Those who are low in this enjoy variety and change. People who have compliance personalities adhere to structure, regulations and rules. Those who are low tend to challenge all rules and seek independence.
The DISC personality test can be used for a variety of situations. This tool provides information related to personality profiles, including dominance, compliance, inducement and submission. This assessment is based on a theory by the psychologist William Marston.
Walter Vernon Clarke was an industrial psychologist who originally turned this theory of Marston into a tool that was to be used for assessments. It was essentially designed to collect personality profiles. The kind that is used in modern day was created based on the assessment of a man named John Geier. He simplified the test as a way to offer improved results.
This test is used for many different real-life purposes. A lot of companies use the assessment as a way to screen all of their potential staff members. This is done under the mindset that a specific type can be better or worse in specific positions or jobs.
In the industry of education, this assessment and its results are also used. The results are helpful when it comes to developing courses for students. In online classrooms, the results can be used to better understand personalities and needs of students in a class. This is important because online settings do not allow for as much interaction between student and teacher. Instructors may also use the results to their advantage, using them to create good lessons and to effectively motivate students.
This may be used for leadership purposes. There are different methods and styles of leadership that correspond to the various personalities. Therefore, the results of this can be used to help people become better leaders. It is also used to identify action plans when there are leadership issues in teams. The results are helpful at discovering different team member personalities, problem solving and giving job assignments.
The word itself is an acronym for dominance, inducement, submission and compliance. Dominance, in this sense, related to wanting control and power and being assertive. Inducement relates to communication, as well as social situations. Submission refers to persistence, thoughtfulness and patience of an individual. Compliance is relative to organization and structure. Sometimes these words are replaced with drive, influence, steadiness, and conscientiousness or caution.
People who score high in the drive personality are active when it comes to dealing with challenges and problems. Those who score low in this category are usually the opposite and require certain things before committing to decisions. People with high influence scores are known to influence people through activity and talking. They are often emotional. Those who are low in influence work more through facts and data, and not feelings. People who are more geared toward steadiness want security, steady pace and are not for sudden changes. Those who are low in this enjoy variety and change. People who have compliance personalities adhere to structure, regulations and rules. Those who are low tend to challenge all rules and seek independence.
The DISC personality test can be used for a variety of situations. This tool provides information related to personality profiles, including dominance, compliance, inducement and submission. This assessment is based on a theory by the psychologist William Marston.
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