The DISC personality test, also called an assessment, is a tool used for assessment of behavior. It is largely based around the DISC theory that a psychologist by the name of William Marston developed. This theory includes four varying personality traits that are dominance, compliance, inducement and submission.
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 is also used when it comes to leadership. There are numerous styles and methods employed when it comes to leadership. These coincide with the different types of personalities and make it so that leaders can be more effective at what they do. It has also been employed to help determine actions when dealing with leadership problems in a team. Results can be beneficial for assessing the different personalities present, solving problems and issuing job assignments.
DISC itself is an acronym for the different personality types, which may also be called: drive, influence, steadiness, caution or conscientiousness. Dominance relates to assertive individuals who want power and control. Inducement is correlated to communication and social situations. Submission is relative to patience, thoughtfulness and persistence of a person, and compliance refers to structure and organization.
Those who have drive results on the test are active, particularly when it comes to challenges and problems. Those who score low in this particular category tend to require more before committing. People who score in the influence category are believed to influence those around them through their behaviors and talking. They are usually emotional as well. Those who score low in influence like facts and data, going off of those things more than emotions. People who are classified under steadiness enjoy security, need a steady pace and struggle with changes. Those who score low in steadiness are known to prefer variety and changes. People in the compliance category are usually in favor of rules, structure and regulation. They adhere to these things. In contrast, those with low compliance like to challenge regulations and seek independence.
The DISC personality test is employed for many situations. It is a tool for discovering personality types, including: inducement, submission, compliance and dominance. The test is based on the DISC theory presented by 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 is also used when it comes to leadership. There are numerous styles and methods employed when it comes to leadership. These coincide with the different types of personalities and make it so that leaders can be more effective at what they do. It has also been employed to help determine actions when dealing with leadership problems in a team. Results can be beneficial for assessing the different personalities present, solving problems and issuing job assignments.
DISC itself is an acronym for the different personality types, which may also be called: drive, influence, steadiness, caution or conscientiousness. Dominance relates to assertive individuals who want power and control. Inducement is correlated to communication and social situations. Submission is relative to patience, thoughtfulness and persistence of a person, and compliance refers to structure and organization.
Those who have drive results on the test are active, particularly when it comes to challenges and problems. Those who score low in this particular category tend to require more before committing. People who score in the influence category are believed to influence those around them through their behaviors and talking. They are usually emotional as well. Those who score low in influence like facts and data, going off of those things more than emotions. People who are classified under steadiness enjoy security, need a steady pace and struggle with changes. Those who score low in steadiness are known to prefer variety and changes. People in the compliance category are usually in favor of rules, structure and regulation. They adhere to these things. In contrast, those with low compliance like to challenge regulations and seek independence.
The DISC personality test is employed for many situations. It is a tool for discovering personality types, including: inducement, submission, compliance and dominance. The test is based on the DISC theory presented by psychologist William Marston.
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