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Psychology DISC

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quadrant behavioral model based on the work of Dr. William Moulton Marston
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  DISC  is a group of  psychological inventories developed by John Geier , and others, and  based on the 1928 work of psychologist William oulton arston and the srcinal  behavioralist Walter ! #larke and others  $istory%&'# is a (uadrant behavioral model based on the work of %r William oulton arston )189*+19-. to e/amine the behavior of individuals in their environment or within a specific situation )otherwise known as environment. &t therefore focuses on the styles and preferences of such behavior arston graduated from doctoral studies at $arvard in the newly developing field of  psychology $e was also a consulting psychologist, researcher, and author or co0author of five books $is works were showcased in  Emotions of Normal People  in 1928 among others his system of dimensions of observable behavior has become known as the universal language of behavior esearch has found that characteristics of behavior can be grouped into these four ma3or 4personality styles4 and they tend to e/hibit specific characteristics common to that particular style 5ll individuals possess all four, but what differs from oneto another is the e/tent of each 6or most, these types are seen in shades of grey rather than black or white, and within that, there is an interplay of behaviors, otherwise known as blends he determination of such blends starts with the primary )or stronger. type, followed by the secondary )or lesser. type, although all contribute more than 3ust purely the strength of that 4signal4 $aving understood the differences between these blends makes it possible to integrate individual team members with less troubleshooting &n a typical team, there are varying degrees of compatibility, not 3ust toward tasks but interpersonal relationships as well $owever, when they are identified, energy can be spent on refining the results 7ach of these types has its own uni(ue value to the team, ideal environment, general characteristics, what the individual is motivated by, and value to team %&'# is also used in an assortment of areas, including by many companies, $  professionals, organiations, consultants, coaches and trainers ethodhe assessments classify four aspects of behavior by testing a persons preferences in word associations )compare with yers0:riggs ype &ndicator . %&'# is an acronym for;   D ominance + relating to control, power and assertiveness   I nfluence + relating to social situations and communication   S teadiness )submission in arstons time. + relating to patience, persistence, and thoughtfulness   C onscientiousness )or caution, compliance in arstons time. + relating to structure and organiationhese four dimensions can be grouped in a grid with 4%4 and 4&4 sharing the top row and representing e/troverted aspects of the personality, and 4#4 and 4'4 below representing introverted aspects 4%4 and 4#4 then share the left column and represent task0focused aspects, and 4&4 and 4'4 share the right column and represent social aspects &n  this matri/, the vertical dimension represents a factor of Assertive  or Passive , whilethe horiontal dimension represents Open  vs Guarded   Dominance ; <eople who score high in the intensity of the 4%4 styles factor are very active in dealing with problems and challenges, while low 4%4 scores are  people who want to do more research before committing to a decision $igh 4%4  people are described as demanding, forceful, egocentric, strong willed, driving, determined, ambitious, aggressive, and pioneering =ow % scores describe those who are conservative, low keyed, cooperative, calculating, undemanding, cautious, mild, agreeable, modest and peaceful   Influence:  <eople with high 4&4 scores influence others through talking and activity and tend to be emotional hey are described as convincing, magnetic,  political, enthusiastic, persuasive, warm, demonstrative, trusting, and optimistic hose with low 4&4 scores influence more by data and facts, and not with feelings hey are described as reflective, factual, calculating, skeptical, logical, suspicious, matter of fact, pessimistic, and critical   Steadiness:  <eople with high 4'4 styles scores want a steady pace, security, and do not like sudden change $igh 4'4 individuals are calm, rela/ed, patient,  possessive, predictable, deliberate, stable, consistent, and tend to be unemotional and poker faced =ow 4'4 intensity scores are those who like change and variety <eople with low 4'4 scores are described as restless, demonstrative, impatient, eager, or even impulsive   Conscientious:  <eople with high 4#4 styles adhere to rules, regulations, and structure hey like to do (uality work and do it right the first time $igh 4#4  people are careful, cautious, e/acting, neat, systematic, diplomatic, accurate, and tactful hose with low 4#4 scores challenge the rules and want independence andare described as self0willed, stubborn, opinionated, unsystematic, arbitrary, and unconcerned with details
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