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Let us understand the concept behind the Acronym ‘DISC’ Disc is a four-point behavioral model which examines the behavior of an individual in their environment. It consists of four factors namely Dominance, Influences, Steadiness, and Conscientiousness. DISC profiling is widely used in recruitment. It is based on answers to a simple 'multi-choice' questionnaire that builds a description of the subject’s typical behavior and uses it to create an insight into the likely motivations and approach to life and eventually to work. The standard questionnaire consists of a bank of 24 questions each having four options as answers. The subject is then expected to choose the options that make the most likely as well as the resemblance e to his/ her approach. Example: Whether or not the person tries to persuade others to his/her point of view. Whether or not the person is modest in describing past achievements or whether the person can produce new ideas. Etc. Once all the twenty four questions have been answered (usually a fifteen minute process,) myDISCprofile will automatically analyze the responses to produce the DISC profile. Assessment: Dominance: Demanding, forceful, egocentric, strong willed driving force, ambitious, aggressive, and pioneering. Relates to control, power and assertiveness. High scores in 'D' shows that the person is good in dealing with problems and challenges while low scorers want more research before drawing conclusions to make a decisions. Low scores in D show a low keyed personality, cooperative, undemanding, cautious, peaceful, modest, and agreeable. Influences: relates to behavior displayed in social situations and communication. High scorers are those who like to actively talk and are usually very emotional. They are convincing magnetic, political, enthusiastic, pervasive, warm, demonstrative, trusting, and optimistic. Low scorers influence more with data facts rather than emotion, reflective, factual, calculating, skeptical, logical, suspicious, matter of fact, pessimistic and critical. Steadiness: shows patients persistence and thoughtfulness. High scorers are peaceful and calm who like to feel secure and do not like sudden changes. They are patient, possessive predictable, stable, and consistent; they do not express much and are often poker-faced. The low scorers are however people who like change and variety, restless, demonstrative, eager, and impatient and are sometimes even impulsive. Conscientious: relates to structure and organization. The high scorers pay attention to rules and regulations while working. They like to perform quality work at the first shot and are very careful and cautious while working. They are perfectionists and are neat, systematic, diplomatic, accrual and tactful. In the process of DISC assessment, these four dimensions in a grid 'D' and 'I' represents extroverted aspects of the subjects personality as gird 'C' and 'S' represents introverted aspects . Now 'D' and 'C' that share the left column represents task-focused aspects of the subject’s personality while 'I' and 'S' share the column on the right to represent social aspects. The horizontal column represents whether the subject is open-minded of has his/her guards up. 360digree feedback is feedback in the form of data that comes from the surroundings of an employee. 360 degrees refers to a circle representing the people that surround the employee like peers, sub-ordinates and supervisors and sometimes external feedback from customers, suppliers, etc. are also included while the employee him/herself is figuratively at the centre of the 'circle.' The history of this type of analysis can find its roots back in the German military who gathered feedback from multiple sources to evaluate its performance during World War two. Also during this time others explored its uses as well in the form of T-groups. The 360digree review has evolved an important source of information for the Industries’ human resource management like the Leadership 360 business assessment. The most accurate data is gathered from those who have known the subject for long enough to over look first impressions but not so long that he begins to favorably generalize viz. as from the three to five year period. This information helps to tie loose ends of the business with respect to is functioning and creates a healthy and positive working atmosphere. For more information about DISC assessment & PIAV business assessments please visit on my website http://www.assessmentbusinesscenter.com/
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