The DiSC personality test is the name for a behavior assessment tool. It is derived from information included in the DiSC theory of a psychologist named William Marston. He had a theory that involves four different personality traits, they are: dominance, inducement, submission and compliance. |
The theory that was created by Marston was eventually designed to be an assessment tool that could be used to identify personality profiles. Walter Vernon Clarke, an industrial psychologist, did this. The version that is not used was made from the initial assessment done by John Geier, a man who spent time simplifying the test in order to achieve results that were more concise and therefore better.
The test is applicable for many different real-world situations. Most companies that are hiring people have them screened by taking this assessment. This is done with the belief that potential staff may work worse or better in certain positions or jobs based on the traits they have.
This type of assessment has also proven useful in school or education settings, especially in terms of developing courses for certain students. When it comes to online learning, the results of the test may be used in a major way. That is, they can help the teacher better understand the needs and personalities of his or her students. This is important with this type of set up because the teacher-to-student interaction is usually low. These instructors might also use the data they receive to put together conducive lessons and keep students motivated.
DiSC can be used for leadership purposes as well. This assessment is helpful when it comes to deciding on the best way to solve problems related to leadership in a team. The results can be used to define personality traits of team members, assign jobs and solve problems.
The word DiSC is an acronym that is used to describe the four main traits: compliance, submission, inducement, dominance. Wanting to have total control and power relates to dominance. It also involves assertiveness. Inducement includes social encounters and communication. Thoughtfulness, patience and persistence in an individual are seen in submission. Compliance is focused on organization and structure. Sometimes these words are replaced with drive, influence, steadiness, and caution or conscientiousness.
Those with high scores in drive are considered active when it comes to dealing with challenges, while those low in this are usually the opposite and take a while to commit. People with high scores in the category of influence are able to easily influence through activity and talking. They tend to be emotional. Those who are low in this categorization are more in tune with facts and data. Those geared toward steadiness actively search for steadiness and security. They do not favor sudden change as those low in this category do. People who have compliance personalities follow the rules and regulations and like structure. This is in contrast to those low in this who challenge all rules and strive for independence.
DiSC personality test is used for many different real-life situations. The test is issued to assess the personality type of a person, whether it be submission, dominance, inducement or compliance. The test is based on the DiSC theory originally created by William Marston.
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