Introduction
In 1940, Walter Clark developed the Dominance, Influence, Steadiness and Conscientious assessment based off of Harvard graduate Dr. William Marston’s 1928 theory. Individual behavioral patterns in professional and personal arenas are important factors on how communication, interaction, teamwork and productivity are influenced. DISC Platinum Rule Behavioral Self-Assessment provides assessment and analysis on individual behavioral styles. DISC Insights provides a pictorial depiction of the styles and their associated personality traits (DISC Insights, 2013).
DiSC Profile provides an overarching view of the styles assessed during the individual analysis and associated organizational and team benefits to understanding the styles of individuals within the construct of teams (DiSC Profile, 2013).
Increase self-knowledge: how you respond to conflict, what motivates you, what causes you stress and how you solve problems
Learn how to adapt your style to get along better with others
Foster constructive and creative group interactions
Facilitate better teamwork and minimize team conflict
Manage more effectively by understanding the dispositions and priorities of employees and team members
Team Results
The overall results were individually taken and based off of a personal perception and point of view. Completing the DISC assessments for our team I found that between the four members we are split between “The Producer (Ds)” or Dominant Style, and “The Impresser (Ic)” or Interactive Style.
Dominance
Emphasis on shaping the environment by overcoming opposition to accomplish results • Priorities
• Getting immediate results
• Taking action
• Challenging self and others•
Influence
Emphasis on shaping the environmen...
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...team made up of Producers and Impressers is a strong capability that can enhance a team capability to build on goals and achieve outstanding results. A marriage, or merger, of both styles will complement each other’s abilities. Both Producers and Impressers believe in completing goal oriented tasks. The better both behavioral styles are able to step out of their comfort zones the more effective and complete the team will be. The better the team is to meet task objectives the better the organization is to exceed the needs and demands of their customers.
References
DISC Insights. 2013. DISC Test & DISC assessment explained. Retrieved 30 November 2013 from https://www.discinsights.com
DiSC Profile. 2013. What is disc? Retrieved 2 December 2013 from http://www.discprofile.com/whatisdisc.htm Blanchard. 2013. University of Phoenix - http://UOP.BlanchardAssessments.com
Anthony’s DISC profile it would mirror high in Decisive, high in Interactive, low in Stabilizing, and low in Cautious. High D’s take an active approach to solving problems and are willing to take risks. Susan was no stranger to risk. She took a risk in voting in the Presidential election and was arrested. High I’s are talkative and outgoing. Anthony used every platform she could to raise awareness and she was not afraid to speak. Lower S’s are flexible, dynamic, and unstructured. They seek high activity and spontaneity. Susan was a hard worker and spoke her mind. The day of the Presidential election Susan and her followers went to the poles and demanded they get a vote. Lower C’s are rule-benders. Susan was a rule-bender for the beginning when she wanted to learn long-division in
Hazan, C., & Shaver, P. (1987). Journal of personality and social psychology and. Retrieved from http://internal.psychology.illinois.edu/~broberts/Hazan & Shaver, 1987.pdf
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Kreitner, R., & Kinicki, A., (2004). Organizational Behavior (6th ed.). New York: McGraw- Hill/Irwin. pp. 406- 441.
Ivancevich, J., Konopaske, R. & Matteson, M. (2011). Organizational Behavior and Management. NewYork, NY: McGraw Hill.
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Kolb, D. A., Osland, J. S., Rubin, I. M., & Turner, M. E. (2007). The Organizational Behavior
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