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
The purpose of this analysis is to identify my personality type, temperament, and how it relates to my behavior and success in the workplace. The first phase of this paper is to identify my four letter personality type using the Jung Typology Test which is based on Carl Jung’s and Isabel Briggs Myers personality type theory (Jung Typology Test, 2016). I will also discuss where I fall within Keirsey’s Temperaments; this personality typing combines two of the four sets of preferences in to four distinct temperament categories (Personalitypage, 2015a). Keirsey identified four basic temperaments known as Guardian, Rational, Artisan, and Idealist (Keirsey, n.d.). I will explain each of the four letters of my type and provide specific examples of how they relate to me in both a professional and personal level. In the final phase I will discuss my personality strengths and weaknesses and how I can use the assessment for overall personal growth.
McAdams, D. P., & Pals, J. L. (2006). A new Big Five: Fundamental principles for an integrative science of personality. American Psychologist, 61(3), 204–217. doi: 10.1037/0003-066X.61.3.204
The Keirsey Style Sorter and the self-assessments delivers a profound thoughtful, visualization of differences between relationships. Detailed that relate to mating, parenting and leadership are answered to show supportive patterns of behavior. The KTS analyzes questions in regards to family and workplace, and how the different styles interrelate. The Keirsey Sorter addresses the complexity in human personality, emotions and motivation; by effectively acknowledging difference and common traits among styles. The self-assessment identify disparities in action and attitude generate human response. Also Keirsey invokes human thoughts that allows human judgments of ourselves in contrast to other perspective. The best way to really utilize this method, is not only to find one's own profile, but to try to identify the temperament of those around one looking at people with this set of lenses greatly enriches ones full potential.
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
The DISC Assessment tool is utilized as identity profiling framework that gives bits of knowledge into various normal and versatile behavioral styles. As per DISC Insights (2016), A DISC profile gives a complete review of the way that individuals think, act, and collaborate. It is the most generally utilized profiling instrument of its kind and is bolstered by many years of acceptance and dependability studies (para 2). DISC concentrates on four essential identity or behavioral attributes and how they identify with each other.
This paper demonstrates the value of utilizing personality assessment tools to recognize my strengths and weaknesses within my behavior. I pride myself on my values and often find myself pushing them onto others. I am a highly motivated individual that takes my work seriously, enjoys advancing in my career and I do what needs to be done to get the job done. My decision-making is often dependent upon the facts and how the outcome will affect others. I need all the details before I make a decision and lack innovation. My extroversion allows me to feel at ease when communicating with others, but I often am to probing in my approach and can seem aggressive in conversation. My leadership style varies depending on the situation. I often know what
Kreitner, R., & Kinicki, A. (2008). Organizational Behavior - 8th ed. New York: McGraw-Hill Irwin.
Nickels, D. W., Parris, J. B., Gossett, C. H., & Alexander, A. (2010). Developing collaboration skills: A mixed temperament approach to teamwork. Business Studies Journal, 2(2), 101-116. Retrieved from http://web.ebscohost.com.ezproxy2.apus.edu/ehost/pdfviewer/pdfviewer?vid=26&sid=519c905d-9766-46a2-99b0-a06ac3146743%40sessionmgr12&hid=12
Most recently, this leader took a personality survey which was administered by Culture Index Inc. Culture Index is a hiring and managing process that helps identify top-tier talent, motivate and manage new talent, and match resources with long-term organizational goals (Culture Index, 2016). Culture Index measure four areas of construct which include A=Autonomy, B=Social Ability, C=Pace, and D=Conformity. The results come out in a graph like report and where ever the graph is on each of the construct determines if the individual is high in these areas or low in these areas.
In my career…in my life I have been exposed to a handful of exceptional leaders that have influenced me in positive ways. For me, it took time to ascertain who those good leaders were – mostly because of my tendency to perform long and drawn-out analysis of their traits before forming a conclusion - typical ‘C’ personality (DiSC). The person that has always been at
The majority of the rectangle is in the driver and analyzer quadrants of the axis. A driver coaching style is direct and to the point (Aguinis, 2013). The driver coaching style is unemotional and fact oriented. The coaching style score also indicate the coaching style of an analyzer. An analyzer coaching style coaches an employee based on the policy or procedure. This coaching style is strictly by the book. The coaching process of assisting the employee with the enhancement of the employee’s skills and abilities to improve job performance (Huang & Hsieh, 2015). Employees require clear and consistent directives in order to perform their job duties at a
Ivancevich, J., Konopaske, R. & Matteson, M. (2011). Organizational Behavior and Management. NewYork, NY: McGraw Hill.
Upon completion of these assessments, the work place team is then formed, acquiring team members based upon the needs of the project, mission or goal of the team. The team then proceeds to learn about each other. In learning about one another, individual learning styles must be identified to gain an understanding of how to maximize team performance by capitalizing on team members' strengths via learning styl...
Hill, M. A., Miller, C. C., & Colelle, A. (2011). Organizational Behavior. Hoboken: John Wiley & Sons Inc.
In application, I needed to understand my personal behaviors, tendencies, and those of others in my organization so I can better interact and serve others (Fischer, 2006, p. 1). For instance, although I let things brew to gather facts before applying a logical decision, some people use a quicker decision process (Nutt, 1986, p. 358). Additionally, I am optimistic and a realist concerning workplace diversity as I view it as practical and useful to understand and collaborate with others (Pearson Education, 2016, I.B.4). While others may not share my same beliefs, I acknowledge that an organization consists of unique people who bring their own values, personal beliefs, lifestyle preferences, and behaviors into the workplace (Fischer, 2006, p. 3; Pearson Education, 2016, I.B.4; Robbins & Judge, 2009, p. 23). Knowing that people have different personality traits, one key takeaway for me is an emphasis on understanding and using the information discovered from my personality test so that I can have a greater impact on subordinates, peers, and the organization I lead (Robbins & Judge, 2009, p.