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DISC profiling to determine the strength and weaknesses in your unique character

September 25, 2011

Many of you must know about the famous DISC profiling system.

So now I’m gonna share a little bit about this system that works to determine your strong or weak points in order to find the perfect job that matches your unique character.

In DISC assesment, it classifies four aspects of behavior by testing a person’s preferences in word associations.

DISC is an acronym for:

Dominance – relating to control, power and assertiveness

Influence – relating to social situations and communication.

Steadiness (submission in Marston’s time) – relating to patience, persistence, and thoughtfulness.

Compliance (or caution, compliance in Marston’s time) – relating to structure and organization.

These four dimensions can be grouped in a grid with:

“D” and “I” sharing the top row and representing extroverted aspects of the personality.

“C” and “S” below representing introverted aspects.

“D” and “C” then share the left column and represent task-focused aspects.

“I” and “S” share the right column and represent social aspects. In this matrix, the vertical dimension represents a factor of “Assertive” or “Passive”, while the horizontal dimension represents “Open” vs. “Guarded”.

Dominance: People who score high in the intensity of the “D” styles factor are very active in dealing with problems and challenges, while low “D” scores are people who want to do more research before committing to a decision.

High “D” people are described as demanding, forceful, egocentric, strong willed, driving, determined, ambitious, aggressive, and pioneering. Low D scores describe those who are conservative, low keyed, cooperative, calculating, undemanding, cautious, mild, agreeable, modest and peaceful.

Influence: People with high “I” scores influence others through talking and activity and tend to be emotional. They are described as convincing, magnetic, political, enthusiastic, persuasive, warm, demonstrative, trusting, and optimistic. Those with low “I” scores influence more by data and facts, and not with feelings. They are described as reflective, factual, calculating, skeptical, logical, suspicious, matter of fact, pessimistic, and critical.

Steadiness: People with high “S” styles scores want a steady pace, security, and do not like sudden change. High “S” individuals are calm, relaxed, patient, possessive, predictable, deliberate, stable, consistent, and tend to be unemotional and poker faced. Low “S” intensity scores are those who like change and variety. People with low “S” scores are described as restless, demonstrative, impatient, eager, or even impulsive.

Compliance: People with high “C” styles adhere to rules, regulations, and structure. They like to do quality work and do it right the first time. High “C” people are careful, cautious, exacting, neat, systematic, diplomatic, accurate, and tactful. Those with low “C” scores challenge the rules and want independence and are described as self-willed, stubborn, opinionated, unsystematic, arbitrary, and unconcerned with details.

History

Dr. William Moulton Marston (1893–1947)

DISC is a quadrant behavioral model based on the work of Dr. William Moulton Marston (1893–1947) to examine the behavior of individuals in their environment or within a specific situation (otherwise known as environment). It therefore focuses on the styles and preferences of such behavior.

Before he invented this method, Marston’s Earliest Professional Years discovered a correspondence between blood pressure and lying, he built a device to measure changes in a person’s blood pressure while the subject was being questioned. Marston formally published his early polygraph findings in 1917 on the lie detection invention he first constructed in 1915.

Marston graduated from doctoral studies at Harvard in the newly developing field of psychology. He was also a consulting psychologist, researcher, and author or co-author of five books. His works were showcased in Emotions of Normal People in 1928 among others.

Last but not least (should be at first), beside you must always try to dig your strongest potential,  Always remember to put God in everything you do and ask HIM to always increase the gifted potential inside you day by day.  HE’s the CEO, HE gives success, promotion and wealth no one can take them away from you.

Next I’m gonna share a full article about Dr. William Moulton Marston life which is quite interesting for us to know about.

Posted with WordPress for BlackBerry.

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From → Phsychology

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