DISC Assessment

Contents

OBJECTIVE OF THE PROJECT 3
SURVEY REPORT 4
MYERS-BRIGGS PERSONALITY TEST 5
DISC ASSESSMENT 7
Applications of DISC ASSESSMENT 7
Patterns in DISC assessment 7
Interpretation of DISC ASSESSMENT 8
Shortcoming of DISC Assessment 9
Examples of DISC test results 9
THE BIG FIVE FACTOR MODEL 10
Big Five Test and Job Performance 12

INTRODUCTION

The Rationale behind conducting personality tests

The use of personality tests is considered part and parcel of corporate recruitment these days. Companies use a variety of tests to try to psychoanalyse their applicants and have been even known to screen people out from their processes. Due to more legal awareness and the high costs of replacing employees, personality tests have been

His theory focuses on four different individual personality traits which are Dominance, Inducement, Steadiness, and Compliance. Various organisations have come up with different versions of the tool to serve specific purposes.
The personality traits can be explained from the below info graphic.

Applications of DISC ASSESSMENT

This assessment test can be used in many real life scenarios including cases where companies use it to screen the potential employees. The results can help the employers in gauzing the readiness of the employees for certain jobs or positions.
The results from DISC assessment can be used in academics by creating specific courses to students by understanding their personality and needs. This is more relevant in an online setting where there would not be much interaction between students and teachers.

Patterns in DISC assessment

There are several behavioural patterns which can be associated with each of the 4 DISC patters. The below graphic provides an insight over the patterns

Based on the results obtained from the DISC assessment, 15 different types of individuals can be identified. They are as

Whatever attempts we made, were gently rebuffed and taken down. There was hence a need to apply our ideas in an environment where we could resemble a workplace, and yet be easily monitored.
The studies and opinions collected were gathered by the group members themselves in the most objective manner possible, even though the evaluation at this stage of norming is probably a bit premature. Not to mention the biases that might have crept in and the very tiny sample size we took. But we did not need a large sample size to prove that personality tests hold in most cases. This could be demonstrated by finding outliers that do not perform as expected by their MBTI and DISC results.
The three people analysed had different types, and while one was considerably faithful to his/her personality type, the others deviated considerably in a task oriented environment. The job capability and performance has long been hailed as an intermixing of the right measures of personality but there is maybe a need to accord greater importance to job performance as a function of work environment rather than only one’s genetics and