Title: DISC Assessment
Author: William Moulton Marston. This man was a physiological psychologist and wrote many papers in his lifetime concerning his specialty. One of these was “The Emotions of Normal People,” in which he described how people react to specific events and how they feel about them (DISC Profile, 2021). Based on this book, this evaluation method was developed as far back as 1928.
Publisher: At the moment, an extended version of this assessment method called DISC Assessment 2.0 can be found on the Internet, a more refined version of the original method with additional assessment questions. The publishers of this method are Inscape Publishing and Carlson Learning. The price includes a brief tutorial on the test and how to interpret it in addition to the software.
Price: The price of this method directly depends on the number of copies purchased. The publisher’s official website offers three different ways to buy the kits. A basic set consists of 1-16 methods, and each will cost $72. Purchases of 17 to 33 will reduce the price slightly, to $68.25 each. The last offer is for quantities of 34 to 49 and costs the cheapest, $64.50 each (Inscape Publishing and Carlson Learning, 2021).
Who would likely use this type of assessment: First of all, this assessment method is most suitable for those who want to improve the working atmosphere in their enterprise, make it more lively and bring an element of interactivity into the daily routine. Thus the DISC Assessment is most popular among office workers. Not surprisingly, it is always interesting to know what type of personality each employee belongs and with whom they feel most comfortable working. It should also be noted that each personality type, although unique, can work in the company and with others. The evaluation method suggests that people with personality type D are the ablest to adjust to the working atmosphere in the team, as well as type I. Still, the second type is focused on over-empowering and influencing others.
The overview of the assessment: All people fall into four types of workers based on this assessment method. The first two have already been named before, D and I. Despite them, there are two more, S and C. Type D is characterized by its high mobility and ability to interact with different types of people. Type I focuses on being able to change people’s minds, to get them on their side. Type S aims to work only in the fitting room, which best suits his needs. Type C prioritizes the quality of the work he does and the opportunity to improve his abilities in the future.
The Pros and Cons of implementing the tool: The main advantage is that the method is easy to use, as it does not require much effort, just a little time and honest answers to questions. After passing it, there will be an understanding of what type of employees the company needs to pick up in the future. The disadvantages can be called the price, which is quite overpriced, and the psychological aspect, which appears after the results. Some people are convinced that they belong to the same type, but this is not entirely true, which can slightly worsen the emotional background of the employee.
How to Score the tool: It is necessary to consider that the data obtained in the conducted method cannot be called correct. It is only an assumption of what type of employee a particular person is. It only allows you to connect and notice the different sides of the development of opinions in the same team. Undoubtedly, it raises the moaning spirit and will enable employees to understand their strengths and weaknesses, but as already mentioned, there are also some negative aspects.
Reference
DISC Profile. (2021). What is DiSC®. Web.
Inscape Publishing and Carlson Learning. (2021). DISC Classic 2.0 Profile by Wiley.. Web.