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A DISC assessment helps to identify workstyle preferences, determines how someone would interact with others, and provides insight on work habits. Organizations often use the DISC assessment for various applications, [10] including team building, leadership development, communication training, and conflict resolution. While it can provide ...
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William Marston and John G. Geier DiSC assessment: Assertive/Passive Open/Controlled Conscientiousness Dominance Influence Steadiness c. 1947 Erich Fromm's four Types of Character: assimilation socialization Hoarding Exploitative Marketing Receptive c. 1948 California Psychological Inventory CPI 260: action, social confidence/inner life, privacy
It is a type of cognitive style measurement and model, and is often compared to psychological pseudoscientific assessments such as the Myers-Briggs Type Indicator, [1] [2] Learning Orientation Questionnaire, [3] DISC assessment, [4] and others. [5]
DISC is not a test, but an assessment of behavioral preferences, based on personality and environment or situation. Test implies that there are right answers and wrong answers. There is no "right" or "best" DISC style.--JCG 02:34, 20 August 2007 (UTC)
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