DiSC Profile Assessment of the Learning Group

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Table of Contents

Scenario
Personality Traits
The Dominance Style (D Style)
The Interactive Style (I Style)
The Steadiness Style (S Style)
The Cautious Style (C Style)
Analysis
References

Scenario

Diversity is confronted that has the prospective to be either a constructive or an unconstructive manipulate on a group. In order for diversity to have a constructive consequence on our Learning Group, knowledge must be merged with deed. Groups that take advantage of diversity are more competent and effective, and group diversity is a technique to analyze a project from several altered traditions. One will consider personality traits from the DiSC Profile Assessment of the Learning Group and unfolding that consideration with the lectures and reading assignments.

Personality Traits

Group DiSC Style Chart

Student Primary Style Secondary Style

A (Ic) Interactive (Impresser)

B (Ic) Interactive (Impresser)

C (Sd) Reliability (Go-Getter)

D (Di) Control (Adventurer)

The table above symbolizes data obtained from each associate of the group that took the DiSC Self Assessment test. The DiSC test describes four styles of behavior and categorizes them as follows:

The Dominance Style (D Style)

The Dominance Styles are vigorous; assume responsibility, straight, critical, strong-minded&and frequently domineering

The Interactive Style (I Style)

The pleasant, passionate Interactive Styles desire to be in the centre of the action, whatsoever and wherever it is.

The Steadiness Style (S Style)

Lenient and slower-paced, they trust in self-control and have a tendency to pursue the rules.

The Cautious Style (C Style)

The Cautious Styles are results orient problem-solvers but in calm low-key manner thats a smaller amount likely to disturb feathers.

Considering the Primary Style grouping above in the Style Chart, one can come to appreciate why our group works well together. The majority of the group shares a common interactive style that permits us to effort together in an open, responsive atmosphere. Such an atmosphere allows for an easy avenue for discussions and is not hindered by an overly dominant member. (DISC Platinum Rule Assessment, 2007)

One thing to note in a group atmosphere where each member is interactive with one dominant member is that there is no driver steering the course of the group. A lack of diversity within the group can have a single-minded approach towards tasks being managed by the group. Within the Style Chart above you will note the Secondary Styles present for each member. Again, here we have an unbalance with one member that is a D style, two members are C Styles and one member has an I style among the group. This is an important thing to consider because the Secondary Style tends to come out after the Primary Style has proven itself inefficient when encountering an obstacle within the group atmosphere. In essence the Secondary Style is our safety net when things go wrong.

Analysis

In reference to change, we all deal with change differently. Some people look forward to change and others resist change. Looking at the DiSC profile for each of us, we see that B and A have the Interactive style as their primary behavior. With this style they tend to see winning as an All-or-Nothing Proposition, work harder when bigger risks or rewards are at stake and want to do things the Best way. This type of style indicates that they prefer to share in work and are goal oriented people. They can contribute to others with enthusiasm and optimism to influence them that change is good. As two of the members (B and A) of the learning group have the interactive style of behavior, they are motivated by relationships with people and positive responses from others. This satisfies the relatedness of Alderfers theory (DISC Platinum Rule Assessment, 2007).

Our group has a mixture of leaders and followers. This is important because if we had too many of either one, we would not get any work done. We think that we have three members that are very good at assessing the work that needs to be done, and assigning that work to the appropriate members.

References

DISC Platinum Rule Assessment. Retrieved 2007-09-09 from University of Phoenix,

Resource, MGT/331-Organizational Behavior.

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