{"id":2982,"date":"2022-07-11T03:09:43","date_gmt":"2022-07-11T03:09:43","guid":{"rendered":"https:\/\/mva.vn\/?p=2982"},"modified":"2023-04-21T06:59:03","modified_gmt":"2023-04-21T06:59:03","slug":"disc-doanh-nghiep-dang-dau-dau-ve-van-de-quan-ly-nhan-su-bai-viet-duoi-day-cua-mva-se-giup-ban","status":"publish","type":"post","link":"https:\/\/dichvuketoan.net.vn\/en\/disc-doanh-nghiep-dang-dau-dau-ve-van-de-quan-ly-nhan-su-bai-viet-duoi-day-cua-mva-se-giup-ban\/","title":{"rendered":"DISC Enterprises Are Having Headaches About Human Resource Management, The Below Article Of MVA Will Help You"},"content":{"rendered":"DO YOU KNOW THE TRAVEL IN YOUR CHARACTERISTICS?<\/p>\n
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\"Dis1c\"<\/dt>\n
DISC, WHICH GROUP DO YOU BELONG TO AND WHICH GROUP YOUR PERSONNEL BELONG TO WILL BE ALL HERE.<\/dd>\n<\/dl>\n<\/div>\n

Determine immediately with DISC Test \u2013 The leading test of understanding human heart
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Widely applied in the fields of human resource management, recruitment, working environment or even personal life, employers can determine the personality and potential of candidates for the job. and individuals can also promote their strengths on the career path and apply DISC to read the opposite person.<\/p>\n

We often come across people with opposite personalities at work: shy and timid as opposed to strong and dominant.\u00a0But there are also people who are a combination of many personality traits, who appear repressive in one situation but become flexible and submissive in another.\u00a0These can all be answered through the DISC model and 4 typical personality groups.<\/p>\n

What is DISC?<\/h2>\n

DISC stands for 4 personality groups: Dominance – Influence – Steadiness – Compliance.<\/p>\n

The DISC test is a type of test used to assess individual behavior that focuses on four personality traits that stand out in a given time period: Dominance (D), Influence (I), Consistency (S), and Compliance (C).\u00a0This theory was later developed into a behavioral assessment tool by psychologist Walter Vernon Clarke.\u00a0Based on these personality groups, we can apply them in communication to know the personality of the opposite person through observing their behavior, thereby creating effective communication and making the conversation easier. Be comfortable and not too awkward.<\/p>\n

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The DISC test is one of the most useful tools used by companies and organizations today.\u00a0The evaluator will complete a questionnaire consisting of 24 to 28 questions.\u00a0Each question includes four adjectives taken from Marston’s original research.\u00a0By understanding the predictability of human communication and behavior, employers can better understand their employees and direct them to potential environments where they can maximize their potential. self.<\/p>\n

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Origin of DISC<\/h2>\n

The DISC test is built on the DISC theory of psychologist William Moulton Marston \u2013 also known as Charles Moulton.\u00a0Marston is a lawyer and a psychologist.\u00a0He was educated at Harvard University, graduated Phi Beta Kappa and received his BA in 1915, his LLB law degree in 1918 and his PhD in Psychology in 1921. After teaching at American University in Washington , D.C. and Tufts University in Medford, Massachusetts, in 1929 Marston moved to Universal Studios in California and began working as a Director of Public Service.<\/p>\n

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In addition to being the author of numerous self-help books, he and his wife, Elizabeth Holloway Marston, also inspired the creation of the character Wonder Woman.\u00a0Marston’s greatest contribution to psychology was the creation of an identification of the emotions and behaviors of typical personality groups.\u00a0After conducting research on human emotions, Marston published his findings in his 1928 book Emotions of Normal People, in which he explained that people express their emotions through four types of behavior: Dominance (D), Influence (I), Consistency (S), and Compliance (C).<\/p>\n

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He argues that these types of behaviors come from people’s sense of self and their interactions with their surroundings.\u00a0Marston also proposed two dimensions that influence human emotional behavior.\u00a0The first is whether a person perceives his environment as favorable or unfavorable.\u00a0The second is whether a person perceives that he has control or lack of control over his environment.<\/p>\n

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Although Marston contributed to the creation of the DISC test, he is not the official creator of the test.\u00a0In 1956, Walter Clarke, a psychologist, built the DISC test based on Marston’s DISC model theory.\u00a0He did this by presenting the Activity Vector Analysis table \u2013 a list of adjectives that were given to ask people to point out which words best describe themselves.\u00a0This assessment was created to be of use in cases where businesses need assistance in selecting qualified staff.<\/p>\n

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In 1965, Merenda, Peter F., and Clarke published their group’s discovery of a new tool in the “Journal of Clinical Psychology.”\u00a0Instead of using a checklist, this “Self-Describing” test forces respondents to choose between two or more options.\u00a0The factor analysis of this assessment was added to support the DISC.\u00a0\u201cSelf-describing\u201d was used by John Geier to create the original Personal Profile System in the 1970s.<\/p>\n

DISC is used to determine how an individual reacts\/acts when faced with problems at work or in how they solve problems.
\nThe DISC model of human behavior is based on two basic observations about how people generally behave<\/p>\n

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Observation #1: Some people are more \u201copen\u201d while others are \u201creserved\u201d.
\nYou can think of this trait as the \u201cinner motivation\u201d or \u201cspeed\u201d of each person.\u00a0Some people always seem to be ready to “go” and “get on with something” quickly.\u00a0They start their engines quickly.\u00a0Others tend to start more slowly or with more caution.<\/p>\n

Observation #2: Some people have a penchant for \u201crule of law,\u201d while others have a bias toward \u201chuman rule.\u201d
\nYou can think of this trait as an external focus, or the external priorities that drive them.\u00a0Some people focus on getting things done (tasks);\u00a0others are more sympathetic to those around them and their feelings.<\/p>\n

DISC . personality groups<\/h2>\n

4 main DISC personality groups<\/h3>\n

Also from the above four personality traits, the DISC test gives four specific groups of people, including Leaders (group D), Influencers (group I), Consistency (group D). Group S) and Group of Compliance (Group C).<\/p>\n

Each individual has all four personality groups above, to varying degrees.\u00a0When we read an individual’s DISC chart, we pick one or two groups that account for the highest percentage to determine that person’s typical personality.<\/p>\n

Dominance<\/h3>\n

The people in this group are important to the completed results.\u00a0They are always confident and motivated to compete to win or achieve success.\u00a0They always accept challenges and act immediately to achieve results.\u00a0Leaders are often described as strong, confident, agile, always approaching problems directly.\u00a0However, the minus point of people in the Leader group is that they are sometimes limited by indifference to others, impatience and skepticism.\u00a0They are also sometimes said to be vulnerable.<\/p>\n

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Goals of the Leaders Group:<\/p>\n