Selected personality test is DISC personality test

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University of Michigan *

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Psychology

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Nov 24, 2024

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Selected personality test is DISC personality test.. DISC personality test/DISC assessment is a tool for self-assessment of behavior. DISC assessment was first developed by Walter Clarke in 1956. Clarke’s creation consist of a checklist describing people. However, it is based William Moulton Marston theory. DISC is based on Marston’s 1928 emotion and behavioral theory. Marston’s theory is documented in his book: Emotions of Normal People, 1928.  The initial self-assessment grounded on Marston's DISC theory was formulated in 1956 by Walter Clarke, an industrial psychologist.  In 1956, Clarke devised the Activity Vector Analysis, a questionnaire consisting of a list of adjectives.  Participants were instructed to select the adjectives that accurately described themselves. The purpose of this self-assessment was to assist firms in selecting competent staff.  Marston was a Harvard scholar and published a book in 1928 called Emotions of Normal People which explains his theory of how one’s normal emotions led to behavioral differences, and that each person's behavior might change over time.  Harvard researcher Marston released a book in 1928 titled Emotions of Normal People, outlining his notion that behavioral differences can be attributed to normal emotions and that an individual's conduct may evolve over time.

 He devised four behavioral patterns in his work: Drive, Influence, Submission, and Caution. These four types served as the foundational elements for the DISC model of human behavior and subsequently paved the way for the contemporary DISC assessment. DISC assessment measures four main personality traits: Dominance (D), Inducement (I), Submission (S), and Compliance (C). Originally, Marston theorized Dominance, Influence, Submission, and Caution as the personality traits. However, “Submission” is now “Steadiness” and “Caution” is “Compliance.” Dominance describing using force to overcome workplace resistance. Influence highlights how one inspire other to work together and towards the goal. Steadiness describes willingness to do what is expected. Compliance highlights ability to comply with rules and follow orders.  Marston's research suggests that individuals express their emotions through four distinct behavioral patterns: Dominance, inducement, submission, and compliance.  He contended that these behavioral classifications originated from individuals' self- perception and their engagement with the surroundings.  The four categories were derived from two fundamental aspects that impacted individuals' emotional conduct.

 The initial dimension pertains to an individual's perception of their surroundings, whether it is perceived as advantageous or disadvantageous.  The second dimension pertains to an individual's perception of their level of control or lack thereof over their surroundings. DISC assessment is used to manage workers in business. DISC is utilized in personal development, team building, and career counseling. It reveal workstyle preferences, social interactions, and work routines. DISC assessment also helps to develop leadership, resolve conflict and train in workplace. Currently, DISC continues to be extensively utilized as a tool for personal and professional growth. Additionally, it provide critical insights into team and individuals.  The purpose of a DISC assessment is to ascertain an individual's preferences in terms of workstyle, interpersonal interactions, and work habits.  The DISC assessment has been extensively utilized in diverse contexts, encompassing personal growth, group cohesion, and career guidance. Legal and Ethical Issues Beneficence and Non-maleficence Ethical principle: Guard against misuse of influence.

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Psychologists use assessments for suitable, researched purposes. Only use assessments with established reliability and validity. Start personality assessments with obtaining informed client consent.  According to this principle, psychologists are aware of and take precautions to prevent the misuse of their influence because their activities, including giving tests, may have an impact on their clients' life. They also exercise professional and scientific judgment.  Psychologists employ personality assessments by administering, adapting, scoring, interpreting, or utilizing assessment processes, interviews, tests, or instruments in a manner that is appropriate based on the research and evidence regarding the effectiveness and proper application of these techniques. Informed Consent Provides employees/client with assessment details (APA, 9.03. Highlights need and rationale behind DISC assessment. Details fees, third-party involvement, confidentiality limits. Highlights the right to decline to participate or withdraw (APA, 9.03). Allows employees to ask questions and clarify doubts.  The purpose of informed consent is to ensure that the employee is fully aware of crucial details regarding the DISC assessment.  This includes information about the necessity and justification behind the DISC assessment, the fees involved, the involvement of third parties, the limits of

confidentiality, and the opportunity for the client to ask questions and have any doubts clarified by the professional administering the personality test ( ). Privacy and Confidentiality APA Code 4.01 and 9.03 describe how to maintain test confidentiality Professionals must ensure test results' confidentiality and security. Confidentiality should include recommendations and diagnostic judgments. Breach of confidentiality is only allowed under legal regulations.  According to the APA code 4.01 on "Maintaining Confidentiality" and specifically 9.03 on "Informed Consent in Assessments," professionals are obligated to uphold the confidentiality of test findings and test security.  This includes providing suggestions and diagnostic or evaluative judgments. Confidentiality must not be violated unless the dissemination of confidential information is legally regulated. Maintaining Test Security APA Ethics Code 9.11 describes the security of test materials Ensures security of manuals, equipment, procedures, and test questions. Psychologists maintain validity, reliability, and security of test materials. Adherence to legal requirements and contractual commitments.  APA ethical code 9.11 ensures the protection of the documents, equipment, methods, and tests. Psychologists make a diligent effort to maintain the accuracy, dependability, and

safety of test materials and other assessment methods, in compliance with legal obligations and contractual agreements, while also upholding this Ethics Code. Non-Discrimination Avoids unfair discrimination based on age, gender, race, ethnicity, culture, religion, sexual orientation, disability, socioeconomic status, or law-proscribed basis (APA, 3.01). No employment, advancement, or promotion denied based on ethics complaints (APA, 1.08). Actions based on outcome of proceedings or other relevant information. Competence Psychologists must maintain competence when administering the DISC assessment. Avoid delegating work to individuals with multiple relationships to avoid exploitation or loss of objectivity. Authorize only responsibilities that individuals can perform competently based on their education, training, or experience. Undertake relevant education, training, supervised experience, consultation, or study when providing assessment (APA, 2.01(C)). Respect for People's Rights and Dignity Test administrators uphold the dignity and worth of all individuals. They respect the rights to privacy, confidentiality, and self-determination. Special safeguards may be necessary to protect vulnerable individuals or communities.

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Psychologists respect cultural, individual, and role differences. They strive to eliminate biases based on these factors. They do not condone activities based on prejudices. Responsibility and Integrity Promote accuracy, honesty, and truthfulness in testing. Avoid theft, cheating, fraud, subterfuge, or intentional misrepresentation. Uphold professional standards of conduct and clear roles and obligations. Accept responsibility for behavior and manage conflicts of interest. Collaborate with other professionals and institutions to serve the best interests of their work.  Psychologists aim to foster precision, integrity, and veracity in the study, instruction, and application of psychology.  Psychologists involved in these activities adhere to ethical principles and refrain from any form of theft, cheating, fraud, deception, or intentional fabrication of facts.  Psychologists collaborate with and seek guidance from other experts and institutions as necessary to prioritize the well-being of the individuals they assist. Use of Assessment Tool with Diverse Populations  Ensure language and cultural sensitivity when creating the test.  Ensure the tests do not reflect cultural stereotypes  Make the test available for employees from diverse backgrounds.  Interpret the assessment result using inclusive language.  Ensure fairness and accuracy of various groups tested using DISC assessment.

 Make sure that the DISC assessment can be used in different languages and take into account the different ways that people from different cultures communicate and express themselves.  Use standards and examples that are typical of the various groups being evaluated to make sure the results are accurate and fair.  Make sure not to reinforce stereotypes and be mindful of any cultural biases that could impact the assessment and its outcomes.  Make sure that the assessment process can be easily used by people with different abilities and backgrounds.

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