Disc Assessment Paper

Hersey, P., Blanchard, K., & Johnson, D. (2011).Managing of Organizational Behavior: Leading Human Resources. (9th ed., pp. 243-250). Upper Saddle River, New Jersey: Pearson Education, Inc.

Organization is a very diverse and rich place where in different types of personality come in contact. They come from different family background, beliefs, upbringing, attitude etc and other factor that affect the personality. Sometimes conflict arises due to individual differences thus this result to the study of human behavior in organization to better understand each member of organization what contributes to their behavior, how can their attitude/ behavior affects performance and productivity that contribute to the organization as a whole.

2 of Understanding and Managing Organizational Behavior: Exhibit 2.5, 2.6, and 2.7 MGT 312 WEEK 2 Personality Impact Paper

This tool is sponsored by the United Way of America. This tool is designed for United Way organizations but can be applied to nonprofits for internal evaluation purposes. This tool can be used to: (1) gauge your organization’s current status relative to the Standards of Excellence, (2) identify areas of strength where your expertise could be shared with others; and (3) determine where to focus your organizational development and improvement efforts (“United Way”, n.d.). This tool is marketed towards United Way organizations but can be applied to nonprofits for internal evaluation purposes.

In order to respond to society and the world it must begin with a decision to act in the true sense of the word leadership. There is no right or wrong model of leadership and to make a better world, society needs a variety of leadership models in place. In other words, leadership doesn’t have to be a formal, exalted position. It is rather as the definition states: taking actions in any setting which will bring about change by motivating others (Millard, 2008). Furthermore the group does not have to be a formal group to accomplish a common goal or

Kinicki, A., & Fugate, M. (2016). Organizational behavior: a practical, problem-solving approach. New York, NY: McGraw-Hill Education.

This paper is to define and discuss the Evidence Based Practice Model Behavior Modification. Expounding on the various methods that are utilized to alter behaviors from positive to negative, and some of the tools implemented to enforce behavioral changes in various settings. This discussion will also explain various techniques that have been designed to make behavioral changes more effective and understandable. Exploring direct interactions from articles this paper will also discuss the benefits and barriers that one faces in dealing with behavior modification.

This paper explains what the Odum Behavior laboratory is doing and how I help out with their research. It explains the goals of the research and the background of why they are doing it. It also explains what I am doing to assist the graduate researchers and the objectives that they are helping me to achieve. And it concludes with a discussion of further research ideas based from the seen limitations.

Leading could utilize Brian’s healthy dose of the humanistic-encouraging style. However, leading cannot be accomplished by encouragement and kind words alone. Thus, the affiliative style helps with the relationship aspect of leading, and achievement produces leadership by example.

The assigned readings and assignments on the first and second week of this course help me learn more about my interpersonal communication needs and barriers. It helps me to strengthen my listening and verbal skills. With the DISC assessment I learned some interesting things about my strengths and weakness.

Over the course of this semester, Organizational Behavior has highlighted numerous topics, which concentrated on

Q1.1 Under the DISC model I feel that the ‘Directing’ style most adequately characterises my approach to communication. As an individual I am competitive and have found that the need to ‘win’ has shaped my approach to completing tasks. As a result I often take the lead in team based scenarios as I feel more comfortable in bearing a larger portion of responsibility to ensure the task is completed in the relevant time-frame and to the appropriate standard. I can also relate to other behaviours associated with the ‘Directing’ style of communication such as challenging the status quo and resisting authority. In this context I would consider these to be positive behaviours, describing a willingness to be creative and not be bound by

Robbins, S. P., & Judge, T. A. (2011). Organizational Behavior (14th Edition). Boston, MA: Prentice Hall.

I enjoyed using the DiSC assessment. I think I learned a little more about myself and my interactions with coworkers. I have never had any other experience with psychological profiling for workplace application. However, I think it seems like a very useful tool. I think psychological profiling and perhaps the DiSC assessment is particularly applicable to the hiring process to assess how a potential candidate may fit with the rest of the team. I agree with my DiSC assessment in categorizing myself as conscientious. I have never previously thought of myself as conscientious but now it seems like a good categorization after I have completed the assessment. I would prefer if people would communicate with me by considering my availability

Organisational Behaviour (OB) is the study of human behaviour in an organisation. It is a multidisciplinary field devoted to the understanding individual and group behaviour, interpersonal processes and organisational dynamics. OB is important to all management functions, roles and skills. Since organisations are built up levels - individual, group and an organizational system as a whole, it is important for managers to understand human behaviour in order to meet the organizations overall goals. I found several key learning areas that are meaningful, interesting and relevant to my work over the course of studying this unit. These key learning areas have not only expanded and improved my view of organisational behaviour but they also have