Platinum Rule Disc Assessment Paper

Dominant (D) – Described as demanding, vocal, adventurous and competitive, people with dominant personalities often make the first move in social situations and take the lead at work. They are often project leaders, pioneers in their field, and innovators. People with this personality type may seem rude as they are often in a hurry and tend to interrupt other people as they are speaking. Most people would consider them blunt, opinionated and not up for open discussion.

In the first phase, our team was to take the MBTI assessment. Based on our findings, our group presents essentially an almost perfect match of the opposites, an evenly mix of four paired descriptors of the sixteen personality types of; introversion to extroversion, thinking to feeling, intuition to sensing and judgment to perception. These findings will help our teammates bring rejuvenation to one another in virtually several states of affairs. It can help bridge the gaps of differences between individuals and maintain the interest of your teammates to perceive and process information, to make decisions and communicate, and manage time and potential. This experience has given us the opportunity to grasp how our type can gain knowledge in a way that interests us and keeps our attention with one another.

I can identify the following traits, proposed by Zaccaro, Kemp, and Bader in their Studies of Leadership Traits and Characteristics on 2004, as part of my leadership believes (Northouse, 2016):

There are times where I feel the need to dominate and lead the way such as when working with my dad in his apartment management company. I observe him overruling his tenants and exerting his power to put people in their place and follow the complex rules and regulations, and have somehow manifested those qualities into myself, like in example, if I am at work and he is not there then I do find myself to be quite dominating and exerting my power to get tenants to do what there suppose to do or pay their rent. I also find myself being dominating to people I know are weaker than me or just shy and not outspoken about their feelings. The other style that I was tied with is the conventional scale which measures my tendency to act in a conforming way. These tendencies are characterized by perceiving rules as a source of comfort and security. There is also a preference for staying unseen and unnoticed and a tendency to cover up my mistakes. There is also preoccupation with appearing to be average and just like everyone else. Additionally there is a reduction in originality which is very true for my behavior. These characteristics are also a bit contrary to my power and authoritarian style but somehow I find myself being shy as well as authoritarian in certain situations. I would have to say however that the conventional characteristic is one that I might have to disagree with because

Dominance style employees have the chance to give up control and take after authority's directions. D styles have such solid conclusions that they have a tendency to not listen to others thoughts. The chance for the D style would be to quit charging forward and take more opportunity to listen to different employees or colleagues. D style representatives can likewise discover opportunities in requesting assistance from others instead of tackling an excess of work since they don't care for the way other individuals may do the work

Amari quickly walked to the front desk being sure to steer clear of the rowdy students and looked for the pocket labeled ISTJ. She picked up the packet and walked to her seat. She read over the packet and found out about what they say is her “so called” personality. The packet stated, “As an ISTJ, your primary mode of living is focused internally...ISTJ’s are quiet and reserved individuals who are interested in security and peaceful living… ISTJ’s are very loyal, faithful, and dependable…” the packet also exclaimed her strengths and weaknesses. Amari looked at her strengths, it stated, “ An ISTJ has a stick to it attitude… value for social structure… respect for rules and orders… their desire to execute known systems against concrete facts.” She then turned the page to learn about what they assume as an ISTJ’s weaknesses. The packet exclaimed, “ISTJ’s weaknesses… Tendancy to belive that there always right… There value of structure seemed rigid to others… Not likely to give enough praise or affirmation to their loved

in order to analyze the patterns that determine personality, certain issues need to be addressed

These week 1 presentations, readings and personality test and links provided will have an impact on my understanding of management and leadership personality types. My preconceived understanding of management and leadership are based on my experience as a manager in two different governmental organizations as well as a brief career doing consulting work in the private sector. In the following pages I will attempt to look at how my management and leadership experiences are reflected in my personality type from the test. The test determined that my personality type is (I)ntroverted, I(N)tuitive, (F)eeler, (J)udger, and in the coming weeks, I hope to find out if that assessment is accurate for me in my personal and professional relationships. According to Type talk at work INFJs tend to be “…inward, meditative and reflective (Introversion)…and there perception of life is to see endless possibilities…(iNtuition).” The text goes on to say that these “… symbols and abstractions are translated through …subjective , interpersonal decision –making preference (Feeling).” which is in turn “…acted out in a lifestyle that is structured, scheduled and

The DISC assessment generated three personality types within the group: Interactive, Cautious, and Dominance. Three members of the group that include myself are labeled as Interactive. The Interactive strengths include

Personality simply can be defined as the character of someone. It is the set of emotional qualities, thinking, ways of behaving, feeling and so on. Personality differs from one person to another. Similarly, my personality is also quite different from others. I get a chance to know about my personality by trying a test which I have never tried before.

Brian was mildly trepid about viewing the results of the Life Styles Inventory he had taken. Perhaps because his thinking and behavior were never charted he was nervous to see the results; or maybe he was worried that an objective view of his thinking style would reveal more about his personality than he was comfortable

This essay aims to analyse how personality can affect the performance of teams. This essay will also explore various theories relevant to personalities and will assess how different personalities can be beneficial in increasing team performance as well as any disadvantages. This essay will also explore how personality can affect the inter-personal relationship between team members.

In 1940, Walter Clark developed the Dominance, Influence, Steadiness and Conscientious assessment based off of Harvard graduate Dr. William Marston’s 1928 theory. Individual behavioral patterns in professional and personal arenas are important factors on how communication, interaction, teamwork and productivity are influenced. DISC Platinum Rule Behavioral Self-Assessment provides assessment and analysis on individual behavioral styles. DISC Insights provides a pictorial depiction of the styles and their associated personality traits (DISC Insights, 2013).

As an “I” in the DISC profile system it has been amazing to relate and identify a couple characteristics that I have and how they help me accomplish the day to day tasks that I encounter. An “I” profile I am talkative, growing up in elementary to junior high and then moving onto high school I wasn’t the best at being task oriented. When we would have class time to complete assignments and work, I would prefer to talk to other individuals and socialize rather than buckle down and focus. It was something my teachers would speak to me about regularly and attempt to

In describing what personalities are like, Kelly abandons the classical threefold division of psychological phenomena: cognition, affection and conation (Kelly, 1955, p.130). Instead, he formulates his own personality theory with a single structure named "Construct". In this section, let's review the concept of construct and some of its features.