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Team C's Disc Platinum Rule Behavioral Styles Assessment

Essay by   •  August 14, 2011  •  Case Study  •  1,444 Words (6 Pages)  •  2,942 Views

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Abstract

This paper describes the results of Team C's DISC Platinum Rule Behavioral Styles assessment. What we learned was eye opening, and provided answers to past issues and experiences. The assessment helped us understand why others and we act a certain way in the workplace. The assessment consisted of 18 variable questions that represent our reactions to certain situations at work and in social settings. Team C's DISC assessment resulted in only two behavioral styles. In this paper we will conduct a general overview of the dominant behavior styles found, compare and contrast the differences, and examine how they can be used effectively.

Disc Assessment Paper Team C

It will be unrealistic to think that we will not conflict or have differences of opinion in our work and personal life. People are different and no one is denying this. The problem is that some people do not understand how to work with others that are different, and why they act this way. People must to adapt to the meet the needs of the people that they work and interact with. The explanation lays in assessing ones own behavioral style, understanding it, and learning to identify others behavioral styles. Interestingly, after taking the assessment, our team displayed only two different behavioral styles. I expected four different styles. The men on the team both were Interactive Impressers while the women on the team displayed the Steadiness Go-Getter style, not that gender is related. Each one of the team members were able to relate to certain characteristics described in their assessed behavioral style. We were also able to learn the many similarities and differences between our styles of Ic (Impresser) and Sd (Go-Getter).

The first Behavioral Style is the Impresser. The Impresser is a sub group of the Interactive style group. The Impresser goal is to win with flair, but does not want to win at all cost. Appearances and approval by others are the reason the impresser goal is to win with flair and by the rules. An impresser enjoys working in groups, and judge's people by their ability to get things done. In groups the impresser is able to share work and goals with people. This allows the impresser to gain acceptance with their peers by sharing in the success of winning. Under pressure impressers tend to crumble and become unproductive even attacking others to protect themselves.

The second behavioral style in our group was the Go-Getter. The Go-Getter is a sub group of the Steadiness style. Characteristics of the Go-Getter are that they are concerned with stability. This is reflected in their desire to think logically, and needs information and facts to work proficiently. The Go-Getter also likes to work in groups, and seeks friendship to keep a peaceful environment. When working in groups the go-getter needs to be personal involved with others, and tend to break down task into steps and monitor others closely. Go-getters are relationship oriented people and to work with them others need to talk in terms of feelings. They dislike aggressive people and tend to stress out when backed into a corner. Under stress the go-getter becomes indecisive and submissive, and need reassurance that they are appreciated.

Tina found many characteristics that she could identify with upon review of her assessment as a Steadiness Style or Go-Getter. Some of the things that she saw were attention to detail, searching for acceptance, avoiding conflict, irritated by aggressiveness, and sometimes unassertive. Tina tends to break down a task and supervise employees closely to ensure that a task is done appropriately. For this reason she sometimes hesitates to delegate and as a result loses valuable time on tasks that can easily be done by someone else. Not surprisingly, one of the growth opportunities listed under her assessment is delegating effective.

Finding acceptance from others is another characteristic of her Steadiness style. She often seeks the opinion of co-workers and subordinates upon making decisions, especially if it will affect them directly. One of the reasons for doing this is to avoid conflict. Last but not least, Tina despises aggressive people

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