PROJECT

of
PSYCHOLOGY

AIM -
To get a comprehensive insight
about various aspects about one’s
personality.
 INTRODUCTION

Basic Concept of DISC

The DISC model is a psychological framework used to understand and categorize human behavior
and personality traits. It identifies four primary personality traits or dimensions: Dominance (D),
Influence (I), Steadiness (S), and Conscientiousness (C). These traits represent different ways in
which individuals tend to interact with their environment, communicate, and approach tasks and
challenges.

Definition of the DISC Model

The DISC model is based on the work of American psychologist William Marston, who first
introduced the concept in the 1920s. The model is often used to assess and categorize an
individual's dominant personality traits by measuring the degree to which they exhibit traits
associated with Dominance, Influence, Steadiness, and Conscientiousness. It provides insights into
how people behave, communicate, and make decisions, which can be valuable for personal
development, team dynamics, and communication strategies.

Types of the DISC Model

The DISC model primarily consists of four personality types, which are:
Dominance (D): Individuals with a dominant personality type are assertive, results-oriented, and
often seen as competitive. They are driven by achieving goals and taking charge of situations.

Influence (I): People with an influential personality type are outgoing, social, and persuasive. They
thrive in social interactions, seek recognition, and enjoy motivating others.

Steadiness (S): Those with a steady personality type are patient, reliable, and team-oriented. They
value cooperation, stability, and are supportive of others.

Conscientiousness (C): Conscientious individuals are organized, detail-oriented, and systematic in

their approach to tasks. They emphasize accuracy and quality in their work.
 DESCRIPTION OF THE TEST ASSESSMENT

Scale:
The DISC assessment typically involves a self-report questionnaire or assessment that individuals
complete. The questionnaire consists of a series of statements or questions related to various
behaviors, preferences, and reactions. Respondents rate their agreement or alignment with these
statements.

Developers:

The DISC model, upon which various DISC assessments are based, was initially developed by
American psychologist William Marston in the 1920s. However, numerous psychologists and
organizations have adapted and developed their own versions and assessments over the years.

Dimensions:

The DISC model includes four primary personality dimensions, which are Dominance (D), Influence
(I), Steadiness (S), and Conscientiousness (C). Respondents are categorized into these dimensions
based on their responses to the assessment.

Psychometric

Properties: The psychometric properties of specific DISC assessments can vary depending on the
test version and the organization that administers it. These properties may include reliability
(consistency of results), validity (accuracy in measuring what it intends to measure), and norming
data (comparing an individual's results to a reference group). The reliability and validity of the
assessment can depend on the specific test used and how it is administered.

MATERIALS REQUIRED
DISC Table, pen, paper, eraser, manual, etc.
 INTRODUCTION TO THE SUBJECT
Name: Abc
Age: 22
Gender: Female
Educational Qualification: Bachelors in Computer Science and Engineering

PROCEDURE
Instructions:

1. Choose the setting in which your responses will be made: Work, home, church, social, etc.
2. Carefully read the four phrases in each box below. Circle the number adjacent to the phrase
MOST
descriptive of you in the setting you have chosen. (The number is irrelevant at this point.)
3. Circle the number adjacent to the phrase that is LEAST descriptive of you in the setting you have
chosen. (The number is irrelevant at this point.)
4. For each box, choose ONLY ONE "Most" and ONLY ONE "Least" response.
5. This sheet should be completed within SEVEN MINUTES, or as close to that as possible.

Rapport Formation:

● Create a Comfortable Environment: It's essential to establish a comfortable and

non-threatening atmosphere for test takers. Ensure they understand that there are no right or
wrong answers, and their responses will remain confidential.
● Build Trust: Encourage trust and open communication. Emphasize that the assessment is
not a judgment but a tool to understand individual strengths and preferences.

Administration Guidelines:
● Clear and Understandable Language: The questionnaire or assessment should be written
in clear, understandable language. Avoid jargon or complex terminology.
● Answer Selection: Test takers will respond to statements or questions based on their
behavior and preferences. They may use a rating scale (e.g., strongly agree to strongly
disagree) or choose from multiple-choice options.
● Time Management: Ensure that test takers have an appropriate amount of time to complete
the assessment, but don't allow excessively long periods for completion to maintain
engagement.

Scoring and Interpretation:

● Step 1 Count the number of times you circled each number (5, 4, 3, 2, 1) in the Most column.
Record the totals in the corresponding boxes in the row labeled M below.
● Step 2 Count the number of times you circled each number (5, 4, 3, 2, 1) in the Least column.
Record the totals in the corresponding boxes in the row labeled L below.

● Step 3 Use the numbers from the row labeled M to complete Graph 1 and the numbers from
the row labeled L to complete Graph 2.

● Step 4 Circle the number from each box (D, I, S, C) above in the corresponding column on
the graphs.
You have to perform the above steps on this table
Precautions:

● Privacy and Confidentiality: Emphasize the confidentiality of the results and assure test
takers that their responses will not be shared without their consent. Comply with relevant
privacy and data protection regulations.
● Avoid Misuse: Be cautious about using the DISC results for hiring, promotions, or other
high-stakes decisions without a clear understanding of the test's limitations. The DISC
assessment is primarily designed for personal development and improving communication,
not as a sole determinant for employment decisions.
● Professional Training: If you are using the DISC assessment in a professional or
organizational setting, ensure that administrators or facilitators are trained and qualified to
interpret the results and provide appropriate feedback.
● Combine with Other Assessments: The DISC assessment should be used in conjunction
with other assessments and information sources for a more comprehensive understanding of
an individual's personality and behavior.

INTROSPECTION REPORT:

I enjoyed performing the tes, I got to know about the scale and this was my very first psychological
assessment. The experimentor was calm and friendly, she really helped me along with the process

RESULT

By performing this DISC test, it is clearly visible that S type in the MOST column has the maximum
value that is “7”. Therefore the subject has D type personality trait.
Whereas in the least column the maximum value is obtained by D type that is “11”. Therefore the
subject has D type personality trait at least level.
 DISCUSSION
Applications of the DISC Test:

1. Personal Development: The DISC test is often used for personal development and
self-awareness. Individuals can gain insights into their dominant personality traits and use this
knowledge to improve their communication, behavior, and decision-making.
2. Team Building: In a workplace or group setting, the DISC test can help team members
understand each other's communication styles and preferences. This knowledge can enhance
teamwork, reduce conflicts, and promote more effective collaboration.
3. Leadership Development: The DISC assessment is useful in leadership development
programs. It helps individuals recognize their leadership strengths and areas for improvement,
allowing them to become more effective leaders.
4. Communication Training: The DISC model can be used in communication training to teach
individuals how to adapt their communication style to better connect with others who have
different personality traits.
Strengths of the DISC Test:
● Simplicity: The DISC model is easy to understand and apply, making it accessible to a wide
range of individuals and organizations.
● Practicality: It provides practical insights into behavior and communication, which can lead to
immediate improvements in relationships and interactions.
● Versatility: The DISC model can be applied in various contexts, from personal development to
team dynamics and leadership training.
● Nonjudgmental: The assessment is generally nonjudgmental, emphasizing that there are no
"good" or "bad" personality types.

Limitations of the DISC Test:

● Simplicity: While the simplicity of the model is a strength, it can also be a limitation. The four
broad categories may not capture the full complexity of an individual's personality.
● Lack of Depth: The DISC assessment provides an overview but may not delve deeply into an
individual's unique characteristics, motivations, or specific psychological traits.
● Validity and Reliability: The psychometric properties of specific DISC assessments can vary,
and the validity and reliability of a particular test may not be as well-established as some other
personality assessments.
● Not Suitable for High-Stakes Decisions: Using the DISC test as the sole determinant for
high-stakes decisions like hiring may not be advisable, as it is primarily designed for
self-awareness and interpersonal understanding.

CONCLUSION
1. Conducting the DISC test can provide valuable insights into an individual's dominant
personality traits and behavioral tendencies, which can be applied in various personal and
professional contexts. It offers a practical and accessible way to enhance self-awareness,
improve communication, and promote effective collaboration.
2. However, it's important to recognize the test's limitations. The DISC assessment provides a
broad overview of personality traits but may not capture the full complexity of an individual's
character. It should be used as a complementary tool and not as the sole determinant for
critical decisions.

REFERENCE
● William Moulton Marston
● Wikipedia
● Google
● Youtube