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4 Personality Types: Which One Would Suit Your Organization?

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By Author: SamJacob Thomas
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The growth of any organization depends on many factors, one of which is the human resource. In fact, this is an extremely crucial element as without consistency in this area, there could be stagnancy or worse losses. Thus, it is essential that you have the right kind of people on each post, from your daily chores to handling machines or making big decisions. For this, obviously, you need to hire the ideal people and also understand their psyche. One of the ways to do this is with the help the DiSC personality test. Read further to understand more about DiSC

In 1982, psychologist William Moulton Marston developed a psychometric test that helps understand an individual’s personality and behavioral patterns by analyzing the responses they provide to the questions listed. This is now done online, and is used by organizations across the globe to hire the people who would fit almost perfectly in their cultures.

In this test, any individual is divided into specific DiSC profiles based on their most prominent characteristics. ...
... That is, Dominant, Influential, Steadiness and Conscientiousness(‘DiSC’). Along with specific traits, this test also reveals the intrinsic nature of an individual based on the DiSC dimensions. Thus, helps a company to understand his or herstrengths and weakness and also ways to work around the latter.

To decide the best kind of an individual fit for your job profile you need to understand the DiSC personality types first.

D – DOMINANCE: If an individual falls under this category, he would probably be keen to work on challenging tasks and would be ambitious for growth. And if an intern or recruit scores low, he may be more of a focused worker and keeps the team together.

I – INFLUENCE: As the name suggests, this shows the convincing power of an individual. He may be more emotive and optimistic, unlike the low scorer who would be more focused on facts and data. The latter might be more logical comparatively and may have a critical perspective.

S – STEADINESS: This literally means consistency in working. When you find someone who scores higher here, he may be steady-paced and well organized along with being patient and with people. Contrarily, the ones not in this section are usually demonstrative, eager and hungry for more.

C –CONSCIENTIOUSNESS:This is where you can gauge an individual’s attention to detail and adherence to accuracy and company procedures. The low scorers here are usually open-minded, independent and have an eye on the larger picture.

There is no set method or rule that states one is better than the other; you need to look at your requirement of the post, company culture and time period of the job and pick one of the people from the above profiles.

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