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DISC
-Focus: observable behavior and communication style
-Purpose: Improve teamwork, leadership, conflict management

MBTI
-Focus: individual preferences and psychological characteristics
-Purpose: personal development, career counseling, team building

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1. Focus

MBTI: The MBTI focuses on identifying an individual's personality type based on four dimensions: Extraversion/Introversion, Sensing/Intuition, Thinking/Feeling, and Judging/Perceiving. It explores an individual's preferences and how they perceive the world and make decisions.

DISC: DISC primarily focuses on observable behaviors and communication styles. It categorizes individuals into four primary behavioral styles: Dominance, Influence, Steadiness, and Conscientiousness.

2. Nature of Assessment:

MBTI: The MBTI is based on Carl Jung's theories and uses self-report questionnaires to assess personality preferences. It classifies individuals into specific personality types, such as ISTJ (Introverted, Sensing, Thinking, Judging) or ENFP (Extraverted, Intuitive, Feeling, Perceiving).

DISC: The DISC assessment measures an individual's dominant behavioral style or blend of styles using questionnaires. It categorizes individuals into one or a combination of the four primary behavioral styles: Dominance, Influence, Steadiness, and Conscientiousness.

3. Complexity

MBTI: The MBTI provides a more comprehensive and nuanced view of personality by capturing preferences across four dimensions. It explores the interaction between different preferences to form 16 distinct personality types.

DISC: DISC offers a simpler model, focusing on four primary behavioral styles without delving into the complexity of personality types. It provides a broad categorization of individuals' observable behaviors.

4. Application

MBTI: The MBTI is often used in personal development, career counseling, team building, and relationship counseling. It helps individuals gain self-awareness, understand their strengths and potential areas for growth, and explore career paths that align with their personality type.

DISC: DISC is frequently used in workplace contexts, such as team building, leadership development, conflict resolution, and improving communication and collaboration. It focuses on enhancing understanding and interaction within teams.

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While the DISC assessment measures observable behavior (think of how we do things rather than why), 16-Personalities is more introspective and measures behaviors that result from the way you internalize and deal with information or circumstances. And so, 16-Personalities and DISC will give you different insights regarding human behaviors and personality traits.

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DISC and MBTI are both personality assessments that are used for understanding individuals' preferences, behaviors, and communication styles. However, they differ in the following ways:

1. Theoretical approach: DISC is based on the theory of behavioral styles while MBTI is based on the theory of cognitive functions.

2. Focus: DISC focuses on observable behaviors, while MBTI focuses on internal personality tendencies.

3. Types: DISC identifies four primary personality types - Dominant, Influence, Steadiness, and Conscientiousness, while MBTI identifies sixteen personality types.

4. Assessment format: DISC assessment is more straightforward and consists of answering a series of questions while the MBTI assessment tends to be more complex, requiring more time and administration.

5. Applications: DISC is more commonly used in business settings for team building, communication, and conflict resolution, while MBTI is more widely used for personal and career development purposes.

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FUNNY CAT MEMES COMPILATION OF 2022 PART 66

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1. Focus:

DISC: The DISC test primarily focuses on behavior and observable traits. It aims to identify an individual's preferred style of communication, work approach, and response to different situations.

MBTI: The MBTI places more emphasis on understanding an individual's cognitive preferences and how they process information, make decisions, and interact with the world.

2. Test Format:

DISC: The DISC test typically consists of a series of questions or statements asking individuals to rate themselves on a scale, indicating how well each statement describes their behavior or preferences. Results are often presented in a graphical format, showing the individual's score on each of the four dimensions.

MBTI: The MBTI questionnaire consists of a series of forced-choice questions that ask individuals to choose between two options, indicating their preferences. The results provide a four-letter code representing the individual's personality type.

3. Application:

DISC: The DISC model is commonly used in business and organizational settings for team building, leadership development, and improving communication and interpersonal relationships.

MBTI: The MBTI is widely used in various settings, including career counseling, personal development, team building, and relationship counseling. It offers insights into individual strengths, preferred work environments, and potential career paths.

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Comparison:

DISC focuses on behavior. DISC is a behavior assessment tool that focuses on four main personality traits: Dominance (D), Influence (I), Steadiness (S), and Conscientiousness (C). It is often used to help individuals understand their own behavior and the behavior of others in order to improve interpersonal communication and teamwork.

MBTI focuses on underlying preferences and tendencies. MBTI, is a personality test that was developed to identify an individual's preferences and tendencies across four dichotomies: Extraversion (E) vs. Introversion (I), Sensing (S) vs. Intuition (N), Thinking (T) vs. Feeling (F), and Judging (J) vs. Perceiving (P). It is often used to help individuals identify their strengths, weaknesses, and potential career paths based on their personality type.

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The DiSC model describes behavior and interpersonal interaction. If you know your DiSC type, you know how you prefer to approach problems as a team, including the best ways for you to have a productive conversation with your fellow team members.

The MBTI model, on the other hand, is focused on personal preferences. If you know your MBTI type, you know what types of tasks you might be good at, but you may not know how to work on those tasks alongside others

Both DiSC and MBTI have their strengths, and either one would make an excellent addition to any corporate university program. However, if you can only choose one of the two, it is usually best to go with DiSC over MBTI. A DiSC assessment focuses on how people behave and interact with one another, making it extremely useful for corporate training and developing talent. Each employee’s behavioral style can tell you how likely it is that they will be a good manager and leader or a high potential

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1. Focus:

DISC: The DISC assessment primarily focuses on understanding behavioral styles and communication preferences. It categorizes individuals into four main types based on observable behaviors and emphasizes adapting communication styles to enhance interactions and teamwork.

MBTI: The MBTI assessment focuses on understanding personality preferences across four dimensions. It provides insights into how individuals perceive the world, make decisions, and structure their lives. It highlights natural tendencies and preferences in various aspects of personality.

2. Number of Types:

DISC: DISC categorizes individuals into four main types (Dominance, Influence, Steadiness, Conscientiousness). It offers a simpler classification system based on observable behaviors.

MBTI: MBTI generates sixteen personality types, combining four dimensions (Extraversion-Introversion, Sensing-Intuition, Thinking-Feeling, Judging-Perceiving). It provides a more detailed and nuanced classification system.

3. Application:

DISC: DISC assessments are commonly used in the workplace for team building, leadership development, and improving communication and collaboration. It emphasizes understanding and adapting to others' behavioral styles to enhance relationships and productivity.

MBTI: MBTI assessments have broader applications, including career counseling, personal development, and understanding individual strengths and preferences. It focuses on self-awareness, decision-making styles, and personal growth.

4. Basis of Classification:

DISC: DISC is based on observable behaviors and communication styles. It categorizes individuals into types based on how they tend to act and interact with others.

MBTI: MBTI is based on psychological theories and preferences. It categorizes individuals into types based on their inherent preferences for perceiving information, making decisions, and directing energy.

5. Complexity:

DISC: DISC provides a simpler model with four main types. It is easier to understand and apply, making it accessible to a wide range of individuals.

MBTI: MBTI offers a more complex model with sixteen types. It provides a more detailed and comprehensive view of personality but may require more effort to fully comprehend and interpret.

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MBTI (Myers-Briggs Type Indicator):

Based on Carl Jung's theory of psychological types.

Focuses on understanding personality through four dichotomous dimensions: extraversion (E) vs. introversion (I), sensing (S) vs. intuition (N), thinking (T) vs. feeling (F), and judging (J) vs. perceiving (P).

Identifies 16 different personality types based on combinations of these preferences.

Emphasizes understanding an individual's innate preferences and how they perceive the world and make decisions.

Provides insights into communication styles, work preferences, and potential career paths.

DISC:

Developed by William Moulton Marston to understand behavioral traits.

Focuses on four primary behavioral styles: Dominance (D), Influence (I), Steadiness (S), and Conscientiousness (C).

Measures observable behaviors and responses to different situations.

Classifies individuals into one or a combination of these styles to understand their preferred ways of interacting and behaving.

Provides insights into communication styles, decision-making approaches, and strengths and weaknesses in different areas.

Both MBTI and DISC are popular personality assessment tools used in various contexts, such as personal development, team building, and leadership training. However, they differ in their theoretical foundations, the dimensions they focus on, and the resulting classifications or types they provide.

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The DISC assessment is shorter in length than MBTI (typically 24-30 questions for DISC versus up to 90 questions for most MBTI tests).

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The DiSC model describes behavior and interpersonal interaction. If you know your DiSC type, you know how you prefer to approach problems as a team, including the best ways for you to have a productive conversation with your fellow team members. The MBTI model, on the other hand, is focused on personal preferences.

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DISC assessment is specific to whatever environment you have in mind when taking the assessment, results tend not to be as intimate or personal as MBTI. It’s easier for individuals taking the DISC assessment to share their results, confident that though the assessment results might reveal their work personality, their private self can remain protected.
MBTI is a good assessment tool for the individual looking for self-knowledge. MBTI results tend to be very personal and typically reveal a great deal about an individual’s inner self.

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The MBTI emphasizes that each individual has specific preferences in the way they view the world, and this assessment provides insight into the differences and similarities in people’s experiences of life.

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The DISC test can be utilized in various HR (Human Resources) contexts to enhance understanding, communication, and teamwork among employees:
- Recruitment and Selection
- Team Building and Development
- Conflict Resolution
- Leadership Development
- Performance Management
- Career Development

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The DISC profile is your guide to self-awareness. It will give you insight into your personality style strengths, limitations, and communication preferences, as well as insight into communicating with other DISC personality types.

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Each individual’s responses result in a certain pattern according to the DISC graphs with uncountable result. The assessment has identified 15 classical patterns with specific names

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DiSC is an acronym that stands for the four main personality profiles described in the DiSC model: (D)ominance, (i)nfluence, (S)teadiness and (C)onscientiousness.

People with D personalities tend to be confident and place an emphasis on accomplishing bottom-line results.

People with i personalities tend to be more open and place an emphasis on relationships and influencing or persuading others.

People with S personalities tend to be dependable and place the emphasis on cooperation and sincerity.

People with C personalities tend to place the emphasis on quality, accuracy, expertise, and competency.

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- The MBTI questionnaire, first published in 1943, was originally developed in the United States by Katharine Cook Briggs and her daughter Isabel Briggs Myers.
- the Myers–Briggs Type Indicator (MBTI) is an introspective self-report questionnaire indicating differing psychological preferences in how people perceive the world and make decisions.

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The DISC personality assessment was first proposed in the 1920s by psychologist William Moulton Marston, but it was later refined and popularized by industrial psychologist Walter Vernon Clarke in the 1950s and 1960s.

DISC stands for four personality traits: Dominance, Influence, Steadiness, and Conscientiousness.

To identify someone's DISC profile, you can administer a survey or questionnaire designed to measure the individual's behaviors, attitudes, and preferences across various situations. The results can give insight into how people interact with others, respond to stress, approach problem-solving, and lead or follow in different contexts.

There are typically four DISC profiles or styles:

1. Dominant (D) - assertive, decisive, results-oriented, and independent. These people may be seen as strong-willed, domineering, and competitive.

2. Influencing (I) - outgoing, enthusiastic, sociable, and persuasive. These people may be seen as talkative, optimistic, and collaborative.

3. Steady (S) - calm, patient, loyal, and cooperative. These people may be seen as supportive, dependable, and predictable.

4. Conscientious (C) - analytical, methodical, precise, and attentive to details. These people may be seen as serious, careful, and logical.

Each profile has its own strengths and weaknesses, and understanding these can help people communicate more effectively, resolve conflicts, and leverage their individual talents in team settings.

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1. In 1956 by Walter Clarke, an industrial psychologist.
2.

Dominance: active use of force to overcome resistance in the environment

Inducement: use of charm in order to deal with obstacles

Submission: warm and voluntary acceptance of the need to fulfill a request

Compliance: fearful adjustment to a superior force

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the 16 personality types

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A DiSC assessment is a behavior-assessment tool that aims to help people understand their leadership styles and improve workplace teamwork.
A post-DiSC assessment report shows your scores in various dimensions, provides insights into your personality, and suggests tactics for increased effectiveness.

Assessing your employees’ DiSC traits can raise their self-awareness, boost sales and service skills, and improve employee engagement.

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When was MBTI first defined, by whom?

The MBTI (Myers-Briggs Type Indicator) was first defined by Katherine Briggs and Isabel Briggs Myers.

The indicator was developed based on the personality theory proposed by Carl Jung.

The initial version of the MBTI was published in 1962.

How to identify it:

The MBTI can be identified through a self-report questionnaire.

The questionnaire consists of a series of statements or questions that assess various aspects of an individual's personality.

Respondents choose the option that best aligns with their preferences or behaviors.

The responses are then scored and used to determine the individual's MBTI type.

The MBTI type is based on four dichotomous dimensions: extraversion (E) vs. introversion (I), sensing (S) vs. intuition (N), thinking (T) vs. feeling (F), and judging (J) vs. perceiving (P).

Each dimension represents a preference, and the combination of preferences forms the individual's MBTI type, such as ISTJ or ENFP.

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DISC is a behavioral assessment tool used to understand people's behavior and communication styles. It is based on the theory that individuals have predictable patterns of behavior that can be categorized into four main types: Dominance (D), Influence (I), Steadiness (S), and Conscientiousness (C).

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DISC is a behavioral assessment tool used to understand people's behavior and communication styles. It is based on the theory that individuals have predictable patterns of behavior that can be categorized into four main types: Dominance (D), Influence (I), Steadiness (S), and Conscientiousness (C).

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GR2

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Myers-Briggs Type Indicator

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Group 4.
MBTI is used to define personalities.
It can be used by HR dept to help them get to know more about the candidates.
It helps company understand their employees’ strength and weakness and help them to develop their potential

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- MBTI stands for Myers–Briggs Type Indicator (MBTI)
- The MBTI was constructed by two Americans: Katharine Cook Briggs and her daughter Isabel Briggs Myers, who were inspired by the book Psychological Types by Swiss psychiatrist Carl Jung
- MBTI is a four-factor model that allows people to describe themselves by four letters (e.g., ENTJ or ISFP) that represent their particular type. The scale yields eight scores (one for each type) that can be considered on four typological opposites (e.g., Introversion or Extraversion)
- DISC test results will show your level of four different traits
These traits are Dominance, Influence, Steadiness and Conscientiousness, giving the test its name: DISC.
Dominance

The dominance trait looks at how competitive and goal-driven you are. It defines those who are strongly motivated by success and accomplishing results, measuring how well people work under pressure. This aspect describes those who are highly resourceful, enjoy challenging tasks, and can be direct, demanding and outspoken.

Influence

The influence trait identifies how well you relate to others and your level of optimism. This characteristic distinguishes those who are very people-focused and enjoy persuading and influencing their environment. They can be convincing individuals who are sociable, enthusiastic and open, although often avoid conflict and can become over-emotional.

Steadiness

The steadiness trait examines the sincerity and stability of your character. It looks for dependability and a peacekeeper vibe. This aspect identifies those who make good team players due to their cooperative nature and ability to create close personal relationships. This trait also demonstrates those who have difficulty making decisions assertively, and whose actions can be predictable.

Conscientiousness

The last of the four main profiles defines your level of analysis and problem-solving. This element measures those who aim for quality, accuracy and precision, and who are particularly detail-oriented. Measuring a high level of independence and objectiveness, this trait also demonstrates those who are risk-averse.

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When was it first defined? by whom?
What does MBTI stand for
How to identify the results?
How many results does DISC has? Give the example and explain its meaning
Or just give your own opinion for applying MBTI

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When was it first defined? by whom?
What does DISC stand for?
How to identify the results?
How many results does DISC has? Give the example and explain its meaning
Or just give your own opinion for applying DiSC