Many evaluation tools are based on the concepts of Emotions of Normal People developed by Marston. These tools were created with emphasis on the advantages and benefits that such methods contributed to the military and working environment.
The first generated tools were called “pure” (PDA). From its first applications the tool manifested its enormous contribution due to the quantity and quality of information. However, the process was extremely slow and complex. It would take 2 hours from the moment the individual finished the evaluation until the analyst was able to produce the results.
In the late 60’s, Dr John Greier, from University of Minnesota, modified Marston’s model with the intention to simplify the process and that was the beginning of what we know today as DISC- Which is nothing more than a simplification of Marston’s model. Greier’s simplified version changed the original questionnaire and even though the process took less time to interpret the results, much of the valuable information was lost.
Some of the key information missing from Greier’s model is:
• Intensity Axis: Measures the intensity of each behavioral tendency.
• Profile Intensity: Measures how “faithful” the evaluated person is to his or her behavior. It assesses the flexibility/rigidity level of the person evaluated.
• Energy Level: Measures the level of energy available. Provides better understanding of the motivation and stress level.
• Consistency Indicator: Measures the information’s consistency and quality level.
• Self-Control Axis: The 5th axis measures the individual’s capacity to control impulses and emotions, related to “Emotional Intelligence”.
Already in the 90’s, with the possibility of every employee having their own computer, internet connection, and the possibility to systemize the process of loading the forms and automatically issuing graphs and reports, resurfaced the many benefits that the “pure” tools offered to companies over the simplifications provided by the DiSC model.
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