Talk:DISC assessment

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[edit] More Discussion?

I'd Like to see some more discussion on this, has anyone got any criticism or references they can add to the page? - MattJ


—The preceding unsigned comment was added by 194.128.253.254 (talk) 16:13, 27 February 2007 (UTC).

After reviewing the article and discussions about it, I would like to remove the information regarding The Success Insights® Wheel and PIAV on behalf of Target Training International (TTI), the company which owns the rights to the products. TTI has not posted the information on the products, or any other content in the history of the article, and is no way in an attempt to obtain free advertising or improve page ranks. However, we are taking the liberty of removing the information because we understand and respect the intent of Wikipedia to provide unbiased information that is not commercialized. At this time, no links to our sites exist within the content of the article and we urge other vendors of DISC based assessments to remove the links to their own commercial sites. --JessicaKle 15:26, 15 November 2007 (UTC)


It is not correct--nor honest--to describe the DiSC as a psychometric test. A marketing ad copy writer might blithely call it that, but a serious social scientist/psychologist never would. It is not a test by strict test construction principles. A bonafide psychometric test has a stated theory with underlying concepts which can be operationalized and tested. A bonafide test can be checked for its internal validity and its credibility using a statistical package. If statistical analysis reveals a predictablity confidence for the test, then you can reasonably believe that the test does accurately reveal what it is testing for. Many genuine psychometric tests and assessments do meet these standards. Otherwise, instruments like the DiSC are really more properly considered an inventory or a questionnaire, but should not enjoy the status of being considered a psychometric test. In fact, I have read the literaure from DiSC and the company says in print that the instrument is NOT a test. They have integrity. As for marketing sharks selling products, from lotions that grow hair on bald heads to "tests" for personality assessment? Well, that's an altogether different story.

Research on the Inscape Publishing version of DiSC can be found at: [1]. It is important to note that there are several publishings or DISC, which with varying degrees of validity and reliability. DISC is not a test, but an assessment of behavioral preferences, based on personality and environment or situation. Test implies that there are right answers and wrong answers. There is no "right" or "best" DISC style.--JCG 02:34, 20 August 2007 (UTC)


Based on the third and fourth comments above I am going to change the first line to read inventory not test. My employer is sending us to a training based on this instrument and I would appreciate any further advice people have on researching this instrument.JeremiahJohnson (talk) —Preceding comment was added at 15:24, 13 March 2008 (UTC)

[edit] Cleanup {{advert}} added

This article has turned into a major commercial for DISC distributors and companies selling DISC and DISC type products. The Success Insights Wheel is a product by TTI and is not the DISC as Marston designed it. It is an adaptation developed for commercial use and to be sold by distributors. Reference to it is inappropriate for Wikipedia. The PIAV is not DISC and has nothing to do with DISC, other than it is an assessment sold by TTI (free advertising). The references in this article are to commercial sites seeking to improve their Google Pageranks. Footnote #1 is to a commercial site selling a DISC product and it appears this article references commercial copy to footnote, rather than research. You also have someone putting in a plug for their version of the insight wheel, by attaching a link to their PDF. Please take down or rewrite this article to make it accurate. --John--JCG 18:52, 25 October 2007 (UTC)


Wow, a few companies are really being successful using this page to linkspam to their sites. Much cheaper than spending all that money on Google Adword advertising! Needs lots of cleanups. Is this DISC stuff hocum or for real? Richard W.M. Jones 14:32, 11 September 2006 (UTC)

DiSC is a real assesment (sp) and yes this is a for-real thing. In fact I just came back from a seminar over this and was looking for a website that offered these assesments for free. So I came here first.

Wow, I sure wish I lacked morals and felt that I could advertise my wares on this site!

Jeff

Now cleaned up. 09:39, 26 October 2006 (UTC)

DiSC is for real, but the vendors are in a very competitive business, and compete for Google placing continuously.

So the links there now, 1 Nov 06, are nothing but Google Boosters. The sites involved, intern*lch*nge.c*m and onlined*scpr*file.c*m are purely commercial sites making money from sales. Can links to these sites be banned permanently from Wikipedia?

Brian


Looks like we can now add d*scinsights.c*m to that list of abusing commercial sites.


Reference 1 in this article "^ History of DISC Personality Profile Assessment - Retrieved August 8, 2007" is a commercial site selling DiSC commercially as well, they are: www.y*kainc.com --Internalchange 02:33, 14 August 2007 (UTC) 17:30 13 August 2007 John

[edit] Some Other Thoughts

DiSC as a personality assessment of a person will change for a person over time or for a different environment. DiSC assessments might possibly be done on another person. A person's spouse or family might assess a person totally different than how their co-workers. In Contrast, a Myer-Briggs assessment is your innate personality preferences. You might have to be different for the environment, but Myer-Briggs assess your true preference. Myer-Birggs assessments only have minimal (if any) change over time/environment. DiSC can be very helpful for companies and employee relations. Some companies/enviroments might be such that seniority in the workplace drives many to becoming a D personality , and this might drive a bad cycle of higher turnover amoung junior personnel. I worked one industry/company and they highy used some DiSC training to try ahd help mitigate this. 21:31, 16 May 2007 (UTC)

[edit] DiSC versus DISC

Typically, I see it spelled with a lowercased "i". I think this is the way it is supposed to be.

Also, the last paragraph about the pastor doesn't seem to be all that notable. Overall, this article could benefit from some sourcing. I shall see what I can do. CuTop 18:10, 8 August 2007 (UTC)

I believe DISC (with a capital I) is the generic name for the methodology behind it, while DiSC (with a small i) is a brand name for a company's distribution of it. SchuminWeb (Talk) 18:47, 8 August 2007 (UTC)
I performed some research and you appear to be correct. I have self-reverted. CuTop 22:17, 8 August 2007 (UTC)

The small "i" in DiSC is the registered trademark of Inscape Publishing, not a distributor. They are the largest publishing of DISC assessments, so DiSC is a version of DISC.--Internalchange 02:41, 14 August 2007 (UTC)

Yep! That's the one. SchuminWeb (Talk) 10:39, 14 August 2007 (UTC)

[edit] More Accurate Mathematic Terminology (Two Dimensions)

Having taken this assessment repeatedly over the years at my workplace, I have become fairly familiar with it, albeit no expert. In the description of the graph the author uses mathematic terminology ascribing four dimension to the graph where the results are plotted. This seems incorrect or inaccurate. Better wording would say two dimensions instead of four dimensions. The Extrovertive and Introvertive are two ends of one axis (first diminsion). The Task-orientate and Social-oriented are two ends of a second axis (second dimension). Dominance, Infuence, Steadiness and Concientiousnew are just the target (range) of a mathematical transform (rotation) of a point from two dimensions to a different coordinate system of two dimensions. —Preceding unsigned comment added by 204.95.150.205 (talk) 20:11, 23 October 2007 (UTC)

[edit] Validity?

Are there any studies concerning the validity of this method? I have made a search in PsycInfo, with no results except for two advertisements. So my conclusion would be that the test is only valid as a way of making money. Maybe I'm not right, but then you have to provide arguments. Lebatsnok (talk) 18:53, 28 January 2008 (UTC)

Yeah, you go online, most of what you're going to find about DISC is about Inscape's "DiSC" product. Your better bet is probably to go to a library and look around there in books, since the method was developed during the first half of the 20th century. Might be worth a look that way. SchuminWeb (Talk) 19:25, 28 January 2008 (UTC)

Marston's DISC is a model or theory not a not an assessment, profile, or test. Marston never trademarked or copyrighted DISC. There are many versions of DISC with varying degrees of validity and reliability. Inscape Publishing is the largest publisher of DISC profile and theirs is referred to as DiSC®. DiSC has been well research and validated. Their research report can be seen at DiSC research. Other publishers should be able to provide their validity if contacted.--JCG 17:27, 20 February 2008 (UTC)