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코칭세미나_self-actualization is a what all of us as human beings
A DiSC Profile Is An Effective Tool For Use In Management and Human Resources Activities The Management and Human Resources Challenge (참고 자료용입니다)  When a new role or position in your company becomes available, it is vital to correctly select the right individual to fill that role or job. This is also vital in grooming that current employee for a new role or position. When you have an abundance of qualified individuals, it is a complicated task to exactly know who can do the job well and fit in with the current team culture. Choosing an applicant who does not fit is costly in both salary pay, lost team/company productivity, and replacement cost. A candidate who is unhappy causes uneasiness and stress in their working environment and the people who interact with them. To possibly avoid this, a DISC Profile is an extraordinary aid in considering and selecting the ideal candidate for your next open position. This tool is helpful for both managers and human resources professionals when addressing these challenges. These days there are many versions of the DiSC Profile. The original DiSC Profile is rooted in the pioneering research by William Moulton Marston as discussed later. You can also discern the original and thoroughly validated instrument by the small "i" in DiSC as published by Inscape Publishing. It can best be utilized when an employer considers both the results and the methodology used to administer it. Considerable due diligence needs to be paid when interpreting and using the results and it can be very successful in making sure that future workers are content in their new environment. It is also effective with your current employees to build a cohesive understanding of each other and a unified team. Worldwide millions of people have been tested using Marston's DiSC theory. People are driven by needs and wants. When managers can recognize what motivates an individual, they can decide where that candidate or current employee best fits in. That future or current employee then has a greater chance of being content and successful in their environment and professional pursuits. The DiSC Profile can even help salespeople in determining a sales strategy and managers a managerial approach. Where Did The DiSC Profile Come From? Dr. William Moulton Marston, a Harvard trained educator and psychologist, started studying behavior in the 1920s. This course of study has shed significant light on understanding this fascinating subject. William Marston wrote a book titled "The Emotions of Normal People" published in 1928. This book explained his theories on human behavior and formed the basis of the current DiSC Profile. Marston separated normal human behavior into four main divisions: Dominance, Inducement, Submissiveness, and Compliance. Later, in the current DiSC Profile, Inducement was changed to Influence and Compliance to Conscientiousness. From his studies he developed a model that examined a person's likely behavior in certain environment or under specific circumstances. Marston also created a way to test his hypothesis. How It Became The DiSC Profile Though Dr. Marston's work was crucial to the development of DiSC Profiles, he never actually created an assessment tool. Dr. John Geier, also a prominent psychologist (and professor) created the first DiSC assessment in 1970 based on the work of Dr. Marston, and it has become a standard for all training and organizational development assessment instruments. Since the development of the DiSC Profile, it is continuously and extensively validated against other widely accepted assessment tools, and the research of other prominent experts (such as Carl Jung's MBTI, and Cattell's 16PF works). The DiSC Profile has consistently proven itself to be a valid, reliable instrument. Others have also contributed their input to Marston's theories along the way. The current DiSC tools we have today owe much of their development to behaviorist Walter V. Clarke and psychologist John Geier. Today, DiSC Profiles are used successfully throughout the world. The DiSC Profile is invaluable in determining where future and current staff members can most effectively and happily use their skills and talents. DiSC can also be extremely helpful in making new hiring decisions, as employers have an opportunity to place workers perfectly from the very beginning. As Abraham Maslow showed, self-actualization is a what all of us as human beings strive for. A successful manager will use this knowledge to the benefit of all employees and their company. In order to achieve this, he or she has a very powerful tool in a DiSC Profile. Steve Giles is the founder and owner of Intesi! Resources - The Home of the Original DiSC Profile. Intesi! Resources excels in helping you develop your Human Capital with new critical competencies individuals and companies need to prevail in our ever changing global business environment. Think of Human Capital as "The set of skills which an employee acquires on the job, through training and experience, and which increase that employee's value in the marketplace". Intesi! Resources is your In-Sourcing Partner for everything pertaining to helping you develop these vital skills and making them an integral part of your personal and business processes. For more information about managing using a DiSC Personality Test go to our website. Article Source: http://EzineArticles.com/?expert=Steve_Giles Article Source: http://EzineArticles.com/6077434 http://ezinearticles.com/?A-DiSC-Profile-Is-An-Effective-Tool-For-Use-In-Management-and-Human-Resources-Activities&id=6077434 RPTministries 정태홍 목사 http://www.esesang91.com http://twtkr.com/rptministries http://www.facebook.com/RPTministries |
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 코칭세미나_DiSC행동유형이란? |
