ABOUT
In 1928, William Marston (PhD - Harvard University, Psychology) published Emotions of Normal People, which elaborated on the DISC Theory.
More than 50 million have reportedly taken the assessment since it was first introduced in 1972. Although William Marston contributed to the creation
of the DISC Assessment, he did not create it. In 1956, Walter Clarke, an industrial psychologist, was able to accidentally construct the DISC assessment
using William Marston’s theory of the DISC model. DISC is commonly used as a tool to get to know oneself, others and behavior in interpersonal situations
better. Also, some companies use the assessment as a way to screen job applicants, lead or manage their teams.
RELEVANT STUDIES PROVE –
1. The National Collegiate Athletic Association (NCAA)
is promoting the use of DISC with coaches, administrators, and student-athletes to aid them in
understanding their individual behavioral styles and preferences in relation to those with whom they
conduct business. According to the NCAA this assessment provides an overview of individual
behavioral styles and preferences, a common language when addressing these topics and methods to
better relate to others. It also provides additional strategies to build more effective
relationships within the workplace and athletic setting. Adoption of the assessment is in large part
due to the number of studies performed like this one by Stacey Christy of the Virginia
Polytechnic Institute and State University that focuses on DISC assessment Impact on
Communication and Understanding of Self and Team.
2. The College of Engineering at Texas
A & M University has successfully used the DISC Instrument as a pedagogical tool for
enhancing leadership training, and teaming skills, like cooperation and communication; and
3. DISC helps identify a team's strong and weak points, and thereby improves the quality of
managerial decision making concerning the setting up and development of effective organizational
teams (Suman,2009).
