DISC Platinum Rule™ Profile Assessment The four dimensions of behaviors outlined in the DISC Platinum Rule assessment include Dominance style, Interactive style, Steadiness style, and Cautious style. All styles have some strengths and weaknesses associated with them and are different from each other because of their characteristics…
The sub styles of Steadiness styles are the Relater, the Specialist, the Go-Getter, and the Harmonizer. Similarly, the sub styles for Cautious styles include the Thinker, the Master-Minder, the Assessor, and the Perfecter. Behavioral Styles Dominance styles tend to be goal-focused and fast-paced. Dominance styles control other people, like to achieve goals and objectives, whereas Interactive styles are relationship focused and are friendly towards their relationships. The optimism of Interactive styles helps them build purposeful alliances with other people. Steadiness styles have strong social networks and are supportive individuals, whereas Cautious styles are systematic and analytical individuals, who like to solve problems by perfecting the processes and working towards concrete results. Impact on Entire Team Dominant styles are goal focused. They do not like delays and motivate the team members to work with full dedication in order to achieve the goals within time. Interactive styles are friendly and possess excellent communication skills, which help them work effectively as individuals and as groups as well. Steadiness styles are loyal employees and excellent team players, who achieve team goals in a successful manner. Cautious styles are reliable and deliberate decision-makers. ...
Generally speaking, I thought this was an accurate assessment, considering that I am the type of person who makes logical decisions. I want all the facts before I make any kind of decision. I am driven by the necessity to gain results. I appreciate the fact that I have personal choices.
Usually, the retrieval of a strategy that can help to measure competitiveness is related to a variety of barriers, such as the lack of adequate knowledge on the market/ industry involved or the lack of resources to support the particular initiative. The use of theories that are widely accepted can help to limit the risks involved.
SHRM delivers the practitioners a renewed level of confidence to perform the activities efficiently which ultimately results in organizational success by satisfying the needs as well as expectations of the workforce. It is in this context that SHRM views at the administration of human resources or workforce from a broader perspective, rather than applying a narrow perspective to enhance the effectiveness of the employees in accordance to the organizational goals (Boxall, Purcell & Wright, 2007).
For one, the Director possesses personal characteristics which manifest charisma, innate people skills, innovativeness, humor, and genuine concern for the personal and professional growth of the people under his jurisdiction. Secondly, he assumes a flexible leadership style depending on the personalities of his subordinates, as well as the demands of the situation.
The aim of the researcher decides the nature of research method executed. For example, to gain familiarity with the phenomenon, the exploratory research is applied and to know the behaviour of any situation, individual or group, the descriptive
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