DISC Test

Dimensions of Behavior (D.I.S.C.)

The DISC Test is a questionnaire widely used in organizational settings to establish job and behavioral profiles.

It is based on four dimensions or instances of behavior identified by its acronym: Dominance (how the person approaches problems and challenges), Influence (how he/she interacts and persuades others), Stability (how he/she responds to changes and the pace of the environment) and Conscientiousness or Compliance (how he/she responds to rules and procedures).

It does not describe a specific gender, but rather characteristics of a person in general, using a list of 112 adjectives.

Profile Administration and Interpretation

Administration consists of presenting a list of words (such as "eloquent", "lively", "methodical") where the subject must mark in a column with a plus sign (+) those with which he/she identifies, and in a minus column (-) those with which he/she does not identify at all.

It is vital to clarify the meaning of certain terms that often cause confusion (e.g. "daring" not as rude, but as daring; "stimulating" without sexual connotation).

For the interpretation, the marks are counted, the negative values are subtracted from the positive ones and the results are plotted.

This allows us to visualize which dimension predominates (D, I, S or C), defining the candidate's ideal work style, strengths and areas for improvement.

Summary

The DISC Test is used in organizations to define behavioral profiles based on four dimensions: Dominance in the face of challenges, Influence on people, Stabil