Disc_Platinum_Rule_Assessment_and_Workplace_Observation_Discussion

DISC Platinum Rule Assessment and Workplace Observation Discussion Juan Sanchez, Bryan Smith, Anna Varela, Michael Wolk University of Phoenix MGT/307 May 19, 2010 Instructor: Howard Hall DISC Platinum Rule Assessment and Workplace Observation Discussion The purpose of this paper is to review the team’s discussion on the DISC Platinum rule assessment. The review covers a brief analysis and summary of the team member’s dimensions of behavior as outlined in the profile. Their strengths and weaknesses as outlined in the assessment. Their individual views on whether or not they agree or disagree with the assessment results. From these results the team’s diversity became apparent because it represents the different behavioral styles. For example, Michael’s assessment categorizes him as an Interactive Style (I Style). This style is a people person. He prefers to develop business relationships outside the office instead of being in the office. Michael remarked that he has earned the trust of people through his friendly behavior. I Style people are also dreamers and visionaries. Through the group collaboration the I Style guides them to reaching these visions (Alessandra, 2010). Bryan is a Dominance style. His substyles are a cross between a producer, impresser, and enthusiast. Dominance styles have a fast paced and goal oriented frame of mind. He likes the control of situations and dislikes idle time. Bryan said he prefers freedom to manage himself and others. Anna is a Cautious style. Her substyles are assessor, impresser, enthusiast, and producer. She enjoys problem-solving, perfecting processes, and working toward tangible results. Juan is an Adventurer (Di). His style tends to be less guarded and more direct than the other Dominance styles. He tends to be wary of the people around him. Juan tends to sacrifice quality for quantity and if he makes a mistake he tries to justify it. He said he does not mind challenges from others (Alessandra, 2010). With the team’s thorough analysis complete they went onto to summarize the key behavioral style points of each member’s style. Within Michael’s interactive style exists substyles. The impresser is one of these styles. This substyle describes his behavior as less direct and less open. The Impresser wants to finish the job without any shortcuts. This substyle tendency include: achieve results with flair, prefer to share in group work and goals, and prefers work done right the first time. Michael mentioned that he needs to be aware of the time he devotes to projects and allow for delays. Otherwise he becomes frustrated and shows his impatience (Alessandra, 2010). Summarizing Bryan’s Dominance style he prefers to work quickly on tasks. He stays focused on goals and enjoys control over the situation. Bryan said he is competitive depending on the situation and he keeps his independence at the same time. During his daily activities he has shown low tolerance for others feelings, ideas, and has a short listening span (Alessandra, 2010). Anna is a Cautious style who prefers an unhurried pace towards tasks. The reason for this pace is that she takes caution when making decisions and taking action. She mentions she wants others to take notice of her accuracy at work. Juan style is motivated by dominance and independence. He tends to move quickly to attain goals thus earning a reputation in his business. He has administrative and operational skills which he enjoys using on his own. Once Juan finished describing his qualities, the team realized that a pattern developed, which revealed the strengths and weaknesses of each style (Alessandra, 2010). For example, Michael's styles’ strengths are persuasiveness, optimists, motivation, and enthusiasm. His weaknesses are disorganization, carelessness, exaggeration, and poor follow-through. Bryan’s strengths are administrative tasks, leadership, and pioneering. His weaknesses are impatience, insensitivity to others’ feelings, and poor listening. Anna’s strengths are planning excellence, coordinating, and follow through. Her weaknesses are perfectionism, overly critical, and unresponsive. Juan’s strengths are: high energy, leadership, administration, and juggling different tasks at one time. Weakness include: impatience, insensitive towards others, poor listener, and may take themselves too seriously (Alessandra, 2010). While discussing these aspects of their styles, the team came into some agreements and disagreements about these categorizations. For instance, Michael agrees that he works quickly yet slower at other times. He believes he is a people-person though at the same time task-oriented. Michael agrees he needs to belong and contribute to a project. He disagrees that he jumps from one activity to another. Michael mentioned that though he multitasks he prefers to complete one activity at a time. As for his strengths and weaknesses he disagrees with disorganization and poor follow-through as a weakness. He believes he has organizational skills, which he considers his inherit strength, along with whatever he begins he finishes (Alessandra, 2010). Bryan agrees with the analysis. He thinks that this style describes him quite well. Bryan desires a busy schedule and working alone. He does not like to discuss his feelings or others’. Bryan said he tends to shut down when he has incompetent managers telling him what to do. He believes that people earn respect not given. He also thinks that an employee earns rewards on work accomplishments not on who they know (Alessandra, 2010). Anna also agrees with her analysis that she does enjoys performing tasks and focusing on her projects. This shows others that she works well under pressure and complete tasks with precise accuracy. She focuses on quality not quantity in her professional lifestyle. While Juan agrees for the most part with his results. He says the way he does things differ according to each situation. Juan tends to adapt to the situation at hand. But for the most part he is very competitive and goal oriented, although Juan almost never cuts corners to obtain results. Juan is sometimes insensitive towards others because of his goal oriented mind set. Juan though does work well under pressure, contrary to what the results indicate. The team’s experiences and discussions helped explain the truth of this assessment and how it teaches the members to “Do unto others as they would have you do unto them” (Alessandra, 2010 p.1). This above expression captures the diversity of human behavior and the need for people to respect others’ behavioral styles. This assessment teaches awareness and understanding of the development of harmonious relationships. To develop such relationships each style needs to observe how it effects the team. For example, Michael’s effect on the team is he works well with people. His motivation leads people to enjoy getting the job done right the first time. His organization and sharp eye for detail and perfection contributes to the team’s high-performance standards. Bryan’s behavior effects the team with his delegation of responsibilities. He takes no offense to other members’ comments. Anna’s effect on the team is that she does not like involvement with the team members when working on a project. However, it is important for her that the project comes out according to her standards of perfection. Anna works well with the team as long as it’s correctly organized and structured. Juan’s effect on the team is he is a team player. He is willing to let go of power; for the better of the team goals. Cool and poised for the assignment but ready to take charge and command, if he sees the team is staying away from the desired results. (Alessandra, 2010). After thoroughly going through this assessment report the team found they gathered useful information on who they are as people. The information supplied enough details for the team to analyse and summarize their behavorial styles. The report helped the team learn about their individual strengths and weaknesses. Discussions on this assessment provided the members time to reflect on what they found agreeable and disagreeable about themselves. Finally the discussion ended on how they each effect the team and how to stay aware of satisfying the group’s needs. References Alessandra, T. D. (2010). The DISC platinum rule Behavior Style Assessment.