"What a Piece of Work is Man!
How Noble in Reason! How Infinite in Faculties!"

William Shakespeare

Beyond Persuation To The Power Of Inducement

7 Fundementals of Human Behavior

Seeing behavior through the lens of energy

“Personal Energy and the Ideal Team”
It would be easier for us if people were all one way or another.

Are You Normal?

An Ideal Society - Career Freedom

The key to living well

Being in the “Zone”

Getting rid of the flies

Is it valid?

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   William Marston

   Marston's Book





By: Bob Picha

The CHIPS / DISC assessment instrument is an interpretive adaptation and reformation of instruments developed since 1940 from theory put forth by William Moulton Marston, 1928 and 1931, at Colombia University. Marston developed a dynamic, situational trait theory of human behavior to categorize and describe four primary emotions which drive behavior. These primary emotions (DISC) as he described them are;

  1. Dominance (D) - To exercise control over, prevail, or to predominate.
  2. Inducement (I) - To influence others to act, or to lead.
  3. Submission (S) - To give up to another or to a situation.
  4. Compliance (C) - To act In conformity with, to act compliant, or to follow rules in detail.

Two types of self report instruments have been developed over the years based on Marston's theory - an open ended-response and a forced-choice response. PsychoGraphics Corporation (PGC) (1980) was the first to develop a phrase format in the forced-choice design. PsychoGraphics Corporation was also the first to adapt Dr. Marston's work to interactive computer technology (1981) for use within educational settings.

The CHIPS assessment focuses on who a person Is and how he/she gets things done... their WorkStyle, and graphically relates their WorkStyles to successful WorkStyles of over five hundred occupations.

The CHIPS Jobs Data Base has an occupational pool of 506 occupations, representing in excess of eighty percent of the working population existing on a national basis. A secondary file represents one hundred sixty of the most rapidly growing occupations.

The initial data was based on input from a network of consultants. They worked with the DISC behavior model in assessing WorkStyles of personnel in both public and private sectors of employment. These consultants had profiled successful incumbents in the jobs data base as well as the activities they performed in the successful completion of their work.

The job analysis data was DISC behavior centered and expressed in the same language as the personal WorkStyle data. The consultants had profiled thousands of job incumbents in broad cross sections of the public and private organizations, large and small, during the decade of the 1970's. The process of formal data assembly began,in 1979 and the initial jobs file was completed in 1981.

From 1981 to 1984, 58 business and educational consultants were supplied with job analysis and personal profile materials for the purpose of continuous validation of the data base. The framework established was to pursue the most successful job incumbents in the 506 list and “ideally” to have:

  1. The incumbent's assessment of what they “actually did” (behavior centered) to be successful.
  2. The supervisor's assessment of what the incumbent “actually did”.
  3. Up to three peer assessments of what the incumbent “actually did”.

The analysis forms were distributed by PGC and collected for analysis and updating of the 506 list. Since 1985, the content of the National file of jobs has been undergoing change reflecting job relevance and the behavior required. Relevance today has to do with the specific occupational areas, and behavior has to do with the expanding versatility being imposed on many job requirements.

In your search for …        

Most people think they know what they are good at, but they are usually unsure when they have to explain it. More often, people know what they are not good at, but miss the mark here as well. You need to know your strengths to perform effectively. Start here with an article about your Greatest Personal Asset (GPA).





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