The present essay tries to present a combination of test models that allow a better selection of personnel to occupy administrative, production, operation, marketing and research positions; and for this purpose the following were chosen: the DISC system, by William Moulton Marston, which measures the behavior and emotions of people based on four personality dimensions: Decision, Influence, Serenity and Compliance; and, the styles of behavior of Arturo Espinoza.
There are three types of behavior; private behavior, unconscious behavior and conscious behavior. The first is the one we have when we are alone and it takes place in our privacy; the second, does not allow us to reason our reactions to certain circumstances in such a way that the behavior we present is innate; and the third is the one that exists after reasoning and is executed with full intention.
Behavior tests are currently used in a large number of organizations and for different purposes that range from measuring the reactions that a candidate could have, to trying to define their personality and thus be able to measure and quantify one or more characteristics of the person being evaluated.
The tests or tests are more than anything a tool that allows us to make a more appropriate decision when hiring staff, especially in large companies that have higher turnover; for this reason, for a company it is of great importance to make a good selection since it will avoid excessive costs, economic and quality.
In companies, there is a high turnover of personnel as a consequence of many different causes. One of the main reasons is a poor choice of personnel, due to an incorrect evaluation of the same; For this, there is a wide variety of tests that allow to evaluate and analyze the social, emotional, academic, psychological and behavioral profile of each of the candidates. One way to avoid staff turnover is by correctly executing the recruitment and selection process, analyzing and evaluating their behaviors and thus being able to access some points of their personality.
In order to make a good analysis and know if a candidate meets the desirable profile in a certain position, it is very important to know what is required by means of a profile of the position of the person to be evaluated, what is expected of him and the objectives of the company and in this way hiring who best suits the needs of the organization. Taking into account the physical and psychological characteristics of the candidate in order to make a comparison with those of the profile; For this reason, a test should be carried out that brings us as close as possible to knowing our candidate.
The tests are used very frequently in schools, psychological clinics, industries and civil and military services for the purpose of evaluation, diagnosis, selection, placement and promotion.
According to Gary (1991) psychological tests "test" are currently used in a myriad of different media and for various uses; from measuring some aptitude, ability or interest in the academic area, to the work area where we can quantify or qualify an individual characteristic of the person we are evaluating.
The recruitment tests allow us to quickly obtain certain data such as the measurement of certain chosen psychological factors. Despite the opposition unleashed by certain media against the tests, there is no other measurement instrument that is safer for selecting personnel.
Laurene (1991) believes that it is almost never enough to measure a person's physical and mental ability to explain their performance at work, since other factors such as their motivation and interpersonal skills are also important. At times, inventories of interests and personality are used as possible means of predicting these intangibles. Personality tests are used to measure basic aspects of the applicant's personality, such as introversion, stability and motivation.
It abounds in the fact that the expression "Personality Test" is conventionally used to designate behavior assessment techniques.
In the personality assessment, the predominant methods used by the examiners are unstructured and structured tests, and in the personality tests, they are presented in two different ways:
- The objective method of personality assessment is a task that tries to scientifically describe the characteristics or traits of a person or group of people, as a means of predicting behavior. The second way uses a stimulus, giving rise to a large number of possible answers; these tests use a projection mechanism that translates the structure of the personality. " (Laurene, 1991)
William Moulton Marston fixed his psychological interest on "normal" or typical people. He was interested in the daily challenges of ordinary people. He was not interested in psychotic behavior or mental illness in general. Marston wanted to develop a unit of measurement for 'mental energy'.
The DISC was in part the result of his research on measuring behavioral energy and consciousness. Although his intention in developing the DISC Theory was to demonstrate his views on human motivation.
In 1928 Marston published "Emotions of Normal People", and although he had written about DISC 4 years earlier, it was in this book that he formally introduced the DISC theory.
In 1931 Marston published a second book on the theory, "Integrative Psychology". The DISC Theory was one of the first attempts to apply psychology to ordinary people, outside of a purely clinical setting. (Disc)
DISC system
DISC system
- D (dominance and firmness). D's are determined, firm, competitive, demanding, mobilizing, results-oriented, independent, self-assured, strong-willed; they show a high capacity to make quick decisions, but at times they become abrupt and aggressive, self-centered, arrogant and tend to question authority. They are usually motivated by power. I (influence and freedom). I's are enthusiastic, charismatic, funny, sociable, talkative, open, vigorous and very persuasive. They are motivated by recognition, interaction with others and freedom; but they do not like details and at times they become extravagant, careless, intrusive, excitable, giddy, and often lose track of time. They are motivated by relationships.S (submission and stability). S's are loyal, cooperative, calm, steady, calm, stable, caring, patient, modest, good listeners, and generally trustworthy. They think of others before themselves and tend to be highly diplomatic and prefer not to attract much attention; but they tend to resist new ideas, not express their feelings, to be stubborn, and not to proactively seek change. They are motivated by safety above all else. C (compliance and rectitude). Cs are analytical, precise, logical, careful, formal, disciplined, value quality and accuracy above all else; But they tend to be reserved, shy, not expressing their opinions, get bogged down in details and have a hard time taking risks and making decisions (for anything they set up a 3000 × 3000 spreadsheet). In general, they are tremendous planners.
DISC profile and motivation test at work
DISC evaluations are tests that measure people's behavior and emotions in relation to four personality dimensions:
- Factor D, Decision: It measures how the person responds to problems and challenges; Factor I, Influence: It measures how it relates to other people and influences them; Factor S, Serenity: Measures how it responds to changes and the rhythm of the environment; and Factor C, Compliance: Measures how it responds to the rules and procedures established by others.
Analysis of motivations at work identifies six different values that motivate the person to act.
- Theoretical: the passion to discover, systematize and analyze; a search for knowledge. Utilitarian: the passion to profit from the investment of time, resources, and money. Ascetic: the passion for adding balance and harmony to one's life and protecting natural resources. Social: the passion to eliminate hatred and conflict in the world and to help others. Individualist: the passion to reach a position and use it to influence others. Traditional: the passion to pursue the highest meaning of life through a defined system.
Identifying the values of people, teams, and organizations reduces conflict, increases talent retention, improves efficiency and productivity, and energizes a team working toward a common goal.
The benefits include the reduction of staff turnover, and therefore, the reduction of expenses and the greater satisfaction in the organization.
Over time, behavior has been observed and studied and they have discovered that although each individual is different, each personality unique and totally complex, the language of personality, that is, behavior, reactions and emotions are common and predictable.
The DISC system was developed as a result of such observation and study, resulting in 4 basic profiles with different degrees of intensity and with behavioral trends that are capable of predicting and measuring our rhythm, priorities, strengths, areas of growth, fears, irritations, reaction under stress, source of security, measurement of the value of each individual, desired environment, etc. within the framework of interpersonal relationships and behavior in front of work.
This becomes a necessary tool for the knowledge of potential and existing employees; having all the necessary potential to turn any relationship, meeting, be it work, cultural, friendly, or personal, into a successful and productive meeting and relationship for both parties.
characteristics
It is a varied system, where not only is it analyzed and focused on a single style of behavior and profile of the candidate, but one or more characteristics can be combined and thus be able to carry out a more complete and in-depth analysis that allows better decisions to be made and implemented. change strategies more focused on the problem, function or specific position.
By expanding the range of aptitudes and attitudes of the traditional method, it is intended to have a greater margin to evaluate and observe the behaviors that at any given moment may occur in a situation or circumstance or, in the face of a given task; which will allow us to carry out a deeper analysis of the personality in a quick, simple and practical way in the following areas:
- Knowledge of oneself and of others Improvement in personnel administration Help in the hiring of personnel Suitability of personnel in positions of responsibility Improvement in communication channels Training and optimization of work teams Improvements in Customer Service Client. Tool for negotiation processes. Tool for conflict resolution. Human Resources tool.
Grouping of personality types according to positions
Administration: In this family of positions are grouped those who perform functions in an administrative office; Among them we have: Audit assistant, administrative assistant, financial planning assistant and analyst, project assistant (accounting services), programmer, computer technician, secretary. Employees who aspire to occupy one of the positions in this family should reflect one of the following personality characteristics in the DISC test:
- Sets high criteria Organizer Logical Strategist Competitive Perfectionist Analyst Independent Responsible Firm Steady
Marketing: In this family are grouped those positions that perform sales functions in various types of business, direct customer service, promote products and perform various controls; among them we have: Assistant and sales managers, cashier, dealer. Employees who aspire to occupy one of the positions in this family should reflect one of the following personality characteristics in the DISC test:
- EnthusiasticNegotiatorResponsiblePersuasive UnwrappedConvincingTeamworkActivePerseveringDynamicDirect
Production: In this type of positions are grouped those positions that perform functions in a continuous process and that perform a repetitive task that can be taught in a short time. Among them we have the position of cook. Employees who aspire to occupy one of the positions in this family should reflect any of the following personality characteristics in the DISC test:
- CooperativeReceptivePerseveringSelf-SufficientResponsiblePerfectionistTidyActiveAttentiveServicesDetailist
Research: Teaching staff as well as research and development, training and education personnel are grouped in this type of position.
- CompetitivePlannerSelf-Sufficient DominantFlexibleExtrovertedImpellingResponsibleObserverMethodicalAggressive
Operation: In this group of positions we find those positions in which their activity is almost always physical. Among them we have cleaning personnel, masonry, painting, driver, among others.
- ResponsibleAgileProactivePreciseObserverActivePerseveringServiceIndependentOpenCooperative
Words that describe common behaviors of people are included in the following questionnaire. Read each word carefully and evaluate the one that most closely matches you and place the letter in the column to the right of each word according to the following scale:
| TO | More important |
| B | Second most important |
| C | Second least important |
| D | Less important |
| one | Cooperative | Perfectionist | Egocentric | Enthusiastic |
| two | Patient | Persistent | Direct | Effusive |
| 3 | Loyal | Persuasive | Quick | Find out facts |
| 4 | Dynamic | Driving | Dominant | Diplomatic |
| 5 | Work in team | Strategist | Demanding | Methodical |
| 6 | Serene | Self-sufficient | Energetic | Conventional |
| 7 | Polite | Trusted | Risky | Cuts |
| 8 | Planner | Deal maker | Bold | Logical |
| 9 | Attentive | Receptive | Decided | Checked |
| 10 | Reliable | Retailer | Curious | Set high criteria |
| eleven | Checked | Analytical | Possessive | Communicative |
| 12 | Prudent | Unwrapped | Evasive | Sensitive |
| 13 | Friendly | Charming | Self-confident | Sociable |
| 14 | Stable | Precise | Witty | Focused on change |
| fifteen | Agile | Convincing | Discontent | Competitive |
| 16 | Proactive | Observer | Outgoing | Helpful |
| 17 | Alert | Prudent | Open | Inspiring |
| 18 | Moderate | Reflexive | Animated | Persistent |
| 19 | Aware | It is based on facts | Exaggerated | Independent |
| twenty | Considered | Logical | Take risks | Strict |
| twenty-one | Docile | Checked | Aggressive | Firm |
| 22 | Conservative | Shy | Impulsive | Tenacious |
| 2. 3 | Calmed down | Suspicious | Impatient | Arbitrary |
| 24 | Kind | Pessimistic | Smug | Spontaneous |
| 25 | Organized | Distant | Carper | Demonstrative |
| 26 | Unsafe | Reserved | Rebel | Realistic |
| 27 | Generous | Restrained | Messy | Responsable |
| 28 | Discreet | Formal | Sarcastic | Active |
Results table
| Posts | |||||||||||
| Administration | 9 | 8 | 19 | twenty-one | 27 | 25 | 14 | one | one | 5 | eleven |
| Commercialization | one | 18 | 27 | 28 | 4 | 5 | 3 | 8 | 12 | fifteen | two |
| Production | 16 | 27 | 28 | one | 9 | 25 | one | two | 6 | 9 | 10 |
| Investigation | 5 | 14 | fifteen | 27 | 8 | 4 | 6 | 16 | 4 | 16 | twenty-one |
| Operation | 16 | 19 | 27 | 28 | one | fifteen | 16 | two | 14 | 16 | 17 |
Bibliography
- Álvarez, AF (2009). Bibliotecausac.gob.gt. Retrieved May 2012, from http://biblioteca.usac.edu.gt/tesis/13/13_2883.pdf Carrión, LJ (2009). WordPress.com. Obtained from Creative Teams: Ceballos, L. (sf). Coach Experience. Obtained from www.coachxp.es7perfiles_disc.phpCentro de Estudios Educativos. (2004). Variables, definition and features. Latin American Journal of Educational Studies, volume XXXIV.Contro Contaduria. (2009). Retrieved on April 25, 2012, from http://controlcontaduria.blogspot.mx/organizacioneseconmicasDisc, IE (sf). Obtained from history Gary, D. (1991). "Staff Administration". Mexico: Marco Malfavon Martinez Translator Gilbert, SF (1996). Administration. Mexico: Prentice Hall, 6th Edition, Laurene, G. (1991). «The psychological tests of aptitude and personal. Barcelona Spain: Lerand Treviño, JG (1999).Contemporary administration. Mexico: Mc. Graw Hill 2nd Edition.
