I have been following the discussion on personality profiles and their
application in the educational/training setting with some interest. My
doctoral dissertation is a statistical analysis of a temperament-based
learning indicator, so I am familiar with the literature regarding
personality inventories as well as temperament indicators.
The Personal Profile I believe being mentioned in recent postings
was originally developed by John Geier (1972) who based his work on
the earlier studies of William Maistrom. Geier in "The Personal
Profile: WORK Behavior Characteristic Interpretation", describes
behaviors in terms of how others see you, your behavior under
pressure, and how you see yourself. This theory of dimensional
behavior adheres to the precept that behavior change can and does
take place. The four-section indicator developed by Geier tests for
Dominance (D), Influencing (I), Steadiness (S), and Competence (C).
There are numerous versions of the instrument.
Just a word of caution with this and numerous other instruments.
I found no "research" to support the validity or reliability of the
DISC instrument and its various versions. As a trainer, I have used
the isntrument as an "indicator" - nothing more. The MBTI mentioned
is the most statistically sound "personality type" instrument,
however it requires certification in administering and evaluating
the scores. Like other instruments, it can be and is misused. At
best, any instrument will provide you with a snapshot in time.
Choose your instrument(s) wisely and carefully.
Pete
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__(*)/' (*)_______________________________________________
| |
| Peter L. Heineman, Manager of Contract Training |
| University of Nebraska at Omaha |
| College of Continuing Studies |
| 1313 Farnam Street |
| Omaha, NE 68182-0335 |
| (402) 595-2340 FAX (402) 595-2345 |
| Internet: pheineman@unomaha.edu |
|_________________________________________________________|
You will become as small as your
controlling desire; or as great as your
dominant aspiration.
James Allen