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WorkTraits: History & Science
Transcript of WorkTraits: History & Science
were used to screen Army recruits &
identify those who were more prone
to shell shock. 1942 Isabel Briggs Myers Katharine Cook Briggs Based on the work of Carl Jung, mother-daughter team Katharine Cook Briggs & Isabel Briggs Myers began creating The Myers-Briggs Type Indicator. Their research and testing
spanned more than 40 years,
and identified 16 psychological type preferences. William Moulton Marston 1970 DiSC examines individuals' behaviors in
environments & specific situations. Throughout the
These became known as
"behavioral styles." Evidence of
dates back more than
and spans the globe. 4000 phrenology 2200 BC 300 BC physiognomy psychograph 1800 AD Then identification of character & intelligence began to be based on physical attributes. He wrote the first sophisticated explanation, on which most temperament & personality types are still based today. They focused on helping individuals find the right roles to fit their behaviors. Then, based on the 1928 work
"Emotions of Normal People"
published by William Moulton Marston,
Dr. John Geier developed what we know
today as the DiSC assessment. However, researchers were still challenged to find an easy way to explain results. 1995 Recognizing that opportunity,
Michael Williamson, Ph.D.,
began the initial research
for what we know today as 2003 & the WorkTraits beta site launched, 2007-2009 as further development continued. With the completion
of WorkTraits 1.0, a specific
need for organizations was realized,
and they began creating a brand new values component. 2010 Together, Weathington & Vickers launched WorkTraits 2.0 Accessible, Our goal was to provide companies with a simple tool for long term success.
WorkTraits does just that, and is... Actionable, & Affordable. With 90% + accuracy. (D) Dominance, (i) Influence, (S) Steadiness, (C) Conscientiousness The most recent
research and validation
is now headed by one
of the nation's leading professors in the study of workplace values,
Dr. Bart Weathington,
at the University of Tennessee. Hundreds of companies &
thousands of individuals
have taken the assessment,
and they continue to discover and learn more about themselves and their teams every day. Mark Vickers, Ph.D., joined Williamson in The WorkTraits assessment is based on 2 areas
of psychological research, behavioral organizational & culture. Behavioral Style To gain insight on how well a person will fit in a particular job or role, we look at an aspect of personality called "Behavioral Style," a blueprint for the type of role for which a person is naturally wired. is made up of 4 traits, =Leading =Selling =Helping =Organizing with preferences for basic styles of behavior: When measured in different intensities, they reveal how suited individuals are for certain roles. Just as people have personalities, so do organizations. This is called "Organizational Culture," and is a mirror of its values. WorkTraits measures 4 values prominent within an organization: Measuring these allows us to determine how "in line" an individual is with an organization. This is important because research tell us in order for individuals to be successful within an organization, not
only must their
behavioral styles fit their roles,
so too must their
values be compatible
with the values of the organization. For Example, within the field of Healthcare, we have learned that the most prominent organizational value is compassion. Employees or new hires who are more highly driven by another value either leave or remain with a sense that they are a square peg in a round hole. To help assess cultural fit, WorkTraits utilizes a proprietary formula that provides compatibility scores for individuals, teams, and organizations, generating simple & effective
& conflict reports. and values The combination of assessing behavioral style provides a scientifically grounded basis to determine the long term success of employees and their contribution to the workplace. style