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A -1.0 correlation means the two variables are perfectly correlated in the opposite direction (for example, high on one scale and low on the other), while a +1.0 correlation means a consistent positive relationship (high on one variable and high on the other variable measured or low on the first variable and low on the second variable). When determining correlations between two variables, the potential range of relationship extends from a -1.0 to +1.0. Correlation coefficients were determined for between each DISC personality type and each Language of Appreciation. The results then were analyzed through statistical tests. Through collaboration between one of the major providers of the DISC and the developers of the MBA Inventory, 264 individuals were given both the DISC and the MBA Inventory. Since the incidence rate was low for the Physical Touch items, and the potential for a highly negative reactions existed, the physical touch language was not included as part of the MBA Inventory. Additionally, there also were some highly negative reactions by individuals who had been the unfortunate victims of sexual harassment. White, initial research with the MBA Inventory found that physical touch was rarely, if ever, the primary language for individuals in the United States majority culture and was often the least valued language. It should be noted that although there are 5 Languages of Appreciation in the workplace and these are addressed both in the book and the training resources developed by Dr.

Conceptually and through observations of individuals in groupsĪ research study was done to explore the statistical relationship between the four DISC personality types and the Languages of Appreciation assessed by the MBA Inventory.

There are essentially two primary ways to explore how they may be related: Therefore, it was felt beneficial to explore how the two assessment tools may be interrelated. Chapman developed the Motivating by Appreciation (MBA) Inventory, an online assessment tool that identifies the individual’s primary languages, as well as the specific actions preferred within those languages and the individuals from whom they desire appreciation (for example, their supervisor, colleagues, or direct reports).īoth the DISC and the Motivating by Appreciation Inventory have been widely utilized in the marketplace and found to be useful. Paul White (2011.)Īs part of their work in applying authentic appreciation in the workplace, Dr. For more information on the languages, see “The 5 Languages of Appreciation in the Workplace” by Dr. The 5 Languages are: Words of Affirmation, Quality Time, Acts of Service, Tangible Gifts, and Physical Touch.

The 5 Love Languages primarily are used in personal relationships, while the 5 Languages of Appreciation are the same in name as the 5 Love Languages but are applied differently in the workplace. Gary Chapman, the 5 Languages of Appreciation help identify a person’s primary language of appreciation, their secondary language, and their least valued language of appreciation. Derived from “The 5 Love Languages,” authored by Dr.

The 5 Languages of Appreciation in the Workplace is an approach to understand how individuals prefer to receive appreciation and encouragement in the workplace. A number of organizations provide both training in the use of and access to the DISC assessments.ĭescriptions of each personality style and associated behaviors are shown in Table 1. It has been in use since the 1950s, but significant further development has occurred since the 1970s. The name, “DISC,” is derived from the four main personality styles it assesses: Dominance, Influence, Steadiness, and Conscientiousness. Industrial psychologist Walter Clarke developed a behavioral assessment tool based on the theory of psychologist William Marston. The DISC personality assessment is a tool that is widely used in the workplace to help individuals gain a better sense of themselves and others’ personality style in interpersonal situations.