Shield, Boeing, Bureau of Land Management, Cargill, Inc., Carlson Travel Network,
Champion International, Chevron USD, Coca-Cola Company, Colgate-Palmolive,
Conrail, Cuna Mutual Insurance, DuPont, Eastman Kodak, Federal Aviation
Administration, Fisher-Price, General Electric, Georgia Pacific, Hallmark Cards,
IBM Corporation, John Hancock Insurance, Land O’Lakes, Martin Marietta, MCI,
Metropolitan Life, Microsoft, Northwest Airlines, Pepsi-Cola Company, Prudential
Insurance Company, Radisson Hotels, Rockwell International, Shell Oil, State Farm
Insurance, St. Paul Companies, Transamerica, U.S. Army, U.S. West, The Upjohn
Company, Westvaco.
3.2.3 DISC Personality Test - Analysis of Criticisms
Even though the psychological tests are very popular and accepted worldwide, not
free from criticisms. Alison Green, creator of the popular blog “Ask a Manager,”
said she has received a number of letters from people whose careers were directly
affected by their Psychological test results. She has heard from workers staffed on
less desirable projects or denied leadership opportunities because of their personality
types (Emma Goldberg, 2019). Dr.Darshana Narayanan, a well-known
neuroscientist remarked “My impression of these kinds of tests is that they don’t
work. Human behaviour is multifaceted and complex and dependent on your
environment and biological state, whether you’re depressive, manic, caffeinated. I’m
skeptical of what you can learn from answering ten questions or observing
someone’s behavior for just 30 minutes.”
The DISC personality test is accepted worldwide, especially many business
corporations for organizational development. Like any other assessment tool, DISC
is also criticized by many behavioural scientists and management professionals
either positively or negatively.