Today's standardized DISC response form, or instrument, is primarily based on Marston's research but also uses the works of Jung. The DISC system analyzes each factor to reveal a person's strengths and weaknesses, actual behavior, and tendencies toward certain behavior. A person's behavior style is not what makes him or her good or bad, right or wrong. The DISC does not measure a person's intelligence, values, skills, experience, education, or training. These words of a Vermont farmer, quoted by Henry Murray, suggest that attention to individual differences can be a powerful tool.
All people exhibit behavior in each dimension.
One dimension is not better than the other. Each brings strengths and weaknesses to the situation, and a team needs active participation by all four styles to succeed. In this case, the new employee must first focus energy on adjusting his or her behavior to the job. Only then can the employee use what energy is left, if any, to perform the duties of the job. This can cause great stress as the employee attempts to complete required tasks.