Sign in
Set up an account
Choose country or language
Home
Pricing
For Your Business
A business account includes free and unlimited Job Profiling, Relationship and Team reports. New accounts give you volume discounts and a whole range of bonus extras.
For Yourself
If you just want to read your own personality report, there’s no need to sign up for an account. Just choose the profile option that suits you.
Core Features
Invitations
Handle DISC profiling automatically across the Web.
Reports
Take a look at the most comprehensive DISC assessment report available.
Assessment and Reporting
Remote and Home Working
DISC Profile Feedback
DISC Motivation Spectrum
Job Matching
Relationships
Team Building
More Features
Explore Report Samples
Platforms and Apps
Branding
Languages
Introducing DISC
What is a DISC Test?
How DISC Works
Benefits of DISC
History and Evolution
DISC Factors
D: Dominance
I: Influence
S: Steadiness
C: Compliance
DISC Background
Reliability and Validity
DISC Training
Take an online video course covering all aspects of DISC.
Get in Touch
Chat Online Now
Send E-mail
Call +44 (0)161 408 2112
Skype us
Social Media
Twitter
Facebook
LinkedIn
More Contact Options
Request a Callback
Download a Free Guide
Agency Opportunities
Professional DISC profiling for 28 years

Cultural Integration

Any successful recruitment process is followed by a phase of 'cultural integration'. This describes the process by which a new member of staff adapts to a new organisation, and the particular culture of that organisation. This important step is often overlooked by recruiters, but is gradually growing in importance among human resource professionals.

What is an organisation's 'culture'? This is a large question, and a complete answer lies beyond the scope of this introductory guide. Essentially, any close-knit group of people will, over time, develop a set of traditions, customs and unwritten rules that define the ways in which they work together. One of the most stressful times for a newly recruited member of an organisation involves coming to terms with this set of cultural factors, and adapting themselves to work within them.

Many of the elements of a culture of this kind are highly specific, and unsuited to assessment through a behavior-based system like DISC. On a more general level, however, there are often aspects of a culture that suggest an analogy between an individual's approach and the general 'style' of the organisation as a whole. A very formal, rigidly structured working environment could be characterized as a 'High-C' organisation, for example, while a workplace that placed emphasis on personal initiative and internal competition would be more appropriately described as a 'High-D' organisation.

By comparing a new recruit's behavioral style with that of the organisation, we can highlight those areas where they will have difficulty in adapting to their new environment, as well as discovering those areas in which they are particularly well suited. Using this information, it becomes possible to guide an individual's induction into a new organisation, rather than simply leaving them to 'fit in' as well as they can.

Achieving this in an effective manner clearly takes a great deal of skill, experience and patience, and this is perhaps the reason why this application of DISC is comparatively rare in comparison with its other uses. Nonetheless, it is an unavoidable fact that many individuals who might be otherwise suited to a job leave in the first few months, and this points to the need for greater attention to the 'cultural integration' phase.


Next:

Assessment

See also:

Recruitment

Axiom Software Ltd Head Office: Empress Buildings, 380 Chester Road, Manchester, M16 9EA, United Kingdom
Telephone: +44 (0)161 408 2112|Skype: axiom_office|E-mail
Registered in England No 02888933|VAT No UK VAT: GB638 8466 88 / EU VAT MOSS: EU372018397|Privacy Policy|Terms of Use
Copyright © 2016-2022 axiominternet group limited