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Cultural Intelligence And Diversity

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Discuss about the Emotional Intelligence, Cultural Intelligence and Diversity.


Critically comparing results with those of the two people who was evaluated by use of Johari Window

Johari Window is one of the communication models that actually help in improving understanding between individuals (Wagner and Hollenbeck 2014). It is for this reason why Johari Window Model had been selected for the present survey as the survey needs to evaluate between two people. This model had been developed so that individuals can build sense of trust between themselves in a way where they can disclose the information about themselves in the most appropriate way. By using the model, people can learn about themselves as well as can work with team and discuss their personal issues by taking feedback from others.

Figure: Johari Window

(Source: Tran, B., 2016)

From the above figure, it is understood that the model is the ultimate way to understand others personality traits. The first person selected from the above results is actually a person who is fun-going and people get to know about him in short span of time. The personality trait that was appropriate for the selected person is Arena or open self areas. This person actually belongs to this quadrant. This is the person who belongs to this category and his peer’s feels that his personality traits are both known to him as well as others (Saxena 2015).

The other person that was selected from the survey result is that a person who actually knows herself but unknown to others and falls under the quadrant Hidden area. There are several personality traits that are known to oneself but not to others. These traits can only be revealed if that person wants to disclose the information according to her will. The selected person belongs to this category where information is known to oneself but not to others (Pinder 2014).

The other quadrant is named as Blind spot means selected person is known by his peers but not by himself. This means the information indicate something that is not being known to those persons at any point of time. The last quadrant is named as Unknown area or unknown self where neither the person knows his own personality traits or others (Berland and Berland 2017).

After evaluating, it can be understood that the main aim in groups is to develop arena for each person. This particular area helps in enhancing individuality as well as team effectiveness and productivity at the same time. It is the space where actually god communication and cooperation takes place (Bolino et al. 2013). 

Analyzing strengths and weakness based on the survey results and discussing possible improvements

The two person selected from the survey belong to different categories in the Johari Window. The person belonging to Arena phase actually needs to attempt self-disclosure as it is the best process for expanding the Arena vertically (Miner 2015). The key positive point in this category is the feedback part as it is the process by which people expand the area horizontally. In order to build strong and effective team, the person should be encouraging healthy self-disclosure as well as ready to take sensitive feedback at the same time.

The advantage of using Johari Window is simple to grab as well as flexible result. It is all about the method that actually catalyses open information sharing. In addition, the model or method actually helps in creating shared reference point (Hogg and Terry 2014).


Like every other models, this model too have some limitations, some things are not well-communicated in the model such as mental health problems as well as any other large-scale behaviors. Some people may just pass on the facts that they had received. It even can happen that some people react negatively after knowing certain personality traits. Using the model cannot be linked to activities that eventually reinforce positive behavior or correcting those negative behaviors by any chance (Greenberg 2013).

The two people selected from the survey results belong to categories that need improvement at the same time. By using this model, it will be easier to understand as well as improve the person interpersonal communication and relationships in the most appropriate way. It is one of the models that can help to improve understanding between individuals who are working in a team or in a group setting (as the case may be).

Reflecting on own competencies where development is required for functioning as a global citizen

Level of competency can be judged after using Johari Window as it help in gaining proper understanding of one’s personality traits (DuBrin 2013). In order to function as a global citizen, it is important for us to known in which category we fall into and then evaluate it by use of Johari window model.

For example

By using Johari Window, I know myself now and can improve open self area. In that way, if I have open self area, I can now help me in developing healthy relationships and win in today’s competitive environment.

The below diagram shows how my relationship with my colleague was on joining the first day of my job

After few months and with the help of Johari window, it looks like this,

I used to have hidden self personality that was not known to me. I was scared to share my thoughts as well as ideas to other person. After evaluating, I understood that I have so many good qualities in me.

As one of the people belong to Arena category, it is important to understand that in the beginning of the communication, when we meet someone, the size of the arena quadrant is not very much large. The reason being that there has been little time as well as chance for exchange of facts. The main aim of person belonging to this category is to expand the Arena to become the leading window. It is only possible by self-disclosure as well as feedback solicitation.

I would like to recommend something that will be useful in the case, taking feedback from others is the most important and essential way to know someone. Once the ice is broken and your levels of self-assurance and self-worth rises, it becomes far easier to invite others for remark on person’s blind spots. I would recommend that active as well as empathic listening skills are the best for this area.

I would recommend individuals who are experiencing the process should carry on further for creating positive expansion plans for one.

Practical survey or example by use of Johari Window

Individuals are given a list of 55 adjectives and need to pick five or six personality traits that they feel explain their own personality.

Below is the list contains adjectives such as:

The exercise is to select personality traits and then link it with the quadrant that is present in the Johari Window. This is an interesting task that I feel will be enjoyed by all. On analysis, the survey result selected two people where one belongs to Arena category and other Hidden area. In order to become a perfect global citizen, it is important to know all the facts on own personality traits so that we can try to bring changes that are negative and needs urgent improvements.


Reference List

Berland, A. and Berland, A., 2017. Using the Johari Window to explore patient and provider perspectives. International Journal of Health Governance, 22(1), pp.47-51.

Bolino, M.C., Klotz, A.C., Turnley, W.H. and Harvey, J., 2013. Exploring the dark side of organizational citizenship behavior. Journal of Organizational Behavior, 34(4), pp.542-559.

DuBrin, A.J., 2013. Fundamentals of organizational behavior: An applied perspective. Elsevier.

Greenberg, J. ed., 2013. Organizational behavior: The state of the science. Routledge.

Hogg, M.A. and Terry, D.J. eds., 2014. Social identity processes in organizational contexts. Psychology Press.

Miner, J.B., 2015. Organizational behavior 1: Essential theories of motivation and leadership. Routledge.

Pinder, C.C., 2014. Work motivation in organizational behavior. Psychology Press.

Saxena, P., 2015. JOHARI WINDOW: An Effective Model for Improving Interpersonal Communication and Managerial Effectiveness. SIT Journal of Management, 5(2), pp.134-146.

Tran, B., 2016. Communication: The Role of the Johari Window on. Handbook of Research on Effective Communication, Leadership, and Conflict Resolution, p.405.

Wagner III, J.A. and Hollenbeck, J.R., 2014. Organizational behavior: Securing competitive advantage. Routledge.


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