Emotional Intelligence, Cultural Intelligence and Diversity - Section 1

The Johari Window is a psychological technique which helps for assessing and understanding self in order to achieve self-awareness, and personal development. (Sandy & Duncan, 2019). This tool helps a person to improve its communication skills and interpersonal relationships. Johari Window also helps a person to clearly interpret and understand the dynamic of groups in group settings. It also helps in actively participating in team and developing traits and skills for team development and building intergroup relationships. The Johari Window is among some tools of psychological development, which actually focuses on the development and correction of the soft skills in a person (Sandy & Duncan, 2019). These soft skills include skills like behaviour, co-operation, team-work and intergroup relations, empathy, and interpersonal development.

The Johari Window is a simple model which consist of four quadrant areas namely open/free area, the blind area, the hidden area and the unknown area. For the given situation, the Johari Window will be applied considering the two elements of a team i.e. the first element being an individual, and the second element is the team members. Application of Johari Window is for analysis of a survey will help an individual to understand what he/she knows about oneself, and what other people or the team members know about that individual. This analysis is described using the four quadrants of the Johari Window as follows:

  • Open or free area- anything that an individual is aware and knows about self is a part of this open/free area quadrant. As per the survey result, the scores for social awareness and self-management is greater for all three of us that is between 7-9. This forms our open area and states that we are as individuals and also as team members are well aware of these two skills.
  • Blind area- this area quadrant consist of any aspect that the individual it not aware about self (Sandy & Duncan, 2019). By receiving feedbacks from others, it helps one to become aware the positive and negative points. According to the survey, the blind area aspects for Minal and me are self-management and relationship management will low scores 7 and 8 respectively. The blind area of Vaibhavi is self awareness and self management with scores 5 and 7.
  • The hidden area- this part explains about aspects the individual himself is aware and might not want other people to know (Sandy & Duncan, 2019). An individual might possess some weakness, which he might not want his competitors to know.
  • The unknown area- as the name suggests this quadrant area consist of aspects that the individuals as well as others are unaware of. The unknown area as per the survey includes the emotional intelligence quotient, as this is the trait which cannot be actually identified and also low scores are obtained for the same in the survey.

Emotional Intelligence, Cultural Intelligence and Diversity - Section 2

Strengths and weaknesses are common traits present in every individual. When a person is good at performing a certain or doing something it is generally called the person’s strength (Alexander, Salum, Swanson & Milham, 2020. For example, some people are comfortable in talking or addressing a large audience without any hesitation, and this trait of public speaking might be a strength of that individual. On the other hand, some people often experience discomfort while addressing a large audience and be hesitant to talk, and the same trait of public speaking might prove to be a weakness for that hesitant individual. Thus, strengths and weakness are a part of an individual’s daily life, and these strengths prove to be useful individuals and weaknesses create hindrances in achieving one’s objectives. Thus, being aware about one’s strengths and weakness and analysis these traits from time to time is very important.

Bing aware of one’s strengths and weaknesses is significant for an individual’s life as well as career. Awareness of the strengths and weakness helps the person to focus on the right options and perform the required task optimally (Alexander, Salum, Swanson & Milham, 2020). Knowing and understanding the strengths the individual to be more resourceful in the most difficult situations in career and life. In contrast, knowing own weaknesses will allow the individual to acquire the required support which an individual requires in difficult settings and requires the necessary assistance. Being awareness of such weaknesses, the individual can work on it and develop these weakness into strengths by gaining the appropriate support and resources for accomplishment of goals (Alexander, Salum, Swanson & Milham, 2020).

Thus, with the help of the given survey, I was also able identify and analyse my own strengths and weaknesses. One of the important strength that I possess is that I usually present myself with confidence and cautiousness. This helps to avoid mishaps to a great extent and my confidence also helps to develop trust and confidence in other team members. Tem-work is also one of my strengths, as I try to support others and agree with them. Also, I am adaptable and flexible in terms of team work. My weaknesses include at times I am uncertain in pursuance of the opportunities. When facing pressure situations my behaviours might be different from the normal. Thus, these weaknesses create hindrances at times in my performance.

Emotional Intelligence, Cultural Intelligence and Diversity - Section 3

Individual competencies are integral part of a personality of a person. The overall personality development includes developing these individual competencies also. Organizational and individual competencies are essential to define job role. These competencies necessary to define both technical and the behavioural requirements to be successful in life and career (Cook, 2016). In professional life as well, organizations tend to hire and promote people who possess these technical and behavioural skills and competencies. These competencies are the required knowledge, skills and abilities needed to accomplish and perform a specific task or function. They are the knowledge, cognitive skills, social skills and attitudes and values that a person possess and uses to efficiently perform the assigned task. Since the dynamics of the business environment and the environment we live in is changing constantly we need to develop skills and competencies to sustain in this dynamic environment. Such skills and competencies that an individual must possess are called global competencies. Global competencies are the behaviours, skills, values that prepare and help people to thrive in a more diverse world (Cumberland, Herd & Alagaraja, 2016). As the world is changing rapidly, it is essential for people to have the ability to be engaged citizens and collaborative problem solvers. The global competencies that one should develop to function well as a global a citizen is as follows (Cook, 2016):

  • The individual should develop the understanding and ability to evaluate the issues and situations, and concerns which are locally, globally and culturally significant. Like to have an understanding of concepts such as economic interdependence, environmental risks, migration, inequality, poverty, conflicts, cultural differences.
  • An individual should develop the understanding to be able to analyse, accept and appreciate different views and perspectives of the world
  • An individual should develop competencies to positively deal with different people of various nationality, ethnicity, religious and cultural backgrounds.
  • It also includes development of the individual’s ability to be able undertake constructive actions for sustainable development and the well-being of all.

References for Emotional Intelligence, Cultural Intelligence and Diversity

Alexander, L.M., Salum, G.A., Swanson, J.M & Milham, M.P (2020). Measuring strengths and weaknesses in dimensional psychiatry. Journal of Child Psychology and Psychiatry, 61(1), 40-50. 

Cook, A. (2016). The development of global competencies and global mindness through global education. International Journal of Global Education, 5(2), 45-49.

Cumberland, D., Herd, A. & Alagaraja, M. (2016). Assessment and Development of Global Leadership Competencies in the Workplace: A Review of Literature. Advances in Developing Human Resources Journal, 18(3), 301-317.

Sandy, O. & Duncan, S. (2019). Looking through the Johari window. Research for All Journal, 3(1), 1-6.

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