Emotional Intelligence Cultural Intelligence and Diversity

This reflective report presents the findings of the Johari window and emotional intelligence. It also discusses the skills developed during working in a culturally diverse global organization.

Running head:EMOTIONAL INTELLIGENCE CULTURAL INTELLIGENCE AND
DIVERSITY
Emotional intelligence cultural intelligence and diversity

EMOTIONAL INTELLIGENCE CULTURAL INTELLIGENCE AND DIVERSITY 2
Table of Contents
Introduction.................................................................................................................................................3
Johari Window............................................................................................................................................3
Strength and weakness and possible improvement......................................................................................5
Reflect on competencies for developing in order to function as a global citizen.........................................7
Conclusion...................................................................................................................................................8
References...................................................................................................................................................9
Appendices................................................................................................................................................10

EMOTIONAL INTELLIGENCE CULTURAL INTELLIGENCE AND DIVERSITY 3
Introduction
This reflective report presents the findings of the Johari window. It also demonstrates the result
of emotional intelligence. This reflective report also discusses the skills develop during working
in a culturally diverse global organization.
Johari Window
Johari window is a self-evaluation technique that can be generated by Joseph Luft as well as
Harry Ingham. The given below window outline to introspect about self with group process
(Berland, 2017).
(Source: Saxena, 2015).
Johari window demonstrates an individual from different areas of perspectives provided in the
quadrants:
 The ARENA: It demonstrates the qualities of an individual that is known by the person
himself and known by others as well. In this category, an individual is open regarding their
feelings and thought, aware of their behavior as well as have knowledge regarding their skills.
Others that an individual communicating are aligned and comprehended their feelings and
thoughts and the communication can be made verbally or non-verbally. They also have

EMOTIONAL INTELLIGENCE CULTURAL INTELLIGENCE AND DIVERSITY 4
awareness as well as visibility regarding their capabilities and skills, and other knowledge
(Shamoa-Nir, 2017).
 The BLIND SPOT: It depicts all those personal traits that are addressed by others but
unknown to person himself. There may be behavior that can be exhibiting and things that an
individual is communicating may affect others in a specific manner. An individual can be
aware or perceive themselves as not having the competency for performing in a specific
condition. But, those that are communicating with an individual can demonstrate exactly their
feeling and understand their behavior or past experience that a person has skills and
competencies in specific circumstances (Tran, 2016).
 The FAÇADE: It is a hidden area or competency of an individual known to him but it is
unknown to and hidden from others.
 The UNKNOWN: It involves all personal characteristics that are unknown to others and the
person himself (Ang, and Van Dyne, 2015).
The given below table shows the personal traits identified by me and my two working
colleagues:
Arena:
Good Active Listening
Skills
Blind Spot:
Weak Articulation of thoughts
Façade:
Assertiveness
Unknown:
Need to improve Emotional
Quotient
(Source: Created By Researcher)

EMOTIONAL INTELLIGENCE CULTURAL INTELLIGENCE AND DIVERSITY 5
Under Arena, my two working colleagues observed that I have good active listening skills that
are known by me. Under the Blind spot, my two working colleagues observed that I have a weak
articulation of thoughts that was unknown to me. In Facade, I have assertive skills that are
hidden by me from my working colleagues. Along with this, in the unknown category, I need to
enhance the emotional quotient that was unknown to me and my working colleagues.
Strength and weakness and possible improvement
I have sent the Global EI test and Daniel Goleman’s EQ instruments to my two colleagues to
assess my strengths and weaknesses. In the Global EI test results, I have scored 5 out of 10
marks in self-awareness, 4 out of 10 in self-management, 5 out of 10 in social-awareness, and 4
out of 10 in relationship management. Along with this, in Daniel Goleman’s EQ instruments, I
got 53 score which is low. Self-awareness is the core of emotional intelligence that indicates I
am able to read and comprehend the emotion of others, able to recognize their effects on working
performance and liaisons as well as self-confidence. In self-management, I got low marks that
indicate that I have a lack of competencies related to honesty and integrity, transparency, self-
control, adaptability, and managing responsibilities. Under social-awareness, I got 5 marks that
show I have different competencies such as empathy, organizational awareness, as well as
service orientation. Under relationship management, my colleagues gave me low score as they
said I have lack of competencies related to visionary leadership, developing others, influence,
change catalyst, conflict management, developing bonds, teamwork, and collaboration, listening,
and sending clear.
Strengths:
 Active listener
 Rapid decision making

EMOTIONAL INTELLIGENCE CULTURAL INTELLIGENCE AND DIVERSITY 6
Weaknesses:
 Too-detail oriented.
 Difficulty in the articulation of thoughts
Action plan for improving Emotional Intelligence
S.No. Skills that would be
improved through EI
Time Frame Action
1. Mixed Model: Self-
awareness
Week 1-2 I will be competent to address
my gut emotions and feelings.
3. Trait Model: Self-Control Week 3-4 I will organize to part myself
away through impulsive
reactions as well as, move
myself in order to deal with the
thought procedure.
Action plan for improving Thought Articulation process
S.No. Skills that would be
improvedthroughArticulat
ion Process
Time Frame Action
1. Voice-recognition Week 5 It will support me to assess
whether I sound irritated or
pleasant and energetic.
2. Vocabulary Week 6 It will enhance my
pronunciation and diction in

EMOTIONAL INTELLIGENCE CULTURAL INTELLIGENCE AND DIVERSITY 7
the thought procedure.
Reflect on competencies for developing in order to function as a global citizen
When I was working in a global organization, then I have developed my different competencies
such as diverse culture management, communication, and team building. Along with this, I have
learned that workplace diversity enhances mutual respect between workforces. I have observed
that although workforces work in my team comprised of a co-worker with different working
style, disabilities and different generation and culture but, there are synergistic working
atmospheres. Although idyllic atmosphere can be complex to attain, but diverse culture can aid
to increase the performance of employees (Ang, and Van Dyne, 2015).
I have also learned that culturally diverse working organization is beneficial for declining and
resolution of the conflict. It is observed that conflict inevitably occurs in the working place. But,
workforces who acknowledge differences in others may also find the similarities in terms of their
common goals like quality as well as production. I have gained my experiences that in diverse
culture background; respect for a co-worker may decline the possibilities of conflict and provides
an effective way to resolve the conflicts. The competency for resolving the organizational
conflict can decline the potential liability for workforce complaints that can otherwise escalate to
formal issues like a lawsuit. Along with this, workplace diversity may keep the workforces
association with their co-workers as well as their supervisors (Hunter, et. al., 2018).
I have also increased the understanding that workplace diversity cannot be overstated while it
comes to the organization’s competency to arrive at the market in international nations. The
appeal of international markets generates different sort of opportunities for workforces,
employee development and opportunity for promotion. I have also developed my understanding

EMOTIONAL INTELLIGENCE CULTURAL INTELLIGENCE AND DIVERSITY 8
that the global marketplace opens the doors for workforces for physical and mental competencies
as well as ethnic background for developing global income centers. Workforces are attentive in
learning multinational business approach and who are present for prospect expatriate task can
face challenging as well as new career opportunities (Marshall, et. al., 2017).
During working in globally diverse cultural background, I have developed my language skills as
well as maintain community relations. I have also learned that a company that plansto expansion
into global market benefits from language diversity within an organization. For instance, a
company that has workforces fluent in Japanese and who comprehends the Japanese cultural
experience an easier time to interact with a representative from Japan. It is also addressed that
there are different fluent worker experience the benefits while applying for a job because
workforces comprehend the benefits of language diversity (Iwai, 2017).
Conclusion
From the above interpretation, it can be also summarised that Johari Window and Global EI test
was sent to my working colleagues to address my strength and weaknesses. It can be concluded
that I have developed my different skills during working in diverse cultural backgrounds like
teamwork, communication, and diverse culture management.

EMOTIONAL INTELLIGENCE CULTURAL INTELLIGENCE AND DIVERSITY 9
References
Ang, S. and Van Dyne, L., 2015. Handbook of cultural intelligence. UK: Routledge.
Berland, A., 2017. Using the Johari Window to explore patient and provider
perspectives. International Journal of Health Governance, 22(1), pp.47-51.
Hunter, L.R., Buckner, J.D. and Holm-Denoma, J.M., 2018. The Delivery of Mental Health
Services for Clients of Diverse Backgrounds: Summary and Future Directions and Yezzennya
Castro. In Mental Health Care for People of Diverse Backgrounds (pp. 133-140). USA: CRC
Press.
Iwai, Y., 2017. Multicultural children’s literature and teacher candidates’ awareness and attitudes
toward cultural diversity. International Electronic Journal of Elementary Education, 5(2),
pp.185-198.
Lindinger-Sternart, S., 2015.Help-seeking behaviors of men for mental health and the impact of
diverse cultural backgrounds. Int'l J. Soc. Sci. Stud., 3, p.1.
Marshall, J.K., Cooper, L.A., Green, A.R., Bertram, A., Wright, L., Matusko, N., McCullough,
W. and Sisson, S.D., 2017.Residents' attitude, knowledge, and perceived preparedness toward
caring for patients from diverse sociocultural backgrounds. Health equity, 1(1), pp.43-49.
Saxena, P., 2015. JOHARI WINDOW: An effective model for improving interpersonal
communication and managerial effectiveness. SIT Journal of Management, 5(2), pp.134-146.
Shamoa-Nir, L., 2017. The window becomes a mirror: the use of the Johari Window model to
evaluate stereotypes in intergroup dialogue in Israel. Israel Affairs, 23(4), pp.727-746.
Tran, B., 2016. Communication: The Role of the Johari Window on Effective Leadership
Communication in Multinational Corporations. In Handbook of research on effective
communication, leadership, and conflict resolution(pp. 405-429). USA: IGI Global.

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Appendices
Appendix 1: Global EI test result
Appendix 2: EI test results through Mind tool