Employability Skill Development

The assignment explores the importance of employability skills in event management, highlighting the use of the Gallup StrengthsFinder theory and Johari Window to develop strengths-based education. It also discusses the application of self-efficacy theory to increase interpersonal effectiveness in teamwork.

Running head: EMPLOYABILITY SKILL
Employability Skill
Name of the Student
Name of the University
Author Note

1EMPLOYABILITY SKILL
Table of Contents
1.0 Journal entry 1 ‘Know yourself’................................................................................................2
2.0 Journal entry 2 ‘Know your sector’...........................................................................................4
3.0 Journal entry 3 ‘Let them know you’........................................................................................5
4.0 Reference List............................................................................................................................6

2EMPLOYABILITY SKILL
1.0 Journal entry 1 ‘Know yourself’
I have opted for Event Management course for my degree and I have headed towards the job
role of ‘Staff Engagement Events Coordinator’. Gallup strength is an assessment that illustrates
the positive focus regarding the career and evaluates the level of interpersonal development that
can improve the professional goals set for the desired job role. Stebleton et al. (2012) stated that
if people knows the progress of their interpersonal communication, it is easier for the person to
foster themselves professionally. This will help them to attain greater job satisfaction.
After I have given the assessment of Gallup Strength Finder, I have found that – Includer,
Connectedness, Restorative, Communication and Achiever are my five strengths that can help
me to improve my performance in my career.
Includer- This represents the ‘relationship building themes’ and highlight the nature of including
everyone as a part if the team (Rashid et al. 2013). Since, event should have to be conducted
with a group of people; this strength will help me to build relational connections with staffs and
people.
Connectedness- This relationship building strength depicts that people believe that everything
happens for a reason (Schreiner 2013). I enjoy random situations, accepts challenges and feels
like it is my personal responsibility to make things right and engage my employee to conduct a
successful event.
Restorative- Soria et al. (2015) stated that a person with this quality enjoys challenges to find the
solution of the problem. My role allows me to overcome the challenge of managing all event

3EMPLOYABILITY SKILL
details, delivering staff events within budget, use of new technologies, obtaining quotes and
negotiating costs.
Communication- Soria and Stubblefield (2014) depicted that communication comes under the
‘influencing theme’, where an individual sells big ideas. I think for performing good in the role
of Staff Engagement Events Coordinator I have to convince my subordinates regarding the idea
that I will propose to them. Since, I am also liable for formulating event proposals; I can use my
communication skills to outperform.
Achiever- Schreiner (2013) depicted that the Achiever enjoys the work given to them and work
hard with full enthusiasm. The quality trait of an achiever is that they always work on different
kind of projects and always perceive clear visualization as they set goals for daily activities,
relationships and projects.

4EMPLOYABILITY SKILL
2.0 Journal entry 2 ‘Know your sector’
The Gallup Strength theories only demonstrate the strength of an individual and show only
the positive things through which they can know the direction to proceed in their career for better
results. Rashid et al. (2013) stated that that this test enhances the confidence of an individual and
highlight them the key strengths to focus. The Gallup Strength assessment highlights four
domains- executing themes, influencing themes, relationship building themes and strategic
thinking themes. The executing theme represents the precision and accuracy of an individual’s
work (Louis 2012). The influencing theme illustrates the ability of a person to take charge and
convince others regarding the themes and selected for events. The relationship building themes
moreover refers to building strong relationship with people. Lastly, the in strategic thinking
theme, the strength highlight the idea created for solving a problem. Stebleton et al. (2012)
though argued that this assessment only highlight the positive thing and do not illustrates the
negative traits that need improvement to make a person all rounder.
The other theory is the Johari Window theory which also highlights some of the traits that
can define you and others. However, Bumann and Younkin (2012) argued that this theory do not
necessarily highlight he traits that a person can implement in the workplace but also refer to
liking and disliking thing from personal perspective. Saxena (2015) stated that the Johari
Window is able to highlight the traits that is known to yourself and others, know to others but
not oneself, known to self but not others and do not known to oneself and others. This will help
a person to increases mutual cooperation if they know the open/free area. The traits come under
second and the third quadrant highlight improvement in the nature of the person. Lastly, the

5EMPLOYABILITY SKILL
fourth quadrant is an area of opportunities through which the employee can showcase their
hidden quality to prove themselves.
3.0 Journal entry 3 ‘Let them know you’
According to the theory of Gallup Strength Finder theory, I have the potential of making a
good circle of people, who can collaboratively work for conducting the event. Moreover, I also
have the quality of not to ignore or overlook anyone’s quality and give proper chances to the one,
who failed to accomplish their goals in the first time. This will help me in allocating desired job
roles and responsibility to my subordinates to make the event successful. Moreover, I also have
the nature to connect all the things with the incident that help me to identify the required things
necessary for conducting the event. Moreover, my nature of being restorative helps me to
investigate and think with evidences and prior taking any decision. This will help me to
outperform my duty for managing stakeholders, time management, flexibility, negotiation and
influencing.
Though the test of Johari Window allow me to frame that I face problem when I have to
depict my thoughts to a group of new people. I give more time in analyzing the nature of the
other party with which I face difficulty in finalizing the dealing within the time. Thus, I can
utilize this theory in improving my skills to enhance my performance. I can also help in
maintaining a strong working relationship with stakeholder, liaising with the marketing and PR
team and discussing about effective event service and key staff engagement activities. I can also
learn about the traits of the other people like my subordinates, shareholders and suppliers so that
I can generate organizational objectives according to that. This knowledge will also help me to
know my staffs better and I can effectively develop regulations through which they can engage

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more to their event management job roles. I have learned that both the Gallup Strength theory
and Johari Window can help me to identify characteristics and traits through which I can
improve my performance as a staff engagement event coordinator.
4.0 Reference List
Bumann, M. and Younkin, S., 2012. Applying self efficacy theory to increase interpersonal
effectiveness in teamwork. Journal of Invitational Theory and Practice, 18, pp.11-11.
Louis, M.C., 2012. THE CLIFTON STRENGTHSFINDER® AND STUDENT STRENGTHS
DEVELOPMENT.
Rashid, T., Anjum, A., Lennox, C., Quinlan, D., Niemiec, R.M., Mayerson, D. and Kazemi, F.,
2013. Assessment of character strengths in children and adolescents. In Research, applications,
and interventions for children and adolescents(pp. 81-115). Springer, Dordrecht.
Saxena, P., 2015. JOHARI WINDOW: An Effective Model for Improving Interpersonal
Communication and Managerial Effectiveness. SIT Journal of Management, 5(2), pp.134-146.
Schreiner, L.A., 2013. Strengths-based advising. Academic advising approaches: Strategies that
teach students to make the most of college, pp.105-120.
Soria, K.M. and Stubblefield, R., 2014. First-year college students' strengths awareness: Building
a foundation for student engagement and academic excellence. Journal of The First-Year
Experience & Students in Transition, 26(2), pp.69-88.
Soria, K.M., Roberts, J.E. and Reinhard, A.P., 2015. First-year college students’ strengths
awareness and perceived leadership development. Journal of Student Affairs Research and
Practice, 52(1), pp.89-103.
Stebleton, M.J., Soria, K.M. and Albecker, A., 2012. Integrating strength-based education into a
first-year experience curriculum. Journal of College and Character, 13(2).