Emotional Intelligence, Cultural Intelligence, and Diversity

This essay delves into the concepts of emotional intelligence (EI), cultural intelligence (CI), and diversity, focusing on self-assessment and workplace application. The author utilizes two tests, the Global Emotional Intelligence Test (GEIT) and Daniel Goleman's EQ test, to evaluate their emotional competencies. The results are then analyzed using the Johari Window model to identify strengths and weaknesses across open, blind, hidden, and unknown quadrants. The essay compares the author's self-perception with peer evaluations, highlighting areas like social awareness as a key strength, while also recognizing areas needing improvement such as self-management and relationship management. The author, currently a team manager in a global organization, emphasizes the importance of EI and CI skills, especially in diverse work environments, and discusses strategies for developing these competencies to improve team performance and build trust. The essay concludes by summarizing the key findings and reiterating the need for continued development in self-management and relationship management to excel in a leadership role.

Running head: EMOTIONAL INTELLIGENCE, CULTURAL INTELLIGENCE AND
DIVERSITY
Emotional Intelligence, Cultural Intelligence and Diversity
Name of the Student:
Name of the University:
Author Note:

1EMOTIONAL INTELLIGENCE, CULTURAL INTELLIGENCE AND DIVERSITY
Introduction
The personality and emotional intelligence varies from one person to another. We all
have different perspectives on self and on others. Thus, the way I view myself is rarely the
same with how others view us (Goleman, Boyatzis and McKee 2013). This is the reason that
for which we should have a clear idea about the about our personality traits and also the
strengths and weaknesses that we possess. This evaluation of self can be done using the
Johari Window, which is a self-evaluation model developed by Joseph Luft and Harry
Ingham in the year 1995 (Saxena 2015). There are four quadrants in this model that collects
data on unknown area, open area, hidden area and blind area. The emotional intelligence and
capability as well as different personality and competence aspects are analyzed through this
model. In this essay, I will compare and analyze the results of my personality test done by me
and my peers. The information gathered in the analysis will be evaluated through Johari
model in order to better understand my personality.
Discussion
Comparison of tests results
In order to find out about my emotional intelligence competency I took two tests. One
is Global Leadership Foundation’s Global Emotional Intelligence Test (GEIT) and the other
is Daniel Goleman’s EQ test. In the first test I scored 8 in Self Awareness, 4 in Self-
Management, 6 in Social Awareness and 8 in Relationship Management. The result shows
that I have high self-awareness and relationship management skills. This skill helps in self-
reflection and building confidence as I am able to recognize my emotions and the reactions
that I have in different emotional situations (Batool 2013). I also have high score in social
awareness which implies that this will enable me to establish relationships with people

2EMOTIONAL INTELLIGENCE, CULTURAL INTELLIGENCE AND DIVERSITY
around me more easily as I have high emotional intelligence and organizational awareness.
The results also indicate that my self-management and social awareness needs work to
improve.
In another test that I took, the Daniel Goleman’s EQ test, I scored 51. It indicates that
I have average emotional intelligence and share good relationship with some people. the
score implies that there are opportunities for me to improve my score and relationship with
people. By working on Self-Regulation and empathy, I will be able to build a strong network
with people around me.
I also invited two of my colleagues to evaluate their understanding of me through both
the tests and the result that they present is varied in nature. Colleague 1’s test shows that my
social awareness skill is high along with relationship management while my self-awareness
and self-management is quite low. This means that the colleague perceives that the
relationship that I share with pother could be improved. According to colleague 1, I need to
work on Self-awareness and Self-management (McCleskey 2014). This colleague also took
Goleman’s test and shows a score of 45. The aspects that I lack in that test are self-regulation
and motivation. The test shows that the colleague believes that I need work on my self-
regulation skills.
When peer 2 conducted those tests, the GEIT score shows that I have average score in
self-awareness, less than average score in self-management and social awareness and poor
score in relationship management. The Goleman’s test of peer 2 shows a score of 53. The
self-awareness aspect of this test is quite poor and it seems that I need to work on that.
I analyzed my score using the Johari window model to analyze the open, blind, hidden
and unknown quadrant of my emotional intelligence (Tran 2016). The open quadrant shows
that my most dominant trait is social awareness as the majority of the results show this.. The

3EMOTIONAL INTELLIGENCE, CULTURAL INTELLIGENCE AND DIVERSITY
blind quadrant shows that the perception that I have one myself is completely different than
what others perceive of me. My self-awareness falls here as here the results of my test and
my peers’ test conflict here. The hidden quadrant shows that some of my personality aspects
of mine are known to me but are unknown to others. My capability of relationship
management falls in this category as this aspect of mine is strong according to me while the
others are not aware of this skill.
Strengths and Weaknesses
After evaluating both the result of my test and the tests conducted by my colleagues, I
have evaluated certain strengths and weaknesses of myself. The results show that the major
strength that I have is social awareness. I am able to feel and understand the emotions and
reactions of others (Rubens et al. 2018). The relationship management and self-management
skills are average. The self-awareness is above average. The weaknesses that I show are self-
restraint and empathy in some cases. I need to work on my self-management and relationship
management. The results and the learning that I have drawn are complementary as it seems
that the awareness or understanding aspect of my personality is quite strong while I have
issues regarding managing them properly. The test 2 also echoes the same idea and thus I
have opportunity for further improvement.
Development of Competencies and skills
Currently I am working as team manager in a global organization. Team management
needs empathy and recognition of the competencies that others might possess (Komives
2016). In this aspect, the qualities that I have and my strengths are quite useful. The
organization is a global organization and thus has employees coming from all kinds of social
cultural and emotional backgrounds. This requires relationship management skills, which
according to the test I need to work on. I also need to work on my self-management skills and

4EMOTIONAL INTELLIGENCE, CULTURAL INTELLIGENCE AND DIVERSITY
self-awareness so that I am able to build trust among the people working in the company. It is
necessary for the team members to trust their manager. It is also necessary for me to
understand the strengths and weaknesses of the individuals working for the organization.
Having social awareness and self-awareness is extremely necessary for the managers of a
culturally diverse organization (Hess and Bacigalupo 2013).
Conclusion
From the above discussion, it can be concluded that the skills that I have, the social
awareness and self-awareness are important skills when it comes to managing workplace and
people. Nonetheless, I also need to develop my self-management and relationship
management skills in order to be able to perform in my role better.

5EMOTIONAL INTELLIGENCE, CULTURAL INTELLIGENCE AND DIVERSITY
References
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Komives, S.R., 2016. Leadership for a better world: Understanding the social change model
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McCleskey, J.A., 2014. Situational, transformational, and transactional leadership and
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Rubens, A., Schoenfeld, G.A., Schaffer, B.S. and Leah, J.S., 2018. Self-awareness and
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