MBA502 Assessment 1: EI, CI, and Diversity Analysis

This essay presents a reflective analysis of emotional and cultural intelligence, exploring their impact on individual behavior within diverse groups. The student begins by defining emotional and cultural intelligence and their role in shaping personality. The essay then details a self-assessment based on the GEIT and Daniel Goleman's EQ instrument, followed by a personal analysis of self-awareness, self-regulation, social skills, and relationship management. The Johari window model is used to critically analyze these personal qualities, identifying strengths, weaknesses, opportunities, and threats. A SWOT analysis is conducted to highlight these aspects. Finally, a future development plan is outlined, focusing on professional growth within a diverse organizational setting, particularly in the hospitality industry, considering the importance of understanding different cultures and adapting to a multicultural environment to achieve career goals in Australia's service sector. References are included to support the analysis.

Running head: EMOTIONAL INTELLIGENCE, CULTURAL INTELLIGENCE AND
DIVERSITY
Emotional Intelligence, Cultural Intelligence and Diversity
Student’s name
University:
Author’s note:

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Executive summary
The following paper is a reflective analysis of emotional intelligence and cultural intelligence
and their impact on the activities of a person working in a group with diversity. At first,
emotional intelligence and cultural intelligence have been defined and their role in shaping the
personality of an individual has been briefly discussed. Further, following the GEIT result, a
personal analysis has been carried out in terms of self-awareness, self-regulation. Social skill and
relationship management. Further, these personal qualities have been critically analyzed by the
help of Johari window model. A personal SWOT analysis has been conducted to point out the
personal strengths and weaknesses. Finally, based on that analysis, a future development plan has
been developed in context of working in an organization with diverse culture and practices.

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Table of Contents
Introduction......................................................................................................................................3
Self-Assessment...............................................................................................................................4
Assessment by Johari Window Model............................................................................................5
Strength and weaknesses.................................................................................................................7
Strength........................................................................................................................................7
Weakness.....................................................................................................................................7
Opportunities...............................................................................................................................8
Threats.........................................................................................................................................8
Development and future opportunities............................................................................................8
References......................................................................................................................................11

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Introduction
EI or emotional intelligence is defined as the capability of an individual of to recognize
his/her emotion and others as well (Ciarrochi & Mayer, 2013). According to Daniel Golman’s
theory (Khalili, 2013) there are 5 key elements of emotional intelligence, namely self-awareness,
self-regulation, motivation, empathy and social skills.
Cultural Intelligence or cultural quotient, on the other hand, may be defined as the quality
or capability of working with diverse cultures. (Thomas 2015)
In this assignment, our task is to evaluate our emotional and cultural intelligence and
analyze our perception about our own self. Also, we should take note of how other people may
perceive us. According to these perceptions, we might be able to identify our strengths and
weaknesses and also may identify the areas where we can further improve to perform as a
successful professional in a diverse workspace.

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Self-Assessment
According to the Mind Tool test of emotional intelligence, I am considered as an
emotionally intelligent person. It indicates that I have good relationships with people around me.
They find me reliable and trustworthy. Also, it is understood from the same result, that people
may approach me for advice.
My friends and I myself have almost similar opinion about my personality. In terms of
self-realization, I am fairly aware of my feelings and can easily communicate them. I am
confident and responsive to others. I enjoy my work and my friends also opine that I am
dedicated to it. I am methodical, organized and attentive. People also say that I am a good
listener. My friends trust me with their crisis and secrets. Most importantly, I enjoy being with
them too. I would not say that I am an introvert. Rather I prefer to be in a big group.
Self-regulation or self-control is another virtue that every person should master.
Controlling emotional outbursts such as anger or pain is really important to be a part of a team.
As for myself, I can control my emotions and outbursts to a fair level. I rarely lose my temper in
front of others. My friends also agree with me on this aspect. In reality, they probably have never
seen me lose my cool. However, this does not imply that I avoid conflicts or I never get angry. I
have the confidence to confront any such adverse situation if need be.
In terms of social skill, I have already mentioned that I am comfortable in being with
others. I am able to build good rapport with people; neither do I face any difficulty in organizing
groups. In this sense, my friends accept that I have certain leadership qualities.

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Finally, empathy is another important aspect of a person’s characteristics which is
instrumental in defining and managing relationships with his or her peers within the group. My
test results indicates that I am a fairly empathetic person, who listens to others attentively and
tries to help them with their problems and difficulties. People can approach me very easily. They
also ask for my advices in various situations.
Assessment by Johari Window Model
Johari window is a psychological model to assess relationship qualities and mutual
understanding between the members within a group. Developed by the psychologists Joseph Luft
and Harrisson Ingham, the model asserts that trust and mutual understanding can be built through
sharing information and learning from the feedbacks provided by peers. (Saxena 2015)
The model consists of four quadrants. Or alternatively, as described by philosopher
Charles Handy, it is known as Johari house with four rooms. (Sato, Kawakami and Hiraoka
2015) The rooms or quadrants are open, blind, hidden and unknown.
If tested by the Johari window model, my reflection on my personality majorly contains
traits that belong in the open quadrant. My personal traits such as my dedication and confidence,
empathetic approach towards people or even emotional vulnerabilities are a shared knowledge
between us.
My friends’ opinion about my personality constitutes a part of the blind quadrant. This
quadrant indicates the qualities or traits of which I am personally unaware of. However, I get to
know about these traits from the feedbacks provided by the people from my group. For example,

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my friends think I sometimes I lack flexibility in certain situations. That is to say, they have
pointed out that I do not pay attention to others’ suggestions and feedbacks.
Although I am quiet extrovert and share my thoughts openly to my friends, there are
some things that I am not comfortable to disclose to anyone. These secrets will be regarded as
the hidden quadrant of the Johari window model.
The unknown quadrant consists of the traits or potentials that neither my peers nr I am
aware of. Hypothetically, it may be some talent or ability of mine that I am yet to discover. For
example, I might discover that I am good at creative writing or composing music.
Strength and weaknesses
Considering the analysis on my personality and behavior, I have identified some of my
strengths as well weaknesses. This can be shown with the help of a personal SWOT analysis.
Strength
My biggest strength is my self-control. Besides, I do communicate well with people. I have
excellent scores on my social awareness and relationship management which indicates my ability
to understand people and help them bonding with the group.
Weakness
My biggest weakness is my self-awareness. I lack the ability to identify emotions and
personal needs properly. I am often influenced by others’ needs and requirements and lose sight
of my own needs. However, I am unable to identify and understand emotions which contributes

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to this drawback of mine. As my friends have also pointed out, I sometimes do not pay attention
to their feelings and act very rigidly under certain circumstances. They find that I am not always
open to their suggestions and opinions.
Opportunities
The area I need to work on the most is my self-awareness and my capabilities of
identifying emotions.
Threats
I often get confused about how to react to certain situations. I do not think very deeply
about things and sometimes act on sudden impulses. This has led me to serious problems many
times.
Development and future opportunities
Australia is one of the biggest economies of the world with a current GDP of A$1.69
trillion. (Johnson 2019) Australian economy is largely dominated by its service sectors (Edwards
2016). As a student of Management, I aim to be a part of this service sector upon completion of
my course. Hospitality is my first choice as a career. Australia is a melting pot of different
cultures and ethnicity. There are native Australians as well as people of African, Asian and
European origin. Naturally, they vary in customs, beliefs and cultures. So, it is important to
understand each customer, their preferences and needs. Although domestic tourism dominates
the sector, international footfall in Australian travel destinations is increasing day by day.

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Therefore, I must learn to communicate with a wide range of people belonging to different
cultures and countries.
Diversity does not only imply demographic or cultural differences, it indicates people
with different skills, behavior and attitude. (Barak, 2016) In order to be a successful professional,
I must be open to all kinds of people and learn from their knowledge, skill and expertise.
Learning and development is an important factor in achieving success in professional life.
Hence, the area I must work on the most is my level of self-awareness. Although I am a
dedicated and hard working person, there is always room for improvement. If I keep an open
mind and ask for criticisms and feedbacks, I will eventually be able to pinpoint my weaknesses
better and educate myself accordingly.
Also, I need to understand my needs and emotions better. Without this quality I cannot
achieve self-actualization. I believe this increased awareness of emotions will also help me to
understand others’ emotions with more clarity.
Conclusion
Reflecting upon the analysis of my personal strengths and weaknesses, it can be
concluded that I need to be more flexible in terms of opinions and feedbacks. The touchstones of
a successful career are skill, knowledge and personality. Therefore, to achieve my dream career,
I need to develop both my professional and social skills.

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References
Barak, M.E.M., 2016. Managing diversity: Toward a globally inclusive workplace. Sage
Publications.

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Ciarrochi, J. and Mayer, J.D., 2013. Applying emotional intelligence: A practitioner's guide.
Psychology Press.
Edwards, J., 2016. How to be exceptional: Australia in the slowing global economy.
Johnson, C., 2019. Australia fair: Correspondence. Quarterly Essay, (74), p.81.
Khalili, M.A., 2013. Relationship between emotional intelligence & leadership style human
resources management. International Journal of Management Research and Reviews, 3(4),
p.2689.
Sato, A.H., Kawakami, H. and Hiraoka, T., 2015. Recent Progress in Intelligent and
Evolutionary Algorithms and their Applications.
Saxena, P., 2015. Johari Window: An effective model for improving interpersonal
communication and managerial effectiveness. SIT Journal of Management, 5(2), pp.134-146.
Thomas, D.C., 2015. Cultural intelligence. Wiley Encyclopedia of Management, pp.1-3.