MBA502: Reflective Essay on Emotional Intelligence and Johari Window

This MBA assignment is a self-reflective essay that utilizes the Johari Window framework to analyze the student's personality traits and behaviors. The essay is based on feedback from friends and self-assessment tests, which are then categorized into the four quadrants of the Johari Window: open, blind, hidden, and unknown. The student compares the results, identifies strengths and weaknesses, and outlines targeted competencies for development, particularly focusing on improving reaction abilities, self-management skills, and the ability to perform under pressure to become a global citizen. The analysis includes a discussion of emotional intelligence and cultural diversity, reflecting on how to enhance these aspects for personal and professional growth, and how to contribute to a diverse global environment. The assignment concludes with a summary of the findings and a reflection on the importance of self-awareness and continuous improvement.

MBA assignment

Table of Contents
Introduction........................................................................................................................1
Part 1 – Comparative Analysis..........................................................................................1
Part 2 – Analyzed strengths and weaknesses (300).........................................................2
Part 3 – Targeted competencies for Development (300)..................................................2
Conclusion.........................................................................................................................2
References.........................................................................................................................3

Introduction
The essay is a self-reflection and analysis of the feedback received from my friends,
against the theoretical model of Johari Window. This framework is a psychological tool
used to identify the factors associated with one’s personality, in a way that they can be
placed in one of the four quadrants, as indicated in the theory. These quadrants act as
the directed guidelines, which help to spot on personality traits and behaviors that are
known with open, blind, hidden and unknown types to either self or others (Oliver &
Duncan, 2019). The essay reflects on the observation, focusing at the broader scope of
cultural diversity and intelligence to become an ethically inclined global citizen.
Part 1 – Comparative Analysis
From the results obtained with the self-awareness test, it came to my attention that
many and most of my behavioral traits can be successfully placed inside one of the four
quadrants. It not only established complete faith in the theoretical model, but also
helped me in identifying an unknown trait which did not uncover from the questions in
the survey. The newly identified trait is that I often do not believe in concepts alone, a
mathematical and self-experimented proof allows me to behold complete trust on
anything, in this case, the Johari Window framework.
The information obtained from the survey shared with my friends, who tend to know me
well, reflected a high score with self-awareness features like emotional impact on work
and performance, ability to handle situations in stress, positivity and emotional
intelligence quotient. They believe that I am mostly aware of my actions, I am
calculative in decision making and that I tend to show certain limitations, like anger
control, reaction management etc. In similar questionnaire most of my answers match
the one’s reported by my friends, therefore, I place the self-awareness factor into the
first quadrant, which is the Open Side.
The most contradiction in the survey was obtained from the relationship management
questions, where I was judged to be more result oriented and performance driven,
rather than being ethically correct and responsibility driven. I analyzed that I have the
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need to excel at my work, whereas my friends tend to observe that I am more diplomatic
and target oriented. The differential quality of ‘value at job’ was not very evident with the
survey, which I believe to be a strong quality that I cater. This observation helped me
put the relationship awareness factors like leadership, helping and inspiring others,
persuasion and communication into the third quadrant of the Hidden Side, where I know
what I am whereas others are not aware of.
From the survey section of group performance evaluation, where factors like empathy,
adaptability, organizational awareness, reliability, interest etc. are measured, I was able
to decipher that I have the potential of performing with consistency. I also identified from
other’s inputs that I tend to accept challenging ideas and have the ability to perform
seamlessly even in difficult conditions. I was also accessed as someone with the ability
to see things as they actually are. I was less aware of these traits in characteristics and
therefore, I deduce that these are my Hidden traits that are known to others more than
myself.
Part 2 – Analyzed strengths and weaknesses
In the process of observations and placing the qualities in possible quadrants, some
factors of my personality emerged evidently, and some lacked behind. As if, I was able
to clearly map certain traits explicitly, but on some I had to be clear and precise as to
what it indicates at. From a deeper thought process, it came to my attention, that the
qualities that brought themselves in bright light are my excelling qualities, that I can also
say to be my Strengths. Those that did not present themselves well, can be considered
as weak spots and needs improvement (Saxena, 2015). Majorly these traits are driven
from the survey I attempted for myself.
The foremost quality that surfaced and dawned from the survey was the need of being
serious and cautious about each decisive step taken. I have always preferred
contributing while keeping the major goal and value associated with each task, at the
center of my focus at all times. As a result, I have been very careful in making
decisions, and I have remained very serious with myself too. I do enjoy picking up new
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challenges but what matters most is the ability to remain on track and not deviate from
the big picture.
Against the sharp strength factor, a set of weaknesses flow in my characteristics. One
dominant trait that I have, which I also agree of having giant development scope, is the
ability to control my anger and reactions while performing under pressure. My
colleagues also have observed my refraining behavior whenever a hostile scenario
appears at work. I consider this to be my weakness that I will learn to overcome in time.
Another weakness is that under changing scenarios, where my comfort zone is
challenged, I tend to get distracted from the change and I allow my mood swings to
impact the way I address the changing scenario. It is closely linked to previous
weakness, given that an uncomfortable change is pushed towards me.
Part 3 – Targeted competencies for Development
In order to meet the bigger picture of becoming a global citizen, I would prefer
developing my skills against the weaknesses identified in the survey. I also believe that
a weakness can be overcome, as it is only a lack of skill that empowers it. Therefore, no
weakness at the psychological level can hamper personalities and behavioral traits
unless they are ignored.
From the survey’s observations my primary intention would be to identify methods and
techniques to improve my reaction abilities and self-management skills to manage work.
It is essential in today’s business scenario, that one should have the ability to perform
under pressure scenarios, irrespective of it is part of their existing job or not. I also
understand that under pressure, people tend to make mistakes at a higher rate and
therefore, in the stint of delivering high performance neglect and ignore the quality of
work. I on the other hand, do not intend to compromise on any of my work standards.
For managing my reactions, I can practice high pressure tests available online, can
refer to mentors at work who handle and deliver in the high-pressure zones more
frequently. It would also help me to device strategies of my own, to become more open
for accepting change. I think if I can develop myself in these areas, I will be able to be
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the change agent and empower people to accept change. I can then be at the giving
end, rather than a receiving one, it is a quality that I cherish and would like to indulge
into.
Conclusion
Conclusively, the strengths and weaknesses do offer a reality check at one’s behavioral
and characteristic traits. They not only bring forward the self-opinion but also puts
forward the notions one creates in the surroundings. Having a colleague or a close
friend participate in the survey for a crystal-clear analysis, and marking the findings in
the theoretical model, one can always identify what is and what can be. The analysis
framework does help in bringing out improvement areas for a targeted goal (Tran,
2016), which in this case is to respect the cultural diversity and to become an integral
part at the fundamental level of a global citizen.
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References
Oliver, S. & Duncan, S., 2019. Looking through the Johari window. Research for All,
3(1), pp. 1-6.
Saxena, P., 2015. Johari Window: An effective model for improving interpersonal
communication and managerial effectiveness. SIT Journal of Management, 5(2), pp.
134-146.
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. s.l.:IGI Global, pp. 405-429.
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