...Activity 2 5DPP In today’s business world we’re expected to drive our own development, keep ourselves fresh, embrace change and keep abreast of external factors affecting the role we play in the business environment we work in. One of the ways to drive and improve personal performance is by undertaking self assessments. While there are many self assessments available, many rely upon different contributing factors. The Johari Window theory focuses on communication being vital to a successful business; being an information processing model, the Johari Window employs a four-part figure to reflect the interaction of two sources of information - self and others. (Teleometrics International, 2007). Whilst the Johari Window could be an advantage in future roles I wish to progress into within Wilko, identifying area’s I don’t know about myself could be vital to the success of my newly formed team. The disadvantages far out weigh any benefit from this model, as personality type ENFJ’s are sensitive (identified by the Jung typology test); Too Sensitive – While receptive to criticism, seeing it as a tool for leading a better team, it's easy for ENFJs to take it a little too much to heart. (NERIS Analytics Limited, 2011). The CIPD Profession Maps focus is aimed at HR professionals; it adds the greatest sustained value to the organisation and how it operates now and in the future, It captures what successful and effective HR people do and deliver across every aspect and specialism...
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...Major Individual Essay During this time of exploration I have exposed experiences that have had a significant impact on how I see myself. One incident related to a less than one-minute interaction forty years ago. As I was thinking about my life story and self-development trajectory I recalled an interstate holiday to Queensland when I was 10 years old. My parents, avid antique collectors, were looking for a grandfather clock and made an enquiry to a shopkeeper if he had any clocks to sell. The shopkeeper responded to my father’s query and proceeded to say he did have a beautiful Victorian grandfather clock and said “oh it’s over there just near your son” and he was pointing at me….This event had a profound impact on how I have viewed myself and now forty years later a place to start for some great opportunities for improvement. As Eleanor Roosevelt said,“No one can make you feel inferior without your consent”. | Introduction I made a decision at the start of the semester to use the subject as a catalyst to create some changes in my professional life. I came into this subject with a plan to work out how to improve my working relationship with a colleague who I perceived as overbearing and a dictator. Over the past twelve weeks I have dissected not only this relationship but also my career, myself and my future. I am, to most, seen as a successful executive and leader. Based on the success symbols of our western society such as being goal oriented, having a clear...
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...Johari Window A model for self-awareness, personal development, group development and understanding relationship Adapted from www.businessballs.com, © Copyright alan chapman 2003 The Johari Window model A simple and useful tool for understanding and training selfawareness, personal development, improving communications, interpersonal relationships, group dynamics, team development and intergroup relationships Developed by American psychologists Joseph Luft and Harry Ingham in the 1950's, calling it 'Johari' after combining their first names, Joe and Harry Especially relevant due to emphasis on, and influence of, 'soft' skills, behaviour, empathy, cooperation, inter-group development and interpersonal development The model Also referred to as a 'disclosure/feedback model of self awareness', and an 'information processing tool' Represents information - feelings, experience, views, attitudes, skills, intentions, motivation, etc - within or about a person - in relation to their team, from four perspectives Can also be used to represent the same information for a team in relation to other teams Terminology Refers to 'self' and 'others‘ 'Others' - other people in the team ‘Self' - oneself, i.e., the person subject to the Johari Window analysis The four Johari Window perspectives Called 'regions' or 'areas' or 'quadrants'. Each contains and represents the information - feelings, motivation, etc - in terms of whether the information is known or unknown by...
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...Self-Assessment/ Johari Window The purpose of this paper to better understand Organizational Behavior and how I fit in the dynamic of it. Organizational Behavior is the study of human behavior in organizations (Schermerhorn, Jr., Osborn, Uhl-Bien, & Hunt, 2012). Organizations have been forced to adopt new strategies and try new processes to remain successful. If the companies do not keep up with the continuous evolvement, they will fall behind. With all of the changes taking place, it is very important for individuals to know their strengths and weaknesses to reach their goals. What better way to do so but to take self-assessments to help point out what we may not know. We may believe we have our personalities figured out, but could be sadly mistaken. The Johari Window analysis developed by Joseph Luft and Henry Ingram, points out that others may know things about us that we are unable to see or are not willing to admit. It is normally represented in the form of four windowpanes, each representing a type of communication exchange. The windows include: Arena, Unknown, Blind Spot, and Hidden (Armstrong, 2006). Profile of Personality Characteristics and Assessment Results After completing the Johari Window, I took the time to send the required link to four of my friends and colleagues to get their answers. I can say the results were not very surprising. For my Arena window I found that my personality traits included me being cheerful and giving. My Unknown window included...
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...Finding the Leader in You: Self- Assessment/ Johari Window Abstract There have been many studies performed on how personality characteristics have an effect on us as individuals and within are environment. This paper will discuss my personality characteristics and traits and how those characteristics are manifested in my organization. This paper will also explore the development of my personality characteristics and discuss the results of my week one Self-Assessment and the Johari Window, as well the Quick Enneagram Sorting Test (QUEST). The results from these assessments have allowed me to focus in on my leadership style a how I can become a more effective manager. Also I’ll focus on how those attributes have guided my relationships and career choices. Key Words: Characteristics, attributes, assessment, Big Five Personality Dimensions (BFPD), Extrovert, Johari Window Finding the Leader in You: Self-Assessment/ Johari Window In my effort to develop and explain the characteristics that comprise my personality, I determined that there are many personality traits that help to form my personality. In our class discussion, it was addressed how Schermerhorn, Osborn, Uhl-Bien and Hunter (2012) discussed the Big Five Personality Dimensions (BFPD) of Extraversion, Agreeable, Conscientiousness, Emotional Stability and Openness to experience and how they affect our personality positively and negatively. My profile of characteristics include extraversion...
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...Assignment 1: Finding the Leader in you: Assessment / Johari Window Student Mohamed Kamara Professor Hammad Elbedour Course Leadership and Organizational Behavior Date 01/19/2014 Upon completion of my self-assessment, I have developed a profile of my personality characteristics based on assessment results. This essay summarizes my assessment results with analysis of attributes that addresses my career choice as leader in management. My self-assessment also includes learning of the Johari window in my leadership practices. My career choice has been enhanced with understanding of management issues, styles and practices. I have reviewed what it takes to be a twenty first century manager, leadership styles, intuitive ability, conflict management strategies, time management profile, organizational design preference and cultural learning. A twenty First century manager The assessment determines competencies and profile of managers. My PMF score is 7, which means there are areas in management I need to develop. The learnings are managerial skills one can develop to be successful. They include resistance to stress, tolerance of uncertainty, social objectivity, inner work standards, stamina, adaptability, self-confidence, introspection and entrepreneurism. I will continually strengthen these...
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...for a lack of sensitivity in some broadcast and print advertising. The leadership team is concerned about the consequences of this backlash to our clients’ satisfaction and retention and to our revenue stream. It was evident to the leaders attending last month’s leadership meeting that the source of this problem ran deeply through the organization. The leadership team is highly diverse in ethic and national origins, language skills, background and experience. The employees reflect a similar high level of diversity. What currents are directing our projects into insensitive waters? The leadership team appointed three of its members, Robert, Pat and Paul to investigate the source of the troubled waters; to bring some clarity to the analysis, “why are we not fully leveraging the diversity of our workforce?” The investigative team is to report its findings in one month, at the following leadership team meeting. The investigative team interviewed employees and administered surveys to assess possible causes of the problem. They met to analyze and interpret the data and to prepare a presentation to the leadership team. Findings The investigative team discovered that two advertisements produced the most complaints. The Chihuahua dog in the Taco Bell commercial upset members of the Hispanic community. The African-American community was dismayed with the choice of an ape to depict the African continent in the International Directory. There appears to be two causes of these...
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...Assignment Submission Form · · Please complete and attach this form to your assignment. All assignments must be submitted on the stipulated submission date. Please add a “ü” into appropriate box to indicate your assignment type. o Assignment 1/ o Assignment 2 Program / Intake :__MSc33________ Pathway: __Management________ Student Name: Module: Lecturer/Tutor: Muhammad Taufik Bin Supan Organisational Behaviour Dr KC Chan Grade: Student Number: 14204786 DECLARATION: I hereby declare that the attached assignment is my own work. I understand that if I am suspected of plagiarism or another form of cheating, my work will be referred to the Academic Registrar/ or the Board of Examiners, which may result in me being expelled from the program. Signed: _______________________ Date Submitted: __23/12/2014_____________ Acknowledgment of Assignment Receipt (Students are required to fill up this acknowledgment slip upon submission of assignments) Student Name: _______________________Student Number: ___________________________ Program / Intake: _________________________ Module: _________________________________ o Pre-course / o Main Assignment Lecturer: ________________________________ Received by: __________________________ National University of Ireland, Dublin Master of Science (MGT) Intake 33 Module: Organisational Behaviour Essay Title: Assignment 1 Submitted by: Muhammad Taufik Bin Supan Student Number: 14204786 Lecturer: Dr KC Chan Submission Date: 23rd...
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...Description Of How Your Personality Was Formed Application of theories of personality development: This paper addresses two theories that present contrasting views of my own personality which is influenced not only by my parents but other family members, friends and the world around me. Therefore these are the trait and phenomenological theories of personality. In the trait theories, the basic variables of the theory are people’s traits, that is, their “broad predispositions to respond in particular ways” (Pervin & John, 2001, p. 226). Most trait theories try to identify a common set of traits that can be used to describe the personality of any individual. These “nomothetic” trait theories rely on the statistical procedure of factor analysis to identify dimensions that can be used summarize individual differences in personality traits. Researchers using this technique commonly identify a set of five trait dimensions. These Big Five personality traits include extroversion, neuroticism, conscientiousness, agreeableness, and openness to experience (Pervin & John, 2001). which I found out that I’m marginal or no preference of Extraversion over Introversion is (1%), slight preference of Intuition over Sensing is (12%), moderate preference of Feeling over Thinking is (25%) and slight preference of Judging over Perceiving is (6%) after taking the big five test online. Therefore once one identifies a set of basic traits in this manner, a primary question is to identify where...
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...LEADERSHIP THEORIES TO SUPPORT COLLEGE’S ORGANIZATIONAL DIRECTION | | | Contents 1. Introduction: 2 2. Types of Leadership Theories 2 1. Trait Theories 2 2. Behavioral Theories 2 3. Contingency Theory 2 4. Integrative Leadership Theory 3 3. Behavioral Theory 3 3.1. Coercive 3 3.2. Authoritative 3 3.3. Affiliative 3 3.4. Democratic 3 3.5. Pacesetting 4 3.6. Coaching 4 4. Leadership Theory at Intel: 5 5. Emotional Intelligence 7 5.1 Johari Window Model 9 5.1.1 Johari Window and Emotional Intelligence (EQ) 10 5.1.2 The Interpretation 11 6. Applicability to support Organizational Goals 11 7. Conclusion 13 8. Bibliography 14 9. Appendices 15 1. Introduction: According to Drucker, for a leader to be effective, there are several practices that they must follow. He analysed various businesses including not for profit organizations and noticed similar practices with all the CEOs. These were (1) they asked what needed to be done (2) they asked “what is right for the enterprise”, (3) they developed action plans, (4) they took responsibility for decisions made, (5) they took responsibility for communicating, (6) they were focused on opportunities rather than problems, (7) they ran productive meetings and (8) they thought and said “We” rather than “I”. He stated that, the first 2 options gave them the knowledge they needed while the other four helped them convert this knowledge into effective action while the last two ensured the whole...
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...Maintenance (Lady Dawn Bartolo) Introduction The fifth function of personnel is maintenance that which has been established, that is, an effective workforce with the ability and willingness to perform organizational task. (Junette Bacus) Communicating and counseling One must face the task of maintaining the effective work force that has been assembled. Two features of this workforce that must be maintained (1) attitudes and (2) physical condition. The number of factors affecting the development and maintenance of employee is limitless, but verbal and nonverbal communication process is involved in all stages. In our report we will examine the nature of communication processes, channels and structures through which the flow and means through which blockages and filters can be minimized. Nature & Importance of Communication Communication – the act of inducing others to interpret an idea in the manner intended by the speaker or writer. communist (Latin word) – “common” Managing – getting things done through others, a task which requires the manager to communicate with other people. Channels & Structure Communication Networks 1. Similar to the formal structure of a firm (four persons able to communicate with only a central fifth person – the manager. 2. Representative of the behaviorally free-flow concept (everyone can communicate with each other). 3. Each person can communicate only with his or her two neighbors, somewhat reminiscent of an...
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...inability to make a decision and stick with it. Often times he would reverse a decision because someone was not happy, making him appear weak and non-confrontational. When sales and profitability declined, Allen was forced to remove Rouse from his role and downsize the staff by twenty percent. The removal of Rouse led Allen to hire an external candidate, Ericka Malden, as the general manager, yet another change in leadership and vision for the staff to adapt to. Malden and William Peake, a new manager hire from the outside, both demonstrated very different leadership skills than that of Allen. They were number and data driven, and the staff often “felt uncomfortable dealing with their issues” (Michael Patterson (A) Harvard Case Solution & Analysis, 2010). New and changing succession plans meant a constant rotation of department leaders and the culture they envisioned, which caused confusion for staff. Michael Patterson, an engineering technician at Confederation Kitchen, is directly impacted by the ever changing culture that comes with...
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...Alexander Becerra BUS 431 Chapter 9 Case Study The Sundale Club Case Analysis Form 1. Problems A. Macro 1. Sudden decline in membership and interest in facility 2. Impacts from the athletic department on the social activity department and the mixed activity department 3. Lack of Corporate Human Resources supervision on issues such as hiring, terminations, and promotions B. Micro 1. Staff has become discouraged and discontent with their jobs 2. Communication lines have been reduced due to a personal relationship between Ellis and Johnson 3. Intergroup conflict and lack of support for each other due to fear of “rocking the boat” 4. Avoidance style of conflict resolution within the organization 5. Ellis hiring a friend 6. Johnson being promoted to Assistant Athletic Director 7. Low employee morale and fear of retaliation if voice concern 8. Hiring practices not based on qualifications and years of experience II. Causes 1. Improper and unethical behavior on the part of Chuck Johnson 2. Ted Ellis dismissing the complaints brought to him by Frank Havens 3. Watts dismissing complaints brought to him 4. Co-workers and peers avoiding talking to Johnson about his inappropriate behavior 5. Johnson’s promotion over Pat Franklin who was more qualified 6. The firing of Pat Franklin has increased the team’s tendency to not “rock the boat” and avoiding addressing the situation 7. Lack of investigation into Johnson’s actions and lack of actions taken to address complaints...
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...Kelley’s Attribution Theory Essay In this essay, readers will be presented with the literature review of Kelley’s attribution theory (1967), which was developed after the research done by Fritz Heider on attribution theory (1944, 1958). Moreover, a real world example relating to the theory will also be discussed along with the limitations and the three elements of the theory, which are consistency, distinctiveness and consensus. With that, recommendations will be given on how my experience can be improved with the chosen theory. There have been a great number of research done on perception over the last decade and social psychology had been primarily focused, perceiving causes of a person’s behavior (Kelley and Michela, 1980). In Kelley (1973), it is mentioned that Heider (1958) research has played a major role in contributing to the origination of attribution theory and it is still the major source cited in publications. Kelley’s attribution theory was also built onto Heider’s (1958) theory with an understanding that humans are “naïve psychologists” determining behaviors based on causes and effects (Hewstone and Jaspars, 1987). In Kelley (1973), it was mentioned that the central idea of attribution theory is the causal concept where human’s behavior relies on either the characteristics of the person (internal attribution) or the environment (external attribution). To determine whether a person’s behavior is caused by internal or external attribution, Kelley’s theory requires...
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...hectic, and challenging work context where they are move among many tasks and face many interruptions. Mintzberg classified all the context into ten roles. During the management process, Mintzberg’s ten roles of effective managers perform in different functions with distinct essential managerial skills. Planing is a manage process that to set organization objectives and formulate the way to achieve them. Specifically, manager need to make an organization goal as well as the actions people should execute in the course of realizing team goals. In the planing function, Corporate needs monitor seek informations about the future business, then, informations are transported by disseminator to employees. After that, entrepreneur will analysis these informations with technical skills and to decide whether the program is feasible and how to achieve the business target. Organizing is the second step in the management process. This function mainly prepare for the period when organization members took action. In the organizing...
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