Strengths And Weaknesses Of The Johari Window

The third and last benefit you can gain from persistence is achievement. It takes much effort to

A self-assessment through self-awareness is key for one to understand his own strengths and weaknesses. Only after conducting it, can he settle goals and objectives in order to take any corrective action. This is

Over the last 30 years, there has been a wide research into the level of people’s awareness and the important factors that influence their judgments and decisions to give an explanation about their behavior. According to Bargh (2006), in contrast with the cognitive psychology tradition, this research has

To pick up where we left off with Joe’s behavioral change, Joe has now completed 6 months of pure devotion to his study goals and habits he set for himself. Joe is at a better frame of mind with his renown commitment to his education. It is no longer a temptation when his friends ask him to play basketball and he has studying to do. “Hit me up next time, boys,” he says confidently, knowing he made the right call. Joe now finds himself in the maintenance stage. The last stage of the transtheoretical model, the maintenance stage includes the solidarity and foundation of the behavioral change. Struggle ceases to exist and the change of behavior is now intertwined in the individual’s life. This stage is an ongoing stage since there is never an extent the individual should go in achieving a positive change in their life. Once one goal is achieved, another should be pursued. Constantly setting goals and finding accountability groups will reinforce the change and exponentially enlarge the benefits of the positive change. In conclusion, the transtheoretical model is one that takes time and effort to complete, but the achievements yielded are limitless. As we saw through our example of Joe’s questionable study habits, Joe had some major obstacles to face. From the poor study habits implemented in high school, to his contemplation of whether or not to ditch his friends periodically to study brought him many obstacles in his life. However, Joe sought help from others and crutched on their support to help is case. Let us now transition to a real world application of the Trantheoretical Model of Behavior Change in my own life. A personal, real-life example will display the ease at which this model is able to be

Self-awareness is the key to understanding the reasons why some interactions are successful and why others are not. Realising how much previous experience can affect us and how certain triggers can produce a response that surprises us, is a process that can take a long time. Issues of transference and counter-transference bring understanding as to why some

This model consists of five different stages that include the following: Precontemplation, contemplation, preparation, action, and maintenance (DiClemente, Schlundt, & Gemmell, 2004).The main tenant of this model’s theory is that at any point in time, an individual is in a specific stage in relation to behavioral change (Prochaska and DiClemente, 1982). This model also suggests that there will always be continuity and discontinuity throughout the process of change and that the progression of stages is not always linear. In fact, it is possible for a person to go from stage one to stage three, and then back to stage one, depending on the individual’s willingness and readiness to change (DiClemente, Schlundt, & Gemmell, 2004). Therefore it is fundamental to keep in mind that although these stages of recovery are listed as numbers one through five, not all individuals going through recovery will go through these stages linearly.

Self-awareness involves the ability to understand and evaluate your own emotions through reflection, self-comparisons and feedback from others (Steiner, 2014). Self-awareness aims at enhancing self-knowledge, behavioral, and emotional improvements, and accommodating weaknesses (Steiner, 2014). It allows individuals to understand how they think, behave, and respond to situations that they encounter. To achieve this, feedback from other people is required. People who are self-aware are self-driven, resourceful, eager to learn, self-motivated, and problem-solvers. They also portray independence of self-concept (Steiner, 2014). Self-awareness helps an individual to practice effective self-management.

However, there are cases people can refuse self-awareness. According to Maslow (1962), people avoid acquiring new knowledge about themselves because of the uncertain and uncomfortable feelings they can receive (as cited in Whetten & Cameron, 2011). Whetten and Cameron (2011) believe dis-closure is the key for people to overcome that panic. By discussing one’s own aspects with others, people can reduce the ambiguity of problems. For instance, through exchanging results of self-analysis toolkits in Developing Self seminars, people can be more aware of their own strengths and weaknesses as well as receive feedbacks from others. Their Johari Window of what I know and what others know can be more extended.

“Persistence guarantees that results are inevitable.” - Paramahansa Yogananda. Persistence is an important trait to have as it allows one to push through adversity, accomplish tasks that they would not be able to if one did not have the trait of persistence. As defined by Merriam Webster Dictionary persistence means the quality that allows someone to continue doing something or trying to do something even though it is difficult or opposed by other people. The modern word persistence originates from the latin word persistent meaning continuing steadfastly. Persistence is the ability to repeatedly strive for success after being knocked down and never give up, to keep going when everything else is telling one to quit. Persistence is

Interpersonal communication is a distinctive transactional form of human communication involving mutual influence, usually for the purpose of managing relationships. The three essential elements of this definition differentiate the unique nature of impersonal communication from other forms of human communication. (Pearson, 2014). Also, Interpersonal communication can define a process through which people can

The Interpersonal communication skill of feedback guide to specific benefits in within different social frameworks such as a workplace. Beebe, Beebe & & Redmond, (2014) explain the term Interpersonal communication as a singular and (dynamic) form of commmunication that appears in the daily life of every social being; underlining its importance in the construction and management of human relationships. In contrast to other forms of human communication, Interpersonal communication(it) involves a direct interaction between idividuals seen as unique, and in which the information shared lead to confine interpersonal relationships; promoting a sincere dialogue, and an authentic connection Beebe, Beebe & & Redmond, (2014). As part of realizing its

The book starts by clarifying the two fundamental modes of thought: ‘system-1 (the fast thinking system) and ‘system-2’ (the slow thinking system). System-1 is fast, automatic, effortless, and intuitive. And it cannot be turned-off. While, system-2 is slow, effortful and lazy. But in all, system-2 is a very supportive system.

In becoming an effective manager for my future career self-awareness wound enhance my ability to identify myself constantly in order to manage myself and order individual in the organisation, it we help me identify area of success and areas of growth in knowing my strength and weakness that seeks for improvement as a manager it will help me to be more effective in performing my job as a manager, self-analysis will aid me as a manage in decision process in knowing where am heading to and why in order to achieve my goals; self-awareness gives me effective possibilities for understanding my own emotional dynamics. This awareness also helps me to oversee group emotions in working in team and directly stirring up their productivity (Baldwin et al 2008).

Seven Habits of Highly Effective People starts off with an introduction to the concept of Paradigm Shift which is, essentially, a change in basic assumptions. Author Stephen R. Covey prepares the reader to have a change in mindset. Covey explains that there exists a different perspective amongst individuals. Two people can see the same thing but each individual can have a very different understanding from one another. The first three habits introduced in the book deals shifting from dependence to independence.

helpful individual, and others viewed his work as being inconsistence and spotty at times. Rios is required to submit a formal performance evaluation on all of her workers, and Barlow’s performance appraisal was the most challenging yet she had to face. Lack of Motivation Barlow’s behavior at the TA can be simply defined as lack of motivation, and this can be further explained in depth by the use of expectancy theory. The expectancy model states, “People are motivated to work when they expect to achieve things they want from their jobs. A basic premise of the expectancy model is that employees are rational people. They think about what they have to do to be rewarded and how much the rewards mean to them before they perform their jobs.”