Mba

INTRODUCTION:

A Johari window is a metaphorical tool used primarily in self-help groups and corporate settings as a heuristic device to encourage people to open up to another in self-disclosure. The concept is related to interpersonal communications. The concept was invented by Joseph Luft and Harrington Ingram, who combined their first names to create the name; JOHARI.

When drawn, the Johari window takes the shape of a square divided into four quadrants which are based on the interpersonal relationship criteria of whether information is or is not known by each of the two parties.

THE JOHARI WINDOW: OVERALL MODEL

THE FOUR QUADRENTS:

THE ARENA: In the first quadrant, "The Arena" or the "Open Area" both parties know the particular piece of information about the subject individual. Open communication is based on common assumptions and knowledge about how the first person acts. A key adjective to describe information in this area is "open." . Johari region 1 is also known as the 'area of free activity'. This is the information about the person - behavior, attitude, feelings, emotion, knowledge, experience, skills, views, etc which are known by the person (the self) and known by the group (others).

THE FACADE: In the second quadrant, "The Facade" or "The Hidden Area", the first individual knows the particular piece of information about himself but the second individual is unaware of it. The choice is then up to the first individual to bring the information into the open (self-disclosure) or to use it to his advantage.

Johari region 3 is what is known to us but kept hidden from, and therefore unknown, to others. This hidden or avoided self represents information, feelings, etc, anything that a person knows about him/herself, but which is not revealed to others. The hidden area could also include sensitivities, fears, hidden agendas, manipulative intentions, and secrets. In short anything that a person knows but does not reveal.

It's natural for very personal and private information and feelings to remain hidden, indeed, certain information, feelings and experiences have no bearing on work, and so can and should remain hidden. However, typically, a lot of hidden information is not very personal, it is work or performance-related, and so is better positioned in the open area.

THE BLIND SOPT: In the third quadrant, "The Blind Spot", the first individual is unaware of the particular piece of information about himself that the second individual is aware of. The question for the second individual is whether and how to inform the first individual about his "blind spot".

Johari region 2 is what is known about a person by others in the group, but is unknown by the person him/herself. By seeking or soliciting feedback from others, the aim should be to reduce this area and thereby to increase the open area.

THE UNKNOWN: The fourth quadrant is the "Unknown Area". It represents a piece of information about the subject individual that is unknown to both parties. Johari region 4 contains information, feelings, latent abilities, aptitudes, experiences etc, that are unknown to the person him/herself and unknown to others in the group.

These unknown issues take a variety of forms. They can be feelings, behaviors, attitudes, capabilities, aptitudes, which can be quite close to the surface, and which can be positive and useful, or they can be deeper aspects of a person's personality, influencing his/her behavior to various degrees. Large unknown areas would typically be expected in younger people, and people who lack experience or self-belief.

EXAMPLES OF UNKNOWN FACTORS: These are as follows, and the first example is particularly relevant and common, especially in typical organizations and teams:-

▪ An ability that is under-estimated or un-tried through lack of opportunity, encouragement, confidence or training.

▪ A natural ability or aptitude that a person doesn't realize they possess.

▪ A fear or aversion that a person does not know they have.

▪ An unknown illness.

▪ Repressed or subconscious feelings.

▪ Conditioned behavior or attitudes from childhood.

PRINCIPLES OF CHANGE WITHIN THE JOHARI WINDOW:

1. A change in any one quadrant will affect all other quadrants.

2. It takes energy to hide, deny, or to be blind to behavior which is involved in interaction.

3. Threat tends to decrease awareness; mutual trust tends to increase awareness.

4. Forced awareness (exposure) is undesirable and usually ineffective.

5. Interpersonal learning means a change has taken place so that Quadrant I is larger, and one or more of the other quadrants has grown smaller.

6. Working with others is facilitated by a large enough area of free activity.