Management
This study considers the Johari Window. According to Armstrong (2006), known to self contains information that I know about myself as well as others know about me. Managers can use this area to improve productivity of employees. This area promotes effective communication and cooperation that is free from mistrust, confusion, misunderstanding, conflict, and distractions. Not known to self contains information that we do not know about ourselves. Managers develop programs that help employees discover information about them that they did not know before. This improves employee performance. Arena is the information that you know about yourself and that others also know. This is mainly information that you want other people to know. Managers use this information to measure the performance of employees. Blind Spot is the information that others know about you but you do not know about yourself. Managers have the responsibility of promoting the atmosphere of non judgmental feedback and group response to individual’s disclosure. This helps reduce emotional upset that sometimes leads to conflict and workplace stress (Armstrong, 2006).
Not known to others contains information that others do not know about you. Managers promote strong relationships with employees through sharing past information. It can be memorable events or traumatizing events. Façade contains information that we do not want others to know about us. Managers promote privacy of personal information to make employees comfortable in the workplace. Unknown area contains information that you do not know and others do not know either. This includes mainly deeper aspects of personality, such as behavior. Managers use observation and provide opportunities to try new things to create self discovery. This helps maximize employee performance (Armstrong, 2006).
References
Armstrong, T. R. (2006). Revisiting the Johari Window: improving communications through self-disclosure and feedback. Human Development, 27(2), 10-14.
