Discuss whether the Johari Window is a useful tool for influencing Case Study

Discuss whether the Johari Window is a useful tool for influencing organisational behaviour - Case Study Example This essay examines the extent that the Johari Window is a useful tool for influencing organizational behavior. The Johari Window is a process where individuals are given a list of fifty-six adjectives and asked to choose give or six that describes their own personality. The subject’s peers also pick out five or six adjectives that describe the subject. Both the subject and their peer’s answers are charted on a grid as a means of demonstrating to the subject the extent that their perceptions match or are hidden from others (Handy 2000). This technique has been implemented as a means of influencing organizational behavior in a number of ways. One of the most prominent ways the Johari Window has influenced organizational behavior is through team building. In these regards, it’s noted that, â€Å"  A team which understands itself - that is, each person having a strong mutual understanding with the team - is far more effective than a team which does not understand each other- that is, whose members have large hidden, blind, and/or unknown areas† (‘johari window ’ 2009). In this context of understanding, specific aspects of the Johari Window grid can be implemented to help group members gain greater knowledge of their coworkers. While direct feedback is oftentimes viewed as caustic and off-putting, the Johari Window allows organizational teams to more functionally provide constructive criticism to team members. As the Johari Window can be used in organizational behaviors, specific aspects of its grid mechanism can be further implemented as a means of improving organizational efficiency. After completing the adjective task the responses are mapped on a four-stage grid that includes an open/free area, a blind area, a hidden area, and an unknown area. As the individual’s results are charted on the grid, organizations can implement these results to target specific aspects of behavior. For instance, a team member that demonstrates