Self-Analysis

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MGF1100: Managerial Communication
Week 5:
Basic Interpersonal Skills

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Your Tutor (me)
Nathan Eva
– nathan.eva@monash.edu
– 9903 4065
– Building N Level 5 Room 14
– www.slideshare.net/nathaneva

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Assignment 1
• Self-analysis Essay
• Due Week 6 during tutorial
• Worth 20%
• 2,000 words
• 8 References (at least 6 Journal Articles)
(you can’t hand it in without 8 references)
• APA Referencing

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Assignment 2
• Group Assignment
> Group Presentation and Individual Essay
• Due Week 10 during tutorial
• Worth 25%
> Group Presentation (10%) Individual Essay (15%)
• 10 minute presentation
• 1500 words for the essay (8 references)
• Peer evaluation forms

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Assignment 3
• Persuasive Presentation
• Weeks 3-11
• Worth 10%
• 10 minute presentation

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Emotional Intelligence Assessment
• There are a lot of companies which will ask you to complete
one
• What ways can you look to improve individual areas of your
emotional intelligence?

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Johari Window
• Complete the Johari Window on p.47
OPEN
Known to you
Known to others
BLIND
Unknown to you
Known to others
HIDDEN
Known to you
Unknown to others
UNKNOWN
Unknown to you
Unknown to others

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Johari Window
• Complete the Johari Window Print out with your ‘group’
• Pick the 5-6 characteristics that represents yourself from the list
below
• Then have 5-6 other people pick 5-6 characteristics that represents
you from the list below
• From there you can build your own simple Johari Window Model
– Categorize as open For the traits that at least one other person identified that you
identified
– Categorize as Blind for all traits that others have listed and you did not
– Categorize as Hidden for all traits you listed that others did not list
– Categorize the rest of the traits as 'unknown'

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Johari Window
Q. With so much work being done by work teams, in what ways can
self-disclosure improve team performance?
Q. Have you ever worked for a boss you didn't trust? How can this be a
problem?

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Johari Window
Q. With so much work being done by work teams, in what ways can
self-disclosure improve team performance?
– Helps others know our work style, habits, preferences, strengths, etc.
– Disclosure leads to trust. Trust may be the largest single factor separating effective from
ineffective work teams.
– By demonstrating your willingness to give information, others are likely to reciprocate. When this
information contains performance feedback, team members are able to improve their
performance individually and collectively.
Q. Have you ever worked for a boss you didn't trust? How can this be a
problem?
– First, they set a bad example…you might lose trust in others who report to him/her.
– You are less likely to disclose pertinent information about you or tasks you perform. Problems
are likely not to be reported for fear of negative consequences. This hinders individual and
organizational learning.
– We have little confidence that they'll do what they say they'll do.
– Given a choice, we might go elsewhere. Without trust, loyalty is low.
– We might carry our concerns about their honesty and sincerity to their competence. Did they
really perform this task in the past? Is their advice worthy of being followed?

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Take some time
• Write something now about the Johari Window and Emotional
Intelligence
• What have you learnt about yourself in terms of your
communication? Feedback? Openness? Trusting?
• What have you learnt about yourself in terms of communication with
others? Feedback? Openness? Trusting?
• Do you agree with the results? Why / Why not using examples
• 2 strategies to improve your communication

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Assignment
due next
week

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Next Week
• Print out Belbin’s Team Roles
• Print out Advertising Pitch