when used by competent and qualified individuals. JOHARI WINDOW: A Johari window is a game created by Joseph Luft and Harry Ingham in 1955 in the United States. openness to feedback and Sensitivity etc. It helps an individual to know more about him/herself. Organizations use psychological tests as part of the selection process-recruitment. used to help people better understand their mental instability. succession planning. promotion. and for developmental purposes-career guidance and counseling. so that those qualities can be looked at and trained for. lead to judgments that are likely to be more valid than judgments made by other means. To understand better the factors that tend to predict best performers. redundancy. This test measures the extent to which a person is inclined on various parameters of personal effectiveness. Properly developed psychometric tests and questionnaires. personal or team development. It is used primarily in selfhelp groups and corporate settings as a heuristic exercise. and to build upon the weak areas. Personal Effectiveness Scale PE: This is questionnaire having items on 4 personal effectiveness dimensions (Exploratory orientation. testing can be used to identify common qualities amongst successful employees in a job category. interpersonal and team competencies.).INTRODUCTION Psychometric testing is recognized as a vital component in improving organizational effectiveness through the development of individual. Self disclosure. .

When performing the exercise. Room 1 is the part of ourselves that we see and others see. which in turn derive from theories about the personality first explored by psychologist Carl Jung. The Scale comprises of three factors : Self-Disclosure. For example. Room 3 is the most mysterious room in that the unconscious or subconscious part of us is seen by neither ourselves nor others. Openness to Feedback & Perceptiveness. Room 2 is the aspects that others see but we are not aware of. Room 4 is our private space. and each pick five or six adjectives that describe the subject. whereas the Openness to Feedback score is to be plotted verticallyThe individual may also plot another Window. These adjectives are then mapped onto a grid. the Dream Johari Window. . The Perceptiveness score from the PES indicates how likely it is for the individual to achieve the Dream Johari Window. The Self-Disclosure score is to be plotted horizontally. An alternate mechanism for determining an individual's Johari Window is to plot the scores from the Personal Effectiveness Scale (PES). Charles Handy calls this concept the Johari House with four rooms. a LOW score on the PES indicates less possibility of transition. Peers of the subject are then given the same list. which we know but keep from others. The sizes of the areas in the Dream Johari Window may be different from the sizes of the same areas in the current Johari Window. The Dream Johari Window represents what an individual wants his/her personality to be like. The individual having a Dream Johari Window identical to the current Johari Window may have a balanced personality. subjects are given a list of 56 adjectives and pick five or six that they feel describe their own personality. The concept is clearly related to the ideas propounded in the Myers-Briggs Type Indicator program.


disclosure:“Self-disclosure Verbally telling someone something about yourself that they otherwise would not know had you not told them Verbal (oral/written). 2. Self-disclosure is when you tell something about yourself. . 5 for each of three aspects. Self.UNDERSTANDING THE TEST In this test we conducted a questionnaire mainly to check three characteristics of a student. Someone might self-disclose that they were hospitalized for anorexia. Perceptiveness. indicating the extent to which it is true of him or her (on five point scale). This instrument is self administered. especially something not many people would know or that could be sensitive. self – disclosure 2. feedback and perceptiveness. 1. The PE scale gives personal effectiveness types in terms of self disclosure. Openness to feedback:Personal capacity to entertain different and non-customary (not necessarily 'new') ideas and to change one's behavior accordingly. It contains 15 statements. intentional. openness to feedback 3. to help a friend with an eating disorder. for example. tends to be personal and not role-related information Research has shown characteristics of effective and ineffective self-disclose”. 1. A respondent checks each statement.

and moves more toward being truly empathic: having the intuitiveness and perception to be able to feel another's emotions. One final quality of being perceptive is the ability to be empathetic. hearing what is not said as well as what is said. It requires the ability to see all shades of gray. which compares actual temperature with desired temperature and seeks to reduce the difference. in other words.Positive feedback tends to increase the event that caused it. as in thermal runaway or a nuclear chain reaction. almost art-form of this goes beyond simple empathy. Reading between the lines is often helpful. especially in biological systems such as regulatory circuits. not just to understand them. such as in a nuclear chainreaction.[2] Such loops tend to be goal-seeking. one must be able to read another's emotions and understand how they may be feeling. Perceptiveness can not be achieved by selfish individuals. . The ability to pick up on nuances is important. not simply black and white. one must look beyond themselves in order to be perceptive. A rare. Such a constraint may be destructive. wherein the signal becomes a positive feedback 3. In order to be perceptive.Perceptiveness:Being perceptive requires an open mind. as in a thermostat. which tends to reduce the input signal that caused it. Reading body language and facial expressions is imperative. resulting in over-correction. Self-reinforcing loops can be a smaller part of a larger balancing loop. It is also known as a self-reinforcing loop. Negative feedback. is also known as a self-correcting or balancing loop. Balancing loops are sometimes prone to hunting: an oscillation caused by an excessive or delayed negative feedback signal. An event influenced by positive feedback can increase or decrease its output/activation until it hits a limiting constraint.

Scoring:- Category Effective Insensitive Egocentric Dogmatic Secretive Task – Obsessed Lonely Empathetic Ineffective Self-Disclosure High High High High Low Low Low Low Openness to Feedback Perceptiveness High High Low Low High High Low Low High Low Low High High Low High Low EFFECTIVE: “Most successful person in both professional and personal life who follows systematic way to achieve his/her goals. Put first things first 4. Be proactive 2. Seek first to be understand and the to be understood 6. Begin with the end in mind 3. 1. Think win/win 5.” STEPHEN R COVEY wrote seven habits of highly effective persons. Synergiec .

Such a person gives regard only to his opinions and cares about his interests without any regard to what others may have to say about him. He cannot take criticisms in the right manner and is often known to grumble his way to defend himself. DOGMATIC: “Person who tends to force his opinions on others” SECRETIVE: “ Characterized by the concealment of intentions and information”. EGOCENTRIC: “An egocentric person is one who is self-centered and thinks only about oneself.INSENSITIVE: “ Not responsive to physical stimuli.” LONELY EMPATHETIC: “Persons who always share the feelings of seclusion or lonliness” Ineffective: .These people have enigmatic or conspiratorial quality. " Someone who is arrogant or goes around mouthing off and voicing their negative opinions towards other people and things regardless of wheather the situation is appropriate and they don't care or don't understand how much they can hurt others feelings. TASK-OBSESSED: “Persons who are always concerned about accomplishing task at hand and have rigidity in belief to obtain perfectionism in it.

2. my 3 favourite ways to get out of a procrastinating state are: 3. No 1. To keep it short. 2. Procrastinating half the day. Constantly on information overload Analysis:S. 5. doing something that isn’t the most important thing right now. 4.HENRICK EDBERG wrote seven habits of ineffective persons 1. Clinging to your own thoughts and being closed to outside influences. 4. Not showing up. 6. Seeing the negative and downsides in just about anything. 3. Name of the Student Khushi Jatwani K Murli Krishna Sakshi Singh Shivika Anima Singh Kuhelika Mandal Effectiveness Type Insensitive Task Obsessed Secretive Secretive Effective Secretive . 6. 7. Thinking too much 5. When actually doing something.

15. 12. 23. 27. 17. 18. 26. Varun Gupta Richa Agarwal Sapna kapoor Prena Sud Pooja Sharma Priyanka Sharma Chandni Agarwal Atinder Kaur Smriti Bishnoi Vidhi Manglik Prachi Verma Kanika Arora Ashish Dhillon S Kamlesh Vidya Kumari Himani Sharma Priyanka Mishra Ankita Soni Karishma Jaiswal Pooja Agarwal Awadhesh Chauhan Honey Yadav Shiwangi Choudhary Secretive Task Obsessed Secretive Secretive Egocentric Secretive Ineffective Secretive Task Obsessed Secretive Task Obsessed Egocentric Secretive Secretive Secretive Effective Task Obsessed Task Obsessed Secretive Secretive Secretive Secretive Task Obsessed . 14. 24. 22. 10. 13.7. 9. 20. 8. 16. 11. 28. 21. 29. 25. 19.

3% . the effectiveness type of different individuals are mentioned in the above table i.30 Effectiveness Type Secretive Task Obsessed Effective Egocentric Insensitive Ineffective Percentage 53.30.3% 3.e Table No: - Conclusion:Sample Space:. Effective   Personal Effectiveness Scale helps to measure the effectiveness type of every individual. As per the enclosed questionnaire and the effectiveness type sheet.1% 10% 7% 3.3% 23.

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