This document discusses values and the Johari Window model. It defines values as evaluative standards that determine what is right and wrong. The Rokeach Value Survey measures instrumental and terminal values, which are desirable modes of behavior and life goals. The Johari Window model represents the open, blind, hidden, and unknown aspects of oneself and relationships, and can be used to improve self-awareness, communications, and team development through feedback and disclosure.
This document discusses values and the Johari Window model. It defines values as evaluative standards that determine what is right and wrong. The Rokeach Value Survey measures instrumental and terminal values, which are desirable modes of behavior and life goals. The Johari Window model represents the open, blind, hidden, and unknown aspects of oneself and relationships, and can be used to improve self-awareness, communications, and team development through feedback and disclosure.
This document discusses values and the Johari Window model. It defines values as evaluative standards that determine what is right and wrong. The Rokeach Value Survey measures instrumental and terminal values, which are desirable modes of behavior and life goals. The Johari Window model represents the open, blind, hidden, and unknown aspects of oneself and relationships, and can be used to improve self-awareness, communications, and team development through feedback and disclosure.
deciding what is right and what is wrong (Good/Bad; Desirable/Undesirable). • The basis of evaluation is one’s value system. • The value system of a group of people is the set of beliefs and attitudes that they all share. • Ex: Those who value morality, justice, kindness, compassion may decline lucrative career options. • Values are the very core of our behavior, the motive force of our lives. Rokeach Value Survey • The Rokeach Value Survey (RVS) is a values classification instrument. • Developed by social psychologist Milton Rokeach. • The instrument is designed for rank-order scaling of 36 values, including 18 terminal 18 instrumental values. Instrumental Values • Instrumental Values are core values, comprise personal characteristics and character traits. • They are permanent in nature. • Instrumental Values refer to preferable modes of behaviour and include values like honesty, sincerity, ambition, independence, obedience, imaginativeness, courageousness, competitiveness, and also some negative traits too. Terminal Values • Terminal Values are those things that we can work towards or we think are most important and we feel are most desirable. • Terminal Values include things like happiness, self respect, family security, recognition, freedom, inner harmony, comfortable life, professional excellence, etc. • Terminal Values signify the objectives of the life of a person – the ultimate things the person wants to achieve through his or her behaviour. Value System • A hierarchy of values that all moral agents possess, demonstrated by their choices. • Most people's value systems differ. • This is an individualistic concept. • One's value system is moulded by one's virtues (moral behaviour) or vices (immoral behaviour). Value Spectrum for good life • Like light has seven distinct spectrum colour expressed as “VIBGYOR”, a good life also comprises of seven important values. These are • MATERIAL VALUES (associated with comforts of living) • SOCIAL VALUES (refers to making a good society) • AESTHETIC VALUES (associated with creation and enjoyment of beauty) • PHYSIOLOGICAL VALUES (concerned with mental and emotional health) • ETHICAL VALUES (morality) • SPIRITUAL VALUES (connects us consciously or unconsciously) with the supernatural) • HUMAN VALUES (are the principles, standards, convictions and beliefs that people adopt as their guidelines in daily activities) Johari Window • The Johari window is a technique used to help people better understand their relationship with themselves and others. • It is the process of giving and receiving feedback. • Represents information - feelings, experience, views, attitudes, skills, intentions, motivation, etc about a person and in relation to their team OPEN SELF: • In this quadrant, we are most effective and productive, and the team is also most productive too. • In this area, good communications and cooperation occur which is free from distractions, mistrust, confusion, conflict and misunderstanding. BLIND SELF: • Team members and managers take responsibility for reducing the blind area by giving sensitive feedback and encouraging disclosure. • Managers promote a climate of non- judgemental feedback, and group response to individual disclosure, and reduce fear. HIDDEN SELF: • Relevant hidden information and feelings, etc, should be moved into the open area through the process of 'self-disclosure' and 'exposure process‘ • The extent to which an individual discloses personal feelings and information, and to whom, must always be at the individual's own discretion UNKNOWN SELF: • Managers and leaders can create an environment that encourages self-discovery, through constructive observation and feedback among team members . • The unknown area could also include repressed or subconscious feelings • Counselling can help to uncover the unknown issues Importance
• A model for self-awareness,
• Personal development, group development and understanding relationships, • A simple and useful tool for understanding and training self-awareness, personal development, • Improving communications, • Team development and intergroup relationships • A new way to understand and assess people's behaviors. • New management style, attitudes, and potential. • Understanding yourself, your goals, intentions, responses, and Behavior. • Understanding others, and their feelings. Usefulness • Help in improving relationships. • Improves understanding between individuals and within groups. • Helps in trust building. • You can learn about yourself with the help of feedback from others.