Johari Window methodology to expand Open Arena with Team Building for enhancing psychological Well-being: A case study with reference to E-Commerce Industry

Main Article Content

KDV Prasad, Mruthyanjauja Rao


The authors report the results of a case study carried out in an e-Commerce company at Hyderabad on using the Johari Window Model to expand Open Arena with team building and to enhance psychological well-being. The authors have introduced the concept of the Johari Window model on a group of 60 employees at the induction stage for pre-test and after the six months of induction as post-test. A total of 90 adjectives were prepared, which are near possible descriptors of the individual’s characteristics. A participant receiving insights chose 12 adjectives that best describe himself/herself. The other participants will highlight the characteristics of the other person choosing 8 adjectives that best describe the individual receiving insights. All the participants reveal at least two adjectives they perceive represent the characteristics of the individual being assessed. Then asking or checking with the individual participants from the group of 60 employees, if the adjective was on the assessor list, the adjust will place in the OPEN box else placed it in the BLIND BOX. The process was continued around the group one adjective by one adjective until there has been at least 12 OPEN adjectives listed.  The individual is then checked to reveal the remaining adjectives that have not been identified by participants. There are some adjectives that individuals identified as the adjective but the sharing process already ended before they shared the adjective(s). In this case, the adjectives were moved to the OPEN list. If no one has an adjective that the individual reveals they are subsequently moved HIDDEN box. By doing this the OPEN area expanded and most of the individual's psychological behaviourwas assessed in this two-stage exercise. The authors observed that at the induction stage, i.e. in the first attempt the Area has known other others and the individual and blind area is small whereas the Façade/Hidden Area and Unknown area is large. After the second stage of application of the Johari window concept the Façade/Hidden area and Unknown areas shrunken. The authors further applied Ryff’s Psychological well-being scale to see the effect of Johari Modal on the Psychological well-being of an employee. The results indicated that interpersonal relationships, group dynamics and psychological well-being are statistically significant in enhancing organizational health and development.

Article Details