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Selfawareness is the ability to recognize one's personal

Self-awareness is the ability to recognize one’s personal strengths, weaknesses, traits, values and key motivators without attachment to being right or wrong, designing your lifestyle or your own terms and teaches you best how to acknowledge and manage other people while being totally honest with yourself. According to (Duval and Wicklund 1972) Self-awareness is said to be the motivational state that occurs when one’s attention is completely on self an object or subject to be evaluated. Self-awareness is important and essential because it is self-searching and gives an in-depth knowledge of one’s self, it also helps us understand our strengths while also identifying our weaknesses.

Self-awareness is a procedure entailing the assimilation of details from both exterior truth and facts as well as individual experience. Being self-aware is a self-esteem booster (Crocker, j.2004). This is mirrored in the meaning of self-awareness as “the capability to view the self reasonably unbiased while preserving a subjective side “Because of this, self-awareness entails a form of communication between ideas and feelings.

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It is sometimes based on subjective knowledge of self. Along with examining the present state of an individual (as well as its sidestep from an unhealthy mental state), Self-awareness helps us with our self-esteem which makes us feel appreciated especially when positive feedback is received, this helps to boost the way we feel about ourselves (Ickes, W.1973)

Although, most individuals commonly fail to meet social requirements when self-awareness is enhanced, self-esteem drastically reduces when individuals are subjected to prejudice situations. When we become self-aware, we naturally begin to compare behavior to a certain standard.

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This comparison often results in a negative discrepancy and a temporary reduction of self-esteem. self-awareness is most typically a mirror of reflection, although various other stimulations consist of the way we see ourselves, both personal and professional negative feedback, triggers individuals to see themselves as they think others do, (Twenge, J.2003) Direct exposure to these situations is what leads to pro-social behavior and decreases in self-esteem. It facilitates in preserving as well as continuing to enhance one’s attitude as well as proficiencies which can enhance individual and work place performance by establishing specific top qualities and abilities development of activities as well as keeping track progress(London,M.1999)

continuous self-development could give us the perception of perfection, which could conjure false information that could lead on towards a negative path of anxiety and depression by keeping us pondering which in return could affect our relationships leading people to dislike you for being different and could cause conflict among social brings about conceited and narcissistic manners which a lot of times is unacceptable by others and can put them away. (Mark 2007)

Self-development is based upon a variety of presumptions, there is constantly something we can improve at which you think is worth your time and initiative. Industries and organizations both small and large encourage self-development for consolidation purposes which leads to objective assessment. (Caffyn, S.1999). This will certainly maintain your sense of eligibility competitiveness and lead to some sort of satisfaction and fulfilment.

Continuous self-development aids in maintaining attentiveness, discovering, as well as educating in certain areas to maintain your concentration on what headway you have truly made in the course of your growth strategy. This will certainly boost your existing performance, therefore helping you meet the target you are attaining when it comes to goals. Additionally, it can prepare you for even more challenging roles and duties within your organization. And It can prepare you for brand-new and greater opportunities

One who gets things done through a number of people can be referred to as a manager (Appley,L.1969).A manager has the ability to make or break an organisation based on performance, when a managers performance is not impressive, the company tends to be on shaky grounds. (Drucker 1955) states that a manager can be an individual who is usually in charge or responsible for a certain group of people in order to reorganize, achieve goals, develop and motivates his or her workers in an organization in order to achieve results. (David 1991).

A successful manager can be said to be one who communicates effectively and is both culturally aware and emotionally intelligent, (Caldwell, C.2016) one who is self-aware and continuously find ways to develop themselves and others around them both in their personal lives and work environment. By understanding the Johari’s window, Managers are made to understand that they have a huge responsibility

to encourage an open, honest favorable and positive feedbacks, and create a safe communication space in an organisation.





Most of the leading divisions in an organisation have a tendency to have a favorable communication space which helps with the advancement for every person. Managers can aid by developing an atmosphere that motivates self-discovery. (Luft, J. 1961).

Self-awareness and continuous self-development will certainly aid me to become a successful manager by taking control of my emotions, a successful manager is one who separates their emotional and professional attitude especially in an organization and creates a positive working environment. (Carmeli, A. 2003) because being a successful manager can be the key to employees being happy at work which sends a positive tone to prevent unfavorable consequences. According to (Raanan and Baruch 1992)

Self-awareness and continuous self-development will help me widen and improve my sense of communication for my staffs in person, and just even listening to an employee to achieve an Effective and healthy work environment and a very good communication with all level of staff members and yet assertive. This establishes the tone for the work environment on a daily effectively. Effective communication Produces an atmosphere in which individuals experience positive spirits and recognition. Staff member are inspired to work hard for the success of the company,(Alma and Thomas 1999)Being that we learn new things every day Self-awareness and continuous self-development will help me pinpoint my learning experience, by being self-aware, you are open to feedback,(Luthans,F.2003) how is very important especially at our workplace, it can help me to facilitate a constructive conversation because being emotionally and culturally aware can help strengthen workplace relationship between manager and employee.

A critical incident includes a collection of accumulating direct observations of human behavior in a way that it enhances their potentials when it comes to resolving complex problems as well as developing wide range of psychological principles. By an incidence it implies the use any kind if visible human activity that is adequately complete in itself to allow reasoning as well as predictions and reflection based on the situation or the individual executing the act. (Flanagan, J. 1954)

Q2. Template One: Incident from Residential weekend

My chosen toolkit is: Belbin

My results for this toolkit are: Team worker

Summary of critical incident: explain how the critical incident arose and why it is significant to your learning and development

On the first day of the residential, we were split into groups, I realized that there were people from another campus, we were brainstorming discussing and trying to figure out our assigned task yet finding it difficult and confusing on how to go about it. I had an idea on how to handle the task by having a trail before the main task because of the rules involved, but due lack of communication in our group just as our supervisor observed and gave a feedback that there was lack of communication within the group and no one was listening to ideas being brought to the table which as some point made it look like a dysfunctional group, with the chaos going on, my idea was totally ignored at first by my group members, which made me really exasperated and it made me reluctant to be more involved which created a breach holding me back from insisting on my ideas, despite having good ideas on how to begin our group work, I found it hard to speak up for fear of being ignored again or my idea being rejected especially working with people from a different campus the group coordinator called the immediate attention of the group after observing that there was an internal competition due instead of working together. At this point I was, at this point I seized the opportunity to repeat my idea and how we as a group should go about the the end of the day, it helped in getting the task done more quickly and even saved us some time which scored us some points on that task.

How does your behaviour (thinking, feelings and actions) in this critical incident reflect the findings of your chosen self-analysis toolkit? How has the toolkit enabled you to understand why you think, feel and behave in the way that you do? What have you learned about yourself that you didn’t know before?

Prior to participating in the residential weekend, I finalized the Belbin Self-Perception test. This toolkit

aids in determining the recommended practices, especially when it comes to working with a team My most outcome of my test showed that I was a Team worker. Whereby my role is to improve internal communication and my strengths are my flexibility and distaste for friction and competition. Belbin proposes

that I most definitely would to fit easily in an encouraging character which would require to provide unique focus when it comes to participation to make it possible for the team to run efficiently. This structure encourages feedback. Furthermore

this critical incident represents the ‘known to others’ which is most likely not ‘not known to self’ in the Johari Window This

farther validates the essence of feedback when working with a team. , Based on the feedback I received from the supervisor , I realized I was a situation leader which meant that when the pressure was on I unconsciously charge and control of the situation, I was a bit disappointed knowing that I had it in me but was not confident enough, I had the qualities of a leader and would have taken the opportunity to exploit, learn and build from it, from my colleagues, the feedback I was willing to get my hands dirty. At this point I had to go back to my Belbin to help me properly understand the role I fit in which based on feedback which was contradicting to what I scored 90% on, I realized that my second strongest role is that of an Implementer which i scored 80% on, I could have also acknowledged and built myself on this role, this reflection made me to fully understand my reaction towards the group, I suggested the task be carried out in a systematic way by practicing first before the time starts reading as we were not allowed to touch the objects because of the rules that came with the project which I felt was a more organized and efficient way to get the get the task done, save us a good amount of time and making us the top team . And based on the Belbin repot, an Implementer is one who has a sense of what is reasonable and feasible in a more realistic fashion and have competency in tackling difficult tasks based on their organizational skills.

Identify how you will use this learning in the future to become an effective leader, manager or team-worker

I utilized the Belbin toolkit to determine my strongest and weakest points in regards to communication when working with a team, And the ability to speak up, in other to become an effective manager in future.

Belbin made me aware that people vary in their capabilities and abilities, Understanding the structure of the group, takes into account significantly, the qualities that enhances me ,And a successful manager is one who understands and has the ability to Conquer inner competitions in the group ought to have an excellent capacity to adjust to various circumstances and also to be aware that there should not be any kind of gap in communication. Secondly, a Team worker is said to be one with a good sense of control and discipline, in the future I would control myself base on my reaction, and discipline myself to me more focused on the result which at the end of the day is to get the job done. and not be distracted by chaos or misunderstanding amongst the group

Q2. Template Two

My chosen toolkit is: Emotional intelligence

My results for this toolkit are:

Summary of critical incident: explain how the critical incident arose and why it is significant to your learning and development

During the business game, I was a bit reluctant to completing the first task which the user manual, reason was I was trying to fully understand what it was all about, when I was able to wrap my head around it, I became fully involved and even though I felt at some point that I wasn’t doing enough, the feedback I got from my colleagues was rather positive to my surprise, they acknowledged they had observed how much effort and work I had put in, and I have a tendency of not cracking especially under immense pressure. When it came to me handling the situation of one of my colleague’s lack of mental presence and participation due to some personal emotional distress, he was not involved in the project. I did horrible at keeping my feelings in control to concerning how I handled the situation, but I personally thought it was unfair because it meant more workload for me since he was not participating and at the same time work had to be done without him bearing in mind there was a deadline to be met. My most sincere regret was that while he was straightforward with me, this truthfully had not been reciprocated to him by me, also while I was aware of his distress, I had not been completely sympathetic in his direction. Although not shared externally throughout the circumstance, my absence of emotional intelligence proficiency might have led me to become really aggravated with my colleague most times, which subsequently made me reluctant to offer the essential support.

How does your behaviour (thinking, feelings and actions) in this critical incident reflect the findings of your chosen self-analysis toolkit? How has the toolkit enabled you to understand why you think, feel and behave in the way that you do? What have you learned about yourself that you didn’t know before?

Emotional intelligence made me aware of my lack of empathy which I should work on, in other to help me better understand and accommodate other people. This critical incident transformed my thinking of the most effective means to deal with a difficult task and how to apply emotional intelligence when working with difficult individuals. It has thought me to be mindful especially of people’s feelings and the ability to be mindful of my emotions as well and be able to handle situations appropriately. This critical incidence made me realize that I have to work on self-management as well as well as social awareness so as to help me handle my emotions better in future. The lack of support and interest from one of the group members made me to work harder, which thought me reliance and determination especially in unforeseen circumstances

Identify how you will use this learning in the future to become an effective leader, manager or team-worker

This incidence has made me realize a that to be a successful manager I should be more emphatic towards my colleagues despite being aware that the could be the weak link I should more open to uplifting and motivating instead on just focusing on the work, I should also help in carrying everyone along especially in an organization.i am aware that I should be able to separate my emotions and not let it deter or interfere my work or goals.


At the beginning of the semester, I was unaware of the Belbin toolkit, but being aware of it has made me aware of my strengths and how to apply it in the outside world and I have realized that based on my results, one of my manageable roles is that of a plant ,which made me realize the reason behind my action at the residential, so the Belbin reveals that a plant is one who is creative and provides ideas which I did at the beginning of the group task at the residential that has made me aware to hold on to my ideas, voice it out and make sure am heard .

My second preferred role is that of shaper of which a shaper is one whose priority are good results and achievement, and as well as handle and thrive under pressure which based on the feedback gotten from my colleagues at the business game, I work well under pressure and calmly as well which I have noted as a strength because when employing a manager, every organization wants someone who can handle the pressure of being in charge of people in making sure objectives are met which is quite tedious.

A complete finisher is one who anxiety motivates and that is a key strength I must use as it. the third part of manageable preferred role as a coordinator is to make people work towards the same goal which is ideal when it comes to managing people as also a team worker who motivates others and in every organization,staff motivation is one of the fundamental essentials.


A plant is one whose communication skills are weak as I have observed that my communication is, and that I would improve on.

My emotional response to the team ignoring my idea made me understand my second manageable role which that of a shaper is as I was aggravated and that I should be in control of my emotions as well as apply discipline., because every good manager has a lot of self-control and discipline and with that, emotional intelligence must be applied by me

And as a specialist which is my third preferred role, a clear lack of interest is shown in people and situations when there are not technicalities, and when situations don’t apply to their specialty and being narrow minds is not a good perception not just as a manager but to the organisation. As perception is important and must be taken into consideration.

As a complete finisher, time management is not my strongest point as I tent to mismanage time and have to take into consideration that time wasted if not a good characteristic as a leader and also wasted time can cause damage and money to an organisation,

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Selfawareness is the ability to recognize one's personal. (2019, Nov 28). Retrieved from

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