feelings about diversity in the workplace that they do not share with others.UnknownThis area is about thoughts, feelings, and resistance that neither executive mgmt nor the rest of the managers are aware.The goal of the Johari Window is to map out a concept of Feedback and Disclosure as a way to make the Arena larger, thus opening up free and open communication. Through classes, meetings, and open forums with people of other races, religions, and sex where they could express themselves and receive honest feedback, managers have been able to adopt new ideas, procedures, and programs.Another type of training that has proved beneficial to managers has been leadership training. This type of training is different from management in that it teaches the person to think in terms of inspiration, support, and implementation instead of processes and procedures.Even with the best tools and coaches, implementing diversity programs in organizations was not an easy task. If you look at the most common Communications Models, the opportunities for misunderstanding are amazing. With only two people the opportunity for misunderstanding is only two. When you have three people it goes up to twelve, and when you have four people it leaps to fifty-six! (Williams, 2000)Some causes of misunderstanding are our internal filters. The Onion Skin Model is a good visual representation of our internal filters and barriers: The filters represented are as follows: Genetic – unchangeable, Values – molded by 10 years of age, Belief Systems – tied to self esteem, Representations, Attitudes – habit of thought, Personality, and Behavior. As you can see, at least one of the filters is unchangeable. A few others have been with us since childhood. The others are practically ingrained and difficult to change or move past. What has proved effective in moving past these barriers has been to enroll the managers in a vision or goal.Providing clear v...
