A Review: Unleashing Potential & Motivation and Problem Solving
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| Source: http://www.blogging4jobs.com/wp-content/uploads/2012/10/human-potential.jpg |
Aji Nur Hakim
Open area
Known by ourselves and others.
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Blind
area
Known by others, but not ourselves
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Hidden
area
Known by ourselves, but not others
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Unknown
area
Known by neither ourselves, nor others
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Picture 1. Johari windown
Open area means, “Information about the person - behaviour, attitude,
feelings, emotion, knowledge, experience, skills, views, etc – known by
the person ('the self') and known by the team ('others')” (Chapman,
2003). Potential that we have already know also known by others. For example, I
know that I can sing well, so do people. It is called my potential is in open
area.
Blind area means potential that not known by self,
but it is known by others. The aim of having blind area is, “to reduce this
area by seeking or soliciting feedback from others and thereby to increase the
open area, i.e., to increase self-awareness” (Chapman, 2003). For example,
people say that I can write novel because they see that my writing is quite
good. I do not know that my writing is such as good as other writer. I will try
to increase my awareness because of that, and people can say what my potential
to help me increasing my awareness of my potential.
Hidden area means, “Represents information,
feelings, etc, anything that a person knows about him/self, but which is not
revealed or is kept hidden from others” (Chapman, 2003). The hidden area part
has an objective when someone work in group or any environment that push them
to not to show information or feeling that can hurt other people. For example,
I have bad anger when people comes to judge me. When I have a meeting, I push
my self to not to show my anger because it can hurt people and disturb the
meeting.
Unknown area means the potential that can not known
from others or self. “Managers and leaders can create an environment that
encourages selfdiscovery, and to promote the processes of self discovery,
constructive observation and feedback among team members” (Chapman, 2003). In
the unknown area, the potential that might I have can not be known either by
self, nor other. We have to make trial and error experiment to know that we
have the potential that unknown before. For example, I try to dance to know
that it is my potential or not. Before that, I never do dance because I think
it is not suitable for me. Sometimes, the thing that we do not like or we think
it is impossible to us to do is our potential. Without trying it, you could not
know that it is actually your potential.
Potential can be support by motivation,
especially internal motivation. External motivation also can influence the
potential, but the effect of internal motivation is bigger than external
motivation. For example, I want to develop my writing potential by join the
writing competition. I have intrinsic motivation which is to develop my
potential. My friends also say that I have to join the competition because they
belief that I can win. My friends’ support can be categorized as external
motivation. Still, internal motivation is the best motivation to push someone
to do better developing potential.
The second discussion is about problem
solving. All people in the world of course have problems, and the problems have
to be solved so that they will not stress to think about it. Problem itself
divided by two: ill define and well define. Complex problem with several
solution categorize as ill define. Beside, well define is problem that discrete
representation and can be done in one solution or have finite goals.
According to Hardin (2002), there are three
attributes that used to differentiate expert from novice problem solving
characteristics. (1) conceptual understanding, “refers to both the actual information in memory and
the organization of that information in memory”; (2) basic, automated skill
automatic and habitual skill that do not need much thought to be done; (3)
domain-specific strategies taking some process and procedure under control to
solve the problem. The conclusion of the three attributes is below.
Experts (1) exhibit better conceptual understanding of
their domain
(2) use more automated skills and domain-specific
strategies; and
(3) have a conceptual understanding that is
declarative,
while basic skills and strategies are procedural.
(Hardin, 2002)
How can we do problem solving? Williams
and Carey (2003) have six steps to solve the problem. First, indentify the problem. How can we solve
the problem if we do not know the problem itself? Sometimes, the problem is not
just one, but many. People have to aware that the problem might a ‘problem’
after they realize that it is not. Second, seek
out information and set goals. Go get some information how to solve
problems, and set the goals that achievable. Third, brainstorm. Think again before solving the problem. Get help from other
is good if it is possible. Fourth, choose
a solution. Evaluate the positive and negative effects of the solution. Choose
the one that most suitable to execute. Fifth, describe the plan. Planning to execute the plan to solve a problem,
including add some people that might can help. Last, review and revise. Checking the solution goes well or not. Revise goals
if it is not solved yet. Go the process from first step if the outcome is not
satisfying.
Source:
Williams, D. A., & Carey, M. (2003).
Solving the problems of a chronic illness: 6-step problem solving. Retrieved from
http://www.med.umich.edu/painresearch/patients/Problem%20Solving.pdf
Hardin, L. E. (2002). Problem solving
concepts and theories. Retrieved from http://www.utpjournals.com/jvme/tocs/303/226.pdf
Chapman, A. (2003). Johari window. Retrieved
from https://www.usc.edu/hsc/ebnet/Cc/awareness/Johari%20windowexplain.pdf
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