FIRO -B
FIRO-B
► Fundamental
Interpersonal Relationship
Orientation – Behavior. FIRO-B can be
defined as the way in which an individual
characteristically relates to other people.
Objectives Of FIRO-B
► To
construct a measure of how an individual
acts in interpersonal situations and
► To
construct a measure that will lead to the
prediction of interaction between people.
FIRO-B is designed to measure
► The
individual’s behaviour towards others)
► The behaviour he wants from others
► In the three areas of interpersonal
interaction i.e
-Inclusion (I)
-Control (C)
-Affection (A)
Inclusion (I)
► Behaviour
directed towards the satisfaction
of the interpersonal need of inclusion, the
need to maintain and establish a
satisfactory relation with people with
regards to association.
► Inclusion connotes interaction with people,
attention, acknowledgement being known,
prominence, recognition, prestige,
individuality, understanding, interest,
commitment and participation.
Continue
► Unlike
affection it does not cannotes strong
emotional attachment to people.
► Unlike
control the preoccupation is with
prominence not dominance.
Control (C)
► Behaviour
directed to satisfy the interpersonal
need for control, the need to maintain a
satisfactory relation with people with respect to
power and authority (control).
► It relates to making decisions, discipline, goal
settings, dominance, guidance, giving directions,
influencing, ruling, leading, antonyms to control
would be rebellion, resistance, following, anarchy
and submission.
Affection (A)
► Behaviour
directed toward the satisfaction
of interpersonal need for affection and love.
It centers around feelings of warmth, love
and emotional acceptance, friendship.
► Lack of affection would mean cool
emotionally distant, dislike and hate.
► Affection involves sharing one’s inner
anxieties, wishes and feelings.
► Inclusion
is concerned with – IN or OUT
► Control
is concerned with – TOP or
BOTTOM
► Affection
FAR
is concerned with – CLOSE or
Interpersonal Need
►A
requirement for a person to establish a
satisfactory relation between himself and
other people.
► ‘Relations’ refers to the amount of
interchange between himself and others
and the degree to which he originates,
receives behaviour.
► Expressed
Behaviour (E)
(Actions taken by a person towards others)
► Wanted
Behaviour (W)
(Behaviours from other people that a
person feels will satisfy an interpersonal
need.
Dimension
Expressed
Behavior
Wanted
Behavior
Inclusion
-
I initiate interaction
I want to be included
Control
-
I control People
I want to be controlled
Affection -
I act close and
personal
I want people to be
close and personal to me
Summary of parent child Relations
► Too
Much
- Inclusion is called enmeshing and leads to
person Over social
- Control is called Dominate and leads to
person autocratic
- Affection is called smother and leads to
person Over personal
Too little
► Inclusion
is called abandon and leads the
person under social
► Control is called undirect and leads the
person abdicating
► Affection is called unlove and leads the
person underpersonal
Ideal
► Inclusion
is called acceptance and leads the
person social
► Control is called respect and leads the
person democratic
► affection is called love and leads the person
intimate
Inclusion (I) Social behaviour
► It
is the behavior directed to satisfy the
interpersonal need for the interaction or
association or belonging.
It Connotes
► Interaction with people
► Communication
► Belonging
► Appreciation
► Recognition
Continue…
► Prestige
► Understanding
► Interest
► Invitation
► Participation
► Attention
► Commitment
► Involvement
Affection (A) Emotional Openness
► It
connotes the behavior directed to satisfy
the interpersonal need for affection and love
► Affection connotes
► Emotional warmth and acceptance
► Friendship
► Intimacy
► Sharing deepest feelings, aspirations,
worries etc.
Control © Leadership Behaviour
► It
is the behaviour directed to satisfy the
interpersonal need for control.
► Control Connotes
► Taking Initiatives & making decisions
► Making Decisions
► Taking Responsibility
► Giving Direction
► Enforcing discipline
► Goal setting and accountability
Abdicator Too little Control) Indicator
► Avoids
responsibility
► Too people centered
► Ambiguous
► Escapes/Complaining
► Idealist
► Avoid decisions
Autocrat Indicator
► Monopolize
decision making
► Suppresses Initiatives
► Centralize power
► Depower people
► No delegation or delegation without authority
► Exaggerate others’ weaknesses
► Create fear psychosis
► Kills creativity and innovations
Democrat indicator
► Takes
initiatives
► Decisive
► Delegates
► Problem solver and result oriented
► Team builder
► Trusts
► Firm
► Empower people insightfully
► Induce commitment
Subconscious Childhood Decisions leading to
Dysfunctional Behavior in Adulthood
► Inclusions
(Social behaviour)
Dysfunction
I am not wanted
I am not O.K
I don’t belong
Functional
I am wanted
I am O.K
I do belong
I am not Important
I am Important
Control (Leader ship behavior)
► Dysfunction
I can never do it right
I cannot decide
I cannot think
I am not competent
Functional
I get things right
I can decide
I can think
I am competent
Psychological Script inducing
messages
► Dysfunction
No matter what I
Do, it changes
Nothing; life get
Worse
Functional
I impact life’s challenges
with confidence and
energy
What I Feel think do,
What I feel, think and
Does not matter, what do, is important and
can I do alone
Valuable
Affection (Emotional Openness)
► Dysfunction
Functional
I am not likable
Life is a disaster
I am likable
life is fun
I am not lovable
I am lovable
Existential dilemma
► Am
I In or Out
► Am I Top or bottom
► Am I close or Distant
Existential Anxieties
►I
may not be important !
►I
may not be competent !
►I
may not be likable !
The Solution (Elevation)
► Auto
suggestions
► I am important
► I am competent
► I am likable
► Auto suggestions help release out
subconscious energies leading to success.
Some good feelings
► Be
realistic in your expectation of others
and your self
► Give adult (objective, rational, relevant)
facts or ask questions
► Be aware of the way you structure your
time and energy
► Determine if organization structure provides
you with the support you need to
accomplish the necessary task of your job.
► Speak
to clarity and to create a successul
working environment.
► Be a problem solver, realistic limit setter
and authentic helper.
► Be aware of the way you give or receive
positive and negative feedback.
INGREDIENTS OF DELEGATING
► Assigning
role and responsibility.
► Agreeing on time frame.
► Agreeing on resources
► Agreeing on personnel.
► Stating / agreeing on standard of
completion.
HOW TO DELEGATE GUIDELINES
► Assign
responsibility with enough authority
to handle task.
► Provide a frame work so that is understood
and so that task becomes meaningful.
► Assign credit for completion of task.
► Be accountable for failure.
THANK YOU