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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 construct a measure that will lead to the prediction of interaction between people.

To

FIRO-B is designed to measure


The

individuals 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.

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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 ones inner anxieties, wishes and feelings.

Inclusion Control

is concerned with IN or OUT

is concerned with TOP or BOTTOM is concerned with CLOSE or

Affection

FAR

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
I initiate interaction

Wanted Behavior
I want to be included

Inclusion

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

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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) Functional I am wanted I am O.K I do belong I am Important

Dysfunction I am not wanted I am not O.K I dont belong I am not 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 lifes 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 likable life is fun I am lovable

I am not likable Life is a disaster I am not lovable

Existential dilemma
Am

I In or Out Am I Top or bottom Am I close or Distant

Existential Anxieties
I I I

may not be important ! may not be competent ! 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.

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