“Goodness of Fit” The FIRO-B can help to determine how good one fits in various situations and work environments and wit

1. “Goodness of Fit”The FIRO-B can help to determine how good one fits in various situations and work environments and with various people

2. Theory • Beyond our survival needs (food, safety, warmth, shelter) we have unique interpersonal needs that motivate us • We become uncomfortable and anxious when our “set point” is not being met • Schutz identified three needs (inclusion, control, and affection), and two levels (expressed and wanted) • The Six-Cell Model

3. Results can be used to… • Show current interpersonal behavior and expectations • Raise questions about your satisfaction with these behaviors • Suggest alternative ways of behaving to increase your effectiveness

4. Caution about Results…. • There are no good or bad results • Not a comprehensive personality test • Not a measure of abilities, career interests, or achievement • Hypotheses to be explored • You are responsible for interpreting the meaning • Must be considered in the overall context of your life • Results CAN be influenced significantly by situational variables, cultural differences, misunderstanding the terms, trying to avoid extreme responses, other pressures from the environment

5. Assumptions • You’re not bound by your typical behaviors • Awareness of your tendencies allows you to choose whether a particular behavior is or is not appropriate at a certain time • Scores can change as you work to form new behaviors

6. FIRO-B Stage I Interpretation Application to Your Personal and Work Life

7. The Six-Cell Model

8. Interpersonal Need One: Inclusion • Relates to forming new relations and associating with others in your life • How much attention, recognition, and contact you seek from others • Your relationships with groups, both small and large

9. Interpersonal Need Two: Control • Relates to decision-making, influence and responsibility, and persuasion • The extent of power or dominance a person seeks • How much you want to lead others or want others to lead and influence you • Refers to one-on-one relationships and your behavior in groups

10. Interpersonal Need Three: Affection • Relates to emotional ties and warm connections between people • The extent of closeness that a person seeks • Your need to establish comfortable, warm one-on-one relationships with others

11. Characteristics Associated with the Three Needs

12. Two dimensions Measured for Each Need

13. Expressed Preference for initiating behaviorWhat you actually doCan be observed by others Wanted Preference for having others initiate What you really want May not be shown openly Expressed Wanted

14. The Six-Cell Model

15. For these Six Shaded Cells… • Low scores (0-2) suggest you do not prefer this behavior • Medium scores (3-6) suggest your preference for this behavior is moderate • High scores (7-9) suggest you have a strong preference for this behavior

16. Expressed Expressed Inclusion: How often do you act in ways that encourage your participation in situations? Expressed Control: How often do you act in ways that help you direct or influence situations? Expressed Affection: How often do you act in ways that encourage warmth and closeness in relationships?

17. Wanted Wanted Inclusion: How much do you want others to include you in their activities? Wanted Control: How much leadership and influence do you want others to assume? Wanted Affection: How much warmth and closeness do you want from others?

18. Total Needs and Total Behavior Scores

19. Low Overall Interpersonal Needs Score (0-15) • Need for interaction with others (I, A, C) is low • Interpersonal style is “cool” • Need privacy to do your best work • Work involves intense concentration and ideas • Prefer your own company, independent decision-making, small circle of friends, more “introverted” style

20. Medium-Low Overall Interpersonal Needs Score (16-26) • Interaction with others (A, I, C) appeals to you on a select basis • Depends on the people and the context • Work effectively alone, or with others when objectives are focused • Concentrate on data and ideas with occasional discussions, presentations • More “introverted” than “extroverted”

21. Medium-High Overall Interpersonal Needs Score (27-38) • Interacting with others is generally satisfying in all areas (A, I, C) • Work best with small groups and regular contacts • Consult others without relying on them for decision-making • Value teamwork & one-on-one relationships • Occasionally need alone time to think and reflect • More “extroverted” than “introverted”

22. High Overall Interpersonal Needs Score (39-54) • Enjoy engaging frequently with others in all areas (A, I, C) • Seek out, work on, and enjoy warm interpersonal relationships • Work best in groups with interaction • Prefer shared decision-making • Very social, may not enjoy being alone • Extrovert

23. Total Needs and Total Behavior Scores

24. Low Total Expressed and Low Total Wanted Interpersonal Behavior (0-7) • Low Expressed: you usually do not initiate activities with others; wait before speaking • Low Wanted: you usually do not want others to initiate activities; Value independence and want to rely on yourself; You do not expect much from others

25. Medium Total Expressed and Medium Total Wanted Interpersonal Behavior (8-19) • Medium Expressed: sometimes you initiate activities with others, sometimes you don’t; it depends on the context and people involved • Medium Wanted: Sometimes you want others to initiate activities, sometimes you don’t; it depends on the context and people involved

26. High Total Expressed and High Total Wanted Interpersonal Behavior (20-27) • High Expressed: You usually enjoy initiating activities with others; take action easily and social settings are great opportunities to express yourself • High Wanted: You usually like others to initiate activities; you rely quite a bit on others and are comfortable accepting their behaviors

27. Comparing your Total Expressed and Total Wanted Behavior

28. Low Total Need Scores (0-5) for Inclusion, Control, and Affection (bottom row) • For Inclusion: Indifferent to being with others, no matter who initiates it • For Control: Prefer less-structured situations and have a laid-back attitude toward authority – needing to neither give nor take orders • For Affection: prefer formal, business-like relationships

29. Medium Total Need Scores (6-12) for Inclusion, Control, and Affection (bottom row) • For Inclusion: prefer balance between time alone and time with others, no matter who initiates it • For Control: prefer moderate amount of structure and clarity around authority • For Affection: prefer a realistic amount of warmth and closeness in 1-on-1 relationships, no matter who initiates

30. High Total Need Scores (13-18) for Inclusion, Control, and Affection (bottom row) • For Inclusion: prefer being involved socially, no matter who initiates it • For Control: prefer structured situations with clear lines of authority and responsibility • For Affection: Like a lotof warmth and closeness in 1-on-1 relationships

31. Look at the Highest and Lowest Total Need Score • Highest may be most important interpersonal need, and thus predominates your behavior and has the greatest impact on your relationships • Lowest may be the need you try most to ignore or are the most indifferent about

32. Impressions You Create – How Do Others Perceive You?

33. Impressions Others Make on You

34. Interactions Among 6 Cells

35. Questions for Self-Exploration • Do these scores seem to represent an accurate picture of who you really are? • Can you think of specific examples of the behavior described? • In what ways do the scores not represent important ways you behave? • Do the results suggest ways that others see you that you might want to change? • What can the results tell you about the way you act in trying to fulfill your needs for being part of a group? For control? For close relationships?

36. Case Study: Career Development - Linda

37. FIRO-B Stage II Interpretation Compatibility of Needs with Others

38. Compatibility Theory: • “Degree of fit” between two people • Based on the degree of compatibility for Expressed and Wanted Needs for Inclusion, Affection, and Control

39. Case Study: Personal RelationshipSusan Charlie

40. Originator Compatibility • How much two people conflict over who will initiate and who will receive behavior • (e.g.,) Two persons with high expressed needs for control and low wanted needs for control will both want to initiate and won’t want to take direction • Can lead to competition and conflict

41. Originator Conflict • Have you been in a relationship with originator conflict? • How did you deal with it? • How might you deal with it better/differently in the future?

42. Reciprocal Compatibility • Measures how well each person can act in ways to meet their needs in a relationship • (e.g.,) a person with High Expressed Need for Control and Low Need for Wanted Control paired with a person with a Low Expressed Need for Control and High Wanted Need for Control will have high reciprocal compatibility

43. Reciprocal Compatibility • Have you been in a relationship with high reciprocal compatibility? • How did the relationship develop? • Any drawbacks to high compatibility?

44. Interchange Compatibility • Measures how much two persons share need strengths • e.g., two persons with High Needs for Expressed and Wanted Affection will be compatible because both will see Affection behaviors as the basis of the relationship—they will engage one another around affection needs

45. Interchange Compatibility • If you are high in both wanted and expressed Inclusion, Control, or Affection, have you had relationships with others who were high in the same areas? • (e.g.,) Two best friends who are President and VP of a Student Organization

46. Questions for Self-Exploration • What Expressed and Wanted Need Profiles are compatible with yours? • When you think about key relationships in your life, does level of compatibility explain areas of agreement and areas of tension? • Is your Expressed and Wanted Need for Control consistent? If not, what are the implications in your relationships? • What do these needs suggest about your level of interest in leading or managing others?

47. Groups Compatibility is the dominant factor in explaining the productivity of groups

48. Stages of Group Development • 1. Inclusion – in formative stage, group must decide who is to be a member and how to recognize membership • 2. Control – group then turns to issues of decision-making, responsibility and the distribution of power and influence • 3. Affection – groups decide how close or personal they want to be with one another

49. FIRO-B Stages III and IV Interpretation Stage III: Behavior Associated with Inclusion, Control and Affection at Work Stage IV: Team Roles Suggested by Your Profile

50. High Expressed Inclusion at Work • Talking and joking with others • Taking a personal interest in others • Involving others in projects and meetings • Recognizing others’ accomplishments • Incorporating others’ ideas and suggestions • Offering helpful info or tips, mentoring