FIRO-B is an important tool to explore persons own individual characteristics as well as offers an insight study of an individuals compatibility with

other people. e all !now that interpersonal relation with people is the !ey factor for success and FIRO-B is the appropriate tool to enhance this s!ill. Interpersonal relation is an important area for us to study. It will help me to explore my own characteristic as well as others and my level of compatibility with others. FIRO "Fundamental Interpersonal Relations Orientation) Will Schultz, Ph.D., develop the FIRO in #$%&. In the beginning this was not there. B element was the result of further development in FIRO . 'uring #$()*s+ ,chult- revised and expanded FIRO theory and developed additional instruments for measuring the new aspects of the theory+ including .lement B/ Behaviour "an improved version of FIRO-B01 .lement F/ Feelings1 .lement ,/ ,elf1 .lement / or! Relations1 .lement 2/ 2lose Relations1 .lement 3/ 3arental Relationships1 and .lement O/ Organi-ational 2limate. ,ince #$&4+ these instruments have been !nown collectively as .lements of 5wareness.

FIRO-B
(Fundamental Interpersonal Relations Orientation Behaviour) FIRO with element B "i.e. behaviour0 is a theory of interpersonal relation. It is a %4 items instrument which measures how we behave with other people and how we expect them to act toward us. Its interpretation can dramatically increase our understanding of behaviour in areas such as the following/ -67ow someone come across to others+ and why he see himself or the impression e might want to ma!e. -67ow and why conflict develops between people with well understanding. -67ow to understand our own needs and how to manage them as we interact with others 5nd also/ - . It explains how personal needs affect interpersonal relationships. It provides a useful focus for leadership development+ team building and mentoring programmes. 8he instrument measures how individuals behave toward others and the behaviours they want bac!. 5t team level+ FIRO-B helps to describe group norms9team culture+ the compatibility of individuals and their orientation to wor!ing in teams 5reas of harmony and conflict - both competitive and apathetic - can be explained in such a manner in which it promotes mutual understanding and more effective team wor!ing It provides an inside study of styles n capability to visualise. FIRO provides feedbac! and result on six aspects of interpersonal behaviour while .lement B provides wider area for scaling that is the same information plus twelve additional measures. .lement B :fills in: the gaps left by the original instrument and provides a single response scale rather than switching bac! and forth between two. It has simplified various complex words+ scale+ and identifies in not ;ust what a person does or gets+ but also what they want in each of these areas. It also measures their satisfaction with their behaviours. FIRO theory focuses on three ma;or levels/ behaviour+ feelings and self-concept. FIRO .lement B focuses on behaviour "hence the B in the name0. 8he theory behind the FIRO-B< instrument is based on the assumption that all human interaction may be divided into three categories of need/ I=2>?,IO= "I0@recognition+ belongings+ participation. 2O=8RO> "20@influence+ leading and responsibility. 5FF.28IO= "50@closeness+ warmth and sensibility

5nd two dimensions/ .A3R.,,.' ".0 5=8.' " 0 .A3R.,,.' B.75BIO?R It is concerned with what a person prefers to do and how much that person wants to initiate action. 5=8.' B.75BIO?R 8his dimension tal!s about how much a person wants other to initiate action and how much that person want to be preferred.

I=2>?,IO=
5n inclusion is a category or says a need to establish and maintain a satisfactory relation in respect to interaction and association with others. Inclusion is concerned with maintaining the desired amount of contact with people. ,ometimes people li!e high level of inclusion1 li!eC they are outgoing+ en;oy doing things with a group+ and tend to start conversations with strangers. 5t other times+ people prefer to spend time alone. 3eople differ as to how much they want to be with others and how much they prefer to be alone. Inclusion Expressed I ma!e an effort to include others in my activities. I try to belong+ to ;oin social groups D to be with people as much as possible. Wanted I want other people to invite me to belong. I en;oy it when others notice me. It is a need to feel self is significant9worthwhile. 3ositive words/ associate+ interact+ mingle+ and belong. =egative words/ exclusion+ outsider+ isolated+ withdrawn. 3rominent features/ see!ing fame+ prominence+ participation and recognition. Inclusion types:(EI-expressed inclusion) (WI- wanted inclusion) #. 8he under social "low .I+ low I0 8hese persons prefer to spend time alone usually they isolate themselves and maintain distance between themselves and others. E. 8he over social "high .I+ high I0 Over social person tries to put up an extra efforts to mix up and interact with others+ even by being virtuous beyond their abilities. F. the social "moderate .I+ moderate I0 8hese are third type of persons who are adaptable and their interaction level can be either high or low depending on the situation.

2O=8RO> the need for 2ontrol has to do with decision-ma!ing+ influence+ and persuasion between people+ and determines the extent of power or dominance or control that a person see!s. 2ontrol is concerned with achieving the desired amount of control over people. .very person has some desire to control and some desire to be controlled.
2ontrol Expressed

I try to exert control and influence over things. I en;oy organising things and directing others. Wanted I feel most comfortable wor!ing in well-defined situations. I try to get clear expectations and instructions. =eed to establish and maintain satisfactory relation with respect to control and authority. It is a need to feel self competent and responsible. 3ositive words- power+ influence+ authority. =egative words- rebellion+ resistance and follower. 3rominent features- see!ing respect. ".2- expressed control0 " 2-wanted control0 #. 8he abdicrat "low .2+ high 20 3eople who prefer no control over other people rather they prefer to be controlled by others. 8hey may see! a situation in which others decide upon their responsibilities for them. E. the autocrat "high .2+ low 20 ,ome people are more comfortable when they are in charge of and have command over people. 8hey li!e to be in charge+ to give orders and to ma!e decisions for both themselves and others. F. the democrat "moderate .2+ moderate 20 8hese are moderate people and are comfortable in both the situations--- they feel comfortable when others exercise power on them and also do not hesitate to become leader when the appropriate situation emerges.

2ontrol types

5FF.28IO=
8he need for 5ffection has to do with emotional ties and warm connections between people+ and determines the extent of closeness that a person see!s. 8his third areas is concerned with achieving the desired amount of affection or closeness or openness. .very person has some desire to have open relationship and some desire to have private and personal relationship. 5ffection Expressed I ma!e an effort to get close to people. I am comfortable expressing personal feelings and I try to be supportive of others. Wanted I want others to act warmly towards me. I en;oy it when people share their feelings with me and when they encourage my efforts. =eed to establish and maintain satisfactory relation with respect to love and affection. It is a need to feel self is lovable. 3ositive words- love+ li!e+ and emotionally close.

=egative words- cool+ and emotionally distant. 3rominent feature- touch+ close emotional relationship and hug. ".5-expressed affection0 " 5-wanted affection0 50 50

5ffection types

#. 8he under personal "low .5+ low E. 8he over personal "high .5+ high

8hese are the persons who remain emotionally neutral or openly antagonistic. 8here are people who go out of the way to please others and !nown as over personal. F. the personal "moderate .5 moderate 50 8hese are the persons who are able to be close to others but dont feel uncomfortable and unworthy when they are to being li!ed by the others.

The FIRO-B What !ffects our Results"

The FIRO-B tells us a great deal about our individual desires for interacting with others. it is possible that the results are inaccurate or someone could fake their responses. omeone could deliberatel! decide to answer in a wa! that makes them appear better. ,ome 2auses for the fa!e response/ for recruitment purpose@people are often aware of the desires of recruiters and could intentionally decide to answer in a way that ma!e them appear better and competent. Ga;or life events@these are the most common reasons than any other as they lead to intense self reflection or temporary withdrawal from others. .xamples include getting married+ getting fired+ retired from ;ob+ graduating from college etc. .A5G3>. #/ Students, who had recently suffered through the death of a parent, have the Wanted Inclusion score higher than in the control group. 2ultural differences@about how to express .A5G3>.,/ . Some cultures don't allow men to show any emotions at all, except in extreme situations such as war or winning . . Some people might struggle with the vocabulary or language particularly those whose first language is other unknown language. The interesting part about those who try to alter their answer is that they rarely make big changes due the fear of being discovered. owever, because they don't know the cutoff score for each response, it's unlikely they'll change their answers enough to affect the outcome. The !I"#$% is well designed in this regard. !aking is usually successful at the extremes, i.e. &make myself look great& or &make myself look terrible.&

%'('!ITS H It is a uniIue instrument which examine individual characteristics as well as relationship styles
H it offers insights into interpersonal needs and behaviors+ as well as the FIRO-B Iuestionnaire gives practical suggestions for improving relationships or increasing effectiveness H Based on a comprehensive and powerful theory of interpersonal behaviour H Revised+ rewritten and redesigned so that all materials are now clear+ more comprehensive and easier to use. H 'etailed norms. 8hese are subdivided by gender+ age+ educational level+ occupational level and industry sector and enable precise comparison with individual scores.

?8I>I8J 8O G5=5K.R, 5=' G5=K.G.=8

FIRO-B can be used in various ways to introduce new and enhance the existing techniIue of management and Iualities of managers. ,ome of the ways and areas are/ 6 8eam building and team development
Identify the sources of compatibility or tension. Improve communication+ openness and trust+ resolve conflicts and help decision ma!ing

6Individual development
Increase self-awareness and interpersonal effectiveness and identify leadership style. ?se as part of a coaching process+ or for career development or personal growth.

62onflict resolution
Identify the li!ely causes of conflict and how they can be managed effectively

6,election and placement

?se only in combination with other assessment techniIues. 8his can help to structure interviews and assess li!ely team roles or interpersonal behaviour

6Relationship counseling
Identify and resolve possible sources of incompatibility and dissatisfaction

8hese are the broad areas which are responsible for the smooth running of management and firo-b has contributed a lot for the purpose so+ it indeed gain an utility for managers as well as management in present and in future also.

2O=2>?,IO=
e can say that 8he firo-b is indeed a relevant personality as well as interpersonal relationship instrument which has helped people+ manager and management. it has helped them to wor! effectively through study of interpersonal communication and relations with themselves and with others . FIRO-B will remain an effective tool and will continue to contribute in individual9group relations and their environment betterment.