Firo b Presentation
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![Page 1: Firo b Presentation](https://reader036.fdocuments.in/reader036/viewer/2022081413/54672d7faf795979338b5510/html5/thumbnails/1.jpg)
The Road-map for understanding the essence of
conflicts
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The Conflict
• The condition in which the concerns of interacting people appear to be incompatible.
Fighting is merely one way of dealing with conflicts.
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Conflicts in organizations
• Disagreement over Task-related matters, with people bringing in different perspectives, information and expertise to bear on an issue.
Where some key input is often suppressed or ignored.
![Page 4: Firo b Presentation](https://reader036.fdocuments.in/reader036/viewer/2022081413/54672d7faf795979338b5510/html5/thumbnails/4.jpg)
Conflict under microscope
• In organizations; people’s concerns might center around:
Allocating resources.
Determining the factors to bear on an issue.
Supporting different strategies.
![Page 5: Firo b Presentation](https://reader036.fdocuments.in/reader036/viewer/2022081413/54672d7faf795979338b5510/html5/thumbnails/5.jpg)
Conflict under microscope
• American managers spend 18% to 26% of their time dealing with conflicts “ depending on their managerial level”
Huge investment in time.
Poorly managed task-related conflicts can be a major cause of absenteeism & voluntary turn over.
Time = Money
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Conflict under microscope
• Poorly managed Task- related conflicts: Can easily turn into personal-generating
resentment, antagonism and hostility. This type of emotional conflicts interfere with work
relationships causing loss in time and effort.
A lot of time + A lot of effort= A lot of money
![Page 7: Firo b Presentation](https://reader036.fdocuments.in/reader036/viewer/2022081413/54672d7faf795979338b5510/html5/thumbnails/7.jpg)
Hence; comes the importance of handling conflicts
• Conflict management should be a strategic priority.
Especially for big (growing) organizations.
And even for daily basis human interaction; which is likely to be charged with different concerns , perspectives and behavioral orientations.
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Objective / Constructive conflict handling
While the objective of handling conflicts simply is to settle them quickly & effectively to maintain pursuing maximum productivity.
Remains, Constructive handling of Conflicts bear the meaning of appreciating all perspectives, considering every point of view and putting them to their merits.
![Page 9: Firo b Presentation](https://reader036.fdocuments.in/reader036/viewer/2022081413/54672d7faf795979338b5510/html5/thumbnails/9.jpg)
Road map to improve the conflict management competencies
1. Identifying & Measuring Conflict styles (modes) & Interpersonal behavioral orientations.
2. Building Conflict management Skills: Choosing the right conflict mode. Implementing the mode effectively. Reducing the cost of the used mode.
![Page 10: Firo b Presentation](https://reader036.fdocuments.in/reader036/viewer/2022081413/54672d7faf795979338b5510/html5/thumbnails/10.jpg)
Importance of Identifying conflict Modes
“Know thyself” “Treat Others the way you like them to treat you”
Or is it?
“Treat others the way they want you to treat them”
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Measuring & Identifying Conflict Styles
1. Conflict handling modes:
• When people find themselves in conflict their behavior can be described in terms of where it lies along two independent dimensions:
Assertiveness: the degree of which you try to satisfy your own concerns.
Cooperativeness: the degree to which you try to satisfy the concerns of others.
![Page 12: Firo b Presentation](https://reader036.fdocuments.in/reader036/viewer/2022081413/54672d7faf795979338b5510/html5/thumbnails/12.jpg)
Competing
Avoiding
Collaborating
Accommodating
Compromising
Ass
erti
vene
ss
Cooperativeness CooperativeUn-Cooperative
Asse
rtive
Un-
Asse
rtive
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Competing
Avoiding
Collaborating
Accommodating
Compromising
Ass
erti
vene
ss
Cooperativeness CooperativeUn-Cooperative
Asse
rtive
Un-
Asse
rtive
Assertive / UncooperativeTrying to satisfy your own concerns at
The Other person’s expense----- win
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Competing
Avoiding
Collaborating
Accommodating
Compromising
Ass
erti
vene
ss
Cooperativeness CooperativeUn-Cooperative
Asse
rtive
Un-
Asse
rtive
Unassertive / UncooperativeTrying to sidestep or postpone the conflict
“Satisfying neither one’s needs”
![Page 15: Firo b Presentation](https://reader036.fdocuments.in/reader036/viewer/2022081413/54672d7faf795979338b5510/html5/thumbnails/15.jpg)
Competing
Avoiding
Collaborating
Accommodating
Compromising
Ass
erti
vene
ss
Cooperativeness CooperativeUn-Cooperative
Asse
rtive
Un-
Asse
rtiveUnassertive / Cooperative
Sacrificing your own concerns to satisfyThe other person’s
(the opposite of Competing)
![Page 16: Firo b Presentation](https://reader036.fdocuments.in/reader036/viewer/2022081413/54672d7faf795979338b5510/html5/thumbnails/16.jpg)
Competing
Avoiding
Collaborating
Accommodating
Compromising
Ass
erti
vene
ss
Cooperativeness CooperativeUn-Cooperative
Asse
rtive
Un-
Asse
rtive
Assertive / CooperativeTrying genuinely to problem-solve and to
Find a solution that completely-satisfyBoth the concerns
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Competing
Avoiding
Collaborating
Accommodating
Compromising
Ass
erti
vene
ss
Cooperativeness CooperativeUn-Cooperative
Asse
rtive
Un-
Asse
rtive
Partially Assertive / Partially Cooperative
Looking for an acceptable settlementThat only satisfy both the concerns
partially
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In your opinion which mode is better used & why?
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Vs.
Competing CompetingCollaboratingCollaboratingAvoiding AvoidingCompromising CompromisingAccommodating Accommodating
Most of politiciansSolving Problem is the mainconcern
![Page 20: Firo b Presentation](https://reader036.fdocuments.in/reader036/viewer/2022081413/54672d7faf795979338b5510/html5/thumbnails/20.jpg)
Conflict handling modes
• What is distinctive about collaboration is that people are listening to each other’s views & trying to incorporate them into sound decisions.
• Collaborating is always possible & people doesn’t need to compete to always get their needs met.
• They can be cooperative without being labeled soft.
![Page 21: Firo b Presentation](https://reader036.fdocuments.in/reader036/viewer/2022081413/54672d7faf795979338b5510/html5/thumbnails/21.jpg)
Thomas–Kilmann Conflict mode instrument (TKI)
• A psychological instrument provided by CPP Organization.
• Aims to determine the individual’s conflict mode.
• Consists of 30 pairs of statements among each pair you chose either A or B.
![Page 22: Firo b Presentation](https://reader036.fdocuments.in/reader036/viewer/2022081413/54672d7faf795979338b5510/html5/thumbnails/22.jpg)
Thomas–Kilmann Conflict mode instrument (TKI)
• The results describes the 5 different modes & scale the assessed by a score from 1 to 12 in each of the different modes.
• Then it compares you with a norm group of 400 middle and senior managers in different business & government organizations.
![Page 23: Firo b Presentation](https://reader036.fdocuments.in/reader036/viewer/2022081413/54672d7faf795979338b5510/html5/thumbnails/23.jpg)
Measuring & Identifying Conflict Styles
2. Interpersonal Relationships Orientation behaviors:
• They are the behaviors that are most likely to be exhibited through out the interaction between humans.
• Here we will discuss another very useful psychological instrument that describes these orientations elaborately.
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FIRO-BFundamental Interpersonal Relations
Orientation Behavior
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Theory
• Created by William Schutz, 1958 (psychologist)
• Commissioned by the US Navy.
• Designed to measure team compatibility , especially under stressful conditions.
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Why FIRO-B
• Increase your self understanding to your own social needs & orientations.
• FIRO-B Identifies: How you tend to behave towards others. How you want them to behave around you. How others perceive you & how you see them
![Page 27: Firo b Presentation](https://reader036.fdocuments.in/reader036/viewer/2022081413/54672d7faf795979338b5510/html5/thumbnails/27.jpg)
3 Dimensions
Inclusion Control Affection
![Page 28: Firo b Presentation](https://reader036.fdocuments.in/reader036/viewer/2022081413/54672d7faf795979338b5510/html5/thumbnails/28.jpg)
Inclusion
About recognition, belonging, participation, contact with others & how you relate to groups.
![Page 29: Firo b Presentation](https://reader036.fdocuments.in/reader036/viewer/2022081413/54672d7faf795979338b5510/html5/thumbnails/29.jpg)
Control
Concerned with influence, leadership, responsibility & decision making.
![Page 30: Firo b Presentation](https://reader036.fdocuments.in/reader036/viewer/2022081413/54672d7faf795979338b5510/html5/thumbnails/30.jpg)
Affection
About closeness, warmth, sensitivity, openness & how you relate to others.
![Page 31: Firo b Presentation](https://reader036.fdocuments.in/reader036/viewer/2022081413/54672d7faf795979338b5510/html5/thumbnails/31.jpg)
• How much do you prefer to initiate this behavior?
• How do you actually behave in accordance to the three dimensions?
• How comfortable you are engaging activities associated to the 3 interpersonal needs?
• How much do you prefer others to take this initiative?
• How much are you at the receiving end of the 3 behaviors?
• How comfortable you are having others directing those behaviors to your, in accordance to 3 needs?
Expressed Wanted
2 Areas
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3 Dimensions in terms of 2 AreasInclusion Control Affection
Expressed
Wanted
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Inclusion Control Affection
Expressed
I make an effort to include others in my activities, I try to join social groups- in order to be with people as much as possible
I try to exert control & influence over things. I enjoy organizing things and directing others.
I make an effort to get close to people.I am comfortable expressing personal feelings & I try to be supportive to others.
Wanted
I want other people to invite me to belong, I enjoy it when others notice me.
I feel most comfortable working in a well defined situations.I try to get clear expectations & instructions
I want others to act warmly towards me. I enjoy it when people share their feelings with me & when they encourage my efforts.
![Page 34: Firo b Presentation](https://reader036.fdocuments.in/reader036/viewer/2022081413/54672d7faf795979338b5510/html5/thumbnails/34.jpg)
For each area of interpersonal need the following three types of behavior will be evident:
• Deficient : individual is not directly trying to satisfy the need.
• Excessive : individual is trying constantly to satisfy the need.
• Ideal : satisfying the need in a moderate way.
![Page 35: Firo b Presentation](https://reader036.fdocuments.in/reader036/viewer/2022081413/54672d7faf795979338b5510/html5/thumbnails/35.jpg)
Survey
• Schutz had both the Expressed & Wanted behaviors graded by a scale from 0 to 9
• This scale describes the degree to which an individual express or want this behavior.
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01
23
456
87
9
L
M
H
![Page 37: Firo b Presentation](https://reader036.fdocuments.in/reader036/viewer/2022081413/54672d7faf795979338b5510/html5/thumbnails/37.jpg)
Dimensions in terms of Areas
Inclusion (I)
Control (C)
Affection (A)
Expressed (e’)
Low Moderate
High
Wanted (w’)
Low Moderate High
Sample Firo-B measures result
![Page 38: Firo b Presentation](https://reader036.fdocuments.in/reader036/viewer/2022081413/54672d7faf795979338b5510/html5/thumbnails/38.jpg)
Shutz identified the following types:
1- Inclusion types:
• The Undersocial (low e’I, low w’I).
• The Oversocial (high e’I, high w’I) .
• The Social (moderate e’I, moderate w’I).
![Page 39: Firo b Presentation](https://reader036.fdocuments.in/reader036/viewer/2022081413/54672d7faf795979338b5510/html5/thumbnails/39.jpg)
2- Control types:
• The Abdicrat (low e’C, high w’C)
• The Autocrat (high e’C, low w’C)
• The Democrat (moderate e’C, moderate w’C)
Shutz identified the following types:
![Page 40: Firo b Presentation](https://reader036.fdocuments.in/reader036/viewer/2022081413/54672d7faf795979338b5510/html5/thumbnails/40.jpg)
3- Affection types:
• The Underpersonal (low e’A, low w’A)
• The Overpersonal (high e’A, high w’A)
• The Personal (moderate e’A , moderate w’A)
Shutz identified the following types:
![Page 41: Firo b Presentation](https://reader036.fdocuments.in/reader036/viewer/2022081413/54672d7faf795979338b5510/html5/thumbnails/41.jpg)
FIRO-B Locator charts• By member of FIRO-B team; psychologist Leo
Ryan, 1977.
• Produced maps of the scores of each area “Locator Charts”
• Assigned names for all the score ranges using his clinical interpretation of FIRO-B
Firo-B locator Charts
![Page 42: Firo b Presentation](https://reader036.fdocuments.in/reader036/viewer/2022081413/54672d7faf795979338b5510/html5/thumbnails/42.jpg)
Affection
Low e’Low w’
ControlInclusion
Loner Rebel Pessimist
![Page 43: Firo b Presentation](https://reader036.fdocuments.in/reader036/viewer/2022081413/54672d7faf795979338b5510/html5/thumbnails/43.jpg)
Affection
Moderate e’Low w’
ControlInclusion
Now you see Me, now you Don’t (tendencies)
Self confident Image ofIntimacy(tendencies)
![Page 44: Firo b Presentation](https://reader036.fdocuments.in/reader036/viewer/2022081413/54672d7faf795979338b5510/html5/thumbnails/44.jpg)
Affection
High e’Low w’
ControlInclusion
Now you see Me, now you
Don’t
Mission Impossible
Image ofIntimacy
![Page 45: Firo b Presentation](https://reader036.fdocuments.in/reader036/viewer/2022081413/54672d7faf795979338b5510/html5/thumbnails/45.jpg)
Affection
High e’Moderate w’
ControlInclusion
The Conversationalist
MissionImpossible
(Narcissistic tendencies)
Living up to expectations
![Page 46: Firo b Presentation](https://reader036.fdocuments.in/reader036/viewer/2022081413/54672d7faf795979338b5510/html5/thumbnails/46.jpg)
Affection
High e’High w’
ControlInclusion
The People Gatherer
Dependant-Independent
Conflict The Optimistic
![Page 47: Firo b Presentation](https://reader036.fdocuments.in/reader036/viewer/2022081413/54672d7faf795979338b5510/html5/thumbnails/47.jpg)
Affection
Moderate e’High w’
ControlInclusion
hidden inhibitions
Let’s take a break
DisguisedCautious Lover
![Page 48: Firo b Presentation](https://reader036.fdocuments.in/reader036/viewer/2022081413/54672d7faf795979338b5510/html5/thumbnails/48.jpg)
Affection
Low e’High w’
ControlInclusion
Inhibited Individual
Loyal lieutenant(Openly dependant person)
Cautious Lover
![Page 49: Firo b Presentation](https://reader036.fdocuments.in/reader036/viewer/2022081413/54672d7faf795979338b5510/html5/thumbnails/49.jpg)
Affection
Low e’Moderate w’
ControlInclusion
Cautious Expectations
The Checker
Careful Moderation
![Page 50: Firo b Presentation](https://reader036.fdocuments.in/reader036/viewer/2022081413/54672d7faf795979338b5510/html5/thumbnails/50.jpg)
Affection
Moderate e’Moderate w’
ControlInclusion
Social Flexibility
The Matcher
Warm individual(the golden mean)
![Page 51: Firo b Presentation](https://reader036.fdocuments.in/reader036/viewer/2022081413/54672d7faf795979338b5510/html5/thumbnails/51.jpg)
FIRO-B
• Firo-B do not encourage inborn typology.
• Believes that those scores in themselves are due to learned behavior & are not terminal.
• Scutz believes that those scores can and do change.
![Page 52: Firo b Presentation](https://reader036.fdocuments.in/reader036/viewer/2022081413/54672d7faf795979338b5510/html5/thumbnails/52.jpg)
FIRO-B
• Those “clinical interpretation names” is not generally used ; again not to encourage typology ( scores are used ).
![Page 53: Firo b Presentation](https://reader036.fdocuments.in/reader036/viewer/2022081413/54672d7faf795979338b5510/html5/thumbnails/53.jpg)
Firo-B considered these scores a reflection of learned behavior
• At (high wanted) control area: Men considered as……………….. (dependant) Women considered as…………….. (tolerant)
• emphasis on the reflection of the learned behavior on the score.
Women used to be dependant; now they simply are tolerant to control. (acquired behavior)
![Page 54: Firo b Presentation](https://reader036.fdocuments.in/reader036/viewer/2022081413/54672d7faf795979338b5510/html5/thumbnails/54.jpg)
Exercise
(A) Control:Imagine a business review where the manager is
High e’ , Low w’ (( mission impossible)).
& a subordinate/subordinates: Low e’ , High w’ ((Loyal lieutenant)). Low e’ , Low w’ (( The rebel)). Moderate e’ , High w’ ((Self confident)).
In each situation, which of the conflict modes is most likely to be exerted by both parties?
![Page 55: Firo b Presentation](https://reader036.fdocuments.in/reader036/viewer/2022081413/54672d7faf795979338b5510/html5/thumbnails/55.jpg)
Exercise
• (B) Inclusion:How would a relation of friendship be like
between:Low e’, High w’ ((inhibited individual))
&High e’, Low w’ ((now you see me , now you don’t)).Low e’, High w’ ((inhibited individual))
Now repeat The same with Affection as the dimension
![Page 56: Firo b Presentation](https://reader036.fdocuments.in/reader036/viewer/2022081413/54672d7faf795979338b5510/html5/thumbnails/56.jpg)
Exercise
• (B) Inclusion:How would the social work environment
between 2 co-workers be when they both exert the following behavior:
Low e’, Low w’ ((The loner)). High e’, moderate w’ ((The conversationalist))
![Page 57: Firo b Presentation](https://reader036.fdocuments.in/reader036/viewer/2022081413/54672d7faf795979338b5510/html5/thumbnails/57.jpg)
Further development
• In the 1970’s Schutz revised the Firo-B and made some adjustments:
Added some new instrument to measure new aspects:
Element B: Behavior Element F: Feelings Element S: Self Element W: Work relations. Element C: Close relations Element P: Parental relations Element O: Organizational climate.
![Page 58: Firo b Presentation](https://reader036.fdocuments.in/reader036/viewer/2022081413/54672d7faf795979338b5510/html5/thumbnails/58.jpg)
Further development
• Element B: expanded the definition of all the 3 dimensions into new 6 scores. and the dimension of “Affection” has evolved into “Openness”
• All those new elements have been known collectively as the “Element of awareness”
• Firo-B Sold to CPP, consulting psychologists press Incorporation.
![Page 59: Firo b Presentation](https://reader036.fdocuments.in/reader036/viewer/2022081413/54672d7faf795979338b5510/html5/thumbnails/59.jpg)
In your opinion, what is the correlation between
Firo-B & Mbti ?
![Page 60: Firo b Presentation](https://reader036.fdocuments.in/reader036/viewer/2022081413/54672d7faf795979338b5510/html5/thumbnails/60.jpg)
Correlation with Mbti
• In 1976 Firo-B was found to be the most used instrument in training.
• It’s popularity began to fade with the introduction of Mbti.
• Now with the introduction of Firo-Element B both are being used together as they both tackle two different perspectives of the same issue.
![Page 61: Firo b Presentation](https://reader036.fdocuments.in/reader036/viewer/2022081413/54672d7faf795979338b5510/html5/thumbnails/61.jpg)
In conclusion
• Interpersonal Conflict refers to the manifestation of incompatibility, disagreement, or difference between two or more interacting individuals.
• Understanding our most used conflict mode, and our interpersonal orientations behaviors makes all the difference in handling people.
![Page 62: Firo b Presentation](https://reader036.fdocuments.in/reader036/viewer/2022081413/54672d7faf795979338b5510/html5/thumbnails/62.jpg)
In conclusion
• Collaborating as a conflict handling mode is always attainable and insures total focus on solving the problem in hand.
• Interpersonal orientations behaviors can and do change.
• Both TKI and Firo-B, are very useful instruments to help you understand yourself and other’s behaviors towards you.
![Page 63: Firo b Presentation](https://reader036.fdocuments.in/reader036/viewer/2022081413/54672d7faf795979338b5510/html5/thumbnails/63.jpg)
Thank You