Firo B assessmnt

Al explains the Guttman scoring method as follows:

Not an easy question, but here is the Cliff notes version. Basically it is a scoring method that assumes that items can be ordered from most to least difficult, or in the case of the FIRO from most to least endorsed. The more questions that you answer as you move along the order for a given scale, the more of that behavior you should manifest. It also means that although there are six response options for each FIRO item, the items are scored 0 or 1. For example, item #16 is “I try to participate in group activities” is scored on eI. If the person answers Usually, he/she gets one point for eI. If, however, he/she gives any other answer, he/she gets 0 points for eI. Because the items says “try” and the kind of group is left vague, only a “usually” response indicates eI. In contrast, however, is item #3 which says “I join social groups” which is more definite in two ways: it doesn’t say “try” and it specifies the kind of group. So, if the person says occasionally, sometimes often or usually, they get 1 point for eI. If they say rarely or never they get 0 points. Item #3 is more indicative of eI and so more responses are scored. How this is all arrived, I’m not sure I know.

Steve suggested this overhead from the presentation he did in early October.

This slide is designed to emphasize the similarity of items which will diffuse complaints about redundancy. Al suggested you give the FIRO-B at the beginning of the session and then take the participants through the history and theory information.

These scores are best explained in relation to one another, since they explain the general pattern of how you go about satisfying interpersonal needs.

For example, when Expressed needs are greater, you may keep others at a distance in order to avoid receiving unwanted behaviors. When Wanted needs are greater, you may feel inhibited or be dissatisfied that you are not getting what you want from others. When the needs are equal, you may be cautious about expressing a behaviour before you are sure how the person will respond.

This information is from page 8 of Introduction to FIRO-B in Organizations.

These scores are best explained in relation to one another, since they explain the general pattern of how you go about satisfying interpersonal needs.

For example, when Expressed needs are greater, you may keep others at a distance in order to avoid receiving unwanted behaviors. When Wanted needs are greater, you may feel inhibited or be dissatisfied that you are not getting what you want from others. When the needs are equal, you may be cautious about expressing a behaviour before you are sure how the person will respond.

This information is from page 8 of Introduction to FIRO-B in Organizations.

These scores are best explained in relation to one another, since they explain the general pattern of how you go about satisfying interpersonal needs.

For example, when Expressed needs are greater, you may keep others at a distance in order to avoid receiving unwanted behaviors. When Wanted needs are greater, you may feel inhibited or be dissatisfied that you are not getting what you want from others. When the needs are equal, you may be cautious about expressing a behaviour before you are sure how the person will respond.

This information is from page 8 of Introduction to FIRO-B in Organizations.

Steve also added this slide after presenting to a group.

FIRO

B

Consulting Psychologists Press

Patterns of Need Fulfillment--Control (page 11)

High Expressed Control (eC)

Low Expressed Control (eC)

High Wanted

Control (wC)

Low Wanted

Control (wC)

I like to provide structure for others.

I work very hard and then “kick back” and let others run the show.

I relate well to authorities in the organization.�

I accept control from those in authority.

I am not interested in gaining influence.

I am a loyal and cooperative follower.�

�

I enjoy taking control and being recognized.

I am uncomfortable delegating responsibility.

I can be very competitive and demand perfection from others.�

I prefer not to make important decisions.

I don’t want to be closely supervised.

I can be stubborn and rebellious.�

�

INCLUSION (I)

CONTROL (C)

AFFECTION (A)

I make an effort to include

others in my activities. I try

to belong, to join social

groups— to be with people

as much as possible.

I try to exert control and

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

and I try to be supportive of

others.

I want other people to invite

me to belong. I enjoy it when

others notice me.

I feel most comfortable

working in well-defined

situations. I try to get clear

expectations and instructions.

I want others to act warmly

toward me. I enjoy it when

people share their feelings

with me and when they

encourage my efforts.

INCLUSION (I)

CONTROL (C)

AFFECTION (A)

INCLUSION (I)

CONTROL (C)

AFFECTION (A)

I make an effort to include

others in my activities. I try

to belong, to join social

groups— to be with people

as much as possible.

I try to exert control and

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

and I try to be supportive of

others.

INCLUSION (I)

CONTROL (C)

AFFECTION (A)

I want other people to invite

me to belong. I enjoy it when

others notice me.

I feel most comfortable

working in well-defined

situations. I try to get clear

expectations and instructions.

I want others to act warmly

toward me. I enjoy it when

people share their feelings

with me and when they

encourage my efforts.

I include others and like to be included.

I enjoy the opportunity to provide input.

I don’t like to get cut off from information

and updates.

I form relationships based on common

interests and skills.

I’d rather “play it safe” than let others

know that I want to be included.

I wait for others to invite me to join them.

I get many invitations but I often turn

them down or don’t show up.

I pick and choose which company social

events to attend.

I have a select group of people that I enjoy

working with.

I prefer working with a small group of

people.

I avoid forming too many friendships at

work.

I may discourage invitations to company

social events.

I like to provide structure for others.

I work very hard and then “kick back” and

let others run the show.

I relate well to authorities in the

organization.

I accept control from those in authority.

I am not interested in gaining influence.

I am a loyal and cooperative follower.

I enjoy taking control and being recognized.

I am uncomfortable delegating

responsibility.

I can be very competitive and demand

perfection from others.

I prefer not to make important decisions.

I don’t want to be closely supervised.

I can be stubborn and rebellious.

I am friendly, open, and optimistic.

I value trustworthiness.

I have difficulty controlling interruptions

at work.

I believe that too much self-disclosure is

unprofessional.

I know more about colleagues than they

know about me.

I may have difficulty saying “no” to

requests to take on more work.

I am generally friendly but I am selective

about close relationships.

I use praise to motivate others but find it

unnecessary myself.

I limit close working relationships to a

select few.

I tend to be task-oriented and business-

like.

I feel uncomfortable with expressiveness

or affection at work.

I enjoy my privacy.

I

C

A

e

7

3

5

w

8

5

5

I

C

A

e

0

9

1

w

1

0

4

I

C

A

e

High

High

Low

w

Low

Low

High

I

C

A

e

Low

Low

High

w

Low

High

High

I

C

A

e

Low

Low

High

w

High

Low

High

I

C

A

e

Low

High

Low

w

High

Low

Low

I

C

A

e

3

1

0

4

w

5

4

3

12

8

5

3

16

I

C

A

e

5

7

9

w

9

2

9

I

C

A

e

7

0

8

w

9

0

9

I

C

A

e

7

3

8

w

7

9

8

I

C

A

e

Low

High

Low

w

High

Low

Low