Firo b @ amar raja

798 views
678 views

Published on

My ppt tells you about the firo-b in treditional level

Published in: Education, Technology, Business
0 Comments
0 Likes
Statistics
Notes
  • Be the first to comment

  • Be the first to like this

No Downloads
Views
Total views
798
On SlideShare
0
From Embeds
0
Number of Embeds
5
Actions
Shares
0
Downloads
34
Comments
0
Likes
0
Embeds 0
No embeds

No notes for slide

Firo b @ amar raja

  1. 1. FIRO-B : An Empirical Study On “Organization Culture & Development” At AmaraRaja Batteries Ltd.,Thirupathi. A Prashanth Raj’s Presentation
  2. 2. The Fundamental Interpersonal Relations Orientation–Behavior (FIRO-B) instrument is a short but powerful self-report tool designed to measure behavior that derives from interpersonal needs. It can be used to address a variety of issues including one-to-one relationships, team work, career development , organizational culture, and leadership development. When used properly, it provides individuals and teams with increased insight into and appreciation of interpersonal behaviors. This in turn can lead to increased interpersonal effectiveness and satisfaction in working with or relating to others The FIRO-B instrument can be used with individuals, couples, and groups in any situation where insight into interpersonal behaviors may prove useful. This assessment is most commonly used to help people.
  3. 3. The FIRO-B instrument was created in the late 1950s by William Schutz (1958). FIRO-B theory was developed in the context of understanding and predicting how high performance military teams would work together. Schutz started from the premise that ―people need people‖—that in addition to physical needs such as food and shelter, interpersonal needs also motivated the behavior of individuals. The FIRO-B instrument can be used in organizations to • Identify organizational culture and its implications • Identify potential sources of conflict between two cultures
  4. 4. Background of Battery Industry A battery is an electrochemical device in which the free energy of a chemical reaction is converted into the electrical energy. The chemical energy contained in the active materials is converted into electrical energy by means of electrochemical oxidation-reduction reaction. It is the only device, which can store electrical energy in the form of chemical energy, and hence it is called as a storage battery. Sealed Maintenance Free (SMF) batteries and Value Regulated Lead Acid (VRLA) technology are leading the battery sector around the globe VRLA batteries have become the preferred choice in various application such as uninterrupted power supply, emergency lights, security system and weighing scales.
  5. 5. Major Manufacturers in the battery industry in India 1. 1.Exide industries 2. Standard Batteries 3. Amco batteries 4. Tudor India 5. Amara raja Batteries Ltd. 6. Hyderabad Batteries Ltd.
  6. 6. Prospects of SMF/VRLA batteries in India The following factors are influencing the demand for VRLA technology batteries.  Entry to multinational in Telecom Industry  DOT’s policy decision to upgrade the over technology base  Constraints in the use of conventional battery in Radio paging and//cellular segments. Due to project expansion in Telecom and Railways, the demand for VRLA batteries is greater than other industrial batteries.
  7. 7. Amara Raja batteries private limited (ARBL) incorporated under the company’s act, 1956 in 13th February,1985 and converted into public limited company on 6th September,1990. Sri Galla Ramachandra Naidu who is an Electrical Engineer with an experience promoted Amara Raja. ARBL is the first company in India. The company is manufacturing good quality of Sealed Maintenance Free(SMF). The company is setting up to Rs. 1920 lakhs plant is in 18 acres in Karakambadi village, Renigunta Mandal.
  8. 8. Mission, mantra, way of thinking, philosophy, what we live for… call it what you want, you'll find it below. Introduce yourself to the way we think."To transform our spheres of influence and to improve the quality of life by building institutions that provide better access to better opportunities, goods and services to more people…all the time." MISSION : QUALITY POLICY : ARBL’s main policy is to achieve customer satisfaction through the collective commitment of employees in design, manufacture and marketing of reliable power systems, batteries allied products and services.
  9. 9. Awards ―The Spirit of Excellence‖ – awarded by academy of fine arts, Tirupati. ―Best Entrepreneur of the year 1998 award by Hyderabad Management Association. “Industrial Economist Business Excellence Award‖—1991 award by the Industrial Economist, Chennai. ―Excellence Award‖—by Institution of Economic Studies, New Delhi ―Udyog Rattan Award‖—by Institution of Economics Studies, New Delhi.
  10. 10. BENEFITS OF THE RESEARCH The findings of the research would give the managers a point to start exploring ways to strengthen their relationships with others in order to improve their interpersonal relationships in an organization. This FIRO-B analysis would serve as an integral part of an organization’s initiatives in leadership and coaching, team building and conflict management. The findings from this research would also serve as a guide for the top management to form compatible teams. Individuals undergoing the FIRO-B analysis would be able to identify the options for increasing their job satisfaction and productivity.
  11. 11. OBJECTIVES OF THE STUDY: •To construct a measure of how an individual acts in interpersonal situation •To construct a measure that will lead to the prediction of interaction between people •To study of the FIRO-B instrument with internal relationship.
  12. 12. TOOLS AND TECHNIQUES : 1. Matrix (3x2 grid). 2. FIRO-B Instrument descriptive statistical method. 3. Scaling: By Strength of the interpersonal needs [overall need score] & Total behavior comparison.
  13. 13. Scaling format by Strength of the interpersonal needs [overall need score]: By the matrix right hand corner score, the scaling as follows 0-7 (low) = The involvement with others not at all satisfactory and some interaction sessions are recommended. 8-13 (medium-low) = The involvement with others just satisfactory and need to increase their interaction levels in their relations. 14-19 (medium-high) = The involvement with others is satisfactory and should be enhanced for more inter personal relations. 20-30 (high) = The involvement with others is highly satisfactory and these people are very much interactive in their relations and these are the best of all.
  14. 14. Total behavior comparison :- Comparison of Expressed and Wanted: Where Expressed > Wanted It states that the person always keep others at distance to avoid unwanted behaviors and accepts behaviors from particular people only. Where Expressed = Wanted It states that the person always cautious in maintain relation with others. Where Expressed < Wanted It states that the person may be dissatisfied that they are not getting what they want from others and they have to grow attached to people who give to them what they really want.
  15. 15. I E I W C E C W A E A W I T E M Eligibl e item for Point 1 S C O R E I T E M Eligib le item for Point 1 S C O R E I T E M Eligibl e item for Point 1 S C O R E I T E M Eligible item for Point 1 S C O R E I T E M Eligibl e item for Point 1 S C O R E I T E M Eligi ble item for Point 1 S C O R E 1 3 5 7 9 4,5,6 3,4,5,6 3,4,5,6 4,5,6 5,6 1 0 1 0 1 16 19 22 25 27 5,6 5,6 5,6 6 6 0 1 1 1 1 18 21 24 29 30 4,5,6 4,5,6 5,6 4,5,6 5,6 1 1 0 1 1 2 6 10 12 14 3,4,5,6 3,4,5,6 4,5,6 4,5,6 3,4,5,6 1 1 1 1 1 4 8 11 13 15 5,6 5,6 6 5,6 1,2,3 1 1 1 0 1 17 20 23 26 28 5,6 5,6 1,2 5,6 1,2 0 1 1 1 0 T o t al 3 4 4 5 4 3 EMPLOYEE INTERPERSONAL SCORE BOARD
  16. 16. THE MATRIX I C A TOTA L E 3 4 4 11 W 4 5 3 12 TOTAL 7 9 7 23 INTERPRETATION: Strength of the personal need {overall need score} =23(high) Total behavior {expressed} =11(high) Total behavior {wanted} = 12(high) Here the behavior comparison = Expressed <Wanted CONCLUSION: The above table represents the employee code 003. The employee strength of his/her personal need score is high(23) .It means involvement of this employee in interaction is highly satisfactory where as total behavior of employee expressed (11) less than wanted(12) meanwhile the employee may be dissatisfied that he/she is not getting what they want and this employee should grow attached to people who give them what they want.
  17. 17. I E I W C E C W A E A W I T E M Eligibl e item for Point 1 S C O R E I T E M Eligibl e item for Point 1 S C O R E I T E M Eligi ble item for Point 1 S C O R E I T E M Eligibl e item for Point 1 S C O R E I T E M Eligibl e item for Point 1 S C O R E I T E M Eligibl e item for Point 1 S C O R E 1 3 5 7 9 4,5,6 3,4,5,6 3,4,5,6 4,5,6 5,6 1 1 1 0 0 16 19 22 25 27 5,6 5,6 5,6 6 6 0 0 0 0 0 18 21 24 29 30 4,5,6 4,5,6 5,6 4,5,6 5,6 0 0 0 1 0 2 6 10 12 14 3,4,5,6 3,4,5,6 4,5,6 4,5,6 3,4,5,6 1 1 0 1 0 4 8 11 13 15 5,6 5,6 6 5,6 1,2,3 1 1 0 1 0 17 20 23 26 28 5,6 5,6 1,2 5,6 1,2 0 0 1 0 0 T ot al 3 0 1 3 3 1 EMPLOYEE INTERPERSONAL SCORE BOARD
  18. 18. THE MATRIX I C A TOTAL E 3 1 3 7 W 0 3 1 4 TOTAL 3 4 4 11 INTERPRETATION: Strength of the personal need {overall need score} = 11 (medium low) Total behavior {expressed} = 7(medium) Total behavior {wanted} = 4(low) Here the behavior comparison = Expressed > Wanted CONCLUSION: The above table represents the employee code 004. The employee strength of his/her personal need score is medium low(11) .It means involvement of this employee in interaction is just satisfactory where as total behavior of employee expressed (7) more than wanted(4) meanwhile this employee behavior states that he/she keep others at a distance to avoid unwanted behaviors and accept behaviors from particular people only.
  19. 19. FINDINGS: •As per the Total score of the employees most of the employees are having satisfactory level of interaction. •As per the comparison between expressed and wanted most of the employees behavior is more expressive than they wanted. •As per the employees ratings some of the employees wanted nature is more than the expressive nature.
  20. 20. RECOMMANDATIONS: •As their expressive and wanted behavior comparison the most of the employees are much expressive but these people need some more interactive sessions to develop their interactive levels. •I recommend some more sessions like management games ,some interactive classes to make Amar raja employees to be high in their interactive levels where they are already well in their
  21. 21. As per my study and findings I concluded that the interaction levels of the employees of Amara raja batteries are satisfactory .and when compared with behaviors most of the employees are expressive in their nature CONCLUSION

×