Fundamental Interpersonal Relations Orientation (FIRO) is a theory of interpersonal relations, introduced by William Schutz in 1958. This theory mainly explains the interpersonal underworld of a small group. The theory is based on the belief that when people get together in a group, there are three main interpersonal needs they are looking to obtain – affection/openness, control and inclusion. Schutz developed a measuring instrument that contains six scales of nine-item questions that he called FIRO-B. This technique was created to measure or control how group members feel when it comes to inclusion, control, and affection/openness or to be able to get feedback from people in a group. Unlike many instruments used to examine human interaction behaviors, and needs, the FIRO-B is and was extremely valid internally and externally using inferential statistics. Also, while no one knows exactly the "B" was thought to mean either behaviors, or it was version B. It is greatly useful to utilize on future managers, and employees, and from their training, workshops, and/or awareness can improve the individual, and groups of the organization.

1. FIRO –B
Fundamental Interpersonal Relationship Orientation- Behavior
Introduction
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2. FIRO B- Founder Will SchutzFIRO B- Founder Will Schutz

3. FIRO-BFIRO-B
Fundamental Interpersonal Relationship
Orientation – Behavior. FIRO-B can be
defined as the way in which an individual
characteristically relates to other people.

4. Objectives Of FIRO-BObjectives Of FIRO-B
To construct a measure of how an
individual acts in interpersonal situations
and
To construct a measure that will lead to
the prediction of interaction between
people.

5. FIRO-B is designed to measureFIRO-B is designed to measure
The individual’s behaviour towards others
The behaviour he wants from others
In the three areas of interpersonal
interaction i.e
-Inclusion (I)
-Control (C)
-Affection (A)

6. Inclusion (I)Inclusion (I)
Behaviour directed towards the satisfaction
of the interpersonal need of inclusion, the
need to maintain and establish a
satisfactory relation with people with
regards to association.
Inclusion connotes interaction with people,
attention, acknowledgement being known,
prominence, recognition, prestige,
individuality, understanding, interest,
commitment and participation.

7. ContinueContinue
Unlike affection it does not cannotes
strong emotional attachment to people.
Unlike control the preoccupation is with
prominence not dominance.

8. Control (C)Control (C)
Behaviour directed to satisfy the
interpersonal need for control, the need to
maintain a satisfactory relation with people
with respect to power and authority
(control).
It relates to making decisions, discipline, goal
settings, dominance, guidance, giving
directions, influencing, ruling, leading,
antonyms to control would be rebellion,
resistance, following, anarchy and
submission.

9. Affection (A)Affection (A)
Behaviour directed toward the satisfaction
of interpersonal need for affection and
love. It centers around feelings of
warmth, love and emotional acceptance,
friendship.
Lack of affection would mean cool
emotionally distant, dislike and hate.
Affection involves sharing one’s inner
anxieties, wishes and feelings.

10. Inclusion is concerned with – IN or OUT
Control is concerned with – TOP or
BOTTOM
Affection is concerned with – CLOSE or
FAR

11. Interpersonal NeedInterpersonal Need
A requirement for a person to establish a
satisfactory relation between himself and
other people.
‘Relations’ refers to the amount of
interchange between himself and others
and the degree to which he originates,
receives behaviour.

12. www.hrpathway.comwww.hrpathway.com
Expressed Behaviour (E)
(Actions taken by a person towards
others)
Wanted Behaviour (W)
(Behaviours from other people that a
person feels will satisfy an interpersonal
need.

13. Dimension Expressed WantedDimension Expressed Wanted
Behavior BehaviorBehavior Behavior
Inclusion - I initiate interaction I want to be
included
Control - I control People I want to be
controlled
Affection - I act close and I want people to
be
personal close and personal
to me

14. Summary of parent childSummary of parent child
RelationsRelations
Too Much
- Inclusion is called enmeshing and leads
to
person Over social
- Control is called Dominate and leads to
person autocratic
- Affection is called smother and leads to
person Over personal

15. Too littleToo little
Inclusion is called abandon and leads the
person under social
Control is called undirect and leads the
person abdicating
Affection is called unlove and leads the
person underpersonal

16. IdealIdeal
Inclusion is called acceptance and leads
the person social
Control is called respect and leads the
person democratic
affection is called love and leads the
person intimate

17. Inclusion (I) Social behaviourInclusion (I) Social behaviour
It is the behavior directed to satisfy the
interpersonal need for the interaction or
association or belonging.
It Connotes
Interaction with people
Communication
Belonging
Appreciation
Recognition

18. Continue…Continue…
Prestige
Understanding
Interest
Invitation
Participation
Attention
Commitment
Involvement

19. Affection (A) Emotional OpennessAffection (A) Emotional Openness
It connotes the behavior directed to
satisfy the interpersonal need for affection
and love
Affection connotes
Emotional warmth and acceptance
Friendship
Intimacy
Sharing deepest feelings, aspirations,
worries etc.

20. Control © Leadership BehaviourControl © Leadership Behaviour
It is the behaviour directed to satisfy the
interpersonal need for control.
Control Connotes
Taking Initiatives & making decisions
Making Decisions
Taking Responsibility
Giving Direction
Enforcing discipline
Goal setting and accountability

21. Abdicator Too little ControlAbdicator Too little Control
IndicatorIndicator
Avoids responsibility
Too people centered
Ambiguous
Escapes/Complaining
Idealist
Avoid decisions

22. Autocrat IndicatorAutocrat Indicator
Monopolize decision making
Suppresses Initiatives
Centralize power
Depower people
No delegation or delegation without authority
Exaggerate others’ weaknesses
Create fear psychosis
Kills creativity and innovations

23. Democrat indicatorDemocrat indicator
Takes initiatives
Decisive
Delegates
Problem solver and result oriented
Team builder
Trusts
Firm
Empower people insightfully
Induce commitment

24. Subconscious Childhood DecisionsSubconscious Childhood Decisions
leading to Dysfunctional Behavior inleading to Dysfunctional Behavior in
AdulthoodAdulthood
Inclusions (Social behaviour)
Dysfunction Functional
I am not wanted I am wanted
I am not O.K I am O.K
I don’t belong I do belong
I am not Important I am Important

25. Control (Leader ship behavior)Control (Leader ship behavior)
Dysfunction Functional
I can never do it right I get things right
I cannot decide I can decide
I cannot think I can think
I am not competent I am
competent

26. Psychological Script inducingPsychological Script inducing
messagesmessages
Dysfunction Functional
No matter what I I impact life’s challenges
Do, it changes with confidence and
Nothing; life get energy
Worse
What I Feel think do, What I feel, think and
Does not matter, what do, is important and
can I do alone Valuable

27. Affection (Emotional Openness)Affection (Emotional Openness)
Dysfunction Functional
I am not likable I am likable
Life is a disaster life is fun
I am not lovable I am lovable

28. Existential dilemmaExistential dilemma
Am I In or Out
Am I Top or bottom
Am I close or Distant

29. Existential AnxietiesExistential Anxieties
I may not be important !
I may not be competent !
I may not be likable !

30. The Solution (Elevation)The Solution (Elevation)
Auto suggestions
I am important
I am competent
I am likable
Auto suggestions help release out
subconscious energies leading to success.

31. Some good feelingsSome good feelings
Be realistic in your expectation of others
and your self
Give adult (objective, rational, relevant)
facts or ask questions
Be aware of the way you structure your
time and energy
Determine if organization structure provides
you with the support you need to
accomplish the necessary task of your job.

32. FIRO - BFIRO - B
Speak to clarity and to create a successul
working environment.
Be a problem solver, realistic limit setter
and authentic helper.
Be aware of the way you give or receive
positive and negative feedback.

33. INGREDIENTS OF DELEGATINGINGREDIENTS OF DELEGATING
Assigning role and responsibility.
Agreeing on time frame.
Agreeing on resources
Agreeing on personnel.
Stating / agreeing on standard of
completion.

34. HOW TO DELEGATE GUIDELINESHOW TO DELEGATE GUIDELINES
Assign responsibility with enough
authority to handle task.
Provide a frame work so that is
understood and so that task becomes
meaningful.
Assign credit for completion of task.
Be accountable for failure.

35. FIRO – B IllustrationFIRO – B Illustration

36. FIRO B ChartFIRO B Chart

37. www.hrpathway.comwww.hrpathway.com
FIRO B tool is used for Leadership Development and
Coaching program for Senior Management .
For evaluation and understanding of this
interpersonal behavior tool .
Please call us on 08745043908
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