theory

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““Goodness of Fit”Goodness of Fit”

The FIRO-B can help to determine The FIRO-B can help to determine how good one fits in various how good one fits in various

situations and work environments situations and work environments and with various peopleand with various people

04/24/23 3

TheoryTheoryBeyond our survival needs (food, safety,

warmth, shelter) we have unique interpersonal needs that motivate us

We become uncomfortable and anxious when our “set point” is not being met

Schutz identified three needs (inclusion, control, and affection), and two levels (expressed and wanted)

The Six-Cell Model

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Results can be used to…Results can be used to…

Show current interpersonal behavior and expectations

Raise questions about your satisfaction with these behaviors

Suggest alternative ways of behaving to increase your effectiveness

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Caution about Results….Caution about Results…. There are no good or bad results Not a comprehensive personality test Not a measure of abilities, career interests, or

achievement Hypotheses to be explored You are responsible for interpreting the meaning Must be considered in the overall context of your life Results CAN be influenced significantly by

situational variables, cultural differences, misunderstanding the terms, trying to avoid extreme responses, other pressures from the environment

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AssumptionsAssumptions

You’re not bound by your typical behaviorsAwareness of your tendencies allows you to

choose whether a particular behavior is or is not appropriate at a certain time

Scores can change as you work to form new behaviors

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FIRO-B Stage I FIRO-B Stage I InterpretationInterpretation

Application to Your Personal and Work Life

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The Six-Cell ModelThe Six-Cell Model

Three Interpersonal NeedsINCLUSION (I) CONTROL (C) AFFECTION (A)

Expressed Needs

Expressed Inclusion (eI)

Expressed Control (eC)

Expressed Affection (eA)

Wanted Needs

Wanted Inclusion (wI)

Wanted Control (wC)

Wanted Affection (wA)

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Interpersonal Need One: Interpersonal Need One: InclusionInclusion

Relates to forming new relations and associating with others in your life

How much attention, recognition, and contact you seek from others

Your relationships with groups, both small and large

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Interpersonal Need Two: Interpersonal Need Two: ControlControl

Relates to decision-making, influence and responsibility, and persuasion

The extent of power or dominance a person seeks

How much you want to lead others or want others to lead and influence you

Refers to one-on-one relationships and your behavior in groups

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Interpersonal Need Three: Interpersonal Need Three: AffectionAffection

Relates to emotional ties and warm connections between people

The extent of closeness that a person seeksYour need to establish comfortable, warm

one-on-one relationships with others

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Characteristics Associated with Characteristics Associated with the Three Needsthe Three Needs

Inclusion Control Affection

Association Power Being personalInteraction Authority ClosenessDistinction Influence OpennessProminence Responsibility SupportivenessAttention Leadership Being AffirmedParticipation Consistency WarmthInvolvement Decisiveness EmpathyContact Dominance EncouragementBelonging Competitiveness Appreciativeness

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Two dimensions Two dimensions Measured for Measured for Each NeedEach Need

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Expressed Wanted

Expressed

Preference for initiating behavior

What you actually doCan be observed

by others

Wanted

Preference for having others initiate

What you really wantMay not be shown

openly

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The Six-Cell ModelThe Six-Cell ModelThree Interpersonal Needs

INCLUSION (I) CONTROL (C) AFFECTION (A)

Expressed Needs

I make an effort to include others in my activities. I try to belong, join social groups – to be with people as much as possible (0-9)

I try to exert control and influence over things. I enjoy organizing things and directing others (0-9)

I make an effort to get close to people. I am comfortable expressing personal feelings and I try to be supportive of others (0-9)

Wanted Needs

I want other people to include me in their activities and to invite me to belong. I enjoy it when others notice me (0-9)

I feel most comfortable working in clear situations with clear instructions. I prefer letting others have control of my work (0-9)

I want other to act warmly toward me. I enjoy it when people share their feelings with me and when they encourage my efforts. (0-9)

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For these Six Shaded Cells…For these Six Shaded Cells…

Low scores (0-2) suggest you do not prefer this behavior

Medium scores (3-6) suggest your preference for this behavior is moderate

High scores (7-9) suggest you have a strong preference for this behavior

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ExpressedExpressed

Expressed Inclusion: How often do you act in ways that encourage your participation in situations?

Expressed Control: How often do you act in ways that help you direct or influence situations?

Expressed Affection: How often do you act in ways that encourage warmth and closeness in relationships?

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WantedWanted

Wanted Inclusion: How much do you want others to include you in their activities?

Wanted Control: How much leadership and influence do you want others to assume?

Wanted Affection: How much warmth and closeness do you want from others?

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Total Needs and Total Total Needs and Total Behavior ScoresBehavior Scores

Three Interpersonal Needs


Expressed Needs eI eC eA Total Expressed

Behavior (0-27)Wanted Needs wI wC wA Total Wanted

Behavior (0-27)Total Need

for Inclusion

(0-18)

Total Need for

Control (0-18)

Total Need for

Affection (0-18)

Total Inter-personal Need Score (0-54)

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Low Overall Interpersonal Low Overall Interpersonal Needs Score (0-15)Needs Score (0-15)

Need for interaction with others (I, A, C) is low

Interpersonal style is “cool”Need privacy to do your best workWork involves intense concentration and

ideasPrefer your own company, independent

decision-making, small circle of friends, more “introverted” style

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Medium-Low Overall Interpersonal Medium-Low Overall Interpersonal Needs Score (16-26)Needs Score (16-26)

Interaction with others (A, I, C) appeals to you on a select basis

Depends on the people and the contextWork effectively alone, or with others when

objectives are focusedConcentrate on data and ideas with

occasional discussions, presentationsMore “introverted” than “extroverted”

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Medium-High Overall Interpersonal Medium-High Overall Interpersonal Needs Score (27-38)Needs Score (27-38)

Interacting with others is generally satisfying in all areas (A, I, C)

Work best with small groups and regular contacts Consult others without relying on them for decision-

making Value teamwork & one-on-one relationships Occasionally need alone time to think and reflect More “extroverted” than “introverted”

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High Overall Interpersonal Needs High Overall Interpersonal Needs Score (39-54)Score (39-54)

Enjoy engaging frequently with others in all areas (A, I, C)

Seek out, work on, and enjoy warm interpersonal relationships

Work best in groups with interactionPrefer shared decision-makingVery social, may not enjoy being aloneExtrovert

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Total Needs and Total Total Needs and Total Behavior ScoresBehavior Scores

Three Interpersonal Needs


Expressed Needs eI eC eA Total Expressed

Behavior (0-27)Wanted Needs wI wC wA Total Wanted

Behavior (0-27)Total Need

for Inclusion

(0-18)

Total Need for

Control (0-18)

Total Need for

Affection (0-18)

Total Inter-personal Need Score (0-54)

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Low Total Expressed and Low Low Total Expressed and Low Total Wanted Interpersonal Total Wanted Interpersonal

Behavior (0-7)Behavior (0-7)

Low Expressed: you usually do not initiate activities with others; wait before speaking

Low Wanted: you usually do not want others to initiate activities; Value independence and want to rely on yourself; You do not expect much from others

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Medium Total Expressed and Medium Total Expressed and Medium Total Wanted Interpersonal Medium Total Wanted Interpersonal

Behavior (8-19)Behavior (8-19)

Medium Expressed: sometimes you initiate activities with others, sometimes you don’t; it depends on the context and people involved

Medium Wanted: Sometimes you want others to initiate activities, sometimes you don’t; it depends on the context and people involved

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High Total Expressed and High High Total Expressed and High Total Wanted Interpersonal Total Wanted Interpersonal

Behavior (20-27)Behavior (20-27)High Expressed: You usually enjoy initiating

activities with others; take action easily and social settings are great opportunities to express yourself

High Wanted: You usually like others to initiate activities; you rely quite a bit on others and are comfortable accepting their behaviors

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Comparing your Total Expressed and Comparing your Total Expressed and Total Wanted BehaviorTotal Wanted Behavior

Total Expressed >Total Wanted

Like taking initiative more than having others do so; may keep distance

Total Wanted >Total Expressed

Prefer that others take the initiative more than you; may feel inhibited

Total Expressed =Total Wanted

You are cautious about expressing a behavior before you are sure how the person will respond; situation - dependent

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Low Total Need Scores (0-5) for Low Total Need Scores (0-5) for Inclusion, Control, and Affection Inclusion, Control, and Affection

(bottom row)(bottom row)For Inclusion: Indifferent to being with

others, no matter who initiates itFor Control: Prefer less-structured situations

and have a laid-back attitude toward authority – needing to neither give nor take orders

For Affection: prefer formal, business-like relationships

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Medium Total Need Scores (6-12) for Medium Total Need Scores (6-12) for Inclusion, Control, and Affection Inclusion, Control, and Affection

(bottom row)(bottom row)For Inclusion: prefer balance between time

alone and time with others, no matter who initiates it

For Control: prefer moderate amount of structure and clarity around authority

For Affection: prefer a realistic amount of warmth and closeness in 1-on-1 relationships, no matter who initiates

04/24/23 31

High Total Need Scores (13-18) for High Total Need Scores (13-18) for Inclusion, Control, and Affection Inclusion, Control, and Affection

(bottom row)(bottom row)For Inclusion: prefer being involved socially,

no matter who initiates itFor Control: prefer structured situations with

clear lines of authority and responsibilityFor Affection: Like a lot of warmth and

closeness in 1-on-1 relationships

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Look at the Highest and Look at the Highest and Lowest Total Need ScoreLowest Total Need Score

Highest may be most important interpersonal need, and thus predominates your behavior and has the greatest impact on your relationships

Lowest may be the need you try most to ignore or are the most indifferent about

04/24/23 33

Impressions You Create – How Impressions You Create – How Do Others Perceive You?Do Others Perceive You?

High Impressions Low ImpressionseI Engaging, connected, fair,

socialeI Difficult to know, isolated,

quiet

wI Center of attention, humorous, light-hearted

wI Private, selective, low-profile

eC Structured, confident, high-strung, intense

eC Easy-going, flexible, disorganized

wC Demanding, dependent, responsive, critical

wC Confrontational, independent, difficult

eA Warm, reassuring, open, intimate

eA Aloof, tentative, rational, business-like

wA Approachable, sensitive, considerate

wA Distant, cautious, tough, intimidating

04/24/23 34

Impressions Others Make on YouImpressions Others Make on YouIf You Have High

You May Perceive If You Have Low

You May Perceive

wI Most rejections as devastating;“Missing the action” if away;Lack of acknowledgement is negative

wI Most invitations as obligatoryBeing single-minded as threateningGroup time as wasteful

wC Any structuring as inadequateStandard procedures as importantSole responsibility as burdensome

wC Any control you have as too muchPlans and structures as pressureCompetitive behavior as annoying

wA Lack of expressed concern as insensitiveInfrequent feedback as frustratingDistance from others as personal loss

wA Reassurances as superficialPersonal questions as intrusiveEmotions as distracting and trying

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Interactions Among 6 CellsInteractions Among 6 CellsIf you have …. You may find that…High w Affection + Low e Inclusion

It’s difficult to meet persons for closer, more intimate relationships

High e Control + Medium e Affection

Others are more accepting of your direction because you show tact and understanding

High e Inclusion + High w Inclusion + Low e Control + High w Control

Others misinterpret your desire to be part of the group as an attempt to control the group

04/24/23 36

Questions for Self-ExplorationQuestions for Self-Exploration

Do these scores seem to represent an accurate picture of who you really are?

Can you think of specific examples of the behavior described?

In what ways do the scores not represent important ways you behave?

Do the results suggest ways that others see you that you might want to change?

What can the results tell you about the way you act in trying to fulfill your needs for being part of a group? For control? For close relationships?

04/24/23 37

Case Study: Career Case Study: Career Development - LindaDevelopment - Linda

I C Ae 3 1 0 4w 5 4 3 12

8 5 3 16

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FIRO-B Stage II FIRO-B Stage II InterpretationInterpretation

Compatibility of Needs with Others

04/24/23 39

Compatibility Theory:Compatibility Theory:

“Degree of fit” between two people

Based on the degree of compatibility for Expressed and Wanted Needs for Inclusion, Affection, and Control

04/24/23 40

Case Study: Personal Case Study: Personal RelationshipRelationship

Susan CharlieSusan Charlie

I C A I C A

e 7 3 5 15 E 0 9 1 10

w 8 5 5 18 W 1 0 4 8

15 8 10 33 1 9 5 15

04/24/23 41

Originator CompatibilityOriginator CompatibilityHow much two people conflict over who

will initiate and who will receive behavior(e.g.,) Two persons with high expressed

needs for control and low wanted needs for control will both want to initiate and won’t want to take direction

Can lead to competition and conflict

04/24/23 42

Originator ConflictOriginator Conflict

Have you been in a relationship with originator conflict?

How did you deal with it?How might you deal with it

better/differently in the future?

04/24/23 43

Reciprocal CompatibilityReciprocal Compatibility

Measures how well each person can act in ways to meet their needs in a relationship

(e.g.,) a person with High Expressed Need for Control and Low Need for Wanted Control paired with a person with a Low Expressed Need for Control and High Wanted Need for Control will have high reciprocal compatibility

04/24/23 44

Reciprocal CompatibilityReciprocal Compatibility

Have you been in a relationship with high reciprocal compatibility?

How did the relationship develop?Any drawbacks to high

compatibility?

04/24/23 45

Interchange CompatibilityInterchange Compatibility

Measures how much two persons share need strengths

e.g., two persons with High Needs for Expressed and Wanted Affection will be compatible because both will see Affection behaviors as the basis of the relationship—they will engage one another around affection needs

04/24/23 46

Interchange CompatibilityInterchange Compatibility

If you are high in both wanted and expressed Inclusion, Control, or Affection, have you had relationships with others who were high in the same areas?

(e.g.,) Two best friends who are President and VP of a Student Organization

04/24/23 47

Questions for Self-ExplorationQuestions for Self-Exploration What Expressed and Wanted Need Profiles are

compatible with yours? When you think about key relationships in your

life, does level of compatibility explain areas of agreement and areas of tension?

Is your Expressed and Wanted Need for Control consistent? If not, what are the implications in your relationships?

What do these needs suggest about your level of interest in leading or managing others?

04/24/23 48

GroupsGroups

Compatibility is the dominant factor in explaining the productivity of groups

04/24/23 49

Stages of Group DevelopmentStages of Group Development

1. Inclusion – in formative stage, group must decide who is to be a member and how to recognize membership

2. Control – group then turns to issues of decision-making, responsibility and the distribution of power and influence

3. Affection – groups decide how close or personal they want to be with one another

04/24/23 50

FIRO-B Stages III FIRO-B Stages III and IV Interpretationand IV Interpretation

Stage III: Behavior Associated with Inclusion, Control and

Affection at WorkStage IV: Team Roles Suggested

by Your Profile

High Expressed Inclusion at WorkHigh Expressed Inclusion at Work

• Talking and joking with others• Taking a personal interest in others• Involving others in projects and meetings• Recognizing others’ accomplishments• Incorporating others’ ideas and

suggestions• Offering helpful info or tips, mentoring

04/24/23 52

Team RolesTeam RolesHigh Expressed Inclusion: High Expressed Inclusion:

ClarifierClarifier

Presents issues or solutions for clarificationSummarizes discussionIntroduces new members to the teamKeeps members up to dateProvides group with facts and data

High Wanted Inclusion at WorkHigh Wanted Inclusion at Work

•Frequenting heavily trafficked areas (water cooler)•Wearing distinctive clothing•Decorating workspace with keepsakes•Seeking recognition or responsibility•Getting involved in high profile projects•Going along with the majority opinion

04/24/23 54

Team RolesTeam Roles High Wanted Inclusion: High Wanted Inclusion:

Tension-ReducerTension-ReducerHelps the team move along by joking at

appropriate momentsRedirects group in tense momentsBuilds on common interests of group

members

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Team RolesTeam Roles Low Wanted Inclusion: Low Wanted Inclusion:

IndividualistIndividualistNot an active team playerSees meetings as unnecessary or distractingMay work on other tasks or hold side

conversations during meetingsMay not follow through or cooperate with

group decisions

04/24/23 56

Personal ReflectionPersonal Reflection

Are you satisfied with the level of Inclusion that you feel with your co-workers, managers, and organization?

Are there ways that you can express your social interest more clearly to others and encourage them to include you?

04/24/23 57

Team RolesTeam Roles Do you tend to be more of a Do you tend to be more of a

Tension-Reducer, Clarifier, or Tension-Reducer, Clarifier, or Individualist?Individualist?

Does playing this role help you meet your personal and professional needs (i.e., advancement, influence on decisions, etc.)

Are other roles more appropriate in some situations?

High Expressed Control at WorkHigh Expressed Control at Work

• Assuming positions of authority• Advancing an idea within the group• Taking a competitive stance and making winning a priority• Managing the conversation• Influencing others’ opinions• Establishing structured tasks, procedures, policies

04/24/23 59

Team RolesTeam Roles High Expressed Control: High Expressed Control:

DirectorDirectorPushes for action and decision-makingMay interrupt others or monopolize air-timeMay be unrealistically optimistic about what

can be accomplished

High Wanted Control at WorkHigh Wanted Control at Work

• Asking for help • Involving others in decision-making• Requesting precise instructions and clarification• Deferring to the wishes, needs, and requests of others• Asking for permission and circulating progress details• Raising issues for others to consider

04/24/23 61

Team RolesTeam Roles High Wanted Control: High Wanted Control:

QuestionerQuestionerSeeks orientation and clarificationConstructive critic of the team and its

membersMay use questions to postpone closure or

decisions

04/24/23 62

Team RolesTeam Roles Low Wanted Control: Low Wanted Control:

RebelRebelStruggles to establish a position within the

groupMay criticize othersChallenges the status quoMay refuse to comply with group decisionsProvides alternative ideas but may have

difficulty with follow-through

04/24/23 63


Are you satisfied with the amount of influence you have on others, on important decisions, and the direction of your company?

Are you satisfied with the amount of direction you receive?

If not, how can you meet these needs better?

04/24/23 64


Director, Questioner, or Rebel?Director, Questioner, or Rebel?Does playing this role help you meet

your personal and professional needs (i.e., advancement, influence on decisions, etc.)


High Expressed Affection at WorkHigh Expressed Affection at Work

• Reassuring and supporting colleagues• Giving gifts to show appreciation• Exhibiting concern about the personal lives of others• Being trustworthy and loyal• Sharing personal opinions or private feelings about issues• Coaching and developing others

04/24/23 66

Team RolesTeam Roles High Expressed Affection: High Expressed Affection:

EncouragerEncourager

Builds the ego or status of othersFriendly, warm, responsive, diplomaticMay sacrifice the truth to maintain good

relationships

High Wanted Affection at WorkHigh Wanted Affection at Work

•Being flexible and accommodating• Listening carefully to others• Displaying an open body posture• Sharing feelings of anxiety, sadness, loneliness• Trying to please others• Giving others more than they want or need

04/24/23 68

Team RolesTeam Roles High Wanted Affection: High Wanted Affection:

ListenerListener

Maintains participative attitude and interest nonverbally

Involved in group goalsShows interest by receptive facial and body

expressions

04/24/23 69

Team RolesTeam Roles Low Wanted Affection: Low Wanted Affection:

CautionerCautionerExpresses concern about the direction of the

groupRelays doubts about the success of initiatives

plannedShows reluctance to get swept up by group

energyProvides careful analysis of potential problemsDevil’s advocate

04/24/23 70


Are you satisfied with the amount of affection you both give and receive at work?

If not, how can you extend yourself more to others and signal your interest in them more clearly?

04/24/23 71


Listener, Encourager, or Listener, Encourager, or Cautioner?Cautioner?

Does playing this role help you meet your personal and professional needs (i.e., advancement, influence on decisions, etc.)


04/24/23 72

FIRO-B Stage IV FIRO-B Stage IV Interpretation Interpretation (Continued)(Continued)

Team Roles Suggested by Your Profile

04/24/23 73

Team RolesTeam Roles High Expressed Affection & High Expressed Affection & High Expressed Inclusion: High Expressed Inclusion:

InitiatorInitiatorSuggests procedures or problems as

discussion topicsProposes alternative solutions“Idea person”Encourages others to share in discussions

04/24/23 74

Team RolesTeam Roles High Expressed Inclusion &High Expressed Inclusion &

High Expressed Control High Expressed Control EnergizerEnergizer

Urges team toward decision-makingInsists on covering the agendaProds the team into action

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Team RolesTeam Roles Low Wanted Inclusion &Low Wanted Inclusion &

Low Wanted Control Low Wanted Control Opinion-GiverOpinion-Giver

State a belief or opinion on all issuesOffers predictions based on past experiencesWorks independently from the groupDoes not try to become part of the inner

circle

04/24/23 76

Team RolesTeam Roles High Expressed Affection &High Expressed Affection &

High Wanted ControlHigh Wanted ControlHarmonizerHarmonizer

Agrees with the groupReconciles opposing positionsUnderstands, complies, and accepts

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Team RolesTeam Roles High Expressed Affection &High Expressed Affection &

High Expressed ControlHigh Expressed ControlConsensus-TakerConsensus-Taker

Checks for agreementBrings closure to discussionsConfronts unacknowledged feelings in the

groupWants to build a close-knit, powerful team

04/24/23 78

Team RolesTeam Roles High Expressed Control &High Expressed Control &

Low Wanted Affection Low Wanted Affection TaskmasterTaskmaster

Tries to keep group focused on its central purpose and required outcomes

Ignores social chit-chatBelieves that team members don’t have to like

each other on the jobReminds group that this is a business and not a

family

04/24/23 79

Team RolesTeam Roles Do you fit the profile of an Do you fit the profile of an

Initiator, Energizer, Opinion-Initiator, Energizer, Opinion-Giver, Harmonizer, or Giver, Harmonizer, or

Taskmaster?Taskmaster?Does playing this role help you meet

your personal and professional needs (i.e., advancement, influence on decisions, etc.)


04/24/23 80

The FIRO-B and The FIRO-B and Team DynamicsTeam Dynamics

Case StudiesCase Studies

04/24/23 81

Matches and MismatchesMatches and Mismatches The best matches occur when the expressed needs of

one person are equal (or similar) to the wanted needs of another

A match in two need areas usually means that the two people feel they “click”

Friction is greatest when the mismatch occurs in the strongest total need area

Mismatches in the lowest total need area usually don’t contribute to much difficulty

See case examples

04/24/23 82

Team A: Complementary or Team A: Complementary or Strained?Strained?

I C Ae High High Loww Low Low High

Wendell

I C Ae Low Low Highw Low High High

Chris

I C Ae Low Low Highw High Low High

Kim

04/24/23 83

Team B: Complementary or Team B: Complementary or Strained?Strained?

I C Ae Low High Loww High Low Low

Kate

I C Ae Low Low Highw High Low High

Aisha

I C Ae Low High Loww High Low Low

Terry

04/24/23 84

FIRO-B Stage V FIRO-B Stage V InterpretationInterpretation

Research with Professional Managers

04/24/23 85

High Expressed Inclusion scores High Expressed Inclusion scores were related towere related to

Leading subordinatesSetting a development climateBuilding and mending relationshipsCompassion and sensitivity Putting people at easeActing with flexibility

04/24/23 86

High Expressed Affection High Expressed Affection Scores Were Related toScores Were Related to

Resourcefulness Leading employees Setting a development climate Building and mending relationships Compassion and sensitivity Self awareness Putting people at ease Acting with flexibility

04/24/23 87

High Wanted Affection Scores High Wanted Affection Scores were…were…

Positively related to compassion, sensitivity, and putting people at ease

Inversely related to problems with interpersonal relationships and difficulty molding a staff

04/24/23 88

Expressed and Wanted ControlExpressed and Wanted Control

High Expressed Control scores were related to decisiveness

High Wanted Control scores were related to difficulty to molding a staff and difficulty making strategic transitions

04/24/23 89

The FIRO-B is a Valuable Tool in The FIRO-B is a Valuable Tool in Organizational ConsultationOrganizational Consultation

Dr. Debra Nelson and Dr. Jim Quick administered the FIRO-B to nine members of the the management team at the Chaparral Steel Company to strengthen understanding of how interpersonal needs effect work teams

04/24/23 90

Interpersonal Needs and Interpersonal Needs and Organizational LevelOrganizational Level

Few differences in interpersonal needs among people at various levels within corporations

On Expressed Control, however, ranking of scores corresponds perfectly with organizational level (i.e. the higher the level, the higher the need)

Hourly workers have the highest need for Wanted Control and higher needs for Expressed and Wanted Affection

Highest score for lower-level employees is Wanted Affection. Are these needs being met?

04/24/23 91

Thanks for your Attention!Thanks for your Attention!

Questions?

theory

Documents

unique interpersonal

initiating behavior

particular behavior

warm oneonone relationships

cell modelresults

cell modelinterpersonal

work environments

work lifethe