FIRO-B Interpretive Report For Organizations
FIRO-B Interpretive Report For Organizations
FIRO-B Interpretive Report For Organizations
JANE SAMPLE
April 13, 2004
The purpose of this report is to show how your results from the FIRO-B assessment can help you understand your behavior and the behavior of others in your organization. Information from the FIRO-B tool can help you to maximize the impact of your actions, identify options for increasing your job satisfaction and productivity, and explore alternative ways to achieve your goals. This report provides an explanation of your results and then considers how your results can help you plan your career development. increase your job satisfaction. improve your effectiveness on teams. identify the strengths and weaknesses of your leadership style.
As you read through this report, keep in mind that all instruments have limitations. The FIRO-B instrument is not a comprehensive personality test; it focuses on how you are oriented to interpersonal relations. Results should not be used to make a judgment about whether any behavior or any person is good or bad. The FIRO-B assessment is a measure of interpersonal needs, not a test of abilities, career interests, or success. Finally, you should avoid making a major decision based on the results of only one instrument.
TM
FIRO-B Interpretive Report for Organizations 1996, 2004 by CPP, Inc. All rights reserved. FIRO-B is a registered trademark, and Fundamental Interpersonal Relations Orientation-Behavior and the FIRO-B and CPP logos are trademarks of CPP, Inc.
PAGE 2
DEFINITIONS
The FIRO-B tool measures your interpersonal needs in three areas.
Inclusion (I)
The need for Inclusion relates to forming new relations and associating with others; it determines the extent of contact and prominence that a person seeks. Some descriptors associated with Inclusion are belonging involvement participation recognition distinction
Control (C)
The need for Control relates to decision making, influence, and persuasion between people; it determines the extent of power or dominance that a person seeks. Some descriptors associated with Control are power authority influence responsibility consistency
Affection (A)
The need for Affection relates to emotional ties and warm connections between people; it determines the extent of closeness that a person seeks. Some descriptors associated with Affection are personal ties consensus sensitivity support openness
For each of the three interpersonal needsInclusion, Control, and Affectionthe FIRO-B instrument also provides a measure of how much each need is Expressed or Wanted by you.
Expressed (e)
The extent to which you will initiate the behavior is called the Expressed dimension of that need.
Wanted (w)
The extent to which you want or will accept that behavior from others is called the Wanted dimension of the need.
PAGE 3
eI
expressed
eC 5 6 wC 2 2
TOTAL NEED FOR CONTROL
eA 7 wA 6
TOTAL NEED FOR AFFECTION
18
TOTAL WANTED BEHAVIOR
wI
wanted
10
OVERALL INTERPERSONAL NEEDS
13
28
PAGE 4
5 2
6 2
7 6
Characteristic Behavior
Your Results
low range mid high range range
Expressed Inclusion (eI) I make an effort to include others in my activities. I try to belong, to join social groups, and to be with others as much as possible. Wanted Inclusion (wI) I want other people to include me in their activities and to invite me to belong. I enjoy it when others notice me. Expressed Control (eC) I try to exert control and influence over things. I enjoy organizing things and directing others. Wanted Control (wC) I feel most comfortable working in well-defined situations. I try to get clear expectations and instructions. Expressed Affection (eA) I make an effort to get close to people. I am comfortable expressing personal feelings and I try to be supportive of others. Wanted Affection (wA) I want others to act warmly toward me. I enjoy it when people share their feelings with me and when they encourage my efforts.
Your result of 5 suggests that you will sometimes agree with these statements, but may prefer to determine when and with whom youll be having lots of contact at work.
Your result of 2 suggests that you will usually disagree with these statements and prefer to keep a low profile.
Your result of 6 suggests that you will sometimes agree with these statements; you are comfortable providing structure and direction in those situations where it is sensible and expected. Your result of 2 suggests that you will usually disagree with these statements and usually seek out wide degrees of autonomy to do your work.
Your result of 7 suggests that you will usually agree with these statements and that you provide a lot of warmth, encouragement and support for others at work.
Your result of 6 suggests that you will sometimes agree with these statements, and have a chosen set of circumstances when you are comfortable letting others get close to you and support you.
PAGE 5
28
18 10
PAGE 6
Your Total Expressed needs are greater than your Total Wanted needs. Your Expressed behaviors may create the impression that you want more from others than you do; you may be more selective than you appear to be. You may find yourself wondering why others are expressing more inclusion, control, or affection toward you than you would like.
The need with the highest score is the one you feel most comfortable pursuing. You will probably return again and again to situations that offer opportunities for you to satisfy this need. This need is also the one you are least willing to sacrifice. Your results show that your greatest Total Need is for Affection. In a new situation you are likely to focus on finding people you can trust and establishing relationships with them, exchanging genuine reactions and opinions with others, establishing a meaningful role for yourself in the organization, and building loyalty. Once you have met some of your needs for Affection, you may then concentrate on satisfying or expressing your needs for Inclusion and Control. The need with the lowest score is the one you are most willing to give up; over time, you may eventually drift away from situations that provide opportunities for you to fulfill this need. Because Inclusion is your lowest priority, you will not be as concerned with fitting in or being involved with many people as you are with meeting your needs for Control and Affection.
PAGE 7
PATTERNS
5 2
6 2
PAGE 8
PAGE 9
Your Total Need for Inclusion (7) falls in the mid range; this suggests that you will be more satisfied with jobs in which you have a regular team or people to work with, and contact with others is easy to regulate. recognition and status are afforded on a limited basis; only the best work and outstanding contributions to the organization are acknowledged. you are not routinely required to become involved with decisions or issues that do not directly impact your work.
Your Total Need for Control (8) falls in the mid range; this suggests that you will be more satisfied with jobs in which new challenges and opportunities are provided with equal amounts of support and self-direction. your job responsibilities include some tasks that are all yours and others that are shared with colleagues. decisions are not final and there is room for changing course or making new agreements. there are general guidelines for performance, but flexibility to deal with exceptions.
Your Total Need for Affection (13) falls in the high range; this suggests that you will be more satisfied with jobs in which the organizational climate is characterized by warmth and personal interest in employees. encouragement and cooperation between employees is welcomed and freely exchanged. the organization tries to make the workplace a home away from home. the organization attempts to be flexible and to support the personal lives of the employees.
PAGE 10
How effective you are as a member of a team or an organization is partly a function of how flexible you are. Your interpersonal needs may lead you to certain patterns of behavior that are currently limiting your potential effectiveness. Although it is necessary to find ways to express your needs, you may be able to increase your effectiveness if you do not engage in those patterns exclusively. The questions below may help you to become more flexible.
Your need for Wanted Inclusion (2) is low. Ask yourself: Are there ways that I could enlarge my network? Do I meet with my team frequently enough to meet their needs? Are there ways that I could let others know that I welcome their input?
PAGE 11
Your need for Wanted Control (2) is low. Ask yourself: Have I involved those whose expertise is necessary to make this project succeed? Am I showing resistance as a way to express my need for independence, or because there are a real problems that havent been solved yet? Have I clarified all the instructions that I need to help me complete this task?
Your need for Wanted Affection (6) falls in the mid range. Ask yourself: Have I given mixed signals to others about my need for their encouragement and support? Would I be better off allowing others to share more of their personal concerns and issues with me? How can I assure others that I am open to their ideas and reactions?
PAGE 12
LEADERSHIP
5 2 6 2 7 6
Because your highest Expressed need represents the social arena where you feel more comfortable taking action, this result predicts which face you show first to a group. This need will also probably shape the foundation of your leadership style. Your highest Expressed need is Affection. This suggests that you will strive to be a leader who focuses on developing human resources. strives to increase and maintain employee satisfaction. encourages and supports others. minimizes conflict. gains legitimacy through personal commitment and loyalty. enjoys being liked and warmly regarded by followers. wants to serve and nurture. reassures and makes others comfortable. invites feedback . reveres honest communication.
Your lowest Expressed need is the area where you feel least comfortable taking action. Therefore, you are not as likely to use the leadership style associated with this need; when you do, you are less likely to make a good impression on subordinates. Your lowest Expressed need is for Inclusion. You may, therefore, get complaints about not treating everyone fairly and not giving everyone equal opportunity for input into decisions. Some of your followers may not feel a part of the team.
PAGE 13
RESOURCES
If you would like more information about the FIRO-B tool and the meaning of your results, consult the following resources from CPP, Inc.
Musselwhite, E. (1982, 2003). Understanding your FIRO-B results. Palo Alto, CA: CPP, Inc. Schnell, E. R. (2000). Participating in teams: Using your FIRO-B results to improve interpersonal effectiveness. Palo Alto, CA: CPP, Inc. Schnell, E. R., & Hammer, A. (1993, 2003). Introduction to the FIRO-B instrument in organizations. Palo Alto, CA: CPP, Inc. Waterman, J. A., & Rogers, J. (1996, 2003). Introduction to the FIRO-B instrument. Palo Alto, CA: CPP, Inc.
CPP, Inc. 3803 East Bayshore Road, Palo Alto, CA 94303 | 800-624-1765 | www.cpp.com
TM