Professional Documents
Culture Documents
Firob
Firob
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Consulting Psychologists Press
History
J a ill Schutz, Ph.D.
Submarine Personnel
J a onsulting Psychologists
Press
J a evised SelfScorable
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Consulting Psychologists Press
Selfareness = Key
J Personal/Professional Development
J Employee/Management elations
J areer Development
J Team uilding
J Leadership Development
J Emotional ntelligence
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JD
·Expressed nclusion (e
·anted nclusion (
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Consulting Psychologists Press
üour | esults: Ho to
Score the SelfScorable
recognition influence closeness
elonging leing rmth
rticition resonsi ility sensitivity
m TTL
ht I refer to o
ho much I initite
EXPESSED
d dd
o serv le ction
TTL
m
ho much I nt
others to initite
TED
ho much I refer
to e the reciient
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Consulting Psychologists Press
Ho thers May See üou
anted nclusion
a. May take rejection as
devastating.
2. May think being aay is
missing the action.
3. May take lack of
acknoledgment as negative
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Consulting Psychologists Press
Ho thers May See üou
[ anted nclusion
a. May feel invitations are
obligations.
2. May not ant to be singled
out.
3. May consider group time
asteful.
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Consulting Psychologists Press
Ho thers May See üou
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Consulting Psychologists Press
Ho thers May See üou
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Consulting Psychologists Press
Ho thers May See üou
anted ontrol
a. May perceive any
structuring as inadequate
2. May consider standard
procedures as important
3. May take sole
responsibility as burdensome
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Consulting Psychologists Press
Ho thers May See üou
[ anted ontrol
a. May not ant any control.
2. May feel pressured by
plans and stressed by structure.
3. May find competitive
behavior annoying.
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Consulting Psychologists Press
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J n instrument for emotional
intelligence aareness
· Selfareness
· ommunication
· uilding elationships
· onflict Management
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Consulting Psychologists Press
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J½
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Consulting Psychologists Press
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J½
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Consulting Psychologists Press
Learning bjectives
J History
J Theory
J | Model
J dministration & nterpretation
Guidelines
·results = strengths
·patterns
J pplication Exercises
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Consulting Psychologists Press
Learning bjectives (cont.
J ase Studies
· personal relationship groth
· team building
· career development
· management development
J esearch
· organizational
· correlations ith the MT
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Consulting Psychologists Press
Theory
J ndividual Motivated by THEE
nterpersonal eeds
· Y : the amount of belonging,
attention, and recognition desired in
social settings.
· : the level of influence,
structure, and responsibility desired.
·£ : the level of rapport, armth,
and support desired.
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Consulting Psychologists Press
Theory
J The | helps give insight into a
client¶s degree of interpersonal
understanding on several levels:
· Y : The illingness to include
others or be included.
· : The illingness to manage
and be managed.
·£ : The illingness to express
and receive affection
· The | to kno hen to call
these things into play.
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Theory
Group Development
Y Y
Y
£ Y
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Consulting Psychologists Press
Theory
£
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Consulting Psychologists Press
The | Model: Page 4
ntroduction to | in rganizations
Y Y Y
Y
½
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The | Model
Y Y Y
Y
½
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Consulting Psychologists Press
The | Model
Y YY
Y
want other people to invite feel ost co fortable want others to act war ly
e to belong. enjoy it when working in welldefined toward e. enjoy it when
others notice e. situations. try to get clear people share their feelings
expectations and instructions. with e and when they
½
encourage y efforts.
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Consulting Psychologists Press
The | Model
ake an effort to include try to exert control and ake an effort to get close
others in y activities. try influence over things. enjoy to people. a co fortable
to belong, to join social organizing things and expressing personal feelings
groups² to be with people directing others. and try to be supportive of
as uch as possible. others.
want other people to invite feel ost co fortable want others to act war ly
e to belong. enjoy it when working in welldefined toward e. enjoy it when
others notice e. situations. try to get clear people share their feelings
expectations and instructions. with e and when they
½
encourage y efforts.
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Consulting Psychologists Press
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Consulting Psychologists Press
| dministration
General
J verage time = a minutes
J 4 tems
J Six questions ith nine variations
J Group or individual administration
J Guttman scoring method
J Selfscorable/onsite scoring
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Consulting Psychologists Press
| dministration
Specific
J Establish a nonthreatening
atmosphere
J Give an overvie of the purpose
J Emphasize non
judgmental/developmental
J epetitive items yet independent
J Pass it out/others sit quietly
J Prediction of scores before scoring
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Consulting Psychologists Press
evised SelfScorable Î
!
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Consulting Psychologists Press
To Dimensions of nterpersonal
eeds
recognition influence closeness
elonging leing rmth
rticition resonsi ility sensitivity
m
ht I refer to o
ho much I initite
o serv le ction
m
ho much I nt
others to initite
ho much I refer
to e the reciient
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Consulting Psychologists Press
| ndividual ell
Scores: ie üour Personal
ell Scores
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Consulting Psychologists Press
Strength of üour nterpersonal
eeds:
'
J"
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Consulting Psychologists Press
Total ehavior: Expressed
to (Lo
to a (Medium
2 to 2 High
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Consulting Psychologists Press
Total ehavior: anted
to (Lo
to a (Medium
2 to 2 High
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Consulting Psychologists Press
Total ehavior
#
(
) ½
(
ù *
ù
ù
*
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Consulting Psychologists Press
Strength of üour nterpersonal eeds:
(
$
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Consulting Psychologists Press
General nterpretation
Guidelines
J ompare actual scores ith
predicted ones
J ote highest and loest scores
J Look for relationships ithin scales
J Highest score = most socially
comfortable
J o good or bad results
J Examine relationship beteen total
expressed and total anted scores
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Consulting Psychologists Press
P tt r s f |
lfill t
l
si ( a
i l t rs li t i l . f r r l ti s i s s
j t rt it t r i i t. i t r sts s ills.
½
¶t li t t t ff fr i f r ti ¶ r t r ³ l it s f ´t l t t rs
Y Y t s. wt t w tt i l .
w it f r t rs t i it t j i t .
t i it ti s t ft t r r f r w r i wit s ll r f
t w r ¶t s w . l .
i s w i s i l i f r i t fri s i s t
[ ½
ts t tt . w r .
Y Y s l t r f l t t j is r i it ti s t
w r i wit . s i l ts.
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Patterns of eed |ulfillment
ontrol (page aa
li e to pro ide stru ture for ot ers I a ept ontrol from t ose in aut orit
I or er ard and t en i a and I am not interested in gaining influen e
let ot ers run t e s o I am a lo al and ooperati e follo er
½
I relate ell to aut orities in t e
organi ation
I en o ta ing ontrol and eing re ogni ed I prefer not to ma e important de isions
I am un omforta le delegating I don t ant to e losel super ised
responsi ilit I an e stu orn and re ellious
[ ½
I an e er ompetiti e and demand
perfe tion from ot ers
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Patterns of eed |ulfillment
ffection (page aa
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