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It contains about interpersonal behaviour, Study notes of Communication and Presentation Skills

Interpersonal behaviour and interpersonal skills, which are essential in human relationships and the workplace. It explains the importance of strong interpersonal relationships in organizations and educational institutions. The document also introduces Transactional Analysis (TA) and its application in analyzing interpersonal communication in organizations. It covers the different aspects of TA, including self-awareness, ego states, transactions, script analysis, games analysis, life positions, and stroking. The document also includes a diagram of the Johari window, which is used to study one's personality and behaviors.

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Interpersonal Behaviour
Interpersonal behavior is the behavior and actions that are present in
human relationships. The way in which people communicate, and all that
this entails, is considered interpersonal behavior.
Interpersonal behavior may include both verbal communication and
nonverbal cues, such as body language or facial expressions. Verbal
interpersonal behavior consists of joking, relating to one another via the
art of storytelling, and taking or following orders. Interpersonal skills are
highly desirable in many situations, specifically careers that rely on
personal relationships such as the health care industry or sales.
Interpersonal Behaviour is basically how “two persons interact in any
setting. It is extremely important in organizations or even schools and
other education institutions to strengthen interpersonal relationships.
When at a basic level, that is, between two people the relationship is strong
and pleasant, it will lead to proper behaviour. This behaviour will result
in productive work which is ultimately what organizations are looking for.
At the employee level if trust and passion for work exists, the unity
between them can achieve great results. These results would be in terms
of reduction in the time lag, better quality work, and excellence in working
procedures. Even in an educational institution such behaviours have a
chain reaction. If two people do not get together and are forced together
in a group assignment, it might just be completed half-heartedly by the
two and not achieve desired results. This will have two consequences.
First, it will affect the other group members and their grades. Second, it
will foster hatred and mistrust within which will have long term effects on
those two and those surrounding them.
Interpersonal behaviour is a topic that is widely studied by many
academics. Basically, the term ‘interpersonal’ focuses on the bond
between two people, and the behaviour between these two individuals will
depend on the context of their relationship. For example, the way that a
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Interpersonal Behaviour

Interpersonal behavior is the behavior and actions that are present in human relationships. The way in which people communicate, and all that this entails, is considered interpersonal behavior. Interpersonal behavior may include both verbal communication and nonverbal cues, such as body language or facial expressions. Verbal interpersonal behavior consists of joking, relating to one another via the art of storytelling, and taking or following orders. Interpersonal skills are highly desirable in many situations, specifically careers that rely on personal relationships such as the health care industry or sales. Interpersonal Behaviour is basically how “two persons” interact in any setting. It is extremely important in organizations or even schools and other education institutions to strengthen interpersonal relationships. When at a basic level, that is, between two people the relationship is strong and pleasant, it will lead to proper behaviour. This behaviour will result in productive work which is ultimately what organizations are looking for. At the employee level if trust and passion for work exists, the unity between them can achieve great results. These results would be in terms of reduction in the time lag, better quality work, and excellence in working procedures. Even in an educational institution such behaviours have a chain reaction. If two people do not get together and are forced together in a group assignment, it might just be completed half-heartedly by the two and not achieve desired results. This will have two consequences. First, it will affect the other group members and their grades. Second, it will foster hatred and mistrust within which will have long term effects on those two and those surrounding them. Interpersonal behaviour is a topic that is widely studied by many academics. Basically, the term ‘interpersonal’ focuses on the bond between two people, and the behaviour between these two individuals will depend on the context of their relationship. For example, the way that a

boyfriend and a girlfriend behave with one another will be different to the communication between a mother and a daughter. Of course, interpersonal behaviour isn’t just explored in the environment of friends and family, as it is widely believed that a strong partnership between an employer and their staff can result in higher levels of efficiency in the workplace. This is why character building courses have become a key part of business, as it allows interpersonal behaviour to become stronger as co-workers trust one another further. There are different theories that surround interpersonal behaviour, and it’s widely believed that the more people collaborate with each other, the better they will be at appreciating each other’s skills. It doesn’t just benefit the results that companies can publish, but it improves levels of happiness in the workplace. Because people are working with their friends and enjoying one another’s company, they are going to be chirpier and less likely to get involved with conflict that can damage overall productivity. INTERPERSONAL SKILLS Interpersonal skills are the qualities and behaviors a person uses to interact with others properly. In the business domain, the term refers to an employee’s ability to work well with others while performing their job. Interpersonal skills range from communication and listening to attitude and deportment. Strong interpersonal skills are a prerequisite for many positions in an organization. Interpersonal skills cannot be learned solely from a textbook. They come naturally to some people, while other people have to work at cultivating them. In many organizations, employees with strong interpersonal skills are valued for their pleasant demeanor and positive, solutionoriented attitude. These employees are team players, who work well with others to achieve a goal. Interpersonal skills relate to the knowledge of social expectations and customs. Individuals with these skills consider others’ reactions to adjust

communicating to contribute their best the organizational. The present study has made an attempt.

  1. An individual spends around eight to nine hours in his organization and it is practically not possible for him to work all alone. Human beings are not machines who can work at a stretch. We need people to talk to and share our feelings. Imagine yourself working in an organization with no friends around!!!!!!!!We are social animals and we need friends around. An individual working in isolation is more prone to stress and anxiety. They hardly enjoy their work and attend office just for the sake of it. Individuals working alone find their job monotonous. It is essential to have trustworthy fellow workers around with whom one can share all his secrets without the fear of them getting leaked. We must have friends at the workplace who can give us honest feedback.
  2. A single brain alone can’t take all decisions alone. We need people to discuss various issues, evaluate pros and cons and reach to solutions benefiting not only the employees but also the organization on the whole. Employees can brainstorm together and reach to better ideas and strategies. Strategies must be discussed on an open platform where every individual has the liberty to express his/her views. Employees must be called for meetings at least once in a week to promote open communication. Interaction on a regular basis is important for healthy relationship
  3. Interpersonal relationship has a direct effect on the organization culture. Misunderstandings and confusions lead to negativity at the workplace. Conflicts lead you nowhere and in turn spoil the work environment
  4. We need people around who can appreciate our hard work and motivate us from time to time. It is essential to have some trustworthy co workers at the workplace who not only appreciate us

when we do some good work but also tell us our mistakes. A pat on the back goes a long way in extracting the best out of individuals. One needs to have people at the workplace who are more like mentors than mere colleagues. Interpersonal Relationship.

  1. It always pays to have individuals around who really care for us. We need colleagues to fall back on at the times of crisis. If you do not talk to anyone at the workplace, no one would come to your help when you actually need them
  2. An individual needs to get along with fellow workers to complete assignments within the stipulated time frame. An Individual working all alone is overburdened and never finishes tasks within deadlines. Support of fellow workers is important. You just can’t do everything on your own. Roles and responsibilities must be delegated as per specialization, educational qualification and interests of employees. An individual needs help of his fellow workers to complete assignments on time and for better results. Transactional analysis & Its application in organisationTransactional analysis (TA) is a technique used to help people better understands their own and other’s behaviour, especially in interpersonal relationships.”“TA refers to a method of analyzing and understanding interpersonal behaviour. TA offers a model of personality and the dynamics of self and its relationship to others that makes possible a clear and meaningful discussion of behaviour.” After Eric Berne, this concept was made popular by Thomas A. Harris, Munel James and Dorothy Jongeward and Abe Wagner. In later years Jongeward and Wagner have shown how the concepts of TA can be applied to organisations for analyzing interpersonal communication and related to the work of other theories such as Douglas McGregor and Rensis Likert.

The open quadrant refers to the behaviours, feelings and motivations of an individual which are known to self and also known to others in any specific organisational setting. Some individuals are straight forward, open and sharing. He himself is very clear about what he is doing, what he is feeling and what his motivations are. Similarly others are also very clear about his actions, feelings and motivations. In such type of interpersonal relationship, chances of conflict, if any, will be very little.

2. The Blind Self: The blind self quadrant is unknown to self but known to others. Other people know what is happening to a person, but he himself is unaware of it. Very often such blind behaviour is copied by individuals from certain significant people unconsciously right since the childhood.Since such a behaviour is copied unconsciously, people may not be aware of it. Another reason for this unawareness is that other people are not willing to be open and do not give relevant feed back to the person concerned. Even if there is a verbal or non-verbal response in the system, the

individual may not be in a position to perceive it. There are chances of interpersonal conflict in this situation.Jongeward and Seyer observes that, “Subtle bars to our personal effectiveness are often our blind quadrant. We may speak in a certain way with a tone of voice, a look on our facea gesture-that we are blind to, but other people are acutely aware of it. In fact, our manner can affect how they perceive us and they believe they can interact with us.”

3. The Hidden Self: The hidden self is the quadrant which is known to self but not known to others. This is a very private and personal window because only the person concerned knows what is happening. The individual is aware about the hidden self but does not want to share it with others. People learn to hide their feeling and ideas right from the childhood. Other people in the system are unable to perceive the verbal and non-verbal behaviour of the person in quadrant. Like blind self, chances of interpersonal conflict are there is this situation. 4.The Unknown Self: This quadrant is unknown to self and unknown to others. The unknown self is mysterious in nature. Sometimes feelings and motivation go so deep that no one including the person concerned knows about them. In Freudian Psychology, this would be called the subconscious or unconscious. Many times only a small portion of motivation is clearly visible or conscious to oneself. People experience unknown parts of life

related only with psychological age. A person of any age can have these ego states in varying degrees. BERNE states that “although we cannot directly observe these ego states, we can observe behaviour and from this infer which of the three ego states are operating at that moment.” A healthy person is able to move from one ego state to another. Further, these three ego states are not like Freud’s Id, ego and super ego. They are based on real world behaviour. These three ego states are shown in the following figure:

1. Parent Ego: The parent ego state means that the values, attitudes and behaviours of parents become an integral part of the personality of an individual. By parents, we do not mean the natural parents but all those emotionally significant people like elder brothers, and sisters, school teachers, elder relatives or friends, who served as parent figure when an individual was a child. The attitudes, behaviours, values and habits of these people are recorded in the mind of the individual and these become the basis of this personality. Parent ego is expressed by giving advice, admonitions, do’s and don’ts, showing displeasure, reliance on the ways which were successful in the

past etc. These people tend to talk down to people and treat others like children. There are two types of parent ego states: (i) Nurturing Parent Ego: Nurturing parent ego state reflects sympathetic, protective and nurturing behaviour not only towards children but also to other people in interaction. (ii) Critical Parent Ego: Critical parent ego state shows critical and evaluative behaviour in interaction with others. This ego state attacks people’s personalities as well as their behaviour. They are always ready to respond with a should or ought to almost anything people tell them. Each individual has his unequal parent ego state which is likely to be a mixture of helpfulness (Nurturing state ego) and hurtfulness (Critical ego state). People with parent ego “state have more choice over their actions.

2. Adult Ego: The adult ego state is authentic, direct, reality based, rational, fact seeking and problem solving. People interacting with adult ego; do not act impulsively or in a domineering style. They assume human beings as equal, worthy and responsible. The process of adult ego state formation goes through one’s own experiences and continuously updating parental prejudices or attitudes left over from childhood.

(vi) Fear (vii) Joy (viii) Emotional Sentimental Physical and verbal clues that a person is acting in the child ego are silent compliance, attention seeking, temper tantrums, giggling and coyness. Child ego state reflects early childhood conditions and experiences perceived by individuals in their early years of life that is up to the age of 5 years. There are several forms of the child ego states are: (i) Natural Child: The natural child is affectionate, impulsive, sensuous, uncensored and curious. Nevertheless, he is also fearful, self indulgent, self centred, rebellious and aggressive and may emerge in many unpleasant roles. (ii) The Little Professor: The little professor is intuitive, creative and manipulative. He responds to non-verbal messages and play hunches. He can figure things out and believes in magic. People who express their creativity purposefully use their little professor in conjunction with their adult ego state.

(ii) The Adaptive Child: The adaptive child is the trained one and he is likely to do what parents insist on and sometimes learn to feel non O.K. The adapted child when overtly inhibited, often becomes the troubled part of the personality. Each person may respond to specific situations in quite distinct ways from each ego state. ABE WAGNER is of the opinion that a healthy person has a personality that maintains a balance among all three. However, practically speaking, it would be difficult. If not impossible to maintain a balance among all the three ego states. An ego state from which a person behaves would depend upon, to an extent situation in which an individual operates at that particular moment. Sometimes, these ego states harmonise whereas sometimes they are in conflict. Some people respond with one ego state more than they do with other ego states. Analysis of Transactions: A transaction is a basic unit of social interaction. The heart of transactional analysis is the study and diagramming of the exchanges between two persons. Thus, where a verbal or non verbal stimulus from one person is being responded by another person, a transaction occurs. T.A. can help us to determine which ego state is most heavily

Adult-Adult transaction is presented in the following figure: However, there are some inherent problems in this transaction. At times, these transactions may prevent reaching any decisions because of rational data processing procedure and a deadline may emerge. Moreover, the absence of child ego state may make the transactions dull due to the lack of stimulation a child can provide. In such situations, the boss may move to the parent ego state to take a decision to solve the problems. In-spite of these problems, this type of transaction is generally considered best from the organisational point of view.

2. Adult-Parent Transaction: In adult parent transaction, the manager has the adult ego and he attempts to use the information he himself has processed. On the other hand, the subordinate has the parent ego and he prefers to use the clicks and rules of the past. The employee’s parent ego tries to control and dominate the boss. This type of transaction can be effective only on a temporary basis and it can help a new manager in understanding the rules and guidelines under which his subordinate operates.

The following figure presents the Adult-parent transaction: There can be a lot of problems in this type of transactions. In the long run the employee with the parent ego may have hostile feelings towards the managers with adult ego. Such problems can be further aggravated if the other employees working in the organisation have child ego and they are under the influence of the employee with the parent ego. As he may be having better interaction with the employees with child ego, the employee with the parent ego can come into direct conflict with the manager with adult ego.

3. Adult-Child Transaction: An adult child transaction occurs when the manager has an adult ego but the subordinate has a child ego as shown in the following figure:

Such a transaction can lead to some problems also. There will be unnecessary competition between manager and the subordinate. The manager will want to enforce his own ideas, whereas the employee will like to promote his own ideas rather than that of the manager.

5. Parent - Adult Transaction: In such type of transaction, the boss has got a parent ego whereas the subordinate has got an adult ego as shown in the following figure: Such a relationship may not last for a long period because they will be frustration on both the sides. The manager will feel frustrated because the employee will not act as directed. The employer will feel frustrated because of the manager’s failure to act as an adult. 6. Parent-Child Transactions:

The parent-child transaction is considered the ideal situation. The manager will be satisfied because he can dictate his own terms. The employee will be satisfied because he will escape from responsibility and pressure. The child ego in the subordinate presents much conflict and there will be chances of smooth working in the organisation. In the long run, this transaction will not be advantageous. The manager will start having the feeling that the employee is not capable of doing anything on his own. The employee will start becoming frustrated because he may feel that his personality is not developed and this interaction has made him surrender his adult ego.

7. Child-Parent Transaction: This is not a very effective style of transaction. The manager with the child ego may be creative, but the role of the manager goes beyond creativity. In the child-parent transaction, there is a reversal of roles and the employee controls the manager. As the parent ego is strong and overbearing, the manager will yield to the employee. The manager will