Theoretical Applications

Transactional Analysis
 The study of human behaviour is very complex and complicated
concept.
• It is affected by the psychological factors such as perception,
learning, personality and motivation.
• In addition to these factors, individual behaviour affects and affected
by the behaviour of others.
• One of the major problems in the study of organisational behaviour
is to analyse and improve, the interpersonal relationships.
• One basic approach to study interpersonal relations in an
organisational system is transactional analysis.
• This analysis deals with understanding, predicting and controlling
interpersonal relationships.
 Transactional Analysis

• It was introduced by Eric Berne.

• Transactional analysis is a technique used to help
people better understand their own and other’s
behaviour, especially in interpersonal relationships.
• It is a good method for understanding interpersonal
behaviour.
• It 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.
Transactional analysis is stroking-Analysis of life positions -
Games analysis - Script analysis - Analysis of transactions -
Analysis of ego states - Analysis of self awareness - primarily
concerned with following:
 Transactional Analysis

According to Eric Berne, “Transactional analysis is a theory

of personality and social action and a clinical method of
psychotherapy, based on the analysis of all possible
transactions between two or more people, based on
specifically defined ego states into a finite number of
established types”.
Transactional analysis in organisational behaviour is a
psychological and communication theory. It helps the experts
to understand and analyse the interactions between employees
and groups within an organization.
• The International Transactional Analysis Association
defines TA as, “Transactional Analysis is a theory of
personality and a systematic psychotherapy for
personal growth and personal change.”
• Transactional Analysis includes concepts of the Ego-
State Model (Parent-Adult-Child model), Life
Scripts, Strokes, Time Structuring, and more.
• Transactional Analysis is also useful in the treatment
of psychological disorders, is an important part of
counselling, and coaching.
In 1950, Eric Berne developed a socio-psychological
concept termed transactional Analysis. Since then, the
theory of Erie Berne has been applied in
psychotherapy, counselling, education,
and organisational development. The primary
objective of transactional analysis is to help people
understand how to communicate with others to
improve their relationships with others.
 Nature of Transactional Analysis in Organizational Behavior

1) TA is an integrated concept because it blends the theory of

development and practice of socio-psychology.
2) TA is problem-focused as well as goal-focused.
3) TA is an essential and exciting technique that helps
individuals understand themselves and others’ behaviour.
It helps people determine the influence of behavioural
styles on interpersonal relationships. Transactional
analysis is a behavioural approach that helps in
improving communication among people. TA can be used
to determine people’s skills during training and
development.
Objectives of Transactional Analysis in Organizational Behavior

1) To help people understand how to communicate with each

other to improve their communication skills effectively.
2) To identify various transactional stages that people engage
in during communication.
3) To determine the ego states to which people belong.
4) To make people self-reliant and enable them to make life
decisions on their own.
5) Develop a better understanding of people by identifying
areas of improvement in communication with self and
others.
 Benefits of Transactional Analysis in Organizational Behavior

Executive Development
It helps enhance managers’ skills so that they can tackle the
problems employees face more efficiently. However, TA can
only provide solutions for some organizations’ human-related
issues.
Counseling
Transactional analysis is used by counselors to resolve problems.
Counselling emphasises developing productive solutions to
problems. Transactional analysis helps counselors in creating
safe and harmonious relationships with their clients. This
relationship allows clients to enhance their quality of work
life.
 Organization Development
• Transactional analysis assists in the organisational development
process. Organisational development specialists utilise TA concepts
to develop policies to fulfil specific organisational needs and
develop practical relations with others. It also helps in removing
defective behaviours and evaluating the entire organisation.
• Jongeward has defined the functions of TA in the following areas of
organisational development:
• To retain adult-adult transactions,
• To provide an OK response to the natural child,
• To speedily recognise the crossed transactions,
• To decrease negative game-playing,
• To make the best use of familiarity, and
• To build up encouraging systems, strategies, and working
environment.
 Conflict Resolution

• TA and conflict resolution techniques are naturally

related to each other. For example, a parent’s ego
focuses on utilizing a forcing strategy, whereas a
child’s ego focuses on avoiding an approach. People
in the “I am O.K., you are O.K.” life position
generally prefer those strategies in which both parties
are happy with the solution and adopt the adult ego
state. The relation among various sets of behavioural
facts and activities is distinct.
Table: Possible links of life positions
with conflict resolution techniques and behaviour
Life Position Conflict Resolution
Techniques Possible Behaviour
I am not OK – you are not OK Avoidance Non
assertiveness
I am not OK – you are OK
Smoothing Non-assertiveness
I am OK – you are not OK Forcing Aggressiveness
I am OK – you are OK Confronting Assertiveness
 Interpersonal Effectiveness

A helps people understand various ego states, which

ultimately enhances their relationships. Using TA,
managers can quickly identify the ego states of
people involved in a particular communication. When
a person can understand himself and others, he
becomes more efficient, self-assured, and self-
confident. Hence, the organization becomes more
effective with better interpersonal relationship and
understanding.
 Diagnosis and Treatment of Psychological Disorders

• Various kinds of psychological disorders can be analyzed and

cured with the help of TA. It offers healing methods for
everyone: individuals, groups, families, and couples.
Transactional analysis in organizational behaviour explains the
psychological structure of people. It uses one of the best-known
models, i.e., the ego-state (Parent-Adult-Child) model, to
achieve this objective. This model helps realize how people
perform their functions and convey their behaviours to others. It
also brings forward the concept of “Life Script,” i.e., a story that
an individual forms about his life to find out the answers to
questions like “How do I move forward in life?” and “What type
of person am I?”. So, TA provides a theory of psychopathology.
 Education

• Educators utilize basic concepts of transactional

analysis to help their students understand their
behaviour as well as the behaviour of others.
Undergraduates and postgraduates can learn more
effective methods of communication and mutual
attention through TA. Educators use fundamental
transactional analysis concepts to create a universal
understanding of personality. TA work applies to
different areas of learning and brings together
various learning practices.
 Leadership

• Managers generally restrict their choice of leadership

style when they interact through a single ego state. For
example, a person with a dominant parent ego will
adopt an autocratic manner. The free-rein technique
can be applied if the child state is leading. But, when a
supervisor feels “I am OK-You are OK” and has
attained a fully grown adult state, he will first gather
information before choosing a leadership style. The
style selected by the adult state will give flexibility to
employees to take part in decision making activities.
 The Nature of People and
The Theory of Counseling
TA theory is a statement about human personality
TA and Self Awareness interpersonal relationships

&
Winners and Losers JOHARI Module
Core of personality

Structural Analysis Analyze a person’s

personality

Life Positions Four possible life positions

The Nature of People and The Theory of Counseling

Transaction What people do and say

to each other

Script Analysis The life dramas people

play out

Games and Strokes Ulterior transactions

leading to payoff
 TA and Self Awareness

The interpersonal relationships are composed of inter self.

• Self is the core of personality pattern which provides
integration.
• Self awareness is an important concept, it describes the self in
terms of image, both conscious and unconscious.
• Joseph Luft and Harrington have developed a diagram to look
at one’s personality including behaviours and attitudes that
can be known and unknown to self and known and unknown
to others.
• This diagram is known as the JOHARI WINDOW.
• It comprising of 4 parts.
 Johari Window

• The Johari Window model is a simple and

useful tool for illustrating and improving self-
awareness, and mutual understanding between
individuals within a group.
• The Johari Window model can also be used to
assess and improve a group's relationship with
other groups.
 Founders

• The Johari Window model was devised by

American psychologists Joseph Luft and Harry
Ingham in 1955, while researching group
dynamics at the University of California Los
Angeles.
• The model was first published in the Proceedings
of the Western Training Laboratory in Group
Development by UCLA Extension Office in
1955, and was later expanded by Joseph Luft.
 Formation of Name

• Luft and Ingham called their Johari Window

model 'Johari' after combining their first
names, Joe and Harry. In early publications the
word appears as 'JoHari'.
 Influence Today the Johari

Window model is especially relevant due to

modern emphasis on, and influence of
• Soft skills
• Behaviour
• Empathy
• Cooperation
• Inter-group development
• Interpersonal development
 Use of Johari Model

The Johari Window soon became a widely used

model for
understanding and training self-awareness,
personal development,
improving communications,
interpersonal relationships,
group dynamics,
team development
and intergroup relationships.
 What actually Model Represents

• The Johari Window model is also referred to

as a 'disclosure/feedback model of self
awareness', and by some people an
information processing tool
• The Johari Window actually represents
information - feelings, experience, views,
attitudes, skills, intentions, motivation, etc
within or about a person - in relation to their
group, from four perspectives.
 Areas of Model

•The four Johari Window perspectives are called

'regions' or 'areas' or 'quadrants'. Each of these
regions contains and represents the
information - feelings, motivation, etc –
known about the person, in terms of whether
the information is known or unknown by the
person, and whether the information is known
or unknown by others in the group.
 Johari window four quadrants

1. what is known by the person about him/herself and is

also known by others - open area, open self, free area,
free self,
2. what is unknown by the person about him/herself but
which others know - blind area, blind self, or 'blindspot‘.
3. what the person knows about him/herself that others do
not know - hidden area, hidden self, avoided area,
avoided self
4. what is unknown by the person about him/herself and is
also unknown by others - unknown area or unknown
self.
• Johari quadrant 1
• Johari region 1 is also known as the 'area of
free activity'. This is the information about the
person - behaviour, attitude, feelings, emotion,
knowledge, experience, skills, views, etc
known by the person ('the self') and known by
the group ('others').
• Johari quadrant 2 Johari region 2 is what is
known about a person by others in the group,
but is unknown by the person him/herself.
• Johari quadrant 3
• what is known to ourselves but kept hidden
from, and therefore unknown to others.
Johari quadrant 4
• It contains information, feelings, talent
abilities, aptitudes, experiences etc, that are
unknown to the person him/herself and
unknown to others in the group.
 Unknown factors

• an ability that is under-estimated or un-tried through

lack of opportunity, encouragement, confidence or
training.
• a natural ability or aptitude that a person doesn't realise
they possess
• a fear or aversion that a person does not know they
have
• an unknown illness
• repressed or subconscious feelings
• conditioned behaviour or attitudes from childhood
 Winners and Losers

The
psychiatrist Eric Berne created transactional
analysis for psychotherapy and authored 8
books on psychiatry and human psychology,
the most famous is the 1964 Games People
Play. Berne defines a winner has having four
key qualities:
• A winner fulfills his contract with the world
and with himself.
• A winner says, “I made a mistake, but it won’t
happen again.”
• A winner knows what he’ll do next if he loses,
but doesn’t talk about it.
• A winner says, “I won’t let that happen again,”
and doesn’t.
“A winner is defined as a person who fulfills his
contract with the world and with himself. That
is, he sets out to do something, says that he is
committed to doing it, and in the long run does
it. […] If he accomplishes his goal, he is a
winner.”
Eric Berne
A Winner Has A Plan If He Loses
“The best way to tell a winner from a loser is
this: a winner is someone who knows what
he’ll do next if he loses, but doesn’t talk about
it; a loser is one who doesn’t know what he’ll
do if he loses, but talks about what he will do
if he wins.”

Eric Berne
 Structural Analysis

The process of analyzing personality in terms of ego

states is called structural analysis. Eric Berne defined
an ego state as a consistent pattern of feeling and
experience directly related to a corresponding
consistent pattern of behavior.
Organizational structure
Process structure
Motivational structure
Social structure
Physical structure
 Structural Analysis

Structural analysis of social behavior (SASB) is

a model that can be used to assess
interpersonal and intrapsychic interactions in
terms of three underlying dimensions: (a)
focus (other, self, introject), (b) affiliation-
hostility (love-hate), and (c) interdependence-
independence (enmeshment-differentiation).
Assessment of individuals or groups in terms
of these dimensions
Life Positions
1. The I’m OK—You’re OK position is known as the healthy position and is generally
game-free. It is the belief that people have basic value, worth, and dignity as human
beings. That people are OK is a statement of their essence, not necessarily their
behaviour. This position is characterized by an attitude of trust and openness, a
willingness to give and take, and an acceptance of others as they are. People are
close to themselves and to others. There are no losers, only winners.
2. The I’m OK—You’re not OK is the position of people who project their problems
onto others and blame them, put them down, and criticize them. The games that
reinforce this position involve a self-styled superior or one-up (the “I’m OK”) who
projects anger, disgust, and scorn onto a designated inferior, or scapegoat (the
“You’re not OK”). This position is that of the person who needs an underdog to
maintain his or her sense of “OKness.”
3. The I’m not OK—You’re OK is known as the depressive or one-down position and is
characterized by feeling powerless in comparison with others. Typically such people
serve others’ needs instead of their own and generally feel victimized. Games
supporting this position include “Kick me” and “Martyr”—games that support the
power of others and deny one’s own.
4. The I’m not OK—You’re not OK is known as the position of hopelessness, futility and
frustration. Operating from this place, people have lost interest in life and may see life
as totally without promise. This self-destructive stance is characteristic of people who
are unable to cope in the real world, and it may lead to extreme withdrawal, a return to
infantile behaviour, or violent behaviour resulting in injury or death of themselves or
others.
Eric Berne – Transaction
 Analysis of Ego States

• • The ego plays an important role in human behaviour.

• People interact with each other in terms of psycological
positions or behavioural patterns known as ego states.
• Ego states are person’s way of thinking, feeling and behaving
at any time.
• There are 3 important ego states.
• Ego states: child, adult and parent.
• A person of any age have these ego states in varying degree.
• A healthy person is able to move from one ego state to
another.
• The ego states Parent Adult Child personality
• 1. parent ego state: The parent ego state means that the
values, attitudes and behaviours of parents an integral
part of the personality of an individual. These people
tend to talk to people and treat others like children. The
characteristics of a person with parent ego state are:
• Judgmental
• Rule maker
• Moralising
• Over protective
• indispensable
2. Adult ego state: The adult ego state is authentic, direct, reality
based, fact seeking and problem solving. They assume that
human beings as equal, worthy and responsible. The process of
adult ego state formation goes through one’s own experiences
and continuously updating attitudes left over from childhood.
People with adult ego state, gather relevant information,
carefully analyse it, generate alternatives and make logical
choices.
• [Link] ego state: the child ego state is characterized by very
immature behaviour. The important features of child ego state
are creativity, anxiety, depression, dependence, fear, joy,
emotional sentimental etc.
[Link] 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.
• Transactional analysis can help us to determine which ego
state is most heavily influencing our behaviour and the
behaviour of the other people with whom we interact.
 Types of Transaction
Complementary Transactions
This is a
complementary
P P transaction because
the employee
accepts the child ego
A A state assigned to him
by the manager and
responds in child ego
C C state.

MANAGER EMPLOYEE
“You’re three hours late, I “I’m really sorry, I slept
want an explanation.” through the alarm, it won’t
happen again, I promise.”
 Crossed Transaction

This is a crossed transaction

because although the
P P manager, parent ego state,
attempted to address the
employee as a child, the
A A employee refuses this ego
state and responds in adult
ego state to the manager’s
C C ego state.
A crossed transaction is any
transaction where the
MANAGER EMPLOYEE person being spoken to
refuses the ego state they
“You’re three hours “Oh, didn’t you get
are assigned by the first
late, I want an held up by that
speaker.
explanation.” crash on the
motorway as well?”
 Angular Transaction
This is an Angular
Transaction because the
P P sales person is talking on
more than one level,
appearing to address the
A A customer’s Adult ego
state but trying to hook
the customer’s Child ego
C C state, because the Child is
impulsive and may be
seduced by the 50% off
SALES the iPod and buy it! This
CUSTOMER is what happens, and the
PERSON
customer answers in
“That’s the latest iPod “Wow, that’s Child ego state and buys
and there’s 50% off at the amazing – I’ll take the iPod!
moment, if you are one!”
interested”
 Duplex Transaction
This is a Duplex Transaction
P P because the whole interaction
is working on two levels. Both
Social Level people are pretending to
A A
address Adult ego state and
be in Adult ego state but they
Psychological Level are both in Child ego state and
want to address Child ego
C C state but can’t because of
social norms and manners.

ATTRACTIVE BOY ATTRACTIVE

GIRL
“Do you come “No, not really,
here often?” do you?” Wish
Whoar, you’d just
you’re kiss me!
gorgeous
 Games
• Games are certain socially dysfunctional behavioural patterns.
• Games are “sets of ulterior transactions, repetitive in nature, with a well-defined psychological
payoff.”
• These repetitive, devious transactions are principally intended to obtain strokes, but instead they
reinforce negative feelings and self-concepts, and mask the direct expression of thoughts and
emotions.
• In his book Games People Play, Berne describes a series of games and gave them recognizable names
as:
a. "Why Don't You, Yes But"
b. "Now I've Got You, You SOB"
c. "I'm Only Trying To Help You".
d. Why is this always happening to me etc.
• Games involve us saying one thing and doing another in an attempt to achieve intimacy, but resulting
in a reinforcement of a negative belief we have about ourselves. Berne wrote a formula for how this
happens and he called it formula G: C + G = R > S > X > P
• Con + Gimmick = Response > (then can pull) Switch > (which causes) X Crossup > (then both can
claim their) Payoff
 Strokes
• We communicate with other people by giving strokes.
• Strokes are the units of interpersonal recognition, to survive and
thrive
• A stroke is the basic unit of communication.
• A stroke can be

a. positive
b. negative
c. conditional
d. unconditional
• Strokes are fundamental units of social action.
• Eric Berne defined a stroke as the “fundamental unit of social
action”. A stroke is a unit of recognition, when one person
recognizes another person.
• A stroke can be physical, verbal or non-verbal and so could be a
hand shake, a compliment or a nod of the head. It could also be a
“Hello”, “Go away!” or a dismissive wave of the hand. All of
these acknowledge that the other person exists.
• It based on the work of Rene Spitz who observed that infants
deprived of cuddling, touching and handling (in other words, not
receiving any physical strokes) were more likely to experience
emotional and physical difficulties.
• Berne took Spitz’s observations of infants and developed
theories about the needs of adults for strokes.
• Adults do need physical contact just like infants, but
have learned to substitute other types of recognition
for physical stimulation.
• Berne defined this requirement of adults to receive
strokes by the term “recognition-hunger” or “stroke-
hunger”.
• We are all desperately seeking strokes from others
and that a lot of what we do is in order to be stroked.
 Assertiveness Training
Assertiveness training can be an effective treatment for
certain conditions, such as depression, social anxiety,
and problems resulting from unexpressed anger.
Assertiveness training can also be useful for those
who wish to improve their interpersonal skills and
sense of self-respect.
Assertiveness is the quality of being confident, self-
assured and forceful without being aggressive or
negative. It's not only a personality trait but also a
professional skill that people can develop through
training. As a manager or human resources specialist,
you can implement assertiveness training to empower
your workforce and better enable employees to
contribute positively to the organization
Assertiveness training is a type of behavioral
therapy or skills development program that
teaches individuals how to behave more boldly
and self-confidently.
 Strategies of assertive training

• Identifying needs and goals

• Identifying and setting boundaries
• Managing emotions
• Expressing opinions respectfully
• Communicating clearly and honestly
• Expressing various emotions calmly but openly
• Types, stages and skills of negotiation
• Persuasion
• Empathy
 Benefits of Assertiveness
Assertiveness training can provide numerous benefits to employees, managers and enterprises
alike
• Gain self-confidence and self-esteem
• Gain a sense of empowerment
• Understand and recognize the feelings
• Earn respect from others
• Improve communication
• Create win-win situations
• Improve your decision-making skills
• Create honest relationships
• Gain more job satisfaction
• Improved productivity
• Clearer communication
• Better conflict resolution- Stress reduction
• Better engagement
• Fairness/ Healthy boundaries
• Better Awareness of Your Thoughts, Opinions, and Emotions
 Components of Assertive Behavior
• Eye contact
• Minimize conflict
• Facial expression
• Empathy
• Gesture
• Hold your body upright
• Identifying needs and goals
• Setting boundaries
• Speak clearly and calmly
• Stronger relationships
 Measuring Assertiveness

The Rathus Assertiveness Scale (RAS)was

designed to measure a person's level of
assertiveness. It is also an instrument for
measuring behavioral change in assertion
training. The RAS provides a score and a
percentile for interpretation. The RAS was
developed in 1973 by Spencer Rathus
 Handling Fear
Increase, Enhance and Model Self Awareness
Learn, Practice and Promote Emotional Intelligence
Resources and Decision Making
Model “Transparency
Reduce Work Load
Change your mindset. One step to overcoming fear is to change
your mindset from a fixed mindset to a growth mindset
Reflect on your fears
Brainstorm solutions.
Change your attitude
Practice self-care
Be proactive.
Get help if needed
• Frustration
• Powerlessness
• Lack of control
• The frenetic pace of life
• No time for reflection
• Doing’ not ‘being
• Toxic environment
• Emotional withdrawal
• Loss of identity
• Disengagemenent
 Handling anger

Anger is a normal, healthy emotion, neither good

nor bad. Like any emotion, it conveys a message,
telling you that a situation is upsetting, unjust, or
threatening. If your knee-jerk reaction to anger is
to explode, however, that message never has a
chance to be conveyed. So, while it’s perfectly
normal to feel angry when you’ve been
mistreated or wronged, anger becomes a problem
when you express it in a way that harms yourself
or others.
 Effects of anger
 Physical health
 Mental health
 Career
 Relationships
Anger is a universal emotion, and, no matter
what you do, it's important to know how to
deal with angry people calmly and assertively.
 Manage of Anger

Anger is a weakness but people think of it as a strength

• Think before you speak. In the heat of the moment, it's
easy to say something you'll later regret. ...
• Once you're calm, express your concerns. ...
• Get some exercise. ...
• Take a timeout. ...
• Identify possible solutions. ...
• Stick with 'I' statements. ...
• Don't hold a grudge. ...
• Use humor to release tension.
• Think before the words come out
• Practice relaxation techniques
• Identify your triggers
• Move your body
• Inject some humor into the situation
• Seek professional help
 Developing assertive behavior skill

Assertiveness skills are communication

strategies that allow you to convey information
and ideas in an open and direct way while
maintaining respect for the people to whom
you're speaking
 Developing assertive behavior skill

 Language
 Define boundaries
 Managing emotions
 Be open to criticism and compliments
 Identifying needs and goals
 Communication
 Discuss assertive behaviors
 More confidence
 Communicate your needs confidently
 Nonverbal communication
 Be simple and direct
 Feel confident in social situations
 Define assertiveness
 Active listening
 Express yourself positively
 Practice eye contact
 Believe in yourself
 Examples of Assertiveness Skills

 Respect
 Honesty
 Accountability
 Self-control

Highlights of assertiveness skills

• Verbal and written communication

• Leadership
• Conflict management
• Collaboration
• Problem-solving
• Team-building
 Improve assertiveness skills

 Practice your delivery

 Share your thoughts
 Maintain control of your emotions
 Identify your communication style
 Listen actively
 Seek support
 Assertiveness on Job

Assertiveness is an emotion that enables professionals

to express their opinions and respect their
colleague's perspectives. Employees can defend
their ideals while maintaining positive connections
with teammates and managers.
Assertiveness at the workplace means being positive
and confident in communicating your opinions,
suggestions, challenges, and desires. It means
making yourself and your points clear in front of
colleagues.
 Assertiveness in Interpersonal Relations

Power struggles are a part of our daily life,

whether with a family member or a colleague.
When someone says something we disagree
with, we respond by either arguing, keeping
quiet or agreeing to disagree. How we choose
to respond most of the time, whether
aggressively, passively or assertively defines
our style of communication.
TA improves interpersonal relationship by providing
understanding of ego states of persons involved in
interaction. It emphasizes complimentary
transactions which ensure complete
communication and problem solving approach.
Since complementary transactions can be learned
by individuals in the organization, people can
improve interpersonal relations through TA. The
effective managers may be able to analyze
transactions with employees in the organization.
 Assertiveness is the ability to stand up
for yourself and your rights, while also
respecting the rights and opinions of others. It
is therefore crucial within a romantic
relationship, both to maintain your sense of
your own identity, and also for the relationship
to thrive and be healthy.
 More confidence
 Understand and recognize your feeling
 Benefits of being assertiveness
 Personal boundaries
 Assertive people enjoy their life more
 Communication
 Resolving conflict
 Aggression
 Life Script

The script is a life plan, made when we are growing up.

It is like having the script of a play in front of us - we
read the lines and decide what will happen in each act
and how the play will end. The script is developed
from our early decisions based upon our life
experience. We may not realise that we have set
ourselves a plan but we can often find this out if we
ask ourselves what our favorite childhood story was,
who was our favorite character in the story and who
do we identify with. Then consider the beginning,
middle and end of the story.
 TA Application in Motivation

TA can be applied in motivation where it helps in

satisfying human needs through complementary
transactions and positive strokes. Managers can
enrich jobs for people by helping them to engage in
kinds of activities that give them more positive
strokes. It emphasis strokes from the intrinsic value
of the work, rather than depending entirely on strokes
from outside (extrinsic). The job enrichment in this
case means increasing the number of intrinsic strokes
gained from the work activity.
 TA Application in Motivation

Exploring the potential of Bern's Transactional Analysis in

employee motivation
Employee motivation plays a crucial role in driving
productivity, engagement, and overall success within
organizations. As businesses strive to create a positive
work environment, managers and leaders
continuously seek effective methods to motivate their
employees
Can Bern's Transactional Analysis be effectively utilized
to motivate employees in the workplace
 Enhancing Self-Awareness

Transactional Analysis encourages individuals to gain a deeper

understanding of their own motivations and behaviours. This
self-awareness can empower employees to identify factors that
drive their motivation and align their work with personal and
professional goals.
 Improving Communication

• By recognizing and understanding the different ego

states in themselves and others, employees can
develop better communication skills. This can result
in improved collaboration, conflict resolution, and
overall team dynamics, which positively impact
motivation levels.
 Building Trust and Empathy

• Transactional Analysis emphasizes the importance of

creating a supportive and empathetic environment.
When employees feel understood and appreciated,
their motivation and job satisfaction tend to increase.
Building trust within teams fosters a sense of
belonging and encourages individuals to take
ownership of their work.
 Leadership & Teamwork
• The concept of leadership carries many different connotations
and is often viewed as synonymous
• with other, equally complex concepts—such as power,
authority, management, administration, and
• supervision
The Five-Dimensional Leadership Competence Model
 Transformational
 Transactional
 Organic
 Contemporary
 Ethical
• Builds work environment/Creates A Better Work Environment
• Morale
• Decision-making
• Guidance
• Influencing employees
• Confidence
• Improves Communication
• Increases Efficiency
• Motivates Employees
 Effective Leader

• Empath
• Communication
• Active Listening
• Innovation and Creativity
• Critical Thinking
• Motivation
• Relationship Building
• Decision-Making
A team is a group of people who collaborate on
related tasks toward a common goal
Teamwork involves a set of interdependent
activities performed by individuals who
collaborate toward a common goal.
 TA in Counseling

Transactional analysis is a psychoanalytic theory and

method of therapy wherein social interactions (or
"transactions") are analyzed to determine the ego
state of the communicator (whether parent-like,
childlike, or adult-like) as a basis for understanding
behavior
Transactional analysis, often used by counselors and
clinicians to address issues currently faced by the
person in treatment, can be an effective tool in the
treatment of emotional and relationship difficulties.