The reaction of people to a management problem cannot always be anticipated. But, we can predict the kind of responses our interventions may evoke from people. How? The answer is –with the help of transactional analysis.
When people interact in assertive or non-assertive ways, there is a social transaction in which one person responds to another. The study of these social transactions between people is called transactional analysis. It is a method of analyzing and understanding behaviour. Transactional analysis was developed by ERIC BERNE for psychotherapy in the 1950s. It was popularized by Berne’s book ‘Games People Play (1964)’, the writings of Thomas Harris, Muriet James and Dorothy Jougeward and Abe Wagner. Jougeward and Wagner have shown how the concepts of transactional analysis can be applied to organizations.
Objective- The objective of transactional analysis (TA) is to provide better understanding of how people relate to one another so that they may develop improved communication and human relationships.
TA is are outgrowth of earlier Freudian psychology Sigmund. Freud was the first to suggest that there are 3 sources within the human personality that stimulate, monitor and control behaviour. The Freudian ego and superego are important concepts, but their definitions are difficult to understand or apply without extensive training in psychotherapy. Thus, one of the major contributions of TA theorists is that they have, in a sense, borrowed from Freud but have put some of his concepts into a language that everyone can understand and without being trained psychiatrists, can use for diagnostic purpose in understanding why people behave as they do.
According to TA, a transaction is a stimulus plus a response. For eg. , if we praise somebody, that’s a stimulus. The thanks which that person gives in return is the response. Thus, transactions take place between people. They can also take place between the