inter group intervention
TRANSCRIPT
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INTER GROUP
INTERVENTION
GROUP MEMBERS-
GEORGE VARGHESE- 11MBA0007
JENNY ANGELINA- 11MBAOO13REMIZ GEORGE- 11MBA0029
NEETIKA KALYANI- 11MBA0043
MEGHA BALACHANDRAN-11MBA0065
PRITAM DAS- 11MBA0075ROHAN KOIPPALLIL- 11MBA0091
RIA ROY -11MBA0093
NIDISH KOSHY- 11MBA0100
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INTRODUCTION
Inter Group Intervention intends to increasecommunications and interactions between workrelated groups to reduce the amount ofdysfunctional competition and to replace a
parochial independent point of view with anawareness of the necessity for interdependenceof action calling on the best efforts of both thegroups.
Inter-group interventions are integratedinto Organizational Development programs tofacilitate cooperation and efficiency betweendifferent groups within an organization.
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OBJECTIVES
Activities designed to improve the
effectiveness of independent groups.
They focus on joint activities and output is
considered as a single system.
When more than two groups are involved, the
activities are called organizational mirroring.
To increase communication and interactionsbetween work- related groups.
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What Intervention does ?
Identify problems of intergroup conflict and
suboptimization.
Experience negative effects of competition on
organization effectiveness.
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What Intervention does ?
Observe and develop strategies for
collaborative intergroup relations.
Diagnose causes of cooperative versus
competitive group relations.
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REASONS FOR INTER GROUP
CONFLICTS
Differences in objectives, values, efforts, and
interests occur between groups.
Inaccurate communication and stoppage of
feedback and data input.
The dysfunctional nature of the conflict can be
reduced with an emphasis placed on
collaboration and cooperation.
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MANAGING CONFLICT
Organizational conflict does not need to be
eliminated but instead managed.
Diagnosing conflict involves learning basic
conflict styles used in dealing with conflict:
Desire to satisfy self.
Desire to satisfy others.
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Techniques to Deal with Intergroup
Problems
Deal with conflicts openly to manage tensions.
OD techniques include:
Third-party consultation.
Organization mirror.
Intergroup team building.
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Third-Party Consultation
Uses third party, usually outside practitioner, to
help open communications, level power, and
confront problems between groups.
Third party provides diagnostic insight and issource of emotional support and skills.
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Organization Mirror
Gives feedback to teams on how other elements
of organization view them.
Units meet together to process data with
objective of identifying problems andformulating solutions.
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INTERGROUP TEAM BUILDING
STEPS
OD methods provide ways of increasingintergroup co- operation andcommunication. The steps are:-
The leader of the two groups are metwith a consultant and are asked if theywant a better mechanism to improve theinter-group relations.
If yes, the groups meet in separaterooms and build two lists.
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The two groups come together to shareeach other the information on the list.
Now the groups return to their separate
meeting places and discuss the areas ofdisagreement and friction. Then they makes a list of priority issues
which is usually much smaller than the
previous one. The two groups come back together and
share their list. After comparing it, theytogether list the issues which should be
resolved.
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They set priorities and together they take
action for resolving the problem.
The groups or the leaders assess how
the group are doing there action plan.They follow up the intergroup team-
building activity to monitor it.
The two groups come back together andshare their list. After comparing it, they
together list the issues which should be
resolved.
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They set priorities and together they
take action for resolving the problem.
The groups or the leaders assess how
the group are doing there action plan.
They follow up the intergroup team-
building activity to monitor it.
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INTER GROUP CO-
OPERATION
Much effort has been made to indentifysources of group co-operation rather thanconflict
Realistic Conflict Theory- suggests that theexistence of super ordinate goals andcooperation reduces intergroup hostility alsoavoidance of mutually exclusive goals
Social Identity Theory- suggests that hostilitywill be reduced if inter group stereotypesbecome less derogatory and polarized andlegitimized non- violent forms of intergroup
competition exist
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TECHNIQUES FOR INTER-
GROUP INTERVENTION:
Dealing with conflicts openly provides a way to
manage tension creatively.
OD techniques for dealing with intergroup
problem include third-party consultation, theorganization mirror, and intergroup team
building.
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Third Party Consultation:
-Use a third party, usually an outside,
practitioner, to help open communications,
level power, and confront problems betweengroups.
-The third party provides diagnostic insight, is
nonevaluative, and is a source of emotionalsupport and skills.
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Organizational Mirror:
-Gives work units feedback on how other
elements of the organizational view them.
-The units meet together to process the data
with the objective of identifying problems and
formulating solutions.
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Intergroup Team Building:
- Key members of conflicting groups meet towork on issue of interface.
- The meeting usually involves the followingsteps:
Step 1. Working separately. Two work groupsmakes three lists:
How we see ourselves
How we think the other group sees us
How we see the other person
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Step 2. Meeting with the other group, aspokesperson from each group presents theirlists.
Step 3. Group meet separately to discuss theinformation
Step 4. Subgroups of five or six are formed bymixing members of the two groups. Their
objective is to develop problemsolvingalternatives with action plans.
Step 5. A follow-up meeting is held to evaluateprogress
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THANK YOU