inter group intervention

7/27/2019 Inter Group Intervention

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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 workrelated 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 cooperation 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

inter group intervention

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