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Intergroup Intervention

Intergroup intervention aims to reduce dysfunctional competition and promote cooperation between work groups through increased communication and interaction. It seeks to replace independent thinking with an awareness of interdependence. Activities are designed to improve group effectiveness and identify sources of conflict stemming from different objectives or inaccurate communication. Techniques include organizational mirroring, where groups provide feedback on perceptions of each other, and intergroup team building, where subgroups from different groups work to develop solutions. The overall goal is to manage inevitable conflicts in a way that satisfies both self-interests and the interests of others.

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0% found this document useful (0 votes)
415 views12 pages

Intergroup Intervention

Intergroup intervention aims to reduce dysfunctional competition and promote cooperation between work groups through increased communication and interaction. It seeks to replace independent thinking with an awareness of interdependence. Activities are designed to improve group effectiveness and identify sources of conflict stemming from different objectives or inaccurate communication. Techniques include organizational mirroring, where groups provide feedback on perceptions of each other, and intergroup team building, where subgroups from different groups work to develop solutions. The overall goal is to manage inevitable conflicts in a way that satisfies both self-interests and the interests of others.

Uploaded by

ernest liberty
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Intergroup Intervention

introduction

• Intergroup intervention intends to increase communication and interactions


between work related groups to reduce the amount of dysfunctional competition
and to replace a parochial independent point of view with an awareness of the
necessity for interdependence of action calling on the best efforts of both the
groups.

• Intergroup intervention are integrated into organizational development programs to


facilitate cooperation and efficiency between different groups within an organisation.
Objectives
• It replace a narrowminded independent point of view with an awareness of the necessity for
interdependence of action calling on the best efforts of both groups involved.

• The focus on the joint activities and output in intergroup intervention is considered and a single unit.

• To increase communication and interactions between work-related groups.

• Activities in intergroup intervention are designed to improve the effectiveness of independent groups.

• When two or more groups come together it is called organizational mirroring.

• To reduce the amount of dysfunctional completion


Purposes of intergroup interventions.

• Identifies problems of intergroup conflict and sub-optimisation.

• It dispose negative effects of completion on the organization


effectiveness.

• Observe and develop strategies for collaborative intergroup relations.

• Diagnose causes of cooperative versus competitive groups relations.


Reasons for intergroup conflicts

• Differences in objectives, values, effects, and interests occur between


groups.

• Inaccurate communication and stoppage of feedback and data input.

• the dysfunctional conflict can be reduced with and emphasis placed


on collaboration and cooperation
Managing conflict

• Conflict cannot be eliminated in organisations but managed.

• In managing conflicts it requires understanding the basic conflict


styles used in dealing with conflicts which are the desire to satisfy self
and the desire to satisfy others.
Intergroup cooperation.
• Much effort has been made to identify sources of group cooperation rather than conflict.

• Realistic conflict theory. This theory suggest that the existence of a super ordinate goals
and cooperation reduce intergroup hostility and also avoidance of mutually exclusive
goals.

• Social identity theory, it says that hostility will be reduced if intergroup stereotypes
become less derogatory and polarized and legitimized non-violent forms of intergroup
competition exists.
Techniques for intergroup problems

• Dealing with conflicts openly provides a way to manage tension


creatively.

• Organisational development techniques for dealing with intergroup


problems involve third-party consultation. The organisation mirror,
and intergroup team building.
Organisational mirror

• Provides with feedback on how other elements of organisations view


them

• Groups meet together to process data with objective of identifying


problems and formulating solutions
Intergroup team building
• Organisational development provides methods ways of increasing intergroup cooperation and
communication.

• It involves steps which are as follows:

• Step 1

Working separately to make three lists:

List of how they perceive each other

List of how they are perceived

List of we perceive ourselves.


• Step 2
 Meeting with the other groups, a spokesperson from each group presents
their lists,
• Step 3
Group meeting to discuss the information.
• Step 4
Subgroups are then formed by mixing members of the groups with an
objective to develop a problem solving alternatives with action plan
• Step 5
A follow up meeting is done to evaluate progress
Third party consultation.

• The use of an outside practitioner to help open communications level power,


and confront problems between groups
• The third party provides diagnostic insight, is non-evaluative and is a source of
emotional support and skills.

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