INTER GROUP INTERVENTION

GROUP MEMBERSGEORGE VARGHESE- 11MBA0007 JENNY ANGELINA- 11MBAOO13 REMIZ GEORGE- 11MBA0029 NEETIKA KALYANI- 11MBA0043 MEGHA BALACHANDRAN-11MBA0065 PRITAM DAS- 11MBA0075 ROHAN KOIPPALLIL- 11MBA0091 RIA ROY -11MBA0093 NIDISH KOSHY- 11MBA0100

INTRODUCTION

Inter Group Intervention intends to increase communications 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. Inter-group interventions are integrated into Organizational Development programs to facilitate cooperation and efficiency between different groups within an organization.

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 interactions between work- related groups.

To reduce the amount of dysfunctional competition. And to replace a narrow-minded independent point of view with an awareness of the necessity for interdependence of action calling on the best efforts of both the groups.

What Intervention does ?

Identify problems of intergroup conflict and suboptimization. Experience negative effects of competition on organization effectiveness.

What Intervention does ?

Observe and develop strategies for collaborative intergroup relations. Diagnose causes of cooperative versus competitive group relations.

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.

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.

Techniques to Deal with Intergroup Problems

Deal with conflicts openly to manage tensions. OD techniques include: Third-party consultation. Organization mirror. Intergroup team building.

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 is source of emotional support and skills.

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 and formulating solutions.

INTERGROUP TEAM BUILDING STEPS

OD methods provide ways of increasing intergroup co- operation and communication. The steps are: The leader of the two groups are met with a consultant and are asked if they want a better mechanism to improve the inter-group relations. If yes, the groups meet in separate rooms and build two lists.

The two groups come together to share each other the information on the list. Now the groups return to their separate meeting places and discuss the areas of disagreement 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, they together list the issues which should be resolved.

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 teambuilding activity to monitor it. The two groups come back together and share their list. After comparing it, they together list the issues which should be resolved.

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 teambuilding activity to monitor it.

INTER GROUP COOPERATION

Much effort has been made to indentify sources of group co-operation rather than conflict Realistic Conflict Theory- suggests that the existence of super ordinate goals and cooperation reduces intergroup hostility also avoidance of mutually exclusive goals Social Identity Theory- suggests that hostility will be reduced if inter group stereotypes become less derogatory and polarized and legitimized non- violent forms of intergroup competition exist

TECHNIQUES FOR INTERGROUP INTERVENTION:

Dealing with conflicts openly provides a way to manage tension creatively. OD techniques for dealing with intergroup problem include third-party consultation, the organization mirror, and intergroup team building.

Third Party Consultation: -Use a third party, usually an outside, practitioner, to help open communications, level power, and confront problems between groups. -The third party provides diagnostic insight, is nonevaluative, and is a source of emotional support and skills.

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.

Intergroup Team Building: - Key members of conflicting groups meet to work on issue of interface. - The meeting usually involves the following steps: Step 1. Working separately. Two work groups makes three lists: How we see ourselves How we think the other group sees us How we see the other person

Step 2. Meeting with the other group, a spokesperson from each group presents their lists. Step 3. Group meet separately to discuss the information Step 4. Subgroups of five or six are formed by mixing members of the two groups. Their objective is to develop problemsolving alternatives with action plans. Step 5. A follow-up meeting is held to evaluate progress

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