Beruflich Dokumente
Kultur Dokumente
Intergroup Development
Interventions
Chapter 11
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Learning Objectives
(part 1 of 2)
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Learning Objectives
(part 2 of 2)
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Changing Relationships in
Todays Organizations
Managers concentrate efforts on shared
responsibilities among work teams.
Organizations create situations of team
interdependence.
OD interventions aim at developing effective
working methods between teams.
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(part 2 of 3)
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(part 3 of 3)
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Figure 11.1
Factors Involved in Conflict
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Suboptimization
Suboptimization occurs when group optimizes
its own subgoals but loses sight of larger
organizational goals.
Intergroup competition involves groups with
conflicting purposes or objectives.
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OD in Practice
(part 2 of 2)
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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:
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Figure 11.2
Conflict Styles
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of 2)
Avoiding - low concern for self and others.
2.
3.
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of 2)
Compromising - moderate concern for self
and others.
5.
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Third-party consultation.
Organization mirror.
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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 is
source 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 and
formulating solutions.
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Table 11.1
Sample Intergroup Meeting Listing
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