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Techniques to deal with intergroup problems (Techniques (O' Mirror…
Techniques to deal with intergroup problems
dealing with conflicts openly provides a way to manage tensions creatively
the OD practitioner deals with intergroup conflict by seeking interventions that increase interaction, negotiation and more frequent communication between groups
OD intergroup techniques seek to identify areas of commonality and meta goals - the emphasizing the win-win aspects of the situation
Techniques
O' Mirror
third party obtains specific information from other groups that the host group contacts daily
host group observe from outside 'fishbowls'
units meet together to process data with objective of identifying problems and formulating solutions
host group allowed to seek clarification but may not argue
this intervention is designed to improve relationships between teams and increase effectiveness
a technique designed to give work units feedback on how other elements or customers of the O' view them
the o' mirror provides a means for a work team to improve its operating relationships with other groups
it allows the team to obtain feedback on what it is doing, identify key problems and search for specific ways to improve its operating efficiency
Intergroup team building / confrontation
the meeting usually involves the following 5 steps
meeting with other group, person from each group presents their lists
groups meet separately to discuss discrepancies in perception and react to the feedback
Make introspective lists
: when there are intergroup operating problems between two work groups, each group makes three lists before the two groups meet together
how we see ourselves
how do we think the other department sees us
how do we see the other department
subgroups formed by mixing members of two groups. Develop action plans, assign responsibilities and develop follow-up activities
a follow-up evaluation meeting held
the key members of conflicting groups meet to work on issues or interface
Third-Party Consultation
Confrontation of the conflict is a basic feature of this technique
Confrontation : refers to the process in which the parties directly engage each other and focus on the conflict between them
Third-party : usually an outside practitioner
the third party attempts to make interventions that will open communications, equalize power and confront the problems
basic features
ensuring mutual motivation
achieving balance in situational power
confrontation
coordinating confrontation efforts
developing openness in communication
maintaining an appropriate level of tension