INTERGROUP AND THIRD-PARTY PEACE MAKING INTERVENTIONS
PRESENTED BYAkhil Sood Himanshu Pandey Nikhil Shah Rohit Kumar
UNDER GUIDANCE OF:: OF Prof.. N.K. Prof Chaddha
When there is conflict among groups each groups describes the other in terms of negative stereotypes.
Interaction and communication between the groups decreases. d ecreases.
The
atmosphere at the workplace is full of conflicts and misunderstanding.
So two question arises…..
How can we implement conflictreducing mechanism?
How do we begin?
Intergroup Team-Building Interventions The
focus of this team building group of OD is on improving intergroup relations. OD methods provide ways of increasing intergroup co-opertion and communication. Blake,Shepherd Blak e,Shepherd and Mouton has developed activities applicable to stressed situations in the forms of steps.
Steps… The
leader of the two groups are asked ask ed if they want an ameliorative mechanism for the solution. 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 discuss the areas of disagreement and friction separately and makes a list of priority issues which is usually much smaller than the previous one.
The
two groups come back together and share there 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 intergr oup team-building activity to monitor it.
Third party Peacemaking InterventionWalt alton’ on’ss Appro Approach ach
Third party peacemaking interventionWalt alton’s on’s App Appro roach ach
Walton has presented a statement of theory and practice for third-party peace making interventions that is important in its own right and important for its role in organization development. Walton’ alton’ss method has a lot in common with group interventions but it is directed more towards, interpersonal conflict.
Third party peacemaking interventionWalt alton’s on’s App Appro roach ach
The basic feature of this third party peacemaking intervention is ‘Confrontat ‘Confrontation’ ion’ i.e. the two principals must be willing to confront the fact that conflict exists and that it has consequences on the effectiveness of the two parties involved. The third party must know how, when and where to utilize confrontation tactics that surface the conflict for examination.
Walton’ alton’ss model model for diagnosis of conflict conflict situation The model is based on four elements: The conflict issues. Precipitating circumstances. Conflict relevant acts. The consequences of the conflict. Apart from these four key elements of conflict diagnosis it is also important to know and differentiate the source of conflict.
Sources of Conflict Substantive Issues
Emotional Issues
Involves negative feelings Involves disagreements over policies and between the parties(e.g., practices, competitive anger,, distrust, scorn, anger bids for the same resentment, fear, resources and differing rejection). conceptions of roles and role relationships. Requires restructuring Require problem-solving perceptions and working and bargaining through negative behaviors between the feelings. principals.
Walton’s outline for productive confrontation(process of addressing conflict) Ø Mutual
positive motivation. Ø Balance of power. Ø Synchronization of confrontation efforts. Ø Differentiation and integration of different phases of the intervention must be well paced. Ø Conditions that promote openness should be created. Ø Reliable communicative signals. Ø Optimum tension in the situation .
Organizational Mirroring
Questions 1.Describe 1. Describe the organizational mirroring intervention and its intended use in creating positive change in the workplace.
2.Describe 2. Describe the steps and goals of the organizational mirroring process.
Set of activities in which host group receives feedback about how it is perceived and regarded from reps across organization Intended to improve intergroup intergroup relationships Different from inter-group team building intervention.
1.
Process 1. Host group asks key reps from interface group (customer-supplier groups) to meet and provide feedback 2. Pre- and post interviews by consultant to identify magnitude of issue(s), prep participants and answer their questions 3. At the actual session: 1.Opening 1. Opening remarks by manger of host group to set tone 2.Guests 2. Guests use fishbowl discussion to maintain natural flow; hosts listen 3.Hosts 3. Hosts fishbowl discuss, ask for clarification from guests 4.Subgroups 4. Subgroups of guests and hosts form to identify most important changes host group needs to make 5.Reconvene 5. Reconvene in large group to hear summaries of each sub group and form master task list
Partnering
PARTNERING
Used in situations where two or more entities are likely to incur unnecessary conflict and/or cost overruns.
A variation of team building buil ding and strategic planning plann ing
Objective is to form ‘ an effective problem finding/problem solving management team composed of personnel from both the parties, thus creating a single culture with one set of goals and objectives for the project.
Ideally, partnering involves all the functions in Ideally, i n the project, including engineering and design, site management, and home office support.
PARTNERING – A CASE
Army Corps of Engineers and a Case involved US Army Contractor
The Corps of Engineers selected the OD consultants.
A retreat at a natural site with participants including key managers from home offices, site managers from both the Corps and the contractor. contractor.
Workshop focused on “team-building, action research and planning including advanced conflict resolution methods, development of a shared vision, and strategic planning to demonstrate the utility of group decision making.
Lists were developed and shared showing both the ‘strengths’ and ‘problems’ of the Corps and the Contractor
PARTNERING – A CASE
Mixed groups, comprising members from both parties, selected one or more of the problems to diagnose further,, identified and evaluated possible courses of further action and made recommendations to the total group.
Mutual commitment to teamwork, equitable problem solving and open communication was made.
A follow-up workshop was held three months after project began.
At six months, “on-site data-gathering visits were conducted with follow-up workshops involving all the key players.
PAR ARTNER TNERING ING - APPRAISA APPRAISAL L
While partnering did not solve all of the problems that surfaced during the life of the various projects, high success rates have been reported, and participants tended to report “better results than on previous non partnered projects.”
As a result, partnering has been used on several other large government projects involving the Air Air Force, Navy, and NASA, and their contractors.
concluding comments…
Intergroup team building Intergroup b uilding , third party peacemaking, the organization mirror mirror and partnering are four major interventions that have been developed to improve intergroup intergr oup and interpersonal relations. All these reduce intergroup and interpersonal conflict and improve relationships.
Thank you…..
