Intergroup Intervention

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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Intergroup Intervention

• Intergroup intervention intends to increase communication and interactions

• Intergroup intervention are integrated into organizational development programs to

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

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

• To reduce the amount of dysfunctional completion

• Identifies problems of intergroup conflict and sub-optimisation.

• It dispose negative effects of completion on the organization

• Observe and develop strategies for collaborative intergroup relations.

• Diagnose causes of cooperative versus competitive groups relations.

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

• Inaccurate communication and stoppage of feedback and data input.

• the dysfunctional conflict can be reduced with and emphasis placed

• Conflict cannot be eliminated in organisations but managed.

• In managing conflicts it requires understanding the basic conflict

• Dealing with conflicts openly provides a way to manage tension

• Organisational development techniques for dealing with intergroup

• Provides with feedback on how other elements of organisations view

• Groups meet together to process data with objective of identifying

• It involves steps which are as follows:

Working separately to make three lists:

List of how they perceive each other

List of how they are perceived

List of we perceive ourselves.

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

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