364 Intergroup development

Overview

• Cooperation vs. Competition

• Manage conflict

Cooperation VS. Competition

Cooperation

Working together=

......lead to

• Promote productivity
• Cooperation promotes productivity between groups when task is complicated and requires coordination.

• Members of competitive groups have more self-esteem for their groups

• Groups competing with one another more highly oriented toward accomplishing task, but no evidence of increased productivity.

Extreme Team

• Improved teams by looking for examples outside company.
• Dissect their operations, analyze them, change them, and put them back together.

Cross- Team Cooperation

• Replaced separate performance goals for engineering, purchasing, and production with single set of goals.

Natural disagreement reuslting from

individuals or groups that differ in attitudes,

beliefs, values or needs.

Organizational conflict does not need to be eliminated but instead managed.

Conflict is not always negative.

Infact, it can be healthy when effectively managed. healthy conflict can lead to......

• Growth and innovation
• New ways of thinking
• Additional management options

Devito(1992,p,349) also suggests keeping in mind the following law of conflict:

Any conflict is easier to creat than resolve.

And five productive conflict-resolution strategied:

Openness

Empathy

Supportiveness

Positiveness

Equality

OD techniques include:

• Third-party consultation
• Organization mirror
• Intergroup team building

Third party, usually outside practitioner, to help open communications, high level power, and confront problems between groups.

Third party provides diagnostic insight and is source of emotional support and skills.

• Confrontation

• Ensuring mutual motivation

• Achieving a balance in situational power

• Coordinating confrontation effort

• Developing openness in communication

• Maintaining an appropriate level of tension

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.

Meeting usually involves following 5 steps:

• Step 1. Working separately, the two work groups make three lists:

How we see ourselves.

How we think other group sees us.

How we see other group.

• Step 2. Meeting with other group, person from each group presents their lists.
• Step 3. Groups meet separately to discuss.
• Step 4. Subgroups formed by mixing members of two groups. Develop action plans.
• Step 5. A follow-up evaluation meeting held.

Reference list:

Brown, D. R. (2011). An Experiential Approach to Organization Development. (8th ed.) New Jersey: Prentice Hall.

Devito, J.A. (2001). The intergroup communication. (9th ed.) Boston: Allyn & Bacon

Judith, N. (2009). Commumication in Business: strategies and skills. (4th ed.) Poeple Eduction Australia.

Thank you for listening

Intergroup Development

Sharing information and experience+

Improve each other+

Learning from each other+

Help weak+

Case study on page323

OD in practice: Extreme Teams and Cross-team Cooperation

Improve the productivity between groups

Plunge together or successd toghter

Desire to satisfy self.

What is conflict?

Diagnosing conflict involves learning basic conflict styles used in dealing with conflict:

Desire to satisfy others.

Five Styles of Cooperative Versus Assertive Behavior:

low concern for self, high concern for others.

high concern for self and others.

moderate concern for self and others.

low concern for self and others.

high concern for self, low concern for others.

Managing Conflict

Model of five steps conflict resolution from Devito

Third-Party Consultation

Intergroup Team Building

Terry Huang

ID: 21004739

Sample Intergroup Meeting Listing