1. INTERGROUP AND THIRD PARTY PEACEMAKING INTERVENTIONS

2. AFTER EFFECTS OF CONFLICTS
USE OF CONFLICT RESOLUTION TECHNIQUES
CONFLICTS OF TWO TYPES-
INTER-GROUP
INTER –PERSONAL

3. INTERVENTIONS
INTER GROUP TEAM BUILDING INTERVENTIONS
THIRD PARTY PEACE MAKING INTERVENTIONS (WALTON’S APPROACH )
ORGANISATION MIRROR
PARTNERING

4. INTERGROUP TEAM-BUILDING INTERVENTIONS
GOALS-
Improve inter group relations
Enhance communications and interactions
To reduce dysfunctional conflict
To replace independence with interdependence

5. STEPS AS DEVELOPED BY BLAKE, SHEPARD AND MOUTON
The leaders of 2 groups meet and are asked by the consultant – if they are willing to improve their relations
2 groups meet in separate rooms and build 2 lists-
List 1) Feelings abt other group/ its acts
List 2) Prediction abt what the other group is saying abt them

6. 2 groups return to separate rooms with 2 tasks.
Sharing of information in the list through readings of both the lists (only clarification and no debating allowed).
2 groups return to separate rooms with 2 tasks.
-Discussion ( with justification)
-Make a list of priority issues
Again sharing of the lists and prepare a common list of issues to be resolved and action steps.
Follow-up meeting ( Groups OF Group leaders).

7. WALTON’S APPROACH TO TPP
Used when 2 persons are in conflict.
TPP helps to resolve or control such conflict.
Confrontation very important- that conflict exists.
The third party (consultant) must be able to diagnose conflict situations and use confrontation tactics.

8. WALTON’S DIAGNOSTIC MODEL BASED ON 4 ELEMENTS
The conflict issues
The precipitating circumstance
The conflict relevant acts of principals
Consequences of conflict

9. For better diagnosis it is necessary to know the SOURCES OF CONFLICT
SUBSTANTIVE CONFLICT- Policies, practices, resources, role conflicts.
EMOTIONAL CONFLICT –Relationship conflict/ negative feelings / resentment.

10. RESOLUTION TECHNIQUES
SUBSTANTIVE –
Problem solving and bargaining.
2. EMOTIONAL –
Restructuring perceptions and negative feelings

11. Ingredients of PRODUCTIVE CONFRONTATION BY CONSULTANT
Mutual positive motivation to resolve conflicts.
Balance in situational powers of the two principals ( power parity).
Differentiation and integration (clarify their differences and discuss commonalities) .
Conditions favouring openness in dialogue.
Optimum stress on the parties.

12. ORGANISATION MIRROR INTERVENTIONS
Here the HOST group gets fdbk from representatives of several other organizational groups abt how it is perceived.
Helps to increase inter group work effectiveness.

13. Other units may invite the host group members to give fdbk in case of problems.
Consultant does the climate setting.
Opening remarks by the host group inviting fdbk on its performance.

14. Fishbowl technique used to give information to the host group.
Next the host group fishbowl to give fdbk /clarification/ discussion.
Next subgroups are composed having both group members and asked to identify the key problems.

15. Master list for action plans prepared by the total group.
Role assignment and deadlines given.
Follow-up meeting.

16. PARTNERING
Used when 2 /more organizations are likely to incur conflicts.
Objective :
To compose problem solving team from both the parties to create single culture.

17. EXAMPLES-
OWNER – CONTRACTOR
GOVERNMENT CONSTRUCTION