The document discusses inter-team conflict management and interventions for team and work group organizational development. It describes how intergroup relations are necessary for businesses but can result in functional or dysfunctional conflict between groups. Mirroring is presented as a technique to reduce conflict by having teams develop better mutual understanding, exploring perceptions of each other, and improving relationships. The document was prepared by Manu Melwin Joy, an assistant professor in Kerala, India.
2. Prepared By
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Manu Melwin Joy
Assistant Professor
Ilahia School of Management Studies
Kerala, India.
Phone – 9744551114
Mail – manu_melwinjoy@yahoo.com
3. Inter-team conflict management
• Intergroup relations
between two or more
groups and their respective
members are often
necessary to complete the
work required to operate a
business.
• Many times, groups inter-
relate to accomplish the
organization's goals and
objectives, and conflict can
occur.
4. Inter-team conflict management
• Some conflict, called
functional conflict, is
considered positive,
because it enhances
performance and identifies
weaknesses.
• Dysfunctional conflict,
however, is confrontation
or interaction between
groups that harms the
organization or hinders
attainment of goals or
objectives.
5. Inter-team conflict management
• Mirroring can be used to
reduce conflict.
• Objectives are
– To develop better mutual
relationship between
teams.
– To explore the perception
team or work groups
have of each other.
– To develop plans for
improving relationships.
