Reduce Group Competition

There are many ways to reduce conflicts between groups, some of which are impossible if previously is not designed again the organization. The latter will not deal in this article, we will only focus on reducing conflicts within the organizational structure. 1 Ensure that the data to solve problems in common-get organizations that have achieved a great development and of course which are proposed to reach it, have developed teams (task force), which are composed of representatives of all the groups involved, that integrate data that have each group individually, and with them reflected very broad solutions to the organization. The working groups meet to identify and solve problems relating to the entire organization, on the basis of agreements. 2 Take turns people into different groups-this is difficult to achieve, due to the existence of many groups specializing in organizations and the address can be considered impractical transferring people from one group to another. However, there are many groups that this can and should be done.

Reengineering can undoubtedly help that this method can be carried out, since this is a technique that integrates the activities and/or tasks, in the so-called processes of an organization, that requires (or need) that workers become multidisciplinary people. 3 Recognize the interdependence of groups and establish methods for placing them in a touch more Strait-is very effective convening groups to solve problems. The very successful technique is to bring together two groups opposed, to raise their points of view, leaving out their misunderstandings and clarification, which could be achieved for each to understand the objective and purpose of the other. In particular, he confronts them is to understand each other and their differences disappear. This technique was widely used to significantly reduce the conflict between unions and management and I use it on the basis of each define their perceptions of itself and those of the other group, then discusses the perceptions.