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Third Party Interventions Abstract Various disciplines have offered prescriptions indicating that third party intervention is useful for enhancing group decision-making effectiveness. This paper will demonstrate the notion that third party intervention into the business process helps to resolve conflicts, find way out in unusual situations. The most important for any activity is healthy atmosphere which could help to maintain strong relationships among the team members and would help in resolving different tasks. It this very case third party intervention is necessary because it will help to facilitate decision-making by exposing assumptions that form the basis of the better work environment. The consultancy uses different methods of improving the structure of the company or full restructure. The most often the help of a third party intervention is used in conflicts.
The core role here is played by mediator. Belonging to an independent part of the process he / she helps the parties of the conflicts being objective. Creating a friendly and positive atmosphere at the meeting aid to resolve differences quickly. Also, third party intervention brings new ideas which are needed for a companys development. It means that companies involve third party for making objective decisions concerning companies management, marketing, human recourses and so on. Having any need in employing a people of different specialities for a short-term period companies can used services of the third part consultants.
Today, the usual, common look at the role and functions of third party intervention changes a little bit. It becomes an integral part of the business helping it not only to master the conflict situations, but being an important element of the business itself. The rapidly changing business conditions require changes in organizational development. It means to adapt or improving technological, economic, political, and cultural realities to new conditions.
Meanwhile, business in all its manifestations represents an adaptive process oriented to improving organizational effectiveness, where organizational development plays an essential role. To raise the effectiveness of changes or for the purpose to solve conflicts companies resort to use so called Third party intervention. This term is usually resided to programmes that help to solve conflicts or reduce to zero differences taking place as in community so in any peculiar scope of activity. But today third party intervention is borrowed and adopted to business.
For instance, it intends to improve the quality of life of employees and people's ability to assess and solve their own problems. Moreover, third party intervention is oriented to preparing either the organization or the community to meet the forces of the environment that impact upon it. Third party intervention focuses on improving the quality of production and human resources, revitalizing and building sustainable communities. It helps to increase use of fall prevention practices and technologies. Third party intervention or consultancy is intended to bring fresh ideas, help in reorganization process and building a healthy atmosphere.
Intervention research could change the organizational behaviours of companies to improve their use of existing fall prevention practices and technologies. The design of the intervention began with several assumptions: - the intervention needed to be relatively intense to yield a measurable outcome; - providing incentives and marketing for the program were crucial persuading contractors to adopt an intensive fall prevention program; - the maintenance of accountability systems are an important organizational method to ensure safety practices and technologies on construction sites. A professional consultancy can improve contractor fall prevention performance. There is a range of different methods used by consultants. They inculcate a partnership program as a vehicle to prevent construction falls. The thrust of the partnership is to create an organizational intervention that will provide construction contractors with knowledge, a fall hazard control management accountability system, and incentives to decrease fall hazards on their construction sites.
Another important feature of third party intervention is providing contractors with training, consultation, marketing, and public relations concerning contractors efforts to prevent fall. Any company being a leader in a particular sphere has to show that it is in order to obtain and maintain status of a company safe of falls. The major program elements of consultancy include the creation of company-wide and site specific programs, training for all supervisors and all workers, designation of company and daily inspections of all sites by site supervisors, weekly inspections by company competent persons, and the establishment of a committee that conducts monthly inspections. Any organizational intervention must be marketed through the development of incentives that would improve the earnings of companies. Usually, three core elements are used to in companies restructuring.
The terms "third party" refers to a person or team of people who become involved in a conflict to help the disputing parties resolve it. Conflict occurs when one side opposite the other one because their needs and values are different. The ability of a third party to resolve conflict can influence the outcome of it. Speaking about differences conflict management should be mentioned. It is the practice of identifying and handling conflict in a sensible, fair, and efficient manner, managing by using effective communicating, problem solving, and negotiating. One important aspect of conflict management is the use Third party intervention.
Third parties might act as consultants, helping one side or both sides analyse the conflict and plan an effective response. They might act as facilitators, arranging meetings, setting agendas, and guiding productive discussions. A more active and powerful third party role is that of mediator. Mediators not only facilitate discussions, but they usually impose a structure and process on the discussions that is designed to move the parties toward mutual understanding. While many different styles of mediation are common, most mediators have the conflicting parties sit down together to explain to each other their views about the nature of the problem and how they think it might best be solved.
The mediator often tries to get the disputants to focus on underlying interests more than their initial opening positions. Mediators can usually get the parties to develop a common understanding of the situation, which often yields a solution which satisfies the interests of all parties. Introduction of a mediator, for example, changes both the physical and social structure of a conflict. The presence of an observer tends to put contenders on better if not their best behaviour.
The issues, interests and needs of the contenders become clearer with the help of such third parties. Most importantly, third parties bring additional minds and skills for problem solving to the conflict. The contenders are no longer on their own. It helps organizations achieve effectiveness by focusing on the individual needs of leaders, managers, program implementers, and administrative staff in the context of their interrelationships.
Consultants are adept at enhancing organizational functioning at all levels. They help center efforts and resources on mission, vision, values, constituents, stakeholders, and current market forces with well crafted strategic plans, purposeful leadership orientation, managerial motivation, staff development, and an eye on outcomes. In different forms, it gives companies an ability to empathize and identify with executives, boards, and employees who face painful periods of organizational change or chronic dysfunctional group behaviours. Consultancy agencies provide the following services for their clients: organizational audit and assessment; team building for boards, managers, and staff; goal setting, process mapping, and operational planning; inter-organizational mediation and conflict resolution; orientation and strategic planning for boards of directors and foundation trustees; resolution of ethical dilemmas; environmental scanning and future visioning; neutral third party crisis intervention; marketing and communications audit. Consultants are geared to building on the strengths of individuals and organizations, helping them to improve the quality of life from their chosen perspectives. For the purpose to build a better work of the company third party can take part in negotiations.
Especially in a case when the process that commonly leads to stalemates in negotiations is a natural and inherent part of the negotiation process and difficult to avoid when two parties are attempting to resolve a conflict of interest. Unfortunately personal investment further increases the stalemate and reduces problem-solving abilities. This should be expected since both parties invest their time, energy, resources, and money, into the resolution process. Indeed, the conflict may incur further damage to an organisations reputation or public image and hence lead to a lack of social support from external audiences and lead to media exploitation.
These factors will entrench the stalemate to a point that neither party will be willing to escalate the conflict further. More importantly, the costs of continuing the conflict may become unacceptable compared with the gains of the campaign. Combine this factor with both parties perceptions of equal power a stalemate will not dissipate, but neither party will cave in to the demands of the other side. In such cases it is advisable to draw upon third party intervention, evidence suggests that the mere introduction of a third party into a dispute generates significant pressures toward agreement through the reduction of differences. Third party intervention works well to improve information exchange, problem solving and concession making. The methods of problem solving used by consultants are following: promoting the operation of social norms such as fairness, respect and reciprocity; packaging the conflicting issues in a format that leads to an effective trade off of issues; suggesting alternative solutions to the conflicts; injecting new resources such as fact finding into the crisis situation; by introducing subordinate goals that transcend immediate conflict; serving as a guarantor of any agreements reached.
Consultants will serve to regulate and facilitate constructive communication between the conflicting parties in order to bring a resolution the crisis or conflict event. The most important function of during third party intervention is to facilitate concession making without lose of face or disruption to the reputation of those involved. Third party intervention is used to integrated process of defining, assessing, and reinforcing employee work behaviours and outcomes. It includes practices and methods for goal setting, performance appraisal. The specialists help a company to specifies the kinds of performances that are desired. Based on the features of the goals setting process, they have developed specific approaches for implementing goal setting.
To be successful consultants use the management monitoring for business strategies, workplace technology, and level of employee involvement. The next step, training, is important for managers and employees to engage in goal setting. Setting goals involves establishing challenging goals and clarifying goal measurement. Employees have to have a high participation and assessing the goal-setting process so that modifications can be made. Performance appraisal assesses the outcomes desired that were defined in the goal setting process. For political and legal reasons, this very process includes the design process of human resources staff, legal representatives, senior management.
The information can be used to determine the current system's strengths and weaknesses. Experiment with implementation suggested to use a pilot test of the new system. And reward system provides the reinforces to ensure that outcomes are repeated. This is a powerful incentive to improve employee and work group performance. To build a better work environment third party intervention uses programmes intended for strong team building.
It is a necessary step because it helps to improve the way staff accomplish tasks and overcome specific problems. To staff it is useful to enhance their interpersonal skills and to improve their motivation to carry out group decisions. The team building consists in identifying different types of groups in the organization. The consultants usually singed out the following types: groups reporting to the same supervisor, manager or executive; groups involving people with common organizational goals; temporary groups formed to do a specific, one-time task; groups consisting of people whose work roles are interdependent; groups whose members have no for mal links in the organization but whose collective purpose is to achieve tasks they cannot accomplish as individuals. The term the third party empowerment used in intervention process differs from common usage.
It implies increasing the skills of both sides to make better decisions for themselves. Using empowerment provides restoration to individuals of a sense of their own value and strength and their own capacity to handle work tasks. It brings clarity to goals, options, and preferences of team members. Clarity about goals means that parties will gain a better understanding of what they want and why. Clarity about resources means that the parties will better understand what resources are available to them and what resources they need to make an informed choice. In addition, parties need to learn that they hold something that is of value to the other party, that they can communicate effectively with the other party, and that they can utilize their resources to pursue their goals.
Developing clarity will strengthen ability to resolve the conflict in which the teams are involved. This type of empowerment meaning that staff of the company is empowered by improving their own conflict-resolution skills. Parties are empowered when they learn how to listen, communicate, analyse, evaluate alternatives, and make decisions more effectively than they could before So, bear in mind the role of the third party intervention it is possible to say that it plays a core role in the process of organizational developing. Third party intervention is a typical response to destructive and persistent social conflict and comes in a number of different forms attended by a variety of issues.
An intense intervention by an independent third party can improve construction practices that are recognized to prevent construction falls. Third party appear to be important elements in this observed change. Because of the intensive and intrusive nature of the partnership, marketing the program required both careful planning and considerable resources. Less intensive interventions incorporating system might be effectively evaluated in the future.
Third parties facilitate communication among the conflicting parties so that mutually acceptable solutions can emerge. They provide a framework in which parties who do not normally communicate can come together to listen to each other. It tries to help the participants to find their own way towards conflict. If a company have no need in employing additional staff it has a possibility to use services provided by consultant agencies receiving professional help in resolving working tasks and differences. References Amazon, A. Distinguishing the effects of functional and dysfunctional conflict on strategic decision making: resolving a paradox for top management teams.
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Keashly. The potential complementarity of mediation and consultation within a contingency model of third party intervention. Journal of Peace Research, 28, 1991. Robbins, S. P. 1974.
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