It is imperative that appropriate interventions selected to improve working relationships match the needs and personalities of the organization and its constituents. Considerations include choosing interventions which will cause fewer negative consequences than positive outcomes, selecting interventions which are consistent with available resources, and determining whether the intervention be task or process oriented. Major interventions which have been successful in many police organizations include team building, intergroup conflict resolution, and goal setting. Team building techniques are aimed at reducing conflict by increasing communication, cooperation, and the cohesiveness of the group. They can be employed when a new team is being formed, as a preventative measure, or to alleviate problems which develop after team formation. The role analysis technique is often employed in team building. Intergroup conflict emerges when one of the police department units is perceived to have violated another unit's jurisdiction. In addition, in most organizations there is competition for resources, capital, and promotion between the various units. Discussions between group leaders and meetings between conflicting groups are employed to resolve intergroup conflict. Steps included in goal-setting interventions include establishing the primary organizational goal, determining intermediate organizational goals and related action targets, setting team goals, and establishing individual goals. Goals and targets are most effective when paired with appropriate sanctions. Nine references and four suggested readings are included.