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SENSITIVITY TRAINING
INTRODUCTION
The most commonly used Organizational Development intervention is sensitivity training. It is called laboratory training as it is conducted by creating an experimental laboratory situation in which employees are brought together, in groups, to interact in an unstructured environment. The members are encouraged to interact with new members and new individual behaviors.
DEFNITION
Sensitivity training or T-group training means development of awareness and sensitivity to behavioral patterns of oneself and others.
HISTORY
1914, when J.L. Moreno created "psychodrama,“
concept was expanded on later by Kurt Lewin, in 1946
the National Training Laboratories in Bethel, Maine, in 1947
mid-1950s and early 1960s, sensitivity training found a place for itself,
late 1960s and 1970s witnessed a decline in the use of sensitivity training
FUNCTIONS
To help its members learn how groups actually work.
To give each member of the group a chance to discover how other people interpret and are affected by his own behaviour.
OBJECTIVES
To help people understand themselves better
To create better understanding of others. To gain insight into the group process To develop specific behavioral skills.
Procedure of Sensitivity Training
ACTIVITIES
Role playing Inter group competitive exercise Self- insight questionnaire Theory sessions with lectures Background readings Panel discussions Audio-visual aids in addition to act groups.
SENSITIVITY TRAINING & TEAM BUILDINGMost of the laboratory training takes place
among the employees of the same department. These employees work together as a team. Team building is nothing but application of various techniques of sensitivity training to the actual work groups in various departments. These work groups consists of peers and a supervisor. Laboratory techniques are also applied to short-term work teams. The technique, like laboratory training, aims at improving inter-group relations. This technique is designed to improve ability of the employees to work together as teams.
BENEFITS
Increased self-awareness Increased sensitivity Enhanced ability to interpret accurately the
emotional or non-cognitive bases of interpersonal communication.
Increased insight into the process that facilitates or inhibits group functioning and intergroup interactions
Higher level of skill to diagnose group interpersonal and intergroup situations.
Increased skills to act and/or intervene in group situation with a view to increasing members satisfaction , effectiveness or output.
Ability to analyses continually one’s own behavior with a view to achieving more effective and satisfactory relationships.
LIMITATIONS
There is no proof that the managers who have been to laboratory do their jobs better than before.
It may cause psychological harms to some people
It is alleged to be an invasion of privacy and damaging a trainee emotionally.
It is difficult to predict the outcome of training for a particular individual.
There is a fundamental conflict between the values taught at a laboratory and the values inherent in the structure of the business.
It is of little practical use It may badly hurt the emotional feelings of
trainee.
SENSITIVITY TRAINING IN INDIAYEAR INSTITUTION
1971 Indian Society for Applied Behaviour Sciences
1979 Indian Society for Individual and Social Development
1996 Aastha
1996 Sumedhas: The Academy of Human Context
CONCLUSION
Sensitivity training is instrumental for self-development. If used with care ,this be of great value in overcoming resistance and changes in the organization. Thus the management has to come forward for adopting new techniques of sensitivity training in all the areas of management for making an effective corporate development.
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