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Introduction
Ronald Lippit and Kurt Lewin laid the foundations for sensitivity training in a series of workshops they organised in 1946 to carry out a 'change' experiment, in response to a request from the Director of the Connecticut State Interracial Commission Sensitivity training, psychological technique in which intensive group discussion and interaction are used to increase individual awareness of self and others. The emphasis is on sharing emotions, as opposed to judgments or conclusions It develops social sensitivity and behavioral flexibility It is practiced in a variety of forms under such names as Tgroup, encounter group, human relations, and groupdynamics training.
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Then, they try to form some hierarchy. Some try assume leadership role which may not be liked by other trainees Then, they started realizing that what they desire to do and realize the alternative ways of dealing with the situation
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3. Better understanding and awareness of group and intergroup processes, both those that facilitate and those that inhibit group functioning. 4. Increased diagnostic skills in interpersonal and intergroup situations. For the authors, the accomplishments of the first three objectives provide the basic tools for accomplishing the fourth objective 5. Increased ability to transform learning into action, so that real life interventions will be more successful in increasing member effectiveness, satisfaction, output.
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6. Improvement in individuals' ability to analyze their own interpersonal behavior, as well as to learn how to help themselves and others with whom they come in contact to achieve more satisfying, rewarding, and effective interpersonal relationships. Different sensitivity programs may emphasize one or more of these goals or may neglect some. However, these are the goals that are common to most T groups.
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Changed attitudes toward self, others, and groups; i.e., more respect for, tolerance for, and faith in self, others, and groups. Increased interpersonal competence; i.e., skill in handling interpersonal and group relationships toward more productive and satisfying relationships. Role: Increased awareness of own organizational role, organizational dynamics, dynamics of larger social systems, and dynamics of the change process in self, small groups, and organizations.
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Changed attitudes toward own role, role of others, and organizational relationships, i,e., more respect for and willingness to deal with others with whom one is interdependent, greater willingness to achieve collaborative relationships with others based on mutual trust. Increased interpersonal competence in handling organizational role relationships with superiors, peers, and subordinates.
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Organization: Increased awareness of, changed attitudes toward, and increased interpersonal competence about organizational problems of interdependent groups or units. Organizational improvement through the training of relationships or groups rather than isolated individuals.
Conclusion
Sensitivity training can be applied to a wide range of social problems (as in business and industry) in an effort to enhance trust and communication among individuals and groups throughout an organization It can be used as an intervention in implementing and sustaining Change in the organization
References
http://www.britannica.com/EBchecked/topic/534776/sensitiv ity-training http://www.businessdictionary.com/definition/sensitivitytraining.html http://en.wikipedia.org/wiki/Sensitivity_training http://www.whatishumanresource.com/sensitivity-training
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