MADRAS CHRISTIAN COLLEGE

(AUTONOMOUS)
DEPARTMENT OF SOCIAL
WORK (SFS)

BY
STAFF ADVISOR:
R.N.SANTHOSHI
Dr.R.Sankaranarayanan
MSW HR
SENSITIVITY TRAINING
 Introduction
 Importance
 History
 Procedure of sensitivity training
 Goals of sensitivity training
 T-Group
 Assumptions
 Outcomes of sensitivity training
Introduction
 Sensitivity training refers to one of the
organizational development techniques
which through counselling methods works
on increasing employee well-being, self-
awareness of an individual's own
prejudices and sensitivity to others.
So basically…
Sensitivity:
An awareness and understanding of the feeling of
others.
Training:
The action of teaching a person or animal a
particular skill or behaviour
Sensitivity Training:
Is a form of training with the goal of making people
more aware of their own preconception and
more sensitive to others.
Importance
 Sensitivity training helps employees to be more
sensitive and accepting of the existing diversity
in the workplace. It enhances understanding
between members of the organization and
enables building good interpersonal
relationships with other team members.
 Sensitivity training educates members about
constructive behaviour which will benefit
everybody working in the organization through
developing acceptable and correct behavioural
and emotional actions.
History
 Invented in 1942 by J.L.Moreno who created
“PSYCHODRAMA”.
 Further expanded by Kurt Lewin, who founded
the first T- Group.
 First workshop was conducted in New Britain.
 National Training Laboratories were setup in
Bethel, 1947.
 NTL became a nonprofit organization with its
headquarters in Washington, D.C.
Procedure of Sensitivity Training

Making trainees By giving Practicing new

aware about his feedback and behaviour.
inadequate experimenting
behaviour. new behaviour.
Goals of Sensitivity Training
 Initially designed for immediate feedback.
 Focuses on being sensitive and aware of
the feelings of others.
 Emphasizes on personal relationships and
remarks.
 Focuses on personal growth and
interpersonal effectiveness.
 To improve the functioning within a group.
T-Groups
 Specifically called as Training Groups.
 A group of people undergoing therapy or
training.
 Comprises of 8-15 people; No formal
leader and agenda.
 It upsets those who expect guidance.
Assumptions
 Members of the group give feedback
which is constructive.
 Feedback is complete and deals with
significant aspects of the individual’s
behaviour.
 Anxiety facilities new learning.
 Learning of cultural differences.
Outcomes
 Self:
Increased awareness of own feeling and own impact
others.
Increased awareness of others feeling and their impact on
self.
Increased interpersonal competence.
 Role:
Increase awareness of own organizational role.
Change in attitude towards others role.
 Organizations:
Organizational improvement through group training.
THANK YOU