The document discusses sensitivity training, aimed at increasing awareness of one's own prejudices and fostering sensitivity towards others. It covers the history, goals, procedures, and outcomes of sensitivity training, initially developed in the 1940s and evolving into practices like T-groups. The primary focus is on enhancing personal growth, interpersonal effectiveness, and improving group functioning.

1. Sensitivity Training
By : Anjana Nair(38)
Mohit Kumar(57)
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2. Table of Content
• Introduction
• History
• Procedure of Sensitivity Training
• Goals of Sensitivity Training
• T-Group
• Assumptions
• Outcomes of Sensitivity Training
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3. Sensitivity Training
• Sensitivity :
an awareness and understanding of the feeling of others.
• Training :
the action of teaching a person or animal a particular skill
or behavior .
• Sensitivity Training :
Is a form of training with the goal of making people more
aware of their own preconception and more sensitive to
others.
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4. • 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.
• Spread across the globe.
History
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5. Procedure of Sensitivity Training
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Making trainee
aware about his
inadequate
behavior.
By giving
feedback and
experimenting
new behavior.
Practicing new
behavior
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6. • 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.
Goals of Sensitivity Training
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7. • Specifically called as Training Groups
• A group of people undergoing therapy or training.
• Comprises of 8 – 15 People; No formal leader and agenda.
• But it upset those who expect guidance.
T-Groups
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8. • Group members give constructive feedback.
• Feedback is complete and deals with significant aspects of
the individual’s behavior.
• Anxiety facilitates new learning.
• Learning of cultural differences.
Assumptions
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9.  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 .
 Organization :
 Organizational improvement through group training.
Outcomes
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