Banasthali Vidhyapith

Presentation on Historical Background of OD (The Laboratory Training Stem )

Submitted to
Ms Sonakshi Goyal

Submitted by
Aditi Sharma Ashwariya Isha Arora Isha Natani

INTRODUCTION

A t-group is a form of group psychotherapy where participants themselves learn about themselves through intraction with each other. 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 intract with new members and new individual behaviors.

History
The origins of t-training can be traced as far back as 1914,when J.L. Moreno created psychodrama, a forerunner of the group encounter movement. This concept was expanded on later by kurt lewin , a gesalt psychologist from central europe,who is credited with organizing and lending the first tgroup in 1946.

Definition
T-group training means development of awareness and sensitivity to behavioral pattern of oneself or others.

Objectives

To help its members learn how group actually work. To help people understanding of others.

Benefits

Increased self awareness Enhanced ability to interpret accurately the emotional or non-cognitive bases of interpersonal communication.

Limitations

It causes psychological harms to some people. It may badly hurt emotional feelings of trainee.

Growth of T-groups in India

Rolf Lynton in 1957 conducted initial group in India. Established Aloka in Mysore to develop the capacity of youth. Implemented leadership training. Max Coley & Udai Pareek implemented T-groups in SEIT Institute from 1964. IIM-C invited NTL members and offered many labs & became a base of Laboratory training in eastern India.

Robert Tannenbaum
Conducted session of team building in 1952 and 1953 at California. Form Vertically Structured Groups dealing with: Personal Topics Organizational Topics This session was conducted with all the managers of given organizational unit.

Chris Argyris
Conducted team building exercise with a CEO & Top

executive team. Focused on Interpersonal Competence & Organisational Effectiveness.

Douglas Mcgregor

First behavioural scientist to address the transfer problem & to implement the T-group skills in complex organizations Established small internal consulting group. Help line managers and their subordinates learn how to be more effective in groups.

Herbert Shepard

Conducted an interview survey that was discussed with Top management. The survey was follower by a series of three day laboratories for all the members of management.

Herbert Sheppard and Robert Blake

Robert

Blake joined Sheppard, and the two initiated a series of two week laboratories attended by all members of middle management. One innovation in the training program was an emphasis on inter group as well as interpersonal problems affecting work performance .

Blake and Jane Mouton

Blake was strongly influenced by the works of Korzybski and the general semanticists and found that "seeing discrete things as representative of a continuous series was much more stimulating and rewarding than just seeing two things as' opposites. "this thinking contributed later years to Blake's conceptualization of the managerial grid with the Jane mouton and to their intergroup research on win lose dynamics.

Richard

worked with McGregor , in an attempt to facilitate a total organizational culture change program which today might be called quality of work life or OD. Beckard developed one of the first major no degree training programs in OD, NTLs program for specialists in organizational training and development.

Richard Beckard

Eva Schindler- Rain man

Schlinder-

Rain man was awarded both a masters and doctorate from the university of southern California with specializes in group work, organizational behavior and community organization. They worked with a wide range of clients, both in the united states and internationally. A few of her well known publications are The Creative Volunteer Community, A collection of writings and team training for community change.

Warren Bennis
During

his career, bennis became vice president for academic affairs at state university of New York at buffalo, and then president of the university of Cincinnati. His associates and mentors. Particularly in the earlier years, included Abraham Maslow, carl rogers and Robert chin. He was also influenced by the labor economist George Schultz. Include the book The planning of change, written with Kenneth Benne and Robert Chin, and the essay Democracy Is Inevitable, co authored with Philip Slater.

Sensitivity Training

Sensitivity Training is a form of training that claims to make people more aware of their own prejudices, and

more sensitive to others. It is offered by organizations and agencies as a way for members of a given community to learn how to better understand and appreciate the differences in other people. Sensitivity training often specifically addresses concerns such as gender sensitivity, multicultural sensitivity, and sensitivity. Sensitivity training can also be used to study and enhance group relations, i.e., how groups are formed and how members interact within those groups.

PROCEDURES OF SENSITIVITY TRAINING

Unfreezing the old values This can be done when the trainee faces dilemma in which his old values is not able to provide proper guidance. The first step consists of a small procedure: An unstructured group of 10-15 people is formed. Unstructured group without any objective looks to the trainer for its guidance But the trainer refuses to provide guidance and assume leadership Soon, the trainees are motivated to resolve the uncertainty 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

Development of new values

With the trainers support, trainees begin to examine their interpersonal behavior and giving each other feedback. The reasoning of the feedbacks are discussed which motivates trainees to experiment with range of new behaviors and values. This process constitutes the second step in the change process of the development of these values.

Refreezing the new ones

This step depends upon how much opportunity the trainees get to practice their new behaviors and values at their work place.

THANK YOU