Socio-Technical System

T- Groups
Sensitivity Training
SUBMITTED BY:
PUSHPANJALI
SHAMBHAWI
DHANASHRI KOTYAL
SHALINI SINGH
KAJAL SARUPRIA
2/24/2020 1
WHAT IS SOCIOTECHNICAL
SYSTEMS

Complex Between
Recogniz
Sociotec organiza people
Approac es the
hnical tional and
h to interacti
Systems work technolo
on
design gy

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 CHARACTERISTICS OF
SOCIOTECHNICAL SYSTEMS
Responsible
autonomy

Adaptability

Whole
tasks

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 KEY PRINCIPLES OF SOCIO-TECHNICAL
SYSTEMS WHICH CONTRIBUTE TO EFFECTIVE
WORK DESIGN
 PRODUCTIVITY IS DIRECTLY RELATED TO SOCIO-
TECHNICAL NEEDS
 MINIMUM CRITICAL SPECIFICATION OF RULES- WHAT
WORK HAS TO BE DONE SHOULD BE DESIGNED
 VARIANCE CONTROL-DEVIATION FROM IDEAL PROCESS TO
BE CONTROLLED
 MULTI-SKILLED - EACH MEMBER SHOULD BE HONE
VARIOUS SKILLS, BE FLEXIBLE
 BOUNDARY LOCATION- ROLES OF SAME NATURE TO BE
WITHIN SAME DEPARTMENTAL BOUNDARIES
 DESIGN AND HUMAN VALUES – DESIGN SHOULD ACHIEVE
HIGH RESULTS BY PROVIDING HIGH QUALITY OF WORK
LIFE 2/24/2020 4
SOCIO-TECHNICAL SYSTEMS
APPROACH FOR
ORGANIZATION RE-DESIGN

Defining the scope of the system to be re- designed

Defining the environmental demands

Evolving a mission statement & enlightening

organizational members 2/24/2020 5
Developing the change structure by
conducting socio-technical analysis

Preparing re-design proposals ; implementing

changes , evaluating & re-designing it

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T- GROUP

 Unstructured agenda less group session for about 10-20 members

, professional “trainer” who acts as a facilitator and a catalyst for
the group and no leader

 Emphasis on sharing emotions, interactions, as opposed to

judgements

 Use of feedback mechanism, problem solving and role play to gain

insights of themselves, others

 Recent versions of T- group is : APPRECIATIVE INQUIRY

HUMAN INTERACTION LABORATORY 2/24/2020 7
EVALUTION OF T- GROUP
QUESTRIONING ASSUMPTION

1 • Am I holding back an emotion that should be expressed?

• Am I putting a task ahead of someone’s concern or feeling?
• Am I diluting my work’s impact by speaking a lot about it?

RESULTING STRATEGIES
• Express emotions more powerfully.
2 • One can defer a task to build better relationships.
• Speak more consciously and less frequently.
BETTER RESULT
• More accurate assumption.
3 • Clear understanding of causes.

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 SENSITIVITY TRAINING

SENSITIVITY TRAINING IS A FORM OF

TRAINING WITH THE GOAL OF MAKING
PEOPLE MORE AWARE OF THEIR OWN GOALS
AS WELL AS THEIR PREJUDICES, AND MORE
SENSITIVE TO OTHERS AND TO THE
DYNAMICS OF GROUP INTERACTION.

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 PROCEDURE OF
SENSITIVITY TRAINING

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 OUTCOMES OF
SENSITIVITY TRAINING

• Increased awareness • Increased awareness • Organizational

• Changed attitude • Interdependent Improvement
• Increase in • Changed attitude
Interpersonal • Increased in
Competence Interpersonal
Competence

Organiza
Self Role
tion

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