Organizational Development Article: Intervention Round Up-Sensitivity Training

During an Organizational Development class, it was asked about our take on models that seeks to engage stakeholders within a corporate environment and during the class we needed to interact via an online discussion. Every once in a while, we have to pose questions to one another, in this post I have posted the question and my response to that question. I hope the interactions below assist in research, or even understanding the concepts of the different models that engage stakeholders in a positive manner and what from some academic sense future practitioners think of these concepts and the arenas it can be used in.

Sensitivity Training is one of those interventions that is great (like my choice 360 Feedback) if properly used and everyone bought into the use of the intervention. However, I can see it be used in a negative connation to gauge where employees stand on certain organizational issues, or how employees feel about the current structure and policies of an organization only to have management use that information against the employee. In my experience when management asks “how do you feel...” about a certain issue, the current direction of or the leadership in the organization, they are usually mining for data to find the” trouble makers” in a department and make their time with the organization uncomfortable as possible.

With a lot of this depending on the emotional intelligence and egos of those participating how would you ensure that when this intervention is used, that participants do not act negatively in and out of group sessions?  How would you ensure that the original focus of this intervention stays on point for future usage after the OD Practitioner is gone?

http://www.citeman.com/979-sensitivity-training.html