The lack of structure in a T-group

The lack of structure in a T-group often creates feelings of frustration, expressions of hostility and attempts by some members to organize the group. Organizing attempts usually fail however, and the group ultimately discusses why some members felt the need for structure The ambiguity and frustration created in a T-group are not undesirable, since they force the participants to respond to new situations and help them to obtain greater self-insight. The primary objectives of sensitivity training are greater self-insight and self-awarenes5, greater sensitivity to the feelings and behaviors of others, and greater awareness of the processes that facilitate or inhibit group functioning.Process ConsultationNo organization operates perfectly, and managers often realize there are problems but don’t know precisely what caused them or how to solve the. Consultants are frequently asked to help managers diagnose organizational problems and evaluate alternative solutions. Process consultation refers to activities on the part of a consultant that help the client perceive, understand, and alter the processes occurring in the organization. Like sensitivity training, process consultation assumes that organizational effectiveness can be improved by resolving interpersonal problems. However, process consultation is much more task oriented than sensitivity training. A process consultant observes interactions between the client and other people and helps the client understand these interactions They do not solve the organizations problems but serve as a guide or coach advising the client on the processes and interpersonal relationships needing improvement.One major role of a successful process consultant is to teach the client how to diagnose group activities an d interpersonal relationships. Therefore, process consultation is a joint effort in diagnosing and solving problems with the goal of helping managers acquire problem-solving