Suchergebnisse

Intro -- Title Page -- Dedication -- Contents -- Prologue -- The Scree Slope Skulls -- How Does Your Garden Grow? -- That Sinking Feeling -- Septic Tank Sam -- The Hand of God -- The Sewage Plant Skeleton -- The Prophet of Death -- One Death- Three Burials -- "Get Help! They're Going to Kill Me!" -- Haunted by Guilt -- Author's Note -- Suggested Search Terms -- Acknowledgements -- About the Author -- Copyright

Intro -- Title Page -- Dedication -- Contents -- Prologue -- Vanishing Act -- Deadly Ambush at Steep Creek -- Bootleggers and Bloodshed -- "The Devil Made Me Do It" -- Hitler's Legacy -- The Kleenex in the Courtroom -- Three Deadly Desperadoes -- A Killer's Happy Birthday Treat -- Further Reading -- Suggested Search Terms -- Acknowledgements -- About the Author -- Copyright

A study of 10 British and American sensitivity training workshops is reported. Outcome was assessed in terms of reported self-benefit and in terms of benefit to one's relations with others not present, using an own-control design. Data concerning the design and conduct of the workshops were gathered from the trainers. Maximal gain on the own benefit criterion was found when the principal learning group in the workshop focused on sharing feelings arising from life and past experiences, whereas subsidiary groupings used structured exercises. In contrast, gain on the relationship benefit criterion was greatest when sessions were less differentiated and when the trainers interpreted or clarified what was taking place. It is proposed that these differing patterns of change occur because they embody separate models of workshop learning processes. The pattern maximizing own benefit entails a splitting between a warm and intimate group and a setting in which one works in a more structured manner. The pattern maximizing relationship benefit integrates experiences within different parts of the workshop and thus makes it easier for the trainee to utilize what is gained in settings outside the workshop.

The persistence of change after 1-week sensitivity training groups was studied, using data from 163 British and American trainees. An own-control design was used, in which subjects evaluated change occurring prior to training and five months later. Two criteria of change were employed: subjects' evaluation of their own change, and evaluations of changes in their six most salient relationships. Subjects were also asked to characterize those who most influenced them both within the' group and in back-home settings. The persistence of change was found to be best predicted neither by the quality of relationships within the group, nor by back-home relationships, but by the degree of matching between the two environments. Own-benefit scores were greatest with high matching, whereas relationship-benefit scores were higher where the two environments contrasted. It is concluded that theories of personal change must take greater note of the relation between the T-group setting and the back-home environment than has thus far been the case.