Developmental trends in two 10-man training groups were studied by checklist and rating scale techniques throughout a four-day laboratory. Differences in the developmental patterns of the two T Groups are interpreted as consequences of the contrasting approaches of the trainers. (Author)

A training program of paraprofessionals was developed in a university teaching hospital. Trainees were exposed to seminars and a supervised practicum. The objectives of the experience included sensitization of persons in the natural helping network to psychosocial needs of seriously ill persons and their families. (Author)

It appears from this study that volunteers may be largely self-selected in regard to social skills, and further training may not be necessary. The study thus lends some support to those who have argued that the success of nonprofessionals has much to do with their natural'' social skills. (Author)

The data suggest that T Groups may be valuable as a staff training method in correctional institutions--where the aim increasingly is positive rehabilitation. (Author)

This study indicates that if goals of a resident assistant are to work effectively with students, a basic encounter experience may be useful in a training program. (Author)

Presents technique of nonverbal exercises, discusses how such exercises can help groups deal with problems of task achievement, and presents case examples that demonstrate the application of the exercises to community organization and group work practice. (Author)

The ASPA survey of chapter presidents, personnel people, and the opinions of professors of personnel subjects revealed a variety of attitudes towards these techniques. Technique users were in favor of them; professors tended to be conservative in their estimates. (BP)

Both society and the individual student need a deliberate and conscientious attention to the development of listening skills. It is felt that the T-Group setting is an excellent vehicle for this development. A tentative design is proposed through attention to key factors of content and style of training. (Author)

The authors promote the position that the benefits tend to exceed the pitfalls of dual facilitation of intense small group experience and should become a more standard feature of laboratory training, for reasons of new trainer development, better learning experience for participants, and continuing skill development of experienced trainers. (AJ)

CENTRAL TO THIS DISCUSSION OF LABORATORY TRAINING IS THE PROPOSITION THAT, IN DESIGNING LABORATORY EXPERIENCES, ONE MUST CONSIDER THE INDIVIDUAL AND THE NATURE OF THE HUMAN PERSONALITY. BASIC NEEDS FOR SELF AWARENESS, SELF ACCEPTANCE, AND INTERPERSONAL COMPETENCE ARE MET THROUGH GROUP, INTERGROUP, AND SOCIAL SYSTEMS. SELF ACCEPTANCE IN PARTICULAR…

A project of the Riverside Research Institute (RRI) provided training for 10 hard core unemployed for one year in four vocational skills: computer peripheral equipment operators, electronics technicians, machine operators, and draftsmen. Selection was based on at least an eighth grade verbal and numerical achievement level, tests, and interviews.…

Describes a training program in human relations for camp directors. Intended for groups of 8 to 12 people over 15 to 20 hours of group time. Lists topics for discussions about group process. Addresses participant concerns about feelings generated by workshop activities. Provides 22 references for experiential learning. (CS)

Describes a training program for residence hall custodial and maintenance supervisors and staff which combines human relations and technical skills. The sessions dealt with communication skills, leadership strategies, performance appraisal, self-understanding, advancement, and fringe benefits. (JAC)