how group discussions are conducted?
TRANSCRIPT
Group Discussion
Vinod Bidwaik
http://vinodtbidwaik.blogspot.com
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Agenda1. Exercise 12. Meaning & Type of GDs3. Methodology of GD4. Group Roles5. Negative Ranking6. Positive Ranking7. While observing8. Exercise 2
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Meaning of GD• GD is a process wherein a
candidate is evaluated on the basis of skills, attitude, knowledge & personality traits in a span of time.
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Types of GD
• Topic Based• Case Study• Group Tasks
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Topic Based GDA) KNOWLEDGE INTENSIVE
• Here the effective knowledge of the subject is assessed of the participant.
• E.g: Should India go for full convertibility of Rupee?
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Topic Based GDB) Non Knowledge Intensive
• Here, more than subject knowledge candidates structured thinking ability is considered
• E.g: Are women better managers than men?
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Topic Based GDC) ABSTRACT
• It requires out-of-box thinking and also the example based discussion.
• E.g : Is money sweeter than honey?
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GD of case study• A specific situation is given as a
case where a structured discussion is expected.
• Sometimes case study can take a form of role play to give a lively touch
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Group Tasks• This is an extension of case study
method.
• The candidates are put in a group to think
• They discuss and come up with a specific solution
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GD Methodology• Formation of a group of 5-10 candidates• Deciding the type of GD to be played• Allocation of some time to think• Nominate one or two experts for
evaluation• Circular or Rectangular seating
arrangement to focus all candidates
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Time Frame• Choosing the topic: 5 MinutesIf only one topic is given then…• For thinking: 5 Minutes• Opening: 5 Minutes• GD: 15-30 Minutes (depend upon the time
availability)• Summary & Conclusion : 5 Minutes
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Group Roles• Initiator-Contributor: Who initiates the discussion• Informer: Adds some new information in
discussion• Team Leader: He contributes to keep the flow of
discussion on track.• Creativity contributor:He gives new ideas, new
perspective to the discussion.• Motivator: Oftenly termed as inspirer contributes
to build the morale of group.
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Group Roles ….Continued
• Opinion Seeker: Encourages to other to speak• Opinion Giver: Voluntarily gives the opinion• Elaborator: Elaborates the points• Orienter: One who looks forward for the
betterment of presentation of the participant.• Energizer: Motivates to the members• Recorder: Records the minutes • Summarizer: Summaries the discussion.
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What traits to be observed in groups
1) Initiator• Who initiates the discussion
2)Team Player• The skills of working in a team is judged
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What traits to be observed in groups…Continued
3)Reasoning Ability• The logical and competent reasons are
expected
4)Flexibility• Candidates must be open to other ideas
as well as to the evaluation of ideas.Taking a stand is not acceptable.
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5)Assertiveness• Aggressiveness is forcing a point and
assertiveness is putting a point in a very emphatic, positive and confident manner.
6)Creativity• An idea or perspective which opens an
horizons for discussions should be always appreciated
What traits to be observed in groups…Continued
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7)Inspiring Ability• The GD should incorporate views of all
group members.Giving a chance to speak is also inspiration.
8)Awareness• Candidates must be versatile and well
versed with micro and macro environment.
What traits to observe in groups…Continued
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Common Situations in GDs
1. A GD where participants are unable to establish a proper rapport do not speak much
2. A GD where participants get emotionally and the GD gets chaotic
3. A GD where participants discuss the topic assertively by touching all its nuances and try to reach the objective.
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Negative rating in case ofCandidate • Initiating discussion in case of lack of knowledge
about the subject.• Opposing directly.• Takes names of famous personalities in case of
doubt of dispute.• Stretching of topic and contents.• Dominating any one candidate.• Take away from the track of topic
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Positive points to be considered
Role Description When candidate uses these tactics
Filibuster Talks continuously, giving far more information or opinion than is useful to the group. Takes forever to get to the point.
Interrupts. Asks, “What’s your point?” Or says, “I think your point is ___. Is that right?” Gets a “Yes” or “No,” thank the speaker, and directs the discussion to someone else.
Drop-Out Doesn’t talk often and may appear not to be paying attention.
Makes sustained eye contact and look like you expect participation. Ask, “What do you think, (Name)?” Or, ask the drop-out to record the group’s work.
Distracter Talks off the subject, bringing up things for the group to talk about or do that are not in line with its purpose.
Refocus. Say, “I’d like to return to the task at hand,” and bring the group’s attention back to the appropriate topic. Say, “I think we’re off track,” and restate topic the group should be discussing.
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Positive points to be consideredRole Description When candidates
use these tacticsReactive Thinker
Only reacts to other people’s ideas (usually critically). Never offers original ideas or constructive comments.
After the critical comment, ask “What alternative do you suggest?” Gently confront, saying “You seem to have a strong suit in critical thinking. Do you have any ideas that can stand up to your own examination?”
Heckler Makes remarks or engages in nonverbal behavior that detracts from the speaker’s ideas and encourages disrespect for the speaker.
Say, “(Name), you don’t seem to respect what has just been said; what’s your opinion?” When the heckling is of a nonverbal nature, respond to it as though it were a remark and ask for verbal elaboration: “I see you think the last idea was crazy. What do you think is wrong with it?”
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While observing • GDs can be manipulated as most of the
candidates know how GDs are conducted.• Observe body language of every member.• Avoid observing from one place. Be mobile.• Don’t stare at one candidate. • Don’t participate or help or respond to
candidate while discussion.• Take notes on separate sheet.• Complete evaluation sheet after the GD
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Any Questions??
VINOD BIDWAIKVinod Bidwaik is the seasoned HR professional working with DSM India Pvt. Ltd. as the Head-HR for India operations. He has wide experience in large Indian and Multi-National companieslike M & M, Semperit Group and Sakaal Media Group on senior level positions. He has richexperience in HR and IR. He has an expertise working on greenfield projects and establishingHR department. He implemented various HR practices; OD interventions in his organizations.During his tenure with Semperit, the company was awarded for Best Innovative HR Practicesduring 2002 by NIPM. He holds Master degree in Personnel Management, Diploma inProduction Management. He is also a regular writer for various management journals like BMAReview, Human Factor and other management Journals. He is on editorial advisory board ofCJMR, Journal of Management Research of CMRD, at Pune. He writes regular columns invarious newspapers on management and development. He is invited for Guest lectures onspecialized subjects by various management and engineering institutions. He is a life member ofBombay Management Association and holds various honorary positions in different associations.
Disclaimer: Views expressed here are his own views and do not represent his organization's (current & past) views.