The Complete Guide To Group Discussion E-Book

Prof. Shrikant Prasoon

• Herausgeber: V&S Publishers
• Kategorie: Bildung
• Sprache: Englisch
• Veröffentlichungsjahr: 2018

Seitenzahl: 273

Beschreibung

Tips to take leadership position during group discussion

Leseprobe

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© Copyright: ISBN 978-935-05730-8-2

DISCLAIMER

While every attempt has been made to provide accurate and timely information in this book, neither the author nor the publisher assumes any responsibility for errors, unintended omissions or commissions detected therein. The author and publisher make no representation or warranty with respect to the comprehensiveness or completeness of the contents provided.

All matters included have been simplified under professional guidance for general information only without any warranty for applicability on an individual. Any mention of an organization or a website in the book by way of citation or as a source of additional information doesn't imply the endorsement of the content either by the author or the publisher. It is possible that websites cited may have changed or removed between the time of editing and publishing the book.

Results from using the expert opinion in this book will be totally dependent on individual circumstances and factors beyond the control of the author and the publisher.

It makes sense to elicit advice from well informed sources before implementing the ideas given in the book. The reader assumes full responsibility for the consequences arising out from reading this book. For proper guidance, it is advisable to read the book under the watchful eyes of parents/guardian. The purchaser of this book assumes all responsibility for the use of given materials and information. The copyright of the entire content of this book rests with the author/publisher. Any infringement/ transmission of the cover design, text or illustrations, in any form, by any means, by any entity will invite legal action and be responsible for consequences thereon.

CONTENTS

SECTION 1MENTAL PREPARATION – KNOWING & FEELING

    1. Group Discussion and Introduction

    2. Need of Group Discussion

    3. Do’s and Don’ts in Group Discussion

    4. Interview through GD

    5. The Second Opening; Not Hurdle

    6. Looking and Listening

    7. Written Tests and GD – Briefing

    8. During Group Discussion

    9. Preparations

    10. Body Language & Public Speaking

    11. GD in a Nutshell

SECTION 2ACTUAL HAPPENING – GD LIVE

    12. Inside Information

    13. Career in Tourism

    14. Increasing Temperature

    15. Work and Wages

    16. Hole in Ozone Layer

    17. Sycophancy

    18. Fashion among Youth

    19. Social Service

    20. Forest

    21. Fish

    22. Forgiveness

SECTION 3PRACTICE – PREPARATORY GD

    23. Man and the Earth

    24. Ecology and Ecological Balance

    25. The Future of Mankind

    26. Antarctica and Melting Ice

    27. Achieving Organizational Goals

    28. Success of an Executive

    29. Non-Political Leadership

    30. Role of Advertisement

    31. Educational Leadership

    32. Growing Educational Market

    33. CEO and Pollution

    34. Energy in an Organization

    35. Knowledge as Asset

    36. Measuring Success

    37. Alluring Money

    38. Meaning and Effect of Recession

    39. Indo-American Nuclear Deal

    40. Mumbai Attack

    41. Supply Chain Management

    42. Faith

    43. Marriage

    44. Form and Supply of Money

SECTION 4GATHERING INFO – READING FOR GD

    45. Management and Organization

    46. Conducting Exams: A Different Challenge

    47. Patent Market

    48. Management of Environment

    49. Executives can Control Pollution

    50. Growing E-waste Business

    51. Managing Plenty with Scanty

    52. Money: Medium of Valuation and Exchange

    53. Mining and Drying Lakes

    54. Satellites Crash in Space

    55. Time Management

    56. Ego and Humility

SECTION 5SKILL AND ABILITY – REAL PRACTICE

    57. Remember, Practice Makes One Perfect

    58. Topics for Practice

Dedication

Dedicated to Solomon ScholarsWho have Succeeded in (GDsand are Successfully ArrangingGDsIn India and Abroad;And toSunny; Satish; Dilip;Deepak; Amit; Monu;Lala; Hari; Puttu;Nitesh; Babloo and Ranjan.

– Prof. Prasoon

PREFACE

Throughout the last two centuries in general and the last seventy years in particular have been the age of incessant experiment in every field as if the older generation knew nothing, and whatever the elders did was full of flaw. But changes in almost everything, ansd ever changing theories and practical amply proves that during this long period the modern man has not been able to give a single stable theory and any lasting practical approach. Nothing has come to stay. One theory has been replaced by another theory and one system has been replaced by another system. Group Discussion, popularly known as GD is no exception. It has come as a replacement to interview.

This system was introduced about a decade back as the comparative strength of the candidate was not weighed through interview. So, many candidates are called at a time, given a topic and asked to express their views on the given topic. Whatever is said by different candidates remains in view and consideration: simultaneously for a long time, even when the GD is over. This gives an opportunity to the judges to study the candidates, compare their strength and weakness, and the best candidate is selected. It appears to be a novel idea.

In the past, kings and merchants used to send their experts to Gurukuls to select persons of their liking. The Gurus used to help them by pointing out the merits and demerits of their students. The experts used to talk to the students directly or hear them talk from a distance or watched them doing something, then took the decision. Similar things are happening now. The Institutions are informed about the need. The Human Resource Officials visit the Institution on the fixed date and interviews through group discussion are held and the candidates are selected on that basis.

Organizations think of its merit and demerit. The candidates have to think of actual GD and make necessary preparations to sail it out successfully.

This book is complete in itself as a guide and companion, and if read attentively and followed sincerely one will succeed in any and every GD that either one faces or arranges because it presents each obvious and hidden aspect of a GD and meticulously and step wise prepares a candidate. Go ahead, enjoy it and follow it.

Sarve Shubhe!

Prof. Shrikant Prasoon

SECTION 1Mental Preparation – Knowing and Feeling

CHAPTER 1Group Discussion and Introduction

A group discussion, popularly known as GD and will be frequently called GD here, is a new version of interview deliberately structured in a way so as to take away the monotony from the traditional interview. Although equal opportunity is given to each candidate, since they have to maintain decorum and stick to the given topic, all the latent abilities of any one candidate do not come to the fore. But it gives an opportunity to the selectors to select the best candidate from the lot available or participating.

A Group and a Topic for Discussion

As the term itself suggests, a GD is a discussion, but most students misconstrue it to be a debate. They consider it to be a wrestling-match and try to score points over other participants. Consequently, a GD turns into a ‘fish market’. What is actually expected in a GD is participation in a systematic way to express one’s views on a particular topic so that the thought, thinking process and inner possession of the candidates is judged.

The prospect of a GD tends to leave most students petrified. You can get rid of that feeling of fear by remembering that you have experienced group discussions right from your childhood. Remember those heated discussions you had across the dinner table with family members, friends and relatives? Consciously or unconsciously, they have helped you learn a thing or two about discussing in a group.

Your parents may have come across as the most heard and respected as they were much better informed than you. Besides, instead of forcing their point of view on you, they heard you out and presented their points in a logical and methodical manner because they had the strength of content and courage of conviction.

As a result, you would have often felt the desire to prove that you were right and they were wrong. A bundle of angst would build within you.

Discard that feeling now. Remember, a GD is a discussion –and not a debate – among the members of a group.

Discussion versus Debate

Human beings love debates because we like to win and see others lose. A debate is a perfect situation for expressing intense emotions. A GD, however, calls for a lot more maturity and logic.

The purpose of a GD, though conducted in a competitive mode, is not to establish one person as a winner and others as losers. Its purpose, as far as you are concerned, is to help you come across as a person with sound, logical reasoning and an ability to respect another’s viewpoint.

A critical difference between a GD and a debate is that, while a debate begins with two groups’ bids to outwit each other, a discussion is evolutionary; this essentially means participants have the opportunity to refine their views in the course of the discussion. Thus, every member needs to contribute substantially and add to the existing knowledge base instead of pulling each other down.

The difference, thus, lies not just in style, but also in the mindset that is required to tackle either challenge.

Preference to GD

Many companies and institutes are making group discussion their first criteria for screening candidates for face-to-face interviews. And there is reason too for giving such importance to group discussion. Firstly, group discussion is used for mass elimination! Secondly, group discussion selection criterias are based on actual company requirements.

Communication and group discussion skills are two relevant soft skills that are required in all those who want to show the world in general, and their family and society in particular, what they can perform and achieve.

Why should group discussion be the first criteria for selecting a consistent performer?

A prospective employee is required to communicate with different people like team members, managers and customers. So, interpersonal skills are very important for those who test for selection.

Many candidates complain that they raised important points but were not marked while another candidate almost repeated the same points and was selected. The reason behind that is the simple fact that they lag behind in communication skills. They have made painstaking preparations but have not developed the most important thing: an effective way of presenting the facts and ideas to attract the attention of the listeners. They are very good at pin-pointing the merits and demerits of the given topic but when it comes to taking the credit for the idea, someone else beats them to it.

A person might be proficient in many skills, but what if he isn’t able to communicate his thoughts in front of his seniors or evaluators? Making a good impression while speaking in meetings or interviews is the basic skill every professional should have.

The following skills are judged in a group discussion:

 How good are you at communication with others?

 How do you behave and interact with your group?

 How open-minded are you?

 How intently do you listen to others?

 How well do you put forward your views?

 Do you possess leadership and decision-making qualities?

 How good are your analytical skills and subject knowledge?

 How powerful are your problem-solving and critical thinking skills?

 Do you have a positive attitude?

 Do you have a confidence, drive and initiative?

GD Separates Chaff and Grain

Group discussion forms the primary stage of contact between the interviewer and interviewee. These are management entrance procedures by universities or also adopted at the recruitment stage by many companies. Aided with qualifications and multifaceted job-related profiles, candidates are all of high quality. Group discussions further narrow down those eligible for further rounds of tests so as to be chosen in a suitable career position.

During group discussions, many management points can be noticed in an individual. Management skills and expertise in cooling down a heated situation can easily be recognized during discussion of a topic. This helps the conductor of a group discussion to list out the right candidate.

There are many group discussion skills that need to be adhered too. Firstly, the main objective is to participate well and moderate in case of a confusion. Be polite and maintain a composure. Easily getting into a heated argument is not the objective and you may be giving many negative signals through your body language. Aggression can be modulated in the form of assertiveness while voicing out an issue.

Decorum has to be clearly maintained. A group discussion is not merely about impressing the conductor but also about putting forth your beliefs. It may happen that you could be the only one who believes in a particular idea and all others speak against you. You should consider yourself in a better bargaining position than others and use valid reasons to state your concept perfectly.

Group discussion are knock-out rounds; you must never consider any participant weak. Also, agree with others where you feel they are correct. Lamely looking around for someone to give you a chance may not work. Find a place for yourself. Dress appropriately. Be formal. Monotone garments are fine. Sloppy dressing should be avoided. Your clothes speak a lot about you.

Learn to articulate a fact well and this comes only by reading and listening to peer discussions. Interrupting is allowed in group discussions but be polite while doing so.

Use informative phrases; avoid jargons and state firmly. Don’t use too many hand gestures. Opening up the discussion is also a nice idea. Concluding a discussion is also seen as a management quality and a token of leadership talent.

CHAPTER 2Need of Group Discussion

As mentioned earlier, a GD gives an opportunity to the selectors to select the best candidate from the lot available or participating. GDs are held to make a comparative study of the participants and to select a particular type of person or persons for admission into a particular branch of learning or for appointment in an organization to perform a particular and specialized job.

Why institutes and organization conduct a GD

How often have you called a friend in office to be told that he is in a meeting? Your friend must have told you that he was presenting a new project or he has to discuss things and prepare reports to be sent to different departments or organizations. In other words, he was communicating something or he was listening to someone. Institutes conduct a GD because, as a manager, you will be required to attend and conduct innumerable meetings. A GD is a simulation of what you can expect in a meeting at your workplace. A GD is needed to search out someone good at understanding and communicating ideas to different persons and different types of persons.

Depending on the kind of profile you have and the company you work for, you will be a part of meetings ranging from brand launches and employee performance appraisals to company financials, etc. For instance, if you have a meeting where senior employees are working out a strategy to launch a new soap in the market, what do you have to do? You have to listen to their ideas and present your own before them. You have to understand whatever they say and you have to make them understand what you have to say. This is what is expected of you before and during the meeting. How will you prepare for a meeting?

 You will go well prepared for the meeting; this means you need to have sufficient information on the likely points of discussion.

 During the meeting, you will let everyone have his say. When your turn comes, you will present your views firmly and logically.

 Whenever you disagree with somebody, you will present your points calmly but logically and make sure that everybody understands what you have to say.

 You will always attack points and not people.

 You will carefully listen to other people’s points and try to refine your own by using other people’s inputs on the subject.

Project the same qualities during B-school admissions, where the purpose of a GD is to find out whether you possess the critical qualities needed to become an effective manager. While the written exam tests your comprehension and analytical skills, a GD tests you in the following:

 Self management

 Body language

 Communication skills

 Sequence in the presentation of ideas

 Confidence

 Team work skills

 Listening ability

 Ability to present your views logically

 Time management

A GD is a wonderful challenge because you have a maximum of twenty minutes to show if you have it in you to become an effective manager.

CHAPTER 3Do’s and Don’ts in Group Discussion

Do’s in Group Discussion

 Choose your attire keeping the institution or the organization in mind.

 Make statements appropriate to the issue.

 Make original points and support them by substantial reasoning.

 Listen to other participants actively and carefully.

 Be logical and validate your views with examples wherever possible.

 Make only accurate and precise statement.

 Finish your statement in one go.

 Re-enter the discussion if you have anything important to point out.

 Modulate the volume, pitch and tone.

 Always maintain composure.

 Maintain correct pace in speaking: neither fast nor slow.

 Be considerate to the feelings of the others.

 Try to get your turn.

 Be an active and dynamic participant by listening.

 Talk with confidence and self-assurance.

 Indicate anyone with five fingers of right hand only.

Don’ts in Group Discussion

 Don’t be shy/nervous/isolated from the discussion.

 Don’t interrupt another participant before his argument is over.

 Once against, don’t speak in favour; establish your position and stand by it stubbornly.

 Don’t change opinions.

 Don’t make fun of any participant even if you find his arguments funny.

 Don’t engage yourself in sub-group conversation.

 Don’t repeat and use irrelevant materials.

 Don’t make faces.

 Don’t address yourself to the examiner.

 Don’t worry about making some grammatical mistakes.

 Don’t point fingers towards anyone.

 Don’t be aggressive.

 Don’t be passive.

 Don’t show rigidity.

 Don’t get irritated.

 Do not look at the evaluators only. Keep eye contact with every team member while speaking.

Initiate the GD

 Look with intent towards the speaker.

 Initiating the GD is a big plus. Initiate the group discussion only when you have understood the GD topic clearly and have some topic knowledge. Speaking without proper subject knowledge makes a bad impression.

Allow others to speak

Do not interrupt anyone in-between while speaking. Even if you don’t agree with his/her thoughts, do not snatch their chance to speak. Instead make some notes and counter the points when it’s your turn.

Speak clearly

Speak politely and clearly. Use simple and understandable words while speaking. Don’t be too aggressive if you are disagreeing with someone. Express your feelings calmly and politely.

Make sure to bring the discussion on track

If the group is distracting from the topic or goal, take the initiative and bring the discussion on the track. Make all group members aware that you all need to come to some conclusion at the end of the discussion.

Positive attitude

Be confident. Do not try to dominate anyone. Keep a positive body language. Show interest in discussion.

Speak sensibly

Do not speak just to increase your speaking time. Don’t worry even if you speak less. Your thoughts should be sensible and relevant instead of irrelevant speech.

Listen carefully to others

Speak less and listen more! Pay attention while others are speaking. This will make your points coherent and you will get involved in the group positively. You will surely make people agree with you.

No need to go into too many details

Some basic subject analysis is sufficient. No need to mention exact figures while giving any reference. You have limited time so be precise and convey your thoughts in short and simple language.

Formal dress

Be plain and sensible with your dress. Wear clean and tidy clothes without being self-conscious. Do not dress casually. You should be comfortable while speaking in a group. Positive gesture and body language will make your work easy.

What does Selection Committee Look for?

Group discussion is a very important round in any selection process, be it for an MBA course, campus recruitment or for any graduate/post graduate degree/job in some organization or Ph.D. or general research, etc. A selection committee conducts a GD to gauge whether the candidate has certain personality traits and/or skills that it desires in its members, say, for example,

 Ability to work in a team

 Communication skills

 Leadership skills

 Reasoning ability

 Initiative ability

 Assertiveness

 Creativity

 Flexibility

 Ability to think and act independently

Understanding GD

Normally groups of 8-10 candidates are formed into a leaderless group, and are given a specific situation to analyse and discuss within a given time limit. The group may be given a case study and asked to come with a solution for a problem. The group may be given a topic and asked to discuss the same. A panel observes the proceedings and evaluates the members of the group.

Let’s discuss some relevant points which one should remember while appearing for a GD. One needs to know what one’s objective in the group is, i.e., to be noticed by the panel, to contribute meaningfully to the discussion and to help the group reach the right consensus.

Be Noticed

The most important thing is that the panel should notice you. Merely making a meaningful contribution and helping the group arrive at a consensus is not enough.

You must ensure that the group hears you. If the group hears you, so will the evaluator. You need to be assertive. It depends on you how you steer the group in the right direction, once it gets stuck to something. This gives you the chance to showcase your leadership skills. Most importantly, you have to make your chances. Many group discussion participants often complain that they did not get a chance to speak. The fact is that in no group discussion will you get a chance to speak. There is nothing more unacceptable in a GD than keeping one’s mouth shut or just murmuring things which are inaudible.

Meaningful Contribution

The second most essential thing is that your contribution to the group should be meaningful. For that you need to have a good knowledge base. You should be able to think logically and put forth you ideas cohesively. The quality of what you say is more valuable than the quantity. It doesn’t help if you shout at the top of your voice and speak at great length, what matters most is what you speak and how it creates an impact on the group as well as the evaluators.

The last most important thing is that you must be clearly seen to be attempting to build a consensus. This shows your ability to work in a team, your ability to adjust yourself in new surroundings and help others in your team to reach a definite conclusion amidst difference of opinions. After all this is what all group discussions aim at: to be able to discuss and arrive at a consensus.

Basic Mantras

To be able to meet the above requirements during a group discussion, one should keep in mind the following basic mantras:

 Remember two sets of four words each: control, balance, faith and hope; and light, sweetness, pleasure and fragrance; accumulate them in abundance and give them freely.

 Be Yourself. Be as natural as possible and don’t try to be someone you are not. Take time to organize your thoughts. Don’t suddenly jump to any conclusion. Think before you speak so that you don’t speak anything irrelevant to the topic being discussed. Don’t make the mistake of looking at the panel while you are speaking. You are in a group discussion and you are expected to discuss among group members, so always look at your group members while you are speaking.

 Seek clarifications if you have any doubts regarding the subject, before the discussion commences.

 Your body language says a lot about you. Your gestures and mannerisms are more likely to reflect your attitude than what you say.

 Never try to show your dominance. Be assertive, speak yourself and let others speak as well. Don’t lose your cool if anyone says anything you object to. The key is to stay objective: don’t take the discussion personally.

 Show your leadership skills. Motivate the other members of the team to speak. Be receptive to others’ opinions and do not be abrasive or aggressive.

 Remember, opening the discussion is not the only way of gaining attention and recognition. If you do not give valuable insights during the discussion, all your efforts of initiating the discussion will be in vain.

 Don’t be disheartened if you did not do well in your First group discussion or initial GDs. Instead try to learn from mistakes.

CHAPTER 4Interview through GD

In the present scenario, interview through group discussion is a very common and effective feature in the selection of candidates for a job or admission in technical institutions or for higher studies. It easily provides a platform and an opportunity to judge the comparative strength of the candidates. Comparison is an inherent part of GD. It clearly shows the comparative strengths and weaknesses of the candidates. The best among the participants distinguishes himself or herself. The candidate with needed inner and inherent qualities comes to the fore. Selection becomes easier.

GD is a kind of an interview, though it is treated as a part of a complete interview.

The GD interview (for that matter any interview) is an acid test as the candidates are physically, mentally and morally assessed by an experienced and expert panel of judges of words, ideas, persons and character. Their keen and concentrated eyes will miss nothing. Their alert minds will not wait for a click, they will know the movement of the cursor through the mouse-like candidate. The movement of the cursor, from icon to icon, tools to tools, file to file or just a simple delay in clicking, will project the indecision of the hand holding the mouse. A correct and quick click will spontaneously get marked while a wrong click will be rejected instantly, the rejection being conveyed not in a dialogue box at a later and convenient stage, through newspapers and Internet or a letter.

One should never doubt their inherent and well-marshalled capabilities and should never try to trick them. The detection of slight deception will immediately shut that door of opportunity, which was opened by the written test. A GD secures the permission to enter inside. Be sure, the interview gives you the fruit in the form of an admission or appointment. It should not be treated as a hurdle. Actually it is a passage that leads one to a management institute (an office) and makes one a part of an organization.

It is usually advised by the experts to lead the interviewers towards the subject in which one feels comfortable. Don’t try to do that. They are not so naïve. If and when you resort to such tactics and employ a technique of your own, they will push you to a tight corner. They are the experts; they know you, and your upper limit too.

The best way to prepare for the coming interview is to display the strength and character required for the post applied for. If one has those intrinsic qualities of the administrators, he/ she will definitely and invariably come out of the interview in flying colours. If one lacks them, it will be detected, and the result, then, is obvious.

It is just a futile effort to try and guess the questions, the topic to be discussed and your imaginary answers before an imaginary panel. It will be a waste of time and intelligence. You should be mentally ready to face any question or to discuss any topic. You simply have to answer them with the best of your ability, knowledge, approach and understanding. Always remember, you are an aspirant, not an executive or employee.

The panelists are well acquainted with both the raw materials and finished goods in the form of young aspirants and mature administrators respectively. They know the need of the day and make the selections to fulfill the actual demand of the market. Hence, only such candidates are easily selected that have the quality and flexibility to be moulded into able administrators.

Without thinking of the expected questions, try to widen your own horizon by reading and thinking over personal profiles, current affairs, politics, national and international events, books and business news. Read the newspapers well. It will increase your hold, improve your memory and sharpen your response and to enable you to form a personal opinion and express it smoothly, clearly and in an impressive way. In the interview, one has to show what he/she is.

The aim should be to present one’s point of view in a convincing manner. It makes no difference whether the point of view is personal, common or uncommon; clarity fetches clear edge. The ideas expressed in correct language, with precise adjectives, exact prepositions, common words and simple, short sentences will prove a boon. Clumsy and complex sentences will usually remain incomplete and unheard.

There is virtually no opportunity for laying long and strong foundation, erecting a strong building, making elaborate architectural designs during the short period between GD and interview. One has to produce the whole, from nowhere and in no time, a finished and furnished structure of everything in a few meaningful, popular and expressive phrases and finished sentences.

Straight answer will impress, ambiguity will kill; corroborated and substantiated statement will enhance the chances; clear concept, common words and popular expressions will lure them to select you. One must have and show conviction otherwise he/ she will fail to create a favourable impression.

CHAPTER 5The Second Opening; Not Hurdle

It is generally believed that an entry in MBA, MCA, or other job-oriented courses through GD is both unpredictable and uncertain. It is the second hurdle and a very challenging and tough one. It inspires those who are mentally strong and determined to accept a genuine challenge and enjoy success with an open attitude, rigorous labour and practical approach. GD is a searchlight moving in close vicinity and eager to spot one when needed. It simply needs balanced people, so that it can mould them into strong and successful administrators and managers.

In a way, after written test, group discussion is the second opening, not a hurdle. The thing that is tested here is the quality of the inner fibre; whether one has the tenacity of a leader and the power to remain in the lead or not. It is generally mentioned as ‘leadership quality’ but is hardly perceived by anyone within oneself. It turns into power only as accumulated effect of will power and conviction.

People with vitiating attitude can never remain in the lead or become pace setters. They lack drive and initiative. They always look behind and are afraid of being taken over. Those, who shun themselves from ‘social circle’ and remain ‘ideally’ busy in study and preparations, fail to exhibit and test that quality which may be there in them in abundance.