1. GROUP DISCUSSIONS

2. As in a football game, where you play like a team, passing the ball to each team member and aim for a common goal, GD is also based on team work, incorporating views of different team members to reach a common goal.

3. Stages of GD Introduction.(How to? Exchange of ideas for / against. Conclusion

4. Behaviour

5. PERSONALITY TRAITS TO DO WELL 1.Team Player- because it is essential for managers to be team players. The reason: Managers always work in teams. As a team member--- as a team leader. A good manager has good team skills 2. Reasoning Ability – to express your opinions or ideas. 3. Leadership- to -- show direction to the group whenever group moves away from the topic. ~coordinate the effort of the different team members in the GD. ~ contribute to the GD at regular intervals with valuable insights. ~ inspire and motivates team members to express their views. Contribute to the GD with your ideas and opinions, but also try and steer the conversation towards a goal.

6. 4. Flexibility – to be open to other ideas as well as to the evaluation of your ideas. But first, remember: Never ever start your GD with a stand or a conclusion. By taking a stand, you have already given your decision without discussing the topic at hand or listening to the views of your team members. Also, if you encounter an opposition with a very strong point at the 11th hour, you end up in a typical catch-22 situation: ~If you change your stand, you are seen as a fickle-minded or a whimsical person. ~If you do not change your stand, you are seen as an inflexible, stubborn and obstinate person. 5. Assertiveness - must put forth your point to the group in a very emphatic, positive and confident manner.Participants often confuse assertiveness with aggressiveness.Aggressiveness is all about forcing your point on the other person, and can be a threat to the group. An aggressive person can also demonstrate negative body language, whereas an assertive person displays positive body language.

7. 6. Initiative - A general trend amongst students is to start a GD and get the initial kitty of points earmarked for the initiator.But that is a high risk-high return strategy.Initiate a GD only if you are well versed with the topic. If you start and fail to contribute at regular intervals, it gives the impression that you started the GD just for the sake of the initial points.Also, if you fumble, stammer or misquote facts, it may work against you. Remember: You never ever get a second chance to create a first impression. 7. Creativity/ Out of the box thinking - An idea or a perspective which opens new horizons for discussion on the GD topic is always highly appreciated. When you put across a new idea convincingly, such that it is discussed at length by the group, it can only be positive.You will find yourself in the good books of the examiner.

8. 8. Inspiring ability - A good group discussion should incorporate views of all the team members.If some team members want to express their ideas but are not getting the opportunity to do so, giving them an opportunity to express their ideas or opinions will be seen as a positive trait. Caution: If a participant is not willing to speak, you need not necessarily go out of the way to ask him to express his views. This may insult him and hamper the flow of the GD. 9. Listening - Always try and strike a proper balance between expressing your ideas and imbibing ideas. 10. Awareness - You must be well versed with both the micro and macro environment. Your awareness about your environment helps a lot in your GD content, which carries maximum weightage. Caution: The content or awareness generally constitutes 40 to 50 percent marks of your GD. Apart from these qualities, communication skills, confidence and the ability to think on one's feet are also very important.

9. Problems you could have Dominant individuals Passive and shy individuals Losing the Plot Personalizing Disagreements False or Controversial Information

10. Benefits * Ideas can be generated. * Ideas can be shared. * Ideas can be 'tried out'. * Ideas can be responded to by others. * When the dynamics are right, groups provide a supportive and nurturing environment for academic and professional endeavour. * Group discussion skills have many professional applications. * Working in groups is fun!

11. Positive Task Roles * Initiator: 'Let's take a local perspective on environmental responsibility. Maybe a fast-food outlet?' * Information seeker: 'Does anyone know what hospitals does with its garbage? Does it recycle?' * Information giver: They won a local government award last year for running an environmentally friendly operation.' * Procedure facilitator: 'I'll write this down to keep track of our discussion.' * Opinion seeker: 'Do you think they're really responsible or is it just a bit of good PR?' * Opinion giver: 'I think it's a combination of the two, but at least they're taking the issue seriously.' * Clarifier: 'We need to get hold of xyz annual report to get a better picture of what they're doing.' * Summariser: 'O.K. We're taking a local perspective, using … as our example, and we'll have a look at last year's annual report to see in what way they practiced environmental responsibility.'

12. Positive Maintenance Roles Particularly important as the discussion develops and opposing points of view begin to emerge. * Social Supporter: 'We're coming up with some good ideas here.' * Harmoniser: 'Jane and Tsen have looked at the issue from opposing points of view. Let's see if we can take something from both points of view.' * Tension Reliever: 'This discussion's really dynamic. It's good that we have so many different valid angles on the issue.' * Energiser: 'Hey, the point that Ahmed made has really got me thinking. Let's explore his idea some more.' * Compromiser: 'Half the group supports Jane's view and half supports Tsen's. Now we need to formulate a compromise that we can all live with.' * Gatekeeper: 'How do you feel about the issue, Greg? Your contribution here would be really valuable.'

13. Roles to be avoided * Disgruntled non-participant: someone who does not contribute and whose presence inhibits the participation of other group members. * Attacker: someone who acts aggressively by expressing disapproval of other members and their contributions to the discussion. * Dominator: someone who takes control of the discussion by talking too much, interrupting other members, or behaving in a patronising way. * Clown: someone who 'shows off', refuses to take the discussion seriously, or disrupts it with inappropriate humour.