GROUP DISCUSSION

A Group Discussion (GD) is a shared, purposive communication transaction in which a small group
of people exchange and evaluate ideas and information in order to understand a subject or solve a
problem, It is a form of interpersonal communication in which three or more people are brought
together and interact in order to achieve some common purpose or goal GD can help to solve
problems, make decisions, add to the participants' knowledge, relieve tension and improve
relationships of participants

GDs may be formal or informal. An example of informal GD is family members getting together to
make decisions about crises that occur within the family. A group of friends may get together and
discuss a problem related to academics. Formal discussions could take place at the workplace where
the co-workers discuss problems. For example, a retail store asks a group of employees to discuss
ways to handle shoplifting. An insurance company asks its employees to discuss solutions to work-
related problems. Result: a 70% increase in productivity.

The process of GD requires specific communication skills. Companies and institutions these days
increasingly use GDs to solve problems and make decisions. Nowadays, GD is also used as a
technique to select candidates for jobs and professional courses. This is because the behaviour of a
person in a GD reveals a lot about him or her, such as communication skills, leadership qualities,
ability to work in a team, attitudes and relationships with others, general knowledge, personality traits,
command over language, etc. which an interview alone may not be able to test.

Features of Group Discussion:

1. GD involves people, usually from three to twenty in number.

2. Interaction of members forms a vital part of the group's success. Interaction suggests a sort of
give-and-take among participants. A group member should express his or her own opinion
and respond to the opinions expressed by others. This interaction is easiest when participants
face one another. This is because face-to-face contact helps members to interpret body
language and tune in to positive and negative feedback from other participants.
3. Group members influence each other. As they work together to reach a common goal, each
member adapts to beliefs expressed by other members and, in turn, modifies the opinions of
these participants. People who were of a particular opinion or stand at the beginning of the
discussion may be influenced by the facts, figures, examples and experiences related by
 others and change their stand by the time the discussion ends. This mutual influence helps the
group accomplish its purpose.
4. Though interaction is important in a group, its effectiveness depends a lot on its organisation.
Sometimes members talk a lot and react to each other's ideas a lot, but the group cannot
decide anything or come to a conclusion. Often interaction may be disorganised or even
chaotic. To be effective, a GD must be organised, and members should be encouraged to
interact within a specific structure. Usually, a good leader facilitates the organisation in a
group by monitoring the progress of the discussion and encouraging members to play positive
roles

Interaction in Group Discussion

Aubrey Fisher studied various groups and concluded that, generally, group interaction moves through
four stages or phases, which he named Orientation, Conflict, Emergence and Reinforcement.

Orientation: This is the initial stage in a GD, where members get to know one another. People's
appearance, body language and the way of greeting others go a long way in creating first impressions.
In the beginning, members are somewhat hesitant to express ideas because they are unsure about how
these ideas will be accepted by the rest of the group. Hence, members are non-committal, and most
ideas are accepted without question. The discussion is just beginning, and members want to maintain
a friendly atmosphere.

Conflict: Members begin to feel comfortable in the group. The problem or topic has been clearly
defined, and the discussion moves into the conflict phase. All the aspects of the topic are discussed,
and members begin to take sides. Positive and negative feelings are expressed as members try to
influence each other. A lot of arguments and disagreements may arise. There may even be intense
conflicts leading to tension which may be resolved through compromise or mediation.

Emergence: Eventually, members begin to agree about certain issues, and discussion enters the
emergence phase. The ideas most acceptable to the group are clarified. Definite proposals, solutions
and suggestions are mentioned. Group members seek approval for their ideas and express approval for
other members' ideas. Ideas that meet with disapproval are dropped. The group moves towards a
conclusion through a majority vote or consensus.

Reinforcement: The group settles on a few preferred ideas. Members express their approval of these
ideas, thus reinforcing the group's decision. The final conclusion is presented, and as the discussion
concludes, the group tries to establish a feeling of unity. Participants feel they have worked in a team
and satisfied a common goal.

Reaching a Decision:

The goal of a problem-solving group is to reach a decision. This decision can be made in several
ways.

1. Majority Vote: If disagreements persist and time is short, the leader or another group
member can call for a vote. In this case, whatever the majority decides is accepted by the
group. When a definite decision is needed and time is limited, a majority vote is an efficient
way of making a decision. The only disadvantage is that minority opinion is neglected, and a
few members are left dissatisfied.

2. Consensus: This means that all members agree on one solution or decision (as opposed to a
majority vote where only most members agree). Arriving at a consensus or unanimous
opinion usually requires members to compromise until one solution is acceptable to all. This
can be time-consuming especially if members cling to opposing views. But it is usually worth
the extra effort because members leave the group feeling they have reached a decision
acceptable to everyone. Decisions reached by consensus tend to solidify the group and help
members work effectively together later on.

3. One person's decision: sometimes, when the group is near the end of a discussion and cannot
reach a consensus or cannot go through a majority vote, they may turn the problem over to
one person who they think has special authority or insight concerning the problem This could
be the group leader or some other respected group member. Usually, the group agrees ahead
of time that a particular person will make the final decision in such an instance.

Roles played by members:

Group members play different roles during a discussion, and most of them make a special
contribution to the functioning of the group. Members may fill different roles at different times and in
different groups.
 1. Group Task Roles: these roles are task-oriented, which means that members who play these
roles help the discussion to move forward successfully. They contribute to the progress of the
group in the form of facts, ideas, opinions, etc.
2. Group Building Roles: These roles have to do with team building. Members who play these
roles are concerned about their fellow members and building friendly relationships with them.
3. Self-centred roles or negative influence: these are roles to be avoided. Members playing
such roles hinder the progress of the GD and disrupt the harmony in the group. They exhibit
selfishness and are hostile or indifferent in their attitudes towards others.

Members' Roles

Group Task Roles Group Building Roles Self-centred Roles

Initiator Supporter Blocker

Information/Opinion Seeker Harmonizer Aggressor

Information/Opinion Giver Tension-Reliever Recognition Seeker

Clarifier Encourager Clown

Coordinator Dominator

Orienter

Description of Roles:

Group Task Roles:

1. Initiator: Starts the discussion by clearly defining or explaining the problem at hand and
makes a good opening statement. An initiator also suggests innovative ideas or new
perspectives or proposes a changed way of regarding the group problem or goal.
2. Information/Opinion Seeker. Seeks authoritative and pertinent facts from others He asks for
facts and clarifications of suggestions made, in terms of their factual adequacy. He also asks
for opinions in order to get at some of the values of the group.
 3. Information/Opinion Giver: Offers facts, figures, statistics, latest developments and other
data. He also offers generalisations or relates his own pertinent experience. He may also state
his belief or opinion pertinently to a suggestion made.
4. Clarifier (elaborator): If there is confusion or ambiguity. He tries to elaborate and make things
clear. He spells out suggestions in terms of examples or developed meanings. He may also
offer a rationale for suggestions previously made. Very often he builds on the contributions of
others.
5. Coordinator. Helps in integrating and summarising the ideas of other members. He shows and
clarifies the relationships among various ideas. He tries to pull together ideas and suggestions
and coordinates the activities of various members.
6. Orienter. Defines the goal or objective of the discussion and also suggests direction for further
discussion. He defines the position of the group with respect to its goals and points out
deviations.

Group Building Roles or Positive Influences:

1. Supporter: Supports the argument of a person. He praises, agrees with and accepts the
contribution of others and thus supplies positive reinforcement. He also offers understanding,
acceptance and warmth in attitude to other group members.
2. Harmonizer. Helps in resolving disagreements and conflicts in the group. He mediates
differences, tries to bring about compromise and develops a rapport with group members.
3. Tension Reliever: Makes people relax when arguments get tensed up. He may act humorously
sometimes in order to relieve stress and tension in the group.
4. Encourager. Encourages those who have not spoken to participate in the GD. He keeps
communication channels open by facilitating participation of others or by
proposing regulation of the flow of communication.

Self-centred or Negative Roles:

1. Aggressor. Acts aggressively by attacking the group per topic under discussion. He expresses
hostility and deflates the status of others. He expresses disapproval, jealousy towards others'
contributions, criticises unnecessarily, etc.
2. Blocker. Provides negative feedback and opposition without or beyond reason. Raises
objections and brings back issues stubbornly even after the rest of the group has discarded
them, thus, blocking the flow of thought of others.
 3. Recognition Seeker Attempts to focus attention on himself by boasting about his
achievements. His main intention is to win recognition and appreciation from others, which
he may attempt without any constructive purposes.
4. Clown Displays lack of involvement in the group's processes by nonchalance, passing cynical
comments, trying to entertain others by continually cracking meaningless jokes.
5. Dominator: attempts to take over the group by asserting authority in manipulating group
members He interrupts others and orders them about. He tries to dominate and become the
leader by putting across his views again and again.

Group Leader: In a group, a leader emerges very naturally. He does not attempt to take control by
force. Through his influence and effectiveness, he proves that he is capable of planning the group's
activities and keeping the members working towards a common goal. He plays several of the positive
roles. He usually makes an effective opening statement and encourages members to interact within an
organised structure He draws out opinions from quieter members. He keeps the group on the right
track. He usually summarises the main points of discussion and leads towards a satisfactory
conclusion.

Points that will help you in GD

1. Have a pen and a small piece of paper with you.

2. It is advisable to note down the topic so that in case anyone deviates from it, you can steer the
discussion back to it.
3. Take a minute or two to collect your thoughts on the topic.
4. It may not be a bad idea if you decide to talk for the side where there are fewer participants.
You would then be able to create interest and get noticed in the group discussion.
5. As everyone in the group wants the job, it is quite possible that the group is chaotic. If this
happens, you should seize the opportunity to control it.
6. If some of the members are not getting time to put forward their views, after an appropriate
time, you should suggest that the others be allowed to speak.
7. Never become a self-appointed chairperson.
8. State your point of view in clear words.
9. During the discussion, address the members by name and with respect. Avoid using
expressions such as 'that man' or 'this lady'.
10. Pay enough attention to what others are saying. Sometimes the panel asks you to let them
know the contribution of the other members.
11. When the time is about to finish, be prepared to take the lead in summing up the discussion.
 12. After the discussion, pick up all the papers, arrange your chair in the right place and thank the
panel.

Note: Some topics may be embarrassing or may look uninteresting or difficult, but the panel needs the
person who can discuss any topic intelligently and interestingly. The topic itself does not have much
value. The panel is judging how you discuss it.