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A local coalition forms a task force to address the rising HIV rate among teens in the community. A group of parents meets to wrestle with their feeling that their school district is shortchanging its students. A college class in human services approaches the topic of dealing with reluctant participants. Members of an environmental group attend a workshop on the effects of global warming. A politician convenes a “town hall meeting” of constituents to brainstorm ideas for the economic development of the region. A community health educator facilitates a smoking cessation support group.
All of these might be examples of group discussions, although they have different purposes, take place in different locations, and probably run in different ways. Group discussions are common in a democratic society, and, as a community builder, it’s more than likely that you have been and will continue to be involved in many of them. You also may be in a position to lead one, and that’s what this section is about. In this last section of a chapter on group facilitation, we’ll examine what it takes to lead a discussion group well, and how you can go about doing it.
The literal definition of a group discussion is obvious: a critical conversation about a particular topic, or perhaps a range of topics, conducted in a group of a size that allows participation by all members. A group of two or three generally doesn’t need a leader to have a good discussion, but once the number reaches five or six, a leader or facilitator can often be helpful. When the group numbers eight or more, a leader or facilitator, whether formal or informal, is almost always helpful in ensuring an effective discussion.
A group discussion is a type of meeting, but it differs from the formal meetings in a number of ways: It may not have a specific goal – many group discussions are just that: a group kicking around ideas on a particular topic. That may lead to a goal ultimately...but it may not. It’s less formal, and may have no time constraints, or structured order, or agenda. Its leadership is usually less directive than that of a meeting. It emphasizes process (the consideration of ideas) over product (specific tasks to be accomplished within the confines of the meeting itself. Leading a discussion group is not the same as running a meeting. It’s much closer to acting as a facilitator, but not exactly the same as that either.
An effective group discussion generally has a number of elements:
Many group discussions have no specific purpose except the exchange of ideas and opinions. Ultimately, an effective group discussion is one in which many different ideas and viewpoints are heard and considered. This allows the group to accomplish its purpose if it has one, or to establish a basis either for ongoing discussion or for further contact and collaboration among its members.
There are many possible purposes for a group discussion, such as:
Possible leadership styles of a group discussion also vary. A group leader or facilitator might be directive or non-directive; that is, she might try to control what goes on to a large extent; or she might assume that the group should be in control, and that her job is to facilitate the process. In most group discussions, leaders who are relatively non-directive make for a more broad-ranging outlay of ideas, and a more satisfying experience for participants.
Directive leaders can be necessary in some situations. If a goal must be reached in a short time period, a directive leader might help to keep the group focused. If the situation is particularly difficult, a directive leader might be needed to keep control of the discussion and make
There are two ways to look at this question: “What’s the point of group discussion?” and “Why would you, as opposed to someone else, lead a group discussion?” Let’s examine both.
As explained in the opening paragraphs of this section, group discussions are common in a democratic society. There are a number of reasons for this, some practical and some philosophical.
A group discussion:
You might choose to lead a group discussion, or you might find yourself drafted for the task. Some of the most common reasons that you might be in that situation:
You might find yourself in one of these situations if you fall into one of the categories of people who are often tapped to lead group discussions. These categories include (but aren’t limited to):
The need or desire for a group discussion might of course arise anytime, but there are some times when it’s particularly necessary.
In some cases, the opportunity to lead a group discussion can arise on the spur of the moment; in others, it’s a more formal arrangement, planned and expected. In the latter case, you may have the chance to choose a space and otherwise structure the situation. In less formal circumstances, you’ll have to make the best of existing conditions.
We’ll begin by looking at what you might consider if you have time to prepare. Then we’ll examine what it takes to make an effective discussion leader or facilitator, regardless of external circumstances.
If you have time to prepare beforehand, there are a number of things you may be able to do to make the participants more comfortable, and thus to make discussion easier.
Choose the space
If you have the luxury of choosing your space, you might look for someplace that’s comfortable and informal. Usually, that means comfortable furniture that can be moved around (so that, for instance, the group can form a circle, allowing everyone to see and hear everyone else easily). It may also mean a space away from the ordinary.
One organization often held discussions on the terrace of an old mill that had been turned into a bookstore and café. The sound of water from the mill stream rushing by put everyone at ease, and encouraged creative thought.
Provide food and drink
The ultimate comfort, and one that breaks down barriers among people, is that of eating and drinking.
Bring materials to help the discussion along
Most discussions are aided by the use of newsprint and markers to record ideas, for example.
Become familiar with the purpose and content of the discussion
If you have the opportunity, learn as much as possible about the topic under discussion. This is not meant to make you the expert, but rather to allow you to ask good questions that will help the group generate ideas.
Make sure everyone gets any necessary information, readings, or other material beforehand
If participants are asked to read something, consider questions, complete a task, or otherwise prepare for the discussion, make sure that the assignment is attended to and used. Don’t ask people to do something, and then ignore it.
Lead the discussion
Think about leadership style
The first thing you need to think about is leadership style, which we mentioned briefly earlier in the section. Are you a directive or non-directive leader? The chances are that, like most of us, you fall somewhere in between the extremes of the leader who sets the agenda and dominates the group completely, and the leader who essentially leads not at all. The point is made that many good group or meeting leaders are, in fact, facilitators, whose main concern is supporting and maintaining the process of the group’s work. This is particularly true when it comes to group discussion, where the process is, in fact, the purpose of the group’s coming together.
A good facilitator helps the group set rules for itself, makes sure that everyone participates and that no one dominates, encourages the development and expression of all ideas, including “odd” ones, and safeguards an open process, where there are no foregone conclusions and everyone’s ideas are respected. Facilitators are non-directive, and try to keep themselves out of the discussion, except to ask questions or make statements that advance it. For most group discussions, the facilitator role is probably a good ideal to strive for.
It’s important to think about what you’re most comfortable with philosophically, and how that fits what you’re comfortable with personally. If you’re committed to a non-directive style, but you tend to want to control everything in a situation, you may have to learn some new behaviors in order to act on your beliefs.
Put people at ease
Especially if most people in the group don’t know one another, it’s your job as leader to establish a comfortable atmosphere and set the tone for the discussion.
Help the group establish ground rules
The ground rules of a group discussion are the guidelines that help to keep the discussion on track, and prevent it from deteriorating into namecalling or simply argument. Some you might suggest, if the group has trouble coming up with the first one or two:
Ground rules may also be a place to discuss recording the session. Who will take notes, record important points, questions for further discussion, areas of agreement or disagreement? If the recorder is a group member, the group and/or leader should come up with a strategy that allows her to participate fully in the discussion.
Generate an agenda or goals for the session
You might present an agenda for approval, and change it as the group requires, or you and the group can create one together. There may actually be no need for one, in that the goal may simply be to discuss an issue or idea. If that’s the case, it should be agreed upon at the outset.
How active you are might depend on your leadership style, but you definitely have some responsibilities here. They include setting, or helping the group to set the discussion topic; fostering the open process; involving all participants; asking questions or offering ideas to advance the discussion; summarizing or clarifying important points, arguments, and ideas; and wrapping up the session. Let’s look at these, as well as some do’s and don’t’s for discussion group leaders.
Part of your job here is to protect “minority rights,” i.e., unpopular or unusual ideas. That doesn’t mean you have to agree with them, but that you have to make sure that they can be expressed, and that discussion of them is respectful, even in disagreement. (The exceptions are opinions or ideas that are discriminatory or downright false.) Odd ideas often turn out to be correct, and shouldn’t be stifled.
This is especially true when the group is stuck, either because two opposing ideas or factions are at an impasse, or because no one is able or willing to say anything. In these circumstances, the leader’s ability to identify points of agreement, or to ask the question that will get discussion moving again is crucial to the group’s effectiveness.
Even after you’ve wrapped up the discussion, you’re not necessarily through. If you’ve been the recorder, you might want to put the notes from the session in order, type them up, and send them to participants. The notes might also include a summary of conclusions that were reached, as well as any assignments or follow-up activities that were agreed on.
If the session was one-time, or was the last of a series, your job may now be done. If it was the beginning, however, or part of an ongoing discussion, you may have a lot to do before the next session, including contacting people to make sure they’ve done what they promised, and preparing the newsprint notes to be posted at the next session so everyone can remember the discussion.
Leading an effective group discussion takes preparation (if you have the opportunity for it), an understanding of and commitment to an open process, and a willingness to let go of your ego and biases. If you can do these things, the chances are you can become a discussion leader that can help groups achieve the results they want.
A constant question that leaders – and members – of any group have is what to do about racist, sexist, or homophobic remarks, especially in a homogeneous group where most or all of the members except the leader may agree with them. There is no clear-cut answer, although if they pass unchallenged, it may appear you condone the attitude expressed. How you challenge prejudice is the real question. The ideal here is that other members of the group do the challenging, and it may be worth waiting long enough before you jump in to see if that’s going to happen. If it doesn’t, you can essentially say, “That’s wrong, and I won’t allow that kind of talk here,” which may well put an end to the remarks, but isn’t likely to change anyone’s mind. You can express your strong disagreement or discomfort with such remarks and leave it at that, or follow up with “Let’s talk about it after the group,” which could generate some real discussion about prejudice and stereotypes, and actually change some thinking over time. Your ground rules – the issue of respecting everyone – should address this issue, and it probably won’t come up…but there are no guarantees. It won’t hurt to think beforehand about how you want to handle it.
All too often, conflict – whether conflicting opinions, conflicting world views, or conflicting personalities – is so frightening to people that they do their best to ignore it or gloss it over. That reaction not only leaves the conflict unresolved – and therefore growing, so that it will be much stronger when it surfaces later– but fails to examine the issues that it raises. If those are brought out in the open and discussed reasonably, the two sides often find that they have as much agreement as disagreement, and can resolve their differences by putting their ideas together. Even where that’s not the case, facing the conflict reasonably, and looking at the roots of the ideas on each side, can help to focus on the issue at hand and provide solutions far better than if one side or the other simply operated alone.
Sometimes individuals or factions that are trying to dominate can disrupt the process of the group. Both Sections 1 and 2 of this chapter contain some guidelines for dealing with this type of situation.
The exception here is when someone has been chosen by her community or group to represent its point of view in a multi-sector discussion. Even in that situation, the individual may find herself swayed by others’ arguments, or may have ideas of her own. She may have agreed to sponsor particular ideas that are important to her group, but she may still have her own opinions as well, especially in other areas.
If you’re asked your opinion directly, you should answer honestly. You have some choices about how you do that, however. One is to state your opinion, but make very clear that it’s an opinion, not a fact, and that other people believe differently. Another is to ask to hold your opinion until the end of the discussion, so as not to influence anyone’s thinking while it’s going on. Yet another is to give your opinion after all other members of the group have stated theirs, and then discuss the similarities and differences among all the opinions and people’s reasons for holding them. If you’re asked a direct question, you might want to answer it if it’s a question of fact and you know the answer, and if it’s relevant to the discussion. If the question is less clear-cut, you might want to throw it back to the group, and use it as a spur to discussion.
Group discussions are common in our society, and have a variety of purposes, from planning an intervention or initiative to mutual support to problem-solving to addressing an issue of local concern. An effective discussion group depends on a leader or facilitator who can guide it through an open process – the group chooses what it’s discussing, if not already determined, discusses it with no expectation of particular conclusions, encourages civil disagreement and argument, and makes sure that every member is included and no one dominates. It helps greatly if the leader comes to the task with a democratic or, especially, a collaborative style, and with an understanding of how a group functions.
A good group discussion leader has to pay attention to the process and content of the discussion as well as to the people who make up the group. She has to prepare the space and the setting to the extent possible; help the group establish ground rules that will keep it moving civilly and comfortably; provide whatever materials are necessary; familiarize herself with the topic; and make sure that any pre-discussion readings or assignments get to participants in plenty of time. Then she has to guide the discussion, being careful to promote an open process; involve everyone and let no one dominate; attend to the personal issues and needs of individual group members when they affect the group; summarize or clarify when appropriate; ask questions to keep the discussion moving, and put aside her own agenda, ego, and biases.
It’s not an easy task, but it can be extremely rewarding. An effective group discussion can lay the groundwork for action and real community change.
Online resources
Everyday-Democracy . Study Circles Resource Center. Information and publications related to study circles, participatory discussion groups meant to address community issues.
Facilitating Political Discussions from the Institute for Democracy and Higher Education at Tufts University is designed to assist experienced facilitators in training others to facilitate politically charged conversations. The materials are broken down into "modules" and facilitation trainers can use some or all of them to suit their needs.
Project on Civic Reflection provides information about leading study circles on civic reflection.
“ Suggestions for Leading Small-Group Discussions ,” prepared by Lee Haugen, Center for Teaching Excellence, Iowa State University, 1998. Tips on university teaching, but much of the information is useful in other circumstances as well.
“ Tips for Leading Discussions ,” by Felisa Tibbits, Human Rights Education Associates.
Print resources
Forsyth, D . Group Dynamics . (2006). (4th edition). Belmont, CA: Thomson Wadsworth.
Johnson, D., & Frank P. (2002). Joining Together: Group theory and group skills . (8th edition). Boston: Allyn & Bacon.
Group Discussion (GD) is a technique where the group of participants share their views and opinions on a topic for a specific duration. Companies conduct this evaluation process because business management is essentially a team activity and working with groups is an essential parameter in organisations.
Table of Content
GD is an opportunity for an organisation to evaluate a candidate’s communication skills, knowledge, leadership skills, listening skills, social skills, ability to think on the spot and improvise. A typical GD has about 8-12 participants and 2 or more assessors. The assessors sit where they can clearly see and hear all the candidates.
They record the behaviour of participants during the group discussion. Then, they evaluate the recorded observations against the desired traits and finalise a few candidates from the group.
Group discussion is a communication process that involves the exchange of ideas, information, and opinions among a group of people. It is a powerful tool for problem-solving, decision-making, and generating new ideas. – Stephen P. Robbins, author of “Organizational Behavior”
A group discussion is an interactive process where a group of individuals come together to exchange ideas, opinions, and information on a specific topic. The goal of a group discussion is to arrive at a collective decision or solution that is acceptable to all members of the group.” – The Indian Institute of Technology (IIT)
Group discussion is a method of communication in which a small group of people come together to discuss a topic or problem. The group members share their ideas and perspectives with one another in order to arrive at a solution or decision that benefits the group as a whole.” – The American Psychological Association (APA)
Group discussion is an effective means of exploring and analyzing complex issues, generating creative ideas, and arriving at consensus among participants. It provides a platform for individuals to express their views, clarify their understanding, and learn from the perspectives of others.” – The National Institute of Standards and Technology (NIST)
Group discussions are conducted to serve various purposes. It is a two-way communication process through which recruiters get to assess the soft skills of candidates, while the candidates can gain clarity about their own thoughts, opinions and views.
The following are some of the objectives of a group discussion activity:
A group discussion delineates how a candidate participates, behaves and contributes in a group. There are three main types of GDs :
Case-based gds, article-based gds.
These are based on certain practical topics, such as the harmful effects of plastics on the environment or the need of college degree for entrepreneurship. These GDs can be further classified into:
In these GDs, a case study is presented to group members to read and analyse in a given period. Candidates need to discuss the case study among themselves and reach on a com- mon consensus to solve the given situation. This helps to evaluate their problem solving, analytical ability, critical thinking and creative thinking skills.
Candidates are presented with an article on any field, such as politics, sports, or technology, and asked to discuss the given situation.
There are some essential requirements for gaining success in a group discussion. The following are some important requirements to be fulfilled by a candidate in order to ensure a successful GD:
Active listening, effective communication, appropriate body language.
A candidate with in-depth knowledge and command over the topic initiates the discussion. He/she gets noticed and usually selected in a group discussion. However, starting the discussion does not guarantee the selection and also it does not show the leadership qualities.
Therefore, one should start a discussion only when he/she is well acquainted with the topic. In case, one is not well acquainted with the topic, he/she should first listen to others and then speak.
Only good listeners can be active participators in a discussion. Such persons listen to others and remain attentive and active throughout the discussion. Therefore, a listener is more likely to imbibe knowledge than a speaker. By listening carefully, a candidate can contribute by formulating his/her own thoughts that can be verbally delivered.
Candidates should have good communication skills and they should take care of the overtones. One should be able to understand other participants’ perception and thoughts. Then, accordingly, Agree to or refute the ideas or viewpoints presented by other candidates.
Therefore, healthy and clear thoughts should be exchanged while pursuing a group discussion to gain attention of the assessors.
Gestures, facial expressions, eye contact and tone of voice show the amount of interest a candidate has in a group discussion. It is important to maintain eye contact with the evaluator(s) when starting a discussion. The coordinator notices the body language of the candidates to assess their confidence level.
A GD is a method used by organisations to analyse the skills of candidates and decide whether their personality traits are desirable for the job or not.
While facing a GD, the following steps should be performed:
If you want to quickly grab the attention of assessors, then start the GD. However, you must have good knowledge or understanding of the subject being discussed. To make your speech more interesting, you can start with a relevant quote or a short/interesting story; but keep track of time.
There might be a situation when you do not have enough knowledge to start a discussion. In that case, wait, watch and listen to others. As soon as you get an opening, jump in and take charge. Move the conversation forward to make it impactful. However, remember not to over-drag the topic. Sometimes, less is more.
Closing a GD is another opportunity to get the attention of the evaluators. Recap the discussion, connect the dots, highlight the key points and summarise them. Make sure that the summary includes both the positive and negative viewpoints on the topic presented by the candidates.
In this section, we will discuss some Do’s and Don’ts to be taken care of by all the candidates who wish to perform well in a GD.
Some Do’s to be kept in mind during a GD are:
It is also important to avoid doing certain things while participating in a GD. Some Don’ts to be aware of while pursuing a GD are:
Each group discussion exercise is assessed by one or more individuals who are trained to observe and assess behavioural traits relevant for a specific job. The four main behavioural traits assessed through a group discussion are shown in Figure
Let us discuss these behavioural traits in detail.
Analytical and interpretative skills, interpersonal skills, persuasive skills.
These skills are judged on the basis of how a participant is getting his/her message across, how he/she is using his/her body language and also listening skills.
Assessors draw conclusions about a participant’s interpreting and analysing skills by observing how he/she uses facts and data, considers complex problems and issues, suggests solutions, etc.
Assessors observe the participants’ interactions with one another, how they allow one another to express themselves, etc.
The influencing skills of participants are as- sessed based on how well they are able to persuade one another, convince others about a viewpoint or impact others’ behaviour.
A Group Discussion generally involves a group of 8-10 participants who are evaluated by a selection panel. GDs are used to evaluate whether a candidate is a perfect fit for an organisation or not. Be it college placements, MBA courses, job interviews or general researches, GDs are conducted almost in every field to gauge whether the candidate possesses the required skills and personality traits to be a part of the concerned institution. A facilitator has to take care of all the nitty-gritties of organising a GD.
In order to conduct a successful GD, the following aspects need to be taken into consideration:
Venue setup, pre-instructions for participants, defined parameters for selection, role of assessor/evaluator, clear communication of results post gd.
Every GD has a specific purpose such as selecting deserving candidates for admission in professional course or gaining new talented employees in an organisation. Therefore, the objective of a GD should be clear to all the members of the selection panel in order to select the most deserving candidate.
An appropriate venue should be set up to conduct a GD. The venue should not be overcrowded, which may make the participants feel uncomfortable. The space selected for conducting the GD should be well-ventilated, equipped with proper lighting and should have a proper seating arrangement.
A stipulated time limit should be set for each participant to present his/her views. Firstly, participants are given a topic and some time to understand the topic and organise their thoughts. Thereafter they start presenting their views and opinions over the given topic. The time provided to the participants should be logical and it should start at that time only with no delay and waiting.
Prior communication with the participants should be properly conducted along with mentioning the time allotted to one participant to speak. The topic of discussion should be specified clearly along with the instructions and timings of when to start and stop. Big MNCs have their well-panned GD guide that provides instructions to the participants.
There are various parameters based on which a candidate is evaluated. Some of these parameters are listening power, level of confidence, decision-making ability, analytical skills, leadership skills, etc.
Candidates can speak whatever they like on the subject under discussion. The assessors note down their observations for each candidate. Once the discussion is over, the assessors review the information recorded against the desired behaviour. Therefore, a proper evaluation sheet should be maintained for writing down observations so that no errors occur while the selection of candidates.
The results should be announced clearly post the GD. The facilitator should ensure that the participants should not be made to wait for too long for the results.
The following are some points that you should take care of while preparing for a group discussion:
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What are the types of group discussions, importance of group discussions, how did the group discussion round commence, essential skills evaluated during a group discussion, expert tips on how to succeed in group discussions, common mistakes to avoid in a gd round, 20 trending topics for group discussions, faqs on group discussions, what is group discussion.
Group discussions are a vital part of the selection process in many organizations.
They serve as a platform to assess candidates’ communication, teamwork, and problem-solving skills.
This comprehensive guide will explore these questions, providing you with the essential knowledge to excel in your next group discussion round.
Read on to discover the key strategies and tips for success in this critical stage of the interview process.
A group discussion is a structured form of communication where participants exchange ideas and viewpoints on a specific topic.
It is often used in academic settings, corporate environments, and recruitment processes to evaluate individuals’ skills and perspectives.
Here are the critical elements explaining what is group discussion:
1. Purpose: The main goal is to assess participants’ ability to communicate effectively, think critically, and work collaboratively.
2. Format: Typically involves a group of 6-12 participants discussing a topic within a set time limit.
3. Moderator: A facilitator or moderator usually oversees the discussion to ensure it stays on track and to evaluate the participants.
4. Skills Assessed:
Overall, group discussions are a dynamic and interactive way to measure the participants’ interpersonal and intellectual abilities in a group setting.
Group discussions can be categorized into several types based on content and objectives. Here are the main types of group discussions:
These discussions revolve around concrete facts and information. The participants need to grasp the topic well and present accurate data and evidence to support their viewpoints.
In these discussions, participants express their views and opinions on a given topic. There is no right or wrong answer; the focus is on how well participants can argue their perspectives and engage with differing viewpoints.
Participants are given a scenario or a case study to discuss and analyze. They must work together to identify problems, evaluate options, and propose solutions.
These discussions are based on abstract concepts or philosophical ideas. Participants need to interpret the topic creatively and think outside the box.
Understanding the different types of group discussions can help participants prepare effectively, showcasing their strengths in various scenarios and contributing meaningfully to the conversation.
Group discussions (GDs) are vital in job interviews, offering a dynamic setting to evaluate candidates’ interpersonal and professional competencies.
They replicate real-world work environments, enabling employers to assess how individuals perform and interact within a team.
Here’s why GDs are essential:
GDs are an integral part of the interview process, comprehensively assessing a candidate’s suitability for a role.
The group discussion round is well-structured to evaluate participants’ communication, analytical, and teamwork skills.
Here’s a step-by-step breakdown of how a typical group discussion round is commenced:
Understanding this process helps participants prepare adequately, ensuring they can contribute effectively and make a positive impression during the group discussion round.
Participants are assessed on various skills crucial for effective communication, collaboration, and problem-solving in a group discussion.
Here are the primary skills on which you are evaluated, along with detailed descriptions:
Mastering these skills can significantly enhance your performance in a group discussion, making you stand out as a well-rounded and effective communicator capable of contributing meaningfully to any team or project.
Following these expert tips can enhance your performance in group discussions, demonstrating strong communication, critical thinking, and teamwork skills.
Group discussions can be challenging, and making inevitable mistakes can hinder performance. Here are common pitfalls to avoid:
Avoiding these common mistakes can help you perform better in group discussions, demonstrating your communication skills, respect for others, and ability to contribute effectively.
These relevant topics offer various perspectives ideal for engaging and insightful group discussions.
Group discussions are an essential part of job interviews. They evaluate candidates’ communication, teamwork, and problem-solving abilities in a group setting.
To help you succeed, Great Learning offers free courses like:
which will help you ace your group discussions.
For more specialized preparation, consider the Post Graduate Program in Data Science and Business Analytics or in AI and Machine Learning .
These programs provide in-depth knowledge and practical skills, equipping you to engage in discussions on trending topics in data science, business analytics, and AI and enhancing your readiness for the job market.
A group discussion in communication is a structured conversation among multiple participants in which they share ideas, opinions, and insights on a specific topic. The goal is to collaboratively explore the subject, solve problems, or make decisions. A moderator often facilitates a group discussion to ensure productive and inclusive dialogue.
It’s essential to remain composed and assertive when faced with a dominant participant. Politely interject by saying, “I appreciate your point, but I would like to add…” or “Let’s hear what others think about this.” This helps balance the discussion and ensures everyone gets a chance to speak.
The opening statement is crucial as it sets the tone for the discussion. A strong opening can capture your attention and establish your position. Make it clear, concise, and relevant to the topic. If you’re not the first to speak, you can still make a significant impact by building on previous points.
Feeling nervous is common. Practice relaxation techniques such as deep breathing before the discussion. Focus on listening actively and contributing thoughtfully rather than trying to dominate. Preparation and practice can also boost your confidence.
Balance assertiveness and humility by confidently expressing your points while remaining open to others’ ideas. Assertiveness involves standing by your views, whereas humility means recognizing that others may have valuable insights.
Disagreeing with the majority is fine if you present your points respectfully and logically. Support your arguments with evidence and be open to counterarguments. Constructive dissent can add value to the discussion.
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Group discussion is a valuable tool for learning, collaboration, and fostering critical thinking skills. Whether you are a student preparing for an exam, an educator looking for ways to engage your students, or a leader trying to solve a problem, understanding the different types of group discussions, topics, and strategies is essential. In this blog post, we will explore the various types of group discussions, how to choose a suitable topic, and strategies for facilitating meaningful and productive discussions.
Group discussions are a form of interactive communication that involves a small group of individuals sharing their thoughts, ideas, and opinions on a specific topic. These discussions can take place in various settings, such as classrooms, organizations, or professional settings, and can serve different purposes, such as problem-solving, decision-making, or brainstorming.
Group discussions offer a dynamic environment for sharing thoughts, ideas, and opinions. They can be beneficial for learning, collaboration, and developing critical thinking skills . Let’s explore three types of group discussions: case-based discussions, topic-based discussions, and structured group discussions.
In case-based discussions, participants analyze and discuss specific cases or scenarios. They evaluate possible solutions or approaches, which helps develop problem-solving and analytical skills. By actively engaging with real or hypothetical case studies, participants enhance their ability to think critically about complex situations.
Topic-based discussions center around a specific subject or theme. Participants express their opinions, present arguments, and explore different viewpoints. These discussions improve communication skills and foster critical thinking as participants analyze and evaluate various perspectives on a given topic.
Structured group discussions follow predefined formats or rules. A moderator guides the discussion by posing questions and facilitating conversation. This format ensures active participation and constructive exchanges, providing a framework for focused and productive discussions.
By understanding the different types of group discussions, participants can choose the most suitable format for their goals and create an engaging and interactive environment for meaningful conversations.
Selecting an appropriate topic is crucial for a successful group discussion. Consider the following factors when choosing a topic:
The topic should be relevant to the participants’ interests, experiences, or areas of study. This helps create a sense of engagement and encourages active participation.
Controversial topics or those that require critical thinking and analysis can spark lively and meaningful discussions. Avoid vague or overly simplistic topics that do not stimulate thoughtful discussion.
Discussing current affairs and real-world issues helps participants develop an understanding of the socio-economic and political landscape. These topics encourage participants to think critically and evaluate different perspectives.
To make group discussions productive and engaging, consider implementing the following strategies:
Start by establishing clear guidelines and expectations for the discussion. These ground rules should emphasize the importance of active listening, respectful communication, and equal participation. By setting a foundation of mutual respect and inclusivity, you create a safe and open environment for all participants to contribute their ideas.
Promote a culture that values and encourages diverse perspectives. Encourage participants to share their unique viewpoints, experiences, and ideas. By actively seeking and embracing different perspectives, you enrich the conversation and foster a deeper understanding of the topic at hand. Remember that diversity of thought leads to more innovative and creative solutions.
Encourage participants to think critically and approach problems from various angles. Foster an environment that values and promotes lateral thinking, which involves exploring unconventional or alternative solutions. Encourage participants to challenge assumptions and consider different perspectives to generate innovative ideas and solutions.
Prepare a list of discussion prompts or questions in advance to guide the conversation. These prompts should cover various aspects of the topic and encourage participants to think critically and express their thoughts. Structured discussion prompts provide a framework and keep the conversation focused and productive. This helps ensure that all important aspects of the topic are explored.
Actively engage all participants to facilitate their active participation in the discussion. Encourage quieter participants to contribute by directly asking for their input or by creating a supportive environment that encourages them to share their thoughts. By ensuring that everyone feels heard and valued, you create a space for meaningful and collaborative discussions.
By implementing these strategies, you can make your group discussions more effective, inclusive, and thought-provoking. These approaches promote critical thinking, enhance problem-solving skills, and allow for the exploration of multiple perspectives. Remember that an open and respectful environment is key to fostering successful group discussions.
Group discussions can be an effective way to generate ideas, facilitate collaboration, and arrive at well-informed decisions. However, there are common challenges that can arise during group discussions. Here are some of these challenges and strategies to overcome them:
Some participants may have dominant personalities that can overpower the conversation, making others feel unheard or overshadowed. To prevent dominance, set equal speaking opportunities for everyone. Encourage active listening to make sure everyone’s voice is heard. If someone is dominating the conversation, try direct questions to other participants and redirecting the conversation towards the quieter members.
Groupthink occurs when the desire for group harmony leads to conformity and a lack of critical thinking. To avoid it, make sure to encourage diverse opinions, ideas, and perspectives. Assign a designated devil’s advocate whose role is to challenge proposed ideas. Anonymous ideation sessions and setting the tone of every idea is welcome helps in the same.
Conversations may easily veer off-topic or lack a clear focus, making it difficult to achieve the intended goals. Keep the conversation focused by setting and reviewing an agenda periodically. Encourage participants to take constructive breaks that revitalize their focus. Use summarizing techniques throughout the discussion to align the focus.
In some situations, certain individuals may dominate conversations while others stay silent. Encourage participation by assigning specific roles, and asking directly for input from quieter participants. Brainstorming techniques can be used like round-robin, think-pair-share, or small groups to ensure equal participation.
Conflicts or disagreements may arise during group discussions, leading to stress and uncertainty. To handle conflicts constructively, encourage active listening, acknowledging different perspectives and viewpoints, facilitating open dialogue, and seeking win-win solutions. By creating an open and inclusive space to resolve conflicts, the group’s dynamics and outcomes will enhance positively.
By proactively addressing these common challenges, groups can have meaningful conversations that lead to actionable insights and productive solutions.
Technology has revolutionized the way we communicate and collaborate in group settings. With the rise of virtual meetings, video conferencing, and online collaboration tools, it’s now easier than ever to conduct group discussions from anywhere in the world. However, with these benefits come new challenges as well. Here are some ways technology can impact group discussions and how to overcome them.
Increased Flexibility and Accessibility : With online tools, group members can join meetings from anywhere, at any time. This allows for greater flexibility and accessibility, making it easier for people to participate in group discussions even if they are not physically present.
Improved Collaboration : Virtual tools allow group members to collaborate in real-time, regardless of their physical location. This makes it easier for members to share ideas and information, and work together to achieve a common goal.
Reduced Costs : Virtual meetings can significantly reduce costs associated with travel and facility rental. This makes it easier for groups with limited resources to conduct discussions without sacrificing the benefits of in-person meetings.
Technical Difficulties : Technical difficulties can arise during virtual meetings, which can delay progress and cause frustration. This can be overcome by having all participants test the technology before the meeting and ensuring all participants have a stable internet connection.
Lack of Non-Verbal Cues : During virtual meetings, non-verbal cues such as body language and facial expressions can be difficult to read. To overcome this, group members must be clear and concise with their verbal communication.
Distractions : Since virtual meetings can be conducted from anywhere, it’s easy for participants to become distracted by their surroundings. To overcome this, establish ground rules for participants such as turning off notifications or finding a quiet space to participate in the discussion.
In conclusion, technology has revolutionized the way we conduct group discussions and collaboration. By being aware of the pros and cons of using virtual meetings and online collaboration tools, groups can take advantage of the benefits while mitigating the challenges.
Group discussions are an effective way to promote critical thinking, collaboration, and communication skills . By understanding the different types of group discussions, selecting suitable topics, and implementing effective strategies, educators and students can foster engaging and productive discussions. Remember to establish ground rules, encourage diverse perspectives, and provide structured prompts to make the most out of your group discussions.
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Case studies or caselets are now an integral part of admissions to the MBA. Often, candidates should analyze small files during a group discussion (GD), instead of general topics. The idea is to examine the candidate's point of view, logical approach, quick thinking, and his problem-solving attitude before finalizing his/her candidature for the MBA program. The caselets do not require any prior knowledge of the subject. It is considered an effective way of judging the management qualities of a candidate required for admission to the B-School.
Read More- Predict your Percentile/Score through CAT Percentile/ CAT Score Predictor
Although the Top management institutes (IIMs) have suppressed the group discussions, various leading business schools still continue to conduct case-based GDs some of the institutes are- XLRI-Jamshedpur, SPJIMR, Mumbai and NMIMS, Mumbai, etc. So what happens in a caselet? Mentors will give 10 minutes to the candidates to read a case summary followed by 10 minutes to write whatever we understood after that there will be a group discussion of 20 minutes. Let us figure out more about GD-based case studies in management institutes:
A case study is all about analysis because everyone gives the same information and therefore starts from the same base.
The case study topics are mainly related to current affairs. Current socio-economic environment, government policies, innovations, global economic climate or socio-political debates prevalent in popular media. Learn about as many case study topics as possible.
The purpose of these case-based GDs is to judge the knowledge, communication skills, leadership qualities and the ability of the candidate to make logical arguments and convince the opposing party, qualities needed to be a good manager.
Read more- GD/PI Tips for MBA Colleges in India
Here are some tips for solving case-based group discussions:
Refer to the topics covered in the GDs of your target institute. You can collect this information online or from coaching institutes. Take note of the topics covered over the years, it is very likely that the topics will go in the same direction this year as well.
Read newspapers, journals, magazines and watch current affairs programs to find out what's going on around you. Case-based GDs typically focus on business and economic issues that affect the social and political climate. Read editorials and articles based on hot topics, so you can use them while making your point of view during GD.
Meet up with your friends who are also MBA aspirants, form a group and hold a case-based group discussion. Exchange ideas, observe and develop confidence.
In case-based GDs, around five minutes are given to prepare, so use this time wisely. If the case is about a topic where the decision is to be made, quickly think of points to back your ‘to’ or ‘for’ stand and choose one. If the subject is such that a decision has already been made and the group has to decide whether it is right or wrong, re-choose aside after quickly weighing your points.
What should be the right approach?
Approach which can identify the crux of the problem, can logically analyze it and can suggest an alternate course of action to solve it, is the right approach. Know the steps that will lead you to solve it
Step1: Attentively read the caselet, following the important points Step2: Understand the objectives of the organization Step3: Get to the core of the problem and its causes Step4: Identify and focus on the obstacles and constraints of the issue in achieving the desired goals Step5: Find out the alternatives, analyze them and pick out the relevant ones. Step6: Filter all of the alternatives and choose the most appropriate one. Step7: Frame the course of action to implement the decision
Read more- CAT Score vs CAT Predictor
A few don’ts for caselet exercises-
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Research suggests the wisdom of the crowds falls short when it comes to yes-or-no questions.
Research on the concept of “collective intelligence” has shown that in many cases, groups tend to come up with more accurate estimates after discussing a question than individual experts do on their own. However, a new study found that while this holds true for quantitative questions — i.e., “How long will the project take?” — groups are actually less accurate than individuals when it comes to yes/no questions, such as, “Will the project be done before the deadline?” . Based on this nuanced distinction, the authors offer three strategies for managers to reap the benefits of group deliberation without falling prey to its downsides: Focus teams on discussing data, not predicting outcomes; separate “How Much?” questions from “Yes or No?” questions; and continuously capture data on group dynamics and team members’ strengths and weaknesses to inform future decision-making.
When you’ve got a difficult question to answer, do you consult multiple experts to get a sense of their individual views, or ask a group to deliberate together? Studies on the concept of collective intelligence suggests that when managed properly , asking a group can lead to more accurate estimates than simply averaging the recommendations of multiple independent advisors.
Winfried Ruigrok
Roula Khalaf, Editor of the FT, selects her favourite stories in this weekly newsletter.
This is the latest in an FT series of mini case studies on business dilemmas, for exploration in the classroom and beyond. Read the argument and then consider the questions raised in the box below
Across the western world, big pay rises for chief executives have triggered shareholder dissent.
In May, aerospace group Boeing’s outgoing chief executive David Calhoun was awarded a pay rise of 45 per cent to $32.8mn despite shareholder opposition, following a series of recent incidents and accidents .
In March, the board of pharma giant AstraZeneca proposed to pay chief executive Pascal Soriot £18.7mn. Two proxy advisers called the package “ excessive ”, but one major shareholder argued Soriot was “ massively underpaid ” and the package was approved. Also in March, a proposed increase to the fixed salary part of Banco Santander executive chair Ana Bótin’s package drew fire from adviser ISS.
These debates about executive pay, on both sides of the Atlantic, raise questions about the checks and balances on remuneration.
ISS research found that chief executive officers’ pay went up by 9 per cent in the US in the first part of 2024, even when company performance went down. And, in response to a widening pay gap between US CEOs and their European counterparts, many FTSE 100 companies have also proposed significant pay rises this year.
To retain senior executives, the chair of UK-based medical devices maker Smith & Nephew argued it was necessary to raise pay for US executives working at “Brilo” companies: “ British in listing only ”. The head of the London Stock Exchange Group even called on investors to support higher executive pay , to prevent UK-based companies that generate only a “ fraction of their revenue in the UK ” relocating to the US.
Research on the effects of CEO pay on performance is extensive but many questions remain. Some work suggests that long-term stock options most effectively align incentives between shareholders and executives, and that large differences between senior and junior employees may be associated with higher long-term profitability. Other studies warn that high pay and large differentials may undermine the extrinsic motivation of top executives and hurt employee morale.
Executive pay is subject to a company’s governance. In line with the OECD’s principles of corporate governance , the board of directors establishes a remuneration committee, which proposes the components and level of the CEO’s and executive team’s remuneration. Ultimately, shareholders vote on this proposal at the company’s annual general meeting.
Occasionally, a board of directors is criticised for not having done its work properly. In January, the Delaware Court of Chancery turned down a $55.8bn pay deal proposed by the Tesla board for Elon Musk. The judge said the board behaved “like supine servants of an overweening master” and the chair’s objectivity had been compromised by “ life-changing ” sums of money she received when selling Tesla shares worth $280mn in 2021 and 2022. Musk replied that Tesla should move its headquarters from Delaware to Texas.
In theory, when the board fails, shareholder democracy should kick in. But it is rare for an AGM to vote down a remuneration package. One exception was in May 2023, when Unilever shareholders rejected a base salary increase for Hein Schumacher, the incoming CEO.
Sometimes, a large minority will vote against a pay proposal, as happened with the €36.5mn package put forward for carmaker Stellantis’ CEO, Carlos Tavares , in April. However, while such signs of dissent may be embarrassing, they rarely change the outcome.
There are concerns, therefore, that shareholder democracy is not functioning properly.
One explanation for this is that an increasing percentage of shares is owned by passive investors such as BlackRock, Vanguard and State Street. They act on behalf of other financial actors, such as pension funds, but rarely voice opinions on CEO pay. In 2020, BlackRock, the world’s largest passive investor, announced that, by the year-end, “all active portfolios and advisory strategies will be fully ESG integrated” — raising hopes among activists that executive pay would be linked to environment, social and governance standards. But the recent anti-ESG backlash has left some boards uncertain if, and how, to link remuneration to sustainability goals .
A second explanation, as at AstraZeneca and Banco Santander, is that proxy advisers play a growing role. Many institutional investors delegate their voting rights to these specialists. The two largest of them — ISS and Glass Lewis — control most of the proxy advisory market and state opinions on a growing variety of issues . As a result, board members increasingly complain about the influence on pay that these advisers have.
To many critics, then, shareholder democracy is failing in arbitrating on fair executive pay.
In your view, has CEO pay become excessive?
Should European CEO pay follow the levels set by US companies?
How credible is the risk that European companies will move their head office to another state or country? How damaging would this be to the original state or country?
How do you evaluate the growing role of passive investors in a corporate governance context?
Have proxy advisers become too powerful?
Should executive pay be based more on ESG criteria?
In your opinion, is shareholder democracy failing us when it comes to executive pay? Why (not)? If so, what should be done to improve it?
Should executive pay be capped? What would be the benefits? What would be the cost?
Read more FT ‘instant caselets’ at ft.com/business-school
Explore the series.
International Edition
BMC Medical Education volume 24 , Article number: 647 ( 2024 ) Cite this article
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Virtual Patients (VPs) have been shown to improve various aspects of medical learning, however, research has scarcely delved into the specific factors that facilitate the knowledge gain and transfer of knowledge from the classroom to real-world applications. This exploratory study aims to understand the impact of integrating VPs into classroom learning on students’ perceptions of knowledge acquisition and transfer.
The study was integrated into an elective course on “Personalized Medicine in Cancer Treatment and Care,” employing a qualitative and quantitative approach. Twenty-two second-year medical undergraduates engaged in a VP session, which included role modeling, practice with various authentic cases, group discussion on feedback, and a plenary session. Student perceptions of their learning were measured through surveys and focus group interviews and analyzed using descriptive statistics and thematic analysis.
Quantitative data shows that students highly valued the role modeling introduction, scoring it 4.42 out of 5, and acknowledged the practice with VPs in enhancing their subject matter understanding, with an average score of 4.0 out of 5. However, students’ reflections on peer dialogue on feedback received mixed reviews, averaging a score of 3.24 out of 5. Qualitative analysis (of focus-group interviews) unearthed the following four themes: ‘Which steps to take in clinical reasoning’, ‘Challenging their reasoning to enhance deeper understanding’, ‘Transfer of knowledge ‘, and ' Enhance Reasoning through Reflections’. Quantitative and qualitative data are cohered.
The study demonstrates evidence for the improvement of learning by incorporating VPs with learning activities. This integration enhances students’ perceptions of knowledge acquisition and transfer, thereby potentially elevating students’ preparedness for real-world clinical settings. Key facets like expert role modeling and various authentic case exposures were valued for fostering a deeper understanding and active engagement, though with some mixed responses towards peer feedback discussions. While the preliminary findings are encouraging, the necessity for further research to refine feedback mechanisms and explore a broader spectrum of medical disciplines with larger sample sizes is underscored. This exploration lays a groundwork for future endeavors aimed at optimizing VP-based learning experiences in medical education.
Peer Review reports
In Medical Education, a persistent challenge lies in the bridge between acquiring theoretical knowledge and applying it in real-world clinical scenarios. Many medical students struggle with translating their classroom learning into practical settings. The primary challenge lies in effectively translating the concepts students have learned into authentic patient interactions. This gap is particularly concerning because it affects the quality of patient care, as medical students are not just learning to acquire knowledge but must be able to apply this knowledge in complex healthcare settings.
One approach to address this challenge is the use of Virtual Patients (VPs), a computer-based simulation of real-life clinical scenarios for students to train clinical skills [ 1 ]. Research has shown that using VPs in the classroom can effectively improve various aspects of learning, from core knowledge and clinical reasoning to decision-making skills and knowledge transfer [ 2 , 3 , 4 , 5 ]. The VPs provide students with the opportunity to practice skills in a safe and controlled simulation environment.
Recent studies have focused on optimizing the design and arrangement of VPs as part of learning activities to facilitate both knowledge acquisition and retention [ 6 , 7 , 8 ]. For instance, Verkuyl, Hughes [ 8 ] demonstrated that using VPs as gamification tools can improve students’ confidence, engagement, and satisfaction.
However, studies focusing on the specific factors that contribute to these improvements when integrating VPs into the classroom are limited, particularly in understanding how to use VPs in the classroom to facilitate the transfer of knowledge students’ gain from the class to the subsequent studying stage of their education and eventual practice.
Acquisition and transfer of knowledge are critical factors in medical education, as medical students must be able to apply their knowledge and skills to real-world clinical scenarios [ 9 ]. Research suggests that for the effective transfer of knowledge, students should be immersed in authentic environments, enabling the transition of learned competencies to advanced stages [ 10 , 11 , 12 , 13 ].
Despite the consensus on the efficacy of VPs as a tool, there is a gap in understanding how to integrate VPs in the classroom to optimize students’ learning, especially in facilitating learning transfer. The effectiveness of VPs is not just in their use but also in how they are used by students to enhance their understanding on how to reason and make decisions about medical treatments when dealing with clinical cases. Without a clear and deep understanding, we risk underutilizing their potential and losing opportunities for medical students to become well prepared for real-world clinical scenarios.
Certain elements, such as role modeling instruction [ 14 , 15 , 16 ], using various authentic cases [ 17 , 18 , 19 ], and engaging in peer discussions on feedback [ 20 , 21 , 22 ], emerge as potential key components that could be integrated to maximize the knowledge acquisition via VPs. For instance, Stalmeijer, Dolmans [ 23 ] show how an expert, serving as a role model, provides guidance that facilitates student learning by demonstrating clinical skills and reasoning out loud. While there is ample evidence supporting the advantages of inclusion of VPs in education, there is not enough research focusing on the detailed aspects of effective instructional design techniques. This paper delves into these components, seeking to understand how the VP integration influences students’ learning and knowledge transfer. Figure 1 shows the theoretical framework of how integrating VPs in class affects students’ learning and might impact the transfer of learning in a simulated VP environment to practice.
Relationship of implementing, impact factor, and transfer of training
This exploratory study aims to investigate how instructional design elements such as role modeling, various authentic cases, and peer dialogues on feedback within VP sessions affect students’ learning from the learner’s perceptions. The core research question in this study focuses on how the implementation of role modeling, various authentic cases, and peer dialogue on feedback in VPs, influences learners’ perception of knowledge gain and transfer in personalized medicine.
The study was conducted at Maastricht University in the elective course, “Personalized Medicine in Cancer Treatment and Care”. This course is open to second-year undergraduate medical students of Maastricht University.
Initially, 24 students enrolled in this course for the academic year of 2022–2023, and 22 students participated in the Virtual Patient session. In total, 19 students voluntarily completed the survey designed to evaluate their experiences and perceptions of the Virtual Patients session. Thereafter, 9 of the 19 survey respondents voluntarily agreed to participate in three focus group interviews, with 2–4 students in each focus group. Students were informed that participation in this research study had no impact on student’s academic performance or their continuation in their studies.
The instructional approach for the VP cases was structured in a specific format for the students. Figure 2 shows the instructional design for VP integration. The first stage was a role-modeling phase, where an expert demonstrated the clinical reasoning process using VP Case A. This was followed by a practice session where students worked in pairs on two different VP cases (Case B and C). After that, students formed two larger groups each including 5 or 6 students, and discussed the system feedback that was provided by VP platform. Finally, the expert summarized the session and addressed students’ questions. The whole intervention lasted 120 min. Figure 1 gives an overview of the intervention steps.
The flow of integrated virtual patient session
1. Role modeling (30 min): The intervention started with an expert, a clinician with teaching experience, demonstrating a clinical case (Case A) and showing the clinical reasoning process by thinking aloud. The expert served as a role model in showcasing the approach toward clinical problem-solving, provided supportive information, and demonstrated how to proceed through the case. The aim of the role modeling session was to empower students to apply the insights and methodology gained from experts in case A to solve subsequent cases (case B and case C), Although these cases shared similarities in underlying principles, they diverged on patient characteristics such as age, complications, and smoking history that can influence patient treatment outcomes.
2 and 3. Two VP pair tasks (20 min each): In this segment, the 22 participating students were paired, resulting in 11 pairs. These pairs were then divided into two groups. Group 1 (6 pairs) and group 2 (5 pairs) alternated in going through Case B and Case C to account for the practice effect. These cases were variations of the clinical cases introduced during the role-modeling demonstration, differing in patient characteristics such as age, complications, and smoking history to challenge the students’ reasoning. Students were encouraged to work collaboratively.
4. Feedback discussion (30 min): Upon completion of the VP cases, an automated feedback is immediately provided about the reasoning analysis. Participants were instructed to save this feedback for later discussion. After that, Students were organized into groups of six, based on the sequence in which they engaged with the cases. For instance, those who first practiced with Case B and then proceeded to Case C formed Group (1) Conversely, students who started with case C and then moved on to case B were assembled into Group (2) To foster meaningful dialogue, students engaged in discussions focused on the feedback generated by the Virtual Patient system, guided by a printed discussion guide distributed to each group (see Appendix 2 ). The discussion aimed to deepen students’ understanding and enrich their conversations about the cases they had just completed.
5. Plenary (15 min): This part lasted 15 min. Hosted by the expert to summarize the session and address questions or doubts raised by students.
During the practice and discussion sessions, the expert circulated among the groups to offer additional guidance and support.
Three Virtual Patient (VP) cases (Case A, B, and C) were created to enhance students’ comprehension of specific concepts, knowledge, and skills in clinical reasoning. The VP practice was developed on the P-Scribe ( www.pscribe.nl ) learning platform, a web-based e-learning system based in the Netherlands. The platform facilitates the design and implementation of text-based VP sessions (Appendix 4 ).
While these cases shared a foundation on authentic head and neck cancer treatment, they were characterized by varying patient characteristics in terms of age, gender, and medical history (anamnesis).
VP case flow chart
Within each VP case, students were presented with a scenario related to neck cancer. Figure 3 shows the chart of a VP case. Each case starts with an overview of the patient and their medical history which students had to use to make an initial assessment. After this, students encountered a mix of multiple-choice and open-ended practice questions. These questions guided students in planning diagnostics, formulating a diagnosis, and devising a treatment plan tailored to the patient’s specific needs. Immediate feedback was provided after students submitted each response, and comprehensive summative feedback was given at the conclusion of each case to foster understanding and learning from any potential misjudgments or oversights (See Appendix 4 ).
Learning-perception survey : The survey (Appendix 1 ) consisted of 20 items, structured into five primary sections: general experience, intended learning outcome, role modeling, practicing with various authentic cases, and reflection on peer dialogue around feedback. The first item asked about students’ general experience through the whole session. The second item focused on their perception of intended learning outcomes. Six items then focused on the students’ perceptions of learning through role modeling followed by 5 items addressing perceptions related to their learning on practicing with authentic cases. The final seven items explored students’ perception of learning from dialogue around feedback. Participants indicated their level of agreement for each statement using a 5-point Likert scale: 1 denoting “Strongly Disagree”, 2 for “Disagree”, 3 for “Neutral”, 4 for “Agree”, and 5 for “Strongly Agree”. For interpretation, average scores below 3 were considered as “in need for improvement”, those of 4 or higher as ‘good’, and those between 3 and 4 as ‘neutral’.
Focus group interviews : Three focus group interviews (Appendix 3 ) were conducted to dive deeper into students’ perceptions of their learning experience, knowledge gain, and knowledge transfer in real-world settings. The focus group took place after the survey and the survey data did not affect the development of the focus group questions. In focus group 1, two students, in focus group 2, two students and in focus group 3, five students participated. The interviews were structured around a series of questions that explored students’ perceptions of their learning across specifically designed sections. These sections included Role Modeling, Practice with Various Authentic Cases, and Dialogue around Feedback. The structure aimed to understand students’ perspectives on each key component of the learning sections.
The analysis of the survey data was conducted by calculating the mean, standard deviation, and the Alpha Coefficient for the responses pertaining to each of the five key dimensions of the survey. The mean score provided an indicator of the average student perception, while the standard deviation offered insights into the variability of the responses. The Alpha Coefficient, a measure of internal consistency, was computed to assess the reliability of the survey dimensions. Through these statistical measures, an overall understanding of the students’ perceptions regarding the various aspects of the Virtual Patients was attained, facilitating a robust analysis aligned with the research objectives.
The focus-group interview data were analyzed following the thematic analysis procedure set out by Braun and Clarke [ 24 ]: (1) familiarize yourself with your data, (2) generate initial codes, (3) search for themes, (4) review themes, (5) define and name themes, and (6) produce the report. The interview was guided by pre-existing frameworks or theories in medical education. This ensured the capture of major aspects of the VP learning experience as underscored in the existing literature: role modeling, using various authentic cases, and peer dialogue around feedback [ 16 , 17 , 18 , 20 , 21 ]. The focus group interview was recorded, transcribed, and coded by three team members and ordered in initial themes (Z.L, M.A, and X.L). These themes were discussed with the larger team. We used a process of inductive and deductive analysis and used the three design principles of role modeling, practice with various authentic cases, and group discussion on feedback as sensitizing concepts to study the data [ 24 ]. Thereafter, quantitative and qualitative analyses were collectively appraised, compared, and checked for inconsistencies. In this triangulation, the themes identified in focus-group interviews were explanatory to the descriptive statistics of the survey.
Several measures were taken to enhance the study’s trustworthiness. First, triangulation was achieved by employing multiple data collection methods, including surveys and focus group interviews. The interview data collection continued until saturation was reached, ensuring a comprehensive understanding of the student’s experiences and perceptions. Secondly, the coding process followed an iterative approach. Team members initially coded transcripts independently, and then met to reach a consensus before moving on to code subsequent transcripts. Three researchers conducted the coding independently to minimize bias and enhance the validity of the findings. Finally, a member check among a sample of the focus group interviewees was conducted. In response to the question asking whether they agreed with summaries of preliminary results and would provide comments, confirmatory responses were received as well as some minor additional comments and clarifications. The latter were taken into account in the analysis and interpretation of the data.
The Maastricht University Ethical Committee reviewed and approved this study. The approval number is FHML-REC/2023/021.
The findings from both the survey data and focus group interviews were presented to explore students’ perceptions of the effectiveness of the Virtual Patient (VP) Session in enhancing their clinical reasoning skills.
The survey explored students’ perceptions across five key dimensions: General Experience, Intended Learning Outcome, Role Modeling, Practicing with Various Authentic Cases, and students’ reflection on Peer Dialogue around Feedback. The students scored the VP sessions on 20 items (Table 1 ). The scores varied between M = 2.95 to M = 4.58, on a scale of 1–5.
For the General Experience of Virtual Patient Session (Items Q1-Q2) the average score was M = 4.13 (SD = 0.70). Specifically, the overall experience was positively rated at M = 4.11. The component that assessed the improvement of clinical reasoning skills received an average score of M = 4.16.
Regarding the Students’ Perception of Learning from Role Modeling (Items Q3-Q8), the average score was M = 4.38 (SD = 0.61). Students agreed that the expert demonstration at the start of the session helped them understand the intended learning outcomes and was useful in guiding them through the Virtual Patient cases, with scores ranging from M = 4.26 to M = 4.58.
Students’ perception of learning from practicing with various authentic cases (Items Q9-Q13), received an average score of M = 4.00 (SD = 0.86). The scores measured the students’ perception of how well the provided Virtual Patient cases matched their current level of understanding, enhanced their comprehension of the subject matter, and helped them grasp the complexities inherent in real-world clinical scenarios.
For their perception of learning from Peer Dialogue around Feedback (Questions 14–20), the average score was M = 3.24 (SD = 1.05). These scores measure the students’ perception of the effectiveness of peer dialogue in enhancing understanding, generating strategies to address feedback, and prioritizing areas of improvement.
The interviews revealed five themes: ' Which steps to take in clinical reasoning’, ' Asking challenging questions to enhance deeper understanding of knowledge’, ‘The variety in cases helps to enhance transfer to the real world’, and ‘Deeper understanding of reasoning through reflections’.
Students acknowledged the expert’s initial demonstration helped them to develop structured knowledge and gain understanding of the clinical reasoning process.
I think it (Role modeling) helps to find a pattern in clinical reasoning as well. At first, it (the expert) explained to us. For example, are there possible lymph nodes? Yes or no. Then you need to do this and this…Then you can make kind of…pattern that differs for the diagnosis and the prognosis. So you can make kind of a diagram in your head. Which you can use later on. And your knowledge becomes more structured. (Focus Group 2, Student B)
Students also perceived that the integrated practice with Virtual Patients helped them to anticipate the subsequent steps in clinical reasoning. They indicated the patterns learned through practicing with virtual Patients helped them understand the procedures they needed to follow to evaluate the patient.
I think now I know the steps which they (the procedural) followed to evaluate the patient, so first we can do this and then that. First, you determine the TNM (Tumour, Node, Metastasis) staging and do the endoscopy, then the TNM staging, and then you make the treatment plan. Now it’s more clear how they do those steps. (Focus Group 1, Student A)
Moreover, students thought the pair work and dialogue helped them think and clarify with each other what steps they needed to do in clinical reasoning when they had different opinions.
Yeah, that (pair working) was really nice because you can discuss, like I think do this and the other one says, you know, I think do that step, and then you’re already discussing the answers which is really nice to have. (The discussion) really make you think about the steps. (Focus Group 1, Student b)
Students reported how the course design differed from other blocks. According to the students, the VP practice was particularly beneficial in helping them integrate knowledge, and make the knowledge their own.
It (the VP practice) helps you to integrate knowledge because other blocks are really only lectures, they are all listening and listening. So the virtual patient was really nice to make this stuff our own. (Focus Group 2, Student A)
Students indicated the examples given by the expert helped them get a better understanding of the more detailed TNM (Tumor, Node, Metastasis) table, that are used in clinical reasoning.
Yeah, she (the expert) gave examples and guided the reading of the tables for TNM (Tumor, Node, Metastasis) staging, and those were also in the Virtual Patient cases, but because she already used them once and explained how we have to use them, it became more clear to us, what these tables are for and how they are used (Focus Group 1, Student B) .
The students noted that in VP practice sessions, compared with passive learning in traditional lectures, they were challenged to engage directly with the material by making clinical decisions, such as selecting appropriate tests to reach a diagnosis.
In lectures, we passively learn the trajectory from symptoms to diagnosis. During Virtual Patient practice, we actively process it. So you have to make decisions and select the test etc. (Focus Group 2, Student B)
Students indicated that practicing with the VP cases challenged them to look up information and reasoned by themselves. They gave an example of the imaging practice in which they were tasked with examining specific body parts in medical images on their own, they thought they were challenged to reason about what they saw instead of getting the information directly.
Yeah, also the (medical) imaging in the assignments where you need to look at a specific part of the body, normally you just see a picture and someone says, yeah, this is the stomach or this is the heart, whatever, and now you need to look it up yourself and think about it yourself, what you see, so that really helps. (Focus Group 1, Student B)
Furthermore, they emphasized the questions asked by experts challenged them to think, put the knowledge in their own words and apply the knowledge with their own reasoning.
The questions she (the expert) asked really make you think about the things she’s learning(teaching). So if she asks questions, you’re really thinking, and yeah, you’re challenged to put it in your own words. (Focus Group 1, Student B) For instance, she (the expert) asked questions that not from official guidelines, instead, it came from where widely doctor worked and her personal experiences. I applied what she said with my own reasoning behind it. (Focus Group 2, Student B)
Students perceived that practicing with VP cases in different situations offered them hands-on experience, where they actively engaged with various situations, which prepared them for future patient interactions.
Having cases that are closer to the real world, like the comorbidity we discussed, would make it more realistic. (For instance, ) What if he also has obesity or diabetes? Those are the patients that we are going to see in the future. So it helps out a lot to have those different conditions as well. (Focus Group 2, Student B)
Students also indicated their preference for the structured approach of the VP session, where an initial demonstration by an expert, sharing their clinical experience, followed by hands-on practice with VP cases was perceived to enhance transfer to practice. This method, as described by the student, bridged the gap between theoretical knowledge and practical application. They think this structure made the knowledge clear and further helped them to transfer their knowledge from theory to practice.
You (the Virtual Patient session that integrated with role modeling, authentic VP practice, and peer discussion around feedback) made it (the clinical reasoning) clear for me because of the first case we discussed with the teacher. Well, he discussed it and showed us how to think, and how to get things from certain perspectives with risk factors, age, et cetera. And then we do it ourselves. We had to find out what was wrong and go on. So I quite liked it. It gave me a deeper understanding. (Focus Group 3, Student A)
Students indicated the sense of practical immersion is amplified by the “side information that you don’t really need” (Focus Group 3, Student E) from the cases. They highlighted the side information represented the interaction with real patients and made them think of clinical situations in real-world settings.
(Side) information would be more realistic, also side information that you don’t really need because a patient also tells you a lot of things, and some of those things aren’t as important, but you still need to decide if they are important or not. What do you see, why do you see it, what’s different than normal. (Focus Group 3, Student E)
Moreover, several students indicated that the hypothetical “what-if” discussions during the role modeling session helped them with reasoning, prompting them to consider complications that might arise in real-life medical situations.
So for example, about age, it’s more difficult to do a treatment above 70. (What if that patient) has things like smoking history and that kind of stuff. I think it’s really valuable because you have already had an example about it (Demonstrating Case A). (Focus Group 1, Student A)
Students indicated that the diagnosis practice in VP led them to realize the difference in real-world scenarios. They said while in the simulated environment might seem easy to choose multiple diagnostic options, in the real world, medical professionals must make more selective decisions due to limitations. They think this experience taught them to think of prioritizing and decision-making in a realistic medical setting.
Yeah, maybe also there (in VP cases) were also a question about which imaging techniques you would use and then it was Echo or CT, MRI, there was also an option where you could listen to the lungs and some of the people also checked that one, but it isn’t really necessary, so you think it only takes one minute, so why not, but in the real world there isn’t always time to do everything, so it’s also good to think what is really necessary and what’s not. (Focus Group 1, Student A)
During the VP session, students received feedback and conducted conversations around the feedback provided by the Virtual Patient system. Students thought the peer dialogues around feedback provided opportunities for collective reflection and insights, allowing them to pinpoint areas of improvement.
I thought that (the peer dialogue) was really useful, because sometimes one person, for example, when the teacher explains everything, you don’t pick up everything he says. She (your peer) might pick up a different thing, and I pick up a different thing, and we can ask each other, do you know how this works? So I thought that was really useful. (Focus Group 3, Student B)
The students emphasized the importance of expressing and discussing different opinions. They noted that such interactions could provide new insights and perspectives that they would not have considered independently, thereby enriching their understanding.
When you do have different opinions, I think they (your peers) can give you insight that you maybe didn’t have for yourself. So you can add to each other’s knowledge. If somebody has another view, then we can discuss it. It (the discussion) brightens my tunnel view. Also having to say it (the knowledge) out loud and explaining your thoughts to someone else can also help, I think. (Focus Group 2, Student A)
When talking about the peer dialogues around feedback during the VP session, Some students highlighted the benefits of immediate feedback, which provided them with clarity and instant validation. However, others saw value in delayed feedback, as it fostered discussion and multiple interpretations.
I liked that the Virtual Patient program, that it gave you immediate feedback. That was really handy. And I also liked the discussion afterward so we could speak about it a bit more (Focus Group 3, Student B) . There was immediate feedback on most questions, so you knew if you had been correct or wrong. But for the learning process it might be handy to have that after the group discussion, because now we all have the same answer. (Focus Group 2, Student B)
The study demonstrated the perception of students’ learning and knowledge transfer by integrating VP cases with role modeling introductions, and peer dialogue around feedback, specifically in the context of personalized medicine in cancer treatment and care. The survey reflected a positive learning experience and students reported they gained a better understanding of the clinical reasoning process as well as which steps to take when dealing with a clinical case through this specific course design with integration of VP cases. Qualitative data showed that the integration of VPs into the educational setting clearly shifted the students from being passive observers in a traditional lecture-based format to active participants in a simulated clinical environment. This shift is in line with previous research findings, which suggest that the use of VPs in clinical training actively engages learners and encourages the application of their knowledge [ 4 ].
The quantitative data revealed that students highly valued the role modeling session, as indicated by the high average scores. Qualitative data explained that the role modeling session enabled students to not only observe the clinical process being demonstrated but also to engage in active thinking by interacting with the expert. As discussed by Cruess, Cruess [ 15 ], role modeling not only consciously imparts knowledge but also unconsciously influences students’ attitudes and behaviors, making the learning experience more relatable to the clinical environment. In this study, by sharing clinical reasoning and personal anecdotes during the class, experts made the learning experience more relatable to the clinical environment that students would face in the future. This mirrored the role modeling research by Morgenroth, Ryan [ 25 ] which emphasizes the importance of role models in shaping the self-concept and motivation of individuals. Moreover, the qualitative data showed that the demonstration by the expert serves as a fundamental pre-knowledge for students to cover the knowledge gap and prepare them with the following practice. This finding aligns with van Merrienboer’s scaffolding concept emphasizing the importance of initial expert guidance in learning processes [ 16 ].
Followed by the role modeling demonstration, students practiced on two VP cases in pairs and perceived that the VP practice enhanced their clinical reasoning skills, and also helped them understand the real-world clinical setting. The result showed that the variety and real-life complexity of cases in the VP sessions were perceived to be essential for students’ knowledge gain and transfer. The positive perception of various authentic cases aligns with previous research highlighting the importance of exposure to diverse and authentic scenarios in medical training [ 17 , 18 ]. Moreover, the hypothetical “what-if” scenarios further enhanced students’ analytical abilities, preparing them for the multifaceted challenges they would encounter in real-world medical situations. Survey responses (Q10, mean = 4.37; Q13, mean = 4.05 in Table 1 ) indicated a consensus among students on the improvement with this practice in understanding and applying knowledge. Our findings corroborate with Jonassen and Hernandez-Serrano [ 26 ]’s study emphasis on the importance of authentic learning environments for effective knowledge transfer.
After the practice, students discussed the feedback provided by the VP system. Despite its mixed quantitative reception, the peer dialogue on feedback was qualitatively found to be a vital component for promoting critical thinking, discussion, and reflection. The Feedback from the VPs, both immediate and delayed, along with peer dialogue, emerged as crucial elements in students’ learning process. In this study, students showed different preferences for receiving feedback. Some students preferred immediate feedback, however, others preferred delayed feedback. How feedback was provided notably influenced peer interactions. Given that immediate feedback was dispensed upon submission of answers, the peer dialogues automatically started when students noticed disparities or encountered obstacles. Such dialogues not only served to resolve ambiguities but also fostered collective reflection, enhancing comprehension of the subject. By vocalizing their thoughts and engaging in active discussions, students were able to solidify their understanding and uncover nuances they might have missed otherwise. This aligns with the importance of engaging in peer discussions on feedback as outlined in the theoretical background [ 20 , 21 , 22 ].
When looking at the integration of VP cases with the particular course design, students perceived that the expert demonstration, followed by VP practice, and peer dialogue around feedback fostered a comprehensive understanding, allowing them to integrate diverse clinical knowledge, which in turn promoted understanding. The “Watch-think-do-reflect” structure not only ensured better knowledge retention but also enhanced students’ enthusiasm towards the subject. Observing model demonstrations enabled students to assimilate clinical nuances and contemplate real-world applications. Subsequent hands-on practice with VP cases fortified their cognitive structures, honing their clinical reasoning. Ultimately, students perceived that reflective peer discussions on feedback solidified their learnings, enhancing knowledge retention.
This study employed a survey and focus group interviews that provided a comprehensive understanding of students’ perceptions of learning. However, there are several limitations. The study had a small sample size and was conducted in the context of an elective course, which may limit the generalizability of the findings. Furthermore, the study was exploratory in nature and did not measure actual learning outcomes or long-term retention, which are critical aspects of educational impact.
Future research should investigate whether integrating Virtual Patients (VPs) into classroom activities enhance student learning outcomes by incorporating learning assessments and involving larger and more diverse participant groups to validate our findings. Additionally, a deeper analysis of students’ reasoning processes and interactions could provide insights into how and why knowledge gain and transfer are fostered or hindered. Furthermore, it is also important to understand the most beneficial moment for integrating VPs into educational settings to enhance transfer from a simulated to a real practice setting. This understanding could inform the development of more effective educational strategies and interventions.
The integration of Virtual Patients into classroom learning appears to offer a promising approach to enrich medical education. Key elements such as role modeling and various authentic cases contribute positively to students’ perception of learning, as well as peer dialogue on feedback. However, the approach to peer dialogue on feedback may need to be refined for more consistent benefits. Furthermore, studies with larger sample sizes and broader participant groups are essential to provide robust support for the efficacy of this educational approach and its components.
The datasets used and/or analysed during the current study are available from the corresponding author on reasonable request.
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Thanks to all the participants and education workers who contributed to the study. ZL was supported by a scholarship granted by the China Scholarship Council. Thanks for the support of my family, and thanks Ang Li for joining our family.
ZL was supported by a scholarship granted by the China Scholarship Council (CSC, 202208440100).
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Department of Educational Development & Research, School of Health Professions Education, Faculty of Health, Medicine and Life Sciences, Maastricht University, Maastricht, Netherlands
Zhien Li, Maryam Asoodar, Xian Liu & Diana Dolmans
School of Health Professions Education, Department of Health Services Research, Faculty of Health, Medicine and Life Sciences, Maastricht University, Maastricht, Netherlands
Nynke de Jong
Department of Radiation Oncology (Maastro), GROW School for Oncology and Reproduction, Maastricht University Medical Centre, Maastricht, The Netherlands
Tom Keulers
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ZL, MA, DD, and NJ conceived of the presented idea. MA and DD verified the analytical methods. TK and ZL contribute to the creation of learning materials. ZL analyzed the data and drafted the manuscript under the supervision of MA and DD. All authors contributed to the article and approved the submitted version.
Correspondence to Zhien Li .
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The Maastricht University Ethical Committee reviewed and approved this study. The approval number is FHML-REC/2023/021. All participants were informed about the aims, methods, their right to withdraw, and anticipated benefits of the study. Written informed consent was obtained from all participants prior to their inclusion in the study.
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Li, Z., Asoodar, M., de Jong, N. et al. Perception of enhanced learning in medicine through integrating of virtual patients: an exploratory study on knowledge acquisition and transfer. BMC Med Educ 24 , 647 (2024). https://doi.org/10.1186/s12909-024-05624-7
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A comparison between 2-octyl cyanoacrylate and conventional suturing for the closure of epiblepharon incision wounds in children: a retrospective case–control study.
2. materials and methods, 2.1. technique, 2.2. postoperative care instructions, 2.3. patient-reported outcomes, 2.4. statistical analysis, 4. discussion, 5. conclusions, supplementary materials, author contributions, institutional review board statement, informed consent statement, data availability statement, conflicts of interest.
Click here to enlarge figure
Characteristic | Group A | Group B | p Value |
---|---|---|---|
Gender | |||
Male | 5 | 5 | |
Female | 5 | 5 | |
Mean age at operation (years) | 7.9 ± 2.2 | 7.2 ± 4.2 | 0.303 |
Average body mass index (kg/m ) | 18.97 ± 4.18 | 17.55 ± 4.85 | 0.335 |
Side of epiblepharon | |||
Unilateral | 0 | 2 | |
Bilateral | 10 | 8 | |
Mean operation time (per eye) (minutes) | 27.6 ± 7.7 | 30.9 ± 10.0 | 0.334 |
Associated ocular disease (eyes) | |||
Amblyopia | 2 (3) | 3 (6) | |
Strabismus | 0 | 2 (4) | |
Congenital ptosis | 0 | 1 (1) | |
Astigmatism (>1 diopter) | 6 (10) | 8 (15) | |
High astigmatism (>3 diopter) | 1 (2) | 2 (4) | |
Myopia | 4 (8) | 4 (8) | |
Preoperative BCVA (logMAR) | 0.19 ± 0.21 | 0.18 ± 0.07 | 0.568 |
Postoperative BCVA (logMAR) | 0.05 ± 0 | 0.11 ± 0.03 | 0.442 |
Mean follow-up time (months) | 1.5 ± 0.9 | 5.8 ± 6.9 | 0.463 |
Group A | Group B | Z * | p Value | |
---|---|---|---|---|
Esthetic outcomes | 9 ± 0.82 | 8.9 ± 0.74 | −0.284 | 0.776 |
Symptom relief | 9.6 ± 0.52 | 9.5 ± 0.53 | −0.438 | 0.661 |
Ease of postoperative care | 9.1 ± 0.74 | 6.9 ± 0.99 | −3.629 | <0.001 |
General satisfaction | 9.1 ± 0.32 | 8.1 ± 0.57 | −3.482 | <0.001 |
The statements, opinions and data contained in all publications are solely those of the individual author(s) and contributor(s) and not of MDPI and/or the editor(s). MDPI and/or the editor(s) disclaim responsibility for any injury to people or property resulting from any ideas, methods, instructions or products referred to in the content. |
Hsu, C.-C.; Lee, L.-C.; Chang, H.-C.; Chen, Y.-H.; Hsieh, M.-W.; Chien, K.-H. A Comparison between 2-Octyl Cyanoacrylate and Conventional Suturing for the Closure of Epiblepharon Incision Wounds in Children: A Retrospective Case–Control Study. J. Clin. Med. 2024 , 13 , 3475. https://doi.org/10.3390/jcm13123475
Hsu C-C, Lee L-C, Chang H-C, Chen Y-H, Hsieh M-W, Chien K-H. A Comparison between 2-Octyl Cyanoacrylate and Conventional Suturing for the Closure of Epiblepharon Incision Wounds in Children: A Retrospective Case–Control Study. Journal of Clinical Medicine . 2024; 13(12):3475. https://doi.org/10.3390/jcm13123475
Hsu, Chia-Chen, Lung-Chi Lee, Hsu-Chieh Chang, Yi-Hao Chen, Meng-Wei Hsieh, and Ke-Hung Chien. 2024. "A Comparison between 2-Octyl Cyanoacrylate and Conventional Suturing for the Closure of Epiblepharon Incision Wounds in Children: A Retrospective Case–Control Study" Journal of Clinical Medicine 13, no. 12: 3475. https://doi.org/10.3390/jcm13123475
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Case Study is a type of Group Discussion exercise. A given case (issue/business problem) is discussed in a group to bring out the best solution to the given problem. The problem is given in the form of text (typically 250-300 words) Crack Your Dream Summer Placements With InsideIIM's MBA Placements Bootcamp S04!
Tip 1: Organize Your Team. If no one else takes charge, take on this role. A disorganized team will not be able to complete their analysis and develop a strong recommendation in the time allotted. See the previous section for the steps the group needs to complete to solve the case.
Let's look at an example of a group case study interview and how it might play out. Our client is a company suffering from declining profitability. The prompt is presented to a group of 3-6 eager candidates. ... Once the discussion is over, the interviewer may take charge and ask the group a set of questions to move the case ahead. At this ...
The purpose of the group case interview is to have discussions and work together as a group. The more time your group spends reading the material independently, the less time the group has to demonstrate interpersonal and teamwork skills. 7. You don't need to have your idea or recommendation chosen.
This Tutorial is an easy direction on how to approach a casebased group discussion. It's highly helpful for the Job aspirants in Management Consulting Firms ...
Think of yourself as a discussion facilitator. Your goal is to keep the group focused on moving through the case questions. Don't feel that you need to master all the content more thoroughly than the other group members do. Guide the group through the study questions for each assignment. Keep track of time so that your group can discuss all the ...
For a group case interview, the ideal preparation would be to do mock interviews with a group of 3-5 other people. This might be possible if you are in a consulting club, professional organisation, or if you have a great network. However, if this isn't realistic for you, you can still practice by yourself.
Case Study Method Discussion Groups ... Exploring the case with your discussion group beforehand will increase your comfort level when sharing in the classroom. Get to know a handful of people more deeply. Bonding with the members of your discussion group can lead to personal and professional relationships that last a lifetime. ...
A case study is an in-depth study of one person, group, or event. In a case study, nearly every aspect of the subject's life and history is analyzed to seek patterns and causes of behavior. Case studies can be used in many different fields, including psychology, medicine, education, anthropology, political science, and social work.
1. Before the interview. While many are interested in how to do well during the group case interview, not many realise that what you do prior to the interview can also give you an advantage. Be on ...
In the latter case, you may have the chance to choose a space and otherwise structure the situation. In less formal circumstances, you'll have to make the best of existing conditions. ... Group discussions are common in our society, and have a variety of purposes, from planning an intervention or initiative to mutual support to problem ...
Prepare for B-school admission rounds, with these MBA case study examples. It is common for B-schools to incorporate a case-based discussion in the group exercise round or give a case study in a personal interview. So, here we have presented two popular MBA case study examples, with analysis and solution.
Group Discussion (GD) is a technique where the group of participants share their views and opinions on a topic for a specific duration. Companies conduct this. ... Case-based GDs. In these GDs, a case study is presented to group members to read and analyse in a given period. Candidates need to discuss the case study among themselves and reach ...
Broadly speaking, types of group discussion topics include factual, opinion-based, case study-based, controversial and abstract topics. Factual topics are about current affairs, socio-economic issues and general knowledge, which test your awareness about your day-to-day environment. Opinion-based topics seek your opinion on a given issue, such ...
1. Topic Announcement. Initiation: The moderator announces the topic for discussion.This could be a factual, opinion-based, case study, or abstract topic. Briefing: Participants receive a brief overview of the topic and any specific guidelines or rules to follow during the discussion. 2. Preparation Time. Preparation Period: Participants are usually given a few minutes (typically 3-5) to ...
Group discussions offer a dynamic environment for sharing thoughts, ideas, and opinions. They can be beneficial for learning, collaboration, and developing critical thinking skills. Let's explore three types of group discussions: case-based discussions, topic-based discussions, and structured group discussions. 1. Case-Based Discussions.
Prior to the Session. Examine and become familiar with the following materials sent to you by your regional office. Read through the entire case prior to conducting the discussion. Be aware of the student learning objectives for the case. Your job as a "case discussion leader" for the discussion is to help the students accomplish the ...
Here are some tips for solving case-based group discussions.Case studies or caselets are now an integral part of admissions to the MBA. Often, candidates should analyze small files during a group discussion (GD), instead of general topics. ... Here are some tips for solving case-based group discussions: Refer to the topics covered in the GDs of ...
Others Don't. Some Questions Benefit from Group Discussion. Others Don't. Summary. Research on the concept of "collective intelligence" has shown that in many cases, groups tend to come up ...
The following activities can also be shortened and used for only a portion of the discussion group session. Case Study. These real-life scenarios. presented in narrative form and often involving problem-solving. are most effective when used sequentially. with participants receiving additional information as the case unfolds.
Given is the list of long case studies for your practice. Enhance your level of proficiency in this section by preparing these case studies well. ... 100 Group Discussion (GD) Topics for MBA 2024. Solved GDs Topic. Top 50 Other (Science, Economy, Environment) topics for GD. 5 tips for starting a GD. GD FAQs: Communication. GD FAQs: Content ...
Group Discussion: Example of a Case Study. Lesson 6 of 6 • 25 upvotes • 11:43mins. Reeju V. In this lesson, Reeju discusses simple case study as a part of the GD process. She discusses how to analyze the situation, understand the alternatives in different viewpoints and select the best alternative to be presented in front of the discussion ...
The document discusses communication through discussions and group discussions. It defines what makes a conversation become a discussion, and notes that discussions can be heard in many settings. Group discussions are used to assess students and consider various personality traits. A group discussion involves 8-12 members discussing a topic for 20-30 minutes to allow evaluations of abilities ...
In May, aerospace group Boeing's outgoing chief executive David Calhoun was awarded a pay rise of 45 per cent to $32.8mn despite shareholder opposition, following a series of recent incidents ...
For instance, those who first practiced with Case B and then proceeded to Case C formed Group (1) Conversely, students who started with case C and then moved on to case B were assembled into Group (2) To foster meaningful dialogue, students engaged in discussions focused on the feedback generated by the Virtual Patient system, guided by a ...
Methods: This is a single-center retrospective case-control study. Surgical correction for epiblepharon was performed on 22 patients from November 2019 to May 2023. ... After standardized epiblepharon surgery, group A underwent wound closure with a subcuticular suture and 2-octyl cyanoacrylate, and group B underwent closure with a 6-O fast ...