What are the advantages and disadvantages of leaderless group discussions

The main advantages are:1) To enable the examiner to truly evaluate the candidate's behavior.

2) Enables the examiner to observe and judge the examinee in their interactions.

3) It can reduce the opportunity for candidates to hide their own characteristics.

4) Be able to evaluate multiple candidates competing for the same position at the same time.

5) The content and scope of application of the investigation are relatively extensive.

The advantage is that democracy can be promoted, but the disadvantage is that it is difficult to achieve unity.

Disadvantages of leaderless group discussions. Although the leaderless group discussion method has been widely used in the selection of middle and senior managers in enterprises and institutions, there are still some shortcomings: 1

The quality of the questions affects the quality of the assessment. The topics of the leaderless group discussion method are required to be of high quality, to reflect the needs of the position, to be related to the actual work, and to stimulate the behavior of the evaluated person with individual differencesDesigning a topic that takes all aspects into account is not an easy task...

If the questions are not well designed, it will directly affect the quality of the assessment and be unfair to the person being evaluated 2.The requirements for evaluators and evaluation standards are high.

The evaluators of leaderless group discussions should be professionals who have been specially trained and have some practical experienceThey must be able to observe the behavior of the person being evaluated in order to make an objective and correct evaluation result.

The leaderless group discussion I did was during the interview, so let me talk about the pros and cons of the interview. In general, we can discuss a topic from various aspects and then summarize it on an individual basis. During the discussion, the mind is more dispersed and more ideas can be considered.

While HR usually observes how everyone performs in discussions, I think the person who does the summary is the one who has the highest success rate, so basically, my friend will volunteer to take notes and summarize without the leadership group discussion.

The leaderless group discussion I did was during the interview, so I'll talk about the strengths and weaknesses of the interview. Generally, you can start a topic in one fell swoop, and then you can talk about it in all aspects, and then finally summarize it by yourself. When discussing, my thinking is more divergent, and I can think of more ideas.

Although HR generally observes everyone's performance in the discussion, I think the person with the highest success rate is the one who regrets the most and summarizes later, so basically my friends will volunteer to take notes and summarize during leaderless group discussions.

It is freer, there are no restrictions on discussion, and the atmosphere will be more lively, but it is unorganized and easy to be scattered.

Pros: Everyone can express their opinions or feelings. The directors of various divisions have different angles of encountering this problem. This solution is more accurate.

Cons: Lack of leaders, unorganized group discussions.

I had a leaderless panel discussion during the interview, so I'm going to talk about the pros and cons of the interview. In general, everyone can talk about various aspects of a topic and then make a final personal summary. In the course of the discussion, there was a great divergence of ideas, and there were many ideas in the head.

While HR usually observes everyone's performance in discussions, I think the success rate is higher than the last person to do a summary, so basically, my friends volunteered to take notes and summarize without a leadership group discussion.

The advantage of the discussion of the leading group is that everyone can make fun of Cong Cong, and this disadvantage is that it is difficult to reach a reasonable conclusion in the end. After all, everyone is leaderless. Soyama Sakura may not be able to have a reasonable result in the end.

Rural villager autonomy in Sichuan Province is progressing rapidly. In particular, starting from the villagers' autonomy, the construction of democratic politics at the basic and scattered levels has been continuously expanded, the construction of intra-party democracy has been continuously improved, and some breakthroughs have been made in institutional innovation, so it has received extensive attention and great attention from the press, academic circles, and even high-level leaders within the party. As Hong Kong's "Ta Kung Pao" wrote in an article not long ago, Sichuan is the most worthy of recording in the history of China's grassroots democracy building.

The main advantages are:1) To enable the examiner to truly evaluate the candidate's behavior.

2) It enables the examiner to observe and judge the candidate in the interaction between the candidate's acacia matching.

3) It can reduce the opportunity for candidates to hide their own characteristics.

4) Be able to evaluate multiple students competing for the same position at the same time.

The content and scope of application are relatively extensive.

Answer]: a, b, c, e

The missing points of leaderless group discussion are: the quality of the topic affects the quality of the assessment; The requirements for evaluators and evaluation standards are high. Candidates' performance is prone to wide cracking, which means that they are cautious and are influenced by other members of the same group; There is still a possibility of camouflage.

Answer]: a, c, d

This question examines the strengths and weaknesses of leaderless group discussions.

A group interview method. A group of 6-8 candidates will be formed into a group of about one hour to discuss work-related issues. How it works:

During the discussion, the examinee does not specify who is the leader, nor does it specify the position where the examinee should sit, let the examinee arrange the organization by himself, and the evaluator observes the content of the candidate's discussion and the process of interaction, and examines whether the candidate's organizational and coordination ability, oral expression ability, debate persuasion ability and other abilities and qualities meet the requirements of the proposed position, as well as whether the personality characteristics such as self-confidence, aggressiveness, emotional stability, and reaction flexibility are in line with the group atmosphere of the proposed position, so as to comprehensively evaluate the differences between the candidates. Advantages: (1) It can test the ability or quality that cannot be detected by the written test and a single interview; (2) Interactions between candidates can be observed; (3) Be able to evaluate the candidates more comprehensively and reasonably according to their behavioral characteristics; (4) Be able to involve a variety of ability elements and personality traits of the candidate; (5) It can make the candidate relatively unintentionally expose all aspects of his own characteristics, so the behavior in the real team has a high validity. (6) It can enable candidates to have equal opportunities to play, so as to quickly show individual differences; (7) Be able to save time with the number of sections.

and the ability to simultaneously compare the performance of candidates competing for the same position (side-by-side comparison); (8) The application is slow and wide-ranging, and can be applied to non-technical fields, technical fields, management fields and other professional fields. Disadvantages: (1) Higher requirements for test questions; (2) The scoring skills of the examiner are high, and the examiner should receive special training; (3) the evaluation of candidates is susceptible to the influence of various aspects of the examiner, especially subjective opinions (such as bias and misunderstanding), which leads to inconsistencies in the examiner's evaluation results of the candidate; (4) The applicant may be acting, performing, or disguised.