Transactional Analysis provides trainees with a realistic and useful method for analyzing and understanding the behavior

of others. In every social interaction, there is a motivation provided by one person and a reaction to that motivation given by another person. This motivation reaction relationship between two persons is a transaction. Transactional analysis can be done by the ego states of an individual. An ego state is a system of feelings accompanied by a related set of behaviors. There are basically three ego states: Child: It is a collection of recordings in the brain of an individual of behaviors, attitudes, and impulses which come to her naturally from her own understanding as a child. The characteristics of this ego are to be spontaneous, intense, unconfident, reliant, probing, anxious, etc. Verbal clues that a person is operating from its child state are the use of words like "I guess", "I suppose", etc. and non verbal clues like, giggling, coyness, silent, attention seeking etc. Parent: It is a collection of recordings in the brain of an individual of behaviors, attitudes, and impulses imposed on her in her childhood from various sources such as, social, parents, friends, etc. The characteristics of this ego are to be overprotective, isolated, rigid, bossy, etc. Verbal clues that a person is operating from its parent states are the use of words like, always, should, never, etc and non-verbal clues such as, raising eyebrows, pointing an accusing finger at somebody, etc.

Adult: It is a collection of reality testing, rational behavior, decision making, etc. A person in this ego state verifies, updates the data which she has received from the other two states. It is a shift from the taught and felt concepts to tested concepts.

All of us evoke behavior from one ego state which is responded to by the other person from any of these three states.

Transaction is a unit of social interaction when two meet & one of them will speak which is a transactional stimulus & other who will reply will ba transactional respond. Transactional analysis is a method of examining this one transaction wherein I do something to you & you do something back. It involves determining which part of the multiple-natured individual is being activated The Fish Bowl Technique Summary This is a listening game, which is useful for getting detailed views and information from a large group of people.

How To Do It 1. You start off in small groups of between 4 and 6 people, who are tasked with talking about a particular issue. Each group writes down their thoughts and views on a piece of flip chart paper with a marker pen for about 15-20 minutes 2. The whole room then re-groups, moving their chairs into 2 circles: one circle is a large fish-bowl round the outside of the room and the other small circle is the fish in the middle of the room. This is a listening exercise. 3. The small circle are the fish, and one person from each group should sit in this small circle and tell everyone in the room about what was discussed in their group. One person volunteers to write all new thoughts and ideas added to a flip chart paper in the middle. Fish only speak of new ideas and thoughts that have not already been noted. 4. The large circle is the fish-bowl and these are the listeners they must listen very carefully to what the fish are saying to check that this is an accurate description of the views put

forward by their little groups .5. Any listener who disagrees with what is being said by the spokes-fish of their group can go up and tap them gently on the shoulder. This means that they will swap places.

Useful for Large group of people 40-60 people when you want to get peoples views on a subject. The small groups are useful for talking about difficult issues, which might be sensitive for example health. .

Not useful Small groups of people or getting specific answers to pre-determined questions.

Equal Rights People with mobility difficulties may need help with re-arranging chairs in the room.

Resources Flip chart paper, marker pens, chairs, tables, time of facilitator.

Time Scale Allow 1.5 hours for this exercise plus time in moving furniture. Fish Bowl

A debating structure in which a few people in a central group of chairs are allowed to debate, subject to rules described below and in GoldfishBowl. A glass bowl that fish live in. A chilled server room with a raised floor and lots of internal windows. A situation where everything you do is open to public scrutiny, like the Presidency of the United States.

A wiki that does not permit anonymous edits; it is termed to be in "fishbowl mode". Examples include OrgPatterns, WebWebTwo and WhyClublet. Outside visitors may only look in, just as outsiders can only look into a fishbowl. However, the people with inside access may edit the wiki, just as the fish inside may interact with the environment. This is generally considered counter to WhyWikiWorks.

is a type of mechanism that is used to encourage and emphasize communication and discussion. This is extensively used in seminars and other such gathering where a large number of people are congregated and where views and opinions of a lot of people are required. This is also a very good method if you want to get a feedback from a whole lot of people. The method is essentially simple and yet it does take a little amount of organization for the setting up. The set up gets it name from the manner in which they are seated. It is best to divide up the entire group into teams of five or six people. You can make two or three such teams and there is no hard and fast rule. You can include as many members in each team that you think you'll be able to handle. Then place one of the teams in the inner circle and the other team outside it, making a fishbowl formation. If there is dearth of place, then you can simply make them sit separately in groups, but notice that everyone should be able to hear clearly what the members of the other team is saying. If you want to discuss a particular topic, then choose it beforehand and you can either choose to discuss a single topic or choose the number of topics according to the teams you have and leave each team to discuss one, with the others listening. When the discussion starts, ask the first team to discuss the topic with its various pros and cons. For the duration of this time, the other team or teams just listens. After it is over, the other team is then asked to take the center stage and again discuss the topic and they can highlight the points they feel that have been overlooked by the previous team. In this manner, the topic or topics or discussions will be analyzed from all aspects, resulting in the all round assimilation of the ideas that come up. The members of the team too are vastly benefitted as they use their analytical skills to form their opinions and put them across. is a type of

mechanism that is used to encourage and emphasize communication and discussion. This is extensively used in seminars and other such gathering where a large number of people are congregated and where views and opinions of a lot of people are required. This is also a very good method if you want to get a feedback from a whole lot of people. The method is essentially simple and yet it does take a little amount of organization for the setting up. The set up gets it name from the manner in which they are seated. It is best to divide up the entire group into teams of five or six people. You can make two or three such teams and there is no hard and fast rule. You can include as many members in each team that you think you'll be able to handle. Then place one of the teams in the inner circle and the other team outside it, making a fishbowl formation. If there is dearth of place, then you can simply make them sit separately in groups, but notice that everyone should be able to hear clearly what the members of the other team is saying. If you want to discuss a particular topic, then choose it beforehand and you can either choose to discuss a single topic or choose the number of topics according to the teams you have and leave each team to discuss one, with the others listening. When the discussion starts, ask the first team to discuss the topic with its various pros and cons. For the duration of this time, the other team or teams just listens. After it is over, the other team is then asked to take the center stage and again discuss the topic and they can highlight the points they feel that have been overlooked by the previous team. In this manner, the topic or topics or discussions will be analyzed from all aspects, resulting in the all round assimilation of the ideas that come up. The members of the team too are vastly benefitted as they use their analytical skills to form their opinions and put them across.

In-Basket Technique It provides trainees with a log of written text or information and requests, such as memos, messages, and reports, which would be handled by manger, engineer, reporting officer, or administrator.

Procedure of the In basket Technique In this technique, trainee is given some information about the role to be played such as, description, responsibilities, general context about the role. The trainee is then given the log of materials that make up the inbasket and asked to respond to materials within a particular time period. After all the trainees complete in-basket, a discussion with the trainer takes place. In this discussion the trainee describes the justification for the decisions. The trainer then provides feedback, reinforcing decisions made suitably or encouraging the trainee to increase alternatives for those made unsuitably. A variation on the technique is to run multiple, simultaneous in baskets in which each trainee receives a different but organized set of information. It is important that trainees must communicate with each other to accumulate the entire information required to make a suitable decision. This technique focuses on:

Building decision making skills

Assess and develops Knowledge, Skills and Attitudes (KSAs)

Develops of communication and interpersonal skills

Develops procedural knowledge

Develops strategic knowledge

These skills are mainly cognitive to a certain extent than behavioral. Simulations are structured and sometimes unstructured, that are usually played for enjoyment sometimes are used for training purposes as an educational tool. Training games and simulations are different from work as they are designed to reproduce or simulate events, circumstances, processes that take place in trainees job. A Training Game is defined as spirited activity or exercise in which trainees compete with each other according to the defined set of rules. Simulation is creating computer versions of real-life games. Simulation is about imitating or making judgment or opining how events might occur in a real situation. It can entail intricate numerical modeling, role playing without the support of technology, or combinations.

Training games and simulations are now seen as an effective tool for training because its key components are:

Challenge

Rules

Interactivity

These three components are quite essential when it comes to learning. Some of the examples of this technique are:

Trainees can therefore experience these events, processes, games in a controlled setting where they can develop knowledge, skills, and attitudes or can find out concepts that will improve their performance. The various methods that come under Games and Simulations are: Field trip Field trip is a training method, which provides a dynamic environment near to or

within the scenes of real action for learners to be a part of. It is a training method in which opportunities are provided to the learners to visit organisations, work sites, communities or villages, etc. with a view to observe, be a part of and collect GUIDE FOR TRAINERS 30information to reflect, analyse and learn from. They use the experience undergone by them for learning during and after the trip. Field trips thus help create a dynamic learning environment. Main Uses To establish familiarity with or provide exposure to work culture, work practices, work conditions, constraints, etc. in organisations. To assure the practicality of new ideas. This in turn can generate thoughts on the various aspects to be considered for implementation of these ideas. These ideas could be useful to both the trainees and the host organisations. To secure first hand information from experienced people about the job, organisation, etc. To develop skills for managing uncertainties. To challenge pre-conceived views/perceptions. Advantages Ground realities of the learning environment increase trust in the learning tremendously. As learning during field trips is in job related situations, it is more effective compared to other methods.

 Can contribute equally towards learning by trainees and the host organisation, thus benefiting both. Scope for unintended learning is very high and can be tapped for further learning. Trainee participation and involvement is of very high degree. Disadvantages Very High demand on trainer on planning and preparation. Logistics and arrangements, if not done properly, can hamper achievement of desired objectives. There is a lot of dependence on external factors including host organisations, etc. Uncertainty is very high. Very high trainer skills are required to convert these uncertain situations into the rare learning opportunities that they are. Expensive as compared to other methods.

Hi In-basket training or In-basket exercise means prioritising. Suppose you have: 1 banana 1 mango 1 apple 1 guava 1 pineapple 1 strawberry

in your basket. In which order will u pick these fruits? U will choose first the one which is ur favourite. Similarly in organization, there is always the case of prioritsing or choosing the best method. In-basket exercise are mainly used in Assessment/Development centres where the participants are given a case study or an exercise and they have to study it and interpret it accordingly. It shows how they perceive the problem and what they will do in a certain situation. I had sometimes back posted an in-basket exercise on this forum. I will post it again and as well as the interpretation for u.