Perceptions and suggestions of MBBS students in context with mentoring.

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Perceptions and suggestions of MBBS students in context with mentoring.

Journal Title: International Journal of Medical Science and Innovative Research (IJMSIR) - Year 2019, Vol 4, Issue 1

Abstract

The concept of mentoring is always considered to be unique especially in India in considerable form of guru-shishya parampra. But this was an informal mentorship, as it does not have documented database, laming the access to any further documents, supporting the outburst of contrary. In recent times, largely medical schools are having no formal mentorship programs for mentoring. Thus mentoring must be well informed/formal and started by experienced facilitators and learners to facilitate the organizational framework for every medical college, designed to prepare medical students well versed and equipped with knowledge. 1 Although the mentor is an character from ‘the odyssey, but Pallas athene , goddess of wisdom who has taken mentor’s form and actually completes the job for helping the young man, the rhetorical strength is embedded in words viz. mentor and mentoring. 2 Having a mentoring program increases the fold of reputation of an organization/institution. 3 The exercise of mentoring may be assigned formally or informally unassigned and is started by either mentor or mentee. According to some studies informal mentoring is more effective than formal relationship–mentoring, but it may be due to predisposal of essential differences in compared relationships. Thus the interrelationship between mentor and mentee will decide the quality for near approaching results of mentoring. 4 The term mentor means a trusted advisor. The phenomenon of mentorship has its origin from greek mythology. 5 The mentoring has demonstrated a meaningful and significant impact on development and career building of mentee. Although the mentor is a person with higher rank with more handful of experience and will provide guidance to beginner. 6 Thus the overall’s mutual relationships will make an enormous significant impact on professional as well as personal mentee’s progress. 7 The mentor must be approachable and must be having keen interest in encouraging and nurturing the interrelationship between mentor and mentee. [6] The positive qualities of a perfect mentor comprises ease of availability, good listener and a combination of professional moral character with problem solving skills, thus demonstrating leadership and unbiased critical/analytical thinking capacity. 8 Thus only a good mentor can help a mentee to develop the side of decision making/taking skills. Thus a good mentor is not only who asks questions but rather gives simple answers to help mentees develop decision making and problem solving skills. 9 The mentoring is a time consuming activity and may predispose the mentors from achieving their personal as well as academic responsibilities, thus establishing that extra work may pressurize the mentor and can limit their own work and success. 6 Thus mentoring must be perceived as selfless deed without expectations of extra incentives, also it is well established that mentoring creates a feeling of improvement in mentor’s own personal and developmental growth accentuating a measure of self satisfaction. 10 According to one Another documented study, the overall comparison of mentors with those who has not implicated a higher grade of self satisfaction in former group of study. 11 Thus it demonstrates and proves that there is a direct relationship between self satisfaction, good leadership skills and mentorship. 12 To have successful relationships of mentoring, there must be two way supportive measuring, with positive optimistic consideration between mentor and mentee. 13 The interrelationship between mentor and mentee could be disrupted if there is nullifying of support and respect towards each other. This beautiful relationship may be breaking down if there is decimation of interests on either side or physical relationships. 14 The mentoring benefits the mentee by emphasizing on much more greater clarity on the effective strategies for self improvement, to make more informed career choices , to set their approaching goals, and paves the way for opportunities to form new networks and to increase exponentially their resource base. Also it benefits the member by regular updating to develop relationships with mentee for positive outcomes and also increase their credibility and contribution to organization. 15 The concept of mentoring has been divided into four different phases. When phase 1 ensues, it is considered as preparatory phase which is focused on growth, in this phase the mentees recognizes their short term/long term developmental objectives, evaluate their individual capabilities/competency and truly understand their aspirations. Further in phase II, considered as negotiating phase where there is foundation base of rapport between mentee and mentor. The interrelationship is not only involving skills, knowledge, education and career but also on personal likings/disliking, hobbies, friends and family background. After this, there comes phase III where exponential growth is enabled where a formal evaluative structure is given with discussion on expected positive outcomes of mentoring. Now comes the final phase IV which incorporates the duo access of the values of relationship , identification of areas of growth and developmental learning and celebrates the achievement of optimistic fruitful outcomes. 16 There are various models of mentoring viz. group model and one to one model for mentoring. 17 The most common model is one to one mentorship as such it is acquiring individual attention but foremost, it is time consuming and greater human resources are required on another contrary side. The other model is group model where time and resources are considered as constraints, but one is practiced mostly in most of the medical colleges of India. But the openness has major positive impact on greater benefits as such collective knowledge is better than individual one. Another model is ‘team mentoring’ which can be intensely used for targeted programs such as in sports. Also ‘peer assisted learning’ along with facilitator has resulted in improvement of learning and it was appreciated by undergraduate students in medical institute of India in recent times. 18 Also online/e mentoring has came upon with ease, flexibility of being approachable to each other. Although FAIMER (foundation for advancement of international medical education and research) is a perfect example in which program runs by them are connected and diversified globally. Although no single model could be best, however there is more need of innovation and experimentation, but group model has demonstrated greater benefits. The academic mentoring must includes some predefined parameters for effective mentoring in context with academically oriented mentoring sessions. those parameters are to withstand and to know the liking of mentee to spend his/her own time; honesty of mentors; proper follow up throughout mentoring cycle, once foremost do not become friends and lastly mentor-mentee relationship may be terminated in gross misconduct from either side or may be due to justified/unjustified reason. 19 The number of studies has been performed to study the practice of mentoring among students of various disciplines of various universities worldwide, but this study is performed distinctly on second year MBBS students who have passed first year of medical curriculum and had the experience of first year mentoring programs conducted at that time to ensure their fulfillment of short term goals and now they are undergoing further sessions and will demonstrate their perceptions and suggestions in context with mentoring based on group model in our organization.

Authors and Affiliations

Kanika Kohli

EP ID EP536776
DOI -
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