Search PubMed⌕ Search

PubMed · 10557494

Bouncing back.

Abstract

If you have taken a career sidetrack, realize that you are still marketable. You have skills, traits, and knowledge that are transferable to many new opportunities. Fortunately, many leaders today in health care and executive search are familiar with your plight, given that they all have their own version of initiatives that did not fly. They will not judge you unfairly because they understand all too well the complex pressures of today's health care environment, filled with risk, cost constraints, and unrealistic profit targets. If you're bouncing back from an unfortunate career move, these steps may keep you focused on your search for new opportunities: (1) recognize that you are not alone, (2) realize that the entity failed, not you, (3) discuss the former position in a positive light, (4) don't give in to cynicism or self-pity, (5) don't let it happen to you again, and (6) play an active role in structuring your next position.

Explore related subjects

Keep this discovery

Explore connections, maps & timelines

BibTeXRIS

M F Lyons. Bouncing back.. https://pubmed.ncbi.nlm.nih.gov/10557494/

Cite the original work for its findings. Save a collection to share your selection of sources.

KEEP EXPLORING

Related citations

[The foundation of "feminine" and "masculine". Useful theories for the training of future physicians concerning the importance of gender].

A gender perspective on health and consultation is part of medical education today. Teaching about gender must not focus on differences between men and women as essential, biological, and unchangeable. The meaning of "feminine" and "masculine" is largely a social construction, i.e. the behavior and character of an individual are seldom determined by sex. Furthermore, women and men live under different conditions and have different positions in society. Medical students need to be aware of this and reflect upon the influence it may have on their professional role and practice. To achieve this awareness, knowledge about the construction of gender is needed. This article reviews relevant research in this field. The gender of the physician is used as a basis and illustration of this.

Career Mobility↗

Scientific community. Soft money's hard realities.

"Second-class citizen" is how researchers on soft money, who have to raise their salaries from grants, describe their position--even those who like their jobs. It can be fraught with financial insecurity, disrespect, and poor facilities--as well as some advantages, such as freedom from administrative duties. Those who have done it say that success requires a strong will, an accommodating department, friends in high places, and money in the bank as a cushion--not to mention emotional security and a tough skin.

Career Mobility↗

Racial and ethnic disparities in faculty promotion in academic medicine.

CONTEXT: Previous studies have suggested that minority medical school faculty are at a disadvantage in promotion opportunities compared with white faculty. OBJECTIVE: To compare promotion rates of minority and white medical school faculty in the United States. DESIGN AND SETTING: Analysis of data from the Association of American Medical Colleges' Faculty Roster System, the official data system for tracking US medical school faculty. PARTICIPANTS: A total of 50,145 full-time US medical school faculty who became assistant professors or associate professors between 1980 and 1989. Faculty of historically black and Puerto Rican medical schools were excluded. MAIN OUTCOME MEASURES: Attainment of associate or full professorship among assistant professors and full professorship among associate professors by 1997, among white, Asian or Pacific Islander (API), underrepresented minority (URM; including black, Mexican American, Puerto Rican, Native American, and Native Alaskan), and other Hispanic faculty. RESULTS: By 1997, 46% of white assistant professors (13,479/28,953) had been promoted, whereas 37% of API (1123/2997; P<.001), 30% of URM (311/1053, P<.001), and 43% of other Hispanic assistant professors (256/598; P =.07) had been promoted. Similarly, by 1997, 50% of white associate professors (7234/14,559) had been promoted, whereas 44% of API (629/1419; P<.001), 36% of URM (101/280; P<.001), and 43% of other Hispanic (122/286; P =.02) associate professors had been promoted. Racial/ethnic disparities in promotion were evident among tenure and nontenure faculty and among faculty who received and did not receive National Institutes of Health research awards. After adjusting for cohort, sex, tenure status, degree, department, medical school type, and receipt of NIH awards, URM faculty remained less likely to be promoted compared with white faculty (relative risk [RR], 0.68 [99% confidence interval CI, 0.59-0.77] for assistant professors and 0.81 [99% CI, 0.65-0.99] for associate professors). API assistant professors also were less likely to be promoted (RR, 0.91 [99% CI, 0.84-0.98]), whereas API associate professors and other Hispanic assistant and associate professors were promoted at comparable rates. CONCLUSION: Our data indicate that minority faculty are promoted at lower rates compared with white faculty. JAMA. 2000;284:1085-1092

Career Mobility↗