Incorporating Interpersonal Skills into Otolaryngology Resident Selection and Training

Lu-Myers, Yemeng; Myers, Christopher G.

doi:10.1177/0194599817731754

Cited by 6 publications

(5 citation statements)

References 10 publications

(21 reference statements)

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“…Ahmad Muslim in his research stated that the causes of interpersonal conflict in schools are these eight factors: personality, knowledge, communication, human relations, discipline, effectiveness of learning, welfare, and availability of facilities and infrastructure (Muslim, 2014). For this reason, interpersonal leadership skills are needed as a dual assessment and development process that contributes to knowledge, skills and abilities (Lu-Myers & Myers, 2018). A school principal must be able to manage conflict.…”

Section: Resultsmentioning

confidence: 99%

Principal’s Interpersonal Conflict Management: A Literature Review

Pangestu¹,

Sowiyah²,

Ahlaini³

et al. 2021

IJRISS

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The importance of interpersonal conflict management for principals makes researchers interested in making literature reviews. There are many articles that discuss interpersonal conflict management for principals. This article is a literature review that aims to find out the interpersonal conflict management of the principal and the principal's strategy in managing conflict, so it will give a positive impact on the environment of the school organization. Based on the results of literature reviews from many studies in various countries in the world, it is known that conflict has a positive effect when managed together effectively and can be very useful for the effectiveness of individuals and groups and will affect the sustainability of school organizations. So, we are interested to follow up research related to Interpersonal Conflict Management for the Principal.

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Section: Resultsmentioning

confidence: 99%

Principal’s Interpersonal Conflict Management: A Literature Review

Pangestu¹,

Sowiyah²,

Ahlaini³

et al. 2021

IJRISS

View full text Add to dashboard Cite

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“…As a result, the education that is provided throughout residency will impact ongoing assessments performed over time. 49 • Predictor variables-An evidence base is emerging on several selection methods, particularly those developed using a theory-informed approach. 10,11,13,50 Collaborative, multi-institutional studies incorporating these tools should be encouraged.…”

Section: Discussionmentioning

confidence: 99%

“…Furthermore, it is important to take into consideration that we are training programs. As a result, the education that is provided throughout residency will impact ongoing assessments performed over time 49 Predictor variables—An evidence base is emerging on several selection methods, particularly those developed using a theory‐informed approach 10,11,13,50 .…”

Section: Discussionmentioning

confidence: 99%

Residency Selection in Otolaryngology: Past, Present, & Future

et al. 2023

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ObjectivesTo examine the otolaryngology residency selection process, including past experiences based on the medical literature and survey analysis of our present practices to generate recommendations for future selection system design.MethodsA mixed‐methods study, including a scoping review and a cross‐sectional survey, was completed. Four databases were assessed for articles on otolaryngology residency selection published from January 1, 2016 through December 31, 2020. A 36‐question survey was developed and distributed to 114 otolaryngology program directors. Descriptive and thematic analysis was performed.ResultsUltimately, 67 of 168 articles underwent data abstraction and assessment. Three themes surfaced during the analysis: effectiveness, efficiency, and equity. Regarding the survey, there were 62 participants (54.4% response rate). The three most important goals for the selection process were: (1) to fit the program culture, (2) to make good colleagues, and (3) to contribute to the program's diversity. The three biggest ‘pain points’ were as follows: (1) Large volume of applications, (2) Lack of reliable information about personal characteristics, and (3) Lack of reliable information about a genuine interest in the program.ConclusionsWithin this study, the depth and breadth of the literature on otolaryngology residency selection have been synthesized. Additionally, baseline data on selection practices within our specialty has been captured. With an informed understanding of our past and present, we can look to the future. Built upon the principles of person‐environment fit theory, our proposed framework can guide research and policy discussions regarding the design of selection systems in otolaryngology, as we work to achieve more effective, efficient, and equitable outcomes.Level of evidenceN/A Laryngoscope, 2023

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“…There is growing interest in applying principles of personal psychology, 7 interpersonal skill assessments, 64 and holistic evaluations to residency selection processes. These include using structured interviews, 8 , 42 work samples, integrity tests, team‐based clinical simulations, 64 holistic screening tools, 42 , 43 and personality assessments (eg, Hogan personality‐based assessments) 42 . Psychological assessments are complicated by privacy concerns regarding the information they obtain.…”

Section: Discussionmentioning

confidence: 99%

Ideas and Innovations to Improve the Otolaryngology–Head and Neck Surgery Residency Application and Selection Process

Salehi

Heiser

Salehi

et al. 2020

Otolaryngol.--head neck surg.

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Objective To (1) summarize strategies proposed in the recent otolaryngology–head and neck surgery (OTO-HNS) literature for improving the residency application and selection process, (2) evaluate the effects of recently implemented changes to the OTO-HNS match, and (3) discuss recommendations for future changes to the OTO-HNS residency application and selection process. Data Sources PubMed, Medline Ovid database, and article reference lists. Review Methods A structured literature search was performed to identify current English language articles relating to the objectives of this study using the aforementioned data sources, in accordance with the Preferred Reporting Items for Systematic Reviews and Meta Analyses (PRISMA) guidelines. The search was limited to submissions published between January 1, 2015, and January 1, 2020. Conclusions Numerous proposals have been made for improving the otolaryngology residency application and selection process and addressing the competitive nature of the Match. These proposals include but are not limited to mandating a secondary essay, implementing consortia and early match processes, using a signaling system, conducting regional and web-based interviews, offering early engagement with interest groups, instituting a hard cap on applications, increasing costs of applying, counseling self-restraint to prospective applicants, and creating application filters. Implications for Practice As the volume of literature surrounding the OTO-HNS Match continues to increase, this review aims to provide a summary of past proposals and serve as a guide for possible future innovations. We propose 3 initiatives that may improve the residency application and selection process for both program and resident, with minimal impact to the current National Resident Matching Program (NRMP) Match structure.

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Incorporating Interpersonal Skills into Otolaryngology Resident Selection and Training

Cited by 6 publications

References 10 publications

Principal’s Interpersonal Conflict Management: A Literature Review

Principal’s Interpersonal Conflict Management: A Literature Review

Residency Selection in Otolaryngology: Past, Present, & Future

Ideas and Innovations to Improve the Otolaryngology–Head and Neck Surgery Residency Application and Selection Process

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