RESUMEN
The Louisiana State University (LSU) School of Medicine-New Orleans has been active in recruiting minority students to create a diverse medical student body. Recognizing the need to explore ways to assess minority applicants, over the past 10 years, LSU has offered Stimulated Minority Admissions Exercise (SMAE) workshops to its admission committee members. Participants in six of LSU's SMAE workshops were asked to respond anonymously to an evaluation form immediately following the workshop. Sixty of the 64 participants responded. The overall evaluation of the workshops was positive. More than 80% of participants indicated that due to their participation in SMAE, they knew how to locate and assess application data particularly relevant to minority applicants. The results suggest that identifying variables that enhance minority student admission and retention is desirable.
Asunto(s)
Grupos Minoritarios , Criterios de Admisión Escolar , Facultades de Medicina , Estudios de Evaluación como Asunto , Humanos , Louisiana , Estudiantes de MedicinaRESUMEN
This study examined attitudes of organ procurement employees toward black and Hispanic clients. Participants completed the Situational Attitude Scale (SAS). Findings showed that participants favored the person of color over the neutral, race-unspecified person when the person of color was in a subservient role. While the SAS items were not specific to organ donation scenarios, some inferences may be can be made. White organ procurement employees, dealing with white people significant to the donor, may experience little anxiety when placed in the role of service provider. However, when dealing with donors of color, white procurement employees may experience some cognitive dissonance. White employees may be comfortable being served by people of color, but uncomfortable serving people of color. This feeling, coupled with a lack of cross-cultural understanding, may create a communication barrier between procurement and donor communities.
Asunto(s)
Actitud del Personal de Salud , Negro o Afroamericano , Hispánicos o Latinos , Obtención de Tejidos y Órganos , Análisis de Varianza , Humanos , Relaciones Profesional-Familia , Donantes de Tejidos/psicología , Estados UnidosRESUMEN
Despite recent attention to minority student recruitment and retention, data on predicting the success of minority medical students are scarce. Traditional predictors (college grades and scores on the Medical College Admission Test) have modest correlations with medical school grades and scores on the National Board of Medical Examiners examination for minority students. Nonetheless, admission committees also consider nontraditional variables when selecting minority students. Measures of nontraditional variables seem to assess types of intelligence not covered by traditional means. A system of organizing nontraditional or noncognitive variables into eight dimensions is proposed. The dimensions are self-concept, realistic, self-appraisal, understanding and dealing with racism, long-range goals, having a strong support person, showing leadership, having community involvement, and nontraditional knowledge acquired. Further, assessment should place more emphasis on recognizing and defining problems and on performance rather than knowledge. Combining traditional and nontraditional methods is best in selecting minority students, and sufficiently well developed measures exist in each area to make this a practical recommendation for any admission program.
Asunto(s)
Logro , Educación de Pregrado en Medicina/normas , Evaluación Educacional , Grupos Minoritarios , Criterios de Admisión Escolar , Características Culturales , Objetivos , Pruebas de Inteligencia/clasificación , Liderazgo , Prejuicio , Probabilidad , Refuerzo Social , Autoimagen , Responsabilidad Social , Apoyo SocialAsunto(s)
Trastornos Neuróticos/psicología , Pruebas de Personalidad , Adulto , Femenino , Humanos , Masculino , PsicometríaAsunto(s)
Facultades de Medicina , Logro , Economía , Humanos , Grupos Minoritarios , Estudiantes de Medicina , Estados UnidosRESUMEN
With expanding class sizes and increased proportions of women and minority group medical students, questions are frequently asked concerning recent trends in retention and graduation rates. In this article the authors report on a national Association of American Medical Colleges study of new entrants in the 1968 through 1972 first-year classes of U.S. medical schools and place this study in historical perspective. They note that recent attrition rates are only about half that of the 9 percent reported in the last national AAMC study of 1949-1958 entrants. Although the retention rate for women and for underrepresented minorities is still slightly less than that for white males, the gap appears to be narrowing. Suggestions for optimum retention include: (a) enlarging the pool of minority applicants, (b) improving the techniques of student selection, and (c) increasing the flexibility of academic programs in the medical schools.