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In undergraduate and postgraduate medical education, mentoring offers personalized training and plays a key role in continuing medical education and the professional development of healthcare professionals. However, poor structuring of the mentoring process has been attributed to failings of the host organization and, as such, we have conducted a scoping review on the role of the host organization in mentoring programs. Guided by Levac et al's methodological framework and a combination of thematic and content analysis, this scoping review identifies their "defining" and secondary roles. Whilst the "defining" role of the host is to set standards, nurture, and oversee the mentoring processes and relationships, the secondary roles comprise of supporting patient care and specific responsibilities toward the mentee, mentor, program, and organization itself. Critically, striking a balance between structure and flexibility within the program is important to ensure consistency in the mentoring approach whilst accounting for the changing needs and goals of the mentees and mentors. [ABSTRACT FROM AUTHOR]

In undergraduate and postgraduate medical education, mentoring offers personalized training and plays a key role in continuing medical education and the professional development of healthcare professionals. However, poor structuring of the mentoring process has been attributed to failings of the host organization and, as such, we have conducted a scoping review on the role of the host organization in mentoring programs. Guided by Levac et al's methodological framework and a combination of thematic and content analysis, this scoping review identifies their "defining" and secondary roles. Whilst the "defining" role of the host is to set standards, nurture, and oversee the mentoring processes and relationships, the secondary roles comprise of supporting patient care and specific responsibilities toward the mentee, mentor, program, and organization itself. Critically, striking a balance between structure and flexibility within the program is important to ensure consistency in the mentoring approach whilst accounting for the changing needs and goals of the mentees and mentors. [ABSTRACT FROM AUTHOR]

Besides highlighting the reasons for volunteering, its advantages and difficulties, from the previous studies and from the Romanian legislative framework, we tried to understand, through a qualitative study based on a focus group with volunteers, what their perspective is about benefits, reasons, and obstacles involved in carrying out volunteering activities and what opportunities for improvement they see in order to increase involvement of young people in these activities. The results show that most often, personal values are the motivational leverage for volunteering and that the projection of dysfunctions and hindrance are largely oriented towards host organizations for volunteers who are not prepared to value and organize this human resource. At the same time, our research provides us with a lever towards the necessary and desirable change, in order to increase volunteers' motivation and keep them involved. [ABSTRACT FROM AUTHOR]

This article discusses the factors involved in determining the appropriate outcomes for social work interventions in health care settings. It relates a project conducted by the author in collaboration with Varda Soskolne of the Hadassah Medical Organization which investigated the outcomes of instituting a program of early and comprehensive discharge planning in an acute care hospital in Israel. The study population for this project was social work clients in the orthopedics and internal medicine departments of both hospitals of the Hadassah Medical Organization in Jerusalem. These departments were chosen in order to maximize the comparability between the study and what was being reported in the literature at the time. Determining what are the appropriate outcomes for social work interventions in hospitals requires consideration of the organizational context in which those interventions take place. In the hospital, as in any host organization, expectations and outcomes are not solely internal matters. They are strongly influenced by organizational forces outside the social work department. According to the author, it is not enough for the social work department to be effective on its home grounds. It requires that it be able to assess the effectiveness of its services at the organizational as well as the departmental level.