Timeline for 1.5 years later, how to make sure unprofessional behaviour by former mentor has consequences?
Current License: CC BY-SA 4.0
11 events
| when toggle format | what | by | license | comment | |
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| Sep 15, 2018 at 7:00 | comment | added | Askar Kalykov | Lack of performance should not justify an abuse | |
| Sep 15, 2018 at 4:33 | comment | added | shalop | This answer seems a bit arrogant in some of its assumptions. “Some years later, this encounter will only be a small insignificant episode for you.” How do you know that? You are not the OP. Furthermore, your answer suggests that the mentor has already suffered equal consequences in the form of not getting publications. Recall that we’re talking about abuse here. Relatively speaking, a few publications here and there do not necessarily constitute a punishment of comparable magnitude. Maybe the mentor really should lose the possibility of tenure, as it may help to prevent such incidents later. | |
| Sep 14, 2018 at 20:25 | comment | added | Dawn | @Dan Romik I actually don’t think I agree with the point/this answer, I was just trying to clarify it. | |
| Sep 14, 2018 at 20:15 | comment | added | Dan Romik | @Dawn the problem is that some abusive advisors manage to be successful despite (or in some cases because of) being abusive. There is no guarantee that any negative consequences the mentor will suffer are sufficiently negative to cause him to change his ways, or that they are anything on the same order of magnitude of negativity as what OP suffered. The more correct parenting analogy would be if your kid did something stupid and broke someone else’s arm (while possibly suffering a couple of minor scratches herself). | |
| Sep 14, 2018 at 17:42 | comment | added | Dawn | I think the point is this: the PI is already suffering the natural consequences of his actions in that he was unable to get good work out of you. He may or may not have learn from this. It seems as if you were hoping there are additional bureaucratic consequences, but I don’t see how those would be more instructive. Parenting analogy: When my kid does something stupid and breaks her arm, that is the consequence. I don’t also have to yell at her. | |
| Sep 14, 2018 at 16:59 | history | edited | Dmitry Savostyanov | CC BY-SA 4.0 |
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| Sep 14, 2018 at 15:35 | comment | added | user96212 | Please read my bullet points again: if my former PI doesn't improve their behavior, then the tenure committee should know that. If they learned from that episode, then great! I'll be (in fact, am) happy in another job and they will be in theirs. But (repeatedly) treating one's subordinates in such a fashion is, IMHO, not a "weakness", but a disqualification for this (and any other) profession. I realize, though, that evaluating whether they improved their employee management skills is not my responsibility, probably rendering this specific bullet point moot. | |
| Sep 14, 2018 at 15:22 | comment | added | Dmitry Savostyanov | @user96212 Not only you want to change your PI's behaviour, but also inform PI's tenure panel and colleagues of his/her lack of professionalism. Tenure panel would not "improve" your PI, it will simply deny them tenure and kick them out of academia, what else do you expect? Seriously, if this is not retaliation, then what is? | |
| Sep 14, 2018 at 15:10 | comment | added | user96212 | Thanks for your honest answer, with which I partly agree. I admit some frustration on my part and agree that we likely both underperformed. I, however, strongly reject your notion that I'm looking to "go after my PI". I want them to have the career they work hard for, but most of all I'd like future employees and student to be treated appropriately by them. As for your last paragraph, I think this is an important point. I agree that there are quite a few lessons to be learned from this experience which will help me in my future career. | |
| Sep 14, 2018 at 15:02 | history | edited | Dmitry Savostyanov | CC BY-SA 4.0 |
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| Sep 14, 2018 at 14:14 | history | answered | Dmitry Savostyanov | CC BY-SA 4.0 |