Bossism in science
Kuljeet Sandhu
Monday, 25 February 2008 11:47 UTC
Is science enjoyable under a boss? It is perefectly alright to have a supervisor who is guiding you and asking about your opinions/interests too. But, it hardly happens in today’s highly competitive science. Most established and farely successful scientists like to enjoy science theirselve and recruit man power just to finish the job. They, in fact, run a factory where each fellow knows a technique, but nobody understands the whole research problem. Even if he/she understands science, it’s not very enjoyable to work on imposed ideas and that too under several restrictions. In that scenario, the difference between commercial company and a reserach lab disappears. What happens ultimately is that such students don’t evolve as a good scientist. On the other hand, students working with mediocre scientist learn better as the supervisor and the student co-evolve. I wish to hear others’ opinion in this regard.
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Replies
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Hi Kuljeet,
You will find some echoes of this discussion here: Greenhorn Blues.
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Hi Kuljeet,
To certain extent, i do agree with you. But it is up to the individual to persuade the boss about his/her ideas. Even the worst critic will see when it is a reasonable idea backed with loads of experimental evidence.
It has been a hard time for some of my friends who has to work on imposed ideas from the boss. But they are learning to stick to their guns and at times come up with original ideas.
The more and more one displays his individuality, it will be a welcome effect after some initial resistance. When one has confidence in doing the research and able to discuss and convince the boss, certainly the outcome will be worth an effort.
I think, successful boss is one who can tap the potential and at the same time encourage the post-doc to flourish and bloom under his guidance. The boss has to free his reign when the post-doc has enough confidence to be independent. That is the time the boss should really be forthcoming to give his help and support. I don’t see that is the case with most of the boss. They enjoy getting things done and so they don’t want to loose them. As long as and as far as time pass by and things done, there is no emergency for the boss to do the right things for the post-doc.
At the end of the story, if one wants to do good science and get satisfaction out of doing things on their own, it is crucial for the post-doc to keep updated, networking, patience, passionate and ooze the confidence. All these factors add up to the currency of independency. -
Thanks Kuljeet for the topic.
My case is totally different. (note: I am just a B.Tech & working as a research staff) In my case my guide is only guiding me, giving me enough time as well as facilities; also the post docs they are some true definition of seniors (politeness, right attitude and approach)... But its the so called senior Ph.D. stud who is far more than the word bossism is defined here!!! I am at an IIT. These so called senior Ph.D. studs think that people like me are not at all qualified for research and get some stupid things done from me. The cost (in terms of time and patience) we have to pay to learn some thing is too much. Finally I end up feeling mentally abused…..
Still I am continuing here just because of the reputation of my guide and (the one of its kind) facilities in the lab.
But recently I came to know that my situation is far better than the senior himself(when he was new to the lab).
I dont know whether its common in this research arena!!! But I am sure it is there in one or the other form in a few labs.
Its tough to change them but the easiest way to do is to make sure that at least the present juniors wont behave the same way when they become a senior. After all there is always a polite way to say / teach everything.
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The problem that Kuljeet puts forward is unfortunately very much prevalent. Complete understanding of a research problem can only be achieved if students are cross-trained in various processes in a laboratory. This helps in greater coordination among processes & generation of skilled human resources. A specific hierarchy (in terms of expertise) can be set up wherein as one becomes proficient in a particular process, he/she can be imparted training for the next process. This way the lab in question can also generate more vaccancies at the entry-level for intake of more students. “Leadership in the lab” needs to be addressed at a more professional level.
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