THIS is with reference to the letter ‘House jobs and lack of innovative skills’ (Nov 21), which accurately elaborated the many challenges that are faced by house officers in Pakistan. However, it is essential to highlight additional aspects of the overall house job experience.

The house job phase is undoubtedly a pivotal period in a doctor’s life, transi- tioning from five years of learning to the practical realm of patients and medical equipment. The challenges outlined, including long working hours and humiliation, reflect the demanding environment faced by house officers.

The hierarchical structure in medicine may foster egoism, but it also provides a unique platform for professional growth, shaping doctors into resilient, empathetic and innovative professionals.

Contrary to the notion of hierarchy causing problems, house jobs can foster camaraderie among medical profess-ionals. Collaboration with peers, seniors and consultants during this phase promotes teamwork, leading to long-lasting professional relationships. The shared experiences become enduring bonds and assets.

Despite the perceived risk of losing empathy during house jobs, many doctors find that this phase of their professional life enhances their understanding of patients’ struggles. Exposure to diverse clinical cases reinforces the importance of compassion in medical practice.

While house jobs may on the surface seem demanding, they actually offer opportunities for innovation. Dealing with various medical cases stimulates critical thinking and problem-solving skills, inspiring doctors to develop innovative approaches to patient care.

Although house jobs represent a rather challenging phase in the life of a young doctor, it does a world of good to them. A positive outlook can inspire the next generation of doctors to view their house jobs as transformative stepping stones in their medical careers.

Addressing the prevailing issues of humiliation and its impact on self-esteem and empathy requires a multifaceted approach.

Implementing structured mentorship programmes, establishing consistent two-way feedback mechanisms, enfor- cing anti-bullying policies, promoting professional development, cultivating a supportive teamwork culture, and, finally, introducing due wellness programmes will contribute to holistic solutions.

Professionally-designed sensitisation programmes and leadership training for effective communication and mentorship skills are crucial components.

Embracing these initiatives will create a positive and supportive atmosphere, nurturing the growth and wellbeing of junior doctors in healthcare institutions.

Ameer Alam
Faisalabad

Published in Dawn, January 6th, 2024