E-mail has become an integral part of how advisors and students communicate. Advisors at multiple colleges and universities were surveyed to determine how advising by E-mail has affected their daily routines and how it has changed the way they interact with students. Although most advisors professed a positive attitude about advising students and performing administrative duties by E-mail, several concerns emerged regarding how and when E-mail is used.

The American workplace today is unlike any other in history because for the first time it is made up of four distinct generations. The advising workplaces on today's college campuses mirror this generational diversity. Four generations and their different perceptions of work attitudes and values, management expectations, communication patterns, and even work hours and dress are addressed in this article. Also discussed are generational preferences for information giving, teaching styles, and advisor-training formats. Suggestions for how advisors and administrators can use this diversity to enrich collaboration between generations are offered. Acknowledging and incorporating the ideas, values, and perceptions that advisors from different generations bring to the advising workplace can have a positive impact on its climate, collegiality, and effectiveness.

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Background:Growing evidence of behavioral bias has caused a surge of interest in the area of Conflict of Interest (COI) within the medical community. The present study sought to evaluate the landscape of Faculty of Medicine COI policies among Canadian medical schools using an evaluation system adapted from the AMSA PharmFree Scorecard.Methods:The authors contacted leaders at the CPD/CME offices of all 17 Canadian medical schools in 2011 to determine how many had formal policies guiding interaction with the pharmaceutical industry. Existing policies were evaluated based on 16 criteria developed by a steering committee. A Policy Score was calculated and a letter grade assigned for each of the existing policies.Results:At the time of review, roughly 35% of the Canadian medical schools had faculty-wide COI policy/guidelines, half of which hadbeen implemented. Other policies are currently in development. Policy Scores ranged from 25.00% to 70.83% with a Mean Policy Score of 52.08%. Policies that were implemented all scored higher than those that were not implemented. Additionally, several strengths and weaknesses among policies were identified.Conclusions:Canadian schools have recognized that COI and bias have becomea serious issue and are taking stepstoward its management. The authors propose that the CMFS employ a system similar to the AMSA Scorecard to evaluate progress in a longitudinal study.

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