Managing People Individual Assessment
Managing Mentoring
With the development of the more organic and less formal organisational structures the role of mentors has shifted with these changes. Unlike previously where mentors where seen as formal trainers who taught newcomers the processes and got them acquainted with the cultures and the systems within the organisation. Which required good interpersonal skills and a good knowledge of the activity or tasks the mentee would have to undertake, and be able to effectively relay or demonstrate the tasks or activities to the mentee. As opposed to more recently where a mentor would have to be more of an emotional counselor and demonstrate more skills than were traditionally required from mentors in the past, such as being emotionally sensitive and sometimes employing diversity mentoring and culture mentoring skills.
The term Mentor is derived from Greece. Levinson et al defined the mentor as “someone who is ordinarily several years older, a person of greater experience seniority in the world the young man is entering”
This shows that not all mentoring takes place on an organisational level and in many instances is less organic and more mechanic within organisations. Mentoring also differs depending on the organisation the mentee is entering and the capacity that they are entering that organisation, mentoring is extremely prevalent in the education and training of young people in this context Murray and Owen define it as “a supportive relationship between a youth or young adult and someone who offers support, guidance and concrete assistance”
The is an interesting shift in emphasis when organisational mentoring takes the place educational mentoring the focus changes from the personal nature of the mentor and the mentee to the structure and the processes within that relationship. Which really begs the question “which mentoring style brings about the best results?” but in order to answer that we must analyse what exactly we want to achieve from the mentoring?”.
What facilitated mentoring does is set out to encapsulate the relationships and influence that develop in informal mentoring and transfer it to the organisational framework. One of the reasons organisations influence mentoring because it is a cost effective way training and developing, mentors relive the line managers of the responsibility of training...
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... of information over the internet will lead to the emergence of more personal relationships being formed on a work related basis.
Mentors and mentoring have been part of organisational culture in some capacity since humans started to organise things. It has survived several shifts in the context it was viewed in and how it was and is applied in the organisation. The challenge for organisations of the day be mindful of these constant changes and aim to be responsive not reactive for them. To diagnose exactly what, when and how mentoring should take place and challenge more staff to aspire to be mentors of the future.
Referencing
Brian Gay - What is Mentoring?
Education + Training Vol.36 No.5 1994 pp 4 –7
Linda Holbeche – Peer Mentoring: the challenges and opportunities
Career Development International Vol. 1 No. 7 pp 24 – 27
Leonora Kane - Mentoring For Black Students
Education + Training Vol.36 No.8 1994 pp 18 –24
Clutterbuck and Megginson – Mentoring Executive and Directors
Butterworth-Heinemann, Oxford
Ragins B.R.- Mentor functions and outcomes: a comparison of men and women in formal and informal mentoring relationships
Journal of Applied Psychology Vol.84 No.4 pp529 550
This definition of mentor is ratified by Parsloe (2009): To support and encourage individuals to manage their own learning in order that they may maximise their potential, develop their skills, improve their performance and become the person they want to be.
Mentoring can be that hand that reaches down and pulls you out of the pit. Mentoring can change lives forever and create permanent relationships. Mentoring can help a child get on the right track if they do not have someone else to help them. Whether they have grown up without active parents, have gotten into trouble from time to time, or even if they are a straight A student, the youth needs mentoring. It will build a country that has a solid foundation in which the current youth of America will one day lead. Mentoring proves that “regardless of background, [all children] are equipped to achieve their dreams” (Bruce and
I promptly educated myself on dental hygiene and I feel there are a lot of advantages becoming a hygienist. One of the best features about a dental hygiene career is, you only need an associate's degree. That’s two years of prerequisites and two years in the program if you get selected. There is a process you have to exceed to get into the program. The process is based on GPA, interviews
Leadership is definitely about power and an effective leader is able to utilize both types of powers rather than relying on one or the other. Formal power can be used by leadership to remove obstacles or roadblocks faced by employees and to make both hard and easy decisions regarding the organization. Inspiration, influence, trust, and loyalty are all elements that create a high performing and content staff and all these elements are related to the use of informal power. It is important for an effective leader to create a balance between both kinds of power in order to effectively motivate and influence their staff using power.
The Mentor is a character created to guide the Hero via protection and wisdom. This character leads to the success of the Hero (AN). In Harry Potter Albus Dumbledore acts as a mentor to the hero Harry Potter by giving advice about the Mirror of Erised, and not to dwell on it’s visions. (HP pg.213), giving Harry
A mentor is a man or woman who takes the time to spend a certain amount of hours with a young child or teen in order to find out what might be troubling them or distract them from anything that may induce delinquency or some sort of anti-social behavior. As stated by the Advertising Educational Foundation, “Mentoring is much more about coaching and counseling. It's much more about the qualitative and subjective parts of our job – dealing with frustration, giving construction criticism, handling disappointment, behaving with humility and compassion, etc.” (AEF 2008)
I believe the mentoring experience to be a valuable one for both the mentor and the mentee. In the educational system that exists today, students from majority groups and positions of privilege are more often set up for more success and opportunity than minority groups and lower income families. This system subscribes to a myth of meritocracy, which we read about in the article by Lorriz Anne Alvarado, Dispelling The Myth of Meritocracy, Lessons For Higher Education and Student Affairs Educators. This is the idea that the American Dream is achievable to all that work hard enough, where rather the reality of it is that the United States has a history of racial and class based exclusions, where k-12 education is “uneven on lines of race and
I have listed the three main categories of learning styles above. Learning styles vary for each and every individual and may change depending on the situation. By comprehending and understanding each style you will be able to understand your own weaknesses and strengthen them. Also understanding that not everyone has the same style and being able to adjust in order to help another person better understands what you are presenting to them is important.
Researchers agree on the fact that while there is no credible evidence that learning styles exist, neither is there evidence to the contrary (Reiner & Willingham, 2010). Different people have different preferences for learning, a fact that all researchers agree on. These preferences can be affected by an individual’s interests, abilities, and background knowledge (Reiner & Willingham, 2010). Studies show that while students have a preferred style of learning, if material is presented in another method, the learning is equivalent.
Last fall, I decided to join a mentoring program because I wanted to give back to my community and share my experience with others. My goal was to educate young students about why school is important while assisting them with school related or personal problems. I was assigned to go to an elementary school every week for two hours and work with two elementary students. During those two hours, my mentees and I would talk, do homework, play games, and read. By being a mentor, I had to manage the time and organize each session by incorporating what I had learned in class.
Whether good or bad, neighborhoods have lasting adverse effects on multiple areas of a child and adolescent’s development. Beyond individual and immediate family factors, the effects of neighborhoods in children are present academically, psychologically, developmentally, and socially. Neighborhoods that are disadvantaged, with high poverty or other negative factors, have higher rates of school dropout, delinquent and conduct behaviors, and social relationship difficulties among adolescents than well-off neighborhoods. If I had a $10 million grant to design and implement an intervention program for disadvantaged neighborhoods, I would like to reduce the delinquent and antisocial behaviors in children and adolescents by creating a mentorship
As defined by Merriam Webster, a mentor is, “someone who teaches or gives help and advice to a less experienced and often younger person.” “My Mentor, My Friend” is a poem about the relationship of a mentor and a mentee that goes beyond this definition. The author writes about how their mentor not only gives guidance, but is someone they trust and can be themselves around. This mentor is seen as a friend that is looked up to for advice, life skills, and encouragement. They were always patient, uplifting, accepting, and understanding, going above and beyond the basic role of a mentor. The mentee expresses in this poem how appreciative and thankful they are to have a mentor and friend in their life. (Genter, 97)
Perhaps the reason I found Massimo Vignelli so fascinating was that, like me, he also showed an interest in art and architecture. However, I chose not to pursue a career in architecture, but ultimately ended up finding myself gravitating
Mentor orientation can be described as “Employees who have seniority… to oversee new hires for a certain time-period and are ultimately responsible for providing much of the training that will take place at work.” (Taylor, 2011) This enables newly hired employees to receive consistent support after the formal orientation and 3 days on the job training. The mentoring support should be planned based on the lessons in the formal orientation program identified above. Since supervisors must continue to do work-related tasks association with leadership at the job-site, mentors can direct, supervise and help new employees refine skills needed to become successful and productive.
Many young people just need to be motivated and given a fair chance at success. Young people need mentors to help them find their way and to help them stay focused. Mentors play an intricate roll in your lives and are sort of liaisons between your parents or guardians and your educators.