Mentoring is always long term, requires time in which both parties can learn about on another and build a climate of trust. The business world too has adopted the program in order to encourage the employees to take a more proactive part in their career planning. The program consist of orientation and integration program that helps aspirant to become accustomed to new climate or new conditions with the help of more advanced form of mentoring tools to foster new skills and career advancement ability. There are two types of mentoring: i. Informal Mentoring: It is a traditional form of mentoring which is also called as classical mentoring where the mentor chooses a protégé who can be relate with and the mentor is in turn the role model for the …show more content…
The proper blend and influence of leadership styles and mentoring functions will result in development of more theory Y employees who are ambitious, self motivated and self controlled. They enjoy their mental and physical work duties and possess creative problem solving abilities rather than theory X employees. They believe that satisfaction of doing a good job is a strong …show more content…
Yet, they sometimes end up neglecting their protégés. Such mentors might be preoccupied with the challenges in their own careers, excessively busy from heavy workload or insecure about their standing in the organization. They can be evasive when they would be called upon for advice or any support, or always put their priorities first. It is all perfectly understandable, but that does not excuse the damage it does to protégé's ego, or wasting protégé's time. Such negligence can lead to protégés' feeling that their mentors do not value their relationship. At worst, they may withdraw from relationship or even leave the organization. At the least, they would be so annoyed or hurt that they would not be open to accepting any guidance. MANIPULATION BY MENTOR: Manipulation is most common when mentor is the protégé's direct supervisor or manager up the ladder in very same department. It is more damaging and less subtle than the negligence, and it comes in three major forms:
One of the possible research topics I plan to undertake involves analyzing the impact that mentoring can have on the graduation success rate of African American males, particularly when the mentor is a Black male and the relationship takes place in the south. In my opinion, these relationships can have a profound impact on a student’s ability to persist towards graduating from college. Though my research, I want to hear the stories of Black males who have benefited from successful mentoring relationships with other Black men. I believe that establishing a strong mentoring relationship with Black males at a young age can greatly improve their chance of academic success. Furthermore, I believe that mentoring is a strong early intervention mechanism to prevent Black males from dropping out of high school and deterring them from pursuing degrees in higher education. At the same time, I would like my research interest to focus on African American males in the south, but I would like my scope to focus on mentoring relationships between black men; both structured and unstructured.
We will be interweaving the experiences Maxine Clark used in business throughout her career and how those experiences measure within the Career Stage Model as discussed in Chapter 17. Each of the team members will be discussing one of the four stages of the model in depth with many examples not only from Ms. Clark but other corporations as well. Our overall focus for each stage will be in the discussion of mentoring programs. We will provide examples and professional studies that discuss the differences between a formal mentor program or an informal mentor program. Below are the four stages and the team members that will be presenting each.
To start we need to find an expert on mentor archetypes. From the article Archetypes in the Hero's Journey written by Melinda Goodin, who is an expert in the archetypal field, states “The mentor serves a number of purposes: a source of wisdom, gift giver, and conscience...Other Mentors can act to motivate the protagonist and help overcome fear” (Goodin, 2004) So from using this expert research we can see that a mentor is a teacher or wise person that helps out the main character in a story. The mentor gives the hero knowledge of sorts so the hero can complete their task. The information I found intrigued me so I kept doing a little bit more research and I came across another article called The Mentor Archetype, written by Nutschell, which states “They also invent items which the hero might need along their journey or they bestow the hero with a particular gift to aid them in their quest” (Nutschell, 2011). This quote from Nutshell further proves that a mentor archetype is a person that helps the hero of the story out by giving the hero some sort of item to complete their task at hand. Mentors by definition seem to be very important to the development of the plot in a story, so this thought led me to another question; how does a mentor actually impact the
Mentoring program becomes instrumental and breakdown barriers as employees are interacting and carrying out the organization’s vision. This allows employees to interact with employees of different cultures and backgrounds with the goal that one will learn more about the individual.
In conclusion, having a good mentorship program in place can foster great work relationships and trust among co-workers. Mentors can be the biggest cheerleader new hires experience and can offer access to people and networks along with experiences. Also, having a great mentor program can offer sensitivity training indirectly by allowing people from different backgrounds have interactions that otherwise may not happen.
He says that mentoring is something that leaders should do throughout their career since it is not only beneficial to themselves, but it is also beneficial to the person they are mentoring. It is important to identify and groom key players and use aggressive mentoring to not only lift up your employee, but it also improves the skills of the mentor. In today’s society, he has found that it is important to spend at least one day a month mentoring your key players including people who are showing great potential. Mentoring should be done at all levels of leadership, including junior managers. Mentoring is important at all levels of management in order to develop future leaders (Flaum,
In addition, for some mentors, mentoring was a burden or workload issue that often went unnoticed by others. Mentees, too, were concerned by a lack of mentor interest and training and a host of problematic mentor attributes and behaviors (e.g. critical or defensive behaviors). Professional or personal incompatibility or incompatibility based on other factors such as race or gender was also seen by both mentors and mentees as impediments to the success of the relationship. Organizations, too, were confronted with difficulties arising from mentoring programs. Lack of commitment from the organization, lack of partnership and funding problems were reported in some studies, while in others, cultural or gender biases meant that some mentees’ experiences were not
Firstly, a mentor is someone who trusted by others to give guidance. In the Heart of the Sea provides the reader with excerpts from the crewman's diaries and recounts of the events to show that they view Captain Pollard and First Mate Chase as advisors during trivial
Both counselling and mentoring utilise a lot of the same skills (Clutterbuck and Megginson, 1999), confusing people about which one they need. They are both based on the needs of the client, with an agenda set by the client and share the key aim of attempting to enable clients to help themselves. However, mentoring’s structure is much more informal, sessions can be spontaneous, mainly only when the mentee needs support or advice, unlike counselling where sessions are predetermined and more regular. Additionally, mentoring does not attempt to resolve deep underlying issues, instead it is the acquisition of wisdom to help the mentee progress. Another major difference between the two is that a dual relationship between a mentor and mentee is more accepted and beneficial than between a therapist and client (Bluckert, 2005). As the relationship is slightly different, a mentor is able to provide direction or advice, unlike a counsellor, who enables not advises. Overall, the two may share similar skills, but have very different
In Eboo Patel’s book “Acts of Faith,” he talks a lot about mentors and what they do to shape some ones view point and helps them figure out who they are as a person and who they are in their religion. When looking back at my life I had many different mentors, some of them are really good ones and some are not so good. Patel states in his book that all mentors aren’t going to be the best. Some of them will guide you in the right direction and some of them will guide you in another direction. Depending on what direction you are lead to you could be doing good things or even going the other direction and go the bad way and harm others in the process. Most people who aren’t really sure about who they are in their religion and or they are still learning about it are going to be confused and will listen to whoever will help them out and understand it. When I was re-reading a few chapters in the
The forth step in Roy’s plan is “have something to offer in return.” No, this does not mean pay the mentor for their time. However, there are other things a protégé can do to thank the mentor. Take the time to thank mentors, respect them, and give them credit when they have helped bring success. Protégés should be more than willing to help the mentor if they ever need it. Also, protégés should have an interest in the mentor even when they are not teaching
A mentor is often seen as an professional with both technical and process knowledge unlike a coach who if successful will see their coachees improve more skill and knowledge than
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
This mentoring program will spend a considerable amount of time on the upperclassmen to make sure they stay active within the program. Upperclassmen will make continuous follow up’s and encourage participation to upcoming cohorts. The mentors will be responsible for assisting incoming freshman in the program they are assigned to. Though, it is not limited to only support the sole student they have been assigned. Each mentor will also be responsible for attending all programs, study sessions, and events tied to the program they’ve been in.
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.