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Employee performance and motivation
Employee performance and motivation
Employee performance and motivation
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Introduction
Career development should begin right after the individual is hired and all on-boarding training is concluded. An organization’s corporate culture has a lot to do with the career development of their employees. It should be stated and understood by new employees what is expected of them and are by the organization to attain different positions. One way to help new hires with career development is for the organization to have a mentor program in place. For the individual, they should have already established within themselves short-term and long-term goals to avoid being stuck in a rut or becoming overworked and underpaid.
Having a great mentor program in place is a great way to help foster diversity sensitivity and help the
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One of the biggest pros is having access to an experienced person’s knowledge and contacts. Another big pro is the ability to get quick honest answers to your questions; also you can gain a different perspective not just the ones from your peers. Honest feedback is also a good pro in an excellent mentoring program because an individual can receive honest feedback on what they are doing well and what skills they are deficient in and how to improve. Honest and constructive feedback can be a win-win situation for everyone involved because the organization gains a well-rounded employee and the employee becomes more efficient in doing their job well (Lipman.2017). A good mentor can help mentees to set realistic and honest career goals and development especially if they have already been through the process. As the individual becomes more engaged and exposed within the organization this can foster a sense of pride and loyalty to the organization because they feel …show more content…
Conclusion
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.
A good mentor cans a new job applicant up to speed quicker and helps with answers to questions that may arise. Another sign of a good mentorship program that both parties involved can learn from each other. An organization having a mentorship program can assist with employee retention because it will foster employees feeling valued by the company and this in return develops employee loyalty to the organization (Mathis & Jackson, 2017). This can be a win-win situation for the company because employees who feel they are valued tend to take pride in their work and increase
The mentor helps guide the hero throughout the journey. In “The Odyssey”, an important mentor was Athena because she helps warn Odysseus about everything inside his home and guides him with information and what to do when he’s inside. “Athena appears and informs him of the situation at his home” (Homer, 1090). Athena tells Odysseus about the suitors at his home and helps him get ready for everything that is about to happen. In “Percy Jackson” one of the biggest mentors would be Poseidon because throughout the movie and he helps Percy figure out his powers. Poseidon tells Percy “Go to the water, the water will give you power.” Poseidon tells Percy to go to the water because he knows it will heal him. Likewise both mentors help by giving advice to the heroes while completing their
I will discuss the National Career Development Guidelines and will address each section of the guidelines in terms of its importance in career counseling. As well, I will critique an activity that is used in elementary school setting against the guidelines to compare if the activity meets the standards.
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.
There is little scientific knowledge when it comes to mentoring effects on future outcomes; in addition posing confusion as to how these programs continue to emerge. A major component in regards to program effectiveness is in measurement or evaluation of its structure (Deutsch, N., & Spencer, R., 2009). This is done by conducting surveys, focus groups, and interviews (Deutsch, N., & Spencer, R. (2009); Karcher, M., & Nakkula, M. (2010); Diehl, D. C., Howse, R. B., & Trivette, C. M. (2011); Osgood, 2012; Williams, 2011). Studies gives the researcher insight into knowledge that otherwise wouldn’t be known, in order to understand mentoring reactions and relationship styles better (Karcher, M., & Nakkula, M. (2010); Christens, B. D., & Peterson, N. A. (2012); Diehl et al., 2011; Leyton‐Armakan, J., Lawrence, E., Deutsch, N., Lee Williams, J., & Henneberger, A. (2012); Meyer, K. C., & Bouchey, H. A. (2010).
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,
Many romance narratives would not be as popular or successful as they are if they did not have a mentor. No matter what the obstacle, challenge, or quest a character may face, the wisdom, advice, confidence, and assistance a mentor offers to another is immensely influential in a positive way for any romance narrative. In a lot of stories, mentors do not receive the credit they deserve as the protagonist is always the hero, but if you think about it, the protagonist may have not been a hero without the great help of their
In conclusion, mentoring is an important and effective adult learning strategy. There is a need to recognize that once one take on the role of mentor, there will be need to be equip with relevant educational training and with up to date knowledge.
Career management plays important role in career development. Career management is done with involved taking some necessary steps to reach the career plan and commonly more focusing on the ability of the organization able to do for their employee to increase their career development (Werner & DeSimone, 2009). Career plan is usually able to be performed, at least in some apart, through the training program which implemented by the organization. Career management process contained four steps which are self-assessment, reality check, goal setting and action planning (refer to Figure 1 in Appendix 1).
Mentoring became an extraordinary part of my ODP role. As a Christian mentor, mentoring was significantly more about training and directing. It was substantially more about the subjective and subjective parts of employment – managing dissatisfaction, giving helpful feedback, taking care of frustration, acting with modesty and sympathy, and so on. As a matter of fact, Lewis (1998), states that “Business people have mentored naturally for years, without putting a name to it. And in the 1970s and 1980s, corporations began to regard mentoring as a career development tool, often to further corporate diversity goals”
These individuals have a chance to provide those in need with life changing advice and inspire them with change. In poverty ridden areas there is not a lot of money fluctuating around. Mentors require money most of the time working as tutors. If mentors are assigned into school problems like homework center or after school programs, most of the time their help is ignored because of lack of motivation. This disables people from minority groups from getting the extra help some people need in order to simply get back on track and succeed
Mentoring is a strong educational tool and is very useful especially within the New York City Department of Education. It is a great way for experience teachers to pass down information. The one and one interaction is more lasting than reading it from a book. This method will allow a smooth transition for new teachers. There are a lot of procedures that are confusing to beginners and mentors can uncoil those kinks. Beginning teacher will also get the opportunity to experience different teaching styles and also decide what will work for them and what will not. Mentoring is a valuable asset in guiding person’s development.
Drawing the concept from the above definition of career development provided by national career development association (2003) is reveal that there are various factors which influence the appropriate career development, included as ‘psychological, sociological, educational, and economic
Career development is a continuous process of handling proactively work and changes in life in order to move forward and reach the goals set for a better future. It involves learning new skills, moving up in the position within the organization or altogether moving to new organization or even starting up a new business. A career development plan is created to set goals and how to reach these goals using your talents and skills in the working world. A five year plan is ideal to start with, as five years are enough to reach bigger goals while working for and achieving smaller goals.
The primary purpose of mentoring is to develop the skills of an individual to improve organizations (Northouse, 2004). The positive results of leadership in the form of mentoring include career stabilization through encouragement (Kram, 1985), acclimation to organizational environments and responsibilities (Daresh, 2003), and a general sense that one is in control of their career (Scandura & Williams, 2004).
They also concern with career adjustments people make over time. The career development theories are of great value for teacher and counsellor because they need to seek constantly for insight into the reasons that stimulate students to make certain career choices. Only by doing so, they will be able to understand and help them. Researches have been conducted in an attempt to develop systematic theory of career development so that the students can get proper guidance. According to Johnson (2000), Career development theories can be grouped into two categories: Structural and Developmental.