Successfully Mentoring of Empolyees on the Growth of Diversity

Summary:

The growing diversity within organizations has made it crucial for managers to mentor their employees as a “tool to nurture and grow these individual” (Bailey & Cervero, 2002). The Successful mentoring of these individuals also translates into positive outcomes for organizational initiatives. Nonetheless, the cultural characteristics of this diverse population has also made it harder to understand how to properly mentor these employees. Mentoring across cultures boundaries is an “especially delicate dance that juxtaposes group norms and societal pressures and expectations with individual personality traits” (Bailey & Cervero, 2002). The following areas of focus are crucial building blocks for a successful cross-cultural mentoring relationship between the organization and its employees.

The first area of focus is an individuals’ performance. It is crucial for all employees to know if they are performing well, and a manager “does a disservice to employees when he or she does not let them know that their work is not meeting the required standards”. An employee needs their managers’ feedback in order to correct the actions that do not correlate with the organizations objectives. For example; an employee might feel that they are performing above par because they produce more quantities of product within the department. However, this employee might be incorrect if the deviation of errors in their work is higher than other employees and the organization prefers quality over quantity. In the preceding example, the meaning of good performance takes on a different significance based on the organizations objectives.

The following area that must be focused on when involved in a mentoring relationship is reputation and credibility....

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...organization and its employees this can bring about policies or changes in the organizations culture that might have been overlooked at their original inception and having to address them. These changes can in turn foster positive performance between the effected parties once the conflict has been resolved. This also builds on the credibility of the organization to resolve issues between their employees and promote organizational loyalty. And most importantly this positively reinforces the relationships of all affected parties. So one might ask how this competency effects the mentor-mentee relationship directly and it’s quite simple. As a manager you must be able to validate your ability to manage conflict within your subordinates and show this process you your mentee. As a mentee you must be able to verify your understanding of the importance of conflict management