Critical Analysis of A Journal Article on Mentoring

Mentoring involves the trainee being paired with more experienced employee. This is a good way to train employees as they are able to carry out the tasks that they would be performing if they were really doing the job. The mentor is there to assist the employee if they have any problems. William Hill can implement this type of training as a means for the employ that feel less confident within the workplace to gain a higher self esteem level. Having someone they feel comfortable with would make them work better and they can adapt interactive skills with that person, enabling them to use it on others.

The mentoring program for new grads at this facility has been very successful. The facility has found that the mentoring program builds confidence in the new grads and respect for the mentor. It makes the new grads believe they are wanted and helps them adapt to the

Criminologist James Fox of Northeastern University predicts that murders committed by teens will skyrocket as the population of kids 10 and under is higher than population of 21st century teens by 20%. (Stephens) Mentoring is the act of helping out someone that isn't as knowledgeable or experienced in different areas. The goal is to make them leaders. (Patterson)

An advantage of mentoring is that it helps to acclimatise less successful workers to the job and organisational requirements. By having a "go to" person to ask questions, discuss scenarios and generally learn the nuances of the company, the mentee can become a productive member much more quickly and never feel that he has nowhere to turn for help. The mentee can gain the sense of achievement that comes from the mentor's feedback and assessment of his progress. The mentee's quest to gain the mentor's approval can serve as a motivating force to continue to improve his performance. The mentor can gain satisfaction from knowing that she is helping an individual and can take a measure of pride in her accomplishments. For a mentor that has already achieved a great deal of success, she can look at the process as a way of "giving back”.

"Mentoring is a special quality, skill set and attitude," she says. "The benefits are not only between the mentor and mentee, but the future generations."

This is true for all mentoring programs, especially considering that the empirical evaluation of youth mentoring is still in its infancy (Blinn-Pike, 2011). This general lack of evidence for the potential positive benefits of youth mentoring programs significantly limits the conclusions that can be drawn about the efficacy of mentoring in the achievement of their aims (Headley, 2004). This is particularly true for Australian mentoring programs such as BBBS-AU. While many of the Australian mentoring programs have undergone evaluation, most these evaluations were internal (Headley, 2004). This renders the results of such internal evaluations inconclusive, due to the potential of the results being biased. Also, the reports for both the internal and external reports are not publicly available (Headley, 2004). This means that the efficacy of Australian mentoring programs for youths, such as the BBBS-AU program, must be based on the American findings for similar

Mentoring for the mentor is about challenging himself to perform to greater capabilities while nurturing a mentee and stretching them to realise their full potential. Mentors counsel, tutor and guide their mentees in developing themselves.

The term mentoring has several variations and the definition has evolved over the years. According to Dubois and Karcher (2005), mentoring is described as a relationship nurtured and cultivated between a younger person and a more mature, wiser individual leading them to success through guidance and support. Rhodes and Dubois (2008) later developed the meaning of mentoring involving a connection between an older adult and an unrelated child providing continuous advice, training, and encouragement from the adult to enrich the temperament of the child. The definitions seem to be the same but researchers aim to be more specific and intentional in the

Functions provided by a mentor include both career oriented and psychosocial. Career oriented functions are done to “enhance career advancement” of the protégé (Greenhaus et al 2010). Career functions include sponsorship, increased exposure and visibility, coaching, protection, and challenging but doable assignments. Psychosocial functions are done to “enhance sense of competence and effectiveness” of the protégé (Greenhaus, 2010, p 212). These functions involve being a role model, providing acceptance and confirmation, being a counselor, and providing

This essay will start by defining mentoring, and giving a brief understanding of mentoring. This essay will then go on to identify and evaluate a number of key factors that may influence the effectiveness of a mentoring relationship. This essay will focus on the example of mentoring within schools and a learning mentor to be more specific.

Implementing a strong mentoring program that fosters individual and personal growth within the company is vital for the future of this firm. This includes setting up and maintaining a mentoring program. The mentoring program will be set up with individuals from all levels of achievement, that are willing to devote a portion of their time to the firm’s prosperity.

From what we have learned from the literature, we hypothesize that online mentoring will be as successful as its in-person counterpart and that a positive relationship through online mentoring can be maintained.

Accompanied with the current shift towards more organic organisation structures and more emphasis on the learning organisation, mentoring provides a more all round experience to the mentees by getting them confident with their role with the organisation. It also improves communication throughout the organisation by allowing mentees to give feedback and learn in a not so formal fashion which helps people feel more relaxed and develops the formal and informal culture of the organisation.

As corporate struggle to harness the power of new, cutting-edge technologies to carry out regular functions faster and more effectively, a traditional notion about mentors and mentees has been upturned. In other words, this struggle has led to reverse mentoring. A tech-savvy twenty-something assigned as a mentor to a 40-something, tech-challenged but otherwise efficient employee, with many years of service in the organisation, is a classic case of reverse mentoring. It challenges the traditional view of the mentor as someone advanced in age and knowledge. The question is: Does this work without bad bruises to the older employee’s

The mentoring cost and benefits are complex and multidimensional (Ragin & Cotton, 1999). The perceived benefit should higher than the cost to maintain the training and learning initiative.