The Mentorship Program

One thing I believe is a necessity in growing up is having a mentor. Having a mentor is, not only, beneficial for the mentee but also the mentor. Being a mentor is a learning experience for everyone participating, it helps people grow as a person and friendships are created when a bond if formed. Some people might think it's a waste of time for a child or that it'll never work out for a troubled delinquent but based on the research I've done, I have proven them wrong. Through-out this paper I will provide the pros and cons of mentoring and how they affect both mentor and mentee. To back up my proposal that mentoring is supporting, I will supply examples to answer the question: Is mentoring really important?

The significance of the mentor-protégé relationship involves the educational, occupational, physical, social, and spiritual development based on a high degree of mutual affection and trust between mentor and mentor-protégé. Also, the mentors fulfill both career and psychosocial functions (Greenhaus, Callanan, & Godshalk, 2010, p. 212).

Weston High School’s peer mentorship program provides a constructive relationship for students with intellectual challenges that helps them navigate through the obstacles of high school. The main focus of a mentor is to help make the mentee comfortable in an environment that is exceptionally stressful for them. In the school setting, people with Autism, specifically Asperger 's Syndrome, experience a multitude of issues because they might have a sensory overload and struggle to socially interact with their peers. As a mentor, you need to stay with your mentee throughout the school day and help guide them through any problems that arise, while also attempting to prevent any tantrums. The main goal of your relationship with your mentee is to

Study Two: In a study conducted by Fox (2010), a 12-month mentor program concentrated on increasing nurse job satisfaction and decreasing turnover rates.

Having this mentorship program at the Western University of Health Science proved to be very beneficial therefore having a similar program in the business world could have the same results. Requiring all senior employees to become mentors would the foundation to the program. Once these employees have enrolled then they would be paired up with a newer employee who has similar goals as they do. In order to encourage the mentor and protégé to have meetings, an incentive should be used like the pharmaceutical company. Having a program like this would eliminate any assumptions of inappropriate behavior between the mentor and protégé. This would also allow more women to be mentored because the program would pair them up based on their goals and

We are here to help you through the registration process, make the process easier and guide you the path of success. We really understand how you guys feel! I have been in your position when I was a new student. Probably most of you feel lost, excited, nervous, or confuse, for this reason we are here to help you. BMCC provide numerous opportunities to students such as preparing you to job interview, scholarship, volunteering programs, and peer mentoring program. I highly recommend all the new students to join to the peer mentor program. Peer mentoring program help new students to adjust to the college environment.

Mentoring program have become common place in the social service community, their general effectiveness has been well evaluated. This research will provide foundation for the following review of Deep blue lines, focusing on mentor/mentee relationships, family involvement, their camp element and program evaluation (DBL). DBL is a mentoring program for at risk youths, run by Police-Citizens Youth Club (PCYC) is a aimed at 13-17 year olds who are at risk of entering into criminal activities or disengaging from community, education and family. DBL involves small group mentoring sessions ran by police officers, focusing on communication, goal setting, making good choices, and positive self-image. Another element to the program is

One of the primary complaints I hear from my fellow students concerns the schism between college faculty and the professional world. Specifically, students hoping to enter the business world are learning from professors who have never been employed outside of academia.

This study forced on the predictors and outcomes of mentoring received by participants of a 12- month formal mentoring program. Based on relationship theory, the authors examined how the personality of the individuals in the mentoring program, their perceived similarity, and mentor perceived support for mentoring contributed to relationship outcomes.

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There are many barriers to developing an effective mentoring relationship. Many times these relationships are successful. However, many times they are not. I will discuss some of the barriers that cause them to fail.

A mentorship program provides an opportunity for a novice in a professional field to learn from mature, experienced practitioners.1 Mentorship is a relationship between a mentor/mentors and a mentee, wherein a novice receives guidance from 1 or more experienced personnel for the purposes of career and personal development.2 Students, trainees, and junior faculty benefit from the guidance of mentors.3 Mentorship is intended to increase professionalism, improve job satisfaction, and boost employee retention, resulting in the mentee’s personal and professional development.2 Students involved in a mentorship program receive support throughout their program that often carries over into their careers. A successful mentorship program requires an

The most common mentoring model, one-on-one mentoring matches one mentor with one mentoree. Most people prefer this model because it allows both mentor and mentoree to develop a personal relationship and provides individual support for the mentoree.

Traditional programs for academic mentors and mentees are based on a seasoned professional working with an in-experienced teacher, and there is a plethora of case studies and literature reviews on such mentoring relationships. The idea of mentoring harkens back to Classical Greek literature wherein Homer introduces his readers to the inept character of Mentor (Zellers, Howard, & Barcic, 2008), so it is with a sense of irony that the term mentor is used to describe the experienced member of such a team. Nevertheless, the idea of mentoring is somewhat timeless and therefore appears valuable to help new teachers acclimate to teaching because it has survived so many years with little transformation.

VADJJ’s Mentoring Coordinator assist mentors in finding activities to reinforce participants’ career interests. The mentoring program consistently solicits volunteers through on-going recruitment. The mentoring program utilizes various marketing strategies including letter writing, press releases, news advertisements, and a partnership with the University of Richmond to solicit for mentors. The Mentoring Program is an affiliate partner of Virginia Mentoring Partnership which assists with mentor recruitment. The mentoring program matches mentors to participants based on background information, geographic location, and gender. Each mentor and mentee completes a tool that assesses this information, and then used to match with another individual.