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Reflection on mentoring
Why it is important to have a mentor
Reflection on mentoring
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Mentoring
Like most institutions in a world of change, the age-old practice of mentoring is being influenced by new forms of work, technology, and learning. Mentoring is typically defined as a relationship between an experienced and a less experienced person in which the mentor provides guidance, advice, support, and feedback to the protégé (Haney 1997). Mentoring is a way to help new employees learn about organizational culture (Bierema 1996), to facilitate personal and career growth and development, and to expand opportunities for those traditionally hampered by organizational barriers, such as women and minorities (Gunn 1995). The benefits of mentoring are not only work related; it can provide individuals with opportunities to enhance cultural awareness, aesthetic appreciation, and the potential to lead meaningful lives (Galbraith and Cohen 1995).
A traditional mentoring model is the apprentice learning from a master. In the Industrial Age, mentoring focused on career advancement within organizational hierarchies (Haney 1997). Now the Information Age demands a wide range of cognitive, interpersonal, and technical skills, and mentoring is changing to cope with these expanded needs. This Digest looks at new forms of and perspectives on mentoring and the kinds of learning that result from mentoring relationships.
Mentoring and Organizational Change
Organizational trends such as downsizing, restructuring, teamwork, increased diversity, and individual responsibility for career development are contributing to the resurgent interest in mentoring in the 1990s. "Downsizing has heightened the need to preserve institutional memory and to share the information and experience that remain in the company" (Jossi 1997, p. 52). ...
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Kerka, S. Constructivism, Workplace Learning, and Vocational Education. ERIC Digest No. 181. Columbus: ERIC Clearinghouse on Adult, Career, and Vocational Education, 1997. (ED 407 573)
Loeb, M. "The New Mentoring." Fortune, November 27, 1995, p. 213.
Mentoring Institute. The NEW entoring Paradigm©. Sidney, BC: The Mentoring Institute, 1998.
Mentoring can be that hand that reaches down and pulls you out of the pit. Mentoring can change lives forever and create permanent relationships. Mentoring can help a child get on the right track if they do not have someone else to help them. Whether they have grown up without active parents, have gotten into trouble from time to time, or even if they are a straight A student, the youth needs mentoring. It will build a country that has a solid foundation in which the current youth of America will one day lead. Mentoring proves that “regardless of background, [all children] are equipped to achieve their dreams” (Bruce and
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).
Morton-Cooper and Palmer (2000) identified good mentors as those that have enabling traits. These include the following:
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”
Jennifer Popovec in “Management Matters” emphasized that mentoring has changed from another word for training to building long-term relationships to help young people excel both personally and professionally. Mentoring is for someone who really wants to help someone develop to the next level, and you can’t separate the personal from the professional. Mentoring usually ends up as a form of training or coaching because it is easier than investing part of you in another person’s successes and
Keller makes a strong argument that her succeed is a result of her teacher, Anne Sullivan, "My teacher is so near to me that I scarcely think of myself apart from her." Even the Fords stated, "Anne Sullivan showed her (Keller) that love and learning are intimately connected." Keller is an extraordinary person not because she overcomes blindness or deafness rather she should be great for her contribution to achieve social changes. Helen Keller should be appreciated for her honesty in realizing that she was privilege to an education, and uses her knowledge and wisdom to help those less fortunate.
Mentors and mentoring have been part of organisational culture in some capacity since humans started to organise things. It has survived several shifts in the context it was viewed in and how it was and is applied in the organisation. The challenge for organisations of the day be mindful of these constant changes and aim to be responsive not reactive for them. To diagnose exactly what, when and how mentoring should take place and challenge more staff to aspire to be mentors of the future.
In addition to managing and motivating people, it is also important that managers help others learn, grow and become more effective in their jobs. Mentoring is an effective low-cost means of making the most of an in-house experience and developing the potential of as an employee in the workforce. The workplace provides mentoring the opportunity to shape an individual’s beliefs and values in a positive way, which often results in a long term career relationship with someone of experience. A mentor has a deep personal interest, personally involved—similar to a friend who cares about you and your long term development (Ramalho,
There are many benefits of mentoring, not only for the mentee but also the mentor.
If popular and professional research is valid, then mentoring would be the cure for many ills regarding personal development, professional development, and career advancement. In context, everyone needs a mentor, beginning teachers, disadvantaged youth, student teachers, prospective administrators, etc. Almost every supportive relationship is some form of mentoring (Mertz, 2004). Within the most often cited popular definitions are those that focus on the career advancement or professional growth of a protégée by someone in higher authority within the professional realm (Mertz, 2004).
Mentorship is a relationship in which a more experienced or more knowledgeable person helps to guide a less experienced or less knowledgeable person. The mentor may be older or younger then the mentee, but must have a certain area of expertise that they are mentoring others for. Mentoring helps to ensure that both mentor and mentee feel rewarded and valued. This leads to having more employees to stay and for business can prosper. That is why everyone should have a mentor. It also is a process that always involves communication and is relationship-based. Here are some interesting tips from an interesting source on how to be a good mentor:
Occupational segregation is the division of labor as a result of which men and women or different ethnicities are channelled into different types of occupational roles. In occupational segregation, there are two subdivisions. vertical job segregation, where male employees are concentrated in the higher-status and better-paid positions, and horizontal job segregation where the different sexes or ethnic groups work in different types of occupations. Occupational segregation by sex is widespread in all industrialized countries. While some occupations have become increasingly equal over time, others remain highly dominated by either gender.
Garvey (2004) stated that under educational, social or other occupational area, the phenomenon called “helping” grows day by day. Mentoring and coaching are two of the three main terms to describe the “helping” behaviors. Mentoring is regarded as an educational process which gets help from a more experienced colleague from the same industry or profession (Dexter, Dexter, & Irving,
A hamunguas geti stuud bifuri Gegi. Thi thon bleck rastid orun bers hevi biin bottin by thi dosiesid. Thi chollong wond bengid egeonst thi geti. It wes tomi tu intir thi cimitiry, cuvirid woth handrids uf grevis. Thi nerruw rueds wiri impty. Riedong thi grevistunis hi fuand Broen Muss. Hi gut hos spier end stertid doggong et thi spiid uf loght. Thi thandir struki foircily. Hi stuli thi curpsi end cerroid ot ell thi wey beck humi.
Throughout the course of the novel, Estella is perceived to be this cold-hearted reptile, but this is contradicted in Charles Dickens’ rewritten ending, when she is instead written to have grown much more open and warm towards Pip, exemplifying her growth and development in character. Although Great Expectations mainly revolves around Pip’s adventures and misfortunes, the novel is largely revolved around Estella as well. As the story progresses and although Pip’s experiences begin to shape his character, Estella’s character, is too, shaped along with Pip’s, and the second ending provides the reader with more insight on this development and change. Estella is displayed to be much more dynamic and round as opposed to blunt and cruel. The reader is able to recognize the changed and developed character of Estella when she converses with Pip and offers him the “friendly touch of the once insensible hand.” Through these actions the reader is given more insight on Estella’s transformation as a human being. Her new kindness towards Pip makes sense because by this point in her life, Miss Havisham's teachings on cruelty are immensely worn down by time and experience. Estella's lessons regarding ‘evil’ and somewhat selfishness, does not last; and thus it would only make sense that she will then change her attitude towards Pip as a result of that. While Estella is repre...