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Mentoring Methods for Individual and Organizational Performance

   

Added on  2020-05-28

12 Pages3661 Words118 Views
Running Head: Learning and development Learning and development
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1Table of ContentsIntroduction.................................................................................................................................................1Characteristics of the Mentee.....................................................................................................................1Mentoring in relation to individual performance........................................................................................2Mentoring in relation to the organizational performance...........................................................................3Mentoring Methods for individual and organizational performance..........................................................4Organizational Examples.............................................................................................................................5Elements of mentoring................................................................................................................................6Conclusion...................................................................................................................................................7References...................................................................................................................................................8
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2Introduction In the recent scenario, it is seen that mentoring plays a great role to provide direction to the employees so that they can conduct the activities in an effective manner. Mentoring is a method of learning and teaching that can take place in all the individuals. In the work station mentoring take into consideration teaching, providing feedback, coaching on the job and also counseling so that the changes and structuring can be done properly. It is one of the effective teaching and learning technique. The mentor is an individual who guides with experience, skills, and knowledge of another individual. There are specific competencies that are possessed by the successful mentor and can be overlapped with the competencies of management. In the first phase of the report characteristics of mentee and Mentoring in relation to individual performance will be discussed. In the next phase, the focus will be given on Mentoring in relation to the organizational performance and Mentoring Methods for individual and organizational performance.
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3In the last phase of the report, the emphasis will be given on Organizational Example andelements of mentoring. There are many examples of the organization that are discussed like UK police force, Boeing, spark, and Intel. Characteristics of the Mentee An individual should have the willingness to consider the responsibility for attaining the growth. a.) A receptivity to feedback b.)The willingness should also be there to attend a regular meeting with the mentor. c.)It is evaluated that goals of mentoring can give emphasis on skill development, career development and also cultural development. Mentoring for skill development assists a mentee to create more than one skill. It is the responsibility of the mentor to give proper information and suggest ways to practice new skills without any risk. Mentoring for career development stresses on the career enhancement so that the performance level of the employees can be increased. By taking this scenario, it is seen that mentor comes from the high level within the organization and the emphasis is on the mentee career path.Mentoring in relation to individual performanceMentoring gives direct impact on the overall activities of the individuals. It is seen if the employee of the organization is not given proper mentoring then it can give reduce the efficiencyof work towards the activities of the organization (Zevallos and Washburn, 2014). Training is given to the employees so that to ensure the success of ongoing, structured programs related to mentoring. Training takes into consideration both the mentor and the mentee so that the expectation level can be set and also both the partners can gain knowledge about the process (Allen, Eby, Chao and Bauer, 2017). Training considers proper communication, planning and also time management. Training for mentees should give focus on receiving and using feedback in a proper way. To create a development plan is the foundation of the mentor and mentee relationship.
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