Plan and Implement Mentoring Program | Q&A

Please complete Assignment task 2,3 and 4.Do not require Task 1

Running head: PLAN AND IMPLEMENT MENTORING PROGRAM
PLAN AND IMPLEMENT MENTORING PROGRAM
Name of the Student:
Name of the University:
Name of the Author:

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PLAN AND IMPLEMENT MENTORING PROGRAM
Table of Contents
Question 1:...........................................................................................................................2
Question 2:...........................................................................................................................2
Question 3:...........................................................................................................................2
Question 4:...........................................................................................................................2
Question 5:...........................................................................................................................3
Question 6:...........................................................................................................................3
Question 7:...........................................................................................................................4
Question 8:...........................................................................................................................4
Question 9:...........................................................................................................................5
Question 10:.........................................................................................................................5
Question 11:.........................................................................................................................5
Reference List......................................................................................................................6

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PLAN AND IMPLEMENT MENTORING PROGRAM
Question 1:
One of the reasons due to which the relationship between a mentor and a mentee fails is
when the mentor fails to generate a personal connection between the two of them (Son, 2016).
With this missing connection the true learning during mentoring is hampered and the desired
output is not received.
Question 2:
If the participants of a mentoring program acre spread across the globe in different
geographical position then it becomes a problem. In online training the mentor and the mentee
takes the information and assess them in accordance to their convenience. Absence of tools and
modules makes it harder for some individual to impart their knowledge (Omanwa & Musyimi,
2016).
Question 3:
When proper training is supplied to the employees of company then they gain a bigger
perspective about the mission and the vision of the company. If the employees are not given
proper training they will not be productive. After the proper implementation of a training the
productivity of a company will increase. With the implementation of proper training the
company as well as the employees will on be the same page (Eby et al., 2015).
Question 4:
Too much structure in a mentoring program will be very complicated for a mentee which
will in turn hampers their training and create problem for the mentor in imparting knowledge to
their mentee. Less structure in mentoring program is a program as in the present time there are
presence of a lot of different kinds of mentoring programs (Chang & Busser, 2017).

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PLAN AND IMPLEMENT MENTORING PROGRAM
By outsourcing on the experts and focusing on the buy-in and the various recruitment the
failure of a mentor program due to too much structure in a company can be easily avoided. It is
very important to avoid less structuring by implementing required steps for a mentoring program.
Question 5:
 Determination of the criteria which needs to be improved is the foremost step for a better
matching between a mentor and a mentee.
 Self-matching by the mentee also helped in finding the perfect mentor for them as they
get to asses themselves and their faults and get the perfect mentor.
 Rich profiles can be created by both the mentors and the mentees so that they can gain a
broader perspective of the kind of mentor and mentees they want.
 A formal as well as structured path must be set by the company for the mentor and the
mentees.
Question 6:
Mentor or Mentee pairing is the most widely used process for the match of a mentor and
a mentee. When a junior member of a faculty requests a mentor for them they a mentor from
outside is selected for them.
Conflicting personalities is one of the aspect which is overlooked during the selection of
a mentor and a mentee. Other factors such as difference in the career goals of the mentor and the
mentee and difference in the work ethics of both of them can lead to many problems between the
mentor and the mentee. With the inclusion of these problems the mentor and the mentee will not

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PLAN AND IMPLEMENT MENTORING PROGRAM
be able to cope up with each other. With the different in the interest areas of the mentor and the
mentee it will not be possible for the mentor to help the mentee in achieving their success. If the
mentor follows certain ethics in the workplace and the mentee follows something different then
there will be a clash of understanding between them which will make the training process
fruitless. These are the certain obvious mistakes which are made during the selection of matching
between a mentor and a mentee.
Question 7:
With the implementation of clear checkpoints in a mentoring progress it becomes easier
for both the mentor and the mentee to look at their program (Doerwald, Scheibe & Van Yperen,
2015). Checkpoints gives the assurance that there is a beginning, middle and an end to the
program. The satisfaction of reaching a checkpoint has a great effect on the progress of the
mentee. If there is absent of any kind of cut off when the program ends then there will be absent
of any kind of satisfaction among the mentor and the mentee.
Question 8:
In a mentorship program the mentors are expected to provide better help to the mentee,
offer various suggestions and provide a better feedback to the mentee so that they can improve in
the future. The mentor must provide better advice on the specific goals of the mentee, provide
better suggestions on the various thoughts and ideas of the mentee. Some of the expectations
which of the mentee during the mentorship program are taking the initiative for a better
communication and relationship with the mentor. Providing regular feedback to the mentor
regarding the program and state any kind of problem which are being faced by them.

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PLAN AND IMPLEMENT MENTORING PROGRAM
Question 9:
The mentee must remember that they are going to reach their goal after the successful
completion of the program. The goals and targets of the mentee will be transparent and they will
have no problem in reaching their target in the future (Hobson et al., 2016). The mentee will also
be helped in understanding the various ethics which are followed by the mentor for becoming
successful.
Question 10:
Mentoring programs helps the employees in becoming more engaged to their work and
work more efficiently for the betterment of the completely which adds to the overall performance
of an organization. The various ropes of the company are taught to the employees during the
mentoring program. A better relationship building across the organization is taught to the
employee and skills are enhanced and improvised (Leong, 2014).
Question 11:
 Lack of better relationship between a mentor and a mentee. With the absent of better
relationship the impartation of proper knowledge remains incomplete (Mundia & Iravo,
2014).
 Lack of better resources also leads to the failure of a program as the coordinators take on
the management of an organization.
 Ignorance of the various checkpoints which are allotted during the program also leads to
the failure of a mentorship program.
 Lack of commitment from the mentees also leads to failure of a mentorship program.

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Reference List
Chang, W., & Busser, J. A. (2017). Hospitality employees promotional attitude: Findings from
graduates of a twelve-month management training program. International Journal of
Hospitality Management, 60, 48-57.
Doerwald, F., Scheibe, S., & Van Yperen, N. W. (2015). Role of age in workplace mentoring.
Encyclopedia of geropsychology. New York: Springer.
Eby, L. T., Butts, M. M., Hoffman, B. J., & Sauer, J. B. (2015). Cross-lagged relations between
mentoring received from supervisors and employee OCBs: Disentangling causal direction
and identifying boundary conditions. Journal of Applied Psychology, 100(4), 1275.
Hobson, A., Doyle, K., Castanheira, P., Csigas, Z., & Clutterbuck, D. (2016). The Mentoring
across Professions (MaP) Project: What can we learn from international good practice in
employee mentoring and coaching?.
Leong, J. (2014). Impact of mentoring and empowerment on employee performance and
customer satisfaction in chain restaurants. Quick Service Restaurants, Franchising, and
Multi-Unit Chain Management, 173.
Mundia, C. N., & Iravo, M. (2014). Role of mentoring programs on the employee performance in
organisations: a survey of public universities in Nyeri County, Kenya.
Omanwa, V., & Musyimi, J. (2016). A Cross-Cultural Examination of Culture, Gender and Age
on Employee Perception toward Mentoring: A Case Study of Kenya and the United
States. Global Business & Management Research, 8(1).

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PLAN AND IMPLEMENT MENTORING PROGRAM
Son, S. (2016). Facilitating employee socialization through mentoring relationships. Career
Development International.

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Reference List