Management: The Implementation and Benefits of Mentoring Programs in Organizations

Running Head: MANAGEMENT
Management
Name of the Student
Name of the University
Author Note

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Assessment Task 1: Written Questions
QUESTION 1 Why does organisations implement mentoring programs?
Ans. In today’s market there is a need of low cost and high quality solutions. The business
organizations implement the mentoring programs for capitalizing on the greatest resources that is
the employees. The mentoring program helps to support growth, innovation and the bottom line
(Anastopoulos and King 2015). It further demonstrates the employees that management is agile
in investing the money and time on them. In turn the employees also provide greater productivity
to the organization.
 It shows that the organization cares for the employees. The introduction of a mentor is
helpful as it helps the employees to ask questions and receive guidance (Brodeur et al.
2017). The mentor can be a board which helps to sort out problems and gives advice also
on the business related matters.
 The implementation of the mentoring program helps to contribute to the establishment of
a well-trained and engaged workforce. The mentors of the organization help the
employees to learn the steps at the company, grow the relationships in the organization
and at the same time recognize the skills which should be developed or improved too.
 The mentoring programs also help to play a key role which decreases the employee
turnover. It also alleviates the job frustration. The employees who undergo the mentoring
program gain insights into the corporate culture in a better way. The mentoring programs
are the cost-efficient way of keeping the employees empowered and engaged. The
programs enable to develop the talent and increase the productivity throughout the
organization.

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QUESTION 2 Explain the benefits of mentoring within a company.
Ans. The benefits of mentoring are as follows:
The biggest benefit is that it reduces the hesitations to ask questions and get the answers.
The mentor in the mentoring program provides the knowledge regarding complex business
matters and clarifies the doubts regarding that. It helps to see the business from a different
perspective. Looking at the problem from different aspect can resolve the issues in a simple but
tricky way. The mentors in the mentoring program not only care about the business venture but
also improve the key skills in the individual. The mentoring programs help to know how to
communicate with the staffs. In this way, a better understanding is built and the business skills
along with the interpersonal skills are developed. In a business, proper mentoring helps to create
long –lasting relationships. In order to maintain a successful business, the mentoring programs
help to give the resource and consistency. The mentees are facilitated with the confidence in the
decision making process. A learning environment is spread in the organization that helps to
elevate the standard and quality of work. New ideas come up in order to meet the goal of the
organization, learn new business strategies and fulfill new contracts.
QUESTION 3 What are the principles to be followed while designing an effective mentoring
program in organisations?
Ans. Mentoring programs are a type of learning process where the personal, helpful and
reciprocal relationships are built keeping the focus on the achievement. The key element is the
emotional support. The mentoring process should be viewed from three different models such as
the apprentice, the reflective model and competency. In the apprentice model, the mentors are
observed by the mentee and they learn from them. In the competency model, systematic

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feedbacks are given to the mentee regarding the performance and the progress too. lastly, in the
reflective model, the mentee is helped by the mentor to become a reflective practitioner. There
are some principles which must be followed before designing an effective mentoring program.
These are as follows:
 The program should be planned and implemented with the collaboration of the
stakeholders and the stakeholders to maintain the commitment and sustainability.
 The program should be responsive towards the culture and requirements of the district.
 The confidentiality among the participants are highly important.
 The voluntariness of the participation of the mentor and mentee must be kept intact.
 It should be ensured that the mentoring program involves the mentor recruitment,
training, selection and mentor support.
 The funding of the mentoring program is sustainable and the terms and conditions of the
program are clearly described.
 There is an integration of the mentoring program with the other structures for the
collaborations.
QUESTION 4 Explain the roles and responsibilities of a mentor and a mentee in a mentoring
program.
Ans. The roles of the mentors and the mentees are as follows:
The mentor’s roles in the mentoring program
The mentor must prioritize the mentoring session. The mentees do invest their time for
the preparation of the session and try to prevent the other demands. The time and space must be
set aside by the mentor. It should be ensured that there is no interruption during the session. The

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mentor is responsible for preparing the session, reviewing the emails and correspondence or
notes from the previous sessions. The mentor must give full attention to the mentee leaving
other stresses and urgencies in order to help the mentee during the session. There should be
proper communication both verbal and non-verbal. The resources must be shared by the mentor
along with the experiences. The mentor should be agile and open to share the mistakes, lessons
and the failures too.
The mentee’s roles in the mentoring program
It is the responsibility of the mentor to know the mentor in the first session. The mentee
should also share the concerns, ideas and the professional goals. It will help the mentor to see the
situation of the individual with a particular perspective. The mentee must stay prepared for the
mentor’s session. The agenda must be established by the mentee for the conversation. The topic
of concern must be mailed to the mentor by the mentee. The mentee should be punctual to the
session. The interaction must be initiated by the mentee. Direct questions should be asked at the
session. Notes should be taken when necessary and attention must be paid to the session. It will
motivate both the mentee and the mentor. The boundaries of the mentor should be respected and
not disrupted. Before the session comes to an end, the mentee should be saying Than You.
QUESTION 5 What criteria can be used to screen and match mentors and mentee?
Ans. The criterions are as follows:
The need for mentoring – A mentoring program that is based on the leadership development of
the mentees will help the employees to take up the leadership roles. The need for the mentoring
program along with the urgency should be aligned with the objectives of the business.

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The competencies required for the business goals- The mentors must be provided with ample
number of mentees. The mentees should be attentive listeners and establish credibility in the
organization. The mentor must be from the field that is relevant to the purpose of organizing the
mentoring program in the organization.
The similarity of the function in the organization- The pairing of the mentors and the mentees
should be done as per their background. Taken for example, a mentee from the marketing
department should not be paired with the mentor of the sakes department.
Matching as per the career level – The mentor of the mentee should be of higher career level.
The mentee is likely to observe and follow the mentor who is higher in terms of career level.
The mentor can in this way help the mentee to learn and reach the competencies required.
QUESTION 6 How can resource requirements vary according to the mentoring program mode?
Ans. The resource requirements vary according to the mode of mentoring program. The
National Mentoring Resource Center has provided a collection of the mentoring curricula,
handbooks, manuals and other resources so that the practitioners can use these for further
development of the programs. The collection of the resources is reviewed by the National
Mentoring Resource Center Research Board. There are resources which are delivered in-person
to the mentors working with the military families. A 15 hours ready-to-use curricula program is
there to be used on the development of youth and the mentoring topics. The program
management resources are also there to be used for mentoring the youth with the disabilities.
Moreover, there are also some particular resources for the families of the mentees. It delineates
the steps of mentoring program to the mentees.

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QUESTION 7 Research on data collection and reporting techniques of mentoring program in
different organisations and explain the process for any one (1) organisation.
Ans. There are various data collection and reporting techniques of the mentoring program in
different organizations. These are as follows
Data collection
method
Time of usage Advantages Disadvantages
The document review When there is a need
to evaluate the
program or get
insight about it.
The data exists
already and does not
disrupt the mentoring
program. The data
can be compared too
based on the
historical evidence.
It is time consuming
and data is limited to
what already exists.
The data may be
incomplete and
requires clear
definition of the data.
The practical
observation
When there is a need
to learn how the
program operates
along with the
processes and the
activities.
It allows to learn the
program and can also
reveal the
unanticipated value.
It is a flexible method
for collecting the data
It is also time
consuming and has
an observer who can
alter the events. It
becomes difficult to
observe the multiple
processes. The
interpretation of the
observed behaviors

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can also become
difficult.
The survey When there is a need
to get the information
directly form a
particular group of
people. It is also used
when there is also
need to get the entire
count of a specific
characteristic.
It can be anonymous
and allows a large
sample size to be
observed. The
standardized
responses are easy to
analyze. It helps to
obtain a large amount
of data. The cost of
the method is
relatively low and it
is convenient for the
respondents.
The surveys might
have low return rate.
The close ended
questionnaires might
not display the entire
picture.
The interviews When there is a need
to understand the
experiences and
impressions in more
detail for clarifying
the responses.
Better response rates
are obtained than the
surveys. It allows the
flexibility of
questions. It also
allows more in-depth
information to gather.
It is time consuming
too and requires the
interviewer to be
skilled. There is less
anonymity for the
respondent. The
obtained qualitative
data is difficult to