Mentoring: Encouragement and Benefits for the Organization

This report provides an overview of mentoring in the workplace, emphasizing its importance for employee development and organizational success. It highlights the author's positive viewpoint on mentoring, citing benefits such as enhanced employee engagement, skills development, and the formation of strong organizational ties. The report also acknowledges the potential drawbacks of mentoring, such as conflicts arising from mismatched relationships or generation gaps. Furthermore, it discusses the encouragement of mentoring within an organization, specifically mentioning the assignment of senior team members as mentors for new employees. The report references studies supporting the benefits of mentoring and concludes with a balanced perspective on the practice.

Running head: MENTORING
Mentoring
Name of the student:
Name of the University:
Author’s note

1MENTORING
Personal viewpoint about mentoring:
Mentoring is an important tool for development of employees in organization. I have also
a very positive viewpoint regarding mentoring and I believe that mentoring should be highly
encourage in organization because it enhances engagement with employees and promotes skills
development in employees. It is the most important step to form mutually beneficial relationship
with employees and this in turn acts as great networking opportunities for organization. Strong
organizational ties are built through the mentoring process. I also favor mentoring because it
minimize confusion among workers and increases the self-confidence of employees in solving
work related issue. Apart from employees, the benefits for organization are also huge because
mentoring programs reduce employee turnover rates too (Park et al., 2016).
Disadvantages of mentoring and encouragement of mentoring in organization:
Despite numerous advantage of mentoring, it also has certain drawbacks. Such drawback
is seen when appropriate relationship does not exist between mentor and mentee and forced
relationship results in conflict and negative feelings among employees. In addition, generation
gap between mentor and mentee also increases the chances of tension as conflicting viewpoint
exist between the mentor and the mentee. There are chances of frustration and poor motivation
among employees if the core purpose of mentoring is not explained to them and they do not
understand the importance of mentoring for their career growth (Nasser-Abu Alhija & Fresko,
2014). Hence, mentality of the mentor and the mentee regarding the process can have a great
impact on the final outcome and the motivation of workers.

2MENTORING
Yes, my organization encourages mentoring and the senior members of the team are often
assigned the task of mentoring and guiding newly placed employees.

3MENTORING
Reference
Nasser-Abu Alhija, F., & Fresko, B. (2014). An exploration of the relationships between mentor
recruitment, the implementation of mentoring, and mentors’ attitudes. Mentoring &
Tutoring: Partnership in Learning, 22(2), 162-180.
Park, J. H., Newman, A., Zhang, L., Wu, C., & Hooke, A. (2016). Mentoring functions and
turnover intention: the mediating role of perceived organizational support. The
International Journal of Human Resource Management, 27(11), 1173-1191.