¶ … Health organizations can experience a lot of employee turnover as well as a lot of employee non-performance: talk to any nurse about the phenomenon of "burnout" in the nursing profession, or talk to any hospital administrator about the problem of employee retention, and these issues will be described as relatively commonplace. These problems lead to an issue with what we must call "succession" -- the idea that, as an older generation of professionals passes on, the younger generation is ready to take over. The ideal way to deal with succession issues in a health organization (as well as handle issues such as employee training or employee non-performance) is through a mentorship program. However, a number of issues can hamper the installation of a successful mentorship program, and must be addressed. One of the chief barriers in establishing such a program, however, has been outlined by Ledlow and Coppola (2013), as they observe that both cultural and institutional bias tilts in the direction of wanting to offer mentoring opportunities to white males; there are many difficulties with this bias, not least of which is the notion that American demographics are fast shifting away from a majority white population. In terms of a succession plan, it may very well undercut the mentorship program altogether if two in five younger employees is Latino, matching the emerging demographic trends in the American population. Ledlow and Coppola (2013) suggest that in selecting mentors, "white male leaders should be aware of the potential for disproportional...
The important aspect is to be conscious of the bias, and to bear it in mind when establishing mentor relationships. However, this could arguably be seen as part of a larger issue which is paramount in instituting a mentorship program, which is that the careful selection of mentors is necessary for the success of any such program. Mentors have to be motivated, empathetic, and skilled with the communication of knowledge to fellow professionals. To have mentorship be mandatory, or to offer too great a financial incentive for participation, will only ensure the presence of undermotivated mentors, which defeats the whole purpose.
Mentoring Human history is replete with stories and myths of relationships between mentors and their proteges The term "mentor" has its origin in Homer's epic poem "The Odyssey" in which Odysseus, while going to fight in the Trojan War, entrusts the care of his son Telemachus to his trusted adviser and friend, Mentor (Kalbfleisch and Keyton, 189). A similar mentor / protege relationship appears in other myths such as the one between Merlin
Mentoring Program: Squid Proposal Proven Benefits Mentoring Program Proposal: Company Squid Proposed mentoring program NO CROSS TRAINING AND HIGH TURNOVER RATEES RESULTING IN LACK OF MOTIVATION AMONG EMPLOYEES One of the largest problems employers face today are high turnover rates. Many times the reasons given for turnover include lack of motivation and career advancement. This proposal will describe tools Squid company can utilize immediately to reduce high rates of turnover and increase employee motivation. The
For administrative staff, individuals selected as being promotion-worthy for leadership positions based upon performance reviews will also be selected and identified for mentorship by high-performing members of upper level management. Program structure All mentorship programs will have three phases: orientation; training (the most intense part of the mentoring process); and follow-up meetings. During orientation, mentors and mentees will be matched with one another on a one-to-one basis in both sales and
The encouragement and positive regard with which communicative abilities and technologies were held by mentors and mentees in this study is definitely indicative of a potential motivating factor. There is also some indirect evidence that communication was facilitated in a broader sense, with the social connectivity and the security and confidence established by the mentor/mentee relationship easing other relationships and helping others, especially mentees, to become more engaged in the
In addition, the participants were chosen differently between the two groups. The first cohort consisted of students that were chosen by teachers and the second was chosen randomly. Conclusion The purpose of this discussion was to examine the role of the mentor in the academic achievement of low-achieving students. The research also focused on History of mentoring, Description of the mentoring process and the relationship between mentoring and student achievement. The
Mentoring In "The Role of Mentoring," Michael Stephens shows how mentors can be useful in the field of librarian science. Using the basic principles upon which mentoring programs are developed, and which are supported in our textbook, Stephens advises the use of technology to facilitate mentoring. In the article, the author expresses the value of mentoring for the librarian profession. Mentoring is more than just teaching and training the new librarian.
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