“The Role of Mentoring” Article Critique Columbia Southern University Training and Development Professor Travis L. Smith September 9‚ 2013 After reading the article‚ “The Role of Mentoring” by Michael Stephens‚ I felt that he had some valid points. However‚ I also believe that it was slightly unprofessional. He uses the abbreviations; like profs instead of professors and LIS (which I assume means Library Information Science). I understand that he’s catering to a particular audience; the
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NURS 325 Mentoring POWERFUL MENTOR: POWERFUL NURSE The success of a new nurse can be improved and accelerated by the utilization of a mentor. An experienced nurse can ease the social angst and acceptance associated with being the new team member. A mentor performs the tasks of preceptor by teaching all of the technical aspects of nursing in a specific service area‚ but also instructs the mentee as to the structure of the work environment and how to navigate it. The mentor looks for assignments
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The Benefits of a Mentoring Relationship A mentor is someone who helps another person achieve goals. A mentor is expected to have a long term relationship with the mentee and to challenge the mentee to do better and see more clearly. A person can benefit not only from being a mentee but also from being a mentor. Allen reports that people “who serve as a mentor to others report greater salary‚ greater promotion rates‚ and stronger subjective career success than do individuals without any experience
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Practice in Workplace Mentoring I am a Watch Manger at Crewe Community Fire Station in Cheshire. I have spent 3 years in Operational Training Group and I am competent in an Operational and training role. I now need to mentor my team and Fire cadets within the organisation. There are also new firefighters that I will mentor‚ our phase two firefighters. Mentoring is one of the important and essential skills for leadership and management. First of all we need to define what Mentoring is? According
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1. Group Mentoring Program a. Introduction: Group mentoring is a method where individuals can learn and development whilst making use of numerous mentors with vast expertise in a group setting . Even though group mentoring is designed as a group session‚ the learning and development is on an individual level. The difference between a classroom training session and a group mentoring session is that the classroom training has pre-determined training material and all the learners gain the same knowledge
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The aim of this assignment is to critically reflect on the experience of mentoring and assessing a student in clinical practice. As the student was on a four week placement the assessment process will be discussed incorporating the qualities of the mentor and the effect it can have on the mentor/student relationship. In turn evaluating the learning environment and teaching strategies used including learning styles‚ reflecting on how they were applied to help the student. Finally‚ the evaluation
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Preeminent description of mentoring is a sequence of intricate cooperation amid two individuals who have as their paramount motive the advancement of the mentee‚ even though this task frequently culminates in the personal and professional progress of both parties. Mentoring can entail a conveyance of knowledge‚ of criteria of formal comportment‚ of dexterity‚ and of an attempt to an amassed body of information (Holmes Jr‚ et al‚ 2010). I have been inspired by a quite a number of people throughout
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MENTORING FACTORS‚ COMMITMENT AND COMPETENCY OF CLINICAL INstructors in the different NURSING schools IN ILIGAN CITY ACADEMic year 2010-2011 _______________________ An Undergraduate Thesis Presented to the Faculty of the COLLEGE OF NURSING Mindanao State University-Iligan Institute of Technology _______________________ In Partial Fulfillment of the Requirements For the Degree Bachelor of Science in Nursing _______________________ ESPINOSA‚ MARIA LAARNI C. ESTILLOTE‚ BRUCE
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University of Phoenix Material Mentoring Agreement Form We are both voluntarily entering into this mentoring partnership. We wish this to be a rewarding experience‚ spending most of our time discussing developmental activities and topics. We agree that… 1. The mentoring relationship will last for at least the duration of the LDR/531 course. 2. We will meet at least once a week. Meeting times‚ once agreed‚ should not be canceled unless this is unavoidable. At the end of each meeting‚ we will
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culture & mentoring SUBMITTED BY: Anora Muriel dsilva Class: MBA (IB) INDEX TOPIC | PAGE NUMBER | Introduction | 2 | Why do we study organizational culture | 2 | Levels of organizational culture | 3 | Consequences and implication of organizational culture | 4-5 | Research findings on organizational culture | 5 | Mentoring | | Introduction | 5 | Functions of Mentoring | 5 | Characteristics of a good mentor | 6 | Personal and organizational implications of mentoring | 6 | Building
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