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“Mentoring is likely to be marked by both positive and negative experiences over time.” One positive effect of workplace mentoring is that mentoring helps reduce stress and workplace burnout. [3] This allows the new employee to perform better in their careers. As a result, new employees typically learn different roles through their transition.
An organization mentor can give clarity when needed, for example, on missions and strategies. Work process mentor: This mentor can cut through unnecessary work, explain the "ins and outs" of projects and day-to-day tasks, and eliminate unnecessary things in the learner's workday. This mentor can help finish tasks quickly and efficiently.
Another example is Wiki Projects, the task-oriented group in Wikipedia, rarely use institutional socialization tactics to socialize new members who join them, [65] as they rarely assign the new member a mentor or provide clear guidelines. A third example is the socialization of newcomers to the Python open-source software development community ...
Having the knowledge and the understanding of companies culture makes them a perfect example of what is required from the new employee. Using managers to train employees is an effective on-the-job training strategy because it allows them to connect the training to the actual operation that employees will conduct in their routine work. [8]
Peer mentoring in education was promoted during the 1960s by educator and theorist Paulo Freire: "The fundamental task of the mentor is a liberatory task. It is not to encourage the mentor's goals and aspirations and dreams to be reproduced in the mentees, the students, but to give rise to the possibility that the students become the owners of their own history.
Find a mentor, either inside or outside your organization, who can help you navigate these challenges. Learning from someone with experience can provide perspective and actionable advice.