My First Year As A Mentor Program's Growth

My First Year As A Program
UCAN is a program that has grown so much throughout the years. I have been part of this program for two years and I've been able to see the
program's growth. I learned a lot my first year as a mentor not just about my mentee but also about myself. As we continue to develop the program
we want to continue building strong connection between all the mentors and the mentees. This year we had the mentors present their version of an
old power point that we originally had and present a new and updated version of it. Our goal was for the mentors to gain knowledge on that topic of
that week and to find a way for the mentors to get to know each other while working on this project. This new project that was added this year was a
success however... Show more content on Helpwriting.net ...
As soon as classes start we will also be attending as many classes as possible so that people come to our first informational. We plan on recruiting the
high school students through their open house. We did this with the purpose of announcing the program in front of their parents, family members and
teacher so that they help us to motivate them to show up. Since we plan on recruiting members earlier than usual next year we do plan on having a
good portion of mentors however I hope that the ratio of mentors to mentees is the same so that we continue to have one to one peer mentoring. I think
that they benefit more from the program when we dedicate the entire time to just one mentee rather than two or three.
I got involved with this program because when I was in high school I knew I wanted to pursue a higher education but had no idea how to make that
possible because I didn't know where to begin. Thankfully I found a teacher who would set time aside from her lunch to walk me through the steps on
how my applications needed to be submitted and what I needed to include in my essays. I know that there are student like me who are shy and don't
know where to obtain the help that they need in order to successfully submit their application. I decided to get involved with this program because I
want to be the mentor that that teacher was
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Mentoring in Workplace
1.0 Introduction 1.1 Aim/purpose The aim of this report is to convey and clarify the findings of "why we agree that mentoring is one of the possible
ways to enhance the development and retention of young professionals that are important to the growth and success of any organization". In this report,
a comprehensive research of mentoring will be highlighted and analyzed. The main discussion will be focused on the functions, benefits, stages and
challenges of mentoring, limitation associated with mentoring and also a few recommendations that the society can use to inform its members of the
proposed benefits of mentoring in retaining young professional staffs. 1.2 Scope This report is done based on various readings... Show more content on
Helpwriting.net ...
It allows mentoring to be focused on those who will benefit the most from it (Klasen & Cultterbuck, 2001). 2.0 Functions of Mentoring 2.1 Career
Functions 2.1.1 Sponsorship Sponsorship means nominating junior employees for promotions. Through this the mentees can build positive reputation
and also create new job opportunities. As for the mentors they will be able to develop new talents however their reputation depends on the mentees
performance. 2.1.2 Exposure Exposure means junior colleague are given responsibilities and they are allowed to develop with the guidance of their
seniors. Mentees are given a chance to increase their personal visibility, gain knowledge and also learn more about the organization. On the other hand,
the mentor's reputation can be damaged if the mentee does not perform well. 2.1.3. Coaching Coaching is an outline for accomplishing work
objectives and achieving career aspirations and it creates an understanding of important issues. This allows the mentees to widen their perspectives and
also enhance their ability to manage their tasks. For the mentors they will be able to pass on their knowledge and views. 2.1.4. Challenging
assignments Challenging assignments will be given to the mentees and they will also be given training and

Mentoring Youth Programs : A Part Of Human Services
Mentoring Youth Programs: A Part of Human Services
Introduction
There is a broad range of factors that might make the youth of any ethnicity to participate in antisocial behaviors. Notably, these factors include young
people's own feelings, family relationships and being brought up in communities with widespread alcohol and violence. In addition to this, young
people engage in antisocial behaviors if they have been exposed to poor health, substance abuse, poor–quality housing as well as poor health. These
risk factors place youths at risk of dropping out of schools, disengaging from employment and community (Ware, 2013). Further, indigenousyouth
faces challenges of dislocation arising from colonization coupled with the impacts of the stolen generations. The impact of the forced displacement of
homeland and socioeconomic dispossession associated with the colonization period left a legacy of parents raised in abusive settings who are not
abusing their own children. In addition, it left a legacy of dislocated kinship networks that reduced family support. Overall, the indigenous young
people encounter extra challenges of cultural discontinuity, dispossession, and inter–generational trauma (Ware, 2013). This paper seeks to discuss
some of the mentoring programs that can bar young people from engaging in anti–social behaviors that can greatly affect their future.
Strong link to culture
Apparently, a strong link to culture blended with high–esteem, functioning societies

Essay about Mentoring and Coaching
| Mentoring and Coaching| Essay| | | |
Identify and evaluate the key factors which influence the effectiveness and strength of a mentoring relationship.|
This essay will start by defining mentoring, and giving a brief understanding of mentoring. This essay will then go on to identify and evaluate a number
of key factors that may influence the effectiveness of a mentoring relationship. This essay will focus on the example of mentoring within schools and a
learning mentor to be more specific.
Firstly this essay will look at the difference between coaching and mentoring. Both coaching and mentoring are processes that allow both individual
and schools to achieve their full potential.
Coaching and mentoring share many ... Show more content on Helpwriting.net ...
A Learning Mentor is a relatively new concept in the field of education and is used within schools to support them in raising standards.
Specifically Learning mentors are placed in schools to raise pupils' attainment, improve attendance and to reduce permanent and fixed term exclusions.
Many schools have successfully implemented the Learning Mentor programme and assessed that the impact is evident on individuals and groups of
pupils (George, 2010)
Learning mentors tend to work on a one to one level or in small numbered groups, a learning mentor must be a good listener, be able to encourage and
motivate and act as a role model and encourage the build up of a mutually respectful relationship (Hayward, 2001).
According to Hayward (2001), Learning Mentors have had an incredible impact on individual pupils' lives, in some cases transforming low achieving
and unfocused students with minimal self–esteem and a lack of commitment into more confident pupils with higher grades, improved motivation and a
sense of direction. What all Learning Mentors have in common is their aim to break down barriers to learning , unlocking education opportunities for
school students and releasing hitherto untapped potential (Hayward,

Peer Mentor Essay
mentor program A peer mentor is a collaborative program with the FYE (first year seminar) to provide help for the first year student. To help students
overcome the challenging transition to college life, Sacramento state offer a program that would help them adjust to the new state. This program
launched during 2002–2003 and the program has grown from a group of 5 to 39 peer mentor to serve and help first year students. Every student who has
enrolled in first year seminar classes will have an assigned peer mentor to help them with academic advising and provide one on one meeting with
students to get them to know what kind of resource, program, and club sac state offers to them, and any kind of help the student wants. A peer
mentor has to attend at least one class each week, a peer mentor can be seniors, juniors, sophomores, someone who knows more about the campus and
willing to help first year to get comfortable with college life. A peer mentor also has to go through training every other Friday and have an office hour
to meet with student in first year seminar class. And they are required to keep a journal and write about everything they had done that involve with
student in seminar classes and the program and submit it by the end of the week to their faculty or professor. Peer mentor faculty communicates with
each other and with another student in a friendly way. Peer mentors are there to offer helps to the student who need it, even the

Peer Coaching : Mentoring Benefits And Limitations
Peer Coaching or Mentoring Benefits and Limitations The proposed workshop must take in consideration training supervisors in peer coaching. Peer
coaching is beneficial for both supervisory and teaching practices. It enables supervisors to provide directed assistance to every teacher and helps
teachers improve their instructional skills and address their immediate instructional issues. Glickman (2010) views peer coaching as a supervisory
approach that helps teachers "confide in, improve and move with each other towards collective actions." In particular, peer coaching provides a strong
system of support as teachers seek to implement new strategies, examine practices, transfer skills and put in–service learning in action. According to
Zepeda (2010), peer coaching promotes teacher's growth and development. Moreover, it leverages face–to–face interaction, thus, promoting
relationship building and strong collegiality towards collective improvement and institution effectiveness. Supervisors using peer coaching as a clinical
and differentiated form of supervision break the isolation found in most k–12 and empower teachers by placing them at the center of their own leaning
(Zepeda, 2012). Teachers who participate in peer coaching are more secure and better connected, and certainly, in a better position to solve their own
instructional issues and problems, as well as, find innovative ways to teach, thus benefiting themselves, their colleagues and their institutions (Hooker,
2013).

The Benefits Of Tailored Mentoring
Introduction
Mentoring is an excellent way to teach students about any subject. Whether it's math, science, social studies, art, or literature, being a mentor is a
satisfying feeling. For a mentee who struggles with particular subjects, they might want to consider getting a mentor. The biggest challenge is having a
student that is gifted can be a frustrating and counterproductive use of time. Science and psychologists have studied effective ways to teach gifted
students through tailored mentoring programs. They have shown to be successful, but there are a lot of questions why it is so successful. Finding the
answers is beneficial to both the mentor and the mentee, so they're on the same page.
What is Tailored Peer Mentoring?
Tailored peer mentoring is a program that is designed to help a gifted student learn, based on their needs. Depending on what the student needs, the
mentorship should teach in a certain manner so the gifted student understands. While it is not a common form of mentorship, tailoring a program based
on the student has started to gain traction. It's well known that not everyone learns at the same rate, but by forming a program that will help them learn
at their own pace. It's important that a mentor shows patience and knows how to work with different gifted ... Show more content on Helpwriting.net ...
It could be that the mentor is explaining things in a way that a gifted student understands the material. Perhaps the mentor makes the gifted student feel
more comfortable and asking more insightful questions about the material. Considering there are four effective learning processes, perhaps a mentor is
better at teaching those "Big Four" learning processes. Students who do receive tailored peer mentoring have a chance to learn subjects at their own
pace, instead of trying to keep up with the rest of the class, which can also be a factor in the success

Personal Narrative : The Peer Mentoring Teacher
Tell us about an experience, in school or out, that taught you something about yourself and/or the world around you.
"...no man can sincerely try to help another without helping himself." This quote by Ralph W. Emerson echoed by our Ms. Marino, the Peer
Mentoring teacher, inspired me to regularly volunteer as a tutor and to try to embody this in my actions and my words. At first, I did not truly believe
that helping myself would help others. After all, how could I help myself when I guide others on simple homework that I have done before? This
mindset changed 180 degrees when I was encouraged to become a peer mentor by this teacher. I was given the opportunity to be a mentor to several
students struggling academically and socially in the ... Show more content on Helpwriting.net ...
Compared to the coding I had learnt before, this was an entirely new world for me.
Through the internet I managed to learn new concepts such as JavaScript, how to use the bash command line, and find a template for the script I
planned to use on the Raspberry Pi. We managed to complete our project on time in the end. Ultimately through this project I obtained valuable
experience and the realization of my passion for engineering.
Explain how you responded to a problem and/or an unfamiliar situation. What did you do, what was the outcome, and what did you learn from the
experience?
In my spare time, I enjoy baking. When I first embarked on the journey of baking, my parents wanted me to bake a cake for a dinner party. Eager to
please my parents and relatives, I immediately agreed. After all, baking a cake wouldn't be too hard, right? Following a detailed recipe from a
cookbook, I learned the basics of how to mix the ingredients and how to decorate a cake. The instructions were simple to follow. Nonetheless, my
effort turned to waste. I felt shocked and disappointed. The expected soft cake came out hard and stuck to the pan. I was frustrated, but that wasn't
enough to make me give up. After another failed attempt, I decided to search the internet and watch some videos on cake–baking. After I noted the
steps used, I baked again, this time using some of their techniques. Finally, a spongy cake came out. Throughout the process of baking a cake, I learned
that

The Stanley And Clinton On The Virtues Of Mentorship Essay
Introduction
The Stanley and Clinton set out to expound on the virtues of mentorship. The premise of their argument is that leaders need to finish with a strong
legacy. Therefore, leaders need to be mentored as well as mentor people under them. Stanley and Clinton define a proper understanding of mentoring, as
well as, detail four types of mentoring relationships: intensive mentoring, occasional mentoring, passive mentoring, and peer mentoring, all of which
will assist a leader in leaving a lasting legacy for future generations.
Mentoring
Stanley and Clinton believe that anyone can be a mentor. The authors stress the basic requirement for being a leader is, "he has learned something
from God and is willing to share with other what he has learned" (Stanley and Clinton, 1992, p. 29). The basis of Stanley and Clinton's argument is
that the desire to pass on lessons learned to others is the primary stipulation for being a mentor. Everyone has learned lessons from life experiences, but
mentoring is the desire to impart the wisdom gained from those experiences to others. In fact, Stanley and Clinton (1992) define mentoring as, "A
relational experience in which one person empowers another by sharing God–given resources" (p. 33). In other words, mentoring is entrusting wisdom
gained from life experiences to another person through a shared relationship. Mentoring is more than passing on information, it is being personally
invested in the success of the other person.

Leadership Coaching Development Plan
LEADERSHIP COACHING DEVELOPMENT PLAN A practical experience assessment By
OLANIRAN OLUGBENGA JIDE
1
ABSTRACT This assessment paper digs deep into the dynamics of peer coaching (PC) in developing leadership and managerial competency. It relates
my experience and performance as a participant in the peer coaching scheme set up under the managerial effectiveness course unit of Curtin
university school of business. In this PC process, I was a peer coach to Simpson and I acted both as a coach and coachee (Thorn; McLeod; Goldsmith
2007).The overview of my experience, performance and learning points are succinctly unwrapped in this paper. Also unearthed, is how the process
provided me with good structures to anchor my development plan of ... Show more content on Helpwriting.net ...
For instance, (Ladyshewsky 2001, Zeus & Skiffington 2000) infer that for peer coaching to work, the partnership must be based on trust and respect.
Furthermore, an effective peer coach should believe in helping, supporting, and guiding a peer and not appear as someone who has all the answers or
is eager to tell others what to do (Toto 2006), this is also in fit with relational perspectives argument that we co–create our worlds and any learning
techniques that favour individualism will inevitably lead to friction as every assertion provides the possibility of resistance (Ramsay 2005). My high
expectation in this partnership with Simpson was to appropriate the lessons gained during the experience to the benefits of not only my career's
advancement but beyond. The hitches that might stand in between me and my final objectives from the inception were not unambiguous to me. For
instance, lack of enthusiasm, friendliness, availability, approachability, honesty and commitment to the PC process were all considered might
asphyxiate PC gains from reaching me (Ladyshewsky 2007).
In starting out our peer coaching relationship, assessment of how well we could cope with each other was the primacy. We sought to know about each
other, our individual objectives, stage of development, and our dire needs just to be sure we have the core interests and emotions to help each other
achieve our

Essay On Mentoring
These last two weeks of mentoring have been going very smoothly for me. I feel as if my peer mentoring gears are finally revving up as I'm starting
to understand how to be a successful peer mentor. The reason, I think, for my recent success as a peer mentor and the collaboration with the peer
mentoring team is due to the weekly articles. With the weekly articles, I'm able to realize what made previous collaborations in my life so successful
and what made the more unfavorable groups unsuccessful. This has allowed me to focus more on the successful traits by having the knowledge of it in
my mind and steer away from the bad traits. These successful traits would be the three ingredients for collaboration which is the willingness to grant
authority,... Show more content on Helpwriting.net ...
In all of my past successful collaborations, each member had a mutual respect for each other, enjoyed each other presence, and worked together in an
appropriate manner. To contrast this: in a previous group that performed not successfully, it was due to internal conflict between my partner and me.
There was an obvious tension between us that made me want to disprove or reject any idea they would suggest, even if it was good. Although we
managed to put aside our differences to finish the project, not many positive memories remained from that collaboration other than the negativity and
awkwardness between us. I understand how tension in a group could harm the collaboration as it may lead to the rejection of positive ideas or worse
case scenario, sabotaging the project. Working in an atmosphere of stress definitely does not promote insightful and efficient learning. To summarize
my second reflection, I have learned the importance of the three ingredients for a successful collaboration. Through elaborating on how each ingredient
relates to an event in my life, I believe it further strengthened my appreciation for both the article and collaborating in general. I plan to enforce these
ingredients in future group projects as it'll allow me to truly collaborate and

School Based Mentoring Programs ( Sbmp )
School–based mentoring programs (SBMP) have become widely used due to their presumptuously simple implementation and effective results;
however, they remain to be scientifically under–developed and require integrity during implementation (Miller et al., 2013; Smith & Stormont, 2011).
Undoubtedly, SBMP have been shown to improve students: attitudes, confidence, school engagement, school performance, behaviour, vocational skills,
and emotional and social skills (Converse & Lignugaris/Kraft, 2009; Miller et al., 2013; Schwartz, Rhodes, & Herrera, 2012). Contrarily, these
promising outcomes are equally met with many studies that show: no, or only little, improvements; only short–lived results; or only effectiveness with
certain types of students (Converse & Lignugaris/Kraft, 2009; McQuillin, Smith, & Strait, 2011; Miller et al., 2013).
A major understanding that many program designers seemingly fail to comprehend is that SBMP are not 'general–purpose' programs. Thus, many
SBMP are not designed and implemented strategically. Particularly problematic for these poorly designed programs are: the lack of defined success
outcomes, measurements of success being open to biases, the ambiguous and faulty evaluations of such programs, and the individual program's
diversity of standards, budgets, objectives, and implementation (Converse & Lignugaris/Kraft, 2009; Gusic et al., 2010; Schwartz, Rhodes, & Herrera,
2012; Smith & Stormont, 2011). Evidently, the difficulty of replicating the

Benefits Of Peer Mentoring
Juvenile mentoring programs have shown to be extremely successful for both mentor and mentee. Mentoring programs builds connections and within
those connections there is guidance, support, and knowledge being shared on both ends. Mentoring at risk youth is essentially to improve academic
achievement, improve interpersonal skills and for personal development. Choosing between cross age mentoring and peer mentoring has to be
intentional and should be based off of what the youth needs.
Peer mentoring is defined as: "two youths of different ages that reflects a greater degree of hierarchical power imbalance than is typical of a
friendship and in which the goal is for the older youth to promote one or more aspects of the younger youth's development" (The Handbook of Youth
Mentoring by David Dubois). Because of the small age difference, mentees feel comfortable and compelled to share any thoughts, ideas, and ask more
questions. Being close in age allows the mentor to be able to understand and relate to what their mentee is expressing. From this, the mentor can present
solutions or advice.
Cross–age mentoring is essentially adult to youth mentoring. A lot of the at–risk youth do not have solid adult figures in their lives; having an older
mentor can fill this void. Cross age tutoring is argued to be more effective than other techniques because adults are seen as role models since they have
more life experience. "Mentoring has emerged as a promising approach for enriching

Student Mentorship Program For The Community College Essay
Student Mentoring in the Community College
Student Population Served
Student Success is now considered a vital element in the community college role. We must teach our students, and equipped them with skills to
achieve their educational goal, as well as their career goals thereby, surviving in the workplace. Therefore, I am proposing a student mentorship
program that targets all students enrolling at Mohave Community College (MCC). The program will encourage participation from the concurrent
enrolled high school students, as well as students that are classified within the "at–risk" category. Each student at registration will receive information
regarding the program, and encourage to participate when attending orientation.
Identified Need
The implementation and formulation of the program are highly informed by the fact that certain groups of students desperately need interventions to
enhance their academic performance and increase their retention rates (Stromel, 2000). The program has identified six types of students who require
mentor consisting of the nontraditional adults; students in remedial studies; students exhibiting low classroom participation; learners with low campus
or community involvement; anyone who lacks positive role models, and students complaining about time. Therefore, with the tremendous increase of
nontraditional and remedial students at MCC which, exhibit low motivation skills, time management abilities, and failure to socialize (Campbell, Smith,

New Teacher Orientation And Mentoring
New Teacher Orientation & Mentoring
What practices are currently in place? At the MCIU, Dr. Donna Gaffney, Director of Professional Learning is charged with designing and implementing
a teacher induction program for all staff including both teaching and non–teaching professionals. During an employee 's first year of service, he or she
must attend five orientation meetings, three of which are with the whole organization and two of which are department specific. This allows trainings
to target the direct needs of the new employee. The is allotted for these meets cannot extend over 7.5 hours due to the current union contract (D.
Gaffney, personal communication, January 28, 2016).
In additional to induction meetings, a well established mentorship program is at work for MCIU employees. Each newly hired candidate is linked with
a "VIP" or Volunteer Induction Profession (This name is somewhat ironic as mentors do receive a stipend for their participation.). After receiving
training and being approved by Dr. Gaffney, mentors are linked new employees by department. In addition to meetings with a mentor, a new candidate
must take two observation days during the course of his or her first year. One, observing the mentor and another which selected by the mentee. Both
mentee and mentor progress is surveyed twice throughout the year to ensure goals are being meet and proper support is being provided.
In addition to their own induction program. the IU is sometime contracted to hold

Reflection Paper On Retreat
We trudged up the rigid, brown steps, knowing that the unknown was ahead. We were on our way, traveling down the empty highways to northwest
New Jersey. It was a mandatory retreat to get to know our new peer mentor partners, who we would work with once a month for the next year. 23
Birch Ridge Road, Hardwick, NJ was the destination. Camp Mason was the place that we'd spend our next two days on Mother's Day weekend. The
retreat has changed my life and I am better because it allowed me to realize that nothing is ever as bad as I think it is and it can always be worse.
As we settled in on the campground that was filled with puddles and puddles of water all over the ground, we all realized that we had a long
weekend ahead of us. We dropped all of our suitcases off in the cabins and proceeded on to the main lodge, with no expectations for what was next.
The instructors split us up into two groups and then it began. Luckily, my friends Michael, Justin, and Rupak were in my group with me. It started
off with an ice breaker activity before, which consisted of everyone trudging around the room, hoping that the activity would soon be over. Once it
finally ended, everyone prayed that the next activity would be at least slightly better. We started to walk out, but before we could leave we passed
by another one of the groups. As expected, everyone tried to procrastinate for as long as possible, discussing how terribly their days started. We talked
for as long as we could before the

Reflection Paper About Mentoring
Mentoring: Perspectives from the ProtГ©gГ©s
My life, admittedly, has been one of grace and privilege. I was born into a loving home and grew up attending church with my mother and two sisters.
My father, while unsaved, was exemplary in his provision for our family. To date, I have attended three excellent institutions of higher education and
currently am serving full–time within a ministry of consequence – one that actively seeks to make disciples both locally and internationally.
Throughout my life I have had men and women mentor me. I thank God for my parents, for my coaches, for multiple Sunday school teachers,
employers, professors, and pastors who shared their life with me. I am indebted to them.
Today, my desire, like that of my... Show more content on Helpwriting.net ...
But most of all, I long for the affections of my heart and mind to reflect and resemble an authentic and growing love for my Lord and Savior Jesus
Christ."
ProtГ©gГ©s also verbalized that they simply "want to know what is true." Their desire is to be led from the text of Scripture and "not only talk about
truths but to understand the process of discovering the truths for themselves." They do not want to "just carry a denominational line, but to own the
point ...to defend the Truth to their friends...to know the strength of our positions." They want to know the truth, but they also want to own it.
This is both a challenge and a blessing to the mentor. The challenge is in being willing to hear the protГ©gГ©'s questions without offense and to
answer them with wisdom, grace, and transparency. The blessing is in seeing another life grow in a genuine love for Christ.
Authentic
Mentoring is effective when the mentor's words match their life choices. This is a necessary trait. These non–bifurcated mentors "are the same inside
the classroom as they are outside the classroom;" their lives are "genuine," "authentic," "true," and "consistent". The truth that is taught in church is also
the truth that is in their hearts.
Often the protГ©gГ© will watch for this trait during isolated moments of life... moments when life is most uneventful. They watch how the way a
mentor speaks to his/her children or their

Senior Guard 's Youth Challenge Program
Recently I was tasked with selecting two influential male mentors for my teenaged son to attend The Mississippi National Guard's Youth Challenge
Program. Within my selection process, I needed mentors who could help my son grow and develop into a prosperous young man, who would
understand his purpose in life. Before I started my expedition of seeking a mentor, I had to seriously think about the qualities I needed my son's
mentors to possess as well as how he would benefit from the mentoring experience. Selecting a mentor was a new experience for me and there were a
number of issues I had to consider in an effort for them to obtain a successful mentor / mentee relationship. Mentor is defined as someone who teaches
or gives help and... Show more content on Helpwriting.net ...
There were probably several who played different roles and assisted you learning different things. "Train up a child in the way he should go; even
when he is old he will not depart from it." Proverbs 22:6 ESV (Bible Gateway) Establishing an effective mentoring relationship reminds me of the
ancient African proverb, "It takes a village to raise a child," meaning that the work of raising a child cannot be done alone; an entire community must
participate in providing extensive social support that child rearing necessitates. It is very rare for children in any society to grow into functioning adults
without some kind of interacting from the community at large.
Who can mentor, and what can they provide? Mentors are influential, senior organizational members with advanced experience and knowledge
committed to providing perception to a mentee's career development. A mentor supports a mentee's views of self within a work role as well as it
supports the mentor's sense of self for the valuable wisdom and experience they have to share. God's primary way of developing leaders was through
mentoring. The most positive and effective technique to prepare people for life and leadership is through mentoring. As Christians, we are charged to
"help the weak and encourage the timid" and to "serve and care for the flock." A task impossible for church leaders to personally mentor so they assist
prospective mentees in finding qualified godly mentors, as

The Negative Effects Of Social Media In Frankenstein, By...
In the novel "Frankenstein" by Mary Shelly, Scientist Victor Frankenstein creates an unnamed creature with a positive intended outcome; the
situation quickly spiraled out of control. This can be related to social media in our society today. Social media was created also with a positive
intended outcome to allow the user to be creative, share content with friends and just enjoy the virtual world. Unfortunately, people in society today
are using social media to hurt one another rather than support each other. This unintended use for social media today has been resulting in very
realistic effects, involving damage to adolescences mental health and their way of life. Just like the creature in Frankenstein, Social media has
damaged and killed many people in its path. Social media has become a feeding ground for cyberbullying which has now become the leading cause of
depression, substance abuse, and pre–adolescence suicide in the United States today. Cyber bullying is any aggressive act repeatedly causing harm to
another through websites, blogs, emails, texting, social networks, photographs, video games, etc. Cyber bullying isn't just peer to peer bullying,
Americas youth is being bullied by the companies who sponsor these apps themselves. These companies are contributing to the mental health issues
such as depression caused by forced body images and low self–esteem. Both parties are doing this by using Instagram, Twitter, Facebook, and many
other apps where most of teens today

Dissertation on Retention
Management Decision
Emerald Article: A reconceptualization of mentoring and sponsoring Earnest Friday, Shawnta S. Friday, Anna L. Green
Article information:
To cite this document: Earnest Friday, Shawnta S. Friday, Anna L. Green, (2004),"A reconceptualization of mentoring and sponsoring",Management
Decision, Vol. 42 Iss: 5 pp. 628– 644 Permanent link to this document: http://dx.doi.org/10.1108/00251740410538488 Downloaded on: 26–10–2012
References: This document contains references to 54 other documents Citations: This document has been cited by 7 other documents To copy this
document: permissions@emeraldinsight.com This document has been downloaded 1621 times since 2005. *
Users who downloaded this Article also downloaded: * ... Show more content on Helpwriting.net ...
The term "mentoring" has surged into the literature in many disciplines (e.g., sociology, social psychology, education, management, social work,
healthcare management, etc.) over the last several decades. Mentoring emerged in the organizational literature in the late 1970s (e.g., Clawson, 1979;
Collins and Scott, 1978; Kanter, 1977; Phillips, 1977; Roche, 1979; Shapiro et al., 1978). Since that time, hundreds of books and articles (popular
press, practitioner–oriented, and academic) have been published on mentoring in various organizational settings alone, not to mention other settings in
which mentoring has been examined (e.g., teaching, nursing, social work, etc.) (Kelly, 2001). Published works in the organizational literature on
mentoring have been anecdotal, conceptual, and empirical; and several journals have dedicated special editions to mentoring. By and large, these
published works have highlighted the overwhelming perceived beneп¬Ѓts (e.g., increased mobility, promotion opportunity, and total compensation),
and minimal perceived drawbacks of mentoring (Campion and Goldп¬Ѓnch, 1983; Kelly, 2001; Scandura, 1992, 1998; Whitely et al., 1991, 1992).
Hence, mentoring has been proclaimed as one of the key career development and advancement tools in the

Communication And Conflicts Barrier When Dealing Or...
1.I learned that I have challenge and overcome the frustrate of communication and conflicts barrier when dealing or approaching with supervisors and
co–workers. As likewise of my responsibility as a mentor is to help the mentoree's need to overcome their obstacles which he/she circulate among their
peers
2.I have discovered that I need to practice more of active listening on how the technique is to paraphrase our understanding of what the person being
said by transposing it and putting it into our own words than asking for verification. This is the good solution for me to listen, and to be sensitives
toward other mentoree who need to understand why sign language is very important to communicate with deaf people. I encourage them to if ... Show
more content on Helpwriting.net ...
For instance, about this course evolve the concepts of the staff development and evaluation practices that emphasize staff learning and reflection. It
makes me feel that I was missing something of their knowledge gained through their experience with children, teacher, and supervisor every day in the
workplace. In solution for advice for a mentor in teaching behavior that required building a teamwork when approaching in communication or
conflict strategies. I do believe as a mentor must give a "broaden and build model" format of positive emotions to help mentoree to solve problems
and support interpersonal relationships and to find positive meaning in ordinary events, by giving expression appreciate for a job well–done.
B. Five most Important behaviors a mentor need and why you feel these are the most important.
Effective Mentors
1.In my respective, while mentoring is listening and believing that the mentee can achieve their goal by allowing me to show them my positive roles,
responsibility and learning skills than given greatly increased on how much learning can improved their independently toward different people, styles,
and culture setting. So they can accomplish their better learning development and social approaches
2.Provide Network and Resourceful: I would provide the mentoree a better network and resourceful guiding along with employee's handbook; the
mission philosophy with a

Advantages Of One To-One Mentoring
1)One –to – One Mentoring This is used when a mentor interacts with all his mentees on one–to–one basis. The model works well when the mentor
wants to seek personal information of his mentees, their knowledge background ,their skills ,abilities and competencies present, so that he can work
upon their development by defining each mentee's career path. Also the mentor can go with the SWOT Analysis of all the students and then work upon
their weaknesses converting them into their strengths to be successful. Availability of mentors is the only real limitation in one–on–one mentoring.
2)Group Mentoring Group Mentoring provides for a greater number of students to benefit from mentoring as opposed to the limitations of a 1–on–1
mentoring program. It also provides for greater exposure to multiple levels of expertise and knowledge as each participant brings his /her own
competencies to the group that can be shared. Group mentoring is basically done when the mentor has common instruction for a project assigned,
some specific study related guidance, discussing basics of an interview , developing hobbies ,giving examination related tips, etc. Scheduling a large
number of mentees to meet regularly and addressing each member's different needs against the overall group needs may pose a... Show more content on
Helpwriting.net ...
As corporate struggle to harness the power of new, cutting–edge technologies to carry out regular functions faster and more effectively, a traditional
notion about mentors and mentees has been upturned. In other words, this struggle has led to reverse mentoring. A tech–savvy twenty–something
assigned as a mentor to a 40–something, tech–challenged but otherwise efficient employee, with many years of service in the organisation, is a classic
case of reverse mentoring. It challenges the traditional view of the mentor as someone advanced in age and knowledge. The question is: Does this
work without bad bruises to the older employee's

Mentor And Mentee Relationships From The Army
Mentor and Mentee Relationships in the Army
Matthew P. Styles
24 October 2017
Abstract
In this paper I will be discussing the dynamic and effects of the mentorship relationship in relation to the Army. I will accomplish this by using Army
doctrine and personal experience. First I will explain mentorship as defined by the Army. I will then discuss the characteristics of a mentorship
relationship. I will cover the basic principles to be used to define the relationship. Next I will discuss considerations for the selection process for the
mentor and mentee. Additionally, I will cover expectations a mentee would have of their mentor and the responsibilities of the mentor. I will clarify the
four stages of mentorship, the application of them, ... Show more content on Helpwriting.net ...
It is common for this to occur naturally without the relationship being formally defined or initially acknowledged by either. The mentor will advise and
counsel the mentee on personal, professional, and career goals through the sharing of personal experience, encouragement, feedback, and guidance.
(FM 6–22, 2015)
Now that we have defined mentorship we can further define the relationship between the mentor and mentee. As mentioned, mentorship should extend
beyond the chain of command. This is recommended so as to not create the image of favoritism within your unit. (FM 6–22, 2015). Mentorship can
easily be confused with leadership. It is every Leader's responsibility to develop every Soldier within their ranks. If a Leader chooses to be the mentor
of one of their Soldiers, this could cross the professional threshold and could be perceived as favoritism. If a mentor should not be a direct Leader
then how should one select a mentor? There are many things to consider when selecting a mentor. A mentor should be someone that you look up to. It
should be someone that is not only respected by you but respected by others. A mentor should be a person held in high regard amongst their seniors,
peers, and subordinates. They should display the Army Values and leader attributes. They do not have to share the same occupational specialty,
although it many times is the case. In many cases it will be a

Evaluation Of Mentoring Programs For The United States
Jordan Woltjer
11/16/2016
Course Project Part 2
Matz shows that mentoring programs were first instituted in the U.S. in the late 19th century as an alternative to incarceration to be used in Juvenile
Courts under the supervision of probation officers (2014). According to Matz, these sentencing policies were inspired by the progressive era's focus on
alleviating the mass poverty that was caused by industrialization, immigration, and urbanization (2014). Blakeslee and Keller state that "The highly
renowned Big Brothers Big Sisters of America (BBBS) mentoring program, for example, began in 1904 in New York City and today consists of over
375 agencies serving more than 210,000 youth across the United States" (2012). Matz (2014) argues that though mentoring programs are compatible
with a large range of sociological and criminological theories, that their creation was motivated by a theoretically undeveloped humanitarian instinct
that pervaded the Progressive Era. Despite this, we can still use the empirical evidence of BBBS programs to test theoretical perspectives such as
Differential Association.
The BBBS program matches at–risk youth between the ages of 6 and 18 with a volunteer mentor whose prior screening demonstrated that they are
capable of providing socialization to curb delinquency and anti–social behavior (Limber, 2001). Susan Jekielek says that "The Big Brothers/Big Sisters
program takes applications from volunteers in the community and subjects each Mentor to an

Mentoring : A Integrated Mentoring Program
INTRODUCTION The goal of mentoring in military organizations is to help junior personnel reach their full potential by having senior personnel help
develop them, and pass on their practical expertise and professional knowledge to personnel who are committed to advancement and success (United
States, 1995). A thriving mentoring program will enhance our overall professionalism and help meet the future needs of our organization. In my current
job, I am charged with implementing a mentoring program where officers, enlisted personnel, and civilian employees can pass on not only career
development guidance to junior personnel, but also the principles, traditions, shared values, and lessons of our profession. Mentoring covers a wide
range... Show more content on Helpwriting.net ...
Additionally, the PM conducts an exit interview with mentors and participants when leaving the program, to assess progress made, and improvements
needed to the program (United States, 1995). Mentors serve as a confidant, counselor, guide and advisor to a participant. They share an understanding
of the organization, its mission, and the formal and informal operating processes, and share experiences which contributed to their own success, setting
an example for the participant to follow. They assist the participant in career development ideas or for pursuing career opportunities. Mentors encourage
participants to become more efficient and productive in their career field through self–development and other activities, and suggest appropriate
training and developmental opportunities to further the progress of the participant toward leadership positions. The Mentor will provide input to the
participant 's supervisor in developing their Individual Development Plan (IDP), helping the participant to set clear, realistic career goals and
periodically reviews progress, making constructive suggestions on career development. Vitally important, the Mentor must ensure the mentoring
relationship remains visibly and consistently professional. Mentors must ensure that their meetings are for clear purposes related to mentoring, that
there is visible progress by the participant toward legitimate mentoring goals, and that office relationships between the mentor and participant

Hr421 Lit Review
Running Head: Employee Development
Employee Development and the
Park University
In today's competitive business world, it is important to have fully trained and well–versed employees, which can help make or break an organization.
By having an employee development plan, or career path if you will, it allows employees to set career goals. This allows companies to ensure
employees are fully capable of performing their assigned duties. The following chapter, Chapter 9, discussed methods of employee development. This
chapter covered current trends associated with formal education, effective development strategies, as well as how to design a ... Show more content on
Helpwriting.net ...
This premise is so important that many companies now use web–based matching systems to help match mentors and protГ©gГ©s (Noe, 2010).
Companies can also utilize software to also build development plans, set goals and track the mentors and protГ©gГ©s progress. Wyndham's hotel chain
found that their mentorship program participation tripled once they introduced the web–based matching system (Noe, 2010).
Coaching, normally utilized at the managerial level, provides employees with resources that they might not normally have access to, such as mentors,
courses and job experiences (Noe, 2010). It is imperative that the right coaches are selected for these developmental programs. The best coaches are
those that are empathetic, supportive, practical, and self–confident while appearing to not know it all or want to tell others what to do (Noe, 2010). By
providing coaching to new managers, it teaches them how to deal with a variety of situations in the workplace while maintaining professionalism and
the corporate goals.
In conclusion, while conducting this review, I found that this chapter offered many tools that can be utilized to develop an effective training plan.
While any form of employee development is beneficial, mentoring and coaching have proven to be very effective. By offering these volunteer
programs, it allows all parties involved, the mentor,

Proposal For Implementing A Formal Mentoring Program Essay
MEMORANDUM
TO:Donald Lower, Partner; Barry Anderson, Partner; John Huber, Partner; Todd Whitlow, Partner
FROM:Brooke Vondal, Administrative Officer
DATE:
September 18, 2016
SUBJECT:Proposal to Implement a Formal Mentoring Program
Attached is the proposal to implement a mentoring program at Anderson, Lower, Whitlow P.C. In early summer, ALW hired fifteen recently graduated
individuals and 12 have already taken positions at other firms. There needs to be a system in place to develop and foster relationships for these
individuals within the firm. This firm has a high turnover rate of new hires; currently, the turnover rate is 85%. Firms that are considered the Big Four
are offering mentoring programs that make their employees invested in the company's future. Unfortunately, if ALW does not start to compete with this
issue, more employees will be lost to the Big Four Firms.
Implementing a strong mentoring program that fosters individual and personal growth within the company is vital for the future of this firm. This
includes setting up and maintaining a mentoring program. The mentoring program will be set up with individuals from all levels of achievement, that
are willing to devote a portion of their time to the firm's prosperity.
Investing in the future of this firm, through a formal mentoring program is a vital step. I look forward to working with you throughout this process. I
can be reached at bvondal@alwpc.com or 456–789–0123 ext.123.
Thank you for your time.

The Impact Of Mentoring On Counseling Programs
The Impact of Mentoring on Counselors
There are many different facets to counseling training programs. One of the most interesting parts of this program is mentoring. This overview of
mentorship will incorporate what mentorship is, the function of the relationship during mentorship, and different roles of mentee and mentors.
Additionally to that, this overview will examine how mentorship is handle in counseling programs, and when proper mentorship is given to mentee, it
can lead further future endeavors which are mentee becoming mentors or find success in careers. When mentoring relationships are impactful and
successful, it can create this domino or ripple effect of change not only for the student and mentor, but it can affect his or her future performance as
counselors. By applying more ideals from mentoring into counseling programs, students get a more enriched experience and education while working
towards their goals of becoming counselors.
Looking at Mentorship
What is Mentorship? A mentor is a person whom has greater professional authority. It is a person whom is several years old than the person that he or
she is mentoring. He or she also needs to have more experience in organization or field. This person acts as guided into the aspiring occupation.
Throughout the process, the mentor provides direction and support. At the same time, a mentor must find a balance between being a parental figure
and peer in the relationship. Unfortunately, If there is too

The Importance Of Mentorship In The Army
Imagine you are eighteen, just graduated high school. You decide to enlist into the United States Army. It is your first time away from home, your
first real job outside of a summer job. This is your first time away from home, everything you grew up to know, your friends and family. This is the
case with many newly enlisted Soldiers. The Army is their first real world experience away from home and the feeling can be overwhelming. Not
only do they need to figure out how to be a Soldier but also an adult, a functioning member of society. So what do they do? They will rely on the
guidance and experience of another, a Mentor.
Mentorship, as defined by AR 600–100 Army Leadership, is the voluntary developmental relationship that exists between a person of greater
experience and a person of lesser experience that is characterized by mutual trust and respect. It goes to further say that mentorship is voluntary and
extends beyond the chain of command relationship. Mentorship is not forced but instead voluntary. It is not defined by age or seniority. Mentors and
mentees are not appointed, but are instead selected by the persons involved. It is common for this to occur naturally without the relationship being
formally defined or initially acknowledged by either. The mentor will advise and counsel the mentee on personal, professional, and career goals through
the sharing of personal experience, encouragement, feedback, and guidance.
Now that we have defined mentorship we can further

Employee Recognition System
As a means of measuring the quality of the workforce, motivate them to stay in line with the department's goals. Additionally, an employer will
reprimand those who challenge or stray into areas that are counterproductive, do not align with the department's goals and values, and are illegal. The
employer can measure its workforce through performance appraisals, various levels of corrective action when dictated, and member recognition
systems. Without these types of measurements, employees will fill unappreciated, unaccounted for, and most importantly, they will provide
self–direction in the absence of their employer and can become counterproductive. For this paper, I will review the member recognition systems in my
department, Rural/Metro... Show more content on Helpwriting.net ...
For the past 15 years, my administration has fallen short in this area. Little to no attention is provided to those who excelled at their job or have
accrued years of service within the department. Only recently, has the administration picked up the pace and brought back employee recognition.
Member recognition systems are as vital to an employee, almost as much as a paycheck. A simple acknowledgment of "thank you" goes long ways,
according to an article in Forbes Magazine (Bersin, 2012, p. 1). The article goes on to state, recognize people for their specific achievements and
behaviors; it's more personal and holds more value to them individually in that form. The article goes on to list more successful means of recognition
in various formats such as, "peer to peer" acknowledgments, distribution of not only the success of an employee but also their story too (Bersin, 2012,
p. 1). Foremost, be certain to relate the success story to the organization's goals and values which cultivate a positive working

My Mentor Experience Analysis
Throughout my high school years, and the past year especially, I feel that I've grown and matured while developing my skills in multiple areas.
Through participation in community service events and employment, the experiences I've gained have caused me to want to continue expanding my
knowledge in a university setting. My high school years have strengthened many of my skills due to my participation in extra–curricular activities. Out
of the activities I've had the opportunity to be apart of, my proudest involvement has been my school's Peer Mentoring program. Being a peer
mentor allowed me to be a leader in many situations, while also giving me a sense of what it's like to work as a unit. As a peer mentor, I decided to
create a special ... Show more content on Helpwriting.net ...
Ball State's large setting would give me a much broader range of diverse opportunities and activities to pursue, along with a substantial amount of
individuals to connect with. Through my years of wanting to attend your university, I've researched and found many activities that I'm already
anxious to be apart of. One specific activity committee I'm eager to join is the Ball State University Dance Marathon for Riley's Children's Hospital.
My younger brother has struggled with Chronic Kidney Disease, so growing up, I've been to Riley's numerous times with my brother. Whether he's
getting treatments, tests done, or when he went in to get his transplant, Riley's Hospital has always treated my brother and my family with the
greatest amount of benevolence. I feel that by participating in the organization of this event, I would be able to give back to Riley's for what they've
done for my family, and so many others. I look forward to joining such a charitable organization at Ball State and hope that I'll be able to lead others in
the right direction as

The Best Practice Of Formal Structure
The best practice of formal structure is characterized by the establishment of a policy and procedures manual and the use of a variety of school and
community settings for activities (DuBois et al., 2002). This manual should outline all aspects of hiring, training, and retaining staff in order to aid in
clarification of expectations and establish protocols that lead to fidelity of implementation When recruiting a mentor, the organization should adhere to
the best practice of developing clear expectations, even if there is no pay involved. These expectations include a job description and interview protocols
that address the specific competencies required for the position (Keller, 2006). Although not essential to successful mentoring, prior... Show more
content on Helpwriting.net ...
In addition, a regular assessment to identify barriers that can limit staff success also is beneficial (Keller, 2006). Mentor Best Practices Positive
outcomes occur when the mentor–mentee relationship lasts for 1 year or longer and when the mentor understands what approaches, practices, and
attitudes work (Grossman & Rhodes, 2002; Rhodes, 2008). Best practices can serve to increase the rate of success in formal mentoring programs and
can reduce negative impacts, such as early relationship termination. Regardless of the reason for termination, it can be perceived by the mentee as
intentional rejection (Downey & Feldman, 1996; Downey, Lebolt, Rincorn, & Freitas, 1998; DuBois et al., 2002; Grossman & Rhodes, 2002) and can
lead to negative self–perception and lowered academic performance. The literature identifies six best practices for individual mentors: (a) training, (b)
commitment to the relationship, (c) respect for the mentee's background, (d) respect for the individual, (e) mutual activities, and (f) use of support
(see Figure 1). Each of these is discussed below. Although those in "helping professions" (e.g., teachers, counselors) who have received formal training
have greater predictive success as mentors, training and support provided to lay persons can produce similar results (DuBois et al., 2002). Mentors
should avail themselves of

The Impact Of Innovation On Nursing Education Essay
The impact of innovation in nursing education is essential in order to provide competent nurses during the nursing shortage. Upon review of Craven
Community College's curriculum (CCC), it was noted that peer mentoring could be utilized in order to decrease anxiety and increase confidence in
nursing students. Peer mentoring has been defined as a planned relationship between a more experienced person and a less experienced person with the
purpose of achieving identified outcomes. In a peer–mentoring relationship, the mentor and mentee are similar in terms of age and status (Hunt &
Ellison, 2010). This relationship could foster collaboration and a spirit of inquiry. It is consistent with the situated learning theory and provides
opportunities to develop teamwork and collaboration strategies (Botma, Hurter & Kotze, 2012). There are benefits for the mentee as well as the mentor.
Upon literature review, it was noted that effective mentoring can contribute toward a positive learning environment and valuable learning experiences
(Botma, Hurter & Kotze, 2012). A long standing concern among nursing faculty has been the large number of students that a clinical faculty member is
responsible for during a clinical experience and faculty time for adequate supervision and attention (Bagnardi, 2011). Peer mentoring is a strategy that
has been used in the clinical setting. A major role of the mentor is to assist and encourage students to link theory to practice in a practical setting

Research Question And Hypothesis Of Online Peer Mentoring
RESEARCH QUESTION AND HYPOTHESIS
Problem Statement
As seen from the literature, there is a problem with ensuring that resources to further education are delivered to rural high school students. This
problem is apparent in the fact that rural high school students cannot benefit from programs like Strive because of their distance from major
universities. We want to study this problem further because the lowcollege attendance and graduation rates of rural states like Idaho mean that teens
are lacking opportunities to better their living situations, broaden their minds, and greater contribute their talents to society.
Research question
With this problem in mind, the purpose of the study is to find out whether the use of online peer mentoring in programs such as Strive for College are
as effective as in–person peer mentoring, and whether further efforts should be made to allocate resources and time towards online mentoring. The
questions to be addressed are as follows:
1. Is the practice of online peer mentoring as effective at getting at risk high school students to go on to higher education as its in–person counterpart?
2. Can students possess a positive relationship with mentor support using online peer mentoring as much as they do with in–person peer mentoring?
From what we have learned from the literature, we hypothesize that online mentoring will be as successful as its in–person counterpart and that a
positive relationship through online mentoring can be maintained.

How Mentoring Is Beneficial For The Workplace As Well As A...
Mentoring is a strategy that is beneficial to increased productivity in the workplace as well as a fulfilling love for one's career. Mentoring can take
place at many levels. It can occur at an education level or as we enter into prospective careers. Those who miss out on the opportunity to be
mentored, have a lower chance to perform at high levels or receive positions that are more successful. Mentors and protГ©gГ©'s work on challenging
tasks and activities together, in an effort to enhance the skills of the protГ©gГ©. The earlier a protГ©gГ© is taken under the wing of a mentor proves
extremely beneficial.
As we have learned white males are the majority opposed to women, ethnic women, and minorities. The means that the chances of the mentor being a
white male is extremely high, whereas the protГ©gГ©s are likely to be any form of minority. It is often challenging to minorities (especially women).
Although, mentoring relationships are thought to be best between those who have similarities (educational background, gender, race), it is beneficial
for diverse teams to come together sharing cultural differences, views and mindsets. Diversity actually brings forth a great deal of benefits for shaping
and building the relationships in mentoring teams. The bible shares with us in the bible that "one generation shall commend your works to another, and
shall declare your mighty acts" (Psalms 145:4, English Standard Version). We are destined to lead others and teach them the things that will

Essay about Mentoring
Managing People Individual Assessment
Managing Mentoring
With the development of the more organic and less formal organisational structures the role of mentors has shifted with these changes. Unlike
previously where mentors where seen as formal trainers who taught newcomers the processes and got them acquainted with the cultures and the
systems within the organisation. Which required good interpersonal skills and a good knowledge of the activity or tasks the mentee would have to
undertake, and be able to effectively relay or demonstrate the tasks or activities to the mentee. As opposed to more recently where a mentor would
have to be more of an emotional counselor and demonstrate more skills than were traditionally required from ... Show more content on Helpwriting.net
...
Accompanied with the current shift towards more organic organisation structures and more emphasis on the learning organisation, mentoring provides a
more all round experience to the mentees by getting them confident with their role with the organisation. It also improves communication throughout
the organisation by allowing mentees to give feedback and learn in a not so formal fashion which helps people feel more relaxed and develops the
formal and informal culture of the organisation.
From the organisations standpoint mentoring is a cost effective way of training and developing new staff, and it helps retain existing staff by giving
them more responsibility. It is argued that with the underlying causes behind facilitated mentoring lying in cost effectiveness, does this underlying tenet
prevent a real chemistry existing between the mentor and the mentee.
This is not necessarily the case in all organisations, the Metropolitan police force (a non–profit organisation) have recognised the need for mentoring
and have incorporated it both internally and externally to assist them in their day to day work. The Metropolitan Police have started a mentoring
scheme for young ethnic officers by pairing them with a mentor from the same background, to help them get prepared for the job and also to act as
counselors and to deal with any reservations they may have about joining the force. This type of mentoring scheme is based more around relationship
forming and

Review Officer Student Internship Report
I am a first–year student at the Peter A. Allard School of Law at the University of British Columbia, and it is with great interest that I write to apply
for the Review Officer Student Internship. I am interested in this position because of the valuable service that WorkSafe BC performs for the public,
which I believe touches the lives of working British Columbians in a significant way.
I believe my experiences make me an exceptional fit for this position. In my capacity as Special Projects Officer of the largest faculty at the University
of Toronto, I was entrusted with complex responsibilities. These included producing a complete course as well as program registration and enrolment
guide, analysing and producing reports from large amounts ... Show more content on Helpwriting.net ...
Working with LSLAP has allowed me to cultivate professional relationships, to research complex issues, draft letters, interpret complicated legislation
and communicate effectively in both oral and written form. whose role was to provide practical legal advice to low–income clients. The clinic that I
volunteer at is the only one in the program that can provide such a service in Mandarin as well as Cantonese in addition to English. Because there
were often more clients making appointments than clinicians available, I was often required to take several files during my clinic hours that span
across a wide variety of legal issues and work on them concurrently. Doing so has not only taught me the value of using a workload management
system but has also enabled me to become adept at using such systems to effective distribute, prioritize, and manage my time with each file so that I
am able to help my clients to the best of my

Personal Narrative : Social Network Analysis
Roshan Ravishankar Dr. Carton MGMT 101 2.20.2016 MGMT 101 Paper: Social Network Analysis As alluded to in the assignment description, it is
useful to first define what my own personal idea of success entails. I view success as maximizing my achievement and that of my close friends and
family, while defining achievement as the accomplishment of difficult and rewarding goals. Moreover, my personal ambition is to contribute to the
implementation of knowledge from statistics and mathematics into the biological and biomedical sciences – either through a career in academia or
industry. Maintaining a strong network can help me by serving as a source of new ideas, emotional support, guidance, and insight. For convenience,
and because they are not... Show more content on Helpwriting.net ...
My first goal is to strengthen my ties with some of the individuals in my mentoring network, because my current network is diffuse and weak. My
mentoring network consists of my advisors, research coordinators, and other career–oriented mentors. The density of this network is only about 15%.
This group is more varied in terms of age, gender, and race than my peer network. After studying my mentoring network, I have realized that I need to
improve the strength of my relationships with the members of this network. For example, I rarely interact with these members outside of instances
where their direct consultation is necessary (such as when courses need to be selected, a form needs to be signed, or a roadblock is encountered in a
project). This ultimately hampers my own accomplishment because it prevents me from benefiting from the advice and guidance that my network has
to offer. Thus, in the future, I plan to communicate with the members of my mentoring network more frequently. First, I will keep them more updated
on my progress, and not allow months to pass by without communication Sending updates will strengthen our relationship by showing them how much
I value their mentorship. Second I will request their opinion and guidance more often. This will not only demonstrate my desire to better myself, but
also grant be knowledge and perspective that will be helpful as a I move further in my

Peer Mentoring: Horizontal Hostility In Nursing
Wendy Maurer
Instructor Mays
English 122
8 February 2016
Horizontal Hostility in Nursing
Workplace violence and hazing is problem in almost every profession, but in nursing it could potentially put a life in danger. Nursing students are not
warned about "nurses eat their young" sometimes until it is too late. If you get lucky you get to experience it during your clinical rotation where you
have your instructor to back you up or you have the other students that are still your friends. It is always an eye opener when the nurse you are buddied
up with during your clinical calls you "student" for the whole day because she cannot be expected to remember every student's name. It is times like
these you do not want to go to your instructor and ... Show more content on Helpwriting.net ...
This article has a little more of the history of nurse bullying and talks more about the self–esteem in early nursing and the change of self–esteem
throughout the years due to the increased respect nurses are shown now than in the early years. The author speaks more of person experience and
experiences of others. It touches on the absentee rates of nurses that are bullied. There is also mention of the bullying during clinical rotations, which
makes bullying in nursing learned. We must overcome bullying by increasing our self–esteem, look at your–self first and reeducate ourselves. The
sources for this article are current and appropriate for this article; there are some I am going to check to see if they will be more useful to me. The
article was accepted by peer review. The author is creditable as she is the Associate Professor, Loretto Heights School of Nursing in Denver

My First Year As A Mentor Program's Growth

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