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Holcomb, Cenira. "Mentor and mentee perceptions of the importance and effectiveness of mentor support." [Tampa, Fla] : University of South Florida, 2006. http://purl.fcla.edu/usf/dc/et/SFE0001859.
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Astrove, Stacy L. "What do mentors learn? The role of mentor and protégé role behavior and relationship quality in mentor learning." Diss., University of Iowa, 2017. https://ir.uiowa.edu/etd/5704.
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Mentoring is defined as a reciprocal relationship between a less experienced individual (protégé) and a more experienced individual (mentor) that has consistent, regular contact over a period of time and is intended to promote mutual growth, learning, and development within the career context (Haggard, Dougherty, Turban & Wilbanks, 2011; Kram, 1985; Ragins & Kram, 2007). Inherent in this definition of mentoring is that individuals learn, develop, and grow from their mentoring interactions. Despite this, limited research explores the learning that occurs from mentoring relationships. The purpose of this study is to examine what mentors learn from mentoring experiences and how these experiences relate to mentor outcomes. The outcomes include mentoring self-efficacy, mentor behavioral change intentions, and mentor learning. I draw on the relational mentoring perspective (Ragins, 2012) and social learning theory (Bandura, 1971, 1977) to ground my hypotheses. My hypothesized model addresses three broad research questions: 1) What do mentors learn from their experiences with their protégés? 2) How do mentoring experiences relate to learning? and 3) Under what conditions do mentoring experiences relate to learning?
I conducted a mixed methods study in an academic setting. My population included professors in North American doctoral granting universities and the PhD students they mentored. After identifying interested professors (mentors), I asked mentors to send study information to their PhD students (protégés). Both quantitative and qualitative data were collected via electronic survey. Surveys were time-lagged with three waves over a four month period.
I found that mentors gained mentoring-specific, occupational-specific, and relational knowledge from mentoring their protégés. Additionally, mentors identified specific changes they wished to make to their mentoring behavior from their experiences with their protégés. I found that protégé positive role behavior and mentor positive psychosocial behavior were directly and positively related to career mentoring self-efficacy. Mentor positive career behavior was positively related to behavioral change intentions and protégé positive role behavior was positively related to relationship quality. I found that relationship quality did not mediate the relationship between role behaviors and mentor learning outcomes. Finally, I did not find support for the moderating effects of internal attribution for relationship quality, growth mindset, and feedback seeking.
This study makes four specific contributions to the management field. First, research in mentoring often confounds relationship quality with behavior (e.g., Eby, Butts, Lockwood, & Simon, 2004; Eby, Durley, Evans, & Ragins, 2008) and outcomes (e.g., Eby, Butts, Durley, & Ragins, 2010; Ragins, 2012). By studying role behaviors, relationship quality, and mentor learning outcomes as distinct constructs, I provide clarity and an avenue for future mentoring research. Second, this study contributes to the mentoring literature by demonstrating what and how mentors learn from mentoring experiences. A significant contribution of this study is the identification of three types of mentor learning and behavioral change intentions. Third, I examined the theoretical explanation for mentoring role behaviors and mentor learning outcomes. Whereas I found that relationship quality did not explain the relationship between role behaviors and mentor learning, leader-member exchange provides a promising avenue for future research. Finally, I introduced mentoring self-efficacy as an important outcome of positive mentoring relationships, with mentors experiencing increased self-efficacy through positive experiences with their protégés.
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Miller, Nicole Danielle. "Experiences of Peer Mentors Who Mentor At-Risk Students." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/6927.
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With the number of underprepared, at-risk students entering college, many institutions have developed initiatives to help support student success. Previous research has shown that peer mentoring has been used to support student success, but there is limited research on the mentoring experience from the peer mentors' perspective. The purpose of the study was to explore the experiences and perceptions of peer mentors who mentor at-risk college students at a 4-year institution. Using a phenomenological design, 8 peer mentors were interviewed. This study was built on Lave and Wegner's theory of situated learning and Zachary's 4-phase mentoring model to help explain the meaning and value that the participants attributed to their experiences. Moustakas's 7 step data analysis method was used. The results from this study suggested 5 themes that represent the peer mentors' experiences: (a) being a role model, (b) learning experiences for the peer mentors, (c) establishing accountability, (d) effective mentor/mentee communication and relationship, and (e) clarifying the role as a mentee. The participants believed they strengthened their leadership and communication skills as a result of their mentoring experience; they also placed a strong emphasis on the challenges that occur during the mentoring relationship. The participants gained an understanding of how the skills they developed would be used in their academics and future professional careers. The positive social change implications for this study included: (a) aiding in the training of future peer mentors; (b) the improvement of future peer mentor programs; (c) improved support for at-risk students; and (d) gaining new insights for other researchers searching to promote successful mentorship programs for at-risk students.
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Markusic, Matthew Peter. "Are You My Mentor? Student Views on Teachers as Mentors." Kent State University Honors College / OhioLINK, 2016. http://rave.ohiolink.edu/etdc/view?acc_num=ksuhonors1462535437.
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Leipzig, Universität, and University of Miami. "Mentor: Annette Torres." Compliance Elliance Journal (2017), 3:1, S. 19, 2017. https://ul.qucosa.de/id/qucosa%3A15601.
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Keith, Karin. "Communication Strategies for Mentor and Pre-Service Teachers: Mentor Teachers Presentation." Digital Commons @ East Tennessee State University, 2016. https://dc.etsu.edu/etsu-works/1028.
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Long, Brandy L. "The factors that influence an effective mentor and mentee relationship /." Electronic version (PDF), 2004. http://dl.uncw.edu/etd/2004/longb/brandylong.pdf.
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Blackwelder, Reid B. "Faculty Mentor at 20." Digital Commons @ East Tennessee State University, 2006. https://dc.etsu.edu/etsu-works/6990.
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Poznik, Jenica. "Comparison of swamp forest and Phragmites Australis communities at Mentor Marsh, Mentor, Ohio." The Ohio State University, 2003. http://rave.ohiolink.edu/etdc/view?acc_num=osu1407489569.
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Rowley, James B. "The professional development of mentor teachers : knowledge and attitudes undergirding mentor/inductee relationships /." The Ohio State University, 1989. http://rave.ohiolink.edu/etdc/view?acc_num=osu1487670346875649.
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Michels, Hjort Natalie. "Gandalf : Thinker, Teacher, Mentor, Grouch." Thesis, Högskolan för lärande och kommunikation, Högskolan i Jönköping, HLK, Ämnesforskning, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-23494.
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The Lord of the Rings is one of the most read novels throughout history. Its popularity is huge and it has a fan-base matched only by that of Star Trek and Star Wars. It is believed that its popularity is due to its applicability and its many interesting characters – which all have different personalities and appeal to different people. One of the most popular main characters is the powerful wizard Gandalf. In this essay, I argue that in Tolkien’s novel The Lord of the Rings, Gandalf's relationship to Frodo is constructed as a mentorship as defined by the modern pedagogical research, in order to examine what affect Gandalf's mentoring has on Frodo. In order to confirm this, it will first be established that Gandalf and Frodo has the potential to be in a mentoring relationship. Second, a close reading of the novel will be undertaken, analyzing Gandalf's and Frodo's interaction, comparing it to the interaction between a "good mentor" and his mentee, as defined by modern pedagogical research. Third, I will analyze how Gandalf's actions as a mentor influence Frodo's development and actions in the novel. This study shows that Gandalf and Frodo did indeed interact in the way of a mentor and his mentee. Furthermore, Gandalf performed his role the way a "good mentor" should; he asked questions, challenged productivity, encouraged risk-taking, helped to identify goals, listened actively, offered encouragement, promoted independence, provided feedback, shared critical knowledge, provided structure and gradually granted Frodo more responsibilities – the way a "good mentor" should. This all contributed to Frodo's success in helping him develop confidence, competence, self-knowledge, self-sufficiency and determination.
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Marriott, Andrew. "A software based mentor system." Thesis, Curtin University, 2008. http://hdl.handle.net/20.500.11937/721.
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This thesis describes the architecture, implementation issues and evaluation of Mentor - an educational support system designed to mentor students in their university studies. Students can ask (by typing) natural language questions and Mentor will use several educational paradigms to present information from its Knowledge Base or from data-mined online Web sites to respond. Typically the questions focus on the student’s assignments or in their preparation for their examinations. Mentor is also pro-active in that it prompts the student with questions such as "Have you started your assignment yet?". If the student responds and enters into a dialogue with Mentor, then, based upon the student’s questions and answers, it guides them through a Directed Learning Path planned by the lecturer, specific to that assessment. The objectives of the research were to determine if such a system could be designed, developed and applied in a large-scale, real-world environment and to determine if the resulting system was beneficial to students using it. The study was significant in that it provided an analysis of the design and implementation of the system as well as a detailed evaluation of its use. This research integrated the Computer Science disciplines of network communication, natural language parsing, user interface design and software agents, together with pedagogies from the Computer Aided Instruction and Intelligent Tutoring System fields of Education. Collectively, these disciplines provide the foundation for the two main thesis research areas of Dialogue Management and Tutorial Dialogue Systems. The development and analysis of the Mentor System required the design and implementation of an easy to use text based interface as well as a hyper- and multi-media graphical user interface, a client-server system, and a dialogue management system based on an extensible kernel. The multi-user Java-based client-server system used Perl-5 Regular Expression pattern matching for Natural Language Parsing along with a state-based Dialogue Manager and a Knowledge Base marked up using the XML-based Virtual Human Markup Language. The kernel was also used in other Dialogue Management applications such as with computer generated Talking Heads. The system also enabled a user to easily program their own knowledge into the Knowledge Base as well as to program new information retrieval or management tasks so that the system could grow with the user. The overall framework to integrate and manage the above components into a usable system employed suitable educational pedagogies that helped in the student’s learning process. The thesis outlines the learning paradigms used in, and summarises the evaluation of, three course-based Case Studies of university students’ perception of the system to see how effective and useful it was, and whether students benefited from using it. This thesis will demonstrate that Mentor met its objectives and was very successful in helping students with their university studies. As one participant indicated: ‘I couldn’t have done without it.’
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Marriott, Andrew. "A software based mentor system." Curtin University of Technology, Faculty of Engineering, Science and Computing, Dept. of Computing, 2008. http://espace.library.curtin.edu.au:80/R/?func=dbin-jump-full&object_id=21518.
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This thesis describes the architecture, implementation issues and evaluation of Mentor - an educational support system designed to mentor students in their university studies. Students can ask (by typing) natural language questions and Mentor will use several educational paradigms to present information from its Knowledge Base or from data-mined online Web sites to respond. Typically the questions focus on the student’s assignments or in their preparation for their examinations. Mentor is also pro-active in that it prompts the student with questions such as "Have you started your assignment yet?". If the student responds and enters into a dialogue with Mentor, then, based upon the student’s questions and answers, it guides them through a Directed Learning Path planned by the lecturer, specific to that assessment. The objectives of the research were to determine if such a system could be designed, developed and applied in a large-scale, real-world environment and to determine if the resulting system was beneficial to students using it. The study was significant in that it provided an analysis of the design and implementation of the system as well as a detailed evaluation of its use. This research integrated the Computer Science disciplines of network communication, natural language parsing, user interface design and software agents, together with pedagogies from the Computer Aided Instruction and Intelligent Tutoring System fields of Education. Collectively, these disciplines provide the foundation for the two main thesis research areas of Dialogue Management and Tutorial Dialogue Systems. The development and analysis of the Mentor System required the design and implementation of an easy to use text based interface as well as a hyper- and multi-media graphical user interface, a client-server system, and a dialogue management system based on an extensible kernel. The multi-user Java-based client-server system used Perl-5 Regular Expression pattern matching for Natural Language Parsing along with a state-based Dialogue Manager and a Knowledge Base marked up using the XML-based Virtual Human Markup Language. The kernel was also used in other Dialogue Management applications such as with computer generated Talking Heads. The system also enabled a user to easily program their own knowledge into the Knowledge Base as well as to program new information retrieval or management tasks so that the system could grow with the user. The overall framework to integrate and manage the above components into a usable system employed suitable educational pedagogies that helped in the student’s learning process. The thesis outlines the learning paradigms used in, and summarises the evaluation of, three course-based Case Studies of university students’ perception of the system to see how effective and useful it was, and whether students benefited from using it. This thesis will demonstrate that Mentor met its objectives and was very successful in helping students with their university studies. As one participant indicated: ‘I couldn’t have done without it.’
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Konrad, Christopher K. "An examination of the mentoring process: A study of the interaction between mentor and mentee in the context of an adolescent mentor program." Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 2005. https://ro.ecu.edu.au/theses/678.
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The purpose of this study is to explore the mentoring process, specifically the interactions between mentor and mentee in the context of an adolescent mentor program. The data was gathered through in depth interviews with two mentors and feedback sessions from nineteen mentee participants who were involved in a group mentoring program for young people aged 14-16 years. Several adolescent programs, conducted at local high schools, were included in the study. A qualitative methodology of constructivist hermeneutics was utilised to examine the data and link it to the literature related to the study question. The findings indicated that what occurs during the process of mentoring is multi factorial, complex and diverse. Mentoring takes place in a reciprocal way that is impacted by layered contexts. New data was gathered pertaining to the utility of several theoretical constructs that might help to explain how mentoring occurs. Implications for professionals wishing to work as mentors or wishing to implement mentoring programs are examined in this study. These include the need to recognize and comprehend mentor qualities and styles vis a vis various theoretical constructs such as role modelling, identification and inter subjectivity. Cultural, gender and developmental issues related to the process of mentoring are examined. Little research has been identified that brings the narratives of both mentor and mentee together in one study comparatively analysing them. In this regard the present study can be seen as unique and contributing something new to the literature on mentoring.
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Askew, Karyl Jacqueline Shand Meece Judith L. "The influence of mentor training and support on academic mentor self-efficacy and relationship quality from the perspectives of adult volunteer mentors and middle school youth /." Chapel Hill, N.C. : University of North Carolina at Chapel Hill, 2006. http://dc.lib.unc.edu/u?/etd,445.
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Thesis (M.A.)--University of North Carolina at Chapel Hill, 2006.Title from electronic title page (viewed Oct. 10, 2007). "... in partial fulfillment of the requirements for the degree of Master of Arts in Education in the Department of Education (Educational Psychology, Measurement, & Evaluation)." Discipline: Education; Department/School: Education.
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Gagnon, Nathalie Caroline. "Portrait de l’accompagnement mentoral au regard de l’agir compétent des enseignants-mentors œuvrant dans le cadre du Programme d’insertion professionnelle du nouveau personnel enseignant (PIPNPE) de l'Ontario." Thesis, Université d'Ottawa / University of Ottawa, 2017. http://hdl.handle.net/10393/35754.
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L’objectif de cette thèse est d’étudier l’accompagnement mentoral vécu par des enseignants- mentors jumelés à des enseignants débutants dans le cadre du Programme d’insertion professionnelle du nouveau personnel enseignant (PIPNPE) au regard d’une conception particulière de la compétence : celle de l’agir compétent de Le Boterf. Cette exploration a été rendue possible en étudiant la nature de l’accompagnement que des mentors prodiguent à leurs mentorés, les défis vécus et les bénéfices ressentis lors de cet accompagnement, leur sentiment d’efficacité quant à leur fonction de mentor ainsi que leurs besoins en matière de préparation, de formation et d’encadrement à l’accompagnement mentoral. L’originalité de la thèse réside dans le fait que peu d’études se sont intéressées à comprendre en profondeur la façon dont est vécu l’accompagnement mentoral du point de vue des enseignants-mentors. En étudiant cet accompagnement sous différentes facettes, cette recherche doctorale offre une vision globale et non fragmentée de l’expérience des mentors. Le choix d’une épistémologie constructiviste et conséquemment d’une méthodologie qualitative a également permis une description riche et détaillée de l’expérience vécue par ces enseignants-mentors. Enfin, l’utilisation du modèle de l’agir compétent, une conception profondément dynamique de la compétence intégrant les dimensions contextuelle, personnelle et sociale de l’accompagnement mentoral comme cadre d’analyse, constitue également un élément novateur de cette thèse. De façon plus précise, la thèse cherche à répondre à la question de recherche suivante : Comment, dans le contexte du PIPNPE, l’agir compétent se manifeste-t-il dans l’accompagnement mentoral vécu par les enseignants-mentors jumelés à de nouveaux enseignants ?
Cette recherche, ancrée dans le paradigme interprétatif, a tenté d’obtenir une meilleure compréhension du phénomène étudié à partir de la réalité et des points de vue des participants. L’accompagnement mentoral a donc été étudié selon le point de vue des différents acteurs qui y étaient engagés (mentors, mentorés et experts du PIPNPE). Puisque la recherche se situait dans une dynamique interactive entre le chercheur et les participants et dans un contexte teinté de leurs représentations et de leurs expériences personnelles, une posture interprétative a été adoptée. Plus particulièrement, l’étude de cas portant sur un cas unique, l’accompagnement mentoral d’enseignants-mentors prodigué dans le cadre du PIPNPE, a été employée. Afin de répondre adéquatement aux questions de recherche, onze dyades mentorales (dont dix mentors et dix mentorés jumelés dans le cadre du PIPNPE) ainsi que deux experts associés au PIPNPE ont été recrutés et ont participé à un entretien de recherche individuel semi-dirigé. Afin de diversifier les sources de données, l’analyse de documents sur le PIPNPE et d’un journal de bord a également été effectuée.
L’étude a permis, en plus d’approfondir les connaissances sur des thèmes encore peu explorés dans le domaine, d’établir des pistes de réflexion quant à l’élaboration de dispositifs de formation et d’encadrement répondant aux besoins particuliers des mentors et à la façon de maximiser la réussite des programmes de mentorat déjà en place. Par la mise en relation des résultats de la recherche concernant l’expérience d’accompagnement mentoral avec le modèle de l’agir compétent, cette thèse a permis de mieux comprendre les dynamiques derrière la construction de la compétence des enseignants-mentors. Il a donc été possible d’identifier un certain nombre de leviers à propos desquels des décisions peuvent être prises concernant la préparation, la formation, l’encadrement et les ressources à l’accompagnement des enseignants-mentors de même que le contexte dans lequel ils évoluent, pouvant ainsi maximiser le développement de leur compétence.
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Prescott, Molly E. "Mentee to Mentor Transition of Females in Young Life: A Qualitative Study." Ohio University Honors Tutorial College / OhioLINK, 2014. http://rave.ohiolink.edu/etdc/view?acc_num=ouhonors1416759395.
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Adams, Emily Joan. "Emotional Geographies of Beginning and Veteran Reformed Teachers in Mentor/Mentee Relationships." BYU ScholarsArchive, 2021. https://scholarsarchive.byu.edu/etd/9195.
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Reformed teaching is better for students' conceptual understanding compared to the more popular traditional style of teaching. Many beginning teachers wanting to teach reformed conform to traditional teaching within their first couple years of teaching. I argue that this can happen because the emotional labor to continue teaching reformed without support is too high. Having a reformed math mentor can decrease this emotional labor and provide more support to beginning reformed teachers. This study builds on and adds to Hargreaves (2001) emotional geography framework to better understand the emotional closeness/distance beginning and veteran reformed teachers have talking about their practice. The results of this study show the emotional closeness/distance of four emotional geographies: moral, political, physical, professional of two mentor/mentee teachers pairs.
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Jano, Rubina. ""Mentors' perception of the effectiveness of the Big Brother Big Sister mentor training programme"." Thesis, University of the Western Cape, 2008. http://hdl.handle.net/11394/2791.
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Magister Psychologiae - MPsychMentoring has gained a great deal of popularity across various professional fields and disciplines over the past few years. More recently, planned mentoring has become an important form of intervention with young people (Philip, 2003). Although mentoring can be an effective strategy for dealing with youth, the mentoring is only as good as the relationship that develops out of the process between mentors and mentees and the match that is made between the two parties. The number of mentor programmes that is running continues to grow yet the quality of these programmes remains unknown as this area lacks agreed upon sets of standards and / bench marks that could be used to determine the effectiveness of these programmes (Sipe, 1988 -1995). The primary aim of this study is to evaluate the mentors' perceptions of the effectiveness of a mentor training programme run by Big Brother Big Sister South Africa.
South Africa
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Gordon, Terry W. "Leadership characteristics of mentor teachers as perceived by mentor teachers/teacher leaders in the induction process /." The Ohio State University, 1986. http://rave.ohiolink.edu/etdc/view?acc_num=osu1487267024995135.
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Cox, Elaine Rosalie Jane. "Mentors - born or made? : a study of mentor development in a community mentoring context." Thesis, Lancaster University, 1999. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.484206.
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Mentoring is a burgeoning activity, occurring in a large variety of organisational settings. Although the gains for all parties are well recognised the emphasis in much of the mentoring literature is on benefits for recipients. This study highlights the lack of attention paid to mentor development and through a qualitative study of a community mentoring project, draws out a number of important aspects aimed at informing future training and support for mentors. A multi-method approach, incorporating documentary and experiential analysis, together with focus groups and interviews, provides details of recruitment and selection, training and matching, and reveals mentors' responses to different aspects of their role. In particular a tension is detected between the voluntary nature of mentoring and the recruitment requirement for `mentor readiness' in order to meet mentees' needs. The potential for enhancing mentor development through role-play during training is emphasised, and exposes the need for contextual understanding. The crucial need for an understanding of the mentoring context is discussed alongside the ongoing modification of that understanding through interaction with the mentee during mentoring practice. This process of practice-based learning is considered vital in the development of mentors and mechanisms for enhancing and capturing learning through self-reflection are described. The need for mentor networks in which mentors can share good practice and begin to build communities of practice is also stressed. Another important aspect which is accented in this study is the definition of mentoring itself. The term `transactional mentoring' is introduced in order to distinguish between spontaneous mentoring and formal mentoring which is usually time constrained and reliant upon a negotiated scheme definition and agreements made between the mentor and mentee
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Bunting, Bryce D. "A Model for Peer Mentor Learning: Designing for Skill-acquisition among Undergraduate Peer Mentors." BYU ScholarsArchive, 2011. https://scholarsarchive.byu.edu/etd/2682.
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This design report details the development of a summer training experience for peer mentors in the Freshman Mentoring program at Brigham Young University. The purpose of the project was to develop an extended training program which would assist peer mentors in developing core mentoring skills necessary for their work with first-year students. The design of the training was informed by a number of theoretical frameworks including experiential learning, reflective practice, and narrative design. The training was evaluated using a post-then survey instrument as well as analysis of qualitative data collected from learners throughout the training. Analyses of these data suggested that peer mentors increased both their mentoring skill and confidence in providing mentoring to first-year students. This document also reports on the practical, design, and theoretical insights which emerged from the project as well as their implications for other designers who face similar design challenges. Finally, a brief discussion of the way in which the project has influenced the professional development of the designer is included.
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Gates, Leigh K. "Mentor perceptions of effective mentoring programs /." Electronic version (Microsoft Word), 2006. http://dl.uncw.edu/etd/2006/gatesl/leighgates.html.
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Lykknes, Anette. "Ellen Gleditsch : professor, radiochemist, and mentor." Doctoral thesis, Norwegian University of Science and Technology, Department of Chemistry, 2005. http://urn.kb.se/resolve?urn=urn:nbn:no:ntnu:diva-1773.
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Paper III "Published as Ellen Gleditsch: Duty and responsibility in a research and teaching career, 1916-1946. Historical studies in the physical and biological sciences, 36 no. 1, 131-188 . © 2005 by [the Regents of the University of California/Sponsoring Society or Association]. Copying and permissions notice: Authorization to copy this content beyond fair use (as specified in Sections 107 and 108 of the U. S. Copyright Law) for internal or personal use, or the internal or personal use of specific clients, is granted by [the Regents of the University of California/on behalf of the Sponsoring Society] for libraries and other users, provided that they are registered with and pay the specified fee via Rightslink® on [Caliber (http://caliber.ucpress.net/)/ AnthroSource (http://www.anthrosource.net)] or directly with the Copyright Clearance Center, http://www.copyright.com."
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Gaete, Valenzuela Carlos Andrés. "Plan de globalización para IT Mentor." Tesis, Universidad de Chile, 2012. http://www.repositorio.uchile.cl/handle/2250/111867.
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Magíster en Gestión para la GlobalizaciónEl objetivo principal de este proyecto consiste en desarrollar un plan de globalización para la empresa IT Mentor. Esta empresa chilena entrega soluciones tecnológicas basadas principalmente en tecnologías Microsoft y las implementa a través de su personal altamente calificado. La oportunidad de globalización se origina a partir del interés de diversificar los ingresos fuera del mercado chileno, como también responde a la solicitud de actuales clientes que poseen operaciones en América Latina. Estos últimos no han encontrado una calidad de servicios similar por parte de proveedores en el exterior. Mediante un análisis PEST y considerando también índices tecnológicos, la cartera actual de clientes y la Facilidad de Hacer Negocios se escogió a Perú como país de destino para iniciar la internacionalización. Adicionalmente, se decidió que la oferta de servicios para el mercado peruano debe abarcar el mismo portafolio actual de servicios pero dando una mayor prioridad a soluciones basadas en Plataformas Microsoft. Por consiguiente, se escogió como proyecto tipo para este plan de globalización, la venta y mantención de monitoreo se servidores . Se definieron dos etapas iniciales para comenzar la internacionalización de la empresa. Éstas corresponden a Internacionalización de la mano de clientes actuales y Acuerdos Comerciales con Distribuidores de HW Peruanos . Mientras que para la primera el modelo de comercialización se basa en la explotación de la cartera actual de clientes, la segunda se basa en la prospección de nuevos clientes para lograr acuerdos comerciales con empresas peruanas de la misma industria. La estrategia de IT Mentor consistirá en enviar personal a Perú para las etapas de implementación y mantención por un número de horas definidas mensualmente. El objetivo es realizar la mayor cantidad de actividades remotamente desde Chile y minimizar las horas presenciales en Perú. Lo anterior implica ajustar las tarifas actuales mediante un factor que considere los costos asociados a los viajes del personal. Por otro lado, para afrontar este proyecto es necesaria la contratación de nuevos profesionales y la inversión en servidores a medida que la demanda vaya en aumento. La proyección de ventas y la estimación de costos consideraron un escenario conservador . El VPN total (asumiendo continuidad perpetua del proyecto después del quinto año) se estimó alrededor de $500 millones y un periodo de recuperación de la inversión de aproximadamente de 2 años. La sensibilización del proyecto consideró escenarios alternativos pesimista y optimista , donde el VPN total varía desde $334 millones a $650 millones respectivamente. Con el fin de lograr el éxito de este proyecto, se recomienda que IT Mentor adopte una política comercial más proactiva para lograr acuerdos comerciales en territorio peruano, como también que implemente las fases secuencialmente. Además, se recomienda realizar un seguimiento a los indicadores claves de calidad con el objetivo de que la internacionalización no afecte los servicios entregados a los clientes actuales. Finalmente, se sugiere que la empresa siga su política de capacitar a sus colaboradores para lograr una mayor eficiencia operacional y así rentabilizar aún más la operación del negocio.
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Blue, Timothy R. "Mentor-Teaching in the English Classroom." Digital Archive @ GSU, 2009. http://digitalarchive.gsu.edu/english_diss/48.
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This dissertation is a rhetorical analysis of the theories and practices surrounding student-centered mentor-teaching. I examine textual representations of the teacher/student relationship as well as theories and practices involved in the discursive formation of teacher/student relationships, examining the intersection (or lack thereof) between the ways we as researchers talk about teacher/student relationship formation and the way(s) such relationships form in the “real world” of the English classroom. This institutional critique of teacher/student relationships draws on the works of ancient rhetorical scholars like Quintillian and Socrates, and on the post-1980 scholarship of Robert Connors, Lad Tobin, bell hooks, Paulo Freire, Parker J. Palmer, Mike Rose, Wendy Bishop, Louise Rosenblatt, Jeffrey Berman, and Peter Elbow. These scholars have all provided helpful models for me as I have framed my own beliefs about the value of expressive writing, the usefulness of writing conferences, the need for teacher vulnerability as a model for students’ expressive writing, the appropriateness of various relational settings beyond the classroom, and the ways grading/responding to student writing can either promote or inhibit a trusting student/teacher bond. While all of these scholars have contributed to my own beliefs and ideas, I am merely identifying and classifying pedagogical movements; rather, I am synthesizing these movements’ theories and practices in order to formulate an overall critique of the strengths and weaknesses of the various approaches. I also draw heavily upon the theoretical underpinnings of psychoanalysis, feminism, reader-response criticism, and composition studies to weave together a synthesized working model of mutually beneficial teacher/student relationships as they pertain to the high school and college English classrooms. Ultimately, I suggest my own contributions to the existing scholarship that will call for a mixture of both bolder pedagogical approaches and greater relational caution, depending upon the concept and the student(s) involved. I conclude with suggestions for utilizing teacher research to formulate new theories and practices for mentor-teaching in the English classroom.
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Gaget, Mireille. "Incompatibilité interspécifique chez Populus : effet Mentor." Lyon 1, 1988. http://www.theses.fr/1988LYO10012.
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L'incompatibilite interspecifique chez les peupliers resulte d'un arret passif des tubes polliniques dans les tissus femelles, se produisant a l'issue de leur phase autotrophique de croissance. Plusieurs proteines et glycoproteines polliniques diffusibles sont associees au groupe d'incompatibilite. Certaines beta -galactosidases seraient des effecteurs metaboliques impliques dans la reprise de la croissance heterotrophique. Les observations cytologiques demontrent que la pollinisation mentor (pollen compatible sterilise+pollen incompatible) provoque une stimulation de croissance des tubes polliniques incompatibles. Toutefois aucun individu hybride n'a ete obtenue de cette maniere. Cependant, celle-ci a induit le developpement d'individus probablement parthenogenetique
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Chanco, Rene A. "A mentor plan for Bible students." Online full text .pdf document, available to Fuller patrons only, 2002. http://www.tren.com.
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Waugh, William A. "Follow me new member mentor training /." Online full text .pdf document, available to Fuller patrons only, 2004. http://www.tren.com.
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Gaget, Mireille. "Incompatibilité interspécifique chez Populus effet Mentor /." Grenoble 2 : ANRT, 1988. http://catalogue.bnf.fr/ark:/12148/cb376137487.
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Zhang, Dongsong. "Virtual mentor and media structuralization theory." Diss., The University of Arizona, 2002. http://hdl.handle.net/10150/289810.
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In the 21st century, e-Learning has been widely used in both academic education and corporate training. However, many e-Learning systems present multimedia instructional material in a static, passive, and unstructured manner, giving learners little control over learning content and process. As a result, higher effectiveness and greater societal potential of e-Learning are hindered. This thesis makes two primary contributions to this trend. From a theoretical perspective, we propose a new concept called "Virtual Mentor (VM)" and a research framework called Media StructuRalization Theory (MSRT). The VM refers to a multimedia-based e-Learning environment that emphasizes interaction, flexibility, and self-direction. The MSRT aims at providing guidance toward effective design and implementation of virtual mentor systems. From a technical perspective, we have developed a prototype VM system called Learning by Asking (LBA), which integrates various information technologies. The major technical innovation is adoption of a novel natural language approach to content-based video indexing and retrieval. We conducted empirical studies to validate a few propositions of the MSRT. The results demonstrated that structuring of multimedia content and the use of instructional videos improved learning outcome significantly. The learning performance of students in an eLearning environment with content structuring and synchronized multimedia instruction is comparable to that of students in traditional classrooms. Our research was enabled by the LBA system, which provides a learner-centered, self-paced, and interactive online learning environment. In order to enhance personalized and just-in-time learning, the LBA system allows learners to ask questions in conversational English and watch appropriate multimedia instructions retrieved by LBA that address learners' interests. Traditional video indexing and retrieval approaches are based on scene changes or other image cues in videos that are not normally available in video lectures. We propose a novel two-phase natural language approach to identifying relevant video clips for content-based video indexing and retrieval. It integrates natural language processing, named entity extraction, frame-based indexing, and information retrieval techniques. The preliminary evaluation reveals that this approach is better than the traditional keyword-based approach in terms of precision and recall.
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Miller, Gwen Elizabeth Dudginski. "A Cross-case Analysis of Mentee Change in Leadership Behavior during a Mentoring and Coaching Program in Virginia." Diss., Virginia Tech, 2008. http://hdl.handle.net/10919/28906.
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The purpose of this study was to determine in what ways the mentees’ behavior changed during a formal mentoring and coaching program conducted during the 2006-2007 school year in Virginia and what accounted for the change(s). Because a sharp increase in responsibilities in recent years has made the job of the principal more demanding and stressful, it is imperative that principals get help from a mentor coach to sharpen the leadership skills that they need to be successful. Information obtained in this study pertaining to a formal mentoring and coaching program and whether or not it changed the leadership behavior of mentees can be used to develop future mentoring and coaching programs for high school principals.
This qualitative study took a collective case study approach that focused on collecting information regarding the leadership skills of high school principals who had worked with a mentor coach during the 2006-2007 school year. This study involved six high school principals who formed three dyads during the formal mentoring and coaching program. Triangulation of data sources included interviews with participants, data from the 2006/2007 and 2007/2008 National Association of Secondary School Principals (NASSP) 360 Self and Observer Assessments, reflection log protocols of the mentor coaches, and mentee shadowing protocols. Data were analyzed using a logical analysis approach which included coding data, finding patterns, labeling themes, and developing category systems. Results of this study were presented as categories and discussed using both the conceptual framework and the 10 leadership skill dimensions identified by NASSP and closely related to the standards endorsed by the Interstate School Leaders Licensure Consortium (ISLLC).
This collective case study reveals that the three mentees who participated in a formal mentoring and coaching program in Virginia experienced change, meaning improvement, in the following eight of the ten NASSP leadership skill dimensions: (a) setting leadership direction, (b) teamwork, (c) sensitivity, (d) organizational ability, (e) judgment, (f) results orientation, (g) developing others, and (h) understanding own strengths and weaknesses. Two mentees improved slightly and one not at all in the two leadership skill dimensions, oral communication and written communication. The history of the mentee, some characteristics of the mentor coaches, and several variables pertaining to the administrative mentoring and coaching program accounted for their change in leadership behavior.Ph. D.
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Bunting, Bryce D. "Being Transformed by Being a Peer Mentor: An Examination of High-Impact and Transformative Peer Mentor Experience." BYU ScholarsArchive, 2014. https://scholarsarchive.byu.edu/etd/5628.
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This multi-article dissertation explores the potential for the undergraduate peer mentoring experience to contribute to transformative learning for those who serve in peer mentoring or peer leadership roles. While past research has established that peer mentors experience a variety of positive outcomes associated with their leadership experience, there are gaps in the literature with regard to how the peer mentor experience can be intentionally designed as a high-impact practice for student leaders. Through three qualitative studies, as well as a comprehensive literature review, this dissertation addresses this gap by exploring what peer mentors report learning through their mentoring experiences (Article #1), the types of experiences that contribute to transformative learning (Articles #2 and #3), and how transformative learning can be facilitated through a particular designed training intervention (Article #4). Based on the findings of these four studies, an emerging framework is proposed to describe the characteristics of high-impact and transformative PM learning environments. This framework suggests that transformative PM learning is most likely when (a) the learning of PMs themselves is an explicit objective of the program or initiative, (b) PMs are engaged in purposeful routines and structured practices that facilitate learning, (c) PMs are exposed to unfamiliar and challenging situations in their mentoring practice, (d) theoretical and conceptual understandings (e.g., selected readings) are integrated into PM development; (e) PMs are provided with frequent and structured opportunities for reflection on their experiences, and (f) PMs are part of a supportive mentoring community. Recommendations for the design of high-quality PM learning environments are made based on the elements of this framework. Additionally, directions for future research on peer mentoring as a high-impact practice are made.
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Tomlinson, Paula. "Mentor Teachers' Perceptions of Effective Mentoring Strategies." Thesis, Walden University, 2019. http://pqdtopen.proquest.com/#viewpdf?dispub=13858505.
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Educators at a public high school in Southeastern United States depend on mentor teachers to minimize the attrition rate among beginning teachers, yet the strategies implemented by mentors lack definition and clarity. The purpose of this study was to explore mentor teachers’ perceptions of effective mentoring strategies and their needs when mentoring new teachers. Maslow’s humanistic learning theory guided this bounded basic qualitative study. The research questions focused on the mentoring strategies mentor teachers perceived as effective and the needs of the mentors. Ten high school mentor teachers, who currently mentor new teachers, were purposefully selected to participate in individual and focus group interviews. Precoding, open and axial coding were used to inductively analyze the data. The results showed mentors promote school culture, are a source of information, build relationships, use data to drive discussion, provide opportunity for reflection, conduct observations, connect theory with practice, and model professional behavior as effective strategies. Mentor teachers indicated that effective communication is crucial when mentoring new teachers. Additionally, they need specific skills to help beginning teachers better understand the reality of teaching and address their unrealistic expectations of the profession. Based on the findings a 3-day professional development for mentor teachers was developed to address mentors’ needs. This endeavor may contribute to positive social change when district administration provides mentor teachers with professional development to enrich their mentoring strategies which in turn may address the challenges new teachers experience and reduce the attrition rate.
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Merriman, Carolyn S., P. Ramsey, S. Blowers, and J. Grooms. "Creating and Sustaining Peer Mentor-Tutor Programs." Digital Commons @ East Tennessee State University, 2009. https://dc.etsu.edu/etsu-works/8441.
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Clagett, Martin Richard. "William Small 1734-1775: Teacher, Mentor, Scientist." VCU Scholars Compass, 2003. http://scholarscompass.vcu.edu/etd/731.
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Several studies have examined the life of William Small but only in respect to certain phases of his life, particularly Small's connections to Thomas Jefferson, James Watt, or the Birmingham Lunar Society. In 1758 William Small was recruited for the post of professor of mathematics at the College of William and Mary. From 1760 through 1762, he was Thomas Jefferson's only professor at the College of William and Mary. In 1764 Small returned to England and, with the assistance of Benjamin Franklin and others, became physician and scientific advisor to Matthew Boulton, a wealthy industrialist. Small, Boulton, and Erasmus Darwin established the celebrated Birmingham Lunar Society, which played an important role in the industrialization of Britain in the late eighteenth century. In 1767, Small met James Watt and thus began a collaboration that produced the steam engine. While American scholars have concentrated on Small's influence on Thomas Jefferson, British scholars have focused on Small's role in the Birmingham Lunar Society or his role in the development of the steam engine. This study examines Small's life in its entirety. Areas of Small's life overlooked by previous studies include his early life and education, the substance of his teaching career at the College of William and Mary, and his medical career. The true extent of Small's influences and the connections that he maintained between British and American intellectuals can only be seen by examining his life in its entirety. This study sought to bring together the disparate elements of Small's life in order to make clearer his place in history.
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Zorotovich, Jennifer, and Madison Wiggins. "Tales from the Mentor and the Mentee: Faculty-Student Collaborations in Undergraduate Student Research." Digital Commons @ East Tennessee State University, 2020. https://dc.etsu.edu/secfr-conf/2020/schedule/44.
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The benefits of undergraduate student research are vast and have been well documented by the literature (Lopatto, 2003, 2010; O’Donnell, Botelho, Brown, Gonzalez, & Head, 2015; Russell, Hancock, & McCullough, 2007) despite barriers that have withstood the test of time (Wayment & Dickson, 2008). The current workshop will be led by a faculty-student duo, both with extensive experience in undergraduate research. Using evidence-based research, presenters will provide an overview of the benefits and barriers to undergraduate research and will present a logic model used for successful faculty-student collaboration. An interactive component of this workshop will prompt audience members to construct personal logic models to specifically explore their goals and feasibility in undergraduate research programming.
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Wright, Telena. "A survey of mentor/mentee activities in beginning teacher induction programs in Region XI." Thesis, University of North Texas, 2000. https://digital.library.unt.edu/ark:/67531/metadc2486/.
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The recruitment and retention of teachers demand attention with estimates of two million new teachers needed in the next decade. Hiring under qualified teachers necessitates adequate induction programs. Development of a recommendation for a teacher induction program comprises the purpose of the study. The recommended induction and support program addresses the activities perceived as valuable by both mentors and mentees. The researcher describes the mentor programs currently in place in Region XI in northern Texas by surveying the mentors and mentees; of particular relevance is a determination and description of the program model in place. Data sources include the literature review and information obtained from Region XI mentors/mentees. Data shows the model in Region XI is primarily a colleague model. Mentors and mentees are matched for grade level, content area and physical proximity. Three of the most frequently occurring activities are in the category emotional support, three in logistical concerns, two in systems information, one in student management, and one in instructional support. Mentees believe those activities associated with classroom management and organization and developing confidence and self-esteem are most important. Mentors concur. Specific recommendations for structuring a comprehensive beginning teacher induction and support program include reexamining the program currently in use, prioritizing timing of implementation, articulating campus mentoring goals, adhering to logistical areas of concern, providing training for the mentors in a program of psychological support that focuses on the psychological needs of the beginning teacher, providing time within the day, and evaluating current programs at the end of each year using those beginning teachers involved.
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Ramaswami, Aarti. "A cross-cultural examination of the relationship between mentor-protege similarity and mentor behavior in India and the U.S." [Bloomington, Ind.] : Indiana University, 2009. http://gateway.proquest.com/openurl?url_ver=Z39.88-2004&rft_val_fmt=info:ofi/fmt:kev:mtx:dissertation&res_dat=xri:pqdiss&rft_dat=xri:pqdiss:3358939.
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Thesis (Ph.D.)--Indiana University, Kelley School of Business, 2009.Title from PDF t.p. (viewed on Feb. 8, 2010). Source: Dissertation Abstracts International, Volume: 70-05, Section: A, page: 1715. Adviser: George F. Dreher.
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Zeolla, Donna Marie Robertson Emily. "The work of the mentor a study of public and private school mentors of new teachers /." Related electronic resource: Current Research at SU : database of SU dissertations, recent titles available full text, 2004. http://wwwlib.umi.com/cr/syr/main.
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Tye, Marian Elizabeth. "The mentor and the entrepreneur a study of mentors and mentoring through the lens of entrepreneurs /." Swinburne Research Bank, 2008. http://hdl.handle.net/1959.3/48524.
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Thesis (PhD) - Australian Graduate School of Entrepreneurship, Faculty of Business and Enterprise, Swinburne University of Technology, 2008.[A thesis is submitted in fulfilment of the requirements for the degree Doctor of Philosophy, Australian Graduate School of Entrepreneurship, Faculty of Business and Enterprise, Swinburne University of Technology - 2008]. Typescript. Includes bibliographical references (p. 254-273)
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Arnolds, Lionel. "Guidelines for the development of youth mentor programmes." Thesis, Stellenbosch : Stellenbosch University, 2004. http://hdl.handle.net/10019.1/49979.
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Thesis (MPhil)--Stellenbosch University, 2004.ENGLISH ABSTRACT: Close, personal relationships with adults are seen to contribute positively to the development of young people. Whilst mentoring has been established in other parts of the world, it is a relatively new concept in South Africa. The purpose of this study is to establish guidelines for the development of youth mentoring programmes. The literature study deals with the human development of youth during adolescence. Those factors, both within the family as well as in the environment, that affect the development of young people, are discussed. The phases of the mentoring process is also described. The Hearts of Men mentoring programme is used as an example of a youth mentoring programme that is based in the community. An exploratory and descriptive study was undertaken in order to describe the development of youth during adolescence. An empirical study was undertaken based on the literature review. A sample comprised of 18 young people participating in the Hearts of Men mentoring programme in the Strand was involved in the study. With the help of the empirical study the perception of the young people with regard to the mentor and mentee roles was examined. The findings of the study reveal that the young people in the Hearts of Men programme have a positive experience of the mentoring process and have an understanding of the mentor and mentee roles. In order to establish youth mentoring programmes, organisations must possess the knowledge of and skills in the mentoring process and must have an understanding of the human development of young people as well as of theories relating to their development.
AFRIKAANSE OPSOMMING: Persoonlike verhoudings met volwasse persone word beskou as 'n positiewe bydraende faktor tot die ontwikkeling van jongmense. Terwyl mentorprogramme redelik gevestig is in ander dele van die wêreld, is dit 'n relatiewe nuwe konsep in Suid Afrika. Die doel van hierdie studie is om riglyne daar te stel vir die ontwikkeling van jeug mentorprogramme. Die literatuurstudie het gehandel oor die menslike ontwikkeling van jongmense gedurende adolessensie. Faktore binne die gesin, sowel as die omgewing, wat 'n invloed het op die ontwikkeling van die adolessent is bespreek. Die fases van die mentorproses is ook beskryf. Die Hearts of Men program is gebruik as 'n voorbeeld van 'n gemeenskapsgebaseerde jeug mentorprogram. 'n Verkennende-beskrywende studie is onderneem om die ontwikkeling van die adolessent gedurende adolessensie te beskryf. 'n Empiriese studie gegrond op die literatuurstudie is gedoen. 'n Steekproef, bestaande uit agtien jong deelnemers aan die Hearts of Men mentorprogram in die Strand, is by die ondersoek betrek. Met behulp van die empiriese ondersoek is die persepsies van die jong persone rakende die rol van die mentor en mentee in die mentorprogram ondersoek. Die bevindinge van die ondersoek toon dat die deelnemers aan die Hearts of Men mentorprogram 'n positiewe ervaring van die mentorproses ondervind, en dat hulle begrip toon ten opsigte van die rol van die mentor en mentee in die mentorprogram. Ten einde jeug mentorprogramme te implementeer, moet organisasies oor die kennis en vaardighede beskik rakende die mentorproses. Organisasies moet ook begrip toon rakende menslike ontwikkeling van jongmense, en kennis hê oor teorieë wat op hulle ontwikkeling betrekking het.
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Kishore, Angeli. "Mentor: o outro lado da relação de mentoring." Universidade de São Paulo, 2013. http://www.teses.usp.br/teses/disponiveis/12/12139/tde-22112013-171213/.
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Muito se fala sobre as mudanças ocorridas na forma de se enxergar a carreira dos indivíduos, nas últimas décadas. Enquanto a carreira no passado era caracterizada pela mobilidade linear e ascendente, dentro de uma ou poucas organizações, atualmente a carreira vem se tornando cada vez mais sem fronteiras, marcada por transições mais frequentes dentro e fora das organizações. Devido às mudanças surgem necessidades individuais pelo aprendizado contínuo, pela busca do autoconhecimento, pela obtenção de informações e pela gestão da própria carreira, sendo as redes sociais de desenvolvimento aceleradoras do desenvolvimento individual. As redes sociais de desenvolvimento podem ser entendidas como múltiplas relações de apoio ao desenvolvimento, em qualquer momento da carreira, de dentro ou fora das organizações, independentemente da hierarquia. Entre os vários tipos de redes está o mentoring, entendido como uma relação de desenvolvimento entre duas pessoas, na qual o mentor apoia o protegido em seu desenvolvimento. O mentor é aquele que conduz o protegido e é também conduzido na busca da realização total, por meio do provimento de altos apoios de carreira e psicossociais. Embora os estudos acadêmicos sobre mentoring tenham se iniciado há mais de três décadas, a maior parte das pesquisas ainda possui como foco o recebedor dos apoios, entendido como protegido. Todavia, sabe-se que a outra parte da relação, o mentor, é essencial para a existência e para a qualidade do processo de mentoring. Devido à importância do mentor para o desenvolvimento de carreira e à lacuna de estudos sobre esse desenvolvedor, procurou-se responder à seguinte questão: \"Qual é a percepção do mentor sobre a relação de mentoring?\". O público-alvo foram mentores apontados por indivíduos em posições de gestão de pessoas nas empresas, sendo 12 entrevistas realizadas. O estudo foi exploratório, qualitativo e as técnicas de investigação e de análise utilizadas foram a entrevista e a análise de conteúdo, respectivamente. Quanto aos resultados encontrados, observaram-se os apoios do mentor focados no bem-estar de outros, indicando a presença do valor cultural da autotranscendência nas razões para desenvolver do mentor e na percepção das recompensas recebidas por eles. Acredita-se, assim, em uma possível relação entre valores culturais e a percepção do mentor sobre a relação de mentoring. Além disso, foi verificada a preferência dos mentores por protegidos com altas capacidades, levando à reflexão questões sobre o processo de identificação e de similaridade entre as partes. Finalmente, ressalta-se a relação entre o conceito de mentor adotado neste trabalho e o valor da autotranscendência, uma vez que, ao oferecer apoios de carreira e psicossociais, o mentor estimula o outro e é também estimulado na busca do desenvolvimento total da personalidade, da auto-realização e do tornar-se si mesmo.Many studies have addressed the different perceptions that career has gained over the last decades. While in the past, the career was characterized by the ascending linear mobility, within the organizations, nowadays it has progressively changed to a boundaryless career. As such, it is characterized by more frequent transitions inside and outside the organizations. Because of that, the need for continuous learning, self-assessment, information and career management arose. In this scenario, the developmental networks are promoters of the individual development. The developmental networks perspective can be understood as the relations that support the development of the person, emerging from within or without the organizations with the participation of several hierarchical levels and multiple relationships, at the same time and at any moment of the career. One particular type of developmental network is mentoring, which is a developmental relationship between two individuals, in which the mentor leads the protégé through his self-fullfiment process. Mentoring involves career and psychosocial supports, and the mentor is defined as the individual who has offered high amounts of both, as perceived by the protégé. The former helps the latter in the process of self-fulfillment. Although academic research on mentoring has begun few decades ago, the vast majority is focused on the receiver\'s perspective, i. e., the protégé. However, it is known that the mentor is an essential player for both the quality and even the existence of the mentoring relationship. Given its key role and the lack of studies addressing this developer, this work addresses the question: \"What is the mentor\'s perception in the mentoring relationship?\". The dataset was composed by 12 mentors appointed by individuals in management level inside organizations. This is a qualitative exploratory study, in which the technique used was interviews and content analysis. Results show (1) the prevalence of self-transcendence as driver of the mentors\' development actions and (2) preference by mentors for high qualified protegés. Thus, we could hypothesize the association between cultural values and mentor\'s perception about the mentoring relationship and the importance of similarity and identification process in protegé\'s selection. Finally, we could verify the association between the mentor\'s concept adopted for this study and the cultural value of self-transcendence.
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Merriman, Carolyn S., P. Ramsey, S. Blowers, and J. Grooms. "Creating and Sustaining Nursing Peer Mentor-Tutor Programs." Digital Commons @ East Tennessee State University, 2008. https://dc.etsu.edu/etsu-works/8442.
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Arias, Montani Walter, Cabrera Rodrigo Cáceres, and Zumaita Fiorella Centurión. "Centro de Coaching Educativo y Nivelación Académica Mentor." Master's thesis, Universidad del Pacífico, 2015. http://hdl.handle.net/11354/1572.
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La estructura de la educación tradicional contempla construcción de saberes a través de un trabajo conjunto entre la familia y las instituciones educativas cuyo ideal común es la formación de seres humanos integrales. Sin embargo, según los datos obtenidos en la investigación y entrevistas a especialistas en educación, este proceso de formación integral se puede ver afectado por diversos factores como la falta de enseñanza personalizada en los colegios, un mal ambiente de trabajo en casa, la falta de supervisión por parte de adultos y la práctica inadecuada de hábitos de estudio, siendo esta última el principal factor que les permitirá estar preparados para los retos posteriores como la vida universitaria y laboral. Ante la presencia de estos factores que afectan el rendimiento académico y la necesidad de preparar a los adolescentes para el futuro, se detectó la oportunidad de negocio de crear un centro de after school que brinde el servicio de refuerzo académico a jóvenes entre 12 y 17 años, teniendo como propuesta de valor central inculcar hábitos de estudio apoyados en metodologías de “coaching educativo”. MENTOR ofrecerá clases de refuerzo escolar en cursos de ciencias, clases personalizadas con docentes altamente calificados, junto con un trabajo de coaching educativo a cargo de un psicólogo educativo; la propuesta es una alternativa novedosa e integral que combina los beneficios de reforzamiento académico con un seguimiento psicológico basado en técnicas de coaching educativo, con el objetivo de brindar al alumno herramientas que le permitan concretar sus proyectos y metas. Consideramos como segmento objetivo a los alumnos de primero a cuarto de secundaria de los principales colegios particulares del NSE A y B de Lima Metropolitana. Nuestro servicio generará valor a través de la atención personalizada, seguimiento y apoyo a cada uno de nuestros alumnos, con una comunicación permanente a los padres de familia a fin de que conozcan la evolución de sus hijos.
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Curtis, James Patrick. "A marriage mentor program for the local church." Online full text .pdf document, available to Fuller patrons only, 2004. http://www.tren.com.
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Lima, Lizzette. "Personality and Motivational Characteristics of the Successful Mentor." Scholar Commons, 2004. https://scholarcommons.usf.edu/etd/1131.
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The purpose of this study was to investigate the relationship between mentor characteristics (i.e., motivational tendencies, personality traits), mentoring provided, and protégé outcomes. A motivational approach was taken, in the sense that motives to mentor, as well as personality characteristics of the mentor, were considered in regard to their ability to predict the type of mentoring provided and outcomes for the protégé. Specifically, the potential relationships between personality traits (Intrinsic Motivation, Learning Goal Orientation, Conscientiousness, Extraversion, Agreeableness, and Machiavellianism) and mentor motives, as well as the provision of career and psychosocial mentoring, were examined. In addition, the current study examined the ability of mentor characteristics to predict several protégé outcomes.
Ninety-one mentors (i.e., college juniors and seniors) were paired with 91 protégé (i.e., college freshmen) and were asked to meet for a half hour each week for four consecutive weeks. Self-report measures were collected from both mentors and protégés before the mentoring sessions began (T1) and after (T2) they were completed to determine the effect of having a mentor on various outcomes. All mentoring sessions were videotaped so that trained raters could code the type of mentoring behaviors that occurred within a given session. Results were analyzed via correlational analyses, exploratory regression analyses, and hierarchical regression analyses. Individuals who were generally more intrinsically motivated and learning goal oriented reported being more motivated to mentor others for intrinsic satisfaction reasons. Mentors who were more extraverted and agreeable than their peers reported being more motivated to mentor in order to benefit others.
In addition, having a mentor who provided career mentoring reduced school-related stress for a protégé. The key findings of the current study provide support for the view that personality and motivational characteristics of the mentor affect the type of mentoring provided, albeit indirectly in some cases. In addition, it is important to consider multiple sources of mentoring data provided (i.e., mentor, protégé,independent rater) rather than just the protégé's point of view because this will provide a more well-rounded picture of the mentoring relationship, as well as identify potential gaps in perception that may exist between mentors and protégés.
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Kadir, Shilan, and Anna Käller. "Hur uppfattas mentorskapet för nyutexaminerade socionomer? : En kvalitativ studie om hur erfarna socialsekreterare uppfattar mentorskapet för nyutexaminerade socionomer inom socialtjänsten." Thesis, Ersta Sköndal högskola, Institutionen för socialvetenskap, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:esh:diva-4963.
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The aim was to find out the experiences of mentoring and its introduction in social services. The object was achieved by interviewing experienced social worker who had a few years of work experience in social services. Our study was an attempt to understand how mentoring can be seen during the induction period for newly qualified social workers in social services. To get an understanding of the interviewees' perceptions of mentoring, we tooke help of a Human Resources perspective. In the study, we used a qualitative research with data collection based on semi-structured interviews. The sample consisted of a convenience sample of five experienced social workers in department’s financial assistance and child and youth care. According to the study result it is important to have a mentoring and a comprehensive introduction, since it benefits the entire organization. All respondents in the study felt that a mentoring provides security and a check for recent graduates. Based on the results we have seen that even if an organization has an elaborate mentoring program/introduction program it’s not guaranteed to be completed.Syftet med studien var att undersöka erfarna socialsekreterares uppfattningar kring mentorskap samt den introduktion nyutexaminerade får inom socialtjänsten. Syftet uppnådes genom intervjuer med erfarna socialsekreterare som har arbetslivserfarenheter inom socialtjänsten. Studien kan ses som ett försök till att förstå hur mentorskap kan uppfattas under introduktionsperioden för nyutexaminerade socionomer inom socialtjänsten. För att få en förståelse för intervjupersonernas uppfattningar kring mentorskap har ett Human Resource (HR) perspektiv använts. Studien är kvalitativ och baserad på semistrukturerade intervjuer. Urvalet bestod av ett fem erfarna socialsekreterare inom avdelningarna ekonomiskt bistånd och barn- och ungdomsvården. Resultat påvisade vikten av att tillämpa ett mentorskap och en innehållsrik introduktion. Detta var något som gynnade hela organisationen. Mentorskapet upplevdes bidra till trygghet och kontroll för de nyutexaminerade. Utifrån resultatet har vi kunnat konstatera att även om en organisation har ett utarbetat mentorskapsprogram/introduktionsprogram är det inte garanterat att det fullföljs.
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Judd, Julie Delcamp. "CTO Mentor Program| Examining the effectiveness of the CTO Mentor Program and its impact on the K-12 technology leader's career." Thesis, Pepperdine University, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=3700023.
Full textAbstract:
In order to support the 21st century learning initiatives facing California K-12 educational agencies--including the influx of mobile devices, common core standards, online high stakes testing, and student privacy--an educational organization must employ a well-trained, knowledgeable, and effective technology leader. The California Educational Technology Professionals' Association's (CETPA) Chief Technology Officer (CTO) Mentor Program certification provides assurance that the chosen technology leader has been exposed to, is familiar with, has a working knowledge of, and can apply the leadership, educational, and technology skills necessary to be a successful technology leader.
The purpose of this mixed method study was to identify the extent to which differences exist before and after candidates' completion of the CETPA CTO Mentor Program with regard to their perception of effective technology leadership in California K-12 educational organizations. A second purpose of this study was to identify the degree to which CETPA CTO candidates perceive the program's learning activities to be a relevant and effective means of mastering the program's learning objectives. The third purpose of this study was to identify the degree to which CETPA CTO graduates perceive the program's learning activities and objectives are relevant to their on the job performance. This study was conducted through the lens of Kirkpatrick's Four Levels of Program Evaluation.
The findings from this study suggest that the CTO Mentor Program provides a course of study that is relevant to the technology leader in K-12 educational agencies, meets the needs of adult learners, and provides a return on investment for the learner, his or her educational agency and the sponsoring organization, CETPA.
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Woolwine, Elaine W. "Components of An Effective Workplace Mentorship." Diss., Virginia Tech, 1998. http://hdl.handle.net/10919/37655.
Full textAbstract:
The purpose of the study was to identify the components of an effective workplace mentorship. Twenty-five panelists participated in a three-round Delphi study to reach a consensus on these components. The panelists were (1) local school-site teachers and school-to-work coordinators, (2) community college school-to-work coordinators, (3) directors of tech-prep consortia, and representatives from (4) business and industry, (5) labor and management, (6) corporate rsearch, and (7) federal government.
A two-round pilot study was conducted to test the initial open-ended questions for round 1 and to test the survey instrument developed for round 2. Feedback from the pilot study was used to develop the open-ended questionnaire instrument in round 1 and the Likert scale used in round 2 of the study. Criteria of an effective workplace mentorship were retained in both rounds 2 and 3 if 80% of the respondents rated them "important" or "very important."
The study produced 93 criteria in five categories necessary for an effective workplace mentorship. The five categories were: (1) program structure; (2) recruitment, selection, and placement; (3) support activities; (4) program outcomes and evaluation; and (5) ethics. A sixth category, barriers and obstacles to an effective workplace mentorship, was included in the survey and contained four responses. These four responses were summarized along with the 93 criteria of an effective workplace mentorship. A checklist of criteria is included for the assessment of existing programs or to aid those implementing new programs.Ed. D.