Gotowe bibliografie tematyczne / Mentees

Gotowa bibliografia na temat „Mentees”

Autor: Grafiati
Data publikacji: 4 czerwca 2021
Data aktualizacji: 31 stycznia 2023

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Artykuły w czasopismach na temat "Mentees"

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Zainol, Jamaluddin, i Abdus Salam. "An Audit on Mentor-Mentee Program: Mentees Perceptions on Mentors". Bangladesh Journal of Medical Science 20, nr 4 (18.06.2021): 840–47. http://dx.doi.org/10.3329/bjms.v20i4.54143.

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Introduction: Mentor-mentee program is essential for mentees’ development. The objective of this paper was to investigate mentees’ perceptions on their mentors. Methods: A questionnairesurvey among all-50 clinical-medical students who mentored by 16 faculty members at Widad University College(WUC)Malaysia, was conducted in 2019.A standardized-questionnaire that examined the mentorship-roles, communication-frequencies, mentor-mentee-relationships and mentoring-effectiveness was used. Relationship was measured by a 4-point scale against each of satisfaction, importance, support, and impact while effectiveness was measured using 0-5 scale on 11-behavioral-skills. Results: Response rate was 92%; only 17% mentees perceived, their mentors played all five mentorship-roles while 30% played only one role. Though 41% mentees had ≥6 communications per-semester with mentors, one year-5 mentee had no-communication at all. Over 16 mentor-mentee relationship and 55 mentoring-effectiveness scores, the mean relationship and effectiveness score was 12.03(75%) and 37.45(72%) respectively. Mentees expected more communication-sessions and their contributions to be acknowledged. Conclusion: Mentor-mentee program at WUC revealed 75% and 72% respectively in mentormentee- relationship and mentoring-effectiveness, which is good. However, faculty needs to play more mentorship-roles and acknowledged mentees’ contributions. Addition of portfolio and reflective-writing in the curriculum will benefits in monitoring mentees’ development. Educational managers should pay attention to this and adequate training of mentors to fulfil the mentees’ needs. Bangladesh Journal of Medical Science Vol.20(4) 2021 p.840-847
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Čiučiulkienė, Nijolė, i Rita Mičiulienė. "MENTORING STYLES AND THEIR CONTRIBUTION TO PEDAGOGICAL AND DIDACTIC COMPETENCE DEVELOPMENT". SOCIETY. INTEGRATION. EDUCATION. Proceedings of the International Scientific Conference 1 (21.05.2019): 131. http://dx.doi.org/10.17770/sie2019vol1.3818.

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The current educational theoretical and practical discourse intensively highlights the issue of the relationship between the mentor and mentee, in other words, the style of mentoring. The issue of influence of mentoring style to the development of mentees’ pedagogical and didactic competencies is still not sufficiently investigated. The purpose of the study is to explore mentoring styles and examine their contribution to the development of pedagogical didactic competencies of mentees. Reflective reports of student teachers (N=10) who had their internship practice in secondary schools, were analyzed using content (deductive) analysis method. The findings suggest that emerging mentoring style depends on the age and the previous pedagogical experience of mentee’s: young and having no pedagogical practice mentees tend to follow the traditional-hierarchical mentoring relationship, while older and with some pedagogical experience mentees prefer to practice reciprocal relationship with their mentors. Anyway, in both highlighted cases, the emphasis of mentors is placed on the development of didactical competencies rather than pedagogical. The prevailing mentor – mentee relationship in secondary education and implications for the professional identity of student teachers are discussed as well.
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Weinraub, Glenn. "Mentees and Mentors". Journal of Foot and Ankle Surgery 45, nr 4 (lipiec 2006): 195. http://dx.doi.org/10.1053/j.jfas.2006.04.017.

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Riedel, David J., Vera Luther, Vera Luther, Wendy Armstrong, Wendy Armstrong, Erin Bonura, Michael Melia i Brian Schwartz. "85. A Virtual Platform for Mentoring Clinician Educators at IDWeek is as Effective as In-Person". Open Forum Infectious Diseases 8, Supplement_1 (1.11.2021): S54—S55. http://dx.doi.org/10.1093/ofid/ofab466.085.

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Abstract Background Career mentorship for clinician educators (CE) may be difficult to obtain within one’s home institution. During IDWeek 2018 and 2019, a mentoring program pairing junior faculty pursuing careers as CEs with more experienced CEs from other institutions was found to be feasible and effective. During IDWeek 2020, the program was transitioned to a virtual format. We assessed the feasibility and efficacy of this virtual mentoring program. Methods Junior and established CEs were recruited through the IDSA listserv and Medical Education Community of Practice and paired. Mentees completed an individual development plan (IDP) and identified discussion topics for their meeting. Mentors received training on successful mentoring and their mentee’s IDP and CV prior to meeting. Mentor and mentees met via videoconference for one hour during IDWeek 2020, created an action plan, and scheduled a follow-up call. Post-participation surveys were sent to mentees and mentors. Results 30 mentor and mentee pairs were matched; 1 pair did not meet. Compared to IDWeek 2018 (17) and 2019 (20), the 2020 program had more mentees (30). 24 (80%) mentees completed the pre-session survey; 17 (59%) mentees and 20 (69%) mentors completed the post-session survey. When compared to survey results from mentees in 2018-19 who met in-person, mentees in the virtual format reported similarly high rates of satisfaction, planned to make changes at work, had an increase in confidence, and felt it was a valuable experience (Table 1). Mentors also reported high rates of satisfaction with the experience in 2020 and were likely to participate in the program next year (Table 2). Only 1 (6%) mentee reported that the virtual format negatively impacted their experience, although 6 (30%) mentors reported some negative impact of the virtual format (Table 3). Table 1. Post-session mentee survey responses across 2 in-person years (2018, 2019) compared to the virtual mentoring program (2020) Table 2. Post-session mentor survey responses across 2 in-person years (2018, 2019) compared to the virtual mentoring program (2020) Table 3. Experience of mentees and mentors with the 2020 virtual mentoring program Conclusion A virtual mentoring program for CEs was feasible and as effective for mentees as an in-person format. Some mentors felt that the virtual nature did negatively impact the experience although it had minimal negative impact on mentees. Disclosures David J. Riedel, MD, MPH , Gilead (Advisor or Review Panel member)ViiV (Advisor or Review Panel member) Vera Luther, MD, Nothing to disclose Wendy Armstrong, MD, Nothing to disclose Brian Schwartz, MD, Nothing to disclose
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Houghty, Grace Solely, i Yakobus Siswadi. "PERSEPSI MENTOR DAN MENTEE TENTANG PROGRAM MENTORSHIP". Jurnal Skolastik Keperawatan 1, nr 2 (31.12.2015): 1–11. http://dx.doi.org/10.35974/jsk.v1i2.79.

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ABSTRAK Latar belakang: Evaluasi pada semester pertama didapatkan bahwa sebanyak 51 mahasiswa Entry To Practice (ETP) Angkatan 2013 harus mengikuti program matrikulasi, tujuh mahasiswa mengundurkan diri dan lima mahasiswa ETP Angkatan 2014 yang dikeluarkan dari Fakultas Ilmu Keperawatan (FIK) Universitas Pelita Harapan (UPH) karena melanggar peraturan akademik. Program mentorship mulai dilakukan pada tahun ajaran genap 2013/2014. Evaluasi program mentorship belum pernah dilakukan. Tujuan: Penelitian ini bertujuan untuk mengidentifikasikan persepsi mentor dan mentee tentang program mentorship. Metode: Desain penelitian adalah deskriptif kuantitatif. Jumlah sampel adalah 52 mentor dan 314 mentee. Instrumen yang digunakan adalah kuesioner dalam bentuk self report. Data dianalisis secara univariat. Hasil: 38 mentor (73.08%) dan 208 mentee (66.24%) bahwa adanya peningkatan pengetahuan di dalam pembelajaran, 29 mentor (55.77%) dan 165 mentee (52.55%) setuju bahwa dapat bekerjasama dengan teman lainnya. Program mentorship memberikan pengaruh untuk tetap tinggal di kampus 20 mentor (83.33%) dan 85 mentee (88.54%) dari 24 mentor dan 96 mentee yang berniat untuk meninggalkan kampus. Diskusi: Diharapkan program mentorship dalam dikembangkan lebih baik lagi khususnya untuk program perekrutan dan pelatihan yang berkelanjutan bagi mentor. Kata Kunci: mentee, mentor, persepsi dan program mentorship ABSTRACT Background: Evaluation in the first semester showed that there are 51 students of ETP batch 2013 who have to follow the matriculation program, seven students quitted the program, and five students from ETP batch 2014 were dropped out for violating academic rules. The mentorship program started in the Academic Year of 2013/2014 on its Even Semester. The evaluation for mentorship program has not been done within the Faculty of Nursing, Universitas Pelita Harapan. Objective: to identify the mentor’s and mentee’s perception about the mentorship program. Methods: The study design is descriptive quantitative study. The samples are 52 mentors and 314 mentees. The instrument is questionnaires in the form of self-report questionnaire. The data analyzed using the univariate method. Results: 38 mentors (73.08%) and 208 mentees (66.24%) that mentorship program can increase knowledge in learning, 29 mentors (55.77%) and 165 mentees (52.55%) agree that improve collaboration with others. 20 mentors (83.33%) and 85 mentees (88.54%) from 24 mentors and 96 mentees that intend to leave campus agree that mentorship program can increase influence to remain in on-campus accommodation. Discussions: It is expected that the mentorship program can be developed better, specifically for the mentor recruitment program and the ongoing training for mentors. Keywords: mentee, mentor, mentorship program, perception Full printable version: PDF
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Luther, Vera, Wendy Armstrong, Erin Bonura, Michael Melia, David J. Riedel i Brian Schwartz. "134. idweek Clinician Educator Mentoring Program for Junior Faculty". Open Forum Infectious Diseases 7, Supplement_1 (1.10.2020): S197. http://dx.doi.org/10.1093/ofid/ofaa439.444.

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Abstract Background Effective career mentorship enhances well-being, productivity, and advancement in academic medicine. The pathway to success for clinician educators (CE) is often ill-defined. Career development resources and support for this pathway vary across institutions. To address this need, we created a mentoring program pairing junior faculty pursuing careers as CEs with more experienced CEs from other institutions during IDWeek 2018 and 2019. Methods Prior to IDWeek 2018 and 2019, a survey was sent through the IDSA listserv to identify members pursuing CE careers interested in extra-institutional career mentorship. These faculty were paired with mentors who were established career CEs identified via the IDSA Medical Education Workgroup. Mentees completed a brief individual development plan (IDP) and identified 3 discussion topics. Mentors received the mentee’s IDP and CV prior to IDWeek and were given brief guidance on successful mentoring. One hour advising sessions were held during IDWeek and ended with the creation of a mentee action plan and a scheduled follow-up call. Post-participation surveys were sent to mentees and mentors. Results 31 different mentees and 15 mentors participated in the program over two years. 26 (84%) mentees completed the post-session survey. 25 (96%) mentees and 14 (93%) mentors reported being very satisfied with their meetings at IDWeek. All mentees created an action plan with their mentor. 16 (62%) strongly agreed and 10 (38%) somewhat agreed that they planned to make changes based on the meeting. 21 (81%) mentees strongly agreed they received advice they were unable to get at their own institution. After the session, 18 (69%) strongly agreed they felt connected to a supportive CE community at IDSA; none strongly agreed in the pre-survey. All mentors and mentees agreed that this program was a resource that IDSA should consider expanding. Qualitative response themes from mentees emphasized the usefulness of an external perspective. Conclusion A mentoring program for junior faculty during IDWeek was feasible and effective for CEs. Through these interactions, mentees planned changes to enhance their careers and felt newly supported by the IDSA community. This model could be used for other ID career paths at future meetings. Disclosures All Authors: No reported disclosures
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Budasoff, Daniel. "Editorial: Mentors, Mentees, and Mentoring". International Journal of Periodontics & Restorative Dentistry 42, nr 4 (lipiec 2022): 446. http://dx.doi.org/10.11607/prd.2022.4.e.

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Chandrashekhar, Y., i Jagat Narula. "Mentees, Mentors, and the Mentorship…". JACC: Cardiovascular Imaging 7, nr 4 (kwiecień 2014): 434–37. http://dx.doi.org/10.1016/j.jcmg.2014.03.003.

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Taylor, Z. W., i Victoria G. Black. "Talking to the mentees: exploring mentee dispositions prior to the mentoring relationship". International Journal of Mentoring and Coaching in Education 7, nr 4 (3.12.2018): 296–311. http://dx.doi.org/10.1108/ijmce-04-2018-0019.

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Purpose The purpose of this paper is to explore how postsecondary mentoring programs address mentee dispositions prior to the mentee entering the reciprocal relationship, particularly which mentee dispositions are valued across mentoring program types, including peer, community-to-student, faculty-to-student and faculty-to-faculty programs. Design/methodology/approach This study employed quantitative content analysis to examine 280 institutional US postsecondary mentoring websites across four different institution types (public, four-year; private, four-year, non-profit; private, four-year, for-profit; public, two-year) and four different mentoring program types (peer or student-to-student, community-to-student, faculty-to-student and faculty-to-faculty programs). Grounded coding strategies were employed to generate these four mentoring program types, supported by extant research (Crisp et al., 2017). Findings Of 280 mentoring programs, 18.6 percent articulated mentee dispositions prior to entering the reciprocal relationship. When mentoring programs did address mentees, most programs articulated mentor duties aligned with mentee expectations (47.5 percent of programs) and program outcomes for mentees (65.7 percent of programs) rather than what the mentee can and should bring into a reciprocal relationship. Research limitations/implications This study is delimited by its sample size and its focus on institutional website content. Future studies should explore how mentoring programs recruit and retain mentees, as well as how website communications address the predispositions and fit of mentees within different types of mentoring programs. Practical implications This study provided evidence that many postsecondary mentoring programs in the USA may not be articulating programmatic expectations of mentees prior to the mentoring relationship. By failing to address mentee predispositions, mentoring programs may not be accurately assessing their mentor’s compatibility with their mentees, potentially leading to unproductive mentoring relationships. Originality/value This study affirms extant research (Black and Taylor, 2017) while connecting mentor- and coaching-focused literature to the discussion of a mentee dispositions scale or measurement akin to Crisp’s (2009) College Student Mentoring Scale and Searby’s (2014) mentoring mindset framework. This study also forwards an exploratory model of mentoring program inputs and outputs, envisioning both mentor and mentee characteristics as fundamental inputs for a mentoring program rather than traditional models that view mentors as inputs and mentee achievements as outputs (Crisp, 2009; Searby, 2014).
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Ismail, Azman, Ishak Abd Rahman, Haslin Hasan, Mahmut Sami Ozturk i Zahide Gencturk. "RELATIONSHIP BETWEEN MENTORS’ SUPPORT, MENTEES’ JUDGMENTS ABOUT THEIR CAPABILITIES TO SUCCEED AND MENTEES’ CAREER DEVELOPMENT". Journal of Southwest Jiaotong University 57, nr 4 (29.08.2022): 174–86. http://dx.doi.org/10.35741/issn.0258-2724.57.4.15.

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This study evaluates the relationship between mentors’ support, mentees’ judgments about their capabilities to succeed, and mentees’ career development. A survey method was used to collect 723 survey questionnaires from undergraduate students at comprehensive-oriented universities owned by the Malaysian federal government. The results of the SmartPLS path model analysis confirm that mentees’ judgments about their capabilities to succeed have mediated the effect of mentees’ intangible and tangible support on mentees’ career development. The novelty of this study establishes the context of highlighting the key elements of mentors’ support that impact mentees’ judgments about their capabilities to succeed, thereby improving mentees’ career development in the universities.
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Rozprawy doktorskie na temat "Mentees"

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Adams, Rosemary Joy. "Constructing meaning from mentoring : the experiences of mentors and mentees". Thesis, University of Canterbury. School of Educational Studies and Human Development, 2004. http://hdl.handle.net/10092/2569.

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In this thesis I explored the experiences of four pairs of mentors and mentees who were part of a mentoring programme aimed at reducing truancy. I used in-depth interviews to gain insight into the complexity of mentoring relationships within this particular setting. The central focus of this work was to understand more about the processes of the relationship that occurred between mentors and mentees and the way the experience is made sense of by them. The findings suggest that factors such as the inherent assumptions of the programme, the expectations of the mentors and the responses of the mentees impact on feelings of satisfaction for mentors and the potential for developmental growth for mentees. I used the results of this study along with the current literature as a starting point to critique the underlying assumptions of this particular programme, to question the nature of successful mentoring and to explore the usefulness of socio-cultural theory as a perspective to add to our understanding of relationship dynamics within mentoring relationships. I suggest that this programme's use of 'friendship' as a method of encouraging developmental relationships that impacted on truancy left mentors under prepared for their role and feeling confused. I draw on socio-cultural perspectives to suggest that relationship dynamics like negotiation, joint engagement and participation in activity are useful ways to encourage developmental mentoring relationships within programme settings.
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Asseraf-Pasin, Liliane. "Mentoring practices in physical and occupational therapy: experiences of Canadian mentors and mentees". Thesis, McGill University, 2012. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=110374.

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The purpose of this study was to (a) gain an understanding of physical therapy (PT) and occupational therapy (OT) mentoring practices that occur in two large Canadian clinical teaching institutions, (b) understand how novice professionals are integrated into the workplace, and (c) examine the meaning that mentors and mentees attach to their mentoring experiences.The literature demonstrates that formal mentoring outcomes include building research competence (Byme & Keefe, 2002), strengthening personal and professional growth (Connor, Bynoe, Redfem, Pokora, & Clarke, 2000), contributing to an individual's academic career development (Pololi & Knight, 2005) and most importantly, promoting job satisfaction and retention (Smith, McAllister, & Snype-Crawford, 2001; Solomon, Salvatori, & Berry, 2001). The fact that no evidence with regard to physical and occupational therapy workplace mentoring exists inspired this study. This study examined the mentoring practices of five physical therapists and five occupational therapists working in two different university affiliated institutions. Using purposive sampling, six mentors with more than five years of experience, and four mentees with less or equal to one year of experience were recruited. Three in-depth interviews, and a concept mapping exercise followed by debriefing sessions in a focus group format, constituted the primary sources of data. Participants' and researcher's journals, and artifacts, such as memos, photographs, and interviews with four administrators/directors, completed the data collection. QSR Nvivo software was used to store and organize the data. The constant comparison method (Maykut & Morehouse, 1994) was utilized first to analyze the data. Thirty-two interview transcripts (526 pages) were coded to obtain conceptual themes. Categorization of data highlighted similarities and differences. Then, to triangulate the data, four participants' journals and interview and focus group transcripts were analyzed in depth using Lieblich's (1998) holistic-content approach. Using a narrative analysis approach allowed me to connect the data and constant comparison to explore the relationships and patterns across data (Maxwell & Miller, 2008). Narrative summaries were produced to represent a comprehensive view of four mentees and mentors' unique experiences; I used the ghostwriting approach to represent the narratives (Rhodes, 2000). The high expectations placed upon newly graduated professionals (McCloughen & O'Brien, 2005) coupled with the human resources shortage in the fields of PT and OT in Canada, render mentoring an essential element for hiring and retaining healthcare professionals. This study revealed that mentors facilitate the professional rite of practice of novice professionals by guiding them in choosing a profession, learning the ropes, and ultimately integrating them into the workplace. The findings demonstrated that previous clinical placements helped novices adapt to the workplace culture and assisted them with issues of place identity. In addition, this study highlighted the importance mentoring plays in constructing PT and OT professional identity. It showed that mentors and mentees working in complex healthcare settings all struggle, although in different ways, with the high demands of their jobs: However, with mentoring, they find ways to balance work and personal life. Finally, the results showed that the implementation of more formal mentoring programs might facilitate the integration of PT and OT professionals into the workplace, and suggested that institutions need to invest in these programs if they want to improve retention of their healthcare professionals, who are presently in higher demand than the existing supply.
Le but de cette étude était de parvenir à une compréhension des pratiques mentorales qui s'exercent en physiothérapie et en ergothérapie dans de grands établissements d'enseignement clinique universitaires canadiens, de comprendre la façon dont les professionnels débutants sont intégrés dans le milieu de travail, et d'examiner la signification que les mentors et mentorés accordent à leurs expériences mentorales. Dans cette étude, les pratiques mentorales de cinq physiothérapeutes et de cinq ergothérapeutes exerçant dans deux milieux universitaires canadiens distincts ont été examinées. Six mentors comptant plus de cinq années d'expérience et quatre mentorés avec un an ou moins d'expérience ont été recrutés en utilisant un échantillonnage de convenance. La réalisation de trois entrevues détaillées et l'élaboration d'une carte conceptuelle suivie de sessions de débreffage sous la forme d'un groupe de discussion ont constitué la principale source de collecte de données. Les journaux de bord des participants et des chercheurs, des artéfacts comme des mémos et des photographies ainsi que des entrevues avec deux administrateurs ont complété cette collecte de données. Le logiciel informatique QSR Nvivo a été utilisé pour enregistrer et organiser les données. La méthode de comparaison constante (Maykut & Morehouse, 1994) a été utilisée, dans un premier temps, pour analyser les données. Le processus de catégorisation des données a permis de mettre en évidence les similitudes et les différences. Par la suite, pour réaliser la triangulation des données, les transcriptions de quatre participants provenant des entrevues et des groupes de discussion concernant leurs cartes conceptuelles, ainsi que de leurs journaux de bord ont été analysés en profondeur à l'aide de l'analyse de contenu holistique de Lieblich (1998). L'utilisation d'une méthode mixte m'a permis dans un premier temps de relier les données et ensuite d'explorer les relations et les tendances qui s'en dégageaient (Maxwell & Miller, 2008). En conséquence, des résumés des narrations ont été produits pour représenter une vue d'ensemble des expériences uniques de quatre professionnels (deux mentors et deux mentorés) à l'aide de la méthode ghostwriting (Rhodes, 2000).Les attentes élevées à l'endroit des professionnels nouvellement diplômés (McCloughen & O'Brien, 2005), combinées à la pénurie de main d'œuvre en physiothérapie et en ergothérapie au Canada, contribuent à faire du processus de mentorat un élément essentiel à l'embauche et à la rétention des professionnels de la santé. Les conclusions de cette étude ont démontré que les mentors facilitent le rituel qui marque le passage des professionnels débutants à la pratique professionnelle en les aidant à choisir une profession, à apprendre les rouages du métier et, en fin de compte, à s'intégrer dans le milieu de travail. Cette étude a souligné l'importance que le mentorat joue dans la construction de l'identité professionnelle des ergothérapeutes et des physiothérapeutes ainsi que dans la facilitation de l'intégration des novices dans le milieu de travail. Enfin, les résultats de cette étude suggèrent que l'implantation de programmes de mentorat plus formels peut aider à consolider la construction de l'identité professionnelle des ergothérapeutes et des physiothérapeutes. Les institutions doivent investir dans des programmes formels de mentorat s'ils veulent améliorer la rétention de leurs professionnels de la santé, ces derniers étant en nombre inférieur à la demande.
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Dafoe, Eric C. "The Effectiveness of Peer Mentoring with High School Student Mentors and Child Mentees". Thesis, University of North Texas, 2017. https://digital.library.unt.edu/ark:/67531/metadc1062894/.

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This randomized, controlled study examined the effectiveness of two mentoring programs, child mentor relationship training (CMRT) and peer assistance and leadership (PAL®), on high school mentor empathic behaviors and child mentee behavior problems. Participants were 60 young, at-risk students (61.7% male; 38.3% Hispanic/Latino/a, 31.7% Caucasian, 21.7% African American, 8.3% biracial) and 30 high school students (53.3% male; 66.7% Caucasian, 26.7% Hispanic/Latino/a, 0.03% African American, 0.03% Asian). Mentors and mentees were randomly assigned to CMRT or PAL®, which was treatment as usual in the participating school district. Results from 2 (group) by 2 (time) repeated measures ANOVAs indicated compared to the PAL® treatment group over time, mentors in the CMRT group demonstrated statistically significant improvement in empathic behaviors with a large treatment effect, as rated by independent observers. Analysis revealed a moderate treatment effect with CMRT group mentee behavior problems, but the difference was not statistically significant between treatment groups over time. Further analysis revealed the CMRT group demonstrated statistically significant reductions in behavior problems from pre- to post-test with a very large treatment effect. Overall, findings support CMRT as a promising school-based intervention for at-risk young children that potentially increases school counselor efficiency.
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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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Smith, Leann Sherree. "Mentors' and mentees' perceptions of a system-wide mandated mentoring program for first-year teachers". Thesis, [Tuscaloosa, Ala. : University of Alabama Libraries], 2009. http://purl.lib.ua.edu/2181.

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King, James Michael Francis. "Perceptions of mentors and mentees participating in an English language mentoring scheme at a university in Hong Kong". Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2012. http://hub.hku.hk/bib/B48540249.

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Research on participant perceptions of one-to-one mentoring and peer tutoring programmes is available although little empirical study exists of schemes which recruit English-speaking foreign exchange students as language ‘mentors’ for tertiary learners wanting to improve their spoken English. This paper examines mentor and mentee perceptions before and after experiencing an English Language Mentoring Scheme at a university in Hong Kong, as well as possible causes of mentee attrition and retention. Research aims are met through implementation of pre- and post-programme questionnaires as well as post-programme focus group discussions. Using a grounded theory approach to data analysis, three main categories of perceptions emerge, including: Improvement of English; Social, Cultural and Interpersonal Growth; and Mentee and Mentor Responsibilities. Programme strengths as reported by mentees include improvement of spoken English, friendship, enhanced cultural knowledge and strengthened confidence in using spoken English. Uncertainty regarding mentor and mentee roles was found to be a programme weakness and one possible cause of mentee attrition. As the programme is perceived as a platform for spoken English improvement, friendship and improved cultural awareness, this dissertation argues for stronger promotion of this and similar programmes to meet stated university goals of internationalization and whole-person development.
published_or_final_version
Applied English Studies
Master
Master of Arts in Applied Linguistics
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Grimble, Konstance Laverne. "New Teacher Mentees' Perceptions of Mentorship as an Assimilation Strategy". ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3526.

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Attrition among new teachers with fewer than 5 years of experience was high in an urban high school in Texas. The high attrition rate is a problem for students, because high teacher turnover can result in teachers with low expertise. In this study, the conceptual framework used was Hord's professional learning community (PLC) model, which emphasizes trust and a utilization of a cycle of inquiry among colleagues to prepare lessons and assessments that affect student achievement. The purpose of this study was to determine new high school teachers' perceptions of assimilation techniques used by their mentors in the new teacher mentor program's PLCs. Also examined were new teachers' reports of what influenced them to remain at or leave the local setting. In this qualitative, single-bound explanatory case study, purposeful sampling was used to interview 10 new teachers in Grades 10 through 12 who had been through the mentorship program. Of the 10 interviewees, 5 were still employed in the local setting and 5 had resigned. Data were analyzed inductively using open coding of emerging themes that were color coded descriptively then organized into explanatory categories. Key findings were that new teacher mentees suggested ways to improve the mentorship program such as being able to choose their mentors and rotating through various mentors throughout the school year so that new teachers can have as many information sources as possible. This study contributes to positive social change by working to increase the retention rate among new teachers, improve classroom instruction, and make PLC more influential.
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Jackson, Michael Parrish. "The Common Ground: Case Studies and Portraits of African American Male Mentors and High Performing Mentees at an HBCU". The Ohio State University, 2014. http://rave.ohiolink.edu/etdc/view?acc_num=osu1397729125.

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Russ, Jonathan Duane. "Perspectives of Mentors and Mentees on the Teacher Mentor Program and Teacher Retention in a Small Urban School Division in Virginia". Diss., Virginia Tech, 2018. http://hdl.handle.net/10919/93596.

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Many school divisions throughout the U.S. are having a difficult time retaining teachers (Darling-Hammond, 2010; Ingersoll, R. M., 2004). 'High levels of attrition, estimated to be nearly 8% of the workforce annually, are responsible for the largest share of teacher demand' (Sutcher, Darling-Hammond, and Carver-Thomas, 2016, p. 2). According to Ingersoll and Strong (2011), Ingersoll and Perda (2011), and Skaalvik and Skaalvik (2016), reasons as to why teachers decide to leave the profession or change teaching locations include: job satisfaction, school demographics, student discipline, lack of administrative support, lack of teacher autonomy, and new teacher mentor programs. The purpose of this quantitative study was to identify mentor and mentee teachers' perceptions about the current mentoring program and their recommendations for future revisions that will increase teacher retention. An urban, central Virginia school division was selected for this study. Participants selected for this study have served as a mentor teacher for new teachers hired into the selected division or have recently been hired into the division. The division has approximately 260 full-time teaching professionals. From the beginning of the 2013-14 school year to the conclusion of the 2015-16 school year, 125 teachers were replaced. The attrition rate of the selected division is approximately double the attrition rate in the Commonwealth of Virginia (Pitts, 2017). Mentoring programs appear to be among the prominent approaches to teacher retention (McCann and Johannessen, 2010). The researcher sought to determine perceptions of mentor teachers regarding their suggestions for improvement in the current mentor program as a determining factor in whether teachers decide to remain in their current positions. This study yielded eight findings and six implications.
Ed. D.
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Fowler, Jane, i j. fowler@griffith edu au. "Mentoring relationships at work: An investigation of mentoring functions, benefits, and gender". Griffith University. School of Applied Psychology, 2002. http://www4.gu.edu.au:8080/adt-root/public/adt-QGU20030226.074725.

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The program of research reported here provides a contemporary view of mentoring relationships. In particular, it presents a definition that reflects mentoring experiences in modern organisations, identifies mentoring functions and benefits as perceived by mentees and mentors, and examines the relationships between those constructs and gender. Forty-eight mentees and mentors from a range of organisations, representing all possible gender combinations of mentee-mentor, were interviewed about their mentoring experiences. Content analysis of the interview data identified 42 categories of mentoring functions and 29 categories of benefits perceived by mentees and mentors. The emergent categories of mentoring functions and benefits were used to construct measurement instruments. The instruments were then completed by 500 mentees and mentors, again representing all four gender combinations of mentee-mentor, from a range of organisations. Principal components analyses revealed seven mentoring functions identified by mentees and eight by mentors. Those functions were Personal and Emotional Guidance, Coaching/Learning Facilitation (identified as two separate functions by mentors), Advocacy, Role Modelling, Career Development Facilitation, Strategies and Systems Advice, and Friendship. The study extended empirical research by identifying a range of distinct mentoring functions rather than the broad category approach adopted in previous research. The principal components solutions generated separately for mentees and mentors were similar, indicating convergent views between the providers and recipients of these functions. Several of the mentoring functions that emerged were similar to those identified by Kram (1980) and the emergence of new functions was interpreted in light of changes in organisations over the past 20 years and the recruitment of representative samples, in this study, that reflected those changes. Principal components analyses also revealed four mentoring benefits identified by mentees and five by mentors. Benefits for mentees were Professional Enhancement, Interpersonal Relationship, Professional Induction/ Immersion, and Professional Reward. By identifying the benefits that mentees themselves perceive as being attributable to their mentoring relationships, the current study extended empirical research on mentee benefits beyond, objective, traditionally measured outcome variables. Benefits for mentors were Professional Enhancement, Organisational and Peer Recognition, Interpersonal Relationship, Meaningfulness and Fulfillment, and Productivity. The range of benefits that emerged reflects the importance mentees and mentors place on the psychological and interpersonal experiences of their mentoring relationships. The relationships between mentoring functions and benefits and gender were examined for both mentees and mentors. Results indicate that gender effects are limited to only some mentoring functions and benefits. Examination of the relationships between distinct mentoring functions and benefits indicated that specific mentoring functions are related to particular benefits for both mentees and mentors. The theoretical and practical implications of these findings are discussed and suggestions for future research are provided.
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Książki na temat "Mentees"

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Common sense mentoring: Insights and answers for mentors and mentees. Chicago, IL: Perrone-Ambrose, 2008.

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J, Bland Carole, red. Faculty success through mentoring: A guide for mentors, mentees, and leaders. Lanham: Rowman & Littlefield Education, 2009.

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Thompson, Janet. Face-to-face with Sarah, Rachel, and Hannah: Pleading with God : 5 sessions for individuals, M&M's (mentors & mentees, friends, family) or groups : includes leader's guide for facilitators. Birmingham, AL: New Hope Publishers, 2011.

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Thompson, Janet. Face-to-face with Priscilla and Aquila: Balancing life and ministry : five sessions for individuals, m&m's (mentors and mentees, friends, family) or groups : includes leader's guide for facilitators. Birmingham, AL: New Hope Publishers, 2011.

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Thompson, Janet. Face-to-face with Lois and Eunice: Nurturing faith in your family : 5 sessions for individuals, M&M's (mentors & mentees, friends, family), or groups : includes leader's guide for facilitators. Birmingham, AL: New Hope Publishers, 2011.

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Face to face with Mary and Martha: Sisters in Christ : five sessions for individuals, M&M's (mentors & mentees, friends, family) or groups ; with leader's guide for group study facilitators and session guide. Birmingham, Ala: New Hope Publishers, 2009.

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Thompson, Janet. Face to face with Naomi and Ruth: Together for the journey : five sessions for individuals, M&M's (mentors & mentees, friends, family) or groups ; with leader's guide for group study facilitators and session guide. Birmingham, Ala: New Hope Publishers, 2009.

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Thompson, Janet. Face-to-face with Euodia and Syntyche: From conflict to community : five sessions for individuals, M&M'S (mentors & mentees, friends, family), or groups with leader's guide for group-study facilitators, and session guide. Birmingham, Ala: New Hope Publishers, 2010.

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Katalin, Juhász. Mentés másként. [Bratislava]: AB-ART, 2001.

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Les menthes sauvages. Le Mans(72006): Libra diffusio, 2009.

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Części książek na temat "Mentees"

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Cranwell-Ward, Jane, Patricia Bossons i Sue Gover. "Issues Impacting on Mentors and Mentees". W Mentoring, 209–17. London: Palgrave Macmillan UK, 2004. http://dx.doi.org/10.1057/9780230509214_21.

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Cranwell-Ward, Jane, Patricia Bossons i Sue Gover. "A Summary for Mentors and Mentees". W Mentoring, 231–34. London: Palgrave Macmillan UK, 2004. http://dx.doi.org/10.1057/9780230509214_23.

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Ellison, Aaron M., i Manisha V. Patel. "Fledging Your Mentees". W Success in Mentoring Your Student Researchers, 87–92. Cham: Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-031-06645-0_9.

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Moreno, Megan A., i Rachel Katzenellenbogen. "Your Team: Mentors, Staff, Colleagues, and Mentees". W Women Rock Science, 41–66. Cham: Springer International Publishing, 2019. http://dx.doi.org/10.1007/978-3-030-10498-6_3.

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Quek, George. "How to match mentors and mentees effectively". W Coaching and Mentoring in the Asia Pacific, 214–21. New York: Routledge, 2018.: Routledge, 2017. http://dx.doi.org/10.4324/9781315630014-25.

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Salim, Sarwat. "Effective Mentoring: A Guide for Mentors and Mentees". W Women in Ophthalmology, 351–58. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-59335-3_43.

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du Boulay, Dexter. "Mentoring Mentees to Mentor". W Mentorship, Leadership, and Research, 91–106. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-95447-9_7.

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Zammit, Katina, i Margaret Vickers. "Mentors and Mentees Working Together to Develop Institutional Capital". W Inclusive Education, 127–39. Rotterdam: SensePublishers, 2017. http://dx.doi.org/10.1007/978-94-6300-866-2_9.

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Rowland, Gill, i Penny Webb. "Developing a relationship with mentees". W Mentoring Teachers in the Primary School, 78–88. Abingdon, Oxon; New York: Routledge, 2021.: Routledge, 2020. http://dx.doi.org/10.4324/9780429424199-10.

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Tong, Chloé, i Kathy E. Kram. "The Efficacy of Mentoring - the Benefits for Mentees, Mentors, and Organizations". W The Wiley-Blackwell Handbook of the Psychology of Coaching and Mentoring, 217–42. Oxford, UK: John Wiley & Sons, Ltd, 2012. http://dx.doi.org/10.1002/9781118326459.ch12.

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Streszczenia konferencji na temat "Mentees"

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Zvaigzne, Anda, Sandra Murinska, Inta Kotane i Iveta Mietule. "Principles of effective mentoring communication in entrepreneurship: the results of a survey of experts". W 21st International Scientific Conference "Economic Science for Rural Development 2020". Latvia University of Life Sciences and Technologies. Faculty of Economics and Social Development, 2020. http://dx.doi.org/10.22616/esrd.2020.53.031.

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With the development of mentoring networks, communication between mentors and mentees and related problems in entrepreneurship have become an increasingly important topic in recent years. The aim of the research is to identify the most important problems that hinder an effective communication process between the mentor and the mentee in entrepreneurship based on expert opinions on the elements of and barriers to the communication process. The research results have revealed that mentors’ willingness to communicate, appropriately engaging in dialogue with their mentees, as well as honour and other skills and traits are essential. The experts have emphasized that it is important that the mentee does not take the mentor’s experience literally but critically assesses whether his/her resources are aligned with the goal. According to the experts, the most essential barriers to communication were a lack of time and logical barriers and obstacles that emerged to partners with different ways of thinking. Researchers need to continue the research started by the authors of the paper by working on and designing a communication model for mentors and mentees, taking into account the communication barriers identified in the present research and other factors relevant to communication in entrepreneurship.
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Rabindran, Dinesh, i Tricia S. Berry. "Graduates Linked With Undergraduates in Engineering (GLUE): A Case Study". W ASME 2007 International Mechanical Engineering Congress and Exposition. ASMEDC, 2007. http://dx.doi.org/10.1115/imece2007-44005.

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This paper presents a case study from the Graduates Linked with Undergraduates in Engineering (GLUE) Program in the College of Engineering at The University of Texas at Austin. This student mentoring program, offered in the spring semester every year, pairs undergraduate students (mentees) with graduate researchers (mentors) to foster undergraduate research. The benefits from the GLUE program are two-fold. While the undergraduate mentees get a feel for research, the participating graduate students can enhance their research mentoring skills. In this article we present a GLUE case study in the area of Robotics. The mentee in this case was a sophomore in Mechanical Engineering and the mentor (the first author) was a senior doctoral student in Mechanical Engineering. The project involved the design and development of a Dual Input Single Output (DISO) epicyclic gear train to enhance the performance of a robot joint. The system was completely designed and tested using MSC.ADAMS. While describing the project, the paper will demonstrate the improvement in research skills of the mentee using three different sets of criteria from the literature.
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Siew, Nyet Moi. "DEVELOPING STUDENTS’ 21ST CENTURY SKILLS IN STEM MENTOR-MENTEE OUTREACH PROGRAMS". W SCIENCE AND TECHNOLOGY EDUCATION: DEVELOPING A GLOBAL PERSPECTIVE. Scientia Socialis Ltd., 2021. http://dx.doi.org/10.33225/balticste/2021.166.

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STEM education has increasingly drawn attention internationally in recent years. In Malaysia, efforts to encourage students to take up STEM subjects have risen, but student enrolments in almost every STEM subject area have continued to fall over the last decade. The situation is even more challenging in Sabah, an East Malaysian state where 72 percent of its schools are located in rural areas with basic utilities and limited infrastructures. Therefore, a STEM Mentor-Mentee outreach program through university-school partnership was developed to address the gap in STEM education attainment. The program targeted tenth graders (aged 16 years) from rural secondary schools to help them learn STEM by relating it explicitly to their local environment. STEM activities were guided by the engineering design process while harnessing their 21st century skills. Mentors consisting of in-service and pre-service teachers who provided guidance, support and assistance to mentees. Data were captured through mentees’ responses to open-ended questions, mentors’ field notes, focus group observation and interviews. A total of 732 students, 342 in-service and 99 pre-service teachers were involved in the programs from 2015 to 2019. Findings suggest that the program was able to develop creativity, problem solving, critical thinking and teamwork skills among rural secondary school students. Keywords: 21st century skills, mentor-mentee, outreach program, rural schools, STEM Education, university-school partnership
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Young, Dave, Bill Young, Lisa Young i Bing Wei. "THE IMPACTS OF MENTORSHIP ON DUAL ENROLLMENT HIGH SCHOOL STUDENTS". W International Conference on Education and New Developments. inScience Press, 2022. http://dx.doi.org/10.36315/2022v2end079.

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"Dual enrollment programs enable high school students to take community college courses and earn high school and college credits, saving two years of college expenses. However, many dual enrollment students lack a robust support system for success in college-level coursework and environment. The authors created an interdisciplinary mentorship program that pairs a volunteer dual enrollment senior student with a dual enrollment junior student in a longitudinal mentoring relationship to address this. This study examined mentors’ and mentees’ long-term evaluation of the program and its impacts. Thirty-nine mentors and mentees were randomly matched with a waitlist control group, and mentoring relationships lasted for a full academic quarter. Participants later completed an anonymous online feedback survey (based on the Likert Scale), with a response rate of 67% (n = 26). Mentees reported an average 1.37 Likert scale increase in their comfort in dual enrollment; mentors reported an average 2.43 Likert scale increase in confidence in teaching others. Mentees’ comfort in the college environment increased with the frequency of meetings (p<0.05); the number of meetings did not correlate to their grade point average (GPA) (p>0.05). Change in dual enrollment comfort was more significant among matched students than waitlisted (p<0.05). Notably, many dual enrollment programs have a ~10% student academic probation rate (GPA<2.0) each quarter; none of the mentees experienced academic probation, but this was not significant. Among mentees, 79% reported interest in being a mentor the following year. These results indicate that peer mentorship is crucial for dual enrollment student success and presents a self-sustaining model for the future."
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Samsidar, Andi. "Enchanted Mantra of Senior English Teacher-mentors during Mentors-mentees sessions". W 8th International Conference of Asian Association of Indigenous and Cultural Psychology (ICAAIP 2017). Paris, France: Atlantis Press, 2018. http://dx.doi.org/10.2991/icaaip-17.2018.36.

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Queiruga-Dios, Marián, i Paula Crespí. "MENTORS AND MENTEES: TEACHING, GUIDING, AND BUILDING KNOWLEDGE TOGETHER". W 13th International Conference on Education and New Learning Technologies. IATED, 2021. http://dx.doi.org/10.21125/edulearn.2021.2189.

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Tinoco-Giraldo, Harold. "When mentors hide information from mentees: An exploratory proposal". W 2022 XII International Conference on Virtual Campus (JICV). IEEE, 2022. http://dx.doi.org/10.1109/jicv56113.2022.9934789.

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Bholoa, Ajeevsing, Radha Rani Baichoo, Bhima Ramkissoon i Steve Sider. "Micro-Credentialing Mentoring: Development of an Innovative Mentoring Competency Framework". W Tenth Pan-Commonwealth Forum on Open Learning. Commonwealth of Learning, 2022. http://dx.doi.org/10.56059/pcf10.3849.

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The purpose of this paper is to present a mentoring competency framework (MCF) developed to support the professional learning of in-service and pre-service secondary school teachers within a micro-credential course. The MCF is part of the micro-credential that is designed to deepen the mentors’ (in-service teachers) understanding and upskilling of mentoring in view of supporting mentees’ (pre-service teachers) professional development. The framework is drawn from the theoretical lens of mentoring as a developmental and collaborative process of instruction and psychological support, underpinned by socio-constructivist principles aimed to benefit both the mentors and the mentees in a reciprocal learning process. The educational design research methodology is employed as a two-phase approach to develop the micro-credential for mentoring. This paper introduces the MCF, the first phase of the design-based research, as an innovative frame to enhance the reciprocal learning process so that while the mentees are empowered by gaining knowledge, skills and experience that enable them to develop the necessary competencies to teach, the mentors learn both through self-reflection and critical reflection on their own practice, and from mentees through meaningful engagement. By broadening the context of mentoring beyond its classroom and school levels and didactic strategy to another level of educational strategy through the agency of a micro-credential, we reveal how the MCF has the potential to guide educational contexts and institutions where there is a desire to foster the mentoring of prospective and novice teachers by experienced ones.
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Manzar, Osama, i Saurabh Srivastava. "Developing Indigenous Women Leaders through Digital Mentorship: Experiences from the GOAL Program, India". W Tenth Pan-Commonwealth Forum on Open Learning. Commonwealth of Learning, 2022. http://dx.doi.org/10.56059/pcf10.4544.

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Critical social and organisational skills are increasingly becoming a desired quality in most of the service sector jobs in India. Personality development, self-improvement and public speaking are now marketed in urban India through several educational enterprises that charge an exorbitant amount of money from the customers. People from rural and marginalised backgrounds often lack the sophistication and confidence to compete with their privileged counterparts in urban India despite having technical and vocational skills. Digital Empowerment Foundation (DEF) initiated the program Going Online as Leaders (GOAL) —to connect urban volunteers with rural women online to provide them guidance and support in digital skills to bridge the information gap. Initially, the program connected four women from the rural indigenous community with 25 skilled urban women, the program is now expanded to— states. Data comparing the baseline and end-line survey of the program shows that the number of those who want to pursue higher education has doubled. Also, at 26 per cent, the largest number of mentees wanted to work towards establishing digital connectivity and engagement in their communities, a nine per cent increase from registration. Remarkably, there was a 44 per cent rise in mentees who want to do social work showing their aspiration to be the change-makers in their community. // The programme‘s provision of smartphones is a transformative experience for mentees. None of the mentees interviewed had owned a phone prior to GOAL, while their brothers and fathers did. Mentees described that interacting with mentors had enabled them to speak ‘my mind‘, ‘not be shy' and ‘dream big'. They started using WhatsApp, Facebook and YouTube to connect with the larger world. They browse the internet avidly for information, supplement studies, and learn crafts. They also download apps for English translations to karaoke singing. Music, films and serials are routinely sourced online. Mentors have taught them to use technology safely and responsibly. Mentors and trainers observe that the mentees’ ‘quality of conversations’ has improved sharply and that they have learnt to think about themselves’. The GOAL program was adopted by the Ministry of Tribal Affairs, Government of India and is now being replicated in several states. Using the GOAL program as an example, the presentation will demonstrate how digital technology, with planned programs can bridge the geographical inequalities in accessing education and acquiring skills.
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Koutsoukos, Marios, i Athina Sipitanou. "APPLYING MENTORING IN ADULT EDUCATION: BENEFITS FOR MENTEES, MENTORS AND EDUCATIONAL ORGANIZATIONS". W 13th annual International Conference of Education, Research and Innovation. IATED, 2020. http://dx.doi.org/10.21125/iceri.2020.1718.

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Raporty organizacyjne na temat "Mentees"

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Kibler, Amanda, René Pyatt, Jason Greenberg Motamedi i Ozen Guven. Key Competencies in Linguistically and Culturally Sustaining Mentoring and Instruction for Clinically-based Grow-Your-Own Teacher Education Programs. Oregon State University, maj 2021. http://dx.doi.org/10.5399/osu/1147.

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Grow-Your-Own (GYO) Teacher Education programs that aim to diversify and strengthen the teacher workforce must provide high-quality learning experiences that support the success and retention of Black, Indigenous, and people of color (BIPOC) teacher candidates and bilingual teacher candidates. Such work requires a holistic and systematic approach to conceptualizing instruction and mentoring that is both linguistically and culturally sustaining. To guide this work in the Master of Arts in Teaching in Clinically Based Elementary program at Oregon State University’s College of Education, we conducted a review of relevant literature and frameworks related to linguistically responsive and/or sustaining teaching or mentoring practices. We developed a set of ten mentoring competencies for school-based cooperating/clinical teachers and university supervisors. They are grouped into the domains of: Facilitating Linguistically and Culturally Sustaining Instruction, Engaging with Mentees, Recognizing and Interrupting Inequitable Practices and Policies, and Advocating for Equity. We also developed a set of twelve instructional competencies for teacher candidates as well as the university instructors who teach them. The instructional competencies are grouped into the domains of: Engaging in Self-reflection and Taking Action, Learning About Students and Re-visioning Instruction, Creating Community, and Facilitating Language and Literacy Development in Context. We are currently operationalizing these competencies to develop and conduct surveys and focus groups with various GYO stakeholders for the purposes of ongoing program evaluation and improvement, as well as further refinement of these competencies.
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Martínez, Txema. Mentre fumem. Edicions de la Universitat de Lleida, 2019. http://dx.doi.org/10.21001/scriptura.2019.27.33.

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Knouse, Stephen B., i Schuyler C. Webb. Mentors, Mentor Substitutes, or Virtual Mentors? Alternative Mentoring Approaches for the Military. Fort Belvoir, VA: Defense Technical Information Center, październik 1998. http://dx.doi.org/10.21236/ada360845.

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Knouse, Stephen B., i Schuyler C. Webb. Mentors, Mentor Substitutes, or Virtual Mentors? Alternative Mentoring Approaches for the Military. Fort Belvoir, VA: Defense Technical Information Center, październik 1998. http://dx.doi.org/10.21236/ada358224.

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Agu, Monica, Zita Ekeocha, Stephen Robert Byrn i Kari L. Clase. The Impact of Mentoring as a GMP Capability Building Tool in The Pharmaceutical Manufacturing Industry in Nigeria. Purdue University, grudzień 2012. http://dx.doi.org/10.5703/1288284317447.

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Good Manufacturing Practices (GMP), a component of Pharmaceutical Quality Systems, is aimed primarily at managing and minimizing the risks inherent in pharmaceutical manufacture to ensure the quality, safety and efficacy of products. Provision of adequate number of personnel with the necessary qualifications/practical experience and their continuous training and evaluation of effectiveness of the training is the responsibility of the manufacturer. (World Health Organization [WHO], 2014; International Organization for Standardization [ISO], 2015). The classroom method of training that has been used for GMP capacity building in the pharmaceutical manufacturing industry in Nigeria over the years, delivered by experts from stringently regulated markets, have not yielded commensurate improvement in the Quality Management Systems (QMS) in the industry. It is necessary and long over-due to explore an alternative training method that has a track record of success in other sectors. A lot of studies carried out on mentoring as a development tool in several fields such as academia, medicine, business, research etc., reported positive outcomes. The aim of this study was to explore mentoring as an alternative GMP training method in the pharmaceutical manufacturing industry in Nigeria. Specifically, the aim of this study was to evaluate the impact of mentoring as a GMP capability building tool in the pharmaceutical manufacturing industry in Nigeria, with focus on GMP documentations in XYZ pharmaceutical manufacturing company located in South-Western region of Nigeria. The methodology comprised gap assessment of GMP documentation of XYZ company to generate current state data, development of training materials based on the identified gaps and use of the training materials for the mentoring sessions. The outcome of the study was outstanding as gap assessment identified the areas of need that enabled development efforts to be targeted at these areas, unlike generic classroom training. The mentees’ acceptance of the mentoring support was evident by their request for additional training in some other areas related to the microbiology operations that were not covered in the gap assessment. This result portrays mentoring as a promising tool for GMP capacity building, but more structured studies need to be conducted in this area to generate results that can be generalized.
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Brattman, Marian, Bernard Barrett i Angela Feeney. Research and Information Mentor Strategy. Tusla: Child and Family Agency, lipiec 2017. http://dx.doi.org/10.52516/rs0002.

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The following strategy outlines the rationale for the role of the newly-named Research and Information Mentors, their role function; the process of selecting, recruiting and retaining Mentors; proposed research and information activities; quality assurance, monitoring and evaluating impact; and an implementation plan.
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Saiki, Diana, Jay Kandiah, Kara Tripp i Val J. Birk. University Student Mentors: Serving Populations in Transition to College. Ames (Iowa): Iowa State University. Library, styczeń 2019. http://dx.doi.org/10.31274/itaa.8450.

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Lara Coronado, Catalina. Retratos de Mujeres en Bioquímica: Maud Leonora Menten. Sociedad Española de Bioquímica y Biología Molecular, październik 2011. http://dx.doi.org/10.18567/sebbmdiv_rmb.2011.10.2.

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Scovill, Kent, i Corinna Tucker. Coös youth with mentors more likely to perceive future success. University of New Hampshire Libraries, 2013. http://dx.doi.org/10.34051/p/2020.202.

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Carroll, Raymond J., Noel Cressie i David Ruppert. A Transformation/Weighting Model for Estimating Michaelis-Menten Parameters,. Fort Belvoir, VA: Defense Technical Information Center, luty 1987. http://dx.doi.org/10.21236/ada186476.

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