A discussion on how mentoring, in government organizations, can create innovation and change in employees.
Written in 2007; 873 words; 5 sources; MLA; $ 31.95
Paper Summary:
The writer proposes that all good mentoring results in improved relationships between mentor and trainee. The paper examines how, in a bureaucracy as large as the Department of Defense, mentoring may be particularly important so that valued employees do not feel like only a small cog in a large machine. The paper explores how, when employees know that the work they do is important and valued by those around them and above them, job satisfaction is likely to increase. The paper concludes that mentoring several people at once can be one way to diminish the depersonalizing aspects of working within a large bureaucracy and result in increased efficiency.
From the Paper:
"One difficulty with this approach is that it may be startling to employees who have experienced mentoring elsewhere and have a different perception of what mentoring should be (Perrewe & Young, 2004). However, establishing this group approach could be part of the mentoring and training process itself. While even in government it is important to have ties outside one's department, in complex contract work, a manager must rely on his or her employees to be able to work together as a team within that department."
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