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Managing People Individual Assessment
Managing Mentoring
With the development of the more organic and less formal organisational structures the role of mentors has shifted with these changes. Unlike previously where mentors where seen as formal trainers who taught newcomers the processes and got them acquainted with the cultures and the systems within the organisation. Which required good interpersonal skills and a good knowledge of the activity or tasks the mentee would have to undertake, and be able to effectively relay or demonstrate the tasks or activities to the mentee. As opposed to more recently where a mentor would have to be more of an emotional counselor and demonstrate more skills than were traditionally required from mentors in the past, such as being emotionally sensitive and sometimes employing diversity mentoring
and culture mentoring skills.
The term Mentor is derived from Greece. Levinson et al defined the mentor as "someone who is ordinarily several years older, a person of greater experience seniority in the world the young man is entering"
This shows that not all mentoring takes place on an organisational level and in many instances is less organic and more mechanic within organisations. Mentoring also differs depending on the organisation the mentee is entering and the capacity that they are entering that organisation, mentoring is extremely prevalent in the education and training of young people in this context Murray and Owen define it as "a supportive relationship between a youth or young adult and someone who offers support, guidance and concrete assistance"
The is an interesting shift in emphasis when organisational mentoring takes the pla ...