The paper “ The Impact of Peer Mentoring on Individual and Organizational Performance and Development” is a meaningful example of the research paper on human resources. Typically, peer mentoring is the process through which a mentor helps and supports a mentee to attain their career goals. According to Grant-Vallone & Ensher (2000), a mentor is an individual that supports the mentee; he or she is required to listen, challenge, and provide insights and encourage the mentee. Similarly, Bryant (2005) argues that it is a technique that is mainly aimed at helping individuals to cope with diverse environments and their lives being integrated by both large and small organizations.
There needs to be an excellent relationship that is built on trust, commitment, respect, and confidentiality between the mentor and the mentee to ensure effective mentoring. Based on past studies, a lot of emphasis has been on mentoring programs that focus on mentor-mentee relationships. However, there has been little focus on peer mentoring programs. The outcomes or the applicability of peer mentoring for both individual and organization level has thus not been very clear.
It is in this regard that this project seeks to assess the effect of peer mentoring on both an individual as well as at the organizational level. Problem statementThere have been many studies on mentoring. Some of the studies have examined mentoring within the context of higher education, a developmental learning ground. A majority of scholars, as well as academicians, claim that the main purpose of higher education is to further their learning as well as development for persons within our community. In the workplace environment, mentoring is essential.
However, most organizations have not understood the significance of mentoring their employees and have disregarded mentoring programs. Mentoring is specifically essential in providing a sense of direction to the employees. Employees that are not mentored tend to lack a sense of purpose and are not certain of their long-term career goals. Similarly, organizations also need to look up to market leaders for direction since they have been in operation for longer periods and thus have vast experience in different operational strategies on how to develop and grow within the market or the industry.
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Bryant, S.E., 2005. The impact of peer mentoring on organizational knowledge creation and sharing an empirical study in a software firm. Group & Organization Management, 30(3), pp.319-338.
Colvin, J.W. and Ashman, M., 2010. Roles, risks, and benefits of peer mentoring relationships in higher education. Mentoring & Tutoring: Partnership in Learning, 18(2), pp.121-134.
Cornu, R.L., 2005. Peer mentoring: engaging pre‐service teachers in mentoring one another. Mentoring & Tutoring: Partnership in Learning, 13(3), pp.355-366.
Glass, N., and Walter, R., 2000. An experience of peer mentoring with student nurses: enhancement of personal and professional growth. Journal of Nursing Education, 39(4), pp.155-160.
Grant-Vallone, E.J. and Ensher, E.A., 2000. Effects of Peer Mentoring on Types of Mentor Support, Program Satisfaction, and Graduate Student Stress: A Dyadic Perspective. Journal of College Student Development, 41(6), pp.637-42.
NEIDER, L. L., & SCHRIESHEIM, C. (2002). Leadership. Greenwich, Conn, Information Age Pub. http://www.books24x7.com/marc.asp?bookid=8840.
PILLEMER, K. A. (2001). CNA Mentoring made easy: everything you need to run a successful peer mentoring program. Somerville, MA, Frontline Pub.
SMITH, T. (2013). Undergraduate Curricular peer mentoring programs: perspectives on innovation by faculty, staff, and students.
Sprengel, A.D., and Job, L., 2004. Reducing student anxiety by using clinical peer mentoring with beginning nursing students. Nurse Educator, 29(6), pp.246-250.
WELSH, S. (2004). Mentoring the Future: a guide to building mentor programs that work. Cochrane, AB, Canada, Momentum Learning.