Centering on Mentoring

فهرست عناوین اصلی در این پاورپوینت

فهرست عناوین اصلی در این پاورپوینت

● Centering on Mentoring
● Mentorship
● Mentoring Functions
● Stages of Mentoring
● Advantages of Mentoring
● Disadvantages of Mentoring
● Problems With Cross-
Gender Mentoring
● Advice for Same-Gender
and Cross-Gender Mentoring
● Mentoring
● Four Potential Dysfunctions
in Mentoring Relationships
● Formal Mentoring Programs
● Advice to Potential Mentees
● Role of Mentees
● Advice to Potential Mentors
● Role of Mentors
● Distance Mentoring
● After the Program Ends

نوع زبان: انگلیسی حجم: 0.18 مگا بایت
نوع فایل: اسلاید پاورپوینت تعداد اسلایدها: 21 صفحه
سطح مطلب: نامشخص پسوند فایل: ppt
گروه موضوعی: زمان استخراج مطلب: 2019/05/10 06:39:45

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عبارات مهم استفاده شده در این مطلب

عبارات مهم استفاده شده در این مطلب

mentor, ., mentee, relationship, mentoring, career, program, help, function, ‘s, advice, mentore,

توجه: این مطلب در تاریخ 2019/05/10 06:39:45 به صورت خودکار از فضای وب آشکار توسط موتور جستجوی پاورپوینت جمع آوری شده است و در صورت اعلام عدم رضایت تهیه کننده ی آن، طبق قوانین سایت از روی وب گاه حذف خواهد شد. این مطلب از وب سایت زیر استخراج شده است و مسئولیت انتشار آن با منبع اصلی است.

https://www.apa.org/education/grad/mentoring.ppt

در صورتی که محتوای فایل ارائه شده با عنوان مطلب سازگار نبود یا مطلب مذکور خلاف قوانین کشور بود لطفا در بخش دیدگاه (در پایین صفحه) به ما اطلاع دهید تا بعد از بررسی در کوتاه ترین زمان نسبت به حدف با اصلاح آن اقدام نماییم. جهت جستجوی پاورپوینت های بیشتر بر روی اینجا کلیک کنید.

عبارات پرتکرار و مهم در این اسلاید عبارتند از: mentor, ., mentee, relationship, mentoring, career, program, help, function, ‘s, advice, mentore,

مشاهده محتوای متنیِ این اسلاید ppt

مشاهده محتوای متنیِ این اسلاید ppt

centering on mentoring a training program for mentors and mentees mentorship a mentor is an individual with expertise who can help develop the career of a mentee. the mentor guides trains advises and promotes the career development of the mentee. two types of mentoring functions career psychosocial mentoring functions career functions help the mentee learn the ropes and prepare for career advancement. coaching challenging assignments exposure and visibility protection mentoring functions psychosocial functions help the mentee develop a sense of competence and clarity of identity. role modeling acceptance and confirmation counseling friendship stages of mentoring initiation stage cultivation stage separation stage redefinition stage not all stages are beneficial to the mentor or to the mentee. advantages of mentoring advantages for the mentee career advancement salary organizational professional identification advantages for the mentor career enhancement passing the torch to a new generation learning from mentee – new technologies new developments important features of next generation disadvantages of mentoring disadvantages for the mentee overdependence on the mentor micro management from the mentor negative halo from mentor who fails disadvantages for the mentor mentee dependence on mentor time energy commitment to mentee negative halo from mentee who fails problems with cross gender mentoring most common form of business mentoring male mentor and male mentee. other forms male mentor and female mentee most common female mentor and male mentee female mentor and female mentee rare advice for same gender and cross gender mentoring keep relationship professional be sensitive to other people’s reactions and potential rumors avoid perception of personal relationship meet in public venues transparency of relationship mentoring dysfunctional mentoring when the relationship does not work for one or more parties. linda tripp monica lewinsky problems develop when interests of the parties change differences in judgment between parties intrusion over involvement in another’s personal problems triangulation problem with others mentor mentee supervisor destructive tone of relationship e.g. envy jealousy dependency suffocation support exploitation four potential dysfunctions in mentoring relationships scandura t. a. ۱۹۹۸ psychosocial career related bad intent toward other negative relations bullies enemies sabotage revenge silent treatment career damage good intent toward other difficulty conflict binds spoiling betrayal regret mentor off fast track negative relations mentor that is exploitive and or egocentric. sabotage one takes revenge on the other ex. protégé did not get promised promotion may give mentor the silent treatment mentor who depends on protégé may sabotage protégé’s move to another company etc. difficulty person has good intentions but psycho social problems get in way. ex mentor tells female protégé to delay having children in order to advance career. spoiling problems are related to vocational interests. betrayed party regrets investing so heavily in mentorship. protégé feels mentor is stealing his her ideas and not giving proper credit mentor didn’t think this was an issue protégé goes over mentor’s head mentor feels betrayed relationship is spoiled. formal mentoring programs program length is specified ۱۲ months purpose of program is to help early career psychologists establish and develop their careers program participation is voluntary matching of mentors and mentees uses input from participants interest areas in psychology demographics experiences formal mentoring programs advocate developmental networks monitoring program relationships should end as soon as they become dysfunctional evaluation of program little research on formal mentoring programs. available research supports informal mentoring as a stronger relationship with better outcomes. no current research examining quality of formal mentoring programs and their outcomes. wanberg welsh hezlett ۲ ۳ matrix of types of developers and development functions in organizational socialization chao in press likely function for this type of developer possible function for this type of developer unlikely function for this type of developer advice to potential mentees get mentors internal mentors help with current organizational issues. external mentors help with larger career issues and future organizational moves. one mentor is unlikely to fulfill all developmental needs be proactive adopt a learning orientation set smart developmental goals specific measurable attainable relevant time bound role of mentees seek counsel and advice not a supervisor who directs actions. be aware of potential pitfalls overbearing mentor mentor exploitation of mentee’s work. be sensitive to the difference between asking for help advice from your mentor and demanding favors from your mentor. synthesize lessons learned from all mentors – become your own person. recognize dynamics of relationship. advice to potential mentors recognize that mentee may be uncomfortable asking for help – break ice by sharing some of your career experiences stay in your zone of expertise experience be clear that mentee sets pace of relationship advise do not manage extend mentee’s developmental network – suggest additional mentors to address unique needs role of mentors offer advice that helps mentee develop – role is not to make decisions for mentee or micromanage. train to be efficient. guidance and advice for one mentee may also be appropriate for another. be aware of potential pitfalls overdependence of mentee mentee exploitation of mentor’s influence. be sensitive to difference between developing a mentee and using a mentee. be aware of dynamics of relationship developmental needs may change. distance mentoring how to use e mail use e mail to set up meetings face to face or phone clarify plans goals pose non time urgent questions review plans maintain contact. don’t use e mail to give critical or complex feedback provide impressions of other’s behavior provide impressions of third parties exchange sensitive information. communication challenges listen for nonverbal cues e.g. pregnant pauses voice tone tempo volume push for specific information clarify meanings summarize agreements after the program ends many relationships come to a natural end when a mentee learns enough to be independent from specific mentors. new mentoring relationships with others may be …

کلمات کلیدی پرکاربرد در این اسلاید پاورپوینت: mentor, ., mentee, relationship, mentoring, career, program, help, function, ‘s, advice, mentore,

این فایل پاورپوینت شامل 21 اسلاید و به زبان انگلیسی و حجم آن 0.18 مگا بایت است. نوع قالب فایل ppt بوده که با این لینک قابل دانلود است. این مطلب برگرفته از سایت زیر است و مسئولیت انتشار آن با منبع اصلی می باشد که در تاریخ 2019/05/10 06:39:45 استخراج شده است.

https://www.apa.org/education/grad/mentoring.ppt

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