Informal community spaces, mentoring and representation: unpacking factors that influence African American engineering undergraduates

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Anu Tuladhar ◽  
Carin Queener ◽  
Joi-Lynn Mondisa ◽  
Chinedum Okwudire

PurposeIn this article, we examine the experiences of African American engineering undergraduate students who participated in two student–faculty mentoring programs. This work provides critical insights about important factors that enhance students' experiences in higher education (e.g. the need for informal community spaces, mentoring and representation).Design/methodology/approachUsing a sequential explanatory mixed-methods approach, participants were surveyed and interviewed about their experiences in the mentoring programs. Data were analyzed using basic statistical methods and thematic analysis.FindingsFindings indicate that students prosper in informal community spaces, where representation allows them to build mentoring relationships that are fostered naturally through common identities in a shared space.Research limitations/implicationsGiven the intimate size of the program, the sample population was limited.Practical implicationsTo benefit student development, mentoring program practices should consider dedicating funding and space for students and faculty of shared racial backgrounds and lived experiences to meet informally.Originality/valueThis work identifies explicit mentoring program factors that support the development of minoritized students in engineering.

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Angela Fitzgerald ◽  
Noeleen McNamara

PurposeThe purpose of this paper is to explore the formation, maintenance and sustenance of a mentoring dyad in higher education. By investigating the reflections of a female mentor and mentee, who both engaged in a formal Mentoring Program, the intention is to inform the design of future programs and expectations of participants, enhance the quality of future practice and understand the benefits mentoring might offer to the academic community.Design/methodology/approachThe researchers utilised a self-study research design to explore their reflections of a mentoring dyad in higher education. The project was informed by a personal–constructivist–collaborative approach, with participants maintaining journals throughout the partnership. These reflections were then compared in order to understand the perceptions of the participants as their relationship developed.FindingsSix themes emerged from the analysis representing the mentoring dyad experience under three categories: (1) forming – making the match, (2) maintaining – flexibility, responsiveness, and persistence, and (3) sustaining – desire to not disappoint and reciprocal learning.Research limitations/implicationsWhile this paper focuses on the experiences of two participants, the in-depth nature of this exploration draws out significant practical considerations that can be applied to the development and/or reinvigoration of formal mentoring programs and/mentoring dyads in other contexts.Originality/valueThese unique insights into their mentoring dyad over a significant period of time add to this dynamic body of knowledge. This study gives voice to female academics and lays bare their vulnerability and openness in sharing their lived experiences of participating in a formal mentoring program.


Author(s):  
Rajka Presbury ◽  
Madalyn A. Scerri

Mentoring programs play a valuable role in higher education. Formal mentoring processes and relationships increase the overall perceived quality of an educational program and the professional success of new hotel management graduates. To evaluate an established mentoring program in higher education, a single case study of the Blue Mountains International Hotel Management School at Torrens University Australia (BMIHMS @TUA) was developed and that is presented and discussed in this chapter. The evaluation of the mentoring program found that mentoring relationships enable mentees to build knowledge and skills, develop networking opportunities, build confidence, and gain self-reflection abilities. The chapter offers insights and recommendations for higher education institutions to consider when setting up mentoring programs. The knowledge gained through this research will assist higher education institutions to better prepare students for a transition to work through mentoring whilst enhancing the quality of educational courses.


2020 ◽  
Vol 9 (3) ◽  
pp. 279-290
Author(s):  
Kelly Hobson ◽  
Z.W. Taylor

PurposeNo research to date has explored mentoring programs on Canadian postsecondary institution websites or the kinds of mentoring programs, if any, that are present online. This study examined 96 unique Canadian postsecondary institutional websites and the online presence of 420 unique postsecondary mentoring programs.Design/methodology/approachThe researchers employed content analysis and emergent coding strategies to evaluate mentoring program information published on Canadian postsecondary websites.FindingsThe findings suggest that most mentoring programs with an online presence were peer (student-to-student or faculty-to-faculty) programs, followed by community member-to-student programs. Further, few programs (16) were student-to-faculty oriented, indicating that students could struggle to seek faculty mentorship if they desired it. However, of the 420 programs with an online presence, dozens of programs lacked enough information for the researchers to determine the stakeholders or purpose of the programs.Originality/valueAs the first study of its kind to evaluate mentoring program communication on Canadian postsecondary websites, this work informs mentoring program administrators on how to better communicate what their programs offer. Certain Canadian postsecondary institutions had an online presence for many more programs than did other institutions; for example, the University of Waterloo shared information on their website about 21 unique mentoring programs on its campus, whereas MacEwan University shared information about just two unique programs. This chasm represents a great deal of future research into the practice of how professionals communicate mentoring programs on postsecondary websites.


Author(s):  
Janet Y. Tsai ◽  
Daria Kotys-Schwartz ◽  
Beverly Louie ◽  
Virginia Ferguson ◽  
Alyssa Berg

At the University of Colorado Boulder (CU), a research-based undergraduate mentoring program is now in its second year of implementation. The program, Your Own Undergraduate Research Experience (YOU’RE@CU) has three main goals: improve the retention rate of diverse groups in undergraduate engineering, build undergraduate interest in engineering research, and prepare graduate students to take on leadership roles in either academia or industry-based research careers. In YOU’RE@CU, undergraduate students are paired with a graduate mentor and work in the graduate student’s lab several hours a week. Undergraduate mentees enroll in a one-credit seminar course focusing on research and graduate school opportunities, and are assessed via pre- and post-surveys to gauge their excitement and interest in engineering. The undergraduates also respond to biweekly qualitative reflective questions while participating in the program. Graduate mentors complete several reflective questions about their experiences and are required to complete pre- and post-assessments. Adopting a person-centered, case study approach, this paper focuses on two telling examples of research-based mentoring relationships in the YOU’RE@CU program. Given identical mentor training through YOU’RE@CU, two graduate students start the Spring 2012 semester by meeting with their mentees to launch a research project. By examining application, pre-survey, reflective questions, and post-survey responses from these four participants, the differences in the trajectory of the two paired mentoring relationships can be clearly seen over the course of one semester. This close examination of two disparate mentoring relationships is instructive in understanding the subtle details that create either a positive learning environment or an uncomfortable lab situation for young engineers, and assists program administrators in making improvements in subsequent years.


2018 ◽  
Vol 12 (3) ◽  
pp. 278-293
Author(s):  
Ozalle Marie Toms ◽  
Gloria Campbell-Whatley ◽  
Shannon Stuart ◽  
Tia Schultz

Purpose The Check-in Check-out (CICO) program is a Tier II behavioral intervention that has received empirical support as an effective way to reduce problem behaviors (Hawken and amp; Horner, 2003; March and amp; Horner, 2002). The purpose of this study is to use an intervention that combined CICO with social skill instruction and academic planning with three African-American ninth-grade males identified with emotional and behavioral disorders. A concurrent baseline across participants design was used to evaluate participants’ performance on academic planning and behavior. Results indicate that the combination of social skill instruction and academic planning with the CICO mentoring program improved participants’ academic planning and behavior. Design/methodology/approach This study used a concurrent multiple baseline across participants design to determine the effect of the CICO mentoring program. CICO was combined with academic planning and social skills training to determine the effect on the DRC scores and the student’s educational success skills. This study included three phases: baseline, intervention (which included academic planning, social skills training and CICO) and maintenance. Findings All of the participants were below 50 per cent during baseline for points earned on the daily report card and the execution of steps for academic planning. During intervention, all of the participants had an increase in level and trend for both skills. Participants were able to maintain the skills two weeks after intervention. Research limitations/implications This study has several limitations. First, the study was conducted in an urban setting; therefore, it cannot be generalized to other geographical populations, such as rural or suburban students. Second, the study is not generalizable to self-contained settings, resource rooms or other school environments. Third, the use of DRC data, as opposed to direct observations of behavior, is a strong limitation. Consequently, it is possible that improvements in DRC scores were because of changes in teacher perceptions rather than actual changes in student behavior. Practical implications The study presents several implications for future studies. First, researchers could investigate different service-level settings (e.g. self-contained or resource) and different settings (e.g. suburban or rural). Second, researchers could focus on varied populations that are targeted for inappropriate behavior or academic difficulties such as English Language Learners. Researchers could also examine the effects of tutoring with CICO and investigate if mentoring is generalizable to community settings. Social implications Social validity outcomes from students, parents and classroom teachers who participated this study were positive. Although social validity measures do not add to data for our dependent variables, it is important to consider perceptions from our stakeholders. Students indicated that they found daily mentoring sessions helpful and beneficial. Based on student perceptions and performance and teacher feedback, components of CICO were effective in reducing disruptive behavior of African-American males at the high school level. Originality/value Not only does the study focus on African-American males in high school, but also contributes to the literature by focusing on the increase of students’ academic planning skills, social skills and the reduction of office discipline referrals. The version of CICO used in the present study included the use of FBAs. Few studies found in the literature even mentioned conducting an FBA before or during the implementation of CICO with successful results (Campbell and amp; Anderson, 2008; March and amp; Horner, 2002). The authors also monitored the positive gains of the student using Daily Report Cards (DRC). For this study, DRC is simply a method of reporting success to the mentor, student, parent and mentee.


2020 ◽  
Vol 11 (3) ◽  
pp. 311-327
Author(s):  
Rachel Louise Geesa ◽  
Kat R. McConnell ◽  
Nicholas Patrick Elam ◽  
Ellie Clark

Purpose Education doctoral (EdD) students (mentees) typically hold full-time leadership positions in education-related fields while completing their degree. The types of support these scholar-practitioners need is unique because of their focus on balancing full-time work, academic, and personal needs. This study aims to explore mentor support systems for mentees in their first and second year of the EdD program through a group mentoring program, which is designed to provide resources and access to mentors to promote successful degree completion in five years or less. Design/methodology/approach Mentors participated in monthly presentations and discussions with mentees throughout the 2018–2019 academic year, which were video recorded. At the end of the academic year, mentors partook in an interview or focus group meeting. Findings Themes emerged related to mentors’ focus on the dissertation process; emphasis on outreach for support; discussions and work/life balance; selection of presentation topics; perceptions of networking opportunities with mentees; desire to build stronger connections with mentees; and concerns/opinions about the mentoring format. Research limitations/implications The design of a mentoring program for EdD mentees varies throughout the doctorate degree pathway. Mentors support mentees in their doctoral journey through presentations and discussions about relevant topics during their first two years in the doctoral program. Additional studies are needed regarding EdD mentoring programs for students in the third year to the completion of the degree. Originality/value Few studies exist related to mentoring programs for scholar-practitioners in EdD programs. Results from this research provide EdD faculty and advisors insights to group mentoring and discussion topics for first and second year EdD students, based on the mentors’ perspectives.


2014 ◽  
Vol 27 (2) ◽  
pp. 60-63 ◽  
Author(s):  
Michael A. Crumpton

Purpose – The purpose of this article is to suggest that a benefit-cost analysis should be performed for mentoring activities so as to justify the effort and expense and as a tool for measuring effectiveness. Design/methodology/approach – Pulling from field literature, this article provides some examples of mentoring programs and resources as well as an example for conducting an analysis. Findings – The author feels that applying a cost model to mentoring programs can strengthen their appeal overall. Originality/value – The article and its conclusions are the product of this author and his experiences with such programs.


Author(s):  
John E. Queener ◽  
Bridgie A. Ford

Postsecondary education and training are deemed essential in today's and future job markets. Thus, the lower entry rates into and lower graduation rates from higher education by African American males place them in a long-term crisis economically and socially. Mentoring is strongly recommended as a significant component of comprehensive strategies to improve the retention and graduation rates of African American males. Research reveals that successful retention programs go beyond a one model fits all and are based on the unique characteristics and needs of students. The authors of this chapter assert that mentoring programs designed to improve retention and graduation rates of African American males must be scholarly based and authentically address the cultural needs of those students; therefore, the mentoring program must include culturally relevant constructs. This chapter discusses the design, implementation, and results of the pilot phase of a research-based culturally responsive mentoring program based on optimal psychology for African American males enrolled at a midwestern Predominately White Institution of higher education.


Author(s):  
Stephanie M. Merritt ◽  
Lyndsey Havill

Purpose Many mentoring relationships incorporate electronic communication. This study aims to examine the effects of communication format and interaction frequency on career and social support felt by the protégé. Design/methodology/approach Surveys followed 39 high-potential protégés over seven months in a mentoring program at a large US manufacturing organization. Findings All pairs but one chose to communicate electronically at least 50 per cent of the time. Less mentoring support was perceived when average media richness was lower (e.g. when pairs communicated more by e-mail); however, this effect was reduced when communication was more frequent. Practicalimplications Mentors and protégés should be trained to understand that average media richness is associated with perceived support and that they should avoid using exclusively low-richness formats (e.g. e-mail). When they do need to use more low-richness formats, they should communicate more frequently. Companies should provide technological support and motivational incentives for mentoring pairs to incorporate high-richness interactions (e.g. face to face) in their mentoring relationships more often. Originality/value This study is the first to our knowledge to examine mixed-media formats in high-potential employee mentoring pairs. In contrast to past work which has randomly assigned participants to communicate only via one format, these participants were allowed to choose their interaction format for each interaction, which is more realistic. The findings have practical value for mentors and protégés in terms of balancing format and interaction frequency.


2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Nuria Gisbert-Trejo ◽  
Eneka Albizu ◽  
Jon Landeta ◽  
Pilar Fernández-Ferrín

Purpose This article aims to present the differences in implementation between individual mentoring programs (IMPs) and group mentoring programs (GMPs). Design/methodology/approach This exploratory study used semi-structured interviews with 16 experts: mentoring program (MP) coordinators, consultants and mentors. During the interviews, the steps in implementing a mentoring program were reviewed and discussed by practitioners. Findings Based on the interviews and contrasting with the proposed implementation model, the authors compared IMPs and GMPs. The results highlight the role of the GMP coordinators, especially in the selection of mentors, mentees and generating resources that favor the beneficial effects of group dynamics on mentoring processes. Practical implications This model for implementing MPs and the differences identified between IMPs and GMPs provide practical help to program coordinators (PCs) and mentors to deploy MPs by highlighting the relevant aspects. Originality/value Mentoring is a Human Resource Development (HRD) technique whose implementation at the program level needs further deepening for practitioners. This is the first work that emphasizes the differences to be considered in the design and implementation of MPs by taking the individual or group dimension of mentoring.


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