Gendered Social-Networking Organizations

2017 ◽  
pp. 1326-1352
Author(s):  
Ben Tran
Keyword(s):  
Career Development ◽  
Social Networking ◽  
Psychosocial Support ◽  
Mentoring Programs ◽  
Mentoring Program ◽  
Upper Management ◽  
Development Support ◽  
Organizational Longevity ◽  
Historical Coverage ◽  
The U.S

Research has consistently documented that women are disproportionately represented in upper management and in positions of power and still continue to dominate traditionally female occupations. Hence, recognizing that effective efforts needs to be made to assist women in their career development, many organizations have adopted mentoring programs to address gender differences in advancement without having a grounded plan. Organizations often do so out of competing for and achieving organizational longevity, organizational competitive advantage, or for legal accommodations for marketing purposes. Organizations often implement mentoring program(s) with the goal of having mentors provide mentees with psychosocial support, career development support, sponsorship and coaching, setting up challenging assignments, fostering positive visibility, and protecting the mentee from adverse forces. Hence, the purpose of this article will be on mentorship (brief historical coverage and definition), stereotypes of gendered advancement based on gender, and cross-gender mentorship in the U.S.

Gendered Social-Networking Organizations

2016 ◽  
Vol 6 (2) ◽  
pp. 26-49
Author(s):  
Ben Tran
Keyword(s):  
Career Development ◽  
Psychosocial Support ◽  
Mentoring Programs ◽  
Mentoring Program ◽  
Upper Management ◽  
Development Support ◽  
Organizational Longevity ◽  
Historical Coverage ◽  
The U.S ◽  
Do So

Research has consistently documented that women are disproportionately represented in upper management and in positions of power and still continue to dominate traditionally female occupations. Hence, recognizing that effective efforts needs to be made to assist women in their career development, many organizations have adopted mentoring programs to address gender differences in advancement without having a grounded plan. Organizations often do so out of competing for and achieving organizational longevity, organizational competitive advantage, or for legal accommodations for marketing purposes. Organizations often implement mentoring program(s) with the goal of having mentors provide mentees with psychosocial support, career development support, sponsorship and coaching, setting up challenging assignments, fostering positive visibility, and protecting the mentee from adverse forces. Hence, the purpose of this article will be on mentorship (brief historical coverage and definition), stereotypes of gendered advancement based on gender, and cross-gender mentorship in the U.S.

scholarly journals Analyses of Mentoring Expectations, Activities, and Support in Canadian Academic Libraries

2014 ◽  
Vol 75 (6) ◽  
pp. 763-790 ◽  
Author(s):  
Marni R. Harrington ◽  
Elizabeth Marshall
Keyword(s):  
Academic Libraries ◽  
Career Guidance ◽  
Psychosocial Support ◽  
Academic Library ◽  
Academic Librarians ◽  
Mentoring Programs ◽  
Mentoring Relationships ◽  
Mentoring Program ◽  
University Libraries ◽  
College And University

Mentoring expectations, activities, and support in Canadian college and university libraries were investigated by surveying 332 recent MLIS graduates, practicing academic librarians, and library administrators. Findings indicate that the presence of a mentoring program will help attract new librarians, retain them, and aid in restructuring efforts that are currently facing many academic libraries. Preferred mentoring activities include those belonging to psychosocial support, career guidance, and role modeling themes. Other results find that librarians who were mentored as new librarians, have more than 10 years of experience, and work in large academic institutions are significantly more likely to mentor others. Although currently not well-supported by academic administrators, this research shows that mentoring programs could be sustainable. Mentoring improves the professional experience for librarians who are more satisfied and engaged with their careers, which in turn benefits the organization with less turnover. Practical information from this research will guide academic library practitioners in current mentoring relationships, and library leaders can extrapolate results to support planning and implementation of mentoring programs. Implications for LIS education are also discussed.

scholarly journals E-Mentoring Women: Lessons Learned From A Pilot Program

2012 ◽  
Vol 7 (2) ◽  
pp. 83-96 ◽  
Author(s):  
Joanne D. Leck ◽  
Catherine Elliott ◽  
Brittany Rockwell
Keyword(s):  
Career Development ◽  
Lessons Learned ◽  
Mentoring Program ◽  
Pilot Program ◽  
Matching Process ◽  
Organizational Advancement ◽  
Traditional Mentoring ◽  
Development Support ◽  
Mentoring Women ◽  
Overall Effectiveness

Mentoring has been identified as a key strategy for career development and organizational advancement and has been argued to be indispensable for women to succeed. E-mentoring has increased in popularity as a means of increasing access to mentors, especially female, and reducing some of the challenges associated with being mentored by men. Although access to mentors and mentoring is considerably improved in an e-mentoring environment, it is unclear if the quality and effectiveness of e-mentoring matches traditional mentoring. This qualitative study examines the overall effectiveness of an e-mentoring program focusing on providing psycho-social and career-development support to female mentees, developing trust in a virtual environment, and the mentee/mentor matching process.

scholarly journals Overview of PROMISE

2020 ◽  
pp. 216514342098045
Author(s):  
David E. Emenheiser ◽  
Corinne Weidenthal ◽  
Selete Avoke ◽  
Marlene Simon-Burroughs
Keyword(s):  
Career Development ◽  
Social Security ◽  
Human Services ◽  
Technical Assistance ◽  
Department Of Education ◽  
Social Security Administration ◽  
Special Issue ◽  
Health And Human Services ◽  
The Social ◽  
The U.S

Promoting the Readiness of Minors in Supplemental Security Income (PROMISE), a study of 13,444 randomly assigned youth and their families, includes six model demonstration projects and a technical assistance center funded through the U.S. Department of Education and a national evaluation of the model demonstration projects funded through the Social Security Administration. The Departments of Labor and Health and Human Services and the Executive Office of the President partnered with the Department of Education and Social Security Administration to develop and monitor the PROMISE initiative. This article provides an overview of PROMISE as the introduction to this special issue of Career Development and Transition for Exceptional Individuals.

E-Mentoring Through a Network of Practice on Facebook

2015 ◽  
Vol 5 (1) ◽  
pp. 34-45 ◽  
Author(s):  
Hsun-Ming Lee ◽  
Mayur R. Mehta
Keyword(s):  
College Students ◽  
Social Networks ◽  
Social Networking ◽  
Social Networking Site ◽  
Mentoring Program ◽  
Current Generation ◽  
Recent Graduates ◽  
The Relationship

Facebook is the most popular social networking site, with more than 500 million active members. With its ability to easily manage multi-user social networks synchronously, it provides a fertile foundation to promote e-mentoring among the current generation of technology- and Facebook-astute students. This study reviews Network of Practice (NoP) theories to provide insights to a mentoring structure that facilitates the sharing and exchange of profession-related knowledge. A Facebook application was developed to conduct an experiment that examined factors that affect the performance of the mentoring program based on a NoP. A class of college students, which used the application to connect to recent graduates and industry experts, allowed us to observe and analyze live mentoring activities. The authors' findings indicated that the mentor's gender appeared to impact the relationship that developed between mentors and protégés via Facebook, and that the students were indifferent about the years of experiences of their mentors.

scholarly journals Hardiness in relation to organisational commitment in the Human Resource Management field

2012 ◽  
Vol 13 (1) ◽  
Author(s):  
Nadia Ferreira
Keyword(s):  
Resource Management ◽  
Career Development ◽  
Human Resource Management ◽  
Human Resource ◽  
Career Success ◽  
Well Being ◽  
Organisational Commitment ◽  
Convenience Sample ◽  
Managerial Implications ◽  
Development Support

Orientation: Employees’ hardiness is increasingly recognised as an aspect of their well-being and feelings of career success. Psychological well-being and feelings of subjective career success have positive implications for the motivation, satisfaction, performance and commitment of young talented staff.Research purpose: The study empirically investigated the relationship between an individual’s hardiness (measured by the Personal Views Survey II [PVS-II]) and organisational commitment (measured by the Organisational Commitment Scale).Motivation for the study: Research on an individual’s hardiness profile as an aspect of their career well-being and success and how these attributes influence their psychological attachment to the organisation, is needed to guide human resource career development support practices aimed at retaining valuable staff.Research design, approach and method: A quantitative survey was conducted on a convenience sample of predominantly Black (92.2%) and female (71%) employed adults (N = 355) at managerial and staff levels in the human resource management field.Main findings: Correlational and multiple regression analyses revealed a number of significant relationships between the two variables.Practical/managerial implications: Managers and human resource practitioners need to recognise how people’s hardiness relates to their sense of psychological attachment to the organisation. Organisations concerned with the retention and well-being of their equity staff members need to find a way to enhance and develop their hardiness and commitment.Contribution/value-add: The research contributes new insights into and knowledge of the factors that influence their employees’ hardiness and how these relate to their organisational commitment. The results may be used to inform career development support interventions that aim to increase employees’ sense of career well-being and success.

scholarly journals RAND Corporation: Robert Komer activities

2019 ◽  
Vol 8 (1) ◽  
pp. 193-196
Author(s):  
Alexander Ivanovich Lyozin
Keyword(s):  
Department Of Defense ◽  
The State ◽  
Rand Corporation ◽  
Research Projects ◽  
Think Tank ◽  
The Us ◽  
Lyndon Johnson ◽  
The Usa ◽  
Development Support ◽  
The U.S

RAND Corporation is a think tank in the USA. It is a corporation in which experts of different fields of science write analytical works devoted to that or other problem. RAND has strong authority in the USA. Many works on Vietnam were done by the state order of the USA (from the Ministry of Defense), including Robert Komers works (conducted by the request of the Defense Advanced Research Projects Agency at the U.S. Department of Defense). It is the research of this expert that is discussed in this paper. The paper looks at the biography of Robert Komer in the context from the conflict in Vietnam to cooperation with the RAND Corporation. In Vietnam, on the personal instructions of the US President Lyndon Johnson, Komer was the head of the program of appeasement or officially: the program of Civil Operations and Revolutionary Development Support (CORDS). Having completed his activities in Vietnam, Komer shared his experience and knowledge in reports for the RAND Corporation. His works are addressed to the problems of the counterpartisan war. The paper describes the work of Robert Komer in the framework of the RAND Corporation. In conclusion, the relevance is emphasized. Due to the events such as the US invasion of Afghanistan and Iraq, Komers activities in the implementation of the CORDS program in Vietnam have gained increased interest from many modern experts.

scholarly journals DINAMIKA PENALARAN MORAL REMAJA YANG MENGIKUTI MENTORING AGAMA ISLAM DI KOTA BANDA ACEH

2021 ◽  
Vol 5 (2) ◽  
pp. 195
Author(s):  
Vera Nova ◽  
Ida Fitria ◽  
M Reza Rifki
Keyword(s):  
Moral Reasoning ◽  
Religious Education ◽  
Mentoring Programs ◽  
Mentoring Program ◽  
Research Subjects ◽  
Moral Orientation ◽  
One Year ◽  
Collection Methods ◽  
Banda Aceh

This study aims to determine the dynamics of moral reasoning among adolescents who take part in the Islamic mentoring program in Banda Aceh. This study used a case study qualitative approach involving six research subjects from 3 high schools in Banda Aceh who had participated in Islamic mentoring for more than one year. The data collection methods used was interviews, observation and FGD. The data analysis used is thematic analysis. The results of this study shows that the moral reasoning of six research subjects has been at the level of post conventional moral reasoning, social contract orientation stage of legality and moral orientation with universal ethical principles. Dynamic moral reasoning in the six subjects is formed from several factors, namely religious education from parents, religious education in schools especially the mentoring programs, curriculum and mentoring implementation methods, length of time for implementing mentoring, mentoring environment, and continuity of mentoring or length of time following mentoring. 

scholarly journals «Vi vil børste vekk asken, men holde liv i ilden.» En kvalitativ studie av et mentorprogram for unge idrettsledere1

2020 ◽  
pp. 207-230
Author(s):  
Birthe Kåfjord Lange ◽  
Hans Erik Næss
Keyword(s):  
Qualitative Interviews ◽  
Leadership Skills ◽  
Mentoring Programs ◽  
Mentoring Program ◽  
Sports Management ◽  
Leadership Qualities ◽  
Personal Strengths ◽  
Sporting Culture ◽  
Pros And Cons ◽  
The One

Norwegian sports today are characterized on the one hand by a need to innovate organizationally and rethink current practices, and on the other hand to respect national traditions and values of sporting culture. This dual responsibility poses a particular challenge to sports leaders of tomorrow. Whereas other studies have examined sports management education or sports leadership qualities as solutions to this challenge, this chapter examines the potential of a mentoring program to improve leadership skills. It draws upon qualitative interviews with participants, mentors and organizers of the 2019/2020 Mentor Program for Young Sport Leaders offered by the Norwegian Federation of Sports (NIF) and the Norwegian Association of Student Sports (NSI). Our findings reveal that this program enables young sports leaders to become more aware of their personal strengths and weaknesses. At the same time, the transfer value they represent to the organization is conditioned by prior experience, attendance motives and mentee-mentor relations. Consequently, this program reproduces known pros and cons found in earlier research on mentoring programs, yet offers something new in the sense that it allows young leaders to be part of the solution to issues in Norwegian sports by defining the relevant problems.

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