The Role of Mentorship in Management Dissertation

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RUNNING HEAD: DISSERTION PROSPECTUS DISSERTATION PROSPECTUS 18HIThis is still a great idea for a dissertation. However, the prospectus still requires work and needs some revision. Please read through my comments and try to amend the prospectus. When you revise the prospectus, please leave in my comments so we can keep working with this version. Leave on Track changes.I believe you have identified the gap in the literature because of your focus on stressful environments. However, you need to show how previous research on mentoring and training transfer have not focused on stressful environments. The way to do this is through citing previous research and then stating how your study fills the gap in the focus on stressful environments. You also need to state why this is important.In terms of design, please use a quantitative study. I have commented on this throughout the prospectus. There are measures in research that you can use. You just need to locate them.?1.Industrial TrainingDissertation ProspectusIntroduction. IndustrialEmployee training is a form of training which entails both on-the-job and off-job training. This training helps employees to be updated on the current technological changes thus preventing them from being obsolete and outdated. A lack of industrial employee training can give rise to a situation that may negatively impact the performance and quality of services and goods offered (Cummings & Worley, 2014). Industrial Employee training has the potential to equip employees with the necessary skills for performing tasks. However, external factors such as the environment may impact employees’ behavior (Aquinis & Kraiger, 2009), and in order for a successful training program to be implemented, the condition of the workplace environment must be stable (Donovan & Benko, 2016). . These outliers may be learned through the observational process. Some conditions are necessary for an effective training program (Donovan & Benko, 2016). Attention is the most important factor to consider when training employees. However, there are factors such as personal perspective, sensory level, and noise that may reduce or increase an individual’s attention level (Highland, Lee & Mills, 2015). Retention is also another factor to consider. The ability of a person to remember the information taught will determine the effectiveness of the training program. The motivational level will also determine the willingness of the employees to engage in the training program and apply what they have been taught (Donovan & Benko, 2016). In terms of the relationship between employee mentorship and supervisors, Eby, Butts, Hoffman and Sauer (2015) have shown that more research needs to be conducted to explain the causal direction and boundary conditions of this relationship.  Eby et al. (2015) found that when co-worker support is evident in the workplace, it can function as a replacement for mentoring in terms of predicting organizational citizenship behavior—the reason being that co-workers essentially act as mentors.

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Likewise, Dalton, Davis and Viator (2015) have shown that external mentoring can help positively stimulate employee attiduesattitudes; however, they do not address the specific relationship between employee mentorship and supervisors.effect that mentoring can have in workplace environments where stress is a major situational factor for workers. If situational factors are critical to whether or not a training program will be successful, the factor of stress which is something that cannot always be eradicated from the workplace is a variable that needs more attention in terms of how it relates to mentorship. Kram and Hall (1989) indicated that mentoring may help individuals to cope with stressful workplace environments, but their study pertained particularly to environments where corporate trauma (i.e., corporate shake-ups, downsizing, etc.) was an issue. For an organization where no traumatizing event is apparent, stress can still be an issue, particularly if the demands of the job are high (Thomas & Lankau, 2009). Additionally,…

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…managers.Another big section will be a literature review. It will entail comparing the income generation rates of the company before and after employee mentorship program was introduced. Through the managers, the research will find it easy to compare the growth rate. Once all the information has been obtained, it will be drafted and stored, ready for comparison to the other institutions which do not practice mentorship programs.Data Analysis ProceduresA content analysis approach will be utilized in analyzing the qualitative data collected from the data collection exercise. This approach will analyze any written, verbal, or visual data collected from the exercise. However, an inductive content analysis data analysis approach will be utilized by creating categories of responses to mentorship satisfaction of employees and the HR managers, and their attitude towards mentorship.Ethical ConsiderationsAs per the IRB requirements, the research will avoid coercing people into participating in the process and therefore will ensure informed consent. Any possible risks which may arise due to disclosing confidential information will be addressed by ensuring anonymity of responses to avoid any harm which may occur......

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