Whether Organizations Should Use Formal Mentoring Schemes Essay

Whether Organizations Should Use Formal Mentoring Schemes - Essay Example It is evidently clear from the discussion that employees’ morale holds the key for the eventual decisions that are made for them when it comes to imparting training and the related facilities. There must be an effort to mobilize the employees more and more and seek from them a feedback mechanism so that their role comes out significantly well within the related context of training regimes. The formal mentoring schemes within the organizations of today are shaping up because there is a need to address the challenges which have come up. The employees know little with respect to social and personal pressures which engulf their domains and it is only natural to understand that formal mentoring schemes would help resolve these issues in entirety. A mentor is defined as an individual who serves as a teacher or a trusted counselor whose main task is to act wise and thus guide and advise on different issues and matters. As far as the formal mentoring schemes and activities are concern ed, they are always very organized and have a serious disciplinary regime within them. Mentoring is more inclined with personal development relationship than anything else; focusing on the experienced senior who imparts the much-needed knowledge and help towards the unknowing junior. The former is regarded as the protege or an apprentice who works to best effects to make sure that the person who is being given the formal mentoring remains on track and is guaranteed to receive the benefits of mentoring in the long run scheme of things. The formal mentoring happens through a professional development process, where formal communication hierarchies are embedded and the information is passed across a number of different significant channels. This formal mentoring is therefore very elusive and takes care of the areas which are not covered by informal mentoring regimes in place. One must comprehend the fact that formal mentoring requires face to face conversation and linkage, helping towar ds building the long-term credibility of the protege and indeed the organization from a strategic perspective. The difference between formal and informal mentoring lies in the fact that since formal mentoring takes care of the employees from a very formal setting, the latter comes about in a haphazard and random manner. What this means is the philosophy that informal mentoring can be held anywhere within the domains of the organization and it basically takes care of the employees on a very one to one level, where the legal codes of inviting employees over for the mentoring programs and activities are not held as such.