CASE ANALYSIS OF

MENTOR RELATIONSHIP TURNS UPSIDE DOWN

PRESENTED BY:PRATIK ABHISHEK SAIKAT CHATTERJEE PARITOSH TANDON

MENTORING
Mentoring is the process of sharing your knowledge and experience with an employee. Mentoring can be informal or formal: Informal mentoring takes place spontaneously between senior and more junior employees. Formal mentoring occurs through a program with an established structure.

CONT
A mentor can be an employees manager or not Management typically involves at least some employee mentoring. In formal mentoring programs, the mentor is typically not the employees manager.

A MENTOR SHOWING WAY AHEAD TO MENTEE

ROLE OF A MENTOR
TEACH MODEL INFORM CONFIRM PRESCRIBE QUESTION ENCOURAGE AFFIRM INSPIRE CHALLENGE SUPPORT COUNSEL LISTEN PROBE CLARIFY ADVISE BEFRIEND ACCEPT RELATE

The role of all mentors: - Support learning process with feedback. - Share unique experience and knowledge. - Guide, counsel, support, coach, encourage. - Meet with employee on a regular basis.

ROLE OF EMPLOYEES/MANAGERS IN MENTORING RELATIONSHIP

Maintain confidentiality and assist in creating a climate of trust. Follow through on any commitments made. Obtain opinions from the manager in identifying areas for further development. Inform the manager of the mentoring meeting. Participate in the program-evaluation process Support the mentors and the employees participation.

1.WHAT IS CAROLS ROLE IN WALTERS CAREER DEVELOPMENT NOW? SHOULD LARCHMONT HAVE ANY SUCH ROLE? WHY OR WHY NOT?
Role of Carol:o Maintain confidentiality and assist in creating a climate of trust. o Follow through on any commitments made. o Participate in the program-evaluation process. o The Employees Role : The individual must accept responsibility for his/her own career; assess his/her own interests, skill, and values; and take the steps required to ensure a happy and fulfilling career.

2. WHAT ADVICE WOULD YOU OFFER CAROL FOR APPROACHING WALTER?

Carol will likely feel a debt of gratitude to Walter for his help. She will likely want to maintain a positive working relationship with Walter. She might be able to help Walter process some of his feelings and frustrations by asking him about difficulties they might encounter in their working relationship. She may wish to ask a general question like, How do you think you will respond if I feel I need to undo some of your original decisions. Carol has shown skills in the past at helping subordinates get over the initial awkwardness of the situation by meeting one on one.

3.IF CAROL HAS TO DISMISS WALTER, HOW

SPECIFICALLY WOULD YOU SUGGEST SHE PROCEED?

POTENTIAL GROUNDS FOR DISMISSAL Personality clash Performance issues Psychological contracts of the company. Ex: Yesterdays contract was do your best and be loyal to us and we will take care of your career. Today it is do your best and be loyal to us as long as you are here, and well provide you with the developmental opportunities youll need to move on and have a successful career.

4. ASSUME CAROL HAS HEARD A RUMOR THAT WALTER HAS CONSIDERED RESIGNING. WHAT SHOULD SHE DO ABOUT IT?

Though Walter was not successful in this venture, his position suggests he has had many other successes in the firm. Most companies would not want to lose someone with Walters experience and expertise. She may wish to consult with her supervisors and inform them what she has heard and discuss strategies for retaining Walter. If her personal relationship with him is strong, she may wish to confront him with the rumor directly, probe his reasons for leaving and try to identify what it would take to keep Walter and his expertise with company.