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A Case Study For The Mentoring
The purpose of this study were to discuss Multiplication mentoring and organization's influence. And by understanding enterprise’ management in Rotational mentoring, Cross-cultural mentoring, Cross-generational mentoring as well as Long-distance mentoring, to analyze the concrete methods and consideration facts behind it. The research is conducted by taking interview. The case of the study is a high technology company in Taiwan. There are 11 employees interviewed, and come out the conclusions as: 1.The case company’s existing mentoring operation implements “Multiplication Mentoring” and “Planned Mentoring Combination.” It executes by planned job guidance and sets rewarding programs. Also, it implements the evaluation system toward the programs. 2.There are three major factors that form Multiplication mentoring. The factors include the environmental trend influence, the organization development need and also staff individual need. 3.There are three different stages of interaction between Monitoring, which can be defined as “The starting interaction of the relationship” ”Facing multiple difficulties relationship” and “Solving the obstacles and working-it- through relationship.” 4.The positive influence toward the organization include : (1)It enhance the team-work competitiveness (2)It is not limited by time and distance when cultivating talents. (3)It reduces cost whereas widen the talent-sourcing channels. But the side-effect will be the monitoring group change to a new job,unstable networking, taking the job guidance tool to do non-company related tasks, as well as low efficiency for solving problems. 5.The positive aspects from the mentoring relationship can be defined as : 1)Mutually support between the mentoring 2)Get psychological support 3)Enhance the mentoring to grow and to develop 4)Promotes individual value-added But the negative challenge will come from the different recognition between the mentoring, the instructor does not want to engage guidance work, the apprentice must adapt different skilled worker, communication difficulty, priests and disciples both sides both must adapt the different culture, as well as manager will consider the applicant’s age when decide hiring.
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