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Mentoring and Succession Management: An Evaluative Approach to the Strategic Collaboration Model
... The different types of mentoring processes are summarized in the following table (Table 1), according to the above mentioned authors. [2]; [9]; [20]; [21]; [28]. ...
... A lot of researches deal with the positive outcomes of a mentoring process [21] [22] [33] [40]. These are for example: ...
The question of knowledge management has become a highlighted issue in the companies' everyday life. Knowledge itself is the most important capital of organizations and acquiring, developing and preserving it means a lot of tasks and requirements for the companies. The complex activities of the knowledge management system appear with different priorities in the practice of companies, which depend on the company's circle of activities, its organizational structure, its innovative willingness, the content of HR, leadership approach and on the organizational culture, etc. However, it is a fact that preservation and sharing of employees' knowledge, and to find the most successful methods are the most emphasized areas of a knowledge management system in companies. On the basis of the above mentioned facts, our research was motivated by the following question: how do the employees want to share their knowledge and what features influence them? We observed whether the most traditional method, mentor practice as a corporate practice aiming knowledge sharing is widespread and what opinion the questioned people have about the method. Last year a survey was conducted by the combination of qualitative and quantitative methods and its results show that a mentoring system is a well-known and often used method in companies' practice, but its effect is debatable. Employees' willingness to share their knowledge - independently from the used methods - is influenced by the employees' age, attitude and corporate culture. Thus the mentoring activity as a knowledge sharing method is influenced by the above mentioned employees' features, which determine the success of this method.
... Mentoring studies have revealed that the mentoring process provides opportunities for individuals to work for higher wages, provides promotion, leads to productivity, strengthens organizational commitment, helps developing leadership skills and increases job satisfaction (Abdullah, Rossy, Ploeg, Davies, Higuchi, Sikora & Stacey, 2014;Alayoğlu, 2012;Allen, Eby, Poteet, Lentz, & Lima, 2004;Arora & Rangnekar, 2016;Eby, Allen, Evans, Ng & DuBois, 2008;Haynes & Ghosh, 2008;Izadinia, 2016;İbrahimoğlu, 2013;İşcan & Çakır, 2016;Kim, 2014;Lo, Ramayah & Kui, 2013;Noe, Greenberger & Wang, 2002;Özcan & Çağlar, 2013;Özdemir & Boydak Özkan, 2013;Özkalp et al., 2006;Ragins & Cotton, 1999;Ragins & Kram, 2007;Scandura & Pellegrini, 2004). The conclusion this study reached, that the mentoring functions exhibited by the mentor teachers increase the subjective happiness level of the beginning teachers, is similar to the results of the abovementioned studies, which reveal that the mentoring process leads to job satisfaction and job satisfaction leads to happiness. ...
According to the Turkish Ministry of National Education Teacher Appointment and Substitution regulation, beginning teachers are subjected to a training period for the first six months of their recruitment. This newly launched program aims to train beginning teachers through a master-apprentice relationship, which can be defined as a mentoring program. The purpose of this study was to examine the relationship between the level of subjective happiness of beginning teachers working at state schools and the mentoring functions their advisers perform with regard to various variables. Quantitative analysis was used, and the data were gathered through the Mentoring Functions scale, which was developed by Noe (1988) and the Subjective Happiness scale, developed by Lyubomirsky & Lepper (1999). The sample of the study included 171 beginning teachers from three districts of I stanbul province. Correlation and regression analysis revealed that there is a moderate, positive and significant relationship between the level of subjective happiness of trainee teachers and the level of mentoring functions their advisors perform. The mentoring functions the advisor teachers performed were found to be a significant predictor of the level of subjective happiness of trainee teachers. For this reason, mentor selection, mentor-mentee match and other mentoring processes should be well structured.
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Millî Eğitim Bakanlığı Öğretmen Atama ve Yer Değiştirme Yönetmeliği'ne göre aday öğretmenler, adaylık-larının ilk altı ayında yetiştirme sürecine tabi tutulmaktadır. Usta çırak ilişkisi şeklinde gerçekleşecek olan bu yetiştirme faaliyeti mentorluk olarak kabul edilmektedir. Bu araştırmanın temel amacı, devlet okullarında görev yapan aday öğretmenlerin görüşlerine göre danışman öğretmen mentorluk fonksiyonları ile aday öğretmenlerin öznel mutluluk düzeyi arasındaki ilişkiyi çeşitli değişkenler açısından incelemektir. Nicel bir araştırma olan bu çalışmada veriler Noe (1988) tarafından geliştirilen Mentorluk Fonksiyonları Ölçeği ve Lyubomirsky ve Lep-per (1999) tarafından geliştirilen Öznel Mutluluk Ölçeği aracılığıyla toplanmıştır. Araştırmanın örneklemini, İstanbul ilinin üç ilçesindeki 171 aday öğretmen oluşturmaktadır. Korelasyon ve regresyon analizi, danışman öğretmenlerin sergiledikleri mentorluk fonksiyonları ile aday öğretmenlerin öznel mutluluk düzeyi arasında orta düzeyde pozitif bir ilişki olduğunu ortaya koymaktadır. Danışman öğretmen tarafından sergilenen mentorluk fonksiyonlarının aday öğretmenlerin öznel mutluluk düzeylerinin anlamlı bir yordayıcısı olduğu görülmektedir. Dolayısıyla, mentor seçimi, mentor-menti eşleştirmesi ve diğer mentorluk süreçlerinin iyi yapılandırılması ge-rekmektedir. Anahtar Kelimeler: Mentorluk, mutluluk, öğretmen yetiştirme, öğretmenlerin meslekî gelişimi
... Mentorluk sürecinin mentilere sağladığı faydalar üzerine çeşitli çalışmalar gerçekleştirilmiştir (Abdullah, Rossy, Ploeg, Davies, Higuchi, Sikora ve Stacey, 2014; Alayoğlu, 2012;Allen ve ark., 2004;Arora ve Rangnekar, 2016;Eby, Allen, Evans, Ng ve DuBois, 2008;Haynes ve Ghosh, 2008;Izadina, 2016;İbrahimoğlu, 2013;İşcan ve Çakır, 2016;Kim, 2014;Lo, Ramayah ve Kui, 2013;Noe, Greenberger ve Wang, 2002;Özcan ve Çağlar, 2013;Özdemir ve Boydak-Özkan, 2013;Özkalp ve ark., 2006;Ragins ve Cotton, 1999;Ragins ve Kram, 2007;Scandura ve Pellegrini, 2004). Yürütülen bu araştırmalara göre, mentorluk sürecine dahil olan bireylerin bu sürece dahil olmayanlara kıyasla daha fazla iş doyumuna ulaştıkları, daha yüksek ücretlerle çalıştıkları, daha fazla terfi olanağına sahip oldukları, örgütsel iletişimde daha etkin oldukları, çalışma atmosferine daha kolay uyum sağladıkları, daha iyi performans sergiledikleri, daha üretken oldukları, örgütsel bağlılıklarının arttığı, bilgi paylaşımı konusunda daha başarılı oldukları ve liderlik becerileri bakımından ilerleme kaydettikleri belirlenmiştir. ...
... Mentorluk sürecinin mentilere sağladığı faydalar üzerine çeşitli çalışmalar gerçekleştirilmiştir (Abdullah, Rossy, Ploeg, Davies, Higuchi, Sikora ve Stacey, 2014; Alayoğlu, 2012; Allen ve ark., 2004; Arora ve Rangnekar, 2016;Eby, Allen, Evans, Ng ve DuBois, 2008;Haynes ve Ghosh, 2008;Izadina, 2016;İbrahimoğlu, 2013;İşcan ve Çakır, 2016;Kim, 2014;Lo, Ramayah ve Kui, 2013;Noe, Greenberger ve Wang, 2002;Özcan ve Çağlar, 2013;Özdemir ve Boydak-Özkan, 2013;Özkalp ve ark., 2006;Ragins ve Cotton, 1999;Ragins ve Kram, 2007;Scandura ve Pellegrini, 2004). Yürütülen bu araştırmalara göre, mentorluk sürecine dahil olan bireylerin bu sürece dahil olmayanlara kıyasla daha fazla iş doyumuna ulaştıkları, daha yüksek ücretlerle çalıştıkları, daha fazla terfi olanağına sahip oldukları, örgütsel iletişimde daha etkin oldukları, çalışma atmosferine daha kolay uyum sağladıkları, daha iyi performans sergiledikleri, daha üretken oldukları, örgütsel bağlılıklarının arttığı, bilgi paylaşımı konusunda daha başarılı oldukları ve liderlik becerileri bakımından ilerleme kaydettikleri belirlenmiştir. ...
Bu çalışmanın amacı, okul müdürlerinin sergilediği mentorluk fonksiyonlarının müdür yardımcılarının iş doyumuna ulaşma düzeyinin yordayıcısı olup olmadığını incelemektir. Veri toplama aracında, “Mentorluk Fonksiyonları Ölçeği” ve “Minnesota Doyum Ölçeği” yer almaktadır. Araştırmada ilişkisel tarama modeli kullanılmıştır. Araştırmanın örneklemini kolayda örnekleme yöntemiyle belirlenen 2015-2016 eğitim-öğretim yılında Bakırköy, Eyüp, Gaziosmanpaşa ve Kâğıthane ilçelerindeki Millî Eğitim Bakanlığına bağlı okullarda görev yapmakta olan 611 müdür yardımcısı oluşturmaktadır. Ölçekler, internet ortamında sunularak veri toplama işlemi gerçekleştirilmiştir. Ölçeklere ilişkin link, belirtilen ilçelerde yer alan okulların resmî e-posta adreslerine gönderilmiştir. Ölçeğe 402 kişi cevap vermiş, katılım oranı %65.8 olarak tespit edilmiştir. Elde edilen veriler IBM SPSS Statistics (v22) ve MPlus (v7) programları vasıtasıyla çözümlenmiş ve değerlendirilmiştir. Ölçeklerden elde edilen puanlara yönelik frekans dağılımı, yüzde oranı, aritmetik ortalama ve standart sapma hesaplanmıştır. Verilerin analizinde basit doğrusal korelasyon analizi ve basit doğrusal regresyon analizi yöntemleri kullanılmıştır. Çalışmada, hata payı .05 olarak kabul edilmiştir. Araştırma sonuçlarına göre müdür yardımcılarının iş doyumu ile okul müdürlerinin sergilediği mentorluk fonksiyonları arasında orta düzeyde, pozitif yönde ve anlamlı düzeyde bir ilişki vardır. Müdür yardımcılarının deneyimlediği iş doyumu düzeyinin okul müdürlerinin sergiledikleri mentorluk fonksiyonları ile doğru orantılı bir biçimde artış gösterdiği belirlenmiştir. Mentorluk fonksiyonlarının iş doyumunun yordayıcısı olduğu tespit edilmiştir.
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The purpose of the study was to examine if the level of mentoring functions the school principals perform is a predictor of the level of job satisfaction assistant principals experience. The survey instrument used for this research included “Mentoring Functions Scale” and “Minnesota Satisfaction Questionnaire”. Relational screening model was used in the study. Universe of the study is comprised of the 611 assistant principals who work in schools affiliated to Ministry of National Ed-ucation in Bakırköy, Eyüp, Gaziosmanpaşa and Kâğıthane districts of İstanbul province. The scale was used in the web based survey to col-lect data. Data was collected by sending the web based survey link to the formal e-mail addresses of the schools in the mentioned districts. There were total 402 respondents giving a 65.8% response rate. The obtained data was analyzed and evaluated using IBM SPSS Statistics (v22) and MPlus (v7). Frequency and percentage distributions, mean and standard deviations were calculated. Simple linear correlation analysis and simple linear regression analysis were performed. The error margin for the study was .05. According to the results, there is a moderate, positive and significant relationship between the job satis-faction of assistant principals and the level of mentoring functions the principals perform. It is confirmed that the level of job satisfaction the assistant principals experience increase in direct proportion with the level of mentoring functions the school principals perform. Mentoring is found to be predicator of job satisfaction.
... The topic of mentoring has gained a significant attention in recent years from contemporary business, organizations, and psychologist-managers (McDowall-Long, 2004). Numerous studies in the past have elucidated the benefits associated with mentoring such as leadership skills development, social recognition, career development, increased job satisfaction, and increased salaries and promotions (Haynes & Ghosh, 2008). Mentoring represents an intense and sustained interpersonal exchange between a senior experience person (mentor) and a junior experienced person (protégé) in which mentor provides direction, support, and feedback to the protégé to stimulate the career planning and overall personal development (Russell & Adams, 1997;Topa, Guglielmi, & Depolo, 2013). ...
Past research has shown that a protégé’s personality and workplace mentoring relationships play a crucial role in enhancing employees’ career outcomes. This study extends this by empirically examining the moderating effects of the Big Five personality trait of conscientiousness on mentoring and career resilience relationship in the Indian context. The data were collected from 254 participants employed in public and private sector organizations in North India. Consistent with expectations, the authors found that the relationship between both categories of mentoring (psychosocial and career mentoring) and career resilience is stronger for the managers who score high on conscientiousness personality in contrast to those with low scores on this factor. The implications and future research directions are discussed in the article.
... The make-up of the global work-force (Haynes, 2008) is undergoing a seismic shift: ...
1 The study explores the perception of work environment of male and female managers in banking organizations. The sample for the study consists of 170 managers (100 male and 70 female managers). The data were collected form five Govt banks in Kolkata. Work Environment scale (Moos, 1986) was administered for data collection. The data were analyzed on the basis of Inferential statistics including 't' test. The t-test result shows that there is significant difference between male and female mangers only on 'work pressure'. Further, data were analyzed following Principal component factor analysis with varimax rotation. On the basis of cut point of Eigen value 5 factors for male and female were extracted out of 10 variables. Finally Screen test was drawn and three factors were male and four factors for female were retained on the basis of the test. The first factor extracted 18.5%, second factor 14.12% and third factor 11.5% of the total variance for the male managers. For female manager's first factor, second factor, third factor and fourth factor extracted 19.5%, 15.6%,13.3%, and 11.1% of the total variance respectively. The results were discussed in the light of other relevant studies.
... Research initiatives, identified by McNamara et al. (2009), indicate that 77 percent of mainstream corporate America ranks succession planning as very important while , 50 percent have a formalized plan in place for organizational transitions. Succession planning involves any effort designed to ensure a continued performance of an organization, division, department, workgroup, or individual by making the necessary provisions for the development, replacement, and strategic application of key positions over time (Haynes and Gosh, 2008). ...
Purpose
The purpose of this paper is to present a collaborative communications model and relate information to succession planning for organizations facing imminent change.
Design/methodology/approach
Using a review of existent literature, this work examines and expounds upon the impact of planning effectively for transitions between entities.
Findings
The paper presents a collaborative communications model for a manager that is based on four tenets – condition setting, planning, execution, and process evaluation. Within each of these tenets are elements of communication, mentorship, leader development, and acceptance (trust) among stakeholders to ensure two entities transition appropriately.
Practical implications
Key tenets of leadership are often missed when developing strategies for organizational transition. This work examines how communicating collaboratively is linked to succession management and can aid managers in understanding some implications of ill‐developed planning efforts.
Social implications
In an applied sense, this model provides health care managers with concepts related to effective change at both the individual and organizational levels. While this work is directed toward managing transition among health care organizations and personnel, the information is equally applicable to a broader audience.
Originality/value
While there is a dearth of literature examining succession management in a variety of industries, little information is directed specifically toward health care leadership. This paper provides concepts related to effective risk mitigation in succession management.
... mbers of the leadership team. Additionally, the expansion of the community college funding base via career education revenues helps to promote or secure the institution's competitive edge and therefore its survival. Discovering and implementing a plan for succession is another aspect of leadership that is critical to maintaining a competitive edge. Haynes and Ghosh (2008) researched this issue by applying a systems evaluation approach to explore how organizations determine the role of mentoring, and the efficacy of the Strategic Collaboration Model (SCM) and its related succession management programs. The organization, by implementing a formal mentoring program, creates an infrastructure of succession pl ...
The purpose of this study was to explore the essential leadership practices, abilities, and experiences of Deans of Career and Technical Education (CTE) and to consider how these Deans of CTE fit into the succession process of the community college. A qualitative case study was conducted with three dyads of career Deans and their supervising senior administrators, using the comparative case method to analyze the data collected from the participants.The data were collected from in-person participant interviews on their respective campuses. One Dean of CTE and the supervising senior administrator were at a rural college; one dyad was at a suburban community college; and the third Dean of CTE and the supervising senior administrator were at an urban institution. All three colleges were situated in the Midwestern section of the United States and had large student populations.From the data analysis, three general themes emerged as the essential practices, abilities, and experiences that were demonstrated by the Deans of CTE: (a) formal education and professional development; (b) personal background and experience; and (c) mentoring and networking. These three overarching themes spiraled into one categorical outcome: the crucial need for career Deans to be visible across campus and program areas, as well as to be acknowledged in professional groups that exist beyond the institution. The implications of the findings lead to the need for deliberate planning and preparation of Deans of CTE for succession strategies through mentoring relationships and supervising senior administrative support.
A pedagógusképzés paradigmaváltás előtt áll. A pedagógusok képzése az intézmények, a fenntartók, és a pedagógusképzők együttműködésének összefüggésében vizsgálható. Jelen tanulmány a képzők szemszögéből, egy szűk keresztmetszeten keresztül mutatja be azt, hogy milyen beavatkozásokkal, milyen lehetséges változások történhetnek, akár lokális szinten alkalmazott módszertani megoldásokkal, kidolgozott eljárásokkal, akár a rendszer megújításának egészére vonatkozóan. A tanulmány rövid áttekintést nyújt a mentorálás fogalmáról, a hazai köznevelésben és felsőoktatásban használt fogalomértelmezéséről, a mentorálás típusairól, a mentorálás folyamatáról, a mentorok szakmai felkészültségéről, a mentorálási attitűdjéről. Ezen túl, bemutatásra kerülnek a mentorálással kapcsolatos vélemények és tapasztalatok vizsgálatai eredményeinken keresztül. A tanulmány lehetséges fejlesztési irányokat fogalmaz meg a hazai mentorálás gyakorlatában, a pedagógusképzés modernizációját fókuszba helyezve.
This research is aimed at explaining the effect of mentoring on succession planning focusing on individual developing plan. Raoul’s seven-pointed star model was used for the explanation of this issue. After the identification of the gap between the present situation and that of the desired one in the sixth phase, mentoring with individual development planning was recognized as the best tool for filling it. Research population included 400 employees who have taken the specific instructions for increasing their skills in Telecommunication Company of Iran. According to Cochran Formula, the sample group included 200 subjects. For collecting data for this descriptive correlative research, questionnaires were designed. Hypotheses were tested by structural equation modeling. The results indicated that the functions of career development and role modeling can be effective in the execution of individual development plan.
تغيي ا رلقيادات يتناول
2 / 1 مفجوم تغيير القيادات-- أبعاد تغيي ر القيادات - -1
ايجابيات تغيير القيادات2 / 4 اسباب ارتفاع معدل تغيير القيادات ف المنظمات - ---
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الثط البحوث المستقبلية المقترحة 24
المبحث ال ا ربع ط الا ار المقترح ادارة تغيير القيادات والتخطيط للتعاقب بالمنظمات
This paper addresses succession planning through mentoring within the library. The authors define succession planning as the recruitment, development, and advancement of library personnel to fill staffing gaps and prepare future leaders. The benefit to libraries through the use of mentoring in succession planning will be addressed given this will allow the cultivation of more knowledgeable and confident employees. The authors will explore the concepts in this area through the literature, discuss the results of their study conducted via survey and provide recommendations for implementing a succession planning program through the use of mentoring based on their findings.
Since the findings of a Fatal Accident Inquiry (FAI) in 2010, clinicians working in Scotland have been advised to discuss the risk of Sudden Unexpected Death in Epilepsy (SUDEP) with patients immediately or soon after a diagnosis of epilepsy is made. A thematic analysis was used to describe the experiences discussing SUDEP of 10 clinicians (six Consultant Neurologists and four Neurology Registrars) working in Scotland. Contrary to previous research, clinicians appear to be routinely discussing SUDEP in a standardized fashion with newly diagnosed patients and the FAI appears to have instigated this change in practice. Clinicians are ambivalent about the practice and whether this is a Breaking Bad News (BBN) experience. Clinicians appear to anticipate that patients will be anxious or distressed discussing SUDEP, despite their experiences that patients do not react this way. There are further concerns that the pressure to discuss SUDEP, as a result of the FAI, hinders effective communication of the SUDEP message. Implications for guideline development are discussed.
Research and theory-building activities in Instructional Systems Technology at Indiana University revolve around several thematic threads: message design, instructional design/development, technology integration, systemic change in education, and change management and human performance technology. A dozen or more student-faculty research groups are active at any given time on inquiry projects related to these themes. Recent projects, their theoretical bases, and some of their findings are elaborated in this chapter.
Background:
Medication non-adherence in bipolar disorder is a significant problem resulting in increased morbidity, hospitalisation and suicide. Interventions to enhance adherence exist but it is not clear how effective they are, or what works and why.
Methods:
We systematically searched bibliographic databases for RCTs of interventions to support adherence to medication in bipolar disorder. Study selection and data extraction was performed by two investigators. Data was extracted on intervention design and delivery, study characteristics, adherence outcomes and study quality. The meta-analysis used pooled odds ratios for adherence using random effects models.
Results:
Searches identified 795 studies, of which 24 met the inclusion criteria, 18 provided sufficient data for meta-analysis. The pooled OR was 2.27 (95% CI 1.45-3.56) equivalent to a two-fold increase in the odds of adherence in the intervention group relative to control. Smaller effects were seen where the control group consisted of an active comparison and with increasing intervention length. The effects were robust across other factors of intervention and study design and delivery.
Limitations:
Many studies did not report sufficient information to classify intervention design and delivery or judge quality and the interventions were highly variable. Therefore, the scope of moderation analysis was limited.
Conclusions:
Even brief interventions can improve medication adherence. Limitations in intervention and study design and reporting prevented assessment of which elements of adherence support are most effective. Applying published guidance and quality criteria for designing and reporting adherence interventions is a priority to inform the implementation of cost-effective adherence support.
Mentoring can play a key role in the career development of librarians. Formal mentoring programs are often available for students enrolled in graduate library and information science programs, for early career professionals through a variety of professional associations, and for librarians at the institutions in which they work. The goals of these mentoring programs may vary, and can range from orientation to promotion or retention and even to advancement. Using the 115 Association of Research Libraries (ARL) academic members as a population, this chapter examines the mentoring practices that may be in place at these institutions by closely reading and analyzing the existing mentoring documentation that was available on their Websites. In all, 22 ARL institutions had mentoring documentation available for analysis. The findings indicate that a large majority of the mentoring programs studied have defined orientation and promotion as their main objectives, while far fewer make any mention of advancement or leadership development as their objectives. Further research is recommended to study both formal and informal mentoring opportunities at ARL institutions.
Community pharmacists play a growing role in the delivery of primary healthcare. This has led many to consider the changing power of the pharmacy profession in relation to other professions and patient groups. This paper contributes to these debates through developing a Foucauldian analysis of the changing dynamics of power brought about by extended roles in medicines management and patient education. Examining the New Medicine Service, the study considers how both patient and pharmacist subjectivities are transformed as pharmacists seek to survey patient's medicine use, diagnose non-adherence to prescribed medicines, and provide education to promote behaviour change. These extended roles in medicines management and patient education expand the 'pharmacy gaze' to further aspects of patient health and lifestyle, and more significantly, established a form of 'pastoral power' as pharmacists become responsible for shaping patients' self-regulating subjectivities. In concert, pharmacists are themselves enrolled within a new governing regime where their identities are conditioned by corporate and policy rationalities for the modernisation of primary care.
This chapter features Indiana University’s Instructional Systems Technology (IST) department. It highlights current theory and research that form the basis of improving learning and performance in diverse contexts. The contributions of professors Boling, Bonk, Brush, Cho, Frick, Glazewski, Haynes, and Reigeluth underscore IST’s past, present, and future as its professors and students engage in the enterprise of teaching and research. Specifically, insight is provided on Boling’s design research, Bonk’s extreme learning, Brush, Ottenbreit-Leftwich and Glazewiski on problem-based learning research, Cho’s citation network analysis, Frick’s theory of totally integrated education, Haynes on social cognitive theory, and Reigeluth’s theory of instruction.
Background
Although the fashion for the “personalised” or “stratified” approach to medicine is valuable in exploiting the omic signatures of the individual patient, too little attention has been paid to the influence of psychological and cognitive factors in the care process. The aim of this paper is to highlight the importance of those individual psycho-cognitive components in affecting how people act to prevent, cope and react to illness, decide about different therapeutic options, interact with health care providers, and adhere to treatment.
Methods
We reviewed the medical and psychological literature about the effect of cognitive and psychological dimensions on treatment efficacy, on patients' global satisfaction, and on treatment compliance.
Results
Psychological dimensions have been proved to impact on treatment efficacy, on patients' global satisfaction, and on compliance to treatment. However, there are substantial individual differences among patients; therefore, it is important that physicians recognise how to apply these general recommendations to each individual patient, alongside the omic information emerging from the molecular diagnostic laboratory.
Conclusion
The exam of the current literature allows one to derive several strategies which can help health professionals to improve the patients' understanding of their disease and involvement in the whole care process.
Purpose – This case study aims to report on the effectiveness of a matrix mentoring pilot project in a healthcare setting and its ability to build managerial competencies and enhance levels of employee engagement. Design/methodology/approach – The study used a mixed-method design with pre and post pilot evaluation phases. Focus groups were held with both mentee and mentor groups. Mentees also completed questionnaires that assessed their levels of managerial competency and engagement. Findings – Mentees who engaged in a matrix mentoring pilot reported increased levels of managerial and leadership competencies, and employee engagement. Additionally, mentees realized greater exposure to managerial roles and responsibilities and experienced personal development and growth as a result of individual project assignments. Research limitations/implications – The small sample size is the main limitation of this project. However, it was a pilot within a case study organization and one of the objectives was to learn from the experience. Practical implications – Mentors and mentees reported positive feedback. Mentors were able to assess the capacity and interest of future potential leaders and mentees gained exposure to managerial competencies. Originality/value – The originality of this research is found in the application of a matrix mentoring approach. Typically, mentoring programs match one mentor with one mentee. A team of mentors worked with each of the mentees and engaged in exposing the participants to a range of competencies. The literature suggests that managerial competencies in a complex setting, like healthcare, need to be diverse. This research presents one possibility for building such a range of abilities.
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