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<span>Professional bodies and qualifications</span> </div> </a> <ul id="toc-Professional_bodies_and_qualifications-sublist" class="vector-toc-list"> </ul> </li> <li id="toc-Techniques" class="vector-toc-list-item vector-toc-level-1"> <a class="vector-toc-link" href="#Techniques"> <div class="vector-toc-text"> <span class="vector-toc-numb">3</span> <span>Techniques</span> </div> </a> <ul id="toc-Techniques-sublist" class="vector-toc-list"> </ul> </li> <li id="toc-Types_of_mentoring" class="vector-toc-list-item vector-toc-level-1"> <a class="vector-toc-link" href="#Types_of_mentoring"> <div class="vector-toc-text"> <span class="vector-toc-numb">4</span> <span>Types of mentoring</span> </div> </a> <button aria-controls="toc-Types_of_mentoring-sublist" class="cdx-button cdx-button--weight-quiet cdx-button--icon-only vector-toc-toggle"> <span class="vector-icon mw-ui-icon-wikimedia-expand"></span> <span>Toggle Types of mentoring subsection</span> </button> <ul id="toc-Types_of_mentoring-sublist" class="vector-toc-list"> <li id="toc-Formal_mentoring" class="vector-toc-list-item vector-toc-level-2"> <a class="vector-toc-link" href="#Formal_mentoring"> <div class="vector-toc-text"> <span class="vector-toc-numb">4.1</span> <span>Formal mentoring</span> </div> </a> <ul id="toc-Formal_mentoring-sublist" class="vector-toc-list"> </ul> </li> <li id="toc-Informal_mentoring" class="vector-toc-list-item vector-toc-level-2"> <a class="vector-toc-link" href="#Informal_mentoring"> <div class="vector-toc-text"> <span class="vector-toc-numb">4.2</span> <span>Informal mentoring</span> </div> </a> <ul id="toc-Informal_mentoring-sublist" class="vector-toc-list"> </ul> </li> <li id="toc-Models" class="vector-toc-list-item vector-toc-level-2"> <a class="vector-toc-link" href="#Models"> <div class="vector-toc-text"> <span class="vector-toc-numb">4.3</span> <span>Models</span> </div> </a> <ul id="toc-Models-sublist" class="vector-toc-list"> </ul> </li> <li id="toc-Other_types" class="vector-toc-list-item vector-toc-level-2"> <a class="vector-toc-link" href="#Other_types"> <div class="vector-toc-text"> <span class="vector-toc-numb">4.4</span> <span>Other types</span> </div> </a> <ul id="toc-Other_types-sublist" class="vector-toc-list"> </ul> </li> </ul> </li> <li id="toc-Benefits" class="vector-toc-list-item vector-toc-level-1"> <a class="vector-toc-link" href="#Benefits"> <div class="vector-toc-text"> <span class="vector-toc-numb">5</span> <span>Benefits</span> </div> </a> <ul id="toc-Benefits-sublist" class="vector-toc-list"> </ul> </li> <li id="toc-Contemporary_research_and_practice_in_the_US" class="vector-toc-list-item vector-toc-level-1"> <a class="vector-toc-link" href="#Contemporary_research_and_practice_in_the_US"> <div class="vector-toc-text"> <span class="vector-toc-numb">6</span> <span>Contemporary research and practice in the US</span> </div> </a> <ul id="toc-Contemporary_research_and_practice_in_the_US-sublist" class="vector-toc-list"> </ul> </li> <li id="toc-Corporate_programs" class="vector-toc-list-item vector-toc-level-1"> <a class="vector-toc-link" href="#Corporate_programs"> <div class="vector-toc-text"> <span class="vector-toc-numb">7</span> <span>Corporate programs</span> </div> </a> <button aria-controls="toc-Corporate_programs-sublist" class="cdx-button cdx-button--weight-quiet cdx-button--icon-only vector-toc-toggle"> <span class="vector-icon mw-ui-icon-wikimedia-expand"></span> <span>Toggle Corporate programs subsection</span> </button> <ul id="toc-Corporate_programs-sublist" class="vector-toc-list"> <li id="toc-Formal_programs" class="vector-toc-list-item vector-toc-level-2"> <a class="vector-toc-link" href="#Formal_programs"> <div class="vector-toc-text"> <span class="vector-toc-numb">7.1</span> <span>Formal programs</span> </div> </a> <ul id="toc-Formal_programs-sublist" class="vector-toc-list"> </ul> </li> <li id="toc-New-hire_programs" class="vector-toc-list-item vector-toc-level-2"> <a class="vector-toc-link" href="#New-hire_programs"> <div class="vector-toc-text"> <span class="vector-toc-numb">7.2</span> <span>New-hire programs</span> </div> </a> <ul id="toc-New-hire_programs-sublist" class="vector-toc-list"> </ul> </li> <li id="toc-High-potential_programs" class="vector-toc-list-item vector-toc-level-2"> <a class="vector-toc-link" href="#High-potential_programs"> <div class="vector-toc-text"> <span class="vector-toc-numb">7.3</span> <span>High-potential programs</span> </div> </a> <ul id="toc-High-potential_programs-sublist" class="vector-toc-list"> </ul> </li> </ul> </li> <li id="toc-Matching_approaches" class="vector-toc-list-item vector-toc-level-1"> <a class="vector-toc-link" href="#Matching_approaches"> <div class="vector-toc-text"> <span class="vector-toc-numb">8</span> <span>Matching approaches</span> </div> </a> <ul id="toc-Matching_approaches-sublist" class="vector-toc-list"> </ul> </li> <li id="toc-In_education" class="vector-toc-list-item vector-toc-level-1"> <a class="vector-toc-link" href="#In_education"> <div class="vector-toc-text"> <span class="vector-toc-numb">9</span> <span>In education</span> </div> </a> <button aria-controls="toc-In_education-sublist" class="cdx-button cdx-button--weight-quiet cdx-button--icon-only vector-toc-toggle"> <span class="vector-icon mw-ui-icon-wikimedia-expand"></span> <span>Toggle In education subsection</span> </button> <ul id="toc-In_education-sublist" class="vector-toc-list"> <li id="toc-Resilience" class="vector-toc-list-item vector-toc-level-2"> <a class="vector-toc-link" href="#Resilience"> <div class="vector-toc-text"> <span class="vector-toc-numb">9.1</span> <span>Resilience</span> </div> </a> <ul id="toc-Resilience-sublist" class="vector-toc-list"> <li id="toc-Protective_factors_and_risk_factors" class="vector-toc-list-item vector-toc-level-3"> <a class="vector-toc-link" href="#Protective_factors_and_risk_factors"> <div class="vector-toc-text"> <span class="vector-toc-numb">9.1.1</span> <span>Protective factors and risk factors</span> </div> </a> <ul id="toc-Protective_factors_and_risk_factors-sublist" class="vector-toc-list"> </ul> </li> <li id="toc-Counseling_and_guidance" class="vector-toc-list-item vector-toc-level-3"> <a class="vector-toc-link" href="#Counseling_and_guidance"> <div class="vector-toc-text"> <span class="vector-toc-numb">9.1.2</span> <span>Counseling and guidance</span> </div> </a> <ul id="toc-Counseling_and_guidance-sublist" class="vector-toc-list"> </ul> </li> </ul> </li> <li id="toc-Instructional_coaches" class="vector-toc-list-item vector-toc-level-2"> <a class="vector-toc-link" href="#Instructional_coaches"> <div class="vector-toc-text"> <span class="vector-toc-numb">9.2</span> <span>Instructional coaches</span> </div> </a> <ul id="toc-Instructional_coaches-sublist" class="vector-toc-list"> <li id="toc-Activities" class="vector-toc-list-item vector-toc-level-3"> <a class="vector-toc-link" href="#Activities"> <div class="vector-toc-text"> <span class="vector-toc-numb">9.2.1</span> <span>Activities</span> </div> </a> <ul id="toc-Activities-sublist" class="vector-toc-list"> </ul> </li> <li id="toc-Effectiveness" class="vector-toc-list-item vector-toc-level-3"> <a class="vector-toc-link" href="#Effectiveness"> <div class="vector-toc-text"> <span class="vector-toc-numb">9.2.2</span> <span>Effectiveness</span> </div> </a> <ul id="toc-Effectiveness-sublist" class="vector-toc-list"> <li id="toc-Administrative_support" class="vector-toc-list-item vector-toc-level-4"> <a class="vector-toc-link" href="#Administrative_support"> <div class="vector-toc-text"> <span class="vector-toc-numb">9.2.2.1</span> <span>Administrative support</span> </div> </a> <ul id="toc-Administrative_support-sublist" class="vector-toc-list"> </ul> </li> <li id="toc-Data-driven_strategies" class="vector-toc-list-item vector-toc-level-4"> <a class="vector-toc-link" href="#Data-driven_strategies"> <div class="vector-toc-text"> <span class="vector-toc-numb">9.2.2.2</span> <span>Data-driven strategies</span> </div> </a> <ul id="toc-Data-driven_strategies-sublist" class="vector-toc-list"> </ul> </li> <li id="toc-Relationship_building" class="vector-toc-list-item vector-toc-level-4"> <a class="vector-toc-link" href="#Relationship_building"> <div class="vector-toc-text"> <span class="vector-toc-numb">9.2.2.3</span> <span>Relationship building</span> </div> </a> <ul id="toc-Relationship_building-sublist" class="vector-toc-list"> </ul> </li> <li id="toc-Content_and_pedagogical_knowledge" class="vector-toc-list-item vector-toc-level-4"> <a class="vector-toc-link" href="#Content_and_pedagogical_knowledge"> <div class="vector-toc-text"> <span class="vector-toc-numb">9.2.2.4</span> <span>Content and pedagogical knowledge</span> </div> </a> <ul id="toc-Content_and_pedagogical_knowledge-sublist" class="vector-toc-list"> </ul> </li> </ul> </li> </ul> </li> </ul> </li> <li id="toc-Blended_mentoring" class="vector-toc-list-item vector-toc-level-1"> <a class="vector-toc-link" href="#Blended_mentoring"> <div class="vector-toc-text"> <span class="vector-toc-numb">10</span> <span>Blended mentoring</span> </div> </a> <ul id="toc-Blended_mentoring-sublist" class="vector-toc-list"> </ul> </li> <li id="toc-Business_mentoring" class="vector-toc-list-item vector-toc-level-1"> <a class="vector-toc-link" href="#Business_mentoring"> <div class="vector-toc-text"> <span class="vector-toc-numb">11</span> <span>Business mentoring</span> </div> </a> <ul id="toc-Business_mentoring-sublist" class="vector-toc-list"> </ul> </li> <li id="toc-Cup_Framework_of_Mentoring" class="vector-toc-list-item vector-toc-level-1"> <a class="vector-toc-link" href="#Cup_Framework_of_Mentoring"> <div class="vector-toc-text"> <span class="vector-toc-numb">12</span> <span>Cup Framework of Mentoring</span> </div> </a> <ul id="toc-Cup_Framework_of_Mentoring-sublist" class="vector-toc-list"> </ul> </li> <li id="toc-See_also" class="vector-toc-list-item vector-toc-level-1"> <a class="vector-toc-link" href="#See_also"> <div class="vector-toc-text"> <span class="vector-toc-numb">13</span> <span>See also</span> </div> </a> <ul id="toc-See_also-sublist" class="vector-toc-list"> </ul> </li> <li id="toc-References" class="vector-toc-list-item vector-toc-level-1"> <a class="vector-toc-link" href="#References"> <div class="vector-toc-text"> <span class="vector-toc-numb">14</span> <span>References</span> </div> </a> <ul id="toc-References-sublist" class="vector-toc-list"> </ul> </li> <li id="toc-Further_reading" class="vector-toc-list-item vector-toc-level-1"> <a class="vector-toc-link" href="#Further_reading"> <div class="vector-toc-text"> <span class="vector-toc-numb">15</span> <span>Further reading</span> </div> </a> <ul id="toc-Further_reading-sublist" class="vector-toc-list"> </ul> </li> <li id="toc-External_links" class="vector-toc-list-item vector-toc-level-1"> <a class="vector-toc-link" href="#External_links"> <div class="vector-toc-text"> <span class="vector-toc-numb">16</span> <span>External links</span> </div> </a> <ul id="toc-External_links-sublist" class="vector-toc-list"> </ul> </li> </ul> </div> </div> </nav> </div> </div> <div class="mw-content-container"> <main id="content" class="mw-body"> <header class="mw-body-header vector-page-titlebar"> <nav aria-label="Contents" class="vector-toc-landmark"> <div id="vector-page-titlebar-toc" class="vector-dropdown vector-page-titlebar-toc vector-button-flush-left" > <input type="checkbox" id="vector-page-titlebar-toc-checkbox" role="button" aria-haspopup="true" data-event-name="ui.dropdown-vector-page-titlebar-toc" class="vector-dropdown-checkbox " aria-label="Toggle the table of contents" > <label id="vector-page-titlebar-toc-label" for="vector-page-titlebar-toc-checkbox" class="vector-dropdown-label cdx-button cdx-button--fake-button cdx-button--fake-button--enabled cdx-button--weight-quiet cdx-button--icon-only " aria-hidden="true" ><span class="vector-icon mw-ui-icon-listBullet mw-ui-icon-wikimedia-listBullet"></span> <span class="vector-dropdown-label-text">Toggle the table of contents</span> </label> <div class="vector-dropdown-content"> <div id="vector-page-titlebar-toc-unpinned-container" class="vector-unpinned-container"> </div> </div> </div> </nav> <h1 id="firstHeading" class="firstHeading mw-first-heading"><span class="mw-page-title-main">Mentorship</span></h1> <div id="p-lang-btn" class="vector-dropdown mw-portlet mw-portlet-lang" > <input type="checkbox" id="p-lang-btn-checkbox" role="button" aria-haspopup="true" data-event-name="ui.dropdown-p-lang-btn" class="vector-dropdown-checkbox mw-interlanguage-selector" aria-label="Go to an article in another language. Available in 32 languages" > <label id="p-lang-btn-label" for="p-lang-btn-checkbox" class="vector-dropdown-label cdx-button cdx-button--fake-button cdx-button--fake-button--enabled cdx-button--weight-quiet cdx-button--action-progressive mw-portlet-lang-heading-32" aria-hidden="true" ><span class="vector-icon mw-ui-icon-language-progressive mw-ui-icon-wikimedia-language-progressive"></span> <span class="vector-dropdown-label-text">32 languages</span> </label> <div class="vector-dropdown-content"> <div class="vector-menu-content"> <ul class="vector-menu-content-list"> <li class="interlanguage-link interwiki-ar mw-list-item"><a href="https://ar.wikipedia.org/wiki/%D9%85%D9%81%D9%87%D9%88%D9%85_%D8%A7%D9%84%D8%A5%D8%B1%D8%B4%D8%A7%D8%AF" title="مفهوم الإرشاد – Arabic" lang="ar" hreflang="ar" data-title="مفهوم الإرشاد" data-language-autonym="العربية" data-language-local-name="Arabic" class="interlanguage-link-target"><span>العربية</span></a></li><li class="interlanguage-link interwiki-az mw-list-item"><a href="https://az.wikipedia.org/wiki/Mentorluq" title="Mentorluq – Azerbaijani" lang="az" hreflang="az" data-title="Mentorluq" data-language-autonym="Azərbaycanca" data-language-local-name="Azerbaijani" class="interlanguage-link-target"><span>Azərbaycanca</span></a></li><li class="interlanguage-link interwiki-ca mw-list-item"><a href="https://ca.wikipedia.org/wiki/Mentoria" title="Mentoria – Catalan" lang="ca" hreflang="ca" data-title="Mentoria" data-language-autonym="Català" data-language-local-name="Catalan" class="interlanguage-link-target"><span>Català</span></a></li><li class="interlanguage-link interwiki-cs mw-list-item"><a href="https://cs.wikipedia.org/wiki/Mentoring" title="Mentoring – Czech" lang="cs" hreflang="cs" data-title="Mentoring" data-language-autonym="Čeština" data-language-local-name="Czech" class="interlanguage-link-target"><span>Čeština</span></a></li><li class="interlanguage-link interwiki-da mw-list-item"><a href="https://da.wikipedia.org/wiki/Mentorskab" title="Mentorskab – Danish" lang="da" hreflang="da" data-title="Mentorskab" data-language-autonym="Dansk" data-language-local-name="Danish" class="interlanguage-link-target"><span>Dansk</span></a></li><li class="interlanguage-link interwiki-de mw-list-item"><a href="https://de.wikipedia.org/wiki/Mentoring" title="Mentoring – German" lang="de" hreflang="de" data-title="Mentoring" data-language-autonym="Deutsch" data-language-local-name="German" class="interlanguage-link-target"><span>Deutsch</span></a></li><li class="interlanguage-link interwiki-et mw-list-item"><a href="https://et.wikipedia.org/wiki/Mentorlus" title="Mentorlus – Estonian" lang="et" hreflang="et" data-title="Mentorlus" data-language-autonym="Eesti" data-language-local-name="Estonian" class="interlanguage-link-target"><span>Eesti</span></a></li><li class="interlanguage-link interwiki-es mw-list-item"><a href="https://es.wikipedia.org/wiki/Mentor%C3%ADa" title="Mentoría – Spanish" lang="es" hreflang="es" data-title="Mentoría" data-language-autonym="Español" data-language-local-name="Spanish" class="interlanguage-link-target"><span>Español</span></a></li><li class="interlanguage-link interwiki-fa mw-list-item"><a href="https://fa.wikipedia.org/wiki/%D9%87%D8%AF%D8%A7%DB%8C%D8%AA%DA%AF%D8%B1%DB%8C" title="هدایتگری – Persian" lang="fa" hreflang="fa" data-title="هدایتگری" data-language-autonym="فارسی" data-language-local-name="Persian" class="interlanguage-link-target"><span>فارسی</span></a></li><li class="interlanguage-link interwiki-fr mw-list-item"><a href="https://fr.wikipedia.org/wiki/Mentorat" title="Mentorat – French" lang="fr" hreflang="fr" data-title="Mentorat" data-language-autonym="Français" data-language-local-name="French" class="interlanguage-link-target"><span>Français</span></a></li><li class="interlanguage-link interwiki-ko mw-list-item"><a href="https://ko.wikipedia.org/wiki/%EB%A9%98%ED%86%A0%EB%A7%81" title="멘토링 – Korean" lang="ko" hreflang="ko" data-title="멘토링" data-language-autonym="한국어" data-language-local-name="Korean" class="interlanguage-link-target"><span>한국어</span></a></li><li class="interlanguage-link interwiki-hy mw-list-item"><a href="https://hy.wikipedia.org/wiki/%D5%84%D5%A5%D5%B6%D5%A9%D5%B8%D6%80%D5%B8%D6%82%D5%A9%D5%B5%D5%B8%D6%82%D5%B6" title="Մենթորություն – Armenian" lang="hy" hreflang="hy" data-title="Մենթորություն" data-language-autonym="Հայերեն" data-language-local-name="Armenian" class="interlanguage-link-target"><span>Հայերեն</span></a></li><li class="interlanguage-link interwiki-id mw-list-item"><a href="https://id.wikipedia.org/wiki/Pendampingan" title="Pendampingan – Indonesian" lang="id" hreflang="id" data-title="Pendampingan" data-language-autonym="Bahasa Indonesia" data-language-local-name="Indonesian" class="interlanguage-link-target"><span>Bahasa Indonesia</span></a></li><li class="interlanguage-link interwiki-it mw-list-item"><a href="https://it.wikipedia.org/wiki/Mentoring" title="Mentoring – Italian" lang="it" hreflang="it" data-title="Mentoring" data-language-autonym="Italiano" data-language-local-name="Italian" class="interlanguage-link-target"><span>Italiano</span></a></li><li class="interlanguage-link interwiki-he mw-list-item"><a href="https://he.wikipedia.org/wiki/%D7%97%D7%A0%D7%99%D7%9B%D7%94" title="חניכה – Hebrew" lang="he" hreflang="he" data-title="חניכה" data-language-autonym="עברית" data-language-local-name="Hebrew" class="interlanguage-link-target"><span>עברית</span></a></li><li class="interlanguage-link interwiki-ja mw-list-item"><a href="https://ja.wikipedia.org/wiki/%E3%83%A1%E3%83%B3%E3%82%BF%E3%83%AA%E3%83%B3%E3%82%B0" title="メンタリング – Japanese" lang="ja" hreflang="ja" data-title="メンタリング" data-language-autonym="日本語" data-language-local-name="Japanese" class="interlanguage-link-target"><span>日本語</span></a></li><li class="interlanguage-link interwiki-no mw-list-item"><a href="https://no.wikipedia.org/wiki/Mentorskap" title="Mentorskap – Norwegian Bokmål" lang="nb" hreflang="nb" data-title="Mentorskap" data-language-autonym="Norsk bokmål" data-language-local-name="Norwegian Bokmål" class="interlanguage-link-target"><span>Norsk bokmål</span></a></li><li class="interlanguage-link interwiki-pl mw-list-item"><a href="https://pl.wikipedia.org/wiki/Mentoring" title="Mentoring – Polish" lang="pl" hreflang="pl" data-title="Mentoring" data-language-autonym="Polski" data-language-local-name="Polish" class="interlanguage-link-target"><span>Polski</span></a></li><li class="interlanguage-link interwiki-pt mw-list-item"><a href="https://pt.wikipedia.org/wiki/Mentoria" title="Mentoria – Portuguese" lang="pt" hreflang="pt" data-title="Mentoria" data-language-autonym="Português" data-language-local-name="Portuguese" class="interlanguage-link-target"><span>Português</span></a></li><li class="interlanguage-link interwiki-ru mw-list-item"><a href="https://ru.wikipedia.org/wiki/%D0%9D%D0%B0%D1%81%D1%82%D0%B0%D0%B2%D0%BD%D0%B8%D1%87%D0%B5%D1%81%D1%82%D0%B2%D0%BE" title="Наставничество – Russian" lang="ru" hreflang="ru" data-title="Наставничество" data-language-autonym="Русский" data-language-local-name="Russian" class="interlanguage-link-target"><span>Русский</span></a></li><li class="interlanguage-link interwiki-sq mw-list-item"><a href="https://sq.wikipedia.org/wiki/Mentorimi" title="Mentorimi – Albanian" lang="sq" hreflang="sq" data-title="Mentorimi" data-language-autonym="Shqip" data-language-local-name="Albanian" class="interlanguage-link-target"><span>Shqip</span></a></li><li class="interlanguage-link interwiki-simple mw-list-item"><a href="https://simple.wikipedia.org/wiki/Mentorship" title="Mentorship – Simple English" lang="en-simple" hreflang="en-simple" data-title="Mentorship" data-language-autonym="Simple English" data-language-local-name="Simple English" class="interlanguage-link-target"><span>Simple English</span></a></li><li class="interlanguage-link interwiki-sk mw-list-item"><a href="https://sk.wikipedia.org/wiki/Mentoring_(forma_spolupr%C3%A1ce_u%C4%8Dite%C4%BEov)" title="Mentoring (forma spolupráce učiteľov) – Slovak" lang="sk" hreflang="sk" data-title="Mentoring (forma spolupráce učiteľov)" data-language-autonym="Slovenčina" data-language-local-name="Slovak" class="interlanguage-link-target"><span>Slovenčina</span></a></li><li class="interlanguage-link interwiki-sl mw-list-item"><a href="https://sl.wikipedia.org/wiki/Mentorstvo" title="Mentorstvo – Slovenian" lang="sl" hreflang="sl" data-title="Mentorstvo" data-language-autonym="Slovenščina" data-language-local-name="Slovenian" class="interlanguage-link-target"><span>Slovenščina</span></a></li><li class="interlanguage-link interwiki-sr mw-list-item"><a href="https://sr.wikipedia.org/wiki/Mentorstvo" title="Mentorstvo – Serbian" lang="sr" hreflang="sr" data-title="Mentorstvo" data-language-autonym="Српски / srpski" data-language-local-name="Serbian" class="interlanguage-link-target"><span>Српски / srpski</span></a></li><li class="interlanguage-link interwiki-fi mw-list-item"><a href="https://fi.wikipedia.org/wiki/Mentorointi" title="Mentorointi – Finnish" lang="fi" hreflang="fi" data-title="Mentorointi" data-language-autonym="Suomi" data-language-local-name="Finnish" class="interlanguage-link-target"><span>Suomi</span></a></li><li class="interlanguage-link interwiki-sv mw-list-item"><a href="https://sv.wikipedia.org/wiki/Mentorskap" title="Mentorskap – Swedish" lang="sv" hreflang="sv" data-title="Mentorskap" data-language-autonym="Svenska" data-language-local-name="Swedish" class="interlanguage-link-target"><span>Svenska</span></a></li><li class="interlanguage-link interwiki-te mw-list-item"><a href="https://te.wikipedia.org/wiki/%E0%B0%AE%E0%B0%BE%E0%B0%B0%E0%B1%8D%E0%B0%97%E0%B0%A6%E0%B0%B0%E0%B1%8D%E0%B0%B6%E0%B0%95%E0%B0%A4%E0%B1%8D%E0%B0%B5%E0%B0%82" title="మార్గదర్శకత్వం – Telugu" lang="te" 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i{font-style:normal}.mw-parser-output .hatnote+link+.hatnote{margin-top:-0.5em}@media print{body.ns-0 .mw-parser-output .hatnote{display:none!important}}</style><div role="note" class="hatnote navigation-not-searchable">"Mentor" and "Protégé" redirect here. For other uses, see <a href="/wiki/Mentor_(disambiguation)" class="mw-disambig" title="Mentor (disambiguation)">Mentor (disambiguation)</a> and <a href="/wiki/Prot%C3%A9g%C3%A9_(disambiguation)" class="mw-disambig" title="Protégé (disambiguation)">Protégé (disambiguation)</a>.</div> <figure class="mw-default-size" typeof="mw:File/Thumb"><a href="/wiki/File:US_Army_52782_Mentoring_the_next_generation.jpg" class="mw-file-description"><img src="//upload.wikimedia.org/wikipedia/commons/thumb/e/e4/US_Army_52782_Mentoring_the_next_generation.jpg/220px-US_Army_52782_Mentoring_the_next_generation.jpg" decoding="async" width="220" height="165" class="mw-file-element" srcset="//upload.wikimedia.org/wikipedia/commons/thumb/e/e4/US_Army_52782_Mentoring_the_next_generation.jpg/330px-US_Army_52782_Mentoring_the_next_generation.jpg 1.5x, //upload.wikimedia.org/wikipedia/commons/thumb/e/e4/US_Army_52782_Mentoring_the_next_generation.jpg/440px-US_Army_52782_Mentoring_the_next_generation.jpg 2x" data-file-width="3072" data-file-height="2304" /></a><figcaption>An army trainer mentors new soldiers.</figcaption></figure> <p><b>Mentorship</b> is the patronage, influence, guidance, or direction given by a mentor.<sup id="cite_ref-1" class="reference"><a href="#cite_note-1"><span class="cite-bracket">[</span>1<span class="cite-bracket">]</span></a></sup> A <b>mentor</b> is someone who teaches or gives help and advice to a less experienced and often younger person.<sup id="cite_ref-2" class="reference"><a href="#cite_note-2"><span class="cite-bracket">[</span>2<span class="cite-bracket">]</span></a></sup> In an organizational setting, a mentor influences the personal and professional growth of a mentee. Most traditional mentorships involve having senior employees mentor more junior employees, but mentors do not necessarily have to be more senior than the people they mentor. What matters is that mentors have experience that others can learn from.<sup id="cite_ref-3" class="reference"><a href="#cite_note-3"><span class="cite-bracket">[</span>3<span class="cite-bracket">]</span></a></sup> </p><p>According to the Business Dictionary, a mentor is a senior or more experienced person who is assigned to function as an advisor, counsellor, or guide to a junior or trainee. The mentor is responsible for offering help and feedback to the person under their supervision. A mentor's role, according to this definition, is to use their experience to help a junior employee by supporting them in their work and career, providing comments on their work, and, most crucially, offering direction to mentees as they work through problems and circumstances at work.<sup id="cite_ref-4" class="reference"><a href="#cite_note-4"><span class="cite-bracket">[</span>4<span class="cite-bracket">]</span></a></sup> </p><p>Interaction with an expert may also be necessary to gain proficiency with cultural tools.<sup id="cite_ref-5" class="reference"><a href="#cite_note-5"><span class="cite-bracket">[</span>5<span class="cite-bracket">]</span></a></sup> Mentorship experience and relationship structure affect the "amount of psychosocial support, career guidance, role modeling and <a href="/wiki/Communication" title="Communication">communication</a> that occurs in the mentoring relationships in which the protégés and mentors engaged".<sup id="cite_ref-6" class="reference"><a href="#cite_note-6"><span class="cite-bracket">[</span>6<span class="cite-bracket">]</span></a></sup> </p><p>The person receiving mentorship may be referred to as a <i>protégé</i> (male), a <i>protégée</i> (female), an <a href="/wiki/Apprenticeship" title="Apprenticeship">apprentice</a>, a learner or, in the 2000s, a mentee. Mentoring is a process that always involves communication and is relationship-based, but its precise definition is elusive,<sup id="cite_ref-7" class="reference"><a href="#cite_note-7"><span class="cite-bracket">[</span>7<span class="cite-bracket">]</span></a></sup> with more than 50 definitions currently in use,<sup id="cite_ref-8" class="reference"><a href="#cite_note-8"><span class="cite-bracket">[</span>8<span class="cite-bracket">]</span></a></sup> such as: </p> <style data-mw-deduplicate="TemplateStyles:r1244412712">.mw-parser-output .templatequote{overflow:hidden;margin:1em 0;padding:0 32px}.mw-parser-output .templatequotecite{line-height:1.5em;text-align:left;margin-top:0}@media(min-width:500px){.mw-parser-output .templatequotecite{padding-left:1.6em}}</style><blockquote class="templatequote"><p>Mentoring is a process for the informal transmission of knowledge, <a href="/wiki/Social_capital" title="Social capital">social capital</a>, and the psychosocial support perceived by the recipient as relevant to work, career, or professional development; mentoring entails informal communication, usually face-to-face and during a sustained period of time, between a person who is perceived to have greater relevant knowledge, wisdom, or experience (the mentor) and a person who is perceived to have less (the protégé).<sup id="cite_ref-BozemanFeeney2007_9-0" class="reference"><a href="#cite_note-BozemanFeeney2007-9"><span class="cite-bracket">[</span>9<span class="cite-bracket">]</span></a></sup></p></blockquote> <p>Mentoring in Europe has existed as early as <a href="/wiki/Ancient_Greece" title="Ancient Greece">Ancient Greek</a>. The word's origin comes from <a href="/wiki/Mentor_(Odyssey)" title="Mentor (Odyssey)">Mentor</a>, son of <a href="/wiki/Alcimus" title="Alcimus">Alcimus</a> in <a href="/wiki/Homer" title="Homer">Homer</a>'s <i><a href="/wiki/Odyssey" title="Odyssey">Odyssey</a></i>.<sup id="cite_ref-10" class="reference"><a href="#cite_note-10"><span class="cite-bracket">[</span>10<span class="cite-bracket">]</span></a></sup><sup id="cite_ref-11" class="reference"><a href="#cite_note-11"><span class="cite-bracket">[</span>11<span class="cite-bracket">]</span></a></sup> Since the 1970s it has spread in the United States mainly in training contexts,<sup id="cite_ref-12" class="reference"><a href="#cite_note-12"><span class="cite-bracket">[</span>12<span class="cite-bracket">]</span></a></sup> associated with important historical links to the movement advancing workplace equity for women and minorities<sup id="cite_ref-Laird,_Pamela_Walker_13-0" class="reference"><a href="#cite_note-Laird,_Pamela_Walker-13"><span class="cite-bracket">[</span>13<span class="cite-bracket">]</span></a></sup> and has been described as "an innovation in American management".<sup id="cite_ref-14" class="reference"><a href="#cite_note-14"><span class="cite-bracket">[</span>14<span class="cite-bracket">]</span></a></sup> </p> <style data-mw-deduplicate="TemplateStyles:r886046785">.mw-parser-output .toclimit-2 .toclevel-1 ul,.mw-parser-output .toclimit-3 .toclevel-2 ul,.mw-parser-output .toclimit-4 .toclevel-3 ul,.mw-parser-output .toclimit-5 .toclevel-4 ul,.mw-parser-output .toclimit-6 .toclevel-5 ul,.mw-parser-output .toclimit-7 .toclevel-6 ul{display:none}</style><div class="toclimit-3"><meta property="mw:PageProp/toc" /></div> <div class="mw-heading mw-heading2"><h2 id="History">History</h2><span class="mw-editsection"><span class="mw-editsection-bracket">[</span><a href="/w/index.php?title=Mentorship&action=edit&section=1" title="Edit section: History"><span>edit</span></a><span class="mw-editsection-bracket">]</span></span></div> <figure typeof="mw:File/Thumb"><a href="/wiki/File:Age_Teaching_Youth.jpg" class="mw-file-description"><img src="//upload.wikimedia.org/wikipedia/commons/thumb/3/39/Age_Teaching_Youth.jpg/200px-Age_Teaching_Youth.jpg" decoding="async" width="200" height="272" class="mw-file-element" srcset="//upload.wikimedia.org/wikipedia/commons/thumb/3/39/Age_Teaching_Youth.jpg/300px-Age_Teaching_Youth.jpg 1.5x, //upload.wikimedia.org/wikipedia/commons/thumb/3/39/Age_Teaching_Youth.jpg/400px-Age_Teaching_Youth.jpg 2x" data-file-width="648" data-file-height="880" /></a><figcaption><a href="/wiki/William_Blake" title="William Blake">William Blake</a>'s "Age Teaching Youth", a <a href="/wiki/Romantic_movement" class="mw-redirect" title="Romantic movement">Romantic</a> image of mentorship.<sup id="cite_ref-15" class="reference"><a href="#cite_note-15"><span class="cite-bracket">[</span>15<span class="cite-bracket">]</span></a></sup></figcaption></figure> <p>The word was inspired by the character <a href="/wiki/Mentor_(Odyssey)" title="Mentor (Odyssey)">Mentor</a> in <a href="/wiki/Homer" title="Homer">Homer</a>'s <i><a href="/wiki/Odyssey" title="Odyssey">Odyssey</a></i>. Although the Mentor in the story is portrayed as a somewhat ineffective old man, the goddess <a href="/wiki/Athena" title="Athena">Athena</a> assumes his appearance to guide young <a href="/wiki/Telemachus" title="Telemachus">Telemachus</a> in his time of difficulty. </p><p>Historically significant systems of mentorship include the <a href="/wiki/Guru%E2%80%93shishya_tradition" title="Guru–shishya tradition">guru–disciple tradition</a> practiced in <a href="/wiki/Hinduism" title="Hinduism">Hinduism</a> and <a href="/wiki/Buddhism" title="Buddhism">Buddhism</a>,<sup id="cite_ref-16" class="reference"><a href="#cite_note-16"><span class="cite-bracket">[</span>16<span class="cite-bracket">]</span></a></sup> <a href="/wiki/Elder_(administrative_title)" title="Elder (administrative title)">Elders</a>, the discipleship system practiced by <a href="/wiki/Rabbi" title="Rabbi">Rabbinical</a> <a href="/wiki/Judaism" title="Judaism">Judaism</a> and the <a href="/wiki/Christianity" title="Christianity">Christian</a> church<sup id="cite_ref-17" class="reference"><a href="#cite_note-17"><span class="cite-bracket">[</span>17<span class="cite-bracket">]</span></a></sup> and <a href="/wiki/Apprenticeship" title="Apprenticeship">apprenticeship</a> under the medieval <a href="/wiki/Guild" title="Guild">guild</a> system.<sup id="cite_ref-18" class="reference"><a href="#cite_note-18"><span class="cite-bracket">[</span>18<span class="cite-bracket">]</span></a></sup> </p><p>In the United States, advocates for workplace equity in the second half of the twentieth century popularized the term "mentor" and the concept of career mentorship as part of a larger <a href="/wiki/Social_capital" title="Social capital">social capital</a> lexicon that also includes terms such as <a href="/wiki/Glass_ceiling" title="Glass ceiling">glass ceiling</a>, <a href="/wiki/Bamboo_ceiling" title="Bamboo ceiling">bamboo ceiling</a>,<sup id="cite_ref-19" class="reference"><a href="#cite_note-19"><span class="cite-bracket">[</span>19<span class="cite-bracket">]</span></a></sup> <a href="/wiki/Personal_network" title="Personal network">networking</a>, <a href="/wiki/Role_model" title="Role model">role model</a> and <a href="/wiki/Gatekeeper" title="Gatekeeper">gatekeeper</a>, which serves to identify and address the problems barring non-dominant groups from professional success. Mainstream business literature has adopted the terms and concepts and promoted them as pathways to success for all career climbers. These terms were not in the general American vocabulary until the mid-1990s.<sup id="cite_ref-Laird,_Pamela_Walker_13-1" class="reference"><a href="#cite_note-Laird,_Pamela_Walker-13"><span class="cite-bracket">[</span>13<span class="cite-bracket">]</span></a></sup> </p> <div class="mw-heading mw-heading2"><h2 id="Professional_bodies_and_qualifications">Professional bodies and qualifications</h2><span class="mw-editsection"><span class="mw-editsection-bracket">[</span><a href="/w/index.php?title=Mentorship&action=edit&section=2" title="Edit section: Professional bodies and qualifications"><span>edit</span></a><span class="mw-editsection-bracket">]</span></span></div> <p>The <a href="/wiki/European_Mentoring_and_Coaching_Council" title="European Mentoring and Coaching Council">European Mentoring and Coaching Council</a> (EMCC) is the leading global body in terms of creating and maintaining a range of industry-standard frameworks, rules and processes for mentorship and related supervision and coaching fields.<sup id="cite_ref-20" class="reference"><a href="#cite_note-20"><span class="cite-bracket">[</span>20<span class="cite-bracket">]</span></a></sup><sup id="cite_ref-21" class="reference"><a href="#cite_note-21"><span class="cite-bracket">[</span>21<span class="cite-bracket">]</span></a></sup><sup id="cite_ref-22" class="reference"><a href="#cite_note-22"><span class="cite-bracket">[</span>22<span class="cite-bracket">]</span></a></sup> </p> <div class="mw-heading mw-heading2"><h2 id="Techniques">Techniques</h2><span class="mw-editsection"><span class="mw-editsection-bracket">[</span><a href="/w/index.php?title=Mentorship&action=edit&section=3" title="Edit section: Techniques"><span>edit</span></a><span class="mw-editsection-bracket">]</span></span></div> <p>As the focus of mentorship is to develop the whole person, the techniques used are broad and require wisdom to be appropriately used.<sup id="cite_ref-23" class="reference"><a href="#cite_note-23"><span class="cite-bracket">[</span>23<span class="cite-bracket">]</span></a></sup> A 1995 study of mentoring techniques most commonly used in business found that the five most commonly used techniques among mentors were:<sup id="cite_ref-Aubrey1995_24-0" class="reference"><a href="#cite_note-Aubrey1995-24"><span class="cite-bracket">[</span>24<span class="cite-bracket">]</span></a></sup> </p> <ol><li><b>Accompanying</b><i>:</i> the mentor participates in the learning process alongside the learner and supports them.</li> <li><b>Sowing</b><i>:</i> the mentor gives initially unclear or unacceptable advice to the learner that has value in a given situation.</li> <li><b>Catalyzing</b><i>:</i> the mentor chooses to plunge the learner right into change to provoke a different way of thinking, a change in identity or a re-ordering of values.</li> <li><b>Showing</b><i>:</i> the mentor teaches the learner by demonstrating a skill or activity.</li> <li><b>Harvesting</b><i>:</i> the mentor assesses and defines the utility and value of the learner's skills.</li></ol> <p>Different techniques may be used by mentors according to the situation and the mindset of the mentee. The techniques used in modern organizations can be found in ancient education systems, from the Socratic technique of harvesting to the accompaniment used in the apprenticeship of itinerant cathedral builders during the Middle Ages.<sup id="cite_ref-Aubrey1995_24-1" class="reference"><a href="#cite_note-Aubrey1995-24"><span class="cite-bracket">[</span>24<span class="cite-bracket">]</span></a></sup> Leadership authors Jim Kouzes and <a href="/wiki/Barry_Z._Posner" class="mw-redirect" title="Barry Z. Posner">Barry Z. Posner</a> advise mentors to look for "teachable moments" in order to "expand or realize the potentialities of the people in the organizations they lead" and underline that personal credibility is as essential to quality mentoring as skill.<sup id="cite_ref-25" class="reference"><a href="#cite_note-25"><span class="cite-bracket">[</span>25<span class="cite-bracket">]</span></a></sup> </p><p>There are different types of mentors, such as: </p> <figure class="mw-halign-right" typeof="mw:File/Thumb"><a href="/wiki/File:Senior_editor_mentoring_junior_editor.jpg" class="mw-file-description"><img src="//upload.wikimedia.org/wikipedia/commons/thumb/c/c5/Senior_editor_mentoring_junior_editor.jpg/200px-Senior_editor_mentoring_junior_editor.jpg" decoding="async" width="200" height="150" class="mw-file-element" srcset="//upload.wikimedia.org/wikipedia/commons/thumb/c/c5/Senior_editor_mentoring_junior_editor.jpg/300px-Senior_editor_mentoring_junior_editor.jpg 1.5x, //upload.wikimedia.org/wikipedia/commons/thumb/c/c5/Senior_editor_mentoring_junior_editor.jpg/400px-Senior_editor_mentoring_junior_editor.jpg 2x" data-file-width="3264" data-file-height="2448" /></a><figcaption>A senior editor mentors a junior editor.</figcaption></figure> <ul><li><b>Multiple mentors</b>: A new trend is for a learner to have multiple mentors. Having more than one mentor can expand the learner's knowledge, as different mentors may have different strengths.<sup id="cite_ref-Ensher2003_26-0" class="reference"><a href="#cite_note-Ensher2003-26"><span class="cite-bracket">[</span>26<span class="cite-bracket">]</span></a></sup></li> <li><b>Profession or trade mentor</b>: This is someone who is currently in the trade or profession the learner is entering. They know the trends, important changes, and new practices that newcomers should know to stay at the top of their careers. A mentor like this would be someone a learner can discuss ideas with and also provides the learner with the opportunity to <a href="/wiki/Business_networking" title="Business networking">network</a> with other individuals in the trade or profession.</li> <li><b>Industry mentor</b>: This is someone who does not only focus on the profession and can give insight into the industry as a whole, such as research, development, or key changes.</li> <li><b>Organization mentor</b>: Politics in organizations are constantly changing. It is important to be knowledgeable about the values, strategies, and products that are within the organisation, and when they change. An organization mentor can give clarity when needed, for example, on missions and strategies.</li> <li><b>Work process mentor</b>: This mentor can cut through unnecessary work, explain the "ins and outs" of projects and day-to-day tasks, and eliminate unnecessary things in the learner's workday. This mentor can help finish tasks quickly and efficiently.</li> <li><b>Technology mentor</b>: Technology has been rapidly improving and becoming more a part of day-to-day transactions within companies. A technology mentor can help with technical breakdowns, advise on systems that may work better than what the learner is currently using, and coach them in using new technology.</li></ul> <div class="mw-heading mw-heading2"><h2 id="Types_of_mentoring">Types of mentoring</h2><span class="mw-editsection"><span class="mw-editsection-bracket">[</span><a href="/w/index.php?title=Mentorship&action=edit&section=4" title="Edit section: Types of mentoring"><span>edit</span></a><span class="mw-editsection-bracket">]</span></span></div> <style data-mw-deduplicate="TemplateStyles:r1251242444">.mw-parser-output .ambox{border:1px solid #a2a9b1;border-left:10px solid #36c;background-color:#fbfbfb;box-sizing:border-box}.mw-parser-output .ambox+link+.ambox,.mw-parser-output .ambox+link+style+.ambox,.mw-parser-output .ambox+link+link+.ambox,.mw-parser-output .ambox+.mw-empty-elt+link+.ambox,.mw-parser-output .ambox+.mw-empty-elt+link+style+.ambox,.mw-parser-output .ambox+.mw-empty-elt+link+link+.ambox{margin-top:-1px}html body.mediawiki .mw-parser-output .ambox.mbox-small-left{margin:4px 1em 4px 0;overflow:hidden;width:238px;border-collapse:collapse;font-size:88%;line-height:1.25em}.mw-parser-output .ambox-speedy{border-left:10px solid #b32424;background-color:#fee7e6}.mw-parser-output .ambox-delete{border-left:10px solid #b32424}.mw-parser-output .ambox-content{border-left:10px solid #f28500}.mw-parser-output .ambox-style{border-left:10px solid #fc3}.mw-parser-output .ambox-move{border-left:10px solid #9932cc}.mw-parser-output .ambox-protection{border-left:10px solid #a2a9b1}.mw-parser-output .ambox .mbox-text{border:none;padding:0.25em 0.5em;width:100%}.mw-parser-output .ambox .mbox-image{border:none;padding:2px 0 2px 0.5em;text-align:center}.mw-parser-output .ambox .mbox-imageright{border:none;padding:2px 0.5em 2px 0;text-align:center}.mw-parser-output .ambox .mbox-empty-cell{border:none;padding:0;width:1px}.mw-parser-output .ambox .mbox-image-div{width:52px}@media(min-width:720px){.mw-parser-output .ambox{margin:0 10%}}@media print{body.ns-0 .mw-parser-output .ambox{display:none!important}}</style><table class="box-Original_research plainlinks metadata ambox ambox-content ambox-Original_research" role="presentation"><tbody><tr><td class="mbox-image"><div class="mbox-image-div"><span typeof="mw:File"><span><img alt="" src="//upload.wikimedia.org/wikipedia/en/thumb/b/b4/Ambox_important.svg/40px-Ambox_important.svg.png" decoding="async" width="40" height="40" class="mw-file-element" srcset="//upload.wikimedia.org/wikipedia/en/thumb/b/b4/Ambox_important.svg/60px-Ambox_important.svg.png 1.5x, //upload.wikimedia.org/wikipedia/en/thumb/b/b4/Ambox_important.svg/80px-Ambox_important.svg.png 2x" data-file-width="40" data-file-height="40" /></span></span></div></td><td class="mbox-text"><div class="mbox-text-span">This article <b>possibly contains <a href="/wiki/Wikipedia:No_original_research" title="Wikipedia:No original research">original research</a></b>.<span class="hide-when-compact"> Please <a class="external text" href="https://en.wikipedia.org/w/index.php?title=Mentorship&action=edit">improve it</a> by <a href="/wiki/Wikipedia:Verifiability" title="Wikipedia:Verifiability">verifying</a> the claims made and adding <a href="/wiki/Wikipedia:Citing_sources#Inline_citations" title="Wikipedia:Citing sources">inline citations</a>. Statements consisting only of original research should be removed.</span> <span class="date-container"><i>(<span class="date">February 2010</span>)</i></span><span class="hide-when-compact"><i> (<small><a href="/wiki/Help:Maintenance_template_removal" title="Help:Maintenance template removal">Learn how and when to remove this message</a></small>)</i></span></div></td></tr></tbody></table> <div class="mw-heading mw-heading3"><h3 id="Formal_mentoring">Formal mentoring</h3><span class="mw-editsection"><span class="mw-editsection-bracket">[</span><a href="/w/index.php?title=Mentorship&action=edit&section=5" title="Edit section: Formal mentoring"><span>edit</span></a><span class="mw-editsection-bracket">]</span></span></div> <figure class="mw-halign-right" typeof="mw:File/Thumb"><a href="/wiki/File:What_is_mentoring_(14805966275).jpg" class="mw-file-description"><img src="//upload.wikimedia.org/wikipedia/commons/thumb/f/ff/What_is_mentoring_%2814805966275%29.jpg/400px-What_is_mentoring_%2814805966275%29.jpg" decoding="async" width="400" height="226" class="mw-file-element" srcset="//upload.wikimedia.org/wikipedia/commons/thumb/f/ff/What_is_mentoring_%2814805966275%29.jpg/600px-What_is_mentoring_%2814805966275%29.jpg 1.5x, //upload.wikimedia.org/wikipedia/commons/thumb/f/ff/What_is_mentoring_%2814805966275%29.jpg/800px-What_is_mentoring_%2814805966275%29.jpg 2x" data-file-width="1280" data-file-height="722" /></a><figcaption>Some elements of mentoring.</figcaption></figure> <p>Formal mentoring relationships are set up by an administrative unit or office in a company or organization, which solicits and recruits qualified individuals who are willing to mentor, provides training to the mentors, and helps to match the mentors with a person in need of mentoring. While formal mentoring systems contain numerous structural and guidance elements, they usually allow the mentor and mentee to have an active role in choosing who they want to work with. Formal mentoring programs that simply assign mentors to mentees without allowing input from these individuals have not performed well. Even though a mentor and a mentee may seem perfectly matched "on paper", in practice, they may have different working or learning styles. As such, giving the mentor and the mentee the opportunity to help select who they want to work with is a widely used approach. For example, youth mentoring programs assign at-risk children or youth who lack role models and sponsors to mentors who act as role models and sponsors.<sup id="cite_ref-27" class="reference"><a href="#cite_note-27"><span class="cite-bracket">[</span>27<span class="cite-bracket">]</span></a></sup> </p><p>In business, formal mentoring is one of many <a href="/wiki/Talent_management" title="Talent management">talent management</a> strategies that are used to groom key employees, newly hired graduates, high-potential employees, and future leaders. Matching mentors and mentees is often done by a mentoring coordinator with the help of a computerized database registry, which usually suggests matches based on the type of experience and qualifications being sought. </p><p>There are formal mentoring programs that are values-oriented, while social mentoring and other types focus specifically on career development. Some mentorship programs provide both social and vocational support. In well-designed formal mentoring programs, there are program goals, schedules, training (for both mentors and protégés), and evaluation. </p> <div class="mw-heading mw-heading3"><h3 id="Informal_mentoring">Informal mentoring</h3><span class="mw-editsection"><span class="mw-editsection-bracket">[</span><a href="/w/index.php?title=Mentorship&action=edit&section=6" title="Edit section: Informal mentoring"><span>edit</span></a><span class="mw-editsection-bracket">]</span></span></div><p> Informal mentoring occurs without the use of structured recruitment, mentor training and matching services. It can develop naturally between partners, such as <a href="/wiki/Business_networking" title="Business networking">business networking</a> situations where a more experienced individual meets a new employee and the two build a rapport. Apart from these types, mentoring takes a dyadic structure in science, technology, engineering, mathematics, and medicine (STEMM).<sup id="cite_ref-28" class="reference"><a href="#cite_note-28"><span class="cite-bracket">[</span>28<span class="cite-bracket">]</span></a></sup></p><figure class="mw-halign-right" typeof="mw:File/Thumb"><a href="/wiki/File:Lynne_Featherstone_mentoring_at_Youth_For_Change_(14677364996).jpg" class="mw-file-description"><img src="//upload.wikimedia.org/wikipedia/commons/thumb/0/03/Lynne_Featherstone_mentoring_at_Youth_For_Change_%2814677364996%29.jpg/200px-Lynne_Featherstone_mentoring_at_Youth_For_Change_%2814677364996%29.jpg" decoding="async" width="200" height="150" class="mw-file-element" srcset="//upload.wikimedia.org/wikipedia/commons/thumb/0/03/Lynne_Featherstone_mentoring_at_Youth_For_Change_%2814677364996%29.jpg/300px-Lynne_Featherstone_mentoring_at_Youth_For_Change_%2814677364996%29.jpg 1.5x, //upload.wikimedia.org/wikipedia/commons/thumb/0/03/Lynne_Featherstone_mentoring_at_Youth_For_Change_%2814677364996%29.jpg/400px-Lynne_Featherstone_mentoring_at_Youth_For_Change_%2814677364996%29.jpg 2x" data-file-width="2441" data-file-height="1831" /></a><figcaption>A woman provides mentoring at the Youth For Change program.</figcaption></figure> <div class="mw-heading mw-heading3"><h3 id="Models">Models</h3><span class="mw-editsection"><span class="mw-editsection-bracket">[</span><a href="/w/index.php?title=Mentorship&action=edit&section=7" title="Edit section: Models"><span>edit</span></a><span class="mw-editsection-bracket">]</span></span></div> <p>There are many kinds of mentoring relationships from school or community-based relationships to e-mentoring relationships. These mentoring relationships vary and can be influenced by the type of mentoring relationship.<sup id="cite_ref-29" class="reference"><a href="#cite_note-29"><span class="cite-bracket">[</span>29<span class="cite-bracket">]</span></a></sup> There are several models that have been used to describe and examine the sub-relationships that can emerge: for example, Cindy Buell describes how mentoring relationships can develop: </p> <ul><li><b>Cloning model</b>: The mentor teaches the learner as if they were a clone of the mentor.</li> <li><b>Nurturing model</b>: The mentor assumes a parental role to create an open, supportive environment where the learner can learn and try things themselves.</li> <li><b>Friendship model</b>: The mentor acts more as a peer "rather than being involved in a hierarchical relationship".</li> <li><b>Apprenticeship model</b>: The mentor and learner predominantly have a professional relationship.<sup id="cite_ref-Buell2004_30-0" class="reference"><a href="#cite_note-Buell2004-30"><span class="cite-bracket">[</span>30<span class="cite-bracket">]</span></a></sup></li></ul> <div class="mw-heading mw-heading3"><h3 id="Other_types">Other types</h3><span class="mw-editsection"><span class="mw-editsection-bracket">[</span><a href="/w/index.php?title=Mentorship&action=edit&section=8" title="Edit section: Other types"><span>edit</span></a><span class="mw-editsection-bracket">]</span></span></div> <ul><li><b>Peer mentoring</b>: Relationships that involve individuals in similar positions. One person may be more knowledgeable in a certain aspect or another, and they can help each other progress in their work. In most cases, peer relationships provide a lot of support, empathy, and advice because the situations are quite similar.</li> <li><b>Situational mentoring</b>: Short-term relationships in which a person mentors for a specific purpose. This could be a company bringing an expert in regarding social media, or internet safety. This expert can mentor employees to make them more knowledgeable about a specific topic or skill.<sup class="noprint Inline-Template Template-Fact" style="white-space:nowrap;">[<i><a href="/wiki/Wikipedia:Citation_needed" title="Wikipedia:Citation needed"><span title="This claim needs references to reliable sources. (June 2018)">citation needed</span></a></i>]</sup></li> <li><b>Supervisory mentoring</b>: This relationship involves a mentor with a higher position than the learner. The mentor can answer many questions and advise the best course of action.<sup id="cite_ref-31" class="reference"><a href="#cite_note-31"><span class="cite-bracket">[</span>31<span class="cite-bracket">]</span></a></sup></li> <li><b>Mentoring circles</b>: Participants from all levels of the organization propose and own<sup class="noprint Inline-Template" style="margin-left:0.1em; white-space:nowrap;">[<i><a href="/wiki/Wikipedia:Please_clarify" title="Wikipedia:Please clarify"><span title="What does this mean? (November 2020)">clarification needed</span></a></i>]</sup> a topic before meeting in groups to discuss the topic, which motivates them to grow and become more knowledgeable. Flash mentoring is ideal for situations like job shadowing and reverse mentoring.</li></ul> <div class="mw-heading mw-heading2"><h2 id="Benefits">Benefits</h2><span class="mw-editsection"><span class="mw-editsection-bracket">[</span><a href="/w/index.php?title=Mentorship&action=edit&section=9" title="Edit section: Benefits"><span>edit</span></a><span class="mw-editsection-bracket">]</span></span></div> <figure class="mw-halign-right" typeof="mw:File/Thumb"><a href="/wiki/File:Neo_mentoring_students_001.jpg" class="mw-file-description"><img src="//upload.wikimedia.org/wikipedia/commons/thumb/8/8b/Neo_mentoring_students_001.jpg/250px-Neo_mentoring_students_001.jpg" decoding="async" width="250" height="174" class="mw-file-element" srcset="//upload.wikimedia.org/wikipedia/commons/thumb/8/8b/Neo_mentoring_students_001.jpg/375px-Neo_mentoring_students_001.jpg 1.5x, //upload.wikimedia.org/wikipedia/commons/thumb/8/8b/Neo_mentoring_students_001.jpg/500px-Neo_mentoring_students_001.jpg 2x" data-file-width="1800" data-file-height="1253" /></a><figcaption>Mentor Neo Ntsoma (on the right) giving a workshop to young people.</figcaption></figure> <figure class="mw-halign-right" typeof="mw:File/Thumb"><a href="/wiki/File:119th_Wing_Airman_promotes_mentoring_youth_150416-Z-WA217-001.jpg" class="mw-file-description"><img src="//upload.wikimedia.org/wikipedia/commons/thumb/0/06/119th_Wing_Airman_promotes_mentoring_youth_150416-Z-WA217-001.jpg/200px-119th_Wing_Airman_promotes_mentoring_youth_150416-Z-WA217-001.jpg" decoding="async" width="200" height="133" class="mw-file-element" srcset="//upload.wikimedia.org/wikipedia/commons/thumb/0/06/119th_Wing_Airman_promotes_mentoring_youth_150416-Z-WA217-001.jpg/300px-119th_Wing_Airman_promotes_mentoring_youth_150416-Z-WA217-001.jpg 1.5x, //upload.wikimedia.org/wikipedia/commons/thumb/0/06/119th_Wing_Airman_promotes_mentoring_youth_150416-Z-WA217-001.jpg/400px-119th_Wing_Airman_promotes_mentoring_youth_150416-Z-WA217-001.jpg 2x" data-file-width="3000" data-file-height="2000" /></a><figcaption>A US Air Force member providing youth mentoring.</figcaption></figure> <p>A meta-analysis of 112 individual research studies found mentoring has significant behavioral, attitudinal, health-related, relational, motivational, and career benefits.<sup id="cite_ref-Eby2008_32-0" class="reference"><a href="#cite_note-Eby2008-32"><span class="cite-bracket">[</span>32<span class="cite-bracket">]</span></a></sup> For a learner, these benefits depend on the different functions being performed by the mentor. Originally, the concept of mentoring functions developed from <a href="/wiki/Qualitative_research" title="Qualitative research">qualitative research</a> in an organizational context with functions that belong under two major factors: <a href="/wiki/Psychosocial_support" class="mw-redirect" title="Psychosocial support">psychosocial support</a> (e.g. <a href="/wiki/Role_model" title="Role model">role modeling</a>, friendship, emotional support, encouragement) and career-related support (e.g. providing advice, discussing goals).<sup id="cite_ref-33" class="reference"><a href="#cite_note-33"><span class="cite-bracket">[</span>33<span class="cite-bracket">]</span></a></sup> An early quantitative approach found role modeling to be a distinct third factor.<sup id="cite_ref-34" class="reference"><a href="#cite_note-34"><span class="cite-bracket">[</span>34<span class="cite-bracket">]</span></a></sup> In mentoring for <a href="/wiki/Academic_achievement" title="Academic achievement">college success</a>, a fourth function concerning knowledge transfer was additionally identified,<sup id="cite_ref-35" class="reference"><a href="#cite_note-35"><span class="cite-bracket">[</span>35<span class="cite-bracket">]</span></a></sup> which was also discovered in the context of mentoring <a href="/wiki/Creativity" title="Creativity">creativity</a>.<sup id="cite_ref-36" class="reference"><a href="#cite_note-36"><span class="cite-bracket">[</span>36<span class="cite-bracket">]</span></a></sup> </p><p>There are also many benefits for an employer to develop a mentorship program for new and current employees: </p> <ul><li><b>Career development</b>: Setting up a career development mentoring program for employees enables an organization to help junior employees to learn the skills and behaviours from senior employees that the junior employees need to advance to higher-responsibility positions. This type of mentoring program can help to align organizational goals with employees' personal career goals of progressing within the organization. It gives employees the ability to advance professionally and learn more about their work. This collaboration also gives employees a feeling of engagement with the organization, which can lead to better retention rates and increased employee satisfaction.<sup id="cite_ref-37" class="reference"><a href="#cite_note-37"><span class="cite-bracket">[</span>37<span class="cite-bracket">]</span></a></sup></li> <li><b>High potential mentoring</b>: The most talented employees in organizations tend to be difficult to retain as they usually seek greater challenges and responsibilities and are likely to leave for a different organization if they do not feel that they are being given the opportunity to develop. Creating a mentoring program for high-potential employees that gives them one-on-one guidance from senior leaders can help engage employees, give them the opportunity to develop, and increase the likelihood of staying in the organization.<sup id="cite_ref-38" class="reference"><a href="#cite_note-38"><span class="cite-bracket">[</span>38<span class="cite-bracket">]</span></a></sup></li> <li><b>Diversity mentoring</b>: One of the top ways to innovate is by bringing in new ideas from senior employees and leaders from underrepresented groups (e.g., women, ethnic minorities, etc.). In many Western countries, women and ethnic minorities are significantly underrepresented in executive positions and boards of directors. However, in some traditionally gender-segregated occupations, such as <a href="/wiki/Education" title="Education">education</a> and <a href="/wiki/Nursing" title="Nursing">nursing</a>, women may be the dominant gender in the workforce. Mentors from underrepresented groups can empower employees from similar groups to increase their confidence to accept higher-responsibility tasks and prepare for leadership roles. Developing employees from diverse groups can give the organization access to new ideas, problem-solving approaches, and perspectives. These relationships tend to lead to success within the organization and increased job satisfaction.<sup id="cite_ref-Ragins,_Belle_Rose_1997_39-0" class="reference"><a href="#cite_note-Ragins,_Belle_Rose_1997-39"><span class="cite-bracket">[</span>39<span class="cite-bracket">]</span></a></sup> Majority mentors are given the opportunity to learn about and empathize with the culture and experiences of the minority learning, but the mentoring relationship can be impeded if they are unwilling to adapt their cultural views.<sup id="cite_ref-40" class="reference"><a href="#cite_note-40"><span class="cite-bracket">[</span>40<span class="cite-bracket">]</span></a></sup> Members of the majority culture are perceived as more competent while members of the minority culture receive less credit for the same amount of work; therefore, a majority mentor, by virtue of their status, can assist a minority learner in receiving the recognition and job advancement they deserve.<sup id="cite_ref-Ragins,_Belle_Rose_1997_39-1" class="reference"><a href="#cite_note-Ragins,_Belle_Rose_1997-39"><span class="cite-bracket">[</span>39<span class="cite-bracket">]</span></a></sup> Minority mentors often feel pressure to work harder than other mentors to prove their worth within an organization. However, when paired with majority learners, their perceived worth automatically increases due solely to the majority status of their peers. Minority mentors tend to impart emotional benefits to their learners. In a 1958 study, Margaret Cussler showed that for each female executive she interviewed who did not own her own company, "something—or someone—gave her a push up the ladder while others halted on a lower rung." Cussler concluded that the relationship between the "sponsor and protégé" (the vocabulary of "mentorship" was not yet in common use) was the "magic formula" for success.<sup id="cite_ref-Cussler,_Margaret_41-0" class="reference"><a href="#cite_note-Cussler,_Margaret-41"><span class="cite-bracket">[</span>41<span class="cite-bracket">]</span></a></sup> By the late 1970s, numerous publications had established the centrality of mentorship to business success for everyone and particularly for women trying to enter the male-dominated business world. These publications noted the many benefits provided by mentorship, which included insider information, education, guidance, moral support, inspiration, sponsorship, protection, promotion, the ability to "bypass the hierarchy", the projection of the superior's "reflected power," access to otherwise invisible opportunities, and <a href="/wiki/Tutor" class="mw-redirect" title="Tutor">tutelage</a> in corporate politics.<sup id="cite_ref-Laird,_Pamela_Walker_13-2" class="reference"><a href="#cite_note-Laird,_Pamela_Walker-13"><span class="cite-bracket">[</span>13<span class="cite-bracket">]</span></a></sup> The literature also showed the value of these benefits: for example, a <i><a href="/wiki/Harvard_Business_Review" title="Harvard Business Review">Harvard Business Review</a></i> survey of 1,250 top executives published in 1979 showed that most employees that had been mentored or sponsored and that those who received such assistance reported higher incomes, better education, quicker paths to achievement, and more job satisfaction than those who did not.<sup id="cite_ref-Roche,_Gerard_R._42-0" class="reference"><a href="#cite_note-Roche,_Gerard_R.-42"><span class="cite-bracket">[</span>42<span class="cite-bracket">]</span></a></sup> The literature particularly emphasized the necessity of mentoring for businesswomen's success:<sup id="cite_ref-Laird,_Pamela_Walker_13-3" class="reference"><a href="#cite_note-Laird,_Pamela_Walker-13"><span class="cite-bracket">[</span>13<span class="cite-bracket">]</span></a></sup> although women comprised less than one percent of the executives in the <i>Harvard Business Review</i> survey, all of these women reported being mentored.<sup id="cite_ref-Roche,_Gerard_R._42-1" class="reference"><a href="#cite_note-Roche,_Gerard_R.-42"><span class="cite-bracket">[</span>42<span class="cite-bracket">]</span></a></sup> In subsequent decades, as mentoring became a widely valued phenomenon in the United States, women and minorities in particular continued to develop mentoring relationships consciously as they sought professional advancement.<sup id="cite_ref-Laird,_Pamela_Walker_13-4" class="reference"><a href="#cite_note-Laird,_Pamela_Walker-13"><span class="cite-bracket">[</span>13<span class="cite-bracket">]</span></a></sup></li> <li><b>Reverse mentoring</b>: While mentoring typically involves a more experienced, typically older employee or leader providing guidance to a younger employee, the opposite approach can also be used. With the rise of digital innovations, Internet applications, and <a href="/wiki/Social_media" title="Social media">social media</a> in the 2000s, new, younger employees may be more familiar with these technologies than senior employees in organizations. The younger generations can help the older generations expand and grow with current trends.<sup id="cite_ref-43" class="reference"><a href="#cite_note-43"><span class="cite-bracket">[</span>43<span class="cite-bracket">]</span></a></sup><sup id="cite_ref-Ragins,_Belle_Rose_1997_39-2" class="reference"><a href="#cite_note-Ragins,_Belle_Rose_1997-39"><span class="cite-bracket">[</span>39<span class="cite-bracket">]</span></a></sup><sup id="cite_ref-44" class="reference"><a href="#cite_note-44"><span class="cite-bracket">[</span>44<span class="cite-bracket">]</span></a></sup></li> <li><b>Knowledge transfer mentoring</b>: Employees must have a certain set of skills in order to accomplish the tasks at hand. Mentoring can teach employees to be organized. It can also give them access to an expert that can provide feedback and answer questions.<sup id="cite_ref-45" class="reference"><a href="#cite_note-45"><span class="cite-bracket">[</span>45<span class="cite-bracket">]</span></a></sup></li></ul> <p>Hetty van Emmerik did a similar study that looked at the effects of mentorship in the context of difficult working situations. Several major findings were made as a result of this research:<sup id="cite_ref-auto_46-0" class="reference"><a href="#cite_note-auto-46"><span class="cite-bracket">[</span>46<span class="cite-bracket">]</span></a></sup> </p><p>1. Mentoring has been linked to improved job performance (i.e. intrinsic job satisfaction and career satisfaction). </p><p>2. Mentoring diminishes the negative association between unfavourable working circumstances and positive job outcomes, making the relationship stronger for those without a mentor than for those who have one. </p><p>3. Mentoring has been found to be negatively connected with all three characteristics of burnout (emotional weariness, depersonalization, and decreased personal accomplishment) employee outcomes. </p> <div class="mw-heading mw-heading2"><h2 id="Contemporary_research_and_practice_in_the_US">Contemporary research and practice in the US</h2><span class="mw-editsection"><span class="mw-editsection-bracket">[</span><a href="/w/index.php?title=Mentorship&action=edit&section=10" title="Edit section: Contemporary research and practice in the US"><span>edit</span></a><span class="mw-editsection-bracket">]</span></span></div> <p>Partly in response to a study by <a href="/wiki/Daniel_Levinson" title="Daniel Levinson">Daniel Levinson</a>,<sup id="cite_ref-47" class="reference"><a href="#cite_note-47"><span class="cite-bracket">[</span>47<span class="cite-bracket">]</span></a></sup> research in the 1970s led some women and African Americans to question whether the classic "white male" model was available or customary for people who are newcomers in traditionally white male organizations. In 1978 <a href="/wiki/Edgar_Schein" title="Edgar Schein">Edgar Schein</a> described multiple roles for successful mentors.<sup id="cite_ref-48" class="reference"><a href="#cite_note-48"><span class="cite-bracket">[</span>48<span class="cite-bracket">]</span></a></sup> He identified seven types of mentoring roles in his book <i>Career Dynamics: Matching individual and organizational needs</i> (1978). He said that some of these roles require the teacher to be, for example, an "opener of doors, protector, sponsor and leader".<sup class="noprint Inline-Template Template-Fact" style="white-space:nowrap;">[<i><a href="/wiki/Wikipedia:Citation_needed" title="Wikipedia:Citation needed"><span title="This claim needs references to reliable sources. (June 2018)">citation needed</span></a></i>]</sup> </p><p>Capability frameworks encourage managers to mentor staff. Although a manager can mentor their own staff, they are more likely to mentor staff in other parts of their organisation, staff in special programs (such as graduate and leadership programs), staff in other organisations or members of professional associations. </p><p>Mentoring covers a range of roles. Articulating these roles is useful not only for understanding what role an employee plays, but also for writing job applications. </p><p>Two of Schein's students, Davis and Garrison, studied successful leaders who differed in ethnicity and gender. Their research presented evidence for the roles of: cheerleader, coach, confidant, counsellor, developer of talent, "griot" (oral historian for the organization or profession), guardian, guru, inspiration, master, "opener of doors", patron, role model, pioneer, "seminal source", "successful leader", and teacher.<sup id="cite_ref-49" class="reference"><a href="#cite_note-49"><span class="cite-bracket">[</span>49<span class="cite-bracket">]</span></a></sup> They described multiple mentoring practices which have since been given the name of "mosaic mentoring" to distinguish this kind of mentoring from the single mentor approach. </p><p>Mosaic mentoring is based on the concept that almost everyone can perform one or another function well for someone else — and also can learn along one of these lines from someone else. The model is seen as useful for people who are "non-traditional" in a traditional setting, such as non-white people and women in a traditionally white male organization. The idea has been well received in medical education literature.<sup id="cite_ref-50" class="reference"><a href="#cite_note-50"><span class="cite-bracket">[</span>50<span class="cite-bracket">]</span></a></sup> </p> <div class="mw-heading mw-heading2"><h2 id="Corporate_programs">Corporate programs</h2><span class="mw-editsection"><span class="mw-editsection-bracket">[</span><a href="/w/index.php?title=Mentorship&action=edit&section=11" title="Edit section: Corporate programs"><span>edit</span></a><span class="mw-editsection-bracket">]</span></span></div> <figure class="mw-halign-right" typeof="mw:File/Thumb"><a href="/wiki/File:MOI_PA_video_mentoring_(4476152064).jpg" class="mw-file-description"><img src="//upload.wikimedia.org/wikipedia/commons/thumb/d/d0/MOI_PA_video_mentoring_%284476152064%29.jpg/200px-MOI_PA_video_mentoring_%284476152064%29.jpg" decoding="async" width="200" height="333" class="mw-file-element" srcset="//upload.wikimedia.org/wikipedia/commons/thumb/d/d0/MOI_PA_video_mentoring_%284476152064%29.jpg/300px-MOI_PA_video_mentoring_%284476152064%29.jpg 1.5x, //upload.wikimedia.org/wikipedia/commons/thumb/d/d0/MOI_PA_video_mentoring_%284476152064%29.jpg/400px-MOI_PA_video_mentoring_%284476152064%29.jpg 2x" data-file-width="2414" data-file-height="4024" /></a><figcaption>A NATO mentor trains two broadcasters on video editing and storytelling techniques.</figcaption></figure> <p>Corporate mentoring programs may be formal or informal and serve a variety of specific objectives, including the acclimation of new employees, skills development, <a href="/wiki/Employee_retention" title="Employee retention">employee retention</a>, and diversity enhancement. </p><p>The relationship between mentoring, commitment, and turnover was investigated in one study at Texas A&M University. "Mentoring may really contribute to better degrees of emotional and lasting commitment to an organisation," according to the study's findings. (Huffman and Payne, 2005).<sup id="cite_ref-auto_46-1" class="reference"><a href="#cite_note-auto-46"><span class="cite-bracket">[</span>46<span class="cite-bracket">]</span></a></sup> </p> <div class="mw-heading mw-heading3"><h3 id="Formal_programs">Formal programs</h3><span class="mw-editsection"><span class="mw-editsection-bracket">[</span><a href="/w/index.php?title=Mentorship&action=edit&section=12" title="Edit section: Formal programs"><span>edit</span></a><span class="mw-editsection-bracket">]</span></span></div> <p>Formal mentoring programs offer employees the opportunity to participate in an organized mentoring program. Participants join as a mentor, learner, or both by completing a mentoring profile. Mentoring profiles are completed as written forms on paper or computer or filled out via an online form as part of an online mentoring system. Learners are matched with a mentor by a program administrator or a mentoring committee, or they may self-select a mentor depending on the program format. </p><p>Informal mentoring takes place in organizations that develop a culture of mentoring but do not have formal mentoring in place. These companies may provide some tools and resources and encourage managers to accept mentoring requests from more junior members of the organization.<sup id="cite_ref-51" class="reference"><a href="#cite_note-51"><span class="cite-bracket">[</span>51<span class="cite-bracket">]</span></a></sup> </p><p>A study of 1,162 employees found that "satisfaction with a mentoring relationship had a stronger impact on attitudes than the presence of a mentor, whether the relationship was formal or informal, or the design of a formal mentoring program".<sup id="cite_ref-52" class="reference"><a href="#cite_note-52"><span class="cite-bracket">[</span>52<span class="cite-bracket">]</span></a></sup> Even when a mentoring relationship is established, the actual relationship is more important than the presence of a relationship. </p><p>Fortune 500 companies are also implementing formal mentoring programs globally. <a href="/wiki/Cardinal_Health" title="Cardinal Health">Cardinal Health</a> has had an enterprise-wide formal mentoring initiative in place since 2011.<sup class="noprint Inline-Template Template-Fact" style="white-space:nowrap;">[<i><a href="/wiki/Wikipedia:Citation_needed" title="Wikipedia:Citation needed"><span title="This claim needs references to reliable sources. (November 2020)">citation needed</span></a></i>]</sup> The initiative encompasses nine formal mentoring programs, some enterprise-wide and some limited to specific business segments and functions. Goals vary by program, with some focused on employees facing specific challenges or career milestones and others enabling more open-ended learning and development.<sup id="cite_ref-53" class="reference"><a href="#cite_note-53"><span class="cite-bracket">[</span>53<span class="cite-bracket">]</span></a></sup> </p> <div class="mw-heading mw-heading3"><h3 id="New-hire_programs">New-hire programs</h3><span class="mw-editsection"><span class="mw-editsection-bracket">[</span><a href="/w/index.php?title=Mentorship&action=edit&section=13" title="Edit section: New-hire programs"><span>edit</span></a><span class="mw-editsection-bracket">]</span></span></div> <p>New-hire mentoring programs are set up to help new employees adjust more quickly to the organization. In new-hire mentoring programs, newcomers to the organization (learners) are paired with more experienced people (mentors) in order to obtain information, good examples, and advice as they advance. Beverly Kaye and Sharon Jordan-Evans claim that new employees who are paired with a mentor are twice as likely to remain in their job than those who do not receive mentorship.<sup id="cite_ref-54" class="reference"><a href="#cite_note-54"><span class="cite-bracket">[</span>54<span class="cite-bracket">]</span></a></sup> </p><p>These mentoring relationships promote career growth and benefit both the mentor and the learner: for example, the mentor can show leadership by teaching; the organization receives an employee that is shaped by the organization's culture and operation because they have been under the mentorship of an experienced member; and the learner can network, integrate easier into the organization, and acquire experience and advice.<sup id="cite_ref-Pompper2006_55-0" class="reference"><a href="#cite_note-Pompper2006-55"><span class="cite-bracket">[</span>55<span class="cite-bracket">]</span></a></sup> Donnalyn Pompper and Jonathan Adams say that "joining a mentor's network and developing one's own is central to advancement", which likely explains why those mentored tend to do well in their organizations.<sup id="cite_ref-Pompper2006_55-1" class="reference"><a href="#cite_note-Pompper2006-55"><span class="cite-bracket">[</span>55<span class="cite-bracket">]</span></a></sup> </p><p>In the organizational setting, mentoring usually "requires unequal knowledge",<sup id="cite_ref-BozemanFeeney2007_9-1" class="reference"><a href="#cite_note-BozemanFeeney2007-9"><span class="cite-bracket">[</span>9<span class="cite-bracket">]</span></a></sup> but the process of mentorship can differ. Bullis describes the mentoring process in the form of phase models. Initially, the "mentee proves himself or herself worthy of the mentor's time and energy". Then cultivation occurs which includes the actual "coaching...a strong interpersonal bond between mentor and mentee develops". Next, under the phase of separation, "the mentee experiences more autonomy". Ultimately, there is more equality in the relationship, termed by Bullis as Redefinition.<sup id="cite_ref-56" class="reference"><a href="#cite_note-56"><span class="cite-bracket">[</span>56<span class="cite-bracket">]</span></a></sup> </p> <div class="mw-heading mw-heading3"><h3 id="High-potential_programs">High-potential programs</h3><span class="mw-editsection"><span class="mw-editsection-bracket">[</span><a href="/w/index.php?title=Mentorship&action=edit&section=14" title="Edit section: High-potential programs"><span>edit</span></a><span class="mw-editsection-bracket">]</span></span></div> <p>High-potential mentoring programs are used to groom up-and-coming employees deemed to have the potential to move up into <a href="/wiki/Leadership" title="Leadership">leadership</a> or executive roles. The employee (learner) is paired with a senior-level leader (or leaders) for a series of <a href="/wiki/Career" title="Career">career</a>-<a href="/wiki/Coaching" title="Coaching">coaching</a> interactions. These programs tend to be smaller than general mentoring programs and learners that meet a list of criteria can be selected to participate. Another method of high-potential mentoring is to place the employee in a series of jobs in disparate areas of an organization (e.g. human resources, sales, operations management, etc.) for short periods of time, so they can learn in a hands-on, practical fashion, about the organization's structure, culture, and methods. </p> <div class="mw-heading mw-heading2"><h2 id="Matching_approaches">Matching approaches</h2><span class="mw-editsection"><span class="mw-editsection-bracket">[</span><a href="/w/index.php?title=Mentorship&action=edit&section=15" title="Edit section: Matching approaches"><span>edit</span></a><span class="mw-editsection-bracket">]</span></span></div> <dl><dt>Matching by committee</dt></dl> <p>Learners are matched with mentors by a designated mentoring committee that usually consists of senior members of the training, learning and development group and/or the human resources departments The matching committee reviews the mentors' profiles and the coaching goals sought out by the learners and makes matches based on areas for development, mentor strengths, overall experience, skill set, location, and objectives. </p> <dl><dt>Matching through self-match technology</dt></dl> <p>Mentoring technology, typically based on computer software, can be used to facilitate matches allowing learners to search for and select a mentor based on their own development, coaching needs, and interests. This learner-driven methodology increases the speed of matches being made and reduces the amount of administrative time required to manage the program.<sup id="cite_ref-57" class="reference"><a href="#cite_note-57"><span class="cite-bracket">[</span>57<span class="cite-bracket">]</span></a></sup> The quality of matches increases with self-match programs because mentorships tend to be more successful when the learner is involved in selecting their mentor.<sup id="cite_ref-Allen_TD,_Eby_LT,_Lentz_e_2006_58-0" class="reference"><a href="#cite_note-Allen_TD,_Eby_LT,_Lentz_e_2006-58"><span class="cite-bracket">[</span>58<span class="cite-bracket">]</span></a></sup> There are a variety of online mentoring technology programs available that can be used to facilitate this mentee-driven matching process. </p> <dl><dt>Speed networking</dt></dl> <p>In <a href="/wiki/Speed_networking" title="Speed networking">speed networking</a>, Mentors and learners are introduced to each other in short sessions, allowing each person to meet potential matches in a very short timeframe. Speed networking occurs as a one-time event in order for people "to meet potential mentors to see if there is a fit for a longer term engagement".<sup id="cite_ref-59" class="reference"><a href="#cite_note-59"><span class="cite-bracket">[</span>59<span class="cite-bracket">]</span></a></sup> </p> <dl><dt>Mentoring direct reports</dt></dl> <p>Mentoring direct reports may be considered a form of Transformational Leadership, specifically that of Individualized Consideration.<sup id="cite_ref-60" class="reference"><a href="#cite_note-60"><span class="cite-bracket">[</span>60<span class="cite-bracket">]</span></a></sup> </p> <div class="mw-heading mw-heading2"><h2 id="In_education">In education</h2><span class="mw-editsection"><span class="mw-editsection-bracket">[</span><a href="/w/index.php?title=Mentorship&action=edit&section=16" title="Edit section: In education"><span>edit</span></a><span class="mw-editsection-bracket">]</span></span></div> <p>Mentoring in education involves a relationship between two people where the mentor plays a supportive and advisory role for the student, the learner. This relationship promotes "the development and growth of the latter's skills and knowledge through the former's experience".<sup id="cite_ref-:02_61-0" class="reference"><a href="#cite_note-:02-61"><span class="cite-bracket">[</span>61<span class="cite-bracket">]</span></a></sup> </p><p>Mentorship is crucial to high-quality education because it promotes individual development and growth while also ensuring the "passing on" of skills and professional standards to the next generation.<sup id="cite_ref-62" class="reference"><a href="#cite_note-62"><span class="cite-bracket">[</span>62<span class="cite-bracket">]</span></a></sup> </p><p>In many secondary and post-secondary schools, mentorship programs are offered to support students in program completion, confidence building, and transitioning to further education or the workforce. There are also <a href="/wiki/Peer_mentoring" title="Peer mentoring">peer mentoring</a> programs designed specifically to bring under-represented populations into science and engineering.<sup id="cite_ref-63" class="reference"><a href="#cite_note-63"><span class="cite-bracket">[</span>63<span class="cite-bracket">]</span></a></sup> </p> <div class="mw-heading mw-heading3"><h3 id="Resilience">Resilience</h3><span class="mw-editsection"><span class="mw-editsection-bracket">[</span><a href="/w/index.php?title=Mentorship&action=edit&section=17" title="Edit section: Resilience"><span>edit</span></a><span class="mw-editsection-bracket">]</span></span></div> <p>A specific focus of <a href="/wiki/Youth_mentoring" title="Youth mentoring">youth mentoring</a> that addresses the issues that cause students to underachieve in education while simultaneously preparing them to deal with difficult circumstances that can affect their lives in the future and alter their success is the fostering of <a href="/wiki/Psychological_resilience" title="Psychological resilience">resilience</a>. Resilience has been found to be a useful method when working with students from low socioeconomic backgrounds who often encounter crises or challenges and suffer specific traumas.<sup id="cite_ref-64" class="reference"><a href="#cite_note-64"><span class="cite-bracket">[</span>64<span class="cite-bracket">]</span></a></sup> Education, students' performance, and achievement in school are directly affected by these challenges, so certain negative psychological and environmental situations that students from lower socioeconomic backgrounds disproportionately encounter provide a framework for explaining the achievement gap. Resilience does not provide a solution to the struggles and trauma that these students experience, but instead focuses on giving them the tools to adapt to these situations and respond to them in ways that avoid negative outcomes and enables them to grow stronger and learn from the experience. </p> <div class="mw-heading mw-heading4"><h4 id="Protective_factors_and_risk_factors">Protective factors and risk factors</h4><span class="mw-editsection"><span class="mw-editsection-bracket">[</span><a href="/w/index.php?title=Mentorship&action=edit&section=18" title="Edit section: Protective factors and risk factors"><span>edit</span></a><span class="mw-editsection-bracket">]</span></span></div> <p>Protective factors "modify or transform responses to adverse events so that [students] avoid negative outcomes" and encourage the development of resilience.<sup id="cite_ref-65" class="reference"><a href="#cite_note-65"><span class="cite-bracket">[</span>65<span class="cite-bracket">]</span></a></sup> Their development enables students to apply them to challenges and engage in them positively that does not negatively affect their education, personal lives, or successes. Examples of these protective factors identified by Reis, Colbert and Hebert in their three-year study of economically disadvantaged and ethnically diverse students include "supportive adults, friendships with other achieving students, the opportunity to take honors and advanced classes, participation in multiple extracurricular activities both after school and during the summer, the development of a strong belief in the self, and ways to cope with the negative aspects of their school, urban and family environment."<sup id="cite_ref-:12_66-0" class="reference"><a href="#cite_note-:12-66"><span class="cite-bracket">[</span>66<span class="cite-bracket">]</span></a></sup> On the other hand, risk factors impede the student's ability to positively engage in their challenges and in many cases prevent these students from achieving at the same level as students who do not encounter the same situations, and can include family tragedy, having an older sibling who became involved in drugs and/or alcohol, family instability, personal pain and academic failure. "Just as risk factors and childhood stressors may co-occur within a particular population or within a particular developmental period, protective factors are also likely to occur together to some degree."<sup id="cite_ref-67" class="reference"><a href="#cite_note-67"><span class="cite-bracket">[</span>67<span class="cite-bracket">]</span></a></sup> </p> <div class="mw-heading mw-heading4"><h4 id="Counseling_and_guidance">Counseling and guidance</h4><span class="mw-editsection"><span class="mw-editsection-bracket">[</span><a href="/w/index.php?title=Mentorship&action=edit&section=19" title="Edit section: Counseling and guidance"><span>edit</span></a><span class="mw-editsection-bracket">]</span></span></div> <p>Underachieving students who come from risk factor-filled environments often have little support, so the role of educators can be beneficial for students if it extends beyond the basic structures within the classroom. In these environments, students are often exposed to coercive interactions, so positive, personal and harmonious interchanges between the student and a supportive figure can help develop adaptive qualities.<sup id="cite_ref-68" class="reference"><a href="#cite_note-68"><span class="cite-bracket">[</span>68<span class="cite-bracket">]</span></a></sup> Teachers who see students as talented and care about them as individuals by establishing a genuine relationship create their additional roles as a mentor and advocate—an extra familial support system that can serve as an additional protective factor.<sup id="cite_ref-:22_69-0" class="reference"><a href="#cite_note-:22-69"><span class="cite-bracket">[</span>69<span class="cite-bracket">]</span></a></sup> A supportive adult can help reduce the negative impact of certain events and risk factors while strengthening the positive factors that help them cope effectively. Some of the components that facilitate the development of resilience when combined with a strong adult-student relationship include afterschool programs, more challenging classes, peer support programs, summer programs, and gifted programs.<sup id="cite_ref-:12_66-1" class="reference"><a href="#cite_note-:12-66"><span class="cite-bracket">[</span>66<span class="cite-bracket">]</span></a></sup> By getting to know students better—especially their home life and individual circumstances—teachers and counselors can provide specific support to each student by looking beyond their disadvantaged backgrounds, recognizing their abilities, nurturing their strengths, and maintaining high expectations.<sup id="cite_ref-:22_69-1" class="reference"><a href="#cite_note-:22-69"><span class="cite-bracket">[</span>69<span class="cite-bracket">]</span></a></sup> </p> <div class="mw-heading mw-heading3"><h3 id="Instructional_coaches">Instructional coaches</h3><span class="mw-editsection"><span class="mw-editsection-bracket">[</span><a href="/w/index.php?title=Mentorship&action=edit&section=20" title="Edit section: Instructional coaches"><span>edit</span></a><span class="mw-editsection-bracket">]</span></span></div> <p>Instructional coaches are former teachers or principals that have shown effectiveness in their work of teaching or leading and go through additional training to learn more about the technical skills needed to be an effective coach.<sup id="cite_ref-:0_70-0" class="reference"><a href="#cite_note-:0-70"><span class="cite-bracket">[</span>70<span class="cite-bracket">]</span></a></sup> In her book <i>The Art of Coaching</i>, Elena Aguilar recommends that a coach "must have been an effective teacher for at least five years".<sup id="cite_ref-:0_70-1" class="reference"><a href="#cite_note-:0-70"><span class="cite-bracket">[</span>70<span class="cite-bracket">]</span></a></sup> Although skills that were effective in the classroom are required, the coach must also be confident in working with adults and bring strong listening, communication, and data analysis skills to the coaching position.<sup id="cite_ref-:0_70-2" class="reference"><a href="#cite_note-:0-70"><span class="cite-bracket">[</span>70<span class="cite-bracket">]</span></a></sup> Ultimately, an instructional coach is a former teacher who was successful in the classroom and is respected in the field, with the respect carrying over into this new position.<sup id="cite_ref-:1_71-0" class="reference"><a href="#cite_note-:1-71"><span class="cite-bracket">[</span>71<span class="cite-bracket">]</span></a></sup> </p> <div class="mw-heading mw-heading4"><h4 id="Activities">Activities</h4><span class="mw-editsection"><span class="mw-editsection-bracket">[</span><a href="/w/index.php?title=Mentorship&action=edit&section=21" title="Edit section: Activities"><span>edit</span></a><span class="mw-editsection-bracket">]</span></span></div> <p>Coaches work one-on-one with teachers or in a small group setting with teachers to build student achievement in the classroom based on data collected and discussed by teachers or coaches.<sup id="cite_ref-:1_71-1" class="reference"><a href="#cite_note-:1-71"><span class="cite-bracket">[</span>71<span class="cite-bracket">]</span></a></sup> According to Melinda Mangin and KaiLonnie Dunsmore, instructional coaching models may include "cognitive coaching, clinical supervision, peer coaching and mentoring, formal literacy coaching, informal coaching, or a mixed model."<sup id="cite_ref-72" class="reference"><a href="#cite_note-72"><span class="cite-bracket">[</span>72<span class="cite-bracket">]</span></a></sup> "Other researchers have described categories of coaching such as data-oriented, student-oriented, managerial, and coaches who work with individual teachers or with groups of teachers".<sup id="cite_ref-73" class="reference"><a href="#cite_note-73"><span class="cite-bracket">[</span>73<span class="cite-bracket">]</span></a></sup><sup id="cite_ref-:2_74-0" class="reference"><a href="#cite_note-:2-74"><span class="cite-bracket">[</span>74<span class="cite-bracket">]</span></a></sup> Ultimately, coaching roles are designed to increase teacher capacity and push teacher improvement through learning opportunities.<sup id="cite_ref-:2_74-1" class="reference"><a href="#cite_note-:2-74"><span class="cite-bracket">[</span>74<span class="cite-bracket">]</span></a></sup> Instructional coaching is embedded within a teacher's work; in other words, the coach works with the teacher throughout the school year and meets during the school day with the teacher regarding current lessons, planning, and the observations and data collected. Discussions between the instructional coach and teacher are built upon mutual respect and a trusting relationship through confidentiality.<sup id="cite_ref-:1_71-2" class="reference"><a href="#cite_note-:1-71"><span class="cite-bracket">[</span>71<span class="cite-bracket">]</span></a></sup> Overall, instructional coaching is meant to serve as professional development for the teacher.<sup id="cite_ref-:1_71-3" class="reference"><a href="#cite_note-:1-71"><span class="cite-bracket">[</span>71<span class="cite-bracket">]</span></a></sup> </p><p>A coach's main responsibility is to change a teacher's practice and build their knowledge on "new instructional materials, programs, and initiatives".<sup id="cite_ref-:2_74-2" class="reference"><a href="#cite_note-:2-74"><span class="cite-bracket">[</span>74<span class="cite-bracket">]</span></a></sup> This professional development can come from discussion, model lessons, and instructional strategies.<sup id="cite_ref-:3_75-0" class="reference"><a href="#cite_note-:3-75"><span class="cite-bracket">[</span>75<span class="cite-bracket">]</span></a></sup> Teacher observations are one of the most powerful ways that coaches can put data for change in front of teachers. Coaches making observations and collecting data to debrief with teachers helps facilitate teacher improvement.<sup id="cite_ref-:3_75-1" class="reference"><a href="#cite_note-:3-75"><span class="cite-bracket">[</span>75<span class="cite-bracket">]</span></a></sup> </p> <div class="mw-heading mw-heading4"><h4 id="Effectiveness">Effectiveness</h4><span class="mw-editsection"><span class="mw-editsection-bracket">[</span><a href="/w/index.php?title=Mentorship&action=edit&section=22" title="Edit section: Effectiveness"><span>edit</span></a><span class="mw-editsection-bracket">]</span></span></div> <p>According to a three-year research study done by the Pennsylvania Institute for Instructional Coaching, there was an increase in student success when instructional coaching was used in the classroom. This could not be viewed as solely "instructional coaching" in isolation of other factors.<sup id="cite_ref-:4_76-0" class="reference"><a href="#cite_note-:4-76"><span class="cite-bracket">[</span>76<span class="cite-bracket">]</span></a></sup> The coaching "model emphasizes the simultaneous use of four strategies: one-on-one teacher engagement; evidence-based literacy practices applied across the curriculum; data analytics; and reflection on practice".<sup id="cite_ref-:4_76-1" class="reference"><a href="#cite_note-:4-76"><span class="cite-bracket">[</span>76<span class="cite-bracket">]</span></a></sup> Teachers have shared that: </p> <ul><li>Ninety-one percent of teachers coached regularly stated that coaches helped them understand and use new teaching strategies.</li> <li>Seventy-nine percent of teachers coached regularly said that their coach played a significant role in improving their classroom instruction and practice.</li></ul> <p>Teachers who were regularly coached one-on-one reported that: </p> <ul><li>They made significant changes in their instructional practice.</li> <li>Their students were more engaged in the classroom and enthusiastic about learning.</li> <li>Attendance increased dramatically in their classes.<sup id="cite_ref-:1_71-4" class="reference"><a href="#cite_note-:1-71"><span class="cite-bracket">[</span>71<span class="cite-bracket">]</span></a></sup></li></ul> <p>In addition to this, "the most effective professional development model is thought to involve follow-up activities, usually in the form of long-term support, coaching in teachers' classrooms, or ongoing interaction with colleagues".<sup id="cite_ref-77" class="reference"><a href="#cite_note-77"><span class="cite-bracket">[</span>77<span class="cite-bracket">]</span></a></sup> In most cases, instructional coaching can provide this support and meet this definition of effective professional development. </p> <div class="mw-heading mw-heading5"><h5 id="Administrative_support">Administrative support</h5><span class="mw-editsection"><span class="mw-editsection-bracket">[</span><a href="/w/index.php?title=Mentorship&action=edit&section=23" title="Edit section: Administrative support"><span>edit</span></a><span class="mw-editsection-bracket">]</span></span></div> <p>Aguilar states that there should also be support from administration around the instructional coaching to align the work of the coach and teacher with the school's mission or vision.<sup id="cite_ref-:0_70-3" class="reference"><a href="#cite_note-:0-70"><span class="cite-bracket">[</span>70<span class="cite-bracket">]</span></a></sup> Jim Knight focuses on the partnership with the principal being at the core of successful coaching and explains that the principal and the instructional coach need to be aligned in their goals for the coaching.<sup id="cite_ref-:3_75-2" class="reference"><a href="#cite_note-:3-75"><span class="cite-bracket">[</span>75<span class="cite-bracket">]</span></a></sup> If they have different desired outcomes for teaching, then the teacher will receive mixed messages and be caught between improvement and a standstill.<sup id="cite_ref-:0_70-4" class="reference"><a href="#cite_note-:0-70"><span class="cite-bracket">[</span>70<span class="cite-bracket">]</span></a></sup> Aguilar suggests that coaches continually ask about the school's goals as well as action steps to bring into daily coaching to meet them.<sup id="cite_ref-:0_70-5" class="reference"><a href="#cite_note-:0-70"><span class="cite-bracket">[</span>70<span class="cite-bracket">]</span></a></sup> </p> <div class="mw-heading mw-heading5"><h5 id="Data-driven_strategies">Data-driven strategies</h5><span class="mw-editsection"><span class="mw-editsection-bracket">[</span><a href="/w/index.php?title=Mentorship&action=edit&section=24" title="Edit section: Data-driven strategies"><span>edit</span></a><span class="mw-editsection-bracket">]</span></span></div> <p>Knight's belief of data usage is critical for teacher improvement during coaching sessions. He shares how giving opinions and telling a teacher how to improve stops the learning for the teacher; instead, it creates a barrier between the coach and teacher and makes the teacher expect to be instructed throughout the process.<sup id="cite_ref-:3_75-3" class="reference"><a href="#cite_note-:3-75"><span class="cite-bracket">[</span>75<span class="cite-bracket">]</span></a></sup> </p> <div class="mw-heading mw-heading5"><h5 id="Relationship_building">Relationship building</h5><span class="mw-editsection"><span class="mw-editsection-bracket">[</span><a href="/w/index.php?title=Mentorship&action=edit&section=25" title="Edit section: Relationship building"><span>edit</span></a><span class="mw-editsection-bracket">]</span></span></div> <p>The relationship and trust between the coach and coachee are a critical component of coaching.<sup id="cite_ref-:0_70-6" class="reference"><a href="#cite_note-:0-70"><span class="cite-bracket">[</span>70<span class="cite-bracket">]</span></a></sup><sup id="cite_ref-:3_75-4" class="reference"><a href="#cite_note-:3-75"><span class="cite-bracket">[</span>75<span class="cite-bracket">]</span></a></sup> A coach that has specific content knowledge and respect in a teacher's field of teaching can help build trust. Another way to build this trust is through confidentiality. In addition to relationship building, it is important to let the coachee feel comfortable talking to their coach about anything.<sup id="cite_ref-:0_70-7" class="reference"><a href="#cite_note-:0-70"><span class="cite-bracket">[</span>70<span class="cite-bracket">]</span></a></sup> Starting a coaching conversation about how a coachee is doing is also important to relationship building. Some famous mentors are Mr.bob weasly </p> <div class="mw-heading mw-heading5"><h5 id="Content_and_pedagogical_knowledge">Content and pedagogical knowledge</h5><span class="mw-editsection"><span class="mw-editsection-bracket">[</span><a href="/w/index.php?title=Mentorship&action=edit&section=26" title="Edit section: Content and pedagogical knowledge"><span>edit</span></a><span class="mw-editsection-bracket">]</span></span></div> <p>According to Nelson and Sassi, "knowledge of pedagogical process and content knowledge must be fused" in both understanding teaching and observing teaching.<sup id="cite_ref-:5_78-0" class="reference"><a href="#cite_note-:5-78"><span class="cite-bracket">[</span>78<span class="cite-bracket">]</span></a></sup> For example, an instructional coach working with a math teacher should know "current mathematics education reform efforts are built on the notion that the ideas in a subject, and the ways in which students and teachers work with the ideas, matter".<sup id="cite_ref-:5_78-1" class="reference"><a href="#cite_note-:5-78"><span class="cite-bracket">[</span>78<span class="cite-bracket">]</span></a></sup><sup id="cite_ref-79" class="reference"><a href="#cite_note-79"><span class="cite-bracket">[</span>79<span class="cite-bracket">]</span></a></sup> A deep pedagogical knowledge and deep content specific knowledge are required for the teacher to have confidence in the coach and for the coach to be able to step in and assume the role of the teacher. </p><p>Knowledge that coaches need to be effective includes content and pedagogical knowledge. Aguilar uses the <a href="/wiki/Ladder_of_inference" class="mw-redirect" title="Ladder of inference">ladder of inference</a> to allow coaches to evaluate their own thoughts, and ultimately use this ladder to help principals and teachers evaluate their own beliefs before jumping to assumptions. Approaches to teaching, classroom management, and content knowledge can change.<sup id="cite_ref-:0_70-8" class="reference"><a href="#cite_note-:0-70"><span class="cite-bracket">[</span>70<span class="cite-bracket">]</span></a></sup> </p> <div class="mw-heading mw-heading2"><h2 id="Blended_mentoring">Blended mentoring</h2><span class="mw-editsection"><span class="mw-editsection-bracket">[</span><a href="/w/index.php?title=Mentorship&action=edit&section=27" title="Edit section: Blended mentoring"><span>edit</span></a><span class="mw-editsection-bracket">]</span></span></div> <p>Blended mentoring is the implementation of information technology (IT) into the traditional mentoring program, and is intended to give the opportunity to career counseling and development services to adopt mentoring in their standard practices.<sup id="cite_ref-:02_61-1" class="reference"><a href="#cite_note-:02-61"><span class="cite-bracket">[</span>61<span class="cite-bracket">]</span></a></sup> Compared to a strict form of e-mentoring where communication between the mentor and learner is done electronically, and the traditional model of face-to-face mentoring, blended mentoring has been found to increase student satisfaction (which is inherently tied to effectiveness) by combining online group mentoring sessions with individual, face-to-face meetings with a mentor.<sup id="cite_ref-:02_61-2" class="reference"><a href="#cite_note-:02-61"><span class="cite-bracket">[</span>61<span class="cite-bracket">]</span></a></sup> By incorporating IT with the traditional mentoring method, students can benefit from the technologies of e-mentoring while receiving direct and personal advice from the traditional method. </p> <div class="mw-heading mw-heading2"><h2 id="Business_mentoring">Business mentoring</h2><span class="mw-editsection"><span class="mw-editsection-bracket">[</span><a href="/w/index.php?title=Mentorship&action=edit&section=28" title="Edit section: Business mentoring"><span>edit</span></a><span class="mw-editsection-bracket">]</span></span></div> <p>Business mentoring differs from <a href="/wiki/Apprenticeship" title="Apprenticeship">apprenticeship</a>: a business mentor provides guidance to a business owner or an <a href="/wiki/Entrepreneur" class="mw-redirect" title="Entrepreneur">entrepreneur</a> on the entrepreneur's business,<sup id="cite_ref-80" class="reference"><a href="#cite_note-80"><span class="cite-bracket">[</span>80<span class="cite-bracket">]</span></a></sup> whereas an apprentice learns a trade by working on the job with the "employer". </p><p>A 2012 literature review by EPS-PEAKS investigated business mentoring, mainly focused on the <a href="/wiki/MENA" class="mw-redirect" title="MENA">Middle-East and North Africa region</a>.<sup id="cite_ref-81" class="reference"><a href="#cite_note-81"><span class="cite-bracket">[</span>81<span class="cite-bracket">]</span></a></sup> The review found strong evidence to suggest that business mentoring can have real benefits for entrepreneurs, but highlights some key factors that need to be considered when designing mentoring programmes, such as the need to balance formal and informal approaches and to appropriately match mentors and learners. </p> <div class="mw-heading mw-heading2"><h2 id="Cup_Framework_of_Mentoring">Cup Framework of Mentoring</h2><span class="mw-editsection"><span class="mw-editsection-bracket">[</span><a href="/w/index.php?title=Mentorship&action=edit&section=29" title="Edit section: Cup Framework of Mentoring"><span>edit</span></a><span class="mw-editsection-bracket">]</span></span></div> <p>The Cup Framework is a form of learning about a mentor's and mentee's relationship. There are two factors to consider in relation to the mentee in this framework: content and context. The inputs that a mentee is absorbing are referred to as content. This is information about their profession, life, and other things that they constantly absorb, process, and comprehend during the day. The capacity of the mentee to understand and absorb information is referred to as context. </p><p>The Cup Framework can be used to create an organisational culture that values and encourages employee growth, as well as allowing mentors to feel fulfilled in their roles without having to invest too much time and attention away from their own work.<sup id="cite_ref-auto_46-2" class="reference"><a href="#cite_note-auto-46"><span class="cite-bracket">[</span>46<span class="cite-bracket">]</span></a></sup> </p> <div class="mw-heading mw-heading2"><h2 id="See_also">See also</h2><span class="mw-editsection"><span class="mw-editsection-bracket">[</span><a href="/w/index.php?title=Mentorship&action=edit&section=30" title="Edit section: See also"><span>edit</span></a><span class="mw-editsection-bracket">]</span></span></div> <ul><li><a href="/wiki/Big_Brothers_Big_Sisters_of_America" title="Big Brothers Big Sisters of America">Big Brothers Big Sisters of America</a></li> <li><a href="/wiki/Coaching" title="Coaching">Coaching</a></li> <li><a href="/wiki/EMentors" class="mw-redirect" title="EMentors">eMentors</a></li> <li><a href="/wiki/Father_complex" title="Father complex">Father complex</a></li> <li><a href="/wiki/Maybach_Foundation" title="Maybach Foundation">Maybach Foundation</a></li> <li><a href="/wiki/MENTOR" title="MENTOR">MENTOR</a></li> <li><a href="/wiki/New_Teacher_Center" title="New Teacher Center">New Teacher Center</a></li> <li><a href="/wiki/Peer_mentoring" title="Peer mentoring">Peer mentoring</a></li> <li><a href="/wiki/Speed_networking" title="Speed networking">Speed networking</a></li> <li><a href="/wiki/Youth_mentoring" title="Youth mentoring">Youth mentoring</a></li> <li><a href="/wiki/Workplace_mentoring" title="Workplace mentoring">Workplace mentoring</a></li> <li><a href="/wiki/Youth_intervention" title="Youth intervention">Youth intervention</a></li></ul> <div class="mw-heading mw-heading2"><h2 id="References">References</h2><span class="mw-editsection"><span class="mw-editsection-bracket">[</span><a href="/w/index.php?title=Mentorship&action=edit&section=31" title="Edit section: References"><span>edit</span></a><span class="mw-editsection-bracket">]</span></span></div> <style data-mw-deduplicate="TemplateStyles:r1239543626">.mw-parser-output .reflist{margin-bottom:0.5em;list-style-type:decimal}@media screen{.mw-parser-output .reflist{font-size:90%}}.mw-parser-output .reflist .references{font-size:100%;margin-bottom:0;list-style-type:inherit}.mw-parser-output .reflist-columns-2{column-width:30em}.mw-parser-output .reflist-columns-3{column-width:25em}.mw-parser-output .reflist-columns{margin-top:0.3em}.mw-parser-output .reflist-columns ol{margin-top:0}.mw-parser-output .reflist-columns li{page-break-inside:avoid;break-inside:avoid-column}.mw-parser-output .reflist-upper-alpha{list-style-type:upper-alpha}.mw-parser-output .reflist-upper-roman{list-style-type:upper-roman}.mw-parser-output .reflist-lower-alpha{list-style-type:lower-alpha}.mw-parser-output .reflist-lower-greek{list-style-type:lower-greek}.mw-parser-output .reflist-lower-roman{list-style-type:lower-roman}</style><div class="reflist reflist-columns references-column-width" style="column-width: 30em;"> <ol class="references"> <li id="cite_note-1"><span class="mw-cite-backlink"><b><a href="#cite_ref-1">^</a></b></span> <span class="reference-text"><style data-mw-deduplicate="TemplateStyles:r1238218222">.mw-parser-output cite.citation{font-style:inherit;word-wrap:break-word}.mw-parser-output .citation q{quotes:"\"""\"""'""'"}.mw-parser-output .citation:target{background-color:rgba(0,127,255,0.133)}.mw-parser-output .id-lock-free.id-lock-free a{background:url("//upload.wikimedia.org/wikipedia/commons/6/65/Lock-green.svg")right 0.1em center/9px no-repeat}.mw-parser-output .id-lock-limited.id-lock-limited a,.mw-parser-output .id-lock-registration.id-lock-registration a{background:url("//upload.wikimedia.org/wikipedia/commons/d/d6/Lock-gray-alt-2.svg")right 0.1em center/9px no-repeat}.mw-parser-output .id-lock-subscription.id-lock-subscription a{background:url("//upload.wikimedia.org/wikipedia/commons/a/aa/Lock-red-alt-2.svg")right 0.1em center/9px no-repeat}.mw-parser-output .cs1-ws-icon a{background:url("//upload.wikimedia.org/wikipedia/commons/4/4c/Wikisource-logo.svg")right 0.1em center/12px no-repeat}body:not(.skin-timeless):not(.skin-minerva) .mw-parser-output .id-lock-free a,body:not(.skin-timeless):not(.skin-minerva) .mw-parser-output .id-lock-limited a,body:not(.skin-timeless):not(.skin-minerva) .mw-parser-output .id-lock-registration a,body:not(.skin-timeless):not(.skin-minerva) .mw-parser-output .id-lock-subscription a,body:not(.skin-timeless):not(.skin-minerva) .mw-parser-output .cs1-ws-icon a{background-size:contain;padding:0 1em 0 0}.mw-parser-output .cs1-code{color:inherit;background:inherit;border:none;padding:inherit}.mw-parser-output .cs1-hidden-error{display:none;color:var(--color-error,#d33)}.mw-parser-output .cs1-visible-error{color:var(--color-error,#d33)}.mw-parser-output .cs1-maint{display:none;color:#085;margin-left:0.3em}.mw-parser-output .cs1-kern-left{padding-left:0.2em}.mw-parser-output .cs1-kern-right{padding-right:0.2em}.mw-parser-output .citation .mw-selflink{font-weight:inherit}@media screen{.mw-parser-output .cs1-format{font-size:95%}html.skin-theme-clientpref-night .mw-parser-output .cs1-maint{color:#18911f}}@media screen and (prefers-color-scheme:dark){html.skin-theme-clientpref-os .mw-parser-output .cs1-maint{color:#18911f}}</style><cite class="citation web cs1"><a rel="nofollow" class="external text" href="https://www.merriam-webster.com/dictionary/mentorship">"Definition of MENTORSHIP"</a>. <i>www.merriam-webster.com</i>. <a rel="nofollow" class="external text" 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Retrieved <span class="nowrap">January 14,</span> 2013</span>.</cite><span title="ctx_ver=Z39.88-2004&rft_val_fmt=info%3Aofi%2Ffmt%3Akev%3Amtx%3Abook&rft.genre=unknown&rft.btitle=William+BlakeAge+Teaching+Youth+c.1785-90&rft.pub=Tate+Britain&rft_id=http%3A%2F%2Fwww.tate.org.uk%2Fart%2Fartworks%2Fblake-age-teaching-youth-n05183&rfr_id=info%3Asid%2Fen.wikipedia.org%3AMentorship" class="Z3988"></span></span> </li> <li id="cite_note-16"><span class="mw-cite-backlink"><b><a href="#cite_ref-16">^</a></b></span> <span class="reference-text"><link rel="mw-deduplicated-inline-style" href="mw-data:TemplateStyles:r1238218222"><cite class="citation news cs1"><a rel="nofollow" class="external text" href="http://www.yogicwayoflife.com/the-guru-disciple-tradition/">"Guru Disciple Tradition - The Spiritual Lineage"</a>. <i>Yogic Way Of Life</i>. 2016-10-07. <a rel="nofollow" class="external text" href="https://web.archive.org/web/20180618075857/http://www.yogicwayoflife.com/the-guru-disciple-tradition/">Archived</a> from the original on 2018-06-18<span class="reference-accessdate">. Retrieved <span class="nowrap">2018-06-18</span></span>.</cite><span title="ctx_ver=Z39.88-2004&rft_val_fmt=info%3Aofi%2Ffmt%3Akev%3Amtx%3Ajournal&rft.genre=article&rft.jtitle=Yogic+Way+Of+Life&rft.atitle=Guru+Disciple+Tradition+-+The+Spiritual+Lineage&rft.date=2016-10-07&rft_id=http%3A%2F%2Fwww.yogicwayoflife.com%2Fthe-guru-disciple-tradition%2F&rfr_id=info%3Asid%2Fen.wikipedia.org%3AMentorship" class="Z3988"></span></span> </li> <li id="cite_note-17"><span class="mw-cite-backlink"><b><a href="#cite_ref-17">^</a></b></span> <span class="reference-text"><link rel="mw-deduplicated-inline-style" href="mw-data:TemplateStyles:r1238218222"><cite class="citation news cs1"><a rel="nofollow" class="external text" href="https://bible.org/article/being-first-century-disciple">"Being a First-Century Disciple"</a>. <i>Bible.org</i>. <a rel="nofollow" class="external text" href="https://web.archive.org/web/20180618075427/https://bible.org/article/being-first-century-disciple">Archived</a> from the original on 2018-06-18<span class="reference-accessdate">. Retrieved <span class="nowrap">2018-06-18</span></span>.</cite><span title="ctx_ver=Z39.88-2004&rft_val_fmt=info%3Aofi%2Ffmt%3Akev%3Amtx%3Ajournal&rft.genre=article&rft.jtitle=Bible.org&rft.atitle=Being+a+First-Century+Disciple&rft_id=https%3A%2F%2Fbible.org%2Farticle%2Fbeing-first-century-disciple&rfr_id=info%3Asid%2Fen.wikipedia.org%3AMentorship" class="Z3988"></span></span> </li> <li id="cite_note-18"><span class="mw-cite-backlink"><b><a href="#cite_ref-18">^</a></b></span> <span class="reference-text"><link rel="mw-deduplicated-inline-style" href="mw-data:TemplateStyles:r1238218222"><cite class="citation web cs1"><a rel="nofollow" class="external text" href="http://technicaleducationmatters.org/2009/05/13/chapter-3-the-guilds-and-apprenticeships/">"Chapter 3 – The Guilds and Apprenticeships"</a>. <i>technicaleducationmatters.org</i>. <a rel="nofollow" class="external text" href="https://web.archive.org/web/20180618075423/http://technicaleducationmatters.org/2009/05/13/chapter-3-the-guilds-and-apprenticeships/">Archived</a> from the original on 2018-06-18<span class="reference-accessdate">. Retrieved <span class="nowrap">2018-06-18</span></span>.</cite><span title="ctx_ver=Z39.88-2004&rft_val_fmt=info%3Aofi%2Ffmt%3Akev%3Amtx%3Ajournal&rft.genre=unknown&rft.jtitle=technicaleducationmatters.org&rft.atitle=Chapter+3+%E2%80%93+The+Guilds+and+Apprenticeships&rft_id=http%3A%2F%2Ftechnicaleducationmatters.org%2F2009%2F05%2F13%2Fchapter-3-the-guilds-and-apprenticeships%2F&rfr_id=info%3Asid%2Fen.wikipedia.org%3AMentorship" class="Z3988"></span></span> </li> <li id="cite_note-19"><span class="mw-cite-backlink"><b><a href="#cite_ref-19">^</a></b></span> <span class="reference-text"><link rel="mw-deduplicated-inline-style" href="mw-data:TemplateStyles:r1238218222"><cite class="citation web cs1"><a rel="nofollow" class="external text" href="https://web.archive.org/web/20160304051858/http://www.eeoc.gov/federal/reports/aapi.html">"Asian American and Pacific Islander Work Group Report"</a>. <i>www.eeoc.gov</i>. 2008-12-21. Archived from <a rel="nofollow" class="external text" href="http://www.eeoc.gov/federal/reports/aapi.html">the original</a> on 2016-03-04<span class="reference-accessdate">. Retrieved <span class="nowrap">2016-01-01</span></span>.</cite><span title="ctx_ver=Z39.88-2004&rft_val_fmt=info%3Aofi%2Ffmt%3Akev%3Amtx%3Ajournal&rft.genre=unknown&rft.jtitle=www.eeoc.gov&rft.atitle=Asian+American+and+Pacific+Islander+Work+Group+Report&rft.date=2008-12-21&rft_id=http%3A%2F%2Fwww.eeoc.gov%2Ffederal%2Freports%2Faapi.html&rfr_id=info%3Asid%2Fen.wikipedia.org%3AMentorship" class="Z3988"></span></span> </li> <li id="cite_note-20"><span class="mw-cite-backlink"><b><a href="#cite_ref-20">^</a></b></span> <span class="reference-text"><link rel="mw-deduplicated-inline-style" href="mw-data:TemplateStyles:r1238218222"><cite id="CITEREFBrockbankMcGill2006" class="citation book cs1">Brockbank, Anne; McGill, Ian (1 January 2006). <a rel="nofollow" class="external text" href="https://books.google.com/books?id=m3tAv72yfBMC&q=emcc+mentoring&pg=PA122"><i>Facilitating Reflective Learning Through Mentoring & Coaching</i></a>. Kogan Page Publishers. <a href="/wiki/ISBN_(identifier)" class="mw-redirect" title="ISBN (identifier)">ISBN</a> <a href="/wiki/Special:BookSources/9780749444488" title="Special:BookSources/9780749444488"><bdi>9780749444488</bdi></a> – via Google Books.</cite><span title="ctx_ver=Z39.88-2004&rft_val_fmt=info%3Aofi%2Ffmt%3Akev%3Amtx%3Abook&rft.genre=book&rft.btitle=Facilitating+Reflective+Learning+Through+Mentoring+%26+Coaching&rft.pub=Kogan+Page+Publishers&rft.date=2006-01-01&rft.isbn=9780749444488&rft.aulast=Brockbank&rft.aufirst=Anne&rft.au=McGill%2C+Ian&rft_id=https%3A%2F%2Fbooks.google.com%2Fbooks%3Fid%3Dm3tAv72yfBMC%26q%3Demcc%2Bmentoring%26pg%3DPA122&rfr_id=info%3Asid%2Fen.wikipedia.org%3AMentorship" class="Z3988"></span></span> </li> <li id="cite_note-21"><span class="mw-cite-backlink"><b><a href="#cite_ref-21">^</a></b></span> <span class="reference-text"><link rel="mw-deduplicated-inline-style" href="mw-data:TemplateStyles:r1238218222"><cite id="CITEREFOwen2011" class="citation book cs1">Owen, Hilarie (3 October 2011). <a rel="nofollow" class="external text" href="https://books.google.com/books?id=vH1LpGVEgPgC&q=emcc+mentoring&pg=PA51"><i>The Complete Guide to Mentoring: How to Design, Implement and Evaluate Effective Mentoring Programmes</i></a>. Kogan Page Publishers. <a href="/wiki/ISBN_(identifier)" class="mw-redirect" title="ISBN (identifier)">ISBN</a> <a href="/wiki/Special:BookSources/9780749461157" title="Special:BookSources/9780749461157"><bdi>9780749461157</bdi></a>. <a rel="nofollow" class="external text" href="https://web.archive.org/web/20210814082902/https://books.google.com/books?id=vH1LpGVEgPgC&q=emcc+mentoring&pg=PA51">Archived</a> from the original on 14 August 2021<span class="reference-accessdate">. Retrieved <span class="nowrap">17 November</span> 2020</span> – via Google Books.</cite><span title="ctx_ver=Z39.88-2004&rft_val_fmt=info%3Aofi%2Ffmt%3Akev%3Amtx%3Abook&rft.genre=book&rft.btitle=The+Complete+Guide+to+Mentoring%3A+How+to+Design%2C+Implement+and+Evaluate+Effective+Mentoring+Programmes&rft.pub=Kogan+Page+Publishers&rft.date=2011-10-03&rft.isbn=9780749461157&rft.aulast=Owen&rft.aufirst=Hilarie&rft_id=https%3A%2F%2Fbooks.google.com%2Fbooks%3Fid%3DvH1LpGVEgPgC%26q%3Demcc%2Bmentoring%26pg%3DPA51&rfr_id=info%3Asid%2Fen.wikipedia.org%3AMentorship" class="Z3988"></span></span> </li> <li id="cite_note-22"><span class="mw-cite-backlink"><b><a href="#cite_ref-22">^</a></b></span> <span class="reference-text"><link rel="mw-deduplicated-inline-style" href="mw-data:TemplateStyles:r1238218222"><cite id="CITEREFFoster-Turner2005" class="citation book cs1">Foster-Turner, Julia (1 May 2005). <a rel="nofollow" class="external text" href="https://books.google.com/books?id=F1vf9RatJhkC&q=emcc+mentoring&pg=PA123"><i>Coaching and Mentoring in Health and Social Care: The Essentials of Practice for Professionals and Organisations</i></a>. Radcliffe Publishing. <a href="/wiki/ISBN_(identifier)" class="mw-redirect" title="ISBN (identifier)">ISBN</a> <a href="/wiki/Special:BookSources/9781857755497" title="Special:BookSources/9781857755497"><bdi>9781857755497</bdi></a>. <a rel="nofollow" class="external text" href="https://web.archive.org/web/20210814082902/https://books.google.com/books?id=F1vf9RatJhkC&q=emcc+mentoring&pg=PA123">Archived</a> from the original on 14 August 2021<span class="reference-accessdate">. Retrieved <span class="nowrap">17 November</span> 2020</span> – via Google Books.</cite><span title="ctx_ver=Z39.88-2004&rft_val_fmt=info%3Aofi%2Ffmt%3Akev%3Amtx%3Abook&rft.genre=book&rft.btitle=Coaching+and+Mentoring+in+Health+and+Social+Care%3A+The+Essentials+of+Practice+for+Professionals+and+Organisations&rft.pub=Radcliffe+Publishing&rft.date=2005-05-01&rft.isbn=9781857755497&rft.aulast=Foster-Turner&rft.aufirst=Julia&rft_id=https%3A%2F%2Fbooks.google.com%2Fbooks%3Fid%3DF1vf9RatJhkC%26q%3Demcc%2Bmentoring%26pg%3DPA123&rfr_id=info%3Asid%2Fen.wikipedia.org%3AMentorship" class="Z3988"></span></span> </li> <li id="cite_note-23"><span class="mw-cite-backlink"><b><a href="#cite_ref-23">^</a></b></span> <span class="reference-text"><link rel="mw-deduplicated-inline-style" href="mw-data:TemplateStyles:r1238218222"><cite id="CITEREFDaloz,_L._A.1990" class="citation book cs1">Daloz, L. A. (1990). <i>Effective Teaching and Mentoring</i>. San Francisco: Jossey Bass. p. 20.</cite><span title="ctx_ver=Z39.88-2004&rft_val_fmt=info%3Aofi%2Ffmt%3Akev%3Amtx%3Abook&rft.genre=book&rft.btitle=Effective+Teaching+and+Mentoring&rft.place=San+Francisco&rft.pages=20&rft.pub=Jossey+Bass&rft.date=1990&rft.au=Daloz%2C+L.+A.&rfr_id=info%3Asid%2Fen.wikipedia.org%3AMentorship" class="Z3988"></span></span> </li> <li id="cite_note-Aubrey1995-24"><span class="mw-cite-backlink">^ <a href="#cite_ref-Aubrey1995_24-0"><sup><i><b>a</b></i></sup></a> <a href="#cite_ref-Aubrey1995_24-1"><sup><i><b>b</b></i></sup></a></span> <span class="reference-text"><link rel="mw-deduplicated-inline-style" href="mw-data:TemplateStyles:r1238218222"><cite id="CITEREFAubrey,_BobCohen,_Paul1995" class="citation book cs1">Aubrey, Bob & Cohen, Paul (1995). <span class="id-lock-registration" title="Free registration required"><a rel="nofollow" class="external text" href="https://archive.org/details/workingwisdomtim00aubr"><i>Working Wisdom: Timeless Skills and Vanguard Strategies for Learning Organizations</i></a></span>. Jossey Bass. pp. <a rel="nofollow" class="external text" href="https://archive.org/details/workingwisdomtim00aubr/page/23">23</a>, 44–47, 96–97. <a href="/wiki/ISBN_(identifier)" class="mw-redirect" title="ISBN (identifier)">ISBN</a> <a href="/wiki/Special:BookSources/9780787900588" title="Special:BookSources/9780787900588"><bdi>9780787900588</bdi></a>.</cite><span title="ctx_ver=Z39.88-2004&rft_val_fmt=info%3Aofi%2Ffmt%3Akev%3Amtx%3Abook&rft.genre=book&rft.btitle=Working+Wisdom%3A+Timeless+Skills+and+Vanguard+Strategies+for+Learning+Organizations&rft.pages=23%2C+44-47%2C+96-97&rft.pub=Jossey+Bass&rft.date=1995&rft.isbn=9780787900588&rft.au=Aubrey%2C+Bob&rft.au=Cohen%2C+Paul&rft_id=https%3A%2F%2Farchive.org%2Fdetails%2Fworkingwisdomtim00aubr&rfr_id=info%3Asid%2Fen.wikipedia.org%3AMentorship" class="Z3988"></span></span> </li> <li id="cite_note-25"><span class="mw-cite-backlink"><b><a href="#cite_ref-25">^</a></b></span> <span class="reference-text"><link rel="mw-deduplicated-inline-style" href="mw-data:TemplateStyles:r1238218222"><cite id="CITEREFPosner,_B.Kouzes,_J.1993" class="citation book cs1">Posner, B. & Kouzes, J. (1993). <span class="id-lock-registration" title="Free registration required"><a rel="nofollow" class="external text" href="https://archive.org/details/credibilityhowle00kouz_0"><i>Credibility</i></a></span>. San Francisco: Jossey Bass. pp. <a rel="nofollow" class="external text" href="https://archive.org/details/credibilityhowle00kouz_0/page/155">155</a>. <a href="/wiki/ISBN_(identifier)" class="mw-redirect" title="ISBN (identifier)">ISBN</a> <a href="/wiki/Special:BookSources/9781555425500" title="Special:BookSources/9781555425500"><bdi>9781555425500</bdi></a>.</cite><span title="ctx_ver=Z39.88-2004&rft_val_fmt=info%3Aofi%2Ffmt%3Akev%3Amtx%3Abook&rft.genre=book&rft.btitle=Credibility&rft.place=San+Francisco&rft.pages=155&rft.pub=Jossey+Bass&rft.date=1993&rft.isbn=9781555425500&rft.au=Posner%2C+B.&rft.au=Kouzes%2C+J.&rft_id=https%3A%2F%2Farchive.org%2Fdetails%2Fcredibilityhowle00kouz_0&rfr_id=info%3Asid%2Fen.wikipedia.org%3AMentorship" class="Z3988"></span></span> </li> <li id="cite_note-Ensher2003-26"><span class="mw-cite-backlink"><b><a href="#cite_ref-Ensher2003_26-0">^</a></b></span> <span class="reference-text"><link rel="mw-deduplicated-inline-style" href="mw-data:TemplateStyles:r1238218222"><cite id="CITEREFEnsherHeunBlanchard2003" class="citation journal cs1">Ensher, E.; Heun, C.; Blanchard, A. (2003). "Online mentoring and computer-mediated communication: New directions in research". <i>Journal of Vocational Behavior</i>. <b>63</b> (2): 264–288. <a href="/wiki/Doi_(identifier)" class="mw-redirect" title="Doi (identifier)">doi</a>:<a rel="nofollow" class="external text" href="https://doi.org/10.1016%2Fs0001-8791%2803%2900044-7">10.1016/s0001-8791(03)00044-7</a>. <a href="/wiki/S2CID_(identifier)" class="mw-redirect" title="S2CID (identifier)">S2CID</a> <a rel="nofollow" class="external text" href="https://api.semanticscholar.org/CorpusID:54599813">54599813</a>.</cite><span title="ctx_ver=Z39.88-2004&rft_val_fmt=info%3Aofi%2Ffmt%3Akev%3Amtx%3Ajournal&rft.genre=article&rft.jtitle=Journal+of+Vocational+Behavior&rft.atitle=Online+mentoring+and+computer-mediated+communication%3A+New+directions+in+research&rft.volume=63&rft.issue=2&rft.pages=264-288&rft.date=2003&rft_id=info%3Adoi%2F10.1016%2Fs0001-8791%2803%2900044-7&rft_id=https%3A%2F%2Fapi.semanticscholar.org%2FCorpusID%3A54599813%23id-name%3DS2CID&rft.aulast=Ensher&rft.aufirst=E.&rft.au=Heun%2C+C.&rft.au=Blanchard%2C+A.&rfr_id=info%3Asid%2Fen.wikipedia.org%3AMentorship" class="Z3988"></span></span> </li> <li id="cite_note-27"><span class="mw-cite-backlink"><b><a href="#cite_ref-27">^</a></b></span> <span class="reference-text"><link rel="mw-deduplicated-inline-style" href="mw-data:TemplateStyles:r1238218222"><cite class="citation web cs1"><a rel="nofollow" class="external text" href="https://ctb.ku.edu/en/table-of-contents/implement/youth-mentoring/overview/main">"Chapter 22. Youth Mentoring Programs | Section 1. Building Youth Mentoring Programs | Main Section | Community Tool Box"</a>. <i>ctb.ku.edu</i>. <a rel="nofollow" class="external text" href="https://web.archive.org/web/20180618075637/https://ctb.ku.edu/en/table-of-contents/implement/youth-mentoring/overview/main">Archived</a> from the original on 2018-06-18<span class="reference-accessdate">. Retrieved <span class="nowrap">2018-06-18</span></span>.</cite><span title="ctx_ver=Z39.88-2004&rft_val_fmt=info%3Aofi%2Ffmt%3Akev%3Amtx%3Ajournal&rft.genre=unknown&rft.jtitle=ctb.ku.edu&rft.atitle=Chapter+22.+Youth+Mentoring+Programs+%7C+Section+1.+Building+Youth+Mentoring+Programs+%7C+Main+Section+%7C+Community+Tool+Box&rft_id=https%3A%2F%2Fctb.ku.edu%2Fen%2Ftable-of-contents%2Fimplement%2Fyouth-mentoring%2Foverview%2Fmain&rfr_id=info%3Asid%2Fen.wikipedia.org%3AMentorship" class="Z3988"></span></span> </li> <li id="cite_note-28"><span class="mw-cite-backlink"><b><a href="#cite_ref-28">^</a></b></span> <span class="reference-text"><link rel="mw-deduplicated-inline-style" href="mw-data:TemplateStyles:r1238218222"><cite class="citation book cs1">"Mentorship Structures: What Forms Does Mentorship Take?". <a rel="nofollow" class="external text" href="https://www.ncbi.nlm.nih.gov/books/NBK552769/"><i>The Science of Effective Mentorship in STEMM</i></a>. National Academies Press (US). 30 October 2019. <a rel="nofollow" class="external text" href="https://web.archive.org/web/20210814082933/https://www.ncbi.nlm.nih.gov/books/NBK552769/">Archived</a> from the original on 2021-08-14<span class="reference-accessdate">. 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And that's true in so many things | Published Tue, Jul 19 20221:50 PM EDT | CNBC</span> </li> <li id="cite_note-45"><span class="mw-cite-backlink"><b><a href="#cite_ref-45">^</a></b></span> <span class="reference-text"><link rel="mw-deduplicated-inline-style" href="mw-data:TemplateStyles:r1238218222"><cite id="CITEREFChronus" class="citation web cs1">Chronus. <a rel="nofollow" class="external text" href="https://chronus.com/how-to-use-mentoring-in-your-workplace">"Mentoring & Talent Development Solutions"</a>. <i>chronus.com</i>. <a rel="nofollow" class="external text" href="https://web.archive.org/web/20150221012352/http://chronus.com/how-to-use-mentoring-in-your-workplace">Archived</a> from the original on 2015-02-21<span class="reference-accessdate">. Retrieved <span class="nowrap">2015-02-20</span></span>.</cite><span title="ctx_ver=Z39.88-2004&rft_val_fmt=info%3Aofi%2Ffmt%3Akev%3Amtx%3Ajournal&rft.genre=unknown&rft.jtitle=chronus.com&rft.atitle=Mentoring+%26+Talent+Development+Solutions&rft.au=Chronus&rft_id=http%3A%2F%2Fchronus.com%2Fhow-to-use-mentoring-in-your-workplace&rfr_id=info%3Asid%2Fen.wikipedia.org%3AMentorship" class="Z3988"></span></span> </li> <li id="cite_note-auto-46"><span class="mw-cite-backlink">^ <a href="#cite_ref-auto_46-0"><sup><i><b>a</b></i></sup></a> <a href="#cite_ref-auto_46-1"><sup><i><b>b</b></i></sup></a> <a href="#cite_ref-auto_46-2"><sup><i><b>c</b></i></sup></a></span> <span class="reference-text"><link rel="mw-deduplicated-inline-style" href="mw-data:TemplateStyles:r1238218222"><cite id="CITEREFShore2017" class="citation web cs1">Shore, Ian Benjamin (2017). <a rel="nofollow" class="external text" href="https://cpb-us-west-2-juc1ugur1qwqqqo4.stackpathdns.com/usfblogs.usfca.edu/dist/9/244/files/2016/05/shoreian_late_6166506_63911169_Capstone-2b881wp.pdf">"The Impact of Mentorship: Why Organizations Should Grow Their Own Talent"</a> <span class="cs1-format">(PDF)</span>.</cite><span title="ctx_ver=Z39.88-2004&rft_val_fmt=info%3Aofi%2Ffmt%3Akev%3Amtx%3Abook&rft.genre=unknown&rft.btitle=The+Impact+of+Mentorship%3A+Why+Organizations+Should+Grow+Their+Own+Talent&rft.date=2017&rft.aulast=Shore&rft.aufirst=Ian+Benjamin&rft_id=https%3A%2F%2Fcpb-us-west-2-juc1ugur1qwqqqo4.stackpathdns.com%2Fusfblogs.usfca.edu%2Fdist%2F9%2F244%2Ffiles%2F2016%2F05%2Fshoreian_late_6166506_63911169_Capstone-2b881wp.pdf&rfr_id=info%3Asid%2Fen.wikipedia.org%3AMentorship" class="Z3988"></span></span> </li> <li id="cite_note-47"><span class="mw-cite-backlink"><b><a href="#cite_ref-47">^</a></b></span> <span class="reference-text"><link rel="mw-deduplicated-inline-style" href="mw-data:TemplateStyles:r1238218222"><cite id="CITEREFLevinsonDarrowKleinLevinson1978" class="citation book cs1">Levinson, Daniel S.; Darrow, C. N; Klein, E. B.; Levinson, M. (1978). <a rel="nofollow" class="external text" href="https://archive.org/details/seasonsofmanslif00dani"><i>Seasons of a Man's Life</i></a>. New York: Random House. <a href="/wiki/ISBN_(identifier)" class="mw-redirect" title="ISBN (identifier)">ISBN</a> <a href="/wiki/Special:BookSources/978-0-394-40694-7" title="Special:BookSources/978-0-394-40694-7"><bdi>978-0-394-40694-7</bdi></a>.</cite><span title="ctx_ver=Z39.88-2004&rft_val_fmt=info%3Aofi%2Ffmt%3Akev%3Amtx%3Abook&rft.genre=book&rft.btitle=Seasons+of+a+Man%27s+Life&rft.place=New+York&rft.pub=Random+House.&rft.date=1978&rft.isbn=978-0-394-40694-7&rft.aulast=Levinson&rft.aufirst=Daniel+S.&rft.au=Darrow%2C+C.+N&rft.au=Klein%2C+E.+B.&rft.au=Levinson%2C+M.&rft_id=https%3A%2F%2Farchive.org%2Fdetails%2Fseasonsofmanslif00dani&rfr_id=info%3Asid%2Fen.wikipedia.org%3AMentorship" class="Z3988"></span></span> </li> <li id="cite_note-48"><span class="mw-cite-backlink"><b><a href="#cite_ref-48">^</a></b></span> <span class="reference-text"><link rel="mw-deduplicated-inline-style" href="mw-data:TemplateStyles:r1238218222"><cite id="CITEREFSchein1978" class="citation book cs1">Schein, Edgar H. (June 1978). <a rel="nofollow" class="external text" href="https://archive.org/details/careerdynamicsma00sche"><i>Career Dynamics: Matching Individual and Organizational Needs</i></a>. Addison-Wesley. <a href="/wiki/ISBN_(identifier)" class="mw-redirect" title="ISBN (identifier)">ISBN</a> <a href="/wiki/Special:BookSources/978-0-201-06834-4" title="Special:BookSources/978-0-201-06834-4"><bdi>978-0-201-06834-4</bdi></a>.</cite><span title="ctx_ver=Z39.88-2004&rft_val_fmt=info%3Aofi%2Ffmt%3Akev%3Amtx%3Abook&rft.genre=book&rft.btitle=Career+Dynamics%3A+Matching+Individual+and+Organizational+Needs&rft.pub=Addison-Wesley&rft.date=1978-06&rft.isbn=978-0-201-06834-4&rft.aulast=Schein&rft.aufirst=Edgar+H.&rft_id=https%3A%2F%2Farchive.org%2Fdetails%2Fcareerdynamicsma00sche&rfr_id=info%3Asid%2Fen.wikipedia.org%3AMentorship" class="Z3988"></span></span> </li> <li id="cite_note-49"><span class="mw-cite-backlink"><b><a href="#cite_ref-49">^</a></b></span> <span class="reference-text"><link rel="mw-deduplicated-inline-style" href="mw-data:TemplateStyles:r1238218222"><cite id="CITEREFDavisGarrison1979" class="citation book cs1">Davis, Robert L. Jr.; Garrison, Patricia A. (1979). <i>Mentoring: in search of a typology (MIT Sloan Master Thesis)</i>.</cite><span title="ctx_ver=Z39.88-2004&rft_val_fmt=info%3Aofi%2Ffmt%3Akev%3Amtx%3Abook&rft.genre=book&rft.btitle=Mentoring%3A+in+search+of+a+typology+%28MIT+Sloan+Master+Thesis%29&rft.date=1979&rft.aulast=Davis&rft.aufirst=Robert+L.+Jr.&rft.au=Garrison%2C+Patricia+A.&rfr_id=info%3Asid%2Fen.wikipedia.org%3AMentorship" class="Z3988"></span></span> </li> <li id="cite_note-50"><span class="mw-cite-backlink"><b><a href="#cite_ref-50">^</a></b></span> <span class="reference-text"><link rel="mw-deduplicated-inline-style" href="mw-data:TemplateStyles:r1238218222"><cite id="CITEREFPeriyakoil,_Vyjeyanthi_S.2007" class="citation journal cs1">Periyakoil, Vyjeyanthi S. (October 2007). "Declaration of Interdependence: The Need for Mosaic Mentoring in Palliative Care". <i>Journal of Palliative Medicine</i>. <b>10</b> (5): 1048–1049. <a href="/wiki/Doi_(identifier)" class="mw-redirect" title="Doi (identifier)">doi</a>:<a rel="nofollow" class="external text" href="https://doi.org/10.1089%2Fjpm.2006.9911">10.1089/jpm.2006.9911</a>. <a href="/wiki/PMID_(identifier)" class="mw-redirect" title="PMID (identifier)">PMID</a> <a rel="nofollow" class="external text" href="https://pubmed.ncbi.nlm.nih.gov/17985959">17985959</a>.</cite><span title="ctx_ver=Z39.88-2004&rft_val_fmt=info%3Aofi%2Ffmt%3Akev%3Amtx%3Ajournal&rft.genre=article&rft.jtitle=Journal+of+Palliative+Medicine&rft.atitle=Declaration+of+Interdependence%3A+The+Need+for+Mosaic+Mentoring+in+Palliative+Care&rft.volume=10&rft.issue=5&rft.pages=1048-1049&rft.date=2007-10&rft_id=info%3Adoi%2F10.1089%2Fjpm.2006.9911&rft_id=info%3Apmid%2F17985959&rft.au=Periyakoil%2C+Vyjeyanthi+S.&rfr_id=info%3Asid%2Fen.wikipedia.org%3AMentorship" class="Z3988"></span></span> </li> <li id="cite_note-51"><span class="mw-cite-backlink"><b><a href="#cite_ref-51">^</a></b></span> <span class="reference-text"><a rel="nofollow" class="external autonumber" href="http://smartblogs.com/leadership/2012/04/13/how-can-corporate-mentoring-work-for-your-company/">[2]</a> <a rel="nofollow" class="external text" href="https://web.archive.org/web/20120512145601/http://smartblogs.com/leadership/2012/04/13/how-can-corporate-mentoring-work-for-your-company/">Archived</a> 2012-05-12 at the <a href="/wiki/Wayback_Machine" title="Wayback Machine">Wayback Machine</a>, <i>SmartBlog on Leadership</i>, 13 April 2012</span> </li> <li id="cite_note-52"><span class="mw-cite-backlink"><b><a href="#cite_ref-52">^</a></b></span> <span class="reference-text"><link rel="mw-deduplicated-inline-style" href="mw-data:TemplateStyles:r1238218222"><cite id="CITEREFRaginsRoseCottonMiller2000" class="citation journal cs1">Ragins; Rose, Belle; Cotton, John L.; Miller, Janice S. 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Retrieved <span class="nowrap">March 20,</span> 2017</span>.</cite><span title="ctx_ver=Z39.88-2004&rft_val_fmt=info%3Aofi%2Ffmt%3Akev%3Amtx%3Abook&rft.genre=unknown&rft.btitle=Instructional+Coaching+and+Student+Outcomes%3A+Findings+from+a+Three+Year+Pilot+Study&rft.date=2013&rft.aulast=Medrich&rft.aufirst=E.A.&rft.au=Fitzgerald%2C+R.&rft.au=Skomsvold%2C+P.&rft_id=http%3A%2F%2Fpiic.pacoaching.org%2Fimages%2FPIICdocuments%2FResearch_and_Eval%2Fpiic_report_abstract.pdf&rfr_id=info%3Asid%2Fen.wikipedia.org%3AMentorship" class="Z3988"></span></span> </li> <li id="cite_note-77"><span class="mw-cite-backlink"><b><a href="#cite_ref-77">^</a></b></span> <span class="reference-text"><link rel="mw-deduplicated-inline-style" href="mw-data:TemplateStyles:r1238218222"><cite id="CITEREFBall1996" class="citation journal cs1">Ball, D. L. (1996). 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"Shifting Approaches to Supervision: The Case of Mathematics Supervision". <i>Educational Administration Quarterly</i>. <b>36</b> (4): 553–584. <a href="/wiki/Doi_(identifier)" class="mw-redirect" title="Doi (identifier)">doi</a>:<a rel="nofollow" class="external text" href="https://doi.org/10.1177%2F00131610021969100">10.1177/00131610021969100</a>. <a href="/wiki/S2CID_(identifier)" class="mw-redirect" title="S2CID (identifier)">S2CID</a> <a rel="nofollow" class="external text" href="https://api.semanticscholar.org/CorpusID:144424763">144424763</a>.</cite><span title="ctx_ver=Z39.88-2004&rft_val_fmt=info%3Aofi%2Ffmt%3Akev%3Amtx%3Ajournal&rft.genre=article&rft.jtitle=Educational+Administration+Quarterly&rft.atitle=Shifting+Approaches+to+Supervision%3A+The+Case+of+Mathematics+Supervision&rft.volume=36&rft.issue=4&rft.pages=553-584&rft.date=2016-06-29&rft_id=info%3Adoi%2F10.1177%2F00131610021969100&rft_id=https%3A%2F%2Fapi.semanticscholar.org%2FCorpusID%3A144424763%23id-name%3DS2CID&rft.aulast=Nelson&rft.aufirst=Barbara+Scott&rft.au=Sassi%2C+Annette&rfr_id=info%3Asid%2Fen.wikipedia.org%3AMentorship" class="Z3988"></span></span> </li> <li id="cite_note-79"><span class="mw-cite-backlink"><b><a href="#cite_ref-79">^</a></b></span> <span class="reference-text"><link rel="mw-deduplicated-inline-style" href="mw-data:TemplateStyles:r1238218222"><cite id="CITEREFShulman1986" class="citation journal cs1">Shulman, L. (1986). <a rel="nofollow" class="external text" href="http://revistaseug.ugr.es/index.php/profesorado/article/view/11230">"Those who understand: Knowledge growth in teaching"</a>. <i>Educational Researcher</i>. <b>57</b> (2): 4–14. <a href="/wiki/Doi_(identifier)" class="mw-redirect" title="Doi (identifier)">doi</a>:<a rel="nofollow" class="external text" href="https://doi.org/10.3102%2F0013189x015002004">10.3102/0013189x015002004</a>. <a href="/wiki/Hdl_(identifier)" class="mw-redirect" title="Hdl (identifier)">hdl</a>:<span class="id-lock-free" title="Freely accessible"><a rel="nofollow" class="external text" href="https://hdl.handle.net/20.500.12209%2F225">20.500.12209/225</a></span>. <a href="/wiki/S2CID_(identifier)" class="mw-redirect" title="S2CID (identifier)">S2CID</a> <a rel="nofollow" class="external text" href="https://api.semanticscholar.org/CorpusID:1673489">1673489</a>. <a rel="nofollow" class="external text" href="https://web.archive.org/web/20200216225948/https://revistaseug.ugr.es/index.php/profesorado/article/view/11230">Archived</a> from the original on 2020-02-16<span class="reference-accessdate">. Retrieved <span class="nowrap">2021-05-22</span></span>.</cite><span title="ctx_ver=Z39.88-2004&rft_val_fmt=info%3Aofi%2Ffmt%3Akev%3Amtx%3Ajournal&rft.genre=article&rft.jtitle=Educational+Researcher&rft.atitle=Those+who+understand%3A+Knowledge+growth+in+teaching&rft.volume=57&rft.issue=2&rft.pages=4-14&rft.date=1986&rft_id=info%3Ahdl%2F20.500.12209%2F225&rft_id=https%3A%2F%2Fapi.semanticscholar.org%2FCorpusID%3A1673489%23id-name%3DS2CID&rft_id=info%3Adoi%2F10.3102%2F0013189x015002004&rft.aulast=Shulman&rft.aufirst=L.&rft_id=http%3A%2F%2Frevistaseug.ugr.es%2Findex.php%2Fprofesorado%2Farticle%2Fview%2F11230&rfr_id=info%3Asid%2Fen.wikipedia.org%3AMentorship" class="Z3988"></span></span> </li> <li id="cite_note-80"><span class="mw-cite-backlink"><b><a href="#cite_ref-80">^</a></b></span> <span class="reference-text"><link rel="mw-deduplicated-inline-style" href="mw-data:TemplateStyles:r1238218222"><cite id="CITEREFDeMers2016" class="citation news cs1">DeMers, Jayson (2016-03-17). <a rel="nofollow" class="external text" href="https://www.entrepreneur.com/article/271908">"10 Places to Find Mentors and Advisors for Entrepreneurs"</a>. <i>Entrepreneur</i>. <a rel="nofollow" class="external text" href="https://web.archive.org/web/20180618075850/https://www.entrepreneur.com/article/271908">Archived</a> from the original on 2018-06-18<span class="reference-accessdate">. Retrieved <span class="nowrap">2018-06-18</span></span>.</cite><span title="ctx_ver=Z39.88-2004&rft_val_fmt=info%3Aofi%2Ffmt%3Akev%3Amtx%3Ajournal&rft.genre=article&rft.jtitle=Entrepreneur&rft.atitle=10+Places+to+Find+Mentors+and+Advisors+for+Entrepreneurs&rft.date=2016-03-17&rft.aulast=DeMers&rft.aufirst=Jayson&rft_id=https%3A%2F%2Fwww.entrepreneur.com%2Farticle%2F271908&rfr_id=info%3Asid%2Fen.wikipedia.org%3AMentorship" class="Z3988"></span></span> </li> <li id="cite_note-81"><span class="mw-cite-backlink"><b><a href="#cite_ref-81">^</a></b></span> <span class="reference-text">Pompa, C. (2012) <a rel="nofollow" class="external text" href="https://partnerplatform.org/?dk6sxm5w">Literature Review on enterprise mentoring</a> <a rel="nofollow" class="external text" href="https://web.archive.org/web/20210814083133/http://partnerplatform.org/file2.axd/8df035ca-f7bb-411e-aed0-6b595eae4e13/Literature%20review%20on%20enterprise%20mentoring%201.pdf">Archived</a> 2021-08-14 at the <a href="/wiki/Wayback_Machine" title="Wayback Machine">Wayback Machine</a>. <a rel="nofollow" class="external text" href="https://partnerplatform.org/eps-peaks">EPS-PEAKS</a> <a rel="nofollow" class="external text" href="https://web.archive.org/web/20171016011209/https://partnerplatform.org/eps-peaks">Archived</a> 2017-10-16 at the <a href="/wiki/Wayback_Machine" title="Wayback Machine">Wayback Machine</a> query response.</span> </li> </ol></div> <div class="mw-heading mw-heading2"><h2 id="Further_reading">Further reading</h2><span class="mw-editsection"><span class="mw-editsection-bracket">[</span><a href="/w/index.php?title=Mentorship&action=edit&section=32" title="Edit section: Further reading"><span>edit</span></a><span class="mw-editsection-bracket">]</span></span></div> <ul><li>Alliance for Excellent Education. (2005) <i>Tapping the potential: Retaining and developing high-quality new teachers.</i> Washington, DC: Alliance for Excellent Education.</li> <li>Boreen, J., Johnson, M. K., Niday, D., & Potts, J. (2000). <i>Mentoring beginning teachers: guiding, reflecting, coaching.</i> York, Maine: Stenhouse Publishers.</li> <li><link rel="mw-deduplicated-inline-style" href="mw-data:TemplateStyles:r1238218222"><cite id="CITEREFCarger1996" class="citation journal cs1">Carger, C.L. (1996). "The two Bills: Reflecting on the gift of mentorship". <i>Peabody Journal of Education</i>. <b>71</b> (1): 22–29. <a href="/wiki/Doi_(identifier)" class="mw-redirect" title="Doi (identifier)">doi</a>:<a rel="nofollow" class="external text" href="https://doi.org/10.1207%2Fs15327930pje7101_4">10.1207/s15327930pje7101_4</a>.</cite><span title="ctx_ver=Z39.88-2004&rft_val_fmt=info%3Aofi%2Ffmt%3Akev%3Amtx%3Ajournal&rft.genre=article&rft.jtitle=Peabody+Journal+of+Education&rft.atitle=The+two+Bills%3A+Reflecting+on+the+gift+of+mentorship&rft.volume=71&rft.issue=1&rft.pages=22-29&rft.date=1996&rft_id=info%3Adoi%2F10.1207%2Fs15327930pje7101_4&rft.aulast=Carger&rft.aufirst=C.L.&rfr_id=info%3Asid%2Fen.wikipedia.org%3AMentorship" class="Z3988"></span></li> <li>Cheng, M. & Brown, R. (1992). A two-year evaluation of the peer support pilot project. Evaluation/Feasibility Report, Toronto Board of Education. ED 356 204.</li> <li><link rel="mw-deduplicated-inline-style" href="mw-data:TemplateStyles:r1238218222"><cite id="CITEREFClinardAriav1998" class="citation journal cs1">Clinard, L. M.; Ariav, T. (1998). "What mentoring does for mentors: A cross-cultural perspective". <i>European Journal of Teacher Education</i>. <b>21</b> (1): 91–108. <a href="/wiki/Doi_(identifier)" class="mw-redirect" title="Doi (identifier)">doi</a>:<a rel="nofollow" class="external text" href="https://doi.org/10.1080%2F0261976980210109">10.1080/0261976980210109</a>.</cite><span title="ctx_ver=Z39.88-2004&rft_val_fmt=info%3Aofi%2Ffmt%3Akev%3Amtx%3Ajournal&rft.genre=article&rft.jtitle=European+Journal+of+Teacher+Education&rft.atitle=What+mentoring+does+for+mentors%3A+A+cross-cultural+perspective&rft.volume=21&rft.issue=1&rft.pages=91-108&rft.date=1998&rft_id=info%3Adoi%2F10.1080%2F0261976980210109&rft.aulast=Clinard&rft.aufirst=L.+M.&rft.au=Ariav%2C+T.&rfr_id=info%3Asid%2Fen.wikipedia.org%3AMentorship" class="Z3988"></span></li> <li>Cox, M.D. (1997). Walking the tightrope: The role of mentoring in developing educators as professionals, in Mullen, C.A.. In M.D. Cox, C.K. Boettcher, & D.S. Adoue (Eds.), <i>Breaking the circle of one: Redefining mentorship in the lives and writings of educators.</i> New York: Peter Lang.</li> <li>Daloz, L. A. (1999). <i>Mentor: Guiding the journey of adult learners.</i> San Francisco: Jossey-Bass.</li> <li><link rel="mw-deduplicated-inline-style" href="mw-data:TemplateStyles:r1238218222"><cite id="CITEREFDaniell2006" class="citation book cs1">Daniell, Ellen (2006). <a rel="nofollow" class="external text" href="https://books.google.com/books?id=HmUlKQfYWQoC"><i>Every Other Thursday: Stories and Strategies from Successful Women Scientists</i></a>. Yale University Press. <a href="/wiki/ISBN_(identifier)" class="mw-redirect" title="ISBN (identifier)">ISBN</a> <a href="/wiki/Special:BookSources/0300133790" title="Special:BookSources/0300133790"><bdi>0300133790</bdi></a>.</cite><span title="ctx_ver=Z39.88-2004&rft_val_fmt=info%3Aofi%2Ffmt%3Akev%3Amtx%3Abook&rft.genre=book&rft.btitle=Every+Other+Thursday%3A+Stories+and+Strategies+from+Successful+Women+Scientists&rft.pub=Yale+University+Press&rft.date=2006&rft.isbn=0300133790&rft.aulast=Daniell&rft.aufirst=Ellen&rft_id=https%3A%2F%2Fbooks.google.com%2Fbooks%3Fid%3DHmUlKQfYWQoC&rfr_id=info%3Asid%2Fen.wikipedia.org%3AMentorship" class="Z3988"></span></li> <li>Head, F. A., Reiman, A. J., & Thies-Sprinthall, L. (1992). The reality of mentoring; Complexity in its process and function. In T.M. Bey & C. T. Holmes (Eds), Mentoring: Contemporary principles and issues. Reston, VA: <i>Association of Teacher Educators</i>, 5-24.</li> <li>Huang, Chungliang and Jerry Lynch (1995), <i>Mentoring - The TAO of Giving and Receiving Wisdom,</i> Harper, San Francisco.</li> <li>Kram, K. E. (1985). <i>Mentoring at work: Developmental relationships in organizational life.</i> Glenview, IL: Scott, Foresman.</li> <li>Murray, M. (1991). <i>Beyond the myths and the magic of mentoring: How to facilitate an effective mentoring program.</i> San Francisco: Jossey-Bass.</li> <li><link rel="mw-deduplicated-inline-style" href="mw-data:TemplateStyles:r1238218222"><cite id="CITEREFSchlee2000" class="citation journal cs1">Schlee, R. (2000). "Mentoring and the professional development of business students". <i>Journal of Management Education</i>. <b>24</b> (3): 322–337. <a href="/wiki/Doi_(identifier)" class="mw-redirect" title="Doi (identifier)">doi</a>:<a rel="nofollow" class="external text" href="https://doi.org/10.1177%2F105256290002400304">10.1177/105256290002400304</a>. <a href="/wiki/S2CID_(identifier)" class="mw-redirect" title="S2CID (identifier)">S2CID</a> <a rel="nofollow" class="external text" href="https://api.semanticscholar.org/CorpusID:145009427">145009427</a>.</cite><span title="ctx_ver=Z39.88-2004&rft_val_fmt=info%3Aofi%2Ffmt%3Akev%3Amtx%3Ajournal&rft.genre=article&rft.jtitle=Journal+of+Management+Education&rft.atitle=Mentoring+and+the+professional+development+of+business+students&rft.volume=24&rft.issue=3&rft.pages=322-337&rft.date=2000&rft_id=info%3Adoi%2F10.1177%2F105256290002400304&rft_id=https%3A%2F%2Fapi.semanticscholar.org%2FCorpusID%3A145009427%23id-name%3DS2CID&rft.aulast=Schlee&rft.aufirst=R.&rfr_id=info%3Asid%2Fen.wikipedia.org%3AMentorship" class="Z3988"></span></li> <li>Scherer, Marge (ed.). (1999) <i>A better beginning: Supporting and mentoring new teachers.</i> Alexandria, Virginia: Association for Supervision and Curriculum Development.</li> <li><a rel="nofollow" class="external text" href="https://web.archive.org/web/20120926184748/http://www.dau.mil/pubscats/PubsCats/atl/2006_07_08/war_ja06.pdf">Project Blue Lynx</a>, by Dan Ward. A journal article published by <a href="/wiki/Defense_Acquisition_University" title="Defense Acquisition University">Defense Acquisition University</a>, exploring an innovative approach to mentoring.</li></ul> <div class="mw-heading mw-heading2"><h2 id="External_links">External links</h2><span class="mw-editsection"><span class="mw-editsection-bracket">[</span><a href="/w/index.php?title=Mentorship&action=edit&section=33" title="Edit section: External links"><span>edit</span></a><span class="mw-editsection-bracket">]</span></span></div> <style data-mw-deduplicate="TemplateStyles:r1235681985">.mw-parser-output .side-box{margin:4px 0;box-sizing:border-box;border:1px solid #aaa;font-size:88%;line-height:1.25em;background-color:var(--background-color-interactive-subtle,#f8f9fa);display:flow-root}.mw-parser-output .side-box-abovebelow,.mw-parser-output .side-box-text{padding:0.25em 0.9em}.mw-parser-output .side-box-image{padding:2px 0 2px 0.9em;text-align:center}.mw-parser-output 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.plainlist ol,.mw-parser-output .plainlist ul{line-height:inherit;list-style:none;margin:0;padding:0}.mw-parser-output .plainlist ol li,.mw-parser-output .plainlist ul li{margin-bottom:0}</style> <div class="side-box-flex"> <div class="side-box-image"><span class="noviewer" typeof="mw:File"><span><img alt="" src="//upload.wikimedia.org/wikipedia/commons/thumb/9/99/Wiktionary-logo-en-v2.svg/40px-Wiktionary-logo-en-v2.svg.png" decoding="async" width="40" height="40" class="mw-file-element" srcset="//upload.wikimedia.org/wikipedia/commons/thumb/9/99/Wiktionary-logo-en-v2.svg/60px-Wiktionary-logo-en-v2.svg.png 1.5x, //upload.wikimedia.org/wikipedia/commons/thumb/9/99/Wiktionary-logo-en-v2.svg/80px-Wiktionary-logo-en-v2.svg.png 2x" data-file-width="512" data-file-height="512" /></span></span></div> <div class="side-box-text plainlist">Look up <i><b><a href="https://en.wiktionary.org/wiki/Special:Search/mentorship" class="extiw" 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.navbox-abovebelow{background-color:#e6e6ff}.mw-parser-output .navbox-even{background-color:#f7f7f7}.mw-parser-output .navbox-odd{background-color:transparent}.mw-parser-output .navbox .hlist td dl,.mw-parser-output .navbox .hlist td ol,.mw-parser-output .navbox .hlist td ul,.mw-parser-output .navbox td.hlist dl,.mw-parser-output .navbox td.hlist ol,.mw-parser-output .navbox td.hlist ul{padding:0.125em 0}.mw-parser-output .navbox .navbar{display:block;font-size:100%}.mw-parser-output .navbox-title .navbar{float:left;text-align:left;margin-right:0.5em}body.skin--responsive .mw-parser-output .navbox-image img{max-width:none!important}@media print{body.ns-0 .mw-parser-output .navbox{display:none!important}}</style></div><div role="navigation" class="navbox" aria-labelledby="Employment" style="padding:3px"><table class="nowraplinks hlist mw-collapsible autocollapse navbox-inner" style="border-spacing:0;background:transparent;color:inherit"><tbody><tr><th scope="col" class="navbox-title" 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.mw-parser-output .navbar li a abbr{color:var(--color-base)!important}@media(prefers-color-scheme:dark){html.skin-theme-clientpref-os .mw-parser-output .navbar li a abbr{color:var(--color-base)!important}}@media print{.mw-parser-output .navbar{display:none!important}}</style><div class="navbar plainlinks hlist navbar-mini"><ul><li class="nv-view"><a href="/wiki/Template:Employment" title="Template:Employment"><abbr title="View this template">v</abbr></a></li><li class="nv-talk"><a href="/wiki/Template_talk:Employment" title="Template talk:Employment"><abbr title="Discuss this template">t</abbr></a></li><li class="nv-edit"><a href="/wiki/Special:EditPage/Template:Employment" title="Special:EditPage/Template:Employment"><abbr title="Edit this template">e</abbr></a></li></ul></div><div id="Employment" style="font-size:114%;margin:0 4em"><a href="/wiki/Employment" title="Employment">Employment</a></div></th></tr><tr><th scope="row" class="navbox-group" style="width:1%">Classifications</th><td class="navbox-list-with-group navbox-list navbox-odd" style="width:100%;padding:0"><div style="padding:0 0.25em"> <ul><li><a href="/wiki/Academic_tenure" title="Academic tenure">Academic tenure</a></li> <li><a href="/wiki/Casual_employment_(contract)" title="Casual employment (contract)">Casual</a></li> <li><a href="/wiki/Contingent_work" title="Contingent work">Contingent work</a></li> <li><a href="/wiki/Full-time_job" title="Full-time job">Full-time job</a></li> <li><a href="/wiki/Gig_worker" title="Gig worker">Gig worker</a></li> <li><a href="/wiki/Job_sharing" title="Job sharing">Job sharing</a></li> <li><a href="/wiki/Part-time_job" title="Part-time job">Part-time job</a></li> <li><a href="/wiki/Self-employment" title="Self-employment">Self-employment</a></li> <li><a href="/wiki/Side_job" title="Side job">Side job</a></li> <li><a href="/wiki/Skilled_worker" title="Skilled worker">Skilled worker</a> <ul><li><a href="/wiki/Journeyman" title="Journeyman">Journeyman</a></li> <li><a href="/wiki/Technician" title="Technician">Technician</a></li> <li><a href="/wiki/Tradesperson" title="Tradesperson">Tradesperson</a></li></ul></li> <li><a href="/wiki/Independent_contractor" class="mw-redirect" title="Independent contractor">Independent contractor</a></li> <li><a href="/wiki/Labour_hire" title="Labour hire">Labour hire</a></li> <li><a href="/wiki/Temporary_work" title="Temporary work">Temporary work</a></li> <li><a href="/wiki/Laborer" title="Laborer">Laborer</a></li> <li><a href="/wiki/Wage_labour" title="Wage labour">Wage labour</a></li></ul> </div></td></tr><tr><th scope="row" class="navbox-group" style="width:1%"><a href="/wiki/Recruitment" title="Recruitment">Hiring</a></th><td class="navbox-list-with-group navbox-list navbox-even" style="width:100%;padding:0"><div style="padding:0 0.25em"> <ul><li><a href="/wiki/Application_for_employment" title="Application for employment">Application</a></li> <li><a href="/wiki/Background_check" title="Background check">Background check</a></li> <li><a href="/wiki/Business_networking" title="Business networking">Business networking</a></li> <li><a href="/wiki/Cover_letter" title="Cover letter">Cover letter</a></li> <li><a href="/wiki/Curriculum_vitae" title="Curriculum vitae">Curriculum vitae</a></li> <li><a href="/wiki/Drug_test" title="Drug test">Drug testing</a></li> <li><a href="/wiki/Employment_contract" title="Employment contract">Employment contract</a></li> <li><a href="/wiki/Employment_counsellor" class="mw-redirect" title="Employment counsellor">Employment counsellor</a></li> <li><a href="/wiki/Executive_search" title="Executive search">Executive search</a> <ul><li><a href="/wiki/List_of_executive_search_firms" title="List of executive search firms">list</a></li></ul></li> <li><a href="/wiki/Induction_programme" title="Induction programme">Induction programme</a></li> <li><a href="/wiki/Job_fair" title="Job fair">Job fair</a></li> <li><a href="/wiki/Job_fraud" title="Job fraud">Job fraud</a></li> <li><a href="/wiki/Job_hunting" title="Job hunting">Job hunting</a></li> <li><a href="/wiki/Job_interview" title="Job interview">Job interview</a></li> <li><a href="/wiki/Letter_of_recommendation" title="Letter of recommendation">Letter of recommendation</a></li> <li><a href="/wiki/Onboarding" title="Onboarding">Onboarding</a></li> <li><a href="/wiki/Overqualification" title="Overqualification">Overqualification</a></li> <li><a href="/wiki/Person%E2%80%93environment_fit" title="Person–environment fit">Person–environment fit</a></li> <li><a href="/wiki/Personality%E2%80%93job_fit_theory" title="Personality–job fit theory">Personality–job fit theory</a></li> <li><a href="/wiki/Personality_hire" title="Personality hire">Personality hire</a></li> <li><a href="/wiki/Probation_(workplace)" title="Probation (workplace)">Probation</a></li> <li><a href="/wiki/Recruitment" title="Recruitment">Recruitment</a></li> <li><a href="/wiki/R%C3%A9sum%C3%A9" title="Résumé">Résumé</a></li> <li><a href="/wiki/Simultaneous_recruiting_of_new_graduates" title="Simultaneous recruiting of new graduates">Simultaneous recruiting of new graduates</a></li> <li><a href="/wiki/Underemployment" title="Underemployment">Underemployment</a></li> <li><a href="/wiki/Work-at-home_scheme" title="Work-at-home scheme">Work-at-home scheme</a></li></ul> </div></td></tr><tr><th scope="row" class="navbox-group" style="width:1%">Roles</th><td class="navbox-list-with-group navbox-list navbox-odd" style="width:100%;padding:0"><div style="padding:0 0.25em"> <ul><li><a href="/wiki/Cooperative" title="Cooperative">Cooperative</a></li> <li><a href="/wiki/Employee" class="mw-redirect" title="Employee">Employee</a></li> <li><a href="/wiki/Employer" class="mw-redirect" title="Employer">Employer</a></li> <li><a href="/wiki/Internship" title="Internship">Internship</a></li> <li><a href="/wiki/Job" class="mw-redirect" title="Job">Job</a></li> <li><a href="/wiki/Labour_hire" title="Labour hire">Labour hire</a></li> <li><a href="/wiki/Permanent_employment" title="Permanent employment">Permanent employment</a></li> <li><a href="/wiki/Supervisor" title="Supervisor">Supervisor</a></li> <li><a href="/wiki/Volunteering" title="Volunteering">Volunteering</a></li></ul> </div></td></tr><tr><th scope="row" class="navbox-group" style="width:1%"><a href="/wiki/Social_class" title="Social class">Working class</a></th><td class="navbox-list-with-group navbox-list navbox-even" style="width:100%;padding:0"><div style="padding:0 0.25em"> <ul><li><a href="/wiki/Blue-collar_worker" title="Blue-collar worker">Blue-collar</a></li> <li><a href="/wiki/Green-collar_worker" title="Green-collar worker">Green-collar</a></li> <li><a href="/wiki/Grey-collar" title="Grey-collar">Grey-collar</a></li> <li><a href="/wiki/Pink-collar_worker" title="Pink-collar worker">Pink-collar</a></li> <li><a href="/wiki/Precariat" title="Precariat">Precariat</a></li> <li><a href="/wiki/White-collar_worker" title="White-collar worker">White-collar</a></li> <li><a href="/wiki/Designation_of_workers_by_collar_color" title="Designation of workers by collar color">Red-collar</a></li> <li><a href="/wiki/New-collar_worker" title="New-collar worker">New-collar</a></li> <li><a href="/wiki/Designation_of_workers_by_collar_color" title="Designation of workers by collar color">No-collar</a></li> <li><a href="/wiki/Designation_of_workers_by_collar_color" title="Designation of workers by collar color">Orange-collar</a></li> <li><a href="/wiki/Designation_of_workers_by_collar_color" title="Designation of workers by collar color">Scarlet-collar</a></li> <li><a href="/wiki/Designation_of_workers_by_collar_color" title="Designation of workers by collar color">Black-collar</a></li> <li><a href="/wiki/Designation_of_workers_by_collar_color" title="Designation of workers by collar color">Gold-collar</a></li></ul> </div></td></tr><tr><th scope="row" class="navbox-group" style="width:1%"><a href="/wiki/Career" title="Career">Career</a> and <a href="/wiki/Training" title="Training">training</a></th><td class="navbox-list-with-group navbox-list navbox-odd" style="width:100%;padding:0"><div style="padding:0 0.25em"> <ul><li><a href="/wiki/Apprenticeship" title="Apprenticeship">Apprenticeship</a></li> <li><a href="/wiki/Artisan" title="Artisan">Artisan</a> <ul><li><a href="/wiki/Master_craftsman" title="Master craftsman">Master craftsman</a></li></ul></li> <li><a href="/wiki/Avocation" title="Avocation">Avocation</a></li> <li><a href="/wiki/Career_assessment" title="Career assessment">Career assessment</a></li> <li><a href="/wiki/Career_counseling" title="Career counseling">Career counseling</a></li> <li><a href="/wiki/Career_development" title="Career development">Career development</a></li> <li><a href="/wiki/Coaching" title="Coaching">Coaching</a></li> <li><a href="/wiki/Creative_class" title="Creative class">Creative class</a></li> <li><a href="/wiki/Education" title="Education">Education</a> <ul><li><a href="/wiki/Continuing_education" title="Continuing education">Continuing education</a></li> <li><a href="/wiki/E-learning" class="mw-redirect" title="E-learning">E-learning</a></li> <li><a href="/wiki/Employability" title="Employability">Employability</a></li> <li><a href="/wiki/Further_education" title="Further education">Further education</a></li> <li><a href="/wiki/Graduate_school" class="mw-redirect" title="Graduate school">Graduate school</a></li> <li><a href="/wiki/Induction_training" title="Induction training">Induction training</a></li> <li><a href="/wiki/Knowledge_worker" title="Knowledge worker">Knowledge worker</a></li> <li><a href="/wiki/Licensure" class="mw-redirect" title="Licensure">Licensure</a></li> <li><a href="/wiki/Lifelong_learning" title="Lifelong learning">Lifelong learning</a></li> <li><a href="/wiki/Overspecialization" title="Overspecialization">Overspecialization</a></li> <li><a href="/wiki/Practice-based_professional_learning" title="Practice-based professional learning">Practice-based professional learning</a></li> <li><a href="/wiki/Professional_association" title="Professional association">Professional association</a></li> <li><a href="/wiki/Professional_certification" title="Professional certification">Professional certification</a></li> <li><a href="/wiki/Professional_development" title="Professional development">Professional development</a></li> <li><a href="/wiki/Professional_school" class="mw-redirect" title="Professional school">Professional school</a></li> <li><a href="/wiki/Reflective_practice" title="Reflective practice">Reflective practice</a></li> <li><a href="/wiki/Retraining" title="Retraining">Retraining</a></li> <li><a href="/wiki/Vocational_education" title="Vocational education">Vocational education</a></li> <li><a href="/wiki/Vocational_school" title="Vocational school">Vocational school</a></li> <li><a href="/wiki/Vocational_university" title="Vocational university">Vocational university</a></li></ul></li> <li><a class="mw-selflink selflink">Mentorship</a></li> <li><a href="/wiki/Occupational_Outlook_Handbook" title="Occupational Outlook Handbook">Occupational Outlook Handbook</a></li> <li><a href="/wiki/Practice_firm" title="Practice firm">Practice firm</a></li> <li><a href="/wiki/Profession" title="Profession">Profession</a> <ul><li><a href="/wiki/Operator_(profession)" title="Operator (profession)">Operator</a></li> <li><a href="/wiki/Professional" title="Professional">Professional</a></li></ul></li> <li><a href="/wiki/Tradesman" class="mw-redirect" title="Tradesman">Tradesman</a></li> <li><a href="/wiki/Vocation" title="Vocation">Vocation</a></li></ul> </div></td></tr><tr><th scope="row" class="navbox-group" style="width:1%">Attendance</th><td class="navbox-list-with-group navbox-list navbox-even" style="width:100%;padding:0"><div style="padding:0 0.25em"> <ul><li><a href="/wiki/Break_(work)" title="Break (work)">Break</a></li> <li><a href="/wiki/Break_room" title="Break room">Break room</a></li> <li><a href="/wiki/Career_break" title="Career break">Career break</a></li> <li><a href="/wiki/Furlough" title="Furlough">Furlough</a></li> <li><a href="/wiki/Gap_year" title="Gap year">Gap year</a></li> <li><a href="/wiki/Leave_of_absence" title="Leave of absence">Leave of absence</a></li> <li><a href="/wiki/Long_service_leave" title="Long service leave">Long service leave</a></li> <li><a href="/wiki/No_call,_no_show" title="No call, no show">No call, no show</a></li> <li><a href="/wiki/Sabbatical" title="Sabbatical">Sabbatical</a></li> <li><a href="/wiki/Sick_leave" title="Sick leave">Sick leave</a></li> <li><a href="/wiki/Time_clock" title="Time clock">Time clock</a></li></ul> </div></td></tr><tr><th scope="row" class="navbox-group" style="width:1%"><a href="/wiki/Schedule_(workplace)" title="Schedule (workplace)">Schedules</a></th><td class="navbox-list-with-group navbox-list navbox-odd" style="width:100%;padding:0"><div style="padding:0 0.25em"> <ul><li><a href="/wiki/35-hour_workweek" title="35-hour workweek">35-hour workweek</a></li> <li><a href="/wiki/Four-day_week" class="mw-redirect" title="Four-day week">Four-day week</a></li> <li><a href="/wiki/Eight-hour_day" class="mw-redirect" title="Eight-hour day">Eight-hour day</a></li> <li><a href="/wiki/996_working_hour_system" title="996 working hour system">996 working hour system</a></li> <li><a href="/wiki/Flextime" title="Flextime">Flextime</a></li> <li><a href="/wiki/On-call" class="mw-redirect" title="On-call">On-call</a></li> <li><a href="/wiki/Overtime" title="Overtime">Overtime</a></li> <li><a href="/wiki/Remote_work" title="Remote work">Remote work</a></li> <li><a href="/wiki/Six-hour_day" title="Six-hour day">Six-hour day</a></li> <li><a href="/wiki/Shift_work" title="Shift work">Shift work</a></li> <li><a href="/wiki/Working_time" title="Working time">Working time</a></li> <li><a href="/wiki/Workweek_and_weekend" title="Workweek and weekend">Workweek and weekend</a></li></ul> </div></td></tr><tr><th scope="row" class="navbox-group" style="width:1%"><a href="/wiki/Wage" title="Wage">Wages</a> and <a href="/wiki/Salary" title="Salary">salaries</a></th><td class="navbox-list-with-group navbox-list navbox-even" style="width:100%;padding:0"><div style="padding:0 0.25em"> <ul><li><a href="/wiki/Income_bracket" title="Income bracket">Income bracket</a></li> <li><a href="/wiki/Income_tax" title="Income tax">Income tax</a></li> <li><a href="/wiki/Living_wage" title="Living wage">Living wage</a></li> <li><a href="/wiki/Maximum_wage" title="Maximum wage">Maximum wage</a></li> <li><a href="/wiki/National_average_salary" title="National average salary">National average salary</a> <ul><li><a href="/wiki/List_of_countries_by_average_wage" title="List of countries by average wage">World</a></li> <li><a href="/wiki/List_of_European_countries_by_average_wage" title="List of European countries by average wage">Europe</a></li></ul></li> <li><a href="/wiki/Minimum_wage" title="Minimum wage">Minimum wage</a> <ul><li><a href="/wiki/Minimum_wage_in_Canada" title="Minimum wage in Canada">Canada</a></li> <li><a href="/wiki/Minimum_Wage_Ordinance" title="Minimum Wage Ordinance">Hong Kong</a></li> <li><a href="/wiki/List_of_European_countries_by_minimum_wage" title="List of European countries by minimum wage">Europe</a></li> <li><a href="/wiki/Minimum_wage_in_the_United_States" title="Minimum wage in the United States">United States</a></li></ul></li> <li><a href="/wiki/Progressive_wage" title="Progressive wage">Progressive wage</a> <ul><li><a href="/wiki/Progressive_wage" title="Progressive wage">Singapore</a></li></ul></li> <li><a href="/wiki/Overtime_rate" title="Overtime rate">Overtime rate</a></li> <li><a href="/wiki/Paid_time_off" title="Paid time off">Paid time off</a></li> <li><a href="/wiki/Performance-related_pay" title="Performance-related pay">Performance-related pay</a></li> <li><a href="/wiki/Salary_cap" title="Salary cap">Salary cap</a></li> <li><a href="/wiki/Wage_compression" title="Wage compression">Wage compression</a></li> <li><a href="/wiki/Working_poor" title="Working poor">Working poor</a></li></ul> </div></td></tr><tr><th scope="row" class="navbox-group" style="width:1%"><a href="/wiki/Employee_benefits" title="Employee benefits">Benefits</a></th><td class="navbox-list-with-group navbox-list navbox-odd" style="width:100%;padding:0"><div style="padding:0 0.25em"> <ul><li><a href="/wiki/Annual_leave" title="Annual leave">Annual leave</a></li> <li><a href="/wiki/Casual_Friday" title="Casual Friday">Casual Friday</a></li> <li><a href="/wiki/Child_care" title="Child care">Child care</a></li> <li><a href="/wiki/Disability_insurance" title="Disability insurance">Disability insurance</a></li> <li><a href="/wiki/Health_insurance" title="Health insurance">Health insurance</a></li> <li><a href="/wiki/Life_insurance" title="Life insurance">Life insurance</a></li> <li><a href="/wiki/Marriage_leave" title="Marriage leave">Marriage leave</a></li> <li><a href="/wiki/Parental_leave" title="Parental leave">Parental leave</a></li> <li><a href="/wiki/Pension" title="Pension">Pension</a></li> <li><a href="/wiki/Sick_leave" title="Sick leave">Sick leave</a> <ul><li><a href="/wiki/Sick_leave_in_the_United_States" title="Sick leave in the United States">United States</a></li></ul></li> <li><a href="/wiki/Take-home_vehicle" title="Take-home vehicle">Take-home vehicle</a></li></ul> </div></td></tr><tr><th scope="row" class="navbox-group" style="width:1%"><a href="/wiki/Occupational_safety_and_health" title="Occupational safety and health">Safety and health</a></th><td class="navbox-list-with-group navbox-list navbox-even" style="width:100%;padding:0"><div style="padding:0 0.25em"> <ul><li><a href="/wiki/Crunch_(video_games)" title="Crunch (video games)">Crunch</a></li> <li><a href="/wiki/Epilepsy_and_employment" title="Epilepsy and employment">Epilepsy and employment</a></li> <li><a href="/wiki/Human_factors_and_ergonomics" class="mw-redirect" title="Human factors and ergonomics">Human factors and ergonomics</a></li> <li><a href="/wiki/Karoshi" title="Karoshi">Karoshi</a></li> <li><a href="/wiki/List_of_countries_by_rate_of_fatal_workplace_accidents" title="List of countries by rate of fatal workplace accidents">List of countries by rate of fatal workplace accidents</a></li> <li><a href="/wiki/Occupational_burnout" title="Occupational burnout">Occupational burnout</a></li> <li><a href="/wiki/Occupational_disease" title="Occupational disease">Occupational disease</a></li> <li><a href="/wiki/Occupational_exposure_limit" title="Occupational exposure limit">Occupational exposure limit</a></li> <li><a href="/wiki/Occupational_health_psychology" title="Occupational health psychology">Occupational health psychology</a></li> <li><a href="/wiki/Occupational_injury" title="Occupational injury">Occupational injury</a></li> <li><a href="/wiki/Occupational_noise" title="Occupational noise">Occupational noise</a></li> <li><a href="/wiki/Occupational_stress" title="Occupational stress">Occupational stress</a></li> <li><a href="/wiki/Personal_protective_equipment" title="Personal protective equipment">Personal protective equipment</a></li> <li><a href="/wiki/Repetitive_strain_injury" title="Repetitive strain injury">Repetitive strain injury</a></li> <li><a href="/wiki/Right_to_sit" title="Right to sit">Right to sit</a> <ul><li><a href="/wiki/Right_to_sit_in_the_United_States" title="Right to sit in the United States">United States</a></li></ul></li> <li><a href="/wiki/Sick_building_syndrome" title="Sick building syndrome">Sick building syndrome</a></li> <li><a href="/wiki/Work_accident" title="Work accident">Work accident</a> <ul><li><a href="/wiki/Occupational_fatality" title="Occupational fatality">Occupational fatality</a></li></ul></li> <li><a href="/wiki/Workers%27_compensation" title="Workers' compensation">Workers' compensation</a></li> <li><a href="/wiki/Workers%27_right_to_access_the_toilet" title="Workers' right to access the toilet">Workers' right to access the toilet</a></li> <li><a href="/wiki/Workplace_health_promotion" title="Workplace health promotion">Workplace health promotion</a></li> <li><a href="/wiki/Workplace_phobia" class="mw-redirect" title="Workplace phobia">Workplace phobia</a></li> <li><a href="/wiki/Workplace_wellness" title="Workplace wellness">Workplace wellness</a></li></ul> </div></td></tr><tr><th scope="row" class="navbox-group" style="width:1%"><a href="/wiki/Equal_opportunity" title="Equal opportunity">Equal opportunity</a></th><td class="navbox-list-with-group navbox-list navbox-odd" style="width:100%;padding:0"><div style="padding:0 0.25em"> <ul><li><a href="/wiki/Affirmative_action" title="Affirmative action">Affirmative action</a></li> <li><a href="/wiki/Equal_pay_for_equal_work" title="Equal pay for equal work">Equal pay for equal work</a></li> <li><a href="/wiki/Gender_pay_gap" title="Gender pay gap">Gender pay gap</a></li> <li><a href="/wiki/Glass_ceiling" title="Glass ceiling">Glass ceiling</a></li></ul> </div></td></tr><tr><th scope="row" class="navbox-group" style="width:1%">Infractions</th><td class="navbox-list-with-group navbox-list navbox-even" style="width:100%;padding:0"><div style="padding:0 0.25em"> <ul><li><a href="/wiki/List_of_corporate_collapses_and_scandals" title="List of corporate collapses and scandals">Corporate collapses and scandals</a> <ul><li><a href="/wiki/Accounting_scandals" title="Accounting scandals">Accounting scandals</a></li> <li><a href="/wiki/Control_fraud" title="Control fraud">Control fraud</a></li> <li><a href="/wiki/Corporate_behaviour" title="Corporate behaviour">Corporate behaviour</a></li> <li><a href="/wiki/Corporate_crime" title="Corporate crime">Corporate crime</a></li></ul></li> <li><a href="/wiki/Employment_discrimination" title="Employment discrimination">Discrimination</a></li> <li><a href="/wiki/Exploitation_of_labour" title="Exploitation of labour">Exploitation of labour</a></li> <li><a href="/wiki/Dress_code" title="Dress code">Dress code</a></li> <li><a href="/wiki/Employee_handbook" title="Employee handbook">Employee handbook</a></li> <li><a href="/wiki/Employee_monitoring" title="Employee monitoring">Employee monitoring</a></li> <li><a href="/wiki/Evaluation_(workplace)" class="mw-redirect" title="Evaluation (workplace)">Evaluation</a></li> <li><a href="/wiki/Labour_law" title="Labour law">Labour law</a></li> <li><a href="/wiki/Sexual_harassment" title="Sexual harassment">Sexual harassment</a></li> <li><a href="/wiki/Sleeping_while_on_duty" title="Sleeping while on duty">Sleeping while on duty</a></li> <li><a href="/wiki/Wage_theft" title="Wage theft">Wage theft</a></li> <li><a href="/wiki/Whistleblower" class="mw-redirect" title="Whistleblower">Whistleblower</a></li> <li><a href="/wiki/Workplace_bullying" title="Workplace bullying">Workplace bullying</a></li> <li><a href="/wiki/Workplace_harassment" title="Workplace harassment">Workplace harassment</a></li> <li><a href="/wiki/Workplace_incivility" title="Workplace incivility">Workplace incivility</a></li></ul> </div></td></tr><tr><th scope="row" class="navbox-group" style="width:1%">Willingness</th><td class="navbox-list-with-group navbox-list navbox-odd" style="width:100%;padding:0"><div style="padding:0 0.25em"> <ul><li><a href="/wiki/Boreout" title="Boreout">Boreout</a></li> <li><a href="/wiki/Careerism" title="Careerism">Careerism</a></li> <li><a href="/wiki/Civil_conscription" title="Civil conscription">Civil conscription</a></li> <li><a href="/wiki/Conscription" title="Conscription">Conscription</a></li> <li><a href="/wiki/Critique_of_work" title="Critique of work">Critique of work</a></li> <li><a href="/wiki/Dead-end_job" title="Dead-end job">Dead-end job</a></li> <li><a href="/wiki/Job_satisfaction" title="Job satisfaction">Job satisfaction</a></li> <li><a href="/wiki/McJob" title="McJob">McJob</a></li> <li><a href="/wiki/Organizational_commitment" title="Organizational commitment">Organizational commitment</a></li> <li><a href="/wiki/Refusal_of_work" title="Refusal of work">Refusal of work</a></li> <li><a href="/wiki/Slavery" title="Slavery">Slavery</a> <ul><li><a href="/wiki/Debt_bondage" title="Debt bondage">Bonded labour</a></li> <li><a href="/wiki/Human_trafficking" title="Human trafficking">Human trafficking</a></li> <li><a href="/wiki/Labor_camp" title="Labor camp">Labour camp</a></li> <li><a href="/wiki/Penal_labour" title="Penal labour">Penal labour</a></li> <li><a href="/wiki/Peon" title="Peon">Peonage</a></li> <li><a href="/wiki/Truck_wages" title="Truck wages">Truck wages</a></li> <li><a href="/wiki/Unfree_labour" class="mw-redirect" title="Unfree labour">Unfree labour</a></li> <li><a href="/wiki/Wage_slavery" title="Wage slavery">Wage slavery</a></li></ul></li> <li><a href="/wiki/Work_ethic" title="Work ethic">Work ethic</a></li> <li><a href="/wiki/Work%E2%80%93life_interface" class="mw-redirect" title="Work–life interface">Work–life interface</a> <ul><li><a href="/wiki/Downshifting_(lifestyle)" title="Downshifting (lifestyle)">Downshifting</a></li> <li><a href="/wiki/Slow_living" title="Slow living">Slow living</a></li></ul></li> <li><a href="/wiki/Workaholic" title="Workaholic">Workaholic</a></li></ul> </div></td></tr><tr><th scope="row" class="navbox-group" style="width:1%"><a href="/wiki/Termination_of_employment" title="Termination of employment">Termination</a></th><td class="navbox-list-with-group navbox-list navbox-even" style="width:100%;padding:0"><div style="padding:0 0.25em"> <ul><li><a href="/wiki/At-will_employment" title="At-will employment">At-will employment</a></li> <li><a href="/wiki/Dismissal_(employment)" title="Dismissal (employment)">Dismissal</a> <ul><li><a href="/wiki/Banishment_room" title="Banishment room">Banishment room</a></li> <li><a href="/wiki/Constructive_dismissal" title="Constructive dismissal">Constructive dismissal</a></li> <li><a href="/wiki/Wrongful_dismissal" title="Wrongful dismissal">Wrongful dismissal</a></li></ul></li> <li><a href="/wiki/Employee_offboarding" title="Employee offboarding">Employee offboarding</a></li> <li><a href="/wiki/Exit_interview" title="Exit interview">Exit interview</a></li> <li><a href="/wiki/Layoff" title="Layoff">Layoff</a></li> <li><a href="/wiki/Notice_period" title="Notice period">Notice period</a></li> <li><a href="/wiki/Pink_slip_(employment)" class="mw-redirect" title="Pink slip (employment)">Pink slip</a></li> <li><a href="/wiki/Resignation" title="Resignation">Resignation</a> <ul><li><a href="/wiki/Letter_of_resignation" title="Letter of resignation">Letter of resignation</a></li></ul></li> <li><a href="/wiki/Restructuring" title="Restructuring">Restructuring</a></li> <li><a href="/wiki/Retirement" title="Retirement">Retirement</a> <ul><li><a href="/wiki/Mandatory_retirement" title="Mandatory retirement">Mandatory retirement</a></li> <li><a href="/wiki/Retirement_age" title="Retirement age">Retirement age</a></li> <li><a href="/wiki/Retirement_planning" title="Retirement planning">Retirement planning</a></li></ul></li> <li><a href="/wiki/Severance_package" title="Severance package">Severance package</a> <ul><li><a href="/wiki/Golden_handshake" title="Golden handshake">Golden handshake</a></li> <li><a href="/wiki/Golden_parachute" title="Golden parachute">Golden parachute</a></li></ul></li> <li><a href="/wiki/Turnover_(employment)" class="mw-redirect" title="Turnover (employment)">Turnover</a></li></ul> </div></td></tr><tr><th scope="row" class="navbox-group" style="width:1%"><a href="/wiki/Unemployment" title="Unemployment">Unemployment</a></th><td class="navbox-list-with-group navbox-list navbox-odd" style="width:100%;padding:0"><div style="padding:0 0.25em"> <ul><li><a href="/wiki/Barriers_to_entry" title="Barriers to entry">Barriers to entry</a></li> <li><a href="/wiki/Discouraged_worker" title="Discouraged worker">Discouraged worker</a></li> <li><a href="/wiki/Economic_depression" title="Economic depression">Economic depression</a> <ul><li><a href="/wiki/Great_Depression" title="Great Depression">Great Depression</a></li> <li><a href="/wiki/Long_Depression" title="Long Depression">Long Depression</a></li></ul></li> <li><a href="/wiki/Frictional_unemployment" title="Frictional unemployment">Frictional unemployment</a></li> <li><a href="/wiki/Full_employment" title="Full employment">Full employment</a></li> <li><a href="/wiki/Graduate_unemployment" title="Graduate unemployment">Graduate unemployment</a></li> <li><a href="/wiki/Involuntary_unemployment" title="Involuntary unemployment">Involuntary unemployment</a></li> <li><a href="/wiki/Jobless_recovery" title="Jobless recovery">Jobless recovery</a></li> <li><a href="/wiki/Phillips_curve" title="Phillips curve">Phillips curve</a></li> <li><a href="/wiki/Recession" title="Recession">Recession</a> <ul><li><a href="/wiki/Great_Recession" title="Great Recession">Great Recession</a></li> <li><a href="/wiki/Job_losses_caused_by_the_Great_Recession" title="Job losses caused by the Great Recession">Job losses caused by the Great Recession</a></li> <li><a href="/wiki/Lists_of_recessions" title="Lists of recessions">Lists of recessions</a></li> <li><a href="/wiki/Recession-proof_job" title="Recession-proof job">Recession-proof job</a></li></ul></li> <li><a href="/wiki/Reserve_army_of_labour" title="Reserve army of labour">Reserve army of labour</a></li> <li><a href="/wiki/Structural_unemployment" title="Structural unemployment">Structural unemployment</a></li> <li><a href="/wiki/Technological_unemployment" title="Technological unemployment">Technological unemployment</a></li> <li><a href="/wiki/Types_of_unemployment" class="mw-redirect" title="Types of unemployment">Types of unemployment</a></li> <li><a href="/wiki/Unemployment_benefits" title="Unemployment benefits">Unemployment benefits</a></li> <li><a href="/wiki/Unemployment_Convention,_1919" title="Unemployment Convention, 1919">Unemployment Convention, 1919</a></li> <li><a href="/wiki/Unemployment_extension" title="Unemployment extension">Unemployment extension</a></li> <li><a href="/wiki/List_of_countries_by_unemployment_rate" title="List of countries by unemployment rate">List of countries by unemployment rate</a></li> <li><a href="/wiki/Employment-to-population_ratio" title="Employment-to-population ratio">Employment-to-population ratio</a> <ul><li><a href="/wiki/List_of_sovereign_states_by_employment_rate" title="List of sovereign states by employment rate">List</a></li></ul></li> <li><a href="/wiki/Wage_curve" title="Wage curve">Wage curve</a></li> <li><a href="/wiki/Youth_unemployment" title="Youth unemployment">Youth unemployment</a></li></ul> </div></td></tr><tr><th scope="row" class="navbox-group" style="width:1%">Public programs</th><td class="navbox-list-with-group navbox-list navbox-even" style="width:100%;padding:0"><div style="padding:0 0.25em"> <ul><li><a href="/wiki/Workfare" title="Workfare">Workfare</a></li> <li><a href="/wiki/Unemployment_insurance" class="mw-redirect" title="Unemployment insurance">Unemployment insurance</a></li> <li><a href="/wiki/Make-work_job" title="Make-work job">Make-work job</a></li> <li><a href="/wiki/Job_creation_program" class="mw-redirect" title="Job creation program">Job creation program</a></li> <li><a href="/wiki/Job_creation_index" title="Job creation index">Job creation index</a></li> <li><a href="/wiki/Job_guarantee" title="Job guarantee">Job guarantee</a></li> <li><a href="/wiki/Employer_of_last_resort" title="Employer of last resort">Employer of last resort</a></li> <li><a href="/wiki/Guaranteed_minimum_income" title="Guaranteed minimum income">Guaranteed minimum income</a></li> <li><a href="/wiki/Right_to_work" title="Right to work">Right to work</a></li> <li><i>Historical:</i></li> <li><i>U.S.A.:</i></li> <li><a href="/wiki/Civil_Works_Administration" title="Civil Works Administration">Civil Works Administration</a></li> <li><a href="/wiki/Works_Progress_Administration" title="Works Progress Administration">Works Progress Administration</a></li></ul> <p><a href="/wiki/Comprehensive_Employment_and_Training_Act" title="Comprehensive Employment and Training Act">Comprehensive Employment and Training Act</a> </p> </div></td></tr><tr><th scope="row" class="navbox-group" style="width:1%">See also</th><td class="navbox-list-with-group navbox-list navbox-odd" style="width:100%;padding:0"><div style="padding:0 0.25em"> <ul><li><a href="/wiki/Bullshit_job" title="Bullshit job">Bullshit job</a></li> <li><a href="/wiki/Busy_work" title="Busy work">Busy work</a></li> <li><a href="/wiki/Credentialism_and_educational_inflation" class="mw-redirect" title="Credentialism and educational inflation">Credentialism and educational inflation</a></li> <li><a href="/wiki/Emotional_labor" title="Emotional labor">Emotional labor</a></li> <li><a href="/wiki/Evil_corporation" title="Evil corporation">Evil corporation</a></li> <li><a href="/wiki/Going_postal" title="Going postal">Going postal</a></li> <li><a href="/wiki/Kiss_up_kick_down" title="Kiss up kick down">Kiss up kick down</a></li> <li><a href="/wiki/Labor_rights" title="Labor rights">Labor rights</a></li> <li><a href="/wiki/Make-work_job" title="Make-work job">Make-work job</a></li> <li><a href="/wiki/Narcissism_in_the_workplace" title="Narcissism in the workplace">Narcissism in the workplace</a></li> <li><a href="/wiki/Post-work_society" title="Post-work society">Post-work society</a></li> <li><a href="/wiki/Presenteeism" title="Presenteeism">Presenteeism</a></li> <li><a href="/wiki/Psychopathy_in_the_workplace" title="Psychopathy in the workplace">Psychopathy in the workplace</a></li> <li><a href="/wiki/Sunday_scaries" title="Sunday scaries">Sunday scaries</a></li> <li><a href="/wiki/Slow_movement_(culture)" title="Slow movement (culture)">Slow movement (culture)</a></li> <li><a href="/wiki/Toxic_leader" title="Toxic leader">Toxic leader</a></li> <li><a href="/wiki/Toxic_workplace" title="Toxic workplace">Toxic workplace</a></li> <li><a href="/wiki/Workhouse" title="Workhouse">Workhouse</a></li></ul> </div></td></tr><tr><td class="navbox-abovebelow" colspan="2"><div> <dl><dt><span class="noviewer" typeof="mw:File"><span title="Template"><img alt="" src="//upload.wikimedia.org/wikipedia/commons/thumb/8/83/Symbol_template_class_pink.svg/16px-Symbol_template_class_pink.svg.png" decoding="async" width="16" height="16" class="mw-file-element" srcset="//upload.wikimedia.org/wikipedia/commons/thumb/8/83/Symbol_template_class_pink.svg/23px-Symbol_template_class_pink.svg.png 1.5x, //upload.wikimedia.org/wikipedia/commons/thumb/8/83/Symbol_template_class_pink.svg/31px-Symbol_template_class_pink.svg.png 2x" data-file-width="180" data-file-height="185" /></span></span> See also templates</dt></dl> <ul><li><a href="/wiki/Template:Aspects_of_corporations" title="Template:Aspects of corporations">Aspects of corporations</a></li> <li><a href="/wiki/Template:Aspects_of_jobs" title="Template:Aspects of jobs">Aspects of jobs</a></li> <li><a href="/wiki/Template:Aspects_of_occupations" title="Template:Aspects of occupations">Aspects of occupations</a></li> <li><a href="/wiki/Template:Aspects_of_organizations" title="Template:Aspects of organizations">Aspects of organizations</a></li> <li><a href="/wiki/Template:Aspects_of_workplaces" title="Template:Aspects of workplaces">Aspects of workplaces</a></li> <li><a href="/wiki/Template:Corporate_titles" title="Template:Corporate titles">Corporate titles</a></li> <li><a href="/wiki/Template:Critique_of_work" title="Template:Critique of work">Critique of work</a></li> <li><a href="/wiki/Template:Organized_labor" title="Template:Organized labor">Organized labor</a></li></ul> </div></td></tr></tbody></table></div> <div class="navbox-styles"><link rel="mw-deduplicated-inline-style" href="mw-data:TemplateStyles:r1129693374"><link rel="mw-deduplicated-inline-style" href="mw-data:TemplateStyles:r1236075235"></div><div role="navigation" class="navbox" aria-labelledby="Aspects_of_organizations" style="padding:3px"><table class="nowraplinks hlist mw-collapsible autocollapse navbox-inner" style="border-spacing:0;background:transparent;color:inherit"><tbody><tr><th scope="col" class="navbox-title" colspan="2"><link rel="mw-deduplicated-inline-style" href="mw-data:TemplateStyles:r1129693374"><link rel="mw-deduplicated-inline-style" href="mw-data:TemplateStyles:r1239400231"><div class="navbar plainlinks hlist navbar-mini"><ul><li class="nv-view"><a href="/wiki/Template:Aspects_of_organizations" title="Template:Aspects of organizations"><abbr title="View this template">v</abbr></a></li><li class="nv-talk"><a href="/wiki/Template_talk:Aspects_of_organizations" title="Template talk:Aspects of organizations"><abbr title="Discuss this template">t</abbr></a></li><li class="nv-edit"><a href="/wiki/Special:EditPage/Template:Aspects_of_organizations" title="Special:EditPage/Template:Aspects of organizations"><abbr title="Edit this template">e</abbr></a></li></ul></div><div id="Aspects_of_organizations" style="font-size:114%;margin:0 4em">Aspects of <a href="/wiki/Organization" title="Organization">organizations</a></div></th></tr><tr><th scope="row" class="navbox-group" style="width:1%">Topics</th><td class="navbox-list-with-group navbox-list navbox-odd" style="width:100%;padding:0"><div style="padding:0 0.25em"> <ul><li><a href="/wiki/Organizational_architecture" title="Organizational architecture">Architecture</a></li> <li><a href="/wiki/Organizational_behavior" title="Organizational behavior">Behavior</a></li> <li><a href="/wiki/Blame#In_organizations" title="Blame">Blame</a></li> <li><a href="/wiki/Organizational_capital" title="Organizational capital">Capital</a></li> <li><a href="/wiki/Cellular_organizational_structure" title="Cellular organizational structure">Cells</a></li> <li><a href="/wiki/Organizational_chart" title="Organizational chart">Chart</a></li> <li><a href="/wiki/Organizational_citizenship_behavior" title="Organizational citizenship behavior">Citizenship behavior</a></li> <li><a href="/wiki/Organisation_climate" title="Organisation climate">Climate</a></li> <li><a href="/wiki/Organizational_commitment" title="Organizational commitment">Commitment</a></li> <li><a href="/wiki/Organizational_communication" title="Organizational communication">Communication</a></li> <li><a href="/wiki/Complexity_theory_and_organizations" title="Complexity theory and organizations">Complexity</a></li> <li><a href="/wiki/Organizational_conflict" title="Organizational conflict">Conflict</a></li> <li><a href="/wiki/Organizational_culture" title="Organizational culture">Culture</a></li> <li><a href="/wiki/Organizational_architecture" title="Organizational architecture">Design</a></li> <li><a href="/wiki/Organization_development" title="Organization development">Development</a></li> <li><a href="/wiki/Organizational_diagnostics" title="Organizational diagnostics">Diagnostics</a></li> <li><a href="/wiki/Organizational_dissent" title="Organizational dissent">Dissent</a></li> <li><a href="/wiki/Organizational_ecology" title="Organizational ecology">Ecology</a></li> <li><a href="/wiki/Organizational_effectiveness" title="Organizational effectiveness">Effectiveness</a></li> <li><a href="/wiki/Organizational_engineering" title="Organizational engineering">Engineering</a></li> <li><a href="/wiki/Organizational_ethics" title="Organizational ethics">Ethics</a></li> <li><a href="/wiki/Organizational_field" title="Organizational field">Field</a></li> <li><a href="/wiki/Hierarchical_organization" title="Hierarchical organization">Hierarchy</a></li> <li><a href="/wiki/Organizational_identification" title="Organizational identification">Identification</a></li> <li><a href="/wiki/Organizational_intelligence" title="Organizational intelligence">Intelligence</a></li> <li><a href="/wiki/Organizational_justice" title="Organizational justice">Justice</a></li> <li><a href="/wiki/Organizational_learning" title="Organizational learning">Learning</a></li> <li><a href="/wiki/Organizational_life_cycle" title="Organizational life cycle">Life cycle</a></li> <li><a href="/wiki/Machiavellianism_in_the_workplace" title="Machiavellianism in the workplace">Machiavellianism</a></li> <li><a href="/wiki/Narcissism_in_the_workplace" title="Narcissism in the workplace">Narcissism</a></li> <li><a href="/wiki/Organizational_network_analysis" title="Organizational network analysis">Network analysis</a></li> <li><a href="/wiki/Organizational_ombudsman" title="Organizational ombudsman">Ombudsman</a></li> <li><a href="/wiki/Organizational_patterns" title="Organizational patterns">Patterns</a></li> <li><a href="/wiki/Perceived_organizational_support" title="Perceived organizational support">Perceived support</a></li> <li><a href="/wiki/Organizational_performance" class="mw-redirect" title="Organizational performance">Performance</a></li> <li><a href="/wiki/Industrial_and_organizational_psychology" title="Industrial and organizational psychology">Psychology</a></li> <li><a href="/wiki/Resilience_(organizational)" class="mw-redirect" title="Resilience (organizational)">Resilience</a></li> <li><a href="/wiki/Organizational_retaliatory_behavior" class="mw-redirect" title="Organizational retaliatory behavior">Retaliatory behavior</a></li> <li><a href="/wiki/Organizational_safety" title="Organizational safety">Safety</a></li> <li><a href="/wiki/Organizational_space" title="Organizational space">Space</a></li> <li><a href="/wiki/Organizational_storytelling" title="Organizational storytelling">Storytelling</a></li> <li><a href="/wiki/Organizational_structure" title="Organizational structure">Structure</a></li> <li><a href="/wiki/Organizational_theory" title="Organizational theory">Theory</a></li> <li><a href="/wiki/Organization_workshop" title="Organization workshop">Workshop</a></li></ul> </div></td></tr><tr><th scope="row" class="navbox-group" style="width:1%">See also</th><td class="navbox-list-with-group navbox-list navbox-even" style="width:100%;padding:0"><div style="padding:0 0.25em"> <ul><li><a href="/wiki/History_of_organizations" title="History of organizations">History of organizations</a></li> <li><a href="/wiki/Organization_studies" title="Organization studies">Organization studies</a></li> <li><a href="/wiki/Outline_of_organizational_theory" title="Outline of organizational theory">Outline of organizational theory</a></li></ul> </div></td></tr><tr><td class="navbox-abovebelow" colspan="2"><div> <dl><dt><span class="noviewer" typeof="mw:File"><span title="Template"><img alt="" src="//upload.wikimedia.org/wikipedia/commons/thumb/8/83/Symbol_template_class_pink.svg/16px-Symbol_template_class_pink.svg.png" decoding="async" width="16" height="16" class="mw-file-element" srcset="//upload.wikimedia.org/wikipedia/commons/thumb/8/83/Symbol_template_class_pink.svg/23px-Symbol_template_class_pink.svg.png 1.5x, //upload.wikimedia.org/wikipedia/commons/thumb/8/83/Symbol_template_class_pink.svg/31px-Symbol_template_class_pink.svg.png 2x" data-file-width="180" data-file-height="185" /></span></span> See also templates</dt> <dd><a href="/wiki/Template:Aspects_of_corporations" title="Template:Aspects of corporations">Aspects of corporations</a></dd> <dd><a href="/wiki/Template:Aspects_of_jobs" title="Template:Aspects of jobs">Aspects of jobs</a></dd> <dd><a href="/wiki/Template:Aspects_of_occupations" title="Template:Aspects of occupations">Aspects of occupations</a></dd> <dd><a href="/wiki/Template:Aspects_of_workplaces" title="Template:Aspects of workplaces">Aspects of workplaces</a></dd></dl> </div></td></tr></tbody></table></div> <div class="navbox-styles"><link rel="mw-deduplicated-inline-style" href="mw-data:TemplateStyles:r1129693374"><link rel="mw-deduplicated-inline-style" href="mw-data:TemplateStyles:r1236075235"></div><div role="navigation" class="navbox" aria-labelledby="Stock_characters" style="padding:3px"><table class="nowraplinks hlist mw-collapsible autocollapse navbox-inner" style="border-spacing:0;background:transparent;color:inherit"><tbody><tr><th scope="col" class="navbox-title" colspan="2"><link rel="mw-deduplicated-inline-style" href="mw-data:TemplateStyles:r1129693374"><link rel="mw-deduplicated-inline-style" href="mw-data:TemplateStyles:r1239400231"><div class="navbar plainlinks hlist navbar-mini"><ul><li class="nv-view"><a href="/wiki/Template:Stock_characters" title="Template:Stock characters"><abbr title="View this template">v</abbr></a></li><li class="nv-talk"><a href="/wiki/Template_talk:Stock_characters" title="Template talk:Stock characters"><abbr title="Discuss this template">t</abbr></a></li><li class="nv-edit"><a href="/wiki/Special:EditPage/Template:Stock_characters" title="Special:EditPage/Template:Stock characters"><abbr title="Edit this template">e</abbr></a></li></ul></div><div id="Stock_characters" style="font-size:114%;margin:0 4em"><a href="/wiki/Stock_character" title="Stock character">Stock characters</a></div></th></tr><tr><td class="navbox-abovebelow hlist" colspan="2"><div> <ul><li><a href="/wiki/List_of_stock_characters" title="List of stock characters">List</a></li> <li><a href="/wiki/Archetype" title="Archetype">Archetype</a></li></ul> </div></td></tr><tr><td colspan="2" class="navbox-list navbox-odd" style="width:100%;padding:0"><div style="padding:0 0.25em"></div><table class="nowraplinks mw-collapsible mw-collapsed navbox-subgroup" style="border-spacing:0"><tbody><tr><th scope="col" class="navbox-title" colspan="2"><div id="By_ethics_and_morality" style="font-size:114%;margin:0 4em">By ethics and morality</div></th></tr><tr><td colspan="2" class="navbox-list navbox-odd" style="width:100%;padding:0"><div style="padding:0 0.25em"></div><table class="nowraplinks navbox-subgroup" style="border-spacing:0"><tbody><tr><th scope="row" class="navbox-group" style="width:1%"><a href="/wiki/Hero" title="Hero">Heroes</a></th><td class="navbox-list-with-group navbox-list navbox-odd" style="width:100%;padding:0"><div style="padding:0 0.25em"></div><table class="nowraplinks navbox-subgroup" style="border-spacing:0"><tbody><tr><th scope="row" class="navbox-group" style="width:9.4em;font-weight:normal;">Classic hero</th><td class="navbox-list-with-group navbox-list navbox-odd" style="padding:0"><div style="padding:0 0.25em"> <ul><li><a href="/wiki/Action_hero" title="Action hero">Action hero</a></li> <li><a href="/wiki/Christ_figure" title="Christ figure">Christ figure</a></li> <li><a href="/wiki/The_Chosen_One_(trope)" title="The Chosen One (trope)">Chosen One</a></li> <li><a href="/wiki/Everyman" title="Everyman">Everyman</a></li> <li><a href="/wiki/Folk_hero" title="Folk hero">Folk hero</a></li> <li><a href="/wiki/Knight-errant" title="Knight-errant">Knight-errant</a></li> <li><a href="/wiki/Legacy_hero" title="Legacy hero">Legacy hero</a></li> <li><a href="/wiki/Mythological_king" title="Mythological king">Mythological king</a></li> <li><a href="/wiki/Paladin" title="Paladin">Paladin</a></li> <li><a href="/wiki/Superhero" title="Superhero">Superhero</a></li> <li><a href="/wiki/Youngest_son" title="Youngest son">Youngest son</a></li></ul> </div></td></tr><tr><th scope="row" class="navbox-group" style="width:9.4em;font-weight:normal;"><a href="/wiki/Antihero" title="Antihero">Antihero</a></th><td class="navbox-list-with-group navbox-list navbox-even" style="padding:0"><div style="padding:0 0.25em"> <ul><li><a href="/wiki/Byronic_hero" title="Byronic hero">Byronic hero</a></li> <li><a href="/wiki/Man_alone" title="Man alone">Man alone</a></li> <li><a href="/wiki/Tragic_hero" title="Tragic hero">Tragic hero</a></li></ul> </div></td></tr><tr><th scope="row" class="navbox-group" style="width:9.4em;font-weight:normal;">Other</th><td class="navbox-list-with-group navbox-list navbox-odd" style="padding:0"><div style="padding:0 0.25em"> <ul><li><a href="/wiki/Cyberhero" title="Cyberhero">Cyberhero</a></li> <li><a href="/wiki/Super_soldier" title="Super soldier">Super soldier</a> <ul><li><a href="/wiki/Space_marine" title="Space marine">Space marine</a></li></ul></li></ul> </div></td></tr></tbody></table><div></div></td></tr><tr><th scope="row" class="navbox-group" style="width:1%"><a href="/wiki/Rogue_literature" title="Rogue literature">Rogues</a></th><td class="navbox-list-with-group navbox-list navbox-odd" style="width:100%;padding:0"><div style="padding:0 0.25em"></div><table class="nowraplinks navbox-subgroup" style="border-spacing:0"><tbody><tr><th scope="row" class="navbox-group" style="width:9.4em;font-weight:normal;"><a href="/wiki/Lovable_rogue" title="Lovable rogue">Lovable rogue</a></th><td class="navbox-list-with-group navbox-list navbox-even" style="padding:0"><div style="padding:0 0.25em"> <ul><li><a href="/wiki/Gentleman_detective" class="mw-redirect" title="Gentleman detective">Gentleman detective</a></li> <li><a href="/wiki/Jack_(hero)" title="Jack (hero)">Jack</a></li> <li><a href="/wiki/Trickster" title="Trickster">Trickster</a></li></ul> </div></td></tr><tr><th scope="row" class="navbox-group" style="width:9.4em;font-weight:normal;"><a href="/wiki/Tricky_slave" title="Tricky slave">Tricky slave</a></th><td class="navbox-list-with-group navbox-list navbox-odd" style="padding:0"><div style="padding:0 0.25em"> <ul><li><a href="/wiki/Zanni" title="Zanni">Zanni</a> (servants, clowns: <a href="/wiki/Harlequin" title="Harlequin">Harlequin</a>, <a href="/wiki/Brighella" title="Brighella">Brighella</a>, <a href="/wiki/Scapino" title="Scapino">Scapino</a>, <a href="/wiki/Pulcinella" title="Pulcinella">Pulcinella</a> and <a href="/wiki/Pierrot" title="Pierrot">Pierrot</a>)</li></ul> </div></td></tr><tr><th scope="row" class="navbox-group" style="width:9.4em;font-weight:normal;"><a href="/wiki/Outlaw_(stock_character)" title="Outlaw (stock character)">Outlaw</a></th><td class="navbox-list-with-group navbox-list navbox-even" style="padding:0"><div style="padding:0 0.25em"> <ul><li><a href="/wiki/Bad_boy_archetype" title="Bad boy archetype">Bad boy</a></li> <li><a href="/wiki/Gentleman_thief" title="Gentleman thief">Gentleman thief</a></li> <li><a href="/wiki/Pirates_in_popular_culture" class="mw-redirect" title="Pirates in popular culture">Pirate</a> <ul><li><a href="/wiki/Air_pirate" title="Air pirate">Air pirate</a></li> <li><a href="/wiki/Space_pirate" title="Space pirate">Space pirate</a></li></ul></li></ul> </div></td></tr><tr><th scope="row" class="navbox-group" style="width:9.4em;font-weight:normal;">Other</th><td class="navbox-list-with-group navbox-list navbox-odd" style="padding:0"><div style="padding:0 0.25em"> <ul><li><a href="/wiki/Good_cop/bad_cop" class="mw-redirect" title="Good cop/bad cop">Good cop/bad cop</a></li> <li><a href="/wiki/Rake_(stock_character)" title="Rake (stock character)">Rake</a></li></ul> </div></td></tr></tbody></table><div></div></td></tr><tr><th scope="row" class="navbox-group" style="width:1%"><a href="/wiki/Villain" title="Villain">Villains</a></th><td class="navbox-list-with-group navbox-list navbox-odd" style="width:100%;padding:0"><div style="padding:0 0.25em"></div><table class="nowraplinks navbox-subgroup" style="border-spacing:0"><tbody><tr><th scope="row" class="navbox-group" style="width:9.4em;font-weight:normal;"><a href="/wiki/Villain#Sympathetic_villain" title="Villain">Antivillains</a></th><td class="navbox-list-with-group navbox-list navbox-even" style="padding:0"><div style="padding:0 0.25em"> <ul><li><a href="/wiki/False_hero" title="False hero">False hero</a></li></ul> </div></td></tr><tr><th scope="row" class="navbox-group" style="width:9.4em;font-weight:normal;">The <a href="/wiki/Mole_(espionage)" title="Mole (espionage)">mole</a></th><td class="navbox-list-with-group navbox-list navbox-odd" style="padding:0"><div style="padding:0 0.25em"> <ul><li><a href="/wiki/Double_agent" title="Double agent">Double agent</a></li> <li><a href="/wiki/Evil_twin" title="Evil twin">Evil twin</a></li> <li><a href="/wiki/Terrorism" title="Terrorism">Terrorist</a></li></ul> </div></td></tr><tr><th scope="row" class="navbox-group" style="width:9.4em;font-weight:normal;"><a href="/wiki/Social_Darwinist" class="mw-redirect" title="Social Darwinist">Social Darwinist</a></th><td class="navbox-list-with-group navbox-list navbox-even" style="padding:0"><div style="padding:0 0.25em"> <ul><li><a href="/wiki/Dark_lord" title="Dark lord">Dark lord</a></li> <li><a href="/wiki/Mad_scientist" title="Mad scientist">Mad scientist</a></li> <li><a href="/wiki/Supervillain" title="Supervillain">Supervillain</a></li></ul> </div></td></tr><tr><th scope="row" class="navbox-group" style="width:9.4em;font-weight:normal;"><a href="/wiki/Monster" title="Monster">Monsters</a></th><td class="navbox-list-with-group navbox-list navbox-odd" style="padding:0"><div style="padding:0 0.25em"> <ul><li><a href="/wiki/Bug-eyed_monster" title="Bug-eyed monster">Bug-eyed monster</a></li> <li><a href="/wiki/Evil_clown" title="Evil clown">Evil clown</a></li> <li><a href="/wiki/Killer_toy" title="Killer toy">Killer toy</a></li> <li><a href="/wiki/Monster_girl" title="Monster girl">Monster girl</a></li> <li><a href="/wiki/Skeleton_(undead)" title="Skeleton (undead)">Skeleton</a></li> <li><a href="/wiki/Slime_(monster)" title="Slime (monster)">Slime</a></li> <li><a href="/wiki/List_of_swamp_monsters" title="List of swamp monsters">Swamp monster</a></li> <li><a href="/wiki/Vampires_in_popular_culture" title="Vampires in popular culture">Vampires</a></li> <li><a href="/wiki/Zombie" title="Zombie">Zombie</a> <ul><li><a href="/wiki/Nazi_zombies" title="Nazi zombies">Nazi zombies</a></li></ul></li></ul> </div></td></tr><tr><th scope="row" class="navbox-group" style="width:9.4em;font-weight:normal;">Other</th><td class="navbox-list-with-group navbox-list navbox-even" style="padding:0"><div style="padding:0 0.25em"> <ul><li><a href="/wiki/Alazon" title="Alazon">Alazon</a></li> <li><a href="/wiki/Archenemy" title="Archenemy">Archenemy</a></li> <li><a href="/wiki/Folk_devil" title="Folk devil">Folk devil</a></li> <li><a href="/wiki/Igor_(character)" title="Igor (character)">Igor</a></li> <li><a href="/wiki/Masked_villain" title="Masked villain">Masked villain</a></li> <li><a href="/wiki/Miser" title="Miser">Miser</a></li> <li><a href="/wiki/Vecchio" title="Vecchio">Vecchio</a> (wealthy old men, <a href="/wiki/Pantalone" title="Pantalone">Pantalone</a> and <a href="/wiki/Il_Dottore" title="Il Dottore">Il Dottore</a>)</li> <li><a href="/wiki/Il_Capitano" title="Il Capitano">Il Capitano</a> (self styled captain, braggart)</li></ul> </div></td></tr></tbody></table><div></div></td></tr></tbody></table><div></div></td></tr></tbody></table><div></div></td></tr><tr><td colspan="2" class="navbox-list navbox-odd" style="width:100%;padding:0"><div style="padding:0 0.25em"></div><table class="nowraplinks mw-collapsible mw-collapsed navbox-subgroup" style="border-spacing:0"><tbody><tr><th scope="col" class="navbox-title" colspan="2"><div id="By_sex_and_gender" style="font-size:114%;margin:0 4em">By sex and gender</div></th></tr><tr><td colspan="2" class="navbox-list navbox-odd" style="width:100%;padding:0"><div style="padding:0 0.25em"></div><table class="nowraplinks navbox-subgroup" style="border-spacing:0"><tbody><tr><th scope="row" class="navbox-group" style="width:1%"><a href="/wiki/Feminine" class="mw-redirect" title="Feminine">Feminine</a></th><td class="navbox-list-with-group navbox-list navbox-odd" style="width:100%;padding:0"><div style="padding:0 0.25em"></div><table class="nowraplinks navbox-subgroup" style="border-spacing:0"><tbody><tr><th scope="row" class="navbox-group" style="width:8.0em;font-weight:normal;">Love interest</th><td class="navbox-list-with-group navbox-list navbox-odd" style="padding:0"><div style="padding:0 0.25em"> <ul><li><a href="/wiki/Bish%C5%8Djo" title="Bishōjo">Bishōjo</a></li> <li><a href="/wiki/Blonde_stereotype" title="Blonde stereotype">Blonde stereotype</a></li> <li><a href="/wiki/Farmer%27s_daughter" title="Farmer's daughter">Farmer's daughter</a></li> <li><a href="/wiki/Girl_next_door" title="Girl next door">Girl next door</a></li> <li><a href="/wiki/Hooker_with_a_heart_of_gold" title="Hooker with a heart of gold">Hooker with a heart of gold</a></li> <li><a href="/wiki/Ing%C3%A9nue" title="Ingénue">Ingénue</a></li> <li><a href="/wiki/Loosu_ponnu" title="Loosu ponnu">Loosu ponnu</a></li> <li><a href="/wiki/Magical_girlfriend" title="Magical girlfriend">Magical girlfriend</a> <ul><li><a href="/wiki/Catgirl" title="Catgirl">Catgirl</a></li> <li><a href="/wiki/Monster_girl" title="Monster girl">Monster girl</a></li></ul></li> <li><a href="/wiki/Manic_Pixie_Dream_Girl" title="Manic Pixie Dream Girl">Manic Pixie Dream Girl</a></li> <li><a href="/wiki/Vixen_(stock_character)" title="Vixen (stock character)">Vixen</a></li></ul> </div></td></tr><tr><th scope="row" class="navbox-group" style="width:8.0em;font-weight:normal;"><a href="/wiki/Hag" title="Hag">Hag</a></th><td class="navbox-list-with-group navbox-list navbox-even" style="padding:0"><div style="padding:0 0.25em"> <ul><li><a href="/wiki/Cat_lady" title="Cat lady">Cat lady</a></li> <li><a href="/wiki/Crone" title="Crone">Crone</a></li> <li><a href="/wiki/Fairy_godmother" title="Fairy godmother">Fairy godmother</a></li> <li><a href="/wiki/La_Ruffiana" title="La Ruffiana">La Ruffiana</a></li> <li><a href="/wiki/Loathly_lady" title="Loathly lady">Loathly lady</a></li></ul> </div></td></tr><tr><th scope="row" class="navbox-group" style="width:8.0em;font-weight:normal;"><a href="/wiki/Hawksian_woman" title="Hawksian woman">Hawksian woman</a></th><td class="navbox-list-with-group navbox-list navbox-odd" style="padding:0"><div style="padding:0 0.25em"> <ul><li><a href="/wiki/Dragon_Lady" title="Dragon Lady">Dragon Lady</a></li> <li><a href="/wiki/Femme_fatale" title="Femme fatale">Femme fatale</a></li> <li><a href="/wiki/Tsundere" title="Tsundere">Tsundere</a></li></ul> </div></td></tr><tr><th scope="row" class="navbox-group" style="width:8.0em;font-weight:normal;"><a href="/wiki/Women_warriors_in_literature_and_culture" title="Women warriors in literature and culture">Woman warrior</a></th><td class="navbox-list-with-group navbox-list navbox-even" style="padding:0"><div style="padding:0 0.25em"> <ul><li><a href="/wiki/Jungle_girl" title="Jungle girl">Jungle girl</a></li> <li><a href="/wiki/Magical_girl" title="Magical girl">Magical girl</a></li> <li><a href="/wiki/Virago" title="Virago">Virago</a></li></ul> </div></td></tr><tr><th scope="row" class="navbox-group" style="width:8.0em;font-weight:normal;"><a href="/wiki/Queen_bee_(sociology)" title="Queen bee (sociology)">Queen bee</a></th><td class="navbox-list-with-group navbox-list navbox-odd" style="padding:0"><div style="padding:0 0.25em"> <ul><li><a href="/wiki/Princesse_lointaine" title="Princesse lointaine">Princesse lointaine</a></li> <li><a href="/wiki/Southern_belle" title="Southern belle">Southern belle</a></li> <li><a href="/wiki/Valley_girl" title="Valley girl">Valley girl</a></li> <li><a href="/wiki/Yamato_nadeshiko" title="Yamato nadeshiko">Yamato nadeshiko</a></li></ul> </div></td></tr><tr><th scope="row" class="navbox-group" style="width:8.0em;font-weight:normal;"><a href="/wiki/LGBT_stereotypes" class="mw-redirect" title="LGBT stereotypes">LGBT</a></th><td class="navbox-list-with-group navbox-list navbox-even" style="padding:0"><div style="padding:0 0.25em"> <ul><li><a href="/wiki/Class_S_(genre)" class="mw-redirect" title="Class S (genre)">Class S</a></li> <li><a href="/wiki/Laotong" title="Laotong">Laotong</a></li></ul> </div></td></tr><tr><th scope="row" class="navbox-group" style="width:8.0em;font-weight:normal;"><a href="/wiki/Lady-in-waiting" title="Lady-in-waiting">Lady-in-waiting</a></th><td class="navbox-list-with-group navbox-list navbox-odd" style="padding:0"><div style="padding:0 0.25em"> <ul><li><a href="/wiki/Columbina" class="mw-redirect" title="Columbina">Columbina</a></li> <li><a href="/wiki/Mammy_stereotype" title="Mammy stereotype">Mammy stereotype</a></li></ul> </div></td></tr><tr><th scope="row" class="navbox-group" style="width:8.0em;font-weight:normal;"><a href="/wiki/Geek_girl" 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</div></td></tr><tr><th scope="row" class="navbox-group" style="width:1%;font-weight:normal;">Young</th><td class="navbox-list-with-group navbox-list navbox-even" style="width:100%;padding:0"><div style="padding:0 0.25em"> <ul><li><a href="/wiki/American_mappillai" title="American mappillai">American mappillai</a></li> <li><a href="/wiki/Himbo" title="Himbo">Himbo</a></li> <li><a href="/wiki/Ivan_the_Fool" title="Ivan the Fool">Ivan the Fool</a></li> <li><a href="/wiki/Jack_(hero)" title="Jack (hero)">Jack</a></li> <li><a href="/wiki/Jock_(stereotype)" title="Jock (stereotype)">Jock</a></li> <li><a href="/wiki/Little_Johnny" title="Little Johnny">Little Johnny</a></li> <li><a href="/wiki/Nice_guy" title="Nice guy">Nice guy</a></li> <li><a href="/wiki/Nice_Jewish_boy_stereotype" class="mw-redirect" title="Nice Jewish boy stereotype">Nice Jewish boy</a></li> <li><a href="/wiki/Superfluous_man" title="Superfluous man">Superfluous man</a></li></ul> </div></td></tr><tr><th scope="row" class="navbox-group" style="width:1%;font-weight:normal;"><a href="/wiki/Prince_Charming" title="Prince Charming">Prince Charming</a></th><td class="navbox-list-with-group navbox-list navbox-odd" style="width:100%;padding:0"><div style="padding:0 0.25em"> <ul><li><a href="/wiki/Bish%C5%8Dnen" title="Bishōnen">Bishōnen</a></li> <li><a href="/wiki/Knight-errant" title="Knight-errant">Knight-errant</a></li></ul> </div></td></tr><tr><th scope="row" class="navbox-group" style="width:1%;font-weight:normal;">Primitive</th><td class="navbox-list-with-group navbox-list navbox-even" style="width:100%;padding:0"><div style="padding:0 0.25em"> <ul><li><a href="/wiki/Feral_child" title="Feral child">Feral child</a></li> <li><a href="/wiki/Noble_savage" class="mw-redirect" title="Noble savage">Noble savage</a></li> <li><a href="/wiki/Caveman" title="Caveman">Caveman</a></li> <li><a href="/wiki/Mountain_man" title="Mountain man">Mountain man</a></li></ul> </div></td></tr><tr><th scope="row" class="navbox-group" style="width:1%;font-weight:normal;"><a href="/wiki/LGBT_stereotypes" class="mw-redirect" title="LGBT stereotypes">LGBT</a></th><td class="navbox-list-with-group navbox-list navbox-odd" style="width:100%;padding:0"><div style="padding:0 0.25em"> <ul><li><a href="/wiki/Yaoi#Seme_and_uke" class="mw-redirect" title="Yaoi">Seme and uke</a></li> <li><span title="Japanese-language text"><i lang="ja-Latn"><a href="/wiki/Otokonoko" title="Otokonoko">Otokonoko</a></i></span></li></ul> </div></td></tr><tr><th scope="row" class="navbox-group" style="width:1%;font-weight:normal;"><a href="/wiki/Bad_boy_archetype" title="Bad boy archetype">Bad boy</a></th><td class="navbox-list-with-group navbox-list navbox-even" style="width:100%;padding:0"><div style="padding:0 0.25em"> <ul><li><a href="/wiki/Pachuco" title="Pachuco">Pachuco</a></li> <li><a href="/wiki/Black_knight" title="Black knight">Black knight</a></li></ul> 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