What is the biggest concern you have in mentoring someone from a different ethnic background?

discussion post and 4 posts needing reply at least 3-4 sentences wil be great..DUE ASAP before midnit pls.. more hourss my time..

thanks:)

discusion:

You have just been assigned a mentoree who has a different ethnic background from you. You find yourself somewhat uncomfortable and sense that your mentoree is feeling the same. Since this is a sensitive subject, you believe that the best approach is to share your own experiences and advice on how s/he should proceed in developing the skills you have both identified. It’s what worked for you and it’s how you feel you can be most helpful. Over the course of time, you find that your mentoree appears to be polite but not fully engaged in the process.

• What do you think is really happening here?

• Will you address the issue or let it go?

• What are the consequences?

• Is there anything you could have done early on to avoid this situation?

• What is the biggest concern you have in mentoring someone from a different ethnic background?

…………………………………………………

post 1:

Coaching and mentoring are very similar, but have their differences too. Both coaching and mentoring are used to enhance the knowledge, skills, and abilities of the person learning to perform a task (Chakravarthy, 2011). Mentoring has to do with the individual more than the actual task, while coaching has to do with teaching the individual to perform the task more effectively. Mentoring would be more useful in a situation where the individual needs to be assessed rather than the way they need to work. This means that if an employee is being mentored, the mentor is trying to rub off on the employee or rather bring out another part of his or her personality. Mentoring is usually relationship based as to where coaching is not (Kopp, 2014). Coaching is better used in a situation when the employee has to learn a new task. An example would be coaching a new employee on how to do pay roll for unions, and teaching them how to use the formulas to bump or add union workers to timesheets.

post2:

The main difference between coach and mentoring is that coaching is developing “a specific task” while mentoring is about developing the “entire person” (Chakravarthy, 2011). Coaching is used to develop somebody to perform a certain function while mentoring is used to develop the person in general.

Coaching is a better method for first line supervisors that are teaching employees the skills they need to be good at their job. Supervisors need to teach their employees how to do tasks that are new to them in order to get max performance out of them. This training may not be wanted by the employee but the supervisor knows that they need it order to get the job done right.

Mentoring is a better method when somebody seeks out how to better themselves as a whole. I think of interns that follow CEOs or company presidents is a scenario that best fits what I’m trying to explain. While they are being taught skills that will be needed in the future they also receive knowledge that they don’t know they need through experience and being able to ask their mentor questions. The employees also want to learn everything they can from their new mentor.

post3:

Corporate social responsibility includes organizations who choose to assess and take the initiative and responsibility for how the organization affects the environment, as well as social justice and welfare. (Kopp, 2014)” These two organizations demonstrate social responsibility through a lot. Just watching the video you can see that they are really dedicated to social responsibility and changing the way this world works. Having a whole team that does housekeeping and watches how much energy they use and the natural resources that they use. Using spinning oil that is natural and doing environmental projects for the community. They are trying to persuade other companies to be socially responsible as well. HR can take a role by stepping up and get the company to start looking at things like these. Just HR mentioning they should use less or recycle more would help.

post 4:

Both Espirit and Patagonia exhibit social along with corporate responsibilities. By caring about their environment along with the people that around them, it lets the consumer know that even though they are just one company they are doing what they can to make this world a better place with going out of their way by saving natural resources and going green. By not doing business with those that are not ecofriendly it is showing the consumer that they really do care which in many cases causes repeat customers. Human Resource Management affect the social responsibilities by taking charge and becoming involved in the community; nature preservation, food donations to the local food pantries, blood drives, sponsoring the boys and girls club, these are all way to show others that their company is involved and care. By not doing business with other companies that do not have the same morals as they do it is changing other corporate businesses change their way of thinking.

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