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- IFE PsychologIA : An International Journal
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- Volume 2011, Issue si-1, 2011
IFE PsychologIA : An International Journal - Special issue 1, January 2011
Volumes & issues
Special issue 1, January 2011
Mentors and mentoring amongst academic staff in Nigerian tertiary institutions : a study of University of Benin, Edo State : chapter 18Source: IFE PsychologIA : An International Journal 2011, pp 207 –231 (2011)More Less
This paper presents an overview of mentorship with particular focus on mentors and mentoring amongst academic staff in Nigerian tertiary institutions with special reference to University of Benin, Edo State. In addition to quantitative data, case studies and life histories were employed to showcase the state of mentoring in University of Benin. Our findings show that senior faculty naturally is more comfortable with the tenets of mentoring and are more likely to mentor others. A rather worrisome finding however is that mentoring lacks structure and easily deteriorates into campus politicking or a romantic affair. The study makes a case for the need to foster a culture of mentoring in academia as a viable means of promoting professional development and job satisfaction.
Author Dinah Baah-OddomSource: IFE PsychologIA : An International Journal 2011, pp 232 –250 (2011)More Less
Mentoring is an important tool to help employees grow, develop and perform their ultimate best. Throughout history and across the world and continents, mentoring has been used to develop apprentices or protégés. Authors in all disciplines have written about people who have changed their lives; referring to these individuals as mentors. The authors assert that mentoring relationship fosters professional and personal growth in the young or inexperienced by teaching them the skills needed for successful completion of professional tasks and by helping them develop the confidence to try new behaviours (Kelly & Schweitzer, 1999). Accomplished individuals have also reported that influential mentors were second in importance only to education as a factor in their career success (International Executive's Profile, 1990). These support the assertion - everyone who makes it has a mentor (Lunding, Clements, & Perkins, 1978). Effective mentorship is a great way to help individuals accelerate their learning and consequently increase their motivation and confidence and crucial to career development. Mentoring could be the driver of any change in job and career outcomes (Allen, Eby, Poteet, Lentz, & Lima, 2004). Goldsmith, Kaye, Shelton and Tice (2000) asserted that effective mentors, unshakably convinced that their mentee have greatness in them and have a clear vision of what is possible end up convincing their mentees too that they have greatness.
Author Ifeyinwa MbakoguSource: IFE PsychologIA : An International Journal 2011, pp 251 –267 (2011)More Less
With the migration of families from rural to urban areas in search of employment, new social problems are on the increase in urban areas in Nigeria. Problems of poor housing, prostitution, alcoholism, family violence, crime, drug peddling, child labour and trafficking are evident (Odumosu, 1999; Babanyara, Usman and Saleh, 2010). Most of these problems are associated with poverty and unemployment (Akewushola, Olateju and Adeyemi, 2007; Englama, 2001; Odumosu, 1999; Ogun, 2010).
Author Koawo EdjahSource: IFE PsychologIA : An International Journal 2011, pp 268 –280 (2011)More Less
Learning is fundamental to life. Learning brings about changes in knowledge, skill and attitude. Knowledge the first outcome of learning mentioned above can be viewed either as 'declarative' or 'procedural'. Declarative knowledge comprises factual information about events-knowing that in contrast to knowing how, whereas procedural knowledge is made up of routines specifying how to do something. Most learning of auto-artisans involves the use of declarative and procedural knowledge. Procedural knowledge is often implicit, revealed in outcomes rather than in conscious awareness of the routines themselves. It is very similar to what is sometimes referred to as 'skill'. Skilled behavior involves effective handling of particular situations and the term 'skill' usually implies that a person's performance is a result of learning
Author Titilayo O. OlukoleSource: IFE PsychologIA : An International Journal 2011, pp 281 –287 (2011)More Less
This paper reviews the importance of mentoring in tourism development its link to information technology and challenges. Sources of mentee resources were also identified while the various challenges of mentoring which inhibit the growth of tourism development in developing nations were also highlighted. The challenges identified include uneven distribution of tourism personnel, individual bias, misplacement of priority by mentees and economic hardship. Recommendations were made to move the tourism industry of developing nations from the very present nascent status to a more developed state.
Source: IFE PsychologIA : An International Journal 2011, pp 288 –313 (2011)More Less
This chapter deals with the psychology of protégé relationship relevance in the field of organizational behavior. It explores the theoretical functionalism of effective mentoring ideology in the academic literature the plausible influence of mentoring relationship were underscored in the conceptual exploration of nomological network of mentoring with core work related outcome variables. Academic efforts to synthesize mentoring as the organizational catalyst that selectively enhance the integration of the individual into the focal work organization were teleological and conceptually reinvented and analyzed.
Mentoring and mentee/protégé as a key issue in human resources management : an Islamic perspective : chapter 24Author Haliru BalaSource: IFE PsychologIA : An International Journal 2011, pp 314 –326 (2011)More Less
Mentoring is a form of employee development whereby a trusted and respected person-the-mentor-uses their experience to offer guidance, encouragement, and support to another person-the mentee. The aim of mentoring is to facilitate the mentee's learning and development and to enable them to discover more about their potential. Mentoring can occur informally or it can be arranged by means of an organizational scheme. Protégé is a person who is helped in his or her career by a rich and important person. Every thing a Muslim mentee/protégé does is regarded as an act of worship as long as it is carried out in conformity with details of the Islamic religion.
Source: IFE PsychologIA : An International Journal 2011, pp 327 –336 (2011)More Less
Mentoring is an ancient concept. Two thousand years ago, Homer referred to the notion of mentoring in The Iliad. When Odysseus was faced with a long journey away from home, he left his son Telemachus under the care of his old friend Mentor (Lunsford, 2007). Yet, we know remarkably little about mentoring, including what it means to mentor someone or how the process of mentoring works.
Author A.O. OjedokunSource: IFE PsychologIA : An International Journal 2011, pp 337 –354 (2011)More Less
The success and profitability of any organisation depend on its ability to efficiently and effectively manage both its physical and human capital resources in pursuant of the predetermined corporate goals and objectives. Nowadays, changes in technology, state-of-the-art knowledge, social, political, and economic climates are presenting new challenges for organisations everywhere. These new challenges make the pursuit of excellence a worldwide slogan for organisations in their quest to boost productivity, quality, and customer satisfaction with increase pressures to reduce costs of managing. In their pursuant of excellence, organisations need employees at every level that are self-sufficient, resourceful, creative, and autonomous. These characteristics will ensure that employees can operate at higher strategic level, which makes their organisations more productive, competitive, and efficiently and effectively managed.
Author Julie AkpotorSource: IFE PsychologIA : An International Journal 2011, pp 355 –365 (2011)More Less
Globally, developing human resources in an organization is a priority. Human resources development offers the employees the ability to handle a variety of assignments in the workplace. Apart from the individual benefits, human resources development enhances the ability of an organization to compete and adapt to a changing competitive environment. In other to meet the goal of sustained competitive advantage, organizations over the years have designed a human resources development technique in which managers play the role of mentors to less experienced employees in the workplace.
Author Sunday AdeyemiSource: IFE PsychologIA : An International Journal 2011, pp 366 –378 (2011)More Less
The young faces we see today are the faces of the workforce and customers of tomorrow. This underscores the need for organisational leadership, at all times to develop systemic initiatives to prepare tomorrow leaders in the mould of the organisation's values, ethos and culture, so they are able to perpetuate the vision of the organisation.
Author Olufemi A. LawalSource: IFE PsychologIA : An International Journal 2011, pp 379 –397 (2011)More Less
Contemporary training in organizations, human-resource management, and the society at large can be said to be a departure from extant methods whereby groups of trainees are taken through formal classroom instructions or are made to learn on the job. It is now common for senior or older members of organizations or the society to engage junior or younger members in dyadic or one-to-one relationships so as to enable the latter imbibe the desirable knowledge, skills, abilities, and, sometimes, attitudes of the former. Attitude, in this context may be understood in terms of its basic components: cognition, affect, and (overt) behaviour. Phillips-Jones (2003) describes what is imparted by the senior or imbibed by the junior as competencies comprising knowledge, skills, and sometimes, attitudes and emotions. This process is known as mentoring. The usually older, more senior, and more experienced individual, who helps and guides another individual's development in this manner is referred to as the mentor; while the individual who is being helped, guided, or developed is known as the protégé or mentee.
Source: IFE PsychologIA : An International Journal 2011, pp 398 –419 (2011)More Less
Managing human resource is one of the most difficult task facing employers; whether managing a little team or a large group of grown-ups. Managing is an involved responsibility that requires healthy doses of patience, foresight and, above all, empathy and appreciation of individual personalities and people's unique and varying abilities. Successful managing is, in fact, an art. In contemporary times, managers have to fully understand the depth and breadth of human behaviour, if they seriously hope to secure peak performance. A one-size-fit- all approach to managing people just does not work anymore.
Source: IFE PsychologIA : An International Journal 2011, pp 420 –432 (2011)More Less
Today's busy business environment can make it easy to forget that knowledge also comes with experience. It may require a few hours of e-training or a semester-long course to learn how an energy pump operates, but it takes years and years of experience to recognize the sounds of a pump that is not operating properly.
Author Chioma Joseph-ObiSource: IFE PsychologIA : An International Journal 2011, pp 433 –447 (2011)More Less
The aim of this paper is to examine the usefulness of mentoring women in organizations. It critically views the factors that are militating against the effective mentoring of women in organizations and suggest that mentoring women can facilitate organizational growth and development. Quite some light were thrown on the relationship existing between mentors and mentees, psychosocial mentoring and career-related mentoring. The paper further outlines the problems connected with cross-gender mentoring and considers radical feminism as the best approach to interpreting the problems of women in organizations and concludes that Nigerian organizations are patriarchal - it is dominated and ruled by men that is while there are few female mentors in workplaces. Finally, some recommendations where proffered
Author Olukayode Ayooluwa AfolabiSource: IFE PsychologIA : An International Journal 2011, pp 448 –468 (2011)More Less
The paper investigates the roles of the different personality traits and gender types as relates to the formation and maintenance of mentoring relationships. It also tries to find out what the different types of personality traits contribute to how mentors and protégés are chosen including the importance of mentoring relationships to both the mentors and the protégés. Conclusions and useful recommendations were made on how mentoring relationships can be improved.
Mentoring in the precarious conditions of the Trans Atlantic slave trade and re-settlement : the case of the African Brazilians in Lagos, Nigeria : chapter 34Source: IFE PsychologIA : An International Journal 2011, pp 469 –477 (2011)More Less
The paper locates the notion of mentoring within the precarious situation of enslavement that typified the repressive conditions of Africans during the era of the Trans Atlantic slave trade. It emphasizes a two dimensional perspective of the application of mentoring, the first as depicted in the harsh and arduous conditions of enslavement and the second as reflected in the eventual strains of resettlement on the Island of Lagos. The paper further notes that while the plurality of existing scholarly discussions relating to the subject of mentoring cannot be said in its entirety to be culture blind, such discussions have been largely predicated on the standpoint of academic, managerial and professional mentor-mentee perspective. As a result, scant attention has often been given to issues relating to socialization and enculturation, areas that nuance the cultural bedrock of mentoring which in essence, shape the affective register of human relations along the dimensions of human resource and nurturing. By focusing on the conditions of the African Brazilians who settled on the Island of Lagos following the abolition of the Trans Atlantic slave trade at the end of the 19th century, the paper considers the important dimension of mentoring as a cultural tool for adaptability within and outside of the arduous conditions of the slave field. On the whole, it raises the suggestion that increased attention be paid to issues relating to mentoring which border on the socio-cultural arena and related historical processes. This will indeed make for profitable complement and improved presentations of the subject of mentoring in relation to group or communal oriented human resources and thereby direct attention to previously unexplored socio-cultural territories.
Author A.A. OlowuSource: IFE PsychologIA : An International Journal 2011, pp 478 –493 (2011)More Less
The development of mentor - protégé relationship is very important in organizations; it helps in developing leadership and the careers of the protégées and in tackling projects.
Armstrong (2000) defined mentoring as the process of using especially selected and trained people to provide guidance and advice which will help to develop the careers of the protégées. It is needed at all levels and in all professions. This is why we have included the established professional of medicine, law, survey and the unestablished professions. Mentoring seeks to complement learning on the job, it also complements formal training. The mentors act as parental figures with which protégées can discuss their problems.