Abstract
The article discusses a study in which researchers Belle Rose Ragins and John L. Cotton compared formal and informal mentoring programs. They surveyed proteges across three occupations and examined both the mentoring behaviors performed by their mentors and the outcomes they experienced as a result of having been mentored. They found that informal mentoring relationships were much more beneficial to proteges than formal mentoring programs. They also examined the impact of formal and informal mentoring relationships on promotion and compensation outcomes for the proteges and examined gender-based differences associated with mentoring programs. Ragins and Cotton also identify several other possible reasons for the greater benefits of informal mentoring over formal mentoring.
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