Abstract
The purpose of this study was to investigate the expectations and perceived challenges of mentees and mentors regarding a formal mentoring programme within the South African work context. The convenience sampling method was used to identify respondents (N = 12). Qualitative methods were used to collect and analyse data on the respondents’ views on the formal mentoring programme. The results suggest that male and female mentees differ in terms of their expectations and the challenges they perceive in the formal mentoring relationship. The expectations of mentees also appear to be different from those of mentors regarding the formal relationship.
Highlights
The purpose of this study was to investigate the expectations and perceived challenges of mentees and mentors regarding a formal mentoring programme within the South African work context
The findings suggested that male and female mentees differ in terms of their expectations and the way they perceive challenges experienced in the formal mentoring relationship
It appeared that the male mentees were looking for career development and advancement opportunities, whilst the female mentees were more focused on the relationship as providing guidance, direction and psychosocial support
Summary
The purpose of this study was to investigate the expectations and perceived challenges of mentees and mentors regarding a formal mentoring programme within the South African work context. Developmental relationships, as for example mentoring, are increasingly becoming a source of meaningful feedback, psychological safety, stability and continuous professional growth (Hall & Kahn, 2002) Against this background, formal mentoring programmes are being seen as a way to establish learning relationships that enable the continuing development of employees. Many formal programmes, have encountered problems as members report discomfort and mentees appear to receive fewer benefits than mentees in informal mentoring relationships (Scandura & Williams, 2002). Mentoring in the contemporary context provides the opportunity for people to connect in a meaningful way with older people, to learn about the management of the business and about life, and to balance the two (Higgins, 2000)
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