Can Global mentoring be applied successfully when considering the contrasting national views of mentoring?

Seminar paper from the year 2006 in the subject Leadership and Human Resource Management - Miscellaneous, grade: 62 % - B, University of Sunderland, course: Managing International Personnel, language: English, abstract: Purpose ¿ The aim of this study is to investigate the role of mentoring in a global context. It points out different views of mentoring and its difficulties when applying a global mentoring programme.

Design/ Methodology/ Approach- Data from secondary mentoring literature, like books and management journals, was collected and analysed whereas primarily qualitative was used. This comparative approach looks at mentoring from different national (Western and Japanese mentoring) and a global perspective.

Literature Review ¿ A general overview about mentoring will be given, including its benefits to the company, the mentor and the individual. Furthermore, formal and informal mentoring will be outlined.

Findings - Results indicate that affective mentoring is most likely related to a relationship bond between a mentor and a mentee but cannot be completely informal. The Japanese mentoring style supports mentoring as a relationship whereas the Western society favours a strategic approach. Depending on cultural characteristics, a mentoring approach should be conformed in an appropriate way in order to achieve effective and successful organisational results.