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Mentoring provides organizations several bene fits which include: increased productivity; increased recruiting ability; increased employee commitment to the organization; cost savings (as compared to other formal training programs); improved organizational communication; and enhancement of strategic planning ability .
In addition, mentoring can help in learning about the organization, augmenting the organizational culture and providing entry into social networks that would otherwise be unavailable .
Kram describes career functions as “those aspects of the mentoring relationship that enhance learning the ropes and preparing for advancement in an organization” and psychosocial functions as “those aspects of a mentoring relationship that enhance a sense of competence, clarity of identity, and effectiveness in a professional role” .
The career functions include coaching, protecting, sponsoring, increasing exposure, assigning challenging projects and increasing visibility .
Many mentees report a gain in self esteem , increased confidence in managing their career roles  and mentoring augments career outcomes .
Mentees experience greater work satisfaction, career mobility, career and organizational commitment, recognition and lower turnover, as compared to those who have not been in a mentoring relationship [1, 4].
Furthermore, mentees also acquire greater career benefits such as higher salaries, more promotions and better work performance appraisals, as compared to non-mentored individuals [1,3,4,13] in addition to increased networking and visibility .
Mentoring has been indentified to be one of the most valuable practices to help employees navigate the workplace and advance their careers in business, industry and education .
Over the last 25 years organizations have realized the benefits of mentoring and launched mentoring programs into their developmental training plans .