Management essay: Planning &Implementing a Mentoring

Question

Task: Write a management essay analyzing and planning a peer-learning topic to optimise business and participant benefit. Research and write a succinct academic justification for your planned mentoring topic. Be sure to cover:
a. Why you choose the modes and methods for the topic.
b. The important individual or resource considerations you felt needed to be addressed given the information provided.
c. How you planned approach conforms to current research and thinking on the conduct of a workplace mentoring topic.

Answer

Introduction
The concept of mentoring program explored in this management essay has been connected to people have specific skills as well as the knowledge that eventually helps individual that is needed for the same skills and advantages to move up in works, skill level as well as performance in better ways. The mentoring helps in influencing transformational leaders that are all upon the organisational culture properly. Transformational leadership works with teams that are identifying needed to change a vision to guide through inspiration as well as executing the change in tandem with committed members of groups. Hewitt’s research has been discussed in the study to analyse the mentoring programs in a better manner.

Transformational leaders’ impact on organisational culture
The organisational culture helps the employees to perform their work in proper ways. Transformational leaders focus on the progress and development of the individual’s personality. Transformational leaders have been focusing on vision, empathy, perseverance, risk analysis, collaboration, mobilization as well as the community. As stated by Arif and Akram (2018), the leaders help in identifying the necessities that eventually helps in identifying the necessities based on its proper management system. The leader's developmental process has been resulting in internal change, generating emotional ties between the members. The inner connection has been focusing on the leader's life experiences with the transformational behaviours which have been effective performance as well as resulting upon the behaviours that help to develop external behaviours that impact the transformation of the organisation and its culture.

The organisational principlesreceipt a new activity that has been focusing on the various improvement. Transformational leaders have been looking for creating a ready for change innovative as well as the willing adaptive environment in a better manner. Leaders aid their followers to overcome their inner menta reservations as well as inhibitions. In accordance with Jianget al. (2017), transformational leaders influencing organisational culture that eventually manages the functioning in a better manner. Leaders serve a role model as well as focuses on the growth of the organisation. Productivity and innovation improve help in identifying the culture and values that begins that can be considered appropriately. The change model has been applied inside the organisation that identifies the areas where development is required. The change model helps in creating a sense of urgency that helps in developing and increasing the urgency that the leader stirs up the motivation for getting things moving. The leader aids in building a powerful guiding coalition. The change required for bringing together a coalition. The coalition comprises people with power, credibility, expertise as well as leadership. The strategy has been looking for the changes which eventually aids in managing the culture of the organisation. The communication leads are a powerful element that helps in analysing the changes base don their proper functioning can be carried. As stated by Sun and Henderson (2017), the empowering that enabling as well as authorizing followers that think which takes an action and controlling works appropriately. Transformational leaders have been a prerequisite for organisations that they are focusing upon the organisation. The leaders help in influencing the people that believe in performance which is based upon the purpose as well as vision.

Communication plays a crucial role
The major role of communication has been developing a separated based on the cultural context. The leaders focus on creating a cultural context that has been inspired action as well as drive improvement. Individuals and teams have been easier that leads that they are motivated that achieves the set of outcomes. As stated by Elshanti (2017), Maslow's theory of motivation focuses on identifying useful ways to views people's motivational requires. The theory aids in illustrating motivation which is hierarchical and people moves through the various stages of motivation that is based upon the fundamental requires. Transformational leaders provide drivers that impact the requires of employees during the time of training. Training or coaching can be conducted for creating up a condition where an individual’s wants can be fulfilled.

The skills aid individual to focus on managing the entire system that identifies the necessities where changes are required. McGregor’s has been focusing on the managerial behaviours that identify the necessities where changes are required. McGregor’s ideas have been featured heavily on the supervision as well as leadership training courses which influences the design of personnel policies as well as codified about the appraisals of staffs. McGregor’s conceptualisation has been based upon Theory X and Y which has been established on parameters for desirable and undesirable ways for leadership styles that impact the communication and team. The expectancy theory has been dealing with motivation base don it behaviourally linked and linked up with motivation.

Leaders as a motivator
Leaders can use such motivation that aids in presenting the necessities as well as inducements. The motivation of the team can be done through the intrinsic process, instrumental methods, Self-concept both internal and external. The identification of goals has been representing upon the higher performance which is essential that is accomplished with the goals or benefits of others. Motivation and expectancy theory has been suggesting the individuals that are related to choices. As stated by Lee and Cho (2018), the motivational forces have been dealing with expectancy, instrumentality as well as valance. The expectancy theory has been dealing with past experiences. The motivation of the team can be done through the intrinsic process that wants to have fun. The activities, as well as challenges, stimulates enjoyments that can be embraced.

The motivation of an individual can be pursuing that task outcome or goals that can be achieved which can be perceived for managing the intrinsically enjoyable. The instrumental motivation has been rewarded appropriately. The relationships with subordinates as well as senior managers are founded on managing the concept of exchange. In accordance to Liet al. (2019), the external self has been based upon the motivation that adversely impacts the changes as per necessities. The ethical behaviour, self-respect as well as reinforcement of individual has been understanding upon the important goals. Feedback is one of the major rewards which is provided by a peer or supervisor which eventually helps in dealing with individual respects.

The reward inducement system helps the management system which eventually appropriately manages the entire system. Payment of works has been socially dealing with social as well as peer means to gauge status. The internal self-concept based upon the entire system which eventually manages the degree of interpersonal interaction. In accordance to Meki?et al. (2020), the motivation of an individual is not developing their task competencies that have been perceived with their changes in an appropriate way. The inducement has begun are more expansively investigated which is responding to inducement that is social or shared values. The leaders and individual have been perceived to attune to society as well as the cultural environment through which they can interact.

Engagement of employee deals in managing system
The engagement as well as cultural alignment has been looking for managing the relationship with a company's financial performance. These forces impact the positive impact on revenue when working independently. The culture has been focusing upon high performance which eventually attracts as well as engage high potential talent that brings a strong capability. It has been energized by managing the company’s core values. The engagement drives on managing the high potential talent that is crucial for success. Job fulfilment and challenges can be achieved through high performance. As stated by Dappaet al. (2019), high performance has been cultural creates which stimulates that is essential for the working environment as well as the process that can be inspired through it. The organisations offer clear evidence that is engaged as well as cultural alignment. The alignment has been in between personal as well as current values which indicate with works that are positive experiences for employees that lead performers. The alignment in between the current vales as well as personal valuesthatindicate s that works which is positive experiences for staffs. The cultural engagement as well as entropy represents the degree of dysfunction in a culture that has been engaged by managing the energy devoted to managing the unproductive works. Entropy has been creating by inconsistency or misalignment that work which is a positive experience for employees that has been leading performers as well as mid-tierorganisations.

The cultural entropy misalignment with personal values as well as behaviours with the organisation. The misalignment is the process as well as a structure that has been lacking mission alignment. In accordance to Lee and Cho (2018), individual values can be expressed through their behaviour while corporations reflect upon their values through systems as well as processes. Values shape that deals with the corporate culture that defines an organisation’s competitive advantages that begin resilient as well as adaptative. When values have been aligned with the values of individual that has been raised to greater levels of accountability, trust, performance as well as innovation.

The continuous improvement has been raised to its necessities that help in coaching and mentoring of employees. The employees need to focus on managing the entire system that focuses on improvement as well as the accountability that is lacking across leading organisations (Elshanti, 2017). The leading performers have been looking for coaching, recognition,mentoring and commitments that are linked with employees based on their proper actions are carried appropriately.

Conclusion
It can be concluded that the transformational leader helps in managing the organisational culture. It has been analysed that the organisation culture aids the employees to increase their productivity in better ways. It has been emphasised that proper management activities can be carried. It has been observed that transformational leaders help in taking a proper decision that aids in managing the entire system in better ways. The management system helps in identifying the necessities that eventually focuses on managing the system.

References
Arif, S. and Akram, A., 2018. Transformational leadership and organizational performance: the mediating role of organizational innovation. SEISENSE Journal of Management, 1(3), pp.59-75.

Dappa, K., Bhatti, F. and Aljarah, A., 2019. A study on the effect of transformational leadership on job satisfaction: The role of gender, perceived organizational politics and perceived organizational commitment. Management Science Letters, 9(6), pp.823-834.

Elshanti, M., 2017. Transformational leadership style and organizational learning: The mediate effect of organizational culture. International Business and Management, 15(2), pp.1-14.

Jiang, W., Zhao, X. and Ni, J., 2017. The impact of transformational leadership on employee sustainable performance: The mediating role of organizational citizenship behaviour. Sustainability, 9(9), p.1567.

Lee, K. and Cho, W., 2018. The relationship between transformational leadership of immediate superiors, organizational culture, and affective commitment in fitness club employees. Sport Mont, 16(1), pp.15-19.

Li, H., Sajjad, N., Wang, Q., Muhammad Ali, A., Khaqan, Z. and Amina, S., 2019. Influence of transformational leadership on employees’ innovative work behaviour in sustainable organizations: Test of mediation and moderation processes. Sustainability, 11(6), p.1594.

Meki?, E., Hadžiahmetovi?, N. and Budur, T., 2020. Effectiveness of transformational leadership among different cultures. International Journal of Social Sciences & Educational Studies, 7(3), p.119.

Sun, R. and Henderson, A.C., 2017. Transformational leadership and organizational processes: Influencing public performance. Public Administration Review, 77(4), pp.554-565.