Articles

Mentoring initiatives in management development and business transformation

Received: 15.05.2024 Published: 15.05.2024

EDN: KMXUMZ DOI: 10.22394/2070-8378-2024-26-3-49-54

Full text

Abstract

The article investigates strategic directions for using the potential of the mentoring institute in modern business management. In this context, the tasks of company management for employees are considered, as well as the tasks of organizational transformation and increasing the requirements for corporate culture. The application of I. Goffman’s theory of social action reveals the corresponding potential of mentoring in business management. Mentoring in business is based on a system of trusting relationships that creates a safe environment for communication while maintaining the necessary confidentiality about the company’s employees’ leadership and professional career tracks. The author stresses the value of coaching and mentoring to raise business management effectiveness in the current environment. Mentoring is widely known as a way of professional staff development, but it can also be seen as an important element of tacit knowledge transfer and organizational learning, with relatively low costs for companies. Mentoring programs contribute to the development of personal and organizational corporate communications and tend to expand beyond organizational boundaries. The article demonstrates how mentoring improves performance in a number of ways, including opening new avenues in markets and expanding the entrepreneurial ecosystem.

Keywords

How to cite

Для цитирования:

Большакова Ю.М. Программы наставничества в развитии менеджмента компаний и трансформации бизнеса // Государственная служба. 2024. Т. 26, № 3. С. 49–54. https://doi.org/10.22394/2070-8378-2024-26-3-49-54

For citation:

Bolshakova Y.M. Mentoring initiatives in management development and business transformation // Gosudarstvennaya Sluzhba. 2024. Vol. 26, no. 3. P. 49–54. https://doi.org/10.22394/2070-8378-2024-26-3-49-54

Share

How to Cite

Bolshakova Y.M. Mentoring initiatives in management development and business transformation // Gosudarstvennaya Sluzhba. 2024. Vol. 26, no. 3. P. 49–54. https://doi.org/10.22394/2070-8378-2024-26-3-49-54

Коды статьи

  • EDN KMXUMZ
  • Тип статьи (РИНЦ) Научная статья (Научная статья)

References

  1. Архипова Н.И. Исследования HR-бренда // Бренд-менеджмент в управлении персоналом: учебное пособие. М.: Российский государственный гуманитарный университет, 2020. С. 69-100. EDN: PTJJHG
  2. Мясоедов С.П., Борисова Л.Г. Кросс-культурный менеджмент: Учебник (Бакалавр и магистр. Академический курс) / 3-е изд. М.: Юрайт, 2019.
  3. Шубкина М.С., Архипова Н.И. Совершенствование системы мотивации и стимулирования персонала в организации // Юность науки: Сборник студенческих научных статей. М.: Российский государственный гуманитарный университет, 2019. С. 373- 379. EDN: TATKMN
  4. Allen T.D., Smith M.A., Mael F.A., Gavan O'Shea P., Eby L.T. Organization level mentoring and organizational performance within substance abuse centers. Journal of Management. 2009. No. 35. P. 1113-1128. In English
  5. Bickerich K., Michel A. Wenn's turbulent wird - Forschungsprojekt zu Coaching bei Veränderungen in Organisationen. Coaching Magazin. 2012. No. (3). P. 44-49.
  6. Blickle G., Boujataoui С. Mentoren, Laufbahn und Geschlecht: Eine Feldstudie mit Führungskräften aus dem Personalbereich. Zeitschrift für Arbeits- und Organisationspsychologie. 2005. No. 49. Р. 1-11.
  7. Blickle G., Witzki A.H., Schneider P.B. Self-initiated mentoring and career success: A predictive field study. Journal of Vocational Behavior. 2009. No. 74. P. 94-101. In English
  8. Bozionelos N., Bozionelos G., Polychroniou P., Kostopoulos K. Mentoring receipt and personality: Evidence for non-linear relationships. Journal of Business Research. 2014. No. 67. P. 171-181. In English
  9. Clutterbuck D. Diversity and the Mentoring Connection - Part One. Coach and Mentor. The Journal of the Oxford School of Coaching and Mentoring. 2006. No. 6. Р. 16-17. In English
  10. Covaleksi M.A., Dirsmith M.W, Heian J.B., Samuel S. The Calculated and the Avowed: Techniques of Discipline and Struggles over Identity in Big Six Public Accounting Firms. Administrative Sciences Quarterly. 1998. No. 43 (2). P. 293-328. In English
  11. Davidsson P., Honig B. The role of social and human capital among nascent entrepreneurs. Journal of Business Venturing. 2003. No. 18 (3). P. 301-331. In English
  12. Feeney M.K., Bozeman B. Mentoring and network ties. Human Relations. 2008. No. 61 (12). P. 1651-1676. In English
  13. Higgins M.C., Kram K.E. Reconceptualizing Mentoring at Work: A Developmental Network Perspective. Academy of Management Review. 2001. No. 26. P. 264-288. In English
  14. Höher, F. Übersicht über den aktuellen Forschungsstand zu Mentoring. In: Vernetztes Lernen im Mentoring. Springer VS, Wiesbaden. 2014. https://doi.org/10.1007/978-3-658-05150-1_2
  15. Organ D.W. Organizational citizenship behavior: It's construct cleanup time. Human Performance. 1997. No. 10. P. 85-97. In English
  16. Passmore J. Coaching & Mentoring: The role of experience and sector knowledge. International Journal of Evidence based Coaching and Mentoring. 2007.
  17. PROSCI. Best practices in change management. 2018 edition. PROSCI benchmarking report. 2018. P. 186. In English
  18. Stober D.R. Making it stick: Coaching as a tool for organizational change. Coaching: An International Journal of Theory, Research and Practice. 2008. No. 1 (1). Р. 71-80. In English
  19. Sue-Chan C., Latham G.P. The relative effectiveness of expert, peer and self-coaches. Applied Psychology. 2004. No. 53 (2). P. 260-278. In English

Most read articles by the same author(s)