Question

Which of the following is not true of mentoring programs based on the discussion and evidence presented in this chapter?

a) Both naturally occurring and formally structured mentoring experiences can be beneficial to newer employees.
b) Mentoring relationships often transition and "end" when goals are met, the mentee has gained skills and experience, and he or she is ready to establish a new relationship with his or her mentor as an equal colleague.
c) The advantage of mentoring as an approach to staff development is that there is a standard definition of the concept that is widely accepted and utilized.
d) Orchestrated mentoring relationships are often less intense and often last for a shorter period of time than naturally occurring mentoring relationships.

Answer 1

The not true statement regarding mentoring programs is that there is a standard definition of mentoring that is widely accepted and used. Mentoring is valuable for career development, but definitions and implementations can vary. The benefits include increased job satisfaction, performance, and career advancement for both mentors and mentees.

Step-by-step explanation:

The statement that is not true of mentoring programs based on the discussion and evidence presented is that c) The advantage of mentoring as an approach to staff development is that there is a standard definition of the concept that is widely accepted and utilized. Although mentoring is a popular tool for professional development, there isn't a universally accepted standard definition of mentoring. The nature of these programs can vary significantly from one organization to another.

Both naturally occurring and formally structured mentoring experiences can be beneficial to newer employees. Formal programs generally pair a newcomer with a more experienced mentor, whereas natural mentoring occurs as a result of spontaneous relationships.

Mentoring relationships often transition and "end" as the protégé's goals are met and they gain skills and experience. It can lead to a relationship where the former mentor and mentee operate as equals, contributing positively to the organization's culture.

Orchestrated mentoring relationships are sometimes less intense and may last for shorter durations than natural mentoring relationships, which can form strong bonds over a longer period.