Mentoring in practice proposal

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Меntоring in Рrасtiсе 5

Меntоring in Рrасtiсе

Project Proposal

Assessing the impact of peer mentoring in individual and organizational performance and development

Project Rationale

Peer or group mentoring is one of the methods of helping employees cope with the wrong environment and their individual lives being integrated by small as well as large organizations (E´tienne & Mathieu 2015). However, much studies and focus has concentrated on mentoring programs that are based on a mentee-mentor relationship thus disregarding the group or peer mentoring programs (Harkness 2010). Therefore, many have questioned the applicability and outcomes of peer mentoring program for both individual and organization level (Parsloe & Leedham 2009). The main goal of the project will be to assess the impact of peer mentoring on the individual employees and the entire organization.

In conducting this research, the results will be instrumental in helping organizations understand the benefits of starting peer mentoring in their organizations. One of the hypothetical outcomes of the project is that peer mentoring program plays a critical role in advancing not only individual but also organizational development and performance. At a personal level, the project will be helpful in convincing my future employer on the needs to put efforts on peer mentoring for mutual benefits.

Project Outline

The project will take the flowing format

Problem statement

This section discusses the problem of not having peer-mentoring programs in the organization.

Project scope

This section will highlight the extent to which the project will cover. In other words, project scope is the area that the research will cover as well as the areas that can be affected by the results of the findings.

Objectives of the project

This section outlines the purpose in which the project intends to achieve. Notably, the main aim or goal of the project is to assess the impact of the peer-mentoring program on an individual and organization level. However, objectives are mini-goals that will assist in achieving the main goal. For example, one of the objectives could be identifying the relationship between the mentoring and individual performance, among others.

Project Research Questions

Research question section provides questions that the project will be expected to answer at the end.

Literature Review

Literature review section provides theoretical materials on the topic (Pull 2012). The objective of the literature review is to highlight the gap or gaps, which the previous research works, have created. Therefore, this section helps to emphasize the need to fill the gap, which the project intends to. This section also discusses a theory or theories that are applicable for the project.


This section describes the methods that will be used in the collection of data pertinent in answering the research questions and their analysis method.

Analysis, Findings, and discussion

This section is meant to review the information collected, present the findings and discuss them

Conclusion and recommendations

As the name suggests, this section will entail interpreting the results and making the conclusion based on the research question and objectives as well as offering recommendations.

Application of Theory

This project intends to use attachment theory in the show its applicability in peer mentoring programs (Fabardo 2007). Attachment theory provides ways in which people can be closer to each other and help them in solving social problems. Mentoring programs require the close connection between parties, which is pivotal in creating healthy relationships during and after the mentoring program.


E´tienne S. & Mathieu C. (2015). Developing Attitudes toward an Entrepreneurial Career

Through Mentoring the Mediating Role of Entrepreneurial Self-Efficacy. Journal of
Career Development 2015, Vol. 42(4) 325-338

Fabardo, D. (2007). Attachment Theory Explained . Charleston, SC, Arcadia Pub.

Harkness, K. (2010). ‘Coaching for women transitioning out of the military’. Prescott Collegein

Humanities: Life Coaching. UMI: ProQuest LLC.

Parsloe, E., & Leedham, M. (2009). Coaching and mentoring practical conversations to improve

learning. London, Kogan Page.

Pull, U. (2012). Writing projects. Hoboken, N.J., John Wiley & Sons.

Joyce E. A. Russell and Danielle M. Adam (1997). The Changing Nature of Mentoring in Organizations: An Introduction to the Special Issue on Mentoring in Organizations s Department of Management, the University of Tennessee: Journal of Vocational Behavior 51, 1–14 (1997)