The purpose of this study is to develop a generic model for an effective mentorship programme. The definitions of mentors, mentorship and the management of diversity are presented and discussed in the literature. Also discussed are the reasons for implementing a mentorship program in the organization and the advantages and disadvantages of such a program. This is followed by the presentation of the different paradigms of diversity. In addition the relationship between mentorship and the effective management of diversity is discussed. The quantitative as well as the qualitative research methods were followed. A questionnaire, which represents the stages/ aspects of a preliminary mentorship model was created. The content of the preliminary mentorship model (questionnaire items) was created by utilising elements within the literature as well as inputs received from specialists in this field. Lawshe's (1975) method was used to identify which elements in the questionnaire (prelimanary model) were suitable for the final generic model. Eighteen specialists evaluated each of these items (stages/aspects of the mentorship program) and the content validity was determined for each item. These items within the given content validity ration were used as guidelines for the final generic mentorship model. These guidelines, identified for the mentorship model, can be categorised in six categories. Communication, Mentorship Relationship, Personal- and Professional Development, Organisation Participation, Characteristics of a mentor and General. / Thesis (MCom (Human Resources Management))--University of Pretoria, 2004. / Human Resource Management / unrestricted

The general purpose of this study was to determine the impact that the match of mentor and mentee had on the success of the mentoring relationship. The leadership style of the mentor and the reporting style of the mentee were determined and effectiveness of the match was determined. This was done in order to determine the impact of the match between mentor and mantee on the quality of the mentoring relationship. The study was conducted within a local government milieu with a sample of 34 mentors and 40 mentees, thus a total of 40 mentoring pairs. These participants were all part of a formal mentorship programme within the organisation. The findings indicated that when leadership and reporting styles of mentoring pairs are complementary it will not have a significant effect on the success of the mentoring relationship. It furthermore suggests that careful consideration should be given in selecting participants before initiating mentorship programmes. / Industrial and Organisational Psychology / M.A. (Industrial Psychology)

The general purpose of this study was to determine the impact that the match of mentor and mentee had on the success of the mentoring relationship. The leadership style of the mentor and the reporting style of the mentee were determined and effectiveness of the match was determined. This was done in order to determine the impact of the match between mentor and mantee on the quality of the mentoring relationship. The study was conducted within a local government milieu with a sample of 34 mentors and 40 mentees, thus a total of 40 mentoring pairs. These participants were all part of a formal mentorship programme within the organisation. The findings indicated that when leadership and reporting styles of mentoring pairs are complementary it will not have a significant effect on the success of the mentoring relationship. It furthermore suggests that careful consideration should be given in selecting participants before initiating mentorship programmes. / Industrial and Organisational Psychology / M.A. (Industrial Psychology)