The literature is convincing that the revolving door presently occurring in schools as new teachers prematurely leave the profession is difficult not only on children and families, but also school staff and school-wide improvement efforts. However, there is also adequate literature that supports new teacher induction coupled with a qualified mentor as a means for reducing new teacher attrition. While mentoring has been found to be an effective approach for retaining new teachers in the profession, there has been little attention on the supports needed to implement and sustain such programs. The primary purpose of this study is to identify those components of infrastructure necessary to support the implementation and sustainability of a developmental mentoring program. Using literature from the areas of Improving Workplace Conditions and Educational Systemic Change along with Project CREATE and the national standards for mentoring programs a model for infrastructure is proposed. These components along with implications for including or deleting infrastructure from program design are considered. The outcomes from this study will be useful for those in the midst of creating and improving district level mentoring programs. The findings offer the potential to identify the root causes of instability reducing the possibility of program ineffectiveness in planning, implementing, sustaining and improving developmental mentoring programs.

Studies have shown that U.S. juvenile recidivism rates range from 50% to 80%, and many risk factors have been associated with adolescent delinquency and recidivism. The purpose of this cross-sectional correlational study was to evaluate the Future Generation mentoring program's effectiveness by examining the relationships between race and gender (independent variables) and youth progress (dependent variable). The Future Generation mentoring program is a pseudonym for the actual program to help protect confidentiality and anonymity of the organization. Juvenile progress was measured by how well a youth met their goals. Youth progress was classified as successful, progressing, or unsuccessful in relation to a juvenile's status. Juveniles who were successful either completed the program or completed at least 75% of their program goals. Juveniles who were progressing made progress towards their goals, but did not complete at least 75% of their goals. Juveniles who received an unsuccessful status did not show adequate progress, those youth did not uphold their responsibility to stay out of trouble. The theoretical framework was rational choice theory. Secondary data were collected from a sample of 49 juveniles enrolled in the Future Generation program. Results of chi-square analyses showed that race was significantly associated with youth progress in the Future Generation mentoring program. No significant association was found between gender and youth progress. Findings may be used to strengthen adolescent deterrence programs and educate stakeholders regarding trends in juvenile delinquency and recidivism rates.

Sweden is known to be one of the world’s most equal countries. Nevertheless, out  of  Sweden’s 262 listed companies, only seven  of  them  has  a  female  president, which  is  equal  to  3,4  percent. To  counteract  these  numbers  there  are  several  possibilities.  One  arrangement  that  is  highly  controversial     is  affirmative  actions.  But  there  are  other  options,  for  instance  more  and  more female  networks  are  starting  to  rise  and  many  of  them  also  offers  a  mentoring  program  where  the  mentee  gets  the  opportunity  to  learn  from  someone  with  more  experience. The  purpose  of  this  study  is  to  examine  what  difference  the  female  network  Q80,  with  focus  on  its  mentoring  program,  is  doing  for  the  mentee.  As  an  underlying  purpose  the  study  is  also  examining  what  visions  and  attitudes  the  management  and  the  mentors  is  communicating  within  Q80.  The  focus  is  mainly  on  the  visions  of  Q80,  menas  mentors  and  business  exceeding mentorship.  A  survey  has  been  carried  out  among  mentees  from  three  different  seats of mentoring  programs  where  they  have  answered  19  different  questions  regarding  their  time  as  a  mentee.  Furthermore  interviews  have  taken  place  with the management  of Q80  and  two  mentors.  The  results  are  analyzed  based  on  theories  about  gender,  women  in   management,  leadership,  mentoring  program  and  organizational structure.  The  result  shows  that  Q80i  as  a  source  of  inspiration  and  a  support  for  the  category  of  "career  women"  with  its  core  mission  to  strengthen  the  participation of  individuals  on  a  personal  level  more than  to  work  to  even  out  the  gap  in  the  Swedish  labor market.  In  terms  of  what  the  mentee  get  out  of  the  participation  in  the  Q80's  net  working  and  mentoring  program, the  biggest  difference  has  been  shown  to  be  personal  development.

This paper describes the process of planning change in a London comprehensive school in order to raise the level of achievement of a group of African-Caribbean boys in February 1997. It looks at the level of awareness of staff and management of the need for change and their attitudes to the introduction of a mentoring program for Black boys. Firstly, I looked at how schools implement change with regards to matters not considered central to the curriculum. Secondly, I looked specifically at my current school and the priority it had given to the fact of Black boys underachievement and the changes that have evolved from this. This involved a review of literature relating to the role of the school, teachers, parents, Black boys and the teacher as researcher.

The theoretical outcomes of the mentoring program BBBS and subsequently also the solutions of the program 5 P in the Czech Republic are introduced in the theoretical part of the dissertation work. Furthermore the author summarizes the principles of the program and explains the management of the work with the volunteers. She also focuses on the relationship between a child and a volunteer, its typology and its development. The last but not the least the author addresses the evaluation method for BBBS/5 P which is called the Program Based Outcome Evaluation (POE). Furthermore the author fulfills the four selected goals in the research part of the work. The first goal is focused on the modification of the original evaluation method POE and its adaptation for the Czech socio-cultural circumstances. The second goal is the analyses of the current state of the realization of the program 5 P in the Czech Republic with the focus on the registration of the program as the social service. The third very important goal is to evaluate the general trends of the effectiveness of the program by the means of the statistical analysis of the results of the evaluation method POE. The last goal is the development of the new or the adaptation of the current specialized and methodological materials for 5 P.

Submitted by MARIA DA GLÓRIA DINIZ DE ALMEIDA null (gloria_uerj@yahoo.com.br) on 2017-10-23T01:55:37Z No. of bitstreams: 1 tese maria da gloria diniz de almeida_versao16out.pdf: 3918096 bytes, checksum: dcd3fd234a01a6a545e7ff7133d6abe8 (MD5) / Approved for entry into archive by Luiz Galeffi (luizgaleffi@gmail.com) on 2017-10-26T16:00:55Z (GMT) No. of bitstreams: 1 almeida_mgd_dr_guara.pdf: 3918096 bytes, checksum: dcd3fd234a01a6a545e7ff7133d6abe8 (MD5) / Made available in DSpace on 2017-10-26T16:00:55Z (GMT). No. of bitstreams: 1 almeida_mgd_dr_guara.pdf: 3918096 bytes, checksum: dcd3fd234a01a6a545e7ff7133d6abe8 (MD5) Previous issue date: 2017-08-18 / O objetivo desta tese é apresentar um programa de mentoria para o ensino de graduação em engenharia de produção em universidades públicas com estágios em indústrias no Brasil. O programa é baseado nos assuntos “mentoria” e “ensino de engenharia de produção". A abordagem metodológica utilizada foi qualitativa, de natureza aplicada, por meio de uma pesquisa-ação descritiva. No estudo desenvolvido propõe-se que mentoria e ensino de engenharia de produção podem relacionar-se para a criação de um programa voltado ao ensino. O nível de confiabilidade da pesquisa foi confirmado pelo teste do coeficiente α-Cronbach, enquanto o teste estatístico de comparação entre proporções ratificou a validade do programa sob o ponto de vista de mentores e mentoreados. Dentre os mentoreados, 85% confirmaram que o programa fez diferença para o ensino de engenharia de produção durante seu período de estágio, enquanto os mentores ratificaram que 98% dos mentoreados desenvolveram competências e habilidades da engenharia de produção. Dentre as limitações do programa, tem-se a falta de disponibilidade do mentor para treinamento formal. Assim, o programa contou com um procedimento detalhado do que deveria ser abordado em cada etapa. A contribuição do trabalho é seu pioneirismo na criação de um programa de mentoria para o ensino de engenharia de produção, aproximando universidade e indústria, durante o período de estágio dos alunos. / The goal of this thesis is to present a mentoring program for undergraduate teaching regarding Industrial Engineering in Brazilian public universities in industrial student training period. The proposed program is based on previous works available in specialized literature, regarding mentoring and industrial engineering teaching. The employed research methodology was of qualitative applied nature, through a researchaction approach. In order to test the coherence of the questionnaire respondents, which was applied to mentors and mentees in the theme of mentoring in the industrial sector, the α-Cronbach test was adopted. And aiming to validate the proposed program it was applied an statistical test of comparison between proportions. Among protégés, 85% confirmed that the project has made a difference in production engineering education during their trainee period, while mentors reinforced that 98% of mentees had their industrial engineering competencies and skills developed. Amid program limitations, we identified that there is a lack of mentor's availability for formal training, and to minimize this problem, the proposed program has a detailed procedure to facilitate its use. The main contribution of this thesis regards its pioneer aspect in creating a mentoring program for production engineering teaching, bringing universities closer to manufacturing businesses, during the student training period.

Although research has described mentoring programs to have positive effects with youth, there are few studies that describe how mentors build relationships with homeless youth. In this study, I sought to explore how mentors of a community-based organization, Starting Right Now, built relationships with homeless youth. Starting Right Now is a multi-faceted, community-based intervention developed in 2009 in Tampa, FL. They provide services to homeless adolescents who are no longer living in the custody of a parent or guardian. The program provides residential, educational, recreational, and professional development services, as well as mental and physical health care. Additionally each youth in the program receives a trained mentor. A qualitative approach allowed mentors to share what strategies they used to connect with their mentee and overcome challenges within the relationship. Five female adults were recruited from Starting Right Now to participate in individual semi-structured interviews. Results showed that for some mentor-mentee pairs, the relationship developed easily if they found similar commonalities (e.g. outgoing personalities). Further, mentors discussed the strategies and activities that created a closer relationship and how they overcame challenges with the relationship. Finally mentors discussed the advice they would give to someone else looking to mentor a homeless youth. Overall mentors in this study reported that commitment and patience are major components to being a successful mentor to a homeless youth.

HANZALOVÁ, L. The knowledge and skills that volunteers gain in the project Lata. Prague: Charles University, Faculty of Arts, 2017, 89 s. Diploma thesis. The diploma thesis with mentoring program called "Ve dvou se to lépe táhne" which is provided by the Prague non-profit organization Lata. The theoretical part describes the areas of volunteering, mentoring programs and key competencies of a man, so called "soft skills". The crucial part focuses on Lata, her mentoring program and the status of volunteers in the organization. The practical part of the thesis examines the influence of the volunteer program on the career of a volunteer. The data necessary for the research were collected through several techniques such as questionnaire survey, semi-structured interviews and data content analysis. Key reasearch information was obtained through the interviews which were subsequently evaluated by the method of anchored theory. In the final part of the research, the results were synthesized and research questions and thesis goals were answered. Keywords volunteer, volunteering, mentoring program, Lata, soft skills

University peer-mentoring programs have shown to increase the retention rates of students, including students with autism spectrum disorder (ASD), and improved satisfaction with the college experience. The perceived quality of a mentee-mentor relationship may predict satisfaction with a peer-mentoring program; therefore, teaching peer mentors to engage in behaviors that could contribute to a high-quality mentee-mentor relationship may be beneficial. The current study identified target outcomes, operationally defined target behaviors, and developed a computer-based instruction (CBI) training module. The CBI training module was divided into four submodules that incorporated teaching through examples and nonexamples and discrimination training. The efficacy of each CBI submodule was evaluated using a pretest/posttest design with two mentors in a university peer-mentoring program. Results suggested that the CBI training module produced an increase in the frequency of correct responses in seven out of eight submodule posttests across both participants. The CBI training program also produced an increase in the frequency of target behaviors emitted by both participants across all submodules. These findings suggest that this CBI training module can be used to teach peer-mentors the behaviors that may improve their relationship with their mentee.

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