Mentorship - Knowledge

616:, women may be the dominant gender in the workforce. Mentors from underrepresented groups can empower employees from similar groups to increase their confidence to accept higher-responsibility tasks and prepare for leadership roles. Developing employees from diverse groups can give the organization access to new ideas, problem-solving approaches, and perspectives. These relationships tend to lead to success within the organization and increased job satisfaction. Majority mentors are given the opportunity to learn about and empathize with the culture and experiences of the minority learning, but the mentoring relationship can be impeded if they are unwilling to adapt their cultural views. Members of the majority culture are perceived as more competent while members of the minority culture receive less credit for the same amount of work; therefore, a majority mentor, by virtue of their status, can assist a minority learner in receiving the recognition and job advancement they deserve. Minority mentors often feel pressure to work harder than other mentors to prove their worth within an organization. However, when paired with majority learners, their perceived worth automatically increases due solely to the majority status of their peers. Minority mentors tend to impart emotional benefits to their learners. In a 1958 study, Margaret Cussler showed that for each female executive she interviewed who did not own her own company, "something—or someone—gave her a push up the ladder while others halted on a lower rung." Cussler concluded that the relationship between the "sponsor and protégé" (the vocabulary of "mentorship" was not yet in common use) was the "magic formula" for success. By the late 1970s, numerous publications had established the centrality of mentorship to business success for everyone and particularly for women trying to enter the male-dominated business world. These publications noted the many benefits provided by mentorship, which included insider information, education, guidance, moral support, inspiration, sponsorship, protection, promotion, the ability to "bypass the hierarchy", the projection of the superior's "reflected power," access to otherwise invisible opportunities, and 874:

lives, or successes. Examples of these protective factors identified by Reis, Colbert and Hebert in their three-year study of economically disadvantaged and ethnically diverse students include "supportive adults, friendships with other achieving students, the opportunity to take honors and advanced classes, participation in multiple extracurricular activities both after school and during the summer, the development of a strong belief in the self, and ways to cope with the negative aspects of their school, urban and family environment." On the other hand, risk factors impede the student's ability to positively engage in their challenges and in many cases prevent these students from achieving at the same level as students who do not encounter the same situations, and can include family tragedy, having an older sibling who became involved in drugs and/or alcohol, family instability, personal pain and academic failure. "Just as risk factors and childhood stressors may co-occur within a particular population or within a particular developmental period, protective factors are also likely to occur together to some degree."

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positive, personal and harmonious interchanges between the student and a supportive figure can help develop adaptive qualities. Teachers who see students as talented and care about them as individuals by establishing a genuine relationship create their additional roles as a mentor and advocate—an extra familial support system that can serve as an additional protective factor. A supportive adult can help reduce the negative impact of certain events and risk factors while strengthening the positive factors that help them cope effectively. Some of the components that facilitate the development of resilience when combined with a strong adult-student relationship include afterschool programs, more challenging classes, peer support programs, summer programs, and gifted programs. By getting to know students better—especially their home life and individual circumstances—teachers and counselors can provide specific support to each student by looking beyond their disadvantaged backgrounds, recognizing their abilities, nurturing their strengths, and maintaining high expectations.

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coaching, clinical supervision, peer coaching and mentoring, formal literacy coaching, informal coaching, or a mixed model." "Other researchers have described categories of coaching such as data-oriented, student-oriented, managerial, and coaches who work with individual teachers or with groups of teachers". Ultimately, coaching roles are designed to increase teacher capacity and push teacher improvement through learning opportunities. Instructional coaching is embedded within a teacher's work; in other words, the coach works with the teacher throughout the school year and meets during the school day with the teacher regarding current lessons, planning, and the observations and data collected. Discussions between the instructional coach and teacher are built upon mutual respect and a trusting relationship through confidentiality. Overall, instructional coaching is meant to serve as professional development for the teacher.

865:. Resilience has been found to be a useful method when working with students from low socioeconomic backgrounds who often encounter crises or challenges and suffer specific traumas. Education, students' performance, and achievement in school are directly affected by these challenges, so certain negative psychological and environmental situations that students from lower socioeconomic backgrounds disproportionately encounter provide a framework for explaining the achievement gap. Resilience does not provide a solution to the struggles and trauma that these students experience, but instead focuses on giving them the tools to adapt to these situations and respond to them in ways that avoid negative outcomes and enables them to grow stronger and learn from the experience. 471: 442:

mentoring systems contain numerous structural and guidance elements, they usually allow the mentor and mentee to have an active role in choosing who they want to work with. Formal mentoring programs that simply assign mentors to mentees without allowing input from these individuals have not performed well. Even though a mentor and a mentee may seem perfectly matched "on paper", in practice, they may have different working or learning styles. As such, giving the mentor and the mentee the opportunity to help select who they want to work with is a widely used approach. For example, youth mentoring programs assign at-risk children or youth who lack role models and sponsors to mentors who act as role models and sponsors.

558: 596:: Setting up a career development mentoring program for employees enables an organization to help junior employees to learn the skills and behaviours from senior employees that the junior employees need to advance to higher-responsibility positions. This type of mentoring program can help to align organizational goals with employees' personal career goals of progressing within the organization. It gives employees the ability to advance professionally and learn more about their work. This collaboration also gives employees a feeling of engagement with the organization, which can lead to better retention rates and increased employee satisfaction. 42: 707: 312: 434: 997:

communication between the mentor and learner is done electronically, and the traditional model of face-to-face mentoring, blended mentoring has been found to increase student satisfaction (which is inherently tied to effectiveness) by combining online group mentoring sessions with individual, face-to-face meetings with a mentor. By incorporating IT with the traditional mentoring method, students can benefit from the technologies of e-mentoring while receiving direct and personal advice from the traditional method.

5916: 5560: 602:: The most talented employees in organizations tend to be difficult to retain as they usually seek greater challenges and responsibilities and are likely to leave for a different organization if they do not feel that they are being given the opportunity to develop. Creating a mentoring program for high-potential employees that gives them one-on-one guidance from senior leaders can help engage employees, give them the opportunity to develop, and increase the likelihood of staying in the organization. 896:, Elena Aguilar recommends that a coach "must have been an effective teacher for at least five years". Although skills that were effective in the classroom are required, the coach must also be confident in working with adults and bring strong listening, communication, and data analysis skills to the coaching position. Ultimately, an instructional coach is a former teacher who was successful in the classroom and is respected in the field, with the respect carrying over into this new position. 550: 127: 372: 953:

the principal and the instructional coach need to be aligned in their goals for the coaching. If they have different desired outcomes for teaching, then the teacher will receive mixed messages and be caught between improvement and a standstill. Aguilar suggests that coaches continually ask about the school's goals as well as action steps to bring into daily coaching to meet them.

92:, and the psychosocial support perceived by the recipient as relevant to work, career, or professional development; mentoring entails informal communication, usually face-to-face and during a sustained period of time, between a person who is perceived to have greater relevant knowledge, wisdom, or experience (the mentor) and a person who is perceived to have less (the protégé). 608:: One of the top ways to innovate is by bringing in new ideas from senior employees and leaders from underrepresented groups (e.g., women, ethnic minorities, etc.). In many Western countries, women and ethnic minorities are significantly underrepresented in executive positions and boards of directors. However, in some traditionally gender-segregated occupations, such as 808:

amount of administrative time required to manage the program. The quality of matches increases with self-match programs because mentorships tend to be more successful when the learner is involved in selecting their mentor. There are a variety of online mentoring technology programs available that can be used to facilitate this mentee-driven matching process.

329:: This is someone who is currently in the trade or profession the learner is entering. They know the trends, important changes, and new practices that newcomers should know to stay at the top of their careers. A mentor like this would be someone a learner can discuss ideas with and also provides the learner with the opportunity to 760:

experienced member; and the learner can network, integrate easier into the organization, and acquire experience and advice. Donnalyn Pompper and Jonathan Adams say that "joining a mentor's network and developing one's own is central to advancement", which likely explains why those mentored tend to do well in their organizations.

1020:. The review found strong evidence to suggest that business mentoring can have real benefits for entrepreneurs, but highlights some key factors that need to be considered when designing mentoring programmes, such as the need to balance formal and informal approaches and to appropriately match mentors and learners. 228:, which serves to identify and address the problems barring non-dominant groups from professional success. Mainstream business literature has adopted the terms and concepts and promoted them as pathways to success for all career climbers. These terms were not in the general American vocabulary until the mid-1990s. 980:

notion that the ideas in a subject, and the ways in which students and teachers work with the ideas, matter". A deep pedagogical knowledge and deep content specific knowledge are required for the teacher to have confidence in the coach and for the coach to be able to step in and assume the role of the teacher.

522:: Relationships that involve individuals in similar positions. One person may be more knowledgeable in a certain aspect or another, and they can help each other progress in their work. In most cases, peer relationships provide a lot of support, empathy, and advice because the situations are quite similar. 746:

has had an enterprise-wide formal mentoring initiative in place since 2011. The initiative encompasses nine formal mentoring programs, some enterprise-wide and some limited to specific business segments and functions. Goals vary by program, with some focused on employees facing specific challenges or

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strategies that are used to groom key employees, newly hired graduates, high-potential employees, and future leaders. Matching mentors and mentees is often done by a mentoring coordinator with the help of a computerized database registry, which usually suggests matches based on the type of experience

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Different techniques may be used by mentors according to the situation and the mindset of the mentee. The techniques used in modern organizations can be found in ancient education systems, from the Socratic technique of harvesting to the accompaniment used in the apprenticeship of itinerant cathedral

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is someone who teaches or gives help and advice to a less experienced and often younger person. In an organizational setting, a mentor influences the personal and professional growth of a mentee. Most traditional mentorships involve having senior employees mentor more junior employees, but mentors do

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Knight's belief of data usage is critical for teacher improvement during coaching sessions. He shares how giving opinions and telling a teacher how to improve stops the learning for the teacher; instead, it creates a barrier between the coach and teacher and makes the teacher expect to be instructed

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In addition to this, "the most effective professional development model is thought to involve follow-up activities, usually in the form of long-term support, coaching in teachers' classrooms, or ongoing interaction with colleagues". In most cases, instructional coaching can provide this support and

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These mentoring relationships promote career growth and benefit both the mentor and the learner: for example, the mentor can show leadership by teaching; the organization receives an employee that is shaped by the organization's culture and operation because they have been under the mentorship of an

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Mosaic mentoring is based on the concept that almost everyone can perform one or another function well for someone else — and also can learn along one of these lines from someone else. The model is seen as useful for people who are "non-traditional" in a traditional setting, such as non-white people

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guru, inspiration, master, "opener of doors", patron, role model, pioneer, "seminal source", "successful leader", and teacher. They described multiple mentoring practices which have since been given the name of "mosaic mentoring" to distinguish this kind of mentoring from the single mentor approach.

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There are formal mentoring programs that are values-oriented, while social mentoring and other types focus specifically on career development. Some mentorship programs provide both social and vocational support. In well-designed formal mentoring programs, there are program goals, schedules, training

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The Cup Framework is a form of learning about a mentor's and mentee's relationship. There are two factors to consider in relation to the mentee in this framework: content and context. The inputs that a mentee is absorbing are referred to as content. This is information about their profession, life,

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Learners are matched with mentors by a designated mentoring committee that usually consists of senior members of the training, learning and development group and/or the human resources departments The matching committee reviews the mentors' profiles and the coaching goals sought out by the learners

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New-hire mentoring programs are set up to help new employees adjust more quickly to the organization. In new-hire mentoring programs, newcomers to the organization (learners) are paired with more experienced people (mentors) in order to obtain information, good examples, and advice as they advance.

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According to the Business Dictionary, a mentor is a senior or more experienced person who is assigned to function as an advisor, counsellor, or guide to a junior or trainee. The mentor is responsible for offering help and feedback to the person under their supervision. A mentor's role, according to

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Aguilar states that there should also be support from administration around the instructional coaching to align the work of the coach and teacher with the school's mission or vision. Jim Knight focuses on the partnership with the principal being at the core of successful coaching and explains that

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Mentoring technology, typically based on computer software, can be used to facilitate matches allowing learners to search for and select a mentor based on their own development, coaching needs, and interests. This learner-driven methodology increases the speed of matches being made and reduces the

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Formal mentoring relationships are set up by an administrative unit or office in a company or organization, which solicits and recruits qualified individuals who are willing to mentor, provides training to the mentors, and helps to match the mentors with a person in need of mentoring. While formal

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Protective factors "modify or transform responses to adverse events so that avoid negative outcomes" and encourage the development of resilience. Their development enables students to apply them to challenges and engage in them positively that does not negatively affect their education, personal

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A study of 1,162 employees found that "satisfaction with a mentoring relationship had a stronger impact on attitudes than the presence of a mentor, whether the relationship was formal or informal, or the design of a formal mentoring program". Even when a mentoring relationship is established, the

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Formal mentoring programs offer employees the opportunity to participate in an organized mentoring program. Participants join as a mentor, learner, or both by completing a mentoring profile. Mentoring profiles are completed as written forms on paper or computer or filled out via an online form as

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Two of Schein's students, Davis and Garrison, studied successful leaders who differed in ethnicity and gender. Their research presented evidence for the roles of: cheerleader, coach, confidant, counsellor, developer of talent, "griot" (oral historian for the organization or profession), guardian,

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According to Nelson and Sassi, "knowledge of pedagogical process and content knowledge must be fused" in both understanding teaching and observing teaching. For example, an instructional coach working with a math teacher should know "current mathematics education reform efforts are built on the

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According to a three-year research study done by the Pennsylvania Institute for Instructional Coaching, there was an increase in student success when instructional coaching was used in the classroom. This could not be viewed as solely "instructional coaching" in isolation of other factors. The

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A coach's main responsibility is to change a teacher's practice and build their knowledge on "new instructional materials, programs, and initiatives". This professional development can come from discussion, model lessons, and instructional strategies. Teacher observations are one of the most

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Underachieving students who come from risk factor-filled environments often have little support, so the role of educators can be beneficial for students if it extends beyond the basic structures within the classroom. In these environments, students are often exposed to coercive interactions, so

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In the organizational setting, mentoring usually "requires unequal knowledge", but the process of mentorship can differ. Bullis describes the mentoring process in the form of phase models. Initially, the "mentee proves himself or herself worthy of the mentor's time and energy". Then cultivation

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The relationship and trust between the coach and coachee are a critical component of coaching. A coach that has specific content knowledge and respect in a teacher's field of teaching can help build trust. Another way to build this trust is through confidentiality. In addition to relationship

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survey of 1,250 top executives published in 1979 showed that most employees that had been mentored or sponsored and that those who received such assistance reported higher incomes, better education, quicker paths to achievement, and more job satisfaction than those who did not. The literature

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Coaches work one-on-one with teachers or in a small group setting with teachers to build student achievement in the classroom based on data collected and discussed by teachers or coaches. According to Melinda Mangin and KaiLonnie Dunsmore, instructional coaching models may include "cognitive

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Capability frameworks encourage managers to mentor staff. Although a manager can mentor their own staff, they are more likely to mentor staff in other parts of their organisation, staff in special programs (such as graduate and leadership programs), staff in other organisations or members of

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A meta-analysis of 112 individual research studies found mentoring has significant behavioral, attitudinal, health-related, relational, motivational, and career benefits. For a learner, these benefits depend on the different functions being performed by the mentor. Originally, the concept of

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Blended mentoring is the implementation of information technology (IT) into the traditional mentoring program, and is intended to give the opportunity to career counseling and development services to adopt mentoring in their standard practices. Compared to a strict form of e-mentoring where

820:, Mentors and learners are introduced to each other in short sessions, allowing each person to meet potential matches in a very short timeframe. Speed networking occurs as a one-time event in order for people "to meet potential mentors to see if there is a fit for a longer term engagement". 784:

interactions. These programs tend to be smaller than general mentoring programs and learners that meet a list of criteria can be selected to participate. Another method of high-potential mentoring is to place the employee in a series of jobs in disparate areas of an organization (e.g. human

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There are many kinds of mentoring relationships from school or community-based relationships to e-mentoring relationships. These mentoring relationships vary and can be influenced by the type of mentoring relationship. There are several models that have been used to describe and examine the

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The relationship between mentoring, commitment, and turnover was investigated in one study at Texas A&M University. "Mentoring may really contribute to better degrees of emotional and lasting commitment to an organisation," according to the study's findings. (Huffman and Payne, 2005).

357:: Technology has been rapidly improving and becoming more a part of day-to-day transactions within companies. A technology mentor can help with technical breakdowns, advise on systems that may work better than what the learner is currently using, and coach them in using new technology. 345:: Politics in organizations are constantly changing. It is important to be knowledgeable about the values, strategies, and products that are within the organisation, and when they change. An organization mentor can give clarity when needed, for example, on missions and strategies. 734:

Informal mentoring takes place in organizations that develop a culture of mentoring but do not have formal mentoring in place. These companies may provide some tools and resources and encourage managers to accept mentoring requests from more junior members of the organization.

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occurs which includes the actual "coaching...a strong interpersonal bond between mentor and mentee develops". Next, under the phase of separation, "the mentee experiences more autonomy". Ultimately, there is more equality in the relationship, termed by Bullis as Redefinition.

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Mentoring in education involves a relationship between two people where the mentor plays a supportive and advisory role for the student, the learner. This relationship promotes "the development and growth of the latter's skills and knowledge through the former's experience".

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As the focus of mentorship is to develop the whole person, the techniques used are broad and require wisdom to be appropriately used. A 1995 study of mentoring techniques most commonly used in business found that the five most commonly used techniques among mentors were:

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survey, all of these women reported being mentored. In subsequent decades, as mentoring became a widely valued phenomenon in the United States, women and minorities in particular continued to develop mentoring relationships consciously as they sought professional

528:: Short-term relationships in which a person mentors for a specific purpose. This could be a company bringing an expert in regarding social media, or internet safety. This expert can mentor employees to make them more knowledgeable about a specific topic or skill. 2369:

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540:: Participants from all levels of the organization propose and own a topic before meeting in groups to discuss the topic, which motivates them to grow and become more knowledgeable. Flash mentoring is ideal for situations like job shadowing and reverse mentoring. 118:. Since the 1970s it has spread in the United States mainly in training contexts, associated with important historical links to the movement advancing workplace equity for women and minorities and has been described as "an innovation in American management". 61:

this definition, is to use their experience to help a junior employee by supporting them in their work and career, providing comments on their work, and, most crucially, offering direction to mentees as they work through problems and circumstances at work.

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to allow coaches to evaluate their own thoughts, and ultimately use this ladder to help principals and teachers evaluate their own beliefs before jumping to assumptions. Approaches to teaching, classroom management, and content knowledge can change.

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The Cup Framework can be used to create an organisational culture that values and encourages employee growth, as well as allowing mentors to feel fulfilled in their roles without having to invest too much time and attention away from their own work.

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building, it is important to let the coachee feel comfortable talking to their coach about anything. Starting a coaching conversation about how a coachee is doing is also important to relationship building. Some famous mentors are Mr.bob weasly

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Instructional coaches are former teachers or principals that have shown effectiveness in their work of teaching or leading and go through additional training to learn more about the technical skills needed to be an effective coach. In her book

638:: While mentoring typically involves a more experienced, typically older employee or leader providing guidance to a younger employee, the opposite approach can also be used. With the rise of digital innovations, Internet applications, and 918:

coaching "model emphasizes the simultaneous use of four strategies: one-on-one teacher engagement; evidence-based literacy practices applied across the curriculum; data analytics; and reflection on practice". Teachers have shared that:

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that addresses the issues that cause students to underachieve in education while simultaneously preparing them to deal with difficult circumstances that can affect their lives in the future and alter their success is the fostering of

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advise mentors to look for "teachable moments" in order to "expand or realize the potentialities of the people in the organizations they lead" and underline that personal credibility is as essential to quality mentoring as skill.

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Head, F. A., Reiman, A. J., & Thies-Sprinthall, L. (1992). The reality of mentoring; Complexity in its process and function. In T.M. Bey & C. T. Holmes (Eds), Mentoring: Contemporary principles and issues. Reston, VA:

351:: This mentor can cut through unnecessary work, explain the "ins and outs" of projects and day-to-day tasks, and eliminate unnecessary things in the learner's workday. This mentor can help finish tasks quickly and efficiently. 649:: Employees must have a certain set of skills in order to accomplish the tasks at hand. Mentoring can teach employees to be organized. It can also give them access to an expert that can provide feedback and answer questions. 84:, a learner or, in the 2000s, a mentee. Mentoring is a process that always involves communication and is relationship-based, but its precise definition is elusive, with more than 50 definitions currently in use, such as: 675:, research in the 1970s led some women and African Americans to question whether the classic "white male" model was available or customary for people who are newcomers in traditionally white male organizations. In 1978 466:

situations where a more experienced individual meets a new employee and the two build a rapport. Apart from these types, mentoring takes a dyadic structure in science, technology, engineering, mathematics, and medicine

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Interaction with an expert may also be necessary to gain proficiency with cultural tools. Mentorship experience and relationship structure affect the "amount of psychosocial support, career guidance, role modeling and

578:, friendship, emotional support, encouragement) and career-related support (e.g. providing advice, discussing goals). An early quantitative approach found role modeling to be a distinct third factor. In mentoring for 843:

In many secondary and post-secondary schools, mentorship programs are offered to support students in program completion, confidence building, and transitioning to further education or the workforce. There are also

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2. Mentoring diminishes the negative association between unfavourable working circumstances and positive job outcomes, making the relationship stronger for those without a mentor than for those who have one.

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in the 2000s, new, younger employees may be more familiar with these technologies than senior employees in organizations. The younger generations can help the older generations expand and grow with current

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Barbuto Jr., J. E. (2005). Motivation and transactional, charismatic, and transformational leadership: a test of antecedents. Journal of Leadership and Organizational Studies, Volume 11, Number 4. 28.

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Mentorship is crucial to high-quality education because it promotes individual development and growth while also ensuring the "passing on" of skills and professional standards to the next generation.

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3. Mentoring has been found to be negatively connected with all three characteristics of burnout (emotional weariness, depersonalization, and decreased personal accomplishment) employee outcomes.

240:(EMCC) is the leading global body in terms of creating and maintaining a range of industry-standard frameworks, rules and processes for mentorship and related supervision and coaching fields. 2559:

Ragins; Rose, Belle; Cotton, John L.; Miller, Janice S. (2000). "Marginal mentoring: The effects of type of mentor, quality of relationship, and program design on work and career attitudes".

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part of an online mentoring system. Learners are matched with a mentor by a program administrator or a mentoring committee, or they may self-select a mentor depending on the program format.

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Hetty van Emmerik did a similar study that looked at the effects of mentorship in the context of difficult working situations. Several major findings were made as a result of this research:

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Bullis, C.; Bach, W. B. (1989). "Are mentor relationships helping organizations? An exploration of developing mentee-mentor-organizational identification using turning point analysis".

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powerful ways that coaches can put data for change in front of teachers. Coaches making observations and collecting data to debrief with teachers helps facilitate teacher improvement.

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resources, sales, operations management, etc.) for short periods of time, so they can learn in a hands-on, practical fashion, about the organization's structure, culture, and methods.

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In the United States, advocates for workplace equity in the second half of the twentieth century popularized the term "mentor" and the concept of career mentorship as part of a larger

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Mangin, Melinda M.; Dunsmore, KaiLonnie (2014-05-14). "How the Framing of Instructional Coaching as a Lever for Systemic or Individual Reform Influences the Enactment of Coaching".

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and other things that they constantly absorb, process, and comprehend during the day. The capacity of the mentee to understand and absorb information is referred to as context.

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Cox, M.D. (1997). Walking the tightrope: The role of mentoring in developing educators as professionals, in Mullen, C.A.. In M.D. Cox, C.K. Boettcher, & D.S. Adoue (Eds.),

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Beverly Kaye and Sharon Jordan-Evans claim that new employees who are paired with a mentor are twice as likely to remain in their job than those who do not receive mentorship.

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Allen, TD.; Eby, LT.; Lentz, E (2006). "Mentorship behaviors and mentorship quality associated with formal mentoring programs: closing the gap between research and practice".

2538: 323:: A new trend is for a learner to have multiple mentors. Having more than one mentor can expand the learner's knowledge, as different mentors may have different strengths. 2752: 3309: 1578: 690:

Mentoring covers a range of roles. Articulating these roles is useful not only for understanding what role an employee plays, but also for writing job applications.

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Corporate mentoring programs may be formal or informal and serve a variety of specific objectives, including the acclimation of new employees, skills development,

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Cheng, M. & Brown, R. (1992). A two-year evaluation of the peer support pilot project. Evaluation/Feasibility Report, Toronto Board of Education. ED 356 204.

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Form, Sven; Schlichting, Kerrin; Kaernbach, Christian (2017). "Mentoring functions: Interpersonal tensions are associated with mentees' creative achievement".

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Informal mentoring occurs without the use of structured recruitment, mentor training and matching services. It can develop naturally between partners, such as

1711: 2084: 1860: 1672: 339:: This is someone who does not only focus on the profession and can give insight into the industry as a whole, such as research, development, or key changes. 1983: 2692: 925:

Seventy-nine percent of teachers coached regularly said that their coach played a significant role in improving their classroom instruction and practice.

534:: This relationship involves a mentor with a higher position than the learner. The mentor can answer many questions and advise the best course of action. 627:

particularly emphasized the necessity of mentoring for businesswomen's success: although women comprised less than one percent of the executives in the

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Argente-Linares, Eva; Pérez-López, M. Carmen; Ordóñez-Solana, Celia (2016-10-19). "Practical Experience of Blended Mentoring in Higher Education".

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the mentor chooses to plunge the learner right into change to provoke a different way of thinking, a change in identity or a re-ordering of values.

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not necessarily have to be more senior than the people they mentor. What matters is that mentors have experience that others can learn from.

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Nora, Amaury; Crisp, Gloria (November 2007). "Mentoring Students: Conceptualizing and Validating the Multi-Dimensions of a Support System".

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Ragins, Belle Rose "Diversified Mentoring Relationships in Organizations" The Academy of Management Review, Vol. 22 (April 1997) 482-521

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Reis, Sally; Colbert, Robert; Hébert, Thomas (2004). "Understanding resilience in diverse, talented students in an urban high school".

2389: 683:(1978). He said that some of these roles require the teacher to be, for example, an "opener of doors, protector, sponsor and leader". 5445: 3090:

Hebert, Thomas P. (June 2002). "Educating Gifted Children From Low Socioeconomic Backgrounds: Creating Visions of a Hopeful Future".

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Mentoring direct reports may be considered a form of Transformational Leadership, specifically that of Individualized Consideration.

582:, a fourth function concerning knowledge transfer was additionally identified, which was also discovered in the context of mentoring 497:: The mentor assumes a parental role to create an open, supportive environment where the learner can learn and try things themselves. 1549: 6661: 5835: 5289: 4851: 3971: 3036:

Rutter, Michael (December 1985). "Resilience in the Face of Adversity: Protective Factors and Resistance to Psychiatric Disorder".

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Crutcher, Betty Neal "Mentoring Across Cultures" American Association of University Professors, Academe Vol. 93 No.4 (2007) 44-48

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Ensher, E.; Heun, C.; Blanchard, A. (2003). "Online mentoring and computer-mediated communication: New directions in research".

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Nelson, Barbara Scott; Sassi, Annette (2016-06-29). "Shifting Approaches to Supervision: The Case of Mathematics Supervision".

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Periyakoil, Vyjeyanthi S. (October 2007). "Declaration of Interdependence: The Need for Mosaic Mentoring in Palliative Care".

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and makes matches based on areas for development, mentor strengths, overall experience, skill set, location, and objectives.

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Benzies, Karen; Mychasiuk, Richelle (February 2009). "Fostering family resiliency: a review of the key protective factors".

1570: 922:

Ninety-one percent of teachers coached regularly stated that coaches helped them understand and use new teaching strategies.

5346: 4239: 3721: 1888: 1599: 2748: 5845: 5710: 5690: 3460: 2999: 1853:"Chapter 22. Youth Mentoring Programs | Section 1. Building Youth Mentoring Programs | Main Section | Community Tool Box" 1042: 772:

High-potential mentoring programs are used to groom up-and-coming employees deemed to have the potential to move up into

7236: 3206:

Promoting quality assurance in literacy instruction: The preparation, inquiries and practices of literacy professionals

698:

and women in a traditionally white male organization. The idea has been well received in medical education literature.

1316:

Bozeman, B.; Feeney, M. K. (October 2007). "Toward a useful theory of mentoring: A conceptual analysis and critique".

5800: 5680: 5622: 5583: 4758: 4546: 4514: 3334:

Ball, D. L. (1996). "Teacher Learning and the Mathematics Reforms: What We Think We Know and What We Need to Learn".

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Crisp, G.; Cruz, I. (2009). "Mentoring college students: A critical review of the literature between 1990 and 2007".

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1. Mentoring has been linked to improved job performance (i.e. intrinsic job satisfaction and career satisfaction).

397: 5922: 5901: 5825: 5568: 3495: 2217: 1695: 1629: 1216:

Fagenson-Eland, Ellen A.; Marks, Michelle A.; Amendola, Karen L. (1997). "Perceptions of mentoring relationships".

1852: 1656: 5932: 5810: 5578: 4658: 1243:

Dawson, Phillip (2014). "Beyond a Definition: Toward a Framework for Designing and Specifying Mentoring Models".

470: 1980: 1697:

Coaching and Mentoring in Health and Social Care: The Essentials of Practice for Professionals and Organisations

1013:

on the entrepreneur's business, whereas an apprentice learns a trade by working on the job with the "employer".

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sub-relationships that can emerge: for example, Cindy Buell describes how mentoring relationships can develop:

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or executive roles. The employee (learner) is paired with a senior-level leader (or leaders) for a series of

268:

the mentor gives initially unclear or unacceptable advice to the learner that has value in a given situation.

35: 589:

There are also many benefits for an employer to develop a mentorship program for new and current employees:

5750: 5705: 5520: 4693: 3749: 179: 2002:"Does mentoring matter? A multidisciplinary meta-analysis comparing mentored and non-mentored individuals" 679:

described multiple roles for successful mentors. He identified seven types of mentoring roles in his book

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books available at Bookshelf, National Center for Biotechnology Information, National Library of Medicine

983:

Knowledge that coaches need to be effective includes content and pedagogical knowledge. Aguilar uses the

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The Complete Guide to Mentoring: How to Design, Implement and Evaluate Effective Mentoring Programmes

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programs designed specifically to bring under-represented populations into science and engineering.

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Clinard, L. M.; Ariav, T. (1998). "What mentoring does for mentors: A cross-cultural perspective".

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Pompper, D.; Adams, J. (2006). "Under the microscope: Gender and mentor-protege relationships".

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Beyond the myths and the magic of mentoring: How to facilitate an effective mentoring program.

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in corporate politics. The literature also showed the value of these benefits: for example, a

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A 2012 literature review by EPS-PEAKS investigated business mentoring, mainly focused on the

503:: The mentor acts more as a peer "rather than being involved in a hierarchical relationship". 2100:"The Effects of Sex and Gender Role Orientation on Mentorship in Male-Dominated Occupations" 7246: 6543: 5896: 5855: 5765: 5695: 5685: 5394: 5170: 5123: 4943: 4938: 4713: 4708: 4683: 4623: 4467: 4404: 4274: 4189: 4027: 579: 571: 567: 1189: 1159: 8: 6799: 6697: 6167: 5299: 5294: 5232: 5180: 4898: 4866: 4856: 4738: 4728: 4264: 4259: 4080: 4060: 3981: 3901: 3879: 3859: 3707: 3575:

Breaking the circle of one: Redefining mentorship in the lives and writings of educators.

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the mentor participates in the learning process alongside the learner and supports them.

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that occurs in the mentoring relationships in which the protégés and mentors engaged".

3638:

Schlee, R. (2000). "Mentoring and the professional development of business students".

1830: 706: 7054: 7005: 6894: 6403: 6300: 6234: 6065: 5510: 5490: 5222: 5187: 5019: 4913: 4893: 4812: 4665: 4600: 4279: 4229: 4204: 4164: 4159: 4090: 3936: 3659: 3595: 3377: 3303:"Instructional Coaching and Student Outcomes: Findings from a Three Year Pilot Study" 3260: 3119: 3107: 3061: 3053: 3005: 2942: 2938: 2907: 2899: 2895: 2816: 2804: 2730: 2614: 2519: 2467: 2461: 2440: 2434: 2321: 2292: 2199: 2168: 2156: 2121: 2066: 2031: 1967: 1797: 1764: 1753: 1701: 1662: 1635: 1447: 1413: 1337: 1299: 446: 134: 3073: 2984: 1838: 1264: 1145: 389: 7100: 7089: 6978: 6758: 6722: 6712: 6456: 6383: 6347: 6319: 6272: 6150: 5480: 5269: 5237: 5197: 5192: 4989: 4979: 4797: 4628: 4585: 4558: 4553: 4412: 4379: 4369: 4219: 4147: 3951: 3889: 3869: 3854: 3647: 3562: 3538: 3426: 3412: 3404: 3365: 3248: 3099: 3045: 2972: 2934: 2891: 2882:

Walsh, Froma (March 2003). "Family Resilience: A Framework for Clinical Practice".

2796: 2722: 2673: 2646: 2511: 2191: 2148: 2111: 2058: 2021: 2013: 1955: 1826: 1325: 1287: 1252: 1225: 1082: 817: 710:

A NATO mentor trains two broadcasters on video editing and storytelling techniques.

217: 142: 101: 3221:"Coach" can mean many things: Five categories of literacy coaches in Reading First 2800: 1755:

Working Wisdom: Timeless Skills and Vanguard Strategies for Learning Organizations

936:

Their students were more engaged in the classroom and enthusiastic about learning.

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in an organizational context with functions that belong under two major factors:

301: 1959: 1882: 1607: 747:

career milestones and others enabling more open-ended learning and development.

742:

Fortune 500 companies are also implementing formal mentoring programs globally.

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the mentor assesses and defines the utility and value of the learner's skills.

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Alexandria, Virginia: Association for Supervision and Curriculum Development.

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Every Other Thursday: Stories and Strategies from Successful Women Scientists

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Carger, C.L. (1996). "The two Bills: Reflecting on the gift of mentorship".

3417: 2000:

Eby, Lillian; Allen, Tammy; Evans, Sarah; Ng, Thomas; DuBois, David (2008).

7135: 7069: 7018: 6968: 6958: 6853: 6674: 6646: 6623: 6578: 6423: 6398: 6365: 6327: 6254: 6187: 6134: 6098: 6080: 5646: 5614: 5535: 5515: 5495: 5485: 5460: 5214: 5049: 5029: 5014: 4984: 4974: 4753: 4608: 4590: 4526: 4504: 4462: 4452: 4354: 4344: 4316: 4047: 4037: 3864: 3804: 2911: 2734: 2523: 2325: 2116: 2099: 2035: 1486: 1379:"From Ancient Greece to the Corporate Workforce: the Meaning of Mentorship" 1229: 1010: 739:

actual relationship is more important than the presence of a relationship.

676: 639: 190: 3516:

Tapping the potential: Retaining and developing high-quality new teachers.

3065: 3049: 2515: 2417:"The Impact of Mentorship: Why Organizations Should Grow Their Own Talent" 1190:"The Impact of Mentorship: Why Organizations Should Grow Their Own Talent" 6953: 6889: 6835: 6707: 6669: 6641: 6618: 6563: 6485: 6172: 6108: 6060: 6035: 5148: 5071: 5039: 4499: 4447: 4065: 4022: 3997: 3966: 3961: 3916: 3841: 3831: 3816: 3769: 2340:"How Millennials in the Workplace Are Turning Peer Mentoring on Its Head" 52:

is the patronage, influence, guidance, or direction given by a mentor. A

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Odiorne, G. S. (1985). "Mentoring - An American Management Innovation".

509:: The mentor and learner predominantly have a professional relationship. 7145: 7094: 6794: 6776: 6479: 6451: 6393: 6388: 6308: 6249: 6211: 5358: 5165: 5078: 5056: 5024: 4923: 4908: 4888: 4653: 4618: 4580: 4494: 4457: 4394: 4389: 4384: 4349: 4306: 4269: 4194: 4032: 4012: 3931: 3799: 3794: 3764: 3730: 3492: 3481: 3285:

Instructional Coaching: A Partnership Approach to Improving Instruction

2572: 2195: 773: 583: 575: 491:: The mentor teaches the learner as if they were a clone of the mentor. 225: 221: 160: 7190: 6558: 6538: 3625:

Mentoring at work: Developmental relationships in organizational life.

2433:

Levinson, Daniel S.; Darrow, C. N; Klein, E. B.; Levinson, M. (1978).

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Journal of College Student Retention: Research, Theory & Practice

1946:

Buell, Cindy (January 2004). "Models of Mentoring in Communication".

1900: 609: 126: 2312:

Roche, Gerard R. (January–February 1979). "Much Ado about Mentors".

400:. Statements consisting only of original research should be removed. 286:

the mentor teaches the learner by demonstrating a skill or activity.

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The art of coaching: effective strategies for school transformation

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Apprenticeship in thinking: Cognitive development in social context

1052: 1047: 781: 553:

Mentor Neo Ntsoma (on the right) giving a workshop to young people.

300:

builders during the Middle Ages. Leadership authors Jim Kouzes and

175: 171: 88:

Mentoring is a process for the informal transmission of knowledge,

2749:"Speed-mentoring-procedures-on-site-event.doc | IA Institute" 7013: 6963: 6830: 6735: 6573: 6471: 6375: 6291: 6215: 6207: 6070: 5009: 4959: 4698: 4648: 4437: 4142: 3826: 2242: 1631:

Facilitating Reflective Learning Through Mentoring & Coaching

613: 186: 151: 114: 105: 1009:: a business mentor provides guidance to a business owner or an 7214: 6679: 6441: 6418: 5133: 4481: 4125: 3694: 3521:

Boreen, J., Johnson, M. K., Niday, D., & Potts, J. (2000).

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They made significant changes in their instructional practice.

929:

Teachers who were regularly coached one-on-one reported that:

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Career Dynamics: Matching Individual and Organizational Needs

1408:

Coaching and mentoring: practical methods to improve learning

681:

Career Dynamics: Matching individual and organizational needs

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Mentoring beginning teachers: guiding, reflecting, coaching.

2489:

Mentoring: in search of a typology (MIT Sloan Master Thesis)

2049:

Kram, Kathy E. (1983). "Phases of the Mentor Relationship".

944:

meet this definition of effective professional development.

6020: 5034: 4477: 2432: 1881:"Mentorship Structures: What Forms Does Mentorship Take?". 1215: 1017: 474:

A woman provides mentoring at the Youth For Change program.

166:

Historically significant systems of mentorship include the

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A better beginning: Supporting and mentoring new teachers.

3453:"10 Places to Find Mentors and Advisors for Entrepreneurs" 3300: 3218: 2609:. San Francisco: Berrett-Koehler Publishers, Inc. p. 2267: 2265: 2263: 30:"Mentor" and "Protégé" redirect here. For other uses, see 6595: 4017: 3219:

Deussen, T.; Coskie, T.; Robinson, L.; Autio, E. (2007).

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The person receiving mentorship may be referred to as a

2260: 1600:"Asian American and Pacific Islander Work Group Report" 1437: 1435: 1433: 1431: 1429: 1160:"Why Mentors Matter: A Summary of 30 Years of Research" 4704:

List of countries by rate of fatal workplace accidents

2587:"Cardinal Health INC Case Study - Technical Mentoring" 2558: 2243:"Setting Up a Career High Potential Mentoring Program" 1750: 868: 3301:

Medrich, E.A.; Fitzgerald, R.; Skomsvold, P. (2013).

7180: 3393:"Those who understand: Knowledge growth in teaching" 2998:

Shonkoff, Jack P.; Meisels, Samuel J. (2000-05-22).

2487:

Davis, Robert L. Jr.; Garrison, Patricia A. (1979).

1918:"4 Key Facets of Successful Mentoring Relationships" 1783: 1444:

Pull: Networking and Success since Benjamin Franklin

1426: 974: 3618:

Mentoring - The TAO of Giving and Receiving Wisdom,

2307: 2305: 2218:"Setting Up a Career Development Mentoring Program" 1816: 1311: 1309: 939:

Attendance increased dramatically in their classes.

2830:Gerber, Rod; Hays, Terrence; Minichiello, Victor. 2291: 2184:Psychology of Aesthetics, Creativity, and the Arts 1887:. National Academies Press (US). 30 October 2019. 1785: 1752: 1405: 333:with other individuals in the trade or profession. 3518:Washington, DC: Alliance for Excellent Education. 2962: 2829: 2789:Mentoring & Tutoring: Partnership in Learning 2283: 2083:: CS1 maint: DOI inactive as of September 2024 ( 1513:"Guru Disciple Tradition - The Spiritual Lineage" 1206:. New York: Oxford University Press. pp. 137–150. 454:(for both mentors and protégés), and evaluation. 7228: 3680:, exploring an innovative approach to mentoring. 3208:. Philadelphia: New Foundations. pp. 24–33. 2924: 2606:Love 'Em or Lose Em: Getting Good People to Stay 2602: 2302: 1306: 561:A US Air Force member providing youth mentoring. 2997: 2098:Scandura, Terri A.; Ragins, Belle Rose (1993). 1999: 1628:Brockbank, Anne; McGill, Ian (1 January 2006). 1627: 308:There are different types of mentors, such as: 6991: 3676:, by Dan Ward. A journal article published by 3582:Mentor: Guiding the journey of adult learners. 3238: 2632: 2630: 2382:"Mentoring & Talent Development Solutions" 2097: 5964: 5630: 3715: 2712: 2701:Matchmaker, Matchmaker Make Me a Mentor Match 2486: 1746: 1744: 1693: 1315: 1023: 445:In business, formal mentoring is one of many 5644: 3552: 2636: 2603:Kaye, Beverly; Jordan-Evans, Sharon (2005). 1884:The Science of Effective Mentorship in STEMM 1732: 1571:"Chapter 3 – The Guilds and Apprenticeships" 667:Contemporary research and practice in the US 96:Mentoring in Europe has existed as early as 3355: 2627: 1483:"William BlakeAge Teaching Youth c.1785-90" 1403: 6009: 5971: 5957: 5637: 5623: 3722: 3708: 3616:Huang, Chungliang and Jerry Lynch (1995), 3203: 2663: 1810: 1741: 877: 767: 5446:Comprehensive Employment and Training Act 3514:Alliance for Excellent Education. (2005) 3482:Literature Review on enterprise mentoring 3416: 2138: 2115: 2025: 1939: 1737:. San Francisco: Jossey Bass. p. 20. 1277: 956: 947: 416:Learn how and when to remove this message 208:lexicon that also includes terms such as 5290:Job losses caused by the Great Recession 3972:Simultaneous recruiting of new graduates 3001:Handbook of Early Childhood Intervention 1351:Team, History Disclosure (May 4, 2016). 965: 886: 705: 556: 548: 469: 432: 315:A senior editor mentors a junior editor. 310: 125: 40: 5471:Credentialism and educational inflation 3587: 3390: 3149: 2410: 2408: 2406: 2289: 1993: 1792:. San Francisco: Jossey Bass. pp. 1493:from the original on September 11, 2013 1466: 1446:. Cambridge: Harvard University Press. 238:European Mentoring and Coaching Council 182:, the discipleship system practiced by 141:The word was inspired by the character 14: 7229: 5342:List of countries by unemployment rate 3637: 3528: 3450: 3282: 3089: 3085: 3083: 3035: 2958: 2956: 2782: 2780: 2778: 2459: 1751:Aubrey, Bob & Cohen, Paul (1995). 1242: 803:Matching through self-match technology 788: 232:Professional bodies and qualifications 159:assumes his appearance to guide young 7043: 6512: 6511: 6008: 5952: 5618: 3703: 3555:European Journal of Teacher Education 3351: 3349: 3296: 3294: 3278: 3276: 3274: 3272: 3270: 3234: 3232: 3230: 3169: 3167: 3165: 3163: 3161: 3145: 3143: 3141: 3139: 3137: 3135: 3133: 3131: 3129: 2881: 2832:"Mentorship, a review of the concept" 2414: 2311: 1990:, Washington University in St. Louis. 1945: 1441: 1353:"Word "Mentor" Originates from Homer" 1187: 1000: 701: 457: 361: 45:An army trainer mentors new soldiers. 5978: 4240:Practice-based professional learning 3358:Educational Administration Quarterly 3333: 3241:Educational Administration Quarterly 2403: 2048: 1784:Posner, B. & Kouzes, J. (1993). 1654: 1350: 991: 750: 365: 4788:Workers' right to access the toilet 3315:from the original on March 15, 2017 3080: 2953: 2775: 2379: 2298:. New York: Harcourt, Brace and Co. 1714:from the original on 14 August 2021 1694:Foster-Turner, Julia (1 May 2005). 1675:from the original on 14 August 2021 1043:Big Brothers Big Sisters of America 1018:Middle-East and North Africa region 869:Protective factors and risk factors 566:mentoring functions developed from 428: 24: 3525:York, Maine: Stenhouse Publishers. 3508: 3346: 3291: 3267: 3227: 3173: 3158: 3126: 1385:from the original on June 20, 2019 1359:from the original on June 20, 2019 725: 25: 7258: 3684: 3176:"What is an Instructional Coach?" 3038:The British Journal of Psychiatry 2703:, Workforce Magazine, 16 May 2012 1404:Parsloe, E.; Wray, M. J. (2000). 975:Content and pedagogical knowledge 671:Partly in response to a study by 450:and qualifications being sought. 5915: 5914: 5902:Outline of organizational theory 5559: 5558: 4852:Corporate collapses and scandals 3611:Association of Teacher Educators 2939:10.1111/j.1365-2206.2008.00586.x 2896:10.1111/j.1545-5300.2003.00001.x 2854:"Think and Do The Extraordinary" 1735:Effective Teaching and Mentoring 1655:Owen, Hilarie (3 October 2011). 1542:"Being a First-Century Disciple" 1005:Business mentoring differs from 912: 370: 6488:(self styled captain, braggart) 3640:Journal of Management Education 3474: 3463:from the original on 2018-06-18 3444: 3433:from the original on 2020-02-16 3384: 3327: 3212: 3197: 3186:from the original on 2017-05-20 3029: 3018:from the original on 2021-08-14 2991: 2918: 2875: 2864:from the original on 2018-07-05 2846: 2823: 2766: 2755:from the original on 2013-05-15 2741: 2684: 2657: 2596: 2579: 2552: 2530: 2495: 2480: 2453: 2426: 2392:from the original on 2015-02-21 2373: 2361: 2350:from the original on 2019-01-24 2332: 2274: 2235: 2210: 2175: 2132: 2091: 2042: 1974: 1928:from the original on 2019-04-21 1910: 1891:from the original on 2021-08-14 1874: 1863:from the original on 2018-06-18 1845: 1777: 1726: 1687: 1648: 1621: 1592: 1581:from the original on 2018-06-18 1563: 1552:from the original on 2018-06-18 1534: 1523:from the original on 2018-06-18 1505: 1475: 1460: 1397: 1371: 1344: 1170:from the original on 2021-02-15 1127:from the original on 2020-11-12 831: 100:. The word's origin comes from 5352:Employment-to-population ratio 4724:Occupational health psychology 3729: 3678:Defense Acquisition University 3627:Glenview, IL: Scott, Foresman. 3004:. Cambridge University Press. 2927:Child & Family Social Work 2504:Journal of Palliative Medicine 2460:Schein, Edgar H. (June 1978). 2104:Journal of Vocational Behavior 2006:Journal of Vocational Behavior 1819:Journal of Vocational Behavior 1271: 1236: 1218:Journal of Vocational Behavior 1209: 1196: 1181: 1152: 1138: 1109: 513: 13: 1: 5440:Works Progress Administration 5332:Unemployment Convention, 1919 4744:Personal protective equipment 4297:Occupational Outlook Handbook 3666:Scherer, Marge (ed.). (1999) 3451:DeMers, Jayson (2016-03-17). 3154:. San Francisco: Jossey-Bass. 2801:10.1080/13611267.2016.1273449 2715:Journal of Applied Psychology 2561:Academy of Management Journal 2051:Academy of Management Journal 1831:10.1016/s0001-8791(03)00044-7 1575:technicaleducationmatters.org 1442:Laird, Pamela Walker (2006). 1103: 899: 851: 718:, and diversity enhancement. 243: 5521:Psychopathy in the workplace 4694:Human factors and ergonomics 3531:Peabody Journal of Education 2651:10.1016/j.pubrev.2006.05.019 2415:Shore, Ian Benjamin (2017). 1606:. 2008-12-21. Archived from 1318:Administration & Society 1280:Research in Higher Education 1188:Shore, Ian Benjamin (2007). 647:Knowledge transfer mentoring 7: 6992: 6859:Elderly martial arts master 6554:Hooker with a heart of gold 5506:Narcissism in the workplace 4719:Occupational exposure limit 3634:San Francisco: Jossey-Bass. 3584:San Francisco: Jossey-Bass. 1960:10.1080/0363452032000135779 1036: 687:professional associations. 544: 437:Some elements of mentoring. 396:the claims made and adding 163:in his time of difficulty. 133:'s "Age Teaching Youth", a 10: 7263: 7044: 5435:Civil Works Administration 5317:Technological unemployment 4793:Workplace health promotion 4250:Professional certification 3947:Personality–job fit theory 3652:10.1177/105256290002400304 3543:10.1207/s15327930pje7101_4 2727:10.1037/0021-9010.91.3.567 2439:. New York: Random House. 2290:Cussler, Margaret (1958). 1907:website (ncbi.nlb.nih.gov) 1117:"Definition of MENTORSHIP" 1024:Cup Framework of Mentoring 327:Profession or trade mentor 121: 29: 7237:Human resource management 7184: 7050: 7039: 7004: 6977: 6946: 6923: 6867: 6844: 6821: 6812: 6785: 6767: 6744: 6721: 6688: 6660: 6632: 6594: 6531: 6522: 6518: 6507: 6434: 6374: 6346: 6317: 6299: 6290: 6265: 6225: 6186: 6158: 6149: 6117: 6089: 6028: 6019: 6015: 6004: 5986: 5910: 5884: 5653: 5554: 5453: 5415:Guaranteed minimum income 5372: 5213: 5087: 5000:Organizational commitment 4952: 4844: 4811: 4674: 4599: 4476: 4403: 4337: 4124: 4046: 3990: 3840: 3737: 3594:. Yale University Press. 3409:10.3102/0013189x015002004 3370:10.1177/00131610021969100 3104:10.1207/s15327035ex1002_6 2977:10.1080/02783190509554299 2678:10.1080/01463378909385540 2018:10.1016/j.jvb.2007.04.005 1722:– via Google Books. 1683:– via Google Books. 1661:. Kogan Page Publishers. 1644:– via Google Books. 1634:. Kogan Page Publishers. 1292:10.1007/s11162-009-9130-2 478: 5892:History of organizations 5584:Aspects of organizations 5265:Involuntary unemployment 4826:Equal pay for equal work 4749:Repetitive strain injury 4255:Professional development 4245:Professional association 3927:Letter of recommendation 3567:10.1080/0261976980210109 3253:10.1177/0013161x14522814 1759:. Jossey Bass. pp. 1700:. Radcliffe Publishing. 1330:10.1177/0095399707304119 1257:10.3102/0013189X14528751 962:throughout the process. 824:Mentoring direct reports 600:High potential mentoring 36:Protégé (disambiguation) 5923:Aspects of corporations 5569:Aspects of corporations 5531:Slow movement (culture) 5410:Employer of last resort 5312:Structural unemployment 5250:Frictional unemployment 4689:Epilepsy and employment 4576:Performance-related pay 4510:National average salary 4428:996 working hour system 3588:Daniell, Ellen (2006). 3204:Bukowiecki, E. (2012). 3150:Aguilar, Elena (2013). 2666:Communication Quarterly 2639:Public Relations Review 2547:SmartBlog on Leadership 2436:Seasons of a Man's Life 2314:Harvard Business Review 2065:(inactive 2024-09-11). 1948:Communication Education 1469:Personnel Administrator 1121:www.merriam-webster.com 878:Counseling and guidance 768:High-potential programs 629:Harvard Business Review 623:Harvard Business Review 168:guru–disciple tradition 32:Mentor (disambiguation) 6586:Manic Pixie Dream Girl 6010:By ethics and morality 5933:Aspects of occupations 5579:Aspects of occupations 5385:Unemployment insurance 5337:Unemployment extension 5307:Reserve army of labour 5112:Constructive dismissal 4919:Sleeping while on duty 4884:Exploitation of labour 4766:Sick building syndrome 3942:Person–environment fit 3812:Independent contractor 3620:Harper, San Francisco. 3397:Educational Researcher 2836:Unicorn (Carlton, Vic) 2117:10.1006/jvbe.1993.1046 1245:Educational Researcher 1230:10.1006/jvbe.1997.1592 1146:"Definition of MENTOR" 957:Data-driven strategies 948:Administrative support 711: 562: 554: 475: 438: 316: 138: 94: 46: 7242:Alternative education 5938:Aspects of workplaces 5589:Aspects of workplaces 5327:Unemployment benefits 5322:Types of unemployment 5260:Graduate unemployment 5154:Letter of resignation 4783:Workers' compensation 4776:Occupational fatality 4285:Vocational university 3885:Employment counsellor 3580:Daloz, L. A. (1999). 3577:New York: Peter Lang. 3050:10.1192/bjp.147.6.598 2516:10.1089/jpm.2006.9911 1733:Daloz, L. A. (1990). 966:Relationship building 887:Instructional coaches 794:Matching by committee 709: 560: 552: 532:Supervisory mentoring 526:Situational mentoring 473: 436: 314: 129: 86: 44: 27:Guidance relationship 5897:Organization studies 5846:Retaliatory behavior 5691:Citizenship behavior 5395:Job creation program 5171:Mandatory retirement 5124:Employee offboarding 4944:Workplace incivility 4939:Workplace harassment 4714:Occupational disease 4709:Occupational burnout 4624:Disability insurance 4468:Workweek and weekend 4275:Vocational education 4190:Continuing education 4028:Permanent employment 3623:Kram, K. E. (1985). 3391:Shulman, L. (1986). 3336:The Phi Delta Kappan 1381:. February 4, 2014. 856:A specific focus of 572:psychosocial support 568:qualitative research 507:Apprenticeship model 137:image of mentorship. 6800:Princess and dragon 6698:Princesse lointaine 6198:(servants, clowns: 6168:Gentleman detective 5300:Recession-proof job 5295:Lists of recessions 5233:Economic depression 5181:Retirement planning 5062:Work–life interface 4899:Employee monitoring 4867:Corporate behaviour 4857:Accounting scandals 4739:Occupational stress 4729:Occupational injury 4265:Reflective practice 4260:Professional school 3982:Work-at-home scheme 3902:Induction programme 3880:Employment contract 3860:Business networking 3630:Murray, M. (1991). 3283:Knight, J. (2007). 3180:piic.pacoaching.org 2294:The Woman Executive 1093:Workplace mentoring 985:ladder of inference 894:The Art of Coaching 789:Matching approaches 606:Diversity mentoring 464:business networking 349:Work process mentor 343:Organization mentor 197:under the medieval 7085:Identity formation 6875:American mappillai 6787:Damsel in distress 6569:Magical girlfriend 6474:(wealthy old men, 5919:See also templates 5563:See also templates 5400:Job creation index 5364:Youth unemployment 5228:Discouraged worker 5117:Wrongful dismissal 5097:At-will employment 4970:Civil conscription 4934:Workplace bullying 4821:Affirmative action 4803:Workplace wellness 4734:Occupational noise 4375:Long service leave 4235:Overspecialization 4215:Induction training 4170:Career development 3498:2017-10-16 at the 3487:2021-08-14 at the 2695:2012-12-10 at the 2541:2012-05-12 at the 2466:. Addison-Wesley. 2196:10.1037/aca0000103 1986:2014-11-29 at the 1981:research.wustl.edu 1202:Rogoff, B (1990). 1098:Youth intervention 1073:New Teacher Center 1063:Maybach Foundation 1001:Business mentoring 716:employee retention 712: 702:Corporate programs 594:Career development 563: 555: 476: 458:Informal mentoring 439: 381:possibly contains 362:Types of mentoring 317: 139: 47: 7224: 7223: 7178: 7177: 7174: 7173: 7055:Adolescent clique 7035: 7034: 7031: 7030: 7027: 7026: 6808: 6807: 6544:Farmer's daughter 6513:By sex and gender 6503: 6502: 6499: 6498: 6495: 6494: 6286: 6285: 6145: 6144: 6066:Mythological king 5946: 5945: 5826:Perceived support 5612: 5611: 5511:Post-work society 5491:Kiss up kick down 5223:Barriers to entry 5188:Severance package 5020:Human trafficking 4914:Sexual harassment 4894:Employee handbook 4813:Equal opportunity 4676:Safety and health 4666:Take-home vehicle 4280:Vocational school 4230:Lifelong learning 4205:Further education 4165:Career counseling 4160:Career assessment 3937:Overqualification 3674:Project Blue Lynx 3480:Pompa, C. (2012) 2620:978-1-57675-327-9 2473:978-0-201-06834-4 2446:978-0-394-40694-7 1517:Yogic Way Of Life 1419:978-0-7494-3118-1 992:Blended mentoring 751:New-hire programs 636:Reverse mentoring 538:Mentoring circles 447:talent management 426: 425: 418: 383:original research 355:Technology mentor 16:(Redirected from 7254: 7182: 7181: 7101:Little green men 7090:Imaginary friend 7041: 7040: 6997: 6819: 6818: 6759:Mammy stereotype 6713:Yamato nadeshiko 6529: 6528: 6520: 6519: 6509: 6508: 6384:Bug-eyed monster 6348:Social Darwinist 6297: 6296: 6273:Good cop/bad cop 6156: 6155: 6026: 6025: 6017: 6016: 6006: 6005: 5980:Stock characters 5973: 5966: 5959: 5950: 5949: 5918: 5917: 5811:Network analysis 5801:Machiavellianism 5639: 5632: 5625: 5616: 5615: 5599:Critique of work 5594:Corporate titles 5562: 5561: 5481:Evil corporation 5347:Employment rates 5270:Jobless recovery 5238:Great Depression 5198:Golden parachute 5193:Golden handshake 4990:Job satisfaction 4980:Critique of work 4798:Workplace phobia 4629:Health insurance 4586:Wage compression 4554:Progressive wage 4413:35-hour workweek 4380:No call, no show 4370:Leave of absence 4220:Knowledge worker 4148:Master craftsman 3952:Personality hire 3890:Executive search 3870:Curriculum vitae 3855:Background check 3724: 3717: 3710: 3701: 3700: 3663: 3605: 3570: 3546: 3503: 3478: 3472: 3471: 3469: 3468: 3448: 3442: 3441: 3439: 3438: 3420: 3418:20.500.12209/225 3388: 3382: 3381: 3353: 3344: 3343: 3331: 3325: 3324: 3322: 3320: 3314: 3307: 3298: 3289: 3288: 3280: 3265: 3264: 3236: 3225: 3224: 3216: 3210: 3209: 3201: 3195: 3194: 3192: 3191: 3174:Dupree, Orlena. 3171: 3156: 3155: 3147: 3124: 3123: 3087: 3078: 3077: 3033: 3027: 3026: 3024: 3023: 2995: 2989: 2988: 2960: 2951: 2950: 2922: 2916: 2915: 2879: 2873: 2872: 2870: 2869: 2850: 2844: 2843: 2827: 2821: 2820: 2784: 2773: 2770: 2764: 2763: 2761: 2760: 2745: 2739: 2738: 2710: 2704: 2688: 2682: 2681: 2661: 2655: 2654: 2634: 2625: 2624: 2600: 2594: 2593: 2591: 2583: 2577: 2576: 2567:(6): 1177–1194. 2556: 2550: 2534: 2528: 2527: 2510:(5): 1048–1049. 2499: 2493: 2492: 2484: 2478: 2477: 2457: 2451: 2450: 2430: 2424: 2423: 2421: 2412: 2401: 2400: 2398: 2397: 2377: 2371: 2365: 2359: 2358: 2356: 2355: 2336: 2330: 2329: 2309: 2300: 2299: 2297: 2287: 2281: 2278: 2272: 2269: 2258: 2257: 2255: 2254: 2239: 2233: 2232: 2230: 2229: 2214: 2208: 2207: 2179: 2173: 2172: 2153:10.2190/cs.9.3.e 2136: 2130: 2129: 2119: 2095: 2089: 2088: 2082: 2074: 2046: 2040: 2039: 2029: 1997: 1991: 1978: 1972: 1971: 1943: 1937: 1936: 1934: 1933: 1914: 1908: 1899: 1897: 1896: 1878: 1872: 1871: 1869: 1868: 1849: 1843: 1842: 1814: 1808: 1807: 1791: 1781: 1775: 1774: 1763:, 44–47, 96–97. 1758: 1748: 1739: 1738: 1730: 1724: 1723: 1721: 1719: 1691: 1685: 1684: 1682: 1680: 1652: 1646: 1645: 1625: 1619: 1618: 1616: 1615: 1596: 1590: 1589: 1587: 1586: 1567: 1561: 1560: 1558: 1557: 1538: 1532: 1531: 1529: 1528: 1509: 1503: 1502: 1500: 1498: 1479: 1473: 1472: 1464: 1458: 1457: 1439: 1424: 1423: 1411: 1401: 1395: 1394: 1392: 1390: 1375: 1369: 1368: 1366: 1364: 1348: 1342: 1341: 1313: 1304: 1303: 1275: 1269: 1268: 1240: 1234: 1233: 1213: 1207: 1200: 1194: 1193: 1185: 1179: 1178: 1176: 1175: 1156: 1150: 1149: 1142: 1136: 1135: 1133: 1132: 1113: 1083:Speed networking 818:speed networking 812:Speed networking 501:Friendship model 429:Formal mentoring 421: 414: 410: 407: 401: 398:inline citations 374: 373: 366: 321:Multiple mentors 21: 7262: 7261: 7257: 7256: 7255: 7253: 7252: 7251: 7227: 7226: 7225: 7220: 7219: 7193: 7179: 7170: 7046: 7023: 7000: 6973: 6942: 6925:Prince Charming 6919: 6915:Superfluous man 6910:Nice Jewish boy 6863: 6840: 6804: 6781: 6763: 6746:Lady-in-waiting 6740: 6717: 6684: 6656: 6628: 6614:Fairy godmother 6590: 6514: 6491: 6430: 6370: 6342: 6313: 6282: 6261: 6240:Gentleman thief 6221: 6214: and 6182: 6141: 6113: 6085: 6011: 6000: 5982: 5977: 5947: 5942: 5928:Aspects of jobs 5906: 5880: 5649: 5643: 5613: 5608: 5604:Organized labor 5574:Aspects of jobs 5550: 5541:Toxic workplace 5476:Emotional labor 5449: 5373:Public programs 5368: 5285:Great Recession 5255:Full employment 5243:Long Depression 5209: 5107:Banishment room 5083: 5005:Refusal of work 4948: 4872:Corporate crime 4840: 4807: 4670: 4595: 4472: 4399: 4333: 4210:Graduate school 4120: 4042: 3986: 3977:Underemployment 3836: 3780:Self-employment 3755:Contingent work 3745:Academic tenure 3738:Classifications 3733: 3728: 3687: 3602: 3511: 3509:Further reading 3506: 3502:query response. 3500:Wayback Machine 3489:Wayback Machine 3479: 3475: 3466: 3464: 3449: 3445: 3436: 3434: 3389: 3385: 3354: 3347: 3332: 3328: 3318: 3316: 3312: 3305: 3299: 3292: 3287:. Corwin Press. 3281: 3268: 3237: 3228: 3217: 3213: 3202: 3198: 3189: 3187: 3172: 3159: 3148: 3127: 3088: 3081: 3034: 3030: 3021: 3019: 3012: 2996: 2992: 2961: 2954: 2923: 2919: 2880: 2876: 2867: 2865: 2852: 2851: 2847: 2828: 2824: 2785: 2776: 2771: 2767: 2758: 2756: 2747: 2746: 2742: 2711: 2707: 2697:Wayback Machine 2689: 2685: 2662: 2658: 2635: 2628: 2621: 2601: 2597: 2589: 2585: 2584: 2580: 2557: 2553: 2549:, 13 April 2012 2543:Wayback Machine 2535: 2531: 2500: 2496: 2485: 2481: 2474: 2458: 2454: 2447: 2431: 2427: 2419: 2413: 2404: 2395: 2393: 2378: 2374: 2366: 2362: 2353: 2351: 2338: 2337: 2333: 2310: 2303: 2288: 2284: 2279: 2275: 2270: 2261: 2252: 2250: 2241: 2240: 2236: 2227: 2225: 2216: 2215: 2211: 2180: 2176: 2137: 2133: 2096: 2092: 2076: 2075: 2047: 2043: 1998: 1994: 1988:Wayback Machine 1979: 1975: 1944: 1940: 1931: 1929: 1916: 1915: 1911: 1894: 1892: 1880: 1879: 1875: 1866: 1864: 1851: 1850: 1846: 1815: 1811: 1804: 1782: 1778: 1771: 1749: 1742: 1731: 1727: 1717: 1715: 1708: 1692: 1688: 1678: 1676: 1669: 1653: 1649: 1642: 1626: 1622: 1613: 1611: 1598: 1597: 1593: 1584: 1582: 1569: 1568: 1564: 1555: 1553: 1540: 1539: 1535: 1526: 1524: 1511: 1510: 1506: 1496: 1494: 1481: 1480: 1476: 1465: 1461: 1454: 1440: 1427: 1420: 1402: 1398: 1388: 1386: 1377: 1376: 1372: 1362: 1360: 1349: 1345: 1314: 1307: 1276: 1272: 1241: 1237: 1214: 1210: 1201: 1197: 1186: 1182: 1173: 1171: 1158: 1157: 1153: 1144: 1143: 1139: 1130: 1128: 1115: 1114: 1110: 1106: 1088:Youth mentoring 1039: 1026: 1003: 994: 977: 968: 959: 950: 915: 902: 889: 880: 871: 858:youth mentoring 854: 834: 791: 770: 753: 744:Cardinal Health 728: 726:Formal programs 704: 673:Daniel Levinson 669: 580:college success 547: 516: 495:Nurturing model 481: 460: 431: 422: 411: 405: 402: 387: 375: 371: 364: 337:Industry mentor 302:Barry Z. Posner 246: 234: 124: 39: 28: 23: 22: 15: 12: 11: 5: 7260: 7250: 7249: 7244: 7239: 7222: 7221: 7218: 7217: 7206: 7194: 7189: 7188: 7186: 7185:Classification 7176: 7175: 7172: 7171: 7169: 7168: 7163: 7158: 7153: 7151:Tragic mulatto 7148: 7143: 7138: 7133: 7128: 7126:Shoulder angel 7123: 7118: 7113: 7108: 7103: 7098: 7097:("The Lovers") 7092: 7087: 7082: 7077: 7072: 7067: 7062: 7057: 7051: 7048: 7047: 7037: 7036: 7033: 7032: 7029: 7028: 7025: 7024: 7022: 7021: 7016: 7010: 7008: 7002: 7001: 6999: 6998: 6989: 6983: 6981: 6975: 6974: 6972: 6971: 6966: 6961: 6956: 6950: 6948: 6944: 6943: 6941: 6940: 6935: 6929: 6927: 6921: 6920: 6918: 6917: 6912: 6907: 6902: 6897: 6892: 6887: 6882: 6877: 6871: 6869: 6865: 6864: 6862: 6861: 6856: 6850: 6848: 6842: 6841: 6839: 6838: 6833: 6827: 6825: 6816: 6810: 6809: 6806: 6805: 6803: 6802: 6797: 6791: 6789: 6783: 6782: 6780: 6779: 6773: 6771: 6765: 6764: 6762: 6761: 6756: 6750: 6748: 6742: 6741: 6739: 6738: 6733: 6727: 6725: 6719: 6718: 6716: 6715: 6710: 6705: 6703:Southern belle 6700: 6694: 6692: 6686: 6685: 6683: 6682: 6677: 6672: 6666: 6664: 6658: 6657: 6655: 6654: 6649: 6644: 6638: 6636: 6634:Hawksian woman 6630: 6629: 6627: 6626: 6621: 6616: 6611: 6606: 6600: 6598: 6592: 6591: 6589: 6588: 6583: 6582: 6581: 6576: 6566: 6561: 6556: 6551: 6549:Girl next door 6546: 6541: 6535: 6533: 6526: 6516: 6515: 6505: 6504: 6501: 6500: 6497: 6496: 6493: 6492: 6490: 6489: 6483: 6469: 6464: 6462:Masked villain 6459: 6454: 6449: 6444: 6438: 6436: 6432: 6431: 6429: 6428: 6427: 6426: 6416: 6411: 6406: 6401: 6396: 6391: 6386: 6380: 6378: 6372: 6371: 6369: 6368: 6363: 6358: 6352: 6350: 6344: 6343: 6341: 6340: 6335: 6330: 6324: 6322: 6315: 6314: 6312: 6311: 6305: 6303: 6294: 6288: 6287: 6284: 6283: 6281: 6280: 6275: 6269: 6267: 6263: 6262: 6260: 6259: 6258: 6257: 6252: 6242: 6237: 6231: 6229: 6223: 6222: 6220: 6219: 6192: 6190: 6184: 6183: 6181: 6180: 6175: 6170: 6164: 6162: 6153: 6147: 6146: 6143: 6142: 6140: 6139: 6138: 6137: 6127: 6121: 6119: 6115: 6114: 6112: 6111: 6106: 6101: 6095: 6093: 6087: 6086: 6084: 6083: 6078: 6073: 6068: 6063: 6058: 6053: 6048: 6043: 6038: 6032: 6030: 6023: 6013: 6012: 6002: 6001: 5999: 5998: 5993: 5987: 5984: 5983: 5976: 5975: 5968: 5961: 5953: 5944: 5943: 5941: 5940: 5935: 5930: 5925: 5920: 5911: 5908: 5907: 5905: 5904: 5899: 5894: 5888: 5886: 5882: 5881: 5879: 5878: 5873: 5868: 5863: 5858: 5853: 5848: 5843: 5838: 5833: 5828: 5823: 5818: 5813: 5808: 5803: 5798: 5793: 5788: 5783: 5778: 5776:Identification 5773: 5768: 5763: 5758: 5753: 5748: 5743: 5738: 5733: 5728: 5723: 5718: 5713: 5708: 5703: 5698: 5693: 5688: 5683: 5678: 5673: 5668: 5663: 5657: 5655: 5651: 5650: 5642: 5641: 5634: 5627: 5619: 5610: 5609: 5607: 5606: 5601: 5596: 5591: 5586: 5581: 5576: 5571: 5565: 5564: 5555: 5552: 5551: 5549: 5548: 5543: 5538: 5533: 5528: 5526:Sunday scaries 5523: 5518: 5513: 5508: 5503: 5498: 5493: 5488: 5483: 5478: 5473: 5468: 5463: 5457: 5455: 5451: 5450: 5443: 5442: 5437: 5432: 5427: 5422: 5417: 5412: 5407: 5402: 5397: 5392: 5387: 5382: 5376: 5374: 5370: 5369: 5367: 5366: 5361: 5356: 5355: 5354: 5349: 5339: 5334: 5329: 5324: 5319: 5314: 5309: 5304: 5303: 5302: 5297: 5292: 5287: 5277: 5275:Phillips curve 5272: 5267: 5262: 5257: 5252: 5247: 5246: 5245: 5240: 5230: 5225: 5219: 5217: 5211: 5210: 5208: 5207: 5202: 5201: 5200: 5195: 5185: 5184: 5183: 5178: 5176:Retirement age 5173: 5163: 5158: 5157: 5156: 5146: 5141: 5136: 5131: 5129:Exit interview 5126: 5121: 5120: 5119: 5114: 5109: 5099: 5093: 5091: 5085: 5084: 5082: 5081: 5076: 5075: 5074: 5069: 5059: 5054: 5053: 5052: 5047: 5042: 5037: 5032: 5027: 5022: 5017: 5007: 5002: 4997: 4992: 4987: 4982: 4977: 4972: 4967: 4962: 4956: 4954: 4950: 4949: 4947: 4946: 4941: 4936: 4931: 4926: 4921: 4916: 4911: 4906: 4901: 4896: 4891: 4886: 4881: 4879:Discrimination 4876: 4875: 4874: 4869: 4864: 4859: 4848: 4846: 4842: 4841: 4839: 4838: 4833: 4831:Gender pay gap 4828: 4823: 4817: 4815: 4809: 4808: 4806: 4805: 4800: 4795: 4790: 4785: 4780: 4779: 4778: 4768: 4763: 4762: 4761: 4751: 4746: 4741: 4736: 4731: 4726: 4721: 4716: 4711: 4706: 4701: 4696: 4691: 4686: 4680: 4678: 4672: 4671: 4669: 4668: 4663: 4662: 4661: 4651: 4646: 4644:Parental leave 4641: 4639:Marriage leave 4636: 4634:Life insurance 4631: 4626: 4621: 4616: 4611: 4605: 4603: 4597: 4596: 4594: 4593: 4588: 4583: 4578: 4573: 4568: 4563: 4562: 4561: 4551: 4550: 4549: 4544: 4539: 4534: 4524: 4523: 4522: 4517: 4507: 4502: 4497: 4492: 4490:Income bracket 4486: 4484: 4474: 4473: 4471: 4470: 4465: 4460: 4455: 4450: 4445: 4440: 4435: 4430: 4425: 4423:Eight-hour day 4420: 4415: 4409: 4407: 4401: 4400: 4398: 4397: 4392: 4387: 4382: 4377: 4372: 4367: 4362: 4357: 4352: 4347: 4341: 4339: 4335: 4334: 4332: 4331: 4326: 4321: 4320: 4319: 4314: 4304: 4299: 4294: 4289: 4288: 4287: 4282: 4277: 4272: 4267: 4262: 4257: 4252: 4247: 4242: 4237: 4232: 4227: 4222: 4217: 4212: 4207: 4202: 4197: 4192: 4182: 4180:Creative class 4177: 4172: 4167: 4162: 4157: 4152: 4151: 4150: 4140: 4138:Apprenticeship 4134: 4132: 4122: 4121: 4119: 4118: 4113: 4108: 4106:Scarlet-collar 4103: 4098: 4093: 4088: 4083: 4078: 4073: 4068: 4063: 4058: 4052: 4050: 4044: 4043: 4041: 4040: 4035: 4030: 4025: 4020: 4015: 4010: 4005: 4000: 3994: 3992: 3988: 3987: 3985: 3984: 3979: 3974: 3969: 3964: 3959: 3954: 3949: 3944: 3939: 3934: 3929: 3924: 3919: 3914: 3909: 3904: 3899: 3898: 3897: 3887: 3882: 3877: 3872: 3867: 3862: 3857: 3852: 3846: 3844: 3838: 3837: 3835: 3834: 3829: 3824: 3822:Temporary work 3819: 3814: 3809: 3808: 3807: 3802: 3797: 3790:Skilled worker 3787: 3782: 3777: 3772: 3767: 3762: 3757: 3752: 3747: 3741: 3739: 3735: 3734: 3727: 3726: 3719: 3712: 3704: 3698: 3697: 3686: 3685:External links 3683: 3682: 3681: 3671: 3664: 3646:(3): 322–337. 3635: 3628: 3621: 3614: 3606: 3600: 3585: 3578: 3571: 3550: 3547: 3526: 3519: 3510: 3507: 3505: 3504: 3473: 3443: 3383: 3364:(4): 553–584. 3345: 3326: 3290: 3266: 3247:(2): 179–213. 3226: 3211: 3196: 3157: 3125: 3098:(2): 127–138. 3092:Exceptionality 3079: 3044:(6): 598–611. 3028: 3010: 2990: 2971:(2): 110–120. 2952: 2933:(1): 103–114. 2917: 2884:Family Process 2874: 2845: 2822: 2795:(5): 399–414. 2774: 2765: 2740: 2721:(3): 567–578. 2705: 2683: 2672:(3): 199–213. 2656: 2645:(3): 309–315. 2626: 2619: 2595: 2578: 2551: 2529: 2494: 2479: 2472: 2452: 2445: 2425: 2402: 2372: 2360: 2331: 2301: 2282: 2273: 2259: 2234: 2209: 2190:(4): 440–450. 2174: 2147:(3): 337–356. 2131: 2110:(3): 251–265. 2090: 2063:10.5465/255910 2057:(4): 608–625. 2041: 2012:(2): 254–267. 1992: 1973: 1938: 1924:. 2017-08-11. 1909: 1873: 1844: 1825:(2): 264–288. 1809: 1802: 1776: 1769: 1740: 1725: 1706: 1686: 1667: 1647: 1640: 1620: 1591: 1562: 1533: 1519:. 2016-10-07. 1504: 1474: 1459: 1452: 1425: 1418: 1412:. Kogan Page. 1396: 1370: 1343: 1324:(6): 719–739. 1305: 1286:(6): 525–545. 1270: 1251:(3): 137–145. 1235: 1208: 1195: 1180: 1151: 1137: 1107: 1105: 1102: 1101: 1100: 1095: 1090: 1085: 1080: 1078:Peer mentoring 1075: 1070: 1065: 1060: 1058:Father complex 1055: 1050: 1045: 1038: 1035: 1025: 1022: 1007:apprenticeship 1002: 999: 993: 990: 976: 973: 967: 964: 958: 955: 949: 946: 941: 940: 937: 934: 927: 926: 923: 914: 911: 901: 898: 888: 885: 879: 876: 870: 867: 853: 850: 846:peer mentoring 833: 830: 826: 825: 814: 813: 805: 804: 796: 795: 790: 787: 769: 766: 752: 749: 727: 724: 703: 700: 668: 665: 651: 650: 644: 633: 603: 597: 546: 543: 542: 541: 535: 529: 523: 520:Peer mentoring 515: 512: 511: 510: 504: 498: 492: 480: 477: 459: 456: 430: 427: 424: 423: 378: 376: 369: 363: 360: 359: 358: 352: 346: 340: 334: 324: 297: 296: 287: 278: 269: 260: 245: 242: 233: 230: 214:bamboo ceiling 206:social capital 195:apprenticeship 123: 120: 90:social capital 26: 9: 6: 4: 3: 2: 7259: 7248: 7245: 7243: 7240: 7238: 7235: 7234: 7232: 7216: 7212: 7211: 7207: 7205: 7201: 7200: 7196: 7195: 7192: 7187: 7183: 7167: 7164: 7162: 7161:Village idiot 7159: 7157: 7154: 7152: 7149: 7147: 7144: 7142: 7139: 7137: 7134: 7132: 7129: 7127: 7124: 7122: 7119: 7117: 7114: 7112: 7109: 7107: 7106:Magical Negro 7104: 7102: 7099: 7096: 7093: 7091: 7088: 7086: 7083: 7081: 7078: 7076: 7073: 7071: 7068: 7066: 7063: 7061: 7058: 7056: 7053: 7052: 7049: 7042: 7038: 7020: 7017: 7015: 7012: 7011: 7009: 7007: 7003: 6996: 6995: 6990: 6988: 6985: 6984: 6982: 6980: 6976: 6970: 6967: 6965: 6962: 6960: 6957: 6955: 6952: 6951: 6949: 6945: 6939: 6938:Knight-errant 6936: 6934: 6931: 6930: 6928: 6926: 6922: 6916: 6913: 6911: 6908: 6906: 6903: 6901: 6900:Little Johnny 6898: 6896: 6893: 6891: 6888: 6886: 6885:Ivan the Fool 6883: 6881: 6878: 6876: 6873: 6872: 6870: 6866: 6860: 6857: 6855: 6852: 6851: 6849: 6847: 6846:Father figure 6843: 6837: 6834: 6832: 6829: 6828: 6826: 6824: 6820: 6817: 6815: 6811: 6801: 6798: 6796: 6793: 6792: 6790: 6788: 6784: 6778: 6775: 6774: 6772: 6770: 6766: 6760: 6757: 6755: 6752: 6751: 6749: 6747: 6743: 6737: 6734: 6732: 6729: 6728: 6726: 6724: 6720: 6714: 6711: 6709: 6706: 6704: 6701: 6699: 6696: 6695: 6693: 6691: 6687: 6681: 6678: 6676: 6673: 6671: 6668: 6667: 6665: 6663: 6662:Woman warrior 6659: 6653: 6650: 6648: 6645: 6643: 6640: 6639: 6637: 6635: 6631: 6625: 6622: 6620: 6617: 6615: 6612: 6610: 6607: 6605: 6602: 6601: 6599: 6597: 6593: 6587: 6584: 6580: 6577: 6575: 6572: 6571: 6570: 6567: 6565: 6562: 6560: 6557: 6555: 6552: 6550: 6547: 6545: 6542: 6540: 6537: 6536: 6534: 6532:Love interest 6530: 6527: 6525: 6521: 6517: 6510: 6506: 6487: 6484: 6481: 6477: 6473: 6470: 6468: 6465: 6463: 6460: 6458: 6455: 6453: 6450: 6448: 6445: 6443: 6440: 6439: 6437: 6433: 6425: 6422: 6421: 6420: 6417: 6415: 6412: 6410: 6409:Swamp monster 6407: 6405: 6402: 6400: 6397: 6395: 6392: 6390: 6387: 6385: 6382: 6381: 6379: 6377: 6373: 6367: 6364: 6362: 6361:Mad scientist 6359: 6357: 6354: 6353: 6351: 6349: 6345: 6339: 6336: 6334: 6331: 6329: 6326: 6325: 6323: 6321: 6316: 6310: 6307: 6306: 6304: 6302: 6298: 6295: 6293: 6289: 6279: 6276: 6274: 6271: 6270: 6268: 6264: 6256: 6253: 6251: 6248: 6247: 6246: 6243: 6241: 6238: 6236: 6233: 6232: 6230: 6228: 6224: 6217: 6213: 6209: 6205: 6201: 6197: 6194: 6193: 6191: 6189: 6185: 6179: 6176: 6174: 6171: 6169: 6166: 6165: 6163: 6161: 6160:Lovable rogue 6157: 6154: 6152: 6148: 6136: 6133: 6132: 6131: 6130:Super soldier 6128: 6126: 6123: 6122: 6120: 6116: 6110: 6107: 6105: 6102: 6100: 6097: 6096: 6094: 6092: 6088: 6082: 6079: 6077: 6074: 6072: 6069: 6067: 6064: 6062: 6059: 6057: 6056:Knight-errant 6054: 6052: 6049: 6047: 6044: 6042: 6041:Christ figure 6039: 6037: 6034: 6033: 6031: 6027: 6024: 6022: 6018: 6014: 6007: 6003: 5997: 5994: 5992: 5989: 5988: 5985: 5981: 5974: 5969: 5967: 5962: 5960: 5955: 5954: 5951: 5939: 5936: 5934: 5931: 5929: 5926: 5924: 5921: 5913: 5912: 5909: 5903: 5900: 5898: 5895: 5893: 5890: 5889: 5887: 5883: 5877: 5874: 5872: 5869: 5867: 5864: 5862: 5859: 5857: 5854: 5852: 5849: 5847: 5844: 5842: 5839: 5837: 5834: 5832: 5829: 5827: 5824: 5822: 5819: 5817: 5814: 5812: 5809: 5807: 5804: 5802: 5799: 5797: 5794: 5792: 5789: 5787: 5784: 5782: 5779: 5777: 5774: 5772: 5769: 5767: 5764: 5762: 5759: 5757: 5754: 5752: 5751:Effectiveness 5749: 5747: 5744: 5742: 5739: 5737: 5734: 5732: 5729: 5727: 5724: 5722: 5719: 5717: 5714: 5712: 5709: 5707: 5706:Communication 5704: 5702: 5699: 5697: 5694: 5692: 5689: 5687: 5684: 5682: 5679: 5677: 5674: 5672: 5669: 5667: 5664: 5662: 5659: 5658: 5656: 5652: 5648: 5647:organizations 5640: 5635: 5633: 5628: 5626: 5621: 5620: 5617: 5605: 5602: 5600: 5597: 5595: 5592: 5590: 5587: 5585: 5582: 5580: 5577: 5575: 5572: 5570: 5567: 5566: 5557: 5556: 5553: 5547: 5544: 5542: 5539: 5537: 5534: 5532: 5529: 5527: 5524: 5522: 5519: 5517: 5514: 5512: 5509: 5507: 5504: 5502: 5501:Make-work job 5499: 5497: 5494: 5492: 5489: 5487: 5484: 5482: 5479: 5477: 5474: 5472: 5469: 5467: 5464: 5462: 5459: 5458: 5456: 5452: 5448: 5447: 5441: 5438: 5436: 5433: 5431: 5428: 5426: 5423: 5421: 5420:Right to work 5418: 5416: 5413: 5411: 5408: 5406: 5405:Job guarantee 5403: 5401: 5398: 5396: 5393: 5391: 5390:Make-work job 5388: 5386: 5383: 5381: 5378: 5377: 5375: 5371: 5365: 5362: 5360: 5357: 5353: 5350: 5348: 5345: 5344: 5343: 5340: 5338: 5335: 5333: 5330: 5328: 5325: 5323: 5320: 5318: 5315: 5313: 5310: 5308: 5305: 5301: 5298: 5296: 5293: 5291: 5288: 5286: 5283: 5282: 5281: 5278: 5276: 5273: 5271: 5268: 5266: 5263: 5261: 5258: 5256: 5253: 5251: 5248: 5244: 5241: 5239: 5236: 5235: 5234: 5231: 5229: 5226: 5224: 5221: 5220: 5218: 5216: 5212: 5206: 5203: 5199: 5196: 5194: 5191: 5190: 5189: 5186: 5182: 5179: 5177: 5174: 5172: 5169: 5168: 5167: 5164: 5162: 5161:Restructuring 5159: 5155: 5152: 5151: 5150: 5147: 5145: 5142: 5140: 5139:Notice period 5137: 5135: 5132: 5130: 5127: 5125: 5122: 5118: 5115: 5113: 5110: 5108: 5105: 5104: 5103: 5100: 5098: 5095: 5094: 5092: 5090: 5086: 5080: 5077: 5073: 5070: 5068: 5065: 5064: 5063: 5060: 5058: 5055: 5051: 5048: 5046: 5045:Unfree labour 5043: 5041: 5038: 5036: 5033: 5031: 5028: 5026: 5023: 5021: 5018: 5016: 5015:Bonded labour 5013: 5012: 5011: 5008: 5006: 5003: 5001: 4998: 4996: 4993: 4991: 4988: 4986: 4983: 4981: 4978: 4976: 4973: 4971: 4968: 4966: 4963: 4961: 4958: 4957: 4955: 4951: 4945: 4942: 4940: 4937: 4935: 4932: 4930: 4929:Whistleblower 4927: 4925: 4922: 4920: 4917: 4915: 4912: 4910: 4907: 4905: 4902: 4900: 4897: 4895: 4892: 4890: 4887: 4885: 4882: 4880: 4877: 4873: 4870: 4868: 4865: 4863: 4862:Control fraud 4860: 4858: 4855: 4854: 4853: 4850: 4849: 4847: 4843: 4837: 4836:Glass ceiling 4834: 4832: 4829: 4827: 4824: 4822: 4819: 4818: 4816: 4814: 4810: 4804: 4801: 4799: 4796: 4794: 4791: 4789: 4786: 4784: 4781: 4777: 4774: 4773: 4772: 4771:Work accident 4769: 4767: 4764: 4760: 4759:United States 4757: 4756: 4755: 4752: 4750: 4747: 4745: 4742: 4740: 4737: 4735: 4732: 4730: 4727: 4725: 4722: 4720: 4717: 4715: 4712: 4710: 4707: 4705: 4702: 4700: 4697: 4695: 4692: 4690: 4687: 4685: 4682: 4681: 4679: 4677: 4673: 4667: 4664: 4660: 4659:United States 4657: 4656: 4655: 4652: 4650: 4647: 4645: 4642: 4640: 4637: 4635: 4632: 4630: 4627: 4625: 4622: 4620: 4617: 4615: 4614:Casual Friday 4612: 4610: 4607: 4606: 4604: 4602: 4598: 4592: 4589: 4587: 4584: 4582: 4579: 4577: 4574: 4572: 4571:Paid time off 4569: 4567: 4566:Overtime rate 4564: 4560: 4557: 4556: 4555: 4552: 4548: 4547:United States 4545: 4543: 4540: 4538: 4535: 4533: 4530: 4529: 4528: 4525: 4521: 4518: 4516: 4513: 4512: 4511: 4508: 4506: 4503: 4501: 4498: 4496: 4493: 4491: 4488: 4487: 4485: 4483: 4479: 4475: 4469: 4466: 4464: 4461: 4459: 4456: 4454: 4451: 4449: 4446: 4444: 4441: 4439: 4436: 4434: 4431: 4429: 4426: 4424: 4421: 4419: 4418:Four-day week 4416: 4414: 4411: 4410: 4408: 4406: 4402: 4396: 4393: 4391: 4388: 4386: 4383: 4381: 4378: 4376: 4373: 4371: 4368: 4366: 4363: 4361: 4358: 4356: 4353: 4351: 4348: 4346: 4343: 4342: 4340: 4336: 4330: 4327: 4325: 4322: 4318: 4315: 4313: 4310: 4309: 4308: 4305: 4303: 4302:Practice firm 4300: 4298: 4295: 4293: 4290: 4286: 4283: 4281: 4278: 4276: 4273: 4271: 4268: 4266: 4263: 4261: 4258: 4256: 4253: 4251: 4248: 4246: 4243: 4241: 4238: 4236: 4233: 4231: 4228: 4226: 4223: 4221: 4218: 4216: 4213: 4211: 4208: 4206: 4203: 4201: 4200:Employability 4198: 4196: 4193: 4191: 4188: 4187: 4186: 4183: 4181: 4178: 4176: 4173: 4171: 4168: 4166: 4163: 4161: 4158: 4156: 4153: 4149: 4146: 4145: 4144: 4141: 4139: 4136: 4135: 4133: 4131: 4127: 4123: 4117: 4114: 4112: 4109: 4107: 4104: 4102: 4101:Orange-collar 4099: 4097: 4094: 4092: 4089: 4087: 4084: 4082: 4079: 4077: 4074: 4072: 4069: 4067: 4064: 4062: 4059: 4057: 4054: 4053: 4051: 4049: 4048:Working class 4045: 4039: 4036: 4034: 4031: 4029: 4026: 4024: 4021: 4019: 4016: 4014: 4011: 4009: 4006: 4004: 4001: 3999: 3996: 3995: 3993: 3989: 3983: 3980: 3978: 3975: 3973: 3970: 3968: 3965: 3963: 3960: 3958: 3955: 3953: 3950: 3948: 3945: 3943: 3940: 3938: 3935: 3933: 3930: 3928: 3925: 3923: 3922:Job interview 3920: 3918: 3915: 3913: 3910: 3908: 3905: 3903: 3900: 3896: 3893: 3892: 3891: 3888: 3886: 3883: 3881: 3878: 3876: 3873: 3871: 3868: 3866: 3863: 3861: 3858: 3856: 3853: 3851: 3848: 3847: 3845: 3843: 3839: 3833: 3830: 3828: 3825: 3823: 3820: 3818: 3815: 3813: 3810: 3806: 3803: 3801: 3798: 3796: 3793: 3792: 3791: 3788: 3786: 3783: 3781: 3778: 3776: 3775:Part-time job 3773: 3771: 3768: 3766: 3763: 3761: 3760:Full-time job 3758: 3756: 3753: 3751: 3748: 3746: 3743: 3742: 3740: 3736: 3732: 3725: 3720: 3718: 3713: 3711: 3706: 3705: 3702: 3696: 3692: 3689: 3688: 3679: 3675: 3672: 3669: 3665: 3661: 3657: 3653: 3649: 3645: 3641: 3636: 3633: 3629: 3626: 3622: 3619: 3615: 3612: 3607: 3603: 3597: 3593: 3592: 3586: 3583: 3579: 3576: 3572: 3568: 3564: 3561:(1): 91–108. 3560: 3556: 3551: 3548: 3544: 3540: 3536: 3532: 3527: 3524: 3520: 3517: 3513: 3512: 3501: 3497: 3494: 3490: 3486: 3483: 3477: 3462: 3458: 3454: 3447: 3432: 3428: 3424: 3419: 3414: 3410: 3406: 3402: 3398: 3394: 3387: 3379: 3375: 3371: 3367: 3363: 3359: 3352: 3350: 3341: 3337: 3330: 3311: 3304: 3297: 3295: 3286: 3279: 3277: 3275: 3273: 3271: 3262: 3258: 3254: 3250: 3246: 3242: 3235: 3233: 3231: 3222: 3215: 3207: 3200: 3185: 3181: 3177: 3170: 3168: 3166: 3164: 3162: 3153: 3146: 3144: 3142: 3140: 3138: 3136: 3134: 3132: 3130: 3121: 3117: 3113: 3109: 3105: 3101: 3097: 3093: 3086: 3084: 3075: 3071: 3067: 3063: 3059: 3055: 3051: 3047: 3043: 3039: 3032: 3017: 3013: 3011:9781316583845 3007: 3003: 3002: 2994: 2986: 2982: 2978: 2974: 2970: 2966: 2965:Roeper Review 2959: 2957: 2948: 2944: 2940: 2936: 2932: 2928: 2921: 2913: 2909: 2905: 2901: 2897: 2893: 2889: 2885: 2878: 2863: 2859: 2858:oied.ncsu.edu 2855: 2849: 2841: 2837: 2833: 2826: 2818: 2814: 2810: 2806: 2802: 2798: 2794: 2790: 2783: 2781: 2779: 2769: 2754: 2750: 2744: 2736: 2732: 2728: 2724: 2720: 2716: 2709: 2702: 2698: 2694: 2691: 2687: 2679: 2675: 2671: 2667: 2660: 2652: 2648: 2644: 2640: 2633: 2631: 2622: 2616: 2612: 2608: 2607: 2599: 2588: 2582: 2574: 2570: 2566: 2562: 2555: 2548: 2544: 2540: 2537: 2533: 2525: 2521: 2517: 2513: 2509: 2505: 2498: 2490: 2483: 2475: 2469: 2465: 2464: 2456: 2448: 2442: 2438: 2437: 2429: 2418: 2411: 2409: 2407: 2391: 2387: 2383: 2376: 2368: 2364: 2349: 2345: 2341: 2335: 2327: 2323: 2319: 2315: 2308: 2306: 2296: 2295: 2286: 2277: 2268: 2266: 2264: 2248: 2247:Peer Pioneers 2244: 2238: 2223: 2222:Peer Pioneers 2219: 2213: 2205: 2201: 2197: 2193: 2189: 2185: 2178: 2170: 2166: 2162: 2158: 2154: 2150: 2146: 2142: 2135: 2127: 2123: 2118: 2113: 2109: 2105: 2101: 2094: 2086: 2080: 2072: 2068: 2064: 2060: 2056: 2052: 2045: 2037: 2033: 2028: 2023: 2019: 2015: 2011: 2007: 2003: 1996: 1989: 1985: 1982: 1977: 1969: 1965: 1961: 1957: 1953: 1949: 1942: 1927: 1923: 1919: 1913: 1906: 1902: 1890: 1886: 1885: 1877: 1862: 1858: 1854: 1848: 1840: 1836: 1832: 1828: 1824: 1820: 1813: 1805: 1803:9781555425500 1799: 1795: 1790: 1789: 1780: 1772: 1770:9780787900588 1766: 1762: 1757: 1756: 1747: 1745: 1736: 1729: 1713: 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