| Papers [1-16] of 100 :: [Page 1 of 7] | | Go to page : 1 2 3 4 5 6 7 —> | Search results on "MENTORS EDUCATION": |
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Mentoring in Education, 2005.
Examines how the mentoring system can be adapted successfully into the educational system.
1,730 words (approx. 6.9 pages), 5 sources, MLA, AU$ 80.95
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Abstract
The paper explains what a mentoring system is and then goes on to show how it can be incorporated into the education system. The paper shows an example of a mentoring program that will be run in the summer holidays over a four-week period. The paper shows why it is necessary to run these type of programs, due to the general failure of the school system.
From the Paper
"One reason that this proposal for mentoring is urgently needed is that reading and writing are not merely the foundation of education, but are required in adult life. The selected mentor(s) therefore must bring to bear that good reading (and understanding what is being read) is not merely to get a decent English grade in school, but that it is part of every job, every opportunity for advancement as they reach adulthood. This mentoring program, therefore, is not so much a "learning" seminar, as it is a means to motivate the students to reach their potential, both in and outside school."
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Educating, Empowering and Mentoring Young Women, 2008.
A discussion about the empowerment of women to ensure equality in society.
2,092 words (approx. 8.4 pages), 2 sources, APA, AU$ 94.95
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Abstract
This paper discusses how women have struggled for equality in society, though have never truly achieved it. The author mentions various women who have risen to positions of power and achievement, such as Margaret Thatcher and Mother Teresa and provides a more detailed account of Rosa Parks, the black woman who became a globally known Civil Rights leader. She concludes her paper by suggesting that more changes be introduced into society to empower and educate more women to become leaders of tomorrow.
From the Paper
"Educating, empowering and mentoring young women for leadership tomorrow sounds as though it is an idea that we may speak about, but one that in reality is too complex to achieve. This is because throughout society women have struggled for equality, though never truly achieved it; women have gained advancements, but only marginally; and women have maintained roles of leadership, though in minimal numbers as compared to men. Traditionally, women are taught to be "sugar and spice and everything nice", while males are taught that they have power over all that they survey and that their mistakes can be attributed to "boys being boys", while women are constantly reminded of Eve and that apple. So it must be asked, "how do we overcome these societal views and create an environment that supports achievement of this vast undertaking?" We begin by reflecting on history..."
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Mentoring Programs, 2002.
Looks at how mentoring programs could be beneficial to children in special education streams.
2,150 words (approx. 8.6 pages), 13 sources, AU$ 115.95
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Abstract
This paper outlines the importance of mentoring programs in special education issues.
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Nursing and Mentoring, 2004.
This paper is a research proposal to analyze the current knowledge base on the professional mentoring of nurses to determine the degree to which mentoring may aid in reducing the nursing shortage.
14,030 words (approx. 56.1 pages), 55 sources, APA, AU$ 360.95
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Abstract
This paper presents an extensive literature review of the nursing profession, the process of mentoring, and mentoring nurses in a clinical setting. The author points out that mentoring has been identified as a critical component in efforts to resolve the nursing shortage problems within the U.S., but there is very little evidence of research to assess the effectiveness of mentoring programs. This paper explains that the research design selected to carry out the project is based on content analysis, also known as conceptual analysis.
Table of Contents
The Problem
Relevant Background Information
Statement of the Problem
Purpose of the Project
Conceptual Framework
Significance of the Project
Chapter Summary
Literature Review
Definition of Mentoring
Mentor Characteristics
Stages of Mentoring
Mentoring Models
Mentoring of Nursing Students
Mentoring Nurses in Clinical Settings
Recommendations for Mentoring
Benefits and Challenges
Summary
Methodology
Research Design
Study Sample
Research Methods
Data Collection
Data Analysis
Validity and Reliability
From the Paper
"Nurse anesthetists have been identified as a subpopulation within the nursing profession who has been impacted by the factors previously addressed and currently challenged by a growing and critical shortage. As reported by the American Association of Nurse Anesthetists (AANA) (2002), Certified Registered Nurse Anesthetists (CRNAs) provide two-thirds of all anesthetics given in the US each year, and are the predominant anesthesia providers to rural America and the military. As well, CRNAs are subjected to the most stringent continuing education and recertification requirements in the field, and continue to play a major role in improving anesthesia safety for surgical, obstetrical and trauma patients. According to the AANA, the shortage of nurse anesthetists is delaying surgeries and making healthcare less accessible to Americans."
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Mentoring of At-Risk Youth, 2007.
A comparison of the effects of mentoring or not mentoring at-risk youth in terms of graduation percentages.
10,000 words (approx. 40.0 pages), 89 sources, MLA, AU$ 292.95
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Abstract
This dissertation looks at the difference between at-risk youth that are mentored and at-risk youth that are not mentored and attempts to determine whether there is a difference between the two groups based on their graduation percentages. The paper hypothesizes that there will be a difference between these two groups and that mentoring these at-risk youth affects them strongly in their understanding of life and its obligations and their willingness to graduate.
Table of Contents:
Abstract
Chapter One: Introduction
Introduction to the Problem
Background of the Study
Statement of the Problem
Purpose of the Study
Research Question and Hypotheses
Nature of the Study
Significance of the Study
Definition of Terms
Assumptions and Limitations
Organization of the Remaining Chapters of the Proposal
Chapter Two: Literature Review
Introduction
Rationale for the Research
Theoretical Framework
Research Question's Relationship to Major Literature Themes
Developmental Support for Alternative Hypotheses Generation: Quantitative Analysis
Synthesized Research in Theme Area One - Mentoring Programs
Synthesis of Research for Theme Area Two - Other Mentoring Options
Summary: Contribution of This Research to the Field of Study
Chapter Three: Methodology
Philosophy of the Researcher: Quantitative Methodology
Theoretical Framework
Research Design Strategy
Sampling Design
Measures
Data Collection Procedures
Data Analysis
Limitations of Methodology
Expected Findings and Ethical Issues
Time-lines
Philosophy of the Researcher: Qualitative Methodology
Theoretical Framework
Research Design Strategy
Sampling Design
Measures
Data Collection Procedures
Data Analysis
Limitations of Methodology
Expected Findings and Ethical Issues
Time-lines
From the Paper
"These mentoring programs have succeeded so well in schools and communities across the country that they are also being considered and used where the juvenile justice system is concerned. Other options for juvenile offenders are adult courts and boot camps, but research has shown that mentoring programs, over the long-run, provide better outcomes than any of the other options for these juvenile offenders (Henriques, 1997). This also ties very strongly into the previously discussed issue of school-community mentoring programs, because those in the juvenile justice system believe that the juvenile offenders have been failed by both their schools and their communities when they turn to crime, drugs, and violence (Henriques, 1997). This may not be the case with every youth, but overall the statistics for the juvenile offender population lean heavily toward youth that are minority and/or disadvantaged in some way due to poverty, gangs, or other problems (Townsel, 1997)."
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Mentoring to Improve Academic Achievement, 2008.
An analysis of the relationship between academic achievement and mentoring in schools.
1,577 words (approx. 6.3 pages), 7 sources, MLA, AU$ 74.95
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Abstract
This paper examines the role of the mentor in the academic achievement of low-achieving students. It focuses on the history of mentoring, the description of the mentoring process and the relationship between mentoring and student achievement. The paper concludes that in most cases mentoring is a process that benefits both parties and assists in improving conditions in the academic setting or in the workplace.
Table of Contents:
Abstract
Introduction
The History of Mentoring
The Mentoring Process
The Relationship Between Mentoring and Student Achievement
Conclusion
From the Paper
"As it related to academic achievement, the researchers focused on two measures of academic achievement: test scores and grades. The research results found that the mentored students in the first cohort were more successful academically that the students without mentors by the time 8th grade was completed. On the other hand, the mentored students in the second cohort actually did worse than the students without mentors. The researchers point out several reasons for the differences between these groups. One factor being the differences between the academic statuses of students in these groups. In addition, the participants were chosen differently between the two groups. The first cohort consisted of students that were chosen by teachers and the second was chosen randomly."
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Mentoring Experiences and Proteges, 2002.
An investigation into the experiences related to protege perceptions of mentoring quality.
13,524 words (approx. 54.1 pages), 42 sources, MLA, AU$ 360.95
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Abstract
A research study is proposed to investigate the perceptions of protege's of their mentoring experience. Protege's perceptions of both the quality and the equity of mentoring programs are measured, as are actual outcomes associated with mentoring experience in relation to both position promotion and compensation. Variations in perceptions and in actual outcomes associated with the mentoring experience, as dependent variables, are analyzed in relation to protege; gender and protege; racial/ethnic background, as independent variables. Problem statement, literature review, and proposed method are presented in this proposal.
Chapter 1 - Introduction
Statement of the Problem
Research Questions
Research Hypotheses
Background on the Issue
Importance of the Study
Scope and Delimitations .
Definitions of Terms
2 - Review of Literature
Social Conflict and Diversity
Affirmative Action and Conflict Theory
The "Glass Ceiling" Phenomenon
Discussion
Mentoring in Organizations
Phases of the Mentoring Relationship
Functioning of Mentors
Quality of Mentoring Programs
Relevant Feminist Theory
Summary of the Literature Review
3 - Methods
Research Design
Research Questions and Hypotheses
Variables and Operational Definitions
Instrumentation
Data Collection
Population and Sample
Data Analysis
References
Appendix
A - Draft Survey Instrument
B -Cover Letter for Participating Companies
From the Paper
"The numbers of women in senior management positions in American organizations are disproportionately low in relation to both the numbers of women in the general population and the numbers of women among the employees of organizations (Martinez, 1997; Silverman, 1997; Konrad & Linnehan, 1995). Some analysts have suggested that a ?glass ceiling? exists that blocks the promotion of women to senior management positions (Poole, Langan-Fox, & Omodei, 1993, pp. 39). A similar phenomenon is held to exist for individuals of minority population classification status (Didion, 1995). Thus, women who are members of racial and ethnic minorities conceivably face double barriers to advancement in organizations.
A study conducted by the Office of Federal Contract Compliance Programs (1999) confirmed the role of gender in promotion to senior management positions. This confirmation was made on the basis of comparing the average hierarchical positions of individuals of different gender and racial background in organizations monitored by the Office of Federal Contract Compliance Programs (1999). The criterion for comparison was the number of reporting levels below the chief executive officer (CEO) of the highest-ranking individual classified according to gender and race or ethnicity. The study found that, on average, men outranked women in hierarchical structures among African Americans, Asian Americans, Hispanic Americans, and whites."
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The Mentoring Process, 2002.
This paper is a research project, which measured the level of mentoring that exists in different professions, specifically education, medicine and law.
2,355 words (approx. 9.4 pages), 28 sources, AU$ 104.95
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Abstract
This paper describes the problems and background of mentoring, the relationship between a longer term professional and a prot?g? with the objective of expanding the prot?g?'s ability to succeed in that profession. The paper states the purposes of the study: Identify the over-all feelings about mentoring and the types of assistance, which are perceived by the mentors to be most beneficial in supporting and retaining new employees. The author reported that she used an anonymous questionnaire that was sent to beginners, mentors and administrators. Thekey finding was that all participants were very satisfied with the mentor program.
Table of Contents
Statement of the Problem
Purpose of the study
Summary
Review of the Literature
History of Mentoring
Defining the Mentoring Process
Mentoring in Other Professions
Summary
Research and Design Procedures
Defining the Study Population
Instrument Design
Data Collection
Summary
Findings
Analysis of Responses
Summary
Summary, Implications, and Recommendations
Summary of the Study
Implications
Recommendations
From the Paper
"As early as 1962, induction programs that provided assistance to beginning teachers were being described. Mentoring in a business setting is described as being very desirable and conducive to interaction among the prot?g?? and the established workers. Medicine has long had a system of mentoring in place which is called residency. Whether nor not the condition of this process is optimal depends upon to whom you speak. Senior staff doctors would probably say yes; an intern who has not slept in 30 hours might not agree with them."
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Administrative Mentoring, 1999.
Definition, theories & models of effective mentoring, innovations, mentor-mentee relationship & roles.
2,475 words (approx. 9.9 pages), 12 sources, AU$ 126.95
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From the Paper
" Introduction
The purpose of this paper is conduct a review of recent key thoeretical issues associated with administrative mentoring. The review begins with a definition of mentoring and then goes on to look at theoretical issues that are currently being discussed with respect to the process. The review ends with the formulation of conclusions about current theoretical issues in administrative mentoring.
Definition of Mentoring
What is mentoring? According to Daresh and Playko (1994), the term can be defined as a continuing process wherein individuals within an organization provide support and guidance to others (mentees or proteges) in order to help them become effective contributors to organizational goals. In other words.."
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Women and Mentoring Programs, 2002.
A study into the effectiveness of mentoring programs for women and minorities.
9,465 words (approx. 37.9 pages), 68 sources, MLA, AU$ 280.95
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Abstract
This proposal examines the nature of female and minority retention and advancement in the American corporate culture. Previous research indicates that female minorities face double barriers to advancement within business organizations. In recent years, corporations have sought to address this problem by instituting formal mentoring programs ostensibly designed to encourage the promotion of women and minorities to executive positions. This study proposes to examine the effects of mentoring programs to determine if there are differences in benefits related to gender and race. The paper includes a number of charts which show the statistics discussed in the paper.
Contents:
Introduction
Statement of the Problem
Research Questions
Research Hypotheses
Background on the Issue
Importance of the Study
Scope and Delimitations
Definitions of Terms
Review of Literature
Social Conflict and Diversity
Conflict Theory
Affirmative Action and Conflict Theory
The ?Glass Ceiling? Phenomenon
Discussion
Mentoring in Organizations
Phases of the Mentoring Relationship
Functioning of Mentors
Quality Mentor Programs
Impact of Gender on Mentoring Outcomes
Summary of the Literature Review
Methods
Research Design
Research Questions and Hypotheses
Variables and Operational Definitions
Data Collection
Population and Subjects
Data Analysis
Bibliography
Appendix One - Draft Survey Instrument
From the Paper
"The numbers of women in upper-level management positions in American organizations are disproportionately low in relation to both the numbers of women in the general population and the numbers of women among the employees of organizations (Martinez, 1997; Silverman, 1997; Konrad & Linnehan, 1995). Some analysts have suggested that a ?glass ceiling? exists that blocks the promotion of women to upper-level management positions (Poole, Langan-Fox, & Omodei, 1993, pp. 39). A similar phenomenon is held to exist for individuals of minority population classification status (Didion, 1995). Thus, women who are members of racial and ethnic minorities conceivable face double barriers to advancement in organizations."
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Physical Education Training Models in a Secondary School, 2003.
An in-depth examination of the fragmented theories that apply to physical education in schools. The paper explains that there is no consensus and examines the problems involved.
27,900 words (approx. 111.6 pages), 114 sources, MLA, AU$ 360.95
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Abstract
Practical experience in teaching is a controversial issue. There is no consensus about it. This field includes training physical education teachers for schools. Many students believe that practical experience is the core of the teaching process that applies the theories they learned, the didactic methods to impart knowledge skills. This paper examines several influential parameters, including the interaction between teaching students and the pedagogical instructor, as well as mentor, and their contribution to the practical training of physical education instruction students. The paper also indirectly proposes changes and emphasis on content in the practical experiment curriculum of these students, which makes an essential contribution to their training success.
Table of Contents
Introduction
Chapter A ? Literature Review
Teacher Training
The Behaviorist Model
The Rationalist ? Platonic Model
The Hermeneutic Model
The Critical Model
The Constructivist Model
Physical Education
Chapter B ? Research Methods
Chapter C ? Findings
Chapter D ? Discussion
Chapter E ? Summary, Conclusions and Recommendations
Bibliography
Appendices
Appendix A
Appendix B
From the Paper
"In addition, during the practical training, factors that are involved in training students in their training process and that affect them are involved, such as pedagogy and the mentor (Reichenberg 1998). There are two basic perspectives regarding the practical application of theories in the work conducted by students of teaching.
The first, and more dominant, views actual teaching in a classroom as an applicable science, i.e. a process that links the theory to practice. In other words, the development of the ability to apply theoretical knowledge learned by the student within the educational framework, and the practical experience in the training process in schools."
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Educational Mentoring Program in New York, 2004.
A procedural approach to developing a teacher mentoring program in a school.
2,499 words (approx. 10.0 pages), 4 sources, MLA, AU$ 109.95
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Abstract
This paper deals with all of the essentials of creating a lasting teacher mentoring program. These essentials include goals, preparation, implementation, and program assessment. It also includes a template that was created by a mentor teacher in Los Angeles. This is a complete mentoring program description that can be used as a reference to implement mentoring programs in a district that does not have one. It even gives ways for administrators to assess the program and make suggested necessary changes based on that assessment. Every school's faculty and needs are different from the next, so this is just an overview for a general mentoring program. Once assessed, the program can be adjusted to fit the unique needs of districts.
From the Paper
"We will divide the current faculty into three sections in regards to mentoring: protege, developing, and mentor. The proteges are the new teachers who are the ones going through the mentoring process, the developing teachers are the ones who are past the stage of "new teacher" and are currently developing their skills, and the mentors are the teachers who have enough experience in the classroom and the district to successfully be a mentor. A good age would be seven years in the district (four years past tenure) before the teacher can be a mentor. To entice the mentors to actually mentor in the district, I have agreed to give them an extra period off in their schedules so that they may communicate with their protege or observe them."
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Mentoring, 2001.
This paper looks at the importance of mentoring for women.
1,505 words (approx. 6.0 pages), 3 sources, MLA, AU$ 71.95
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Abstract
This paper examines the different qualities that a mentor should have and why. The author looks at different definitions of mentors and how a mentor can change a woman's life. The author also lists different questions you should ask yourself before choosing a mentor. The author then uses her own relationship with her mentor, Bella Lewitsky, as an example of a positive mentoring experience that has impacted both of their lives.
From the Paper
"With these considerations in mind, the person that I have chosen to be my mentor is a woman named Bella Lewitzky, a long-time dancer and choreographer now retired and working as a writer. At age 83, she is also coming to terms with living with a disability, having had part of one leg amputated several years ago because of circulation problems. I think that she could answer in the affirmative to all of the above questions as well as being a great coach and/or mentor: She is wise, experienced, smart, creative, and passionate about the importance of choosing a committed path in life."
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Mentoring, 2006.
A discussion about mentors in the workplace.
1,094 words (approx. 4.4 pages), 6 sources, MLA, AU$ 55.95
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Abstract
The paper explains that there are different types of mentors. It explains that the types of mentors are largely affected by how an organization chooses to develop its mentoring program. It discusses the two main types of mentors, the first being one who mentors in a specific subject for the purpose of tackling a particular issue or problem in the organization and the second is for mentoring more general organizational purposes, for example the orientation of a new employee. The paper discusses the importance of choosing the right mentors for the job and details new dimensions and benefits that mentoring can introduce to an employee's job. In conclusion, the writer feels that there are many benefits to being a mentor, including a sense of satisfaction and commitment to the organization that may not otherwise occur.
From the Paper
"Mentoring enables the mentor to refocus their own career. Employees no matter how dedicated or how interested they may be in their job experience boredom from time to time. Acting as a mentor can enliven any employee. If forces them to stay on their toes in terms of what they keeping up to date, maintaining their network, sharpen their own skills. Knowing that they are going to be directly and closely accountable to a subordinate or protege tends to force a manager to remain at the top of their form."
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Innovative Mentoring, 2007.
A discussion on how mentoring, in government organizations, can create innovation and change in employees.
873 words (approx. 3.5 pages), 5 sources, MLA, AU$ 45.95
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Abstract
The writer proposes that all good mentoring results in improved relationships between mentor and trainee. The paper examines how, in a bureaucracy as large as the Department of Defense, mentoring may be particularly important so that valued employees do not feel like only a small cog in a large machine. The paper explores how, when employees know that the work they do is important and valued by those around them and above them, job satisfaction is likely to increase. The paper concludes that mentoring several people at once can be one way to diminish the depersonalizing aspects of working within a large bureaucracy and result in increased efficiency.
From the Paper
"One difficulty with this approach is that it may be startling to employees who have experienced mentoring elsewhere and have a different perception of what mentoring should be (Perrewe & Young, 2004). However, establishing this group approach could be part of the mentoring and training process itself. While even in government it is important to have ties outside one's department, in complex contract work, a manager must rely on his or her employees to be able to work together as a team within that department."
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Mentoring in Nursing, 2005.
A look at the importance of mentoring in nursing.
1,800 words (approx. 7.2 pages), 8 sources, AU$ 102.95
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Abstract
This paper examines how mentoring is crucial today because of changing career trajectories, new roles, and expectations as a result of restructuring. In particular, it looks at how mentoring in nursing not only involves practicing personal but also professional accountability and how it provides an opportunity for growth and development within the practice of nursing. Mentoring is a means for professional renewal for experienced nurses, thereby enhancing their retention.
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