velopment, acquirement of inter-personal skills, problem solving skills, collaboration and teamwork as well as open mindedness among other positive aspects that are important for enhancement of performance. The purpose of this paper is to assess critically the meaning of mentoring at work and to assess the benefits that a mentor derives from workplace mentorship.
Mentoring is a practice that involves sharing of knowledge, experience, facts as well as the point of view by a person to promote personal and career development in another individual. At work, mentoring involves maintaining a positive attitude towards work as well as developing problem solving skills among the less experienced employees to enhance the accomplishment of organizational goals. A mentor is usually an experienced worker in an organization who understands the organizational processes and is competent in problem solving (Ragins, 2007).
Zachary (2005) states that, “satisfaction is one of the major benefits of mentors”. In essence, humans tend to be inclined towards helping others as a sign of social responsibility. Material benefits may not be achieved, but the mentor tends to feel esteemed when successful individuals associate their accomplishments with him/her. When a person acts as a mentor, there is a high possibility of developing a new perspective in regard to approaching issues in the workplace. The mentor gains a sense of worth on the realization that the knowledge he/she has acquired over many years is valuable not only to the organization, but also to another person who will possibly pass it over to a third person in future. In essence, he/she becomes a legendary employee in the organization whose legacy is admired by many. Willingen (2000) observes that talent is preserved in an organization, which is an indicator of success for the mentor.
Moreover, the mentor understands concepts better as he/she engages in problem solving through workplace mentoring (Ensher & Murphy 2005).