One of the greatest dilemmas faced by organizations and corporate is attrition. Organizations hesitate to inculcate knowledge transfer programs because it often results in attrition. Though knowledge transfer is the key for organizational success, it also has other side of the coin, namely attrition. Once employees gain the sufficient knowledge, improvise their skills and have the required experience they tend to look out for other jobs, as their marketability and potential increases with knowledge transfer. Research found that this problem could be dealt effectively with mentoring. Implementing mentoring programs in organization results in higher commitment levels on the part of the mentees even with knowledge transfer, a study found. Not limiting to that the mentees also exhibited strong intentions for higher turnover in the organizations.
Mentoring Is An Essential Component For Agrowing Organization And The Primary Means to Facilitate Change
In mentoring relationships, the key ingredient demonstrated is the element of trust which the mentees adopt after having experienced the same with the mentor. The whole of mentoring relationships demonstrates the effect of the mentoring on the mentees, affective commitment of the mentees to the organization, promotion of effective knowledge transfer by the organization and retention of key knowledge employees.
One of the key aspects of mentoring relationship is knowledge transfer. That is, knowledge transfer happens from an expert or a highly experienced employee to a less experienced employee. This is exactly what organizations do in knowledge transfer programs, then how different can this affect an employee or mentee in mentoring relationships? In a mentoring relationship, the mentee derives a continual personal support from the mentor which serves as an emotional bond for higher level of organizational commitment. The mentor plays both career and psychosocial functions with the mentee.
The mentor shows interest in career development of the mentee through knowledge transfer and skill development. The psychosocial support is demonstrated by the mentor by expressing concern in the welfare of the mentee. Research has shown that mentoring relationships operate on a dual pathway by developing knowledge transfer and high-quality interpersonal relationships simultaneously which contributes to mentees commitment to the organization.