Explaining the relevance and importance of mentoring and counselling Essay

Explaining the relevance and importance of mentoring and counselling roles in the scarperplace - probe ExampleIt is a way in which an affirmative change in the employees ar brought about and thereby transfer of valuable knowledge takes place from the mentor or the guide to the particular employee. Both Companies and their commission find that this method is extremely favourable for the employees in terms of career growth (Robbins, 2003, p.56). Thus either organisation tries to implement this process in their day to day operations. In every workplace, the management feels that it is undeniable for the employees to boost their potential and enhance their skills so that they can deliver better performance and can in turn increase the productivity of the company. It much happens that the employees have a lot of hidden potential. It is just that they motive to be upgraded with certain skills. Often they have to be groomed according to the organisation culture and several(prenomina l) issues relating to performance needs to be solved by the management. If the management feels that a particular employee requires this kind of educate or training his areas have to be assessed and the company would recommend him for mentoring programme. The mentors would generally be somebody from the managers or the supervisors of any team who would have prior experience about the work and how it should be done. Each segment may also have a special coach delegated for that department. Differences between learn and Mentoring Applications of Coaching and mentoring are varied over different areas of business. Though the goals of both coaching and mentoring are the same that is to maximise the potentials of the employees for the welfare of the organisation, yet there is a subtle difference between the two. The chief aim of coaching is to ameliorate the performance of the employees. The final performance is of utmost importance. On the other hand, mentoring is more inclined to gro oming of an someone in a personalised way and it is more inclined towards personality development of the man-to-man. The person who coaches a team has a definite agenda in his mind while undertaking the process (Bachkirova, capital of Mississippi and Clutterbuck, 2011, p.187). The mentor on the other hand would behave like a facilitator who would mould the individual in the way he wants to but there is no specific agenda that the person will keep confined to. Coaching in a workplace is related more to productivity at work and the career growth of the employees. Mentoring on the other hand stresses more on self reflection of the individual employees. Hence the bonding with the mentor is even better defined. The duty of coaching is generally assigned by the organisation to someone who holds much a higher position like a manager. The mentor is someone who would be able to influence the mentee in a deeper way and the person who is being mentored has to treat the person as a guide an d have to have a personal acceptance in the matter. Coaching is provided to the employees so that enhances in individual performance would help in the growth and the development of the organisation. The mentor often looks forward for feedback from the employees which may contribute to the development of the employee as well. Hence the mentor has a scope of getting personal returns as well. There is a prospect of mutual knowledge exchange in this context. The agreement of coaching is mainly applicable to a team development in an office and a smattering of people may come under the