The Mentor Analysis

According to the “good boss” article I chose from the Business Research Lab website is titled “The Mentor.” The supervisor contributed to the employee’s satisfaction primarily, by being an exceptional mentor to him. The writer also cited that the supervisor facilitated a learning environment which enabled the mentee to “gain new skills, valuable advice, and, constructive correction in private” (Businessresearchlab.com). These aforementioned characteristics paved the way for the employee’s career advancement. b. Do you think this behavior benefited the organization or just one or a few employees personally?

I think the employee’s experience benefited both him and the organization. This assumption was made based on his statement: “One time

Noe, Hollenbeck, Gerhart, and Wright, (2014) argues that “a mentor is an experienced, productive senior employee who helps develop a less experienced employee, called protégé. Mentoring relationships also can develop as part of the organization’s planned effort to bring together successful senior employees with less-experienced employees” (p. 283, 284). Lastly, the employee’s description of his outstanding mentor, among 20 other supervisors he had had, during his apprenticeship attests to the importance of having a good supervisor.

2. Summarize an example of a "bad boss." a. How did this supervisor undermine the employee 's satisfaction?

The “bad bosses” article I found was titled “Double Standard.” The supervisor in this case told the nursing unit “that no one gets a set schedule but hired a new nurse and confidentially promised her a set schedule with all the major holidays off” (Businessresearchlab.com). Instead of taking steps to correct the problem after the other nurses found out, the supervisor responded by saying, “how she worked the schedule was her concern”

No doubt, organizations should promote the kind of positive supervisor mentoring behavior exemplified in question 1. This is because, such conducts will motivate employee satisfaction which can lead to excellent job performance, good work ethic, and high retention of skilled workers. This relates to the concept of job satisfaction which is, “a pleasant feeling resulting from the perception that one’s job fulfills or allows for the fulfillment of one’s important job values” (Noe et. al. p. 322). A good example of employee job satisfaction is the USAA, where “employee turnover is exceptionally low” based on job satisfaction (p. 304). Another notable aspect of chapter 10 is that “every organization recognizes that (…) success requires satisfied, loyal employees” (p. 305). b. If so, how can human resource management encourage the behavior?

Human resource management can support the kind of positive behavior depicted in the article by offering the supervisor a pay increase, promotion, or other motivational incentives. As Noe et. al. suggests “For all the concern with positive relationships and interesting work, it is important to keep in mind that employees definitely care about their earnings” (p. 319). This indicates that generally, most employees will appreciate a monetary motivation.

4. In the case of the negative behavior you described in