Social Dominance Orientation and Mentorship

Daniel E. Martin and Stephen Bok
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Daniel E. Martin: California State University, East Bay

Chapter 8 in Capitalism and the Social Relationship, 2014, pp 124-135 from Palgrave Macmillan

Abstract: Abstract Mentorship programs allow organizations to implement policies and programs to pass job-related knowledge from current employees to new incumbents to increase the competitive edge of their firm (Appelbaum, Ritchie & Shapiro, 1994; DeLong, Gabarro & Lees, 2008). Mentoring is defined as: a process for the informal transmission of knowledge, social capital, and psychosocial support perceived by the recipient as relevant to work, career, or professional development; mentoring entails informal communication, usually face to face and during a sustained period of time, between a person who is perceived to have greater relevant knowledge, wisdom, or experience (the mentor) and a person who is perceived to have less (the protege). (Bozeman & Feeney, 2007) This definition helps define not only the process of mentorship but also the roles of the mentor and the protege.

Keywords: Business Student; Social Dominance; Social Dominance Orientation; Employee Morale; Formal Mentor Program (search for similar items in EconPapers)
Date: 2014
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Persistent link: https://EconPapers.repec.org/RePEc:pal:palchp:978-1-137-32570-9_8

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DOI: 10.1057/9781137325709_8

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