Mentoring at the workplace : an ethical perspective

Abstract

This dissertation focuses on answering questions concerning mentoring and the ethical considerations surrounding it. In order to answer these questions in a holistic manner, a number of texts mostly related to Ethics, Management and Work Place Psychology were reviewed. The dissertation is presented from a stakeholder perspective whereby the subject is discussed from the organisation, mentor and protégé perspective. The discussion starts off by defining mentoring and the difference between mentoring, counselling and coaching. The three basic foundations upon which mentoring rests – psychological development, ethical foundations of mentoring and organisational contexts are next discussed. The subsequent chapter focuses on the responsibilities and outlooks of the organisations on mentoring. Next, the mentor’s role is analysed by delving into the subjects of the manager as mentor, the reasons for mentors to engage in mentoring, the ethical challenges associated with the mentor’s role, and the desirable set of characteristics associated with ethically sound mentors. The discussion then focuses on the protégé’s roles, responsibilities as well as traits and the importance of the protégé’s role in mentoring. Finally, the mentoring relationship is discussed in the light of the various types of possible relationships, the phases which mentoring progresses through, as well as various ethical dilemmas associated with the relationship. Mentoring is a tool used for human resource development within organisations and has the ability to communicate ethical behaviour amongst employees both in their work as well as personal life. Mentoring in organisations is not mandatory but the development of a moral climate by management plays a key role. Mentors are role models; thus, the traits which they possess are of utmost importance, as these are the same traits which are then transmitted to protégés having a multiplier effect. Protégés, on the other hand, often are the ones who choose their own role models. Thus, their choice of mentor signifies the role model whom they want to emulate and this choice has effects on themselves as well as on their future protégés. Mentoring is a human relationship and should be handled with respect, honesty and integrity. It is a relationship which holds the potential of providing mentors, protégés and organisations with improved synergies and wellbeing.