Write 6 pages thesis on the topic enactment theory of mentoring. The Enactment Theory of Mentoring is a communication theory that gives suggestions on how mentors and trainees in an organization can use strategic communication in developing a relationship between themselves (Kalbfleisch, 2007). The theory gives nine proposals that show how mentors and trainees ought to conduct themselves when trying to initiate, develop, and maintain relationships in an organization. The first proposal brought out in the theory shows that mentors can decline to become mentors to trainees during their first interactions (Grill, 2011).
The second proposition shows a higher possibility of mentors turning down the request made by trainees of becoming their mentors. According to Kalbfleisch, mentors show more willingness to help trainees on a project than they agree to become their mentors. In the same way, mentors have a more likelihood of allowing trainees to help them in a project compared to their acceptance to become the trainees’ mentors (Grill, 2011). The reason behind this, according to the theory is that there is no enough initial time for the mentor and the trainee to create a close relationship, and thus mentors turn down any formal requests for mentorship (Kalbfleisch, 2007). For an individual to work effectively in an organization, they do not have to require a strong feeling to work with another person, but agreeing to serve as a mentor to a trainee requires a sense of liking. Therefore there is a lower likelihood of an organization member to agree to become a mentor to a trainee due to a lack of initial relationship development (Kalbfleisch, 2007).
The theory’s third proposition shows that mentors show interest in training new trainees when they have mentored others before (Kalbfleisch, 2007), as the fourth proposition shows trainees’ interest in being mentored by any more advanced individual regardless of the duration of their relationship. The fifth proposal shows trainees’ likelihood of accepting offers from more advanced individuals in the organization. These propositions show that in the early stages of communication relationships, trainees are more likely to accept mentorship when approached by a more advanced individual (Allen, 2007). This means that trainees will have to use most of their time building communication relationships with their mentors.
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