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Abstract

The purpose of this paper is to provide answers to the following research questions: Is effective mentoring a function of culture, learning or hereditary, birth/ nature? Or are people born with certain traits that make them more effective or better mentors than others or is it based on learning or socialization/ nurture?; Is cross gender or cross-racial more effective than mentoring based on demographic similarities characteristics? Are there some types or techniques or practices of mentoring that are more appropriate or more suitable to some demographic groups or populations – women, blacks and other racial minorities etc. than others? This paper defines mentoring, discusses competing schools/ theories of mentorship, as well as typologies of mentoring approaches. The paper concludes that multiple/ group mentoring approach is indicative of the new trend in the business; and that while each mentoring technique or model supplements or complements the other, multiple mentoring styles or systems tend to present the best possible path to achieving efficiency and effectiveness. Finally, it recommends appropriate mentoring strategies and techniques to improve mentoring that include programs that take into account demographic similarities between mentors and protégés, gender and race-based norms, stereotypes and discrimination, as well as cultural diversity.