Social Philosophy

A Handbook for Women Mentors: Transcending Barriers of by Carole A. Rayburn Ph.D., Florence L. Denmark, Mary E.

By Carole A. Rayburn Ph.D., Florence L. Denmark, Mary E. Reuder, Asuncion Miteria Austria

This perceptive and functional advisor explores the transforming into phenomenon of profitable girls serving as mentors to different girls in academia or in expert careers.

• individuals are across the world exclusive students from psychology and anthropology who've served as position versions and ladies mentors to numerous mentees

• beneficial indexes for gender, racial, ethnic, and religious/spiritual issues

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Additional resources for A Handbook for Women Mentors: Transcending Barriers of Stereotype, Race, and Ethnicity (Women's Psychology)

Sample text

In addition, chains to women targets were longer than men targets. Low-status women are harder to reach, especially for other women. Chains composed of all men participants were more likely to reach their targets than chains which were all women. However, chains with the highest completion rates included both men and women participants. Women contacted other women twice as o en as would be expected; men were more likely to reach another man. Do men see women as not being well connected? Do women choose other women because they lack the ties to those with “be er communications”?

Because being a role model is also a component of the mentor’s identity, we need to increase the number of women faculty and members of those diverse cultural groups available as mentors. In corporate America, both new hires and experienced employees are generally perceived as needing the support and counsel of an individual who can supply perspectives on the processes of acculturation and appraisal ( Kram, 1983). However, Kram suggests that, while the mentor relationship has the great potential to facilitate career advancement and psychosocial development in both early and middle adulthood .

COMMON CHARACTERISTICS OF A MENTORING RELATIONSHIP 1. The mentor establishes her own rules or follows established standards. Apprentices are evaluated according to these standards. 2. The mentor provides direct assistance on an as-needed basis or engages in prevention activities to ward off disasters. 3. The mentor oversees the development of a knowledge base and of relevant skills. 4. Included in the knowledge base is an understanding of overall organizational structure as well as particular informal rules and practices.

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