Mentoring in Nursing - Springer Publishing

1: mentoring: the evolvement of a network of mentors 21
These advantages are helpful to the mentor, mentee, organization,
and the profession. Peluchete and Jeanquart (2000) describe the impact
mentors have by connecting students and novices to the correct person
for career success. Another advantage for mentors is that by mentoring,
they develop increased credibility in the organization (Gilley &
Boughton, 1996). One can gain credibility by delegating work appropriately,
providing specific and timely performance feedback, helping
employees identify work objectives for improvement, and demonstrating
acceptable professional behavior.
Sinetar (1998) warns there are disadvantages of mentoring if
“unhealthy mentors” attempt to manipulate mentees. Certainly it is
possible for mentors to treat mentees without dignity and respect.
Although the mentors may appear ultra-aggressive and confident,
usually these mentors are intimidated and have very low self-esteem.
Therefore, these types of individuals should be quickly identified
as unsuitable mentors who are actually in need of a mentor—or at
least guidance—for themselves. People who are this insecure at a
later stage of their careers may not be candidates for participating
in a mentoring partnership since they cannot share and will do too
much harm to their mentors or their mentees and themselves. There
are also individuals who have been mentored and helped along the
way who do not have any realization of it at all, or at least cannot
admit that they have been mentored and have not climbed the ladder
solely on their own. These individuals should not be tapped as
mentors either.
There are other disadvantages as well, such as personality incompatibility,
power-mongering mentors, and situations in which mentors
are resentful of their mentees and make trouble for them that can
sabotage their careers. Simon and Eby (2003) present findings that provide
a description of negative mentoring experiences that they have
collected. These relationships can vary in severity and frequency and
may be characterized by minor obstructionism (e.g., not returning
phone calls), hostility (e.g., talking negatively about someone behind
his or her back), or serious overt aggression (e.g., physical attack).
Possessiveness, jealousy, credit taking, deceit, and abuse, both psychological
and physical, can occur in mentoring relationships.
CONCLUSION
As one realizes the significance that mentoring can have on some individuals,
it becomes more readily understood that perhaps there is something
to what people say when they describe their mentorship: “I still