Part 1 Review The Problem Analysis Worksheet Select One Of T

Part1reviewtheproblem Analysis Worksheetselectone Of The Solutions Yo

Part1 review the problem analysis worksheet. Select one of the solutions you proposed in the problem analysis worksheet. (I chose scenario 1) Write a 350- to 700-word summary memo explaining why your solution will be effective in resolving the change/conflict, how you propose to implement the solution, and your role as a leader to manage conflict and create an effective work environment. Include the following in your summary: · Summarize the problem and the solution you propose to implement. · Analyze why you think the solution will be effective. · Analyze what needs to be considered when implementing the proposed solution. · Analyze the leadership style that best fits in this situation. · Analyze the leader’s role in managing the conflict. · What is your role as a leader and how would you manage this conflict? · Explain the leader’s role in creating an effective work group when implementing the proposed solution. Include a references page with your summary. Cite your references according to APA guidelines. Submit your assignment.

Part2 Imagine your leadership team at the long-term care facility has identified mentoring and mentorship as a key initiative for the organization. They want your management team to develop a plan for a new mentorship program.

Your team has been charged with developing a Microsoft® PowerPoint® presentation to guide the new mentors. Create a 10- to 14-slide Microsoft® PowerPoint® presentation with detailed speaker notes in which you: · Identify the mission and vision of the program. · Purpose of the program · Mentor and mentee goals · Analyze the preferred leadership style of a mentor. · Determine how personal leadership philosophy influences your mentoring style. · Create an action plan. · How would you present the program to the new mentors? · What possible challenges will mentor, and mentees face during the program? · What resources are available to the mentors and mentees? · How will you receive and implement feedback for the program? · Identify specific measures you will use to determine if the mentorship program is successful. Cite 3 peer-reviewed, scholarly, or similar references according to APA guidelines. Include a title slide, detailed speaker notes, and references slide. Submit your assignment. My part is: · Create an action plan. · How would you present the program to the new mentors? · What possible challenges will mentor, and mentees face during the program? · What resources are available to the mentors and mentees? · How will you receive and implement feedback for the program? Try to make 4 slides. Only complete my part in bold print above. Make sure you have speaker notes on each slide. Less words on the actual slide.

Paper For Above instruction

Slide 1: Creating an Action Plan for the Mentorship Program

Speaker Notes:

Developing a comprehensive action plan is crucial for the success of the mentorship program. The plan should outline objectives, timelines, specific activities, and responsible parties. It includes setting clear goals for both mentors and mentees, establishing timelines for matching, training, and evaluation phases. The action plan provides a roadmap to ensure that each stage of the program is systematically executed, monitored, and adjusted as needed to align with organizational goals. It also facilitates communication and accountability among stakeholders, ensuring that the mentorship initiative remains focused and effective.

Slide 2: Presenting the Program to New Mentors

Speaker Notes:

Introducing the mentorship program to new mentors requires a structured presentation that emphasizes the program’s purpose, expectations, and benefits. Use engaging storytelling to connect mentors with the program’s mission, illustrating how their role can impact organizational growth and personal development. Provide clear instructions on the mentoring process, resources available, and support systems in place. Conduct interactive sessions to clarify questions and foster enthusiasm. Effective presentation techniques include visual aids, real-life examples, and testimonials from past or current mentors to motivate participation and commitment.

Slide 3: Challenges Faced by Mentors and Mentees

Speaker Notes:

Mentors and mentees may face several challenges during the program, including time constraints, mismatched expectations, communication barriers, and resistance to change. Mentors might struggle to balance their mentoring responsibilities with their daily tasks, while mentees could feel overwhelmed or uncertain about their progress. Addressing these challenges requires proactive measures such as providing ongoing support, regular check-ins, and adjusting matching criteria if conflicts arise. Recognizing potential difficulties early allows for tailored interventions to ensure that both mentors and mentees stay engaged and motivated throughout the program.

Slide 4: Resources and Feedback Mechanisms

Speaker Notes:

Resources available to mentors and mentees include training modules, guidebooks, dedicated coordinators, online platforms, and peer support groups. These resources facilitate effective communication, learning, and relationship-building. To improve the program continuously, a structured feedback system should be established, utilizing surveys, interviews, and informal check-ins. Feedback collection should be ongoing, with data analyzed to identify areas for improvement. Transparent communication about how feedback is used fosters trust and demonstrates commitment to participant growth. Implementing changes based on feedback ensures the program remains relevant, engaging, and effective.

References

• Allen, T. D., Eby, L. T., Poteet, M. L., Lentz, E., & Lima, L. (2008). Career benefits associated with mentoring for protégés: A meta-analysis. Journal of Applied Psychology, 93(1), 127-146. https://doi.org/10.1037/0021-9010.93.1.127
• Eby, L. T., Allen, T. D., Evans, S. C., Ng, T., & DuBois, D. L. (2013). Does mentoring matter? A multidisciplinary meta-analysis comparing mentored and non-mentored individuals. Journal of Vocational Behavior, 83(1), 106-116. https://doi.org/10.1016/j.jvb.2013.03.001
• Kram, K. E. (1985). Mentoring at Work: Developmental Relationships in Organizational Life. University Associates.
• Ragins, B. R., & Kram, K. E. (2007). The roots and meaning of mentoring. In B. R. Ragins & K. E. Kram (Eds.), The handbook of mentoring at work (pp. 3-15). Sage.
• Scandura, T. A., & Williams, E. A. (2004). Mentoring research: A review and critique. Journal of Organizational Behavior, 25(3), 271-294. https://doi.org/10.1002/job.248