ABSTRACT
The vast majority of mentoring relationships arise spontaneously. For something as ubiquitous as mentor relationships, it is not possible to ascertain specific historical stages or momentous events. Mentoring has always "just happened", a reality that is evident in literature and history. According to K. E. Kram, the mentoring process consists of both a "career" function and a "psychosocial" function. This chapter summarizes specific benefits of a mentoring relationship. A considerable body of research suggests that these benefits of mentoring are real. Managers seeking to maximize the benefits of mentor programs need to consider the differences between the formal and informal approaches. Formal mentoring occurs when an organization expressly assigns experienced employees to serve as teachers and role models for subordinates. Whereas informal mentorships are not managed, structured, or technically recognized by the organization, formal mentor programs are intentionally designed to fulfill specific career management objectives.
