human resources 9&10

PAD4414: HUMAN RESOURCES PUBLIC SERVICE
Mod 5- 3 assignments 1-discussion 2 responses to peer then the essay KEEP essay separate
Read Chapters 9 & 10 in the Textbook Berman, E. M., Bowman, J.S., West, J. P., & VanWart, M. R. (2020). Human Resource Management in Public Service 6th ed. Thousand Oaks, CA: Sage Publication
1. Locate and summarize an article related to concepts of this module’s submission box assignment(s) and POST ON THE DISCUSSION BOARD. Discuss your article in relation to the reading (in 200 words) and cite the source of your article using APA format. (This article is NOT required to be a scholarly article however you must provide the article’s citation.)
2. Respond to two other student’s article summarize with your opinion of their articles in 150 words for each summarize. Responses such as, “I agree” or “Good idea” are not acceptable and will receive no credit. The response must add to the scholarly dialogue presenting the reasons for your opinion and supporting documentation cited.
Student #1
Traditional mentoring involves a series of dynamic, reciprocal relationships between a mentor and mentee that impact both parties regarding organizational learning and the further development of their career potential (Murrell, 2021). However, mentoring programs are often complicated, costly, and produce varied results. A longstanding barrier contributing to these mixed results is the inability of the mentor and mentee to develop a strong social bond due to the unidirectional effect of the manager and subordinate relationship (Murrell, 2021).
To eliminate this barrier and develop a more diverse leader, the mentee’s work environment needs to be a psychologically safe place to provide honest feedback and voicing their ideas (Murrell, 2021). In addition, the mentee’s identity must not be viewed as different or in conflict with the organization’s societal norms, culture, or history (Murrell, 2021). One way to accomplish this is through the implementation of peer mentoring.
A peer is a person’s equal. Studies show that peer mentoring by an equal can benefit a mentee’s psychosocial and career function by achieving a greater degree of collaboration, communication, and support than traditional mentoring (Murrell, 2021). The results are higher reported salaries, greater career satisfaction, increased promotion rates, higher organizational commitment, and lower turnover rates (Murrell, 2021). The peer mentor relationship is described as a type of friendship that is reciprocal or uniquely mutual. Today’s organizations are more flat and networked, resulting in challenges that are overcome through the use of peer mentoring. A peer mentoring relationship is essential because knowledge shared between peers comes from personal experiences that are not typically part of the organization’s knowledge management process (Murrell, 2021). Conversations are viewed as more protected, unbiased, and independent, resulting in a more complex and diverse leader.

References
Murrell, A. (2021). The importance of peer mentoring, identity work and holding environments: A study of African American leadership development. International Journal of Environmental Research and Public Health, 18(9), 1-19.

Student#2
There are times that you are in need of that extra push in your life to get you in the next step. Having someone who takes you under their wing introducing you to new ways of accomplishing tasks, teaching you lessons of life, and opening up your mind into a new way of thinking. “Many mentors just want to give back since they benefited from a mentor themselves, but they may also have something you can help them with, and it’s a great way for you to let them know you want a two-way relationship.” (Ceniza-Levine, 2019) The benefits from mentoring someone is not only beneficial for the mentored but also for the one who is doing the mentoring as well. This will allow you to achieve the goals that you are trying to accomplish helping you to keep a positive mindset look towards more positive things in life. While the mentor is advocating that you continue to push forward in a positive perspective the drive that you need to be able to have the successes that you are looking to have around you. This impact from the mentor will lead you to seek out and bring the best of what you are looking to get out of the situation that you are in.
Ceniza-Levine, C. (2019, January 10). Ten tips for a Successful Mentorship. Retrieved July 08, 2021, from https://www.forbes.com/sites/carolinecenizalevine/2019/01/10/ten-tips-for-a-successful-mentorship/?sh=615c22357371
Module Five Essay Assignment
After reading Chapters Nine and Ten answer the following questions. Submit your answer in a minimum 200 words using APA 6th ed. format. Be sure to use in-text citations, two references excluding the textbook.

Q 1. Identify job related skills and knowledge that you think your employer should provide. How likely is it that your employer will actually help you acquire these skills? How will not acquiring these skills or knowledge affect your job performance and career? What can you do to acquire these KSAs?

PAD4414: HUMAN RESOURCES PUBLIC SERV

ICE

Mod

5

–

3 assignments 1

–

discussion 2 responses to peer then the essay KEEP essay separate

Read Chapters

9

&

10

in the Textbook Berman, E. M., Bowman, J.S., West, J. P., & VanWart, M. R.

(2020). Human Resource

Management in Public Service 6th ed. Thousand Oaks, CA: Sage Publication

1. Locate and summarize an article related to concepts of this module’s submission box assignment(s)

and POST ON THE DISCUSSION BOARD. Discuss your article in relation to the reading

(in 200 words) and

cite the source of your article using APA format. (This article is NOT required to be a scholarly article

however you must provide the article’s citation.)

2.

Respond to two other student’s article summarize

with your opinion of their a

rticles in 150 words for

each summarize. Responses such as, “I agree” or “Good idea” are not acceptable and will receive no

credit. The response must add to the scholarly dialogue presenting the reasons for your opinion and

supporting documentation cited.

Student #1

Traditional mentoring involves a series of

dynamic, reciprocal relationships between a mentor and

mentee that impact both parties regarding organizational learning and the further development of their

career potential (Murrell, 2021). However, mentoring programs are often complicated, costly, and

produce varied results. A longstanding barrier contributing to these mixed results is the inability of the

mentor and mentee to develop a strong social bond due to the unidirectional effect of the manager and

subordinate relationship (Murrell, 2021).

To eliminate this barrier and develop a more diverse leader, the mentee’s work environment needs to

be a psychologically safe place to provide honest feedback and voicing their ideas (Murrell, 2021). In

addition, the mentee’s identity must not be viewed as

different or in conflict with the organization’s

societal norms, culture, or history (Murrell, 2021). One way to accomplish this is through the

implementation of peer mentoring.

A peer is a person’s equal. Studies show that peer mentoring by an equal can

benefit a mentee’s

psychosocial and career function by achieving a greater degree of collaboration, communication, and

support than traditional mentoring (Murrell, 2021). The results are higher reported salaries, greater

career satisfaction, increased pro

motion rates, higher organizational commitment, and lower turnover

rates (Murrell, 2021). The peer mentor relationship is described as a type of friendship that is reciprocal

or uniquely mutual. Today’s organizations are more flat and networked, resulting

in challenges that are

overcome through the use of peer mentoring. A peer mentoring relationship is essential because

knowledge shared between peers comes from personal experiences that are not typically part of the

organization’s knowledge management proc

ess (Murrell, 2021). Conversations are viewed as more

protected, unbiased, and independent, resulting in a more complex and diverse leader.

References

PAD4414: HUMAN RESOURCES PUBLIC SERVICE
Mod 5- 3 assignments 1-discussion 2 responses to peer then the essay KEEP essay separate
Read Chapters 9 & 10 in the Textbook Berman, E. M., Bowman, J.S., West, J. P., & VanWart, M. R.
(2020). Human Resource Management in Public Service 6th ed. Thousand Oaks, CA: Sage Publication
1. Locate and summarize an article related to concepts of this module’s submission box assignment(s)
and POST ON THE DISCUSSION BOARD. Discuss your article in relation to the reading (in 200 words) and
cite the source of your article using APA format. (This article is NOT required to be a scholarly article
however you must provide the article’s citation.)
2. Respond to two other student’s article summarize with your opinion of their articles in 150 words for
each summarize. Responses such as, “I agree” or “Good idea” are not acceptable and will receive no
credit. The response must add to the scholarly dialogue presenting the reasons for your opinion and
supporting documentation cited.
Student #1
Traditional mentoring involves a series of dynamic, reciprocal relationships between a mentor and
mentee that impact both parties regarding organizational learning and the further development of their
career potential (Murrell, 2021). However, mentoring programs are often complicated, costly, and
produce varied results. A longstanding barrier contributing to these mixed results is the inability of the
mentor and mentee to develop a strong social bond due to the unidirectional effect of the manager and
subordinate relationship (Murrell, 2021).
To eliminate this barrier and develop a more diverse leader, the mentee’s work environment needs to
be a psychologically safe place to provide honest feedback and voicing their ideas (Murrell, 2021). In
addition, the mentee’s identity must not be viewed as different or in conflict with the organization’s
societal norms, culture, or history (Murrell, 2021). One way to accomplish this is through the
implementation of peer mentoring.
A peer is a person’s equal. Studies show that peer mentoring by an equal can benefit a mentee’s
psychosocial and career function by achieving a greater degree of collaboration, communication, and
support than traditional mentoring (Murrell, 2021). The results are higher reported salaries, greater
career satisfaction, increased promotion rates, higher organizational commitment, and lower turnover
rates (Murrell, 2021). The peer mentor relationship is described as a type of friendship that is reciprocal
or uniquely mutual. Today’s organizations are more flat and networked, resulting in challenges that are
overcome through the use of peer mentoring. A peer mentoring relationship is essential because
knowledge shared between peers comes from personal experiences that are not typically part of the
organization’s knowledge management process (Murrell, 2021). Conversations are viewed as more
protected, unbiased, and independent, resulting in a more complex and diverse leader.

References