Porpose: The present research was conducted with the purpose of presenting the model of using mentoring (development of communication skills, education, etc.) in personal development.
Method: The statistical community in the qualitative part of the research included Tehran municipality experts, 20 of whom were considered as the sample size using the saturation principle. In the quantitative part, it included all the executive managers of Tehran municipality, 225 of whom were selected as the research sample. The method of data analysis was used in the qualitative part of theoretical coding and in the quantitative, descriptive and inferential part (tests such as Pearson correlation, confirmatory factor analysis) using SPSS-v21, Smart Pls-v2 and Lisrel-v8 software.
Findings: The results of the research showed that among the 84 indicators (items) available, 15 main components can be identified. The components of development of inherent skills, development of technical skills, development of communication skills, development of environmental skills were identified as the components of using mentoring in personal development, and the components of innovative performance, sustainable competitive advantage and educational quality were identified and introduced as effective factors on the use of mentoring in personal development. Were placed.
Conclusion: managerial, technological and educational factors were identified as strategies, environmental, democratic and educational factors as facilitators and technological and educational factors as existing obstacles. Finally, a model was presented that had a good fit.
Presenting the model of using mentoring (development of communication skills, education, etc.) in personal development
Introduction: Today, managers are known as the most prominent leaders of development programs in the organization, and they can achieve this issue in a favorable way if they have the spirit of learning and have a written plan to follow the path of individual development and improvement. One of the most effective ways to accelerate the development of individual knowledge in the field of management is mentoring and accompanying a mentor. Tehran Municipality is one of the organizations in which the mentoring process is facing challenges and in order to manage and increase its efficiency and effectiveness and become a social institution, it needs capable and developed human resources that are in sync with the goals of urban management.
Mentoring is a process in which one of the managers of the organization or an expert outside the organization, both in terms of knowledge and experience, gives advice to other colleagues and specifies work models, processes and tools for them. Both coaching and mentoring are mainly focused on current and future achievements. In better words, mentoring is said to improve the job status of employees individually, which is obtained through joint cooperation and knowledge sharing with them. Mentoring provides professional support for the career path of employees and facilitates the transfer of knowledge and organizational culture. Mentoring is very important in today's organizations, because it causes personal and social development of employees.
Considering the challenges in the Tehran municipality management department and also the importance of mentoring in creating self-efficacy, eliminating mistrust and promoting succession, the present research aims to help promote the use of mentoring in the individual development of executive managers of Tehran municipality by providing a comprehensive model. In this way, the present research aims to help improve the process by identifying the indicators and components of the process of mentoring and personal development of executive managers and providing operational solutions, and to answer this basic question, what model can be provided to apply mentoring in the personal development of executive managers of Tehran Municipality?
A sea of confusion surrounds the term mentoring. In a way, the mentor is defined as the instructor, and apart from a name, there is nothing new about this activity. Socrates seems to be the first to define: I cannot teach people anything – I can only make them think. This quote is a good description of the principles of mentoring. Before the word mentoring was coined, people active in this field used titles such as mentor, advisor, guide and sometimes the word assistant to refer to themselves. Now the mentoring profession is well known and it is said that it will become the number two growing industry in the coming years after IT jobs.
Human resource development is about mature people who play a role in productive and productive systems. The goal of human resource development is to focus on the resources that people add to the set of factors involved in success (both individual success and the success of the organizational system.
In general, all personal behaviors and skills that are used to improve the current situation are called personal development. Personal development refers to activities that develop self-awareness, potential abilities, talents, the ability to realize dreams and create wealth in us. In short, personal development will improve our situation and our prospects in life.
Therefore, the current research was conducted with the aim of providing a model of using mentoring in individual development (case study: executive managers of Tehran Municipality).
Materials and methods: The statistical community in the qualitative part of the research included experts from Tehran Municipality, which was used to determine the samples using the targeted non-random sampling method and 20 people were considered as the sample size using the saturation principle. In the quantitative part of the statistical community, including all the executive managers of Tehran Municipality, Cochran's formula was used to determine the sample size, and 225 people were selected as the research sample. The method of data analysis in the qualitative part of theoretical coding was derived from the data theorizing method. In the quantitative part, according to the research questions, descriptive and inferential statistics methods (tests such as Pearson correlation, confirmatory factor analysis) were used using SPSS-v21, Smart Pls-v2 and Lisrel-v8 software.
Findings: The results of the research showed that among the 84 indicators (items) available, 15 main components can be identified. The components of development of inherent skills, development of technical skills, development of communication skills, development of environmental skills were identified as the components of using mentoring in personal development, and the components of innovative performance, sustainable competitive advantage and educational quality were identified and introduced as effective factors on the use of mentoring in personal development. were placed.
Conclusion: managerial, technological and educational factors were identified as strategies, environmental, democratic and educational factors as facilitators and technological and educational factors as existing obstacles. Finally, a model was presented that had a good fit.