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National Academy Of Neuropsychology

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Question:

Discuss about the National Academy of Neuropsychology.
 
 

Answer:

Introduction:

When I worked under the assistant manager of Woolworth then I observed that a mentor can be a person who has an upper ranking in the working place.  I also analyzed that a mentor have also higher experience as compared to other employees. The mentor can support the mentee’s to develop their professional as well as personal life[1]. Mentors can be a role model who aids to accept, confirm, protect, and friendship with the mentee. A mentor can observe, counsels, listens, challenges, coaches, and promote to the mentee[2].

I learned about different kinds of ethical parameters and responsibilities for both mentors and mentee such as ethical code of practices, limitation and expectation, confidentiality, equality and diversity, training, ethical standards, and ensuring the quality. I learned that if an individual is a work as mentee and motor then they have needed to create their understanding of the code of conduct. It can be implied for mentoring the relationship between mentee and mentor[3]. I also analyzed that the main aim of the code of conduct practices is to identify the responsibility, consistency, and get a reliable result. In addition, I also observed that the mentor and mentees are aware to the boundaries and expectation for making a robust relationship. I also analyzed that the mentors and mentees should be clear and honest regarding their expectations and need. I notified that the mentor and mentees should respect each other along with this they also aware of their own duties to make an effective relationship between the mentor and mentee. The mentees and mentor make an agreement for conducting ethically during the work[4].   

I learned that the mentoring relationship can be effective to obtain a positive outcome. It can also be positive impact some significant factors such as employee, employer, mentor, and professional[5]. I observed that the employee or an individual can take the benefits from the monitoring relationship because a mentor has greater experience and knowledge that give the advice to improve their professional skills systematically. In addition, I also notified that a mentor can show a task front of the employee and lead them through problem-solving and critique the work of employee or individual. Hence, it is also evaluated that the mentoring can positive impact on the performance of mentees along with support to getting a reliable result[6]. Beside this, I also learned that the employer of a mentor can be increased by employee or mentees through getting the higher productivity in an organization.

I also understood that in can a mentor do mistake in their job then it can decline the productivity of the company and reduce the level of mentor employer. I observed that the mentoring relationship can enable the mentees to get higher job satisfaction, which can create the positive atmosphere at the workplace. I gained my knowledge how mentoring relationship can influence the mentors. It can also be analyzed that the mentoring can give the opportunity to lead other that can enhance the confidence of mentors and increase the satisfaction level of mentor towards their job[7].

I notified that the mentor can focus on listening to mentees concern and develop the better knowledge about the mentees issues and robust communication skills. In addition, it is also evaluated that in case a mentor supervises other systematically then it can improve their supervisory skills. I also learned that a mentor and employee can keep the professional connection in long term. It can also support to enhance the reputation and connections of employees. I observed that the mentoring can provide benefit to the employee by increasing their communication and problem-solving skills. It enabled the business to become a more innovative and concentrate on its growth than the training. In addition, it is also analyzed that value collaboration and data share can lead to the robust organization.

I also analyzed that the mentoring can improve the personal and professional life of mentees. On the other side, I observed that many institute or organization structure of mentoring wherein an experienced employee shared their experience to the subordinates and guide them. I also learned that some of the organization can select a mentor and the mentoring relationship can occur in an informal way. In addition, it can also be evaluated that monitoring can provide many benefits along with some drawbacks. The drawbacks can decline the chance of success in the organization. I also analyzed that a mentee can increase their sense of achievement by mentors feedback and evaluation of their growth. The mentor can force the employees to meet the specified work in the less time. As a result, it can create the stress among mentees in the workplace.

A mentor can increase the satisfaction level of mentees but at the same time, it can be said that the way of giving instruction can create the complexity towards the achievement of the specified goal[8]. In addition, I also analyzed that the mentor can also create the frustration in the working place. I also observed that a mentor can feel that the mentees are not quickly working in the working place then they cannot offer reliable and valid information to mentees, as a result, create the frustration in the workplace.

The mentees feel frustrated if they do not get actual guidelines to the mentors about their issues[9]. It can create the problem for mentors in long-term. I observed that in case the mentor and mentee relationship is not good then it can create the problem to attain the specified goal in less time and cost. I also learned that if organizations assign an employee who has better experience to lead the new mentees and they have already many tasks then it can be a major issue in the mentoring. Therefore, it can be said that the mentoring can direct impact on the productivity of an organization[10].

 

Effectiveness of own mentoring experience

I observed that the mentoring can increase the skills of management and development that can lead to improving my professional and personal life in long-term. I analyzed that the mentoring can help to evaluate our own interest and readiness towards selecting any mentor and understand their behaviors. It can also support to gain the trust and maintain the relationship. I analyzed that the motivation is necessary for enhancing the productivity of an organization. I gain my motivation level from the mentoring that can be supportive to make a relationship with other and become a mentor in the upcoming period. It can also be evaluated that the motivation techniques can enable the employees to get the valid and accurate outcome in less time and cost[11].

In this placement, I exhibited three major skills such as some problem solving, interpersonal skills, and teamwork. The problem-solving skills support me to make a robust relationship with a mentor because problem-solving enabled me to address the problem in depth. At the same time, I also observed that interpersonal and teamwork skills supported to get the feasible result in the specified time and cost.     

I analyzed that there are three factors such as lack of confidence, listening skills, and lack of using modern technology that needs to make improve. It is also observed that the lack of confidence can decline my performance along with influence my personal life[12]. Hence, I need to more focus on this skill to improve it effectively. I also detected that lack of listening skill can also a barrier for me to improve my personal and professional life.

 

References

Avendal, C. (2015). Social work in Ghana: Engaging traditional actors in professional practices. Journal of Comparative Social Work, 6 no. 2.

García-Peñalvo, F. J., Cruz-Benito, J., Conde, M. Á., and Griffiths, D. 2014.Virtual placements for informatics students in open source business across Europe. In Frontiers in Education Conference (FIE), 2014 IEEE (pp. 1-5). IEEE.

Garvey, B., Garvey, R., Stokes, P., and Megginson, D. 2017. Coaching and mentoring: Theory and practice. USA: Sage.

Gopee, N. 2015. Mentoring and supervision in healthcare. USA: Sage.

Graves, S. L., Proctor, S. L., and Aston, C. 2014. Professional roles and practices of school psychologists in urban schools. Psychology in the Schools, 51 no. 4: 384-394.

Halliday, M. A. K., and Hasan, R. 201). Cohesion in English. UK: Routledge.

Hedman, U. 2015. J-Tweeters: Pointing towards a new set of professional practices and norms in journalism. Digital Journalism, 3 no. 2: 279-297.

Johnson, W. B., and Ridley, C. R. 2015. The Elements of Mentoring: The 65 Key Elements of Coaching. USA: St. Martin's Press.

Kerry, T., and Mayes, A. S. 2014. Issues in mentoring. UK: Routledge.

Leech, G. N. 2016. Principles of Pragmatics. UK: Routledge.

Sweet, J. J., Benson, L. M., Nelson, N. W., and Moberg, P. J. 2015. The American Academy of Clinical Neuropsychology, National Academy of Neuropsychology, and Society for Clinical Neuropsychology (APA Division 40) 2015 TCN professional practice and ‘salary survey’: Professional practices, beliefs, and incomes of US neuropsychologists. The Clinical Neuropsychologist, 29 no. 8: 1069-1162.

Witten, I. H., Frank, E., Hall, M. A., and Pal, C. J. 2016. Data Mining: Practical machine learning tools and techniques. USA: Morgan Kaufmann.

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