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1 – 5 of 5Research on mentorship has been dominated by the West and little is known about the cultural variations of the mentoring phenomenon in Asian countries. A richer understanding of…
Abstract
Research on mentorship has been dominated by the West and little is known about the cultural variations of the mentoring phenomenon in Asian countries. A richer understanding of the cultural context that is more attuned to mentoring experience in Asia can help to improve workplace experience, in general, for those working in and for those who intend to work in the region. This chapter captures the important theoretical lenses in the mentoring literature, and also provides a clear demarcation between negative mentoring and dysfunctional mentoring. This is followed by contextualizing mentoring as per four of Hofstede's six cultural dimensions by dwelling on mentoring experience in countries such as China, India, Pakistan, Japan, South Korea and Taiwan. It is hoped that this chapter will pave the way for further research, which may be a precursor for theory development.
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This chapter explores recent shifts from diagnostic to more dialogic, relational, and emergent OD practices and poses the question: How is diversity and inclusion integral to…
Abstract
This chapter explores recent shifts from diagnostic to more dialogic, relational, and emergent OD practices and poses the question: How is diversity and inclusion integral to Dialogic OD and how do Dialogic OD practices support the goals of diversity and inclusion? Dialogic OD practices turn our attention to the deeply embedded patterns that we may otherwise take for granted, foster a readiness to disrupt these patterns, and enable a shift to alternative and perhaps more inclusive narratives. My focus is on how the dialogic and communication perspectives address systemic forces that maintain undesirable prevailing narratives and build the capacity to create more inclusive communities.
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