15. Belief that mentoring is only for a limited people.There are several factors that contribute to an ideal mentoring environment.<br />The ideal mentoring environment is one in which no one is left out, education and development are valued and respected, People can feel free to grow and learn without fear of censure and everyone is willing to give of their time, knowledge and skills.<br />There are four phases in developing a mentoring progamme:<br />In phase one asses your current situation. You recognize that your organization fully supports mentoring activities or not. Review how mentoring is taken by the organization, both at the executive level and at the grass roots level. Identify any people in the organization who already support mentoring, realize its value, and understand the benefits it can bring to the Organization. Recruit these individuals as mentoring champions. Invite them to share their viewpoint with others, particularly those whom you have identified as not understanding the value of mentoring. Secondly, assess that your current mentoring technology and resources are sufficient to support your mentoring aim.<br />In phase two design the systems and structure needed to implement your plan. Integrate your plans with existing training processes and performance evaluation systems. New technology processes and systems that are needed to Level mentoring across the organization.<br />In phase three you have to develop an approach and designed the systems and structure needed, you must allocate adequate resources to internal and external developers to build the systems and structure. Many companies design programs that are short-lived because they fail to estimate the costs involved in long term mentoring. <br />In phase four implement your mentoring process. How you implement your mentoring process will depend on your unique design, but two key components are critical to your success. Through your own personal efforts and the efforts of your Mentoring champions, classify mentoring as essential to the future of the organization. You can accomplish this through words and deeds. Openly engage in a mentoring relationship so others around you can see the positive impact it has on your work, your partner’s work, and the organization as a whole. Your actions will show that mentoring is valued as a part of the organization’s culture. Acknowledge the efforts of people the people who are the mentees and mentors, mentoring champions, or just people who are making the effort to support mentoring in the organization in any way they can. Again, by recognizing the efforts of individuals trying to make a difference, you show support of mentoring and help make it an integral part of the organizational culture.<br />Implication of organization culture is relate to selection decisions .hiring individuals whose values do not align with those of the organization culture is lead to employees dissatisfaction and lack of motivation so employees misfits lead to higher turnover rate which is not good for organization.<br />Conclusion<br />Focus on building an organizational culture is one way of showing that people are the organization’s most valuable asset.<br />A strong culture is a talent-attractor employee’s look at organization when assessing your organization. The best people want more than a salary and good benefits. They want an environment where they can enjoy and succeed in.<br />A strong culture is talent-retainer. A strong culture creates greater synergy. A strong culture brings people together. When people have the opportunity to communicate and to know each other better, they will find new connections. These connections will lead to new ideas and greater productivity – in other words, you will be creating synergy. Literally, 1 + 1 + right culture = more than 10. A strong culture makes everyone more successful. Creating a better culture is a good thing to do for the human capital in the business.Socalization plays very important role in sustaining the organizational culture and by socialization people come to know about organization norms and values. Mentoring is also very important for sustaining organization culture. These three things organization culture socialization and mentoring are interrelated with each other. Organization culture can easily communicate and flourish through proper socialization and mentoring.<br />References<br /> BIBLIOGRAPHY 1033 Bonkeno, M., & Gantt, V. (2000, November). Dialogic Mentoring. ManagementCommunication .<br />Cooper-Thomas, H. D., & Anderson, N. (2006). Organizational socialization. Journal ofManagerial Psychology , 21 (5, 2006), 492-516.<br />Taormina, R. J. (2007). Interrelating leadership behaviors, organizational socialization,and organizational culture. Leadership and Organizational Development , 29(1,2008), 85-102.<br />