The goal of this qualitative phenomenological study was to explore lived cross-race mentoring experiences of 22 male army senior officers in the United States Army in the Washington metropolitan area to find factors that will hinder or assist toward effective cross-race mentoring relationship. Four main themes with two sub-themes were identified among utilizing Moustakas (1994) modified Stevick-Colaizzi-Keen method: Mentee’s background, Diversity, Honesty, and Stereotyping. With Diversity, a sub theme of Environment Awareness was identified. The criticality of having culture awareness was found to be as critical as learning the mentee’s background. Six additional themes were identified as a part of unintended findings as these themes were predominately found among racial-minority officers only. Those were open mind, race and mentoring, similarity factors, open discussion, mentorship needs, and commissioning source. Despite a close relationship between diversity, mentorship, and leadership in the United States Army, mentoring does not often occur. Leading people from different cultures and backgrounds require guidance, support, and resources. The knowledge from the study lessens the factors that may prevent future U.S. Army mentors and mentees from challenges with cross-race mentoring and assist towards positive cross-race mentoring relationship. Present and future military leaders may also hope to benefit from the scholarship contribution of the current study to mentoring and leadership training.
|School:||University of Phoenix|
|School Location:||United States -- Arizona|
|Source:||DAI-A 73/10(E), Dissertation Abstracts International|
|Subjects:||African American Studies, Management, Military studies|
|Keywords:||Cross-cultural mentoring, Leadership development, Mentoring|
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