Reverse-Ge

Reverse monitoring refers to an initiative in which older employees are paired with or mentor by younger employees, who are well aware on topics like Technology, Social media and current trends. In tech-industry or other businesses which heavily rely on technology and familiarity with the new trends, reverse monitoring has been seen as a source to bring older employees to speed them and improve their skills, so after these skills with their experience they can also match the employees 20 or something around, who’s lives have been deeply indulge with the computer and technology.

The Idea that senior executive stand against a new employee to learn a thing goes against traditional workforce practices, where most executive often provide the mentorship to the new employees. However, the fast-moving development in technology and trends has reversed this idea in some offices, where older worker may have experience but they lack skills and ability to match with the Global era. This case study is based on the real case of General Electric, where senior executive faced difficulties in dealing with Internet. They feel uncomfortable with the highly specified applications of Internet.

So, as to provide the solution for the problem CEO Jack Welch proposed the older employees to get a mentor. Like many company GE has used mentor system before but this time the situation was different, before it was the senior employee training the new employees but this time it was vice versa the newly appointed employee would mentor the senior executive of the company, where they will have daily homework and will discussed articles and web site portals. ii. Answer to the Questions of the Case Study: a) What potential pitfalls might this type of program encounter?

These types of program may encounter many issues like this idea that senior executive could stand to learn a thing from new employees goes against the traditional workforce environment. Senior may take for granted that they were being mentor by young and new employees with very less experience compared to their experiences, but many may take it as opportunity to give and take. b) Look at the stages in a mentoring relationship and apply them to this situation. There are four stages in Mentoring Relationship, from which every individual employee goes and they are: 1.

Beginning of the match: The beginning of any relationship is often awkward, and mentoring relationship are no exceptions. Your first few month will focus on only knowing each other where Mr. Trotter met his mentor and get to know that she was a good Lady and the lady commented that she feels comfortable after attending first session with Mr. Trotter. 2. Challenging and Testing: This stage is most effective and important in whole process of mentoring relationship, where your mentor put yourself on testing and gives you challenging task to analyze your interpretation and skills.

In this case this task was even difficult to analyze and interpret the abilities of such a senior executives. 3. Real Mentoring: Than comes stage where mentor sits and watch the work of the mentee and monitor its work closely and it was hard for young employees to figure out what is wrong in the understanding of senior executives. 4. Transition towards closure: It is difficult for both mentor and the youth and in this case youth were the mentor. There may be many feeling of match towards ending and you want to end it on a higher note, it was that Mr.

Trotter mentor said her session with an executive made her comfortable and her relationship with Mr. Trotter also exposed her to the skills needed to manage a large operations. iii. Facts: (specific intenses) * In this fast moving era technology has played a vital role, any organization without technical expertise cannot stand in today’s business world. * In tech industry and other businesses that heavily rely on the technology sees reverse-monitoring as a way to bring older employees in speed up to areas where they can match the efficiency of the 20 or something employees.

* General Electric senior executive were facing great difficulty dealing with the Internet along with its CEO. iv. Management response (solution to the problem): The former CEO Jack Wilch of General Electric has been credited with helping to spread the reverse monitoring. He realized that the GE management has much to learn about the Internet and he mandated that top management of the company including himself take on reverse-mentoring.

Management responded the situation immediately by asking them to have a mentor who can guide them and make them aware with the fast moving technologies, where some senior executive see this as insulting there many see this as an opportunity for gave and take, and share their experience with young employees and get to know about the internet technologies to become specialized. Soon GE senior also come up with new innovation and become a profitable product in favor of the organization.