Mentorship-Driven Talent Management by Kumar Payal;Budhwar Pawan;

Author:Kumar, Payal;Budhwar, Pawan;
Language: eng
Format: epub
Publisher: Emerald Publishing Limited
Published: 2019-09-25T00:00:00+00:00

Mentoring – Gender X Country

The existing mentoring support and practices in various accounting firms currently operating in India and Malaysia appear to be gendered. The existing and future approach to mentoring activities as expressed by principals and partners of the accounting firms in both countries are presented below.

Country Context – India

The interview data obtained from the principals and partners of accounting firms revealed distinct differences in mentoring experiences depending on the country context and gender of the respondent. The verbatim comments shared by female and male principals and partners in Indian accounting firms show that there is a gendered orientation towards mentoring.

Female X India – the female principals and partners exhibited a positive inclination towards mentoring junior accountants and even staff working in administrative roles in the firm. The female principals and partners interviewed indicated positivity towards offering mentoring support to other junior women in formal and informal roles: ‘mentor my junior accountant in whatever way I can’ (Respondent#2, Female Principal, India). However, the mentoring support and activities in the accounting firms varied depending on the size and type of firm. For example, the female principals and partners working in the family firms aligned the mentoring support received from family members with succession planning strategies: ‘women are rarely chosen to be the successors’ (Respondent#9, Female Principal, India).

Male X India – the male principals and partners interviewed in the Indian context seem to favour providing mentoring support to male accountants only. The male principals related mentoring support to monetary benefits and opined that the support provided via mentoring represents an investment in the firm ‘aware that the investments made on male accountants will bring more monetary benefits to the firm in the long term’ (Respondent#8, Male Principal, India). For example, male principals and partners assign marketing and networking activities to male accountants working in the firm. This type of work attracts payment of bonuses and commissions in addition to monthly salaries that result in the employees remaining with the firms for a longer period of time. Male principals of the accounting firms in India do not appear to be keen to invest in training female accountants who are working for the firm, as they believe there is difficulty in retaining female employees on a continued basis: ‘not interested in investing in training the female employees as it is highly unlikely for them to stay’ (Respondent#7, Male Principal, India).

Download

Copyright Disclaimer:
This site does not store any files on its server. We only index and link to content provided by other sites. Please contact the content providers to delete copyright contents if any and email us, we'll remove relevant links or contents immediately.