CHAPTER FIVE: SUMMARY OF FINDINGS, CONCLUSIONS AND RECOMMENDATIONS
the least received function was counselling. The most influential career mentoring function female mentees are provided with by their mentors, is challenging tasks, while the protection function was provided to a lesser degree.
5.2.2. Career mentoring function
The extent of the influence of the career mentoring function in the successful mentorship of female mentees was investigated. In the pilot study, female mentees being provided with challenging tasks is identified as the most influential career mentoring function and protection is less influential. The main study reveals that female mentees perceive coaching to be the most influential career mentoring function they receive; while mentors perceived that the most influential career mentoring function they provide to female mentees is giving challenging tasks.
Both parties identify protection as the least influential career mentoring function for the successful mentorship of women.
5.2.3. Age, gender and race of the mentor-mentee relationship
The pilot study examined the impact of age, race and gender of mentors on the successful mentorship of female mentees. It emerged that gender and race of mentors does not have influence on the successful mentorship of women. Findings revealed that in the case of a few female mentees, the age of the mentor does have an impact on their mentorship. Most mentors are older than their mentees and the female mentees gain skills and knowledge. The main study examined the influence of the age and race of female mentees on the successful mentorship of women. It is revealed that the race and age of female mentees does not influence their successful mentorship. A few studies have been undertaken on the influence of age and race of female mentees on the successful mentorship of women.
5.2.4. Attitude of mentors towards the mentorship of female mentees
The influence of the attitude of mentors towards mentees on the success of the mentorship of female mentees was investigated. In the pilot study, female mentees revealed that their mentors were friendly and approachable. The female mentees feel that their mentors are open and positive in their mentorship relationship and this contributes to the success of their mentorship.
In the main study, female mentees revealed that their mentors are mostly friendly, approachable and patient, while the mentors revealed that they are mostly approachable, patient and friendly.
Female mentees indicated that their mentors have positive attitudes regarding their successful
In South Africa it is evident that there is an improvement where mentors have a positive attitude towards their female mentees in the construction industry.
5.2.5 indicators of successful mentorship of women 5.2.5.1. Career advancement
The extent of the influence of the career mentoring function in the successful mentorship of female mentees was investigated. In the pilot study, female mentees identified the provision of challenging tasks as the most influential career mentoring function, and protection as the least influential. The main study reveals that female mentees perceived coaching to be the most influential career mentoring function they receive; while mentors perceived that the most influential career mentoring function they provide to female mentees is giving challenging tasks.
Both parties identify protection as the least influential career mentoring function for the successful mentorship of women.
5.2.5.2. Retention of female mentees
The study examined whether female mentees were retained in the South African construction industry. It emerged that the appointments of a significant number of female mentees in the pilot and main study have not been terminated during their careers. In the main study, most female mentees indicated that they intend to leave their current organisation within the next three years, although they had no intention of leaving the construction industry. This means that female mentees are not retained in their organisations but they are retained in the construction industry.
Most mentors averred that their female mentees would like to continue working in their current organisations. It was revealed that the most probable reasons why female mentees would leave their current organisations are to broaden their knowledge and to upgrade their remuneration package; most mentors concurred with this. It has also been revealed that most of the mentors would like their female mentees to remain in their organisation because they are great assets;
they would encourage their female mentees not to leave their current organisation. Over time, the number of female mentees in the construction industry will increase and they will be able to earn a living wage and enjoy satisfying working conditions.
5.2.5.3. Gain of knowledge
The knowledge gained by female mentees was examined only in the main study and data was collected by a survey approach. The study reveals that female mentees gain knowledge from their mentors. Both mentors and female mentees indicate that the most knowledge was gained through group work, followed by role responsibility, mastering tasks and organisation.
Furthermore, the age and race of mentees does not have influence on the gain of knowledge.
5.2.5.4. Increased productivity
The main study sought to determine whether the productivity of the female mentees is influenced by the successful mentorship they receive in the workplace. It was established that a successful mentorship has an influence on the productivity of female mentees and that female mentees are productive in the workplace. It was also revealed that the race and age of female mentees do not have an influence on their productivity and successful mentorship.
5.2.5.5. Entrepreneurial skills
It emerged that most of the female mentees were not interested in starting their own businesses, but preferred instead to be employed full-time in a private organisation or in the public sector. A few mentees were full-time employees and also had part-time businesses. Few female mentee participants own businesses and more than 50% of female mentees are planning to have a business within the next six to ten years. Mentors provided a low level of entrepreneurial skills in business management skills. It is evident that females need to be equipped with business management skills in order to develop their entrepreneurial skills. It was discovered that there is no influence of age and race of mentees in the indicators of successful mentorship.