MENTORSHIP AND EMPLOYEE PERFORMANCE OF COMMERCIAL BANKS IN PORT HARCOURT

Abstract

The aim of the study was to determine the relationship between mentorship and employee performance of commercial banks in Port Harcourt. The study reviewed mentorship and employee performance and anchored the work on Herzberg two factor theory of motivation and the Goal-Setting theory. From reviewed literature, it was observed that mentorship serves as a strength and reliable internal conduit for the acquisition and development of skill both for the immediate and future placement of experienced, skillful, and organizational oriented work force. Hence, performance is spurred as they perceived a strong feeling of having a stake and citizenship in the organization. Were opportunity for growth and exhibition of creative might are made ready and planned for in the organization. The study concludes that the use of mentorship program is characterized by the presence of and use of understudy, coaching and roleplay in order for the employees to work effectively around commercial banks are viable ways to achieve work accuracy, quality service delivery and work quality. Trending mentorship program in commercial banks is characterized by the adoption of understudy, coaching and roleplay to promote the performance of employees. It becomes necessary on commercial banks to make adequate provisions of leadership style such as transformational leadership style and visionary leadership style etc. to create an enabling environment for mentorship to be effective, thereby enhancing the performance of their employees.