;Facing issues such as youth unemployment rate, disparity between knowledge-learned and skills-needed, as well as industry talent imbalance in recent years, Taiwanese society has gradually initiated discussions upon mentoring system and blue-collar occupations. Close attention from industry, government, education groups, with series of reports about blue-collar subjects and international experience, brings new discussions on Taiwanese mentoring system and professional talents training.
Mentoring system, mentoring relationship; from traditional cultural continuation, early society idea of conventions and agreements, developed into multivariate mentoring functions through studying. Because of studying, features of traditional mentoring handed down from before also started conversation between modern occupational training and decent work. Numerous of studies proves, mentoring system, mentoring relationship, and mentoring function affects employees. What’s more, organizational socialization, organizational citizenship behavior also benefit whole development of technical and vocational industry, provide well professional training system, increase working satisfaction. There are plenty successful results of mentoring system in the literature. But, there still lacks of discussion upon relation of business Ethics and mentoring. Mentoring system, without discussing its business Ethics, will be a talents training system lacking moral thinking and ethical studying. If mentoring is used in illegal, unethical parties, it will bring unethical organizational socialization and organizational citizenship behavior, vicious circles upon the society. However; in successful mentoring examples studying, it failed to look into the data of those who deny to take part in technical and vocational system due to mentoring, or those leaves their company for mentoring.
As of today, even though mentoring system is respected and discussed on multi-aspects by industry, government, media, and education groups. However, Taiwan still faces issues such as industry talent imbalance, youth unemployment, and professional talents gap. Showing that despite numerous studying results proved that even with highly effective and functioning mentoring system, it still cannot solve the present crisis of industrial talents in Taiwanese society. The author believes, there should be ethical studying of mentoring; by commercial ethic theory and stakeholder theory approaches so as to gain a more comprehensive effect analysis. Furthermore, to respond the ethical disputes between Taiwanese society and mentoring system by constructing an ethical mentoring norm through integrating social contract in order to ensure mentoring system can apply on Taiwanese society practically. And to response issues faced by Taiwanese industries, generating a substantial benefit for industrial development.
This paper summarizes development of mentoring system study and issues from Taiwanese mentoring related documents; discussing foreign mentoring system experiences and development, sorting out the advances; and to further reflect practically on three different kinds of mentoring patterns in Taiwan. Then combine theory and practice, data and practical experience integration of mentoring related issues analyzed by stakeholder theory. In the end, with human ethical value bases analyzed through integrating social contract, constructing fourteen rules of mentoring business ethical regulations. Based on these fourteen regulations, existing mentoring ethical issues will be answered. Following these regulations, there will be an initialization of creating a better mentoring efficiency.
Keywords: Mentoring System (Apprenticeship), Mentoring Relationship, Mentoring Function, Stakeholder Theory, Integrating social contract Theory, Decent Work.