Summary: Increasing diversity within organizations has made it crucial for managers to mentor their employees as “a tool for nurturing and developing these individuals” (Bailey and Cervero, 2002). Successful mentoring of these individuals also results in positive outcomes for organizational initiatives. However, the cultural characteristics of this diverse population have also made it more difficult to understand how to properly mentor these employees. Mentoring across cultural boundaries is a “particularly delicate dance that juxtaposes group norms, societal pressures and expectations with individual personality traits” (Bailey & Cervero, 2002). The following areas of focus are crucial elements for a successful cross-cultural mentoring relationship between the organization and its employees. The first area of ​​interest is the performance of individuals. It is crucial that all employees know how well they are performing, and a manager “does a disservice to employees when he or she does not let them know that their work is not meeting required standards.” An employee needs feedback from his or her managers in order to correct actions that do not align with the organization's goals. For example; an employee may feel like they are above average because they produce more quantities of product within the department. However, this employee may err if the error gap in his work is higher than that of other employees and the organization prefers quality over quantity. In the previous example, the meaning of good performance takes on a different meaning depending on the goals of the organization. The next area to focus on when involved in a mentoring relationship is reputation and credibility....... middle of paper. .....the organization and its employees, this may result in policies or changes in the culture of the organization that may have been overlooked when initially created and need to be addressed. These changes can in turn promote positive performance between the parties involved once the conflict is resolved. It also builds on the credibility of the organization to resolve issues between employees and promote loyalty to the organization. And above all, it positively strengthens the relationships between all parties involved. So one might ask how this skill directly affects the mentor-mentee relationship and it's quite simple. As a manager, you must be able to validate your ability to manage conflict among your subordinates and demonstrate this process to your mentee. As a mentee, you should be able to check your understanding of the importance of conflict management.