AP Pre-First Draft

A supplementary solution that Anderson and her team propose is for companies to

advocate for error management training. This type of training can be easily put into place

with a mentorship program in mind. Instead of dealing with the reviews of women in the

workplace, this solution focuses more on the process of training and employee. For

instance error management training allows employees to make mistakes and more

explanatory learning, reduces anxiety, and relates to important training outcomes

(Anderson et al. 526). Consequently, then this allows for the mentor to give advice easily

and pinpoint what the employee can improve on to avoid making the same mistake twice.

Additionally since mentors can prevent further mistakes from happening this promotes a

sense of self-regulation and self-awareness that the employee can use in the future

(Anderson et al. 526). Granted that the research was inconclusive, by allowing employees

to make mistakes allows workers to not be afraid of failing and also makes the mentors

advice more meaningful and helpful for the workers. Therefore with the use of error-

management training women will be able train under a mentor without fear of failing, and

give mentors a chance to share their own personal experiences. Furthermore since

mentors will be able to share more wisdom, women will be able to learn from their

mentors mistakes and grow as a leader themselves.

AP Final Draft

The second, and most important, solution that Anderson and her research team

propose is to use error management training. This form of training can be easily put into

place with a mentorship program in mind. Error management training focuses more on

improving the employees work ethic than the actual evaluations themselves. For instance

error management training allows mentors to give more explanatory learning (that)

reduces anxiety (Anderson et al. 526). Consequently, then this allows for the mentor to

give advice easily and pinpoint what the employee can improve on to avoid making the

same mistake twice. Granted that allowing employees to make mistakes maybe

detrimental to the progression of the companies projects. Nevertheless by allowing an

employee to make mistakes, the company allows for the individuals to use problem-

solving skills that they have learned to genuinely new situations. Additionally since

mentors can prevent further mistakes from happening this promotes a sense of self-

regulation and self-awareness that the employee can use in the future (Anderson et al.

526). Even though the research conducted was inconclusive, by allowing employees to

make mistakes allows workers to not be afraid of failing and also makes the mentors

advice more meaningful and helpful for their pupils. Also the use of the training allows

mentors the ability to share personal stories to further improve the quality of advice that

employees receive. Furthermore since mentors will be able to share more wisdom,

women will be able to learn from their mentors mistakes and grow into their own

leadership style.