Business Psychological Coaching and Mentoring - Coursework Example

BUSINESS PSYCHOLOGY,COACHING AND MENTORING Name Course Professor Date Business Psychological ,Coaching and Mentoring Introduction Businesses come with a wide variety of choices that one needs to make. There is a high competition in the corporate sector which needs a unique approach to ensure the business sustains its productive employees attract other core employees and also improve the productivity of the present employees( Hayes and Kalmakis 2007). Business needs to move an extra mile in the bid to keep up with the employees. For the output of the employee to be significant some variable factors need to be applied. Such variables include motivation and job satisfaction. They play a very vital role in the output of the employee, therefore, for a business to succeed there is need to motivate the employees. Job satisfaction and theory Job dissatisfaction is a concept that has been discussed by various business psychologists in different ways. Employee satisfaction also is known as job satisfaction is a concept that people in business and managers need to employ to keep the employees motivated (Smerek and Peterson 2007).When an employee is contented with the work environment, then it is stated that the employee is satisfied on the other hand when the employee is not contented with the working conditions we say that the employee is not contented. It is an atrocious connotation for employees to have as it may affect the operation of the employee directly. And since the employee and the motivation or job satisfaction are directly related a company that has employees motivated has an added advantage over the business that has not yet motivated staff. The employee becomes satisfied or satisfied depending on his psychological take on what the concept entails. Job satisfaction theories overlap with the motivational theories. It is based my on the hierarchy theory developed by Maslow. The theory states that for employees to be satisfied a series of steps need to be considered in the sequence of their importance. Maslow’s theory has shown a very close overlapping of the relationship between the job satisfaction and the motivation. Maslow’s theory states that the needs of a human being are outlined in the order of their importance (Tan and Waheed 2011). It is described in the hierarchical manner of the importance. The five classifications of needs in the order of their importance include psychological, safety, belonging, self-esteem and self-actualization. When the employees are satisfied it means that they are motivated and therefore he will give the job his all concentration since all the needs are well catered. The theory has enabled most businesses to realize the most out of their employees. In the job satisfaction, the first three categories of Maslow’s theory are to be satisfied first before the rest of the group. Once the basic ones have been achieved the rest are luxurious therefore they are convinced later (Deci and Ryan 2008). The most important categories in the hierarchy are physiological and safety needs. They enhance human living therefore without their satisfaction the employee will have to leave your company and first find ways to fulfill them. Maslow theory will be explained later under the motivational category. Role, Tenure and Organization There are moments when one is under pressure for a job due to the responsibilities that he or she has to take care of. I took a break from school and went ahead to look for a source of livelihood. I managed to secure employment in a particular restaurant here in the city. I was employed as part of the wait staff in one of the busy motels. My work entailed requesting for the order upon the arrival of the customer, delivering the sought order, accommodating the guests, polishing the dishes among other duties. The manager is the one who delegates the responsibilities to the subordinates; therefore, I was delegated to be requesting for order and the welcoming of the guests into the restaurant. In this restaurant, my duties included meal delivery upon request and also accommodating the guests. I enjoyed this work which I did for a couple of months. The motivating environment provided enabled me to work for the good of the business. I had perceived it as my lifetime job. Little did I know that after a short time I would leave to continue with my schooling. Due to the hard work and determination that the manager shows in me, he promised to employ me as the supervisor once I complete my higher education studies. This employment gave me a lot of exposure to the working environment and a proper understanding of the job satisfaction and employees motivation. Waiter staff job gave me the insights of the things to encounter in the workplace. Theories of motivation applied Scholars in the business psychology have devised several approaches after a detailed study of the employees in various business sectors. Several theories have been put forward to assist in the discovery of what motivates an employee. Abraham Maslow’s theory on motivation. Maslow’s theory outlines the needs of a human being in a hieratical manner. The hierarchy has significance on the sequence of the fulfillment of the proposed needs. This theory states that requirements in a person are categorized in five. These are psychological needs the basic needs such as food air and shelter (Miner 2015). In a business site, a manager should focus on providing the employees with favorable working conditions. These conditions include a break to eat or drink, a break and reasonable working hours. The other is the safety needs; these are needs that enable a person to be secured from any danger while at work. These requirements come second in the hierarchy of Maslow’s needs (Maslow 2013). For an employee to work comfortably, he needs to be assured of personal security. A manager should ensure that the safety of his employees is catered for, this raises the confidence of the workers in their working environment. The third need according to the Maslow’s hierarchy is the love and belonging needs. These are the needs that enable the employee to feel part of the company. The need can be expressed in various forms such as a query to the employee on the challenges. Collecting information from the employees about a problem that has occurred or proceeded to happen (Maia 2010). Another way to fulfill this need is by the encouragement of the employees to socialize, encouraging cooperative teamwork and also having a kind supervisor. These are just but a few of ways through which the company can show love to its employees. The next level in the hierarchy is the self-esteem needs. These are needs for self-esteem and respect as a .the company the can enhance this need by recognizing the work of the workers that stand out among the rest of the employees (McLeod 2007). The final need in the hierarchy of Maslow’s theory is the self-actualization. These requirements are meant to enhance the employees to realize or reach the full potential. Two-Factor Theory Fredrick Hertzberg came up with this theory on the two-factor theory. It is based on a survey done to people. After asking several individuals on what satisfies them and what dissatisfies them, he came to a conclusion that whatever satisfies one person is different from the things that disappoint the other employee (Lundberg et al., 2009). The scholar classified the factors into two categories, hygiene, and motivational factors. Hygiene factors are found within the company which includes company policies working systems salary among others, on the contrary, the motivational factors, on the contrary, are intrinsic to the job, and they include the growth and advancement of technology recognition and increased responsibilities among others (Bowditch et al. 2007). The theory has not been universally accepted. Most of the businesses have not been able to adopt this theory since it has a lot of critics that the developer has not been able to solve them. Business psychologists need to do more research on this theory to make it more acceptable to the firm practice. Acquired needs theory The theory was established by David McClelland. This theory has been supported by various scholars worldwide. It states that individuals or employees in an organization acquired three needs through experience (Shimizu 2007). The requirements include the need for power the need for affiliation and the need for achievement. Among the three most important factors, the most dominant are the driving factor in an individual (Siemens 2014). Thematic Apperception Test (TAT) was the method that David used to determine the most dominant need. For example; the story that one develops after critically looking at a picture is what motivates the person or individual. If the thoughts that one came up with are in the title of success brilliant ideas, then the person is seen to have the need for achievement. Likewise to the other kinds of thoughts that one may develop may spark out a need in this theory. Application of the motivational theories Application of the above principles was clearly seen in the restaurant. For the methods to be compatible to the employees, the promises should be fulfilled. There is no need of pledging a commitment that is illogic and cannot be satisfied. This organization had done its best to keep motivated. These theories have been applied in the restaurant where I used to work in some ways. We had two shifts of work where the employees were alternating in the work duties. Some of the ways through which our restaurant motivated us are by giving us considerable earnings. The earnings that we were paid was the best as most of the motels. Around the city, there was assured transportation to the residential areas where we lived. Heavy payment cherub does not act as the primary motivation, but simple trough phrases from both the manager and the customers have an enormous impact on the satisfaction and the motivation of the employee. As already conceived in mind usually wait staff does not get a large pay, but other forms of motivation have always been the players in the minds of the motivation. In the workplace, simple phrases seem less important, but they have an enormous impact on the employee. Before one looks for a job, there must be a factor that usually attracts employees to the company. In consideration of the employee's job satisfaction to a good degree, the business culture plays a critical role in the motivation. It is a small concept that can make a company succeed or quit the industry. All the managers should employ these theories to enhance competitive advantage to the and also maintain consistency in the service and goods delivery. My work experience in the restaurant I could see some of my fellow employees work hard and confident in the service delivery. Competition among the employees within the organization has been happening as the management had promised all the staff gift hampers to the best employees. Due to the differences in the jobs, one did the employee’s workforce was divided into categories to enhance competition and minimize differences. It kept us motivated to reach for the big promise. It was one of the ways through which the restaurant assisted in the employees’ satisfaction. Conclusion Business psychological theories have played a critical role as seen above. The above approaches provide base within which most companies operate, the experience I got from the short period has demonstrated that the motivation has been verified to be the key to the success of the firm. All the resources when utilized well without the job satisfaction of the employees the business has a low probability of survival in this world full of competition. The motivated labor force is the uniting resource to other factors of production. It is recommended that businesses motivate their employees to reap success in the competitive world. The companies that choose to apply the business psychology in their workplaces have seen the fruits of their work. Bibliography Bowditch, J.L., Buono, A.F. and Stewart, M.M., 2007. A primer on organizational behavior. Wiley. Deci, E.L. and Ryan, R.M., 2008. 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