The paper "Business Psychological Coaching and Mentoring" is a great example of business coursework. 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 a 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 to 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 motivational theories. It is based 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 job satisfaction and 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 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.
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. Self-determination theory: A macrotheory of human motivation, development, and health. Canadian psychology/Psychologie canadienne, 49(3), p.182.
Hayes, E., & Kalmakis, K. A. 2007. From the sidelines: Coaching as a nurse practitioner strategy for improving health outcomes. Journal of the American Academy of Nurse Practitioners, 19(11), 555-562.
Lundberg, C., Gudmundson, A. and Andersson, T.D., 2009. Herzberg's Two-Factor Theory of work motivation tested empirically on seasonal workers in hospitality and tourism. Tourism management, 30(6), pp.890-899.
Maia, T.V., 2010. Two-factor theory, the actor-critic model, and conditioned avoidance. Learning & behavior, 38(1), pp.50-67.
Maslow, A.H., 2013. Toward a psychology of being. Simon and Schuster.
McLeod, S., 2007. Maslow's hierarchy of needs. Available from interne t: http://www. simplypsychology. org/maslow. html.
Miner, J.B., 2015. Organizational behavior 1: Essential theories of motivation and leadership. Routledge.
Shimizu, K., 2007. Prospect theory, behavioral theory, and the threat-rigidity thesis: Combinative effects on organizational decisions to divest formerly acquired units. Academy of Management Journal, 50(6), pp.1495-1514.
Siemens, G., 2014. Connectivism: A learning theory for the digital age.
Smerek, R.E. and Peterson, M., 2007. Examining Herzberg’s theory: Improving job satisfaction among non-academic employees at a university. Research in Higher Education, 48(2), pp.229-250.
Tan, T.H. and Waheed, A., 2011. Herzberg's motivation-hygiene theory and job satisfaction in the Malaysian retail sector: The mediating effect of love of money.