The Importance of Business Psychology Coaching and Mentoring

This assignment discusses the importance of business psychology coaching and mentoring in managing overall organisational efficiency. It highlights the need for organisations to take care of desired needs of staff members and satisfy them. The assignment also analyses the motivating theories such as Herzberg - Two Factor Theory which helps to remove dis-satisfactory factors and promote satisfactory elements to increase employee loyalty for organisation.

Business Psychology,
Coaching and Mentoring

Essay
Business psychology refers to an implemented science which is used for making people and
organisation more effective in order to attain growth and success. It includes the conduct an
investigations to find out the appropriate ways which are helpful to increase effectiveness of staff
members and organisational structure (DaviD, 2016). However, the scope of business
psychology, coaching and mentoring is to boost up overall efficiency of business concern in
respect of earning better profits. The present report is based on business psychology in order to
determine regarding job satisfaction including appropriate theory. This assignment will includes
role, tenure and an organisation in specific job. It will also include motivational theories and
analysis in context of experience gained in particular job.
Job dissatisfaction is mainly refers to being unhappy with the job which can have different
reasons. Several employees do not feel satisfied with their jobs at some point. Dissatisfied
employees can affect to the company because all the time they will process negative attitude,
perform poorly and lack motivation. As being production manager in XYZ company I feel so
dissatisfied because of being underpaid, limited career growth and having poor management.
Primary reason for the dissatisfaction in this job is being underpaid. This impact on the basic
needs of individual they may not afford everything which is required. Employees deal with the
stagnant wages but also high cost of the health insurance and increasing cost for utilities, food
and housing. Main stress of the paying bills with the limited income which cause many
employees to feel dissatisfied with the employment. Sometimes company says that they will
raise salary but they don't which make me unhappy with this job.
There are some other reasons for not being satisfied is lack of advancement and career growth.
My current position which is production manger, it feels like I am stuck with this position and
can not see the further growth since couple of months in XYZ company. High productivity
always motivates employees, they should feel valued and their appreciation can be shown by
promotion. But in this company there is no growth and advancement for employees. Key reason
employees who perform poorly at workplace which cause poor management. Their are certain

worker in XYZ company who do not work properly so it has poor management. Due to this
reason I do not feel satisfied and don't want to continue as a production manger in this company.
Maslow's hierarchy theory which a motivational theory in the psychology comprising five tier
model needs of human. Needs lower down in hierarchy should satisfied before people can attend
to the needs higher up. It includes physiological, safety, love and belonging, esteem and self
actualization. There are two types of needs such as growth and deficiency needs. Deficiency
needs raise due to the deprivation and to motivate individuals when these are unmet. Every
individual is capable and desire to move up hierarchy towards level of the self actualization.
Progress is disrupted by failure to meet the lower level needs. I am not completely satisfied with
the motivation in this company because I don't have any kind of motivation which make me
work in this company. I have some basic needs which are required in daily life.
Physiological needs are biological requirements for the human survival such as food, drink,
clothing, warmth, sleep, sex and air. My these needs are not satisfied as for human body function
optimally. Physiological needs most essential as all other needs become secondary needs until
these are unmet. Safety needs are those which include security, law, security, freedom from fear,
elements and stability (Graßmann and Schermuly, 2018). Any company has to provide the
security so that employees can work without fear. This is also a reason to be dissatisfied in
particular company because they do not focus on stability and security. Love and belongingness
needs comes after physiological needs and safety needs. Every individual has their own feeling
and emotions and expect some respect at workplace which motivates them to work for that
company. It also include inter professional relationships that motivates behaviour. There are
some individual who does not believe in trust and intimacy so they do not behave as they should,
which can hurt anyone's feeling who is working with them. I am such a person who needs love
and friendship at workplace if that place lack it, then it is difficult and makes me dissatisfied.
Esteem needs involve esteem for oneself like achievement, independence, dignity, mastery and
the other one is desire for respect and reputation from others, it is very important as every
individual need for respect. Dignity or self esteem is every person required at workplace. Self
actualization needs are realizing personal potential, seeking personal growth, self fulfilment and
peak experiences. This desire is essential for the employee because “to become something person
should capable of becoming”. Motivation is very important to work in any company if that
company lack this, it is very hard for the individual to work their and this will make them

dissatisfied. Job should able to fulfil every need of person. Such needs provide motivation to
perform work in any company and which impact on the individual as well as company.
I am working in XYZ Company at the position of production manager and deal with workers in
manufacturing department for producing products with better quality. It context of my job, I am
highly dissatisfied with management of the company because they did not provide any kind of
bonus or extra benefits to staff members for their additional efforts and dedication. At the other
hand, my job becomes burden for me because of poor management of organisation as they did
not provide proper training to them which impacts negatively on quality of products and delayed
production as per demand of customers in market. My job responsibilities consist various aspects
such as planning & organising production schedules, assessment of project & requires needs and
estimating, negotiating, agreeing budget & timescales with managers as well as clients (Kianto,
Vanhala and Heilmann, 2016). However, it includes determine quality control standards, ensure
health & safety regulations to be met, re- negotiating timescales or schedules are essential to be
established, overseeing manufacturing procedures and selecting, ordering & purchasing
materials. In addition to this, my duties also consist organising the repair & routine maintenance
of manufacturing department, supervising work of junior staff members and organising related
training sessions. Furthermore, my job is to fulfil overall duties mentioned above on time with
perfection on regular basis as the profitability of XYZ Company is based on quality of
production of goods selling to customers.
My tenure is around 39000 pounds year without any kind of incentives or bonuses which make
me demotivated regarding this job. I have to complete my target of production with appropriate
quality by managing work with sub- ordinates. The inappropriate training program of my
company is responsible for reduced quality of products due to which management is not
providing me any kind of increment in salary and promotion. It is necessary that management of
ABC company should provide proper training to new staff members of production department
and improve skills of previous workers by giving learning session for boosting up their
efficiencies in respect of increasing their daily production along with maintaining quality in
proper manner. Meanwhile, it is essential for organisation to prepare and apply some of effective
as well as efficient programs and policies in order to improve overall organisational structure in
order to boost up productivity in business. I have suggested many times to management of
organising more effective as well as efficient learning events to make them skilful in terms of

improving quality by improving their regular productivity as well. Moreover, my superior did
not consider my recommendations or suggestions and follow his own thoughts or ideas in respect
of achieving improvement in performance of employees for increasing quality of goods in XYZ
Company. I believe that performance appraisal is very important for motivating employees in
respect of making them loyal for company which results into better productivity. Another issue is
diverse cultural of organisation due to which employees did not cooperate with each other
properly because of having conflict amongst them which also impacts negatively on production
of XYZ Company. It is also mandatory for this company to stablish strict rules for maintaining
coordination between workers and working atmosphere with mutual understanding which is
helpful to increase regular outcomes (Judge and et. al., 2017).
Finally, management realise about the actual cause of issues in organisation including conflicts,
improper training and dissatisfaction of employees regarding job. However, they have decided to
solve these problem by implementing certain theories for motivating staff members and increase
overall efficiency of the organisation. Initially, they have applied Herzberg – Two factor theory
which consists motivating factors and hygiene factors which are helpful to analyse the elements
which create satisfaction and dissatisfaction. Meanwhile, the motivating factors includes
achievements, recognition, work itself, responsibility and advancement which provide support to
satisfy employees in XYZ Company. Moreover, hygiene factors consist company policy &
administration, supervision, salary, interpersonal relations and working condition for which
related problems has been solved in my company which reduce factor of dissatisfaction much. I
have observed that determine dis-satisfactory components are removed and satisfactory factors
are promoted which are responsible for encourage staff and maintain effective working
environment for further growth of future.
So far I have observed in this company there are certain things which changed people and their
motivation regarding their work and performance. Some theories which are related to motivation
can be applied and it will improve quality of work in that organisation. Alderfer- ERG theory
include existence needs, relatedness and growth needs. Relatedness can be harmonic to esteem
and belongingness of others. Existence needs involve basic material necessities . In other words
it includes a person's physical safety and physiological needs. Relatedness needs are those which
need significant relationships such as belongingness and love, they strive towards the reaching
recognition and public fame. Other need which is growth needs, for self development,

advancement and personal growth form together growth needs. By using this theory in the
organization helping to company to motivate people. If individuals are getting the necessary
material things which are required for example security should be provided to every person who
works in particular company. Every person needs recognition and public fame in organization if
they are working well. And with this growth should be their if it lacks then this will create
dissatisfaction in employment. This theory showed implement in organization and individual
were happy with such growth and recognition. They were feeling that their work is appreciated
by promotion.
The other theory which help to organization as well as worker is McClelland which is need for
achievement, affiliation and power. This claims that human learn, acquire their motivators over
time which is reason why this is also called “learned needs theory”. It has three motivating
drivers which doesn't depend on age or gender (Lu and et. al., 2016). Achievement is a need to
demonstrate and accomplish mastery or competence. Affiliation is for love, relatedness and
belonging. The last driver is power for control over own work or the other work. This theory
helps to get achievement motivation as every individual thinks to get success and want to
achieve some goals and this help to employees perform well. Affiliated motivation include
strong need for the friendships and socialize in group. It has very good impact on growth of
workers and it also increase the quality of work in organization. Power motivation is a need to
have control over others work or own work. These individuals are authority motivated. This is
strong need to get succeed in their ideas and thoughts. With the help of these theories person get
motivation to work and increase production in the organization which provide benefit to both
individual and organization. If employee get all required needs it also better the quality of
product.
The above report has been concluded that business psychology coaching and mentoring is very
important to manage overall organisational efficiency. I have analysed that it is required for an
organisation to take care of desired needs of staff members and put efforts to satisfy them.
Moreover, it is essential to utilise motivating theories like Herzberg – Two factor theory which
helps to remove dis-satisfactory factors and promote satisfactory elements to increase employee
loyalty for organisation.

References
Books and journals
DaviD, S., 2016. Beyond goals: Effective strategies for coaching and mentoring. Routledge.
Graßmann, C. and Schermuly, C. C., 2018. The role of neuroticism and supervision in the
relationship between negative effects for clients and novice coaches. Coaching: An
International Journal of Theory, Research and Practice. 11(1). pp.74-88.
Kianto, A., Vanhala, M. and Heilmann, P., 2016. The impact of knowledge management on job
satisfaction. Journal of Knowledge Management. 20(4). pp.621-636.
Judge, T. A. and et. al., 2017. Job attitudes, job satisfaction, and job affect: A century of
continuity and of change. Journal of Applied Psychology. 102(3). p.356.
Lu, L. and et. al., 2016. Work engagement, job satisfaction, and turnover intentions: A
comparison between supervisors and line-level employees. International Journal of
Contemporary Hospitality Management. 28(4). pp.737-761.