Running Head: BUSINESS
Business
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BUSINESS 2
Abstract
To be an employee, a manager, or a CEO of a company means that there are qualifications
or experiences that one has acquired which the company feels can help it in realizing its goals.
However, you might have qualifications related to the expected duty but you are new in the
environment or with the duty given. Therefore, it is advisable for the management to conduct a
coaching which will familiarize their employees with what is expected of them. Coaching is an act
of equipping a coachee with factors such as finding solutions to problems which may be
encountered during duty delivery and improving on normal duty undertaking. Just as much as
coaching helps employees to improve on their duty delivery, it helps the company to gain the
competitive advantage since its will be performing perfectly and proving what its customers want.
This study is therefore focused in examining levels at which coaching should be undertaken and
its relevant importance to the general performance of an organization.
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The impact that coaching has on management and the correlation to successful retention of
employees
Introduction
Coaching in the field of employment or at a workplace is defined as the process of helping
employees to get unstuck from their troubles and also enabling them to transfer whatever they have
learnt into tangible results within the workplace. In other words, coaching can be defined as the
process of equipping employees of a company or corporate with necessary skills at the workplace
as well as giving them the chance to practically justify their understanding through their daily
operations (Johennesse et al., 2017). Coaching is a way of developing leadership among
employees, this is because, after successfully conducting the coaching activity, employees of a
company are expected to start acting responsible since the leadership skill have been inflicted in
them and this should be reflected in the general output of the company.
Every business premise has the motive of maximizing the profits, in so doing, the
customer’s demands must therefore be met hence attracting more to the shops to acquire the
company’s goods and services. In order to successfully achieve these goals in an organization,
there are numerous levels or circumstances under which coaching can be done. One, there is what
is called action coaching, it involves motivation of employees to change as well as offering
guidance to on the newly purchased working equipment or newly found services with an aim of
meeting the objects of the organization.
The other effective level of coaching in an organization is the executive coaching. In an
organization, this act involves a one-on-one training and a collaborative relationship between a
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coach be he or she certified or self-proclaimed and an executive who is interested in improving his
or her career or the related business skills (Stewart-Lord et al., 2017). Therefore, coaching will
help an organization’s output to increase as well as managing its employees effectively.
Problem Statement
With an aim of every business entity to maximize their profits as well as satisfying the
customer’s demand, many business organizations have been trying all the possible means to meet
these goals. As one of the ways of realizing a company’s goals, this research is based on examining
the possible impacts that coaching has on management and the correlation to successful retention
of employees. Based on the definitions of coaching stated above, the research is determined in
seeing how it correlates to the successful employees’ retention in case an executive has occurred.
Research questions
To identify the impacts of coaching on employee’s retention at workplace
To identify the impacts of coaching on the general output of the company
To determine the effects of coaching on the leadership skills of employees and management.
To determine the impacts of coaching employee’s collaboration as well customer interaction
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The conceptual frame work
International Journal of Commerce and Management 24(4):300-320 · January 2014
The figure above gives explanation on what coaching in an organization contains and the
possible outcomes that are likely to occur. Upon conducting coaching in an organization, factors
such as knowledge level, technical expertise as well as training availability are considered. The
above three factors are essential in conducting coaching since the coach will first consider hem
before conducting the coaching process (Özduran & Tanova, 2017). Under organization learning
capabilities, the coach must ensure that indeed the employees knowledgeable to a certain level
hence deciding on the best coaching strategy depending on the capabilities.
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Exceedingly, the coach must consider technical expertise of the employees. In an
organization, people might get employed due to their qualification to the job, however, there are
factors such as technical expertise which might not be noticed on the interview day but be shown
during jo performance. Therefore, employees with technical expertise are a resource to the
company and should be considered and the expertise be polished for the betterment of the
company. The coaching activity must therefore prepare the employees adequately and help the
manage fully the internal knowledge they have so as to help the company employ its resources full
and meet its objectives. Managing the employee’s knowledge is a way of managing stresses which
might arise in the organization fully, this is because there will be no misplaced knowledge and all
the duties will be adhered to as expected. Lastly the organization must be ready to equip the
employees with all necessities with an aim of achieving company’s success as well as retaining
the resourceful employees.
Hypothesis statement (Literature Review)
Ho: coaching has effect on management and the correlation to successful retention of
employees
H1: coaching has no effects on management and the correlation to successful retention of
employees
Coaching practices
The success of coaching in any organization will depend on many factors that are difficult
to standardize, such as corporate culture and attitudes toward coaching. However, the best
practices of coaching programs can be discussed under the GROW Model (Bozer & Jones, 2018).
The grow model has proved successful in many organizations and it forms the most common basis
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of coaching in many organizations. Whitmore (1992) in his book Coaching for Performance
identifies the need to adopt the GROW model in coaching.
The implementation of the GROW Model, by using carefully structured questions,
promotes a deeper awareness and responsibility and encourages proactive behavior, as well as
resulting in practical techniques to accomplish goals and overcome obstacles (Gunawan et al.,
2018). The use of continuous and progressive coaching skills support provides the structure which
ultimately helps to unlock an individual’s true potential by increasing confidence and motivation,
leading to both short- and long-term benefits. The GROW Model has been seen to yield higher
productivity, improved communication, better interpersonal relationships and a better quality
working environment.
Whitmore, J. (2017). Coaching for performance. Boston: Hachette Book Group
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Data collection method and measurement
The study being on the impacts of coaching on an organization management and its
correlation on success employee retention requires primary data collection method because it
requires going to the organizations and directly get the undistorted information for the case study’s
accuracy. The research is expected to employ a qualitative data analysis tool since data collection
involves interviews and observations. After conducting data analysis, the conclusion will be based
on findings but would predict that that there would be a significant relationship between the
coaching and the retaining of employees as well as increasing the general output of the company.
Purpose of the study
The study is aimed at helping organizations and companies as well as business premises to
meet their goals. The study is focused at equipping the organization’s management with possible
actions which should be taken to ensure that employees are retained and their energy is employed
maximally for the benefit of the company.
In summary, the study is aimed at teaching employees as well as management of
organizations the basic requirements of workplace and possible ways of maximizing profits as well
as meeting the customer’s demands through a more equitable way.
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Reference
Bozer, G., & Jones, R. J. (2018). Understanding the factors that determine workplace coaching
effectiveness: a systematic literature review. European Journal of Work and
Organizational Psychology, 27(3), 342-361.
Gunawan, J., Aungsuroch, Y., & Fisher, M. L. (2018). Factors contributing to managerial
competence of first‐line nurse managers: A systematic review. International journal of
nursing practice, 24(1), e12611.
Johennesse, L. A. C., & Chou, T. K. (2017). Employee Perceptions of Talent Management
Effectiveness on Retention. Global Business & Management Research, 9(3).
Özduran, A., & Tanova, C. (2017). Manager mindsets and employee organizational citizenship
behaviours. International Journal of Contemporary Hospitality Management, 29(1), 589-
606.
Stewart-Lord, A., Baillie, L., & Woods, S. (2017). Health care staff perceptions of a coaching and
mentoring programme: a qualitative case study evaluation. International Journal of
Evidence Based Coaching and Mentoring, 15(2), 70.
Whitmore, J. (2017). Coaching for performance. Boston: Hachette Book Group
