Changes are often demanded in businesses to expand motivation. In Apollo Pharmacy, the organization desires a change of job motivation. When contemplating improvement of job motivation, the employers at Apollo Pharmacy scrutinized “the needs, drives, and incentives” of employees (SUO, 2018). Evaluation of these features involves extreme vigilance. Furthermore, application of the changes encompasses continuance and dedication. Employees generally detest change. However, ensuring a successful change in Apollo Pharmacy solicits complete cooperation from the employees. To expand job motivation, the desires of employees are acknowledged (SUO, 2018). By considering the needs of the employees, it shows the management’s dedication and concern (SUO,
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However, some employees fixated on the gratification of internal motivation. The emphasis on internal motivation incorporates increased praises for task completion or more responsibility in the pharmacy (SUO, 2018). It aids to review and deliberate the employees’ needs to increase their job performance. In the pharmacy, a higher job performance results in an increased productivity (SUO, 2018). For the needs of employees, the utilization of Maslow’s Hierarchy Theory covered topics of self-esteem and self-actualization (SUO, 2018). This theory incorporates the physiological and societal needs (SUO, 2018). After the attainment of self-esteem and self-actualization, the needs align and allow job development (SUO, 2018). As a result, the employees’ job motivation increases after the satisfaction of internal needs (SUO, 2018).
In the pharmacy, the employees explain their needs to the pharmacists and their peers. For instance, the employees describe low self-esteem from actions of their controlling manager. This low job motivation results in management and leadership changes. Under those circumstances, low job motivation concerns management. The manager needs training on topics such as how to increase job motivation and promote employees’ self-esteem. This training helps to develop employees’ worth within the …show more content…
These effective changes are provided in Maslow’s Hierarchy Theory and Alderfer’s ERG Theory (SUO, 2018). These theories summarize the growth of employees after obtaining internal motivation and self-actualization (SUO, 2018). With the accomplishment of these aspects, employees’ job motivation increases (SUO, 2018).
Another approach to boost job motivation involves the utilization of the Porter-Lawler Expectancy Theory of Motivation (SUO, 2018). This theory requires the manager to find rewards for employees (SUO, 2018). In this example, the reward promotes job motivation after the employees determine the worth (SUO, 2018). Primarily, the employees’ motivation to attain the reward creates an increased performance (SUO,
However, some employees fixated on the gratification of internal motivation. The emphasis on internal motivation incorporates increased praises for task completion or more responsibility in the pharmacy (SUO, 2018). It aids to review and deliberate the employees’ needs to increase their job performance. In the pharmacy, a higher job performance results in an increased productivity (SUO, 2018). For the needs of employees, the utilization of Maslow’s Hierarchy Theory covered topics of self-esteem and self-actualization (SUO, 2018). This theory incorporates the physiological and societal needs (SUO, 2018). After the attainment of self-esteem and self-actualization, the needs align and allow job development (SUO, 2018). As a result, the employees’ job motivation increases after the satisfaction of internal needs (SUO, 2018).
In the pharmacy, the employees explain their needs to the pharmacists and their peers. For instance, the employees describe low self-esteem from actions of their controlling manager. This low job motivation results in management and leadership changes. Under those circumstances, low job motivation concerns management. The manager needs training on topics such as how to increase job motivation and promote employees’ self-esteem. This training helps to develop employees’ worth within the …show more content…
These effective changes are provided in Maslow’s Hierarchy Theory and Alderfer’s ERG Theory (SUO, 2018). These theories summarize the growth of employees after obtaining internal motivation and self-actualization (SUO, 2018). With the accomplishment of these aspects, employees’ job motivation increases (SUO, 2018).
Another approach to boost job motivation involves the utilization of the Porter-Lawler Expectancy Theory of Motivation (SUO, 2018). This theory requires the manager to find rewards for employees (SUO, 2018). In this example, the reward promotes job motivation after the employees determine the worth (SUO, 2018). Primarily, the employees’ motivation to attain the reward creates an increased performance (SUO,