Management Case Study: Pharmacy Management and Employee Turnover

Running head: MANAGEMENT CASE STUDY
MANAGEMENT CASE STUDY
Name of the Student
Name of the university
Author’s note

1MANAGEMENT CASE STUDY
Case study
Pharmacy management
Increased turnover of the skilled employees from a well-run pharmacy can lead to loss of
productivity and repudiation of the organization. There are several factors behind the increased
turnover of the employees- that is lack of motivation, excessive workload and burnout,
occupational safety and might be remuneration issues. Transition of the employees from one
profession to the next can also be due to some self-factors (1). Working in the comfort zone
sometimes might bring stagnancy in the job, and such employees feel deep inside that the next
level of responsibility requires learning of new skills and get used to be uncertain, and thus wants
to learn and face fear once again (1). Hence, in this case Leah might have felt a stagnancy in the
job. From the case study it is evident that Leah had a poor sense of self-regulation and a low
level of communication skills, due to which he could not reach out to the managers to clear out
his grievances. Again the idea of stagnation might be a contradictory with the statement of the
pharmacy manager as he has expressed that Leah always came up with new ideas and worked
enthusiastically, except for the last few days when the employee looked a bit demotivated and
distracted from the work.
Demotivation among the employees might occur due lack of career visions and in
majority of the cases, money is one of the prime reason for the employee’s motivation (1). Some
of the other reasons that might have caused demotivation in the concerned employees are- job
security, feeling undervalued, poor leadership skills, conflict and the unrealistic workload.
According to the Maslow’s hierarchy of needs, employees remain motivated by the fulfilment of
the physiological needs, the self-esteem needs, safety needs, social needs and needs of self-
actualization. Hence it has to be understood that un-fulfillment of any of these needs might lead
to demotivation among the employees.
One of the main reasons for the employee turnover is the lack of proper management.
Employees need to feel that they are being valued (2). It is evident from the case study that the
number of the management staffs had been cut short due to the financial constraints. Hence,
Leah might not have got the scope to share his difficulties with the manager. Furthermore it is
the duty of the managers to look after the needs of the employees which requires frequent