Critical Analysis of Employee Motivation Strategies at IPRP (HRM3007)

This report provides a comprehensive analysis of employee motivation at IPRP, a pharmaceutical company. The introduction outlines the scope, focusing on human resource management practices and their impact on employee motivation. The main body examines the circumstances under which IP...Read More

ES1 HRM3007
Table of Contents

INTRODUCTION.................................................................................................................................3
MAIN BODY........................................................................................................................................3
Circumstances of IPRP to motivate its employees.............................................................................3
Critically evaluation of employee motivation at organisation............................................................5
CONCLUSION.....................................................................................................................................7
REFERENCES......................................................................................................................................8

INTRODUCTION
Human resource management is denoted as managing the human resources associated
with the organisation. This report is based on the case study of the IPRP in regards to the
management of the human resources in the organisation. Henceforth, report will emphasis on
the management of the human resources at the organisation will demonstrate in this project.
In what circumstances the organisation is capable of motivating the employees part of the
organisation. Furthermore, this report will assess the critical areas of the organisation about
which the organisation is not able to operate the employees properly. Different aspects that
can impact over the motivation of employees in organisation will demonstrate in this project.
MAIN BODY
Circumstances of IPRP to motivate its employees
IPRP has been constantly involved in order to motivate the human resources part of
the company. The organisation is constantly operating its functions so that overall work
efficiencies of the employees can be achieved by the company (Khan and et.al., 2017).
Following are the different aspects related to the organisation that are motivating the
employees of company to motivate. These approaches and practices of the organisation that
has delivered the better responses in regards to employee motivation. All these practices has
been significantly improved the organisa5ion scale to achieve the best level of effectiveness
in order to motivate the employees to achieve the motivated environment at the organisation
level.
Pay scale
The pay scale of the IPRP is effective as compare to other organisation. In respect to
the human resources pay scale is one area that tends to motivate the employees part of the
organisation. Organisation is trying to give an effective pay scale that would support the
organisation in respect gain the positive confidence of employee’s part of the organisation in
regards to motivate the human resources part of the organisation. Outcomes of the job against
the employment opportunity are the best thing that can motivate the employees of company
to work more effectively and for the longer time frame (Kuvaas, Buch and Dysvik, 2018).
This aspect of organisation has supported the organisation to achieve the best level of
environment that would support the organisation to motivate its employees of comply to
work positively. This is an effective aspect of the organisation that would lead the

organisation to motivate its human resources associated with the organisation. This is one
aspect that is impressive about the organisation which also attract to both fresher graduate
and experienced professional towards work with the organisation. Even to young graduates
organisation do not hesitate to pay an effective salary benefits against the employment
opportunity at the organisation.
Work culture
Management at the IPRP has tried to enhance and boost the work culture of
organisation. This is one critical aspect that has been worked positively in favour of the
organisation in order to motivate the human resources part of the organisation. Positive work
culture at the organisation that has supported the IPRP in order to motivate the human
resources part of the organisation. This one critical area that could support the organisation to
motivate all its employee and work force. Positive work culture always motivate to both
young graduates and experienced professionals to work with the respective organisation in
order to achieve the best level of employee motivation at the organisation. Organisation has
constantly put efforts to improve the work culture of organisation which involved various
practices like change management, infrastructure improvement and other such strategies that
can deliver the best quality of culture at the organisation that can motivate the human
resources part of the organisation (Bro, Andersen and Bøllingtoft, 2017). With the support of
the human resource department organisation also tries to channelize various events, activities
and other function that can boost the morale of employees part of the organisation. This all
support the motivation level at the organisation.
Work life balanced
Management at the IPRP has focused over the work life balanced of the human
resources part of the organisation. This is a critical area of practice that has supported the
organisation to motivate the employee’s part of the organisation. Work life balanced is all
about managing the balance in between the personal and professional life of the employee
work at the organisation. Organisation delivers the holidays properly at all other key
occasions which has improved the work life of all employees part of the organisation.
Weekly off also provided to all employees so that they can charge up for the entire week.
This is another crucial aspect about the organisation that has supported the IPRP to motivate
the human resources part of the organisation (Hao, Farooq and Zhang, 2018). Due to well
balanced work life of employees the management at the IPRP has achieved the best level of

employee motivation at the organisation. This is a critical area which required to be
addressed by the organisation in order to motivate the human resources part of the
organisation. Apart from the pay scale, work culture and other such factors every human
resources always look for the work life balanced factors before working with the
organisation. If the organisation caters more effective work life balanced elements employees
and graduates like to work with such organisation more preferably with any other
organisation. This aspect of the IPRP has also supported the organisation to motivate the
human resources part of the organisation.
The above mentioned topics are the key areas associated with the IPRP to improve the
motivation of all human resources part of the organisation. All the above practices could
positively support the organisation in delivering best level of employee motivation at the
organisation. It’s essential for the growth of every organisation that work force of the such
organisation remain motivated to work more passionately and ready to do more hard work in
delivering the best level of work efficiencies (Dagenais-Desmarais, Leclerc and Londei-
Shortall, 2018). The above practices can be stated as the organisation could successfully
achieve the employee motivation through these practices.
Critically evaluation of employee motivation at organisation
There are a lot of factors which can de-motivate a workforce in the market and for
being able to achieve the targets and goals it is very important that the organization is
following the demands and needs of the workforce. Employees are the backbone of any
organisation which is working in the market since they are responsible for the quality of the
products and the demands of the customers being matched. The demands of the customers
also increasing in the market which the company will have to match so that there is going to
be help for the company to be able to set up a standard for themselves (Nwambie, 2018). In
the Pharmaceutical industry, IPRP will have to make sure that they are fulfilling the demands
of the customers. This industry is having a lot of growth in the current time for the demands
of the supplies and if those demands are not going to be met the customers are going to shift
from one company to the other. There are a lot of improvements which is required in IPRP
which cannot take place because the employees are not putting in their best since they are not
receiving the best as well which is not good for the functioning of the company (NYABUTO,
2018).

Employees of this organisation are not satisfied which is the main reason for the
company for not being able to match the standards. Pharmaceutical industry has a set
standard for them in the market and without the help of the employees the company will not
be able to do so. Motivation in any form and especially in this case the employees are not
being paid for the effort which they are trying to put in for the organisation. It is very
important to make sure that the needs and expectations of the employees and not just of the
customers is being matched which is going to make the company have higher portfolio
strength in the market. Employees want respect and a sense of motivation from time to time
(LEONE, 2018). There are no right wages, incentives, or any form of physical motivation
which is being provided to them by IPRP which is a great de-motivation and that is going to
impact the performance of the organization in the market as well. The company will have to
make sure that they are providing the employees with the right motivation otherwise the
products performance, quality and standards of the organization is going to fall in the market
and that is not going to be good for the company’s reputation and portfolio.
There are a lot of technological changes which are coming in the organisation and in
the market which has to be adapted by the workforce and till a workforce are not motivated
these changes are not going to come in the organisation. Technology changes an artificial
changes are coming in the pharmaceutical industry which has to be matched otherwise there
are a lot of mishaps and the standards and reputation of the industry is going to fall overall.
The employees of this industry will have to be included in the decision-making for the
operations and productivity which is taking place so that there is going to be higher
satisfaction and value of the employees which is going to be present (Rivers, 2019). The
employees have to be given their respect and value in the company which is going to make
them feel more accepted and would motivate them well enough to make sure that they are
being able to given their best. Since the GDP is improving and so is the unemployment rate in
the country the pricing for products are increasing as well therefore the income level of the
employees will have to match that growth which is coming in the market. It is very easy for
employees to find jobs who are having an experience in the market. The retention level in the
pharmaceutical area is not that strong therefore it is very important for the company to be
able to provide the expectations which the customers and employees are having from the
organisation.
There are a lot of differences which are present in a pharmaceutical Industry which
the employees always face but due to the training and understanding which they develop over

the years are making the industry develop. It is very important for the industry to develop
since they are providing the health and safety measures for the customers. there are different
kinds of occupations and this industry is one of the most reputed occupation which is present
and therefore they should be given the right wages as well so that there is going to be more
development which can be seen in this field. IPRP has expanded themselves in a lot of
countries but if the reputation is going to fall then the demands of the products is going to fall
in the market as well and that is not going to be a good factor for the company to have in the
market. It is very important for the company to be able to match the demands and needs of
the customers from time to time (Hung and et.al., 2017). The trends and treatment methods
for the customers are also changing because they are getting more aware therefore it is very
important for the organization to be able to get in these changes which is going to make the
performance of the organization improve. When the employees are going to be motivated
there would a lot of exchange of knowledge and skills which is going to be very good for the
overall performance of the organization in the market and that is going to be good for a long
run as well. Customers can shift from one product to another very easily which needs to be
maintained and backbone which are the employees have to be maintained and satisfied in the
organization so that there is going to be higher functioning, performance and productivity
which would be present (Singh, Kennedy and Stupans, 2020).
CONCLUSION
Human resources are motivated with effective pay scale, incentives, work culture and
other such aspects that could effectively motivate the human resources part of organisation.
Different areas like ineffective increments and many others have lead to the less employee
motivation at organisation.

REFERENCES
Books and Journals
Bro, L. L., Andersen, L. B. and Bøllingtoft, A., 2017. Low-hanging fruit: Leadership,
perceived prosocial impact, and employee motivation. International Journal of
Public Administration. 40(9). pp.717-729.
Dagenais-Desmarais, V., Leclerc, J. S. and Londei-Shortall, J., 2018. The relationship
between employee motivation and psychological health at work: A chicken-and-egg
situation?. Work & Stress. 32(2). pp.147-167.
Hao, Y., Farooq, Q. and Zhang, Y., 2018. Unattended social wants and corporate social
responsibility of leading firms: R elationship of intrinsic motivation of volunteering
in proposed welfare programs and employee attributes. Corporate Social
Responsibility and Environmental Management. 25(6). pp.1029-1038.
Hung, M.Y and et.al., 2017. Identification of the benefits, enablers and barriers to integrating
junior pharmacists into the ward team within one UK-based hospital. Integrated
pharmacy research & practice. 6. p.181.
Khan, A. and et.al., 2017, July. Factors affecting employee motivation towards employee
performance: A study on banking industry of Pakistan. In International conference
on management science and engineering management (pp. 615-625). Springer,
Cham.
Kuvaas, B., Buch, R. and Dysvik, A., 2018, July. Individual variable pay for performance,
incentive effects, and employee motivation. In annual meeting of the Academy of
Management, Chicago, IL. doi (Vol. 10).
LEONE, S., 2018. Integrated Public Financial Management Reform Project.
Nwambie, A.I., 2018. Strategies for Pharmacy Managers to Increase Profit by Reducing
Prescription Errors.
NYABUTO, O.I., 2018. CHALLENGES IN ADMINISTRATION OF MICROINFUSION
MEDICATION BY CRITICAL CARE NURSES AT INTENSIVE CARE UNIT
KENYATTA NATIONAL HOSPITAL.
Rivers, O.R., 2019. Change Management Implementation Strategies for Small Businesses.
Singh, H., Kennedy, G.A. and Stupans, I., 2020. Does the Modality Used in Health Coaching
Matter? A Systematic Review of Health Coaching Outcomes. Patient preference and
adherence. 14. p.1477.