Shopsmart Whole Sale Pharmacy: Research Journal on Low Motivation

This research journal analyzes the problem of low staff motivation at Shopsmart Wholesale Pharmacy. It begins with a mind map identifying the research problem and its causes, including boredom, unpleasant co-workers, poor communication, micromanagement, lack of progress, job insecurity, and lack of confidence in leadership. The journal then outlines research methods, such as quantitative and qualitative approaches, surveys, and randomized controlled trials, to address each cause. It references various academic sources to support each factor and the chosen research methods. The assignment aims to identify the causes of low motivation and propose solutions to improve employee morale and performance within the pharmacy setting. The journal provides a detailed plan for investigating the factors contributing to low motivation and proposes research methods to address each issue, ultimately aiming to improve staff morale and business performance.

Running head: RESEARCH JOURNAL
Research journal
Name of the student:
Name of the University:
Author’s note

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The central node of the mind map indicated about the research problem and this was
related to low motivation level in staffs at the Shopsmart whole sale pharmacy. The main
research question is related to what are the cause of low motivation in staffs at the pharmacy.
The nodes representing the causes of research problem gave idea about the cause of boredom,
unpleasant co-workers, poor communication, poor performance castigation,
micromanagement, lack of progress, job insecurity and low confidence in leadership (Pinder,
2014). Given below are the details of the research method that will address the research
question:
Boredom: No innovation and monotonous work routine affects performance of employees
(Mitchell 2013). The research by Tolentino et al. (2014) gives more insight into this factor by
means of quantitative research method.
Unpleasant co-workers: Ng and Feldman (2014) explains that poor vision and no
professional goals lead to low morale in staffs. Qualitative research methods by means of
systematic review can give detail about the different cause of low motivation.
Poor communication: Schiemann (2014) gave the indication that from talent management to
talent acquisition, everything is dependent on effective communication. This can be tested by
randomized controlled trial in two different groups.
Poor performance castigation-
Micromanagement: Micromanagement is regarded as a factor for demotivation in staffs
because it leads to decreased growth potential. Although it is advantageous in short term
situations, however in long term it may lead to low employee morale and high staff turnover
(Kumar et al. 2015). The research method to answer this question may include qualitative
research method.

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Lack of progress: Certain factors like poor progress in organization and no planning leads to
low motivation. Sung and Choi (2014) gives insight importance of growth and development
for motivating employees. The effect of this can be tested by survey method and use of
appropriate questionnaires.
Job insecurity: Job insecurity may occur by several factors such as no promotion or
workplace harassment (Mallan, 2013). The effect of this can be studies by survey method.
No confidence in leadership: Leadership is the most crucial element that enhances
performance of students. This can be understood by Men and Stacks (2013) who explained
about employee empowerment through effective leadership style. The effect of different
leadership style can be studies by the method of survey and questionnaire to collect data
(Kara et al. 2013)

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Reference
Kara, D., Uysal, M., Sirgy, M.J. and Lee, G., 2013. The effects of leadership style on
employee well-being in hospitality. International Journal of Hospitality Management, 34,
pp.9-18.
Kumar S, Duhan M. and Haleem, A., 2015. Evaluation of factors important to enhance
productivity. Cogent Engineering. 2015 Dec 31, 3 (1):1145043
Mallan, M.O., 2013. Impact of dysfunctional conflict in public organization: A case study of
COASCO (Doctoral dissertation).
Men, L.R. and Stacks, D.W., 2013. The impact of leadership style and employee
empowerment on perceived organizational reputation. Journal of Communication
Management, 17(2), pp.171-192.
Mitchell, G., 2013. Selecting the best theory to implement planned change: Improving the
workplace requires staff to be involved and innovations to be maintained. Gary Mitchell
discusses the theories that can help achieve this. Nursing Management, 20(1), pp.32-37.
Ng, T.W. and Feldman, D.C., 2014. Subjective career success: A meta-analytic
review. Journal of Vocational Behavior, 85(2), pp.169-179.
Pinder, C.C., 2014. Work motivation in organizational behavior. Psychology Press.
Schiemann, W.A., 2014. From talent management to talent optimization. Journal of World
Business, 49(2), pp.281-288.
Sung, S.Y. and Choi, J.N., 2014. Do organizations spend wisely on employees? Effects of
training and development investments on learning and innovation in organizations. Journal of
organizational behavior, 35(3), pp.393-412.

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Tolentino, L.R., Garcia, P.R.J.M., Lu, V.N., Restubog, S.L.D., Bordia, P. and Plewa, C.,
2014. Career adaptation: The relation of adaptability to goal orientation, proactive
personality, and career optimism. Journal of Vocational Behavior, 84(1), pp.39-48.