The study of the current attitude of specialists to the system of the staff motivation in a pharmacy

Every pharmacy manager is faced with the question of motivating his/her employees. Unfortunately, there are no single motivational schemes that would effectively affect all pharmacists in the same manner. Aim. To study the current attitude of specialists to the system of the staff motivation in a pharmacy. Materials and methods. The field studies were used in the work. A survey of pharmacists and pharmaceutists of one of the pharmacy chain in Kharkiv was carried out. 107 specialists were interviewed. The database obtained as a result of the questionnaire was formed in Microsoft Excel. All calculations were performed in Microsoft Excel. Results and discussion. A survey of pharmacists and pharmaceutists of pharmacies of one of the pharmacy network in Kharkiv was carried out. The information obtained as a result of the questionnaire was collected in accordance with ethical requirements. The relationship between qualitative characteristics was carried out using the χ2 test. The current attitude of specialists to the system of motivation in a pharmacy was studied. It was revealed that the employee’s motivation depended by 70 % on how the manager worked on this problem. As a result of the study, it was found that 46 % of the surveyed specialists went to work with a sense of habit and only 16 % with a sense of a creative impulse. The question of changing the place of work was investigated. It was determined that 34 % of respondents wanted to change their place of work, 28 % of respondents were completely satisfied with their position. Although a significant percentage of the surveyed specialists are now thinking about changing jobs, the COVID-19 pandemic has made its own adjustments. Most workers remain at their jobs for now, fearing that they will lose their jobs altogether. Motivating and demotivating factors for pharmacy workers were determined. Among the motivating factors, one can single out the loyal attitude of the management, a friendly team, the presence of social guarantees (the right to work, the right to rest, retirement benefits). Demotivating factors are the lack of career prospects, inadequate working conditions, the lack of innovation, insufficient technological support. Conclusions. As a result of the study of the motivational environment of one of the network of pharmacies in Kharkiv, it has been found that the mechanisms used do not sufficiently ensure the achievement of the goals of this network of pharmacies. For optimal motivation, it is necessary to apply the elements of the motivation system in a comprehensive manner.