Motivace při organizačních změnách ve farmaceutickém průmyslu

The target company handled the change very well in terms of financial figures, even though everyone was challenged in the beginning of the ourburst of the pandemic. Adopting design thinking as a tool helped teams move forward in a general business picture, as well as enhance employee engagement. Going into motivational factors, HR specialists pointed out that the incentives vary for different generations, their incentive plan for young talents (generation Z) is rather much focused on financials as well as trainings, for senior employees, financial incentives is not the key of external motivation, it’s the transparency and level of communication, diversity of activities and inclusion topics that get them more involved. During the research the author found out that in the target company, there are various global employee engagements initiatives segmented according to the geographic location. They foster an environment in the organization similar as the interest clubs in the university so employees can build the connection and sense of belonging intrinsically with the company. Along with the black swan incident – the Covid 19 pandemic, the major change the organizations experienced is the change of the ways of working. The hybrid working model is now well-implemented in the target company, because such way of working provided flexibility, better work-life balance, improved mental and physical health. Employees can choose the days when they will show up in the office, and the whole team set such dates as tradition to go to the office, so they don’t lose the human touch with each other while enjoying the benefits hybrid working mode provides. Senior managers reckon such change will have a positive impact on their digital transformation, and the results are yet to be seen. Flexible working arrangement model has become a new motivation for external people to apply and internal employees to stay in the current company.