| Abstract [eng] |
The aim of this Master's thesis is to determine the most significant motivational factors, that influence the generation Y employees in Lithuanian pharmaceutical companies. The objectives: 1. To highlight the main features of the existing theories of motivation, revealing the motivational factors of Y generation employees working in pharmaceutical companies 2. Identify the motivational factors which influence generation Y employees of pharmaceutical companies in Lithuania. Main results: The analysis of the results has shown that most of the respondents meet social/belonging needs (93%), while the needs of self - actualisation are not fully satisfied (42%). The respondents believe that the psysiological needs are most important (99%), while the social/belonging needs are the least important (74%). The study of motivators and hygiene factors (in accordance with Herzberg theory) of the Y-generation Lithuanian pharmaceutical companies employees showed that they value these factors a little bit differently than Herzberg has been researched, but not as different as it was described by Jucevičienė (1996), who has been investigated the motivators and hygiene factors of Lithuanian people almost two decades ago. The employees of pharmacy companies indicated only two hygienic factors: communication with colleagues and health effects of the work. All other factors were identified as motivators. Respondents indicated, that the most motivating factors are the level of responsibility, career opportunities and company policy influence on workplace. Answers to questions, which are Expectations theory-based, show that employees of Y generation are enabled to achieve good results always or almost always. However, only 39% think, that they will get a fair return, while only 26% indicated, that the reward will be significant. The suitable working conditions are always or almost always provided (84% of respondents have been answered like this). Usually, but not always, the staff is competent to perform the tasks and 70% of the respondents have at least sometimes disappointed regarding their compensation. The answers to questions, which are Equity theory-driven, show that respondents think that their reward is unfair in three respects: relative between their efforts made and the results achieved, comparing to the other employees in the same organization and comparing to the other employees in the other organizations. It was found that the assessment of the equity of reward is correlated with the assessment of the significance of the reward; although the Lithuanian pharmaceutical companies employees receive a salary, which amount is often referred to as wishful thinking. It was also found that heads of organizations belonging to generation Y constantly raises targets for their employees. The organizational aim, as a motivational factor, is pointed out by 78% of all the respondents, though all they would like to create and sort the objectives by themselves from the aim presented by managers. While 70% of respondents answered, that the aims, raised by managers are understood, 52% of respondents pointed out, that aims are clear and only 31% of respondents noted that the aims are important to them. So even 2/3 of the employees do not feel this motivational factor, which is especially important for generation Y. Taking into account these results obtained, the concrete means are proposed to increase the motivation of Lithuanian pharmaceutical companies employees. |
