If under ordinary conditions, the employee’s
motivation is an influential reason for organization of project’s attainment
and attractiveness through decline periods, it is even further essential to
pursue the greatest approach to inspire human assets to develop the managerial
environment, exploit the routine of experts, specifically their productivity.
Agreeing inspiration and holding policies may increase managerial productivity,
escalate efficiency and cost-effectiveness and also please the singular desires
of teams (decreasing tension and career uncertainty during enhancing
reliability, engagement and work contentment) therefore, it will facilitate the
competitive market (Wiley, 2008;
Darrington and Howell, 2011).
Lim and Ling
(2012) discuss in the research it will be vital for
contractors to form a suitable operational background. And also there is a
relationship among working satisfaction and performs such as appreciating
members’ determinations, connecting them in creating main conclusions,
assigning work capacity properly, applying a system of act assessment and
adopting an adequate organizational structure (Tabassi, A.
A., Ramli, M., & Bakar, 2012). Cardoso,
Dominguez and Paiva (2015) have reviewed on new theoretical tactics for
escalation the motivation in construction projects.
According to Wiley (2008), the responses of the analysis were rated
the best five aspects which inspire them in the works: (1) worthy salaries;
(2)gratitude for effort; (3) career safety; (4) upgrade and progression; and
(5) fascinating effort. These consequences disclose that factors of motivate
employees revolute with time and can differ considerably through subdivisions.
Furthermore, these above evaluated factors can differ accordance with employ
position, profession, gender and earnings (Wiley, 2008).
Jarkas,
Radosavljevic and Wuyi (2014), identified the noticeable demotivational
features which are affecting to enactment and efficiency of project managers
(Engineers, Architects) in the State of Qatar: (1)poor financial incentive
schemes; (2)slow decision-making process by owners; (3)remuneration scale;
(4)delay in responding to RFI; (5)shortage of skilled labour force; (6)shortage
of materials; (7)clarity and completeness of technical specifications;
(8))frequent changing orders during execution; (9)drawings quality level; and
(10)rework. Moreover, due to the background of building process plus
exceptionality of any project, both, workers and site administration, improve a
pride, contentment, and self-esteem owing to perceiving regular progress
transforming into a visible product over their individual struggles. Therefore
not like other professions, wherever great career fulfillment tends to better
productivity, the fulfillment of project managers and it is resulted to high productivity
in project (Jarkas, Radosavljevic and
Wuyi, 2014).
The Shurrab
Mohammed, Abbasi and Khazaleh (2018), study evaluated the influence of six
motivational dimensions such as personal collaboration, assignment, working
environments, authorization, personal development, and compensation on
construction project managers' motivation in Jordan. Then, the construction
project managers were more interested with the payment and individual
improvement in Jordan. But, in Switzerland, construction project managers were
encouraged more with the duty and work attitude of his team as well (Seiler et al., 2012). The reason of this could be the culture and
the environment of the society and the country ranking and the economic level
of living. According to Fey (2005),
Russian managers, possibly at a lower level of the needs hierarchy, are
top interested by wages and providing of bonus. In disparity, Swedish managers,
who have their needs of hierarchy, are well inspired by having a satisfying
working background (Shurrab Mohammed,
Abbasi and Khazaleh, 2018).
Graboviy (
2016), evaluated the effective motivation methods
by using following factors.
1. Financial
- Piece-work payment, Time payment award for innovation, fee for the lack of
absenteeism (as opposed to the payment of sickness) Tuition fees (training,
retraining), Fee for business image
2. Non-financial
- Earned time off, Flexible work schedules, Enrichment of labor, Evaluation of
effectiveness, increased discharge (training), Career advancement
The staff who are working on site for very
long times seem to be intensified and considered by a tendency for deprived
scheduling, resource deficiency, confusion, violent management style and
emotional isolation. The administration style practiced on construction sites
by developing recognition, improving
scheduling efficiency and diminishing disordered environment of a
project (Smithers and
Walker, 2000).
References
Darrington,
J. W. and Howell, G. A. (2011) ‘Motivation and incentives in relational
contracts’, Journal of Financial Management of Property and Construction,
16(1), pp. 42–51. doi: 10.1108/13664381111116070.
Fey,
C. F. (2005) ‘Opening the black box of motivation: A cross-cultural comparison
of Sweden and Russia’, International Business Review, 14(3), pp.
345–367. doi: 10.1016/j.ibusrev.2005.03.004.
Graboviy,
P. (2016) ‘Methods of motivation improvement and effectiveness increase on the
example of construction industry enterprises’, Procedia Engineering.
Elsevier B.V., 165, pp. 1520–1528. doi: 10.1016/j.proeng.2016.11.888.
Jarkas,
A. M., Radosavljevic, M. and Wuyi, L. (2014) ‘Prominent demotivational factors
influencing the productivity of construction project managers in Qatar’, International
Journal of Productivity and Performance Management, 63(8), pp. 1070–1090.
Lim,
L. J. W. and Ling, F. Y. Y. (2012) ‘Human resource practices of contractors
that lead to job satisfaction of professional staff’, Engineering,
Construction and Architectural Management, 19(1), pp. 101–118. doi:
10.1108/09699981211192599.
Seiler,
S. et al. (2012) ‘An integrated model of factors influencing project
managers’ motivation - Findings from a Swiss Survey’, International Journal
of Project Management. Elsevier Ltd, 30(1), pp. 60–72. doi:
10.1016/j.ijproman.2011.03.002.
Shurrab
Mohammed, Abbasi, G. and Khazaleh, R. Al (2018) ‘Evaluating the effect of
motivational dimensions on the construction project managers in Jordan’, Engineering
, Construction and Architectural Management, 25(3), pp. 412–424. doi: https://doi.org/10.1108/
ECAM-01-2017-0001.
Smithers,
G. L. and Walker, D. H. T. (2000) ‘The effect of the workplace on motivation
and demotivation of construction professionals’, Construction Management and
Economics, 18(7), pp. 833–841. doi: 10.1080/014461900433113.
Wiley,
C. (2008) ‘What motivates employees according to over 40 years of motivation
survey’.
Research states that compared to industries like manufacturing, production in construction industry has remained low and it has been identified that motivation is a key factor impacting productivity in construction (Jason et al, 2014). Based on review of 52 published articles (Jason, Rajeev, Daylath & Kasun) 2014, states that there are mainly factor that could influence motivation in the construction industry. These are:
ReplyDelete1.Worker incentives ((intrinsic or extrinsic)
2.Improve management practices, specifically communication with workers
Agreed Sonali, Intrinsic motivator is the self-fulfillment of a worker as a result of performing a task well. Extrinsic motivator is the award of monetary bonus for additional effort input by a worker. Most of the researches and theories state that intrinsic motivators are better than extrinsic ones. Several studies have proved that productivity of workers is directly related with motivation(Lam and Tang, 2003).
DeleteStobierski (2019) explained, one of the most effective ways that managers can boost their direct reports’ motivation is through effective communication. Managers to keep employees motivated and working toward your organization’s shared strategic goals need to activate following 5 steps.
ReplyDelete(a)Recognize a job well done
(b)Allow your employees to demonstrate a healthy level of autonomy
(c)Include your employees in goal setting
(d)Facilitate respectful relationships
(e)Rethink your performance review process
If you are concerned that your performance reviews do not have the positive impact, you’d like them to, there are steps you can take to improve the process. For example, instead of annual reviews, you might make a switch to six-month or quarterly reviews to make employee feedback more actionable, or you might embrace more individualized scoring to account for unique employee needs and duties.
Hi madura, According to Lam and Tang (2003).workers are highly motivated if they are allowed to convey their opinions and advises to their supervisors and managers. Therefore, communication channels for different organizational levels and between levels should be established for the exchange of information and workers’ involvement in decision-making.
DeleteI agree with you. A study conducted by Khan et.al. (2018) provides conclusions that employee motivation is increased by benefits, recognition, empowerment, and job environment. He further explains that the factors not only enhance the employee motivation as well as the factors also enhances their moral and social behavior that tends to improve their work performance.
ReplyDeleteAgreed Sohan, Oshagbemi (2003) recognizes job satisfaction as an important part which organizations have consider of their employees. Job satisfaction as a function of the match between the rewards offered by the work environment and the individual’s preferences for those rewards. It has also been defined as positive affect of employees towards their job situations.
DeleteAdding to your detailed introduction on employee motivation, the inner force of a person which drives employee to fulfill both personal and organizational goals can be implies as motivation. Lindner (1998) also states that that inner force drive both employee and organization to achieve tasks which are look impossible.
ReplyDeleteAgreed Isuru, Moreover, all organizations need to be successful, even in existing environment which is highly competitive. companies irrespective of size and market endeavor to retain the best employees, acknowledging their important role and influence on organizational effectiveness. So, motivation is an internal drive to satisfy an unsatisfied need and to achieve a certain goal (Ovidiu,2013).
DeleteSetting weekly smaller goals rewarding for achievement of same is also considered as an effective motivation method for employees at work(Chen & Vibulphol,2019).
ReplyDeleteAgreed Kelum, According to Lam and Tang (2003), rewarding capabilities of individuals through financial incentive plans, recognition programs and behavior modification strategies are the most effective way to motivate employees. Rewards can be monetary (example - salary increase), job related (example - favorable performance appraisal), or in the form.
DeleteAwareness motivation of construction site managers and de-motivation variables is important in effectively applying incentive schemes. Every manager adopts an individual and specific style in dealing with the problems encountered in their working environment. (Hundel, 1971; Price,1992)). They apply all kinds of management style according to their knowledge, experience, and leadership capability. While some managers are highly task oriented and give little priority to the people they work with, there are those that support the employee-oriented approach. The latter give higher priority to good working relationships with subordinates and among themselves. There are also managers who employ a mix of the above two styles (Walker, 1989).
ReplyDeleteThe function of Leading(directing) is more productive, because, the practice of an efficient analysis of the approaches and techniques can exercise for the improvement of a talented group of subordinates. Because of that, every managerial positions should aware and implement this basic function for project success (Griffin, 2012).
Deletestated that work motivation is a set of energetic forces that originate both within as well as beyond an individual’s being, to initiate work-related behavior and to determine its form, direction, intensity, and duration. motivation is intangible, a hypothetical construct that is used to explain human behavior. Motivation is commonly sourced from intrinsic or extrinsic motives. Intrinsic motivation involves people doing an activity because they find it interesting and derive spontaneous satisfaction from the activity itself (Barg et al., 2014).
ReplyDeleteAgreed Madhura, Romaniuc and Bazart (2015) states HR management have long emphasized the central role played by intrinsic motivation in many social and economic interactions. In particular, they have called attention to the fact that obvious incentive systems may sometimes backfire, especially in the long run, by undermining agents’ confidence in their own abilities or in the value of the rewarded task.
DeleteMoney can be a powerful motivator but it does not always drive employees to perform better. Therefore as a leader, one should invest in getting to know employees and understanding their needs because it directly affects the level of job fulfilment through which it affects the overall performance (Purcell, 2001)
ReplyDeleteAgreed Shenali, Extrinsic motivator is the award of monetary bonus for extra effort input by a worker. Workers who are highly motivated will input maximum efforts because of self-fulfillment from doing so, and resulting in high productivity (Lam and Tang, 2003).
DeleteMotivation can only occur when there is a clearly understood and usable relationship between performance and returns, and returns can be seen as a means of meeting needs. External Financial Motivation - For example, this explains why an incentive or bonus scheme works. It also explains why the internal motivation that comes from the work itself can be more powerful than the external motivation (Armstrong, 2014).
ReplyDeleteAccording to the research findings of Maloney, construction environment and culture impact on motivation of employees. Maloney discussed that contextual factors include supervision, material resources, compensation practices, and work environment will impact on motivation of employees. He suggested that contractors should be aware of workers that are concerned with contextual factors and would therefore be motivated by factors that improve the work environment. (Barg,E.J.et al.2014)
ReplyDeleteIf under normal circumstances the motivation of employees is a determining factor for companies’ success and competitiveness during recession times, it is even more essential to seek the best way to motivate human resources in order to improve the organizational climate, maximize the performance of professionals, specially their productivity (Dashõfer; 2005)
ReplyDeleteFirm’s needs to motivate their people and keep them motivated in order to obtain the productivity gains and to insure their competitiveness. Sometimes people who are given responsibilities feel motivated and do their best and work hard accordingly (Ludivine, 2011).
ReplyDelete