The construction
industry is regarded as one of the most important key factor in the country’s
economy (Yong and Mustaffa, 2012). It cooperates with diverse professions
including structural engineering, architecture, civil engineering, quantity
surveying, building surveying, project management.(Cheng, 2001). However, the poor performance of the construction industry is
mentioned by some reports principally. Moreover, due to varying
construction economic, innovative machineries, novel talents, government
policies the developing countries are facing many challenges.
All organizations want to achieve success, even in the current
highly competitive environment. Because of that companies regardless of size
and market, endeavor to retain the best employees, recognizing their
significant role and have an effect on organizational success. So, overcome
these situations companies should build up strong and positive bond with their
employees and direct them to completion of their tasks (Bobre, 2013)
To reach the organizational goals, keep employees motivated should
not be enough, helping employees to achieve their individual personal career
goals is a significant part of their motivation (Naile and Selesho,
2014). According to Bobre (2013) only few organizations consider
the human capital as being their key strength. employees are not satisfied with
their roles and not motivated to achieve their tasks and goals; the
organizations cannot achieve success.
Motivation can be defined as an emotional procedure for persons
that could reason the commencement of certain performance (Pinder, 2008;
Arshadi, 2010). Motivation is the word used to discuss the intention why people
work and explain how individuals direct their effort over time to achieving a
shared, structural objective (Darrington and Howell, 2011). Motivation is an
essential factor for managers because it, beside with capability and environmental
factors, determines individual enactment (Griffin, 2012). According to Naile
and Selesho (2014) motivation is the driving force in pursuing and satisfying
one's needs.
Motivation also defined as the process of an individual person’s
passion, direction and persistence. The effort toward reaching a goal or task,
meaning the outcome of the interaction between an individual and a situation
(Robbins, Judge, Odendaal & Roodt, 2009)
Balhaji (2008) classifies the following characteristics of
motivation,
- Motivation is based on human needs and is generated
within an individual.
- Motivation is whole, individual only motivated by
fulfilling certain needs completely, not partially.
- Motivation is a continuous process because if one need
is satisfied, new ones arise.
- Motivation triggers goal-oriented behavior; a person
behaves in a way that satisfies his or her goals or needs.
- Motivation is a complex process, because motivation is
different from individual. understand a diversity of needs and have to use
variety of rewards to motivate them.
Reference
Arshadi, N. (2010) ‘Basic need satisfaction,
work motivation, and job performance in an industrial company in Iran’, Procedia
Social and Behavioral Sciences., 5, pp. 1267–1272.
Balhaji, J. (2008). Motivation theory.
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Bobre, O.-I. (2013) “Employee motivation and
organizational performance,” Review of Applied Socio-Economic Research.
Cheng, E. W. L. et al. (2001)
‘Network communication in the construction industry’, Corporate
Communications: An International Journal, 6(2), pp. 61–70.
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.
Griffin, R. W. (2012)
Management Fundamentals. 6th edn. Mason, OH: South-Western Cengage
Learning.
Naile, I. and Selesho,
J. M. (2014) “The role of leadership in employee motivation,” Mediterranean
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Pinder, C. C. (2008) Work motivation in organizational
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Robbins, S.P., Judge, T.A., Odendaal, A. & Roodt, G.,
(2009). Organisational Behaviour: Global and South African Perspectives.
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Yong, Y. C. and Mustaffa, N. E. (2012) ‘Analysis of factors
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