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CONSTRUCTION PROJECTS
ABSTRACT
The purpose of this study was to identify and investigate the factors linked to employee
motivation and to assess the role of work motivation on employees’ performance. This study
is descriptive, designed to obtain views from clients, consulting firms, regulatory boards and
construction firms in regard to factors affecting employees’ motivation in building
construction projects. Literature review, questionnaires and interviews techniques were used
to collect data for the study. Findings reveal that the most factors affecting employees’
motivation are: increase in salary, achievement, the work itself, promotion, responsibility,
recognition, relation with co-worker (union), company policy and working condition. The
study concludes the most motivation factors which affects employees’ motivation and also
recommended how to motivate the employees in order to accomplish the organizational goals
according to given schedule.
This proposal has three major parts. Chapter one of these proposals presents the background,
objective, scope & limitation of the proposal. While the second part of this study is a
literature review on factors affecting employees’ motivation in TEPPI town building
construction projects. The third part describes the study methodology in writing this proposal.
CHAPTER ONE
1.1 Background
Human force is considered the most valuable asset of an organization and different factors
affect its performance and efficiency. In today's world of non-stop change, in which
organizations are competing with all their capabilities, a big portion of organization's energy
is put into the attention given to staff. Relying on their human force inside the organization,
today's organizations can improve their activities as much as possible, and they can have an
active participation in different markets (Foster, 2001). Clearly, to be able to fulfill the duties
and responsibilities, the organization requires staff with some features such as innovation,
good human relations, and commitment to ethics, being interested in the job and service
development, and constant effort (Blannie &Radhakrishna, 1991). Nowadays in developing
countries, the most important organizations' problem is the lack of specialist, and absence of
motivation and job satisfaction among staff; in most countries, there is no precise and clear
definition of human resources management (Babu et al., 1997).
Motivational Factors: Motivation is yield to many elements as salary, promotion, working
environment, training and development, recognition, personal goals, job security, workloads
and administrative practices. At the end of the study, we make some recommendations for the
company to counter this issue. This study will be a great help to managers and Human
Resources professionals to raise the productivity of the company by increasing the motivation
of their employees. The purpose of this study is to identify factors affecting employees’
motivation in TEPPI town construction sector.
Motivating employees is a way to make them to give their best to the organization for the
achievement of organizational goals.
Job satisfaction is a general attitude towards one’s job (Schermerhorn, Hunt & Osborn 1997;
Robbins, 2001).
Motivation Factors: are factors that their existence results in satisfaction and motivation,
while their nonexistence doesn't cause dissatisfaction.
Performance is a function of motivation, ability, and the environment in which you work.
Productivity measures how efficiently resources are employed. It is defined as the ratio of a
specific measure of output to a specific measure of input per unit of labor.
Human Resource Management is defined as a system of activities and strategies that are
focused on managing the success of employees at all levels of the organization and also help
them to achieve the organizational goals (Byars & Rue, 2006).
CHAPTER TWO
2. LITERATURE REVIEW
2.1 INTRODUCTION
It is a common belief that motivation factors have moral and direct influences on
relationships to personal productivity. Productivity in the construction industry depends upon
the effort of the performance or effort of construction parties. In an attempt to gain insight
into this subject, Maloney (1981) conducted a review of factors of motivation of factors of
job motivation in the construction industry. Similarly, Maloney and McFillen (1988)
presented a model of construction crews’ motivation, performance and satisfaction, including
results from other studies that support the validity of their model. In the model, motivation
was defined as a function of a worker’s expectancy, which provides a means of
understanding and assessing worker’s level of performance, instrumentality and satisfaction.
Expectancy means a work team can serve to clarify or modify worker’s perceptions of the
objective they are pursuing. A work team can have a significant impact upon worker’s
perceptions that an organization gives reward for specific kinds of performance. Work team
can also constitute their own source of social and extrinsic reward for their team members
and there by create their own instrumentalities between behavior and team administered out
comes. In addressing the subject of motivation in the construction industry, there are a
number of factors considered to be most effective job motivators. Beside monetary reward,
there are other important factors such as challenging work, job recognition, and a sense of
achievement and a feeling of personal growth. Indirectly, all these factors affect moral and
thus have direct relationship to personal productivity. Daniel (1993) comments; “an increase
in motivation and personal productivity is more likely to occur and be derived from the work
environment and the work itself’.
Motivation is operationally defined as the inner force that drives individuals to accomplish
personal and organizational goals.
Motivation can be defined as a “combination of influences that causes the individual to want
to do the job as quickly and/or as good as possible consistent with safety and quality goals
while cooperating, on a larger scale, with his team in execution of the project as a whole”
(Warren, 1989 p. 2). Evidently, motivation drives the employee to perform the task at hand in
a timely and efficient manner in unison for a common purpose while preserving quality
standards.
A motivated team can exert a major influence on the success of a project (Anchor 2000).
Conversely, a lack of motivation resulting from low job satisfaction leads to high employee
turnover rates and consequently to a demise of a company’s talented and valuable workforce
(Whyte 1960). Some of the worker demotivators identified in a study by industry advocates
Borcherding and Garnee include: (Nunnally 2001, p.524-5)
Motivation can be classified into two categories. These are non-financial and financial
incentives schemes.
A. Non-financial motivations:- are intangible; it includes advancement, the work itself,
responsibility, recognition, relations with co-workers, company policy and working
institutions.
B. Financial Incentive Scheme:- There are two areas into which financial incentives
scheme fall; those of operatives and those of managers. According to Cole (1997),
incentive scheme for managers include, extra payments or increase in salaries, fringe
benefits covering such items as, car, sickness benefits, free education for managers’
children, and free holidays. Others are free lunches, free travel abroad with wife and
family, access to newspapers and journals, free interest loan and free medical scheme
(Pigors 1981).
Financial Incentives Schemes to Operatives:- Cole (1997) gave a list of financial incentives
to operatives, which include good holiday pay, extra pay for shift work and uncomfortable,
dirty and unhealthy conditions, profit sharing, long service allowances, overtime availability
when operatives require it, pension fund contribution by the company, death benefits and
dependants, employee’s liability insurance and medical facility to operative’s family.
Generally the most used employee motivating factors in the building construction
industry/projects are listed as follows.
Increase in salary
Achievement
The work itself
Promotion
Responsibility
Recognition
Relation with co-worker (union)
Company Policy
Working condition
Holiday abroad with pay
Health Care Services
Provision of transportation facility, e.g. Official car
Telephone Services
Sharing Profit
Overtime (Fieldwork, 2005)
CHAPTER THREE
3. Research design and Methodology
3.1. Study area
This proposal study will be focus on factors affecting employees’ motivation in building
construction projects of south western of Ethiopia in TEPPI town.
3.2. Research design
The methodology will follows in this proposal is descriptive. It explores relevant factors,
which are affecting employees’ motivation in building construction projects using
questionnaires.
3.3. Sample of study and sampling techniques
The study strategies will follows in this study is carry out after the identification of the factors
as a case to be studied. The three major steps that will use in this case study is:
Literature review on the trends and practices will use in the construction industry with
respect to employee motivation is assessed as theoretical background.
Questionnaires will be design and distribute to those who take part in the industry
(clients, consultants, contactors and other respondents).
Identification and Analysis of case study projects; these projects will be recognize and
analyze while processing the questionnaires with clients, contractors, consultants and
other respondents.
3.4. Data sources
To get more information or data for this proposal study we will use two data source. These
two data sources are primary data sources and secondary data sources. Primary data sources
are: using questionnaires, observation and interviews. Secondary data sources are: using
different documents, books, internet searches and etc.
3.5. Data collection instrument
3.5.1. Questionnaires
To get the result that will obtain through content analysis to questionnaires will be used in
obtaining data from construction project and people of surrounding.
3.5.2. Observation
In addition to the above mentioned instrument to make the data more reliable we will observe
the area we selected.
3.5.3. Interview
To strength all sources which we will obtained from the above data collection instrument or
Proposal also we will use interview from construction industries.
3.6. Data analysis techniques
The questionnaires will specific and adapted for an assessment on the factors affecting
employees’ motivation in TEPPI town building construction projects. The questionnaires will
detail ones and classifies into two sections, and include the following areas:
Section I: - General information (profile, experience in human resource management,
motivation and employee motivation in construction industry) of the construction firms and
clients.
Section II: -factors affecting employees’ motivation in building construction projects.
3.7. Research design schedule
Time break down
Table 1.the break down of work schedule for thesis
Number Month Activities
1 March 01/2007 E.C Submission of the proposal
2 March 02/2007 E.C Start first draft literature review
3 March 16/2007 E.C Starting to revise literature review
4 March 29/2007 E.C Starting data collection and data analysis
5 April 22/2007 E.C Starting first draft thesis
6 April 26/2007 E.C Starting to revise the first draft thesis
7 May 16/2007 E.C Final thesis submission
8 May 19/2007 E.C Submission of presentation power point
Transport expense
Table3. Budget of transport expense
Activities Travel day Expected cost in Travel day*cost
ETB
For researcher 30 day 50 1500
For advisor 10 day 100 1000
Sub total 2500
TOTAL COST
Table4. Budget for total cost expense
Activity Total cost in ETB
Human expense 15000
Transport expense 2500
Sub total 17500
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