CONDUCT A SURVEY OF CONSTRUCTION

OPERATIVES’ MOTIVES

Project Advisor: Engr Shahzad Rasool

Group Members

Zohaib Hassan B-15077M. Zohair B-15086Adnan Ahmad B-15201Owais Rauf B-15571Nazir Zada B-16110

Motivation

Motivation is the word derived from the word “motive” which means needs, desires, wants or drives within the individuals. It is the process of stimulating people to actions to accomplish the goals. In the work goal context the psychological factors stimulating the people’s behavior can be desire for money, success, recognition, job-satisfaction, team work, etc.

Motivation - Intrinsic and Extrinsic

A person is motivated to do what they do because of extrinsic and intrinsic factors. This means that a person could be motivated by factors within a person or a person could be influenced by external forces.

Intrinsic Motivation

Intrinsic motivation involves engaging in a behavior because it is personally rewarding; essentially, performing an activity for its own sake rather than the desire for some external reward.

Examples: Participating in a sport because you find the

activity enjoyable Solving a word puzzle because you find the

challenge fun and interesting Playing a game because you find it exciting

Extrinsic Motivation

Extrinsic motivation occurs when we are motivated to perform a behavior or engage in an activity in order to earn a reward or avoid a punishment. This type of motivation is everywhere and frequently used within society throughout your lifetime. When you are motivated to behave, achieve, learn or do based on a highly regarded outcome, rather than for the fun, development or learning provided within an experience, you are being extrinsically motivated.

Examples: Studying because you want to get a good grade Participating in a sport in order to win awards

Importance of Motivation

Motivation is important because it is the psychological catalyst, employees and owners require reaching the goal.

Motivation is important in construction because it impacts mental and physical human reactions. Highly-motivated individuals and staff have a willingness to get the job done efficiently and effectively, resulting in higher productivity, increased revenue, cost savings and satisfied employees and owners.

Employee Motivation Employee motivation in construction industry has been in the

interest of many scholars and researchers for many years. The performance of workers in construction organizations can be judged by the hard work, alertness, their attitude of working and the way they conduct and do their jobs.

The success of companies in construction industry depends on how well managers and leaders in this type of organization manage workers who actually carry out task on their behalf. This means that the most important asset of companies in construction industry is its employees. This is because for the company to get a high level of organizational outcome, they must provide good leadership skills for managers who will be responsible for not only management jobs, but also to increase capabilities and productivity of their employees.

Theories of Motivation

Maslow’s Hierarchy Of Needs Theory

Herzberg’s Two-Fact Theory

Maslow’s Hierarchy Of Needs Theory

Maslow Argues that each levels in needs hierarchy must be substantially satisfied before the next need becomes dominant.

An individual moves up the needs hierarchy from one level to the next.

He considered psychological and safety needs(lower order needs)

He considered social, esteem, self actualization needs (higher order needs)

Lower order needs are predominantly satisfied externally

Higher order needs are satisfied internally

Maslow’s Hierarchy Of Needs Theory

Maslow’s Hierarchy Of Needs in Construction Firms

Maslow's hierarchy of needs can help managers of construction firms to know how they can apply the idea of the model into the existing motivation strategies and techniques in order to influence their workers to give their greatest contribution towards the assigned tasks and to make them feel like staying with the company for a long-term span. For example, workers who have children may want a good package pay with annual holiday to spend time with their families.

Herzberg’s Two-Factor Theory

Also Called motivation hygiene theory.

Two Factor Theory states that there are certain factors in the workplace that cause job satisfaction, while a separate set of factors cause dissatisfaction.

Satisfaction:

which is mostly affected by the "motivator factors". Motivation factors help increase the satisfaction but aren't that affective on dissatisfaction.

Herzberg’s Two-Factor Theory

Dissatisfaction:

Is the results of the "hygiene factors". These factors, if absent or inadequate, cause dissatisfaction, but their presence has little effect on long-term satisfaction.

Herzberg’s Two-Factor Theory Motivators: which give positive satisfaction, arising from intrinsic conditions of

the job itself, such as recognition, achievement, or personal growth.

Hygiene factors: which do not give positive satisfaction, although dissatisfaction

results from their absence.

Development of Questionnaire

Questionnaire development has three, sometimes conflicting, objectives.

1. A questionnaire must facilitate the collection of the data needed to answer the research questions, which requires the data to be valid, reliable and relevant.

2. The survey must be as user-friendly and convenient as possible for the respondent and interviewer.

3. It must be possible to develop process and modify questionnaires efficiently. It may be important to be able to respond rapidly to events and changing circumstances, not only for new themes, but also where revision is needed because of changes in legislation

Development of Questionnaire used in this Project

We have developed the questionnaire by following steps

Fist of all we selected the motivating factors from literature.

We developed questions according to each motivating factor.

Questions are such that these can target the employees in organization.

All the basic and important motivating factors are covered in the questionnaire.

Scale used in this questionnaire is Likert Scale.

How to fill the Questionnaire

1.Please answer all questions.

2. Please complete the questionnaires honestly and by yourself.

3. Please fill in the following questionnaire on the basis of the facts of your organization.

4. Please (√) box for selection of options.

5. It will take about 10 minutes or less to fill.

6. If you have questions or if anything is unclear, please don’t hesitate to ask.

7. 1 = Strongly Disagree 10 = Strongly Agree

Questionnaire

Do on time salary credits greatly influence your performance?

Does innovation, influence your performance?Does promotion affect your performance?Do the salary increments given to you motivate

you?Does involvement in decision making enhance

your performance?

Questionnaire

Does the work itself motivate you?Does the company prestige affect your

performance?Does the visibility with top management

is important to you?Does good supervision enhance the

efficiency of your work?Are you satisfied with working

environment in your organization?

SPSSIt is a software used for data analysis in

business research. Can be used for:◦Processing Questionnaires◦Reporting in Tables and Graphs◦Analyzing

SPSS comes into picture after data has been collected by lets say: questionnaires

Translate the Questionnaire into codes and enter data in SPSS

Reliability

The ability of a system or component to perform its required functions under stated conditions for a specified period of time. Reliability is theoretically defined as the probability of success

(Reliability=1-Probability of Failure)

Objectives of reliability:

i. To apply engineering knowledge and specialist techniques to prevent or to reduce the likelihood or frequency of failures.

ii. To identify and correct the causes of failures that do occur despite the efforts to prevent them.

Reliability To determine ways of coping with failures that do

occur, if their causes have not been corrected. To apply methods for estimating the likely

reliability of new designs, and for analyzing reliability data.

Cronbach's Alpha (α):

Cronbach's alpha is the most common measure of internal consistency ("reliability"). It is most commonly used when you have multiple Likert questions in a survey/questionnaire that form a scale and you wish to determine if the scale is reliable.

Reliability

The value of Cronbach’s Alpha obtained by reliability analyses using SPSS is 0.923. which shows data is very reliable.

Results

Top ten motivators and their agree percentage.

Results

Graphical Representation of top ten motivators.

Conclusions

In our survey the motivator “on time salary” gets the highest percentage by the participants as a top motivator while surprisingly “innovation” ranked second by the participants among the top motivators which a good sign is showing that peoples mind is accepting the new challenges of modern era. The third one among the top motivators is promotion which is not much surprising as everyone wants to get promoted in his professional life. While number four on the list is “salary increments” as participants see salary increments as a highly rank motivator.

Conclusions

Number five motivator is ”involvement in decision making”, involvement in decision making shows that management respects employees’ opinion which in return increase employees’ efficiency. Next motivator is “work itself” which refers towards the type of work as the famous saying, “choose the job you love and you will never have to work for a single day in your life”, and describes it beautifully. Next motivator is “company’s prestige” which shows employees takes company’s prestige seriously. Next top ranked motivators are “visibility with management”, “good supervision”, “and working environment” and so on.

Future Recommendations

Questions can be arranged into various groups those can be analyzed by SPSS and will give more accurate results.

Number of participants can be increased in order to get more responses

Lower ordinate can be included in the survey. Comparison can be carried out between the

responses from higher management and lower ordinate

General rules of preparing questionnaire should be followed while preparing the questionnaire.