Importance Of Incentives And Motivation Of Human Element In Construction Industry

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Importance Of Incentives And Motivation Of Human Element In Construction Industry


Abstract


This work examine the importance of incentives and motivation of human element in construction industry, a case study of construction industries in Abuja, Nigeria. The research objective and question were formulated to guide this work, descriptive research design was adopted and the five construction industries in Abuja were randomly selected for this research work and appropriate question were distributed to 100 engineers in the construction industries. According to the results it shows that there are importance of motivation and incentives of human elements in construction industry and also there are factors that influence and challenges the motivation and incentive of human elements in construction industries in Nigeria Thus it was recommended that increase in salary; promotion, overtime and holiday with pay should be used as motivators for increase in performance of construction workers and Promotion should be done regularly and should be based on performance of workers.


Table of Content


Preliminary Page(s)

  • Title Page
  • Declaration
  • Approval
  • Dedication
  • Acknowledgement
  • Abstract
  • Table of Content

Chapter one

Introduction

  • 1.1 Background of the study
  • 1.2 Statement of the problem
  • 1.3 Objective of the study
  • 1.4 Research question
  • 1.5 Scope of the study
  • 1.6 Limitation
  • 1.7 Definition of terms

Chapter Two

Literature Review

  • 2.1 Conceptual framework
  • 2.2 Theoretical Framework
  • 2.3 Empirical Review

Chapter Three

Research Methodology

  • 3.1 Research Design
  • 3.2 Area of the Study
  • 3.3 Population of the Study
  • 3.4 Sample and sampling techniques
  • 3.6 Instrument for data collection
  • 3.7 Validation of Instrument
  • 3.8 Reliability of Instrument
  • 3.9 Method of Data Collection
  • 3.10 Method of data analysis

Chapter Four

Data Presentation, Analysis and Interpretation


Chapter Five

Summary, Conclusion and Recommendation

  • 5.1 Summary
  • 5.2 Conclusion and Recommendation
  • Reference
  • Questionnaire

Chapter One


Introduction

1.1 Background of the study

Construction sector is diverse as it contains contractors, element, designers, owners, and others. Construction projects suffer various problems. There are undue cost overruns, delays and loss of productivity associated with construction projects everywhere. In today’s era, one of the biggest concerns for any organization is to increase their productivity, representing the powerful and efficient conversion of resources into marketable products and determining business profitability. With the business environment becoming highly competitive, it is essential that organizations improve construction productivity performance for survival because construction is a man power oriented industry and human resource is the flexible resource available for the management, focus of the majority of the researchers and practitioners has been on improving construction human resource productivity. Improving productivity of the construction workforce is crucial to the success of any construction firm as human resource costs comprise a considerable share of the overall project cost. Losses in construction human resource productivity have often been attributed to poor management of construction projects and construction professionals. Construction man power productivity is influenced by a multitude of factors. Though considerable research exists on productivity factors little effort has been carried out to find the relation between man power productivity and motivation of the humans. The Construction industry all across the world is an important indicator of the development as it creates investment opportunities across various related sectors.

The sector is labor-intensive and, including indirect jobs, provides employment to more than 35 million people. India is on the verge of witnessing a sustained growth in infrastructure build up. The construction industry has been witness to a strong growth wave powered by large spends on housing, road, ports, water supply, rail transport and airport development. Construction industry forms an integral part of the economy and a conduit for a substantial part of its development investment, is poised for growth on account of industrialization, urbanization, economic development and people’s rising expectations for improved quality of living. Construction constitutes 30% to 50% of India’s capital expenditure on projects in various sectors such as highways, roads, energy, airports, railway, irrigation, etc and is the second largest industry in India after the agriculture. Since in India 80% of the project has cost and time overrun which in turns affects the quality of the project not because of poor material but because of poor management which leads to human labor. As Construction industry in labor intensive but no research has been done the in the past on the human elements which effects the quality of the project.


1.2 Statement of the problem

The incentives provided for motivating the man power is not given due attention and importance in the Nigeria construction sector. The motivation of construction humans through incentives in Indian construction industry is one of the least studied subjects. The incentive that motivates most work is financial payment. Research in economics and psychology increasingly shows that nonfinancial factors play a key role in job performance. As briefly discussed above, human-element are the key elements for the majority of the consultancy firms operating in the construction industry. Another noteworthy observation when discussing growth and development of the construction industry is the involvement and participation level of human-element. This labour force better known as human-element is the most essential resource available to the construction manager and the most complex resources to deal with. These changes in the business environment and value creation processes require new management practices and strategies that determine corporate success (Lev et al, 2003; Stewart, 2003).

The diversity of today work force presents managers with problems of substantial magnitude. Huge differences among humans in every organization and work group means that there is no one best way to deal with them. An approach that motivates some human to perform well misses the mark with other humans. This therefore, possess a major challenge to today‘s managers. As such it triggers the problem question ―why is money not a sufficient motivator for performance in a company.

Most workers tend to leave organization due to the fact that they are not motivated enough, (Ward and Werner, 2004). Some are not willing to leave because they are enjoying some benefit in terms of promotion which leads to increase in salaries and wages, bonuses and some other incentives. Ward and Werner (2004) suggest understanding ―the construct of reward systems, its impact upon the organizations structure, system, strategies, and humans has been an area of continued intrigue.


1.3 Objective of the study

The main objective of the study is to determine the importance of incentives and motivation on human elements in construction industry.

Thus the following objectives were formulated;

  1. To identify the factors of incentives and motivation that influences the performance of human elements.
  2. To assess the impact of motivation and incentives in construction industry.
  3. To evaluate the challenges to management motivation and de-motivational factors of human elements in Nigerian construction industry.

1.4 Research question

  1. What are the factors of incentives and motivation that influences the performance of human elements?
  2. What are the importance of motivation and incentives in construction industry?
  3. What are the challenges to management motivation and de-motivational factors of human elements in Nigerian construction industry?

1.5 Scope

This research considers importance of incentives and motivation on human elements in theconstruction industries in Abuja, Nigeria.


1.6 Limitation

The generality of the research findings was affected by at least two factors. First, the research involved only construction industry based in Abuja, therefore not all the country was covered. Secondly, the response rate is relatively low, even though is adequate for analysis as affirmed by Moser &Kalton (1971).


1.7 Definition of terms

….


Chapter Five


Summary, Conclusion and Recommendation

5.1 Summary

This work examine the importance of incentives and motivation of human element in construction industry, a case study of construction industries in Abuja, Nigeria. The research objective and question were formulated to guide this work, descriptive research design was adopted and the five construction industries in Abuja were randomly selected for this research work and appropriate question were distributed to 100 engineers in the construction industries. According to the results it shows that there are importance of motivation and incentives of human elements in construction industry and also there are factors that influence and challenges the motivation and incentive of human elements in construction industries in Nigeria Thus it was recommended that increase in salary; promotion, overtime and holiday with pay should be used as motivators for increase in performance of construction workers and Promotion should be done regularly and should be based on performance of workers.


5.2 Conclusion and Recommendation

The focus of this research work has been the determination of importance of incentives, the non-financial and financial incentives to the workers in the construction industry, comparing foreign and indigenous contracting firms. These forms of incentives among others were noted for having greater pressure on level of site worker’s productivity. It is therefore believed that if these could be well catered for, then the required labor productivity improvement will be establish.

Thus the following were recommended;

  1. Companies are requested to adjust their salary structure to reflect the National joint industrial council (NJIC) recommendation; this will enhance the performance of workers.
  2. Management should be concerned with the welfare of the workers and their families. This will give the workers a sense of belonging and being appreciated will make them to be focused and completely committed to their work.
  3. Increase in salary; promotion, overtime and holiday with pay should be used as motivators for increase in performance of construction workers.
  4. Promotion should be done regularly and should be based on performance of workers.

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