Importance of Human Motivation in the Construction Industry - Term Paper Example

Motivation Introduction These days, motivation is a most talked about topic, but not clearly understood and very often poorly practiced. This paper is intended to provide a better understanding in regards to the importance of human motivation in the construction industry. Most of companies are looking into ways to improve efficiency, productivity, and quality. This paper will discuss several motivational theories and their application. Also discussed are motivation principles and how to apply these to achieve benefits of improved efficiency, productivity, and quality. The people side of producing construction is usually tied to a quantitative measure of craft productivity, morale, and quest of quality. At the same time, people represent the highest single cost figure, they also are considered to be the most unpredictable, difficult to control, and they are by far the one critical factor that nothing much can be done about. Much of the industry have turned its energies to solving more technical issues and has turned away from dealing with human factors as the primary key to improving profit. (Gerry, 45-57) Motivation is the key factor in influencing humans to work better, so an increase in motivation will result in higher productivity and more profit, which is the ultimate goal of the construction industry. Understanding and having knowledge about motivation theories can help to create a motivational atmosphere, and application of these theories can result in achieving higher productivity. The leadership style of a manager has a lot of influence on the motivation of workers. Construction is still considered as a tough guys business. Most construction managers and supervisors consider a democratic leadership style as a weakness. However, research has proved that democratic supervisors have achieved higher performance and better results than any other leadership style. (Iain, 78-85) Motivation Motivation is defined as, "a person's active participation in and commitment to achieving the prescribed results". (Gerry, 45-57) The concept of motivation is somewhat abstract, different strategies produce different result at different times, and there is no single strategy can produce guaranteed favorable results all the time. One of the difficulties in motivating workers is that they all are different and react differently to the same kind of change or action. Many motivation researchers agreed that managers can create a positive motivational atmosphere that can help in motivating workers for higher productivity, but they will likely not motivate everyone, because everyone is motivated by different things. Most companies are looking into ways to improve efficiency, productivity, and quality. The question is how to make workers work more productively This is a question of fundamental importance to any manager. The answer to this question is both complex and vague. Flannes and Levin (2001) explained it by saying, "the project manager must effectively and comfortably wear many different hats when leading a project". (Levin, 2001) A construction manager's job is to get work done by the workforce. The construction manager's leadership style has a significant role in workforce motivation. Researchers have identified the major leadership styles as, laissez-faire, democratic, and autocratic. According to behavioral scientists, the democratic leadership style has achieved higher productivity and effectiveness. Concept of Motivation Concepts of motivation are somewhat abstract. To analyze factors that influence motivation, five motivation theories will be discussed in detail in this paper. Figure 1 shows a conceptual model of motivation. (Gerry, 45-57) At point A, a person has needs and tries to fulfill those needs. At point B, the person finds the sources of fulfilling those needs. At point C, he engages or motivates himself to achieve tasks to fulfill his needs. At point D, once he achieves his goal, new needs or variations of those original needs will be achieved. In this way, he will remain motivated. The Cussin's approach is not applicable in today's construction business. Management has a better chance of motivating construction workers through the application of Maslow's higher level of needs. The lower level of needs are no longer motivating. McGregor's theory Y is promising and should achieve a higher level of motivation in construction. McGregor's theory X has no chance for motivating construction workers. The expectancy theory is a more individualized theory that it is applied from individual to individual depending on their expectations and goals. The expectancy theory is more for supervisors in construction. (Iain, 78-85) The motivators and demotivators can be identified through surveys based on Herzberg's theory, and management should work hard to improve motivators and should eliminate the demotivators to achieve better productivity. If management wants to improve worker motivation, it must take an active role in managing the motivational processes at work. Managing worker's motivation, in the construction industry requires planning, organizing, staffing, directing, and controlling. This study of these few motivational theories has shown new angles to human behavior, which affect the person's productivity. By considering these aspects, management in the construction industry (and especially construction managers) can improve the productivity of their workers. (Iain, 78-85) A successful application of these theories requires an understanding of the situations and circumstances surrounding construction organizations. This understanding will help the manager decide which features of which theory can best be applied in their organization. Management style plays an important role in motivating workers, and a manager must identify what style of management is most effective for each organization. Building morale is an important concept in motivating workers; it will help create productivity. Developing a shared vision is a way to begin building morale. Understanding the needs and expectations of construction workers is basic to motivation. Knowledge of motivational theories can help a lot in this regard. It is important to point out that motivational theories must be used wisely. Beyond Motivational Theories An organization that practices construction management principles in making decisions and solving problems has a better chance of achieving its objectives (better productivity and motivation) in an effective manner. Construction management influences productivity in two ways. First, it determines how smoothly the work will flow and how much work can be accomplished. Secondly and more importantly, it influences workers attitudes and becomes a major element in worker motivation, determining how much work will be accomplished. (Iain, 78-85) There are many factors that influence construction site productivity. There are factors that cannot be controlled by construction management principles, such as environmental factors, labor availability, job factors and industry factors. On the other hand, there are factors that can be controlled by construction management principles, such as planning and scheduling decisions, organization of jobs, supervision, proper feedback, etc. Studies in this domain reveal that management's failure to adequately provide these vital functions has contributed largely to the low productivity found in the construction industry. An unorganized and poorly planned job creates frustration among workers and causes lower productivity and rework. (Amar, 112-118) Collaboration is a way to give employees a feeling of importance. Eliminating obstacles creates an atmosphere where the staff is eager to perform. Another approach is educating workers and matching them to projects that they find interesting and those on which they are knowledgeable. This helps increase their success rate which in turn helps improve their self-esteem. Another way to increase productivity is with empowerment. Giving people the choice to make decisions and giving those tools and supports to their job will increase their inner motivational force. A manager should define clear and achievable goals for his workers and should give them authority and resources to achieve those goals. A manager should set standards of excellence, provide workers with training that will enable them to meet these standards, provide feedback on performance, and recognize them for their achievements and trust and treat them with dignity and respect. In order to create a positive climate of motivation, management must provide direct support to its workers and then provide psychological nourishment to allow them to motivate themselves. Management should follow the steps outlined in this paper to achieve its goals. Works Cited Amar A.D. Motivating knowledge workers to innovate: a model integrating motivation dynamics and antecedents, European Journal of Innovation Management; Volume: 7 Issue: 2; 2004: 112-118 Gerry Segal, Dan Borgia, Jerry Schoenfeld The motivation to become an entrepreneur, International Journal of Entrepreneurial Behavior & Research; Volume: 11 Issue: 1; 2005: 45-57 Iain L. Densten Clarifying inspirational motivation and its relationship to extra effort, Leadership & Organization Development Journal; Volume: 23 Issue: 1; 2002: 78-85 Levin, G. People Issues - Five Essential People Skills for Project Professionals, presentation from Association For Advancement of Cost Engineering website (www.aacei.org), 2001. Read More