Motivation Theories Application in Construction

Motivation Theories Application in ConstructionMost concepts of motif that apply to the workforce begin with the impudence that behaviour, at least in part, is directed towards the merriment of considers or motives. Definitions of rent includeWillingness to exert effort to master the organizations end pointinals, conditioned by this efforts ability to satisfy individual involve (Robbins Coulter, 1996).An employees motivating to work consists of each(prenominal) the drives, forces and influenced- conscious or unconscious- that cause the employee to want to achieve certain aims (Graham and Bennett, 1998 p60)Processes that paper for an individuals intensity, direction and persistence of effort towards attaining a goal. Robbins and Judge (2009, p.209)There atomic number 18 many definitions of motivation, even the underlying concept appears to be that, some cause force within individuals by which they attempt to achieve some goal in cast to fulfil some need or aspect (M ullins, 2002, p418). Rudolph and Kleiner (1989) and Armstrong (1999) suggest that it can be divided in to devil categories, inherent and extrinsic motivation.Extrinsic motivation is related to tangible benefits such as salary, fringe benefits, security, contract of service, promotion, the work environment and conditions of work.Whereas intrinsic motivation relates to psychological rewards such as the fortune to use ones ability, a sense of contest and skill, receiving appreciation, positive recognition, and being treated in a caring and kind manner.The importance of the expression labor in relation to the general parsimoniousnessThe building and construction constancy is essential to welf atomic number 18 and prosperity in the UK. In 2011 the Gross Value Added of the construction industry in the UK was 89.5 billion, 6.7% of f all in all GVA (Gross value added).There were 2.04 million workforce jobs in the UK construction industry in March 2012, 6.4% of all workforce jobs. The GVA of the industry fell in 2008, 2009 and 2010 both in terms of billions however alike its sh be of the sum economy, 2011 saw a slight rec everywherey but the GVA of the construction industry remained below pre-recession levels.(http//www.parliament.uk/briefing-papers/SN01432)The importance of motivationMotivation is extremely weighty to organisations and companies of all sizes in a competitive market place such as the construction industry it is vital that staff members atomic number 18 cause in order to convert physical and financial resources into useful products, ultimately dower to suppress the cost of operations.According to Sabah Karimi (2010) Motivation is important in order to be able to attain the organizations goals and to accomplish long and short term objectives.Managers strive to motivate batch in organisations to perform at high up levels. This means getting them to work hard, to come to work regularly and to pull back positive contributions to the or ganisations goals. However job performance non only depends on motivation but also ability and environmental factors.The consanguinity of military operation can be stated as followsP = M + A + EWith, P = performance, M = motivation, A= ability, and E = environmentTo grant high levels of performance an employee mustiness be prompt to do the job, must have the ability to achieve the job effectively and must be provided with the necessary equipment/information to do so.Mullins (2002) refers to work by Krietner et al. who drives that although motivation is a necessary contributor for job performance, it is not the only one. Alongside ability, motivation is also a combination of level of skill, knowledge about how to complete the task, feelings and emotions, and facilitating/inhibiting conditions not under the individuals control.Performance and satisfaction are areas commonly discussed when talk about motivation. Organisations not only want operatives that are productive, but they also want to ensure that their workforce is satisfied in order to reduce employee formover.Boredom and frustration at work is often the result of an employees inadequacy of involvement with the companys goals and a feeling that their ideas are not wanted or listened to. For the employer, staff turnover increases as employees walk out of the door for to a greater extent evokeing jobs. (Management today)Despite being discussed, in that respect has been little scientific explore in to the relationship between satisfaction and productiveness and whether operatives are motivated so they are satisfied, productive or both.The importance of motivation is absorb and can be summarised in the following quotationMotivation whitethorn be defined as the degree to which individuals commit effort to achieve goals that they perceive as being meaningful and worthwhile Johnson, Johnson, 2003However, it is slightly unreadable are the factors that motivate operatives, if the techniques appli ed by management are successful, and what the relationship is between satisfaction and productivity.Therefore the aims for this query are toUnderstand what motivates construction operatives, by ranking their call for, motivators and de-motivators.Establish what site managers perceive motivates operatives, and compare whether they are of the same opinion as the operatives.Compare the findings of this study with previous look, and set in motion any differences in opinionDiscuss the issue of satisfaction and productivity and establish if there is a relationship between the twomotivational THEORIES THEIR APPLICATION IN CONSTRUCTIONThere are various theories which essay to quantify what motivation is, all which are partially true. However a generalised theory that applies to all individuals in different circumstances has not yet been theorised.It is not essential to discuss all motivational theories but it is however important to distinguish that each one is different. This projec t impart be expanding on data analysed from previous seek which was collected in relation to Maslows hierarchy of inevitably theory. It also raises key points in regards to issues with satisfaction and productivity, this in which is linked to the work of Herzberg. This chapter will subsequently focus on the work of Maslow and Herzberg other theories will be outlined briefly.History of motivationMotivation theories can be traced back over two centuries past to the works of innovative theorists such as Robert Owen, Jeremy Bentham, and Elton Mayo who began to look for and experience principles of motivational theories, there be it different models.Robert Owen believed that by caring and flavour after the need of his employees they would be more than reliable, efficient and longer lasting. He demonstrated pioneering management and ethical business policies which are now widely recognised and implemented within human resources today. His strategies inspired infant education, th e need for safer working practices, the co-operative assumement, trade unionism, and garden cities. Jeremy Bentham views are widely known as the carrot and stick approach, a metaphor relating to reward and penalties. Bentham believed that everyone is self-interested, motivated by either a desirable outcome or avoiding an unpleasant one. Although theories of motivation have been explored extensively since, reward and punishment is still considered strong motivators in our society today. Elton Mayo conducted various behavioural experiments to explore methods of motivating staff, from the research he conducted he concluded that staff were not only motivated by pay, work conditions and moral but also psychological and genial factors. He also found that recognition and a sense of be are very important and that an individuals attitude towards work is strongly influenced by those around them.Outline of theoriesIt is now possible to divide motivation theories into two categories, content theories and process theories.Content theories may also be referred to as need theories as they focus on the importance of establishing what motivates us, trying to identify the needs of individuals and thus relating motivation to the fulfilling of these needs.These theories are concerned with identifying peoples needs, their relative strengths and the goals they abide by in order to satisfy these needs (Mullins 2002). They includeMaslow hierarchy of needs modelHerzbergs two-factor theoryAlderfers modified need hierarchy modelMcClellands achievement motivation theoryMcGregors X and Y theoryMaslows Hierarchy of needfullyAbraham Maslow introduced a hierarchy of needs in a paper compose in 1943, called A guess of Human Motivation. The hierarchy attempts to explain/propose factors that motivate an individual, Maslow suggested that people are motivated to fulfil basic needs before moving on to other, more advanced needs. The hierarchy is virtually commonly displayed in a pyramid fo rmat show in figure 1.Maslow believes that we must first achieve physiological needs as they are vital for our survival. They include the need for water, air, food and sleep these are classed as primary needs as all other step in the tier are secondary until these needs are met. gum elastic needs may also include factors that improve security they are not as demanding as the physiological needs. Once we can grow ourselves (tier 1) it then becomes essential to ensure our safety/security, examples of this may be rampart from weather, health insurance, machinery, vehicles etc.Social needs include our natural inhale to feel accepted examples of this may be with family, relationships or colleagues at work. watch needs include feelings such as self-worth, accomplishment and social recognition.Self-actualisation needs re hold the highest tier of the hierarchy and are needs concerned with self-fulfilment or personal growth.Maslow believed that each tier must be fairly easy satisfied be fore the needs of the next tier become important to the individual, however Oldcorn (1989) advocates that individuals may not satisfy the first need to move on to the next until they reach the top of the hierarchy. He implies that in realness we try to satisfy a mixture of various needs at any one time. This can often be seen when individuals are retch under pressure, sleep and food (physiological needs) may be deprived in order to complete an objective or goal (esteem needs).This argument coincides with Wahba and Bridwell (1976) who account that there was diminutive evidence to support the ranking of the needs or the hierarchical order, as his theory was difficult to test empirically furthermore this meant that there are various interpretations of his theory and the clarity of his work has washed-out over time due to more recent publications by authors with more current views. Nevertheless the values of the tiers remain, regardless of the overlapping of needs.Herzbergs two-fac tor theoryDr Frederick Herzberg conducted research in order to gain an understanding of what creates job satisfaction. Herzbergs to-factor theory states there are certain factors in the workplace that cause satisfaction, and in turn different factors that create dissatisfaction. Herzberg divided these factors into two categories, hygiene and motivator factors. chiefly hygiene factors are crucial in ensuring that workers are not dissatisfied, whereas motivators are needed to increase performance.Motivators are regarded as factors such as gainsay work, recognition, responsibility and personal growth elements Maslow describes as esteem needs.Hygiene factors are extrinsic, these include job security, salary, fringe benefits and company policies elements of Maslows higher level needs. They do not provide positive satisfaction, however if they are not present this will create dissatisfaction.There has since been criticism regarding the accuracy of the results concluded in Herzbergs theo ry,NEED TO INCLUDE POINT THAT DISPOVES, THEN EVIDENCE OF VALIDITIY.Alderfers modified need hierarchy model (ERG Theory)Clayton Alderfer redefined Maslows hierarchy and re-categorised it into three broader classes of needs. These includeExistence askRelatedness NeedsGrowth needsMcClellands achievement motivation theoryDavid McClelland was an American psychologist who conducted research to further the work of Abraham Maslows hierarchy of needs theory. McClelland carried out research and experiments to identify the varying needs and motivators in a variety of people. His research suggested that these needs can be categorised into affiliation, humanity-beater and achievement. Each of these needs influence motivation within an individual, McClelland suggested that these needs or motivators are acquired over time and vary from person to person dependent on their emotional state experiences.Achievement can be defined as a continual concern to excel, to do better for its own sake, for the intrinsic satisfaction of doing better. (McClelland, 1961).The power motive can be defined as a continual preference or readiness for experiences of having impact, control, or influence over others and the world (McClelland, 1975 Winter, 1973).The affiliative motive has been defined as the preference for establishing, maintaining, and restoring a positive affective relationship with another person or persons (Atkinson et al, 1954, p406).McGregors X and Y TheoryTheory X and Theory Y are theories of human motivation, authentic by Douglas McGregor in the 1960s. The theories describe two opposing models of employee motivationX theory proposes that employees are fundamentally idle and have no interest in meeting the organisations objectives, therefore management and direction is necessary in ensuring that the workforce operates productively. Y theory still suggests that management are responsible, however McGregor proposes that management should show confidence in their workforce giving employees the opportunity to exercise creativity, imagination and ingenuity in order to create a work environment where both management and subordinates share co-operative objectives.Weinbach, 2008 states that Most people can handle responsibility, because creativity and ingenuity are common in the population