ASSESSMENT OF MOTIVATION AS A MANAGEMENT STRATEGY FOR PRODUCTIVITY OF CONSTRUCTION PROJECTS IN ABUJA, NIGERIA.

  ABSTRACT

Human resource is the livewire of any organisation. Its effective management is very crucial and central in the achievement of organisational objective and motivation is a process that starts with a physiological deficiency or need that activates a behaviour or a drive that is aimed at a goal incentive. In Nigeria, the common problems of workers’ performance in construction have been traced to unfair wages of workers, poor safety in construction sites, lack of clear-cut career paths, diminishing skilled workers training programmes and delay in schedule of works on sites. This research is aimed to investigate motivation factors influencing building firm’s productivity with a view to proffering solution to productivity challenges of the building firms. The study objectives are to examine various motivation problems confronting building construction firms in Abuja, assess the motivating factors that enhance productivity of construction workers and to establish the effect of the identified motivational factors have on the firm productivity. The study sampled 351 respondents which are mainly top level management staff, mid-level staff and low level staff in the selected construction firms in Abuja. The study utilised closed ended questionnaires and adopted both descriptive and inferential methods of analysis. The findings reveal that inequity in the process rewarding the work force is the most significant problem confronting construction firms in Abuja.   The findings revealed that conducive working environment in terms of management and facilities is the most important factor that enhances workers’ productivity. Good salary, bonus, recognition by authority and appreciation all falls within the first five factors that enhances workers’ productivity. The findings of the research also revealed that most significant factors that affect workers’ productivity are “Training and development, Appreciation of effort and reward and Good salary. Opportunities for personal development and housing provision for employee were also identified as the most significant strategies and finally, the findings from the correlation analysis revealed a very strong relationship between the top level management staff, mid-level staff and low level staff on the relationship of the motivational factors enhancing construction worker’s productivity. Based on the findings of this research it is concluded that since motivation factors is an inducement for higher productivity it should be accorded a right of place by the workers in building construction firms to achieve higher productivity, which will lead to greater contribution to the nation’s Gross Domestic Output and also improves the worker’s performance and general well-being. The study recommends that a better reward system should be implemented which includes increase in salary; promotion, holiday and overtime with pay. This will definitely motivate and increase their performance of the workers in building firm.

CHAPTER ONE

1.0       INTRODUCTION

1.1       Background to the Study

Human resources are the livewire of any company. Its efficient management is critical to the achievement of the organization’s objectives. Site employees pay is 40% of the overall capital expenditure of major building projects, so human resource productivity must be maximized (Fagbenle et al., 2014). One of the most crucial roles of any organization is to maximize the utilization of all existing resources in order to meet the organization’s objectives; as a result, human resources play a critical role (Afuye, 2016). Human resources ensure the maintenance and survival of any organization in today’s competitive world (Akinloye et al., 2014).

Munoz (2017) defines motivation as “a mechanism that begins with a physiological deficit or need that triggers a behaviour or a drive directed at a target reward.” It is made up of three interconnected and interacting components (needs, drives and incentives) (Munoz, 2017). Motivation is a psychological phenomenon involving goal-directed action and behaviour aimed at fulfilling a certain need that is triggered by the appearance of needs (Chete et al., 2014). A good project accomplishment is assured when the desires, interests and expectations of staff, as well as the project target, are met. Jobs are energised to work because they are motivated. Finding appropriate forms to fulfill workers’ expectations and aspirations is crucial to inspiring them. Each individual has unique requirements, preferences and needs (Chete et al., 2014). A company can only be successful if its employees are inspired to succeed at a high level, even if it has the right plan and organizational structure in place (Munoz, 2017).

Many workers are inspired because they are rewarded and believe their efforts are critical to the company’s progress. Employees who are inspired in this manner will strive to fulfill the wishes and expectations of the organization as a whole, not just their own (Porter et. al., 2016). Productivity has become a critical component of organizational growth, resulting in cost savings and increased performance. Productivity has also been a primary driver of long-term growth and change, as well as subsequent economic growth and prosperity, as well as non-inflationary wage and salary rises (Cheng, 2015). Owing to the use of its products such as bridges, houses, and dams in the manufacture of goods and services, the construction industry plays an important role in the national economy. The gross domestic product (GDP) of a country benefits from increased productivity. Despite the enormous scale and importance of construction companies to most countries’ economies, their competitiveness remains one of the most contentious and causes (Homberg et al., 2017). Given the above, it would be necessary to understand the impact of incentive tactics on the competitiveness of construction firms in Abuja, Nigeria.

1.2       Statement of the Research Problem

Motivation is a significant determinant of both labour and firm production around the world. Unfair salaries for employees, inadequate safety on construction sites, a shortage of consistent career pathways, shrinking skilled worker training programs, and delays in job schedules have all been identified as common problems in Nigerian construction workers’ efficiency (Odesola, et al., 2013). Contractors, on the other hand, are usually dissatisfied with the degree of construction efficiency due to obvious poor worker’s output (Famakin et al., 2014).

Building organization effectiveness is believed to be poor, which shows up in project outcomes such as cost overruns, late project execution, and low-quality systems with short life spans (Olomolaiye and Ogunlana, 1988). This had a major impact on the firm’s growth and competitiveness. Researchers have looked at and defined the issues that the building industry is facing, and some of these studies provide remedies. According to Shashank et al., (2014), the building sector has seen a lower rate of labor productivity than any other industry. This is attributed to a variety of reasons that contractors and project managers have overlooked, such as payment delays, labour experience/skill, material shortages, rework, bonus programs, and inadequate site conditions. Since building projects have poor profit margins, cost efficiency and labour efficiency are seen as critical factors of being a profitable contractor. Workers’ productivity in the building construction industry has gained little consideration as a research topic in the past, with several studies focusing on overall labour productivity in the construction industry.

Similarly, in the Nigerian building construction industry, there is a need to aim for optimum productivity; however, this would not be possible until issues such as insufficient tools and supplies, a shortage of qualified worker preparation and retraining, unsafe working conditions, a lack of enthusiasm, and inept site management are tackled. This study also fills a void in the literature by demonstrating the connection between firm motivation and productivity using Abuja as a case study. As a result, the aim of this study is to suggest ways to increase worker productivity in order to ensure the overall growth of the Nigerian construction industry.

1.3        Research Questions

1    What are various motivation problems confronting construction firms in Abuja?

2    What are the factors affecting building construction firm’s worker’s productivity?

3    What is the relationship between firm motivation and their productivity?

4     What motivation strategies could be adopted to improve the productivity of the building construction firm workers?

1.4        Aim and Objective of the Study

The aim of this study is to investigate motivational strategies influencing building firm productivity with a view to proffering solution to productivity challenges of the building firms. The following objectives were pursued to achieve the aim:

i.      To examine various motivation problems confronting building construction firms;

ii.      To assess the motivating factors that enhance productivity of building construction firm workers;

iii.       To establish the relationship between identified motivational factors and the building firm productivity

iv.      To suggest motivation strategies to improve the productivity of construction firms.

1.5       Justification of the Study

Productivity is also a major concern in building schemes and other industries. Since its end products, such as bridges, houses, and lakes, are used in the manufacture of goods and services, the construction industry plays an important role in a country’s economy. There has been no research on the impact of incentive tactics on the competitiveness of construction companies in Abuja, Nigeria. This research was necessitated by the low productivity associated with the construction industry in the study field, which is reflected in time and expense overruns as well as disputes. Previous researches (Olomolaiye and Ogunlana, 1988; Odesola, et al., 2013; Akinloye et al., 2014; Fagbenle et al., 2012; and Cheng, 2015) had looked at labour efficiency and incentive methods in both developed and emerging countries around the world, including Nigeria. This research will also include analytical knowledge on incentive techniques on competitiveness in Nigerian building construction firms, which will be of considerable use to chief executive officers and  policymakers  interested  in  human  resource  management.  The  study’s  findings  can  be important given that they demonstrate how different motivating factors can be used to motivate employees to achieve and maintain higher levels of efficiency.

1.6       Scope of the Study

This research focuses on the impact of motivation strategies on the productivity of construction firms in Abuja, Nigeria. Specifically, emphasis was on top level management staff, mid-level staff and low level staff because of their roles in the construction building firms and project delivery success or failure. The scope is limited to top level management staff, mid-level staff and low level staff building constructions firms because of the study’s time limit. The study focused on selected building firms in Abuja Federal Capital Territory.

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