The numerous incentive techniques used in the construction industry to motivate workers are based on particular theories, which are outlined here. The achievement of worker satisfaction through a good balance of connected motivational elements leads to increased performance and output. The nature of the construction environment has a major impact on these factors. These motivational elements have a critical part in the success of the work that is completed. Certain ideas have been proposed based on the practical requirements and needs of construction business employers. This would obviously help in recognising the need for worker motivation and outcome by applying the same.
Motivation Theories in Construction
The following are Maslow’s (1987), McGregor’s (1985), Vroom’s (1964), and Herzberg’s (1975) theories on how to motivate employees. Maslow’s Workplace Motivation Theory Maslow’s philosophy is based on the workforce’s needs and requirements. He considered necessities to be a motivating force. He plainly states that if the needs are not met, they will become a motivation. Hence the wants that are not supplied will be more emphasised. This means if you have an employee with a succession of need prioritised from lower to higher, he will pursue the higher requirements only if the lower needs are satisfied. Similarly, if we demand a larger output from the workers, we can only get it if we work together.
Physiological demands are the most basic need for human survival. They include things like food, sleep, and so forth. The second important criterion of having sufficient shelter and leading a safer life is the desire for safety. The social wants include the need to be a part of a group from whom one can gain and receive affection and care.The esteem demands of self-expression include gaining regard for oneself. Self-actualization or self-fulfillment entails the development of individuals to their maximum potential. This hierarchy means that if the lower-level demands aren’t met, they try to address them first before moving on to the higher-level requirements. They concentrate on the top levels only after the lower ones have been met.
Influence of Motivational Theories
Once the theory is understood, it is recommended that the responsible project or construction manager of a work team in construction apply it to the work team. Understanding the individuals of your work team and their demands will enable you to inspire them. When forming a team, it is necessary to meet the basic needs of the individuals. If some form of motivational difficulty is discovered, we have to find out if any lower requirements are not supplied or not. It must be met if it is genuine and essential. Employee incentive approaches that can be used in the construction business are listed below: It is advised that sufficient input for the employees’ pay and benefits be provided in the case of physiological needs.
The second requirement is to ensure the worker’s and employer’s safety. Give them the right tools and prepare them for the work they’ll be doing. Bring a comfortable setting for them to work.Scheduling seeking meetings and discussions as part of social development might assist in engaging and communicating one’s problem. Give due consideration and express gratitude for a project’s success or achievement of a goal. Giving motivational prizes to teams who have done the finest work will boost employee and worker confidence. Make them understand that they are critical to the project’s success. Reward them for their efforts. This will pique their interest in working with the firm. It is critical to comprehend each member’s professional background.
Mc Gregor Theory of Workforce Motivation
Maslow’s theory is highly recommended for project managers in the building industry. This theory keeps the team motivated and eliminates problems. Mc Gregor Theory of Workforce Motivation The X and Y idea was proposed by McGregor. He believes that managers try to motivate employees and workers based on whether they have a negative or good attitude about people. The X theory is presented in the negative view, while the Y theory is presented in the positive view. Later, he returned to the Y theory, claiming that the Y theory will aid in the work’s naturalness. This will make the people wish to achieve the goals by themselves. They will seek the responsibilities when they are motivated.The X theory makes the.
In comparison to the X theory, Mc Gregor found the Y theory to be more conducive for worker success and motivation. The following are the assumptions of X and Y theory: Assumption of the X theory: An ordinary human being has an innate dread of responsibility. If he has an option, he attempts to avoid taking responsibility. They will be pressured and threatened to work harder if they dislike their job.A worker despises being in charge. They desire to be directed and get security. Assumption for the Y theory:Physical and mental exertion is seen as a natural human function. The fulfilment of a worker’s basic needs increases his or her commitment to the organisation a worker’s wish.
Vroom’s Workforce Motivation Process Theory
Vroom’s Workforce Motivation Process Theory Individual motivation is influenced by three factors, according to Vroom. They are the following: Perception of Self-Judgment Having a comparative treatment interpretation The process theory is primarily concerned with how motivating behaviour is maintained in the workplace. The motivating force is calculated as follows: Valence Instrumentality Expectancy The valence refers to the monetary value of the reward. The extent to which workers who contributed to the project’s success have been compensated is measured. The greater the compensation for the labour, the greater the motivational power received by the employee. The performance is measured by the second factor of instrumentality. This indicates that if the rewards and penalties imposed on employees are linked to their level of performance, there will be an improvement in productivity.
The third aspect is expectation, which is the perception of the effort-performance link. It will be found to a considerable extent within the job or within the individual working relationships. Herzberg’s Workforce Motivation Theory Herzberg conducted a research with 200 engineers and accountants. They were told to recollect occurrences at work that either boosted on diminished their satisfaction. It was investigated how their attitudes and performance were affected. As a result, the responses are divided into two categories: Factors affecting hygiene Factors that Motivate The hygiene factor is primarily linked to the working environment and elements that are unrelated to the job. These elements will have an impact on unhappiness.
Herzberg’s Workforce Motivation Theory
Because of the necessity for increased productivity in the construction sector, motivational theories have been implemented in construction management. Financial motivators, semi-financial motivators, and non-financial motivators can all be used based on motivation theories. The financial motivators, as the name implies, will involve monetary incentives. These motivators have the closest connection between the efforts of an individual or the performance with their pay. The piece rate system and the regular hourly rate are two versions of the same. A job is set to be performed within a specified fixed time period and at a standard rate in the event of a piece rate system. By dividing the base wage by the standard rate, the piece rate is calculated For a while.
Maslow’s theory of the hierarchy of needs, Alderfer’s ERG theory, McClelland’s achievement motivation theory, and Herzberg’s two-factor.
Theory Z assumes that employees have strong loyalty and interest in their teams and organization.
The Maslow motivation theory is one of the best known and most influential theories on workplace motivation.