Employee motivation factors and approaches on construction organization

Abstract

Motivation is one of the most important factors affecting human behavior and achievement. The purpose of this study is to explore factors of employee motivation, determine motivational approaches and access to job satisfaction contributors and to assess the importance and satisfaction of job satisfaction contributors in compensation and pay aspects, benefits, employee relations with management aspects, career development aspects and work environment aspects focused in the construction organization. This study was conducted with 50 randomly selected respondents with questionnaire surveys involved in construction organizations. The data collected are then analyzed using SPSS and categorized by level of importance, level of satisfaction and level of an agreement are then presented in tables and figures for easy interpretation. The results of the study found that the need for self-satisfaction is the most agreed factor in increasing motivation among workers as well as salary increment(basic needs). This finding indicates a change in the way employee behave where basic needs are no longer a key factor in determining the current level of construction workers' needs. Studies have found that 42% of employees are motivated by achievement-oriented motivation. From the survey, the five-factor that employees assessed as the top job satisfaction contributors were trusted between employees and senior management, respectful treatment of all employees at all levels, career advancement opportunities, organization?s financial stability, and career development opportunities. Finally, it is found that the 'compensation/pay and benefits' aspect is just as important as the 'employee relations and management' aspect, and the level of satisfaction, the „compensation/pay and benefit? aspect of the job, is as expected. This situation does not apply to „employee relations with employers? aspect. Therefore, there is something that organizations need to do to improve the situation in addressing these challenges to prevent employee loss or decreased motivation. Fairness and open communication are the suggested solutions in addressing issues of job satisfaction on 'employment and benefits', 'career development aspects', 'workforce management' and 'work environment' in addressing human capital challenges consistently to meet organizational goals and employee expectations.