Managing in the construction industry in Iran, to what extent the western ideas about managing people apply

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Acknowledgement

I would take this opportunity to thank my research supervisor, family and friends for their support and guidance without which this research would not have been possible.

Declaration

I, [type your full first names and surname here], declare that the contents of this dissertation/thesis represent my own unaided work, and that the dissertation/thesis has not previously been submitted for academic examination towards any qualification. Furthermore, it represents my own opinions and not necessarily those of the University.

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Contents

Acknowledgementii

Declarationiii

CHAPTER 1: INTRODUCTION1

Background1

Scope of work1

Research Objectives:2

Sources of Information:3

Methodology3

Work Plan4

Outcome4

Reliability/Dependability5

Validity6

Ethical Considerations7

CHAPTER 2: LITERATURE REVIEW8

Iran construction industry8

Managing hr in construction industry8

Motivation and employee engagement9

Needs and expectations at work - Intrinsic and extrinsic motivation9

Employee Motivation Theories10

Employee engagement15

10 C of employee engagement15

Connect15

Career16

Clarity16

Convey16

Congratulate16

Contribute16

Control17

Collaborate17

Credibility17

Confidence17

Training and development17

On the job training19

Off-the-job training19

Selection and recruitment19

The Iran recruitment context - skills supply and training19

Selection practice in construction20

Conclusion21

References23

CHAPTER 1: INTRODUCTION

Background

Human beings are the asset of all industries including the construction industry. For the smooth delivery of the work, the human resource must be managed properly. This research focuses on the construction industry of Iran. The main aim of the Iran construction industry is to maintain and attract quality human resource. The management of HR has become very crucial for the construction industry leaders due to demand of the clients. It has been seen that major obstacle in the growth is the lack of skilled workers, low motivation and employee engagement and lack of training programs for the workers. (Aumann 2004 19)

Scope of work

The construction industry in Iran is faced with various issues and problems and its functionality is extremely different from the construction industry in western countries. Some of the issues faced by this industry in Iran are as follows: the overall organizational structure of the company, IT, Management of people, Employee training, People relation, Customer satisfaction, Wages and reward related issues and recruitment.

For example, the overall recruitment and selection process is not very well understood within the construction industry in Iran. Most of the companies do not have an explained and structured recruitment process in place. As a result, the way in which recruitment and hiring works is through connections; i.e. by knowing someone in the company. As a result, the recruitment process is not efficient or effective and 50% of the time, the company ends up hiring people who are not suitable for the organization leading to early termination of contracts and delay in completing projects.

Another issue is the concept of Motivation which simply does not exist within the construction industry in Iran. Employees are not rewarded based on their performance and achievements and they are only entitled to their agreed contract salary. Reward is a very important element in motivating employees which can in turn lead to the high quality and successful completion of construction projects. Without motivation, most employees are not as efficient as they should

This research will focus on how the construction industry in Iran should or could change some ...