MOTIVATION IN CONSTRUCTION FIELD

Motivation in Construction Field

Motivation in Construction Field

Employee Motivation in Construction Feild

To be successful at work, individuals need to be productive. To be productive, environmental factors such proper equipment and abilities must be present, but employees must also possess some level of motivation to perform tasks correctly. Motivation is the degree to which an individual wants and chooses to engage in certain specified behaviors. Both elements, the wanting and choosing, must be present for motivation to be enacted. For example, a person may want to start an exercise program or a vacation fund, but until he or she takes the initiative to exercise or save money, he or she is not truly motivated.

These D-needs can easily be linked to workplace motivation. People at work who feel hungry, hot or in pain will be concentrating more on fulfilling the physiological need than being motivated at work. The same goes for safety and security needs, love and belonging needs and self esteem needs. Individuals who believe that their job is threatened or their work environment is chaotic will be more concerned about their safety and security needs than they will be motivated to meet or exceed their daily work expectations. If a lack of community in the work environment exists, individuals will seek to fulfill their love and belonging needs rather than being motivated to complete projects. And finally, if employees believe that they are not getting recognition in the workplace, they will be focused on esteem needs and find being motivated on the job more difficult (Tierney, 2006, pp. 26).

Types of Work Place Motivation

There are two types of motivation at work, which stem from internal (intrinsic) and external (extrinsic) forces are essential to production because they encourage employees to perform tasks. Internal motivation is a very personal form of motivation and revolves around completing a task for the sake of the task. In this case, an employee completes a task early because it is rewarding to her or him, not because of a reward that might be earned. External motivation comes from other sources, including feedback from one's supervisor, team or company goal setting, and monetary rewards. Supervisors can impact this motivation and should recognize the important role they have in the motivation of their subordinates. Supervisors need to know how to motivate their subordinates to create extrinsic motivation because they have very little influence over internal motivation.

When studying motivation in organizations, it is important to consider money, hierarchy and task performance as overarching workplace components. Money in an organization can be a relatively simple concept; an organization must be making money to survive in the economy, and must provide money to employees to retain skilled professionals so that they in turn can support themselves, and often others, in society. The organizational hierarchy is in place to give order and direction to organizations. The communication in this hierarchy such as between supervisor and subordinate is imperative to organizational production. Finally, the task performance element of motivation is ...