SOURCE:

Faculty: Environmental Sciences
Department: Building

CONTRIBUTORS:

Ogbuiyi, O.J;
Okolie, K.C;

ABSTRACT:

Labour is one of the key resources for construction project delivery. However, effective labour management is a major challenge in building production management, where the topical issue in construction project delivery is how to get the workforce motivated enough for improved productivity.The aim of the study is to enhance labour productivity of selected building tradesmen through the development of a motivational model which takes into consideration the key motivational variables in the study area. The research was carried out in three States of Abia, Anambra and Enugu as representatives of the southeast geo-political zone of Nigeria. The study adopted a survey design method using questionnaire, personal interviews and on-site observations and work measurements involving a total of two hundred and seventeen (217) respondents consisting of management staff and building tradesmen selected from seven project sites/companies using Purposive sampling technique. Data obtained from the study were subjected to analyses using percentages and frequency; mean, relative important index, ANOVA, Z-test, bivariate correlation test and one sample t-test.The result of the study showed that financial motivation affects workmen’s performance more than non-financial motivation. In order of relative importance, the following key financial motivational elements were established: prompt wage payment (100%), high wage rate (94.1%),equitable wage (88.24%), followed by lunch allowance, transport allowance, accident and hospital allowance, housing allowance, and others. The least important among these factors was vehicle loan (5.8%). On the other hand, among the non-financial motivational elements, in order of preponderance are: respect from supervisors (96%), break-time at work(96%), holidays and free time(86%) and opportunity for training and retraining(75%). The least under this consideration was surprisingly job security (38%). The result of the study established also that there exist a strong relationship between effective project delivery and motivation and that poor motivation significantly affects negatively workmen’s performance. In the light of the above findings, a motivational model which was based on multiple linear regression was developed, taking into cognizance the key motivational variables in the study area, which were expressed as coefficients of timely wage payment and equitable wage rates and payment of bonus based on established standard time (St), standard output (Sop) and standard wage rate (wi) for different categories of major building tradesmen in the study area. With this model, it is possible to determine the effect of key motivational factors on the productivity of tradesmen and to calculate accurately, the amount payable as bonus. The study recommends that the model be used by project managers and employers in managing the motivation and productivity of their tradesmen. They should also endeavour to pay bonus to their employees whenever their outputs outstrip the established standard as this serves as added incentive to their workforce and a boost to their moral. It strongly recommends the commissioning of further research to establish standard time (St) and standard output (Sop) for various categories of tradesmen in the zone, which are sine quo non for the application of the developed model.