Addis College

Faculty of Technology
MSc in Construction Technology &

Management

People & Organization in Construction

Motivation & Job Satisfaction

 The Meaning of Motivation
Definitions:
 Motivation can be defined as an inner state that activates, energizes or

moves behaviour towards goal.

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 Introduction
 Motivation is the process of channeling a person's inner drives so that s/he wants
to accomplish the goals of the organization.
 Human element-manpower is the most important one to achieve the goals of an
organization.
 High productivity can only be achieved if workers are highly skilled and
adequately motivated.
 Motivation is the key to performance improvement and the job of a manager is to
get things done more efficiently and quickly because motivated employees are
more productive.

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 Motivation
Characteristics and Importance of Motivation

Characteristics of motivation
 Motivation is an Internal Feeling and Needs.
 Motivation Produces Goal-Directed Behavior.
 Motivation can be either Positive or Negative.

Importance of Motivation
 High level of performance.
 Low employee turnover (replacing employee with new employee) and
absenteeism( staying away from work/school)
 Acceptance of organizational change
4 and Organizational image.
 Motivation
Motivation Theories
 The main theories of motivation fall into one of two
categories: needs theories and process theories.
A. Need Theories
 Describe the types of needs that must be met in order to
motivate individuals. These include:
 Maslow’s Need-Hierarchy Theory;
 Herzberg’s Hygiene (Two-Factor) Theory;
 ERG Theory of Motivation; and
 McClelland's Acquired Needs Theory.

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 Motivation
Motivation Theories
Maslow’s need of Hierarchy
 According to Maslow, employees have five
levels of needs: physiological, safety, social,
ego, and self- actualizing.
 Maslow reasoned that lower level needs had
to be satisfied before the next higher level
need would motivate employees.

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 Motivation
Motivation Theories
B. Process Theories:
 Help to understand the actual ways in which we and others can be
motivated. These are theories that focus on behavior.
 Expectancy Theory
 Equity Theory;
 Reinforcement Theory; and
 Goal- Setting Theory.

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 Motivation

 The process that accounts for an individual’s intensity, direction and

persistence of effort toward attaining a goal.

 Intensity: How hard a person tries.

 Direction: Intensity needs to be
Motivated individuals
channelled in a direction favorable to
stay with a task long
the organization for job satisfaction.
enough to achieve
 Persistence : A measure of how long
their goals.
a person can maintain his or her
effort.

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 Motivation: Nature & Importance
Nature
 One motive may result in many different behaviors
 Motives are the energizing forces within us
 The same behavior may result from many different motives
 Motives interact with environment

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 Motivation: Nature & Importance
Importance

Performance is a function of the  Puts human resources into action

interaction among an individual’s  Improves level of efficiency of employees
motivation, ability, and environment.  Leads to achievement of organizational goals
 Leads to stability of work force

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Motivation Process

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A Job Performance Model of Motivation

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 Factors that
influence employee
motivation

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 Job Satisfaction
 It is the feeling and perception of a worker regarding his/her work and how he or she

feels well in an organization.

 Effective job satisfaction is a person’s emotional feeling about the job as a whole.
 Cognitive job satisfaction is how satisfied employees feel concerning some aspect of

their job, such as pay, hours, or benefits.

 Job satisfaction refers to an individual’s general attitude toward his or her job

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 Job Satisfaction
Importance

 How job satisfaction benefits the company?

Satisfaction leads to performance Versus

performance leads to satisfaction

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 Job Satisfaction
Importance
 Higher Job Satisfaction gives;
► Higher productivity.
► Less employee turnover.
► Reduce absenteeism.
► Reduces the level of unionization.
► Reduces the number of accidents.
► It helps to create a better working environment.
► Improving customer satisfaction.
► Faster and sustainable growth.

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Generally there are many Factors Affecting Job Satisfaction Level
 Working Environment.  Safety and Security.

 Fair Policies and Practice.  Challenges.

 Caring Organization.  Responsibilities.

 Appreciation.  Creativity in Job.

 Pay.  Personal Interest and Hobbies.

 Age.  Respect from Co-Workers.

 Promotion.  Relationship with Supervisors.

 Feel of Belongings.  Feedback.

 Initiation and Leadership.  Flexibility.

 Feel of Being Loved.  Nature of Work.

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 Ways of Measuring Job Satisfaction
 Single Global Rating.

 Summation Score.
► Job Diagnostic Survey.
► Job Satisfaction Index.
► Job Satisfaction Survey.
► The Minnesota Satisfaction Questionnaire (MSQ)
► Job Satisfaction Relative to Expectations.
► Global Job Satisfaction.
► Job Descriptive Index (JDI).
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 Elements of Job Satisfaction
 Behavioral Component.
► It is the intention to engage in specific behaviours as manifested in productivity, absenteeism,
turnover and forms of organisational citizenship.
► For example “I want to give my best on the job”.
 Cognitive Component.
► It is the appraisal on the extent to which the job fulfils important needs associated with one’s
work.
► For example, “My job helps me to achieve my goals”.
 Affective Component.
► It is the emotional response to the job situation.
► For example, “I feel good about my job”.
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 Causes of Job Dissatisfaction
 Job dissatisfaction refers to unhappy or negative feelings about work or the work

environment.
 Causes of Job Dissatisfaction are;
► Underpaid.
► Limited Career Growth.
► Lack of Interest.
► Poor Management.
► Unsupportive Boss.
► Lack of Meaningful Work.
► Opportunities for growth or incentives for meaningful work.
► Work and Life Balance.
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 Effects of Low Job Satisfaction
 Job dissatisfaction produces low morale among workers and low morale at work

is highly undesirable.
 If employees are not happy with their jobs, several areas of their work are

affected and their behavior can also affect other employees.

 Effects of low job satisfaction are;
► Job Stress.
► High Employee Turnover Rates.
► Lack of Productivity.
► Profit loss.
► Customer Retention.

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 JOB ANALYSIS

JOB

 Job may be defined as an assignment of work calling for a set of duties,

responsibilities and conditions that are different from those of other work

assignments.
 What is Job Analysis?
 Job analysis is the systematic method of jobs study to identify
 Observable work activities,
 Tasks,
 Working conditions to perform the job, and

 Responsibilities associated with a particular job or group of jobs.

 Job analysis aims to answer
questions such as

 Why does the job exist?

 What physical and mental activities does the worker undertake?
 When is the job to be performed?
 Where is the job to be performed?
 How does the worker do the job?
 What qualifications are needed to perform the job?
 What are the working conditions (such as levels of temperature, noise,
offensive fumes, light)
 What machinery or equipment is used in the job?
 What constitutes successful performance?
 Importance of Job Analysis:
 Job analysis helps in
 Analyzing the resources
 Establishing the strategies to accomplish the business goals and strategic
objectives.
 It forms the basis for
 Demand-supply analysis,
 Recruitments,
 Compensation management,
 Training need assessment and
 Performance appraisal.
 Purpose of job analysis:
 The purpose of Job Analysis is to establish and document the 'job
relatedness' of employment procedures.
 Purposes of job analysis are to identify:
 Job description & specification
 Recruitment and Selection:
 Job evaluation
 Job design
 Performance Appraisal and Compensation
 Training:
 Compliance with labor law
 Purpose of job analysis (cont…)
1. Purpose of job analysis in Recruitment and Selection:
 Job duties that should be included in advertisements of vacant positions;
 Appropriate salary level for the position: to determine what salary should be
offered to a candidate;
 Minimum requirements (education and/or experience) for screening applicants;
 Selection tests/instruments (e.g., written tests; oral tests; job simulations);
 Orientation materials for applicants/new hires
 Purpose of job analysis (cont…)
2. Purpose of job analysis in Job evaluation
 Judges relative importance of jobs in an organization
 Sets fair compensation rates
3. Purpose of job analysis in Job design
 Reduce personnel costs, streamline work processes,
 Increase productivity and employee empowerment,
 Enhance job satisfaction and provide greater scheduling flexibility for the
employee.
 Simplify job with too many disparate activities
 Identifies what must be performed, how it will be performed, where it is to be
performed and who will perform it.
 Purpose of job analysis (cont…)
4. Purpose of job analysis in Compensation and Benefits:
 Skill levels
 Work environment (e.g., hazards; attention; physical effort)
 Responsibilities (e.g., fiscal; supervisory)
 Required level of education (indirectly related to salary level)

5. Importance of job analysis in Performance Appraisal:

 Goals and objectives
 Performance standards
 Evaluation criteria
 Length of probationary periods
 Duties to be evaluated
 Purpose of job analysis (cont…)
6. Importance of job analysis in Training and development:
 Training content
 Assessment tests to measure effectiveness of training
 Equipment to be used in delivering the training
 Methods of training (i.e., small group, computer-based, video, classroom…)

7. Job analysis increases productivity

 Job analysis can use methods of time and motion study analysis in order to know time and motion for job.
 Job analysis also identify performance criteria so that it promote worker for best performance.

8. Importance of job analysis in Compliance with labor law:

 Identify requirements in compliance with labor law.
 EEO (Equal Employment Opportunity) compliance
Steps in job analysis
 Step 1: Identify Job and Review Existing Documents

 The first step in job analysis is to identify the jobs under review. such as
existing job descriptions, organization charts, previous job analysis information,
and other industry related sources.

 In this phase, those who will be involved in conducting the job analysis are
determined and the methods that will be used are specified.
 Step 2: Explain the Process to Managers and Employees
 The second step is to explain the process to managers and affected
employees.
 Items to be covered often include: the purpose of the job analysis; the
steps involved, the time schedule; how managers and employees will
participate; who is doing the analysis; and whom to contact when
questions arise.
 Step 3: Conduct the Job Analysis.

◎ The next step is the collection of information for job analysis

using different methods such as observation, questionnaire,
interview etc.
 Step 4: Prepare Job Descriptions and Specifications

 On the basis of the collected job analysis information, descriptions

and specifications are drafted for each job under review.

 The drafts are then sent to appropriate managers and employees for
their review/decision
 Step 5: Maintain and Update Job Descriptions and Specifications

 Once job descriptions and specifications are completed and

reviewed with all appropriate individuals, a system must be
developed for keeping them current (updated).

 Otherwise, the entire process, beginning with a job analysis, may

have to be repeated.
 How to Collect Information for job analysis
 Information about jobs can be gathered in several ways,
 Observation
 Interviewing
 Questionnaires
 Panel of experts
 Performance evaluation
 Diaries
 Combination of these methods frequently are used,
depending on the situation and the organization.
Application of job analysis information (Out come of job analysis)

Job Job
Descriptions Job Analysis Specifications
Information

Job
Job
Performance
Design
Standards
Recruitment and selection of human
resources
Internal Recruiting
 Advantages of promoting from within include:
 Cost-savings;
 Motivator for good performance;
 Internal candidates’ knowledge of the organization;
 Opportunity to develop mid and top-level managers; and
 Causes of succession for the promotions i.e. need to hire only at the entry level.
 Disadvantages include:
 Possible inferiority and morale problems of internal candidates not promoted;
 “Political” in-fighting for the promotions; and
 Potential inbreeding: talent pool within the organization may stagnate; hence,
requires the need to bring in fresh flow of ideas and opinions.
External Recruiting
 External Recruiting is done when the company lacks the internal supply of
employees for promotions or when it is staffing entry level positions, the manager
should consider external supply of the manpower.
 Advantages include:
 New “blood” brings new perspectives;
 Cheaper and faster than training professionals; and
 May bring new industry insights.
 Disadvantages include:
 May not select the one who will “fit” for the job or the organization;
 May cause morale problem for internal candidates not selected; and
 Longer “adjustment” or orientation time.
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Thank You

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