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5/24/2018 PM Presentation

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STUDENT ID NAME

2011217358 FAIZ BIN MOHD SALIM

2011432214 MUHAMMAD IZZAT FAHMI BIN ABDULLAH

2011400042 ABDUL MUHAIMIN BIN KAMARUDIN

2011456268 AIMAN HATIM BIN HIRMANNIZA

2011829004 MOHAMAD FAKHRULLAH BIN HASSAN

GROUP MEMBERS:

LECTURER : PUAN NURUL HUDA BINTI MUHAMAD

PRESENTATION TOPIC : MOTIVATION


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INTRODUCTION


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Construction industry request for high quality of construction and servicesespecially from the professionals.

To accomplish the that, project managers must take a move to motivate

himself and workers along the construction.

Motivation can be given in a form of physical or verbal.

Motivation involves the two theories; content theories and processtheories

The content theories concerned identifying what it is within an individual

or the work environment that energizes and sustain behavior.

Process theories is try to explain and describe the process of how behavior

is energized, directed, and sustained


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Importance Of Motivation

In Industry

High Employee Performance

Low employee turnover and absenteeism

Better Organizational Image

Better Industrial relations

Acceptability to change

Better quality orientation

Better Productivity


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CASE STUDY

PRESENTER:FAIZ BIN MOHD SALIM


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COMPANY BACKGROUND

COMPANY : DMIA SDN BHD

COMPANY REGISTRATION : PKK CLASS & CIDB (G7)

CERTIFIED :by Lloyds to ISO 9001: 2000 Quality System

VISION

PROVIDE PROFESSIONAL CONTRACT AND CONSTRUCTION MANAGEMENTSERVICES THAT MEET THE REQUIREMENT AND SATISFACTION CLIENT

COMPLETION OF CONSTRUCTION AND DEVELOPMENT PROJECTS WITHINTHE SPECIFIC TIME FRAME, BUDGET, AND QUALITY STANDARD

MISSION

TO BECOME AND REMAIN AS A MARKET LEADER BOTH DOMESTICALLY ANDINTERNATIONALLY IN THE INFRASTRUCTURE AND CONSTRUCTION

INDUSTRY


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ORGANIZATION CHART

DIRECTOR

CONTRACTMANAGER

QUANTITYSURVEYOR

DOCUMENT

CLERK

DOCUMENTCONTROLMANAGER

FINANCIAL

ACCOUNT

ASSISTANT

BUSINESSDEVELOPMET

MANAGER

PROCUREMENTMATERIALMANAGER

MECHANICALFOREMAN

STOREKEEPER

HQ SOREKEEPER

PROCUREMENTCLERK

ENGIEERINGPLANING

MANAGER

DESIGNENGINNER

CONSTRUCTIONMANAGER

CONSULTANT


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PROJECT COMPLETED

CENTRAL LINK KLIAEXPRESSWAY

RAIL LINK TOWEST PORT

LHDN BUILDING (BANGI)

NORTH-SOUTH

EXPRESSWAY


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HERZBERG TWO FACTORS

THEORY


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Frederick Herzberg

Frederick Irving Herzberg: April 18th 1923 - January 19th

2000 in Massachusetts.

He was an American psychologist.

One of the most influential names in business management

for introducing:

Job enrichment

The Motivator-Hygiene theory.


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Two Factor Theory

Two Factor Theory states that there are certain

factors in the workplace that causes in job

satisfaction, while a separate set of factors causedissatisfaction.
http://en.wikipedia.org/wiki/Workplacehttp://en.wikipedia.org/wiki/Workplace


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Satisfactionwhich is mostly affected by the "motivator

factors". Motivation factors help increase the satisfaction but

aren't that affective on dissatisfaction. Dissatisfactionis the results of the "hygiene factors". These

factors, if absent or inadequate, cause dissatisfaction, but

their presence has little effect on long-term satisfaction.


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Hygiene Factors (maintenance

factors)

Hygiene Factors: are the ones related with the job context

(job conditions). These do not provide real motivation, but

their absence can produce dissatisfaction.

Herzberg referred to the hygiene factors as "KITA" factors,

where KITA is an acronym for Kick In The Ass,the process

of providing incentives or a threat of punishment to cause

someone to do something (to move). KITA results only in

short term movements because the motivator factors that

determine that there is satisfaction or no satisfaction based

on the job itself.


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.Motivators

Motivation is when one needs no outside

stimulation. One wants to do it.

Motivators: are the factors related with the workitself which gives positive satisfaction and which

allow the individual to reach his aspirations

(personal growth).


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Factors Affecting Job Attitudes

Leading to Dissatisfaction

(Hygiene)

Leading to Satisfaction

(Motivators)

Company policy

Supervision

Relationship w/Boss

Work conditions

Salary

Relationship w/Peers

Achievement

Recognition

Work itself

Responsibility

Advancement

Growth


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Implications for management

The job should have sufficient challenge to utilize the fullability of the employee.

Employees who demonstrate increasing levels of ability

should be given increasing levels of responsibility.

If a job cannot be designed to use an employee's full abilities,

then the firm should consider automating the task or

replacing the employee with one who has a lower level of

skill. If a person cannot be fully utilized, then there will be a

motivation problem.


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Form of Rewards

Basically needed to show appreciation as

well as motivating people

Due to their hardwork, great productivity

and excellent results


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Form of Rewards (Contd)

Rewards can be

in many forms :

Increasing their salary

Putting employees onto wall of

fame

Publicize their achievement

Promoting

Passing the bucks

Sending employee to the

showers


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Criticism

Critics of Herzberg's theory argue that the two-factor result is

observed because it is natural for people to take credit for

satisfaction and to blame dissatisfaction on external factors.

Furthermore, job satisfaction does not necessarily imply a

high level of motivation or productivity.


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Due to the overall popularity of the Herzberg job enrichment

approach, there exists more data and information on it than

any of the other approaches. It is finally concluded that with

the amount of information available on the two-factor theory

a workable job enrichment program could be implemented

by appropriately tailoring Herzbergs approach.

CONCLUSION


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THANK YOU

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