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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/Workplace5/24/2018 PM Presentation
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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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