EVALUATION ON IMPACT OF MOTIVATION ON EMPLOYEE PERFORMANCE

CHAPTER ONE INTRODUCTION 1.1 Background of the Study The field of human resource management within organizations has undergone considerable transformation due to globalization and other influencing variables, leading to the formulation of various strategic approaches for nurturing and sustaining the workforce to maximize organizational performance. Güngör (2021) asserts that human capital is regarded as the most critical and irreplaceable asset of any organization, owing to the central role individuals play in providing direction and energy that drive operational success. While other organizational assets—including resources, needs, outputs, and services—can be readily transferred or adapted for different markets or institutions, human resources remain uniquely non-transferable. Consequently, since the dawn of industrialization, enhancing employee motivation has been a central concern for management seeking to optimize performance outcomes (Zameer, Ali, Nisar, & Amir, 2023). The sustainable development of any organization relies heavily on the proactive and creative engagement of employees’ skills and intellectual capital. In construction and allied sectors, sustained success hinges significantly on the effective motivation of employees to foster improved productivity and overall output (Hanaysha & Majid, 2018). Motivation, in this context, is defined as the psychological and emotional mechanism that initiates and maintains goal-directed behaviour among individuals or teams (Campbell & Nelson, 2020). Within the organizational framework, motivation is manifested through deliberate efforts to influence employees to align their actions and attitudes with the strategic goals of the employer. Various theoretical and empirical inquiries in organizational psychology and behavioural science have produced a spectrum of perspectives to understand how motivation affects workplace productivity (Kifordu et al., 2022). A pressing issue for today’s organizations is how to increase labor output, which is understood as the measure of individual or collective employee performance in terms of effectiveness and efficiency. Productivity, being a critical determinant of business viability, has prompted organizations to intensify their focus on maximizing staff performance (Gummesson, 2018). High employee productivity delivers extensive benefits, such as increased profitability, economic advancement, and enhanced social wellbeing (Sharma & Sharma, 2020). Globally, the construction sector has drawn criticism for its persistently low productivity levels, as evidenced by several empirical studies (Aiyetan & Olotuah, 2021). One explanation for this shortfall is the underutilization of working hours by employees in the sector (Arditi & Mokhtar, 2018). The World Economic Forum’s Global Competitiveness Report (2011–2012) highlighted this issue, showing Africa as having the second lowest productivity growth rate globally. From 1987 to 1995, Africa’s growth rate was -1.1%, marginally improving to 1.3% between 1995 and 2007. Focusing on West Africa, Umoru and Yaquib (2018) noted that Nigeria’s construction sector exhibited similar trends. The nation’s productivity growth rate stood at 1.2% between 2000 and 2008, which was lower than other countries in the sub-region and fell below the sub-regional average of 1.9%. A sectoral analysis of Nigeria’s GDP in 2008 showed that the construction industry accounted for 1.3% of GDP, ranking seventh out of twelve sectors. Although this contribution increased to 3.1% by 2023, the sector’s overall ranking dropped to ninth. Comprehensive reviews of prior studies strongly associate the industry’s underperformance with inadequate motivation among construction workers. This realization has fueled the rationale for the current research. 1.2 Statement of the Problem In recent years, workers in developing nations such as Nigeria have increasingly expressed dissatisfaction with prevailing working conditions, largely due to the adverse effects of economic instability. The construction industry, characterized by high levels of competitiveness and inherent unpredictability, has become particularly vulnerable. Many Nigerian citizens are grappling with the challenges of diminished purchasing power and the struggle to meet basic needs—conditions intensified by the devaluation of the Naira and rising poverty levels. These economic realities have made the task of effectively motivating workers increasingly difficult. In today's highly competitive environment, having a strong workforce is just as essential as having high-quality products. This workforce must be well-trained, adequately rewarded, and engaged in collaborative efforts. However, securing such workforce commitment demands substantial motivational efforts, which can be challenging due to the autonomous nature of human behavior. Employees can think critically, resist directives, refuse tasks, show inconsistent motivation, or disrupt project execution. Ubani (2020) stresses the critical need for construction worker motivation, noting that the sector contributes nearly 50% of gross capital formation and between 3% to 8% of national GDP in most countries. The civil and building construction subsector employs more individuals than any other, making it a vital part of the national labor force. Therefore, the treatment and motivation of construction workers significantly affect job quality, project timelines, economic conditions, and worker wellbeing. Based on these insights, it becomes clear that worker motivation is essential for achieving optimal job performance and delivering high-quality outputs. Despite the construction sector’s strategic importance to Nigeria’s economic development, its productivity remains unsatisfactory. Berumen, Ibarra, and Pérez-Megin (2020) highlight the global trend of declining construction productivity amid escalating costs and labor demands. Inadequate worker performance is a major reason why construction projects often miss deadlines and exceed budgets. Within Nigeria, project delivery is increasingly hindered by challenges related to cost control, time management, and quality assurance. Ugoeze (2020) reinforces this observation, linking the sector’s recurring inefficiencies to declining worker productivity. The inability to meet deadlines not only leads to project delays but also drives significant cost overruns. While researchers have long explored motivational strategies to address these challenges and proposed relevant recommendations (Arditi & Mokhtar, 2018), there remains a noticeable gap in the literature. Specifically, limited attention has been paid to distinguishing how intrinsic versus extrinsic motivational factors influence employee productivity. Moreover, there is a shortage of studies that analyze which specific extrinsic motivational tools can be employed by management to improve workforce efficiency. Against this backdrop, the present research aims to bridge this gap by examining the effects of motivation on the productivity of construction site workers in Lagos State. 1.3 Objective of the Study The aim of this study is to assess the effects of motivation on construction site workers productivity in Lagos State. Other specific objectives includes i. To identify the various motivational incentives used by construction companies to motivate it's workers ii. To identify factors that affects construction site workers productivity and iii. To find out the effects of adequate and inadequate motivational incentives on construction site workers. 1.4 Research Questions i. What are the various motivational incentives used by construction companies to motivate it's workers ? ii. What are the factors that affects construction site workers productivity? iii. What are the effects of adequate and inadequate motivational incentives on construction site workers? 1.5 Research Hypothesis Ho1: There is no effects of motivation on construction site workers productivity in Lagos State. Hi1: There is a significant effects of motivation on construction site workers productivity in Lagos State. 1.6 Significance of the study The study mainly focused on the nexus among employee’s motivation, quality, and productivity improvement in construction industry. Accordingly, results may serve as inputs for designing policy on the construction industry in a highly competitive market environment. Study findings would also provide information to the policy makers and human resource managers at different levels of the Construction Corporation to either consolidate or reconsider ways of motivating its staff. The evidence also serves as research-inspired information for different practitioners in the construction companies. Further, these results may add to the already existing body of knowledge on the contributions of employee’s motivation to quality of jobs and labour productivity improvements in the Construction Corporation. Finally, the results may trigger for further studies on these and related issues using sequential mixed methods approach at different levels and in various contexts. 1.7 Scope of the study The scope of the study borders on the effect of motivation on construction site workers productivity in Lagos State, Nigeria. Respondent of the study covers construction site workers which included carpenters, iron benders, labourers, bricklayers and concrete mixers of selected construction companies in Lagos State 1.8 Limitation of the study During the execution of the investigation, several circumstances presented significant constraints. Factors that may influence the response include the respondent's attitude and the presence of time constraints. About the disposition of the respondents, who are construction site employees, a significant portion of them shown a lack of willingness to provide responses to the questions presented in the survey instrument. This reluctance might be attributed to the sensitive nature of the issue being investigated, despite the researcher's assurance of maintaining anonymity and confidentiality about their identities. During the course of the study, the researcher was also involved in several academic pursuits, so restricting the overall level of attention dedicated to the survey. However, all of these constraints were minimised in order to achieve optimal study outcomes. 1.9 Definition of terms Motivation is a combination of certain psycho-mental forces perhaps an employee’s internal desire, capacity, and energy directed at achieving an organizational goal or cause of action and directs behaviours. Employee Performance:Employee performance is defined as how well a person executes their job duties and responsibilities.