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
INTRODUCTION
Construction industry request for high quality of construction and services
especially 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 process
theories
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
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

CASE STUDY

PRESENTER:
FAIZ BIN MOHD SALIM
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 MANAGEMENT
SERVICES THAT MEET THE REQUIREMENT AND SATISFACTION CLIENT
COMPLETION OF CONSTRUCTION AND DEVELOPMENT PROJECTS WITHIN
THE SPECIFIC TIME FRAME, BUDGET, AND QUALITY STANDARD
MISSION
TO BECOME AND REMAIN AS A MARKET LEADER BOTH DOMESTICALLY AND
INTERNATIONALLY IN THE INFRASTRUCTURE AND CONSTRUCTION
INDUSTRY
ORGANIZATION CHART
DIRECTOR
CONTRACT
MANAGER
QUANTITY
SURVEYOR
DOCUMENT
CLERK
DOCUMENT
CONTROL
MANAGER
FINANCIAL
ACCOUNT
ASSISTANT
BUSINESS
DEVELOPMET
MANAGER
PROCUREMENT
MATERIAL
MANAGER
MECHANICAL
FOREMAN
STOREKEEPER
HQ SOREKEEPER
PROCUREMENT
CLERK
ENGIEERING
PLANING
MANAGER
DESIGN
ENGINNER
CONSTRUCTION
MANAGER
CONSULTANT
PROJECT COMPLETED
CENTRAL LINK KLIA
EXPRESSWAY
RAIL LINK TO
WEST PORT
LHDN BUILDING (BANGI)
NORTH-
SOUTH
EXPRESSWAY
HERZBERG TWO FACTORS
THEORY
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.

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 cause
dissatisfaction.

Satisfaction which is mostly affected by the "motivator
factors". Motivation factors help increase the satisfaction but
aren't that affective on dissatisfaction.
Dissatisfaction is the results of the "hygiene factors". These
factors, if absent or inadequate, cause dissatisfaction, but
their presence has little effect on long-term satisfaction.


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.

.Motivators
Motivation is when one needs no outside
stimulation. One wants to do it.

Motivators: are the factors related with the work
itself which gives positive satisfaction and which
allow the individual to reach his aspirations
(personal growth).

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
Implications for management
The job should have sufficient challenge to utilize the full
ability 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.

Form of Rewards
Basically needed to show appreciation as
well as motivating people

Due to their hardwork, great productivity
and excellent results



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
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.

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
THANK YOU