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Ineffective communication and the poor applica tion of communication skills in construction project management lead to project outcomes that do not meet project objectives. AbstrakOneffektiewe kommunikasie en die swak toepassing van kommunikasie vaardighede in konstruksieprojekbestuur lei tot uitkomste wat nie aan die doelwitte van 'n projek voldoen nie. Die gebrek aan 'n behoorlike kommunikasie vaardigheidsmodel vir projekbestuur kan ook bydra tot oneffektiewe projek bestuurs kommunikasie. Hierdie artikel doen verslag oor die resultate van 'n studie wat gedoen is om die belangrikste projekbestuurkommunikasievaardighede en toepassings van kommunikasie waaroor effektiewe projekbestuurders moet beskik, te identifiseer. 'n Literatuuroorsig oor projekbestuurkommunikasie; projek kommunikasievaardighede; toepassings van projekkommunikasie en projekbestuursfunksies en leierskap in projekbestuur is gedoen om 'n kwantitatiewe vraelys te kon opstel vir die meting van die belangrikheid van projekbestuurkommunikasievaardighede en toepassing van kommunikasie soos waargeneem deur 97 konstruksieverwante professionele persone. Hierdie professionele persone is werksaam in konstruksie projekbestuur, argitektuur, konstruksiebestuur, ingenieurswese en bourekenkunde. Gebaseer op die bevindinge van die studie is die kommunikasievaardighede en toepassings van kommunikasie wat verwag word van projekbestuurders ingedeel in die volgende groepe: kern (besluitneming, probleemoplossing, luister, mondelinge vaardighede, motivering, oorreding, vergaderings, geskrewe vaar dig hede, aanbiedings, spanbou en ontwikkeling, konflikbestuur); belangrike (onderhandeling, vertroue, verduideliking, vrae, versterking, reflektering

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Property valuation for compensation of expropriated properties in Zimbabwe has been characterised by inconsistencies for decades. Previous studies have noted that displaced people are dissatisfied with the compensation paid by the expropriating authority. Even though many academic works were done on expropriation and compensation in Zimbabwe, issues surrounding consistency in property valuation practices and fairness of compensation paid remain unresearched. Thus, the purpose of this paper is to close this gap. Data for this study were collected through primary sources (questionnaire surveys to members of the compensation committee, private property valuers, designated property valuers and former commercial farmers) and secondary sources (literature surveys including a review of statutes, official reports, books, journals, and newsletters). Findings reveal that there is inconsistency in property valuation for expropriation, no clear legal definition of what constitutes fair compensation, and that views on the fairness of the compensation paid for expropriated properties in Zimbabwe are divergent. The study suggests that there is a need to review existing expropriation and compensation laws in Zimbabwe to create consistency in practice, thereby improving the fairness in the amount of compensation paid to the displaced person(s).

The world economy continues to grow at an ever-increasing pace and as a result, has created additional demand for new buildings. This has placed an everincreasing demand for experienced construction managers with learned and practically applied skills to competently deliver successful projects. South Africa is no exception to this phenomenon. To retain skilled construction managers projects must be well managed from the outset. Having the correct policies and procedures in place will assist with this requirement. Motivating factors play a large role to assist construction managers in achieving their best and keeping their focus. Thus, how to motivate them is key to ensuring that a project delivers on; quality, time and within budget. This paper attempts to identify factors that motivate construction managers and assist construction companies to retain them. For this purpose, structured interviews were conducted at the University of Pretoria and a mixed-method approach was followed. Data was collected from construction professionals with a minimum of 10 years of construction site experience within the Gauteng Region of South Africa. The decisive factor was the work environment conditions and this included factors like; creating job security, give employees a sense of belonging, mentors giving constructive criticism, listening to problems, acting on them and thus giving support, reducing long working hours, improved site office facilities, regular relaxing social events within the company. Results from a recent research project have identified three items that are needed to retain construction managers. These included; a good work environment and extrinsic and intrinsic rewards. It was found not uncommon that if an offer to be employed at an alternative company with less salary, but with a more comfortable work environment was available, then this would be a viable option. Con-This is a pre-print of an article published in AHFE 2020 Conference Proceedings books published in 19 Volumes by Springer in the series of Advances in Intelligent Systems and Computing (AISC) .