Effectiveness of Non-Financial Motivational Scheme on Construction Workers Output in Nigeria

Ameh, Oko John; Shokumbi, B. B.

doi:10.4314/ejesm.v6i3.6

Cited by 5 publications

(7 citation statements)

References 5 publications

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“…Others include: making provisions for accommodation, feeding, transport and health insurance in staff emolument, recognising and rewarding outstanding performance and regular performance appraisal and rewarding deserving staff. This is consistent with non-financial motivational factors reported in Ameh and Shokumbi (2013) as most effective for enhancing output of skilled and semi-skilled construction workers.…”

Section: Motivation and Labour Relation Practicessupporting

confidence: 90%

Human Resource Management in the Nigerian Construction Firms: Practices and Challenges

Ameh

Daniel

2017

JCBM

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Improvement of human resource management is critical to overall productivity and cost effectiveness in the construction industry. This study assesses the current human resource management practices in the Nigeria construction organisation and the challenges confronting it. Questionnaire survey was adopted using purposive sampling technique. Ninety eight human resource managers and construction professionals in two categories of construction organisations (client organisations involved in real estate development and contractor organisations) were sampled. The results reveal that prevailing recruitment practices are placement of the right staff in the right department for the achievement of company general goals, and screening of candidates for vacant positions. Most common training and development practices involve inducting, orienting and training newly recruited employee on software and use of tools, and assigning staff based on their skill and expertise.Provision of appropriate/modern working tools and equipment and provision of incentives and benefits to staff are prevailing motivation and labour union practices. The study further identified:competition for global mobile talents, labour turnover, recruiting the right person for a specific position, wages and compensation as some of the challenges facing HRM practice in Nigeria.The study concludes that recruitment and selection practices in the construction organisation are distinctly different from those of the manufacturing and banking industry and it centres on selection of skilled and technically competent personnel for organisation’s general goal. The study recommends that future study should assess the impact of the identified human resource practices on productivity and project performance.

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Section: Motivation and Labour Relation Practicessupporting

confidence: 90%

Human Resource Management in the Nigerian Construction Firms: Practices and Challenges

Ameh

Daniel

2017

JCBM

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“…The study of O. Ameh and B. Shokumbi [12] viewed that, skilled workers in the construction industry include; iron bender, carpenter, bricklayer, painter, electrician, welding worker, plumber and tiler. However, P. Adewale [5] listed categories of skilled workers which include; carpenter, bricklayer, painter, iron bender and plumber.…”

Section: Categories Of Skilled Workers In the Nigerian Constructionmentioning

confidence: 99%

Causes of Low-Skilled Workers’ Performance in Construction Projects

Zannah¹,

Latiffi

Raji

et al. 2017

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Skilled workers' performance is one of the crucial aspects of labour productivity that requires proper attention for effective projects delivery in the construction industry. The level of skilled workers' low performance has been seen to be a major factor which contributes toward inefficient construction projects productivity. Therefore, the objective of this research is to identify the causes of low-skilled workers' performance in construction projects in the Nigeria. The objective was achieved through a structured quantitative method of questionnaire distributed to 150 respondents that comprise of active stakeholders in the Nigerian construction industry. 111 responses representing 74 % were retrieved. The data were analysed using descriptive statistics and analysis of variance (ANOVA). The finding shows that; low wages of skilled, lack of sufficient skill acquisition centres and lack of incentive schemes for skilled workers were the most significant causes of low-skilled workers' performance in the Nigerian construction industry. The homogenous analysis indicates that there are significant differences in perception of respondents on few variables whereas majority of respondents have similarities in most of the variables. The research findings indicate the need for stakeholders in the Nigerian construction industry to provide incentives and motivate skilled workers, provide training and retraining, conducive working condition, supply of quality materials and equipment, and proper site management in order improve low-skilled workers' performance in Nigerian construction industry towards optimal performance.

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“…Globally, the construction sector is one of the key components with vital contributions to the national economic advancement of any nation. This sector is one of the most labour-intensive sectors (Ameh and Shokumbi, 2013; Sanchez et al , 2017) and the largest employers of labour in many developed countries (Ebekozien et al , 2018a). Even at this, the occurrence of hazard in construction remained an ongoing concern, especially in developing nations (Okoye et al , 2016; Ogundipe, 2017; Ogundipe et al , 2018a, b); notwithstanding the degree of responsiveness in encouraging occupational safety practices for the past years (Ogundipe et al , 2018a, b).…”

Section: Introductionmentioning

confidence: 99%

Construction companies’ compliance to personal protective equipment on junior staff in Nigeria: issues and solutions

Ebekozien

2021

IJBPA

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PurposeThe frequent occurrence of hazards, especially on junior staff in developing countries, is a major setback on project delivery. This is because the safety of the construction workers' environment influences their performance. Although a range of literature has addressed safety measures on construction sites, how far is their compliance with personal protective equipment (PPE) on junior staff is yet to receive in-depth studies in Nigeria. Therefore, this study investigated the level of Nigerian construction companies' compliance and proffered possible solutions that intend to improve the implementation of PPE on junior staff.Design/methodology/approachThe data were collected via observation and face-to-face interviews among the selected companies' staff in Lagos and Abuja. The interview is to determine their perceptions regarding compliance with PPE on construction sites.FindingsFindings show that compliance with PPE on junior staff, especially the indigenous construction companies, is poor. This is because monitoring and enforcement are lax by government regulatory agencies. Also, findings show that many international construction companies ensure that junior workers obey site safety measures those mitigate the chance of hazard occurrence during construction as a policy.Research limitations/implicationsThis paper data collection is limited to Abuja and Lagos, and a phenomenology type of qualitative research was employed, but this does not weaken the robustness. Future research is needed to consider adopting a mixed-methods approach.Practical implicationsAs part of this paper's implications, findings recommended that the construction company's safety regulations and policies should be robust and enriched to mitigate site-related hazards via a framework or mechanism, but the government agencies/ministries need to give the enabling direction, strict monitoring and enforcement of PPE on junior staff. This paper intends to stir up the appropriate government authorities for possibly passing the Labour, Safety, Health and Welfare Bill 2012 (updated in 2016) Act into law.Originality/valueThis study demonstrates that the government agencies concern with approval and enforcement of construction site safety needs to reawaken to their responsibilities because of the lax implementation in many sites, especially in indigenous construction sites.

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Effectiveness of Non-Financial Motivational Scheme on Construction Workers Output in Nigeria

Cited by 5 publications

References 5 publications

Human Resource Management in the Nigerian Construction Firms: Practices and Challenges

Human Resource Management in the Nigerian Construction Firms: Practices and Challenges

Causes of Low-Skilled Workers’ Performance in Construction Projects

Construction companies’ compliance to personal protective equipment on junior staff in Nigeria: issues and solutions

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