Craftsmen’s view on motivation to increase productivity at the construction industry in Ledzokuku Krowor municipality in Ghana

Abstract

Productivity in the Ghanaian construction industry is largely unmeasured due to the inaccessibility of data for its determination. This has been a result of the difficulties in stressing the positive side of worker motivation. The low motivation of construction workers has contributed significantly to the declining productivity that cannot be determined in the construction industry. The aim of the study is to explore factors affecting the motivation of construction operatives in the construction industry of Ghana using Ledzokuku Krowor Municipality as a case study. The study adopted a quantitative research approach involving the administration of survey questionnaires to a purposive sample of 109 artisans. Data analysis was carried out using principal component analysis and descriptive statistics. The findings revealed eight key critical factors that affect motivation on craftsmen productivity in the construction industry in Ghana. The said factors included; supervision based on leadership by example, orientation for new employee, worker participation in decision making, communication, promotion, teamwork, equity and bonus at the end of project or year. Based on the findings, the study recommends management should; given workers opportunity to undertake challenging task under close supervision, not compromising quality, precision and timely delivery and be made to the consequence when these requirements are not met, give workers clear line of communication between management and workers, ensure that good teamwork is established through collaborations, both on and off site by assigning task to groups of workforces with qualified and competent supervisors, institute bonus and incentive packages for the workers at end of a project or year, deal with the workers with equity, fairness and respect. There is assertion that people will be better motivated if they are treated equitably and demotivated if treated inequitably. Inequity feeling causes unpleasant University of Education, Winneba http://ir.uew.edu.gh 2 tension which motivates the person to remove or reduce the level of tension and perceived inequity, ensure that workers due for promotion are promoted in order for the workers to give of their best to increase productivity, ensure that workers are part of the decision making process and as such their views are welcomed in the company, give orientation to newly employ or recruit in the construction industry.