1.0 Introduction
1.1 Background of Study
In recent decades, however, there has been a growing recognition of the multifaceted nature of worker motivation. Researchers and industry practitioners have increasingly explored alternative approaches such as recognition programs, skill development initiatives, and improvements in working conditions. These non-financial schemes aim not only to boost productivity but also to foster a positive work environment conducive to long-term employee satisfaction and retention.
In the realm of construction management, enhancing productivity and efficiency among workers remains a perennial challenge. In Nigeria, where the construction sector plays a crucial role in economic development, the effectiveness of non-financial motivational schemes has garnered significant attention. Non-monetary or non-financial rewards do not involve direct payment of cash and they can be tangible or intangible (Adeyinka et al., 2007). Some other examples of this kind of rewards are, encouraging the employees by providing them with autonomy in their job and participation in decision making, assigning challenging duties, improving working conditions, recognizing good work through small gifts, letters of appreciation, plagues, tickets to restaurant etc., providing some services for the employees, organizing social activities in the work place, etc. (Robbins and Coulter, 2003).
Nwachukwu (2001) observed that most building workers on construction sites complain on the need for motivation which has been affecting productivity in the construction industry. Given the large nature of the construction industry and its importance to the Gross Domestic Product as well as number of people it employs, so there is need to identify ways at which workforce productivity in the construction industry can be improved.
According to Oladapo et al., (2017), effective non-financial motivational schemes serve as a catalyst for enhancing human resource development practices within construction companies. This includes fostering a culture of continuous learning, skill development, and career progression opportunities for workers (Oladapo et al., 2017). Companies that successfully implement innovative and effective non-financial motivational schemes may gain a competitive advantage in attracting and retaining talented workers. This can contribute to sustainable growth and market leadership within Nigeria's competitive construction industry (Ogunsemi & Chinwuba, 2017).
The construction industry in Nigeria plays a pivotal role in the nation's economic growth, employing a significant portion of the workforce. However, productivity levels in this sector often face challenges stemming from various factors, including inadequate motivation among workers. Traditional approaches to enhancing productivity have predominantly focused on financial incentives, overlooking the potential impact of non-financial motivational schemes. These schemes encompass a range of strategies such as recognition, career development opportunities, and improved working conditions, which aim to enhance worker satisfaction and performance.
Therefore, in Nigeria where the research was carried out, the activities that was conducted is to know the effectiveness of non-financial motivational schemes on construction workers output in Nigeria.
1.2 Statement of Problems
Investigation revealed that the construction industry in Nigeria faces persistent challenges in optimizing productivity among its workforce. While traditional approaches have relied heavily on financial incentives to motivate workers, the effectiveness of non-financial motivational schemes remains relatively underexplored. Non-financial schemes encompass a variety of strategies aimed at enhancing job satisfaction and performance, including recognition programs, career development opportunities, and improvements in workplace conditions. However, the specific impact of these schemes on construction workers' output in Nigeria remains unclear. Hence, it is against this backdrop that this study aims to examine the effectiveness of non-financial motivational schemes on construction workers output in Nigeria.
1.3 Aim and Objectives of Study
The aim of the study is to investigate the effectiveness of non-financial motivational schemes on construction workers output in Nigeria. In achieving this aim, the following specific objectives were laid out as follows:
- To determine the correlation between non-financial motivational schemes and productivity levels in the Nigerian construction sector;
- To assess the perceived impact of non-financial motivational schemes on job satisfaction among construction workers in Nigeria;
- To examine the various types of non-financial motivational schemes implemented in the Nigerian construction industry; and
- To provide recommendations for enhancing the implementation of non-financial motivational schemes to improve construction workers' output in Nigeria.
1.4 Research Questions
The study came up with research questions so as to be able to ascertain the above stated objectives. The specific research questions for the study are stated below as follows:
- What types of non-financial motivational schemes are commonly implemented in the Nigerian construction industry?
- How do construction workers in Nigeria perceive the effectiveness of non-financial motivational schemes in enhancing job satisfaction?
- What is the relationship between non-financial motivational schemes and productivity levels among construction workers in Nigeria?
- What are the challenges associated with implementing non-financial motivational schemes in the Nigerian construction sector?
- What recommendations can be made to improve the effectiveness of non-financial motivational schemes in enhancing construction workers' output in Nigeria?
1.5 Research Hypothesis
In order to pursue the objective of this study, the following generalized statements have been designed to guide and aids in obtaining the result for the experiment to be conducted. For this work, the null hypothesis will be represented with H0 while the alternative hypothesis will be represented with hypothesis H1.
Hypothesis One
- H0: Non-financial motivational schemes do not significantly enhance construction workers' output in Nigeria.
- H1: Non-financial motivational schemes significantly enhance construction workers' output in Nigeria.
1.6 Significance of Study
The outcome realized from the research findings will be significant to the following stakeholders:
- Government: Understanding the effectiveness of non-financial motivational schemes can inform policies aimed at improving labor productivity and economic growth through enhanced construction sector performance.
- Construction Companies: Insights into effective motivational strategies can help companies optimize workforce performance, reduce turnover, and improve project outcomes.
- Workers: Improved job satisfaction and performance resulting from effective motivational schemes can lead to better working conditions and career development opportunities.
- Investors and Financiers: Enhanced productivity due to effective motivational schemes can potentially attract more investments into the Nigerian construction sector.
- Academic and Research Community: Contribution to the academic literature on motivational theories and practices in the context of the Nigerian construction industry.
1.7 Scope of Study
The scope of the research is focused on the effectiveness of non-financial motivational schemes on construction workers output in Nigeria.
1.8 Limitations of the Study
During the course of this study, many things militated against its completion, some of which are:
- Time Constraint: The time frame given to accomplish this project was very short due to school academic calendar and it was carried out under pressure which made the researcher not to implement some necessary features.
- Financial Constraint: Insufficient fund tends to impede the efficiency of the researcher in sourcing for the relevant materials, literature or information and in the process of data collection (internet, questionnaire and interview).
1.9 Definition of Terms
Non-financial Motivational Schemes:
These refer to strategies and initiatives implemented by organizations to enhance employee motivation and job satisfaction, excluding direct financial incentives. Examples include recognition programs, career development opportunities, flexible work arrangements, and improved working conditions (Gagné & Deci, 2005).
Construction Workers' Output:
This refers to the productivity levels and performance outcomes achieved by workers in the construction industry, including metrics such as project completion rates, task efficiency, and quality of workmanship.
Incentives:
These are instruments of material or possible statement used to motivate or encourage employees to higher productivity in an organization.
Employees:
This simply means people or persons that are successfully employed for wages/salary in an organization.
Productivity:
This can be defined as a measure of the output on organization per unit of input (labour, capital, raw materials, etc.). But simply put as the ration of output to inputs.
