preprints.org > engineering > architecture, building and construction > doi: 10.20944/preprints202305.0744.v1

Preprint Article Version 1 Preserved in Portico This version is not peer-reviewed

Version 1 : Received: 9 May 2023 / Approved: 10 May 2023 / Online: 10 May 2023 (11:01:29 CEST)

In order to remain competitive in the highly competitive construction industry, it is crucial for construction organizations to continually improve their overall performance, as project performance is a key determinant of their relevance. Despite the industry's competitiveness and risk, it has been reported that the construction industry has the lowest return margins compared to other industries (Jackson, 1999), suggesting that the project performance of construction organizations in the industry has not been up to par. This issue can be attributed to several factors, with motivation being the primary factor. Unfortunately, motivation is often disregarded in the construction industry due to the short duration of many construction projects and the high rate of employee turnover. The impact of employee dissatisfaction and related work attitudinal problems on performance in the construction industry is a matter of concern, particularly in developing countries where working conditions may be unappealing. The severity of this issue cannot be overstated.The objective of this research is to evaluate the effectiveness of motivational techniques in enhancing project performance in Nigeria. The study employed a survey research design and targeted the management staff of construction firms in Lagos State, Nigeria. The questionnaire was used to collect data, and the respondents were purposively selected from the population. Data analysis was conducted using percentage, mean ranking, and chi-square. The findings reveal that the opportunity to learn new skills, with a mean score of 0.85, and wage increment, with a mean score of 0.82, were the most widely adopted motivational techniques for management staff and skilled labor, respectively, in construction firms. Additionally, the study found that most of the motivational schemes tested did not produce statistically significant results, indicating low adoption and limited effectiveness in enhancing project performance. As a result, it is suggested that construction companies in Nigeria should implement and enforce financial and non-financial incentives to enhance the performance of their employees and consequently, improve project performance.

Motivation; Project performance; Motivational techniques; Employee turnover

Engineering, Architecture, Building and Construction

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