Motivation among Construction workers in Cyprus

Motivation among Construction workers in Cyprus This assignment serves as a proposal for the dissertation requirements and the associated research to be carried out. The dissertation paper will focus on individual development in terms of motivation. More specifically, it will investigate the levels of motivation of the employees in the Construction industry of Cyprus, using Maslows Needs Hierarchy as its theoretical base. The main research question to be addressed is What is the degree of satisfaction at each level of Maslows Hierarchy of Needs among the Construction Industry workers in Cyprus? The particular industry, throughout the world and in Cyprus, faces a series of problems (Yankov Kleiner, 2001). Some of the problems include communication and coordination problems. Also, productivity is observed to be relatively low when compared with other sectors, and this has a direct effect on inflating costs and organisational inefficiency. Parkin et al. (2009) states that motivation is an important factor influencing productivity and that various forms of rewards can stimulate motivation. The particular research aims to determine the degree of satisfaction and the importance of each level of Maslows Hierarchy for workers. This will contribute to the better understanding of employee motivation by managers and thus help in the designing of appropriate reward systems that will have a significant impact on increasing employee motivation. The inspiration for conducting such research came from the authors personal interest on the specific industry and topic, after working as a construction site manager for some time and studying various motivation theories through the current course. Additionally, no research has been conducted on the specific industry on the island until now. All these make the proposed research interesting and important since it will introduce some understanding on the motivation levels of the workers and it will help the rapidly developing construction industry of Cyprus to become more cost effective through adopting more suitable management practises. The following sections introduce the key literature on the topic and the proposed methodology to be used. Also, some details are given on the problems to be addressed, the context of the study, the planned timeframe and the anticipated contributions of this research to theory, knowledge and practise. Review of Key Literature Motivation and Content Theories Motivation can be defined as the cognitive, decision-making process through which goal-directed behaviour is initiated, energized, and directed and maintained (Buchanan Huczynski, 2004, p.244). Content Theories of motivation focus on the goals to which humans aim to achieve (Mullins, 2007, p.256). One of the earliest content theories is the needs hierarchy by Abraham Maslow (1943). Other content theories followed Maslows work, such as Alderfers ERG model and Herzbergs Two Factor theory, but the Hierarchy of Needs is the cornerstone theory on individual development and motivation. Since motivation is a determinant of behaviour and performance, content theories such as the work of Maslow aim to provide the contextual framework for understanding the various motives, and thus using the information to influence performance (Parkin, et al, 2009). The main criticism of such theories is that they lack robust empirical support, especially Maslows Hierarchy of Needs (Roberts, 1982). Additionally, there is a fundamental problem in applying them in organisational settings since most of the above theories concentrate on the individual and so downgrade social interaction, culture and learning (Trigg, 2004). Nevertheless, content theories are extensively used by managers as a framework for dealing with their employees. Maslows Hierarchy of Needs in brief Dr. Maslow started his study on the hierarchy of human needs when he became interested to find out why two of his professors were so different from the rest (Maslow, 1975). Unlike previous researchers, he synthesised a wide body of research and adopted a holistic approach on studying human motivation (Francis Kritsonis, 2006). So he proposed the hierarchy of needs, consisting of five parameters, with the top level being Self-Actualisation. The top level is discussed in further detail in the next section. The pyramid below illustrates the five needs in the order of their priority. Source: Shoura Singh, 1998 Maslow (1943) briefly describes the five parameters as follows: Physiological Needs: these are the starting point for motivation and they are also called physiological needs. They include survival needs such as food, water and sleep. Safety Needs: after fulfilling the survival needs, one needs to secure his body and his job. Also, there is the need to protect his property and family. Belonging Needs: the need to belong to a social group, to love and being loved and fellowship with others. Esteem Needs: the need for recognition, achievement and independence. The need for high self-evaluation based on capability and the respect of others. Self-Actualization Needs: the advancement of the individual and humanity through elevating spirituality, true perception and growth. Lingard and Rowlinson (2005) explain that individuals progress up the pyramid in a systematic manner. In other words, once the lower need has been satisfied, it is no longer a motivator and the next parameter becomes the primary motivator. This is known as the concept of satisfaction-progression process. Moreover, Mullins (2007) adds that there exists a decreasing degree of satisfaction at each level. So as lower needs become more satisfied, higher level needs start to emerge. Finally, Maslow (1943) explains that there are exceptions, where the hierarchy is not necessarily in the proposed order for them. Examples of such exceptions include people in chronic unemployment who may lose interest in higher level needs because they seek satisfaction from low level needs. Empirical Studies and Criticism of the Hierarchy Maslows theory served as the theoretical basis for numerous research projects (Shoura Singh, 1998). Some studies found Maslows theory to be valid when empirically tested, while others criticised it for not applying to non-western cultures and other classes than the middle class. Some of the studies that confirmed the theory include the study measuring motivation levels in Venezuela by Socorro and Ramirez (1986) and in USA by Hankins and Clark (1989). In addition, a study on personality-factor tendencies in Israel by Megen (1985) found that the tendencies were highly consistent with Maslows Self-actualization characteristics. Finally, Lester et al (1983) found that the levels of satisfaction of the parameters were related to measures of neuroticism, therefore making Maslows theory credible. Recent studies by Parkin et al (2009) and Kazaz and Ulubeyli (2007) found that the decreasing degree of satisfaction of the parameters was not valid for construction workers in Turkey. They claim that higher needs appeared more accomplished than lower level needs, and that extrinsic rewards (monetary) were the main motivators. Moreover, some theoretical criticism suggests that Maslows methodology was not scientifically appropriate and that the sample he used was extremely exclusive (Trigg, 2004). Also, various authors, including Alderfer, challenged the satisfaction-progression hypothesis, saying that any one deficiency can exist along another one. Finally, Buchanan and Huczynski (2004) and Maher (2002) state that the definition of Self-actualization is too vague and leads to empirical problems, and that the hierarchy cannot fully interpret behaviour as it lacks aspects of evolution, learning, culture and social interaction. Self-Development Potential Total Self-Development, or Self-actualization, drives humans to expand awareness, beyond common materialistic knowledge, into higher consciousness levels of existence (Shoura Singh, 1998). This parameter can be linked with Total Quality Management practises in the sense that if a person is on its pursuit it means that he will extend his potential, become more operational and effective. Furthermore, the pursuit of self-actualization is responsible for the expansion of the mind, which can be very useful for organisations. This is because such employees strive to acquire understanding beyond common, available knowledge, and this can translate into human capital (Singh, 1996). Maslow (1943) states that self-actualizing people develop Being Values. These are the ultimate values that cannot be reduced to anything more ultimate (Maslow, 1975). Despite the fact that they develop during the final parameter, they still behave like needs- thats why they are called metaneeds (Goble, 2004). Failure to fulfil such metaneeds leads to the sickness of the soul, also known as metapathology. On the other hand, if such needs are fulfilled, then the individual enjoys life the most, with vivid experiences and is able to see symbolism in various aspects. Of course, this parameter is also an on-going process, where the individual goes back and forth from the previous parameter (Maslow, 1975). Motivation, Productivity and Work Many authors stress that motivation levels can affect productivity to a great extend (Parkin et al, 2009; Mullins, 2007). Yankov and Kleiner (2001) add that by applying motivation theories on organisational context can help managers understand the levels of motivation for employees and design systems for the optimization of human resources in the production. Such systems can include both extrinsic and intrinsic rewards, depending on the employees indicated deficiencies. The research proposed by this essay will attempt to define the motivation parameters fulfilment using Maslows Hierarchy of need. This will give insights to managers in the specific industry on the deficiencies of the workforce. Therefore this data will assist in the development of suitable reward systems that will cover the suggested deficiencies and increase productivity through increased motivation. Why use Maslow and not any other Content theory? The proposed research will utilize Maslows theory because it is the most incorporated theory in the Business world (Buchanan Huczynski, 2004). Management fashions such as TQM, BPR and job enrichment integrate Maslows ideas for motivation since it has a broad coverage. Moreover, it is the only theory with such depth and close ties with psychology, which is one of the researchers personal interests. Proposed Methodology Research Questions What methodology must be developed for suitably assessing the motivation parameters of employees in the Construction Industry of Cyprus? What is the degree of satisfaction at each parameter of Maslows Needs Hierarchy among workers in the Construction Industry of Cyprus? How can managers use the findings to increase motivation levels, and thus productivity? Methodology related Questions What is a sufficient sample? How errors will be limited and reliability will be ensured? Approach, Target Group and Sample Sufficiency The target group for the specific research are the low ranking workers on the construction sites to be visited. These include builders, plumbers, electricians and any other technician that does not hold a managerial position. By including all the type of employees working in the Construction Industry, a holistic approach of motivation parameters will be retrieved for the whole industry. The collection of data will be obtained through personal survey by the researcher, with the uses of a quantitative questionnaire. Since the actual meaning of a dissertation is a small scale research, a sample of 50 to 70 responders should be sufficient, provided that the majority of those asked will take part in the research. As section 4 explains, responders will be randomly selected, provided that they hold a low ranking position, and the sites to be visited will be both random and specific. The questionnaire intends to include questions that cover the 5 motivational parameters, in order to be able to develop a quantitative assessment for each responder at each parameter. Each parameter will be covered by more than one question. The response to questions will be measured using a Likert Scale from 1 to 7, with 1 representing total disagreement and 7 total agreement. Additionally, the responder will be asked to respond to the same questions in terms of personal importance. Triangulation of Data The Triangulation theory enables researchers to assess and complete hypotheses (Denzin, 1978). Based on this, the questionnaire will include multiple questions studying the same variable, and also questions will be randomized to check whether responses to similar questions are matched. Evaluation Methods For data evaluation, some terminology and formulas are adopted from Shoura and Singh (1998). This also helps in cross reference compatibility. Firstly, all the questions will be grouped according to the parameter they test, and the mean value of each responder for all questions will be calculated (Quality Index numerical parameter). Then, all the QIs will be averaged to find the group QI. QI is helpful to see the instant perception of questions by responders. The same procedure will be done for the responses of the same questions for personal importance. This will be named Relevance Factor (RF). Moreover, QI will be divided by RF, and with using a convenience factor multiplication (k), it will produce a value between 1 and 100 (Scaled QI). This will serve as an additional numerical parameter for assessment. To illustrate the use of SQI, lets say that RF is high. This produces a low SQI that shows that attention must be placed on the specific parameter. Finally, regarding the central tendency theorem, the standard deviation of QI, RF and SQI will be calculated to see question responses fluctuated around the average. Where central tendency is observed, it is important to analyse the data since important conclusions can be drawn. The appendix contains the statistical formulas. Effectiveness of Proposed Methodology and Alternative methods availability The proposed methodology is expected to be effective since it appears to be rational and triangulated. In addition, the work of Shoura and Singh (1998) helped in the final formulation. A similar version was tested in Honolulu and the results were credible. This methodology can be made more effective by relating the results with demographics, where especially age is very important in the analysis of Self-Actualization. Unfortunately, integrating such an analysis will exceed the length of such a small research project. Alternative methods of assessing motivation parameters include recorded interviews with employees or with managers that lay down their views about their staff. However, this takes a qualitative data form which requires a more complex analysis. So a quantitative data collection is preferred, where responses are homogeneous and easier to analyse. Some other researchers chose to send their questionnaires through email or by post. The specific researcher prefers to be involved personally in the data collection to make sure that there is complete understanding and everything goes as planned. Ethical Considerations and Practical Considerations It is important to state once again that this research is intended to be of a small scale; therefore no generalizations can be made using its findings. Nonetheless, it can be used as a reference on future research. Moreover, subjects will be fully explained of the requirements and be assured that the research will remain anonymous and will not affect their job. This information will be printed on the questionnaire and further stressed by the researcher. Further considerations on ethics include the fact that participation is voluntary and that the completed questionnaires will not be shown to anyone. Finally, the supervisor will sign a statement confirming the purpose of the research and the results will be shown to managers whose employees participated. For the timeframe and the feasibility issues of the research see Section 4. Context, Timeframe and feasibility Context of Study The researcher plans to distribute the questionnaires in construction sites in the 4 main provinces in Cyprus Larnaca, Nicosia, Limassol and Paphos. Each province consists of one major city and a number of small villages around it. The sites to be visited include some specific and random. The specific sites are those known through acquaintances made during working experience. The criteria for selecting the random sites will be their convenient location and the number of workers on the site. The questionnaire will be distributed randomly to low ranking employees that are willing to participate in the research. In regards to the construction industry of Cyprus, it is a rapidly developing industry producing around 20% of the Republics GDP (CYSTAT, 2010). The particular industry also serves as a significant foreign currency earner, since properties are exported mainly to residents from the UK and Russia. The workers on the sites can be described as low skilled labour with low educational qualifications, mainly of eastern European nationalities. The specific research will only target these technicians and will exclude any qualified engineers and high ranking staff since most of them occupy a managerial position. Finally, it is observed that most firms in the industry do not have an HRM department. So any reward schemes are designed by CEOs who are not specialized in the field, especially in terms of motivation. Timeframe The time-line of the research is designed in advance. All tasks are given generous time and the plan aims to finish the whole project 2 weeks before the deadline. These actions allow for any unexpected events that may occur and disturb some tasks. The calendar in the Appendix shows the timeline in detail. Briefly, the first literature review will start on the 21 of March and last for 3 weeks. Then the questionnaire will be designed using one week and in the next two weeks, data will be collected by visiting the various sites and handing out the questionnaires. On the 1st of June, a deeper literature review will take place for 3 weeks and then the data will be recorded and analysed. After analysing the data, one week will be dedicated to studying literature and relating to results. The final task is to write the dissertation, and this will take 4 weeks. Feasibility The weeks that data will be collected are appropriate since they do not involve any holidays and workers are expected to be on the site. Also, it is a good time for the researcher since the weeks do not collide with exams or any other obligations. Finally, a friend acting as a translator is available at that specific time. Furthermore, some of the site managers were informed about the research on their staff, and are happy to collaborate. Some other conditions that need to be met to ensure the smooth running of the research include: A translator will accompany the researcher to ensure that the subjects fully understand the questions and the requirements (the translator is a friend of the researcher, speaking Bulgarian, Romanian and Turkish, that has confirmed that he will participate) The researcher will be present to provide clarifications and instructions The questions have to be designed so that the most illiterate person can understand them Identification of the Problems to be addressed The suggested research will address the problem between employees motivation and productivity, by examining the motivation parameter fulfilment on Maslows Needs Hierarchy. Through this, other problems will also be addressed. These include the lack of empirical data on the motivation levels of the workers in the specific industry that can be used by managers in order to design policies that stimulate motivation. Finally, the results can be used to find out whether contemporary reward schemes address the needs of workers or they are irrelevant and ineffective. Research Contributions Similar studies on motivation claim that they contributed both in theory and practice. Kazaz and Ulubeyli (2007) suggest that their study contributed to the enhancement of the validity of Maslows Theory but also indicated that some concepts are not completely valid. Furthermore, Parkin et al, (2009) and Shoura and Singh (1998) suggest that they provided vital insights to managers in the specific industries that will contribute to the fine-tuning of Human Resources. The specific study will also contribute to theory, in the sense that it will try to test the validity of Maslows theory in a small island society and on a lower societal class than the middle class. Additionally, it aims to add to the knowledge on the motivation levels of employees in the Construction Industry of Cyprus, which may act as an inspiration for future research. Finally, it aims to help management practice in an industry where HR expertise is limited and reward schemes are designed randomly, based on instinct and experience.

Human Resource control Essay

I want to first start off by saying thank you for the opportunity to handle such an important and sensitive matter such as the internal control for the LJB Company. First and foremost I want you to be aware of the requirements of your company if you do decide to go public. The Sarbanes-Oxley Act of 2002 (SOX) which was passed by congress requires all publicly traded U.S corporations to maintain an adequate system of internal control. Corporate executives and boards of directors like yourself must ensure that these controls are reliable and effective. In addition, independent outside auditors must attest to the adequacy of the internal control system. Companies that fail to comply are subject to fines, and company officers can be imprisoned. LJB Company is currently doing some things well that I suggest they continue. The use of pre-numbered invoices allows for missing or undocumented invoices to be caught quickly. This practice is considered a documentation procedure under internal controls. Having two managers approve new hires helps ensure a good fit. It’s good that the accountant completes bank reconciliation. While using a bank is a form of control for cash, the reconciliation enables LJB to make sure there are no errors between what the bank and what they have on the books. There are a number of practices by LJB that don’t deter fraud and would need to be changed before considering going public. Segregation of duties: The duties for handling assets need to be separated amongst multiple employees. Employees that handle cash should not be involved in the bank reconciliation or invoices. Employees responsible for purchasing should not have any payment or reconciliation duties. By segregating duties, there is more than one person involved in the sales and purchasing cycle so that one person cannot be behind a fake transaction or remove cash or purchased assets without it being noticed by another. Access to assets: All employees should not have access to petty cash. The cash should be locked and those with a key should ensure proper documentation for cash distributed to be sure it is authorized. The person responsible for reconciling the petty cash should do so randomly to deter its abuse. As far the indelible ink machine I see no problem printing your own checks as long as you use pre-numbered check stock paper to write the checks. Otherwise you will not know that you have accounted for every check written. Also, this is an area of responsibility that should be segregated. The person responsible for printing the checks should not have the authority to sign them. This will help insure they are not writing checks to themselves. LJB should consider purchasing the indelible ink printer once they have the manpower to have the duties segregated. By using indelible ink, the checks printed will be harder to change once printed, which is a good physical control of cash. Paycheck Lock-Up: Although the accountant is locking the employee’s paychecks over the weekend, he should actually be locking them at all times. Anytime the accountant steps away from their desk and these checks are not locked, sensitive employee information is vulnerable. Background checks: I recommend that LJB implement the Human Resource control of conducting background checks of all employees before officially hiring. This way they will discover if the potential employee has a past that could negatively impact the company (fraud, theft, other criminal activity) Passwords: Passwords are a key control preventing employees from accessing data outside of their duties and changing transaction data from initial amounts to cover up errors, fraud or theft. Everyone should have an individual password and not reveal it to another. Changing passwords periodically is a best practice. I hope that LJB finds this report helpful and that it prepares them for potentially going public.

Empirical Formula Lab Report Essay

INTRODUCTION John Dalton’s atomic theory states that elements combine in simple numerical ratios to form compounds. A compound, no matter how it is formed, always contains the same elements in the same proportion by weight. The law of mass conservation states that mass can neither be created nor destroyed. In this experiment, the mass of the metal was not destroyed or created; the metal’s mass was simply changed into a compound form once the gas reacted to it. The net mass of the reactant side of the equation and the product side of the equation should be equal if the experiment is done correctly. The molecular formula represents the number of all elements in a compound. The empirical is the simplest whole number ratio of the elements in that compound. Combustion reactions always involve oxygen and are almost always exothermic. Exothermic reactions give off energy in heat form. The purpose of this experiment is to find the empirical formula of a compound using whole numbers. To investigate this experiment, the masses of the metal and gas were measured to obtain the empirical formula of the compound. PROCEDURE Before starting the experiment, the materials needed were gathered: crucible and lid, Bunsen burner, deionized or distilled water, striker, magnesium ribbon, sandpaper (if needed), clay triangle, wire pad, crucible tongs, electronic scale, ring clamp, experiment stand, paper to record data. Two of each necessary material was gathered in order to conduct two trials at once. To prepare for the experiment, the ring clamp was attached to the stand at about 2/3s the way up the stand. The crucible and lid were rinsed with water, dried, and then placed on a clay triangle. The Bunsen burner was hooked up to the gas line and the gas was turned on. The fire was started with the striker and the flame was adjusted to the height of the ring clamp. The crucible and lid were heated gently for 4-6 minutes until the bottom of the crucible became red. The flame was intensified and the crucible and lid were heated for another 10-12 minutes. The crucible and lid were allowed to cool on the wire pad. The mass of the cooled crucible and lid was recorded using the electronic scale. This procedure was repeated once more for each trial. In each trial, the ribbon was placed into the crucible and the lid was placed over it. The mass of the crucible, lid and magnesium was recorded. The crucible containing the magnesium was heated gently for 2-3 minutes. The heat was gradually intensified and heated for another 2-3 minutes. One side of the lid was lifted with the crucible tongs to allow the oxygen inside. The metal started glowing. The crucible, lid and compound were heated for another 3 minutes. The metal was checked periodically until no more glowing was observed. The crucible was then removed from heat and then cooled on the wire pad. 3 drops of deionized water was added to the cooled compound. The crucible was reheated with the lid partially off, allowing the water vapor to escape. The sample was heated slowly and then the heat was intensified for 15-17 minutes. The crucible, lid and compound were allowed to cool on the wire pad. The mass of the crucible, lid and compound was recorded. The sample was reheated for an extra 5 minutes, then the combined mass of the crucible, lid and metal oxide was measured. The metal oxide was disposed of in the proper marked contained and the crucible was cleaned of any residue and rinsed with deionized water. RESULTS Units Trial 1 Trial 2 Before Heating g 23.860 After 1st Heating g 21.383 23.859 After 2nd Heating g 21.385 Mass of Crucible, Lid and Metal g 21.575 24.054 Mass of Metal g 0.190 0.195 Mass of Crucible, Lid and Metal Oxide after 1st heating g 21.646 24.174 2nd Heating Mass Measurement g 21.648 24.174 Mass of Metal Oxide g 0.263 0.315 Number of Moles of Metal in the Compound mol 0.00782 0.00802 Mass of Oxygen in Compound g 0.0730 0.120 Number of Moles of Oxygen in the Compound mol 0.00456 0.00750 Simplest Whole Number Ratio of Oxygen to Metal 3:5 14:15 Empirical Formula for the Compound using Whole Numbers Mg5O3 Mg14O13 DISCUSSION In order to have magnesium oxide, MgO, the magnesium strip had to be heated. Under normal circumstances, room temperature, magnesium metal, Mg, reacts very slowly with the oxygen, O, in the air. However, as magnesium is heated, it reacts quicker with the oxygen and burns with a white light to produce MgO. To protect others from the smoke, containing Magnesium Oxide, the crucible had to remain covered. Some magnesium oxide escaped, when the crucible was not covered. The crucible had to be slightly ajar when heating up the magnesium, so that oxygen could get to the reaction. Without oxygen, a fire cannot exist. The shininess of the metal Mg turned to a dull appearance as it changed to MgO. As the magnesium reacted to the oxygen, it also reacted with the nitrogen in the air to form magnesium nitride, Mg3N2. To expel the nitrogen from the crucible, we added water to the mixture and heated it up. This would cause the Mg3N2, to react with the water, H2O, to form ammonia, NH3, and magnesium hydroxide, Mg(OH)2. The NH3 was driven off during the heating. One sign of this reaction was the ammonia smell given off. This is because upon heating, the Mg(OH)2 would break into MgO and H2O, which would be driven off by the heat. The second reheating was so that any remnants of the Mg(OH)2 of the crucible had been converted to MgO. This was also to have an accurate final mass of our product MgO. After the lab, the inside of the crucible was black. This is because the magnesium not only reacted with the oxygen and the nitrogen in the air but also with the porcelain of the crucible. The reason for waiting for the crucible to cool before weighing it was because at higher temperatures, the molecules inside are still active, causing the weight to be off. During Trial 2, the magnesium was not properly burned off and caused the calculations to be off. The magnesium looked as if it had stopped glowing, but the inside coil was not completely burned. REFERENCES www.iun.edu www.chemistry.about.com www.universetoday.com/john-daltons-atomic-theory Lab Experiment www.purdue.edu

Introduction to Sociology - 1478 Words

Assignment Community and Family Studies Date of submission 14-11-2013 Word count 1362 The aim of this study is to compare and contrast Marx and Durkheim’s theories of society and social change. Compare draw an analogy between one thing and another for the purposes of explanation or clarification: (Anon., 2013) Contrast the state of being strikingly different from something else in juxtaposition or close association: (Anon., 2013) In conclusion Emile Durkheim and Karl Marx challenged the aspect of social structure in their works. Emile Durkheim is known as functionalist states that everything†¦show more content†¦In Durkheim’s view social order in an industrialised society depends on an acceptance of difference and co-operation between individuals and groups to the benefit of each individual. Marx said that in the product of labour the worker is alienated from the product he creates because it is purchased, possessed and finished by someone else. People use their inspiration to create objects which they use to exchange or sell. Marx understood that under capitalism this becomes an alienated activity because the worker cant use the things that he produces to engage in more industrious activity. Marx argued that the alienation of the employee from what he produces is intensified because the products of labour actually start to manipulate the worker. The worker becomes nothing but an addition to a machine. They are consigned to a task and mostly just feed the unfinished product into a machine that does all the work. Workers then lose style with their product because they did not put in their own hard work and creativity into that creation, the machine did, so they sense as if they have no real connection to that product. (Anon., 2012) Secondly, the worker is then separated from himself. They begin to completely separate their home life from their work life. 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