جستجوی مقالات مرتبط با کلیدواژه "motivation" در نشریات گروه "عمران"

Recent studies have clearly demonstrated this fact motivation is directly linked to increased productivity in human resources. Therefore paying attention to employees' motivational factors and their needs is important to ensuring productivity and performance improvement of organizational projects. In a few researches the motivation of human resources and the effect of different factors on the change of motivation and its effect on the time productivity of construction projects have received less attention. Therefore, the aim of this article is to investigate the effect of change of motivation and the factors affecting it on the time efficiency of construction projects with the approach of system dynamics. For this purpose, after identifying the effective parameters on the motivation of human resources, from sampling data using survey studies with questionnaires and interviews, library sources and collecting information. the qualitative modeling and effect loops between parameters were performed with the Vensim software package. Also, the relationships between parameters were determined with the quantitative modeling. In the following, the model was implemented to the real project by defining different scenarios based on changing the effective parameters on the motivation of manpower and the time efficiency of office-commercial building project. The results showed that if there is a 50% increase in manpower motivation in the project, the correct rate of work is increased up to 3 times and the project takes 690 days and 30 days. The results also show that a 50% reduction in salary increases the delay in completing the project by about one year and a 20% delay in payment of salaries leads to an increase in project completion of up to 4 months and an increase in the ratio parameter. Wages will be reduced by up to 2 times 5 months after the completion of the project.

There is no doubt that human resources have a significant role in running any successful business. The literature indicates that this role is almost neglected in the construction industry. One of the important factors to increase productivity in various industries is to increase the productivity of human resources. Human resource productivity is a function of various factors where motivation is one of the most important factors. Considering the effect of motivation on innovation and the necessity of innovation in construction design firms, studying motivational factors of Architects and Engineers (AE) is of great importance. In this research, the most critical factors affecting Architects’ and Engineers’ motivation were recognized through literature review. These factors were classified into five main categories including Leadership and management, service compensation system, organizational atmosphere, social status, and job nature (current tasks – immediate situation and job development). Then, the factors were ranked by the industry experts through online questionnaires. Learning opportunity, distributive, procedural & interactional justice, and job promotion opportunity were ranked as the top critical motivational factors. However, it must be noted that important factors may differ considering the demographic properties of the interviewees. As a result, factors were ranked considering demographic factors including gender, marital status, age, educations, years of experience, and profession (civil engineer and architect). Finally, it should be noted that motivation of engineers and architects depends on several factors that must be considered in the design of human resource subsystems such as job analysis, performance appraisal and service compensation, training systems, and promotion to improve performance and increase productivity. In addition, motivation is one of the most important factors affecting personnel retention. Therefore, human resource management experts are advised to provide necessary grounds to increase the motivation of construction industry employees by designing appropriate human resource systems.

Although advanced technologies have been emerged in construction projects, this industry is still mostly based on human resources. Motivation is known as one of the most important factors affecting labor productivity in construction projects which has a considerable effect on project performance. The aim of this research is to estimate the effects of labor motivation on construction projects performance using system dynamic (SD). In this research, the most important factors affecting the workforce motivation of construction projects have been identified in the first step. Then, using system dynamics (SD), a dynamic model of labor motivation in construction projects has been developed. In order to validate the model, the necessary information of developed model has been collected for a housing project. Based on the real case for validating the model, the paper discusses the potential benefits of the model, including: having a systematic and holistic view, considering dynamic the workflow and workforce motivation, identifying alternative strategies for performance improvement and simulating the reality of the projects in a virtual model.The presented model is capable of predicting the effects of motivation on labor productivity and project performance. Using this model, the necessary planning can be done to enhance the labor motivation before any action. Also, the necessary decision can be made to improve project performance in any stage of construction projects.

Human resources, the main source of strategic and wiki One of the most important indicators of the superiority of an organization in today's competitive market is. For this reason, its performance has the greatest impact on the overall efficiency of the organization and society. Motivation is one of the effective factors in the efficiency of each organization's employees. Several factors are effective in motivating employees in each organization. The purpose of this paper was to initially divide the manpower employed in the manufacturing industry into different categories and to examine the motivational factors in each group separately. According to the findings of this research, the manufacturing industry was divided into three main groups of managers, employees and employees. Then, in each group, factors influencing motivation were examined separately. The results of these studies showed that the existence of a targeted and adaptive management along with paying attention to employees' motivational factors, such as promotion and participation, participation in decisions, observance of justice in the division of labor, and responsibilities in creating a dynamic organization and with motivating employees, have an influential role. has it.