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Changes in the motivation process of construction companies during the transformation period

Buszko A.

Foundations of Control and Management Sciences

2005

No. 4

5-21

As a result of sustained gender imbalance in construction, research continues in the fields of attraction employees. This paper explores the motivation system among construction companies operating in Poland during transformation period. This time differs from the situation in market oriented economy. That is why it is quite difficult to adpot the motivation system used in market oriented economy. The reseach design based on the group of 126 construction companies selected on the basis of the following criteria: - yearly turnover in excess of USD 10 million, - employment above 150 people, - operation since 1990. Those criteria allowed to select the group of companies which can be named as large scale engineering firms. Than the selected firms were divided into four groups based upon their place in market niche: chaos, security, stabilization and growth. The profit margin was used to name companies into selected market niches. The companies belonged to the chaos niche noted loses, the security noted profit in the range of 0-200,000 PLN on yearly basis, the stabilization 200,000-500,000 PLN and the growth more than 500,000 PLN on yearly basis. This selected group has undergone research, the goal of which was to determine the motivational systems used during transformation and to find the basic motivating and de-motivating instruments. Research on Poland's construction companies has been based on the basic theories: Maslow's hierarchy of needs, Vroom's expectancies, McLelland's and Burnham's achievements, Herzberg's variable factors, Latham's and Locke's behaviour stimulation by goal setting In tranformation period managers are obliged to use wider range of motivation items, which allows them to execute the goals. The study gives not only the information on motivation and dernotivation items used in construction companies but provides the knowledge on worker's expectations as well.