THE ROLE OF MOTIVATION ON EMPLOYEE PERFORMANCE

AMONG CONSTRUCTION FIRMS IN MOGADISHU SOMALIA.

_______________________________________________

BY

ABDINOR ABUKAR AHMED

_______________________________________________

A RESEARCH PROPOSAL SUBMITTED TO THE COLLEGE

OF BENAADIR RESEARCH, CONSULTANCY &
EVALUATION CENTER (BRCE)

____________________________

OCTOBER 2023
________________________

MOGADISHU-SOMALIA
 SUPERVISOR’S APPROVAL SHEET

I hereby declare that i have read this Proposal and in my opinion this Proposal is
sufficient in terms of scope and quality for the award of the degree of bachelor of
Banking and Finance I accepted for the submission to the examining panel.

Name: Mr. Abdinor Abukar Ahmed

Signature: ___________________________

Date: ____/_______/________

ii
 STUDENT’S DECLARATION

we declare that this senior project entitled ―Determinant affecting digital marketing
adoption among SMEs in Somalia” is the result of our own research except as cited in
the references. The Proposal has not been accepted for any degree and is not concurrently
submitted in candidature of any other degree.

Name of the candidates:

Name: DAAHIR ABUKAR AHMED Signature……………Date:............/............./……

Name: ILYAS YUSUF OSMAN Signature……………Date: .........../................/……

Name: ABDIRAHMAN IBRAHIM NAGEYE Signature………Date: .... ...../............../……

iii
 ACKNOWLEDGEMENT

First: we like to send endless thanks almighty Allah who awarded us ability to complete
this Proposal book and also gave us health during the process and again we will like to
much more thanks to Allah who make our success possible.

Second: we will lovely and respect sends much more to our parents who were supported
us kindly and lovely as to reach all the life success and we are so highly appreciate for
their endless support.

Third: we are highly acknowledged our supervisor ABDINOR ABUKAR AHMED who
stood to encourage and support us for the completion of this thesis book.

Fourth: we will like to thank unforgettable friends those who were our classmates
provided to us encouragement reach this success and we are so highly appreciated the
respectful acts treated us during education of bachelor degree.

Fifth: we will like to send our dear lecturers more thanks for their giving us educational
supports.

Finally: we offer much more thanks for my academic institution Benaadir research,
Consultancy and Evaluation center (Brce) for brightening our future and full fill
educational need we have attended.

iv
Table of Contents
SUPERVISOR‘S APPROVAL SHEET .............................................................................. ii

STUDENT‘S DECLARATION ......................................................................................... iii

ACKNOWLEDGEMENT ................................................................................................. iv

TABLE CONTECT............................................................ Error! Bookmark not defined.

Chapter one ......................................................................................................................... 1

Introduction ......................................................................................................................... 1

1.0 introduction ......................................................... Error! Bookmark not defined.

1.1 Background of the study ........................................................................................... 1

1.2 Problem statement of the study ................................................................................. 2

1.3 General objective of the Study.................................................................................. 3

1.4 Research/Specific objectives .................................................................................... 3

1.5 Research questions .................................................................................................... 4

1.6 Scope of the study ..................................................................................................... 4

1.6.1 Content Scope ............................................................................................... 4

1.6.3 Time Scope......................................................................................................... 4

1.7 Significance of the Study .......................................................................................... 4

1.8 Operational definitions of the study.......................................................................... 5

1.9 Conceptual framework of the study .......................................................................... 6

Chapter two ......................................................................................................................... 7

leterature rewiew ................................................................................................................. 7

2.0 Introduction .......................................................................................................... 7

2.1 motivation ................................................................................................................. 7

2.1.1 Promotion........................................................................................................... 9

2.1.2 Availability of resource .....................................................................................11

2.1.3 Providing transportation................................................................................... 12

v
 1.2 Employee performance ........................................................................................... 13

1.3 Theoretical frame work ........................................................................................... 15

1.4 summary of the study .............................................................................................. 16

CHAPTER THREE .......................................................................................................... 17

METHODOLOGY ........................................................................................................... 17

3.0 Introduction ............................................................................................................. 17

3.1. Research Design..................................................................................................... 17

3.2 Study Population ..................................................................................................... 17

3.3 Sample Size............................................................................................................. 17

3.4 Sampling techniques procedure .............................................................................. 18

3.4.1 Stratified sampling ........................................................................................... 18

3.4.2 Convenience random sampling ........................................................................ 18

3.4.3 Purposive sampling .......................................................................................... 18

3.5 Data Source ............................................................................................................. 19

3.6 Data collection instruments/tool ............................................................................. 19

3.7 Validity and reliability of the instrument ................................................................ 19

3.7.1 Validity ............................................................................................................. 19

3.7.2 Reliability......................................................................................................... 20

3.8 Data analysis ........................................................................................................... 20

3.9 Ethical Consideration .............................................................................................. 20

3.10 limitations of the study.......................................................................................... 20

REFERENCE .................................................................................................................... 22

APPENDIX 1 : QUESTIONNAIRE ................................................................................ 25

Section One: Demographic characteristics ................................................................... 25

vi
vii
 CHAPTER ONE

INTRODUCTION

1.0 Introduction

This chapter will include; Background of the study, Problem statement of the study,
General objective of the Study, Research/Specific objectives, Research questions, Scope
of the study, Significance of the Study, Operational definitions of the study and
Conceptual framework of the study.

1.1 Background of the study

Performance of the employee is considered as what an employee does and

what he doesn‘t do. Employee performance involves quality and quantity of output,
presence at work, accommodative and helpful nature and timeliness of output. According
to the results of the study conducted by Yang (2008) on individual performance showed
that performance of the individuals cannot be verified. Similarly he asserts that
organizations can use direct bonuses and rewards based on individual performance if
employee performance is noticeable (Yang, 2008). In line with Yang (2008), Bishop
(1987) investigated employee performance and revealed that acknowledgment and
recognition and reward of performance of employees direct the discrimination
between employee productivity. Moral and productivity of employees is highly
influenced by the effectiveness of performance of an organization and its reward
management system(Zailani et al., 2020).

Globally; the construction industry is a crucial contributor to a country's economy, with

human resources being the key factor that allows other resources to be utilized
effectively. Motivation plays a vital role in increasing construction worker productivity,
which has long been a challenge in the sector. Motivation is a process that stems from
human needs and generates an internal driving force, leading to action and behavior
aimed at achieving a task. It can be categorized as internal motivation, driven by

1
individual needs, and external motivation, applied by organizations to fulfil diverse
employee needs and desires (Flippo, 2013; Mee-Edoiye & Andawei, 2014; Nnabuife,
2019). The relationship between motivation and productivity is reciprocal, with
productivity depending on motivation and vice versa(Mohammed, 2023).

Africa; the study that conducted from Nigeria set out to assess the influence level of
distinct motivational factors on employee performance in construction firmss. Findings of
the study show that extrinsic motivational factors have more influence on employee
performance than intrinsic factors. Promotion when due ranked as the most perceived
influential motivational factors while constant supervision ranked the least. Job security,
award/recognition as well as a sense of belonging were perceived to be the most intrinsic
motivational factors. More so, it can be inferred from the PCA result that a decent reward
for labor (salary/remuneration), coupled with the right tools/ equipment significantly
motivates employees and has a positive effect on their respective performance(Zailani et
al., 2020).

In Somalia; the main objectives of the study were to explore the role of motivation on
employee performance and to find out types of Motivation as well as examining the
relationship between Motivation and Employee Performance as a Benadir University
Somali Bank in Mogadishu, Somalia. In the light of the findings, the results revealed that
motivation is a significant tool for the achievement of any organization and it may either
be monetary or non-monetary. Motivation builds not only the morale of the employees
but also contributes the organizational productivity in Mogadishu, Somalia(Dhaqane et
al., 2021).

1.2 Problem statement of the study

Overtime, organizations like construction firms often hinge their successes to effective
motivation of employees which ensures productivity and improved, described motivation
as giving people incentives that cause them to act in a desired way. It is the process of
arousing and sustaining goal directed behavior amongst a group of people or workers. In
an organizational setting, motivation means ways to make subordinate to act in a desired
manner in the interest of the organization or employer. Studies in organizational behavior

2
and psychology have developed a variety of theories and approaches to human
motivation with an effort to finding the determinants of motivation and performance in
organizations. employee`s motivation at the work place appears through their willingness
to effectively use their knowledge and skills to achieve the desired organizational
objectives in relation to their satisfaction and needs.

Productivity decline is a widespread issue in the construction industry globally, including

in Somalia, leading to project delays, cost overruns, and low Gross domestic product
(GDP) in the sector. To enhance labour effectiveness, factors such as workforce
motivation, safety at work, environmental conditions, and physical limitations need to be
addressed. However, the practice of worker motivation and productivity improvement in
the industry is still not fully addressed, creating a void that needs attention.

According to the several challenges; including inadequate financial incentives, delayed

payment of wages, lack of job security, and poor working conditions. These factors were
found to negatively affect workers' motivation, leading to decreased productivity levels of
the construction firms.

1.3 General objective of the Study

1. To identify the role of motivation on employee performance among construction

firms in Mogadishu, Somalia.

1.4 Research/Specific objectives

1. To evaluate the role of promotion on employee among construction firms in

Mogadishu, Somalia.
2. To assess the role of availability of resources on employee performance
among construction firms in Mogadishu, Somalia.
3. To identify the role of providing transportation on employee performance
among construction firms in Mogadishu, Somalia.

3
1.5 Research questions

1. What is the role of promotion on employee performance among

construction firms in Mogadishu, Somalia?
2. What is the role availability of resources on employee performance among
construction firms in Mogadishu, Somalia?
3. What is the role providing of transportation on employee performance
among construction firms in Mogadishu, Somalia?

1.6 Scope of the study

1.6.1 Content Scope

1. This study will be conducted to examine the role of motivation on employee

performance at construction firms in Mogadishu, Somalia, especially; promotion
of employee, availability of resources and providing transportation of employee
performance among construction firms in Mogadishu, Somalia.
2. 1.6.2 Geographical Scope

This study will take place in construction firms in Mogadishu. Somalia. Somalia is
acountry in the Horn of Africa. The country is bordered by Ethiopia to the west, Djibouti
to the northwest, the Gulf of Aden to the north, the Indian Ocean to the east, and Kenya
to the southwest. Somalia has the longest coastline on Africa's mainland. Its terrain
consists mainly of plateaus, plains, and highlands. Hot conditions prevail year-round,
with periodic monsoon winds and irregular rainfall. Somalia has an estimated population
of around 17.1 million, of which over 2 million live in the capital and largest city
Mogadishu, and has been described as Africa's most culturally homogeneous country.

1.6.3 Time Scope

This study will be conducted in 4 month: Sep ↔Dec 2023.

1.7 Significance of the Study

The researcher will investigate the motivation on employee performance among

construction firms in Somali, and it will be useful for;

4
  Civil engineers in Somalia.
 Engineers to the world.
 And also, it is crucial for Future researchers and academics.

1.8 Operational definitions of the study

Promotion means the advancement of an employee to a higher job involving more work,
greater responsibility and higher status. It may or may not be associated with the
increment in salary(Zailani et al., 2020).

Resource availability refers to the amount and type of resources that are currently
accessible for a particular task or project. This includes factors such as the number of
staff members, the quantity of equipment, etc(Promotion: Meaning, Definition, Features,
Purposes and Policy, n.d.).

Providing transportation; transportation worker oversees buses, cars, trucks, planes, and
boats to control traffic. They can also help in transporting materials and products either
on roads, rails, or waterways. As a transport worker, you will perform facility
maintenance duties on an entire property and promote safety by complying with security
protocol(Zailani et al., 2020).

Motivation; The term "motivation" originated from the Latin word "movere" which
means ―to move‖ . It builds on the word ―motivation‖ that is an emotion or willingness to
stimulate action in easy terms. In most cases, motivation has heavily relied on the derive
and willingness to perform or act. Although motivation is majorly based on
consciousness derived from within an individual, [14] noted that sometimes it can be
externally induced. According to [15], motivation is the drive that forces or instigates
employees to make a decision or action(Omar et al., 2022).

Employee performance is a metric that indicates how well employees adhere to both
explicit and implicit standards, objectives, and priorities(Omar et al., 2022)

5
1.9 Conceptual framework of the study

Independent Variable (IV) Dependent Variable (DV)

Promotion

Motivation

Employee
Availability performance;
of resources

Providing
transportation

Figure 1. 1 Conceptual framework of the study

6
 CHAPTER TWO

LETERATURE REWIEW

2.0 Introduction

This chapter will include; motivation; (Promotion, Availability of resource and

Providing transportation), Employee performance, Theoretical frame work and summary
of the study.

2.1 motivation

Motivation is the most significant element for all organization private or a public
zone. Motivations play a significant role for the accomplishment of any organization. The
term motivation is basically derived from the word motive (Chaudhary & Sharma, 2012).
So the meaning of the word motive is wants, desire, and needs of the peoples. Employee
motivation is the procedure in which the organization should motivate their employee in
the form of bonus, rewards, and some other incentives etc. only for the reason to attain
the organizational objectives. The individual is a complex creature. So every employee in
an organization is inspired by some various kind of tactic. According to Luthans (1998)
explained that motivation is the procedure that energies, stimulates, stands, and directs
actions and performance. Now a day‘s organization can simply transfer their services,
goods, needs, and materials to some other countries or to some other organization.
Human capital is the only one main asset which is not easily replaceable. Similarly,
human resources are the most significant or very economical resources that cannot be
replaceable for any organization(. et al., 2019).

Motivation will encourage the employees or workers of the organization will

seriously do his/ her work and responsibilities (Azar & Shafighi, 2013). Good pay or
salaries is also a valuable instrument to play a significant role to improving employee
performance and also improve the productivity of an organization. Workers are the
human resource to the organization and organizational success or failure depends on

7
employee‘s performance within the organization. So the managers of organization should
manage the resources efficiently and effectively to confirm the accomplishment.
Motivations signify the difficult services and needs which provide the drive for
employees to complete specific jobs (Shulze & Steyn, 2003). That employee who is
motivated is always aware of the objective to be completed and leads his/ her
determination at achieving that aim. In the organization motivation impact the employee
performance especially those employee who have less skills they are motivated more and
contribute 100 percent with the work(Obaied & Fawzy, 2022).

Baron (1983) defined motivation as an accrual of various practices that direct and
affect behavior to achieve a certain goal. Additionally, motivation can be identified as an
internal and external drive that enhances employee‘s energy and desire to be continually
committed to their tasks and to achieve set goals and objectives by exerting constant
effort and maintaining their focus on the desired output (Mathis, Jackson, Valentine, &
Meglich, 2012). Depending on the prevailing circumstances, employees can be positively
or negatively motivated, and their motivation level can be influenced by several factors
(Zailani, Ibrahim, & Bahago, 2020). According to Deci and Ryan (2000), these factors
fall into two categories: Extrinsic and Intrinsic factors. Intrinsic factors are the motivators
that emanate from within the employee. It consists of the desire and passion for
performing one‘s work effectively to produce great results. Extrinsic factors are the
external motivators such as a reward used to increase the employee‘s desire to work and
meet a particular objective (Badubi, 2017). Furthermore, Zailani (2020) elaborates that
extrinsic factors are tangible rewards, such as extra pay and healthcare plan, while
intrinsic factors are the motivation that is emerging within the individual as self-esteem,
feelings, recognition, and accomplishment(. et al., 2019).

The result of the SWOT analysis shows that the low motivation of the employees
was one of the root causes of the low performance. The data was collected from a sample
of employees working at a mega construction company in Saudi Arabia. The motivator
and hygiene factors were identified based on the literature review. The top motivator and
hygiene factors were selected based on their frequency in the literature review. An online
survey was designed and tested using a pilot study. Then, the survey was distributed, and

8
the data were collected. After that, data were analyzed using Microsoft Excel. The
findings of this research are summarized as follows: - Based on the focused group, the
problem is identified as the low work performance. Also, from the employees‘
perspective, the root cause of this problem is the low motivation level in their company. -
From the literature review, salary, advancement, recognition, and work condition are the
top frequent motivation factors. Thus, these four factors were selected for further
investigation in this research. - From the perspective of the focus group participants,
salary is the most important factor affecting their work performance. - The employees
strongly agreed that salary, advancement, recognition, and work conditions positively
affect their work performance(Sarker, 2016).

2.1.1 Promotion

Career promotion is an important aspect of career development (Weng and Hu,

2009) and is usually defined as the change of workers‘ position in the organizational level
and the corresponding increase of salary level (Valsecchi, 2000). Career promotion is not
only an important part of objective career success factors (Seibertet al., 2001b) but also
one of the four factors constituting career growth and is of great significance to promote
the professional development and progress of employees (Weng et al., 2010).
Furthermore, according to the person–environment (P–E) fit theory (Su et al., 2015),
employees match their skill levels with their working environment and conditions
through promotion (Privalko, 2019), which can realize effective personnel flow in the
organization and improve the person–post matching efficiency in the enterprise. Thus, the
understanding, research and management of career promotion are very important for
employees and their organizations(Obaied & Fawzy, 2022).

In this context, motivation means the willingness of an individual to put efforts in

taking action towards companies‘ goals. The challenge for any manager is to find the
means to create and sustain employee motivation. On one hand, managers should focus
on reducing job dissatisfaction (working conditions, salary, supervision, relationship with
employee), while using motivating factors such as achievement, recognition, promotion

9
and conducive work environment. If employees feel appreciated for their work and are
involved in decision making, their enhanced enthusiasm and motivation will lead to
better productivity and loyalty. The ability to attract, keep and motivate high-performance
is becoming increasingly important in today‘s competitive company environments. At the
end of the research, it was realized that the employee‘s working environment affect their
productivity greatly. Therefore it is the responsibility of the managers to organize and
provide a work friendly environment(Obaied & Fawzy, 2022).

This study presents the factors that influence the work motivation of project
managers in construction projects. Through analysis of the collected data, the group of
influential factors of work motivation of project managers in construction industry in
Vietnam was determined. They are factors such as salary and benefits, work environment,
promotion opportunities, organizational culture, interest in work, relationship with the
organization. The five most important factors are evaluated in descending order below: (i)
get additional support for the public holidays; periodic health examination; (iii)
outstanding insurance; (iv) salary paid on time; and (v) good working manners. The
results of this paper are given to be able to help businesses, organizations, contractors or
construction project managers have an overview of the factors affecting the work
motivation of project managers or staff. From there, giving the most suitable solutions to
motivate their project manager or employees to work most effectively(Sarker, 2016).

As a typical labor-intensive industry, the construction sector attracts numerous

migrant workers because of its low threshold and relatively high income. However, the
cultural quality of migrant workers in the construction industry is low, their skills are low
and their self-driving force for career development is weak. Those workers are easily
discriminated against by the labor market, thereby leading to insufficient promotion.
Under the background of the government advocating the transformation and upgrading of
the construction industry, this paper creatively introduces a research study on the career
promotion of frontline construction workers(Xie et al., 2023).

10
2.1.2 Availability of resource

Resource availability refers to the amount and type of resources that are currently
accessible for a particular task or project. This includes factors such as the number of
staff members, the quantity of equipment, etc(Promotion: Meaning, Definition, Features,
Purposes and Policy, n.d.)..

Although past research has demonstrated that there exists a relationship between
HRM policies and organisational performance (e.g., Kalleberg & Moody, 1994; Harel &
Tzafrir, 1999), it has neglected to investigate the mediating mechanisms, usually called
the ―black box‖, through which HRM policies are hypothesised to affect organisational
performance. The testing of which HRM policies to be used in a study in new contexts is
of much importance (Lepak et al., 2006). Although little is known about the so-called
―black box‖ that lies between the two end points of the HRM-performance relationship
(Wright & Gardner, 2003), i.e. HRM as input and performance as output, this study treats
the black box as a mediating stage in the HRM-performance relationship, considering as
well that HRM policies are also influenced by contingencies such as business
strategies(Katou, 2008).

Manpower or human resource labour are very significant resources which play
important role in success of any project. Good results certainly cannot be achieved
without the adequate availability of skilled and unskilled manpower, most suitable
allocation and management of human or manpower resource. Expected construction
progress can be achieved only through the attainment of effective man-hour effort and the
meeting of scheduled mile stone dates. Effective manpower management can reduce
labour costs and thereby increase profits for company. In developing countries, poor
labour productivity is a severe problem (Kaming, Olomolaiye, Holt, & Harris, 1997).
Hence, effective manpower management and improvement in labour productivity is
critical need for reducing labour costs and thereby increase profits for company(Rahman
et al., 2013).

The objective of this study was to establish the relationship between strategic
human resource practices and performance of public universities in Kenya. Based on

11
previous studies, resourcing practices, reward management and training and development
were expected to have a positive effect on performance. The study findings led to the
conclusion that reward management is more important than resourcing practices and
training and development in as far as enhancement of public universities‗ performance
was concerned(Mutahi & Busienei, 2015).

2.1.3 Providing transportation

Providing transportation; transportation worker oversees buses, cars, trucks,

planes, and boats to control traffic. They can also help in transporting materials and
products either on roads, rails, or waterways. As a transport worker, you will perform
facility maintenance duties on an entire property and promote safety by complying with
security protocol(Zailani et al., 2020)..

The key focus of this study was to examine how transportation services quality
can affects organizational employees‘ satisfaction by taking selected Higher Institution in
Ethiopian. To test the validity of these Services Quality constructs or dimensions, the
researcher proposed and tested the five hypotheses. The study offer insights of
employees‘ satisfaction with the quality transportation services will be offered by the
organizational management. The findings are in favor of the transportation services
rationale and suggesting that the poor transportation service management should be
improved in order to enhance employees‘ satisfaction. Finally, the result of this empirical
test revealed that services quality dimension is positively related to organizational
employees‘ satisfaction. Hence, organizational managers who are interested in boosting
employees‘ satisfaction need to reconsider workplace transportation management.
Finally, both theoretical and empirical study results are coincident and have similar
managerial implications for the study organization. Therefore, the findings of this
research may provide additional evidence for the notion that transportation services
compositions in the organization can be considered as an important factor in satisfaction
improvement. Finally, finding in this study is in line with several previous researches
those showed a positive correlation between transportation services management and
employees satisfaction which can in adverse effect organizational performance(Higher,
2023).

12
 From the study it is concluded that transport management have a positive
significant effect on organizational performance of textile manufacturing firms in Kenya.
In view of this; management of textile firms in Nairobi County have taken steps to put in
place adequate mechanisms to address transportation of supplies and products so as to
enhance performance of the entire supply chain system and thus improved organizational
performance(Musau et al., 2017).

1.2 Employee performance

Performance of the employee is considered as what an employee does and

what he doesn‘t do. Employee performance involves quality and quantity of output,
presence at work, accommodative and helpful nature and timeliness of output. According
to the results of the study conducted by Yang (2008) on individual performance showed
that performance of the individuals cannot be verified. Similarly he asserts that
organizations can use direct bonuses and rewards based on individual performance if
employee performance is noticeable (Yang, 2008). In line with Yang (2008), Bishop
(1987) investigated employee performance and revealed that acknowledgment and
recognition and reward of performance of employees direct the discrimination
between employee productivity. Morale and productivity of employees is highly
influenced by the effectiveness of performance of an organization and its reward
management system(Omar et al., 2022).

This presents the factors that influence the work motivation of project managers
in construction projects. Through analysis of the collected data, the group of influential
factors of work motivation of project managers in construction industry in Vietnam was
determined. They are factors such as salary and benefits, work environment, promotion
opportunities, organizational culture, interest in work, relationship with the organization.
The five most important factors are evaluated in descending order below: (i) get
additional support for the public holidays; periodic health examination; (iii) outstanding
insurance; (iv) salary paid on time; and (v) good working manners. The results of this
paper are given to be able to help businesses, organizations, contractors or construction

13
project managers have an overview of the factors affecting the work motivation of project
managers or staff. From there, giving the most suitable solutions to motivate their project
manager or employees to work most effectively(Phan et al., 2020).

In this study an attempt has been made to review the various problems of
construction company that originate from the labour market. It is also found that the
training and leadership development of employees has effectively improve the
Performance. The present review proposes to undertake an evaluation of Indian
construction company and study extensively its problems that originate from the labour
market on the one hand and at its organizational front – project management in all its
dimensions(Abdullah et al., 2013).

Job is performance management as ―a means of achieving improved individual

outputs‖. That means job performance is the ability to perform effectively in an
employee's job requirement that he has and understand a complete and up to date job
description for his or her position, and understand the job performance requirements that
he is expected to meet. The purpose of this study is to perform job analysis of personnel
in the Nigerian construction industries, identify the level of job satisfaction of employees
in small and medium sized firms, examines the level of job performance of personnel and
to investigate the relationship between these variables. This research also provides new
data and empirical evidence on how employee job satisfaction affects their performance
in the construction industries particularly in the small and medium sized firms sector. The
remainder of the paper proceeds as follows; the next section sets out the literature on job
satisfaction and management. The research method of the study, the problem statement
and characteristics of the sample reported are then set out. After that the results and
discussion are presented(Abdullah et al., 2013).

From the preceding analysis, the first unique feature to define ―performance‖ is
the ability by ECs to consider performance focusing on stakeholder interest which would
translate both traditional and non-traditional measures into the definition. Stakeholder
interest should be considered as the outcome ECs strive to achieve. [30] note that in
construction, performance is evaluated by stakeholders‘ value judgments and is, thus,
framed by their values, experience, and expectations rather than traditional performance

14
factor targets alone. In order for stakeholders‘ satisfaction to be achieved, ECs should
coordinate resources and activities appropriately in line with the resource based theory.
The EC owners should be motivated by intrinsic and extrinsic factors in order to satisfy
stakeholders through appropriate coordination of resources and activities. Intrinsic factors
arise from the performance of doing business itself (these include whether the business is
profitable and challenging) while extrinsic factors fall outside doing business, and usually
include government incentives, enabling environment that accrue to the EC owners.
Enabling culture would allow permeation and sharing of information between ECs and
stakeholders that would result in the satisfaction of both parties(Hove & Banjo, 2015).

1.3 Theoretical frame work

Herzberg's Dual Factor Theory: Herzberg's theory builds upon Maslow's

hierarchy by focusing on intrinsic and extrinsic motivating factors. According to
Herzberg, meeting the intrinsic needs of esteem and self-actualization is essential for
improving productivity in the workplace. He differentiates between positive and negative
"KITA" (kick in the pant) as methods to motivate workers. Negative KITA, involving
physical or psychological coercion, leads to movement but not motivation. Positive
KITA, on the other hand, uses incentives such as promotions, rewards, and bonuses to
motivate employees. Herzberg identifies nine factors that contribute to intrinsic
motivation, including reducing working hours, adjusting wages, providing extra benefits,
enhancing human relations and communication, promoting job participation, and offering
to counsel for psychological well-being. Therefore, these theories offer different
perspectives on motivation and provide insights into the factors that drive workers in
various contexts, such as personal growth, workplace productivity, and reward systems.
Understanding these theories can help construction practitioners develop effective
strategies to motivate workers and enhance their overall well-being and
productivity(Zailani et al., 2020).

15
1.4 summary of the study

Motivation is the most significant element for all organization private or a public
zone. Motivations play a significant role for the accomplishment of any organization. The
term motivation is basically derived from the word motive. Motivation will encourage the
employees or workers of the organization will seriously do his/ her work and
responsibilities. Career promotion is an important aspect of career development. and is
usually defined as the change of workers‘ position in the organizational level and the
corresponding increase of salary level. Resource availability refers to the amount and
type of resources that are currently accessible for a particular task or project. This
includes factors such as the number of staff members, the quantity of equipment, etc.
Providing transportation; transportation worker oversees buses, cars, trucks, planes, and
boats to control traffic. They can also help in transporting materials and products either
on roads, rails, or waterways. As a transport worker, you will perform facility
maintenance duties on an entire property and promote safety by complying with security
protocol.Performance of the employee is considered as what an employee does
and what he doesn‘t do. Employee performance involves quality and quantity of
output, presence at work, accommodative and helpful nature and timeliness of output.
According to the results of the study conducted by Yang (2008) on individual
performance showed that performance of the individuals cannot be verified. Herzberg's
Dual Factor Theory: Herzberg's theory builds upon Maslow's hierarchy by focusing on
intrinsic and extrinsic motivating factors. According to Herzberg,

16
 CHAPTER THREE

METHODOLOGY

3.0 Introduction

This chapter will consist of the research design, population of study, sample
size, sampling method, data sources, and procedure of data collection, reliability and
validity of the instruments, data gathering procedure, data analysis, ethical Consideration
and limitations of the study.
3.1. Research Design

The study will apply a quantitative research design. Quantitative research design
refers to the overall plan or blueprint for conducting a study that focuses on collecting
and analyzing numerical data to answer research questions. It involves the systematic
collection and analysis of data using statistical methods to draw conclusions and make
generalizations about a population.

3.2 Study Population

The study population will involve a total population of 100 participants and these
include; engineers and labors.
3.3 Sample Size

The sample size of the study will involve of 80 respondents of the target population. This
is so
because the nature of data to be generated required different techniques for better
understanding of the research problem under investigation. Besides, the approach is also
commonly known for achieving higher degree of validity and reliability as well as
eliminating biases as per Amin (2012).
The study will use Sloven‘s formula to determine the sample size of the actual
respondents. Sloven‘s

17
n=

where formula states: n = sample size, N=target population; and α=0.05 level of
significance
n=

n = 80

Table 1: Showing research population

Type of population Target Sample size ample procedure
population
engineers 15 15 Purposive Sampling
labours 85 65 Convenience Sampling
Total 100 80

3.4 Sampling techniques procedure

The researcher will use a number of samplings which include; Convenience random
sampling, purposive random sampling and stratified sampling.
3.4.1 Stratified sampling

The researcher will use Stratified sampling method to divide the members of the
population into homogeneous subgroups before sampling like engineers and Labors.

3.4.2 Convenience random sampling

The researcher also will use Convenience random sampling. Construction labors will
randomly and Convenience be selected to give each an equal chance of representation.
All respondents were assumed to have vital information on the subject matter of the
research. Respondents who were willing to participate was approached.
3.4.3 Purposive sampling

The engineers will purposely be selected because the respondents are considered to be
very knowledgeable.

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3.5 Data Source

Both primary and secondary data collection methods will use to collect relevant data to
the study. Data collection methods that will be considered in such a way that relevant
information was collected as much as possible with lift le inconvenience to respondents.
Primary data means first hand data. It will collect from the respondents through
interviews, and self-administered questionnaire. Primary data is important in answering
questions about the effects of decentralization on rural development. Secondary data
means to second-hand data. This will obtain from recorded documents, earlier studies and
some publications on decentralization and rural development. Other information will be
obtained from the internet.
3.6 Data collection instruments/tool

Questionnaires

Self-administered questionnaires will be used in the collection of data and these will
distribute to the engineers and Labors. Provide answers. The instrument was purposely
selected because it seeks personal views of the respondents and thus was enabled the
respondents to use their knowledge in providing a wide range of data as they were never
shy away in any way.
3.7 Validity and reliability of the instrument

3.7.1 Validity

The researcher will ensure validity of the instrument through expert judgment and the
researcher was made sure the coefficient of validity to be at least 75%. The researcher
was consulted her supervisor for expert knowledge on questionnaire construction. After
the assessment of the questionnaire, the necessary adjustments will be bearing in mind of
the objectives of the study. The formula that was used to calculate the validity of the
instrument is

CVI = x 100

19
3.7.2 Reliability

According to Mugenda and Mugenda (2010), the reliability of an instrument is the

measure of the degree to which a research instrument yields consistent results or data
after repeated trials. In order to test the reliability of the instrument to be used in the
study, the test- retest method will use. The questionnaire was administered twice within
an interval of two weeks. The researcher will measure the reliability of the instruments
using Cronbach‘s Alpha results.
3.8 Data analysis

This study will explain, describe and present the findings basing on the specific objective
of the study and research questions where data analysis was initially done through
sketchy and generalized summarized of the findings from observation and conclusions in
the process of data collection.
Data analysis will be used statistical package of social science (SPSS v.22) under the
tool‘s frequencies for objectives one and two and the Pearson linear correlation
coefficient analysis will use to test the relationship between variables in objective three.
3.9 Ethical Consideration

The researcher first of all acquired an introductory letter from the university which he
used to eliminate suspicion. The researcher thereafter went ahead to select respondents
and arrange for dates upon which he was delivered questionnaires as well as pick them in
addition to making appointments for interviews to be conducted in order to ensure that
data collection is done in time.
3.10 limitations of the study

The researcher will do this study seriously but there may be some limitations around the
researchers, these limitations may include:

1. The researchers cannot get all articles that I need.

2. The researchers could face Financial and time constraints; some respondents may slow
to fill and return the questionnaires.

3. Some selected respondents may be difficult to get reliable information.

20
4. Some of the respondents may not willing to give proper answers. So, they give socially
acceptable answers to hide the real problems.

21
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24
 APPENDIX 1 : QUESTIONNAIRE

Dear respondent

We are students from BRCE carrying out a study on ―the role of motivation on
employee performance among construction firms in Mogadishu, Somalia”. We are
very glad that you are our respondent for this study. The purpose of this questionnaire
was to obtain your opinion/views to be included among others in the study.
Section One: Demographic characteristics

1. Educational Level of the respondents

1. No Formal Education
2. High School Certificate
3. Bachelors Degree
4. Post-Graduates

2. Age of respondents
1. Less than 25 Years old
2. 26 – 35 years old
3. 36 - 45 years old
4. 46 and above years old

3. Work experience (in Years)

1. No experience

2. 1 - 3 years

3. 4 - 7 years

4. 8 and above years

25
4. Work position

1. Engineer
2. Labor

Direction 1: Please write your rating on the space before each option which corresponds
to your best choice in terms of level of motivation. Kindly use the scoring system below:

Score Response Mode Description Interpretation

5 Strongly Agree You agree with no doubt at all Very
satisfactory
4 Agree you agree with some doubt Satisfactory
3 Neutral You are not sure about any none
2 Disagree you disagree with some doubt Fair
1 Strongly Disagree You disagree with no doubt at all Poor

Strongly Agree
Agree
Neutral

Disagree
Strongly Disagree
Section the role of promotion on employee performance
two among construction firms

1 The possibility of promotion encourages me to

perform at a higher level and strive for excellence in
my work.
2 The availability of promotional opportunities within
the organization enhances my commitment and
loyalty to the company.
3 I believe that promoting employees based on their
performance is crucial for achieving optimal
employee performance in construction firms

26
Section

Strongly Agree
Agree
Neutral

Disagree
Strongly
three The role of availability of resources on employee
performance among construction firms

1 Having access to adequate tools and equipment

enhances my productivity and efficiency.

2 The availability of skilled labor and competent

workforce contributes to higher quality work output.
3 Adequate availability of financial resources and
budget allocation supports successful completion of
projects.

Strongly Agree
Agree
Neutral

Disagree
Strongly
Section The role of providing transportation on employee
four performance among construction firms

1 Access to transportation provided by the company

enhances my job satisfaction.
2 Efficient transportation can minimize travel time and
enhance my productivity
3 Access to transportation positively affects my ability
to meet job responsibilities and goals.

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 Strongly Agree
Agree
Neutral

Disagree
Strongly
Section Employee performance
five

1 I receive helpful feedback and guidance from my

supervisor/manager.
2 I am satisfied with the opportunities for professional
growth and development provided by the company.
3 I am proactive in identifying and resolving work-
related challenges and problems.

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