İnşaat mühendislerini ve mimarları demotive eden kriterler

Özet

İnşaat sektöründe mimar ve mühendisler, projelerin etkin bir şekilde yönetilmesinde ve proje sürecinin başarılı bir şekilde tamamlanmasında çok önemli rol oynamaktadırlar. Bu nedenle projelerin başarısı ve verimi büyük ölçüde mimar ve inşaat mühendislerinin çalışma performansına bağlıdır. Diğer yandan mimar ve inşaat mühendisleri sektörde çalışma performanslarını olumsuz yönde etkileyen ve kendilerini demotive eden problemlerle sıklıkla karşılaşmaktadırlar. Motivasyon, verimliliği etkileyen en önemli faktörlerden birisidir. İnşaat sektöründeki insan kaynağının varlığı sektörde motivasyonu önemli kılmakla birlikte çalışanların amaçlarına ulaşması sürecinde kendilerinde tatminsizlik ve memnuniyetsizlik yaratan durumların mevcudiyetinden ortaya çıkan “demotivasyonu” da önemli bir kavram haline getirmektedir. Bu noktadan hareketle, bu çalışmada Türk inşaat sektöründe çalışan mimar ve inşaat mühendislerini demotive eden kriterlerin belirlenmesi ve belirlenen kriterlerin çalışanları hangi düzeyde etkilediğinin tespit edilmesi amaçlanmıştır. Bu çerçevede, yapılan kapsamlı literatür araştırması sonucunda mimar ve inşaat mühendislerini etkileyebilecek 69 demotivasyon kriteri belirlenerek hazırlanan anket ile ülke genelindeki 96 mimar ve 127 inşaat mühendisinden veri toplanmıştır. Toplanan verilere çeşitli istatistiksel analizler uygulanarak mimar ve inşaat mühendislerini demotive eden kriterin önem sıralaması yapılmış ve demotivasyon kriterleri ile çeşitli değişkenler arasındaki ilişkiler belirlenmiştir.

Abstract

The construction process is largely a “people” management business. People play an important role in the effective utilization of all other resources on a construction project. The construction industry is complex, dynamic and uncertain, and requires highly motivated employees. The issue of employee motivation is important as it establishes a substantial foundation for high performance levels and less unproductive time. Therefore, improving the productivity of the employees on a project can have a significant improvement on the project outcome. From this point of view, over the years, there has been a continuous effort on the need to explain what motivates and de-motivates employees in general within organizational workplace. There is an implicit assumption that lack of motivation is the same as demotivation as conceptualized by some researchers, while other researches argued that the two are different. Lack of motivation means lack of inner or social stimulus or impetus for an action on the part of an individual (also refers to as “no motivation” or “zero motivation”). Demotivation on the other hand entails dampening of morale or spirit in carrying out a particular action. It generally causes dissatisfaction, and in actual fact, it is even worse than lack of motivation as it leads to feeling of being downcast, dispirited, depressed and despondent on the part of employee. Motivation and de-motivation are an important aspect in heavy industries such as construction due to the project-based nature of the sector. Construction industry relies heavily on human resources who work in teams over a period of time, to deliver client needs and requirements to desired quality and within budget. During the projects, individual project team members are confronted with many problems, such as poor team interaction, low-quality workmanship, material unavailability, co-workers’ incompetence and the project itself among others, which could lead to demotivation and low morale. In the construction industry, architects and civil engineers play a crucial role in the management of the projects effectively and in the completion of the process of the project successfully. Therefore, the success and the output of the projects mainly depend on the performance of work of the architects and civil engineers. On the other hand, architects and civil engineers confront problems affecting their performance of work negatively and demotivating them in the construction process frequently. Motivation is one of the most important factors influencing productivity. In the construction industry, the existence of human resource not only makes motivation important in the sector but also makes “demotivation”, which emerges from the presence of the situations creating dissatisfaction and discontentedness in the process of employees’ reaching their goals on themselves, an important concept. From this point of view, in this study, the determination of the demotivating criteria and demotivation severity index of determined criteria of architects and civil engineers working in Turkish construction industry is aimed. After a thorough review of extant literature particularly in the knowledge areas of project management, organizational behavior and design management and practice, which are deemed important to the subject area, 69 demotivating criteria, were identified and used in questionnaire survey and data were collected from architects and civil engineers who are working at construction industry. The questionnaires were administered to civil engineers and architects via e-mail, and 96 architects and 127 civil engineers responded to the survey throughout the country. The motive for this was to deduce whether the 69 identified criteria influence architects demotivation or not. The questionnaire includes the 69 criteria on a Likert-type scale of 1 to 5, where 1 represents “not-a-severe demotivating criteria” and 5 represents “most-severe demotivating criteria”. Demotivation criteria of architects and civil engineers are respectively determined by carrying out several statistical analyses to the data collected. From the findings of the present study, the most demotivating criteria were determined for architects and civil engineers in Turkish construction industry. This study would help managers of construction industry to develop healthy workforce through eradication of the identified demotivating criteria using some of the suggested solutions.

Anahtar kelimeler: Demotivasyon, Mimar, İnşaat mühendisi, Proje ve yapım yönetimi, Türkiye.