ABC

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INTRODUCTION 1.1 Background The role of the Ministry of Works and its agencies such as Public Works Department (PWD) in the construction sector, undoubtedly vital in the aspects of infrastructure development of Malaysia and it has a substantial role in ensuring the nation's infrastructural development are on track, in line with the requirements and needs of the people. This is because the construction sector was a supporter to the growth of the Malaysian economy and able to provide significant contributions in gross domestic product (GDP) as stated in the 10th Malaysia Plan and the National Transformation Programme. Based on the message of the Prime Minister, every civil servant is front most transformation agent between the people and the Government. Therefore, it is the one of responsibility and trust for employee to works for the realization of the mandate. Being civil servants and PWD officers, the image and quality of government services that are accountable to the Ministry of Works are directly to the PWD officers in the organization. As such, to ensure that the services provided are of high quality and meet the customer’s expectations, officers performance should be tackle in accordingly. In the organizational behaviour, officer’s performance is the core value of the organization. This performance drives an organization through the success path. Poor performance of officers has many implications and these ranges from reduced productivity, scaled-down services volumes, dissatisfies customers and through lack of department foresight to diminishing competitive edge. Officers that do not perform are liability to the organization towards achieving goals and objectives. There are numerous causes of under-performance. Althoug... ... middle of paper ... ...and it is beyond the satisfaction derived from the work itself. Ojokuku (2007) explained that intrinsic motivation includes interesting work, challenge, recognition, responsibility, growth, achievement and self-actualization. In the other words, the motivation comes from the pleasure that an individual gets from the task itself or from the sense of satisfaction in completing a task. According to Ryan & Deci (2000), intrinsic motivation is defined as the doing of an activity for its inherent satisfaction rather than for some separable consequences. When the intrinsically motivated, a person is moved to act for the fun or challenge entailed rather than because of external products, pressures or rewards. However, intrinsic motivation does not mean that a person will not seek rewards. It just means that such external rewards are not enough to keep a person motivated.

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