The Impact Of Motivation On The Performance Of Secondary School Teachers

The Impact Of Motivation On The Performance Of Secondary School Teachers
The Impact Of Motivation On The Performance Of Secondary School Teachers

CHAPTER ONE

INTRODUCTION

1.1 Background to the Study

Motivational variables are crucial ingredients to long term growth of Every Educational System around the world Colobe; 2015. It is a generally agreed that teachers constitute the pivot of any school system. Effectiveness is the extents to which a teacher achieves and made the input of his position assuming that output have been identified and made measureable actually, many teachers cannot easily develop self-efficient within Educational Setting because of lack of job motivational variables.

Motivation is concerned with why people do or restrain from doing things. Job satisfaction is the basic catalyst of motivation in the educational system and perhaps, can be viewed in the same platform with professional knowledge, Educational resources and strategies in the advancement of Educational goals and objectives.

Motivations to work are very essential in the working behaviour of teachers. these essentials form the fundamental driving forces in their working ability of government and their related agencies to meet the teachers needs so as to improve their teaching performance and productivity perhaps they assumed that teachers reward are in heaven.

Job satisfaction is one of the most frequently investigated variables in studies, in organizational effectiveness and efficiency (Obi 2008), also stressed that teachers effectiveness lead to opportunities to produce and effect changes in the school among physics teachers in secondary school effectiveness and efficiency, they neither get commensurate, remuneration nor the prestige and social status, which they deserve. This implies that teachers who work tirelessly for the development of the school through grooming of the students is not accented the necessary recognition and respect which these teachers deserve. This also influences their job satisfaction and in the long run goes a long way to effect-teaching and learning.

In search of job satisfaction workers are usually inclined to leave the jobs at hand for better ones. Okonkwo (2016) stated that teacher who is not satisfied with their jobs; withdraw to other jobs which they believe might satisfy their needs. This is the situation where teachers indulge in other activities during and after school teachers that are detrimental to their professional calling. Since job satisfaction from the basis for workers decision about their work-whether they remain or quit, the parameter, for measuring teachers’ job satisfaction in the teaching profession could be in their length of service.

Maintaining a high level of workers job satisfaction is vital in increasing organization productivity. Job satisfaction is an acceptable and happy work condition. Emenike (2013) defined it as a pleasurable, emotional state resulting from the appraisal of one’s job an effective to one’s job and an attitude towards one’s job operationally, job satisfaction is being happy and contented with one’s (teachers) duties and showing same in being devoted to the duties. It is necessary to ensure teachers’ job satisfaction at this will enhance productivity and teachers longer stay in the teaching profession. This implies that job satisfaction in imperative for the achievement of educational goals. Much concern has he expressed by societies over the continuous reduction in abilities of students.

This is evident in the poor academic performance of public secondary school students in Oruk Anam Local Government Area. It appears that most secondary School teachers are not doing their duties effectively and this affect the level of students’ performance. Experts, educationists, economist, stakeholders and literature seem to agree that there is a close relationship between Job performance and job satisfaction of workers.

Okonkwo (2016) asserted that people will be motivated to perform their jobs effectively to the extent to which they are satisfied with their jobs. This shows that job satisfaction will lead to improvement of teacher performance, which in turn will result to improved students academic performance. Assigning responsibilities to teachers according to their competence, and the recognition of teachers’ efforts in the school system could be source of teachers’ motivation. This could also lead to teachers’ job satisfaction as well as better teachers’ performance in carrying out assigned responsibilities.

Recent research for several decades of rapid and educational fields. A pressing priority for the kingdom is to developed the education sector to which approximately 34 billion naira was allocated in 2013, representing a quarter of the annual national budget, rising to 35 billion in 2014 (ministry of finance, 2014) once may initer that if the aim is to enhance the educational process then teacher and teaching practices should also be improved, since the success of any education process most depend significantly on teachers performance and effectiveness. To this end, it is widely considered essential tat teachers are satisfied and motivated as work.

Gupte and Giehlawwat (2013), Indeed the study of satisfaction and motivation in education is general and among teachers in particular has attracted the interest of many researches much literature addresses the importance of teachers job satisfaction and motivation, including its effect on their retention, attrition and absenteeism (Dupre and Day, 2007; Perrachione, Duosser and Petersen 2008), their productivity, creativity and performance (Ellickson, 2008) and their well-being.

(Akhta and Naavi 2010) satisfied and motivated and attainment. (Hurren, 20016; Denessen, 2016) and make it more likely that educational aims and work goals will be achieved (Sarwar, 2010; Clappertin 2010).

Thus, teachers’ job satisfaction and motivational variables can be seen to affect not just the teachers themselves but their students, the quality of the educational process, the development of the educational system and the motivational variables include wages, status in the society, mass promotion of teachers, good working environment and most important regular payment of teachers’ salaries. This has effect in students’ academic performances in physics in Oruk Anam Local Government Area.

The Impact Of Motivation On The Performance Of Secondary School Teachers

1.2 Statement of Problem

The Head teachers (principal) in Oruk Anam Local Government Area have expressed concern that Oruk Anam Secondary schools have a shortage of teachers, especially physics teachers, left the classrooms for better paid jobs in the past months. Most physics teachers in Oruk Anam are learning the teaching profession to have up jobs in other cases.

Teachers’ turnover is also evident from the shortage of teachers in secondary schools. Past studies on job satisfaction have outlined some factors that lead to dissatisfaction and in most cases remuneration has been pointed out as the major factors (Watubwa, 2009; Wasonga; 2018; Kanga; 2017).

Remuneration and other basis factors have been addressed in the past but the turnover still persists due to influence other than remuneration. There is also little information on the job satisfaction of teachers in specific subject. This study was designed to look at the job satisfaction of physics teacher in secondary schools in Oruk Anam.

This study explore the teachers job satisfaction levels in terms of the five job factors namely work content, remuneration, work environment recognition and interpersonal relations.

1.3   Purpose of the Study

The main purpose of the study is to investigate the  Impact Of Motivation On The Performance Of Secondary School Teachers.

The specific objects include the following

  1. Ascertain the relationship between regular payment of salaries and job satisfaction among physics teachers in secondary schools.
  2. Determine the relationship between lonely condition and job satisfaction among physics teachers in secondary schools.
  3. Examine the relationship between teachers promotion on job satisfaction among physics teachers in secondary schools.

1.4   Research Hypotheses

  1. There is no significant relationship between regular payment of salaries and job satisfaction among physics teacher in secondary schools salaries
  2. There is significant relationship between lonely condition and job satisfaction and job satisfaction among physics teachers in secondary schools.
  3. There is no significant relationship between teachers promotion on job satisfaction among physics teachers in secondary schools.

The Impact Of Motivation On The Performance Of Secondary School Teachers

1.5 Significance of the Study

This research will be of immense benefits to teachers, educationist, students, school administrators, researcher and stakeholders in educational sector in the following ways.

It meet the need to investigate school teachers in all subject and it gives teachers in all subjects opportunity to express their feelings and view regarding job satisfaction and motivate also it hope that recommendation of study will contribute to the formulation of new governmental policies in order to enhance job satisfaction and motivates it teachers and to ensure that civil servants are more satisfied.

Data from the study will also be important to the policy makers at the Teacher Service Commission (TSC) concerning promotion of teachers, and other incentives and the school practitioners (Administrators and Managers). The information could be used to improve upon and provide suitable working environment for teachers. Further the study findings provide administrators with better understanding on how to handle teachers’ desire to work in. lastly, the research findings of this study could be important to other scholars who may wish to study the area.

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Peter Hezekiah Lawson (Sir Pee). The CEO of onlineproject.com.ng. A reputable researcher, Web Developer, ICT Instructor and a publisher of many research works in Education.