MOTIVATION AND JOB PERFORMANCE OF SECONDARY SCHOOL TEACHERS IN AKWA IBOM STATE
CHAPTER ONE
INTRODUCTION
The relevance of motivation and teachers job performance is very crucial to the long term growth of any educational system around the world. They probably rank alongside professional knowledge and skills, competencies, Educational resource and strategies as the veritable determinants of educational success and performance. Professional skill and competencies can be seen when one is taking on and mastering challenges directed at educational success and performance (Filak and Shelon, 2003). The above factors are similar to efficacy, and of course, it is well known that many teachers fail to develop self-efficacy with educational settings (Dweck, 1999). In addition, needs, satisfaction and motivation to work are very essential in the live of teachers because they form the fundamental reason for working in life. While almost every teacher works in order to satisfy his or her life needs in life, he or she constantly agitates for need and satisfaction. Motivation is the ability of the employer to meet teachers’ needs and this will improve their performance.
However, it is assumed that teachers’ agitations and demands are beyond the resources of the Ministry of Education. As result, the government and the Nigerian Union of Teachers are in a constant discussion over the increase in salaries, benefits and improvement in working conditions of teachers. They argued that teachers’ demands are beyond the government resources. Government accuses the teachers of negligence, laziness, purposeful lethargy and lack of dedication and zeal to work. They further argue that teachers level of efficiency and effectiveness does not necessitate the constant request for salary increase, incentives and better working conditions while teachers on their part argue that the exist salary structure, benefits, development and working conditions do not satisfy their basic needs in as much as other sectors of the economy have bigger salary structure, better motivation and enhanced working conditions. The feel Nigeria’s economy is not properly balance, hence, their demand, the teachers’ arguments in line with Adams (1963) Equity Theory of Motivation.
1.2 Statement of the Problem
Based on the experience on the motivation and teachers’ job performance in secondary schools, it is observed that teachers are not properly motivated, trained and also the level of in-service training that can properly develop them are limited. The relationship between teachers and the school administrators are not cordial in essence.
Poor utilization of staff development, staff promotion, salary issue, teachers’ participation has leaded the research into this study to effect changes. Previous researchers have paid little or no attention to motivation of teachers which is the bed rock for institutional development.
1.3 Purpose of the Study
The purpose of this study is to investigate the influence of motivation on teachers’ job performance in the secondary school in Uyo Local Government Area, specifically to:
- Ascertain the extent in which regular payment of salary improves teachers’ productivity.
- To examine how staff development influence their performance.
- Examine how teachers’ promotion influences their job performance.
- Determine the rates in which teachers’ participation in decision making influence their job performance.
1.4 Research Questions
The following research questions were used in this study thus:
- To what extent does regular payment of salary improves teachers’ job performance.
- How does staff development affect teachers’ job performance?
- How does teachers’ promotion influence their job performance?
- To what rates does teacher participation in decision making influence their job performance in schools?
1.5 Research Hypothesis
Following the research questions, the research or made use of the following null hypothesis in this study.
- There is no significant influence on regular payment of salary and teachers job performances.
- There are no relationship between staff development and teachers’ job performance.
- There is no significant influence on teachers’ participation and their job performances.
- There is no significant influence on teachers’ participation in decision making and their job performances.
1.6 Significance of the Study
Motivation on teachers’ job performance is applied in schools organization. The study will be importance to the school administration because they will know the proper strategy for motivating the teachers. Teachers also will be beneficiary because there will be regular payment of salary, they will be provision for staff development. The students will also benefit because when teachers are motivated, there will be effective teaching and learning in the school.
Finally, the researcher will also benefit because it will help him in his/her future researcher.
1.7 Assumptions of the Study
This study is base on the following assumption that:
- Teachers need to be motivated through good salary grade level to enhance productivity.
- Teachers need to be encouraged in participation for recognitions to enhance good job delivery.
- Teachers need to be promoted in order to stimulate them render services to their client.
- Teachers need development through in-service training to enhance proper goals attainment.
- Teachers should be given opportunity to contribute in decision-making.
- Teachers should be given due respect and admiration to ensure job efficiency.
1.8 Limitations of the Study
The problems encountered by the researcher during the course of execution of this study were high cost of transportation fare, much time was spent and stressed generated contributed also.
1.9 Scope of the Study
The scope of this study covers the motivation and job performance of secondary school teachers in Uyo Local Government Area of Akwa Ibom State.
The variables under investigation include salary issue, staff development, teachers’ promotion, and teachers’ effectiveness.
1.10 Definitions of Terms
The following terms as used in this study are explained.
Motivation: The act of encouraging someone to do a particular thing e.g. by giving incentive.
Teacher: The person whose job is teaching.
Job: Work for which someone receive regular payment.
Performance: The process of performance a task, an action.
