REMUNERATION AND TEACHERS’ JOB PERFORMANCE IN SECONDARY SCHOOLS IN UYO LOCAL GOVERNMENT AREA OF AKWA IBOM
CHAPTER ONE
INTRODUCTION
The job performance of employees in an organization, establishment or school is relative to the degree of motivation given to them.
Peter, (1992) viewed remuneration as the total monetary earnings of employees that may be engaged on hourly rates or that may receive payments at end of work; that is, incentives. Incentive is a “stimuli”, directed to awaken, maintain and strengthen the desire to attain a given end; incentives is something that stimulate human effort for effectiveness.
It is pertinent to note that, any organization that want to flourish, and grow from strength to strength, stand a test of time, achieve its set objectives, increase the morale effectiveness, efficiency, productivity and performance of its employees must imbibe the concept of effective remuneration in its operations, as this will encourage workers to do their best. Remuneration play a role in providing the consequences needed to keep the employees goal-directed performance on track.
Interest in the topic aroused as a result of low performance by teachers in secondary schools toward their job. This singular act has gradually reduced the stand of education of secondary schools in Uyo Local Government, as students are not properly taught by teachers. Through critical observation the performance of student in our schools is nothing to write home about. This can be viewed through their performance in West African Examination Council (WAEC), Joint Admission and Matriculation Board (JAMB) etc.
Through critical observation teachers in our schools now develop nonchalant attitude towards teaching due to poor remuneration and many teachers live from hand to month, others do not find teaching as a noble profession or lucrative.
Students/schools do not complete their syllabus due to strike. This is always caused by poor remuneration given to our teachers. This act has constantly reduced the standard of education in secondary schools in Uyo Local Government.
Employers of labour need to view remuneration as the corner stone to employee’s active performance towards their duties. Government need to review the salary structure of teachers to encourage and enhance higher job performance. Teachers must be paid for their inputs.
Training and retraining of teachers should be encourage by government or employer of labour to enhance greater job performance. Edem (2000) in support of this stated that training makes workers realize better what they have to do acquire for proficient performance.
Training makes a teacher to be effective; Omolwa (1980) said “I am glad to report that subject orientation committee has invested considerable time, skill and energy identifying area worthy of attention in the educational industry”.
Conducive physical working environment need to be provided to teachers. Fringe benefits, car allowance; house allowance; medical schemes; furniture allowance etc. should be employed as a tool in enticing greater job performance by teachers in secondary school in Uyo Local Government.
The issue of major concern to most educational organization today are that which concerns teachers relationship with their work in terms of job performance, productivity, morale; effective and efficient achievement of the schools objectives. The question now is what is the relationship between remuneration (salary, fringe benefit, training, conducive physical working, facilities) and teachers’ job performance? To this effect this research work is aimed at examining remuneration and teachers’ job performance in Uyo Local Government Area in Akwa Ibom State.
1.2 Statement of the Problem
The impact of remuneration to teacher for job performance cannot be our emphasized. Remuneration remains an essential tool in encouraging employees to effective and sound performance. In recent time, managers of education regard remuneration as frivolous and irrelevant tool in improving or increasing teachers’ job performance, productivity and morale toward work.
For any organization to achieve its set objectives, flourish, stand a test of time, such organization “must” imbibe the concept of true remuneration as the only way out or avenue of improving workers job performance. Many teachers in our public secondary schools still live from hand to mouth due to poor remuneration scheme implemented by our government. This has actually affected our educational system, as teachers offered very little or nothing to improve the standard of education in our secondary schools.
It is on this back drop that this research work seeks to find out the impact of remuneration on teachers job performance in our public secondary school. The pertinent question therefore is “what is the relationship between remuneration and teachers’ job performance.
1.3 Purpose of the Study
The major purpose of this study is to highlight the benefits of remuneration to the education sectors, teachers, students, non-teaching staff of secondary schools in Uyo Local Government Area in Akwa Ibom State.
Specifically, this study will examine:
- The influence of basic salary on teachers’ job performance.
- The relationship between fringe benefit and teachers’ job performance.
- Whether end of year bonus influences teachers’ job performance.
- To ascertain the influence of house allowance on teachers’ job performance.
1.4 Research Questions
This study will therefore try to answer the following questions:
- Is there any relationship between basic salary and teachers’ job performance?
- To what extent do fringe benefits affect teachers’ job performance?
- Does end of year bonus influence teachers’ performance?
- To what extent does house allowance influence teachers job performance?
1.5 Research Hypothesis
The under listed hypotheses are postulated to guide the study.
- There is no significant relationship between basic salary and teachers’ job performance.
- There is no significant relationship between fringe benefits and teachers’ job performance.
- There is no significant relationship between end of year bonus and teachers’ job performance.
- There is no significant relationship between house allowance and teachers’ job performance.
1.6 Significance of the Study
Effective remuneration scheme remains the corner stone of any organization to achieve its set objective. Therefore this research study will be of immense benefits to the Ministry of Education (Federal, State and Local) government on how to implement an effective remuneration scheme that will ginger teachers job performance, eliminate strike, improve the standard of Education in our society through attractive salary, fringe benefits, staff training, conducive physical working environment and job security.
The research will also be of benefits to the principals of public secondary school which stand to benefits by learning to imbibe and implement the best incentive plan in encouraging teachers efforts in an award, right ceremony, hand written note, holding of meetings with teacher and demanding for their contributions in improving the standard of education.
The research will also be of benefits to students by providing more knowledge and pave way for further study to students teachers, researchers in the area of remuneration as its concern public secondary schools.
1.7 Assumptions of the Study
It is assumed that remuneration of teachers affects their job performance. It is also assumed that the response given by teachers is a representation of all schools in Uyo Local Government Area.
It also assumed that the questionnaire will be accurately completed by the respondents.
1.8 Limitation of the Study
Since this research work is not an experimental design where control of variable is vigorous. It was difficult to control the behaviour of the respondents. The problem of transportation was encountered by the researchers in the course of getting information; some teachers were also unwilling to respond freely during the administration of the questionnaire which made collation difficult.
1.9 Scope of the Study
The study was limited to secondary schools teachers in Uyo Local government Area in Akwa Ibom State. The study is however, mainly for public secondary school teachers of some of the schools in Uyo Local Government.
Out of 19 secondary schools; ;the selection of schools was made by random sampling so that all secondary schools in the Uyo Local Government will have equal chance of being selected.
1.10 Operational Definition of Terms
Remuneration: These are financial incentive (salary bonus) and non-financial incentive (conducive physical working environment) given by an employer to an employee for the work done in an organization.
Fringe Benefits: There are medical scheme, bonus, health insurance, sick benefits, and house allowance given to workers in addition to their salary.
Job Performance: Job performance are duties carried out by teachers in schools which include teaching, discipline, counseling, extra curricular activities.
Salary: Is a fixed amount of money that teacher earns each month for the job done.
