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PROJECT TOPIC- IMPACT OF MOTIVATION ON THE PERFORMANCE OF TEACHERS IN SECONDARY SCHOOL IN EZZA NORTH LOCAL GOVERNMENT AREA OF EBONYI STATE

PROJECT TOPIC- IMPACT OF MOTIVATION ON THE PERFORMANCE OF TEACHERS IN SECONDARY SCHOOL IN EZZA NORTH LOCAL GOVERNMENT AREA OF EBONYI STATE

CHAPTER ONE

INTRODUCTION

Background to the Study

Education is a powerful instrument in advancement of individual and national goal. That is why Federal Republic of Nigeria in her National Policy on Education (2004) recognized education as “as instrument par excellence for effecting national development”. Education being the key to national development and technological advancement of any nation has the teacher atthe center. The teacher is the person whom the society delegates the education of its youths.

The teacher is specially selected, trained and educated for the job of dispensing knowledge to others according to their needs and capabilities. He engages in interactive behaviour with the learners for the purpose of effecting a change in the learner. The teacher does this by guiding the learner through planned activities, so that they may acquire the richest learning possible from their experiences, (Ndubuisi 2013).

Teaching is not the sole job of the teacher, but representsone major aspect of the teacher’s responsibility. Apart frominstructional process, teacher is also a motivator,   moderator,   guidance counsellor and supervisor of learning. In an ever-changing society with developments in all human endeavors, culture and value system, the teacher is the one who is at the hub of the activities, nurturing, and transforming, translating, adapting, improving and interpreting new ideas, to create social harmony.

Hence Hornby (2006) defined a teacher as one whose profession is, or whose talent is the ability to impart knowledge, practical skill or understanding. Awah (2007) sees the teacher as an expert in some areas of knowledge and skills, as well as agent of social change. As an agent of social change, he is at the centre of knowledge and frontiers of new findings, be it scientific, technological, social, economic and in all his dealings, his pedagogical training comes to bear.

No wonder the National Policy on Education (FRN, 2004) states that no education system can rise above the quality of its teachers. The teacher remains the producer of all other professionals visa‐vis Lawyers, Doctors, Pharmacists, Engineers, Social Scientists, Architects to mention but a few. The wheel and hub that propels all educational goals, aims and objectives, policies and strategies for successful attainment is the teacher.

The teacher is meant to be productive in the field, and without being biased. In view of the teacher’s responsibilities to the society and schools, the teacher should be paid promptly and properly motivated to enable him do his job satisfactorily. A happy teacher does his job to the best of his ability and to the satisfaction of the Ministry of Education, the learners and parents, society and nation.

Lack of proper motivation has adversely affected the effectiveness of the Nigerian teachers in relation to classroom management and activities. Some intellectuals like Nwafor (2000) and Okeke (2007) had supported this view point. While Nwafor agrees that this had led to the falling standard in education, Okeke states that lack of motivation or incentives to teachers (the concomitant effect of which is generally high rate of teachers’ attrition) had, in no small way, helped to dampen the effectiveness and morale of teachers.

To ensure quality in teachers’ workforce, the policy implementers should take into account the interplay of certain critical variables that influenced teachers’ careers. These include among others pre-employment training, remuneration, and personnel development. The term motivation as stated by Anyim and Akanwa (2002) originated from the Latin word “movere” meaning to move, impel or act. One of the founding fathers of motivation, Dewey in Awah (2007) described motivation as an entity or stimulus that impels one to a particular action.

Motivation is further defined by Ekeh (2000) as the inner state that causes an individual to behave in a way that ensures the accomplishment of goals. This implies that motivation explains why people act as they do. Adesina in Onyenwe (2009) gave the managerial definition of motivation as stimulating people to action, to achieve desired goals. Since productivity and job satisfaction is as a result of the behaviour of members of the organization, motivated staff is the key to achieving organizational goals.

Also, scholars like Oboegbulam (2004) conceived motivation as a legitimate psychological construct, an inner drive, incentive, inspiration or encouragement leading to achievement of desired goals. Motivation in this study is therefore defined as a reinforcer that could make a teacher enhance his productivity with or without supervision, cause him to be happy and eager to perform his official tasks effectively.

It is the forces that account for the arousal, selection, direction, and continuation of behaviour. As longas one chooses goals and expends a certain amount of effortto achieve them, he is, by this definition, motivated. Motivationtheories create the circumstances that influence one to do what you want him to do.

Teacher motivation is the arousal of the teacher’s interest to do more work and be sustained on the job. This can be done through incentives, promotions, regular payment of salaries and allowances, enhanced welfare scheme, and enhanced salary structure, recognition, raising the status of the teacher. A teacher who has shown so much enthusiasm in his/her job should be motivated. In line with this, Badu (2003) asserts that productivity level is the barometer to measure the output of that person who has a well boosted morale as a good form of motivation. What this means is that motivation raises productivity level. Where it is absent, there cannot be morale boosted individual, talk more of assessing the good productivity margin. Teachers may fail to perform their professional duties when their rights and privileges are denied.Motivation plays a vital role in the performance of a given task. Fabumni (2000) observes that in any organization, the goal of productivity is the major task of the leadership. The educational goals depend on how well the teachers are motivated to effectively discharge their duties.

The issue of motivation and morale of teachers has become very critical and topical in recent times. Every written document about teachers extols the roles and the importance of teachers in the education process, yet when it comes to the question of how to improve and motivate them,those whose duty it is to manage and administer to teachers fail to do so. The outcome is low work output by teachers and low   academic   achievements   by   students   and   pupils.

Today, things have changed tremendously. For teachers to respond promptly to their present demands and needs and perform optimally, they need good working conditions and enhanced welfare schemes (Nworgu, 2007). Teaching constitutes part of the labour force that shares such variables when manipulated or selected, modify the relationship of the independent variable to an observed phenomenon. Such variables include, socio-economic status, motivation, enhanced salary structure, prompt payment, leave grants, and job satisfaction etc as variables for investigation.

Primary and secondary school teachers lay the foundation for pupils/students who intend to be doctors, nurses, engineers, pharmacists, politicians and any other profession. Therefore, if these teachers are not properly motivated and sustained on the job, it means that Nigerians are gradually destroying the only profession that tend to give them economic, social and political development as private schools cannot run free education.

The best way to make teachers effective in the performance of their duties should be to motivate them through regular harmonization of their conditions of service, fringe benefits, in-service training and promotions (Nworgu, 2007). As teachers are motivated in their work, the out comeof their workout put increase the academic performance of the students and the teachers as well. Hornby, (2000) defines performances as the act or process of carrying out something or execution of an action, a repetitive act, fulfillment or implementation.

In this respect, teacher performance connotes the teachers’ role of teaching students in class and outside the class. The key aspects of teaching involve the use of instructional materials, teaching methods, regular assessment of students, making lesson plans, assessment of pupils, conduct of fieldwork, teachers’ participation in sports, attending school assembly and guidance and counseling. Therefore, teacher job performance is the teacher’s ability to integrate the experience, teaching methods, instructional materials, knowledge and skills in delivering subject matter to students in and outside the classroom.

Teacher performance in this study will be measured by regular and early reporting at school, participation in co-curricular activities, supervision of school activities, adequate teaching preparation (schemes of work, lesson plans), making and general punctuality among others.Therefore, if these teachers are not properly motivated and sustained on the job, it means that Nigerians are gradually destroying the only profession that tend to give them economic, social and political development as private schools cannot run free education. The best way to make teachers effective in the performance of their duties should be to motivate them through creating a conducive environment, increment of salary, job security, implementation of favourable administrative policies in the school system, (Nworgu, 2007).

PROJECT TOPIC- IMPACT OF MOTIVATION ON THE PERFORMANCE OF TEACHERS IN SECONDARY SCHOOL IN EZZA NORTH LOCAL GOVERNMENT AREA OF EBONYI STATE

Statement of the Problem

The level of motivation of teachers remains central in the teaching job performance debates. Despite the fact that government has improved the teacher payroll management and made resources available for increase in the secondary school teachers’ salaries as a way of motivation, there has been deteriorating standards of professional conduct, including serious misbehaviour (in and outside of work), poor preparation of teaching materials especially lesson notes, lack of continuous students’ assessment general poor professional performance, and teacher absenteeism are unacceptably high and rising.

Consequent upon these are low academic performances, examination malpractices, cultism, stealing, and prostitution by students. Therefore, the problem of this study is to determine the impact of motivation on the performance of teachers in secondary schools in Afikpo North Local Government Area of Ebonyi State.

Purpose of the Study

The main purpose of this study is to investigate the impact of motivation on the performance of teachers in Secondary School in Afikpo North Local Government Area of Ebonyi State. Specifically, the study sought to:

  1. Find out the impact of Job motivational factors that affect the performance of teachers in secondary school in Afikpo North Local Government Area of Ebonyi State.
  2. Determine the environment motivational factors that affect the performance of teachers in secondary school in AfikpoNorth Local Government Area of Ebonyi State.    
  3. Ascertain the administrative policies that affect the performance of teachers in secondary school in AfikpoNorth Local Government Area of Ebonyi State.
  4. Find out the influencesof motivational factors on the performance of teachers in secondary school in AfikpoNorth Local Government Area of Ebonyi State.

Significance of the Study

This research will be of immense significance to the following: school administrators, government, parents, the society, the teachers as well as students.

A study of this nature will enable the school administrators to be well informed on how best to manage schools by motivating the teachers, so that they can experience job satisfaction that enhance productivity in the school system. With this, the goals and objectives expected in our schools will be more achievable because, in a situation where the teachers are not motivated in their work, there is every tendency that the goals of the schools cannot be actualized.

The findings generated by this study will enable the government   to use   all   the   available   resources tomotivate teachers, and make them feel happy in their job to realize educational objectives of the state government. The government in all ramifications will be in a better position to motivate, retain and maintain the Secondary Schools teachers in order to enable them put more efforts that will lead to the achievement of higher productivity.

The parents through the findings of the study will realize the value of their money and efforts expended in training their children, since the secondary education system will be result—oriented as compared with the half —baked students being produced. This also will enable parents to appreciate the dignity of labour on the efforts of teachers as there will be increased work output by the teachers.

Furthermore, through the findings of the study, the students’ interest to learning will be restored because, the teachers would devote their time in teaching and adequate guidance counselling exercise, the students’ achievements will be high, thereby reducing the mental agony and stress parents undergo when their wards and children perform poorly in both internal and external examination. More importantly, cheating and examination malpractices will be minimized as teachers tend to put up their best in the classroom. Also, the society will benefit from this study as the chained fallouts from strike actions by the teachers such as examination frauds, half-baked graduates and other consequent societal evils will be reduced to a minimum.

The study will help to arouse the morale of teachers. It would increase productivity, thereby encouraging the intellectual output from secondary schools and make the teachers compete favourably with their counterparts in other education zone and states in the federal republic of Nigeria.

Scope of the Study

The study focused the impact of motivation on the performance of teachers in Secondary School inAfikpoNorth Local Government Area. Only public secondary schools teachers will be involved in the study. The content covered concept and factors of motivation, job performance, teacher/education,and theories of motivation and job performance.

Research Questions

The main purpose of this study is to investigate the impact of motivation on the performance of teachers in Secondary School in Afikpo North Local Government Area of Ebonyi State. Specifically, the study sought to:

  1. What are the Job motivational factors that affect the performance of teachers in secondary school in Afikpo North Local Government Area of Ebonyi State?
  2. What are the environment motivational factors that affect the performance of teachers in secondary school in Afikpo North Local Government Area of Ebonyi State?
  3. What are the administrative policies that affect the performance of teachers in secondary school in Afikpo North Local Government Area of Ebonyi State?

What are the influences of motivational factors on the performance of teachers in secondary school in Afikpo North Local Government Area of Ebonyi State?

PROJECT TOPIC- IMPACT OF MOTIVATION ON THE PERFORMANCE OF TEACHERS IN SECONDARY SCHOOL IN EZZA NORTH LOCAL GOVERNMENT AREA OF EBONYI STATE

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