Achievement Motivation and the Productivity of Secondary School Teachers
CHAPTER ONE
OBJECTIVE OF THE STUDY
The objectives of the study are;
- To understand the psychology of workmen including the teachers in a given work environment.
- To establish the relationship between motivation and academic achievement and productivity
- To understand the importance of motivation and academic achievement in a well planned and organized academic environment.
CHAPTER TWO
REVIEW OF RELATED LITERATURE
Concepts of motivation
According to Okumbe (1998), “Motivation is a process that starts with a physiological deficiency or need that activates behavior or a drive that is aimed at a goal or incentive.” Motivation therefore consists of needs (deficiencies) which set up drives (motives) which help in acquiring the incentives (goals). Drives or motives are action-oriented while incentives/goals are those things which alienate a need. According to Joan Marques (2010), motivation is what people need to perform better and can only work if the right person with the right skills has been placed in charge of the task at hand Luthans (1998). The productivity in any organization is a function of how well employees perform their various tasks. This productivity is very much dependent upon other factors, job analysis, job recruitment, selection and job placement of the employees. However, a greater performance of an organization does not depend upon only these crucial variables. The individual performance is a function of the ability and the willingness of the worker to perform the job (Ngumi, 2003). Motivation constitutes one dimension that has received considerable attention for the purposes of understanding the individual worker and his/her working environment (Wofford, 1971). It is then notable that when employees are highly satisfied, the production in the organization will always increase. Motivation is said to result when the sum total of the various job facets give rise to feelings of satisfaction; and when the sum total gives rise to feelings of dissatisfaction, job dissatisfaction results. Improving any one of the facets leads to the direction of job satisfaction and eliminating any one of them leads to job dissatisfaction (Mutie, 1993). It is therefore evident that improvement of job satisfaction among workers in any organization is a linchpin of productivity. Motivation covers all the reasons which cause a person to act including the negative ones like fear along with the more positive motives such as money, promotion or recognition (Aldair, 2009). The source of motivation is both intrinsic and extrinsic. Intrinsic motivation occurs when people engage in an activity without external incentives.
CHAPTER THREE
RESEARCH METHODOLOGY
Research design
The researcher used descriptive research survey design in building up this project work the choice of this research design was considered appropriate because of its advantages of identifying attributes of a large population from a group of individuals. The design was suitable for the study as the study sought to achievement motivation and the productivity of secondary school teachers
Sources of data collection
Data were collected from two main sources namely:
Primary source and Secondary source
Primary source:
These are materials of statistical investigation which were collected by the research for a particular purpose. They can be obtained through a survey, observation questionnaire or as experiment; the researcher has adopted the questionnaire method for this study.
Secondary source:
These are data from textbook Journal handset etc. they arise as byproducts of the same other purposes. Example administration, various other unpublished works and write ups were also used.
CHAPTER FOUR
PRESENTATION ANALYSIS INTERPRETATION OF DATA
Introduction
Efforts will be made at this stage to present, analyze and interpret the data collected during the field survey. This presentation will be based on the responses from the completed questionnaires. The result of this exercise will be summarized in tabular forms for easy references and analysis. It will also show answers to questions relating to the research questions for this research study. The researcher employed simple percentage in the analysis.
CHAPTER FIVE
SUMMARY, CONCLUSION AND RECOMMENDATION
Introduction
It is important to ascertain that the objective of this study was to ascertain achievement motivation and the productivity of secondary school teachers
In the preceding chapter, the relevant data collected for this study were presented, critically analyzed and appropriate interpretation given. In this chapter, certain recommendations made which in the opinion of the researcher will be of benefits in addressing the challenges of achievement motivation and the productivity of secondary school teachers
Summary
This study was on achievement motivation and the productivity of secondary school teachers. Three objectives were raised which included: To understand the psychology of workmen including the teachers in a given work environment, to establish the relationship between motivation and academic achievement and productivity, to understand the importance of motivation and academic achievement in a well planned and organized academic environment. In line with these objectives, two research hypotheses were formulated and two null hypotheses were posited. The total population for the study is 200 staff of selected secondary schools in Ibadan. The researcher used questionnaires as the instrument for the data collection. Descriptive Survey research design was adopted for this study. A total of 133 respondents made up principals, vice principals adm, senior staff and junior staff were used for the study. The data collected were presented in tables and analyzed using simple percentages and frequencies
Conclusion
The study also concluded that teachers’ age negatively influenced school performance. This implied that the more teachers are advanced in age the poorer the school performance. The study also concluded that influenced performance revealed a strong relationship between working condition and school performance in secondary school. The study further concluded that there was a strong relationship between professional development and teachers performance in secondary school. It was also concluded that had a strong relationship between remuneration related factors and school performance in secondary school. In other words, school performance in secondary schools may be explained by the prevailing remuneration factors.
Recommendation
Teachers who are closer to the students than other stakeholders should be provided with opportunities for professional growth. This may be done by sponsoring regularly the teachers to attend workshop, seminars and granting them to study with pay if they wish to go for further studies. This is also by giving the teachers more responsibilities by allowing them to handle different classes and assigning them other duties
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