Motivating Factors as Predictors of Teachers Productivity Among Private School Teachers in Lagos State
CHAPTER ONE
Objectives of Study
The specific objective was guided by the following specific objectives
- To establish motivational techniques/tools used by the heads of the schools / Ministry of Education to motivate teachers in Lagos state.
- To determine the views of teachers about intrinsic and extrinsic motivation factors/ tools
- To determine the impact of intrinsic and extrinsic motivation factors used by heads of schools and ministry of education in overall teacher’s performance.
CHAPTER TWO
LITERATURE REVIEW
Introduction
The purpose of this chapter was to lay grounds for the study by reviewing concepts and theories on employee motivation and performance. It also examines intrinsic and extrinsic motivational factors as well as the relationship between motivation and work performance. The chapter also reviews some of studies conducted on employees’ motivation and performance.
Motivation
Definition of Motivation
Motivation has been a subject of concern in the past twenty years and has established itself as an integral part in current organizational settings. Motivation is quite complex subject to comprehend thus placing awareness to the fact that several factors influence employees’ performance in a particular organization.
This implies that what motivates one worker in one organization was not definitely motivate the other employee even within the same organization Due to this complexity, various definitions have been put forward and only a few of them were briefly examined.
McShane et al (2013, p. 132) defines motivation as “…A factor that exists in an individual which has the potential to affect the way, strength and eagerness of behaving towards work”. This definition of motivation has been supported by Petri & Govern (2013,) who re- iterated that, “motivation is the thought that explains the propelling force in an individual that explains differences in intensity of behavior”.
Motivated employees were willing to devote time to a certain level of commitment for a particular objective in an organization. Certain actions which include changing jobs that employees perform, bringing down the levels of hierarchy and relegating many employees in the motivation process are significant enough to damage the levels of trust and commitment necessary for employees to perform above work requirements. Moreover, employee needs are changing as younger generations of employees have different expectations for their work than older workers. This is as a result of globalization which has made workforce variations of the complex issue of motivation. (McShane & Von Glinow 2013, p. 132).
Motivation is the thought that explains the propelling force in an individual that explains differences in intensity of behavior” (Petri & Govern 2017,). There are two types of motivation present in the workplace: intrinsic and extrinsic (Adam 2017, p. 230). By that it means that job related variables affecting motivation have intrinsic and extrinsic motivational values that drive the employees to perform. Given that most employees are intrinsically and extrinsically motivated simultaneously, hence a conclusion can be made that intrinsic and extrinsic motivation are not mutually exclusive (Deci & Ryan 2012).
CHAPTER THREE
RESEARCH METHODOLOGY
Research Design
Kothari (2008, p. 31) defines research design as “the arrangement of conditions for the collection and analysis of data in a manner that aims to combine relevance to the research purpose with economy in procedure”. It is the conceptual structure/plan within which research is conducted and constitutes the blue print for collection, measurement and analysis of data (Kothari 2008, p. 32; Malhotra 2017, p. 86; Cooper and Schindler 2001).
This study adopted a descriptive research design, which according to Cooper and Schindler (2013) involves surveying people and recording their responses for analysis. Within the descriptive research design, this study incorporated both quantitative and qualitative research approaches to better understand the relationship between variables in the research problem.
Target Population
The study targeted the heads of secondary schools and teachers from 18 private secondary schools in ikeja- Lagos state, also was targeted school teachers and department teachers. Table 3.1 shows a break-down of population categories in the study areas.
CHAPTER FOUR
DATA PRESENTATION, ANALYSIS AND DISCUSSION
Introduction
The chapter presents the findings of the study and gives a discussion of the findings. This is because the interpretation and discussion of the presented data are very important to bring a clear meaning of the research findings and avoids distortion and the possibility of drawing misleading conclusions (Adam et al 2008, p, 229). The data in research was about the effect of motivation on the performance of private secondary school teachers in ikeja, lagos. The researcher specifically examined the following objectives:
- To establish motivational techniques/tools used by the heads of the schools / Ministry of Education to motivate teachers in ikeja, lagos.
- To determine the views of teachers about intrinsic and extrinsic motivation factors/ tools
- To determine the impact of intrinsic and extrinsic motivation factors used heads of schools and ministry of education in overall teacher’s performance.
This chapter is structured as follows: first, it presents the background information of the respondents. This included personal information relating to the gender, age, marital status, education level, length of employment and department they work for with their respective schools. Next, data relating to specific research objectives is given and discussion of the findings follows. A conclusion is made to each research objective based on the findings; finally the chapter closes with an overall summary.
CHAPTER FIVE
SUMMARY OF FINDINGS, CONCLUSION AND RECOMMENDATIONS
Summary of Findings
Research objective 1: To Establish Motivational Techniques Used by Heads of Schools to Motivate Teachers in ikeja, Lagos state
The findings in the research revealed that motivation for teachers to join the teaching profession are: job security, absence of job alternatives or prospects for employment. Salary though listed as another factor, was almost the lowest in order of importance suggesting that salary maintenance (hygiene) factor as known in literature.
(ii) Research objective 2: To Determine the Views of Teachers About Intrinsic and Extrinsic Motivation Factors.
The research findings revealed that the majority of teachers is motivated by intrinsic factors while few are motivated by extrinsic factors. Those of extrinsic factors that are available to teachers in other countries are absent in nigerian secondary school. These extrinsic motivators include salary, free accommodation, free meals, weekly allowance, or remuneration for extra teaching.
However, those extrinsic motivators they exist in some schools are still inadequate to meet basic needs of teachers. The results further showed that even where intrinsic motivators are offered to teaching staff, the majority of them admitted that morale to perform was still less than adequate. This suggests there is silent strike among private secondary school teachers. These findings are in disagreement that of Aacha (2010) who found that performance of teachers in the studied primary schools in ghana was good despite the fact that their motivation was inadequate.
Recommendations
In this research several issues of concern about the motivation of teachers and their performance in private secondary schools were identified. The following are recommendations to address them singly or separately.
First, the study revealed that salary level for teachers in studied private secondary schools was regarded to be below average income earner in nigeria. The majority of teachers complained about the inadequacy of their salary levels not able to meet their basic needs in the face of increasing cost of living in Lagos state. This in lots of ways de-motivated teachers. The MoEVT in consultation with Teachers Representatives (CWT) should negotiate and set up an appropriate salary scale that is in tune with the current economic environment. This will not only ensure teachers get an adequate salary to meet at the basic needs but will also in many ways provide one of the important extrinsic motivation factors for teachers to increase their performance at schools.
Furthermore, the findings revealed a lot of other extrinsic motivational factors such as free meals, free accommodation, weekly allowance and access to advance payment in case of urgent teachers’ requirements were not available to teachers in most secondary schools. These have resulted in high levels of de-motivation to teachers. The MoEVT should increase the current teacher’s allowances in school and make them available to every school so that teachers will get motivated to go the extra mile to work hard and improve students’ performance.
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