Reward System and Teachers’ Attitude to Work in Calabar South Local Government Area of Cross River State. (Educational Administration)
CHAPTER ONE
Objective of the study
This research is focused on reward system and teachers’ attitude to work in Calabar South Local Government Area of Cross River State.
The specific objectives of the study include:
- To determine how reward system influences teachers attitude to work in Calabar South Local Government Area of Cross River State.
- To determine material rewards influences teachers attitude to work in Calabar south Local Government Area of Cross River State.
- To determine financial renumeration influence teachers attitude to work in Calabar south Local Government Area of Cross River State.
- To find out how verbal rewards influence teachers in Calabar south Local Government Area of Cross River State.
- To examine how intrinsic reward influence teachers attitude to work in Calabar South Local Government Area of Cross River State
CHAPTER TWO
LITERATURE REVIEW
The literature is discussed under the following sub-headings
- Conceptual review of literature on reward system
- Reward system and attitude to work
- Material reward and attitude to work
- Financial reward and attitude to work
- Verbal reward and attitude to work
- Intrinsic reward and attitude to work
- Literature Appraisal
The Conceptual review of literature on Rewards system
Reward is defined by Crowther;Ashby;& Kavanagh (1995) as a thing that is given or received in return for doing something good or for working hard. Maslow (1954) believe that when people excel in the performance of their duties and responsibilities, they must be duly rewarded.
Afful-Broni (2004) states that reward system includes all financial and non-financial arrangements designed to attract, retain, maintain and motivate employees to high levels of performance. Rewards available to employees are generally classified under two headings: Intrinsic and Extrinsic rewards.
Intrinsic reward: This refers to any reward item that comes from inside an individual rather than from any external or outside source such as money or grades. It could be a sense of achievement or feeling of self esteem, pride in one’s work, having a feeling of accomplishment, being a member of a team, job enrichment etc.
Extrinsic rewards: Cole (2002) views extrinsic reward as any external or tangible reward item which is outside the individual and can be visible to others. It could include wages and salaries, fringe benefits, welfare measures, promotions incentives, money etc. Even though rewards to the employee are essentially personal experience, managers of contemporary businesses are keen on finding reliable links between rewards and effective performance. They are also concerned with creating conditions under which organizational and individual employee goals could be harmonized. Reward is considered as a stimulus to harnessing employee appropriate behaviour necessary for the attainment of organizational goals and desired outcomes.
Armstrong (2006) asserts that reward management is concerned with the formulation and implementation of strategies and policies, the purpose of which is to reward people fairly, equitably and consistently in accordance with their values to the organization and thus help the organization to achieve its strategic goals. He adds that reward management deals with the design, implementation and maintenance of reward systems that aim at meeting the needs of both the organization and its stakeholders.
In the view of Gerhart (2004), reward management philosophy recognizes that reward, as a motivation, must be strategic in the sense that it addresses both short and long term issues relating to the value placed on employees in terms of the organization. Armstrong (2006) believes that a reward system must adopt a “total reward” approach, which emphasizes the importance of considering all aspects of reward as a coherent whole that is integrated with other human resource initiatives designed to achieve the motivation, commitment, engagement and development of employees.
CHAPTER THREE
RESEARCH METHODOLOGY
This chapter as a tradition presents the research methodology used in the study. The research methodology is presented under the following sub-headings:
- Research area
- Research design
- Population of the study
- Sampling techniques
- Instrumentation
- Validity of the instruments
- Reliability of the instrument
- Procedure for data collection
- procedure for data analysis
Research Area
The study area is Calabar south Local Government Area of Cross River State. Calabar South local government which is in the Southern Senatorial District was created from the former Calabar Municipal Government. It has eleven council wards which are as follows: Ward 1, Ward 2, Ward 3, Ward 4, Ward 5, Ward 6 ,Ward 7, Ward 8, Ward 9 ,Ward 10, Ward 11. Calabar South is a Local Government Area of Cross River State, Nigeria. Its headquarters is in the town of Anantigha.It has an area of 264 km² and a population of 191,630 as at the 2006 census.
Calabar south is bounded at the North by Calabar Municipal council, at the south by the atlantic ocean, by the east by Akpabio local government area, and at the west Akwa Ibom State. The topography of the Local Government is undulating with shallow depressions, dry valleys and few rivers, which lie far apart between the predominant plains. Marshes and swamps influenced by the great Qua River traverse a large portion of the Local Government Area.
Calabar south has the Efuts as its major tribe with about 17 villages and clans. Educationally, Calabar south has the Cross River University of Technology situated in its domain, several bible seminaries, with so many private and public primary and secondary schools. The area is educationally advantaged. Prominent locations in the area are hotels some land marks, estates, marina resort, river tributries and parks. Occupations include farming, trading, fishing and civil service.
Research design
The research design adopted in this study was the survey design. This design was preferred because according to Emory (1980) the design helps the researcher to select reasonable and considerable sample from a large population and using questionnaire to get responses from respondents with the aim of making inferences or generalization on the population at a given point in time about chosen problems or variables.
The researcher adopted the survey design in order to survey and study selected schools in Calabar south Local Government Area of Cross River state with a view making inference instead of studying the entire schools in the area.
CHAPTER FOUR
DATA ANALYSIS, INTERPRETATION AND DISCUSSION OF RESULT
Introduction
This chapter present and also discusses the findings of the study. It begins with the general description of respondents’ demographic characteristics. It also presents hypothesis –by-hypothesis testing and interpretation of results. The findings of the study are also summarized and discussed.
Table 1 above shows that out of the 100 respondents sampled, 42 representing 42% were male teachers while 58 representing 58% of the sample were female teachers. This further shows that among the respondents sampled, female teachers were more than the male teachers.
CHAPTER FIVE
SUMMARY, CONCLUSION AND RECOMMENDATION
Introduction
This chapter presents a summary of the study and conclusions drawn. The chapter also make recommendations for improvement both in the variables of the study for effective implementation respective stakeholders to whom this work is of significance to. The chapter is concluded with suggestions for further studies.
Summary of the Study
This study was designed to assess the influence of reward system on teacher attitude to work in home background on academic performance of primary school pupil in Calabar south Local Government Area of Cross River State.
In order for the researcher to achieve the purpose of the study, the four null hypotheses tested were rewards system, poor organizational rewards, poorly designed compensation packages and employee psychological readiness and a dependent variable- teachers attitude to work.
The survey design was used where twenty (20) primary schools in the study area were surveyed. A systematic random sampling technique was used to sample 100 teachers who formed the sample size of the study.
A twenty-four (24)-item questionnaire was constructed and used to obtain data on the variables of the study from the respondents.
The demographic characteristics of respondent were presented and inter-presented using tables and simple percentages which opinions of respondents on the study variables were analyzed using Pearson’s product moment correlation (ic) analysis.
After successfully testing of the four (4) null hypothesis formulated for the study, the following result were obtained.
- There is a very strong relationship between reward system and teachers attitude to work.
- There is a perfect relationship material reward and teachers attitude to work.
- There is a strong correlation between financial remuneration and teachers attitude to work.
- There is a strong correlation between verbal reward and teachers attitude to work
- There is a strong correlation between intrinsic reward and teachers attitude to work
Conclusion
Sequel to the findings of this study, it can be inferred that teachers attitude to work is significantly influence by factors such as; Reward system, poor organizational rewards, poor compensation packages and employee psychological readiness Therefore the federal, state and local government, should issue funds to school administrators to enable them provide good rewards and incentives, increase salaries and welfare packages as well as improve economic situation of teachers in order to achieve and sustain improved work performance among teachers.
Recommendation
In view of the findings highlighted in this study, the researcher has made the following recommendation:
- Accurate and realistic data should be used for effective educational planning by experts in educational planning, administration and supervision.
- Government should set programmes aimed at initiating regular rewards and incentives among teachers.
- School administrators should adopt adequate rewarding measures to boost then psychological readiness of teachers.
- The ministry of education should come up with programmes that will help teachers improve their attitude in the classroom.
- Administrators should ensure that they do everything possible to motivate teachers as means of helping them to improve performance.
- Career counseling should be introduced in schools to help teachers be guided on how they go about their responsibilities
Suggestions for further studies
Based on the result of the study, the following suggestions have been made for further studies:
- Further studies should be carried out using students teachers attitude to work as the dependent variables.
- The same study should be carried out in the non-school setting aspect as the nomadic education, and the adult/informal training.
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