The Role of Motivation of the Teachers in the Teaching of Biology (Case Study of Ese-ode Local Government Area, Ondo State)
CHAPTER ONE
Objective
The purpose of the study is as follows:
- To find out the impact of the motivation on teachers performance
- To find out whether the proper use of motivation techniques have a positive or negative effects on the performance of teachers.
- To find out whether teachers in Ondo State are presently satisfied with the condition of service.
- To find out whether financial incentives improve workers performance more than non-financial incentives.
- To find out the extent to which motivational determinants are in teaching profession whether the teacher in Ondo State will quit teaching profession.
CHAPTER TWO
REVIEW OF RELATED LITERATURE
In this chapter, the researcher will review some past literate related to the study. This will enable the researcher to know how some writers and scholars have applied their various theories to a particular case they have studied and also to find out the conclusion reached by them. It is essential to say that effective application of the concept of motivation will undoubtedly enhanced the productivity and the performance level of teachers.
Therefore, in view of the nature of performance level which dictates output capacity in schools, an attempt will be made to first of all diagnose the common or causal factor causing the low background of information I respect of productivity and teachers performance in Ondo State.
PERFORMANCE DEFINITION AND EXPLANATION
According to the encyclopedia world dictionary. It defines performance as the way in which something reacts under certain condition or fulfils the purpose for which it has intended. According to Oxford advanced learners dictionary 6th edition, performance is how well or badly an assignment is being carried out performance could be seen as the act of carrying out something in the most effective and efficient way.
THE MEANING OF MOTIVATION
According to Knootz (1983) motivation is seen as an entire class of desires, needs wishes and similar forces which channel behaviour and forward goal. In an article entered finance reward as a motivational tool to teachers in the business time the writer Ogwu (1984) says financial words is the most important of all motivational tools in any given organization. Financial reward covers inform of higher pay cash gifts and financial assistance to teachers in form of car loans, building and furniture. Higher pay everything be equal will actually induce teacher to put more effort to work and improve productivity, undoubtedly, life is expressed as function of afford their individual desire, with satisfaction, many of the problem being met is an encouragement to work harder until the next payment comes into hands where conversely there is adequate salary and situation where teachers may not manner in order to attain the desired objectives or goal with minimum effort and time.
CHAPTER THREE
METHODOLOGY AND PROCEDURE OF STUDY
In this chapter effort is made to explain the method used in gathering the materials needed for the research work. This is because collection is a choice and important aspect of a successful research work.
RESEARCH DESIGN
This research work is designed to ascertain the impact or infect of motivation on the performance of teachers in some selected secondary school in Ese-Odo Local Government Area of Ondo State. The research took into consideration the relevance of using the research questionnaire which constructed to annex the answer awareness of the aim and objectives of the study.
CHAPTER FOUR
PRESENTATION OF DATA AND DISCUSSION OF RESULTS
In the presentation of this data, the effect of motivation on the performance of teacher in Nigeria. Table and percentage will be used. A total of ninety six questionnaires were printed and distributed to the target respondents and a good responses of ninety six percent was obtained. Questionnaires were administered to eight (8) schools used as sample and the responses obtained from each school are indicated in the table below.
CHAPTER FIVE
SUMMARY CONCLUTION AND RECOMMENDATION SUMMARY
At this point the research attempt to briefly look at some of the major content discussed in the previous chapter before drawing the conclusion in chapter one brief discussion of the background of the study was made by the researcher.
Other important issues enumerated include statement of the problem, purpose of the study, significance of the study etc chapter two which is literature review take a look at the definition of performance and motivation by some scholars such as Herzberge Mc Gregon, Maslow, Lvan Pavlov, B.F Skinner, Fredrick, Wislew Taylor etc. the aim is to see how worker are being motivated
In chapter three, if focused on the method used to collect or gather information and predominately the questionnaire method was used while in chapter four presentation of data retrieved from respondents and findings were made, some of the format used were tables, percentage etc the aim was to give a fair and concise interpretation of the respondents to the questionnaires.
Conclusively, people and teachers in particular are motivated mostly by money; this is to inform their respondent on issues that concern money as revealed by the study. The reason is that a greatly percentage of the member of the society are still in the physiological level of Maslow hierarchy of needs which is a reflection of the economic development of our country and the importance attached to wealth in our society. The result of this study indicated that the motivational tools actually affect the productivities of the research investigations shows that the staff are not motivated by motivational tools and other things like the joy of living employed, regular payment of salary and allowance etc. the survey also suggest that the staffs lack well equipped or furnished offices and in most, about five staff hate chalet in their floor staffroom. This they said was denominational the survey also further reveals that many teachers were long over due to promotion but not affected due to one reason or the other
CONCLUSION
Further more, good working environment should be provided for teachers due for promotion should be granted benefits of promotion
Teachers should be provided with free house, subsidized canteen or tea during office hours
On the job, training should be encouraged teachers should be allowed access to the use of school cars, medical cars etc
Management should employ modern administrative techniques adequately and finally teacher should be given recondition in Ese-Edo Local Government Area Igbekebo Ondo State.
RECOMMENDATION
The research having carried out a fair study of the topic hereby makes the following recommendation to the government and other employers of teacher. The teaching services board should be given its own commissioners it is the opinion of the researcher due to the information retrieved and finding made therefore that the teaching service board should be given its own commissioners which will make it so easy for the problem of teaching service to reduce. This is in view of the present complex process of communication between the teachers and the government.
The current system where by teacher complaints are channeled via the chairman of the teaching service boards to permanent secretary in the ministry of education and finally to the government will no doubt cause loss in the ministry of education and finally to the government will no doubt cause less in the unnecessary modifications of the original message resulting in less of content which would bring about delay in government response. If this suggestion looked at it with merit, the channels of communications would be reduced and quick attention would be given to teachers issues which will in turn encourage and motivate their performance. The area selected for further studies include:
The role of motivation on the performance of secondary school student.
REFERENCES
- Adolola (1985). Good working environment; national concord April 10th
- Applebleg (1984): job satisfaction to workers; daily times April 4th
- Ejiofor, P.N.O.E. and Aniagoli (1984): managing the Nigeria workers; Longman Nigeria limited p. 307-317.
- Harks P. and Simon Plten, Encyclopedia World Dictionary, hamlyn publishing group limited, pp 1168.
- Ikechukwu, W. J. (1984). Enrichment effect on workers business times March 6th.
- Koontzi, O. Daniel and Weigh Rick (1983). Management Hill International Book Company.
- Lambert, U. E. (1994). Theoretical approach to public administration, John Lad Limited.
- Nwanchukwu, C. C. (1990). Management theory and practice pp. 181 content theory process of motivation adopted from C. C.
- Own, E. P. (1975). Development of motivation modern management.
- Ogwu, G. C. O. (1973) financial rewards as a motivational tool to workers, business time November, 7th.
- Stone, J. A. (1973). Management London, practice Hall International inc. pp 146
- Ukeke, K. A. K. (1945). Promotion as a motivation to workers management, Ibadan Oxford University Press.
- Uganda, E. (1985). Welfare facilities as a motivational tool to workers.
