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TEACHERS’ MOTIVATION AS A TOOL FOR EFFECTIVE SECONDARY SCHOOL
ADMINISTRATION
CHAPTER ONE
1.1 BACKGROUND OF THE
STUDY
The efficient and effective management of any
organization lies in the abilities of the top management, to put in place
measures that would ensure constant greater productivity and a comfortable
working relationship between management and the subordinates. Consequently,
motivation has often been an effective tool used by managers and administrators
to boost productivity and commitment among members of staff in any
organization.
The word
“motivation’’ according to R’eem (2011) is derived from the Latin word ‘motus’
a form of verb ‘movere’ which means to move, influence affect and excite. Strivastava
and Bhatia (2013:18), defined motivation as an action that triggers, propels
and directs human behaviour and how this behaviour is preserved to achieve a
particular goal. Mostly in secondary
schools, principals are main administrators of staff and students, the
motivational strategies and the ways they are employed by the administrators
can impact positively or negatively on the attainment of the organizational
goals depending on the administrative and managerial style of the principal.
Since teachers are the most important
factors in determining the quality of education that students receives.
Teachers’ motivation has an important effect on students their satisfaction and
fulfillment for this reason, teachers are to be given proper care so as to
bring out their best in delivering their services hence human resources are
considered the most important factor of production. Teachers are vital
component of school administration that is why, the Federal government of
Nigeria made it clear in her National Policy on Education FRN (2004), that the
purpose of teacher education should be to produce highly motivated, conscious
and efficient classroom teachers. The Federal Government of Nigeria introduced
training programmes, workshops, seminar that will enhance the motivation of
staff for better success.
In most
cases, when teachers are motivated, they perform better than when they are not.
Oguru (2000) opined that, there are two types of motivation: intrinsic and
extrinsic motivation. Intrinsic motivation refers to self generated factors
that influence people to behave in a particular way e.g responsibility, freedom
to act, scope to use and develop skills and abilities, interesting and
challenging task and opportunity for advancement. While extrinsic motivation
can be defined as what is done to people to motivate them in areas of their
work, for example, rewards like increased pay, praise or promotion etc. Obi
(2003) stated that, a well motivated and flexible work force can be achieved by
a coherent approach to developing strategies in the area of raising teachers’
salaries without stream lining the payment system. When this is done, it will provide an environment that is
conducive for the satisfaction of various needs of teachers as to be dedicated
in performing their task of teaching as well as empowering them to give high
quality outputs and avoid wastage in terms of dropouts, carryover and
failures by students as the case may be.
It is a fact that, without dedicated, satisfied and motivated teachers, there
will be no base for support and stability of education.
According to
Ogbonnaya (2005), education is the bedrock of all developments. As such, the
importance of education to a nation’s development cannot be over emphasized so
also the importance of teachers who are the pillars in the stability and
sustainability of education. But it is quite unfortunate that the contemporary
teachers keep complaining of poor conditions of service and lack of status in
the society and that could be attributed to irregular payment, lack of fringe
benefits, lack of promotion and other awards or appraisal that should be given
to them to make life better. It is a fact that Nigerian society attaches no
value to teachers that is why most parents do not want their children to join
teaching profession. They are seen by their counterparts as, people who are
poor and wretched. However, staff motivation as a tool can be defined as a
method of course of action, or an instrument by which an act can be
accomplished. It is an instrument used in performance of operation.
In addition,
effectiveness generally refers to the extent to which the organization realized
its goals or achieved its purpose for establishment. It is about doing the
right thing in the teaching process so that at the end of the teaching, the
objectives of the lessons are achieved. (Awotu-Efobo, 1999). The right thing in
administrative process could only be done if teachers are motivated to attend
to their regular duties.
Staff
motivation strategies currently existing in secondary schools and the ideal
motivational measures for school administrations are what this work wants to
determine.
1.2 STATEMENT OF THE
PROBLEM
The public outcry of the poor standard of education in
Nigeria has been attributed to the poor performance of teachers. Poor
performance of teachers have been attributed to a number of factors, which
include lack of proper motivation, low payment of salaries, premature departure
from teaching, attracting the least qualified and lack of commitment to job,
since those with high qualification will see teaching in secondary schools as
under employment. Some of the qualified teachers have sought for greener
pasture in oil companies, banking and production industries where salaries,
fringe benefits and general conditions are better. The implication of all these
is that poor motivation of teachers has led to many other problems within the
secondary school administrative system ranging from wide and high rate of
examination malpractice to poor learning achievement, high rate of teachers’
indiscipline, low teachers’ morale and students’ poor attitude towards studies
to mention but a few. As such, if this ugly trend is not properly investigated
immediately, it will lead to increase in school dropout, unemployment,
consistent poor performance of teachers and students. It is in the light of the
above that this study tends to examine the assessment of teachers’ motivation
as a tool for effective secondary school administration in Ezza North L.G.A. of
Ebonyi State.
1.3 PUROPSE OF THE
STUDY
The purpose of this study is to investigate teachers’
motivation as a tool for effective secondary school administration. The study
specifically seeks to:
1. Determine the
effectiveness of secondary school teachers’ based on intrinsic motivation in
Ezza North L.G.A. of Ebonyi State.
2. Ascertain the
effectiveness of secondary school teachers’ based on extrinsic motivation.
3. Identify the
type of intrinsic motivation available for teachers’ effectiveness in secondary
school in Ezza North L.G.A of Ebonyi State.
4. Examine the
factors militating against the effectiveness of teachers’ motivation in
secondary schools in Ezza North L.G.A. of Ebonyi State.
1.4 SIGNIFICANCE OF
THE STUDY
The benefits
that accrue from this study are many. Specifically, teachers, students,
government and the society will all benefit from this study.
Teachers will benefit
from this study, when their employers are engulfed with the knowledge of the
findings of the study, by being more responsive in providing incentives and
other benefits which will strengthen their understanding and vision of the
organization by contributing effectively.
Students will benefit from the findings of this study because
the effectiveness of the teacher will make learning effective on the side of
the students which will bring about success in school and in the society in
general
Government will be well informed with the understanding that
being the employers of labour, they need to provide the necessary things that
are needed by the employers. It will help government to achieve the objectives
of secondary education as stated on the National Policy on Education.
The society will benefit maximally in that the development,
high productivity and greater output generation will come from students because
of the accumulated knowledge inculcated in them. Parents and guardian shall
equally benefit from the resources spent on their children in school because;
it will significantly come back to them at the long-run. Society at large will
be deposited with skillful, creative, qualitative, productive and high
technical manpower that will bring about growth in the economy and development
in the society.
1.5 SCOPE OF THE
STUDY
This study focuses on the teacheers’ motivation as a tool for
effective secondary school administration in Ezza North L.G.A, Ebonyi State.
With the aim of determining the effectiveness of secondary school teachers
based on intrinsic motivation, effectiveness of secondary schools teachers’
based on extrinsic motivation, the intrinsic motivation available for teachers’
effectiveness in secondary schools in Ezza North L.G.A. and factors militating
against the effectiveness of teachers’ motivation in secondary schools in Ezza
North L.G.A Ebonyi State
1.6 RESEARCH
QUESTIONS
From the objectives of the study, the following research
questions shall guide the study:
1. Why is
effectiveness of secondary school teachers base on intrinsic motivation in Ezza
North L.G.A?
2. Why is
effectiveness of secondary school teachers base on extrinsic motivation?
3. What are the
intrinsic motivations available for teachers’ effectiveness in secondary school
in Ezza Noth L.G.A?
4. What are factors
militating against the effectiveness of teachers’ motivation in secondary
schools in Ezza North L.G.A?
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