THE INFLUENCE OF MOTIVATION ON TEACHERS JOB PERFORMANCE
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Abstract
The primary goal of this study is to emphasize the impact of motivation on teacher job performance in Nigeria. The current study collected data from two selected secondary schools in Abeokuta South Local Government using a survey questionnaire and a random sample technique. Following a review of the relevant literature, five research questions and two research hypotheses were developed to support the study, thereby identifying and analyzing the influence of motivation on teachers’ job performance in private schools. This study is one of the few undertaken in this region that incorporates multiple factors of motivation. This study investigates the role of self-determined motivation, the impact of non-self-determined motivation, and the factors influencing instructors’ motivation on job performance. The findings of research hypothesis one demonstrated a significant association between teacher income and teacher performance. It is worthwhile to consider the importance of motivation in secondary school teachers’ everyday performance. The findings of research hypothesis showed that there is significant relationship between teacher’s job environment and the performance of teachers. It was concluded that once teachers are externally motivated in terms of job security, rewards and compensation for their performance become high.
CHAPTER ONE
INTRODUCTION
1.1 Background to the Study
Motivation and performance are critical aspects in organizational success and accomplishments (Latt, 2008). Motivation is crucial in organizations because it promotes staff productivity and allows goals to be met more efficiently. Employee behavior in any firm can be changed through motivation. An individual’s level of motivation varies depending on the scenario (Robbins et al 2005). Motivation is also vital for instructors since it helps them reach their goals in an efficient manner. Teacher motivation is critical because it increases instructors’ abilities and knowledge and has a direct impact on student accomplishment (Mustafa and Othman, 2010). If teachers in schools are not sufficiently motivated, they are less competent, which has a direct impact on pupils and the education system. Previously, the teaching profession was treated with respect, honor, and dignity. Many teachers were inspired by this desirable vocation. Not only does it provide a lifetime career and lifelong membership, but it also provides public services. It has an ethical code; the Nigeria Union of Teachers’ handbooks contain the code of ethics for teachers.
They were revealed and take center stage in the study. However, the government and all of its institutions have recently neglected teachers and the educational sector, despite the fact that sufficient salary, fringe benefits, and recognition can increase motivation. They can also be manufactured to have great social standing in society. Adelabu (2005) discovered that teacher motivation is extremely low in Nigeria, and instructors are also unsatisfied with their working environment and salary conditions. The explanation for teachers’ low motivation is that they are paid less than other professionals, have a terrible work environment, limited decision-making authority, and are not given opportunities to further their careers. Motivation guide people‘s actions and behaviours toward achievement of some goals (Analoui, 2000). In work and other contexts therefore, motivation is often described as being ―intrinsic‖ or ―extrinsic‖ in nature (Sansone & Harackiewicz, 2000). Intrinsic motivation, deriving from within the person or from the activity itself, positively affects behavior, performance, and well being (Ryan & Deci, 2000). Extrinsic motivation on the other hand, results from the attainment of externally administered rewards, including pay, material possessions, prestige, and positive evaluations among others. Teachers‘ job performance is a concern of everybody in the society. The act or process of carrying out something or the execution of an action or a recurring act or fulfillment or implementation, according to the Oxford Advanced Learner’s Dictionary (Hornby, 2000). In this context, teacher performance refers to the instructors’ job of instructing pupils both in and out of the classroom. The use of instructional materials, teaching methods, regular assessment of students, preparing lesson plans, assessing pupils, doing fieldwork, teachers’ engagement in sports, attending school assemblies, and guiding and counseling are all important components of teaching. As a result, teacher job performance is defined as the instructor’s capacity to integrate experience, teaching methods, instructional resources, knowledge, and abilities in presenting subject matter to students both within and outside of the classroom.
Read Also: THE IMPACT OF INTRINSIC MOTIVATION ON ORGANIZATIONAL PERFORMANCE
1.2 Statement of the Problem
Lack of motivation lowers the country’s educational standards because it prevents students from receiving the necessary information that a well-motivated teacher should impart. Teachers nevertheless diligently completed their work in order to get the intended results, despite the fact that this incentive was not actually present. It is important to remember that teachers’ efforts must be compensated and rewarded in order to motivate them to work harder. There is no doubt before now teachers started to recognize their own worth and demand for their right when these was not forth coming their attitude to their work began to change and this was the beginning of the down word side in education in the country. Additionally, it marked the start of nationwide teacher strikes. Strikes are a typical action taken by workers over the years, and the country has seen endless numbers of them since 1980, along with counterstrikes at many other companies. Widespread worries about what teachers can accomplish successfully and how this condition of services may be met led to an additional assessment of pupils’ performance. The researcher’s main worry in deciding to investigate the impact of motivation on teachers’ work performance was this.
1.3 Objectives of the Study
This study investigates the influence of motivation on teacher’s job performance. The specific objectives are:
- To find out whether motivation of teachers has any effect on their morale to perform.
- To find out the effect of intrinsic motivation on the performance of teachers.
- To find out the effect of extrinsic motivation on the performance of teachers
- 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 are presently satisfied with the condition of service.
1.4 Research Questions
The following questions will be answered in the course of this study:
- Does motivation of teachers has any effect on their morale to perform?
- Are teachers presently satisfied with the condition of service?
- Does the proper use of motivation techniques have positive or negative effects on the performance of teachers?
- What is the effect of intrinsic motivation on the performance of teachers?
- What is the effect of extrinsic motivation on the performance of teachers?
1.5 Research Hypothesis
H0: There is no significant relationship between teacher’s salary and the performance of teachers
H1: There is significant relationship between teacher’s salary and the performance of teachers
H0: There is no significant relationship between teacher’s job environment and the performance of teachers
H2: There is significant relationship between teacher’s job environment and the performance of teachers
1.6 Scope of the study
The study will be carried out in two selected secondary schools in Abeokuta South Local Government. The schools will be selected for study based on their easy accesbility for concise information and teacher’s population.
1.7 Significance of the study
This study is of importance in the educational sector of today, especially now that Nigeria needs motivated staff if performance is to be enhanced at this level. The study, therefore, seeks to explore possible strategies for improving school management and administration.
The study is of importance to the policy makers and school administrators as it identifies major strategies to modify the behavior of teaching staff towards their job performance. It has in particular identified strategies that will help to improve teacher morale and working conditions, at the same time counteract the factors that lower the teachers‘ motivation.
1.8 Definition of Terms
Motivation: The process of including or causing someone to behave in the most desired way in the aid of certain incentives.
Performance: This is the way in which something react under certain condition of fulfils the purpose for which it was intended.
Remuneration: This is the monetary compensation an employee receives of work done, condition of service, this is both the monetary and non-monetary compensation given to an employee.
Satisfaction: This is a feeling of happiness or pleasure because you have achieved something or get what you want.
Productivity: Is the rate at which goods are produce and the amount produce compared with the work, time and money needed to produce them.
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