ASSESSMENT OF MOTIVATION IN ENHANCING JOB PERFORMANCE OF PRIMARY SCHOOL TEACHERS IN LANGTANG NORTH LOCAL GOVERNMENT AREA OF PLATEAU STATE

ABSTRACT

This study assessed the role of motivation in enhancing job performance of primary school teachers in Langtang  north local government area of plateau state. The study adopted a survey design with the multi-stage sampling technique. One hundred and thirty (130) primary school  teachers (respondents ) were selected from the four districts within the area of study (that is Kuffen, Bwarat, Gani and Gazum district) depending on the number of primary school teachers in each districts. The chi-square test of independence analysis was used to test the hypothesis. It shows that the chi-square calculated value (X²-calc=168.45) is greater than the critical value (X²-crit.=3.84)df=1, x=0.05. the null hypothesis was therefore rejected which implies that motivation plays a significant role in enhancing job performance of primary school teachers in Langtang North Local Government Area of Plateau state. Recommendations were also made towards improving teacher motivation in order to improve/enhance their performance based on the research finding

CHAPTER ONE

INTRODUCTION

1.1       Background of the study

1.2       Statement of the problem

1.3       Purpose of the study

1.4       Research questions

1.5       Research hypothesis

1.6       Significance of the study

1.7       Delimitation of the study

1.8       Operational definition of terms

CHAPTER TWO

LITERATURE REVIEW

2.0 Introduction

2.1 Motivation

2.2 Job

2.3 Job Performance

2.4 Primary School

2.5 Primary School Teacher

2.6 Theoretical framework

2.7       Related studies on the assessment of motivation in enhancing job performance studies in Uganda

2.8 Summary of literature review

CHAPTER THREE

METHOD AND PROCEDURE

3.0 Introduction

3.1 Research design

3.2 Population and sample

3.3 Sampling technique (s)

3.4 Instrument for data collection

3.5 Description of the instrument

3.6 Procedures for instrument development

3.7 Validity and reliability of instrument

3.8 Procedures for data collection

3.9 Method of data analysis

CHAPTER FOUR

DATA ANALYSIS AND DISCUSSION OF RESULTS

4.0 Introduction

4.1 Results

4.2 Discussion of results

CHAPTER FIVE

SUMMARY OF FINDING, CONCLUSION AND RECOMMENDATION

5.0 Introduction

5.1 Summary of major findings

5.2 Conclusion

5.3 Recommendations

5.4 Limitations of the study

Reference

CHAPTER ONE

INTRODUCTION

1.1       BACKGROUND OF THE STUDY

There are growing concerns that Primary School Teachers are demotivated. Teachers’ demotivation according to Magina, (2010) in Bahati, (2013) is reflected in the deteriorating teaching performance and learning outcomes of the teachers.

Motivation plays a vital role in attaining the goals and objectives of any organization by enhancing the performance of its employees. Zwalwango, (2014) noted that for an organization to ensure that employees’ workplace goals and values are aligned with the organization’s mission and vision, they should create and maintain high level of motivation leading to high performance. She also added that in order to reach the expected goals, motivation should be activated by providing incentives to the employees.

Primary School Teachers have been blamed for job under-performance. According to Magina (2010), teachers in recent times, have been a focus of blame to many stakeholders of education in the country for job under-performance leading to massive failure of students in public schools.

Primary school teachers’ job under-performance is reflected in the increased level of literacy among public primary school pupils. Primary school teachers’ job under-performance is also reflected in the increased cases of indiscipline such as absenteeism, lateness to work, giving class, activities to pupils without proper supervision among public primary school teachers.

A study carried out by Davou, Dayokon and Haruna (2011), revealed that irregular payment of teachers’ salaries and entitlements which are motivational factors, has over the years, reduced teachers level of commitment to duty and the strict monitoring of indiscipline. Motivation and performance are very important factors that must be taken into consideration if goals and objectives of an organization must be attained.

According to Laurent (2016), teacher motivation includes all forces both internal and external to the individual. The internal teacher motivation comprises of the needs, wants and desires which exist within an individual, as such influence teachers’ thoughts and actions which in turn, lead a positive change in behaviour towards improving learning. Teacher motivational level can rise when the teaching job enables the teachers to satisfy the life. Supporting elements of the physical body such s food, water, shelter, health care etc. it also rises when teachers feel useful in their jobs and when they feel satisfied with what they are doing.

There are many determinants of teacher motivation. These determinants include claps size, workload, teacher status, professional development and salary/incentives. When teachers are well motivated, their performance automatically rises to a high level. Teachers’ performance in schools can be seen in the way they interact with students, fellow teachers and supervisors. However, primary school teachers perform below expectation due to a number of challenges faced by the teachers which hinder them from working effectively. Most primary school teachers have expressed dissatisfaction as resulting from lack of housing; lack of improved salaries/incentives which should motivate and raise teachers’ performance.

Reports from many studies show that the status of teachers in recent years has declined. This decline is due to material and immaterial factors. In some cases, teachers feel that they do not receive the moral support and material recognition appropriate to the work they perform in the society, (Laurent, 2016). Strong evidence exists that majority of teachers are unhappy with their salaries, housing, workload/class sizes, status and their communities (MOEC, 2003, 2004; Davidson, 2004, 2005; Haki, & Elimu, 2005) in Laurent (2016). Liu and Meyer in Zwalwango (2014) demonstrated that primary school teachers have a positive perception on their jobs despite low salaries but teachers who have greater motivational drive in their jobs could be more dedicated to the success of their learners. Bwisa (2012) as cited in Zwalwango (2014), is of the view that all organizations need a motivated workforce in order to accomplish their goals.

Mustafa and Othman (2010) also examined the perception of teachers on the effect of motivation o teachers’ job performance in the teaching learning process and found out that there is a positive relationship between motivation ad job performance which implies that the greater the level of motivation, the greater the job performance and vice-versa. It was clear from the discovery of Mustafa and Othman that lack of motivation in teachers lead to teachers’ absenteeism and poor performance.

According to Laurent (2016), teacher professional development is another neglected area that may lessen teacher motivation in schools. This too, can lead to teachers’ job under-performance. Motivation on the other hand guides people’s actions and behaviours towards the attainment of set goals (Analoni, 2000). Teachers through the Nigeria Union of Teachers (NUT) have also made it clear that they lack motivation as part of their job and rights. This is why the researcher is interested in investigating the role of motivation in enhancing job performance of primary school teachers in Langtang North Local Government Area of Plateau State.

1.2       STATEMENT OF THE PROBLEM

Man is generally very active to work with little or no supervision when he is properly motivated or remunerated. Teachers in the Local Government Area are not given much but much is expected from them. It is in view of the above that teachers in most primary schools had been putting forward their demand, that is their remuneration cannot justify their output. This means that for any human service made, a demand or incentive is expected in return if not, services to be rendered will be inefficient. This lack of proper remuneration has been observed to be the cause of laziness among primary school teachers.

The aim of this research work is to look at how individual teachers in primary schools can be motivated in order for such teachers to be efficient and effective in the discharge of their duties.

1.3       PURPOSE OF THE STUDY

The purpose of this study is to verify whether motivation enhances the job performance of primary school teachers in Langtang North Local Government Area of Plateau State.

To assess the relationship between motivation and teachers’ job performance and also to examine the factors that affect teachers’ motivation in primary school teachers in the area.

1.4       RESEARCH QUESTIONS

1.4.1    Is in-service training available to primary school teachers?

1.4.2    Is there prompt payment of primary school teachers’ salaries and entitlements?

1.4.3    Are primary school teachers promoted as at when due?

1.4.4    What is the teacher-pupil ratio in primary schools?

1.4.5    Are there housing provisions for primary school teachers?

1.4.6    What is the impact of teacher motivation o the academic performance of pupils?

1.5       RESEARCH HYPOTHESIS

The study was based on finding the role of motivation in enhancing performance and the following hypothesis has been formulated to guide the study:

HO₁: Motivation does not play any significant role in enhancing job performance of primary school teachers.

1.6       SIGNIFICANCE OF THE STUDY

The findings of this study will be useful to Langtang North Local Education Authority and other Local Education Authorities, Plateau State Ministry of Education and other ministries of education in the country.

All stakeholders in education will also find it useful in managing human resources through the use of appropriate motivational procedures/factors.

The findings will also be useful to future researchers who want to carry out related studies.

The study will help the researcher to gain more knowledge and experience and also qualifies her for the award of B.Ed. Certificate.

The findings will add to the existing body of knowledge.

Productivity and performance of teachers and workers in other organizations will be improved as their stakeholders become aware of the role of motivation in enhancing job performance and apply appropriately.

1.7       DELIMITATION OF THE STUDY

The study examined the role of motivation in enhancing job performance of primary school teachers in Langtang North Local Government of Plateau State. It also involved all primary school teachers in the area of study.

1.8       OPERATIONAL DEFINITION OF TERMS

Role: The usual role or expected function of a person

Motivation: The process of influencing or stimulating a person to take some actions that will accomplish desired goals.

Job: A person’s role, function or duty. An activity usually regular and performed in exchange for payment.

Performance: Working effectiveness or the way in which someone does a job, judged by its effectiveness.

Primary: Relating to early education, usually for children between the ages of 6 and 12.

Teacher: A person who assists or helps others to acquire knowledge, skills, competences or values (experiences), or someone whose job is to teach in a school or college.

Primary School Teacher: A person whose duty is to help primary school pupils acquire knowledge, skills, competences or values, usually in a primary school setting.

Assessment: The action or instance of making judgment about something or the act of judging or deciding the amount, value, quality or importance of something.