Influence Of Motivation On Teachers Job Performance In The School System

1.2 STATEMENT OF PROBLEM

For quite some time now, the performance of secondary school students in Egor Local government Area in external examinations has been abysmal and disappointment; statistics have shown that among the West African countries that participate in West African Examination Councils (WAEC) every year, the results of students from Nigeria have been the poorest. This is a manifestation and testimony of failure of service delivery in education system. This ugly phenomenon has called to question the commitment of teachers to the teaching profession.

Some writers have posited that no student ought to fail an examination if the teacher performs his/her job effectively and efficiently. Today the schools in Egor Local Government Area canboast of well qualified teachers but the results and students learning outcome emanating therefrom is unpalatable. Teachers have been accused of perpetuating unprofessional misconduct such as absenteeism, lateness to duty, laziness, unenthusiastic, abandonment of responsibilities and others. This has affected the education system negatively.

No matter how grand and lofty the philosophy and other input of education are, without teachers facilitating the teaching and learning process, the objectives of education will not be achieved. The questions that readily come to mind are: why are teachers in Egor Local Government Area not committed to their job? Could there be problem with reward system? Therefore, the researcher has decided to carry out an investigation to determine the level of motivation of teachers, and whether adequate motivation would influence or result in proportionate performance of teachers in the Local Government Area.

1.3 OBJECTIVES OF THE STUDY

The main objective of this study is to examine the influence of motivation on teachers job performance in the school system. Specific objectives of this study are;

i. To determine the extent secondary school teachers perform their jobs in Egor Local Government secondary schools.

ii. To determine the level of motivation of secondary teachers in Egor Local Government Area.

iii. To determine whether motivation influences teachers’job performance in Egor Local Government Area Secondary schools

iv. To determine the level of job performance and motivation amongst teachers in urban and rural schools.

v. To determine the level of job performance and motivation amongst teachers in public and private schools.

1.4 RESEARCH QUESTIONS

To guide the study, the following questions are raised.

i. To what extent do secondary school teachers perform their jobs in Egor Local Government secondary schools?

ii. What is the level of motivation of secondary teachers in Egor Local Government Area?

iii. Does motivation influence teachers’job performance in Egor Local Government Area Secondary schools?

iv. What is the level of job performance and motivation amongst teachers in urban and rural schools?

v. What is the level of job performance and motivation amongst teachers in public and private schools.

1.5 SIGNIFICANCE OF THE STUDY

This research will enable those concerned know how to develop teaching profession in Nigeria and how to endure greater satisfaction in them.

It will provide for an opportunity for enhancing the performance by understanding motivation, as to improve performance.

It will provide for an opportunity for enhancing job performance by understanding motivation determinant and actions involved in them so as to improve performance.

As useful lesson to all that extensive control is not the best of b=obtaining effects and cooperation at work.

It will help to ascertain really motivate teachers apart from monetary rewards, such information will go along way to suggest how best to improve the performance of productivity of teachers in Egor Local Government Area.

1.6 SCOPE OF THE STUDY

This study focuses on the influence of motivation on teachers job performance in the school system. Specifically, this study focuses on determining the extent secondary school teachers perform their jobs in Egor Local Government secondary schools, determining the level of motivation of secondary teachers in Egor Local Government Area, determining whether motivation influences teachers’job performance in Egor Local Government Area Secondary schools, determining whether motivation influences teachers’job performance in Egor Local Government Area Secondary schools and determining the level of job performance and motivation amongst teachers in public and private schools.

1.7 LIMITATIONS OF THE STUDY

Limitation of the study

Like in every human endeavour, the researchers encountered slight constraints while carrying out the study. The significant constraint was the scanty literature on the subject owing to the nature of the discourse thus the researcher incurred more financial expenses and much time was required in sourcing for the relevant materials, literature, or information and in the process of data collection, which is why the researcher resorted to a limited choice of sample size. Additionally, the researcher will simultaneously engage in this study with other academic work. More so, the choice of the sample size was limited  as few respondent were selected to answer the research instrument hence cannot be generalize to other secondary schools. However, despite the constraint  encountered during the  research, all factors were downplayed in other to give the best and make the research successful.

1.8 DEFINITION OF TERMS

Motivation: The process of including or causing some one 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 employees 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.

Teacher’s performance: The key aspects of teaching involve the use of instructional materials, teaching  methods,  regular  assessment  of  students,  making  lesson  plans,  assessment  of pupils, conduct of fieldwork, teachers, participation in sports, attending school assembly and guidance and counseling.  Therefore, teacher job performance is the teacher’s ability  to  integrate  the  experience,  teaching  methods,  instructional  materials,  knowledge  and  skills  in  delivering  subject  matter  to  students  in  and  outside  the  classroom  (Bennell,  2004).