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PRINCIPALS’
MOTIVATIONAL STRATEGIES AND TEACHER JOB SATISFACTION
ABSTRACT
The purpose
of this study is to investigate principals’ motivational strategies and
job
satisfaction of secondary school teachers in Benue State. Descriptive survey
design was
adopted in this study. A total of 235 out of 2282 teachers were selected
using
stratified random sampling technique. Six research questions and four null
hypotheses
guided the study. A structured questionnaire was used for data
collection.
Three experts in the department of Educational Foundations carried out
the face
validation. The reliability coefficient of the instrument was 0.78 after the
reliability
test. Mean and standard deviation were used to answer the research
questions
while t-test statistics was used to test the null hypothesis at 0.05 level of
significance.
It was found that teamwork and teacher involvement are motivational
strategies
that give teachers job satisfaction in secondary schools in Benue state
and that
there was no significant difference between the opinions of first graduate
and
postgraduate teachers on the motivating factors. It was recommended that
teachers
should be encouraged by payment of allowances for team activities and
any other
functions that promote teacher-involvement in school administration.
Other
recommendations included among others, that teachers should be adequately
occupied
each day with functions that would make them happy. This can be done
by allowing
teachers to make decisions about their work.
13
CHAPTER ONE
INTRODUCTION
Background
of the Study
Secondary
education is a very important level of education in Nigeria where
solid
foundation for higher education and useful living is laid. According to
Federal
Republic of Nigeria (FRN) (2004), secondary education is the form of
education
children receive after primary education and before tertiary stage. She
also stated
that the broad aim of secondary education within the national objectives
is the
preparation of children for useful living within the society and for higher
education.
Teachers are required at this level of education to help in the
achievement
of the objectives and there is a need to motivate them, if the aims of
secondary
education are to be achieved. On the other hand it appears that teachers
are not
reckoned with nor appreciated in Nigeria. Emenike (2003) affirmed that
the Nigerian
society still rate teaching as the lowest civil service job. Furthermore,
while other
teachers work in order to satisfy their needs in life, those in Benue
State, Nigeria
constantly agitate to a need for one thing or the other, which is a sign
of lack of
job satisfaction
Job
satisfaction is one of the most frequently investigated variable in studies
in
organizational behaviour. This is probably due to its positive impact on
organizational
effectiveness and efficiency (Obi, 1992). Obi (1997), also stressed
that
teachers’ effectiveness lead to opportunities to produce and effect changes in
14
the school
among teacher in secondary schools. Despite teachers’ efforts in school
effectiveness
and efficiency, they neither get a commensurate remuneration nor the
prestige and
social status, which they deserve. This implies that teachers who work
tirelessly
for the development of the school through grooming of the students are
not accorded
the necessary recognition and respect which these teachers deserve.
This also
influences their job satisfaction and in the long run goes a long way to
affect
teaching and learning. In search of job satisfaction, workers are usually
inclined to
leave the job at hand for better ones. Okonkwo (1997) stated that
teachers who
are not satisfied with their jobs, withdraw to other jobs which they
believe
might satisfy their needs. This is the situation in Benue State where
teachers
indulge in other activities during and after school teachers that are
detrimental
to their professional calling. Since job satisfaction from the basis for
worker’
decisions about their work- whether they remain or quit, the parameter, for
measuring
teachers’ job satisfaction in the teaching profession could be in their
length of
service. Maintaining a high level of worker’s job satisfaction is vital in
increasing
organizational productivity.
Job
satisfaction is an acceptable and happy work condition. Emenike (2003),
defined it as
a pleasurable, emotional state resulting from the appraisal of one’s
job, an
affective to ones job and an attitude towards one’s job.
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