ROLE OF MOTIVATION OF THE TEACHERS IN THE TEACHING OF BIOLOGY
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ROLE OF MOTIVATION OF THE TEACHERS IN THE TEACHING OF BIOLOGY
ABSTRACT
This study attempts to evaluate the impacts of motivation on teacher performance using a case study of several chosen secondary schools in Eso-Odo Local Government Area, Ondo State.
The hypothesis derived from this research indicates that there are numerous causes of inadequate teacher performance, but motivation is the most important factor. The questionnaires were distributed and collected immediately.
The study’s population includes several selected secondary schools in Ese-Odo Local Government Area, Igbekebo, Ondo State. The data collected were analysed using the percentage approach.
Chapter One: Introduction
BACKGROUND FOR THE STUDY
The teaching profession was historically regarded with respect, honour, and dignity. This ideal vocation served as inspiration for many teachers. Not only does it provide a lifetime career and perpetual membership, but it also serves the public.
It has a code of ethics; the code of ethics for teachers may be found in the Nigeria Teachers Union handbooks. They were revealed and now hold pride of place in the study.
However, the government and all of its organs have recently neglected teachers and the educational sector, despite the fact that sufficient salary, fringe benefits, and recognition might help to motivate instructors. They can also be elevated to a position of high social standing.
Despite the fact that this motivation was not present, teachers worked conscientiously and produced the necessary results. There is little doubt that before 1980, teachers began to recognise their own worth and demand for their rights.
When these did not come, their attitude towards their work began to alter, signalling the beginning of the country’s downward spiral in education. It also marked the commencement of nationwide industrial action by teachers.
Strikes and counter-strikes have occurred in the country from 11980, and like many other businesses, they have been a common action taken by workers over the years.
There has been widespread worry about what instructors can do effectively and how this level of service can be achieved, with the end consequence being a further determination of student achievement. This has been the primary concern of the researcher who decided to find out.
According to Nwanchukwu (1990), the level of performance in how organisations are remunerated and other monetary incentives affects both lay people and experts. There is no other way to put it than that the fundamental motivation for investing is to satisfy the organization’s goals; consequently, some variables must be addressed in order to achieve the aforementioned purpose, which is the realisation of objectives. Furthermore, motivation is required to achieve the target degree of performance.
Employers should be aware of the classic strategies of convincing society to accomplish the desired result. As a result, in order to activate the stated organisational objectives, employers of labour must be fully equipped with all of the motivational tools and their applications.
The researcher hopes and believes that if employers want their employees to perform effectively, they should reciprocate by providing the necessary incentives, such as newspapers and daily times, in expressing the light of teachers’ work, that it is completely unjustifiable and perfectly reasonable to notice bond treatment towards teachers.
Teachers generate the following: bank managers, oil miners, judges, chief accountants, lawyers, senators, governors, and even presidents. But it is the teachers’ wages that are always delayed, and it is the teachers’ salary arrears that are frequently put in side dustbins, untouched, at the school boards.
Thus, they were successful in preserving and enhancing educational standards, since Ubjuke emphasised that effective employer performance is critical to the organization’s success. Understanding what motivates an individual is crucial for revealing and releasing potential.
In light of this issue, the study is intended to help measure and explain teacher performance in some selected secondary schools in the Ese-Odo Local Government Area of Ondo State.
This study is focused on teachers because they play an important role in the growth of any country. It focusses on secondary school teachers, who will be responsible for ensuring the proper implementation of the newly introduced six-year course in secondary schools. The teacher must consequently be lightly motivated in order to successfully carry out this performance.
Statement of Problems
The purpose of this research was to identify the causes and propose solutions to the problem of teacher motivation. The problem will look into teachers’ salaries and how frequently they are paid in comparison to other workers in the public sector
as well as whether there are adequate facilities, such as laboratory equipment and textbooks, adequate funding, and a conducive environment for teachers to do their jobs. Whether the nature and structure of the job can serve as a motivator, as well as teachers’ views about remaining in their field.
PURPOSE OF STUDY:
After stating the problem to be explored in the study, it is necessary to state the goal of the investigation. The study’s purpose is as follows:
To investigate the impact of motivation on teacher performance.
To determine whether suitable motivation tactics have a beneficial or negative impact on instructors’ performance.
To determine whether teachers in Ondo State are currently happy with the quality of service.
To determine whether financial incentives boost employee performance more than non-financial incentives.
To determine the extent to which motivational determinants exist in the teaching profession and whether Ondo State teachers will leave the profession.
To give suggestions to the government and competent authorities based on the study’s findings.
Significance of the Study
This research will help individuals involved understand how to strengthen the teaching profession in Nigeria and how to maintain more happiness in them.
It will provide you the opportunity to improve your performance by learning how motivation works.
It will provide an opportunity to improve job performance by studying motivational factors and the activities engaged in them.
As a valuable lesson for everyone, heavy control is not the greatest way to get results and cooperation at work.
It will aid in determining what truly motivates teachers aside from monetary benefits; such knowledge will go a long way towards recommending how to best improve teacher performance and productivity in the Ese-Odo Local Government Area of Ondo State as a whole.
RESEARCH QUESTIONS:
Are you satisfied with your current salary?
Does an increase in salary encourage you?
Is your wage the same as that of your colleague in their profession?
Is your salary paid on a regular basis?
Do you agree with the elevation of teachers in this local government?
SCOPE OF THE STUDY:
These studies feature teachers from eight secondary schools, all of which are mixed, as there are no boys’ or girls’ schools in this local government. The information acquired will allow the researcher to determine whether some teachers are more motivated than others and how this affects the school in question.
Community Comprehensive High School in Sabomi.
Apoi National High School in Igbotu.
Ijaw National High School, Arogbo; Comprehensive High School, Igbobini; and Comprehensive High School, Igbekebo.
Limitations of the study include Ojuala Community High School, Arogbo City Academy, and Arenibaro Grammar School in Amapere.
This study is limited to a few secondary schools in the Eso-Odo Local Government Area of Ondo State. Due to scheduling constraints, the study is confined to only eight (8) secondary schools.
Definition of Terms
Motivation is the process of including or forcing someone to behave in the most desired way via the use of particular incentives.
Performance is the way something reacts under given conditions to serve the function for which it was designed.
Remuneration: This is the monetary remuneration that an employee receives for work performed, as well as the conditions of service. It includes both monetary and non-monetary compensation.
Satisfaction is a feeling of delight or pleasure caused by achieving a goal or receiving what you want.
Productivity is the rate and amount of things produced in relation to the work, time, and money required to produce them.
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