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Analysis of Factors that Affect Teachers’ Motivation in Secondary Schools: A Case of Nakuru Municipality, Rift Valley Province-Kenya
Abstract
It has been observed that in the recent past that teachers have been leaving the teaching profession for other lucrative jobs. The exodus of teachers to other employments has led to high staff turnover. The study focused on the financial and non-financial compensation strategies to secondary school teachers and how they affect their job motivation at work. The study was expected to assist the Government, Teacher Service Commission (TSC), Schools' Board of Governors (BOG) and other policy makers to evaluate compensation strategies in place and their effectiveness in motivating teachers. The general objective of the study was to analyze the effects of financial and non-financial compensation on teacher motivation. The literature review high- lighted the various compensation and motivation methods in place. Empirical framework showed that teachers' preference of factors of compensation has not been given the necessary attention by various researchers. Theoretical framework focused mainly on Alde- fer's ERG Theory and Maslow's Hierarchy of Need Theory. The conceptual framework indicated the linkage between the employees' needs and their effects on motivation. The chosen area of study is Nakuru Municipality which is one of the three municipalities in Rift Valley Province. The population of study consisted of five hundred and forty (540) teachers in twenty (20) public secondary school.The sample comprised of ten (10) secondary school principals and one hundred and eighty (180) teachers. Data was collected using both structured and Likert 5-point questionnaires. The questionnaires were administered through drop and pick technique to avoid delay in data collection and later, all the necessary data collected, was sorted and analyzed. The researcher made recommendations on how to compensate teachers by coming up with compensation strategies such as involvement in decision making, individual recognition and promotion among others that were popular among the teachers. The strategies, if adopted by various stake holders, are expected to lead to teachers' motivation in their work hence, higher employee retention, better quality of service and higher productivity.
... Teacher's motivation in the sense of teacher success as an incentive for teachers to do their best in the classroom (17). Similarly, teacher motivation was conceptualized as the freedom to pursue new ideas to attain suitable levels of accountability (18). This independence gives rise to the arousal and continuation of the reactions of teachers. ...
Teachers’ motivation has become a significant concern, given their obligation to impart knowledge and skills to students. This research attempts to investigate the motivational factors and their effect on teacher’s performance in private and public schools in Guwahati. The classical theories of motivation have given a clear view on various factors of motivation. The study incorporated the factors of motivation of various classical theories of motivation and its present-day implication among teachers in government and private schools. The study's broad aim was to investigate the role of motivation in improving the performance of teachers of private and public-schools. The study tried to throw light on the effectiveness of factors of motivation that were discussed in the classical theories to motivate of teachers of 21st century. The study also tried to cover whether factors of motivation is different in government school than a private school as the quality of teachers, pay structure, security, extrinsic and intrinsic benefits are all different in both the schools. One of the objectives of our study is to identify whether the same strategy can be used in government schools which are influential in private school in motivating teachers’ performance. A total of 206 respondents, including head teachers, were surveyed using a descriptive survey template and a causal research design employed to check the factors of motivation as stated in the classical theories as independent variables and overall teacher’s motivation as dependent variable. Structural Equation Modeling has been used to draw the interrelationship and model fit. The study revealed that factors of motivation are different in a government school compared to the private schools and all the factors of motivation that were discussed in classical theories of motivation is not relevant in today’s context in teacher’s motivation with changing needs of teachers.
@BULLET ISSN No 2277 -8179 Research Paper REFERENCE Alderfer R. (1972) Existence, Relatedness and Growth London Human Resource Management Practice Strategic HRM. The Key to Improved Business | Performance Compensation Administration. Eaglewood Cliffs
- Ijsr-International Journal
- Scientific
- M Armstrong
IJSR -INTERNATIONAL JOURNAL OF SCIENTIFIC RESEARCH
Volume : 1 | Issue : 5 | Oct 2012 @BULLET ISSN No 2277 -8179
Research Paper
REFERENCE
Alderfer R. (1972) Existence, Relatedness and Growth. Free Press – New York | Armstrong M. (2006) London Human Resource Management Practice 10th Edition | Armstrong M. & Baron A. (2002). Strategic HRM. The Key to Improved Business
| Performance. London: CPID | Belcher, D. W. (1974). Compensation Administration. Eaglewood Cliffs. New Jersey Prentice – Hall. | Bernardin, J. H. &
Strategic HRM. The Key to Improved Business | Performance
- R Alderfer
Alderfer R. (1972) Existence, Relatedness and Growth. Free Press -New York | Armstrong M. (2006) London Human Resource Management Practice 10th Edition | Armstrong M. & Baron A. (2002). Strategic HRM. The Key to Improved Business
| Performance. London: CPID | Belcher, D. W. (1974). Compensation Administration. Eaglewood Cliffs. New Jersey Prentice -Hall. | Bernardin, J. H. &