TEACHERS MOTIVATION AND STUDENTS PERFORMANCE IN ACCOUNTING SUBJECTS IN SOME SELECTED SECONDARY SCHOOLS IN AKURE SOUTH LOCAL GOVERNMENT AREA OF ONDO STATE
A RESEARCH WORK SUBMITTED TO THE DEPARTMENT
OF ACCOUNTING, UNIVERSITY OF NIGERIA, NSUKKA
IN PARTIAL FULFILMENT OF THE REQUIREMENTS FOR THE AWARD OF BACHELOR OF SCIENCE IN EDUCATION
OMOOGUN TAIYE an undergraduate student in the department of Accounting and with matric no has satisfactorily completed the requirements for the course and research work for the Degree of B.Sc. Ed. The work embodied in this project is original and has not been submitted in part or full for any other Degree of this or any other university.
Supervisor Head Of Department
This project has been approved for the Department of Accounting, University of Nigeria, Nsukka
Supervisor Internal Examiner
External Examiner Head of Department
Dean of Faculty
I respectively dedicate this project to the Glory of God ALMIGHTY who have seen me through these times. Also, to my dearest loving mother, Mrs. T.F. AMOO, especially for the adhesion she gave me during the progamme. Similarly, I also dedicate it to my dad, Mr. I.O. AMOO.
I give all glory, honour and adoration to Almighty God, the omnipotent, omniscience and omnipresent God, the helper and sustainer of mankind, and the giver and taker of life; for giving me abundant life and opportunity of attending this course of study and have seen me through to this level of my career.
My profound gratitude goes to my amiable supervisor, Mr Kolawole, for his encouragement and for giving useful advice on every chapter of this project.
I am greatly indebted to my mother Mrs. T. F. Amoo and all my sister and brothers who have immensely contributed and sacrificed all they have towards the upliftment of my education.
My profound gratitude goes to my big mummies Mrs Tayo A. Adenugba and Mrs Comfort Adewuyi for their care and financial support.
Also, to my dearest Brother and Sister Seyi Amoo, Damilola Amoo
Special thanks to my loving Auntie in person of mrs. Ruth N. Oyewale, who have made it possible to make my dream come true and have helped both financially and morally to the successful completion of my course.
Thanks to my friends and all my colleagues in the department of Accounting Education for their cooperation and assistance in one way or the other. I will ever remember them.
Moreover, I express my indebtedness to sister Funke Ibrahim of the CACYOF computer center for her support during this project work. Also to my heartrob in person of Kayode Adubina dear you are wonderful and all my younger ones I say a big thank you.
Finally, I am grateful to everyone that has contributed in one way or the other throughout my study in the university once again, I am most grateful to God for good health, protection and guidance throughout the year spent in U.N.N. Ikere Campus.
This study examines the Teachers Motivation and Students performance in Accounting Sujects in Some selected secondary schools in Akure South Local Government Area of Ondo State. In carrying out the research, 50 secondary school teachers were randomly selected. The instrument used for the investigate was questionnaire. The questionnaire is subjected to four points Henry Linker scale. The mean of any factors of 2.5 and above is said to be agreed upon as factors affecting performance and therefore accepted, the mean below 2.5 is unacceptable as a factors. The researcher found out the variables which includes leadership style, monetized allowance, rapport between school management and staff, modern equipment and the teaching environment affect the performance of secondary school teachers. The researcher is then of the opinion that teacher should be adequately motivated through the use of suitable and efficient leadership style attractive monetized allowances, encouraging rapport available modern equipments and conducive teaching environment to improve their job performance. The study therefore recommend that Since there is no preference for monetary incentives among secondary school teacher, the government should make better position for teacher in kind for instance, some respondents declared that there is noting like monetary incentive in the teaching service, they revealed that a side from their basic salary and transport allowance, no other incentive exist. This is highly embarrassing to the teaching service. Teachers deserve a higher level of encouragement at they are there nation builders. Government should therefore motivate them to work by introducing functional for medical care, insurance policy, sponsorship on in-service training and annual leave with pay.
TABLE OF CONTENTS
Table of contents
Background of the study
Statement of the study
Purpose of the study
Scope of the study
Significance of the study
Definition of Terms
Review of Related Literature
Empirical Studies on Employee Motivation using the original Adopted Maslow Model
Five Basic Principle of Motivation
Current Motivational Structures of Teachers
Productivity in the school system Determinants of Teacher motivation structure
Recent History of Teacher Motivation Structure
Need-Based Approach or Content Theory
Abraham Maslow’s Hierarchy of Needs
Herzberg Et al’S Two Factor Theory
Summary of Literature Review
Population of the study
Sample and sampling Technique
Validity of the instrument
Administrative of the instrument
Discussion of Findings
Background to the Study
In most developing countries especially Nigeria, there is a widespread desire to change the educational system to meet the new social and technological needs. In a country like Nigeria, dropout tendencies and teachers’ motivation have posed a lot of repercussions for the educational sector. Organizations invest a lot on their employees in terms of induction and training, developing, maintaining and retaining them in their organization. Significantly, motivation is very essential to the continuing growth of educational systems around the world and they rank alongside professional knowledge and skills, center competencies, educational resources as well as strategies, in genuinely determining educational success and performance. Although, there is no standard framework for understanding the employees motivational process as a whole, a wide range of factors have been found useful in interpreting employee motivation. Therefore, there is need to develop a further understanding of the employee motivation, more especially, the sources- what determines employee motivation, effects and strategies that managers can put in place to develop motivational packages for their employees.
With globalization, which is heightening competition, organizations must continue to develop tangible products and provide services which are based on strategies created by employees. These employees are extremely crucial to the organization since their value to the organization is essentially intangible and not easily replicated Meaghan et al. (2002). Therefore, managers must recognize that employees as major contributors to the efficient achievement of the organization’s success Abbasi et al. (2000).
Managers should include motivational packages as part of incentives to enhance performance for the benefit of the organization. It is acknowledged that education is an engine for growth and development thus, the research study tries to bring home the effects of teachers’ motivation on the overall performance of the Nigeria Education, particularly that of the public schools in the Akure South.
According to Paul Bennell (2007), ‘’Over one-third of all the teachers at the survey primary schools in five of the six extended case study countries indicated that teachers at their school are ‘poorly’ or ‘very poorly’ motivated. Motivation levels appear to be chronically low in Nigeria. Teachers are expected to render a very high job performance, and the Ministry of Education is always curious regarding the job performance of its teachers. Also, the Ministry of Education demands a very high measure of loyalty, patriotism, dedication, hard work and commitment from its teachers (Ubom & Joshua, 2004).
Similarly, the roles and contexts of educations’ motivational methods and tools cannot be underemphasized because high motivation enhances productivity which is naturally in the interests of all educational systems (Ololube 2004, 2005).
On the contrary, the other side of the contract has not being met by the stakeholders to ensure that the teacher is well off to deliver up to the required expectations.
Earlier research done on the subject matter by researchers in Pakistan, Nigeria, and the whole Sub-Saharan Africa as well notable case studies carried in Ghana on Education Management Information Systems, Induction for Teacher Retention, Motivation and Incentives for teachers and Teachers Job Satisfaction and Motivation for school effectiveness have yielded results to support the idea of motivation of teachers if there is to improvements in the performance of the schools.
Therefore, the value of teachers in preparing human beings for a useful living very high and as contained in the national policy on education (2000) that teacher help to “equip“ students to live effectively in modern age of science and technology.
This has made the growing complexity in terms of environmental expulsion, resource mobilization and organization of education institutional the increasing societal demand the more result, oriented schools have made the duties of the staff in the schools to be more critical in organization behaviour, there is therefore a corresponding need for more pragmatic motivational design that will enhance the job performance of teachers in the schools.
The world “motivation” according to Longman Dictionary is derived from motive, which is an eagerness and willingness to do something without needing to be told or force to it.
Job motivation is one of the most important and challenging tasks facing management. It has been variously liked with urges, instinct, purpose, Goals, Desires, Wants, needs, involves direct and so on.
It is looked at as involving the physiological, the physiological, and social aspects of human beings. Motivation basically means an individual needs, desire and concept that cause him to act in a particular manner employees must be motivated to higher level of achievement in order for the organization to realize that people differ and therefore, motivation effort must be affected for instance some employees prefer a great deal of freedom and litter bureaucratic structure. Other worker may need closer supervision and a structured environment to productive hence, job motivation should be the process of stimulating action continuing research on motivation shows that individual are still much like the observed decades by Mcclelland (2005).
In the mid: Abraham Maslow, a noted psychologist, presented the view that a person’s basic needs act as motivations. The minimum needs that motivation people are their psychological, safety, and social needs. In order to performers adequately and to have any measure of pleasure on jobs, theses basic needs must be met. After they are met, ago, esteem needs emerge and serve as motivation. These include the needs for recognition, result and status, employees, who seek to have their ego needs met, usually aspire to do jobs more proficiently or more creatively. The highest level need, that is the potential, realized one’s own ability and examine creativity, because these needs form the centre of motivation, managers and organization are always encourage to provide the necessary condition or needs of their employees to enable them strive for achievement.
Statement of the Problem
It is generally assumed that motivation influences people’s attitude and performance at work. Teacher motivation is directly linked to the instructors’ desire to take part in the pedagogical process and interest in sharing their knowledge with the students. It determines their involvement or no-involvement in the teaching activities. Teachers put educational philosophy and objective into the knowledge they transfer to their students.
Teachers are the most important factor in a generation’s education process, so it is important that they perform to the best of their abilities in the educational activity. Each country’s authorities must pay attention to the factor that affect teachers’ performance which has a direct effect on students’ performance.
As a research question, the research seeks to answer what role motivation plays in enhancing performance in organization. This will be possible through analysis of information gathered from students in Akure South local government area. Hence this project is mainly qualitative.
Therefore, to solve the problem of this study the following Research Questions were raised.
- Is there any relationship between teacher’s motivation and leadership style in Nigeria secondary school?
- Is there high preference for monetary incentive among secondary schools teacher?
- What teacher motivational factor would ascertain classroom effectiveness?
- Would principal leadership style affect or influence student academic performance?
Purpose of the Study
The major objective of this research work is to examine teacher motivation and students performance in Accounting. With special references to Akure South Local Government Area of Ondo state
The specific objective is;
- To investigate if teacher motivation improve classroom effectiveness in Nigeria schools?
- To determine if monetary incentive play in teachers’ motivation?
- To determine if teacher motivation affect or influence student academic performance?
- Would principal leadership style affect or influence student academic performance?
Scope Of The Study
This study will be carried out in some selected senior secondary school in Akure South Local government area of Ondo State, to know the impart of teacher’s motivations on students performance. The selected senior secondary school; include: Fiwasaye Girls Grammar School Akure Ijapo Grammar School Akure, African Comprehensive high school Akure, St Micheal high school Akure, Eki –Oba Grammar School Akure
Significant Of The Study
The result of this study will help all stake holders in education i.e (Parents, Teachers, Society, Student and Government) to pay their respective roles in relation to the issue of motivation.
The study will help government being the major employers of teacher are adequately and appropriately motivated to boost their performance.
Government i.e the educational administrator will be able to improve the teaching profession by providing basic facilities for school to encourage teachers in a conductive atmosphere.
The study will bring about elevation of the failing standard of education to encourage graduates, under graduates and student to have the intention of coming into the teaching profession not to feel with drawn to wards teaching as efforts are already course for an over view of teachers motivation.
The study will also help the parents and the society to contribute their quota as regards the issue of teacher’s motivation. This should build up the interest of parent and society towards making deliberate effort to encourage teachers in cash and kind, through the study, the society will be made better since the quality of education depends to a large extent on the quality of the teachers.
Teachers are nation builders, when they are motivated, they gladly give their best, putting their welfare into consideration will enhance their job performance.
Definition Of Terms
- Motivation:– It is the state that energizes, activities, moves, direct or channel behaviour towards a defined goal.
- Teacher Motivation:-This is anything done to make teacher happy, satisfy, dedicated and committed in such a way that they bring out their best at work.
- Intrinsic Needs:-Those are needs or factors naturally belonging to somebody. It is an interal motivator that stirs up an individual toward, self actualization
- Extrinsic Needs:- These are not naturally belonging to somebody. They are motivators that exist outside then that within them. These include monetary incentives and commendation.
- Job Satisfaction:-:- This is the efficiency at which a teacher does his job. It is out standing action displayed by the teacher in the course of carrying out an assigned task.
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