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
BY
APRIL, 2015
CERTIFICATION
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
APPROVAL PAGE
This project has been approved for
the Department of Accounting, University
of Nigeria, Nsukka
BY
…………………. ……………………….
Supervisor Internal
Examiner
………………….. ………………………..
External
Examiner Head
of Department
-----------------------------
Dean of Faculty
DEDICATION
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.
ACKNOWLEDGEMENT
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.
ABSTRACT
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
Title Page
Certification
Dedication
Acknowledgement
Abstract
Table of contents
CHAPTER ONE
Introduction
Background of the study
Statement of the study
Research Questions
Purpose of the study
Scope of the study
Significance of the study
Definition of Terms
CHAPTER TWO
Review of Related Literature
Introduction
Empirical Review
Empirical Studies on Employee Motivation using the original
Adopted Maslow Model
Concept motivation
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
Theoretical Framework
Need-Based Approach or Content Theory
Abraham Maslow’s Hierarchy of Needs
Herzberg Et al’S Two Factor Theory
Process Theories
Reinforcement Theories
Summary of Literature Review
CHAPTER THREE
Research Method
Research Design
Population of the study
Sample and sampling Technique
Research Instrument
Validity of the instrument
Administrative of the instrument
Data Analysis
CHAPTER FOUR
Data analysis
Discussion of Findings
CHAPTER FIVE
Summary
Conclusion
Recommendations
References
Appendix
CHAPTER ONE
INTRODUCTION
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.
Research Question
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.
Ø Is there any relationship between
teacher’s motivation and leadership style in Nigeria secondary school?
Ø Is there high preference for monetary
incentive among secondary schools teacher?
Ø What teacher motivational factor
would ascertain classroom effectiveness?
Ø 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;
Ø To investigate if teacher motivation
improve classroom effectiveness in Nigeria schools?
Ø To determine if monetary incentive play in teachers’
motivation?
Ø To determine if teacher motivation affect
or influence student academic performance?
Ø 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
v Motivation:- It is the state that energizes, activities, moves, direct
or channel behaviour towards a defined goal.
v 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.
v Intrinsic Needs:-Those are needs or factors naturally belonging to somebody.
It is an interal motivator that stirs up an individual toward, self
actualization
v 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.
v 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.
FOR COMPLETE PROJECT CALL 07064961036
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