THE EFFECT OF MOTIVATION ON ECONOMICS TEACHERS PERFORMANCE
CHAPTER ONE
INTRODUCTION
1.9.THE STUDY’S BACKGROUND
It is frequently stated in organizational psychology that job performance is a function of ability and motivation. Performance can be defined as almost any behavior aimed at completing a task or reaching a goal. Many organizations today recognize the significance of motivation and its effects on employee performance and retention.
Good employee performance in an organization has many implications, including high employee motivation, exceptional ability, a good organizational climate and infrastructure, excellent leadership that can sustain rapport and productivity, and good relationships among staff. Job motivation is critical to an organization’s effectiveness.
Significantly, in educational organizations, job satisfaction and motivation are critical to the continued growth of educational systems around the world. The importance of job satisfaction and motivation to the long-term growth of any educational system cannot be overstated.
They are ranked alongside professional knowledge and skills, core competencies, educational resources, and strategies as true predictors of educational success and performance. When one feels effective in one’s behavior, professional knowledge, skills, and center competencies emerge.
In other words, professional knowledge skills and competencies can be seen when undertaking challenging tasks aimed at academic success and performance. Needs satisfaction and motivation to work are critical in the lives of teachers because they are the primary reasons for working in life.
An economics teacher who is highly achievement motivated will be more conscientious in his or her work and will be more responsible, whereas almost every economics teacher works in order to satisfy other needs, which is why motivation is defined as the activation or energization of goal-oriented behavior.
Motivation is defined as an internal drive that pushes someone to do things in order to achieve a goal (Hairnes 2001) Achievement motivation, which can be defined as a proclivity to strive for success, becomes the driving factor for future understanding.
1.10 PROBLEM STATEMENT
Teachers’ agitation and demand are assumed to be beyond the ministry of education’s or the government’s resources. As a result, the Nigerian government and the Nigerian Union of Teachers (NUT) are constantly at odds over raising salaries and improving working conditions for teachers. During the National Council on Education (NCE) meeting in Kano in 2002, the Federal and State Governments argued that the country’s current economic realities could not support the demand for teachers.
It is self-evident that without economics teachers, there will be no economists in the country. It becomes a basic requirement if the country is to advance in economic development and keep up with the rest of the world. The issue is that, unlike other subjects such as mathematics and English, economics teachers do not have a union. They are solely reliant on the Nigerian Union of Teachers (NUT).
The government’s stance on teacher job performance accuses teachers of negligence, laziness, and a lack of dedication and zeal to work. It is recognized that ignoring economics teachers’ requests for salary increases, incentives, and better working conditions will have a negative impact on, and even stall, the nation’s economic development in the future.
1.3OBJECTIVE OF THE STUDY
The primary goal of this research is to look into the effect of motivation on economics teachers’ performance in Nigeria. Its specific goal was to:
i. Determine the impact of motivation on economics teachers’ performance;
ii. Discuss job satisfaction and economics teachers’ motivation in relation to Nigerian teachers’ needs satisfaction for school effectiveness; and
iii. Determine the differences and relationships between teachers’ job satisfaction, motivation, and performance.
1.4 QUESTIONS FOR RESEARCH
i. What are the effects of motivation on the performance of economics teachers?
ii. What are the factors that tend to motivate economics teachers in terms of job performance and needs satisfaction?
iii. What is the Ministry of Education’s position on motivation and its impact on economics teachers’ performance?
iv. What are the advantages of having motivated economics teachers?
v. How important are needs satisfaction and job motivation in the life of an economics teacher?
1.5 HYPOTHESES FOR RESEARCH
i. There is no significant relationship between job satisfaction and teacher performance and factors that tend to motivate teachers.
ii. There is no statistically significant difference between needs satisfaction and job motivation in economics teachers.
iii. There is no statistically significant relationship between motivation and economics teacher performance.
1.6THE STUDY’S SIGNIFICANCE
The findings of this study will help to sustain the growth of the educational system in Nigeria and around the world. This research would aid in describing or explaining the critical role of motivation in the needs satisfaction of Nigerian economics teachers. The findings of this study will also assist educators and policymakers in emphasizing the importance of including motivation packages for economics teachers in order to prepare them for better performance.
1.7 STUDY SCOPE AND LIMITATIONS
The purpose of this study was to look into the effect of motivation on the performance of economics teachers in the Ikorodu Local Government Area of Lagos State. It addressed issues such as the effects of motivation on economics teachers’ performance, the benefits of having highly motivated economics teachers, the importance of needs satisfaction and job motivation, and the government’s perspective on motivation and economics teachers’ job performance.
1.8 KEY TERMS DEFINITION
ECONOMICS: The study of how a society’s trade, money, and industry are organized.
EDUCATION: The process of teaching, training, and leaving school in order to improve knowledge and skills.
MOTIVATION: This is defined as an organization’s level of readiness to pursue specific goals, and it entails determining the nature and location of the forces that maintain that level of readiness.
NEEDS: Things that someone requires in order to live comfortably or achieve their goals.
ORGANIZATION: A group of people who work together to form a business in order to achieve a specific goal.
PERFORMANCE: This is defined as almost any behavior aimed at completing a task or reaching a goal.
RELATIONSHIP: This is how two people, or a group of people, or things, behave or deal with each other.
SATISFACTION: The good feeling you get when you achieve your goal.
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