IMPACT OF MOTIVATION ON TEACHERS’ JOB SATISFACTION IN IKEJA LOCAL GOVERNMENT AREA OF LAGOS STATE

IMPACT OF MOTIVATION ON TEACHERS’ JOB SATISFACTION IN IKEJA LOCAL GOVERNMENT AREA OF LAGOS STATE

ABSTRACT

Teachers’ motivation and satisfaction have a positive impact on their job commitment. The majority of teachers in Lagos State were committed to their jobs. One hundred twenty secondary teachers responded to the motivation on teacher job satisfaction. Three hypotheses were examined at the 0.05 level of significance by chi-square and tee test analyses.

TABLE DES CONTENTS

Title page i

Certification ii

Dedication iii

Acknowledgment iv – v

Abstract vi

Table of Contents vii-ix CHAPTER 1

1. Background of Study 1-10

1.2 Statement of Problem 10-11

1.3 The purpose of Study 11-12

1.4 Research Questions 12-13

1.5 Research Hypotheses 13

1.6 Significances 13-14 of the study

Study 15: 1.7 Scope

1.5 Limitation of the Study

1.9 Definition of Terms 15

CHAPTER TWO: REVIEW OF RELATED LITERATURE

2.0 Introduction 16

• Concept of Motivation 17-21
• Concept of Job Satisfaction 22–26
• The Dimension of Job Satisfaction 27 – 33
• Motivation and Relationship

33-37 and Job satisfaction

• Factors that are violent against teachers

Job Satisfaction 37-42

• Motivational Strategies and Methodologies

Teachers, 42-49

CHAPTER THREE – RESEARCH METHODOLOGY

3.0 Introduction 50

3.1 Research Design 50-51.

3.2 The study population 51

3.3 Sample and Sampling Methods 51-52

3.4 Research Instrument 52

53

53

CHAPTER FOUR – PRESENTATION & ANALYSIS OF DATA

4.0 Introduction 54

4.1 Respondents’ Personal Data Based on Age 54-55″

55

4.2.1 Relationship Analysis between

Motivation and job satisfaction

Teachers 55-56

4.2.2 Relationship Analysis – T-test Analysis

Motivation and Job Satisfaction

56-57

4.2.3 Analysis of Significant Relationships

Motivation and Job Satisfaction

Of Junior and Senior Teachers, 57-58

4.3 Discussion of Findings, 58-60

CHAPTER FIVE – SUMMARY CONCLUSION AND

RECOMMENDATIONS

5.1 Summary 61-62

5.2 Conclusion 62-63

5.3 Recommendations (63-66)

5.4 Suggestions for Further Research 66

Refer to 67-69

Appendix 70-74

CHAPTER 1

INTRODUCTION

• Background of Study

Ensure the sustainability of any educational system globally; job satisfaction is as important as professional skills and knowledge. Competencies in educational strategies and resources are the key determinants of educational achievement and performance. One’s ability to be effective in their behavior directly results from these competencies. Professional knowledge and skills can be seen in taking on and succeeding at challenging tasks related to educational success and performance (Filak & Sheldon, 2003).

Motivation alongside satisfaction is a key factor for success in an organization. Organizations should adapt to changes in the external environment; This may help to motivate employees and give them a competitive edge; This is why they need competent and skilled employees.

Motivation is an important part of any organization because it improves productivity and allows employees to achieve their goals more efficiently. Motivation can change the behavior of employees in any organization. However, motivation varies from one human to another. Teachers also need to be motivated in order to reach their goals. Motivation is important for teachers as it increases their skills and knowledge, directly impacting student achievement (Mustafa and Othman (2010). Teachers who lack motivation in schools are less capable, which can directly impact the performance of students and the education system.

Teachers need satisfaction and motivation to work. They are the main reason they do their jobs. Although most teachers work to fulfill their needs, they also strive for satisfaction. This content refers to teacher satisfaction. The teaching job can meet teachers’ needs and improve their teaching performance.

It is believed that the demands and agitations of teachers are beyond the capabilities of either the ministry of education or the government. The Nigerian Union of Teachers (NUT) and the Nigerian government are constantly conflicted over teacher salaries and working conditions. Both the federal and state governments argue that the current economic conditions in Nigeria cannot support the demand for an increase in salaries, benefits, and improvements in working conditions. They specifically claim that teachers’ demands are beyond the government’s resources.

The nation’s development strategy has given education a high priority, and deliberate efforts have been made to expand the number of schools in the country. The country’s educational system is huge in absolute terms when measured in terms of the number and variety of educational activities and the students, teachers, and institutions it houses.

However, the effective utilization of educational setups to produce high-quality output has been a concern. Many committees and commissions that examined the operation of the educational system in the country expressed concern over the quality, job satisfaction, and motivation of teachers; This is in response to the need for an improvement in the education system. 1986 national policy on education recognized the critical role of teachers. It stated that teacher status reflects the socio-cultural ethos and culture of a country. The policy stated that no one could achieve a higher level than its teachers. The government and community must work together to provide conditions that will encourage and motivate teachers in constructive and creative ways. While it may be pertinent to note that while there are many qualified and competent teachers in the country, the problem of declining education standards is alarmingly serious. This phenomenon should not be limited to academic and professional qualifications. Other determinants include job satisfaction, work motivation, and other factors.

Teacher satisfaction has been a key factor in improving the education system. It has held an unshakeable position in educational research. Satisfaction, a psychological phenomenon, is complex and subjective. Job satisfaction is the degree of contentment an individual has with their job. It describes how the employee meets the job’s rewards and expectations.

The teacher’s job satisfaction is a key factor in school dynamics. It is often considered a primary dependent variable when evaluating the school’s effectiveness. A happy and well-informed teacher can make a significant contribution to the well-being of their students. This complex mix of factors can also impact job satisfaction. As mentioned, every employer wants to hire motivated individuals who are willing to work hard and want to learn. Schools need motivated teachers to achieve their goals and be good citizens; This is just one factor influencing a teacher’s performance. It covers the factors that influence and sustain teachers’ behavior in a certain direction. Researchers believe that teachers are motivated by a lack of motivation and need to be replenished. Knowing what motivates teachers can help us understand their work habits. Their ability to work efficiently will result in school progress, increasing their commitment to the school.

Motivation could be a powerful tool in educational institutions that may increase the efficiency of teachers. Dombrovskis Gusewa and Murasovs (2011) concluded that the motivations of work satisfaction, social states, and teachers occupy the lowest position in the work motivation system. Kaur and Sidana (2011) reported that male teachers were happier than their female counterparts Gupta Pasrija and Bansal (2012). They also found that teachers from rural areas were more satisfied with their jobs than their male counterparts. The present study will give fresh insights and perspectives on job satisfaction and motivation for teachers in Ikeja Local Government Area, Lagos State.

• Statement on the Problem

Teachers in Nigeria, particularly in Lagos State, are dissatisfied with their work conditions and remuneration. A lack of dedication to work has led to high teacher turnover and poor results at senior secondary schools. Services’ operating conditions seem to be below teachers’ expectations, manifesting as resignations, vacations of posts, and non-resumption of a post after teachers have been absent or sponsored Study leave. As they display other withdrawal behaviors such as lateness, absenteeism, and passive job behavior, the general mood of those left is not encouraging.

• Study

The overall main objective of this research/project study is to examine the motivational levels of teachers in selected schools.

To examine the relationship between motivation, job satisfaction, and teacher motivation in the school setting.

To identify social and workplace factors affecting staff motivation, job satisfaction, and job effectiveness of teachers at schools.

To make suggestions for improving teachers’ job motivation and job satisfaction in Ikeja Local Government Area, Lagos State.

To discuss how teachers in secondary schools in Ikeja Local Government Area, Lagos State can be motivated?

• Research Questions

These are questions that researchers can use to guide their Study.

1. Does job satisfaction correlate with job effectiveness in secondary schools for teachers?
2. Is motivation a factor in the effectiveness of teachers’ jobs?
3. Is there a correlation between teacher job motivation and job satisfaction in secondary schools?
4. Is Nigeria Education Service able to motivate and satisfy secondary school teachers?

• • Research Hypotheses

1. Teachers’ motivation and job satisfaction are not related.
2. Motivation and job satisfaction are not related significantly between male and female teachers.
3. There is no relationship between job satisfaction and motivation for junior and senior teachers.

• • Significance Study

The major stakeholders in institutions will be able to identify motivational, social, and work-related factors that influence teacher commitment; This will help them formulate policies to address low commitment and high staff turnover in their state, reducing teacher satisfaction and increasing their motivation for their jobs better.

It will help teachers understand their local work habits, which will help them improve the school’s performance and the academic performance of their students; This will help make good citizens of the community.

This research is also expected to encourage greater research interest and open the door for a more in-depth study on the issues of motivation and job satisfaction in a wider dimension than the one that has been done in this Study.

• Scope for the Study

This research is limited to the Ikeja Local Government Area in Lagos State.

• Limitations to the Study

This research was not possible due to time constraints. It is limited to Ikeja State.

• Definition of Terms

Motivation:- This psychological process is responsible for the arousal and persistence of goal-directed voluntary actions.