ABSTRACTThe purpose of the study was to investigate the effects of teacher motivation on the productivity of teachers teaching in Senior High Schools in the Kwadaso Sub-metro. The specific objectives were to examine existing motivational packages available for teachers; to assess teachers’ level of satisfaction towards the motivational packages; to …
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ABSTRACTThe purpose of the study was to investigate the effects of teacher motivation on the productivity of teachers teaching in Senior High Schools in the Kwadaso Sub-metro. The specific objectives were to examine existing motivational packages available for teachers; to assess teachers’ level of satisfaction towards the motivational packages; to examine the relationship between the socio-demographic characteristics of teachers and their level of job satisfaction; and to find out the motivational strategies that can lead to teachers’ job satisfaction in public secondary schools in the Municipality. Descriptive statistics (mean and standard deviation) and Pearson Product Moment Correlation Coefficient were used for the analysis using the descriptive design. Statistical Package for Social Sciences (SPSS) version 25 was used to analyze the quantitative data. A sampling size of eighty (80) teachers was selected using the random sampling approach across the selected schools in the study area. Findings of the research revealed that, transfer grants, teachers’ housing, conducive working conditions, recognition and rewards for good performance, free medical treatment in the event of sickness and opportunity for personal growth and development were considered the most existing motivational packages in the Kwadaso Sub-metro. It was also found that, promotion, high salary, and bonuses for achieving targets were the perceived motivational packages that enhance teachers’ performance. It is recommended that teacher’s salary should be increased to match the increased cost of living. Again, it was recommended that condition of service should be improved. schools establish a favorable learning environment for instructors in order to maintain their motivation and happiness with their professions.TABLE OF CONTENTDECLARATIONABSTRACTACKNOWLEDGEMENTSDEDICATIONLIST OF TABLESCHAPTER ONEINTRODUCTION1.1 Background to the Study1.2 Statement of the Problem1.3 General Objective1.3.1 Specific Objectives1.4 Research questions1.5 Significance of the study1.6 Delimitation1.7 Limitation1.8 Organization of the StudyCHAPTER TWOLITERATURE REVIEW2.0 Introduction2.1 Conceptual Review2.1.1 Motivation and Work Performance2.1.2 Categories of Motivation2.1.2 Work Environment and Teacher Motivation2.1.3 Arrangement of the Workspace and Teacher Motivation2.2 Teacher Motivation and Job Satisfaction2.5 Importance of job satisfaction and motivation2.6 Theoretical Review2.6.2 Maslow’s Hierarchy of needs theory2.6.3 Factor Theory of Motivation2.6.4 ERG Theory of Motivation2.6.5 McClelland’s achievement theory2.6.7 The Expectancy Theory2.6.8 The Needs Goal-Setting2.8 Empirical Review2.8.1 Influence of Teachers’ Professional Development Opportunities on Job Performance2.8.2 Influence of Teachers’ Remuneration on Job Performance2.8.3 Influence of Working Conditions on Job Performance2.8.4 Gender and Job Performance2.8.5 Professional Qualification Levels and Job Performance2.8.6 Age and Job Performance2.9 Conceptual framework of the studyCHAPTER THREERESEARCH METHODOLOGY3.0 Introduction3.1 Profile of Study Area3.2 Research Type Design3.3 Target Population3.4 Sampling and Sampling Technique3.5 Data Collection Instrument3.5.2 Reliability and Validity3.6 Data Collection Procedure3.7 Data Analysis Procedures3.8 Ethical ConsiderationsCHAPTER FOURRESULTS AND DISCUSSION1.0 Introduction4.1 Demographic Characteristics of Respondents4.3 Teachers Job Satisfaction and Socio-demographic Variables4.4 Comparing Job Satisfaction of Male and Female Teachers with Regards to the various Motivational Packages4.5 Discussing of FindingsCHAPTER FIVESUMMARY OF CONCLUSIONS AND RECOMMENDATIONS5.1 Summary5.2 Conclusions5.3 Recommendations5.4 Suggestions for Further ResearchReferencesAPPENDIX
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