CHAPTER
ONE
INTRODUCTION
1.1
Background
to the Study
There have been a number of attempts to present
models of motivation which list a specific number of motivating needs with the
implication that these lists are all-inclusive and represent the total picture
of needs. Unfortunately, each of these models has weaknesses and gaps, and we
are still without a general theory of motivation (Emenike , 2010).
In Nigeria, just like
elsewhere, teachers encounter performance challenges, in which irregular work
attendance is common, professional documents are rarely prepared, supervision
of school activities are ignored, class work are inadequate and generally, learners
are literally left on their own (Umoren, 2013).
Essien,(2009), maintained
that lack of effective motivation of teachers is manifested in an individual
indifferences to learning; that is lack of interest in learning; weak drive
towards goal attainment and little identification with school subjects, this is
manifested in the students by being absent frequently from school due to lack
of interest in the teaching learning process. A child who is not under the care
of a well-motivated teacher does not take school work serious irrespective of
gender.
Education is one of the
vital tools for emancipating mankind, such that each society puts a lot of
capital on it to ensure that the entire generation acquires the necessary
skills, knowledge and the desired attitudes critical for future survival. It
was noted that schools that were able to remain relevant in undertaking their
key mandates to society focused on the human capital development through
superior motivational rewards (Idiong, 2012).
It is therefore apparent that
the issue of adequate motivation of teachers has relevance in teaching, managerial
functions and school activities that are aimed at directing the productive
effort of the workforce towards achieving educational objectives (Olugbenga,
2007).
All organizations are concerned with what should be
done to achieve or sustain high levels of performance through people. Organizations
seeking to remain relevant in their operations within an industry or sector that
is characterized by heightened competition must emphasize on investing more in
human resource than any other, Ousmame (2013).
1.2
Statement
of the Problem
It is fundamentally unrealistic to assume that
people would continue to find satisfaction in co-operating with organization’s
affairs if no interest is shown in their individual needs and problems.
Motivating workers has
been a great challenge to employees in Nigeria in both private and public
sectors. Most employees tend to drive
their organizational success with little or no concern to the welfare and
wellbeing of their workers. This
ultimately affects the morale and drive of the workers to give their best hence
the performance of the organization.
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