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THE EFFECTS
OF THE NEW SALARY SCHEME ON TEACHERS’ PERFORMANCE
Abstract
This
research work evaluated the effects of the new salary scheme on teachers’
performance with reference to selected secondary schools in ogun-state. 50
copies of questionnaire were administered by teachers in different secondary
schools. The non-parametric of chi-square was used to measure the relationship
between the new salary scheme and teachers performance. The study found out
that there is significant relationship between the new salary scheme and
teachers performance, it was also discovered that there is a significant
relationship between teachers’ efficiency, productivity and incentives given.
The study equally showed that teachers will not see the new salary scheme has
adequate and well compensating. The researcher however recommended that a
professional body or association should be established to regulate the entrance
into teaching occupation and control ethical conducts of members, government
should make teachers one of the highest paid workers in the country, also the
society and the teachers should be reoriented to see teaching as prestigious
job with high social status, in-service training, collaboration, workshops, and
ICT training should be encouraged by government for teachers.
CHAPTER ONE
INTRODUCTION
1.1
Background to the study
There is a
saying that “the return of labor is salary or wages. The study focuses on the
key determinants of job satisfaction among teachers in ogun state, which
include the impact of working and living conditions on teacher’s morale, and
also the new salary scheme which was implemented by the federal republic of
Nigeria for its workers in which are one of them.
In recent
times, there has been a growing interest the financial aspect of education. One
of the reasons for such interest is the considerable growth in the volume of
educational activities to such an extent that education is today one of the
largest industries in all countries and in Nigeria. According to Ogbodo (1995),
education is the employer of highly skilled personnel in which teachers are
most essential.
Education
utilizes large amount of a country’s available resources and how it does this
affects the well being of the population. One of the resources which education
utilizes a great deal is money and this is a very important input on which the
success of any school system depends. These resources are essential in the
payment of teacher’s salaries, which is the main key factor to motivate
teachers.
For teachers
to deliver something meaningful to the students, their salaries determine how
serious and how motivated they will be, to discharge their duties, for
“effective payment of salaries will lead to effective teaching”. Government has
been the sole provider of funds for schools and financing of education in the
country. According to vaizey(1973), it has been a intractable problem for
government in most developing countries due to uncontrolled increase in school
age population leading to expansion of education with the attendant upward push
in the cost of education.
For decades,
teachers have claimed, step by step, up the traditional pay ladder,
automatically earning salary increase based on their education level and years
of service.
Around the
nation, most school districts and teachers recognize that traditional pay
schedule is for what it is an imperfect market system. Yet, for many years, in
community after community, teacher’s salary talks often ended up focusing on
ways to adjust the system. Only in recent years has the salary talk climate
been more conductive to discussions of alternative pay structures, structures
that often involve compensating teachers not just for how long they have been teaching,
but how well.
Each day,
teachers and other school staff take on responsibilities that in past years
would have been undertaken by parents. However teachers feel they are being
asked to do more than just teach, and also should be paid accordingly. Teachers
also believe that higher salaries and benefits would reflect a larger measure
of public respect for their professions.
Sandra
Freidman, president of the American federation of teachers, has been quoted as
saying that beginning teachers should earn wages comparable to those afforded
beginning doctors and lawyers. A typical government teacher is required to
teach between seven to eight periods each day to classes which frequently have
more than forty pupils. Teachers are also expected to assist with others school
based activities that are sometimes labor intensive, the reward system in terms
of pay packet s and promotion does not appear to have job motivation as its
goal.
In Nigeria
the average teacher salary before increasing it was ₦9,000 per month, without
any form of allowance. If they are lucky, they are given a motorcycle or
bicycle loan which further reduces the salary to about ₦8,000/month. There is no case where primary or secondary
school teachers are sponsored to further his/her education. A teacher who earn
#9,000 monthly, who have a family of two children and which his children spent
an estimate of ₦5,000 per month; it will be ineffective for him to sponsor the
other activities in his family. These can lead to getting a business job that
will affect his teaching career, because he will not have time for his
students.
In 2010, the
federal republic of Nigeria increased the basic salary scheme (B.S.S) for its
minimum worker in which teachers is among to ₦18,000. Teachers will be able to
perform effectively because they will be motivated through the increase in
their salaries.
1.2 Statement of the problem
Educationalist
as well as laymen believes that to avert a breakdown of the educational system,
huge sum of money had to be invested in education. Within past decades, Nigeria
educational system has witnessed unprecedented growth. This phenomenal growth
has entailed the production of indigenous high level manpower with increased
wages to match its quality.
Despite the
huge amount government said its spending on education, teachers cannot boast of
their profession because of the inadequate salaries being given to them, which
lead to increase in their salaries.
In this
research work, we shall look at how the new salary scheme which is currently
upgraded affects teacher’s performance in the school organization.
1.3 Purpose of the study
The main
objective of this study is to investigate the following:
(1) The effects of the new salary scheme
on teacher’s performance.
(2) The impacts of the new salary scheme
in school activities
(3) How teachers react or feel about the
new salary scheme compared to other professions salaries.
(4) The needs for government to increase
teachers’ salaries, so that more experts will be in the field.
1.4 Research question
The study
would examine the following questions:
(1) What are the effects of the new
salary scheme on teacher’s performance?
(2) How teachers feel about their
salaries scheme compared to other professions salaries.
(3) Does the new salary scheme really
motivate teachers to work effectively or not?
(4) What are the reasons for government
to increase teachers’ salaries?
1.5 Research
hypotheses
Ho: There is
no significant relationship between the new salary scheme and teachers
performance.
Hi: There is
significant relationship between the new salary scheme and teachers performance.
Ho1: There
is no significant relationship between teachers’ efficiency, productivity and
incentives given.
Hi1: There
is a significant relationship between teachers’ efficiency, productivity and
incentives given.
Ho2:
Teachers will not significantly see the new TSS has adequate and well
compensating.
Hi2:
Teachers will significantly see the new TSS has adequate and well compensating
1.6 Significance of the study
The finding of this study will
provide useful information to government, researchers, policy makers in
education, and entire public.
This research work will help the
government to know how effective and how efficient the salaries given to
teachers help them to perform well.
It will also help the teachers to
perform even more effectively, because when they receives more salaries, they
will be able to cater for their families, so that teachers will not be engaging
into any other form of business, it will help them focus on their profession.
Furthermore, this research work will
help the general public to know how much government is spending on the
education sector, so that the public will also pay their tax respectively.
It will also helps policy makers in
education sector to know how to take effective and efficient decisions
regarding education in the country, also it helps researchers to focus on the
study for further knowledge of it.
1.7 Scope of the study
This research work will cover some
selected local government area of ogun-state. Materials will be extracted from
local government education authority (L.G.E.A), in ijebu ode local government,
also information or data will be extracted from teachers in different schools
to see how their salaries affects them in their day to day activities, and how
well it does to motivate them to work.
1.8 Operational definition of terms.
The definition of terms used in this study is necessary because some
words mean different things to different people. These terms are defined below:
(1) Salary: these are wages received on a regular
basis, usually weekly, bi-weekly, or monthly. Sometimes the term is used to
include other benefits, including insurance and a retirement plan.
(2) Teachers performance: these involve the
effectiveness and efficient of teachers in their activities.
(3) New salary scheme: This is the new scheme in
which workers will be paid accordingly to their levels or grade. It is as a
result of increase in salaries.
(4) Inadequate salary: these involve giving of
not enough salaries to workers for work done.
(5) Funds: these are financial resources, which
are monetary inputs available for and expended on the education system. They
are usually referred to as the cost of and expenditure on education.
(6) Job satisfaction: is defined as a pleasurable
emotional state resulting from the appraisal of one’s job. It is an affective
reaction to one’s job and an attitude towards one’s job.
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