1.0 Introduction
1.1 Background of Study
Teachers are very important in the developing the future of student and the academic sector in Nigeria. The teaching profession is one of the least respected professions in Nigeria today as it is the case in most developing countries of the world. Teachers from all ramifications are the builder of a nation hence they educate the youth that will later sustain the growth or the nation. This important role which the teachers play is not adequately compensated. If not for recently when the federal government had introduced some fringe benefits or remunerations such as the new salary structure called “elongated salary”, housing and transport, utility.
Teacher motivation and attitude towards work are critical determinants of educational quality and student achievement. Teachers who are motivated and possess a positive attitude towards their work are more likely to be effective in the classroom, exhibit higher levels of job satisfaction, and contribute to a positive school climate (Komba & Nkumbi, 2008). Conversely, low motivation and negative attitudes can lead to teacher burnout, absenteeism, and high turnover rates, which ultimately affect student learning outcomes (Skaalvik & Skaalvik, 2011). Additionally, the socio-cultural context, including community support and societal perceptions of the teaching profession, plays a significant role in shaping teachers' attitudes and motivation (Hoy & Miskel, 2005).
Rent and leave allowances for all workers in the country, teachers would have remained very poor. These remunerations are added incentives to motivate and encourage teachers to put in their best for a better attitude to work, which will lead to high productivity and efficiency. Unfortunately, these remunerations arc not so regularly paid to teachers as their counterparts in other employments. This usually leads to incessant strikes in the school system. According to Mbipom (2000:115), both staff and students have lost much time due to strikes for better conditions of service. Accordingly, as long as the hydra headed examination malpractice is around nobody seems to mind. The resultant effects arc found in the half-baked and ill-equipped product turn out from the school system annually.
On the other hand many teachers do not accept best attitude to work to enable them. Teachers have little or no interest in their jobs and are not dedicated to their work anymore. This deteriorating trend in all work of human life is observed more in urban areas where the degree of sophistication seems to dedicate the evil pace.
Shagari (2002) observed that the attitude of Nigeria to work is the worst in the world and that if only every Nigerian is prepared to do an honest day’s work for an honest day’s pay, Nigeria would achieve wonders in every sphere of human endeavour. Teaching which everybody recognizes as a noble profession since ages, has been the talk of the town, the average man in the street presently laments over apparent fall in standard of education in the our society which they usually attribute to the teachers attitude to work; because to poor attitude to work by teachers the standard of education is falling daily. Therefore, in Nigeria where the research was carried out, the activities that was conducted is to assess teacher’s motivation and attitude to work among secondary school teachers.
1.2 Statement of Problems
Investigation revealed that the teachers are essential for developing the future of students. Achievement level of students is directly related with the effectiveness of teachers. But a main problem exists in the Public schools in Nigeria, due to which performance of students is declining. A large number of teachers are incoming and leaving in the Public schools. Due to this reason, teaching has become a revolving door occupation. Moreover, a large number of teachers are switching to other non-teaching jobs.
Due to this, shortage of competent teachers is happening. Schools are fulfilling these positions with ineffective teachers. This turnover of competent teachers and fulfilling of these vacant positions with inefficient teachers decrease the standard of instruction & due to low quality of instruction, student’s performance is declined. Excessive teacher’s turnover has a deep impact on the achievement level of students. This excessive turnover is capturing the attention of education research and development.
The main goal of educationalists is to know about the reasons of excessive teacher’s turnover. This problem is not only prevailing in Yobe State but also the same situation is prevailing in the other cities of Pakistan as well as in other countries. It is to this regard that the research desires to carry out an assessment of teachers’ motivation and attitude to work among secondary school teachers in Yobe State.
1.3 Aim and Objectives of Study
The aim of the study is to assess teacher’s motivation and attitude to work among secondary school teachers. In achieving this aim, the following specific objectives were laid out as follows:
- To determine the extent to which teachers’ motivation influenced the attitude of secondary school teachers to work in Yobe State;
- To determine the relationship between teacher’s motivation and attitude to work among secondary school teachers in Yobe State;
- To investigate on the factors affecting teachers motivation among secondary school teachers in Yobe State;
- To find out whether the teachers in most public secondary schools in Yobe State are motivated; and
- To examine the whether the teachers in public secondary schools in Yobe State are satisfied with the type of motivation system used by the school.
1.4 Research Questions
The study came up with research questions so as to be able to ascertain the above stated objectives. The specific research questions for the study are stated below as follows:
- Are the teachers in most public secondary schools in Yobe State motivated?
- What is the relationship between teacher’s motivation and attitude to work among secondary school teachers in Yobe State?
- To what extent does teachers’ motivation influence the attitude of secondary school teachers to work in Yobe State?
- What are the factors affecting teachers motivation among secondary school teachers in Yobe State?
- What are the teachers in public secondary schools in Yobe State satisfied with the type of motivation system used by the school?
1.5 Research Hypothesis
In order to pursue the objective of this study, the following generalized statements have been designed to guide and aids in obtaining the result for the experiment to be conducted. For this work, the null hypothesis will be represented with H0 while the alternative hypothesis will be represented with hypothesis H1.
Hypothesis One
- H0: There is no significant relationship between teacher’s motivation and attitude to work among secondary school teachers in Yobe State.
- H1: There is a significant relationship between teacher’s motivation and attitude to work among secondary school teachers in Yobe State.
Hypothesis Two
- H0: There is no positive correlation between intrinsic motivation factors and job satisfaction among secondary school teachers.
- H1: There is a positive correlation between intrinsic motivation factors (such as personal values and passion for teaching) and job satisfaction among secondary school teachers.
Hypothesis Three
- H0: Societal respect for the teaching profession correlates positively with teachers’ sense of professional accomplishment and commitment
- H1: Societal respect for the teaching profession correlates negatively with teachers’ sense of professional accomplishment and commitment
Hypothesis Four
- H0: Increased workload due to policy changes and accountability measures negatively affects do not teachers’ job satisfaction and motivation.
- H1: Increased workload due to policy changes and accountability measures negatively affects teachers’ job satisfaction and motivation.
1.6 Significance of Study
The study on an assessment of teachers’ motivation and attitude to work among secondary school teachers will be of immense benefit to the entire public secondary schools in Yobe State in such a way that it will determine the relationship between teachers’ motivation and attitude to work. It will provide for an opportunity for enhancing job performance by understanding motivation determinant and actions involved in them so as to improve performance. The study will also service as a repository of information to other researchers that desire to carry out similar research on the teachers’ motivation and attitude to work among secondary school teachers.
1.7 Scope of Study
The scope of the research is focused on an assessment of teachers’ motivation and attitude to work among secondary school teachers will consider three (3) public schools (Army secondary school, government Girls College and government secondary school) in Yobe State. The study will cover on the relationship between teachers’ motivation and attitude to work.
1.8 Limitations of the Study
During the course of this study, many things militated against its completion, some of which are:
- Time Constraint: The time frame given to accomplish this project was very short due to school academic calendar and it was carried out under pressure which made the researcher not to implement some necessary features.
- Establishment Policies: Establishment policies posed a serious limitation as most staffs are not ready to release information needed for this project work. There were lots of information needed from the staffs of this establishment to enhance the study which took them time to release or they did not release at all for security purposes, hence the scope was reduced.
- Financial Constraint: Insufficient fund tends to impede the efficiency of the researcher in sourcing for the relevant materials, literature or information and in the process of data collection (internet, questionnaire and interview).
1.9 Definition of Terms
Motivation:
The process of including or causing someone to behave in the most desired way in the aid of certain incentives.
Performance:
This is the way in which something react under certain condition of fulfils the purpose for which it was intended.
Remuneration:
This is the monetary compensation an employee receives of work done, condition of service, this is both the monetary and non-monetary compensation given to an employee.
Satisfaction:
This is a feeling of happiness or pleasure because you have achieved something or get what you want.
Productivity:
Is the rate at which goods are produce and the amount produce compared with the work, time and money needed to produce them
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