TABLE
OF CONTENTS
CHAPTER ONE
INTRODUCTION
Background
to the Study.
Statement of the problems
Purpose of the study
Research questions
Research Hypotheses
Significance of the study.
Scope of the Study
Definition of terms
CHAPTER
TWO
REVIEW
OF LITERATURE
Concept of Human Resources personnel
management
Managerial
Functions
Human
Resource Management Leadership Style
Teachers’ motivation and quality of Education.
Influence
of Teachers’ Motivation and Students’ Academic Performance
CHAPTER
THREE
RESEARCH
METHODOLOGY
Research
Design
Population
of the study
Sample
and sampling procedures
Sample
and Sampling Technique
Sampling
Procedure
Research
Instrument
Validity
of Instrument
Reliability
of Instrument.
Method
of data collection
Method
of Data Analysis.
CHAPTER FOUR
DATA PRESENTATION AND ANALYSIS
Analysis of participation Background information.
Research Hypothesis one.
Research Hypothesis Two.
Research Hypothesis Three.
Discussion of Findings
CHAPTER
FIVE
SUMMARY,
CONCLUSION AND RECOMMENDATIONS.
Summary
of the Study
Conclusion
Recommendations
REFERENCES
APPENDIX:
QUESTIONNAIRE
CHAPTER ONE
INTRODUCTION
Background to the Study.
Success in a business is a function of
many variables, including the quality of human resources and infrastructural
facilities available to the organization or institutions' administrators to
coordinate the various resources and activities of the enterprise toward
objective accomplishment through management.
A successful coordination of institutional
resources, both human capital and material resources is significantly
characterizes by the development and application of strategic principles to the
process of managerial decision making.
This requires effective and efficient
implementation of objectives and functions of management and principles that
underlie and facilitate effective coordination and utilization of resources
towards the accomplishment of an institution objectives and mission statement.
Mankind involvements in management
processes are as old as the history of creation. For instance, in African
culture and traditions, it is learned in their existence to organize themselves
into small groups either hunting, farming, building houses, fishing or dancing
in the village square, with a group leader to direct and shows others how to
work towards the accomplishment of groups goals. Once leaders are emerged and
were accepted by the rest of the groups as their leaders, they wielded power
and authority over the rest of the group, this is an aspect of management,
hence it leads to attainment of specific group objectives. Management is
dynamic phenomenon in human existence, be it in administration or institution.
Effiong, (1995). Said that management may be
defined specifically as the process of getting things done through people by planning,
organizing, directing, co-coordinating and controlling and their activities for
the purpose of accomplishing objectives. Human resources is a major factor of
production and because of the unpredictable nature of human being, arises the
need to have a manager(s) to give
direction and manage every persons in an organization.
Organizational effectiveness , the capacity of an
organization to adopt, maintain itself, survive, and grow in the face of
changing conditions, depends to a considerable degree upon how effectively its
work force can be manage and utilized.
This is because the human resources of an
organization which comprise all
individuals regardless of their role and status, who are engaged in any of the
organization's activities are its most important and valuable assets.
Health field (2014) asserts that human
resources management (HRM) is the function within an organization that focuses
on the recruitment of, management of, and providing direction for the people
who work in an organization.
The
HRM department members provide the knowledge, necessary tools, training,
administrative services, coaching, legal and management advice, and talent
management oversight that the rest of
the organization needs for successful
operation. They are charged with over sight responsibilities to ensure that
their organization appropriately build teams and inspires employees empowerment.
Tracey (2015) defines Human Resources as
the people that staff and operate an organization as contrasted with the
financial and material resources of an organization. Human resource is people who
work for an organization in jobs.
Human resources are considered eminent, to
the fact that people are an organization’s most important resources.
Tracey (2015) contends Human Resources is
also the name of the department or functional area from which the employees
provide HR service to the rest of the
organization. People are an organization
asset. Employees must be hired, satisfied, motivated, developed and retained.
Human beings or people need to be
motivated or inspired towards successful implementation of ideal process. A number
of theories have been propounded by behavioral Scientists on people behaviour
towards carrying out responsibilities. One such behavioural School of thought, Douglas
McGregor (1960) propounded two theories about the nature of human beings. These
are theories Y and X.
According to Douglas Mc Gregor (1960) the
average person naturally dislikes work and will avoid it if he can. Most people
therefore need to be coerced, controlled, directed or threatened with
punishment to get them to work toward attainment of organizational objectives.
Thus, people have become a critical factor
in the attainment of organization goals because
all the organizational activities are determined by persons who made up the
organization, either willing or coerced to work, without which
infrastructural facilities used in the
organization are unproductive on their own except for human effort and
direction, hence good organizational structure does not guarantee enhance performance
and increased productivity except with well managed human resources
managers towards achieving the goal of the organization.
However, this is applicable to educational
institutions and secondary school administration.
In the educational setting as an
institution of teaching – learning process, teachers are key factors in the
school system.
The quality of secondary school education
depends on the teachers as reflected in the performance of their duties and job
satisfaction.
According to Afe, (2001)Teacher have been
shown to have an importance influence
on student academic performance
and also play a crucial role in the education set
standards because the teacher is
ultimately responsible for translating policy into action and principle
based on practice during
interaction with students
The responsibility of school administrators
or managers in the area of human resource management cover different aspects
of teachers matters, this include appointment, promotion,
retaining and successful planning to
ensure that teachers are given opportunities for professional development to reflect on
their job performance and service
delivery.
The Success of school administration just
like any other organizations or institutions is based on the establishment of
good work environment geared towards the advancement of the productive
capacities of the workers.
In order to attain the expected, there
should be a leader who will coordinate, control and direct both human and non
human resources applicable to the schools
Effiong, (1995) opined that human resource
management refers to individual who perform leadership roles in an
organization.
According to Olayote, (2004). In an organization
the most important information as regards employees is a validated measure of
his level of job satisfaction and the process of stimulating him to willingly
perform better in the pursuit of organizational objectives. School administrators
should do their best to make teachers satisfied in performing their task because
poor motivation would certainly reflect on students academic performance and
results.
Teachers have to be motivated on their job
performance in order to be committed and impact positively on the teaching
learning process at schools.
Nwogbo, (2001) stressed that therefore to
ensure the attainment of both the organizational and individual goals,
management and school administrators should relates rewards to task
performance, rewards process must
respond creatively to employee's needs as well as those of the organization, when
this is done effectively, job satisfaction will result.
The Willingness of the workers to attain
the desired goals depends to a large extent on how appropriately they are rewarded
as well as motivated on their job.
Kester, (2004) assert, then Lagos state
teachers were not financially motivated they experienced undue irregularity and
in the payment of their salaries and allowances “ it would stifle and
discourage high teachers’ class room
performance .
According to Afe, (2011). efficient
management and investment in the teachers in terms of satisfaction, motivation
and development is very important in a school system. The extent which and
dedication with which teachers carryout quality teaching – learning process depends
largely on their capability, commitment and motivation.
Human resource management in secondary
school could be effective and impact positively in all and sundry and teaching
– learning process as well as quality
education if the secondary school human resources personnel would realized that human resources management (HRM) is:-
1.
Human resource management is organizational
function that deals with or provides leadership and advice for dealing with all
issues related to the people in an organization
2.
HRM as such, deals with compensation,
hiring performance management, organization development, safety, wellness
benefits, employee motivation, communication, administration and training
3.
HRM is also a strategic and comprehensive
approaching to managing people and the work place culture and environment
4.
Effective human resource management enables employees to contribute effectively
and productively to the overall company direction and the accomplishment of the
organization’s goals and objectives
5.
It is now expected to add value to the
strategic utilization of employee and to ensure that employee programs recommended
and implemented impact the business in positive measurable ways.
Statement of the problems
The concept of teachers’ job performance
and increase in productively involves combination of various elements in work
place which are dependent on and should be provide by the school management.
These various element includes factors such as
good working environment, infrastructural facilities, instructional material,
teaching aids, job satisfaction, motivation, rewards, staff training and development programs in order to ensure increase
and greater productivity and improve quality of secondary school
education standard.
By and large, it is impossible to please
every individual teacher at work place.
However, some incentives such as
promotion, bonuses, awards etc outside salary pay package or wage will help to
satisfy and motivate the teacher and will encourage better performance among
the teachers.
The responsibility for co-coordinating and
managing the human capital and material resources for an education programme
rests squarely on school management.
Unfortunately, education system such we
have in Nigeria suffered from uncertainty, continuous change in education
policies, aims and objectives.
Strike, Schools closure as a result of
frequent change in government.
There is growing shortage of facilities,
equipments and teaching materials and the system of schools enrolment in public
secondary school are rapidly growing beyond effective and efficient control by
the management capacities. Teachers are made to work in a very poor and unconducive
teaching environment, hence teachers seem to be unhappy, Frustrated, uninspired
and unmotivated in their chosen professional career.
However, the unsatisfactory state of
secondary school education system in Nigeria particularly Lagos State education
district IV had invariably led to the
incidence of mass failure of students both internal and external examinations,
unabated examination Malpractices, Cheats in examination halls by students.
Also constant strike actions embarked on
by teachers, high attrition rate, poor work attitude by the teachers, are signs
of the unsatisfactory State of academic moral and failing standard in the
school system.
Untimely closure of Schools, examination
malpractices, absenteeism, truancy and high turnover of teachers have been
attributed to these problems of ineffective and in effective human
resource management in most secondary
schools due to lack of proper planning, directing, co-coordinating and absence
of motivation and rewards
Purpose of the study
The general purpose of the study is to
determine human resource management and secondary school effectiveness.
However, the study seeks to:-
1.
Examine the functions and roles of the
school human resource management in public secondary schools.
2.
Examine human resources management
leadership styles and teachers' productivity in secondary schools.
3.
Assess ways through which human resources
managers in schools can motivate teachers and the impact to enhancing quality
education effectiveness in secondary schools.
Research questions
1.
What are the functions of human resources
management to ensure effectiveness of public secondary school system?
2.
Does Leadership styles employed by the
secondary school principals and vices, influence the productivity level of
teachers performance in public secondary schools?
3.
What are the various ways through which
school principals motivates teachers in public secondary schools in enhancing
quality education and secondary school effectiveness?
Research Hypotheses
Ho1:
There is no significant relationship between human resource management
functions and secondary school effectiveness.
Ho2:
There is no significant influence of management styles on teachers,
productivity and job satisfaction in public secondary schools.
Ho3. There is no significant relationship between
motivation and teacher’s productivity in public secondary schools effectiveness.
Significance of the study.
The study is conducted to shed light on
the working conditions of teachers in public secondary schools in Lagos state.
The findings of the study can be useful to both private and public school
Managers. A public secondary school management that understands the importance
of its human resources in the successful and productive running of the school
will ensure that the teachers are well managed, sustained and most utilized.
Moreover, it would benefit the government
and its policy makers on education matters, recruitment, placement, training,
welfare and development of teachers.
There will be well defined structures in
terms of responsibilities, functions and roles each individual plays towards
the success of the school. with a good structure and system of management,
areas of weakness can be easily identified corrected and improved upon.
Finding from the study will be significant
in terms of monitoring and assessing teachers' professional conduct towards job
description and satisfactory service delivery.
The teachers will through this study be
able to evaluate themselves, in terms of dedication, commitment, discipline and
job performance, try to improve on areas of deficiencies.
The general public and specifically
parents will benefit from this study because of its contributions to quality
education services.
Scope of the Study
The Study focused on the human resources
management and secondary school effectiveness in Lagos State education district
IV.
The study covered 10 public secondary
schools in education district IV Yaba Local council Development Area of Lagos
State.
Definition of terms
The following terms are
defined operationally
Human Resources management:
function within an organization that focuses on the recruitment of management of, and
providing direction for the people who work in an organization.
Human Resource:
the people that staff and operate an organization as contrasted with the
financial and material resources of an organization.
Management:
the process of getting things done through people by planning, organizing,
directing, co-coordinating and controlling their activities for the purpose of
accomplishing objectives.
System: it is the style or
pattern adopted by school managers in carrying out their managerial functions.
Teachers: School academic staff who
engage in the task of providing education for the students
Productivity
is the average measure of the efficiency of teachers in their job performance.
Job Satisfaction: shows how satisfied
and contended the teachers are with their job and welfare conditions
Motivation: the process of
stimulating the desire and output of the teachers to be committed, continually
interested on their job their job through rewards and incentives.
School Effectiveness:
It constitutes peaceful environmental condition of the school, good students
academic and behaviourial performance, staffs good attitude towards teaching,
etc.
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