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.
TABLE OF CONTENTS
TITLE PAGE i
CERTIFICATION ii
DEDICATION iii
ACKNOWLEDGEMENT iv-v
ABSTRACT vi
TABLE OF
CONTENTS vii
CHAPTER ONE
1.1
BACKGROUND
OF THE STUDY 1-4
1.2
STATEMENT
OF THE PROBLEM 4
1.3
PURPOSE
OF THE STUDY 4
1.4
RESEARCH
QUESTIONS 5
1.5
SIGNIFICANCE
OF STUDY 6
1.6
RESEARCH
HYPOTHESIS 6-7
1.7
SCOPE
OF STUDY 7
1.8
OPERATIONAL
DEFINITION OF TERMS 8-9
CHAPTER TWO
LITERATURE REVIEW AND CONCEPTUAL FRAMEWORK 10
2.1 LITERATURE
REVIEW 10-13
2.2 THE NEED FOR CURRICULUM EDUCATION 14-15
2.3 HISTORY
OF SECRETARIAL PROFESSION 16-19
2.4
TECHNOLOGY
AND EDUCATION 19-25
2.5
CURRICULUM
OVERVIEW 26-31
CHAPTER THREE
RESEARCH METHODOLOGY 32
3.1
RESEARCH DESIGN
33
3.2
POPULATION OF THE STUDY 33
3.3
SAMPLE AND SAMPLING 34
3.4
INSTRUMENTATION 34-35
3.5
RELIABILITY OF
INSTRUMENT 35
3.6
METHOD OF DATA
ANALYSIS 35-36
CHAPTER FOUR
DATA ANALYSIS AND INTERPRETATION
4.1 INTRODUCTION 37
4.2 RESPONDENTS
DEMOGRAPHIC DISTRIBUTION 37-38
4.3 DATA
ANALYSIS 39-43
4.4
DISCUSSION OF FINDINGS 43-44
CHAPTER FIVE
SUMMARY, CONCLUSION AND
RECOMMENDATIONS 45
5.0 INTRODUCTION 45
5.1
SUMMARY 45-46
5.2
CONCLUSION
46-47
5.3
RECOMMENDATIONS 47
5.4 SUGGESTION FOR FURTHER RESEARCH 48
REFERENCE 49-51
APPENDIX 52-53
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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