Teacher Motivation and Teacher Performance in Secondary Schools of Jinja Central Division in Jinja District, Uganda.

ABSTRACT A study on teacher motivation as determinant of teacher performance in secondary schools in Jinja central division was carried out with the main objective of establishing the relationship Jetween teacher motivation and teacher performance. The specific objectives of the study Nere; to establish the relationship between teacher motivation and performance, to determine 'actors that influence teacher motivation, to establish ways of motivating teachers so as mprove on their performance, to find out the factors that affect the teachers' performance. The 1opulation used consisted of 56 teachers who represented the secondary school teachers of inja central division. In this case 25 teachers were got from Jinja S.S.S, 16 from PMM Girls', 5 from St. James' secondary school, 10 from Jinja Modern S.S. and 10 from St. Peters' high ~boo!. The methods used in the investigation were quantitative and qualitative. The random impling procedure was employed so as to ensure that all the teachers in the selected schools :e represented. The sources of data were both primary, obtained using questionnaires which ere distributed to the respondents and interview schedules. Secondary sources were also used, Jtained from text books, dissertations, journals, internet, newspapers among others. The 1estionnaire designated questionnaire for teachers was used to collect data for teacher otivation and performance and the questionnaire designated questionnaire for students was ed to collect data on teacher performance. The interview guide was also used and servation schedules were involved in collecting data. Data was analyzed around each of the 1jor seven questions so as to achieve the objectives of the study. Tabulations whereby ivariate tables were used. This type was preferred because according to Amin (2005), p. 321 :y describe the attributes of one variable and its values are presented in form of frequencies. tdings reveal that there is a strong relationship between teacher motivation and performance ,econdary schools as 82.14% of the respondents strongly agreed that teacher motivation the t!ity and standard of performance in schools and that motivation encourages teachers to take management roles as 71.43% strongly agreed and also that teacher motivation is a secret of ool improvement as 62.50% respondents agreed. Finding also reveal that the demotivating ors such as strife ridden atmosphere and unreasonable demands created by management, Xl poor salary, discouraging team spirit, effecting heavy handed policies on teachers affects their performance. In conclusion, teacher motivation should be included as part of the working resources in an educational institution. The 10 salient points for motivation such as recognition, encouraging independence and creativity, availing training opportunities, ensuring safety of the work place, future security, respecting employees ideas and being accessible were recommended.

TABLE OF CONTENTS 

Declaration ............................................................................ i 

Approval. ............................................................................. .ii 

Dedication Ill 

Acknowledgement ................................................................... iv 

Table of contents ..................................................................... v 

List of tables ........................................................................ viii 

List of figure........................................................................ 1x 

Abstract . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . x1 

CHAPTER ONE: INTRODUCTION 

1.0 Overview ........................................................................ I 

1.1 Background. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . I 

1.2 Statement of the problem.................................................... 3 

1.3 Purpose of the study. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4 

1.4 Objectives ...................................................................... 4 

1.5 Research questions............................................................ 4 

1.6 Scope of the study........................................................... 4 

I. 7 Significance5 

CHAPTER TWO: LITERATURE REVIEW .............................. 7 

2.0 Overview....................................................................... 7 

2.1 Conceptual framework.......... . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7 

2.2 Theoretical framework...................................................... 10 

2.3 Review ofrelated literature.................................................. 15 

2.3.1 Factors that influence teacher motivation................................ 15 

2.3.2 Ways how to motivate teachers to improve their performance ........ 16 

2.2.3 Relationship between teacher motivation and performance........... I 8 

CHAPTER THREE: METHODOLOGY 

3.0 Overview .......................................................................... 21 

3. I Research design . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21 

V 

3.2 Sample procedure .. .. .. .. .. .. .. .. .. . . .. .. .. .. .. .. .. .. .. .. .. .. .. .. . . .. .... 21 

3.3 Sample size and characteristics...................................... .. .. .. 22 

3.4 Data collecting tools and procedure........................................ 23 

3.5 Qualitative analysis ............................................................. 24 

3.6 Quantitative analysis ........................................................... 24 

3.7 Quality control. ................................................................. 25 

CHAPTER FOUR: PRESENTATION, ANALYSIS AND 

DATA INTERPRETATION 

4.0 Overview....................................................................... 26 

4.!Background information ....................................................... 26 

4.2 Research question one revisited . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 31 

4.3 Research question 2 revisited . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 37 

4.4 Research question 3 revisited............................................. 44 

4.5 Research question 4 revisited ................................................. 51 

4.6 Analysis of students' evaluation of teachers' performance............. 56 

CHAPTER FIVE: DISCUSSION, CONCLUSION AND 

RECOMMENDATIONS 

5.0 Overview ....................................................................... 61 

5.1 Discussion ..................................................................... 61 

5.1.1 Discussion of findings on factors that influence teacher motivation .. 61 

5.1.2 Discussion of finding on ways of motivating teacher to 

improve their performance .. .. .. . .. . .. .. . .. .. .. .. . . .. .. .. .. . .. . .. .. .. .. . .. . .. . .. .. 63 

5 .1.3 Discussion of findings on factors that affect teacher's performance.. 65 

5.1.4 Discussion of findings on relationship between teacher motivation 

and performance...................................................... 66 

5.1.5 Discussion of findings on students' evaluation of teachers' performance 

in secondary schools of Jinja central division. . . . . . . . . .................. 69 

5.l.6Review of the Discussion....................................... 70 

5.2 Conclusion . . .. .. .. .. .. . . .. . .. .. . . . . . . . .. . . . . . . . . .. . . . .. . . .. . .. .. . .. . .. .. . . .. 70 

5.3 Recommendations......................................................... 71 

References. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7 5