The term frustration has almost become endemic within the teaching
profession in Nigeria due to the poor service conditions of teachers. Teachers
and foot dragging approach which has culminated in teachers being dissatisfied
with their job. This research study was therefore designed to establish whether
there is a relationship between job satisfaction and the performance of
secondary school teachers in Isoko North Local Government Area of Delta State.
The study wanted to find out specifically whether:
Teachers participation in schools decision making process has any influence on
Delay in the payment of teachers salaries and allowances can affect their
Performance can be affected by the availability of teaching aids
The availability of equipment and facilities as chairs library and laboratory
etc can influence performance.
The extensive review of
literacy related to the subject of study was carried out. Equally, a simple
questionnaire was used to collect data from six secondary schools in the area
of study for the purpose of analysis and testing from the results of the data
analysis the following findings were made.
That a delay in the payment of teacher’s salaries and allowances affect
That performance is affected by participation in the school decision-making
That lack of equipment and facilities affects teacher’s performance.
That lack of teaching aids can affect teacher’s performance.
Based on the findings above,
the researcher makes the following recommendations:
That effort should be made to regularize the payment of teachers salaries and
That efforts to geared towards the procurement of standard teaching aids to
help teachers live up their teaching.
That equipment and facilities be made availability to teachers.
That teachers be given the chance to participate in the schools decision making
process. Along this line, they should be given other responsibilities apart
from their normal teaching assignments.
The ministry of education should organize workshop to educate school principals
on managerial skills and human relations.
That the NUT be involved in making policies that affect teachers welfare.
TABLE OF CONTENT
Background to the study
Statement of problem
Purpose of study
Significance of the study
Scope of study
Research method and procedure
Sample and sampling
Administration of question
Naira and data collection
Presentation and analysis of
Research question one
Research question two
Research question three
Research question four
Summary, conclusion and
Journals and magazines
TO THE STUDY
Man is a “wanting animal” so says Abraham, Maslow in his work, theory of
motivation. This implies that no sooner is one of the needs satisfied than
another emerges. The process is unending. It continues from birth to death.
This assertion no doubt is cogent with the economic theory of human wants.
According to the economist, human wants are unlimited. Thus the more you
satisfy them; the more you observe that others are queuing for satisfaction.
Wants, they observe particularly increase with the progress of civilization.
Both assertions go to suggest that has numerous desires, which he constantly
seeks to satisfy. As a result, it is the desire to fulfill these unending needs
so as to live a comfortable life that compels man to join an organization where
he hopes to get the means of satisfying these needs. This the organization does
by boosting the morale of the employee and this is seen in “the extent to which
an individuals need are met or satisfied, and the extent to which the
individuals perceives that satisfaction as steming from his job situation”.
Keith Davia observes job satisfaction
is thje favourablenessor unfavourableness
with which employee view their work.
It results when there is a fit between
Job characteristic and wants of employees.
It expresses the amount of congnence between
ones expectations and of the job and the
rewards that the job provides.
In other words, job
satisfaction means how an employee views his job whether it is satisfying his
needs or not. Basically people not just working for working sake, and
organizational goals/objectives and for industrial harmony to prevail. It
workers, teachers inclusive, find every thing satisfactory in their jobs, then
there will be no cause for them not to perform or live up to the expectations
of both the management and general public. The performance or a teacher in
particular or any other workers for that lies on the degree of satisfaction
he/she gets from the job. Since job satisfaction involves expectations compared
with rewards, it late to a psychological contract which an individual makes
while joining an organization. The contract stipulates each employees,
psychological involvement with organization. In making the contract, the
employees agrees to give a certain amount of work and loyalty to the
organization and in return seek economic rewards, security, treatment as human
being etc. the honouring of the terms of the contract by both parties leads to
job satisfaction. However, where and when an organization honour only part of
the contract as the economic aspect, leaving the others, the workers will be
dissatisfied. Where there are prolonged frustration, poor quality of work,
lateness, absenteeism, quarrelling with colleagues, disputes with management
etc are always the negative actions.
The word frustration has almost
become endemic within the teaching profession in Nigeria due to the
governments, attitude towards teachers remuneration, allowances, promotion,
provision of working tools and recognition of their services as nation builders.
More often than not, the yardstick for measuring teachers in public
examinations such as the senior secondary certificate examination (SSCE) drop
out rate and rate of indiscipline among the youths. When these parameters show
negative, teachers heads are called for along this line, the present assumption
of a falling standard in our educational system has been blamed on teachers by
the government and the general public. Teachers on their par blame the
government and the general public. Teachers on their part blame the government
for falling to provide the conducive atmosphere that would enhance the teaching
learning process. At this point in time, the questions that readily come to
mind are: are teachers in our public/state owned secondary not willing to work
and why? Secondly, are teachers in private owned and federal owned hence
perform better than their counterparts in state/public secondary schools. It is
an open secret that when teacher from the state owned secondary schools are
privately employed by parents to coach their children at home, they perform
better. This is a point to the fact that their failure to perform lies not in
their training but in their relationship with their employers. The situation
simply put arise from the failure of the management to honour her own side of
psychological contract said H. Koonts no system is bad in itself but the
management of its human resources. He further observed the primary task of
managers it to get.
People to contribute activities which hen to achieve the
mission and goals of the enterprise. Be that it may,
to guide peoples, activities in the expected direction
requires knowing to the best of any managers,
ability, what leads people to do things and what motivates them.
Based on these, one can presume
and confidently too, that teachers will perform credibly well if they are
rightly motivated. By this is meant, paying their salaries and other
entitlement regularly and promptly, and providing them with adequate working facilities.
There is no gain saying that people work harder when there are incentives, for
remuneration according to Armstrong “is part of the reward system used by
an organization to motivate people to join, to stay and to work hard and
efficiently while, they are there”. Thus school administrators and particularly
employers of teaches must have to inject into their schools those salient
ingredients that will motivate teachers to achieve. Teacher’s salaries are
known to have been delayed for up to a month or more while working tools are
particularly non existence. As a result, teachers can hardly be expected to be
happy with their conditions of services. This has resulted in a massive drift
from the profession and general feelings of apathy among the youths towards
taking up the chalk. In fact, many teachers look towards taking up at the job
as a stepping-stone towards something better. All these account for the barrage
of strike action and threats of some by teachers in the different states of the
In the 1977 National Policy on Education, a lot of moral boosting promises were
made to teachers, some of which include:
To enhance teachers commitment to the term of their performance
Promotion opportunities will be created at all level of education to allow for
Despite the good intent of
this, teachers still grumble. However, it is one thing to recommend or propose
but another to implement. It is therefore, this situation of dissatisfaction
among teachers that moved the researcher to try to find out what is responsible
for job dissatisfaction among secondary school teachers in Isoko north local
Government Area of Delta State and how it affect their performance.
Complaints about poor condition have become endemic to members of the teaching
profession in all ages and times. In Nigeria teacher’s problems have always
been treated with levity and foot dragging approach, a situation not
unconnected with the mistaken notion of our leaders that teachers cannot
constitute a formidable threat to the corporate policy. What more the Nigerian
public had inherited from the missionaries, way back in the colonial days, the
misinformed idea that teachers reward and secured for them in heaven, a notion,
which has continued to shape their view of the profession. However, in a
materialistic society like ours has come to be, this situation can no longer
hold ground. The result has been a constant class between teachers and their
employers, leading to low performance on the part of the teachers.
In view of the above, this study will seek to investigate the relationship
between job satisfaction and teachers performance among secondary school
teachers in Isoko North Local Government Area of Delta State. In pursuance of
this goal, the following questions will be answered.
Do teachers, performance affect the payment of their salaries been delayed.
Is their performance affected when they are denied participation in the schools
Does lack of teaching aids affect teachers performance?
Does lack of equipment affect teachers performance?
According to M. S. Viteless, every industrial concern has the responsibility of
fulfilling the three conditions that make for the progress of the
establishment. These are to “increase productivity, promote employee
satisfaction and adjustment to work and to curtail industrial strike”. In
Nigeria, where education is perhaps the large industry, handling the ;largest
number of employees the achievement of these objectives is necessary for the
sound and profitable is to achieve the cardinal goals of the National Policy of
Education, accurate information must be made available through researches of
this nature say to the effectiveness of various appeals or incentives which can
be used to gain the co-operation of teachers in increasing efficiency and
productivity. This involves an exact determination of the various wants and
needs of teachers, which requires gratification through the work situation.
Only with such a knowledge as can be provided by a research on the relationship
between job satisfaction and workers performance can the management and
administrations arrive at a balanced and effective programme of personal
policies and practice which will provide maximum results in the attainment of
goals which simultaneously have significance for our educational system, the teachers
and the nations at large. Thus, the central purpose of this study is to
determine how job satisfaction affects teacher’s performance among secondary
OF THE STUDY
There was a need for this study because of the need delineated the relationship
between job satisfaction and teachers performance which can only be assessed
along selected components as payment of salaries and allowances, participation
in schools decision making process, availability of teaching aids, equipment
and facilities. However, both assertions go to suggest that man has numerous
desires, which he constantly seeks to satisfy.
The following null hypotheses will be dully tested.
There is no significance relationship between payment of their salaries and
There is no significance relationship between teacher’s performance and
participation in school decision-making process.
There is no significance relationship between teacher’s performance and lack of
There is no significant relationship between teacher’s performance and lack of
facilities as chairs, laboratory equipment, adequate classrooms etc.
The study is designed to cover all the post-primary schools in Isoko North
Local Government Area of Delta State. In all, there are fifteen secondary
schools in the government. Out of this numbers seven arte located within Olomu
town while the rest are in Isoko, Ijere, Umotu, Ahgalope, and Unukpo.
TERMS AND CONDITIONS APPLY
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