An Assessment of Effects of Motivation on Public Primary School-Teachers’ Work Performance in Mwanza Region: A Case of Nyamagana District.
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Abstract
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Efficiency and productivity of human resource depends upon many factors including
motivation. The study aimed at determining the effects of motivation upon public primary
school-teachers’ work performance. The following three objectives guided the study: to
identify kinds of motivations addressed to public primary school teachers; to find out whether
or not public primary school-teachers’ are motivated in their performance; and to determine
the effects of motivation upon public primary school-teachers’ work performance.
The literature review section addresses motivation strategies, effects of motivation and the
theory of Maslow’s hierarchy of needs guiding the study because it emphasizes on the idea
that, motivation is based on a hierarchy of needs, by which a person cannot move to the next
level of needs without satisfying the previous level.
The research methodological section is based on the triangulation design employing
interviews among primary school heads and DEO while questionnaires were for primary
school teachers forming a sample size of 102 respondents sampled using both purposive and
simple random sampling techniques respectively.
The study revealed both positive and negative effects of motivation among primary school
teachers. It was found that, 96 (100%) teachers mentioned improving productivity to be
among the positive effects of motivation among teachers, 96 (100%) teachers mentioned
lowering teachers’ absenteeism, 96 (100%) teachers listed increasing working morale and 86
(90%) teachers proposed lowering the rate of teachers’ turnover. The vice versa is true for
negative effects. However, if negative effects overweight positive effects performance among
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primary school teachers may also negatively be affected leading to poor students’
achievement.
The researcher recommends that the issue of motivation should start at school level whereby
head-teachers ought to motivate teachers performing well in their daily responsibilities.
Hence, managerial behavior should be motivating or satisfying to the extent of increasing goal
attainment by subordinates and clarifying the paths to those goals so as to enhance
commitment among teachers.
Conclusively, the government as an employer should ensure that all problems associated with
teachers’ motivations are dealt with high effort and on time, this is because delaying them
discourages workers including teachers in their work performance.
Keywords
Work Performance