Tag Archives: Effectiveness

MOTIVATION AND EMPLOYEE PERFORMANCE

ROLE OF MOTIVATION IN ENHANCING EMPLOYEE PERFORMANCE IN ORGANIZATIONS

(A Study of the College of Administrative Studies and Social Sciences, Kaduna Polytechnic, Kaduna Polytechnic)

ABSTRACT

This study finds out the effect of motivation on employees’ performance in organizations. A descriptive survey research design was used for the study. The population consisted of the staff of the College of Administrative Studies and Social Sciences (CASSS), Kaduna Polytechnic. Out of a total of 500 of the total population, 217 were included in the study. The research questions that guided the study were: What is the effect of employee well-being on the level of effectiveness of the workers? What is the effect of employee relationship with managers on the level of efficiency of the workers? What is the effect of compensation on the level of effectiveness of the workers? What is the effect of training and career development on the level of efficiency of the workers? A self-developed Likert scale questionnaire by the researcher was used as instrument for the study. Simple percentages were used as statistical analysis. Research results showed that employee well-being has a significant effect on the effectiveness of workers in the organization. And that a cordial employee relationship with managers increases their level of efficiency. And that compensation has a positive effect on the effectiveness of workers in the organization. And that training and career development contributes to the efficiency of workers in the organization and lastly that motivation of employees contributes to organizational productivity. It was recommended among others that Kaduna Polytechnic management should ensure that employees are adequately motivated. Employee well-being should be given due consideration and health and well-being programs should be organized to cater for the needs and welfare of employees. And that management should encourage interpersonal relations amongst co-workers and their managers to promote a sense of belonging and unity amongst staff. Also managers should ensure employees are involved in decision making processes and given a chance to air their views. And also that management must ensure they create a work environment that is conducive for workers with adequate working conditions as well as providing the right tools and resources to ensure worker effectiveness in discharging their respective duties.

CHAPTER ONE

INTRODUCTION

1.1     Background to the Study

Most business organizations and their managers are faced with numerous challenges. One of such challenges is in the area of management which refers to the utilization of resources effectively and efficiently in order to achieve an organizations goals and objectives. Some of these managerial challenges are obvious in matters concerning employees such as reimbursement, recruitment, performance management, training and career development, health and safety, benefits, motivation and administration amongst others. The human resource is the most vital of all resources among other factors of production and the human capital is what distinguishes one organization from the other (Maimuna & Rashad, 2013). Therefore, for organizations to survive and remain relevant and competitive, it is essential for them to be able to entice and maintain efficient and effective employees in a bid to enhance productivity (Sunia, 2014). This study however is centered on the aspect of motivation and focuses on the effects of employee motivation on organizational productivity.

Hellriegel (1996) viewed motivation as any influence that portray, direct, or maintain people’s goal directed behaviors. It refers to the driving force that makes an individual to act in a specific way. It is an inner drive that causes an individual to behave in a certain manner. The goal of most organizations is to improve productivity therefore factors of motivation play significant roles in improving employee job satisfaction levels. This will in turn aid in improving an organization’s productivity levels.

Employees make up the workforce of any organization as such they are an integral part of the organization. Aluko (2014), stated that an organization is only as good as the workforce that runs the organization. This is to say that when employees are motivated chances are that their morale would be high as such performance and productivity levels would increase thereby to a large extent boosting overall organizational performance level. In order to achieve high levels of productivity as such boost organizational performance or productivity, managers therefore need to continually seek ways of ensuring that their employees stay motivated. This is because a lack of employeemotivation leads to reduced productivity which is harmful to organizational performance and continuous success.

Jennifer and George (2006) defined employee productivity as the level of effort put forth by the workforce of an organization towards achieving organizational goals and objectives. There are several ways by which a workforce can be motivated so as to enhance organizational productivity. George and Jones (2012) states that motivation can be categorized into two classes namely intrinsic and extrinsic. Intrinsic motivation arises from an employee’s internal cravings to execute a task out of self-interest rather than a need or wish for some external reward. External motivation is the type of motivation that arises when an employee is compelled to act in a specific way either as a result of that employee’s desires for external rewards or to avoid punishment.

Extrinsic motivation also helps boost an employee’s effectiveness and efficiency levels. This is because certain external factors such as adequate compensation, work environment as well as training and career development appeal to employees as such are essential in inspiring them to resourcefully and successfully discharge their duties. An organization that fails to provide a conducive work environment, compensate its workforce adequately, create room for proper training and career advancement is at risk of having a demotivated workforce. This means that such a workforce being demoralized would fail to effectively and efficiently discharge their duties leading to low performance and productivity levels (Nwachukwu, 2004). This study therefore focuses on showing the effects of motivation on organizational productivity.

1.2     Statement of the Problem

Most organizations, especially educational institutions have failed to recognize the importance of motivation as a concept be it intrinsic such as employee well-being, relationship with co-workers, relationship with managers, organizational policies etc. or extrinsic such as training and career development, good working conditions, compensation, promotion amongst other factors that enhance or improve employee performance as well as organizational productivity levels. This in turn has continued to represent major managerial concerns for decades as employee productivity levels has relatively declined which has been acknowledged as a subject of growing concern in the aspect of business and management research (Akerele, 2001). Although a lot of factors may also be responsible or even cause a decline in productivity such as poor strategic and structural changes in decisions and executions, lack of infrastructure, leadership styles and organizational culture amongst others. Contemporary investigations that connects the concept of workforce motivation and productivity has laid an emphasis on employee perspective, needs and expectations as factors affecting their performance and productivity levels respectively. As such investigating those factors of importance to employees in the discharge of their duties at work has taken a new dimension.

Motivation through factors such as employee wellbeing, adequate compensation, promotion, good relationships with co-workers and relationships with managers can enhance an employee’s level of effectiveness and efficiency in the workplace. This is because good relationships with co- workers promote unity and gives the employee a sense of belonging and acceptance which in turn boosts employee performance and productivity levels. Employees who enjoy such relationships both within and outside the work environment tend to be more effective and efficient as such very productive in discharging their duties. Therefore, organizations should promote harmony amongst employees by organizing social functions in a bid to bring employees together (Jibowo, 2007). Therefore, an organization’s best strategy is to provide suitable work environs that allow their workforce to meet or exceed expectations as well as offer a range of motivators to improve enthusiasm, performance and productivity levels.

1.3     Objectives of the Study

The primary objective of this study is to find out the role of motivation in enhancing employee performance in organizations with reference to the staff of the College of Administrative Studies and Social Sciences, Kaduna Polytechnic. The specific objectives are to:

  1. Determine the effect of employee well-being on their job performance.
  2. Determine the effect of employee relationship with management on the level of efficiency of the worker
  3. Examine the effect of compensation on the level of job performance of the worker
  4. Examine the effect of training and career development on the level of efficiency of the worker

1.4     Research Questions

The following research questions guided the study:

  1. What is the effect of employee well-being on their job performance?
  2. What is the effect of employee relationship with managers on the level of efficiency of the workers?
  3. What is the effect of compensation on the level of effectiveness of the workers?
  4. What is the effect of training and career development on the level of efficiency of the workers?

1.5     Significance of the Study

The study finds out the role of motivation in enhancing employee performance in organizations with reference to the staff of the College of Administrative Studies and Social Sciences, Kaduna Polytechnic. The significance of this study cannot be overemphasized. The findings will be of great relevance to Kaduna Polytechnic, business owners, managers and educational institutions especially in the locality where the study was conducted. It will enhance their understanding of the concept of motivation and its effect on productivity. It will also help managers and business owners to clearly the importance of knowing their employees and ensuring their adequate motivation in the organization.

The study is also of relevance to research bodies, students conducting similar studies and institutions because they will use the findings of this study as a baseline for their own studies. In other words, this study would be a reference material for their own researches in relation to the literature reviewed herein, the methodology, the pattern of data presentation and analysis and the conclusions drawn.

The findings of the study are of paramount importance to government agencies in making and implementing policies that would enhance the stability, growth and development of businesses throughout the region in matters concerning organizational productivity by seeking ways to ensure that employees are adequately motivated in their various organizations thereby increasing overall productivity and performance levels.

1.6     Scope of the Study

The study found out the role of motivation in enhancing employee performance in organizations. An in-depth examination of the effect of employee well-being on their job performance, the effect of employee relationship with management on the level of efficiency of the workers, the effect of compensation on the level of job performance of the workers as well as the effect of training and career development on the level of efficiency of the workers fall within the ambit of this study. The study is confined to the College of Administrative Studies and Social Sciences, Kaduna Polytechnic. Only questionnaire was used for data collection.

1.7     Definition of Terms

Effectiveness: refers to a measure of how well workers’ productivity levels meet set goals and objectives of the organization.

Efficiency: can be derived from the relationship between inputs and outputs, and refers principally to the degree at which outputs are realized while minimizing costs associated with production.

Employee Efficiency: refers to the ability of an employee to do what is actually produced or performed with the same consumption of resources

Employees: Employees are people who are hired working under contract in an organization, they are referred to as the workforce of an organization.

Employee Effectiveness: is a qualitative characteristic that indicates the extent to which job related issues are addressed and the magnitude at which predetermined goals and objectives are achieved by an employee.

Employee Productivity: is the rate at which employees effectively and efficiently discharge their duties.

Motivation: refers to what stimulates and guides human behaviors and how these behaviors are sustained to attain a specific goal.

Organizational Productivity: A measure of how efficiently and effectively managers use resources to achieve organizational goals.

Productivity: A summary measure of the quantity and quality of work performance, with resource deployment taken into account. It can be measured at individual, group or organizational levels.

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EFFECTIVENESS OF TEACHERS IN PUBLIC SECONDARY SCHOOLS

RELATIONSHIP BETWEEN QUALIFICATIONS, REMUNERATION, TRAINING AND JOB EFFECTIVENESS OF TEACHERS IN PUBLIC SECONDARY SCHOOLS IN EDO STATE, NIGERIA

ABSTRACT

The study investigated the relationship between qualifications, remuneration, training and job effectiveness of teachers in public secondary schools in Edo State, Nigeria. In carrying out this study therefore, five research questions were raised out of which one was answered descriptively while four hypotheses were formulated and tested at 0.05 level of significance. The study adopted the correlational research design. The population of the study was made up of 3321 teachers in public junior secondary schools in Edo State, Nigeria. The multistage sampling technique was adopted for the study. A sample of 332 teachers was used which comprised 10% of the population. However, the principals were also used as respondents for the study to ascertain the job effectiveness of teachers. The copies of the questionnaires were used for the data collection and were titled: Teacher Job Effectiveness Questionnaire (TJEQ) and Teacher Qualification, Remuneration, Training and Job Effectiveness Questionnaire (TQRTJEQ). The instruments for the study were validated by the researchers’ supervisors and two other experts in Education. The test re-test reliability method was adopted for this study and the reliability coefficients of 0.87 and 0.79 were obtained. The data collected were analysed using frequencies, percentages, chi-square and regression analysis. The findings of the study showed that teachers in public secondary schools in Edo State were fairly effective in their job, qualifications had no significant relationship with job effectiveness of teachers, remuneration and training had significant relationship with job effectiveness of teachers and that training mostly predicted job effectiveness of teachers. Based on the findings, it was recommended that Government should ensure that remuneration packages such as leave bonuses, car loans, housing loans, health insurance scheme among others, are provided to teachers in order to enhance their job effectiveness in schools and that in-service training programmes like coaching, mentoring, computer based training, discussion session should be regularly organized by the school administrators for teachers.

CHAPTER ONE

INTRODUCTION

Background to the Study

It is a common saying that education is the key to national development and that teachers hold the key to it. The success of the educational system is what the teacher makes out of it. Education is so powerful that it can “heal and kill”, it can build up or tear apart, it can lift up or impoverish. This however would depend on the type of education and particularly on the teacher who is the hub of the education process. It is therefore expected that only the intellectually promising, morally stable and qualified teachers are needed in teaching the learners.

Teachers constitute an important factor in the implementation of the school curriculum. For the goals of the education to be achieved, the role of the teacher can not be underplayed. Teachers as principal agents of change must be effective for the goals of education to be achieved. Effectiveness means producing the desired result. Teacher effectiveness is therefore used broadly, to mean the collection of characteristics, competencies, and behaviours of teachers at all educational levels that enable students to reach desired outcomes, which may include the attainment of specific learning objectives as well as broader goals such as being able to solve problems, think critically, work collaboratively, and become effective citizens.

According to Okolie cited in Oviawe (2016), effective teaching may include high level of creativity in analyzing, synthesizing and presenting knowledge in new and effective ways. It instills in the learners the ability to be analytical, intellectually curious, culturally aware, employable and capable of leadership. Teacher effectiveness involves a set of teaching behaviours which are especially employed in bringing about desired changes in students’ learning. Teacher job effectiveness in this study therefore, relates to how well teachers perform in their duties as outlined in their scheme of service, such as lesson plan/note preparation, lesson presentation, punctuality and regularity at lessons, lesson evaluation, classroom management, marking of students’ classroom work, among others. The job effectiveness of teachers could be measured against their routine job roles in schools. Hence, teacher job effectiveness could be said to mean doing the right thing at the appropriate time in terms of designed job roles.

There are identifiable characteristics of teachers that are predictive of their success in the classroom. Wayne & Young (2003) identified teachers’ characteristics that are predictive of their success in the classroom. These include among others, qualifications, remuneration, good conditions of service, adequate and quality infrastructure, instructional materials, training, equipped libraries and laboratories. However, this study only considered qualifications, training and remuneration as predictors of teacher job effectiveness.

One of the identifiable characteristics of teacher job effectiveness is qualification of teachers. Improving teacher quality is at the forefront of concern among education stakeholders and policy makers. The qualification of teachers is a key predictor of the overall outcome of the educational system. The quality of education of a nation to a large extent is determined by the quality of her teachers. The academic qualifications of teachers in secondary schools remain a priority concern to administrators because it determines their effectiveness (Abe & Adu, 2013). The success or failure of any nation depends largely on the quality of its educational system. This in turn depends on the quality of her teachers.

Qualification is most often viewed from two perspectives, academic qualification and professional qualification. Academically qualified teachers refer to those that are not certificated in education. Meanwhile, it is expected that anybody going into the teaching profession should have a qualification in education. Teachers with such qualifications as NCE, B.Ed,  B.Sc/B.A. Ed, M.Ed etc could therefore be regarded as professionally qualified teachers.

Another identifiable characteristic that could predict the job effectiveness of teachers is training. In order to ensure there is effectiveness in the system, teachers have to undergo training from time to time. Teaching as a profession demands continuous development of knowledge and ability through training programmes. Staff training has been accepted as an effective method of increasing the knowledge and skills of teachers in order to enable them teach more effectively. According to Lawal (2004), staff training programmes for teachers are important aspects of education process that deals with the art of acquiring skills in the teaching profession. They are essential practices that enhance subject mastery, teaching methodology and classroom management.

The objective of training is that it ensures the promotion of professional growth, helps to improve pedagogical skills, keeps teachers abreast with new knowledge, meets particular needs, such as curriculum development and orientation, helps in leadership responsibility, helps new teachers to adjust to teaching field, helps to promote mutual respect among teachers and recognizes the need for modern teaching methods (Madumere-Obike, 2007). Training programme in an organisation is a process by which people are taught with skills and equipped with the necessary knowledge or attitude to enable them to carry out their responsibilities to the required standard in the present job and to undertake greater and more demanding roles for effective job performance.

Organisations are facing many challenges which are related to economic needs, social needs and technological needs. The world has gone digital and technology is fast growing and it is expected that every sector of the economy especially education sub-sector key into this technological age. As such, training programme plays an important part in overcoming these challenges and in catering for the needs of the education sector as an organisation. The need for training in education, particularly for teachers, is important because it helps to improve the quality of the education system. Such training programmes include workshops, conferences, seminars, induction and orientation for new staff, refresher courses and so on. Training provided for serving teachers according to Ogunu and Omoike (2006) include job rotation, coaching, mentoring, formal lectures, visit or tours, and computer based training which are classified as on-the-job training while conferences, seminars, workshops and additional formal training in Colleges and Universities especially the sandwich programme undertaken by teachers during the holidays are regarded as off-the-job training. The effectiveness of teachers to a large extent, could be enhanced by the training received while on the job because such training keep them updated with current global trends in education.

One of the characteristics that could also predict teacher job effectiveness is remuneration. Remuneration of teachers is an important aspect of the school life as it often time determines the motivational behaviour of teachers. Teachers’ remuneration covers such aspects as salaries, wages, allowances, fringe benefits, leave benefits among others. Although, teachers are seen as the manufacturers in the education sector, the live wire of any educational institution and the most important catalyst for man’s intellectual development, yet their welfare and condition of service in the society are to some extent neglected. The title, ‘Teachers’, in the colonial days can open a lot of doors to the bearer (Edem cited in Egwu, 2015). Egwu explained that though the attention to the teaching job was never drawn by monetary involvement or teachers being classified as the rich, but teachers in the past were not wallowing in poverty in the society, since they were thankfully appreciated by their employers and voluntary organisations.

Unfortunately, the teaching profession which used to be prestigious is presently seen by many teachers as stepping stone to other lucrative jobs. Observation shows that the sudden change in the economy of Nigeria as a result of the fall in oil revenue created financial constraints in every sector especially in education. Owing to the short fall in the prices of oil which is the main source of revenue for Nigeria, education sector has continued to receive poor allocation from the federal government annual budget. As a result of this, education sector has continued to dwindle, resulting to the neglect of teachers especially in the regular and prompt payment of salaries and the provision of adequate infrastructure.

Owing to these ugly situations, teachers abandon their official duties to engage in non-school activities in order to make ends meet; and most often, embark on strike arising from non payments of salaries, fringe benefits and other entitlements. It is only believed that to make the teachers to be effective in schools, there may be need to reverse this situation by encouraging teachers through better salaries paid as and when due, and enhanced welfare conditions such as car loans, housing loan scheme, health insurance, among others. 

It is often believed that money helps to stimulate job efforts. This is particularly true of most of the developing countries where physiological needs of most workers are yet to be satisfied. Money is instrumental in achieving workers’ desired needs and in obtaining higher order needs such as recognition in the society and in buying essential and luxury goods and services that make for comfortable life. One major reason people work is to earn income in monetary terms. Salaries tend to have a large motivating effect on workers, especially teachers. It is not the increase in salary that only matters but also its prompt and regular payment.

This is why Fabiyi cited in Akande (2014) concluded that, of all conditions of service, salary is the best predictor of teacher’s performance and productivity. The researcher’s study expressed that job that offered higher salary would attract more and better qualified personnel than any other that offered a lower pay. It further added that salaries of teachers were inadequate to the extent that it became difficult for them to meet the basic necessities of life. Teachers’ salaries when compared with other employees with the same qualifications and experience in other sectors of the economy such as Banking and Health can be described as inadequate. In Edo State for instance, the salary of secondary school teachers is relatively low compared with professionals in other sectors of the economy such as financial institutions and oil and gas. Although the State Government recently on 1st of May, 2016 announced increment in salary of workers from N18, 000 to N25, 000 minimum wage, the impact on teachers, may not be significant taking into cognizance the rate of increase in prices of goods and services emanating from hike in pump price of petrol and exchange rate of Dollar to Naira. To this end, teacher qualification, training and remuneration are considered key variables that could determine teacher effectiveness in secondary schools.

The level of teacher job effectiveness in secondary schools is important to this study. The state of readiness of teachers in discharging their assigned duties needs to be measured to ascertain their level of effectiveness that is, whether they are very effective, averagely effective, fairly effective or not effective through proper assessment by the school principals. It is often widely acclaimed by stakeholders of the education sector that teachers are not performing to expectation in their assigned roles of lesson plan and note preparation, lesson evaluation, punctuality and regularity at lessons, examination invigilation, marking of students’ examination scripts, completion of scheme of work, among others. Whether teachers are effective in these tasks are issues of serious concern to the researcher. The principals as the supervisors are to oversee the activities of teachers and other workers in the school system to ensure that they conform to the generally accepted principles and practices of the systems especially in the discharge of assigned tasks. As such, principals’ are used to measure the level of teachers’ job effectiveness in schools. It was on this note that this study investigated the relationship between qualifications, remunerations, training and job effectiveness of teachers.

Statement of the Problem

The issue of low quality products from the educational sector has continued to be a source of worries to stakeholders in education over the years. It is observed that many secondary school products in Nigeria are poor in reading, writing, computational and vocational skills. Academic performance of students over the years seems to be low both in internal and external examinations and it is believed that effective utilisation of teachers influences academic performance.  Many teachers in secondary schools seem to show lukewarm attitude to teaching. Some of them may only attend to the students during the classroom teaching session and may not have extra time to advise and counsel the students on school related issues and other personal and emotional needs that could interfere with their education. Some could give assignments which may never be marked while others give notes to students to copy with or without explanations. All these practices could be linked to the effectiveness of teachers. The end result of this could be half-baked secondary school graduates that may not be able to further their educational pursuit, or even be employable because they could lack the requisite knowledge and skill to function in the labour market.

Remuneration of teachers which covers salaries, wages, allowances, leave bonuses, holidays and tours, fringe benefits among others serve as motivation to teachers. However, the welfare and condition of service of teachers in the society are to some extent neglected. This is why Akande (2014) reported in a finding that salaries are the best predictor of teachers’ job effectiveness. Researchers like Osibanjo, Adeniji, Falola and Heirsmac (2014) and Adu, Akinloye and Adu (2015) found that proper remuneration of staff acts as motivating factor to their job performance and effectiveness. When these are absent, there is the likelihood that job effectiveness of teachers could be low. It is however observed that teachers are not satisfied with the level of remuneration received at the secondary school level most especially in the areas of salaries and fringe benefits when compared to staff in other sectors of the economy with same or similar qualifications. This could therefore constitute a source of dissatisfaction which could lead to low morale and invariably low effectiveness.

It is worrisome that the teaching profession which used to be prestigious is presently seen by many teachers as stepping stone to other lucrative jobs. Observation shows that the sudden change in the economy of Nigeria as a result of the fall in oil revenue created financial constraints in every sector especially education. As a result of this, education sector has continued to receive poor allocation, resulting to the neglect of teachers especially in the regular and prompt payment of salaries and the provision of adequate infrastructure. For instance, only 7.92%, 7.40% and 7.04% of the total national budget were allocated to education in 2016, 2017 and 2018 respectively. Owing to these ugly situations, teachers could abandon their official duties to engage in non-school activities in order to make ends meet; or embark on strike arising from non payments of salaries, fringe benefits and other entitlements.  

Teachers in secondary schools are expected to perform their assigned duties and they should do so at the right time. Whether the teachers are actually effective in the performance of their assigned duties is a fundamental issue that puzzles the minds of many researchers. The job effectiveness of teachers over time is questioned by many stakeholders of the education sector due to the poor quality of secondary school graduates produced yearly. For teachers to be seen as effective, it must be reflected in the overall output of the learners. In this case, it could be questioned if teachers effectiveness is influenced by their qualifications, remuneration and training. Hence, a knowledge gap exists. It was this gap in knowledge this study sought to fill.

Purpose of the Study

The purpose of the study was to investigate the relationship between qualification, remuneration, training and job effectiveness of teachers in public secondary schools in Edo State, Nigeria. The specific objectives of the study were to:

  1. ascertain the level of job effectiveness of teachers in public secondary schools in Edo State;
  2. find out if any relationship exists between qualification and job effectiveness of teachers in public secondary schools in Edo State;
  3. find out if any relationship exists between remuneration and job effectiveness of teachers in public secondary schools in Edo State;
  4. ascertain if any relationship exists between training and job effectiveness of teachers in public secondary schools in Edo State;
  5. find out which of the variables among qualification, remuneration and training most significantly predict job effectiveness of teachers in public secondary schools in Edo State.

Research Questions

The following research questions were raised to guide the study.

  1. What is the level of job effectiveness of teachers in public secondary schools in Edo State?
  2. Is there any relationship between qualification and job effectiveness of teachers in public secondary schools in Edo State?
  3. Is there any relationship between remuneration and job effectiveness of teachers in public secondary schools in Edo State?
  4. Is there any relationship between training and job effectiveness of teachers in public secondary schools in Edo State?
  5. Which of the three variables of qualifications, training and remuneration most significantly predict job effectiveness of teachers in public secondary schools in Edo State?

Hypotheses

The following hypotheses were formulated and tested at 0.05 level of significance.

  1. There is no significant relationship between qualification and job effectiveness of teachers in public secondary schools in Edo State.
  2. There is no significant relationship between remuneration and job effectiveness of teachers in public secondary schools in Edo State.
  3. There is no significant relationship between training and job effectiveness of teachers in public secondary schools in Edo State.
  4. Qualification, remuneration and training do not significantly predict job effectiveness of teachers in public secondary schools in Edo State on equal basis.

Significance of the Study

The study would be of benefit to policy makers in education, teachers, principals, students and the public. The finding of this study would be of benefit to policy makers in education because they could routinely access the qualification and level of job effectiveness of teachers and on the basis of their discovery, plan in-service training programmes for teachers to enhance their job effectiveness. This would in no doubt help to improve on the quality of the education sector. They would also see the need to inform the government of the dissatisfaction of the present status of teachers in terms of salaries and other fringe benefits so that proper packages can be arranged for them to enhance their motivation.

The teachers would benefit from the finding of this study by being provided with in-service training programmes to help them to upgrade themselves in the modern methods of teaching; in this way, their job effectiveness may be enhanced. Better pay gives motivation and when teachers are well remunerated, they might have the inner satisfaction which might increase their job effectiveness in schools. This could lead to improved instructional practices which might invariably lead to improved students’ academic performance in schools. When students’ academic performance is improved, there is the likelihood that the goals of the education system could be realized.

The principals of schools would equally benefit from the findings of this study because having teachers with better salaries and adequate training; there is the likelihood of having well motivated and dedicated staff to work with. This would help ease the instructional supervisory task of the school administrators (principals) in secondary schools. The public would also benefit from the finding of this study as more qualified graduates might be released into the society to be engaged into the labour force. This would go a long way in boosting the economic development of the country because the economy relies on the education sector for its development.

Scope of the Study

The content of this study covered teacher qualifications, remuneration and training in relations to teacher job effectiveness in public junior secondary schools in Edo State. Teacher effectiveness covers among others, teachers’ commitment to duties of lesson plan/note preparation, lesson presentation, marking of students’ register, preparation and administration of test/examination and marking of scripts and classroom management. The study was limited to teachers of public junior secondary schools in Edo State.

Operational Definition of Terms

The following terms are defined as used in this study.

Effectiveness: This simply means doing the right thing. It also means producing the right result with available resources to the organization. Effectiveness is a measure of the appropriateness of the goals an organization is pursuing and the degree to which the organization achieves those goals. Meanwhile, efficiency is the extent to which an organization minimizes amount of input resources (labour, materials and time) available to it to produce a given output of goods. However, performance is the measure of how effective and efficient resources are put to use to achieve organizational goals.

Job Effectiveness: This is concerned with the commitment of teachers to their duties, producing actual results in terms of their job roles or duties. Job effectiveness was measured on four point scale of very effective, averagely effective, fairly effective and not effective.

Teachers’ Qualifications: Teachers’ qualification as used in this study refers to both academic and professional qualifications. Teachers with academic qualification refer to those who have no qualification in education. Such academic qualifications include OND, HND, B.Sc, B.A, PGD, M.Sc, LLB, LLM, Ph.D etc. Teachers with professional qualification are those with qualifications in education such as NCE, B.Ed, B.Sc Ed, B.A. Ed, PGDE, M.Ed, and Ph.D in education.

Teacher Remuneration: This is the payment or rewards for services rendered to teachers by their employers (government). It comprises salaries and fringe benefits.

Teacher Training: This is related to the training acquired by teachers after they have been employed into the teaching profession. It comprises on-the-job training and off-the-job training. It constitutes teacher professional development.

On-the-Job Training:   This is related to training programmes made available to teachers to learn a specific skill to improve on practice. They include among others job rotation, coaching, mentoring, formal lectures, visit or tours, and computer based training. They are usually in-house. In this study, the following are listed as on-the-job training: job rotation, mentoring, computer based training, formal lectures and coaching among others.

Off-the-Job Training: Off-the-job training on the other hand is the training provided outside the normal working hours that usually takes place in training schools, conferences, seminars, workshops and additional formal training in colleges and Universities especially the Sandwich programme undertaken by teachers during the holidays. These training are provided for teachers to learn specific skills.

 

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EFFECTIVENESS OF COOPERATIVE LEARNING AND PEER-TEACHING STRATEGIES ON STUDENTS ACHIEVEMENT AND INTEREST IN MATHEMATICS

ABSTRACT

The main purpose of this study was to determine the effectiveness of cooperative learning and peer-teaching strategies on students’ achievement and interest in Mathematics in Ezeagu Local Government Area of Enugu State. In addition, the study determined which of the two teaching strategies would be more efficacious in enhancing students’ achievement and interest in Mathematics. Six research questions and six hypotheses were formulated to guide the study. The research work was quasi-experimental design type, specifically the non equivalent control group design. Two hundred and eighty three Mathematics students drawn from nine co-educational public schools within the Ezeagu Education Zone of Enugu State were used for the work. Simple random sampling technique was applied in choosing the schools as well as assigning each of the teaching approaches to the sample schools. The cooperative learning and peer –teaching groups were the experimental groups while the conventional teaching method group was treated as the control group. Validated Mathematics Achievement Test (MAT) and Mathematics Interest Inventory (MII) were administered to the students as pretest and posttest for collection of data. The MAT had reliability index of 0.98 while MII had reliability index of 0.93. The mean scores were used to answer the research questions while analysis of covariance (ANCOVA) was used to test the hypotheses at 0.05 level of significance. From the findings of the research work, teaching approach used in difficult mathematics concepts is significantly responsible for the perennial poor performance of students in secondary school mathematics and more of cooperative learning should be used as it has better effect on students interest and achievement in learning difficult mathematics concept than the peer teaching, a number of implications were discussed. Recommendations and suggestions for further studies were also made.

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MANPOWER TRAINING AND EMPLOYEE PRODUCTIVITY

MANPOWER TRAINING AND ITS EFFECT ON EMPLOYEE PRODUCTIVITY IN THE PUBLIC SECTOR (A Case Study of Board of Internal Revenue Kaduna State)

 

CHAPTER ONE

INTRODUCTION

1.1     Background of the Study

Initially in developing countries, the achievement of maximum output was given greatest emphasis with belief that; a rapid increase in output level can lead to achievement of development policy objectives. But, due to the experiences of most countries in Africa and Nigeria not an exception, the shortages of skilled and knowledgeable manpower constitute a binding constraint in executing development plans. This is leading to the failure in achieving higher productivity objectives in Nigerian economy most especially in the public sector organizations.

However, the researcher further observes that, development policies in any economy may likely not be successful without ensuring sufficient and adequately trained manpower is put in place. Not only that, but also to ensure that the trained manpower is fully employment appropriately. This may lead to higher productivity in an economy. The public sector is one of the largest sectors of Nigerian economy that provide jobs to citizens. In Nigeria, government is generating a lot of revenue from the public annually with the aim of providing essential services to the general public. Furthermore, in relation to the case study (Board of Internal Revenue), it is basic for the government to have resources required in running activities for enhancement of the quality of lives of its citizens. Thus, taxes have to be levied on all taxable people, individuals and corporate organizations.

In line with this, in order to attain aims of the public sector organizations, and also meet-up with the current technology developments, manpower training has to be embarked on. This is because; manpower training can lead to higher productivity in the organizations since it is the bedrock of every organization success.

According to Nyanwu (1997), Nigeria set up PEs (Public Enterprises) in all sectors of the national economy, because they were seen as the only way of attaining economic growth in the face of; inadequate entrepreneurial skills, shortage of investible capital, fear of foreign control of the national economy, and underdeveloped capital market. He further state that, during the oil boom era of 1970s, PEs total about 600 at federal level and 900 at state level. In the 1990s PEs accounted for 30 – 35 percent of GDP and large proportion of employment in the modern economic sector (Bureau of Public Enterprises, 1996). But it was later discovered that there are many hunches leading to poor performance of the PE sector among which is lack of manpower training.

Due to the economic problems and in particular, PE sector, it dawned on the federal government for solution to rescue the PEs. Consequently, the privatization and commercialization programme was conceived introduced by SAP (Structural Adjustment Programme). Another organization similar to SAP handling issue like this, is NEEDS (Nigerian Economic Empowerment and Development Strategy) introduced by Obasanjo Regime.

Various agencies are involved in tax policy administration in the country. At the federal level we have Federal Board of Inland Revenue (FBIR), Federal Inland Revenue Services (FIRS), Federal Tariff Review Board (FTRB), Federal Ministry of Finance, etc. while at the state level we have State Board of Internal Revenue (SBIR), State Internal Revenue Services (SIRS) and the Planning and Budget Department. Thus, there are at the federal, state and local government levels, Federal Inland Revenue Services, State Internal Revenue Service and Local Government Revenue Committee (LGRC) respectively. Each service has a board which is its governing body with responsibilities. Some of their objectives might include: Collect tax base on law by cheap means to actively encouraging compliance; Prosecute the tax laws very vigorously; Maximize tax collection by effective and extensive coverage of the country; and Maintain public confidence in integrating tax system through fairness and uniformity.

Therefore, in line with the above background, Kaduna State Board of Internal Revenue came into being by an Edict of 1997. The Edict derives its enabling power from section 9 of the Personal Income Tax Decree 104 of 1993 of the Military Regime. It states as follows:

“there is hereby established for the state a body called the board of internal revenue (hereinafter in this edict referred to as “the board”) whose operational arm shall be known and called internal revenue services (hereinafter in this edict referred to as “the state service”) which shall be a body corporate with perpetual succession and a common seal, and with a power to sue and be sued in its corporate name and acquire, hold and dispose of movable and immovable property”

Given the above background, the research work seeks to investigate manpower training and its impact on employee productivity in the public sector. This means that manpower and training of organization employees will be studied with emphasis on how the training administered to the employees may influence their productivity and the entire performance of the organization as a whole. The case study considered for this research work is Kaduna State Board of Internal Revenue. This is because the Board is being patronized by customers and offer services to both domestic and international investment.

However, the Board does not operate in isolation. This is because of the prevalence of numerous challenges offered by the contemporary government, business and financial world. Some of these challenges include: information technology (IT) and computer operation, project financing, government policies are among others in the PE sector like privatization and commercialization. The board is required to find ways forward for performance in line with the organization requirement for high productivity.

But the board productivity in practice may depend on the employees’ performance because it greatest worth and saddled with a lot of responsibilities, which may be impacted through manpower training and development or education to influence job performance. And the question of interest is; does manpower training have effect on employee productivity in the Board?

In addition, this research work is intended to establish some form of relationships between the effects of manpower training on employee productivity in form of 3 angles influential variables on the organization employees which include: knowledge, skills and attitude.

These influential variables are carefully selected for consideration because manpower training is aimed at changing the behavior of the organizations’ employees towards better job performance, improved productivity and the overall success of the organization objectives.

1.2     Statement of the Problem

In every organization, emphasis should be placed on manpower training and retraining in order to improve level of productivity, which will lead to achievement of goals or target. Any organization that neglects employees training and retraining may be said to encouraging failure. This is because; lack of training will lead to dropping of employees’ moral, competent as well as productivity. Not only that but also employee skills and innovation may decline and this will cause the entire organization to suffer a devastating blow in terms of manpower strength, which may lead to un-attainment of target or goals. Therefore, in this research, the researcher intends to examine the important of organizational performance in relation to manpower training, retraining and development. The research work will also come up with recommendations, which may provide solutions to public sector organizations personnel department problems. This could be in terms of relevance and need for manpower training particularly in to the Kaduna State Board of Internal Revenue .

1.3     Objective of the Study

The following are the objectives of the study:

  1. To examine the processes, methods and attainment of manpower training of employees in the public sector.
  2. To examine the process, methods and attainment of employee productivity in the Public sector.
  3. To discover the effect of knowledge on employee productivity in the public sector.
  4. To discover the effect of skill on employee productivity in the public sector.
  5. To discover the effect of attitude on employee productivity.
  6. To establish relationship between the effect of knowledge and skill on employee productivity in the Public Enterprises.
  7. To establish relationship between the effect of knowledge and attitude on employee productivity.
  8. To establish relationship between the effect of skill and attitude on employee productivity.

1.4     Significance of the Study

The significance of the study includes the following:

  1. The Board used as a case study and other interested parties might make and improve rules and regulations responsible for;
  2. Encouraging manpower training of the Board employees to increase performance and employee productivity.
  3. Holding the Board employees accountable for their inactions and performance of tasks.
  4. Ensuring strict compliance with spelt out positive measures against deviations from the organization precepts and standards of job performance.
  5. Clear delegation of responsibilities to subordinate employees in the Board.
  6. Encouraging team work, collective participation and adequate rewarding of the organization employees based on outstanding job performance or merit.
  7. The Board and other interested parties may find reasons to appreciate the practical relevance manpower training in the public sector to facilitate employee productivity and realization of objectives as well as comparison of industry performance and benchmarking.
  8. The Board and other interested parties may encourage the selection of most suitably qualified personnel’s to perform tasks, given the personnel’s background, study and history in promoting professionalism.
  9. Government or managers, researchers and other interested readers of this research work may find the study interesting too. This is because the research topic is treated in the perspective of contemporary public sector and organization challenge(s), geared by the globalization of information technology.

1.5     Scope of the Study

This research work is meant to cover manpower training and its effect on employee productivity in the public sector. The study is relevant and made very comprehensive too. To achieve this, the researcher considered the board of Internal Revenue. Beside, the influential variables of the organization employees productivity to be covered are; knowledge, skill and attitude. For this study, the Kaduna State Board of Internal Revenue , Kaduna is used as a case study.

1.6      Research Questions

The following research questions are considered in the study:

  1. Do knowledge has any impact on employee productivity in the organization?
  2. Do skills have any impact on employee productivity in the organization?
  3. Do attitudes have any impact on employee productivity in the organization?
  4. Does training and development have any impact on employee productivity in the organization?

1.7     Research Hypotheses

The following null hypothesis (Ho) and alternative hypothesis (Hi) are considered in relation to the research questions for the purpose of this study:

Hypothesis One

Ho: There is impact of knowledge on employee productivity in the organization.

Hi: There is no impact of knowledge on employee productivity in the organization.

Hypothesis Two

Ho: Skills have impact on employee productivity in the organization.

Hi: Skills have no impact on employee productivity in the organization.

Hypothesis Three

Ho: There is impact of attitude on employee productivity in the organization.

Hi: There is no impact of attitude on employee productivity in the organization.

Hypothesis Four

Ho: There is impact of training and development on employee productivity in the organization.

Hi: There is no impact of training and development on employee productivity in the organization.

1.8     Delimitation of the Study

In the public sector, Board of Internal Revenue deals with a lot of financial activities which are very tasking and requiring adequate knowledge and skills. It is recording a lot of successes though with so many bottlenecks. All of these are symbols needing better performance and high productivity, which may not be without the organization employees’ participation.

Perhaps, this is because the Board of Revenue may be regarded as one of the life wire for financial activities that may be needed for projects execution of the country. However, the complexity in human living and the real increases in industry competition globally make the government to pay greater attention on the organization employees’ performance and the way forward. This explains the reason why the organization on recruitment and selection has to seek for more competent personnel’s, who may be able to build and maintain the image of the public sector and confidence in the minds of the general public. And because the competence employees may be affected by the quality of education lagging adequate knowledge, skill, financial process and insufficient training to achieve objectives, manpower training of employees become imperative for higher job performance in the public sector organization in general or the board in particular. Therefore, this research work has as its basis the important of manpower training for employee productivity in the public sector organizations which is the way forward the country.

The delimitation of this research work comprises the financial constraint which greatly affects the researcher during the period of the research. Time constraint is also another serious problem encountered, which makes the researcher to work sleeplessly because of combining it with other necessary school activities. Another serious problem faced during the research was lack of corporation of the respondents in terms of supplying needed data to facilitate the research work.

1.9     Definition of Terms

The following terms are defined based on their usage in this research work. The terms may take different meanings and interpretations but defined below within the confine of this research work. The terms include:

Variables – attributes and characteristics of something that can influence job performance.

Globalization – wide and international spread of ideas, finance business activities enabled learning by information technology and the computer.

Information Technology – computer machines and electronics systems facilitating data processing, storage, retrieval and use in a more economic, effective and efficient manner.

Effectiveness – the use of resources to achieve results on time.

Efficiency – the use of resources to achieve results without waste.

Resources – these are men, money and materials used in producing goods and services.

Performance – the ability to do what is expected to be done as required without delays or errors.

Benchmarking – copying and modernizing the activities of another enterprise especially a leading enterprise within an economy for success.

Manpower – This is the workers required for job to be done.

 

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