TABLE OF CONTENT
APPROVAL
DECLARATION .
.11
ACRONYMS / ABBREVIATION iii
DEDICATION iv
ACKNOWLEDGEMENT v
CHAPTER ONE:
1.0 Introduction 1
1.1 Background of the study 1
1.2 Statement of the Problem 4
1.3 Objectives of the study 5
1.3.1 General objective of the study 5
1.3.2 Specific objectives 5
1.4 Research questions s
1.5 Scope of the study
1.5.1 Content scope 5
1.5.2 Geographical scope 5
1.5.3 Time Scope
1.6 Significance of the study s
1.7Conceptual framework 6
1.8 Definition of key terms 7
1.9 Theoretical Framework 8
CHAPTER TWO: LITERATURE REVIEW.
2.0 Introduction 9
2.1 Motivation of Teachers and Performance 9
2.2 Intrinsic Motivation and Performance 11
2.3 Extrinsic Motivation and Performance 14
2.4 Conclusion 16
CHAPTER THREE: METHODOLOGY
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3.0 Introduction 18
3.1 Research Design 18
3.2 Study Area 18
3.3 Study Population 18
3.4 Sample size 18
3.5 Sampling techniques 18
3.5.1 Selection of schools
3.5.2 Selection of respondents 19
3.6 Data Collection Tools 20
3.7 Data quality control 20
3.7.1 Validity of Instruments 21
3.7.2 Reliability 21
3.8 Data analysis 21
3.9 Ethical issues 21
CHAPTER FOUR: DATA PRESENTATION, ANALYSIS AND DISCUSSION
4. 0 Introduction 22
4.2 Background characteristics of respondents 22
4.3 The Effect of Motivation of Teachers and Morale to Perform 24
4.4 The Effect of Intrinsic Motivation on the Performance of Teachers 29
4.5 The Effect of Extrinsic Motivation on the Performance of Teachers 33
CHAPTER FIVE : SUMMARY, CONCLUSION AND RECOMMENDATIONS.
5.1 Introduction 37
5.2 Summary and Conclusions 37
5.2.1 The effect of motivation on teachers’ morale to perform 37
5.2.2 The Effect of Intrinsic Motivation on the Performance of Teachers 38
5.2.3 The Effect of Extrinsic Motivation on the Performance of Teachers 39
5.3 Recommendations 39
5.4 Limitations of the Study 40
5.5 Areas for Further Research 41
CHAPTER ONE INTRODUCTION 1.0 Introduction This chapter covers the background of the study, statement of the problem, the purpose of the study, research questions, and scope of the study and significance of the study. 1.1 Background of the study. Teacher motivation has become an important issue given their responsibility to impart knowledge and skills to learners. It is argued that satisfied teachers are generally more productive and can influence students’ achievement (Mertler, 1992). Motivation guide people’s actions and behaviours toward achievement of some goals (Analoui, 2000). In work and other contexts therefore, motivation is often described as being intrinsic or extrinsic in nature (Sansone & Harackiewicz, 2000). Intrinsic motivation, deriving from within the person or from the activity itself, positively affects behavior, performance, and well being (Ryan & Deci, 2000). Extrinsic motivation on the other hand, results from the attainment of externally administered rewards, including pay, material possessions, prestige, and positive evaluations among others. Since Thorndike (1911), thousands of studies, from laboratory experiments to field interventions such as the Emery Air Freight study (Hamner & Hamner, 1976), have been carried out on the behaviorist tradition of changing behavior by manipulating extrinsic contingencies. Through the identification and change of environmental contingencies, including extrinsic reinforcements, motivation increases have been realized in work behaviors including attendance, punctuality, stock work, selling, cost reduction, work quality, productivity, sales calls, and customer service (Komaki, 1982). In contrast to extrinsic motivation, intrinsic motivation is said to exist when behavior is performed for its own sake rather than to obtain material or social reinforcers. The concept of intrinsic motivation was an important challenge to behaviorism, and has roots in White’s (1959) competence or effecting motivation. Maslow (1943) and Alderfer (1969) addressed similar needs. In this study, intrinsic motivation of teachers was measured in terms of job satisfaction derived from teaching, enjoyment of teaching, the challenging and competitive nature of teaching, recognition, career achievement and , control over others. Extrinsic motivation of teachers on the other hand, was measured in terms of externally administered rewards like salary, free accommodation, free meals, weekly duty and extra teaching allowances, advance payments in case of financial problems, leave of absence and free medical care among others.
