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PERSONNEL
MANAGEMENT PROBLEMS AND EFFECTS ON TEACHERS PERFORMANCE ON SECONDARY SCHOOLS
ABSTRACT
The main
purpose of this study is to investigate personnel management problems and their
effects of teacher’s performance on secondary schools in Ankpa Local Government
Area of Kogi State. It also aimed at identifying problems of personnel
management and effects on teacher’s performance o n secondary schools and
suggests solutions to the problems. For the purpose of this study, principals,
vice principals and teachers totaling up to hundred were drawn from five
selected secondary schools in Ankpa Local Government Area; information was
obtained from them through questionnaires. The study found out that training
and retraining of teachers helps to update their skills and knowledge in
schools. Prompt payment of salary and allowances as at when due is a strong
motivational factor for teacher’s performance, regular supervision in schools
is essential to check the management personnel and teachers excesses as it
keeps them to duties. Government efforts to provide adequate funding to schools
will help to acquire the basic instructional materials which will facilitate
teacher’s performance in schools. Good leadership style by personnel management
will also help to establish good human relationship with teachers, as it makes
them put in their best in schools.
CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND OF THE STUDY
It is not
out of place to say that motivation has always be an important and puzzling
technique for managers and employers to achieve their organizational goals. As
a result, personal management problems and its effects on secondary school
teacher’s performance spring from lack of motivation and incentives for the
staff and or employees of the organization.
Motivation
is referred from people’s behaviours and cannot be directly observed or
measured. However, personal management has evolved a member of techniques to
improve workers performance through motivation.
Ukeje
(1992:76) stressed that “motivation” is a force which energizes and induce a
staff to perform. Based on this assertion, Dugguh (2004) has it that,
differences in levels of performance is a reflection of difference in levels of
motivation. At any point, staffs vary in the extent to which are willing to
direct their energies towards the attainment of the objectives of the
organization.
The
performance of the staff is as a result
of the ability or skills of the workers to use this ability or skills in the
actual performance of the job and the motivation they receive to use this
ability or skills in the actual performance of the job. The researcher is interested in the personnel
management problem and how it affects the performance of secondary school
teachers in Ankpa Local Government Area of Kogi State.
The staff
has suffered from poor motivation which has contributed to poor out-put in the
educational system. Apart from the problem of retention of staff and irregular
payment of staff salaries: non-implementation of promotions, there is illegal
deductions of staff salaries by the post primary school management board the
sate universal basic education board and by the education secretaries and the
Nigerian Union of Teachers (NUT) officials.
Besides,
officials use loan schemes to exploit the staff all staff are forced into
taking loans where shy lock interests are charges so much that some teachers
end up having no take home salaries, school supervisors and monitoring officers
have abandoned their primary assignments to witch-hunt teachers. All these
could affect teacher’s performance.
Moreover,
the teacher’s remunerations such as leave grants, rents, subsidy, disturbance
allowances and transport have since been subjected to lottery and negotiation
between the state education Board and officials of the Nigerian Union of
Teachers (NUT). Incremental steps for teachers are sometimes stopped and those
promoted have been denied their promotion arrears. The inability of personnel
managers and the employers to rectify this problem has frustrated the hope of
teachers.
Another big
problem facing the teachers is the refusal of government to implement teachers
salary scale (TSS). As a result of this, students are forced with consequences
of this anomaly, and as a result, personnel managers and employers should
employ a useful strategy to improve the staff performance, productivity and
attainment of educational goals.
Personnel
management generally requires the creation and maintenance of an environment
which individuals work together in groups towards the accomplishment of a
common objective.
Achievement
can also be realized when the manager is aware of what motivates his staff. It
is against the background of the above that the researcher is conceived to
determine it lack of training and retraining, salary, personnel relationship
and leadership style affect the performance of teachers in secondary school in
Ankpa Local Government Area of Kogi State.
1.2 STATEMENT OF THE PROBLEM
In most
educational institutions, the staff or employees pay little attention to the
performance of their job as little or no attention is paid to their needs.
The neglect
of employees’ welfare nowadays does not only precipitate industrial action, but
also retards what could spur them to put their best for achievement and
actualization of organizational goals and objectives, many times Nigerian
universities are on strike which is a problem between management and personnel
and next could be the Nigerian Union of Teachers (NUT) over denied benefits or
non-payment of salaries allowance or implementation of promotions and financial
benefits. There is very low morale and esteem in the educational sector. This
is evidenced in the poor attitudes towards teachers and lack of motivation to
enable them increase their performance it is against this background that the
researcher is prompted to appraise problems of personnel management and their
effects on secondary schools teachers performance.
1.3 PURPOSE OF THE STUDY
The main
purpose of this study is to find out the level of motivation of secondary
school teachers in Ankpa Local government Area and the nature of administrative
problems.
The study
has specifically the following objectives:
1. Determine if salary issues affects teachers
performance.
2. To determine if teachers are motivated
through training and retraining affect their performance.
3. To find out if teachers are motivated through
regular payment of salaries.
4. To determine also how regular payment of
other benefit affect teacher’s performance.
1.4 RESEARCH QUESTIONS
The
following research questions are formulated to guide this study;
1. Will motivation of teachers through training
and retraining of teachers reduce personnel management problems in teacher’s
performance in secondary schools?
2. Will regular payment of staff salary reduce
personnel management problems in teacher performance in secondary school?
3. Will personnel relationship affect secondary
school teacher’s performance?
4. Will physical working environment affect
teacher’s performances in secondary schools?
1.5 SIGNIFICANCE OF THE STUDY
The study is
aimed at appraising personnel management problems and their effects on
teacher’s performance in secondary schools. The result of this work will enable
the ministry of education and government to improve the Nigerian teacher’s
problem of low productivity, motivation and inefficiency being the result of
negligence of teachers.
In addition,
school inspectors and supervisors in conjunction with the Nigerian Union of
Teachers (NUT) will be informed through this study on how to devise lasting
solution to problems affecting job performances in general with special
references to teachers who are still on the job
The issue of
training and retraining of teachers will be addressed and the Ministry of
Education to seek ways of monitoring teachers for better and higher performance
to achieve the goals of the educational sector.
1.6 SCOPE OF THE STUDY
This research
is basically aimed at finding out if motivation of teachers through regular
payment, training and retraining of teachers, payment of teachers other
entitlements reduce personal management problems in the secondary schools in
Ankpa Local Government Area of Kogi State.
1.7 OPERATIONAL DEFINITION OF TERMS
Personnel
Management: This is the planning organization compensation, integration, and
maintenance of people for purpose of contributing to organizational, individual
and educational goals. It seeks to develop efficiency of teachers and improve
their performance to achieve, set educational goals through adequate
supervision, co-ordination, organizing, motivation and discipline.
Teacher
performance: It is refers to the ability of the teacher to achieve meaningful
result in his profession to the full based on the teacher personnel
disposition.
Motivation:
This is to mean the process of arousing actions that produce one or more
activities which are sustained by the mobilization and continuous flow of energy
within an individual (Robinson 1976).
Effect: Is
something that inevitably follows an antecedent (as a cause or agent) or power
to bring about a result.
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