Perceived Influence Of Motivation On The Job Performance Of Civic Education Teachers In Primary Schools

Primary Education Project and Semina Material

Perceived Influence Of Motivation On The Job Performance Of Civic Education Teachers In Primary Schools


This research was carried out specifically to evaluate the perceived influence of motivation on the job performance of civic education teachers in primary schools. This research was carried at in in primary schools in Niger state to actually known the extent in which teacher’s motivation needs goes in affecting the performance of building technology students. Many motivational theorist, who propounded and experimented motivation theories stated that is the only techniques to make workers effective and efficiency whether on school setting or in an organization is motivation. Motivation is seen as an energizer that energizes workers in order to give their best in discharging this duties. However, it can be concluded that teachers are not satisfied because they are not adequately motivated and their have brought doubts in the mind of many people as regards the dignity of the profession. The basis for solving teachers problems is by improving their motivational structure in which will help to improve the performance of pupils in primary schools.

Finally, if the government can motivate the teachers as recommended in this project, the teaching profession will be more attractive and teachers will be more dedicated to their job and this will eventually bring about excellent academic performance of the students.

Chapter One


1.1 Background of the Study

The value of teachers in preparing human ‘being for a useful living is very high and as contained in the national policy on education (1977) reviewed in 1981 that teachers help to equip” students to live effectively in a modem age of science and technology. This has made the growing complexity (in terms of enrolment explosion, resource mobilization and organization) of educational institution, and the increased societal demands for more result oriented schools have made the duties of the staff in the schools to be more critical in organizational behaviour. Therefore, here is a corresponding need for more pragmatic motivational designs that will enhance the job performance of staff in these schools.

The word motivation is derive from motive, which is an active form of desire, or need which must be satisfied. All motives are directed towards goals and the needs and desire affect or change our behaviour which is goal oriented. Effective job performance results from the interplay of three types of resource, namely physical, financial and human. However, physical and financial resources themselves do not result in productivity.

It happens only when the human component is introduced. The human component, even though most important, is most complex and unpredictable. Understanding human behaviour and affecting it positively can enhance productivity and improve performance. The level of performance of staff is a function of his ability and his motivation.

His ability determines what he “can” do and his motivation what he “will” do. The ability can be measured and depends upon background, skills and training. Many factors have contributed to the falling standard of education; some of these factors are shortage of funds into the educational sector, lack of qualified teachers, inadequate educational facilities such as adequate highly ventilated classrooms, well equipped library, and adequate laboratory materials just to mention a few. All these factors have contributed to non-challant attitude ‘towards the profession.
These problems and most especially teacher’s motivation will be looked at so as to enhance and improve the supposed standards of education.

1.2 Statement of the Problem

It is pertinent to note that teachers activities must be compensated and rewarded as an encouragement in order for them to work harder, the absent of motivation has a negative effect in the standard of education in the country as the students are being deprived of the needed knowledge that should be imparted on by a well motivated teacher.

However, in spite of the facts that this motivation was not really there, teachers still did their work conscientiously producing desired result. There is no doubt before now teachers started to recognize their own worth and demand for their right when these was not forth coming their attitude to their work began to change and this was the beginning of the down word side in education in the country. It was also the beginning of industrial actions by teacher’s nationwide. From 1980 till date, the country had witnessed countless number of strikes and counters strikes as the many other establishments, strikes is a common action embarked upon by workers over the years.

There have been wide spread concern on what teachers can do effectively and how this condition of services could be achieved, the resultant effect was a further determination of students performance. This has been the major concern of the researcher who has decided to find out the influence of motivation on teachers job performance.

1.3 Purpose of the Study

In the course of finding out the perceived influence of motivation on the job performance of civic education teachers in primary schools, the researcher aims at finding out whether if:

  1. There is an increase in the teachers’ motivation; teachers will be more dedicated to their work.
  2. Motivation could lead to an upliftment in the standard of education at primary schools.

This project work will focus basically on the roles of teachers’ in spiteof their relatively poor motivation and the effects it has on student’s performance which enable the researcher to make constructive suggestions aimed at improving the performances of students.

1.4 Research Questions

In an attempt to solve this problem, this research word will focus on these questions formulated below:

  1. Would the motivation of teachers affect the academic performance of students in primary schools in Niger state ?
  2. What are the attitudes of the public on the teaching profession?
  3. Can the motivation of teachers affect their level of dedication to work?
  4. Do teachers’ academic qualification influence the academic performance of schools?’

1.5 Significance of the Study

The study will be a significant contribution to the existing literature in the area. It will also show the needs for an increase in teachers motivation and other benefits where necessary to elevate the falling standard of education. It is also to encourage the undergraduates and graduates alike who have the intention of coming into the teaching profession not to feel withdrawn towards teaching as efforts are already on for an upward review of teachers’ motivation structure.

1.6 Scope of the Study

For this study, the, limited number of school to be used is the extent to which generalization could be made about the result, this is due to the short time at the disposal of the researcher, that is to say coupled with the short time when the investigation was carried out alongside with the investigator academic studies. Conclusively, it is on the basis of this chapter that their entire subsequent chapter will be renewed and analyzed.

The scope of this study is limited to suleja schools management committee area of Niger State, it is however suggested that further researches could be extended to other schools management committees in Niger state.

1.7 Limitation of the Study

This research work shall be dependent on the pieces of information supplied by the teachers within the chosen samples of .the target population. Biases and prejudices of individual respondents are likely to affect their responses to the items on the questionnaire.

Also, there shall be limitations on the part of instruments used for data collection, all the sampled primary schools are located in Niger state, the result of the study is not expected to differ from studies that may be conducted in other parts of Niger State.

1.8 Definition of Terms


The process of including or causing someone to behave in the most desired way in the aid of certain incentives.


This is the way in which something react under certain condition of fulfils the purpose for which it was intended.


This is the monetary compensation an employee receives of work done, condition of service, this is both the monetary and non-monetary compensation given to an employee.


This is a feeling of happiness or pleasure because you have achieved something or get what you want.


Is the rate at which goods are produce and the amount produce compared with the work, time and money needed to produce them.

1.9 Organizations of the Study

The chapter one consist of the introductory part of the study which includes the study background, the statement of the research problem, the study objective and scope of the study.

The second chapter is a critical review of other literatures relevant to the study and its objectives including the theoretical framework for the study. While the third chapter is methods of data collection, sampling and data analysis used in conducting the study.

The fourth chapter centres around the research findings including an analysis of how it relates to previous findings.

The fifth chapter consists of the summary of findings, conclusion and recommendations base on the study objectives.

Chapter Five

Discussion, Conclusions, Implications of the Study and Recommendation

In this chapter, the result of the data analyzed in chapter four are interpreted and discussed. Also, the educational implications of the findings, recommendations, suggestions for further study, summary and conclusion were made.

5.1 Summary of the Study

This study focused on the perceived influence of motivation on the job performance of civic education teachers in primary schools in Niger state. In order to achieve the purpose of the study, ten (10) schools where selected out of twenty (20) primary schools. Questionnaire were designed distributed administered, collected, analyzed and findings or results interpreted.

In the light of the results, the educational implications of the study where pointed out based on the findings. Furthermore, some recommendations were also made and if adequately followed and implemented, would go a long way in ensuring greater job performance of teachers both in primary schools in Niger state and other local government areas in Nigeria.

5.2 Conclusion

In conclusion, this study has shown that with adequate motivational elements such as regular and prompt payment of salaries and allowances, upward review of salaries, implementation of promotions, provision of conducive working environments, availability of teaching aids/instructional materials etc. would help to improve the job performance of teachers and the standard of education.

5.3 Recommendations

Based on the findings of this study, the following recommendations were made.

  1. Regular and prompt payment of salaries and allowances should be made available to teachers in primary schools in Niger state, in order to enhance their dedication to duties.
  2. The state government should look into the allocation or monthly salaries and allowances of teacher with a view to reviewing and increasing it, since the economic situation in the country is not static and favourable. This will help to increase the job performance of the teachers.
  3. Promotion exercise should always be conducted annually and as at when due and subsequently implemented without delay so as to reflect on their salaries.
  4. The working environment under which teachers perform their duties should be made conducive enough to boost there interest in the teaching and learning process.
  5. Adequate teaching aids and materials should be made available for effective teaching and learning.

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Frequently Asked Questions

Is there a relationship between motivation and performance in public schools?

The third question related to performance indicators found in public secondary schools in Nyamagana district of Mwanza city. It attempted to find a relationship between motivation and performance for it has been noted in literature that motivation is the single most important determinant of individual job performance (Lawler 1994).

Do intrinsic motivation and performance of teachers differ in public secondary schools?

This study revealed that intrinsic motivation and performance are interdependent. (iii) Extrinsic Motivation and Performance of Teachers The second question related whether extrinsic factors influence teacher’s performance in public secondary school, in Nyamagana.

Does motivation influence teachers’ poor attitude to work?

All these poor attitude to work by teachers is a consequence of poor motivation from the government and educational managers. cannot be achieved in situations characterized by teachers’ poor attitude. This s tudy has been taken to find out the influence of motivation on work performance.

What drives teacher motivation and job satisfaction?

A Malawian study by Kadzamira (2006) found that primary and secondary teacher motivation and job satisfaction were strongly determined by both pecuniary factors, such as levels of pay and other material benefits, and non-pecuniary factors, in particular living and working conditions of service.

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