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Personnel Management Practice And Teachers Job Satisfaction
[A CASE STUDY OF ILORIN SOUTH LOCAL GOVERNMENT AREA OF SECONDARY SCHOOL, KWARA STATE.]
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It is therefore important for school administrators to identify factors of job satisfaction and dissatisfaction. It is the satisfaction that the teacher derives in his interaction with the teaching-learning situation that will determine his effectiveness in his handling of school programme.
Thus, teachers must be seen as capable of self-direction, capable of assuming responsibility and of being creative, having worth, dignity and potentials for growth in ability (Nwakwo, 1982). Therefore, for improved productivity in our schools, teachers should be encouraged to see teaching as satisfying.
Job Satisfaction and Morale
This term ’morale’ has been given a variety of meanings, some of which correspond quite closely to the concept of attitude and satisfaction.
Ezeocha (1990), defined job morale as an individual mental attitude towards all factures of his work and towards all of the people with whom he works.
An American Heritage Dictionary (1975), defined morale as the state of the spirit of an individual or a group to perform assigned tasks confidently and cheerfully. Morale is the spirit and attitude of employees towards their work and as such can be low or high. High morale in teachers exists when they have favourable attitudes towards teaching and their co-staff, which means that the teacher is satisfied with the whole environment and even condition of service. On the other hand,, low morale exists when teachers’ attitudes are not favourable to teaching and attainment of school objectives. Achieving and maintaining high morale is essential to the employer or principal whose future is inevitably affected by the zeal and confidence with which teachers carry out their assignments.
Some investigators have gone ahead to list job satisfaction as one of the dimensions, elements or aspects of morale. Such writers are Baher and Ranck and the survey Research Centre at the University of Michigan (1980) clearly, morale implies some human quality which prompts a person to produce at maximum output and which he can perform at his best. It is associated with a forward looking, healthy and confident state of mind and includes such attributes as persistence; enthusiasm, zeal and pride. It can be increased byfavourably modifying any condition that will increase job satisfaction. There is a clear relationship between teachers’ job satisfaction, high morale and students’ academic achievement . Based on the assumption that a satisfied workers is a happy worker, the most important of job satisfaction lies on in the staff contribution to productivity . “Productivity’ here refers to realizing the aim of an organization. The productivity aim of an industry is to turn out certain finished goods and to make profit too. In the case of an army, it is to win a battle and in the case of secondary school under study , it is to help turn out good graduates as mature people capable of adapting to various conditions and well adjusted citizens that will be leaders of tomorrow .
Personnel Management Practices and Teacher’s Job Satisfaction
Effective personnel management practices are important if the school goals and objectives are to be achieved (Alabi, 2000), one of, the measures to ensure an effective personnel practice in schools is the active involvement of the school heads in the recruitment and selection of staff to their schools. Though the schools boards or teaching service commissions decide the major policies and procedures for staff selection, the school head as a member of the selection committee should be involved in the process of preparing precise job Specifications and job descriptions towards getting the right personnel; because out of th three means of success available to the manager of any organization human resources is the crucial element. The other two are physical and financial resources. This assertion is supported by Adeoye (1999) who opined that the efficiency with which any organization (be it social, educational, religious, private or public) can operate depends to a very large extent upon how its personnel can be administered and utilized. According to O’Neil (1994) human resources available to schools constitute their most valuable asset and their greatest management challenges. A school has to work with human resources for the attainment of the goals and objective of education. These human resources operate by definite personnel policies and practices of paramount importance are equitable and adequate personnel programmes that would emphasize the recruitment and appointment of qualified ad appreciate personnel, training and development of these personnel and provision of attractive and conducive working conditions that will boost their morale, which enhances the job satisfaction of the engaged personnel to perform and to want to stay on the job.
Specially, in an attempt to attract gifted young men and women into the teaching profession, teachers working conditions need to improved upon which to government is now aware of, for instance, with increased salaries, prestige and motivating teaching environment, teachers can afford cultural standard of living, which enhances job security and job satisfaction. The salary schedule of school personnel should offer professional stimulation through incentives. Furthermore, equitable treatment should be accorded teachers of like qualifications’ and experiences. Teacher’s earnings should be competitive with other occupational groups (Alabi, 2000). Teacher’ job satisfaction is however not easy to measure in an educational system, but nevertheless it could be implicitly measured from the educational output emanating from an educational system (Okundoye, 2000), Ogunsaju (2000) stressed the fact that it is justification for society to conclude that decline in the performance of students are in large part, the result of the disturbing inadequacies in the way educational process itself is con ducted. Thus, adequately qualified staff must be employed and proper monitoring system for developing these human resources must be put in place to ensure school effectiveness.
In a study conducted by Fagbamiye (2000) he discovered that majority of the teachers he used as sample were dissatisfied with their job and since he is of the opinion that if workers are dissatisfied with their job, they are unlikely to have positive attitude towards their job. It can thus be inferred that when appropriate personnel management practices are not applied on teachers their productivity level is bound to below.
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ABSRACT - [ Total Page(s): 1 ]ABSTRACT This study was carried out to examine the personnel management practices and teacher’s job satisfaction in Ilorin South Local Education Area Secondary Schools, Kwara State. The study was descriptive correlational type and the target population was 50 teachers from each of the ten secondary schools randomly selected out of the 49 secondary schools that are qualified to write the Senior Secondary Certificate Examination. Two kinds of questionnaire were designed tagged “ ... Continue reading---
QUESTIONNAIRE - [ Total Page(s): 2 ]PERSONNEL MANAGEMENT PRACTICES DESCRIPTION QUESTIONNAIRE (PMDQ) DEPARTMENT OF EDUCATIONAL MANAGEMENT UNIVERSITY OF ILORIN, ILORIN KWARA STATEDear Sir/Ma, This questionnaire is designed to find out your opinion on the personnel management practices in use in the post Primary Teaching Service Commission in Ilorin South Local Government Area in Kwara State. Your responses will be treated confidentially and used for research purpose only,Section A: Personal InformationName of School:____ ... Continue reading---
TABLE OF CONTENTS - [ Total Page(s): 1 ]TABLE OF CONTENTSTitle page Certification Dedication Acknowledge Abstract Table of Content CHAPTER ONE: INTRODUCTIONBackground of the study Statement of the problems Purpose of the study Research Questions Significance of the study Scope and Limitations of the study Definition of terms CHAPTER TWO: REVIEW OF RELATED LITERATURE Concept of Personnel Management Personnel management in relation to the school system Definition of job satisfaction Job satisfaction and mora ... Continue reading---
CHAPTER ONE - [ Total Page(s): 3 ]Statement of the Problem Considering the fact that Nigerian School teachers have been viewed by public as not performing up to expectation in recent times, questions have been raised as to what factors are responsible for this, particularly in a developing country such as Nigeria where both the State and the Federal governments now realize that education is a necessity for the social, political, technological and economic growth of the country. Farbar and Miller (1981 ... Continue reading---
CHAPTER THREE - [ Total Page(s): 1 ]CHAPTER THREEResearch methodThis chapter focuses attention on the following sub heading: research design, population of the study, sample and sampling techniques, Research instrument(s), Procedure for data collection, Method of Data Analysis.Research DesignThe study is basically descriptive survey of the correlational type as it attempts to investigated into whether personnel management practices have significant relationship with job satisfaction of the teachers in Ilorin South Local Education ... Continue reading---
CHAPTER FOUR - [ Total Page(s): 5 ]CHAPTER FOURPRESENTAION AND ANALYSIS OF DATA In this chapter, the data collected were analysed and interpreted. As indicated earlier, the study sought to find out the effect of personnel management practices on teacher job satisfaction in Ilorin South Local Education District Secondary Schools, Kwara State. Pearson Product Moment Correlation Statistics was used to test the research hypotheses formulated to guide the study.Hypotheses Testing Main Hypothesis There is no significant rel ... Continue reading---
CHAPTER FIVE - [ Total Page(s): 1 ]CHAPTER FIVESUMMARY, IMPLICATION FOR THE THEORY AND PRACTICE, CONCLUSION AND RECOMMENDATION This chapter deals with Summary, Implication for the Theory and practice, Conclusion and Recommendationarising from the findings.Summary of Findings This main hypothesis states that “there is no significant relationship between personnel management practices and teachers job satisfaction in Ilorin South Local Education District Secondary School, Kwara State.†Seven operation ... Continue reading---
