CHAPTER ONE
INTRODUCTION
1.1 Background to the Study
The place and role of management in enhancing and managing productivity is crucial. It is through this serious effort of the management that one can ensure that productivity efforts are in tune with the overall objective of Demonstration Secondary School.
For many years now, poor reward techniques are becoming more and more complex and continually presenting fascinating problems. It has been of great concern to both employers and employees. The employers, on one end of the pole are complaining of poor performance due to worker’s attitude to work. While on the other end are workers (Teachers) complaining of lack of incentives in their systems, that labour is not adequately rewarded. In other words, there has been some dissatisfaction with the operation of wage incentive plans. Teachers are not committed to their job. For example, 2005 WAEC result of Therbow Secondary School, Zaria was 90% while that of Demonstration Secondary School was 80%.
Therefore, in referring to Demonstration Secondary School Zaria, that money to the teacher is a motivator, which helps maintain certain factors like the pay (salary), job security and other motivational incentive, which would ginger teachers towards performing effectively; while the result of their performance would be an excellent result of his pupils during Exams (WAEC AND
NECO).Evidence shows that there is negative image for career of Teachers.
Reward and Teachers satisfactions are neglected, which boils down to teachers’ dissatisfaction, which might lead to poor performance.
In addition to direct cost of poor performances and absenteeism, indirect costs are incurred when money must be spent to recruit replacements and then train them. The fact that these problems exist suggest that it cannot be automatically assumed that teachers will come to work each day or remain in the school once they are employed or hired. The expected rewards associated with each choice motivate the Teacher on a particular day to leave school and seek employment elsewhere. Poor rewards system therefore does not only increase production cost (inform of replacing the right qualified teachers) due to absenteeism, but the Demonstration Secondary School equally spends some money replacing some employees that leave the organisation every now and then because their expectations are not met.
Some administrators worsen the situation. They feel that offering attractive pay to their teachers, means unnecessary waste of resources on the teachers and that it may be detrimental to the employer. Hence the success of the school depends on it’s teachers performance.
Ngu, agrees that dissatisfaction is the basic cause of workers frustration and the consequence poor performance.
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