Impact of Motivation on the Performance of Teaching Staffs in American Elementary Schools - Assignment Example

Literature Review Impact of Motivation on the Performance of Teaching Staffs in American Elementary Schools A. Motivation Meaning Motivation comes from the word motive which is the desire to achieve something. It’s a psychological process that enables one to be persistent and increase the effort towards achieving the intended goal. Motivation is self-driven which leads to the individual changing behavior towards a goal- driven approach. According to Skemp (2007), in the American education sector, motivation of the teaching staff is a strategy towards achieving good performance. Elementary schools are education institutions that comprises of children aged between five and eleven years (late childhood) go to learn. According to Andree, R. G. (1974), In the US, elementary schools start from kindergarten up to second grade (k-2). Learning at this state is crucial since it’s the foundation of the education for the children. Therefore, if the teaching staff is motivated they will deliver quality concepts and also influence the performance of the learners. However, if demoralized learns won’t learn well; hence, the general performance is affected. Teaching at elementary school is currently challenging and demanding where technology is used in teaching therefore motivation of teachers is necessary to even go for computer classes. Underperformance is also a big challenge due insufficient efforts by the teaching staff especially in public schools. The research will try to address the cause of teachers de-motivation and determine whether motivation approaches will improve their teaching hence the overall performance of the learners. B. Motivation Approaches. This approach entails the ways that can be suitable to increase the motivation of the teachers. Factors that usually reinforce motivation are applied so as to create interest for the staff hence job satisfaction. The approach used depends on the source of motivation. It can either be intrinsic or extrinsic. Intrinsic entails physical, mental and spiritual recognition and praise, responsibility for ones work and being comfortable at work. In this context, extrinsic motivation as an approach may include; training of staff and advancement in their career. Inclusion of the teachers in decision making will enable them identify critical areas and find out the best ways of finding solutions. Decision making enables them own the career hence will increase their drive force (Thomas, K., 2002). Provision of good working environment and also permitting them to go for further studies in their teaching area will improve their motivation. Dan Airley said that people think about motivation and payment as the same thing when they think about labor however, other aspects should be considered such as challenges, ownership among others. In a certain study to determine the reinforcement to performance, Harvard University Undergraduates gave speeches and conducted mock interviews; the experimenters were either smiling or frowning. Results indicated participants in the first group (smiling) giving correct response to questions compared to the second group. From the study, people are motivated and function better in a difficult situation if they are courageous. Therefore, by the teachers having a positive aspect in the challenging education their work performance can still improve (Ariely. D et al, 2001). Helping others and recognition of the output of ones work to others may improve performance. In a study done by Grant he put up two sinks on hand-washing station one reading “hand hygiene prevents one from getting sick, and another one “hand hygiene prevents patient from catching disease". Results showed that more soap was used by doctors and nurses where signs mentioning patients was placed. This study showed that helping others through “prosocial behavior motivates one”. Therefore, the teachers in the elementary schools if they have the commitment they are benefits to the life of the learners may be motivated. Comparing to various studies, the teachers in the elementary school needs to understand their role and in case of constraints report to the school administration. The human resource personnel in such schools should consider training or staff development and ensure recruitment of qualified staff dedicated to working (Ariely. D et al, 2001). C. Teacher Motivation Theories. The most effective theories that are applicable in motivation approaches for alimentary education include Maslow’s Hierarchy of needs, Herzberg’s two-factor theory and the goal theory. In Maslow’s Hierarchy of, needs individual has various need that need to be satisfied. One has to satisfy a lower need before moving to a higher need. If the need is not satisfied, stagnation will occur. If a lower need is achieved, one is motivated to move to a higher need. Therefore, teachers need should be met in priority as it motivates them to achieve a higher need. Adequate compensation is essential also to meet their needs (Deci, 1996). The Herzberg’s two-factor theory describes two factors affecting motivation. Where satisfier enhances job satisfaction and recognition they include; the work itself, responsibility for ones work, recognition and praise and job promotions. On the other hand, dissatisfiers don’t motivate but their absence causes dissatisfaction. They include; salaries, rules and regulations, the working environment and policies. The teachers motivation level can be created by use of satisfier like praise and recognition while still maintaining the dissatisfiers like good policies and fair payments (Huitt, 2001). Locke’s goal theory explains setting of appropriate goals as that are realistic and achievable as key. Inclusion of the individual in goal setting motivates one to achieve the desired goal hence the relevance of inclusion of the teachers in the decision-making process (Schunk, Dale, 2007). D. Research Methods Non-experimental research designs are used since the research doesn’t intend to evaluate the direct effect cause relationship (Gordon, 2007). It only studies the characteristics of interest and describe. Comparative study is done to compares the relationship between the study variables. E. Benefits of Motivation of the Teacher. The effect of motivation to influence behavior is paramount. Motivated person has a direction and works towards the desired goal hence this will improve productivity hence the school performance. High performance will raise the name of school hence many students will be taken there. Motivation will lead to job satisfaction due to their product and less turnover of the teachers. One may also advance their career. F. Gaps in Literature Review. This study compares relationship between motivation and performance; previous literature does not show research on factors hindering motivation. Also, no research has been documented on the challenges facing organizations motivation of their staff. References Andree, R. G. (1974). Americas elementary schools: To tell it like it is. Galien, MI: Allied Education Council. Gordon Rugg Petre. (2007) A gentle guide to research method. Maidenhead. McGraw-Hill/Open Univ. Press, 2007. Huitt, W. (2001) Motivation to Learn: An Overview Educational Psychology Interactive. Valdosta, GA: Valdosta State University. Thomas, K. (2002). Intrinsic Motivation at Work: Building Energy and Commitment. Beret- Koehler Publishers, 2002. Skemp, K. (2007). "The administrators role in employee motivation." Coach & Athletic Director. Deci, E. (1996). Why We Do What We Do: Understanding Self-Motivation. New York: Penguin. Ariely, D., Wertenbroch, K., & INSEAD. (2001). Procrastination, deadlines, and performance: Self-control by the precommitment. Fontaineblea. Schunk, D. (2007). Motivation in Education: Theory, Research, and Applications. Prentice Hall, 2007. Read More