AN INVESTIGATION INTO THE IMPACT OF THE NEW SALARY STRUCTURE ON TEACHERS’ EFFECTIVENESS AND PERFORMANCE
CHAPTER ONE
INTRODUCTION
1.1 Background to the study
Understanding what is going on with teacher pay is fascinating because in many countries, including Nigeria, teachers’ salaries are frequently perceived to be low and insufficient in comparison to those of other professions (Heckman, 1995). If this were to happen, there are three possible outcomes, each of which would have an impact on the efficiency of the educational process. First and foremost, lower pay would have a negative impact on the amount of effort and quality of work put forth by instructors. Second, low pay would have a negative impact on the quality of education students receive and, as a result, the pool of potential instructors. Third, it would be difficult to keep qualified instructors in the profession because they are in high demand. would seek better opportunities elsewhere. These consequences would result in significant inefficiencies in the educational process as well as negative effects on student learning. One concern is why there is more disagreement about teachers’ salaries than other types of employees; in particular, several studies question whether or not instructors are underpaid. We believe this is because, in education, the quality of instruction cannot be seen immediately, and as a result, instructors’ output cannot be directly quantified (Komenan,1990). This fact has an impact on how teacher compensation is decided and arranged. One approach to addressing this issue is to implement incentive systems that encourage instructors to provide the highest level of instruction possible.
of assistance. As a result, it is critical to investigate not only the amount and structure of teacher wages, but also the incentives built into the instructor compensation structure.
To describe the return of work, the phrase “the return of labor is compensation or earnings” is used. The influence of working and living conditions on teacher morale, as well as the new pay system adopted by the federal republic of Nigeria for its employees, of which teachers are one example, are among the primary factors of job satisfaction among teachers in Rivers state. There has been a surge in interest in the financial aspects of education in recent years. The significant increase is one important reason for this renewed interest. in the number of educational activities, which has increased to the point where education is now one of the most important sectors in all countries, including Nigeria. According to Ogbodo (1995), education is a major employer of highly skilled personnel, with teachers playing a particularly important role. Education consumes a significant portion of a country’s available resources, and how it does so has an impact on the people’s overall well-being. Money is one of the many resources used in education, and it is a critical factor in determining the overall performance and effectiveness of any educational system. These resources are required in order to pay teachers’ salaries, which is the most important aspect.
in keeping instructors motivated.
Teachers’ wages must be competitive in order to provide meaningful instruction to students. Because “effective compensation will result in excellent teaching,” their salaries determine how serious and motivated they will be in carrying out their responsibilities. For many decades, the government has been the sole source of funds for schools and education financing in the country. According to Vaizey (1973), the government of most developing countries has faced an insurmountable challenge as a result of an uncontrolled rise in the school-age population, which has resulted in an extension of education and an increase in education costs. For decades, teachers have been claiming their way up the traditional pay scale, collecting automatic raises.
Wage increases are based on their level of education and years of service (Uche, 2022).
The vast majority of school districts and teachers across the country recognize that the standard pay schedule is an imperfect market system for what it is. Nonetheless, for many years, discussions about teacher compensation in town after town often devolved into discussions about how to improve the system. However, the salary discussion climate has only recently become more conducive to discussions of alternative pay structures, structures that frequently involve compensating teachers not only for the length of time they have been teaching, but also for the quality of their teaching.
Every day, teachers and other members of the school staff perform tasks that, in turn, benefit the students. Parents would have done it in previous years. Although teachers believe they are expected to do more than simply educate, they also believe they should be adequately compensated. Teachers believe that increased pay and benefits would demonstrate a higher level of public respect for their professions. According to the Associated Press, Sandra Freidman, president of the American Federation of Teachers, believes that beginning teachers should be paid rates comparable to those earned by first-year physicians and attorneys. A typical government instructor is expected to teach between seven and eight periods per day to classrooms with more than forty students. Teachers are also expected to participate in extracurricular activities at school, which can be time-consuming and labor-intensive. The compensation system, on the other hand, which includes pay packages and opportunities for advancement, does not appear to be designed with work motivation as its primary goal. Prior to the pay increase, the average monthly salary for a teacher in Nigeria was 9,000 Naira, with no additional benefits or allowances. If they are fortunate, they will be granted a motorcycle or bicycle loan, reducing their monthly pay to around 8,000. No primary or secondary school teacher has ever received funding to further their education beyond their current position. In the case of a teacher earning #9,000 per month and having two children, each of whom spends around #5,000 per month, he will find it unproductive to fund the family’s other activities. These could lead to
He was hired for a business position, which will have a negative impact on his teaching career because he will have less time to spend with his students. The federal republic of Nigeria announced in 2010 that it would raise its basic salary plan (BSS), which includes teachers as one of its minimum workers, to a total of N17,500. Teachers will perform better because they will be more motivated as a result of the pay increase.
1.2 Problem identification
Educationalists and laypeople alike believe that significant funds must be invested in education to prevent the educational system from collapsing. Nigeria’s educational system has grown dramatically over the last few decades.
This spectacular expansion has resulted in the generation of indigenous high-level workforce, which has resulted in rising wages to match the quality of the people (Komenan,1990). Despite the large sums of money the government claims to spend on education, teachers cannot be proud of their jobs. This is due to insufficient wages being paid to them, which results in an increase in their pay. In this research project, we will look into how the new compensation plan, which is currently being improved, affects teacher performance in their respective school organizations.
1.3 The study’s objective
The overall goal of this research is to look into the impact of the new salary structure on teacher effectiveness and performance. In particular, the
The following factors will guide the research:
To investigate the rationale behind the new teacher salary structure.
To investigate the impact of the new salary structure on the effectiveness of teachers.
To determine whether a higher pay structure affects teacher performance.
To determine whether or not an incentive will improve teacher effectiveness and performance.
1.4 Question for research
The research would look into the following issues:
What is the rationale behind the new teacher salary structure?
What effect will the new salary structure have on teachers’ effectiveness?
Does a higher pay structure affect teacher performance?
Will providing incentives to teachers improve their effectiveness and performance?
1.5 Importance of the research
The findings of this study will be useful to the government, researchers, policymakers in education, and the general public, as they will assist the government.
to learn how effective and efficient teacher salaries are in assisting them to perform well.
It will also help teachers perform even better because higher salaries will allow them to provide for their families, preventing teachers from engaging in other forms of business and allowing them to focus on their profession.
Furthermore, this research will assist the general public in understanding how much the government spends on education, allowing the public to pay their taxes accordingly.
The study will be important to the academic community because it will add to the existing literature.
1.6 The Study’s Scope
This research will look into the reason for the new
Structure of teacher pay. The study will also look into how the new salary structure affects teacher effectiveness. The study will also look into whether increased pay structures affect teacher performance. Finally, the study will look into whether incentives improve teacher effectiveness and performance. As a result, the study will be limited to Ebonyi State.
1.7 Study Restrictions
The researchers encountered minor constraints while conducting the study, as with any human endeavor. Inadequate funds tend to impede the researcher’s efficiency in sourcing relevant materials, literature, or information, as well as in the data collection process (internet, questionnaire, and interview), which is why the researcher chose a moderate sample size. Furthermore, the researcher will be involved in this at the same time.
Study in addition to other academic work. As a result, the time spent researching will be reduced.
1.8 Terminology definition.
Salary: These are regular wages received on a weekly, biweekly, or monthly basis. Other benefits, such as insurance and a retirement plan, are sometimes included in the definition.
Teachers’ performance includes their effectiveness and efficiency in their activities.
Salary structure: This is a new scheme in which employees are paid based on their levels or grades. It is as a result of salary increases.
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