Human Resources Management Practices and Teachers Work Performance
CHAPTER ONE
Objective of the study
The objectives of the study are;
- To ascertain the relationship between Principal interpersonal relationship and teachers’ job performance
- To ascertain the relationship between Teachers’ participation in decision-making and their job performance
- To ascertain the relationship between Principal delegation of responsibilities and teachers’ job performance
CHAPTER TWO
LITERATURE REVIEW
INTRODUCTION
Our focus in this chapter is to critically examine relevant literature that would assist in explaining the research problem and furthermore recognize the efforts of scholars who had previously contributed immensely to similar research. The chapter intends to deepen the understanding of the study and close the perceived gaps.
Theoretical literature review
The Resource Based Theory (RBT)
The resource based approach focused on internal resources that a viewed as the principal factor for sustainable competitive advantage .In effect the value brought by human resource is the core of this approach where flexibility is optimized in order to produce costs and increase efficiencies, human resources, by effective way to use resources tend to increase the competitive advantage of a form in comparison with other (Nombo, 2013). RBT tends to ignore the baseline of specific industries as it takes into account the differences of forms in the same sector as a competitive advantages (Nyaga, 2015). According to Larsenk (2014), the resource based view argues that firm possess resources which enable them to achieve competitive advantage and subset of those that lead to superior long term performance. This theory is appropriate for the study since human capital is part of the vital resources that a firm could develop into a competitive advantage. The human resource advantage can be sustained over longer time period especially when an institution has proper employee retention strategies. In effect, the value brought by human resource is core, therefore the study confirmed how training and development, work life programs, employee recognition and work place environment can build superior human resources that offer a higher level of performance in ECDE private schools in Machakos County.
Equity Theory This theory was advanced by Adams (1963) who stated that a major input into job performance and satisfaction is the degree of equity or inequity that people perceive in their work station. Inequity occurs when a person perceives the ratio of his/her outcomes to inputs are unequal on the man’s side of the exchange. Inputs include education, intelligence, and experience training skills, seniority, gender and social status. The efforts expended on the jobs outcomes expected consists job security, salary, Employee benefits, Recognition, Praise, Responsibility. Individual motivation is based on what he/she considers to be fair when compared to others Redmond (2010). The presence of inequity in a person’s job creates tension that is proportional to the magnitude of inequity perceived. Gino & Pierce (2009) point out that inequity could lead to undesirable employee behavior such as low inputs, absenteeism, turnover, taking long breaks, reluctance, an agitating for increased salary and promotion. Liu, Yang & Nauta’s (2013) points out that the relationship held between supervisors and employees must have equity in order to succeed and maintain perceived justice. This theory is relevant to the study because it covers both hygiene and motivator factors of the working environment where remuneration is one of the major concerns. The Adams Equity theory of motivation states that positive outcomes and high levels of motivation can be expected only when employees perceive their fair treatment. Equity theory focuses on determining whether the distribution of resources is fair to both rational partners. Equity theory is measured by comparing the ratios of contribution and benefits of each person within the relationship. Equity theory is relevant to head teachers and teachers. When the head teacher and teachers are overworked, underpaid quit teaching to look other jobs that pay better ,ECDE co-coordinators may take long breaks which hinder implementation of the curriculum
Herzberg’s Two Factors Theory The motivation –hygiene theory was proposed by psychologist Frederick Herzberg in 1959 .In His belief that job satisfiers deal with the factors involved in doing the job, whereas the job dissatisfies deal with factor which define the context. Herzberg suggested certain extrinsic factor or hygiene factors those associated with environment surrounding a job. The extrinsic or hygiene factor largely corresponding to Maslow’s higher order needs which include the work itself, responsibility, recognition for work well done, advancement and achievement. Although Herzberg is most noted for his famous hygiene and motivational factors theory, he was essentially concerned with people’s wellbeing at work, he was basically attempting to bring more humanity and caring in to work place. Herzberg’s theory thus posits that there are two classes of factors that influence employee motivation which are; Intrinsic and extrinsic. Herzberg’s research proved that people will strive to achieve hygiene needs because they are unhappy without them. But once satisfied the effect soon wears off, satisfaction is temporary. Example of Herzberg’s hygiene needs(or maintenance factors)in work place are:-salary policy, relationship with supervisor working condition, status, security, personal life and security. Hygiene factor lead to dissatisfaction with a job because of the need to avoid unpleasantness. They are referred as hygiene factors because they can be avoided or prevented by the use of hygiene methods. Herzberg’s theory is relevant for the study because both hygiene and motivator factors impact on the performance of employees at all levels from the school management to the teaching staff. Achievement and recognition contribute to enhanced prestige about the job for the teachers. The study will therefore confirm these findings in Machakos County.
Maslow’s Hierarchy of Needs Maslow (1943-1954) stated that people are motivated to achieve certain needs and that some needs take precedence over others. He came up with a five stage model which can be divided into deficiency needs and growth needs. Deficiency needs arise due to deprivation and are said to motivate people when they are unmet. Maslow (1943) initially stated that individual must satisfy lower level deficient needs before progressing on to meet high level growth needs. Growth needs do not stem from lack of something, but rather from a desire to grow as a person. Once this growth needs have been reasonably satisfied, one may be able to reach the highest level called self-actualization. The original hierarchy of needs five-stage model includes biological and physiological needs comprising of sleep, air, food, drink, shelter, warmth, sex. Safety needs are Protection from elements, security, order, law, stability, freedom from fear. Love and belongingness needs include Friendship, intimacy, trust and acceptance, receiving and giving affection and love, affiliating, being part of a group (family, friends, work).Esteem needs: – Maslow classified esteem needs into two categories. Esteem for oneself (dignity, achievement, mastery, independence and esteem needs like desire for reputation or respect from others (status and prestige). This theory fits well into the study because motivation is a continuous process where teachers are not just satisfied with achievement of lower level needs. The desire for recognition, personal development, and promotion might lead an individual to higher levels of performance. The study will aim at determining to what extent the levels of motivation affect teacher performance in ECDE schools in Machakos County.
CHAPTER THREE
RESEARCH METHODOLOGY
INTRODUCTION
In this chapter, we described the research procedure for this study. A research methodology is a research process adopted or employed to systematically and scientifically present the results of a study to the research audience viz. a vis, the study beneficiaries.
RESEARCH DESIGN
Research designs are perceived to be an overall strategy adopted by the researcher whereby different components of the study are integrated in a logical manner to effectively address a research problem. In this study, the researcher employed the survey research design. This is due to the nature of the study whereby the opinion and views of people are sampled. According to Singleton & Straits, (2009), Survey research can use quantitative research strategies (e.g., using questionnaires with numerically rated items), qualitative research strategies (e.g., using open-ended questions), or both strategies (i.e., mixed methods). As it is often used to describe and explore human behaviour, surveys are therefore frequently used in social and psychological research.
CHAPTER FOUR
DATA PRESENTATION AND ANALYSIS
INTRODUCTION
This chapter presents the analysis of data derived through the questionnaire and key informant interview administered on the respondents in the study area. The analysis and interpretation were derived from the findings of the study. The data analysis depicts the simple frequency and percentage of the respondents as well as interpretation of the information gathered. A total of eighty (80) questionnaires were administered to respondents of which only seventy-seven (77) were returned and validated. This was due to irregular, incomplete and inappropriate responses to some questionnaire. For this study a total of 77 was validated for the analysis.
CHAPTER FIVE
SUMMARY, CONCLUSION AND RECOMMENDATION
Introduction
It is important to ascertain that the objective of this study was to ascertain human resources management practices and teachers work performance
In the preceding chapter, the relevant data collected for this study were presented, critically analyzed and appropriate interpretation given. In this chapter, certain recommendations made which in the opinion of the researcher will be of benefits in addressing the challenges human resources management practices and teachers work performance
Summary
This study was on human resources management practices and teachers work performance. Three objectives were raised which included: To ascertain the relationship between Principal interpersonal relationship and teachers’ job performance, to ascertain the relationship between Teachers’ participation in decision-making and their job performance and to ascertain the relationship between Principal delegation of responsibilities and teachers’ job performance. The study adopted a survey research design and conveniently enrolled 80 participants in the study. A total of 77 responses were received and validated from the enrolled participants where all respondents were drawn from staffs of selected secondary schools in Uyo, Akwa Ibom state. Hypothesis was tested using Chi-Square statistical tool (SPSS).
Conclusion
Based on the findings of this study, it was concluded that; human resource management in terms of interpersonal relationship, involving of teachers in decision making and delegation of duties, relates with teachers’ job performance. Teachers in schools where the principal relates well with them will do better than those in schools where their managers are selfcentered. The rate at which principals involve teachers in decision-making will also determine the degree at which teachers will be effective in carrying out their primary duties. In promoting teachers’ effectiveness, principals who delegate duties to staff will witness an improvement than does who do not. Teachers who are idle cannot be effective until they are assigned tasks, supervised, and actively involved in the entire planning and implementation phases of school policies.
Recommendation
Based on the findings of this study, it was recommended that:
- Secondary school principals should ensure that they create a conducive school climate by building a sound interpersonal relationship with teachers in order to improve their job performance.
- Teachers should actively be involved in making critical decisions for the school especially those within their jurisdiction and areas of competence, in order to foster unity and cooperation in the implementation of such decisions.
- Duties and responsibilities should be distributed evenly to all teachers without any form of bias so as to ensure that there is a division of labor which in turn, will foster cooperation in task performance
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