Project Material on; Impact Of Supervision And Job Satisfaction On Secondary School Teachers Performance In Chikun Local Government Area Of Kaduna, State

Project Material on; Impact Of Supervision And Job Satisfaction On Secondary School Teachers Performance In Chikun Local Government Area Of Kaduna, State

1.1 Introduction

The teaching profession previously was accorded with respect, honour and dignity. This enviable profession was a sort of motivation to many teachers. But recently, the government and all its organs neglect teachers and the educational sector, while motivation can be brought about by adequate remuneration fringe benefits and recognition. They can also be made to occupy high social status in the society. However, inspite of the facts that this motivation was not really there, teachers still did their work conscientiously producing desired results. There is no doubt before 2010, teachers started to recognize their own worth and demand for their right when these which not forthcoming their attitude to their work began to change and this was the beginning of the downward side in education in the country it was also the beginning of industrial actions by teachers nationwide.

From 2010 till date, the country had witnessed countries number of strikes and counter strikes as common in the educational system as well as the many other establishment strikes is a common action embark upon by workers than over the years. There have been widespread concern on what teachers can do work effectively and how this conditions of service the resultant effect was a further determination of students performance. This has been the major concern of the researchers who has decided to find out. According to Nwanchukwe (2010) it is a fact that from both the layman and expert point of view the level of performance in any organization are remuneration and other momentary incentives. There is no other saying that the primary motive of incentive is to meet the organization goals therefore, there are certain factors which need to be considered in order to attain the stated goals there are level of performance. Thus, the resultant effect of the above is the realization of objectives. Moreover, it is important to note that motivation is important is the desired level performance would be attained. Thus the employers of labour lack the foresight of the impart of motivation on the performance of employers they should be aware that old methods of persuading society to produce the desired result. Therefore, it is necessary for employers of labour to be fully equipped with all the motivational tools land and their applications if the stated organizational objectives would be activated.

It is hope and the belief of the research that, if emp0loyers want their employee to perform effectively, they should reciprocate by providing the necessary incentive for example newspaper, daily time in expressing the light of teachers work that it is totally unjustifiable and well reasonable to notice bond treatment towards teachers. Teachers are the producers of the following bank managers, oil miners, judge chief accountant, lawyers, senators, governors even the president. He wrote it is the salary of teachers that is always delayed and it is the arrears of salaries to teachers that are usually dumped inside dustbins untouched at the school boards is in heaven. This they succeeded in maintaining and improving education standard as by Ubjuku effective performance on the part of the employers is essential for the success of the organization. An understanding of what motivate individual is necessary to reveal and potential to assist measure and explain the performance of teachers, in some selected secondary schools I Egor Local Government Area of Edo State. This study is interested in teachers as they occupy a significant role in the development of any country if focuses on secondary schools teachers who will be called upon the shoulder the secondary schools. The teacher therefore needs to be highly motivated for successful take off this performance.

1.2 Background to the study 

Secondary school education is very important in Nigeria. It is the education children receive after primary education and before tertiary education. According to the national policy on education NPE (2014), the broad goals of secondary education should be to prepare the individual for:

a. Useful living within the society 

b. Higher education

In order to achieve the stated goals of secondary school education in Nigeria, the needed educational facilities must be provided in schools so as to improve teaching and learning activities. Also, qualified and experienced teachers must be recruited to all secondary schools so as to make teaching and learning activities more effective. In order to bring out the best in secondary schools teachers, they must be adequately supervised at regular interval so that this will help the teachers a lot in developing the required teaching competences. There is a need for thorough supervision of teachers in secondary schools so that they can perform their responsibilities. 

The modern concept of supervision aimed at the achievement of instructional objectives. It involves the working co-operation between the supervisors and the teachers for the improvement of instructional strategies. Wiles (2015) explained that instructional supervision includes all the activities that lead to the improvement of teaching, related to improving human relations, in-service training and curriculum development. Moreso, it is a common knowledge that there is a direct relationship between teacher’s competence and students accomplishments and that teachers growth yields better learning outcome and improve school. 

Supervision should be designed to improve and increase teachers’ capabilities, upgrade their knowledge and skills, give them support in their work, improve their perception of students and learning. The negative attitude of teachers towards supervision is as a result of the way supervision is conducted by a layman who are not professionally trained as a supervisor but found their ways into supervisory positions through promotions or other means. There are few qualified supervisors in our secondary schools and as a result of this supervisory activities are not properly carried out in the school system and this does not allow cordial relationship to exist between the supervisors and teachers. 

It has been observed that teachers without adequate supervision have lazy attitude to work and this leads to not achieving the aims and objectives of the school. 

Supervision has become a skilled and specialized service rendered to teacher to improve their performance, instructional programmes and strategies in the school. The rapid increase of teachers’ supply is one of the vital reasons why certain categories of Nigerian teachers need supervisory assistance. The teachers need supervision to bring their experience up to date. It was observed that are pressures from different quarters as regards the quality of the instructions given to students in schools, the context of what is being taught, methods being adopted in the teaching of what is taught and the relevance of the evaluation of instructional material and the teaching learning process in the schools. In order to be able to cope with these demands, segun (2017) suggests that it is certain that supervision has got an important role to play in deciding the nature and content of the curriculum in selecting the school organizational patterns and learning materials that will enhance educational growth and development of both the students and teachers.

The improvement of effectiveness of the teachers is essential so that they can contribute maximally to the attainment of the objectives of the school system. This is what supervision seeks to achieve.

1.3 Statement of the problem

Effectiveness of teaching has a lot of determinant factors. The level of effectiveness and values attained by teachers are however not easy to measure, but could in one way be assumed from the outcome of teaching. What the teacher can give out to students depend on what he has. Thus, teacher’s knowledge of the subject matter is another problem that affects his efficiency. Research has showed that many teachers are not as duty conscious as they were known for in the past. It was discovered that some teachers are not consistent in class attendance. It was also observed that there is no cordial relationship between supervisor and the teachers. The role of instructional supervision in all these teaching related problems is the central focus of this study. Attention therefore, will be focused on the role of supervision in relation to the preparing and equipping the teacher for more effective and efficient teaching.

This researcher aimed at finding out the causes and proposing solution of the problem of motivation of teachers. The problem will investigate into the salary of teaches and how often their salaries are paid in companies with other workers in the public sectors. Whether there are adequate facilities including laboratory equipment, textbooks, adequate finance and conducive environment for teachers to carry out their job. Whether the nature and structure of job can act as a motivating factor and also what are the attitudes of teachers as regard remaining in the profession.

1.4 Objectives of the study

This research is to examine the school supervision and teachers job performance in Chikun Local Government Area

1) To determine the impact of job satisfaction on secondary school teachers performance in Chikun local government area of Kaduna State

2) To establish the relationship that exists between supervision and teachers job performance

3) To examine various methods through which supervision can take place in the school system. 

4) How supervisory activities in secondary school has helped in the job performance of the teacher. 

1.5 Research Questions 

i. Is there significant impact of job satisfaction on secondary school teachers performance in Chikun local government area of Kaduna State?

ii. Is there relationship between supervision and teachers job performance in secondary school?

iii. Does supervisory techniques used by supervisor has an impact on teachers job performance?

iv. Does supervision enhance effective teaching and learning in secondary school?

1.6 Statement of Hypothesis 

Hypothesis One

Ho: There’s significant impact of job satisfaction on secondary school teachers performance in Chikun Local Government Area

HI: There’s no significant impact of job satisfaction on secondary school teachers performance in Chikun Local Government Area

Hypothesis Two

Ho: There’s relationship that exists between supervision and teachers job performance

Hii: There’s no relationship that exists between supervision and teachers job performance 

Hypothesis Three

Ho: Supervisory activities in secondary school have helped in the job performance of the teacher. 

Hiii: Supervisory activities in secondary school haven’t helped in the job performance of the teacher.

1.7 Significance of the study

This research work might be of great benefit to the teachers especially the monitoring unit of the ministry of education and teaching commission. This study will provide the ministry of education with further basic orientation to the monitoring of teachers in secondary schools. This research work will help schools to provide information on supervision and possibly develop their interest in finding ways of improving their instructional strategies. 

It could also help the ministry of education to define clearly the functions of school inspectors and supervisors. It is equally hopeful that this work might be of immense help to both trained and in-training supervisors in secondary schools. 

Lastly, this research work will also expose teachers to various leadership styles and supervisory techniques used by supervisors and know the reasons why supervision is being done. 

1.8 Scope of the study 

This research work is limited to school supervision and its effect on job performance of teachers in secondary schools in Chikun Local Government Area Of Kaduna, State

1.9 Definition of Terms 

Supervision: This is the process of co-ordinating a person or something so as to make sure that everything is done correctly as it is expected

Supervisor: This is a person who desires to help or guide others to do something correctly 

Teachers: This is someone who cause learning to take place and impart knowledge, skills, attitudes and values to a learner or group of learners

Student: This is a person who is studying in a secondary school

Job: It is a responsibility or duty a person is expected to perform.

Performance: This is the ability of doing something either very well or otherwise 

Leadership Style: This is the way in which authority is being exercised by a leader and the manner by which the subordinates or followers are coordinated. 

Motivation: The processes of indicating or causing someone to behave in the most desired way in the aid of certain incentives.

Performance: Is the way in which some things react under certain condition or fulfills the purpose for which it was intended.

Remuneration: This is the monetary compensation on employee receives of work done. Condition of service this is both the monetary and non-monetary compensation given to an employee.

Satisfaction: This is a feeling of happiness of pleasure because you have achieved something or get what you wanted.

Productivity: Is the rate at which goods are produced and the amount produce compared with the work. Time and money needed to produce them.