In school, teachers play a crucial role in implementing the goals laid down by the state and improving students’ achievement. Motivation is a force that accelerates persons to achieve different goals. Problems are seen as potential for improvement by a motivated person. Individual and organizational success is based on motivation, and even the most professional and well-educated people cannot perform efficiently if they are not motivated (Addison and Brundrett, 2008).
CHAPTER TWO LITERATURE REVIEW
2.1 The Concept of Motivation
The Latin word "Movere," is the means of driven (Luthans, 1999). It's a process that begins with a physiological or psychological deficit or need and ends with behavior or motivation directed toward a goal or reward. It is thus the individual internal mechanism that motivates, guides, and sustains behavior. It can be described as a commitment to bring in considerable effort to achieve organizational objectives based on the need to fulfill the demands of specific individuals (Nzuve, 1999).
Intrinsic motivation occurs when individuals engage in behavior or activity by their interests. They are motivated because they leverage the effort they put into a task and are sure that the consequence will not happen by chance. Extrinsic motivation comes from external factors, for example, acknowledgment and praise from the organization. Incentives are external to an individual and are offered by the organizations to work hard for the workers.
Nzuve (1999) opined money is the most obvious example of an extrinsic incentive, and organizations should take precautions when using money as a motivator. There is very important to elevate the ability of employees is motivation. Herzberg (1965) carried a detailed motivation study which showed that safety was the essential desire for both classes. Advancement, the nature of the job, and the organization were the others (pride of working in it). This was in direct contrast to the widely held idea that money is the most powerful motivator.
2.2 Kinds of Motivation
Extrinsic motivation involves social and organizational rewards (Rabideau, 2005). Social rewards are motivation gained from job relationships and interactions with coworkers and supervisors. On the other hand, corporate rewards are monetary gains, work design, job security, and other working conditions such as lighting, ventilation, comfort, and interior decorating, among other things. As defined in the psychology field (Ryan & Deci, 2000), intrinsic motivation refers to motivation stimulated by an intrinsic desire or satisfaction, and that is driven by the individual rather than external forces or a desire for a reward.
CHAPTER THREEMETHODOLOGY ........................... 41
3.1 Introduction ........................ 41
3.2 Research Design ............................. 41
3.3 Study Area and Target Population ..................... 42
CHAPTER FOUR FINDINGS .......
