Analysis of Factors That Affect Teachers' Motivation in Secondary Schools A Case of Nakuru Municipality, Rift Valley Province -Kenya

Abstract

The study focused on factors that affect secondary school teachers’ motivation. The factors were categorized into financial and non-financial factors. The exodus of teachers to other employments has led to high staff tumover. The study was expected to assist the Government, Teacher Service Commission (TSC), Schools’ Board of Governors (BOG) and other policy makers to evaluate compensation strategies in place and their effectiveness in motivating teachers. The general objective of the study was to analyze the effects of financial and non-financial compensation on teacher motivation. The literature review highlighted the various compensation and motivation methods in place. Empirical framework showed that teachers’ preference of factors of compensation has not been given the necessary attention by various researchers. Theoretical framework focused mainly on Aldefer’s ERG Theory and _\laslow‘s Hierarchy of Need Theory. The conceptual framework indicated the linkage between the employees’ needs and their effects on motivation. The chosen area of study is .\'akuru Municipality which is one of the three municipalities in Rift Valley Province. The population of study consisted of five hundred and forty (540) teachers in twenty (20) public Iwtcondary school. The sample comprised of ten (10) secondary school principals and one hundred and eighty (180) teachers. Data was collected using both structured and Likert 5- point questionnaires. The questionnaires were administered through drop and pick technique to avoid delay in data collection and later, all the necessary data collected, was sorted and analyzed. Recommendations were made on how to compensate teachers by coming up with compensation strategies such as invohement in decision making, individual recognition and promotion among others that were popular among the teachers. The strategies, if adopted by \ari0us stake holders, are expected to lead to teachers’ motivation in their work hence, higher employee retention, better quality of senice and higher productivity.