Viva

A Study on Factors Motivating
Secondary Level Teachers in Private

Schools of Bhaktapur
Presented By
Bindu Sharma
Exam Roll No: 13220012
Masters in Business Administration (MBA)

South Asian Institute of Management
Presentation Outline
1. Problem Statement
2. Objectives of the Study
3. Research Questions
4. Limitation of the Study
5. Research Methodology
6. Theoretical Framework
7. Description of the Questionnaire Pattern
8. Data Presentation and Analysis
9. Summary and Findings
10. Conclusion and Recommendations
Problem Statement
• It is very difficult to find out the factor that is responsible for
motivating the employees.
• Less motivated employees means low input in their work which
automatically results to lower productivity.
• Most of the organizations in Nepal are facing a biggest challenge
to motivate their existing employee to perform better and this
holds true for academic sectors as well.
• Motivating teachers is very important as they are responsible for
generating knowledgeable students for the whole nation
Objectives of the study
The major research objectives of this research are:

• To assess factor influencing motivational level and teachers
performance of private schools in Bhaktapur.
• To investigate the various motivational factors available to
the teachers of private schools in Bhaktapur.
• To recommend how schools can enhance the motivational
level of the teachers.
Research Questions
• What are the factors responsible for motivating private
school teachers at Bhaktapur districts?
• What incentives are provided in order to motivate private
school teachers?
• What should schools do to enhance the motivational level of
the teachers?
Limitations of the Study
• This research report cannot justify the overall private school
industry of Bhaktapur, as it is based on the sampling of schools on
the basis of convenience.
• The conclusion generated could not be generalized as this
research examines the motivational factors of only private school
teachers.
• Time was insufficient to go through in depth study of each and
every sub topic included in the report.
Research Gap
• Even though different organization are putting their efforts
in motivating their employees, many cases of performance
degradation due to de-motivated employees are heard.
• Due to the changing environment, the research conducted
in past days may not be adequate to explain current
phenomenon.
• Researchers has tried to find out the factors affecting
motivation in schools.
Research Methodology
1. Survey method
2. Primary as well as Secondary data
Primary data
• Total Population of private schools of Bhaktapur is 154 and
the sample size is 11.
• Primary data is collected through a structured questionnaire
distributed to secondary level teachers of Bhaktapur.
Secondary data
Secondary data sources includes:
• Research materials on the internet for example e-journals
and articles.
• Previous works done on similar topics.
• Relevant course books on the related topics.
Theoretical Framework
Description of the Questionnaire Pattern
• Part A consists of a questions regarding the personal
information of the respondents.
• Part B consists of a questions regarding the broad picture of
HRM.
• Part C includes a questions on the main topic i.e.
Motivation.
• Lastly, Part D includes a specific question regarding their
demotivation.
Data Presentation & Analysis
• Responses are categorized, tabulated, processed and

analyzed by using MS-Excel.
• Presentation of data is done on bar diagram and pie-chart.
• Necessary interpretation and explanation are made
whenever needed to clarify the analysis.
Part A: Demographic
Gender of Respondents Marital Status of Respondents
37% 44%
56%
63%
Single Married
Male Female Divorced Widowed
Part A: Demographic
Age group of Respondents Experience of respondents

40
37
35
32 >11 Years; <1 years; 6
20
30
1 To 4
25 years, 26
22
20
15
8 To 10
10 years; 23
7
5 5 To 7 years; 25
2
0
18-25 26-33 34-41 42-49 >50
Part B: Broad Picture of HRM
Satisfaction with the prevailing proper recruitment and selec-
HRM system tion mechanism
60 60
51
50 50
49
40 40
31
30 30 28
20
20 17 20
10 10
3
0 1 0
0 0
Strongly Disagree Neutral Agree Strongly Strongly Disagree Neutral Agree Strongly
Disagree Agree Disagree Agree
Adequate training program Motivation of teachers
opportunities 50
47
45 45
42
40 40
35 35
30
27 30 28
25 25
20 18 20
15 13 15 13 12
10 10
5 5
0 0
0 0
Proper appraisal system Proper empowerment
50 60
45 43
50
50
40
35
40
30
27
25 30
20
20 22
20 18
15
10
10 10
10
5
0 0
0 0
Good pay Enough opportunity for career
45 growth
41
40 45 42
35 40
30 28 35
30
25
21 25 23 22
20
20
15
15 13
10 9
10
5 5
1 0
0 0
Properly handles teachers' grievances provides proper mentoring
50 50
46
45 43 45
40 40
35 35
31
30 28 30
25 25
20 18 20
15 15 12
11
10 10 9
5 5 2
0
0 0
Part C: Specific
Factor that motivates respondents the most
120
100
80
60
40
20
0
1 2 3 4 5
Salary Incentives Promotion

Leave Working Culture
Section A: Salary
Pay is reasonable Receive salary on time

45 40 38
40
40 35
35
30
30
25
25 20
22 19
20
20 19 17
17
15
15
10
10
6
5 5
2
0 0
Section A: Salary
Receive less salary as compared to the
work done
35
31
30
25
25
22
20
20
15
10
5
2
0
Strongly Disagree Neutral Agree Strongly
Disagree Agree
Section B: Incentives
I Receive incentives according to my I am satisfied with the incen-

ability tives provided
40 35
35 34 29 30
30
30 27
30
25
25
20
20 19
15
15
10
10 10
10
7
5 4
5
0 0
Incentives influences my performance Financial incentives motivates me

70 to do the best work
60
60 58
50
50
50
40
40
30 30
23
20 20 18
16
12 12
10 10 7
2 2
0 0
Section C: Promotion
Promotion is carried out effectively Deserving candidates get

45
42
promoted
40 50
45 43
35
30 40
30
35
25 30
20 25 24
18
20
15
15 15
15
10 8
10
5 5 3
2
0 0
Position I hold is below my ability Possibility of getting promoted in-

40 fluences my performance
50
35 34 47
45
30 29
40
25 35
30
20 18
25
22
15 20
10 15
9 15
10
10
10
5 6
5
0 0
Section D: Leave
Proper provision of leave I can apply for leave just before

60 one day
53 70
50 61
60
40
50
30 40
23 24
30
20 23
20
10 9
10
5
2
0 0
0 0
Section E: Working Environment
Satisfied with the working environment Can control the classroom care-
40 fully
35
35 34
60
30 53
50
25
40
20
15 30 29
15
12
20
10
13
5 4 10
2 3
0 0
Students feel comfortable with me students understand what i want

50 to communicate
45 44 50
45
40 45
36 39
40
35
35
30
30
25
25
20 18
20
15 14
15
10 10
5 5
2 2
0 0
0 0
Good relationship with colleagues Happy with the working envi-

60 ronment
45
50 49
40 39
35
40 38 31
30
26
30 25
20
20
15
12
10
10
5 3
0 1 1
0 0
Part D: Specific
Reasons behind leaving the school
120
100
80
60
40
20
0
1 2 3 4 5
Inadequate pay Insuficient Incentives

Unsatisfactory Promotion Less Provision for leave
Bad Working Environment
Descriptive analysis of Broad picture of HRM
No. Minimum Maximum Mean
1. I am satisfied with HRM system in my organization. 100 1 5 3.84
2. My school has proper recruitment and selection mechanism for 100 1 5 3.86
teachers.
3. My school provide adequate training program opportunities for 100 1 5 3.50
teachers.
4. My school motivates the school teachers in many ways. 100 1 5 3.58
5. My school has proper appraisal system for its teachers. 100 1 5 3.73
6. My school empowers (allocates authority) me to carry out the 100 1 5 3.76

classes.
7. The pay at my school is good. 100 1 5 3.72
8. My school has enough opportunity for my career growth. 100 1 5 3.75
9. My school handles the teacher’s grievances in very effective way. 100 1 5 3.47
10. My school provides proper mentoring (coaching) for the 100 1 5 3.48
teachers.
Descriptive analysis of detailed questions of various
motivational factors.
Section A: Salary
1. I have a reasonable salary 100 1 5 2.77
2. I receive my salary on time 100 1 5 3.47
3. I receive less salary as compared to the work I do 100 1 5 3.39
1. I receive incentives according to my abilities 100 1 5 2.91
2. I am satisfied with the incentives provided by my organization 100 1 5 2.80
3. The incentives I get will influence my performance 100 1 5 3.66
4. Financial incentives motivates me to do my best work 100 1 5 3.75
1. Promotion in my organization is carried out very effectively 100 1 5 3.36
2. The deserving candidates get promoted 100 1 5 3.52
3. My position in my organization is below my ability 100 1 5 2.93
4. The possibility of getting promoted influences my performance 100 1 5 3.4

Descriptive analysis of detailed questions of various
motivational factors.
Section D: Leave
1. My organization have a proper provision of leave 100 1 5 4.01
2. I can apply for leave just before one day. 100 1 5 3.98

1. I am highly satisfied with the working environment of my 100 1 5 3.45
organization
2. I can control the classroom carefully 100 1 5 4.04

3. All my students feel comfortable with me 100 1 5 4.14
4. Students understand what I want to communicate 100 1 5 4.21
5. I have a very good relationship with my colleagues 100 1 5 4.35
6. I am happy with the working environment 100 1 5 3.96

Summary and Findings
• The overall scenario of Motivation in private schools shows
that the teachers are somehow motivated to perform their
duties but still there is a room for improvement.
• On a specific question asked about the motivating factor,
majority of the respondents regard provision of leave as the
most motivating factor for them to perform the job.
• Working environment in most of the schools of Bhaktapur
were somehow satisfactory but there was still a room for
improvement.
• All the respondents were satisfied with the prevailing HRM
system in their organization and they also think that their
organization has proper recruitment and selection mechanism.
• The teachers were provided adequate training program on some
schools but still there are lot more schools where they lack such
trainings which can improve the performance of their teachers.
• Talking about the effort of schools on motivating its teachers,
some percentage of teachers are motivated whereas some still
lack the proper motivation from their schools.
• From the result, it seems that most of the schools lack the proper
appraisal system of its teachers and they really need to work on it in
order to motivate them in a very effective way.
• Half of the respondents agree that they are provided a proper
authority to carry out the classes as they wish. But still, proper
empowerment are lacking which may demotivate teachers to give
their best on their job.
• Most of the respondents agree that they have a good pay in their
respective organization but there are some strong disagreement as
well.
• Teachers’ grievances in most of the schools are handled in an
effective way whereas some schools lack the technique of
handling teachers’ grievances.
• It was found that only few schools provides a proper
mentoring to its teachers.
• Salary on the private schools of Bhaktapur were reasonable
and were provided on time however, the teachers feel that
they are receiving a less salary as compared to the work they
do.
• It was found that financial incentives plays a higher role in
motivating the teachers than any other incentives.
• Even though promotion was rated lowest on the factor
motivating the teachers, it was found that the chances of
being promoted influences the performance of teachers.
• Teachers seems to be satisfied with the provision of leave on
their organization but there were mixed review when they
were asked about the information to be provided to the
administration about the leave.
• Straight forward question was asked about the factor that motivates
teachers the most and it was found that most of the teachers are
motivated by the provision of leave. Working environment was the
second most motivating factor as per the teachers. Promotion was
on the lowest rank.
• Lastly, a straight forward question was asked about the most
probable reasons behind leaving the school, and the answer was
compatible to the motivational factor for them. They stated that the
less provision of leave would be the most probable reason behind
leaving the school.
Conclusion
• The findings shows that the teachers are not really
demotivated and not highly motivated as well.
• Some improvement and revision are needed in some of the
critical areas like promotion and salary issues.
• Teachers of private schools of Bhaktapur are highly
motivated by the leave facilities.
Conclusion
• Five factors of motivation were presented in the
questionnaire. While entering the collected questionnaire it
was found that some of the teachers have added the
motivational factor to the question itself.
• According to them, apart from the factors presented, the
other motivational factor was the attitude and the behavior
of the guardians.
Recommendations
• The results shows that the major factor motivating teachers is the
provision of leave. So, this need to be revised and proper facility of leave
should be provided to the teachers for their personal work and for exams.
• The result shows that the second important factor for motivating teachers
was the working environment. Private schools of Bhaktapur should focus
on creating the healthy working environment with healthy competition.
• The third factor of motivation for teachers was the compensation provided
to them for their work. Hence, schools need to revise their pay in a timely
manner and they should clearly check whether the pay is reasonable or
not.
Recommendations
• The incentive factor was rated on number four. Incentives
that could be in terms of financial or non-financial should be
provided to the teachers in order to motivate them.
• Promotion was rated on number five in a list of factors
motivating the teachers. This does not mean that the
promotion factor should be ignored. Hence, proper
promotion facility should be carried out in order to let the
teachers know that their respective organizations are
concerned about their career growth and development.
Recommendations from out of the box
• In order to motivate its teachers, school can select a best
teacher of the year and can reward him/her in a program
and in front of his/her family. In addition, a school can also
hang the picture of the winning teacher in the principal’s
room so that other teachers will be motivated.
Thank You

Viva

Uploaded by

Document Information

Original Description:

Original Title

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

Viva

Uploaded by

Copyright:

Available Formats

A Study on Factors Motivating

Secondary Level Teachers in Private

Masters in Business Administration (MBA)

The major research objectives of this research are:

• Responses are categorized, tabulated, processed and

Age group of Respondents Experience of respondents

Salary Incentives Promotion

Pay is reasonable Receive salary on time

I Receive incentives according to my I am satisfied with the incen-

Incentives influences my performance Financial incentives motivates me

Promotion is carried out effectively Deserving candidates get

Position I hold is below my ability Possibility of getting promoted in-

Proper provision of leave I can apply for leave just before

Students feel comfortable with me students understand what i want

Good relationship with colleagues Happy with the working envi-

Inadequate pay Insuficient Incentives

6. My school empowers (allocates authority) me to carry out the 100 1 5 3.76

2. I am satisfied with the incentives provided by my organization 100 1 5 2.80

3. The incentives I get will influence my performance 100 1 5 3.66

4. Financial incentives motivates me to do my best work 100 1 5 3.75

2. The deserving candidates get promoted 100 1 5 3.52

3. My position in my organization is below my ability 100 1 5 2.93

4. The possibility of getting promoted influences my performance 100 1 5 3.4

Section E: Working Environment

2. I can control the classroom carefully 100 1 5 4.04

4. Students understand what I want to communicate 100 1 5 4.21

5. I have a very good relationship with my colleagues 100 1 5 4.35

6. I am happy with the working environment 100 1 5 3.96

You might also like