Education is the key that unlocks opportunities in every human being’s life as it creates a non-imitable resource. It is universally believed that the only inheritance one can leave for their off springs is education. This throws to the limelight, the main driver behind this
crucial resource: the teacher. The background of the study highlights the declining trend in teacher retention and consequently a shrinking teacher workforce particularly in
secondary schools. The objectives of the study were: to explain the background of teacher turnover, establish teacher turnover rate in a period of 1-10 years in Nyeri County,
identify major push and pull factors in the teaching profession in Nyeri County and recommend strategies that can be used to retain teachers in Nyeri County. Literature
reviewed brought to fore certain characteristics associated with recruitment. The study is based on Hertzberg’s two factor theory which distinguishes the hygiene factors as the most crucial in teacher motivation as opposed to motivational factors. The study findings highlight a myriad of pull and push factors impacting teacher turnover chief among them as teachers’ teachers’ pay, with other underlying factors like job dissatisfaction, work environment, reward system, work overloads, resource provision, professional training
and development and promotions. The study recommends that teacher motivational sessions be organized, teacher facilitation be effected and rewarding, recognition of teacher effort and formulation of attractive teacher retention policies by the government.
Teacher Educators’ and Student Teachers’ Attitude towards Teacher Education P...IJSRP Journal
Attitudes vary at different times of one’s life and are usually determined by several factors such as work environment, job satisfaction and status of the profession. Both student-teachers’ and teacher-educators’ attitudes may affect the quality of teacher preparation program and finally quality of the teacher either positively or negatively. This paper is a focus on the attitude of teacher educators and student teachers towards teacher education programmes in universities. The study adopted a descriptive survey design. The study sample consisted of Bachelor of Education fourth year students drawn from three Public universities and three Private universities, Teacher Educators and Heads of Departments from the faculty of Education. Stratified random sampling was used to select the universities, student-teachers and Teacher Educators. Data was collected using questionnaires, interview schedules, observation checklists and documents analysis. Data was analyzed using descriptive statistics. The study found that a large percentage of the respondents portrayed a negative attitude of teacher education programmes. This may be to the fact that most student teachers and teacher educators enrolled in these programmes, do not have teaching as their professional interest thus join by circumstance. The study recommends the need to conduct screening of individuals before admission in teacher education programmes so as to ensure that only those who are interested and committed to teaching as a profession are enrolled. Keywords: Attitude, Teacher Education Programmes, Enrollment, Teacher Educators, Student Teachers, Public University, Private University
This document discusses strategies for widening the teaching pool during a period of economic recession. It notes that teaching has become a more attractive career choice as the recession has impacted other professions. While improved working conditions are needed, promotion of teaching as a rewarding career can help address teacher shortages. The document outlines various recruitment strategies being used, including highlighting teaching's advantages through targeted advertising and networking. It emphasizes the need to honestly portray both benefits and challenges to recruit committed individuals suited for the profession.
This document summarizes a study that examined the professional competencies of teachers trained through the National Teachers' Institute (NTI) Distance Learning Programme to obtain a Nigeria Certificate in Education (NCE) compared to those who attended full-time NCE programmes. The study found that both NTI and full-time NCE teachers had high commitment, motivation, morale and positive attitudes towards teaching. However, NTI teachers showed significantly higher commitment to teaching. While individual teacher characteristics did not significantly influence professional competence, all the factors combined accounted for a small percentage of variance in professional competence. The study concluded that NTI should ensure a favourable teaching environment to enhance teacher production and its teacher training programme through distance learning is important and should be
This document summarizes a research paper about teacher allocation and equity in Malaysian schools from 1986-2006. It finds that primary schools had less equitable teacher allocation compared to secondary schools based on Gini coefficient calculations. Equity levels in primary schools fluctuated more due to challenges in accurately predicting enrollment numbers from year to year. The document recommends that Malaysia's Ministry of Education collaborate with other government agencies to better anticipate enrollment to reduce fluctuations in teacher-pupil ratios and improve equity.
Support for educators and trainers Bucharest 2014private practice
Teacher induction, defined as inservice support for beginning teachers, is separate from preservice preparation and ideally serves as a bridge linking preservice and inservice education. Common objectives of teacher induction include teacher development, socialization into the profession, assessment of teaching effectiveness, and support in refining practic. Although programs vary between schools and context, they typically include a variety of activities such as orientation, classroom support, workshops, collaboration with colleagues, and mentoring (Ingersoll & Strong, 2011).
Teachers often struggle when inducted to the profession without a sufficient transitional period that allows them to practice their teaching skills prior to undertaking the responsibilities the job requires (Ganser, 2002). As a result, first year teachers are, on average, less effective than their more experienced colleagues (Rockoff, 2008). In analysis of data from the Schools and Staffing Survey (SASS) and the Teacher Follow-up Survey, Ingersoll and Merrill (2010) concluded that the majority of teachers are either beginners or nearing retirement. More than a quarter of teachers are in their first five years of teaching. Thus, the teacher force is on the verge of being expanded, replaced, and re-made (Ingersoll & Merrill, 2010).
This document discusses a study that examined South African educators' perceptions of their increasing workload due to administrative and professional duties. The study found that educators face a heavy workload without adequate support from the Department of Education. It recommends implementing an internship program called READ (Relieve Educators' Administrative Demands) to help educators deal with their workload by assisting with administrative tasks. The document provides background on the roles and responsibilities South African educators are expected to fulfill, which involve both administrative and professional duties. It notes that educators struggle to fulfill all their duties due to the large amount of paperwork and other administrative requirements.
Factors in Teacher Retention in MalawiSUNY Oneonta
This document provides an overview of a presentation on factors influencing retention of pre-service primary teachers in Malawi. It discusses the background and context of primary teacher education in Malawi, including the structure and challenges of pre-service teaching. The presentation then outlines the research purpose and questions, which aim to examine what factors influence retention of pre-service primary teachers. It presents a literature review on topics like teacher attrition, causes of teacher attrition, teacher retention, retention in rural areas, and the impact of mentorship on retention. The theoretical framework and methodology are also summarized. The methodology will involve interviews and questionnaires with 92 participants, including pre-service teachers, teacher trainers, and mentors.
This document discusses theoretical perspectives on managing disadvantaged schools, using remote indigenous schools as a case study. It begins by introducing the importance of education in Malaysia's development. School administrators play a key role in school success. The document then reviews literature on leadership styles and a conceptual framework for indigenous education. It describes the methodology of interviewing administrators at two indigenous schools. Findings show the administrators prioritize basic skills and have modest performance targets, seeing indigenous students need supportive and encouraging teaching methods tailored to their culture.
Teacher Educators’ and Student Teachers’ Attitude towards Teacher Education P...IJSRP Journal
Attitudes vary at different times of one’s life and are usually determined by several factors such as work environment, job satisfaction and status of the profession. Both student-teachers’ and teacher-educators’ attitudes may affect the quality of teacher preparation program and finally quality of the teacher either positively or negatively. This paper is a focus on the attitude of teacher educators and student teachers towards teacher education programmes in universities. The study adopted a descriptive survey design. The study sample consisted of Bachelor of Education fourth year students drawn from three Public universities and three Private universities, Teacher Educators and Heads of Departments from the faculty of Education. Stratified random sampling was used to select the universities, student-teachers and Teacher Educators. Data was collected using questionnaires, interview schedules, observation checklists and documents analysis. Data was analyzed using descriptive statistics. The study found that a large percentage of the respondents portrayed a negative attitude of teacher education programmes. This may be to the fact that most student teachers and teacher educators enrolled in these programmes, do not have teaching as their professional interest thus join by circumstance. The study recommends the need to conduct screening of individuals before admission in teacher education programmes so as to ensure that only those who are interested and committed to teaching as a profession are enrolled. Keywords: Attitude, Teacher Education Programmes, Enrollment, Teacher Educators, Student Teachers, Public University, Private University
This document discusses strategies for widening the teaching pool during a period of economic recession. It notes that teaching has become a more attractive career choice as the recession has impacted other professions. While improved working conditions are needed, promotion of teaching as a rewarding career can help address teacher shortages. The document outlines various recruitment strategies being used, including highlighting teaching's advantages through targeted advertising and networking. It emphasizes the need to honestly portray both benefits and challenges to recruit committed individuals suited for the profession.
This document summarizes a study that examined the professional competencies of teachers trained through the National Teachers' Institute (NTI) Distance Learning Programme to obtain a Nigeria Certificate in Education (NCE) compared to those who attended full-time NCE programmes. The study found that both NTI and full-time NCE teachers had high commitment, motivation, morale and positive attitudes towards teaching. However, NTI teachers showed significantly higher commitment to teaching. While individual teacher characteristics did not significantly influence professional competence, all the factors combined accounted for a small percentage of variance in professional competence. The study concluded that NTI should ensure a favourable teaching environment to enhance teacher production and its teacher training programme through distance learning is important and should be
This document summarizes a research paper about teacher allocation and equity in Malaysian schools from 1986-2006. It finds that primary schools had less equitable teacher allocation compared to secondary schools based on Gini coefficient calculations. Equity levels in primary schools fluctuated more due to challenges in accurately predicting enrollment numbers from year to year. The document recommends that Malaysia's Ministry of Education collaborate with other government agencies to better anticipate enrollment to reduce fluctuations in teacher-pupil ratios and improve equity.
Support for educators and trainers Bucharest 2014private practice
Teacher induction, defined as inservice support for beginning teachers, is separate from preservice preparation and ideally serves as a bridge linking preservice and inservice education. Common objectives of teacher induction include teacher development, socialization into the profession, assessment of teaching effectiveness, and support in refining practic. Although programs vary between schools and context, they typically include a variety of activities such as orientation, classroom support, workshops, collaboration with colleagues, and mentoring (Ingersoll & Strong, 2011).
Teachers often struggle when inducted to the profession without a sufficient transitional period that allows them to practice their teaching skills prior to undertaking the responsibilities the job requires (Ganser, 2002). As a result, first year teachers are, on average, less effective than their more experienced colleagues (Rockoff, 2008). In analysis of data from the Schools and Staffing Survey (SASS) and the Teacher Follow-up Survey, Ingersoll and Merrill (2010) concluded that the majority of teachers are either beginners or nearing retirement. More than a quarter of teachers are in their first five years of teaching. Thus, the teacher force is on the verge of being expanded, replaced, and re-made (Ingersoll & Merrill, 2010).
This document discusses a study that examined South African educators' perceptions of their increasing workload due to administrative and professional duties. The study found that educators face a heavy workload without adequate support from the Department of Education. It recommends implementing an internship program called READ (Relieve Educators' Administrative Demands) to help educators deal with their workload by assisting with administrative tasks. The document provides background on the roles and responsibilities South African educators are expected to fulfill, which involve both administrative and professional duties. It notes that educators struggle to fulfill all their duties due to the large amount of paperwork and other administrative requirements.
Factors in Teacher Retention in MalawiSUNY Oneonta
This document provides an overview of a presentation on factors influencing retention of pre-service primary teachers in Malawi. It discusses the background and context of primary teacher education in Malawi, including the structure and challenges of pre-service teaching. The presentation then outlines the research purpose and questions, which aim to examine what factors influence retention of pre-service primary teachers. It presents a literature review on topics like teacher attrition, causes of teacher attrition, teacher retention, retention in rural areas, and the impact of mentorship on retention. The theoretical framework and methodology are also summarized. The methodology will involve interviews and questionnaires with 92 participants, including pre-service teachers, teacher trainers, and mentors.
This document discusses theoretical perspectives on managing disadvantaged schools, using remote indigenous schools as a case study. It begins by introducing the importance of education in Malaysia's development. School administrators play a key role in school success. The document then reviews literature on leadership styles and a conceptual framework for indigenous education. It describes the methodology of interviewing administrators at two indigenous schools. Findings show the administrators prioritize basic skills and have modest performance targets, seeing indigenous students need supportive and encouraging teaching methods tailored to their culture.
Supporting the development of effective teachers a case for the formation of ...Alexander Decker
This document summarizes a journal article that advocates for the development of collaborative partnerships between teacher preparation programs and school districts to implement a clinical model for teacher training. It discusses how the medical field's clinical model can be adapted for teacher preparation. The article argues that meaningful clinical experiences that embed teacher candidates in classrooms with expert teachers throughout their training are needed. It also stresses the importance of developing personal mastery and team learning among faculty to successfully shift to a clinical practice model. As an example, the article describes how one university and its partner school districts collected feedback from new teachers and mentors that revealed gaps in traditional teacher preparation and supported implementing a more clinically-based program with embedded practice.
Over schooling and secondary school teachers’ job performance in nigeria.Alexander Decker
This document summarizes a study on the impact of over-schooling on teachers' job performance at the secondary school level in Nigeria. Some key findings of the study include:
1) There was no significant difference found between principals and teachers in their assessment of the commitment of teachers with higher degrees to teaching responsibilities like attending class and submitting lesson plans.
2) There was a significant difference found between principals and teachers in their assessment of participation of teachers with higher degrees in extra-curricular school activities, with principals rating their participation as higher.
3) The study concluded that while over-schooled teachers were committed to core teaching duties, they were less interested in other school activities and felt their
Connections: Current Trends, Challenges & Issues in EducationRRShearin
This document discusses 5 educational connections from most to least influential: 1) No Child Left Behind, 2) Differentiated Instruction, 3) Student-Centered Learning, 4) Literacy Coaching, and 5) Youth Dropout Rate. It provides details and examples for each connection, including the goals and impacts of NCLB, ways to differentiate instruction to meet student needs, challenges of student-centered learning, the role of literacy coaches, and factors contributing to high dropout rates. The document analyzes how these connections relate to issues like standardized testing, teaching methods, student motivation and engagement, literacy skills, and cultural differences.
Nationally, thousands of new teachers in grades K-12 permanently leave the profession of teaching within five years of employment. Up to one third of new teachers leave the profession within three years. State legislatures mandated new teacher induction programs in the 1980s to improve new teacher retention. However, research regarding the effectiveness of induction programs shows mixed results. Factors from two theoretical, teacher induction models were used to guide the inquiry: Comprehensive Induction and Mutual Benefits Models. This study examined the relationship of teacher induction models to the likelihood of first-year middle school teacher retention. First-year middle school teachers in Texas from state Education Regions One, Two, Three, and Four participated. Background included gender, age, ethnicity, district type, SES, first or second career, certification type, and content area. Middle school teachers in the Regions were contacted. Only first year teachers were asked to respond. Ninety-nine surveys from respondents were used for quantitative analyses. Analyses included descriptive, frequency, factor analysis, regression, t-test, and ANOVA statistical procedures. Results showed faculty planned on remaining as teachers, but not necessarily due to induction programs. Induction programs were not particularly effective for teachers returning to the profession for a second year. Factor analyses showed the two theoretical models were important to new teachers for professional development as it applies to their career for assessment, planning, and mentoring, but they were not influential for retention. For their personal lives, results showed new teachers want to know how to: balance their personal life with their professional one; provide success opportunities for students; and be at ease in the profession. Implications suggest that a new teacher’s background does not matter for retention: a new teacher is a new teacher. Additionally, new teacher induction programs are not particularly effective for new teacher retention. New teachers have a number of other needs beyond those of the profession that should be addressed in induction programs. Finally, induction programs should consider experimenting with the new induction model proposed in the study as a result of data analyses. It integrates professional and personal interests.
11.lecturers assessment of teaching practice exerciseAlexander Decker
The document examines education lecturers' assessments of the quality of teaching practice exercises in Nigerian universities. A survey was conducted of 691 lecturers across Nigeria who rated the quality of teaching practice as fairly above average. The study also found that experience and job status influenced assessments, while gender did not, and it recommends allotting more time to teaching practice and training lecturers on best practices.
This article discusses merit pay for teachers and its impact on teacher motivation and student achievement. It provides an overview of the purpose of merit pay systems and definitions of key terms. It then discusses the Houston Independent School District's implementation of a merit pay system in 2005 and the positive results it produced, including improved student test scores, narrowed achievement gaps, fewer teacher absences, and a 19% drop in teacher turnover. The concluding remarks recommend further study of whether these outcomes could be achieved in other school districts with merit pay systems.
The document discusses the importance of teacher development in the context of teaching English as a foreign language in Saudi Arabia. It makes the following key points:
1. Teacher development is important to help teachers adapt to changes in society and education and improve their instructional strategies. This is needed to maximize learning outcomes and minimize wasted resources.
2. There are differing views on the best approaches to teacher development, including whether the focus should be on individual teachers or systemic changes, and whether changes should be gradual or ambitious in scope.
3. Effective teacher development requires an understanding of teachers' roles and attitudes, as well as providing training opportunities such as in-service training and integrating new technologies into teaching practices.
Dr. Fred C. Lunenburg, Merchant Professor, Sam Houston State University - Pub...William Kritsonis
Dr. Fred C. Lunenburg, Merchant Professor, Sam Houston State University - Published in NFEAS JOURNAL, 31(1) 2013-2014 - Dr. William Allan Kritsonis, Editor-in-Chief, NATIONAL FORUM JOURNALS (Since 1982)
This document discusses the longstanding problem of disconnect between campus courses and field experiences in university-based teacher education programs. It describes how campus courses are often taught separately from field placements with little coordination and guidance for connecting the two. Current efforts are exploring ways to create "hybrid spaces" where academic and practitioner knowledge come together in less hierarchical ways to better support teacher learning. The document argues this type of integrated approach between university and schools is needed for teacher education programs to fulfill their mission of preparing effective teachers.
Meeting demands of vision 2030 and globalisation some reforms and innovations...Alexander Decker
The document discusses reforms needed in Kenya's curriculum to meet the demands of Vision 2030 and enable Kenya to compete globally. It notes that Kenya's current education system produces graduates lacking in skills like problem-solving, logical thinking and basic math. The curriculum is overly focused on exams and memorization. Reforms are needed to the curriculum, teaching methods, and teacher education to develop more innovative, creative thinking in students. Key reforms proposed include incorporating more inquiry-based, student-centered learning; focusing on skills like programming, problem-solving and statistics; and making teacher education more practical and grounded in teaching practice. The goal is for Kenya to produce graduates that can address societal issues and compete internationally.
Educational trends in Pakistan include a career-oriented approach, activity-based learning, and changing patterns in student assessment. Online learning is also growing. Major educational issues are lagging behind MDGs and EFA commitments due to problems like gender gaps, lack of planning, and low funding. Key educational problems include social constraints, the cost of education, lack of technical education, and poverty. Addressing these issues and problems is important for improving education in Pakistan.
This document summarizes a research paper on maintaining the Malay medium of instruction policy in Malaysia's educational system. It discusses how Malaysia adopted the British colonial education system after independence but has since converted all schools and universities to use Malay as the primary language of instruction. The transition took over 25 years to fully implement. Research found that using Malay as the medium of instruction has not hindered education and Malaysia has developed terminologies and expertise in many fields like medicine and science during this period, showing the viability of Malay for higher education. The paper argues this policy supports national integration and identity in Malaysia's multiethnic society.
A PATH ANALYTICAL MODEL ON FACTORS WITH THE IMPLEMENTATION OF CIVIC EDUCATION...ijejournal
The height of moral decadence of adolescent is a worrying development that may degenerate to uncontrolled situation if not checked. The crime rate and other civic problems in the society cannot be clearly linked to any particular cause, hence, the need to explore the underlying principle behind this horrible fashion. This problem prompts this study on factors with teachers’ implementation of civic education curriculum in secondary schools in Cross River State, Nigeria. The study adopted cross sectional survey design approach. A total number of all the 510 civic education teachers in public Secondary Schools in Calabar Education Zone of Cross River State in 2019/2020 academic session were used for the study. A self-developed 60-item Questionnaire was used for data collection. The data analysis was subjected to Structural Equation Modeling using Analysis of MOment of Structure to generate a path analytical model and data analysis at .05 level of significance. The result revealed that there were significant direct predictive effects between teacher’s supervision, teacher’s knowledge of subject matter and teachers’ attitude and the implementation of civic education curriculum. It was recommended among others that teachers should advance their knowledge by enrolling further in academic programmes as well as engage in in-service training to update their knowledge for a better academic outcome of the students.
This document discusses current issues and challenges in education, particularly in light of technological advances and the knowledge economy. It notes that the pace of technological change is accelerating and new skills are required. Key points include the importance of educational entrepreneurship, personalized and measurable education, and developing higher-order thinking skills and soft skills in learners. The role of the teacher is also shifting to focus more on learning facilitation and event management using technology.
Trainee Teacher's Readiness Towards Teaching Practice: The Case of Malaysiaanisahtahir
This document summarizes a study on the readiness of trainee teachers in Malaysia for teaching practice. The study investigated challenges faced by trainee teachers during their practicum and the needs of both trainees and schools. A questionnaire was distributed to 150 final year education students who had completed teaching practice. Preliminary findings found that while subject content knowledge was adequate, areas like applying theory in the classroom, discipline, and school management needed improvement. This suggests a review of teacher education programs is needed to better prepare trainees for 21st century teaching demands.
CHALLENGES FACED BY STUDENT AFFAIRS PRACTITIONERS IN EMBEDDING INDIGENOUS KNO...ijejournal
The drive to mainstream indigenous knowledge into student leadership development in Zimbabwean higher education has recently gained currency. Student leadership development has a Eurocentric historical background and it has continued on this paradigm in the post-independence era. Framed on decolonial theoretical framework this study interrogates the challenges that are faced by student affairs practitioners in their efforts to include indigenous epistemologies into student leadership development programmes. The research was designed as a case study that employed qualitative methods of data collection and analysis focussing on student development practice at three state universities in Zimbabwe namely Bindura University of Science Education, Chinhoyi University of Science Education and Great Zimbabwe University. Data were collected through in-depth interviews with student Affairs practitioners and analysed through NVivo qualitative data analysis software. Research findings indicate that student affairs practitioners face a myriad of problems which hinder the mainstreaming of the knowledge of the local indigenous people into leadership development. These problems include lack of training to empower them with skills to include indigenous epistemologies into student leadership training, lack of funding and policy guidelines. Theorising on this complexity the research recommends the designing of leadership programmes that imbue indigenous epistemologies of the local people in student development such as hunhu/ubuntu values.
The document discusses issues and proposed solutions related to primary education in India. It notes that access to primary education is critical for development but that enrollment and attendance rates are low in rural areas due to factors like poverty, traditional views, and lack of access. It also discusses challenges like untrained teachers, multigrade classrooms, and lack of resources. The document proposes solutions such as making learning more practical and engaging, providing boarding facilities in remote areas, increasing awareness of education programs, and leveraging technology for teacher training and distant learning.
This document discusses building a high-quality teaching profession based on lessons from top-performing education systems around the world. It examines factors such as how teachers are recruited, educated, developed, evaluated, and compensated. High-performing systems tend to prioritize teacher quality over class size, see teaching as a prestigious profession, and provide ongoing professional development and collaboration opportunities for teachers. The document advocates for policies that promote coherence across the education system to develop teachers as professionals.
This document discusses a study on retaining highly qualified teachers and developing a fresh framework for human resource management in education. It begins by noting that skill levels of the workforce are crucial for education and retaining high-quality teachers is challenging. A fresh framework is needed to change outdated practices and align HR policies with student achievement goals. The document then reviews literature on teacher retention, reasons why teachers stay or leave, the impact of teacher preparation programs, and keys to success like school-university partnerships. It aims to answer questions about effective leadership strategies to evolve 21st century HR management in education.
This document discusses a framework for human resource management in education for the 21st century. It will involve evolving new approaches for recruiting and retaining highly qualified employees. A key part of this new framework is managing change, as changes in one area can impact other areas. The document reviews research on factors that impact employee retention such as teacher preparation programs, induction/mentoring programs, state strategies, compensation, and working conditions. Research shows these factors can positively influence retention rates.
21st Century Pedagogy: Transformational Approachijtsrd
Pedagogies are constantly evolving and great emphasis has been laid on the teachers to use effective teaching strategies and method to improve students' achievement. That is why pedagogy is one of the important factors that need to revisit in order to maximize the attainment of educational objectives. Based on the data gathered, technology in the classroom, differentiated instruction and student centered approach should be adapted and modeled across the country to elevate and nourish the capability of the students to go beyond limitation. Further, the way students learn and comprehend have change dramatically educators must also evolve from traditional way to 21st century way of teaching. Novelita T. Bornea | Ma. Georgina B. Espa±ol | Ma. May A. Buala | Pedrito S. Ocba Jr "21st Century Pedagogy: Transformational Approach" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-4 | Issue-1 , December 2019, URL: https://www.ijtsrd.com/papers/ijtsrd29806.pdf Paper URL: https://www.ijtsrd.com/humanities-and-the-arts/education/29806/21st-century-pedagogy-transformational-approach/novelita-t-bornea
Supporting the development of effective teachers a case for the formation of ...Alexander Decker
This document summarizes a journal article that advocates for the development of collaborative partnerships between teacher preparation programs and school districts to implement a clinical model for teacher training. It discusses how the medical field's clinical model can be adapted for teacher preparation. The article argues that meaningful clinical experiences that embed teacher candidates in classrooms with expert teachers throughout their training are needed. It also stresses the importance of developing personal mastery and team learning among faculty to successfully shift to a clinical practice model. As an example, the article describes how one university and its partner school districts collected feedback from new teachers and mentors that revealed gaps in traditional teacher preparation and supported implementing a more clinically-based program with embedded practice.
Over schooling and secondary school teachers’ job performance in nigeria.Alexander Decker
This document summarizes a study on the impact of over-schooling on teachers' job performance at the secondary school level in Nigeria. Some key findings of the study include:
1) There was no significant difference found between principals and teachers in their assessment of the commitment of teachers with higher degrees to teaching responsibilities like attending class and submitting lesson plans.
2) There was a significant difference found between principals and teachers in their assessment of participation of teachers with higher degrees in extra-curricular school activities, with principals rating their participation as higher.
3) The study concluded that while over-schooled teachers were committed to core teaching duties, they were less interested in other school activities and felt their
Connections: Current Trends, Challenges & Issues in EducationRRShearin
This document discusses 5 educational connections from most to least influential: 1) No Child Left Behind, 2) Differentiated Instruction, 3) Student-Centered Learning, 4) Literacy Coaching, and 5) Youth Dropout Rate. It provides details and examples for each connection, including the goals and impacts of NCLB, ways to differentiate instruction to meet student needs, challenges of student-centered learning, the role of literacy coaches, and factors contributing to high dropout rates. The document analyzes how these connections relate to issues like standardized testing, teaching methods, student motivation and engagement, literacy skills, and cultural differences.
Nationally, thousands of new teachers in grades K-12 permanently leave the profession of teaching within five years of employment. Up to one third of new teachers leave the profession within three years. State legislatures mandated new teacher induction programs in the 1980s to improve new teacher retention. However, research regarding the effectiveness of induction programs shows mixed results. Factors from two theoretical, teacher induction models were used to guide the inquiry: Comprehensive Induction and Mutual Benefits Models. This study examined the relationship of teacher induction models to the likelihood of first-year middle school teacher retention. First-year middle school teachers in Texas from state Education Regions One, Two, Three, and Four participated. Background included gender, age, ethnicity, district type, SES, first or second career, certification type, and content area. Middle school teachers in the Regions were contacted. Only first year teachers were asked to respond. Ninety-nine surveys from respondents were used for quantitative analyses. Analyses included descriptive, frequency, factor analysis, regression, t-test, and ANOVA statistical procedures. Results showed faculty planned on remaining as teachers, but not necessarily due to induction programs. Induction programs were not particularly effective for teachers returning to the profession for a second year. Factor analyses showed the two theoretical models were important to new teachers for professional development as it applies to their career for assessment, planning, and mentoring, but they were not influential for retention. For their personal lives, results showed new teachers want to know how to: balance their personal life with their professional one; provide success opportunities for students; and be at ease in the profession. Implications suggest that a new teacher’s background does not matter for retention: a new teacher is a new teacher. Additionally, new teacher induction programs are not particularly effective for new teacher retention. New teachers have a number of other needs beyond those of the profession that should be addressed in induction programs. Finally, induction programs should consider experimenting with the new induction model proposed in the study as a result of data analyses. It integrates professional and personal interests.
11.lecturers assessment of teaching practice exerciseAlexander Decker
The document examines education lecturers' assessments of the quality of teaching practice exercises in Nigerian universities. A survey was conducted of 691 lecturers across Nigeria who rated the quality of teaching practice as fairly above average. The study also found that experience and job status influenced assessments, while gender did not, and it recommends allotting more time to teaching practice and training lecturers on best practices.
This article discusses merit pay for teachers and its impact on teacher motivation and student achievement. It provides an overview of the purpose of merit pay systems and definitions of key terms. It then discusses the Houston Independent School District's implementation of a merit pay system in 2005 and the positive results it produced, including improved student test scores, narrowed achievement gaps, fewer teacher absences, and a 19% drop in teacher turnover. The concluding remarks recommend further study of whether these outcomes could be achieved in other school districts with merit pay systems.
The document discusses the importance of teacher development in the context of teaching English as a foreign language in Saudi Arabia. It makes the following key points:
1. Teacher development is important to help teachers adapt to changes in society and education and improve their instructional strategies. This is needed to maximize learning outcomes and minimize wasted resources.
2. There are differing views on the best approaches to teacher development, including whether the focus should be on individual teachers or systemic changes, and whether changes should be gradual or ambitious in scope.
3. Effective teacher development requires an understanding of teachers' roles and attitudes, as well as providing training opportunities such as in-service training and integrating new technologies into teaching practices.
Dr. Fred C. Lunenburg, Merchant Professor, Sam Houston State University - Pub...William Kritsonis
Dr. Fred C. Lunenburg, Merchant Professor, Sam Houston State University - Published in NFEAS JOURNAL, 31(1) 2013-2014 - Dr. William Allan Kritsonis, Editor-in-Chief, NATIONAL FORUM JOURNALS (Since 1982)
This document discusses the longstanding problem of disconnect between campus courses and field experiences in university-based teacher education programs. It describes how campus courses are often taught separately from field placements with little coordination and guidance for connecting the two. Current efforts are exploring ways to create "hybrid spaces" where academic and practitioner knowledge come together in less hierarchical ways to better support teacher learning. The document argues this type of integrated approach between university and schools is needed for teacher education programs to fulfill their mission of preparing effective teachers.
Meeting demands of vision 2030 and globalisation some reforms and innovations...Alexander Decker
The document discusses reforms needed in Kenya's curriculum to meet the demands of Vision 2030 and enable Kenya to compete globally. It notes that Kenya's current education system produces graduates lacking in skills like problem-solving, logical thinking and basic math. The curriculum is overly focused on exams and memorization. Reforms are needed to the curriculum, teaching methods, and teacher education to develop more innovative, creative thinking in students. Key reforms proposed include incorporating more inquiry-based, student-centered learning; focusing on skills like programming, problem-solving and statistics; and making teacher education more practical and grounded in teaching practice. The goal is for Kenya to produce graduates that can address societal issues and compete internationally.
Educational trends in Pakistan include a career-oriented approach, activity-based learning, and changing patterns in student assessment. Online learning is also growing. Major educational issues are lagging behind MDGs and EFA commitments due to problems like gender gaps, lack of planning, and low funding. Key educational problems include social constraints, the cost of education, lack of technical education, and poverty. Addressing these issues and problems is important for improving education in Pakistan.
This document summarizes a research paper on maintaining the Malay medium of instruction policy in Malaysia's educational system. It discusses how Malaysia adopted the British colonial education system after independence but has since converted all schools and universities to use Malay as the primary language of instruction. The transition took over 25 years to fully implement. Research found that using Malay as the medium of instruction has not hindered education and Malaysia has developed terminologies and expertise in many fields like medicine and science during this period, showing the viability of Malay for higher education. The paper argues this policy supports national integration and identity in Malaysia's multiethnic society.
A PATH ANALYTICAL MODEL ON FACTORS WITH THE IMPLEMENTATION OF CIVIC EDUCATION...ijejournal
The height of moral decadence of adolescent is a worrying development that may degenerate to uncontrolled situation if not checked. The crime rate and other civic problems in the society cannot be clearly linked to any particular cause, hence, the need to explore the underlying principle behind this horrible fashion. This problem prompts this study on factors with teachers’ implementation of civic education curriculum in secondary schools in Cross River State, Nigeria. The study adopted cross sectional survey design approach. A total number of all the 510 civic education teachers in public Secondary Schools in Calabar Education Zone of Cross River State in 2019/2020 academic session were used for the study. A self-developed 60-item Questionnaire was used for data collection. The data analysis was subjected to Structural Equation Modeling using Analysis of MOment of Structure to generate a path analytical model and data analysis at .05 level of significance. The result revealed that there were significant direct predictive effects between teacher’s supervision, teacher’s knowledge of subject matter and teachers’ attitude and the implementation of civic education curriculum. It was recommended among others that teachers should advance their knowledge by enrolling further in academic programmes as well as engage in in-service training to update their knowledge for a better academic outcome of the students.
This document discusses current issues and challenges in education, particularly in light of technological advances and the knowledge economy. It notes that the pace of technological change is accelerating and new skills are required. Key points include the importance of educational entrepreneurship, personalized and measurable education, and developing higher-order thinking skills and soft skills in learners. The role of the teacher is also shifting to focus more on learning facilitation and event management using technology.
Trainee Teacher's Readiness Towards Teaching Practice: The Case of Malaysiaanisahtahir
This document summarizes a study on the readiness of trainee teachers in Malaysia for teaching practice. The study investigated challenges faced by trainee teachers during their practicum and the needs of both trainees and schools. A questionnaire was distributed to 150 final year education students who had completed teaching practice. Preliminary findings found that while subject content knowledge was adequate, areas like applying theory in the classroom, discipline, and school management needed improvement. This suggests a review of teacher education programs is needed to better prepare trainees for 21st century teaching demands.
CHALLENGES FACED BY STUDENT AFFAIRS PRACTITIONERS IN EMBEDDING INDIGENOUS KNO...ijejournal
The drive to mainstream indigenous knowledge into student leadership development in Zimbabwean higher education has recently gained currency. Student leadership development has a Eurocentric historical background and it has continued on this paradigm in the post-independence era. Framed on decolonial theoretical framework this study interrogates the challenges that are faced by student affairs practitioners in their efforts to include indigenous epistemologies into student leadership development programmes. The research was designed as a case study that employed qualitative methods of data collection and analysis focussing on student development practice at three state universities in Zimbabwe namely Bindura University of Science Education, Chinhoyi University of Science Education and Great Zimbabwe University. Data were collected through in-depth interviews with student Affairs practitioners and analysed through NVivo qualitative data analysis software. Research findings indicate that student affairs practitioners face a myriad of problems which hinder the mainstreaming of the knowledge of the local indigenous people into leadership development. These problems include lack of training to empower them with skills to include indigenous epistemologies into student leadership training, lack of funding and policy guidelines. Theorising on this complexity the research recommends the designing of leadership programmes that imbue indigenous epistemologies of the local people in student development such as hunhu/ubuntu values.
The document discusses issues and proposed solutions related to primary education in India. It notes that access to primary education is critical for development but that enrollment and attendance rates are low in rural areas due to factors like poverty, traditional views, and lack of access. It also discusses challenges like untrained teachers, multigrade classrooms, and lack of resources. The document proposes solutions such as making learning more practical and engaging, providing boarding facilities in remote areas, increasing awareness of education programs, and leveraging technology for teacher training and distant learning.
This document discusses building a high-quality teaching profession based on lessons from top-performing education systems around the world. It examines factors such as how teachers are recruited, educated, developed, evaluated, and compensated. High-performing systems tend to prioritize teacher quality over class size, see teaching as a prestigious profession, and provide ongoing professional development and collaboration opportunities for teachers. The document advocates for policies that promote coherence across the education system to develop teachers as professionals.
This document discusses a study on retaining highly qualified teachers and developing a fresh framework for human resource management in education. It begins by noting that skill levels of the workforce are crucial for education and retaining high-quality teachers is challenging. A fresh framework is needed to change outdated practices and align HR policies with student achievement goals. The document then reviews literature on teacher retention, reasons why teachers stay or leave, the impact of teacher preparation programs, and keys to success like school-university partnerships. It aims to answer questions about effective leadership strategies to evolve 21st century HR management in education.
This document discusses a framework for human resource management in education for the 21st century. It will involve evolving new approaches for recruiting and retaining highly qualified employees. A key part of this new framework is managing change, as changes in one area can impact other areas. The document reviews research on factors that impact employee retention such as teacher preparation programs, induction/mentoring programs, state strategies, compensation, and working conditions. Research shows these factors can positively influence retention rates.
21st Century Pedagogy: Transformational Approachijtsrd
Pedagogies are constantly evolving and great emphasis has been laid on the teachers to use effective teaching strategies and method to improve students' achievement. That is why pedagogy is one of the important factors that need to revisit in order to maximize the attainment of educational objectives. Based on the data gathered, technology in the classroom, differentiated instruction and student centered approach should be adapted and modeled across the country to elevate and nourish the capability of the students to go beyond limitation. Further, the way students learn and comprehend have change dramatically educators must also evolve from traditional way to 21st century way of teaching. Novelita T. Bornea | Ma. Georgina B. Espa±ol | Ma. May A. Buala | Pedrito S. Ocba Jr "21st Century Pedagogy: Transformational Approach" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-4 | Issue-1 , December 2019, URL: https://www.ijtsrd.com/papers/ijtsrd29806.pdf Paper URL: https://www.ijtsrd.com/humanities-and-the-arts/education/29806/21st-century-pedagogy-transformational-approach/novelita-t-bornea
Quality in Education - A literature review - 21 01 2015Catherine Watson
This document provides a literature review on teacher education and professional development in a global context. It discusses several key topics:
1) The shortage of qualified teachers globally and challenges with recruitment and retention. Many regions lack enough teachers to meet education goals, and rely on underqualified contract teachers.
2) Factors that determine the best teaching candidates, including academic qualifications, interviews to assess suitability, and the need for diversity.
3) Characteristics of qualified teachers, including mastery of subject matter and language, effective teaching skills, commitment to students, and ongoing reflection.
4) Issues with pre-service teacher education programs and the need for professional development opportunities throughout a teacher's career to ensure high-
Boggan, matthew k mentoring t2 t alternate sped nfsej v27 n1 2016William Kritsonis
William Allan Kritsonis, Editor-in-Chief, NATIONAL FORUM JOURNALS (Founded 1982). Dr. William Allan Kritsonis, Distinguished Alumnus, Central Washington University, College of Education and Professional Studies, Ellensburg, Washington; Invited Guest Lecturer, Oxford Round Table, University of Oxford, United Kingdom; Hall of Honor, Prairie View A&M University/Member of the Texas A&M University System. Professor of Educational Leadership, The University of Texas of the Permian Basin.
This document discusses improving the quality of teaching through effective school leadership. It makes three key points:
1) Research shows that teacher quality has the greatest impact on student learning outcomes, so school leaders must prioritize improving teaching. Leaders can influence teaching through setting expectations, supporting teachers, and challenging them to improve.
2) To improve teaching, leaders must develop a clear school-wide vision of effective teaching and learning, establish a culture of trust and feedback, and provide meaningful support and challenge to teachers.
3) Leaders need knowledge of effective teaching practices to make accurate judgements and support teachers through evidence-based approaches. They must draw on research to inform improvement efforts and contribute their own school-based research.
1) The document discusses improving the quality of teaching through effective school leadership. Research shows that teacher quality and school leadership have the greatest impact on student learning outcomes.
2) It explores how school leaders can influence teachers and middle leaders to improve teaching standards through developing a clear vision of effective teaching, providing meaningful feedback, supporting teacher development, and ensuring leadership prioritizes teaching and learning.
3) Developing a culture of trust where teachers feel comfortable receiving feedback and engaging in professional dialogue is important for improving practice. Leaders must be able to accurately evaluate teaching quality and support teachers to improve.
Challenges facing staff development and training: A survey of secondary schoo...inventionjournals
ABSTRACT: The main purpose of this study was to investigate the challenges facing staff development and training needs of teachers of English in secondary schools in Kenya with reference to Kericho County. The objective of the study was to describe factors limiting teachers’ participation in staff development and training programmes. In doing this, the study adopted the needs assessment theory and Frederic Herzerberg’s two factor theory of job motivation and satisfaction. Both theories talk of the need for continuous training of staff in order to increase their productivity. Both qualitative and quantitative research methodologies were used in the study. The study used a survey research design. A total of 25 schools, 50 teachers of English, 25 heads of department and 25 head teachers took part in the study. Simple random sampling technique was used to select the 25 schools out of which two teachers of English from each of the participating schools were randomly picked. All heads of English departments and head teachers of the participating schools took part in the study. Questionnaires were used to collect data from the 50 teachers of English while interview schedules were used to obtain data from the heads of English departments and head teachers. Quantitative data was analyzed using descriptive statistics like percentages and presented using tables, charts and figures, while qualitative data from the heads of departments and head teachers’ interview schedules was coded and analyzed thematically to establish relationships, trends and patterns from which the researcher drew useful conclusions and recommendations. The study established that most of the teachers fell short of the expected competencies under investigation, an indication of the need for more in-service training for serving teachers. The study also established that there were many factors hindering teachers’ participation in the existing staff development and training programmes. The study recommends that in-service training should be structured, regularized, institutionalized and made compulsory for all teachers of English.
This document discusses a study examining factors that influence teacher job satisfaction and secondary school effectiveness in Nigeria. The study aimed to determine what factors of school facilities, teacher characteristics, and human relations influence teacher job satisfaction. A sample of 512 teachers was surveyed using a 15-item questionnaire to answer 3 research questions on factors of school facilities, teacher characteristics, and human relations that determine teacher job satisfaction. The findings indicated that inadequate classroom environment and school facilities produced negative teacher job satisfaction. It was recommended that school laboratories be better equipped to promote effective teaching.
This document discusses a study examining factors that determine teacher job satisfaction for secondary school effectiveness in Nigeria. It begins with background information on the important role of teachers and issues affecting the profession. The study aimed to identify factors of school facilities, teacher characteristics, and human relations that influence job satisfaction. Results found that well-ventilated classrooms positively impacted satisfaction, while inadequate facilities, resources, and professional development opportunities negatively impacted it. Satisfied teachers were found to be qualified, experienced, and engaged in continuous learning and professional meetings. Positive relationships with principals and involvement in school affairs also increased satisfaction. The discussion concluded that improving classroom environments, resources, and teacher-principal relationships could promote more effective schools through higher job satisfaction.
Eunetra Ellison Simpson, PhD Proposal Defense, Dr. William Allan Kritsonis, D...William Kritsonis
This document provides an introduction and literature review for a dissertation examining the effectiveness of Title I tutoring programs in elementary schools. It discusses the background of Title I programs and issues with evaluating tutoring effectiveness. The study aims to investigate tutoring program structures and relationships between program ratings and student achievement. Surveys will be used to collect administrator and teacher ratings of tutoring programs at selected elementary schools.
Assessment of attitude of education students towards teaching practice in na...Alexander Decker
This document summarizes a study that assessed the attitudes of education students towards teaching practice at Nasarawa State University Keffi in Nigeria. The study found that (1) students generally showed a positive attitude towards teaching practice, but (2) female students showed a more positive attitude than male students. It also identified several problems hindering effective teaching practice. The study concluded that adopting strategies to improve student attitudes could have a positive impact, and recommended establishing a micro-teaching laboratory to better prepare students for practical experience before sending them to schools.
Management Practices of School Principals to Enhance Teacher Excellence in Co...JoanieHaramain1
This article focuses on the management practices of public secondary school principals as perceived by school managers and secondary school teachers to improve teacher excellence and students' performance for the attainment of quality education.
Pwede ja ma'am "Perception towards the implementation of Senior High School ...monicamanggao
This document analyzes the impact of the relationship between teachers and students on academic performance. It conducted a study using a random sample of 50 students at a high school. The study found a positive correlation between positive teacher-student relationships and improved academic performance, while negative relationships lead to poorer performance. It recommends that teachers develop positive relationships with students to address their needs and performance. The purpose of this study is to determine the impact of teacher-student relationships on academic achievement at this particular high school.
Dr. William Allan Kritsonis, Dissertation Chair for Eunetra Ellison-Simpson, ...William Kritsonis
The document summarizes a dissertation proposal that investigates the effectiveness of Title I tutoring programs in elementary schools. It provides background on the achievement gap and federal mandates for supplemental tutoring. A literature review discusses shortcomings of tutoring programs and the need for evaluation. The study aims to examine relationships between tutoring program quality and student achievement, and compare administrator and teacher perceptions of programs. A survey will be used to rate programs based on characteristics of effective tutoring. A pilot study will evaluate the survey instrument.
The implementation of secondary education development plan in tanzaniaAlexander Decker
This study investigated how community secondary school heads in Shinyanga, Tanzania are prepared and supported to implement the Secondary Education Development Plan (SEDP). The study found that many teachers are appointed as heads with little leadership training, and few receive training yearly. Heads feel discontent due to shortages and responsibilities. Some heads implement SEDP without guidelines. The study was limited by its small sample size and recommends further research with a larger sample. It also recommends training deputy heads before promotion and using coaching, mentoring, and networks to support new heads.
Dalton, margaret developing a specialist degree for teacher leaders nfeasj[1]William Kritsonis
Dr. William Allan Kritsonis, PhD - Editor-in-Chief, NATIONAL FORUM JOURNALS (Established 1982). Dr. Kritsonis earned his PhD from The University of Iowa, Iowa City, Iowa; M.Ed., Seattle Pacific University; Seattle, Washington; BA Central Washington University, Ellensburg, Washington. He was also named as the Distinguished Alumnus for the College of Education and Professional Studies at Central Washington University.
This document analyzes different fraud theories - the fraud triangle, fraud diamond, and fraud pentagon - and their ability to detect corporate fraud in Indonesia. It reviews the literature on each theory and their components (pressure, opportunity, rationalization, capability, arrogance). The study uses secondary data from 310 publicly listed Indonesian companies from 2012-2017 to empirically test if the theories significantly affect corporate fraud. The results of statistical tests show the data supports all the hypotheses, indicating all three fraud theories can be used to investigate corporate fraud based only on publicly available secondary data.
Traditional markets in Indonesia were created so that people from all walks of life can fulfill their needs, especially staple food products, without having to spend a lot of money. However, the prices of food products in different markets vary depending on the consumers of the particular market. The aims of this article were to compare the price difference of staple food products in several traditional markets and to find out the factors that cause the price difference. The data were collected by carrying out a survey to five traditional markets around Jakarta regarding the prices of ten staple food products. The data were analyzed quantitatively using statistical calculation ANOVA from SPSS version 22, and also qualitatively to discuss several factors underlying the price differences. Results revealed that price differences of staple food products were not only caused by market location, but other factors such as pricing strategy and consumer specification. This research implied that traditional markets were still chosen by Indonesian consumers to fulfill their needs because of the competitive price.
Airport enterprise innovation performance is a crucial issue that planners, decision makers and managers should focus in order to drive the airport enterprise performance towards sustainable development. The strategic infrastructure needs, and investments need to include improvements across all major factors that affect the innovation dimension of sustainable development.
Key objective of the paper is to highlight the challenges in airport enterprise management towards sustainable development in terms of innovation improvement. A performance evaluation towards innovation and sustainable development framework is adopted and a case study application highlights the crucial role of airport enterprise management performance innovation dimension towards sustainable development. Conventional wisdom is to stimulate the interest on topic and promote a framework addressing to evaluate airport enterprise management performance towards innovation and sustainable development.
In the business world, companies need high performance. Performance is the result or overall success rate of a person over a period of time in carrying out tasks compared to various possibilities, such as predetermined standards of work, targets, or criteria. The purpose of the study was to analyze the influence of intellectual intelligence, emotional intelligence, and spiritual intelligence on employee performance. The population in this study were 63 employees of PT PLN (Persero). This study uses quantitative associative, with data analysis used is multiple linear regression analysis. The results showed that both intellectual intelligence, emotional intelligence, and spiritual intelligence had a positive and significant effect on employee performance. Intellectual intelligence has the greatest influence on employee performance, followed by spiritual intelligence and emotional intelligence. Intellectual intelligence, emotional intelligence and spiritual intelligence together have an effect of 52.4% on employee performance, and the remaining 47.6% is influenced by other factors not explained in this study.
The main purpose of the research study is to analyze the effect of organizational commitment, job satisfaction and work insecurity as well as their impact on the performance of Bank Aceh Syariah. The samples of the research are 209 employees which are selected with survey methods. Data was collected by using questionnaire, and then the data was analyzed with statistical methods of structural equation model (SEM). The study found that the organizational commitment and job satisfaction have a negative effect on turnover intention, but positive effect on the performance of Bank Aceh Syariah. The work insecurity has a positive effect on turnover intention, but negatif effect on the performance of the bank.
This study aims to test the effect of employee engagement and organization trust on organization citizenship behaviour and its impact on organization Effectiveness. The object of this research is the government organization of Pidie Jaya with Echelon IV Officers as a respondent. The number of sample is determined by using proportional sampling technique and Slovin equation, and it provides 171 respondents. Data is analyzed using the path analysis with the SPSS program assistance. The findings describes that employee engagement, organization trust, organization citizenship behaviour and organization Effectiveness have been going well. For the verification test of direct effect provides: employee engagement effects organization citizenship behaviour; organization trust effects organization citizenship behaviour significantly; employee engagement effects organization Effectiveness significantly; organization trust effects organization effectiveness significantly, and; organization citizenship behaviour effects organization Effectiveness significantly. These all findings prove that the previous theories are still applicable, and these also apply in Government organization of Pidie Jaya District. The originality of this research is in its novelty in term of the object, time, and statistic approach. This result contributes to academic and research area in order to develop the next model and method. For the practical, this has verified that the variables in this research need more attention from the managers especially in organization related.
This paper is an analysis on the impact machine learning, Artificial Intelligence, and robotics has on the supply chain management. The analysis covers the basis of AI in the SCM mechanisms while defining it from the ground up. Later on, to shed a true light on supply first the paper zooms in on the effects of machines in marketing. From what particular methodologies are deployed in today’s environment extending all the way to its anticipated outcomes. As the reader progresses he/she will find valuable studies on the main segments of machine learning within the supply chain itself. Certain novelties and innovations are scrutinized regarding SCM alongside these studies. These innovations are exemplified by certain cases presented in Part 3. The penultimate section briefly examines the possible drawbacks of the surge in machine application in SCM. The final section compiles the ideas presented in the paper as a whole and gives a glimpse of an estimate for the near future.
Huang (2018) decomposes the differences in quantile portfolio returns using distribution regression. The main issue of using distribution regression is that the decomposition results are path dependent. In this paper, we are able to obtain path independent decomposition results by combining the Oaxaca-Blinder decomposition and the recentered influence function regression method. We show that aggregate composition effects are all positive across quantiles and the market factor is the most significant factor which has detailed composition effect monotonically decreasing with quantiles. The main decomposition results are consistent with Huang (2018)
In Kenya, the newly promulgated constitution of 2010 (CoK, 2010), provides the basis of monitoring and evaluation as an important tool for operationalizing National and County Government projects to ensure projects success, integrity, transparency and accountability. The county governments are responsible for delivering basic services in collaboration with other agencies and partners to enhance quality of life: however, the county government projects has been marred by lack of integrity, transparency, accountability and litany of other monitoring and evaluation weakness which has undermined the impacts and success of projects including Regional Economic Blocs. Lake Region Economic Bloc (LREB) which comprised of fourteen counties bordering Lake Victoria Basin is not sparred either. The study was conducted in six LREB Counties namely, Migori, Homabay, Kisumu, Siaya, Kakamega and Vihiga chosen in a random manner. This study specifically assessed the effectiveness of Monitoring and Evaluation methods on the Performance of County Governments Projects. The study was guided by the theory of change. The research was carried out using descriptive survey design which entails both qualitative and quantitative data collection procedures. The researcher used stratified random sampling techniques to draw a sample from the study population. The qualitative method focused on group discussion and in-depth interviews. The quantitative techniques employed questionnaires to 398 purposively selected subjects from the county projects. Data collection was from two main sources; primary and secondary. Secondary sources included relevant county documents, constitution, legislations, policy documents and reports among others. The Study employed questionnaires, Focus group discussion and Interview guide as its primary data collection method. Statistical Package for Social Science (SPSS) version 18.0 was used for analysis. Data was analyzed using descriptive and inferential statistics techniques and presented in tables and figures. The study findings indicated thatM&E methods, indicated by the coefficient of effectiveness (R2) which is also evidenced by F change 109.403>p-values (0.05). This implies that this variableis significant (since the p values<0.05) and therefore should be considered as part of effectiveness of M&E systems on the performance of County Governments projects. The study concludes that there are no effective and adequate projects monitoring and evaluation methods in place for County Government Projects, which can facilitate the achievement of desired projects performance and outcomes. The study recommends that the County Government should develop a clear M&E methods for each project with clear data collection, analysis, reporting and implementation methods. This Study recommends further research to be conducted in the other Regional County Economic Blocs.
This document summarizes a study on trust among Igbo businessmen in Nigeria. It finds that Igbo businessmen predominantly practice affective-based trust (70%) over cognitive-based trust (18%) in business dealings. Affective trust is built through personal relationships and past experiences, while cognitive trust relies more on general beliefs. The study also explores the role of trust in Igbo culture and business, finding trust is important for negotiations, relationships, and future dealings. Dependability, quality, timeliness, and reputation were key factors that build trust among Igbo businessmen. The impact of trust is that it encourages more business and a peaceful environment.
This study is directed to determine the role of government treasurer in state university in tax compliance. With the spirit of the state apparatus, especially the Civil Servant, in reporting the taxes, it is expected to become a continuously growing and infectious snowball to the taxpayers to report their taxes correctly, completely and clearly as well as to avoid administrative sanctions that are subject to such non-compliance. This study method used is qualitative, the source of this study is government treasurer. The use of this qualitative approach is based on the concept of natural setting, grounded theory, descriptive, more concerned with the process than the outcome, temporary design, and research results are negotiated and agreed upon. The results show that treasurers have a big role in tax compliance, but however, there are still many obstacles that must be faced in fulfilling their financial obligations. this research was conducted only in one state university, so that data that could be processed was very limited.
The corporate governance is a popular topic within two last decade, and the emerging economies are practicing &enhancing their performances. The review is conducted to assess the effectiveness of the corporate governance implications on firm’s performances. The study followed the deductive approach and the journal articles, and the reports have used the source of the review. As per the literature findings, the researcher developed a conceptual design for the case review. The independent variable is the corporate governance mechanism, and the dependent variable is organizations performances. Both independent and dependent variables comprise the different type of corporate governance practice and the different function of the organizational performances. The review found that all the types of corporate governance practices are influenced to the organizational performance and the better corporate governance mechanism can enhance all type of performances.
Innovative work behavior is likely to be an important need for the increasing performance of the hospital to provide the health public services. Theoretically and empirically, the behaviors be related to employee perception on management support, information technology and employee empowerment. The study aims to determine the effect of management supports and information technology on employee empowerment as well as their impact on the innovative work behaviors of the employee of dr. Zainoel Abidin District Hospital Banda Aceh. The study conducted of 302 employees of the hospital. The data collected by questionnaire and then the data is analyzed by statistical means of structural equation model (SEM). The study found that management support and information technology have a positive and significant effect on the employee empowerment and innovative work behavior. The employee empowerment mediates the effect of management supports and information technology on the innovative work behavior.
This research deals with an insight and analysis of the economy projectification in a smaller country, here represented by Croatia. The study was inspired by similar research conducted in Germany, Island and Norway and it is based on similar but partly adapted methodology. The objective of this study is to measure level of economy projectification in a smaller country, and to provide relevant data related for the level of project work. The random sample of 250 companies, from both public and private sectors, was selected across nine sectors of the economy. A stratified random sampling was drawn and interviews were conducted via telephone, so as on-line survey. While analysing collected data and considering the objectives of this paper, only basic statistical analyses were applied for calculating averages and mean values. This study confirmed that projectification trends and figures in a smaller country are similar to those in larger or developed countries. During the period of last five years, the projectification level of the Croatian economy was increased from 27% (in 2013.) to33% (in 2018.). The results show significant difference in projectification among the different sectors of economy, so as changes and trends over the recent time period.
This paper is designed to show how integrated process planning and cross employee planning can be a vital part to any business operation. It will also uncover how different integrated processes and employee relations will help a business to grow. Various topics ranging from enterprise resource planning, integrated planning in supply chains, the non-linear approach, innovation and digitalization coupled with cross training and empowerment, Human resources, and Manager Employee relations complement each other and could bring an organization together. Various thought processes and intellectual reasoning skills were instrumental in all consideration of this project. Many antiquated processes were changed over the years to update operations in the business world where conventional means were not effective. Integrating product planning and employee planning optimized operations both in the product and service industry and I will accent many of these optimizations. With recent technological advances and human relations tactics, project management and organization has been streamlined and works more productively than its predecessors. Regardless of the industry, integrated process planning, and cross employee planning could possible turn a dinosaur into a competitive part of the economy.
One of the problems in big cities are transportation.They solve this problem by providing mass transportation such bus or train. People use this facility to travel between surrounding cities or within the city. Jakarta recently has a new public transportation called TransJakarta which serving people travelingfrom nearby cities and in the city.In order to move or doing business between places people in Jakarta use TransJakarta This research aims to analyse ticket price, service quality and customer value toward customer satisfaction. We conducted a research by using questionnaires given to thepassangers and developed a model using a multiple regression to process the result from questionnaires. Samples were taken from The number of sample for this reseach was 130 customers taken from one bus stop which passengers traveled from BSD City to Grogol and Slipi. The results from partial testing showed that customer value andservice quality have effect on customer satisfaction while ticket price does not have effect on customer satisfaction.
This document summarizes a research study that examined the relationships between perceived website quality, perceived benefits, electronic word of mouth (eWOM), trust, and consumer attitudes toward online shopping in Indonesia. The study used a survey of 118 online shopping consumers and structural equation modeling to analyze the data. The results showed that perceived website quality positively influences perceived benefits and trust. Perceived benefits and trust positively impact consumer attitudes toward online shopping. Additionally, perceived website quality indirectly influences consumer attitudes through its effect on trust.
Dairying is one of the livestock productions practiced almost all over Ethiopia, involving a vast number of small, medium, or large-sized, subsistence or market-oriented farms. However, the structure and performance of dairy sectors and its products marketing both for domestic consumption and for export is generally perceived poor in Ethiopia due to different challenges. These challenges vary across different production system to another and/or from one location to another. Among other challenges seasonality of production, spoilage (lack of milk collecting facilities), poor animal health and management, inadequate supply of quality feed, low productivity and genetics ,quality problem, weak vertical integration, absence processing plant, inadequate permanent trade routes and other facilities like feeds, water, holding grounds, lack or non-provision of transport, lack of access to land, ineffectiveness and inadequate infrastructural and institutional set-ups, prevalence of diseases, lack of credit and inadequate market information are dominant in Ethiopia. Therefore, market infrastructure facilities, producers cooperative, feed quality and quantity provision system need to be strengthen for effective dairy value chain development.
This research paper examines customer intention to reorder in respect to delivery service and product satisfaction. Our research model includes delivery service, satisfaction and reorder intention. Satisfaction in this research model work as mediating variable. A survey method was adopted to collect data, collected data were analysis using SPSS to see the correlation between variables. A significant relationship was found between delivery service and reorder intention as well as moderating role was also note with satisfaction and reorder intention.
This paper examines the impact of internet use on student performance. In this cross-sectional study, one hundred twenty survey responses were collected from plus two-level students from BirendranagarSurkhet. The respondents were selected from class 11 and 12 students randomly. Frequency of internet use, location of internet use, cooperation from teachers for internet learning and peer group influence on internet use for academic purpose has been analyzed with their academic performance.one sample t test was used to analyze the data. The finding concludes all these variables have positive impact if the student use internet for learning process. Similarly, the analysis shows that the student who used internet at home for learning purpose has found highest academic achievement.
More from The International Journal of Business Management and Technology (20)
This presentation includes basic of PCOS their pathology and treatment and also Ayurveda correlation of PCOS and Ayurvedic line of treatment mentioned in classics.
Macroeconomics- Movie Location
This will be used as part of your Personal Professional Portfolio once graded.
Objective:
Prepare a presentation or a paper using research, basic comparative analysis, data organization and application of economic information. You will make an informed assessment of an economic climate outside of the United States to accomplish an entertainment industry objective.
Thinking of getting a dog? Be aware that breeds like Pit Bulls, Rottweilers, and German Shepherds can be loyal and dangerous. Proper training and socialization are crucial to preventing aggressive behaviors. Ensure safety by understanding their needs and always supervising interactions. Stay safe, and enjoy your furry friends!
Biological screening of herbal drugs: Introduction and Need for
Phyto-Pharmacological Screening, New Strategies for evaluating
Natural Products, In vitro evaluation techniques for Antioxidants, Antimicrobial and Anticancer drugs. In vivo evaluation techniques
for Anti-inflammatory, Antiulcer, Anticancer, Wound healing, Antidiabetic, Hepatoprotective, Cardio protective, Diuretics and
Antifertility, Toxicity studies as per OECD guidelines
How to Manage Your Lost Opportunities in Odoo 17 CRMCeline George
Odoo 17 CRM allows us to track why we lose sales opportunities with "Lost Reasons." This helps analyze our sales process and identify areas for improvement. Here's how to configure lost reasons in Odoo 17 CRM
June 3, 2024 Anti-Semitism Letter Sent to MIT President Kornbluth and MIT Cor...Levi Shapiro
Letter from the Congress of the United States regarding Anti-Semitism sent June 3rd to MIT President Sally Kornbluth, MIT Corp Chair, Mark Gorenberg
Dear Dr. Kornbluth and Mr. Gorenberg,
The US House of Representatives is deeply concerned by ongoing and pervasive acts of antisemitic
harassment and intimidation at the Massachusetts Institute of Technology (MIT). Failing to act decisively to ensure a safe learning environment for all students would be a grave dereliction of your responsibilities as President of MIT and Chair of the MIT Corporation.
This Congress will not stand idly by and allow an environment hostile to Jewish students to persist. The House believes that your institution is in violation of Title VI of the Civil Rights Act, and the inability or
unwillingness to rectify this violation through action requires accountability.
Postsecondary education is a unique opportunity for students to learn and have their ideas and beliefs challenged. However, universities receiving hundreds of millions of federal funds annually have denied
students that opportunity and have been hijacked to become venues for the promotion of terrorism, antisemitic harassment and intimidation, unlawful encampments, and in some cases, assaults and riots.
The House of Representatives will not countenance the use of federal funds to indoctrinate students into hateful, antisemitic, anti-American supporters of terrorism. Investigations into campus antisemitism by the Committee on Education and the Workforce and the Committee on Ways and Means have been expanded into a Congress-wide probe across all relevant jurisdictions to address this national crisis. The undersigned Committees will conduct oversight into the use of federal funds at MIT and its learning environment under authorities granted to each Committee.
• The Committee on Education and the Workforce has been investigating your institution since December 7, 2023. The Committee has broad jurisdiction over postsecondary education, including its compliance with Title VI of the Civil Rights Act, campus safety concerns over disruptions to the learning environment, and the awarding of federal student aid under the Higher Education Act.
• The Committee on Oversight and Accountability is investigating the sources of funding and other support flowing to groups espousing pro-Hamas propaganda and engaged in antisemitic harassment and intimidation of students. The Committee on Oversight and Accountability is the principal oversight committee of the US House of Representatives and has broad authority to investigate “any matter” at “any time” under House Rule X.
• The Committee on Ways and Means has been investigating several universities since November 15, 2023, when the Committee held a hearing entitled From Ivory Towers to Dark Corners: Investigating the Nexus Between Antisemitism, Tax-Exempt Universities, and Terror Financing. The Committee followed the hearing with letters to those institutions on January 10, 202
A workshop hosted by the South African Journal of Science aimed at postgraduate students and early career researchers with little or no experience in writing and publishing journal articles.
Exploiting Artificial Intelligence for Empowering Researchers and Faculty, In...Dr. Vinod Kumar Kanvaria
Exploiting Artificial Intelligence for Empowering Researchers and Faculty,
International FDP on Fundamentals of Research in Social Sciences
at Integral University, Lucknow, 06.06.2024
By Dr. Vinod Kumar Kanvaria
it describes the bony anatomy including the femoral head , acetabulum, labrum . also discusses the capsule , ligaments . muscle that act on the hip joint and the range of motion are outlined. factors affecting hip joint stability and weight transmission through the joint are summarized.
1. www.theijbmt.com 16|Page
The International Journal of Business Management and Technology, Volume 2 Issue 1 January 2018
Research Article Open Access
Motivational Strategies for Teacher Attraction and
Retention in Nyeri County, Kenya
Dr. Susan Njeri Wamitu,
School of Business and Economics, Department of Business and Entrepreneurship, South Eastern
Kenya University.
Abstract
Education is the key that unlocks opportunities in every human being’s life as it creates a
non-imitable resource. It is universally believed that the only inheritance one can leave for
their off springs is education. This throws to the limelight, the main driver behind this
crucial resource: the teacher. The background of the study highlights the declining trend
in teacher retention and consequently a shrinking teacher workforce particularly in
secondary schools. The objectives of the study were: to explain the background of teacher
turnover, establish teacher turnover rate in a period of 1-10 years in Nyeri County,
identify major push and pull factors in the teaching profession in Nyeri County and
recommend strategies that can be used to retain teachers in Nyeri County. Literature
reviewed brought to fore certain characteristics associated with recruitment. The study is
based on Hertzberg’s two factor theory which distinguishes the hygiene factors as the
most crucial in teacher motivation as opposed to motivational factors. The study findings
highlight a myriad of pull and push factors impacting teacher turnover chief among them
as teachers’ teachers’ pay, with other underlying factors like job dissatisfaction, work
environment, reward system, work overloads, resource provision, professional training
and development and promotions. The study recommends that teacher motivational
sessions be organized, teacher facilitation be effected and rewarding, recognition of
teacher effort and formulation of attractive teacher retention policies by the government.
Key words: Motivation, Non-Imitable Resource, Grievances, Strategy, Retention
I. Background
Teachers area very crucial resource in an individual’s life. Svenska Dagbladet (2010)
considers teachers as the most important professionals more so in an economy that wants
to achieve its vision. The 21st century has witnessed the world suffering a common
problem denominator of a shrinking teaching workforce. It is a crisis that is demanding
immediate attention in the midst of increased student’s population and especially in
Kenya where primary education is compulsory. The formation of counties has come with
a variety of challenges, one of them being teacher imbalances in different counties.
Teacher attraction is one thing in many regions but retention becomes a challenge.
According to the U.S. department of education (U.S., 2000), teacher shortage is not caused
by insufficiency of qualified individuals but by too many teachers leaving the teaching
2. www.theijbmt.com 17|Page
Motivational Strategies for Teacher Attraction and Retention in Nyeri County
career. The same observation is made by Boser (2000) through a study carried out based
on those students who acquired college degrees in 1992-1993. Approximately one out of
five graduates joined the teaching profession in 1994-1995 but had left by 1996-1997.
Across many nations and particularly Africa, teacher shortage is common in almost all
levels of learning and more so in primary and secondary schools. (Bland et al, 2004). It is
every organization’s preference to retain teachers once recruited but this does not always
happen since according to Heller (2004), almost half of the teachers recruited leave their
institutions for greener pastures in the first three to five years. Chief among the many
reasons that can be attributed to the high turnover is pay and challenges associated with
the teaching profession (Coggins & Deffenbaigh, 2013)
According to NASBE (National Association of State Boards of Education), (1998)
American public schools face teacher shortage, reason being, not because there are no
qualified teachers but basically because of teacher distribution. This misdistribution is
pronounced in some particular geographical regions and specific specialties like special
education, bilingual education and sciences (Darling-Hammond, 2001).
The problem of teacher attrition is not unique to developed countries for it is worse in sub
Saharan Africa where the challenge of over enrolment demands for an increase in the
number of teachers. In Gambia for example, to meet the number of teachers targeted, it
had to double the current number of teachers (VSO, 2007). In the wake of every African
country trying to improve economic development, and recognition of the role played by
knowledge, school enrolment has intensively multiplied, overworking the teachers and
demanding for recruitment of reinforcing teachers. In Lesotho, Education International
(2007) found out that 40% of the primary school teachers were unqualified. At the time,
Lesotho had about 40,000 unemployed teachers and Zambia had 15,000 unemployed
(Education International, 2007)
II. Statement of the Problem
While a teacher is one of the most important assets that a society can have, teacher
turnover continues to escalate with minimal interference from policy makers. The
numerous teachers strikes have not only caused a deterioration in schools’ performance,
but also made unpopular the vocation such that no student want to be associated with a
teacher as a mentor, leave alone taking teaching as a preferred profession. This scenario
relegates the profession to a pattern of unmotivated workforce which only remains in the
career for lack of a better option. The main concern of this study is teacher motivational
strategies that can minimize teacher attrition
III. Objectives
The following were the objectives upon which the study was based
i) To explain the background of teacher turnover
ii) To establish teacher turnover rate in a ten year period in Nyeri County
3. www.theijbmt.com 18|Page
Motivational Strategies for Teacher Attraction and Retention in Nyeri County
iii) To identify major push and pull factors in the teaching profession in Nyeri County
iv)To recommend strategies that can be used to retain teachers in Nyeri County
IV. Literature Review
A lot of literature has been written on recruitment and retention of teachers. Reviewing of
that literature is crucial in exposing the scenario on the ground and the expectations
thereof. According to the U.S Department of Education (2000), school staff shortage is not
caused by insufficient supply of qualified individuals but too many of them leaving the
profession (Ingersoll, 1997). A case study was done in the U.S education department and
whose findings indicated that one out of five of students who earned college degrees
between 1992 to 1993 began teaching between 1994 to 1995 and had quit the profession by
1996 to 19997 (Boser, 2000).
A study by Hare and Heap (2001), adds weight to the same findings that a quarter of all
beginning teachers leave the classroom within the first four years especially in teaching
fields of special education, Mathematics and science. Ingersoll (2000)observed that the
turnover is as high as 50 % in schools located in high poverty areas. The same study
indicated that the teachers known to leave fast are intelligent and effective teachers.
Ingersoll (2001) noted that students’ performance varied from one school to another due
to many reasons but chief among them were those related to teachers. This gives a
confirmation that teachers are very significant to a student’s academic performance.
Current research has appreciated the relationship that exists between teacher retention
and students’ performance (Nye, Konstantopoulos & Hedges, 2004).
Darling-Hammond (2000) observed in his study on teacher retention that there was a
profound relationship between increased years of service and teachers effectiveness in
teaching. This view was confirmed by Croninger, King Rice, Rathbun, & Nishio, (2007),
that teachers with more than five years teaching experience are more effective than those
with less. It should be noted that for a school to get the appropriate teachers who can be
retained in the institution, effective recruitment and retention plan has to be adopted.
There are certain characteristics associated with recruitment that assure teacher attraction,
motivation and retention as is advocated for by (Morehart, 2001; Webb& Norton, 2008;
Streisand & Toch, 1998; Boyd, Lankford, Loeb & Wyckoff, 2005). The first characteristic is
that there recruitment should be a continuous process not pegged on immediate
requirement for teachers but rather a proactive venture through giving continuous
positive highlights of positive elements of county and schools so as to attract potential
teachers. Creating awareness about schools and teaching in exhibitions and other trade
fares would stamp recruitment
Secondly, a package of recruitment materials indicating county schools and their sites,
county philosophies, curriculum features, tuition preparation among others should be
developed and which should augmented by scheduling of county and school visits to
create a positive image about the school and teaching so as to avert misconception or
stereotypical believes held in respect of certain schools.
4. www.theijbmt.com 19|Page
Motivational Strategies for Teacher Attraction and Retention in Nyeri County
Liaisons should be formed between local colleges and secondary schools to encourage
students who join those who join the teaching profession by allowing them to witness the
beauty in teaching and treating them well when under attachment or internship. There
should also be formation of prospective/future teachers’ clubs in schools to expose
potential teachers to first hand teacher experiences
V. Guiding Theory-Hertzberg’s two factor theory
The study is guided by Hertzberg’s two factor theory or motivator-hygiene theory by
behavioral scientist, Fredrick Herzberg (1959), which comprises of two sets of factors.
There exists in every organization, job factors that create employee satisfaction and others
that cause dissatisfaction. The two sets are: hygiene factors (The term "hygiene" is used to
mean that these are maintenance factors) which refer to job factors that are essential for
motivating workers at the workplace. They do not lead to satisfaction but there absence
leads to dissatisfaction. Examples are pay, company policies, fringe benefits, physical
working conditions, paid insurance, interpersonal relations and job security.
The second set of factors is motivational factors which cause employee satisfaction. These
are: recognition, sense of personal achievement, personal growth and promotional
opportunities, responsibilities, challenging work, recognition for one's achievement,
responsibility, involvement in decision making and sense of importance to an
organization. Based on the observations made from the pull and push factors impacting
on teacher attrition, the theory clearly discloses the main reasons why teachers leave the
profession. Primarily, teachers are concerned with the hygiene factors which are their
basic concerns and secondly, the motivational factors.
The two factor theory has implications. Managers must guarantee adequacy of both
hygiene factors and motivational factors to avoid employee dissatisfaction and also make
work interesting, challenging but rewarding to entice workers to contribute unreserved
efforts. In other words, ensure they create job enrichment.
Based on findings from a study by Darling-Hammond (2001) reviewed earlier in the
study, personal goal achievement ranked as the highest satisfier with 26% while
recognition ranked second with 50%. The dissatisfiers were derived from a study
conducted in 12 African countries, Kenya being one of them. The major categories were
workload and working hours, general classroom conditions, management support, school
location, distance to work and living arrangement. From the study, the conclusion made
confirms the importance of motivational factors to employees and in this case, teachers.
VI. Study Design and Methodology
The study used descriptive research design which as is advocated for by Orodho (2005),
enables ease of gathering, summarizing, interpreting and presenting data. Purposive (also
called judgmental, selective or subjective sampling method) (which is an appropriate non-
probability sampling method),was used to sample five high schools in Nyeri county to
form the study respondents. The county director of education in Nyeri County was
interviewed. The questionnaires were dropped and picked and an interview scheduled
5. www.theijbmt.com 20|Page
Motivational Strategies for Teacher Attraction and Retention in Nyeri County
with the county director. The data collected was analyzed using descriptive statistics and
the results presented in tables.
VII. Study population
A total of 30 respondents from 5 schools and 1 county director of education formed
the study sample.
VIII. Findings
From thestudy findings on the number of teachers that leave the profession, the results
obtained were as indicated below
Table 1:Number of teachers that join and leave schools/profession in the stated periods
Period 1 year 3-5
year
s
6-10
year
s
Abov
e 10
years
Total Cumulati
ve %
County director’s
responses
JOIN 700 1600 5000 7300
LEAVE 349 600 2160 3109 43
Teachers responses JOIN 77 112 169 254 612
Average percentage
LEAVE 59 109 134 175 477 78
61
From table 1, it is noted that, during the specified periods, a total 7,300 teachers join the
profession and 3,109 leave in Nyeri County according to the statistics in the county
education offices. In the secondary school level, 612 teachers cumulatively join while 477
leave during the same period. For the two levels of data collected, 43 % of teachers leave
according to the county education offices while 78 % leave in the school level. This serves
to explain why there is always an outcry of teacher shortage.
Table 2: Summary of Major Findings
Factors Percentage (%)
Attracting Factors
(Pull Factors)
Improved remuneration 11
Surety of getting the job upon training 13
Lack of other opportunities 15
Long holidays in April, August and December 10
Interaction with youth which makes the teacher
vibrant and youthful 3
To nurture young people/passion 6
Profession has security of tenure 16
Duration and content for training not difficult 4
6. www.theijbmt.com 21|Page
Motivational Strategies for Teacher Attraction and Retention in Nyeri County
Teaching is a calling 4
Family background 2
Low JAB cutoff points/academic grades 6
It is a noble profession 2
Corruption free 2
No response 6
Factors That
Cause Teachers
To Leave (Push
Factors)
Frustration from lack of promotion/stagnation 13
No motivation 10
Monotony of work 3
Availability of better paying jobs 13
Difficulty in handling the young 1
Starting own businesses 1
Demanding profession/tight schedules; no
social life
1
Policies without consulting teachers 3
Pressure to perform 7
Low remuneration 18
Alternative jobs after further education 1
Insecurity 1
Transfers/Retirement 3
Delayed salaries 1
Poor teacher-government relations 4
Negative attitude of the profession by
community
1
intimidation/demotivation from authorities
especially T.S.C/parents/undisciplined learners
1
7
Postings in remote areas 3
Greener pastures 4
Poor infrastructure/facilities/working
conditions
3
Change of curriculum 1
Recommended
Strategies For
Retaining
Teachers
Harmonization of remuneration of teacher pay
with other employees 10
Better pay 21
Minimal political interference 2
Improve terms and conditions 4
Organize motivational sessions for teachers 2
Avail appropriate teacher facilities 2
Reward effort/promote 12
Government formulates attractive policies for
teachers
4
More teachers to reduce workloads to a ratio of
1:35
5
Reduce pressure of performance 2
Treat teachers with dignity and Fairness in
appraisal and promotion 9
7. www.theijbmt.com 22|Page
Motivational Strategies for Teacher Attraction and Retention in Nyeri County
Boosting security understanding 2
In war-torn areas 2
Stop teacher intimidation by T.S.C 3
Positive attitude towards profession 3
Conducive working environment 3
Immediate employment after graduation 2
Decongest public schools classes 2
Effect the 50-60 % to invoke intrinsic motivation 2
Avoid biasness in transfers & employment 2
Allowances for extra work in boarding schools 2
Regular inclusion of emerging/contemporary
issues in curriculum 2
Eliminate exam cheating to accord schools their
fair grades without standardizing 2
IX. Conclusion
The findings from the study direct to the following conclusion
Background on teacher turnover
Teacher turnover rate is a widespread problem all over the world and similarly, Kenya
has a problem of teacher imbalance in the counties. Teacher attraction is generally
challenged by teacher retention and approximately one out of five graduates leave the
profession in the first two to three years of their employment.
Teacher turnover rate in a ten-year period
From the findings, 61 percent of the teachers that join the profession leave within the first
ten years of employment into the teaching profession in Nyeri County. This leads to the
conclusion that motivational factors must be identified that would not just attract but also
retain teachers
Major pull and push factors
Amongst the several factors outlined as impacting on teacher retention, the following
were paramount. Pull factors: improved remuneration, lack of other opportunities,
improved remuneration, and surety of getting teaching job upon training, long holidays in
April, August and September, security of tenure and the low Joint Admissions Board cut
off points for one to be admitted for a teaching course.
Push factors identified were: lack of promotion/stagnation, lack of motivation, availability
of other paying jobs, low remuneration, and intimidation from authority, parents and
undisciplined leaners
Recommended strategies for teacher retention
The following were recommended as the strategies for retaining teachers: harmonization
of remuneration with other employees’ particularly civil servants, better pay, reward and
promotion based on effort (merit), treating teachers with dignity and fairness in appraisal
and promotion.
8. www.theijbmt.com 23|Page
Motivational Strategies for Teacher Attraction and Retention in Nyeri County
Recommendations
The following is recommended based on the study objectives.
Background on teacher turnover
Based on the review of the background of teacher turnover, it is recommended that the
policy makers adopt intervening measures to curb teacher attrition.
Teacher turnover rate in a period of 1-10 years
The policy makers and teacher management should endeavor to improve on and also
augment teacher attraction pull factors as they minimize the push factors
Major pull and push factors
It is recommended that the government improves teacher pay packages, promote teachers
based on merit and immediately reduce teacher intimidation from authorities, parents and
undisciplined learners
Recommended strategies for teacher retention
Emphatic recommendations are made to policy makers, parents and students pointing at
salary harmonization, merited promotions and according teachers their deserved dignity.
REFERENCES
1) Blan, C. (2006) Ane School’s strategy to assess and improve the vitality of its faculty.
Academic medicine, 77, 368-376
2) Boser, U. (2000, February 13). A picture of the teacher pipeline: Baccalaureate and
Beyond Education Week Quality Counts 2000, 19(18), 17
3) Boyd, D., Lankford, H., Wyckoff, J. & Loeb, S. (2005). The draw of home: How
teachers’ Preferences for proximity disadvantage urban schools. Journal of Policy
Analysis and Management, 24, 113-123
4) Coggins, C., & Diffenbaugh, P. (2013).Teachers with drive. Educational Leadership,
71 (2), 42-45.
5) Croninger, R, et.al. (2007). Teacher qualifications and early learning: Effects of
certification, degree, and experience on first-grade student achievement. Economics
of Education Review, 26, 312-324. doi:
6) Dagbladet, S. (2010) The Swedish Daily News, Stockholm, Sweden
7) Darling-Hammond, Linda (2001).The right to learn: a blueprint for creating schools that
work (1stEd.). San Fransisco, CA: Jossey-Bass/Wiley.
8) Darling-Hammond, L. (2000).Teacher quality and student achievement: A review of state
policy evidence. Education Policy Analysis Archives, 8(1).Retrieved from http://e
paa.asu.edu /epaa/v 8nl.
9. www.theijbmt.com 24|Page
Motivational Strategies for Teacher Attraction and Retention in Nyeri County
9) Heller, D. (2004) Student price response in higher education: An update to Leslie
and Brinkman Journal of higher education, 624-659
10) Education International (2007). Teacher Supply, Recruitment and Retention in six
Anglophone Sub-Saharan African Countries. (Researcher Dennis Sinyolo,
EICoordinator, Education and Employment)
11) Guarino, C., Santibanez, L., Daley, G., & Brewer, D. (2004, May).A review of the
research literature on teacher recruitment and retention (Technical Report, Education
Commission of the States). Santa Monica, CA: Rand Corporation. Retrieved from
http://wwwcgi.rand.org/pubs/technical reports/2005/RAND TR 164.pdf
12) Hare, D., & Heap, J. L. (2001a, June).Teacher recruitment and retention strategies in the
Midwest: Where are they and do they work? Naperville, IL: North Central Regional
Educational Laboratory.
13) Hare, D., & Heap, J. L. (2001b, May).Effective teacher recruitment and retention
strategies in the Midwest: Who is making use of them? Naperville, IL: North Central
Regional Educational Laboratory.
14) Herzberg, F. (January–February 1964). "The Motivation-Hygiene Concept and
Problems of Manpower". Personnel Administrator (27): 3–7.
15) Ingersoll, R. (2001). Teacher turnover and teacher shortages: An organizational
analysis. American Educational Research Journal, 38(3), 499-534.
16) Ingersoll, R. (1997 Fall). Teacher turnover and teacher quality: The recurring myth of
teacher shortages. Teachers College Record, 99(1), 41–44
17) Maslow, A.(1968). Toward a Psychology of Being. New York: D. Van Nostrand
Company.
18) Maslow, A.H. (1943). "Psychological Review 50 (4) 370–96 - A theory of human
motivation". psychclassics.yorku.ca.
19) Morehart, K. (2001). How to create an employee referral program that really works.
HRFocus, 78, 3-5
20) New from NASBE - Capitalizing on ESSA incentives to align academic &CTE
programs. https://t.co/7Q63aWpMWwJun 2
21) Nye, B., Konstantopoulos, S, & Hedges, L.V. (2004). How large are Teacher Effects?
Educational Evaluation and Policy Analysis, 26, 237-257
22) OECD (2005) website www.oecd.org/edu/teacherpolicy, Teachers matters:
Attracting, developing and retaining effective teachers
10. www.theijbmt.com 25|Page
Motivational Strategies for Teacher Attraction and Retention in Nyeri County
23) Orodho, J. (2005) Education and Social Sciences Research Methods. Harlifax Printers,
Nairobi
24) Paul, B. et.al. (2004), Strategies for attracting and retaining teachers, Emporia state
university
25) Streisand, B., & Toch, T. (1998).Many millions of kids, and too few teachers.US News
and World Report, 24-26.
26) Svenska, D. (2010) Tuffarekrav for lararubildning, tougher demands for teacher
education, Retrieved from http://www.svde
27) U.S. Department of Education.(2000, November).Eliminating barriers to improving
teaching. Washington, DC: Author.
28) VSO (2007) 'Teachers Speak Out': A policy research report on teachers' motivation and
Perceptions of their profession in the Gambia, VSO UK
29) Webb, D., & Norton, M. S. (2008). Human resources administration: Personnel issues and
Needs in education (5th Ed.). Upper Saddle River, NJ: Prentice Hall