Here are some potential pros and cons of a merit pay system for teachers: Pros: - It could motivate teachers to work harder and be more innovative in their teaching methods to earn higher pay. The incentive of more money may push some teachers to higher levels of performance. Cons: - It may decrease collaboration as teachers compete against each other for merit pay. This could undermine the cooperative culture needed in schools. - It may be difficult to fairly evaluate teacher performance and impact on student achievement. Standardized test scores are an imperfect measure and many factors beyond a teacher's control influence student outcomes. - It could decrease morale as high-performing teachers feel they are working much harder for relatively small pay increases while lower

1. Educational Administration
Motivation
Prepared by: Negar

2. Motivation
Focusing Questions
 What causes some employees to be highly motivated, while others lack drive and
commitment?
 Which motivation theory is most practical for school administrators: motivation-
hygiene or existence relatedness growth theory? Why?
 What can school administrators learn from expectancy theory to improve their
effectiveness in motivation employees?
 How might school administrators improve equity to avoid dysfunctional
consequences?
 What are the key elements of goal-setting theory? How do they pertain to
employee motivation?
 How can these approaches to motivation be used in your school district?

3. What is motivation?
 Derived from the Latin word “MOVERE” which means to move
 The processes that account for an individual’s intensity, direction,
and persistence of effort towards attaining a goal.

4. Three common aspects of motivation
• concerns the magnitude or intensity of
employee’s work – related behavior
Effort
• concerns the sustained efforts employee
manifested in their work- related
Persistence
• quality of an employee’s work – that is
investment of sustained effort in a
direction that benefits the employer
Direction

5. Three major types of motivation theories
 Content Theories
What motivates us
 Process Theories
Why and How motivation occurs
 Reinforcement Theories
How outcomes influence behaviors

6. ContentTheories
Maslow’s Need
Hierarchy Theory
Herzberg’s
Motivation-
Hygiene Theory
Alderfer’s
Existence
Relatedness
Growth (ERG)
Theory
Characteristics:
Concerned with
identifying specific
factors that motivates
people.
Example: Satisfying
people’s needs for pay,
promotion and
recognition.

7. Abraham Maslow’s Need Hierarchy
General Need Organizational
Factors Levels Factors
Growth Self-actualization Challenging job
Achievement (5) Advancement in organization
Advancement Achievement in work
Self-esteem Esteem Titles
Esteem from others (4) Status symbols
Recognition Promotions
Affection Social Quality of supervision
Acceptance (3) Compatible work group
Friendship Professional friendships
Safety Safety Safe working conditions
Security (2) Fringe benefits
Stability Job security
Water Physiological Heat and air conditioning
Food (1) Base salary
Shelter Working conditions
Complex
Needs
Basic
Needs

8. Frederick Herzberg’s Theory of Motivation
 Frederick Herzberg developed a unique and exciting
motivation theory.
 Frederick Herzberg's theory of motivation is also called the
two-factor theory, the dual-factory theory and the motivation-
hygiene theory.
 Herzberg focused attention on the work environment to
identify factors that arouse in people either positive or
negative attitudes toward their work.
Motivators
Hygiene Factors

9. Comparison of Satisfiers and Dissatisfiers

10. Frederick Herzberg’s Theory of Motivation
 Job satisfaction and Job dissatisfaction are important concepts of
Herzberg‟s motivation – hygiene theory.
 School administrators may neglect to consider that dissatisfied teachers
may weaken the educational program.
 Basic motivational principles and techniques can help administrators meet
teacher needs.

11. TIPS THAT CAN HELP SCHOOL ADMINISTRATORS
IMPROVE TEACHER JOB SATISFACTION
 USE PRAISE TO RECOGNIZE EXEMPLARY BEHAVIOUR
 ROTATE FACULTY MEETING LOCATIONS
 INSTITUTE A “5-10 REPORT” FROM TEACHERS
 EMPOWER TEACHERS
 RECOGNIZE GROUP ACCOMPLISHMENTS
 DO NOT OVELOOK LITTLE THINGS
 CREATE A “ BRAGGING WALL” IN THE FACULTY ROOM
 FOLLOW UP ON REQUESTS
 SELECT A FACULTY MEMBER OF THE MONTH
 INSTITUTE A TEACHER-FOR-A-DAY PROGRAM

12. Job satisfaction and job dissatisfaction are created by different factors:
• Hygiene factors: extrinsic (environmental) factors that create job
dissatisfaction.
• Motivators: intrinsic (psychological) factors that create job
satisfaction.
Attempted to explain why job satisfaction does not result in increased
performance.
• The opposite of satisfaction is not dissatisfaction, but rather no
satisfaction.
Frederick
Herzberg’s
Theory of
Motivation

13. Clayton Alderfer’s Existence Relatedness
Growth Theory
 Existence refers to our concern with basic material existence
requirements (What Maslow called physiological and safety needs)
 Relatedness refers to the desire we have for maintaining interpersonal
relationships (similar to Maslow's social/love need, and the external
component of his esteem need)
 Growth refers to an intrinsic desire for personal development (the
intrinsic component of Maslow's esteem need, and self-actualization)

14.  ERG theory demonstrates that more than one need may be operative at the same time.
 Alderfer also deals with frustration-regression. That is, if a higher-order need is frustrated,
an individual then seeks to increase the satisfaction of a lower-order need.
 Frustration – Regression
Enough remuneration
Provision for health insurance
Increasing use of teams and committees.
 ERG Theory Findings:
Cultural differences influence needs, needs are influenced by individual’s Personal values.
People are motivated by different Needs at different times in their lives.

15. PRO/CON Debate
Merit Pay
In many workplaces financial incentives are offered to motivate performance. For
example, salespeople frequently operate on commission the more they sell, the
more they earn. In the educational realm, many administrators receive annual salary
increments based on some form of merit-pay system. A merit-pay system allows
those whose performance is judged as superior to earn more than those whose
work is deemed to be average.
Question: Would merit pay increase teacher performance?