Teacher compensation and motivation
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Teacher compensation and motivation

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Published by Technomic Pub. Co. in Lancaster, Pa., U.S.A .
Written in English



  • United States.


  • Teachers -- Salaries, etc. -- United States.,
  • Incentive awards -- United States.,
  • Merit pay -- United States.

Book details:

Edition Notes

Includes bibliographical references.

Statementedited by Larry E. Frase.
ContributionsFrase, Larry E.
LC ClassificationsLB2842.22 .T43 1992
The Physical Object
Paginationxxvii, 597 p. :
Number of Pages597
ID Numbers
Open LibraryOL1568158M
ISBN 100877628130
LC Control Number91058005

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"Compensation and Motivation" is the first book in the Applied Employee Engagement™ series. With a strong foundation in social science and behavioral psychology, this book will show you how to develop incentive plans that work! Turn the cost of compensation into an investment that will increase revenue and profit, enhance the value of the Cited by: Teachers' motivation is influenced by a myriad of factors, including compensation, success in the classroom, their dedication to the profession, the training they receive and the prospect of promotion and career advancement. Compensation influences teacher education, but in many cases it is not the most or the only important factor. The second volume in EPI's Series on Alternative Teacher Compensation Systems, Redesigning Teacher Pay provides a simple framework for designing and evaluating performance pay plans for teachers. This new book offers four case studies of performance pay in action and proposes a simple, yet powerful plan for reforming compensation for the next generation of teachers.   Teacher motivation involves both the desire to teach and one’s interpersonal style toward students while doing so. A teacher’s own personal motivation resolves around the extent of psychological need satisfaction experienced during the act of teaching, and it manifests itself in terms of teacher enthusiasm and job satisfaction. A teacher’s motivating style toward students revolves .

In their study of teachers, Sylvia & Hutchinson () con- cluded: “Teacher motivation is based in the freedom to try new ideas, achievement of appropriate responsibility lev- els, and intrinsic work elements. Based upon our find- ings, schemes such as merit pay were predicted to be coun- . The general objective of the study was to determine the effect of compensation on employee motivation at Chloride Exide group of Companies. This study was guided by three research objectives namely: to establish the methods used to determine employee’s compensation at Chloride Exide, to establish the extent to which direct. Theory of motivation Under theories of motivation, Vroom's expectancy theory clearly defines strong relationship between moderation and ing to this theory, satisfying one's expectations and giving value (rewarding) for his efforts will result in motivation. generally employee in any organisation first expect monetary reward from his/her employer in respect of his/her work.   The average base salary for teachers is $55,, according to data from the National Center for Education Statistics (the most recent federal data available). But teacher pay .

Teacher motivation has to do with teacher’s attitude to work desire to participate in pedagogical process with school/ college environment as well as teacher’s interest in student’s discipline and control in classroom (Aacha ; Bennell ). Furthermore, teachers have both intrinsic and extrinsic needs.   The compensation of public-school teachers is a perennial issue in American public policy, as the need to balance budgets collides with the desire to recruit and retain quality teachers. effect of motivation on employees’ performance regardless of the sector involved. Yet, the effect of motivation (i.e. the hygiene and motivational factors) is based on the dimensions of motivation used in the tertiary institution. In the context of this paper, the dimensions of motivation . motivation on teachers’ performance (47%). Therefore, the total effects of compensation, transparency, and motivation on teachers’ performance were 49%, 58%, and 47% respectively. Keywords: motivation, transparency, compensation, teachers’ performance, management, western Seram INTRODUCTION Organizations need leaders and leadership.