Rewards and the Job Performance and Teachers in Primary Secondary Schools in Kyegegwa District

Abstract

Rewards constitute one of the factors that employers use to influence desirable employee job performance. Indeed, private schools in Kyegegwa District offer their teachers financial and non-financial rewards as a way of motivating them to effectively execute their mandated duties. However, the job performance of the teachers has been reported poor. The study sought to examine the relationship between rewards and the job performance of teachers in private secondary schools in Kyegegwa District. Its objectives included: (i) finding out the perceptions about financial rewards and their relationship to the job performance of the teachers and (ii) finding out the perceptions about non financial rewards and their relationship to the job performance of the teachers in private secondary schools in Kyegegwa District. Data from a cross-sectional survey of teachers, head teachers and bursars was analyzed using quantitative and qualitative techniques with the aid of the Statistical Package for Social Science (SPSS). The results showed that the perceptions about financial rewards were poor and these were positively related to the current poor teachers’ job performance (r= 0.784, p = 0.032). The perceptions about non financial rewards were also poor and these were positively related to the current poor teachers’ job performance (r = 0.526, p = 0.018). The implications of the study are that private school administrators should focus more on offering fair financial and non financial rewards which are perceived to compare well with the teachers’ work effort, the financial and non-financial rewards which compare well with those of their colleagues in school, and the financial and non-financial rewards which compare well with teachers in other schools elsewhere in order to eliminate the problem of poor job performance of teachers in private secondary schools in Kyegegwa District.