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THE
TEACHERS’ TRAINING AND WORK PERFORMANCE IN SELECTED SECONDARY SCHOOLS
CHAPTER ONE
INTRODUCTION
Background to the Study Training has been
defined as “an organised procedure by which people learn knowledge or skills
for a definite purpose”. It is a process for equipping the employee
particularly the non-management employee with specific skills e.g. technical
skills like plumbing, electrical wiring, repairing, artistic skills, clerical
and typing skills that would enable them to improve on their performances and
overall efficiency (Banjoko, 2001). Asobie (2002), states that the objective of
training is to enable employees to perform his/her job in such a way as to meet
the standards of output, quality, waste control, safety and other operational
requirements. Ayodele (2003) states that, for the fact that ours is a world
that is currently undergoing rapid changes particularly in the area of skill
obsolescence and technological capability, training is not exclusively reserved
for newly employed staff but also for the old employees as well. It is
therefore, for the purpose of enhancing individual performance that training
and development should be made a continuous process that should last through an
employees entire working life. Anyanwu (2004) affirms that because low and
middle level employees need to adapt to new skills and technologies, while
managers and top management personnel need deeper knowledge and understanding
of their jobs, the jobs of others, a good understanding of where and how their
jobs fit into the wider organisation
pattern, an understanding of government and societal constraints, and a
sensitive social awareness of the environment within which organisation or
school operates. For jobs like teaching that requires complex and diverse range
of skills and knowledge, a period of apprenticeship training is usually
required. For example, in technical jobs such as carpentry, plumbing, printing,
welding, engraving, tool making, and other jobs that require long period of
practice and experience, apprenticeship programmes are necessary if the trainee
is to fully grasp or understand the intricacies and complexities of the job.
Besides, since training takes place over an extended period of time, the
distributed learning necessary to master such skills is able to take place. In
addition, when apprenticeship programmes or training is well planned and
operated, it permits the integration of the best features of on-the-job
training and off-the-job training. It gives the apprentice an opportunity to
earn something while learning (Banjoko, 2001). Constant training or organisation
of seminars, workshops and other courses for teachers would improve to a great
extent, the effectiveness and efficiency of teachers’ productivity in the
school environment. Teachers occupy a central position in harnessing the
administrative and material resources necessary to blend with learners
(students). According to Nkemakolam (2005), a close look at the Nigerian
schools, especially the public schools, one would find out that there exists a
shortage of technical teachers in many primary and secondary schools. This is
largely due to lack of job satisfaction as a result of poor conditions of
service, lack of motivation, ineffectiveness on the job due to non-further
training etc. In any case, this affects students’ academic performance.
Onuoha and
Uzodinma (2000), state that once an organization has employed those it
considered qualified, suitable and competent to perform those jobs for which
they were hired, it must embark on an effective training and development
programme that is necessary to enhance the productive capabilities of the newly
hired employees, while it also embarks on training and retratining the old
workers or employees in order to maximize their productivity.
Training of
staff is important in the following ways: to remove performance deficiency; to
match the employees’ abilities with the job requirements and organizational
needs; to enhance organizational viability and the transformation process, to
cope with the new technological advancement; to improve quality and quantity of
work; to improve productivity and efficiency; to help staff cope with increased
organizational complexity resulting from increased mechanization automation.
Training, sometimes, may be undertaken to enhance employees’ self-esteem; to
boost staff morale and thereby improve organisational climate, especially, in
the school (Munonye, 2006).
For teachers
to maximize their potentials or exhibit maximum effectiveness in their duties
in the school system, constant staff training and development programmes must
be put in place and these programmes must be geared towards the enhancement and
improvement of teachers work performance which will also enhance the academic
performance of students in the school environment.
Statement of
the Problem
Training is
very essential in the creation of high productivity of staff, especially
teachers in the school system. When teachers are not trained, it brings about
emptiness in teaching and learning process. Non-trained teachers in the school
are not only cheats, they are not helping the school system to grow and
develop. People who teach in the school without having the required
qualifications, are the causes of low standard of education and low students’
academic performance (Ayo, 2003).
The school
system in Nigeria, has the problem of untrained teachers who have greatly
infiltrated into the teaching profession, because they think that teaching is
an all-comers’ job. They think that everyone knows how to teach, but they
forget that not everyone is trained to teach. Untrained and inexperience
teachers lack the mastery of content (what to teach), the methodology (how to
teach). Any teachers who do not possess the mastery of both what to teach and
how to teach cannot be said to be a teacher in the first place. Untrained and
teachers therefore, lack the skills and the capabilities to achieve the goods
in teaching and learning process. It is this belief that the researcher is
motivated to find out the extent to which training influence teachers
development and their job performance in secondary school.
Purpose of
the Study
The main
purpose of the study is to examine the teachers’ training and work performance
in selected secondary schools in Mainland Local Government Area of Lagos State.
Other
objectives of the study include:
(1) To find out what types of training
programmes are available for teachers in schools
(2) To evaluate the training needs of
teachers in the school.
(3) To differentiate the productivity of
male and female teachers in the school.
(4) To find out whether there is a
relationship between training of teachers and academic performance of students
in the school.
1.11Research
Questions
The
following research questions will be raised in this study:
1. What types of training programmes
are available for secondary teachers in Lagos State?
2. What areas do teachers need to be
trained as identified by them?
3. How do we differentiate the
productivity of male and female teachers in the school?
4. Will there be any relationship between
training of teachers and academic performance of students in the school?
Research
Hypotheses
The
following hypotheses will be formulated and tested in this study:
1. The types of training programmes
available for teachers will not affect their productivity in secondary schools.
2. There is no significant difference
between the productivity of male and female teachers in Lagos State.
3. There is no significant relationship
between the training of teachers and teachers’ productivity levels.
Significance of the Study
This study
will be beneficial to the following individuals in many ways:
1. Principals: This study will help
managers of the school system, benefit from the findings and recommendations
made by the researcher. This is because, the principals would be able to
understand the essence of maintaining a conducive atmosphere in the school. It
is important that principals maintain good relationship with their teachers and
students so that they will be able to have good school climate running in the
school for the overall maximization of high productivity.
2. Teachers: They will benefit from
this study because it will enable them to be able to know more about the
essence of having good principal – teacher relationships in the school, and how
bad principal – teacher relationship can affect the school atmosphere badly.
This is because nothing works in an organization or school where there is
rancour and bad blood amongst principals, teachers and school community or even
students and parents. For the school to achieve its goals and objectives, it must
operate on good climate or cordial culture which promote high productivity.
3.Parents:
Parents being one of the important stakeholders in the school system, ought to
be in good relationship with the principals, the teachers and all that are in
the school. Therefore, assisting parents to be able to be well informed on the
importance of having their children in schools where there is good relationship
among the school personnel and schools where there is provision of
infrastructures and other amenities in the school.
4. Society: The society will be able
to appreciate this study because, it will enable them to have the insight on
the essence of school climate which promotes high productivity of both teachers
and the students. Not only the society, the young researchers and others in the
society will find this study a good reference material in their studies.
Scope of the
Study
This study
will cover the examination of the staff training in selected secondary schools
in Mainland Local Government Area of Lagos State.
Definition of Terms
The
following terms were operationally defined thus:
Employee
Behaviour: Refers to manners, moral conduct and treatment shown to or towards
management
Workers’
Productivity: This has to do with the total output or result of work obtainable
from the input of employees in any organisation. In other words, it is the
total production level of all the workers in a company, industries, schools and
other parastatals within the private and public sectors.
Job fulfillment:
This is the final result an organization intends to see from the employees
after being motivated.
Training:
This means training somebody for something in order to be somebody or
something; the act of giving teaching and practice to an individual or a worker
in order to bring to a directed standard of behaviour, efficiency or physical
condition.
Staff
Training and Development: Training and development are processes for equipping
the employees particularly the non-managerial employees with specific skills
e.g. technical skills such as plumbing, electrical, wiring, repairing, artistic
skills, clerical and typing skills that could enable them to improve on their
performances and overall efficiency. Adamson and Adamson (2000) state that the
objective of training and development on the job is to enable an employee to
perform his job in such a way as to meet the standards of output, quality,
waste control, safety and other operational requirements.
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