CHAPTER ONE

INTRODUCTION

1.1.                 BACKGROUND TO THE STUDY

Motivation is the process of persuading someone to do something or act in a specific manner by providing them with incentives. It's significant because it urges us to stop asking for permission and instead focus on attaining our most essential objectives. These are the stepping stones we'll need to reach our aspirations, and we'll need to be inspired to keep going (Cook , 2017). Humans are not born driven, and many people are doubtful about their ability to achieve present or future goals. As a result, motivation is critical in driving these individuals to take the urgent activities required to achieve their objectives (Cook , 2017). Simply said, without motivation, there are no desired goals to pursue and no reason to strive in business and life. It is crucial in life since each person is unique and has a particular purpose and motivation. To effectively manage our mission, we must be inspired to strive for our objectives, which allows us to realize our desires (Cook , 2017). Thus, motivation explains our goals, establishes our life priorities, motivates us to overcome obstacles, instills endurance, combats our anxieties, and increases our self-confidence. Simply said, it is a desirable quality that may motivate others and assist them in accomplishing goals they would not have envisioned (Cook , 2017).

Job performance is typically stated as a function of skill and motivation in organizational psychology. Almost any behavior that is aimed toward task or goal completion can be considered performance. Many firms now realize the importance of motivation and its implications on employee performance and retention. Employee performance in a business has various ramifications, including strong employee enthusiasm, exceptional ability, a positive organizational atmosphere and infrastructure, and superb leadership that can maintain rapport and productivity. Organizational efficiency depends on employee motivation.

Job satisfaction and motivation are critical for the continued expansion of educational systems across the world in educational organizations. Job satisfaction and motivation are extremely important for any educational system's long-term success. They are considered to be true predictors of educational success and performance, alongside professional knowledge and abilities, center competences, educational resources, and methodologies. When one feels effective in their behavior, professional knowledge, skills, and center competencies emerge. In other words, professional knowledge, abilities, and competences may be shown when tackling difficult tasks aimed at improving educational achievement and performance. Teachers' needs for fulfillment and desire to work are critical in their lives since these are the primary reasons for working. While practically every economics instructor strives to meet other requirements in some way, motivation is believed to be the activation or energization of goal-oriented behavior. Motivation is described as an internal drive that propels someone to take action in order to attain a goal (Hairnes 2017). Thus achievement motivation, which may be described as a proclivity to seek for accomplishment, becomes the driving force for future understanding.

1.2 STATEMENT OF PROBLEM

Teachers' agitation and demands are seen to be beyond the ministry of education's or the government's resources. As a result, the Nigerian government and the Nigerian Union of Teachers (NUT) are always at odds over pay raises and improved working conditions for teachers. During the National Council on Education (NCE) meeting in Kano in 2002, the federal and state governments contended that the country's current economic realities cannot support the demand for teachers.

According to Iheanacho (2021), it is self-evident that without economics professors, there will be no economists in the country. It becomes an absolute requirement if the country is to progress economically and stay up with the rest of the globe. The issue is that, unlike other courses such as mathematics and English, economics professors do not have a union. The Nigerian Union of Teachers is their sole source of income (NUT). Teachers are accused of neglect, laziness, and a lack of passion and fervor to work by the government, which is concerned about their job performance. It is recognized that ignoring economics professors' requests for wage increases, incentives, and improved working conditions will have a negative impact on the nation's economic progress in the future.

1.3    OBJECTIVES OF THE STUDY

The main focus of this study is to investigate the effect of motivation on economics teachers’ performance in, Nigeria. Specifically, it sought:

i.          To find out the extent at which economics teachers are motivated towards performance.

ii.        To examine the sources or areas responsible for lack of motivation among ecomics teachers

iii.      To investigate  the impact of low motivation on economics teachers performance

iv.      To ascertain ways of improving motivation of economics teachers so as to ehance their performance

1.4       RESEARCH HYPOTHESES

The research is guided by the following hypotheses:

HO1: The extent at which economics teachers are motivated is low

HO2: There is no significance effect of low motivation on the performance of economics teachers

1.5      SIGNIFICANCE OF THE STUDY

The findings arrived at this study shall contribute to the continuing growth of educational system in Nigeria and around the world. This study would help in describing or explaining the pivotal role of motivation on the needs satisfaction of economics teachers in Nigeria. The result of this study would also help educationist and policy makers in emphasizing the need for the inclusion on motivation packages for economics teachers so as to prepare them for better performance.

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