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Factors affecting motivation of students performance
Factors affecting motivation of students performance
Factors affecting motivation of students performance
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When it comes to education everyone has their own opinion on every topic: Whether college should be free? Whether technology should be integrated into teaching? Whether schools should teacher common core? One of these many topics is merit pay. Merit pay is a system used to pay teachers based on performance. It can be provided in many ways including bonuses, raises, and sometimes promotions, according to whichever measurable criteria the school the teacher works for uses. However, merit pay for teachers is one of the most controversial topics in the education system right now. Most people are for the idea of merit pay because it gives teachers an incentive to be better educators and be more personally involved in their students education. Others …show more content…
Much of the people that are against it are the teachers themselves. This is due in part to the misconception that they will solely be evaluated by their students standardized test scores. Some teachers are also against it due to the amount of time that it takes for them to receive their bonuses for that year. For example, a teacher in Lamar County, Mississippi, had to wait 2 years to receive what was supposed to be an annual bonus in her paycheck. The teacher first received her first bonus check of $680 in December of 2014. She then had to wait two years for her second check, and is still waiting for her third check to arrive (Ciurczak). There was a study done that showed these delays in payment have actually decreased teacher morale and made the concept of incentive pay less attractive to teachers. In addition to this study, there have been many surveys done that showed that more time off, or more time for planning would be a better, more attractive reward than monetary bonuses (Ciurczak). Other than this aspect of delayed payments of these bonuses, there was a study done by the National Center on Performance Incentives at Vanderbilt University, that showed that there was virtually no impact on student achievement due to bonus-pay systems across the country. Because of this many people are against giving money to programs that don't fulfill the purposes that they were created for
Ruth E. Sternberg is the reporter for the Columbus [Ohio] Dispatch Schools and has completed a survey on the issue of Ohio’s teacher’s salaries. According to Sternberg, the public high schools that have high salaries do not have enough money for
Some people believe merit pay creates competition and favoritism. They seem to think school systems will pay some teachers more than others and create a “battle” for money. In Merit Pay: Good for Teachers? By Gary Drevitch, one interviewee states, “I know it’s worked in some places, but I shudder at the idea of teachers being in competition with each other.” None of these problems will occur if school districts implement a successful, unbiased system. Another issue society presents when it comes to merit pay comprises of differentiating a “good” teacher from a “bad” teacher. School districts can easily evaluate a teacher’s ability to educate students by the work teachers put into helping students. Student’s reactions to a teacher’s class can also help evaluate teachers. More often than not, students will love a class where the teacher clearly demonstrates lessons, explain procedures, and adds elements of fun. On the other hand, students typically dislike classes where the teacher only comes in for a paycheck. This attitude is displayed by their lackadaisical teaching style. Other people argue that money should not be the reason why people go into teaching. Richard Barbieri, author of Merit Pay? argues that money is not an external motivator, but the substance of a teacher’s motivation. Financial incentives will cause employees to work harder
The Merit Plan, which is also known as the Missouri Plan, has been fenced by controversy since it was first came into play. The controversy about this plan is over the effects, disadvantages and advantages of the merit plans on the quality of the judiciary. Time has not silenced the debate. Other issues have surfaced in response to political, legal and operational factors. Advocates of the merit selection offer the plan as an alternative to the politics and fundraising in judicial elections, but the opposition believe that the appointive process itself is political, and that citizens have a right to elect their judges. Despite the doubts about the merit selection's success in removing politics from judicial selection, the merit plan has managed to gain approval.
I have never seen a topic that contains two words that strike as much fear and diverse opinions in teachers as merit pay. There are two distinct sides to this topic. On the pro side are usually state officials and some administrators, on the other are teachers. I chose the topic of merit pay for teachers for several reasons. The first is I enjoy reading the different economic theories that both sides use in arguing their points on merit pay. It is very interesting to see how some basic economic concepts are misused and misunderstood when money is at stake. As is often the case in studying economics, what appears to be common sense on the surface might not be when you take a closer look at the economic logic behind the argument. The second
Effective teachers are inadequately rewarded in the United States. School districts, such as those in California, are just starting to implement merit pay. According to a study conducted by the National Center of Performance Incentives (NCPI), only about 500 school districts out of the 14,000 districts in the US implement merit pay for teachers. These numbers do not include private schools. Unfortunately, teachers, parents, and students hurt because many schools, private and public, base teacher pay on seniority and degrees rather than achievement and performance. Under such a system, novice teachers, are laid off during budget shortages. Moreover, with the current “single salary schedule” system, teachers are inadequately paid, especially when compared to other professions. Because the single salary schedule creates many issues, a solution needs to be proposed. Merit pay, a system based on performance, solves such issues. With this system, teacher performance outweighs teacher seniority. As a result, quality teachers will be rewarded adequately in terms of money and recognition. Outstanding teachers will no longer face unreasonable layoffs and will finally be paid more than their ineffective peers.
Prostik, J. (1996). ‘ History of Teacher Pay and Incentive Reforms’, Journal of School Leadership,6, 3,265-89.
The merit system is completely different from the spoil system, the merit system promotes through a merit system, by if they have the experience, education and if they obey their direct superior and if so they can be promoted through the merit system. The merit systems were doing the opposite of the spoil system they were getting public employment , they ensure their employees with integrity and there would be an effective public service job and they choice, their employees by the one who was qualified and not like the spoil system instead of hiring someone you know . The spoils system and the merit system does have two things in common in the Public Administration field, they both have an aspect of protect and they also have an effect on influence personnel decision. On the other hand, these two things in common have a different way they are carried out. The merit system is protecting us after the Pendleton Act has
Although some people may argue that performance pay is good, performance/merit pay is bad because it will result in teachers doing much less personalizing of the curriculum, and spending that time doing only what things need to be taught in order to keep their student’s test scores up (so they will get paid more). One of the major cons of performance pay is that teachers would have less time personalising the curriculum, teaching the students what they need to be taught, and teaching other important but non-standardized subjects; then using that time teaching only the things they are required to teach to keep student test scores up so they will get paid more(What Do We Know about Teacher Pay-for-Performance?). This in turn will cause the students to have a harder time learning because instead of the teachers teaching what the students need to be taught and more time teaching what the people who don’t know what the students know think the students should be taught.
Reward systems have been evolving and growing throughout the years, but there are many types that have always been there. Base pay is the most common, which is an employee’s base wages and salary that they are paid on hourly, weekly, monthly, or annually (Luthans, 2011, p.94). Merit based pay is another type of incentive, which rewards and motivates an individual to perform their jobs to the standards of their employers. According to the text Organizational Behaviors, by Fred Luthans, there are three other options for paying an employee for their performance: individual incentives pay plans, using of bonuses, and the use of stock options. Individual based pay plans are based on the employees output and/or quality. Some organizations use bonuses as incentives to their employees. These are offered sometimes as op...
In any organization, sometimes, monetary schemes doesnot get people involve to pursue work in a certain way, rather it demoralize and threatens the self-esteem of employees. According to Meyer (1975), “the basis for most of the problems with merit pay plans is that most people think their own performance is above average”. The amount may ...
Meritocracy is defined in the Merriam-Webster Dictionary as a leadership role, “in which the talented are chosen and moved ahead on the basis of their achievement” (Merriam-Webster). Meritocracy is basically saying that in order for a person to move up, they must show an amount of talent in a specific area regardless of wealth and what social class a person comes from (White). Meritocracy exists in some parts of society, however in other parts of society it is nonexistent. Meritocracy does exist today however; it is not always present in today’s society. Meritocracy can occur in groups that involve military personnel, where soldiers or officers can be promoted in training, testing, as well as performance (White).
The term meritocracy refers to a society that is governed and led by the best and brightest, and in which opportunities in education, employment, social mobility, political office
Moreover, the research on childhood should be based on individual’s experiences, needs, recollections and personal and social encounters involve in a weighted and expressive style (Treacher, 2016). Hence, a much better recognition of approaching childhood has perpetually been recreated and extricated according to children’s social and geographical region and socio-economic background as well (Hendrick, 1997). Childhood is a pretty inconclusive position, as much as it is within a time frame and place. Children are usually challenged, by dealing with and often exhibit creative joy in discovering various forms of childhood at home, at school, and places in the neighbourhood, with its differences in terms of multi-ethnic and city-like context.
When it comes to performance-related pay or in other words, merit pay, I believe that most people are familiar with this concept. This method of payment means that with more labor, better performance, and results, people can get a higher salary in return. It is very common in many industries, such as in sales or on production lines. However, whether it should be applied to the teaching profession is always a controversial issue. Some people think that it would be unfair for teachers, but others think that this can help increase competition, thereby improving the quality of teaching. These two completely opposite views both seem sensible. However, in my opinion, merit pay for teachers is necessary because it can improve teachers’ motivation,
Merit pay is a vehicle for employers recognizing individual performance and motivating employees to reach higher achievement. Competition is a natural human instinct and healthy competition compels employees to perform at their highest level. Employees must have clear, attainable goals and supervisors must provide continuous feedback, publicly praising employees to motivate performance. Additionally, employers that recognize and reward individuals for their exceptional performance in tangible ways, ultimately increase employee’s self-esteem and encourage them to maintain a high level of commitment to the organization. Employees are more apt to stay with a company when they feel that their hard work is appreciated and compensated. When employees are highly driven, it decreases absenteeism, tardiness, and results in a positive work attitude. In fact, employers use merit pay not only to retain highly motivated performance individuals, but also to attract new employees who are motivated by monetary rewards cultivating a productive workforce. Personally, I think merit pay plans are a great incentive if they are implemented fairly, equitable, and based on individual performance. Furthermore, I feel nothing demoralizes a high performing employee faster than knowing that all employees who contribute less to performance will receive the exact pay increase. If merit pay programs are instituted, they must ensure that