Abstract:
The objective of the study was to identify the relationship between teacher’s motivation and school performance in secondary schools of Ilubabor Zone. Oromia Regional State. Descriptive survey design was employed in the study. The Samples of 96 teachers were taken using simple random sampling techniques. SPSS version 23 soft ware was used for the analysis of data collected from respondents. The findings of the study indicated that 38.5 percent and 25 percent of teachers shows agreement and disagreement respectively that their school administrators appreciate their participation in decision making. The result of the study also indicated that 34.4 percent of the respondents disagreed and 31.2 percent of teachers agree with the statement that they have long period of working without promotions. The study also found that 74 percent of the respondents show agreement that no incentives are given for more work. Similarly the study indicated that 45.8 percent of teachers reported there are negative attitudes towards their profession by other high paying government workers. The findings in this study show that 30.4 percent of the respondents agreed that there is no good job security because some students have disciplinary problems against teachers that affect their professional morale. The study confirmed that 37.5 percent of the respondents agreed that they don’t want to teach students voluntarily on tutorials because they don’t get incentives always and they don’t care for that. Based on findings it can be concluded that teachers in secondary schools of Ilubabor Zone are not motivated and what demotivated them is that they are not paid well thus they did not manage to satisfy their basic needs. Based on the findings of the study the researcher recommended the following. The educational office and Ministry of Education are advisable to work on condition that cause staff work dissatisfaction (teaching profession, inadequate salary and other benefits, work environment, student’s disciplinary problems, administrative problems) and weak performance by facilitating teacher’s promotion and improving salary and other benefit.
