Performance based rewards to teachers in private primary schools in Kasarani sub county, Nairobi county, Kenya
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Performance based Rewards is an important element in performance. Its adoption is contributing to shifts in performance of teachers in private primary schools. The ever increasing rise in reward systems has attracted considerable controversy and opposition. Issues being questioned in this study include; the added value it brings to performance and indeed, whether it constitutes a drag on employee efficiency and whether it has enhanced professionalism in teaching as a career. This objective of this study was to determine the effect of performance based rewards to teachers in private primary schools in Kasarani sub-county. This study is of great importance to the government, the stakeholders in the ministry of education, school managers, teachers and other academicians. The study adopted a descriptive design approach. It explained the study phenomenon as it occurs. The target population for the study was 1716. These included: teachers and school Management: head teachers. Primary data was used in the study; Data was collected using a questionnaire. Both qualitative and quantitative data was used in addressing the research objective. The research questions have proven besides work environment and work life balance that seem to be improving, the other key factors attributable to high performance of teachers in primary private schools in Kasarani subcounty rates as per the study received mixed reaction from the respondent sample leading to the author conclusion that there could be other reasons other than what was tested in the study that influence the performance of teachers in schools. The study findings on performance based rewards to teachers performance in private primary schools in Kasarani Sub-county, Nairobi county, Kenya indicate a large discrepancy in measuring performance of teachers before and after the use of performance based rewards within the private schools in Kasarani sub-county. The strategies used in the adoption of new reward system plays a critical role on the success or failure of a school. In the case of private primary schools, they can integrate different strategies so as to ensure effective adoption of new or efficienct use of performance based rewards. For instance, private primary schools could combine training of teachers with practical demonstration on use of technology. Employee empowerment practices such as capacity buiding and job rotation could increase teachers’ level of understanding on different types of performance based rewards. Other scholars could also look at: The impact of school culture as a factor influencing teacher’s performance and the impact of leadership style as a factor influencing teacher’s performance.
University of Nairobi