| dc.description.abstract | 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. | en_US |
