Dissertations / Theses on the topic 'Non – financial motivation'

The lack of nurses and the increasing turnover rate have been the main subjects when looking at the news about the health care sector. The constant lack of nurses can cause a lack of motivation and the nurses are leaving the workplaces, as the stress level rises. Nurses have also been discovered to have an impact on the patient satisfaction, which is why it is important to keep the nurses satisfied in their work. To understand what motivates the nurses and what could be done in order to make the situation better, more research is needed.  Non-financial motivation has been seen as a preferred way of motivating nurses in the hospital environment, which is why this study has a focus on it. Earlier studies have mainly focused on the nurse viewpoint of motivation and to further develop the understanding on the area, the viewpoint of managers is needed to be taken into consideration, to understand the issue more in-depth. To research the subject more, a study was conducted focusing on the emergency room at the University Hospital of Umeå and the nurses and managers working there.  The aim of this study is to understand how the views and preferences regarding non-financial motivation meet between the nurses and managers in the emergency room at the University Hospital of Umeå and which factors are the most preferred. Further, it is of interest to understand how this meeting of thoughts affects the everyday work and the motivation of the nurses. The following research questions was formed to answer the question:  How do nurses and their managers in the emergency room assess non-financial motivation factors?  The study has been conducted using qualitative methods and semi-structured face-to-face interviews. Additional data was gathered through e-mail interviews, as well as over telephone, and a reflective interviewee from another hospital was interviewed to gain more insight on the subject from another viewpoint.  The results from the study highlight the common importance for effective and emotionally intelligent leaders, who listen and have time for the subordinates. Further, work colleagues and the possibility for competence development were seen as commonly important factors to affect to the non-financial motivation of the nurses.  Practical implications from the study provide new data concerning the non-financial preferences and how the viewpoints meet and differ between nurses and managers who work in different roles in the hospital. Furthermore, this study could be of use to help to understand what could be done to better in order to motivate the nurses. Although, as the study is focusing on a specific department, it is important to acknowledge the impact and possible differences between the personnel chemistry and recent position changes.

The use of financial incentives mechanisms (FIMs) in Australian government large nonresidential building projects is seen as a way to improve project motivation and outcomes and reinforce long-term commitment between participants. Yet very little empirical research has been conducted into how FIMs should be applied in the context of construction projects and what determines their impact on motivation. The primary aim of this research was to identify the motivation drivers impacting on the achievement of FIM goals. This allowed for the formulation of recommendations to improve Australian government building procurement strategies, creating the potential for better project outcomes. The research involved four major case studies of large construction projects. Analysis of motivation drivers on each project was based on interviews with senior project participants, secondary documentation and site visits. Once the motivation drivers were identified, they were ranked by the weighted number of motivation indicators impacted, to give an indication of their relative importance. The results provide Australian government clients with key areas for policy direction. The findings indicate that the following motivation drivers (in order of impact) were more important than FIM design in achieving FIM goals: equitable contract risk allocation and management scope for future project opportunities with the client harmonious project relationships early contractor involvement in design stages value-driven tender selection processes. A consequence of ignoring these key procurement initiatives can be a less than ideal FIM goal performance, despite the nature of FIM design, including the strength of the reward on offer. FIMs have the potential to be a valuable addition to any project procurement strategy. Yet, the main message of this thesis is: If clients rely solely on financial incentives as the driver of motivation it will likely result in failure.

Many times it can be the simple things that affect the attitude of work and which have an importance on the organization's effectiveness. These are not always apparent but can have a large importance for the motivation and the attitude of work. Large number of companies uses wage and other financial rewards system but is there any form of informal factors that have an importance for the coworkers and that affects motivation. What factors that affect the motivation within the industry are interesting to examine and specifically the factors that are not apparent, in other words informal factors that increases the motivation. The purpose of this thesis is to examine and describe which informal motivator factors co-workers/employees in a production department think are meaningful. This study was pursued with a quality approach and with the purpose of getting a profound view and an understanding of informal motivation. This study uses quality interviews to collect information. The interview questions are based on the theoretical frame of references which are Theory X and Theory Y, Herzberg’s Two Factor Theory and The Three Circles Model. The departmental manager view of the co-workers is that they are engaged and that they take responsibility for their work task. According to the departmental manager, the informal motivator factors are more significant than the formal motivator factors. According to the co-workers the informal motivator factors were elements which did not cost a lot but had a large importance to them. The informal motivator factors which have the most significant meaning were to be appreciated by the departmental manager, the freedom in the work and the social relationship with the workmates. According to the co-workers the work within the industry had no motivator factor and therefore, was the informal factors significant for the human effort. They felt happier and the work felt easier and more fun which made the co-workers performs better. The informal motivator factors increased the wellbeing and the motivation within the individual which was significant for the individual emotional state and the team spirit which affected the co-workers human effort positively.

Många gånger kan det vara de enklaste sakerna som påverkar attityden till arbetet och som får betydelse för organisationens effektivitet. Dessa är inte alltid så synbara men kan ha en stor betydelse för motivationen och attityden till arbetet. Många företag använder sig av lön och andra ekonomiska belöningssystem för att motivera personalen men finns det faktorer av informell karaktär som är av betydande för medarbetare och som påverkar motivationen. Vilka faktorer som påverkar motivationen inom industribranschen är intressant att undersöka och speciellt de inte så synbara faktorerna, det vill säga informella faktorer, som orsakar att motivationen ökar. Syftet med studien är att undersöka och beskriva vilka informella motivationsfaktorer medarbetarna i en produktionsavdelning anser är betydelsefulla. Studien bedrivs med kvalitativ ansats i syfte att få en djupare inblick och förståelse för fenomenet informell motivation. I denna studie används kvalitativa intervjuer för att samla in information. De frågor som används vid intervjuerna har formats utifrån arbetets teoretiska referensram vilka är Teori X och Teori Y, Hertzbers Tvåfaktorsteori och The Three Circles Model. Avdelningschefens syn på medarbetarna är att medarbetarna är engagerade och vill ta eget ansvar för arbetsuppgiften. Enligt avdelningschefen har informell motivation större betydelse än den formella. Det medarbetarna ansåg var informella motivationsfaktorer var faktorer som inte kostade mycket men gav stort tillbaka. De informella motivationsfaktorerna som hade störst betydelse var uppskattning från avdelningschefen, det fria arbetet och den sociala samhörigheten. Eftersom medarbetarna ansåg att industriarbetet i sig inte var motiverande hade de informella faktorerna en viktig betydelse för arbetsinsatsen. Medarbetarna ansåg att de blev glada och det kändes lättare och roligare att arbeta vilket gjorde att de presterade bättre. De informella faktorerna gav en ökad inre tillfredställelse och motivation hos individen vilket hade betydelse för både individens känslomässiga tillstånd och teamkänslan inom gruppen vilket påverkade medarbetarnas arbetsinsats positivt.

Bakgrund: Denna uppsats har studerat belöningssystem som används inom organisationer med olika syften där bland annat att motivera medarbetare genom både finansiella och icke-finansiella belöningar hör till. Bakgrunden till studien grundar sig på att företag genom att använda belöningssystem kan öka motivationen och arbetsprestationen hos medarbetarna. Eftersom medarbetare motiveras av olika aspekter när det kommer till motivation och arbetsprestation är det viktigt att ta hänsyn till deras egna upplevelser av belöningar. För att få en bredare förståelse är det även viktigt att ta hänsyn till chefernas perspektiv på belöningars påverkan på motivation och arbetsprestation hos medarbetare. Syfte: Syftet med denna studie är att undersöka hur belöningssystem upplevs gällande motivation och arbetsprestation för medarbetare som arbetar med försäljning. Studien vill utveckla förståelsen kring detta ämne genom att ta hänsyn till både medarbetar- samt chefsperspektiv samt undersöka likheter och skillnader mellan dessa perspektiv. Metod: För att uppnå studiens syfte samt besvara frågeställningarna, har uppsatsen antagit en kvalitativ metod med abduktiv ansats. Den data som samlats in till studien har samlats in genom semistrukturerade intervjuer med tre olika företag, två medarbetare samt en chef från respektive företag. Teori: Den teoretiska referensramen bygger på tidigare forskning om belöningssystems påverkan på motivation och arbetsprestation samt medarbetar- och chefsperspektiv. Vidare förklaras även vad belöningssystem är och de finansiella och icke-finansiella belöningarna följt av yttre och inre motivationsfaktorer, Herzbergs tvåfaktorteori och Maslows Behovstrappa. Slutsats: Studiens slutsats påvisar att samtliga medarbetare, förutom en, upplever belöningarna som något positivt och bidragande till motivationen och arbetsprestationen. Samtliga chefer upplever också att belöningarna bidrar till ökad motivation och arbetsprestation hos medarbetarna. Det råder olika upplevelser om vilka belöningar som är mest bidragande till ökad motivation och arbetsprestation från medarbetarperspektivet och chefsperspektivet. Vissa medarbetare påverkas mest av finansiella belöningar, medan andra påverkas mest av icke-finansiella belöningar. Det finns en medarbetare vars4motivation och arbetsprestation inte påverkas av belöningarna. Cheferna har skilda åsikter kring belöningars påverkan. De alla tycker att de påverkar, men på olika sätt.
Background: This study has studied reward system that is used in organizations with different purposes, such as to motivate coworkers by using financial and non-financial rewards. The background to this study is based on the fact that companies, by using reward systems, can increase the motivation and work performance of their coworkers. Since different aspects motivate coworkers when it comes to work performance, it is important to take into account their own experiences of rewards. In order to gain an even broader understanding, it is also important to take into consideration the managers' view on the impact of rewards on motivation and work performance of their coworkers. Purpose: The purpose of this study is to examine how reward systems are perceived in terms of motivation and work performance for employees who work with sales. The study wants to develop the understanding of this topic by taking into account both an employee and managerial perspective and examine similarities and differences between these perspectives. Method: In order to achieve the purpose of this study and answer it’s questions, the thesis uses a qualitative method with an abductive approach. The data for the study is collected through semi-structured interviews with three different companies, two coworkers and one manager from each company. Theory: The theoretical frame of reference is based on previous research on the impact of reward systems on motivation and work performance, as well as coworker and manager perspectives. The theory also includes explanations of reward systems, financial and non-financial rewards followed by external and internal motivational factors, Herzberg's two-factor theory and Maslow's hierarchy of needs. Conclusion: This study’s conclusion shows that all coworkers except one experience the rewards as something positive, contributing to motivation and work performance. All managers also feel that the rewards contribute to increased motivation and work performance among their coworkers. There are different experiences about which reward that is the most contributing to increased motivation and work performance from the coworker perspective and the manager perspective. Some employees are most affected by6financial rewards, while others are most effected by non-financial rewards. There is one employee whose motivation and work performance are not affected by the rewards. Managers have differing views on the impact of rewards. They all think they influence, but in different ways.

Right now a major generational change is taking place within the banking sector. The new generation entering the labor market is often referred to as generation Y and it consists of individuals born between 1980 and 1995. Previous research has shown that the banking industry as a whole put a widespread emphasis on monetary incentives within the reward system. At the same time several studies highlight that individuals from generation Y are rather motivated by primarily non-monetary incentives. The aim of this dissertation is to explain how various monetary and non-monetary incentives affect the motivation of bank employees from generation Y. A positivistic research philosophy has been used with a deductive approach and a quantitative research method. This study indicates that bank employees from generation Y are motivated by retirement savings as well as a personal mentor or chief who draws attention to their development. Their motivation is also affected to some degree by freedom to control their own time. This study even indicates that bank employees from generation Y primarily appreciate the following incentives along with the previously stated: Continuous training, career plan, discount on loans and pay increases The respondents in this study were mainly employees of banks where monetary incentives were not used to any great extent. This can be seen as a limitation as well as the fact that the respondents where solely employed within Swedish banks. Given this, there is a scope for further studies of generation Y within the banking sector. Research regarding which incentives bank employees from generation Y are motivated by, has so far been absent. This dissertation may be of value for banks that want to be at ease that they are doing everything to keep their employees highly motivated.
En stor generationsväxling sker just nu inom banksektorn. Den nya generationen som kommer in på arbetsmarknaden benämns ofta som generation Y och består av individer födda 1980-1995. Tidigare studier har visat att banker i hög utsträckning använder sig av monetära incitament när de vill belöna sina anställda, samtidigt finns det flera studier som framhäver  att  individer  ur  generation  Y  motiveras  av  framför  allt  icke-monetära incitament. Syftet  med  den  här  uppsatsen  är  att  förklara  hur  olika  monetära och  icke-monetära incitament påverkar motivationen hos bankanställda ur generation Y. En positivistisk forskningsfilosofi har använts tillsammans med en deduktiv ansats och en kvantitativ metod. Uppsatsen indikerar att bankanställda ur generation Y motiveras av uppmärksammad utveckling från personlig mentor eller nära chef samt pensionssparande. Motivationen påverkas även i viss mån av frihet att styra sin egen arbetstid. Uppsatsen indikerar även att   bankanställda   ur   generation   Y   framför   allt   värdesätter   följande   incitament tillsammans med de som tidigare nämnts: Kontinuerlig vidareutbildning, karriärplan och rabatt på lån, lönepåslag. En begränsning med uppsatsen är att respondenterna i hög utsträckning var anställda på banker  där   monetära  belöningssystem  inte  används   i  någon  större  utsträckning. Uppsatsens respondenter kommer enbart från svenska banker vilket innebär att det finns utrymme för fortsatta studier av generation Y inom banksektorn ur ett globalt perspektiv. Forskningen om vilka incitament som motiverar bankanställda ur generation Y har hittills varit i stort sett obefintlig, därför kan den här uppsatsen vara av värde bland annat för banker  som  vill  försäkra  sig  om att  de  gör  allt  de  kan  för  att  hålla  sina  anställda motiverade.

Bakgrund och syfte: Tidigare forskning tyder på att det är viktigt med icke-finansiella belöningar för att uppnå inre motivation och arbetstillfredsställelse hos medarbetare. Syftet med denna studie är att skapa förståelse för om medarbetares arbetstillfredsställelse påverkas av icke-finansiella belöningar med avseende på karriärutveckling och flexibelt arbete.   Metod: Studien har ett hermeneutiskt och socialkonstruktivistiskt perspektiv. Vår forskningsansats är abduktiv. Vi har tillämpat kvalitativ forskning med hjälp av semistrukturerade intervjuer för att samla in vår empiriska data. Den teoretiska referensramen är baserad på tidigare forskning. Den empiriska delen bygger på sammanfattningar från intervjuerna. I studien har vi analyserat tidigare forskning tillsammans med den empiriska datan.   Slutsats: Vår studie tyder på att icke-finansiella belöningar påverkar medarbetares arbetstillfredsställelse, främst när det gäller karriärutveckling och flexibelt arbete som vi valt att fokusera på. Studien belyser en ny term av begreppet karriärutveckling vilket är personlig utveckling.   Förslag till fortsatt forskning: För vidare forskning föreslår vi att bygga vidare på vår kvalitativa studie baserat på ett ledningsperspektiv, att få ökad förståelse för hur chefer använder belöningssystem. Ett annat förslag är att gå in på djupet och studera den nya generationen som är mer benägna att få bekräftelse och återkoppling i samband med att de har vuxit upp med sociala medier. Genom det få en bättre förståelse för hur chefer arbetar för att locka till sig den nya generationen.   Studiens bidrag: Denna studie bidrar ur teoretisk synpunkt till att vikten av icke-finansiella belöningar är av betydelse för medarbetares arbetstillfredsställelse. Ur praktisk synvinkel föreslår vi att det är av betydelse att chefer fokuserar på att kommunicera vilka belöningar som finns på arbetet och hur de uppnås. Genom att använda icke-finansiella belöningar, särskilt utveckling och flexibelt arbete, kan det bidra till mer nöjda medarbetare. Det leder även till lägre kostnader för företaget.
Aim: Previous research suggests that it is important for non-financial rewards to achieve internal motivation and job satisfaction with employees. The purpose of this study is to create an understanding of how employees' job satisfaction is affected by non-financial rewards in terms of clear career development and flexible work.   Method: The study has a hermeneutic and social constructivist perspective. Our research method is abductive. We have applied ourselves to qualitative research using semi-structured interviews to collect our empirical data. The theoretical frame of reference is based on previous research. The Empirical study is based on summaries from the interviews. In the study we have analyzed the previous theory along with the empirical data.   Conclusions: Our study suggests that non-financial rewards affect employees' job satisfaction, primarily with regard to career development and flexible work that we have chosen to focus on. The study highlights a new term of the term career development which is more personal development that is important.   Suggestion for future research: For further research, we propose to build on our qualitative study based on management perspective. Get an increased understanding of how managers use the remuneration reward system. Another suggestion is to go into more depth and study the new generation who are more likely to get confirmation and feedback related to the fact that they have grown up with social media. To get a better understanding of how managers work to attract the new generation.   Contribution of the thesis: This study contributes from a theoretical point of view highlighting the importance of the non-financial rewards to the employee's job satisfaction. From a practical point of view, we propose that managers focus on communicating what rewards are at work and how they are achieved. By using non-financial rewards, and especially development and flexible work, it can contribute to more satisfied employees, which also leads to lower costs for the company.

The purpose of this study was three-fold
to determine the personality and financial risk-taking attitude differences between sports gambling students and non-gambling students, to specify gambling motivations of the sport gambling students and to identify the relationship among personality traits, financial risk-taking attitude and gambling motivations of the students who gamble on sport events. The subject group of this research was composed of 1109 Middle East Technical University students who were participating in sport gambling activities (n=435) and who had never participated in sport gambling activities (n=674). While males were composing the 63.1% (n=700), females composed 36.9% (n=409) of the total research group. The mean age of the subject group was 21.77 ±
2.12. Big Five Personality Inventory (John, Donahue, &
Kentle, 1991), Investment Risk Attitude Scale (Nyhus, 1995) and Gambling Motivation Scales (Chantal, Vallerand and Vallieres, 1994) were used in the data collection process of the research. Results indicated that sport gambling students and non-gambling students showed significant differences in personality (p<
.01). There was significant differences between sport gambling students and non-gamblers in extraversion , conscientiousness and in openness trait (p<
.002). Also, results demonstrated that sport gambling students and non-gambling students showed significant differences in financial risk-taking attitudes (p<
.01). Personality and gender variables accounted for a significant amount on the financial risk-taking attitude of the non-gambling subjects. Personality, gambling motivations and gender accounted for a significant amount on the financial risk-taking attitude of sport gambling subjects. Sport gambling students showed no significant difference in their gambling motivations according to their gender (p>
.01). Sport gambling students were primarily motivated with intrinsic motivating factors of gambling. Personality, financial risk-taking attitude and gambling experience accounted for a significant amount on the gambling motivations of sport gambling students. Finally, this study pointed that university students who were more extraverted and more open were more prone to gambling on sport events and were more permissive towards financial risk-taking. Additionally, results revealed that enjoyment, amusement and learning were the primary motivating factors that lead university students towards sport gambling.

Thesis (MTech (Business Administration))--Cape Peninsula University of Technology, 2007.
The research study explored the growing phenomenon of consumption without ownership, by addressing the individual’s motivations for leasing rather than financing motor vehicles.

This thesis focus on the measurement and accounting of contributions received by nonprofit organizations, as they are a significant component of revenues nowadays. A survey was developed and forward to 38 different NPOs, with the goal of understanding their motivations and what advantages and disadvantages they believe would result if they start to measure and account for all kinds of contributions. They presented many advantages from this practice; however, some are not doing it due to the difficulties in valuing contributions with no market value which would require a higher workload, waste of resources and time to be taken from other important activities.
NSBE - UNL

碩士
朝陽科技大學
企業管理系碩士班
95
The performance rewarding for public departments has been decreasing in recent years due to the gradual deletion year by year in governmental budget. This study mainly researches on a Forest District Office belonging to Council of Agriculture in Taiwan, investigating how to further improve employees’ working will and performance by non-financial motivation design as they are in lack of substantially financial rewarding. This study is adopting research methods of both deep interviews by quality and questionnaire investigations by quantity. By focusing on six factors, including salary, performance, training, job-rotation, information and leadership, the investigation goes to the actual situation and the degree of evaluation from employees, discovering that the factor of salary is below the average and requires improving. On the basis of motivation design, after the research of the efficiency and feasibility, the study comes out that in non-monetary rewarding system, receiving shopping mall coupon and voucher is of the best efficiency for employees. With the results describing above, this thesis aims to offer practical suggestions about motivation design of higher feasibility.

The purpose of this thesis with the title "Analysis of motivation and remuneration system of employees" was the analysis of current situation in the selected company O.T.E.C. CR s.r.o. The analysis concentrated on the motivation and the remuneration for the human resources. In case of need changes of HR system were suggested. For the method of survey I chose the investigating method of asking the employees to get the complete picture. On the basis of the results from the question blanks a new, more effective system of personal fees and motivation was suggested. Suggestions for the improvement of the motivation of the employees in the company are: Improving the format and regularity of the information´s transfer to employees. Regular evaluations of the employees (not only the company results) in a suitable form. Revaluation of the existing remuneration system and using more of the variable part of wage. Revision the system of non-financial benefits and extension its actual supply.

The aim of the diploma work is to assess the efficiency of the wage-payment plan of the enterprise and satisfaction of employees from the point of view of motivation and financial and non-financial remunerations. More, there were detected data concerning possible costs on work and comparasion of the costs with statistic data. On the basis of established data, there should be suggested the possibility for increasing the efficiency of the existing wage-payment plan and assessment of their impact on the economic situation of the enterprise.

The aim of this dissertation which is called "The employees reward systems in the selected company" was analysis of the system of the remuneration of employees in the selected company, proposal of changes and recommendation for improvement in leading of this specific area. My selected company has happened the company McDonald's s.r.o, specifically it is subsidiary in Tábor. The main source for the first part was analysis of specialized literature which was studied and its rightness was certified from more books. The main source for gathering data for practical part was internal material of the company. The main source was the website of the McDonald's which served for the characteristic, where was everything important. For the analysis and evaluation of the current situation was used open minded interview with the leader of the company, open minded interview with managers and open minded interview with the rest of the employees. In the practical part was written and described the system of financial and non financial remuneration of employees who work in the subsidiary in Tábor. The analysis of the wage system was made and thanks to it was calculated the example of weekly salary costs on the week's sales. Then it was made a questionnaire survey and its aim was gain opinions and find out a satisfaction of the employees with the system of the remuneration in the company. At the end there were written all results of the all analysis and proposal of changes in the specific area.

This thesis deals with non-financial incentives for employees in health and social organizations. For this purpose, is in this paper mentioned the issue of non-financial incentives for employees and its significance. Aim of this thesis is to analyze the role of tools focused on non-financial motivation of employees in social and health organizations and their occurence in Jedlicka institute. This thesis is divided into two parts - theoretical and practical. In the theoretical part there is summarized characteristics of health and social organizations and specifics of its financing. It also discusses the issue of human resources in organizations, management and evaluation and its relationship to quality management. Moreover this thesis deals with motivation to work and presents important theories of motivation. The last chapter in the theoretical part is a key chapter of this thesis is dedicated to issues of character of financial and non-financial motivation, employees motivation, incentive rules and tools of motivation. The practical part consists of two types of research - an interview with managers and questionnaries among employees. Practical part of this thesis compares identical and different perception of area of motivation and motivating tools between employees and management. This part...

碩士
長庚大學
商管專業學院
107
This study explores the Effects of Financial and Non-Financial incentives on motivating employees in Vinatex Da Nang Company, Viet Nam. Undeniably, the human resource is the core element of each organization; personnel with good knowledge and skills, thinking and creativity, passion and dedication are the competitive advantages and valuable resources of that organization. Referring to incentives to motivate employees, we often divide into two main elements: Financial Promotion and Non-Financial Promotion. These are two main factors that have an effective impact on employees' work motivation. To carry out this research, the thesis has applied the method and empirical survey with 140 employees working at Vinatex Da Nang. The thesis collected data from the main sources using the method used by previous researchers and from direct and online survey methods with the help of Google Driver tool and SPSS 20. As a result, the findings revealed that the elements of financial incentives such as Wages and bonuses are the basic and essential elements that all employees want to receive. This financial incentive factor is also the most important and influential factor for the motivation of employees in Vinatex Da Nang. However, it does not seem to be enough to encourage the motivation of each individual to work but just a way to eliminate their dissatisfaction. To be truly satisfied and motivated, employees need more than non-financial incentives such as interesting work, recognition, advancement, and promotion. In addition, although non-financial has a gentle effect, it seems to have a long-term effect on employees, while Financial incentives have a fast and strong effect on employee motivation, but the effect in a certain time. Therefore, to create perfect motivation for employees and organizations to apply scientifically and in a balance between financial incentives and non-financial incentives.

This study explored the role of school-based teacher financial incentives on student academic achievement. Despite great efforts made by Zimbabwean government towards improving the education system in terms of infrastructure development and increasing number of schools, prior and after 1980, not much attention had been paid to the role of teachers’ extra-financial incentives on enhancing teacher motivation which leads to student achievement in and outside classroom situation. Extra-financial incentives differ from government to government depending on the revenue base and political will by such governments to support these teacher incentives programmes. In developed countries, respective governments pay different teacher incentives while in developing countries, parents/guardians or School Development Committees (SDCs) shoulder the burden. This study contented that one of the ways to improve student achievement has been payment of school-based teacher incentives to supplement teachers’ low salaries. While the need to adequately compensate teachers had been a worldwide phenomenon, this is in contrast to Zimbabwean experience after 2014, when Government of National Unity (GNU) came to an end. Zimbabwean government banned payment of teacher incentives under unclear reasons which were widely purported to be political. This research adopted a qualitative approach and as such, collection of primary and secondary data were done using multiple data collection techniques. Techniques included interviews with key informants, focus group discussions and open ended questionnaires in selected secondary schools. Results from this study revealed that improving teacher motivation through school-based incentives had been central to improved student achievement. In schools where teacher incentive system was practiced pass-rates increased, with a sudden decline when teacher incentives were banned. Banning or lack of properly designed incentive systems, where teachers were consulted, was seen as negatively affecting student achievement in selected secondary schools of Makoni District.
Educational Foundations
D. Ed. (Socio-Education)