新西兰代写assignment:工作满意度

2017-06-20 22:14

工作满意度和激励对世界任何一个教育体系的长期发展都至关重要，因为它们与专业知识和技能、教育资源和战略并列，是教育成功和业绩的重要因素。动机、工作满意度和工作激励在教师的生活中是非常重要的，因为它们是生活中工作的根本原因。而几乎每一位教师都要在生活中满足他或她的需要，他或她不断鼓动的动机和需要的满足。在这种情况下，工作满意度是教学工作，满足教师的需要，提高他们的工作或他们的各学科教学绩效的能力。另一方面，工作动机是指对工作的目标和任务的实现，影响个体行为的过程。然而，货币需要激励教师为主导在加纳教育体系下的支付和其他的物质利益是个人和家庭的生存率太低，需要满足的。新西兰代写assignment:工作满意度.只有在满足这些基本需要的情况下，加纳的研究生教师才能在中期到长期实现工作满意度的真正基础。实现真正的工作满意度的基础是“高阶”的需求是否可能实现？。在非洲，有教师在公立学校系统的人积极性差由于结合了低士气和工作满意度，工作经常缺乏激励比例高，和控制不足等行为的制裁。职业行为和绩效标准是在非洲的许多国家低降（Bennell，2004）。
新西兰代写assignment:工作满意度
Job satisfaction and motivation are very crucial to the long-term growth of any educational system around the world since they rank alongside professional knowledge and skills, educational resources and strategies as the important element of educational success and performance. Motivation, Job Satisfaction and Incentive to work are very essential in the lives of teachers because they form the fundamental reason for working in life. While almost every teacher works in order to satisfy his or her needs in life, he or she constantly agitates for motivation and need satisfaction. Job satisfaction in this context is the ability of the teaching job to meet teachers' needs and improve their job or teaching performance in their various disciplines.Work motivation on the other hand refers to the processes that influence individual behaviour with respect to the attainment of workplace goals and tasks. However, monetary need to motivate teachers is dominant in the Ghanaian educational system where pay and other material benefits are too low for individual and household survival needs to be met. It is only when these basic needs are met that the true basis for job satisfaction among graduate teachers in Ghana can be achieved in the medium to long-term. Is it possible for 'higher-order' needs, which are the basis of true job satisfaction, to be realised. In Africa, there are an unsually high proportion of teachers working in public school systems who are poorly motivated due to a combination of low morale and job satisfaction, poor incentives, and inadequate controls and other behavioural sanctions. Standards of professional conduct and performance are low and falling in many countries across Africa (Bennell, 2004).

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