Management of Staff Motivation among Academic Staff in Private Universities

Introduction

The higher education sector and its affiliates are aiming to provide the quality education through the use of academic teachings. By the nature and management style among the universities, still the tradition on the academic freedom and the availability of the educators means a lot. Due to the changing world and other influences from different aspects on education, the need for the better management and the different motivational approach for the teachers can aid the bandwagon for quality education.

Background and Problem Statement

In the present of different technologies and teachings, the continuous support for the quality education can be established. Mainly, aside from the current status of the education in most of the countries, there are still other problems that leaks to the achievement on quality education. The difficulties on the budget and the discrepancies on the appropriate facilities are the common problems that even the private universities are facing (Türk and Roolaht, 2005). However, the educators can still deliver the sufficient need for knowledge because of the staff motivations and its proper management.

Research Objectives

The first objective of the study is to identify the various motivational approaches that can greatly affect the quality of education. The second objective is to describe the appropriate management being applied in the implementation of the staff motivations among the educators. And third is to create a path-way of idea on how the staff motivation can increase the competency in teaching and learning in private universities.

Research Questions

The study is honored to provide an in-depth analysis on the motivational approach among the private universities. Therefore, several questions are present in the aim of the current study to achieve its objectives.

1. What are the common applied motivational approaches of the university’s administrator among the educators?

2. How can the educators measure the effectiveness of motivations in private universities?

3. What are the positive and negatives results of the motivational tools and approaches?

Literature Review

The call for better management and more efficient motivation of lecturers and researchers in higher education grows the interest in the educators. The call for the improvement in education can turn the individual talent and knowledge into competencies so that the welfare of people can be enhanced. Therefore, the sustainability of motivation is a great hope to achieve this aspiration (UNESCO, 2004). The identification of the training needs can possibly increase the staff motivation can increase the accountability of performance. One part of the motivational approach is the performance appraisal to detect the needs for the corrective actions. Performance appraisal on the academic staff rise in the area of motivation for it can be directed to the feedback and acknowledgement. As drawbacks, the performance appraisal do not facilitate the teamwork, can be too costly, complex to administer and can be biased. Still, the motivations clearly help the university to achieve their goals (Coaldrake and Stedman, 1999; Türk and Roolaht, 2005). The staff motivation system targets the area in improving the process of education as well as justifying the tuition in the private universities. Motivations can stimulate the performance results and can be based from the salaries and additional compensation. In most research contexts, the motivation can be in a form of pay-for-performance which is a crucial system but can be successful in directing and motivating the academic staffs in the universities (Türk and Roolaht, 2005). Through the optimization of the outreach activities allows the academics to increase the interests and career promotion. In broader sense, universities should be consistent in promoting the competencies through enhancing the motivation (Husárová, 2006).

Methodology

The applied method in the study is the use of the secondary information wherein the current can incorporate the present situation to the past literatures. Through the use of the said method, the study can gain the opportunity to review and compare the different motivational approaches and tools. In the ongoing examination of the study, an in-depth analysis can be generated.

Conclusion

In return, all of the staff motivations can guarantee the employee development, effectiveness, and improved work quality. The outcomes of the staff motivations in the education can be accessed through the performance of the students. The different approaches in the education and its motivation can be with the collaboration of the technologies to support the learning and increase the knowledge of the students. The competitive world of teaching the education is the most desirable attribute of the educators to enhance the value of knowledge and its application.

References:

Coaldrake, P., & Stedman, L., 1999. Academic Work in the Twenty-first Century – Changing Roles and Policies [Online] Available at: http://www.dest.gov.au/archive/highered/occpaper/99H/academic.pdf [Accessed 04 March 2010].

Husárová, A., 2006. University Management, Academics and Representatives of Private Companies and Public/Non-Profit Sector Organizations, Training University Academic Staff to Become Trainers in Outreach Activities [Online] Available at: http://meeting-point-outreach.upol.cz/download/75228b0bd59feaa80a43e49f89d6df72.pdf [Accessed 04 March 2010].

Türk, K., & Roolaht, T., 2005. Performance Appraisal and Basics Compensation in the Higher Education Sector, A Comparison of the Appraisal Systems and Appraisal-Compensation Interlinks Used by Estonian Public and Private Universities [Online] Available at: http://www.mtk.ut.ee/orb.aw/class=file/action=preview/id=138585/febawb41.pdf [Accessed 04 March 2010].

UNESCO, 2004. Strategic Action Plan for the Development of Higher Education in Afghanistan [Online] Available at: http://www.unesco.org/iiep/PDF/pubs/AfghanPlan.pdf [Accessed 04 March 2010].