Influence of Board of Management Members Motivational Practices on Teachers Retention in Public Secondary Schools in Athi River Sub County, Kenya
Abstract
The purpose of this study was to investigate the influence of Board of management motivational practices on teachers retention in public secondary schools in Athi River Sub County Athi, Kenya. The study employed a correlation research design. The target population for the study was 13 public secondary schools in Athi River Sub County. The study, therefore, targeted a population of 221 BOM members given that each school has an average of 17 BOM. The main instruments for the study were questionnaires that were administered to teachers and Board of Management. The Statistical Package for Social Sciences (SPSS) software version 20.0 was used to carry data analysis. The findings revealed that teachers in Athi river secondary schools are not well motivated thus there is high staff turnover. Results findings showed that teachers are not given monitory incentives for extra work they do, low provision of non-monetary incentives, inflexible working schedule and little room for career development make teachers unmotivated which lead to low rate of teachers retention. Results further showed that, provision of monetary incentives non-monetary incentives flexible working hours and provision for room for career development influenced teachers retention and were statistically significant. The study recommends that BOM should be trained on management skills in order for them to understand the benefits of employees motivational practices, this will help to minimize high rate of staff turnover in Athi River public secondary schools. The study also recommends that the BOM should tailor motivational practices that suit teachers to make them feel recognized and appreciated. These initiates will make them remain in service. There is need for further research on other motivational practices that influence teachers retention other than the four identified in this research.
Key words: monetary incentives, non-monetary incentives, work schedule flexibility, career development, retention, Athi River Sub County
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