The opinions of administrators about Ministry of Education reward system

Ministry of Education staff reward system includes "Certificate of Achievement,Certificate of High-Achivement and Reward".Staff who can get reward;Ministry of Education Reward Instruction Section 5; (1)Certificate of achivement, can be given to the staff who is identified at inspections or identified by his/her administrators and the positions authorised to give Certificate of Achievement; The staff who serve successfuly with glorious effort and performance more than his/her precedents;the staff who contributes (based on present case and data) a)in case of saving public source significantly,b)in case of preventing public loss or reducing inevitable public loss significantly,c)in case of raising public utility or raising effectiveness and quality of the services . The Staff who can be given Certificate of High-Achievement;Section 6-(1) Certificate of High-Achievement is given to the staff who has got Certificate of Achievement three times.The Staff who can be given Reward;Section 7-(1)Reward can be given to the staff who has got Certificate of High Achievement.The system was organized in this way and these are used as motivators. It is so hard to find a word for the term motivation in our language.This term was derived from English and French word "Motive".As a Turkish meaning,"güdü","saik" or "harekete geçirici" can be used.Motivation is the total of the efforts that activate one or more people to a goal or a target steadily.Motivation placed to our language as activating power.Motivation is a process that encourage employees to work and persuade them if they work efficiently,they satisfy their personal needs best.Briefly,motivation is the power that activate a person to a goal. Motivation Hypothesis in general:Motivation Theories about Human Nature:they are McGregors X and Y Theory,Argyris' Maturity Theory.Content Theories:Abraham Maslow's Hierarchy of Needs Theory:Herzberg's Dual Factor Theory:McClelland's Need for Achievement Theory:Alderfer's ERG Theory.Process Thories:Wroom's Expectancy Theory,Lawler and Porter's Expectancy Theory,Skinner's Operant Conditioning Theory,Adams' Equity Theory,Locke's Goal Setting Theory. All theories has their own approaches.Their objectives and importance of their points are different.About Motivation:a theory that can be applied every time,everywhere,in any environment and to all people isn't suggested.Any way this is contrary to human nature.Theories mentioned about motivation,considering their contributions to motivation and their targets can be summarized as: Hierarchy of Needs;Human behaves to satisfy his/her needs in particular.Hygiene needs are still one of the main factors of motivation but some of them don't motivate only contribute to environment for motivation. Need for Achievement;The more a person has need for success,the more performance he/she has.ERG;Human try to satisfy his/her needs in turn(There is no definite turn among needs). Expectancy(V);Human value the rewards about work and behaves knowing the relationship between his/her effort and the reward.Expectancy(L&P); Main point is the effort-reward relationship but a person expects the equality between his/her reward and others' rewards. Operant Conditioning ; by using reward and punishment,behaviours are aimed to continue,stop,strengthen or weaken. Equity;Humans tend to compare the outcomes they get with their efforts and others'.Goal Setting;Humans' motivation and degree of performance are related to the accessibility of the goal he/she own.Accordingly,a person tries to satisfy the needs at the lowest level and follows the way of satisfying his/her needs in turn. The basis of Organizational Justice Theory emerge from Adam's Equity Theory(1965).According to this theory, indivual's success at work and satisfaction degree are related to the equality or inequality they perceive about their business environment(Luthans, 1997). Adams (1965), he thinks that inequality and injustice are synonym in the inter-personal shopping relationships and suggests that inequality in business life results in dissatisfaction, negative feelings, anger, guiltiness or different way. According to inquality theory, employees bring their education, efforts and experiments as input to their works. As a result of their works,they get outputs like payment and promotion.The perceived rate when the work an employee does is compared with the acquisition he/she gets,helps to determine the equality or inequality. Various researches have been done on organizational justice. Scientists(Thibaut et al.1986,Bies et al. 1986,Greenberg 1990,1993,Colquitt 2001,Cohen-Charash et al. 2001,Ambrose 2002,Nowakovski et al. 2005)deal with this subject, discuss different aspects of the subject.In the literature,while Cohen-Charash et al. discuss the organizational justice perception in three dimensions as distributive justice, procedural justice and interactional justice, Colquitt et al. 2001 discuss it in four dimensions as distributive justice, procedural justice, interpersonal justice and informational justice.In some researches organizational justice is discussed in five dimensions.These are distributive justice, procedural justice, interactional justice interpersonal justice and informational justice. This study aims to determine the opinions of primary school, secondary school and high school administrators about the suitability of Ministry of Education reward system, whether it is applied fair or not and whether it motivates or not.Research population comprises 1344 administrators working in the schools of Bursa province, centre counties(Osmangazi,Yıldırım,Nilüfer,Gürsu and Kestel),in 2013-2014 academic year.For this research sample 123 primary school,secondary school and high school was chosen.500 scales were sent to institutions,459 were sent back,at the end of evaluation 453 questionnaires was determined as utilizable.In the research , a scale(about Ministry of Education reward system)which comprises the provisions in the instruction,in the form of "approve","fair application" and "motivate" was used. In order to test the suitability of the scale dimensions with research sample corroborant factor analyze was used and the scales and the datas obtained was verified. At the end of data analyze it is determined that the rewards given in the Ministry of Education reward system and the way of giving was approved, it motivates the administrators but it isn't applied fair.As a result,meaningful differences was seen according to gender,education,length of service and the institution worked. Key words: Reward system, approve, fair application, motivate.