Motivating impact of rewarding for teachers and managers in secondary education schools ( Model for Ankara city )

The purpose of this research is to present opinions of the managers and teachers in secondary education schools on rewarding system of Ministry of National Education (MoNE) and to determine motivating impact and level of official rewards and other reward-like incentives on managers and teachers.Study group of the research covers 306 teachers and 49 school managers working in 26 secondary education schools in central sub-provinces of Ankara in 2009- 2010 academic year.The researcher developed a questionnaire for collecting data required for the purposes of the research. The questionnaire prepared is based on the questionnaire template developed by Senufuk (2004). The questionnaire comprises three sections. First section provides personal information; second section depicts opinions of the managers and teachers on rewarding system of Ministry of National Education (MoNE) and the third section includes questions aiming to measure motivating impact and level of rewarding system applied.The data collected were analyzed using SPSS 16.00 for Windows program package. The research findings show that the teachers and school managers working in secondary education institutions have a negative impression on rewarding system. Announcement of rewarding system to the staff, involvement of the staff in reward determination process and disclosure of rewarding criteria are among mostly criticized characteristics of rewarding system. Out of eight demographic characteristics of the opinions raised by managers and teachers on rewarding system, four demographic characteristics (manager- teacher, accepting reward or not, type of school and education status) revealed significant differences.The research discovers that the rewards generally play a high motivating role for the managers and teachers. Rewards having most motivating impact for the managers and teachers are as follows:1-Study visits to abroad for professional development2-Double waging for the personnel providing new inventions and contributions in education- teaching field,3-Observing and feeling the appreciation of the studentsOpinions raised by managers and teachers on motivating impact and level of the rewards depicted significant differences in four of eight demographic characteristics (gender, teacher- expert teacher, branch, type of school)Consequently, it is concluded that rewarding system of mone does not have a fair and transparent evaluation scale and top managers at schools who are the operators of the system are not objective even though the rewarding system is a motivating tool for the managers and teachers.