By By: Oyem, Israel Ekene
I’d like to say that teaching is more than a profession — it’s a calling. When you see a passionate teacher, you’d see [if you’re observant enough] the efforts involved in carrying the pupils and students along. The teacher tries not to leave anyone behind and the success of every student is the goal of a called teacher. It is then clear that a called teacher won’t necessarily give in his or her best because of the renumeration that comes with it, but there is this drive that pushes the teacher to go the extra mile in achieving the priorities of a called teacher. This article brings to the awareness of the public and employers, the need to encourage called teachers in every level of education.
It is clear that we have situation-made teachers and called teachers. These situation-made teachers weren’t called to become teachers, but they found themselves in the educational sector because they need to put food on the table of themselves or their families. The called teachers are those who recognizes other opportunities, yet, because they know that their happiness lies in nurturing the leaders of tomorrow, they decline other opportunities which might be great just to fulfil this drive.
Having known the difference, it is then unmotivating to let the called teachers be discouraged. There are several ways to encourage them and payment isn’t only the way. While payment when it comes early encourages them, there is an exception to this. Payment — salaries, when it comes early, it retains them rather than encourage them. Many are the complaints of salaries coming late, so when teachers see an organization that pays salaries when it is expected to be paid, they are retained.
However, retaining teachers doesn’t mean they are encouraged. It is a means of survival. Encouragement now comes in different ways. The employer, having recognized the achievements or efforts of the teachers, can publicly appreciate them. Appreciation brings out the best in teachers. It fuels their energy more to do better. It gingers them. Indirectly, they won’t want to underperform because the appreciation was done publicly. This also sends a note of inspiration to other teachers that efforts are appreciated.
Additionally, another way to encourage them is to give awards. Awards for coming early, punctuality, most well-dressed teacher, etc. It is needful to mention that no amount of money can suffice the effort of great teachers. Nothing on earth can quantify it — no matter the greatness of the gift, it is just an appreciation for one who truly knows the efforts of a great teacher.
In conclusion, employers would surely know those who are doing better, because reviews and/or reports would come from the parents. Parents notice changes in their wards faster. They see the progress and when they tell you as an employer, the best you could do is to appreciate them. As a teacher, one thing that has motivated me personally is the appreciation of my bosses. All of the home appliances I have are never bought with my money. All teachers are like this, even awards as youngest and most effective teacher awards boosted my passion and I outdid myself in every school that I got appreciated wns encouraged. Beyond money, there are ways teachers can be encouraged to do better. We just have to think about it creatively, it doesn’t have to be these ways stated here in this article.
