This study examined Florida principal perceptions of suggested rewards in the literature of public and private sector management suggested as having potential to motivate principals to accept the risks of leadership in school improvement. The literature also revealed that to study a preference for rewards requires attention to the mitigating effects of organizational climate, culture and structure that accompany the perceptions of rewards. Therefore, the study includes selected characteristics of organizations as measured factors in the examination of the perceptions of the proposed rewards. / The rationale of the study is supported by an overview of educational reforms beginning with the Nation At Risk report of 1983 with particular attention to the Florida reaction to that report calling for education reform. / Relevant topics include overviews of pertinent management theory, motivation theory, educational leadership theory and school improvement literature and legislation, the role of the principal in school improvement, characteristics of effective educational leaders (specifically principals), and management and risk. / Relevant motivation theories cited include Herzberg's Motivation-Hygiene Theory, Deci's Theory of Self Determination, and Expectancy Theory. Topics relevant to the organizational context of rewards include rewards and organizational culture, structure and climate, the role of money as an incentive, and potential rewards. / Data was gathered by questionnaire and a five point scale, and was treated by factor analysis to determine whether there is an underlying motivation structure within the proposed rewards and organizational characteristics that affect perceptions of the effectiveness of rewards. / A three factor motivation structure was identified by factor analysis. The three factors were: Factor I, the "level playing field" interpreted from factor loading of items that revealed a concern for fair treatment and evaluation of performance; Factor II, the "resources and control" factor interpreted from scale items focus on the principal's control of the resources and personnel in a school setting in which the respondent is accountable, and; Factor III, the "value added payoff" factor interpreted from the scale item emphasis on money or money related rewards and perquisites. / Analysis revealed that Factors I and II were very closely related and were highly valued by the respondents. Factor III was not related to either Factor I or Factor II and approached rejection as a necessary requisite to acceptance of the leadership role. / The study concluded that both money (and/or perquisites) and organizational characteristics function as hygiene factors as proposed by Herzberg's two factor motivation theory. / Source: Dissertation Abstracts International, Volume: 54-02, Section: A, page: 0393. / Major Professor: William R. Snyder. / Thesis (Ed.D.)--The Florida State University, 1993.
| Identifer | oai:union.ndltd.org:fsu.edu/oai:fsu.digital.flvc.org:fsu_76837 |
| Contributors | Osburn, Wilbur Forney., Florida State University |
| Source Sets | Florida State University |
| Language | English |
| Detected Language | English |
| Type | Text |
| Format | 181 p. |
| Rights | On campus use only. |
| Relation | Dissertation Abstracts International |
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