Communication and interpersonal skills are indispensable skills to leadership success and effective motivation. The ability to communicate well is a critical managerial skill and the foundation of effective leadership since managers spend 80% of their every working day communicating (Daft, 1988). However, according to Schermerhorn (2001), 30% of managers report difficulties in dealing with communication and interpersonal relations. It is during these working days that communication problems occur. These communication problems encountered in an organization affect productivity, labor turnover, job satisfaction, and business operations as explained by Russ (2011). The relevance of job satisfaction and motivation are very crucial to the long-term growth of any educational system around the world as stated by Ololube (2005). He cited that teacher-related sources of job satisfaction have a greater impact on teaching performance. According to Volkwein and Zhou (2003), research has shown that the more satisfied employees are, the more effective organizations become that is why researchers have paid considerable attention to examine the factors that are related to job satisfaction. For Ehlers (2003), satisfaction is a concept that has been examined by organization communication scholars because being satisfied is something people strive for within this society. Higher quality performance and the greater satisfaction of employees can lead to a better corporate culture and greater effectiveness in the organization.
A survey of employees by Heathfield (2000) found the five things that employees wanted most from their jobs and one of these has something to do with communication. In educational settings, communication functions to create shared meaning through the transmission of information, yet it has much more subtle functions as the vehicle for the development of roles, relationships, norms, and beliefs. Lunenburg and Ornstein (2008) gave so much emphasis on the subject communication in their statement that this is the lifeblood of every school organization since it is a process that binds the individual, the group, and the organization. Organizations that have goals to achieve require satisfied and happy staff as confirmed by Oshagbemi (2000). Adenike (2011) in her study, mentioned that “the ability of an [educational institution] to take off and achieve its goals is a function of its ability to attract, retain, and maintain competent and satisfied staff into its employment.” Maintaining competent and satisfied educators should be a concern of schools since unhappy and dissatisfied employees may mean poor performance and high staff turnover. The implementation of the K – 12 program poses a major challenge for the national government. Even before this, there has already been a greater need for teachers. Teachers are the most important group of professionals since they have a great role for our nation’s future. Nakera Sirima and Wesang’ula Poipoi (2010) reiterated that “Without teachers, there can be no education, and without education, sustained economic, political, and social development is not possible.” Ololube (2006) mentioned that highly motivated teachers and need satisfied teachers can create a good social, psychological, and physical climate in the classroom. It is just so sad that teachers look for other jobs with better pay abroad even if they are asked to work as domestic helpers or caregivers. It is also disturbing that there are teachers who don’t stay long in a school because they are dissatisfied with their job.
The job satisfaction of [teachers] has received considerable attention from researchers and managers alike according to Castillo and Cano (2004). A better understanding of job satisfaction and factors associated with it help supervisors guide employees’ activities in a desired direction (Chaudhary & Banerjie, 2004). Malik (2011) asserted that he was motivated to...
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