43 Website: www.jriie.com Vol.3, Iss.2, 2019 (pp. 43-52) Teachers’ Motivation and Job Satisfaction: An Analysis of Government Aided Secondary Schools in Kasese Municipality, Uganda *Esau Murongo and Charles Nzaghale Rwenzori International University, Uganda *Corresponding author: emurongo@gmail.com Received December 23, 2018; Accepted May 23, 2019 Abstract: The study was about establishing the contribution of teachers’ motivation on job satisfaction in government schools of Kasese Municipality, Uganda. The study objectives were; to examine the contribution of staff development on teachers’ job satisfaction, to assess the contribution of pay on teachers’ job satisfaction and to establish the contribution of rewards on teachers’ job satisfaction. 81 respondents were used in the study. Both convenience and purposive sampling were used. Questionnaire survey and interviews were used as data collection methods. It was found out that staff development is an important aspect in terms of job satisfaction where 84% agreed. 80.2% agreed that pay leads to job satisfaction, and 85.2% agreed that rewards lead to teachers’ job satisfaction. The study recommended that Kasese Municipality through the Municipal Education officer should be organizing for refresher courses and capacity building training workshops once annually to induce teachers to perform better, government of Uganda through the relevant Ministry should ensure that teachers are paid according to their qualifications and that teachers should always be rewarded by recognizing the best teacher of the term. Key words: Motivation, Job satisfaction, Pay, Staff development, Rewards 1. Introduction According to Gupta (2009), motivation is the process by which the efforts of an individual or group are energized and sustained toward attaining a goal. This included a chain reaction beginning with felt needs, which results into motives that raise tension or unfulfilled desires that lead to action towards goals. Motivation on another hand is a force that deals with the reasons underlying behavior (Guay et al., 2010). Kumar (2014) conducted a research to investigate the relationships between some characteristics of organizational climate and employee satisfaction and organizational performance in Bharti Airtel India Ltd at Shimla head office. From this study, it was found out that there is a positive relationship between organizational climate and employee satisfaction. Once the organizational climate is not favourable to bring good and satisfying environment among employees, it may create reduced levels of loyalty and satisfaction of the key assets in an organization. Markos & Sridevi (2010) conducted a study on employee engagement, job satisfaction on organizational performance. The study revealed a positive relationship between job satisfaction and organizational performance as well as employee engagement and organizational performance. Ek & Mukuru (2013) employed two content theories that explain the specific factors which motivate people and two process theories which are concerned with the psychological and behavioral processes that motivate an individual. In the end it was found out that employees are not satisfied with their pay and work environment. Thus there is need to develop policies and strategies to manage human resources effectively and efficiently since pay and the working environment may not motivate employees.