The objective of this study is to assess job motivation factors of teachers in secondaryrnschools of Addis Ababa. In line with this specifically: to assess the extent to whichrnteachers are satisfied with their job, to determine the major factors that affectrnmotivation of teachers in secondwy schools of Addis Ababa, to distinguish if there isrnany relationship between teacher characteristics (ages, salary, experience,rnqualification, marital status and gender) and job motivation factors (motivator andrnhygiene factors). Also to identify the al/empts that have been made in order to motivaternteachers at school, woreda, regional or federalleve!. To achieve the study objectives,rninformation ji-om primary sources (questionnaire and document analysis) andrnsecondary sources such as: review of different books, journals, unpublished materials,rnarticles and other sources was used. Based on the data collected, each basic questionrnwas examined using statistics such as percentage, mean, correlation, t-test, and onernway ANOVA. A number of evidences were discussed and conclusions made aboutrnfactors which can affect teachers ' motivation include the area of organizational policyrnand administration, interpersonal relationships, economic factors, social factors andrnpossibility of growth as well as recognition were the major factors. the major findingsrnwere: Both respondents satisfied in common with motivator factors include, the jobrnprovides them with strong feeling of responsibility since, they are positivelyrninfluencing other people's lives (students or colleagues) through their work and thernjob provides them with strong feeling of responsibility since, they wererncontributing to the society. Both respondents satisfied in common with hygiene factorsrninclude, there was a shared vision and school goal selling process formulated byrnschool principal, there was a mechanism by which competent teachers share theirrnexperience of teaching methodologies and there was strong relationship betweenrnschool administrators and teachers. And dissatisfied with respect accorded to teachersrnby the community, Community and parental support of teachers, they were dissatisfiedrnwith the job security that creates job responsibilities and the principal exerciserneducational leadership alone. Additionally, the grand mean result shows that, bothrnteachers and principals were highly satisfied by motivator factors than hygienernfactors. The result of this research also indicated that many personal characteristicsrnaffect job satisfaction in different ways. There were statistical significant differencernbetween teacher demographic characteristics (age, salary, working experience,rneducational levels, marital status and gender). salary and other forms of financialrnincentive (medication and reinforcement for the model teachers) were among thernmajor factors affects motivation of teachers. The researcher drawn recommendationrnincludes, it was pointed out that the existing management and leadership support tornteachers could not maintain their motivation for that it lacked their fit/I participationrnin many ways. Therefore, in order to get teachers fit/I partiCipation in the school,rnparticipative management should be exercised and all teachers were needed tornupgrade themselves through filrther education (post-graduate educational program)rnbut, the cost it request is challenging. Therefore, it is recommended that adequaternaccess of educational opportunity for all teachers should be given to maintain theirrnsatisfaction and enjoy the profession.