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Creative Space : International Journal ISSN 2347-1689
Vol. 02, Issue 05-06 (i) Sept. Dec., 2014
Creative Space : International Journal (Bi-monthly Refereed & Peer Reviewed Journal)
Multi-Lingual and Multi-Disciplinary
ISSN 2347-1689
Sept. Dec., 2014 (Joint Issue)
Vol 02, Issue 05-06
Chief Editor
Dr. Haresh Parmar
Email : creativespaceip@gmail.com
Website : http://eklavyapublication.in
Blog : http://creativespaceip.blogspot.in
Mo. 09408110030
Guest Editor
Dr. Bharat Bheda
Dr. Anil Khavdu
First page image and design by
Nisha Jha
Eklavya
International Publication Aashiyana, 40, Ramnagar, Nr. Vrundavan Soc.,
Madhuram, Nr. Timbavadi Bypass, Junagadh 362 015,
Gujarat, India Email : creativespace@live.com & creativespaceip@gmail.com
Website : http://eklavyapublication.in
Blog : http://creativespaceip.blogspot.in
ISSN 2347-1689 Creative Space : International Journal
Sept. Dec., 2014 (ii) Vol. 02, Issue 05-06
Creative Space : International Journal ISSN 2347-1689
Sept. to Dec., 2014
Vol 02, Issue 05-06
Chief Editor
Dr. Haresh Parmar
Email : hareshgujarati@gmail.com and creativespaceip@gmail.com
Editor
Dr. Shivdatta Wavalkar Email : shiva.janaisan@gmail.com
Dr. Rekha Kurre
Email : rkurre1705@gmail.com
Dr. Bharat Bheda
Email : bharatbheda11@gmail.com
Dr. Anil Khavdu
Email : anilkhavdu@gmail.com
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Email : creativespace@live.com & creativespaceip@gmail.com
Website : http://eklavyapublication.in Blog : http://creativespaceip.blogspot.in
Associate Editor :
Syed Hayath Basha Quadri (New Delhi)
Dr. Dilip Chavda (Ahmedabad, Gujarat)
Dr. BharatKumar V. Bheda (Jamnagar, Gujarat)
Dr. Anilkumar M. Makdia (Diu, Gujarat)
Niroj Kumar Sethi (New Delhi)
Smita Mishra (New Delhi)
G. Niranjani (Chennai, Tamil Nadu)
Creative Space : International Journal ISSN 2347-1689
Vol. 02, Issue 05-06 (iii) Sept. Dec., 2014
Advisory and Peer Reviewed Board :
Prof. Prasad Brahmbhatt
ASC Director (Ex Director), ASC-UGC, Gujarat University, Ahmedabad
Dr. M. B. Gaijan,
Head, Deptt. Of English, Samaldas Arts College, Bhavnagar University, Bhavnagar
364002
Dr. Visier Sanyu
Melbourne University, Melbourne, Australia
Eva De Clercq
Faculty of Arts and Philosophy, Ghent University, Belgium
Dr. Deepak Patel
Asso. Prof. in Gujarati, Gujarati Deppt., Saurashtra University, Rajkot
Dr. R. N. Kathad
Associate Professor, Sanskrit Dppt., Saurashtra University, Rajkot (Gujarat)
Dr. K. S. Chotaliya
Associate Proffessor, Hindi Deppt., Josipura Mahila Arts and Commerce College,
Junagadh (Gujarat)
Dr. Parmod Kumar
Assistant Professor in English, School of Humanities, GNOU, New Delhi.
Dr. Devendra Kumar
Assistant Professor, R.L.A. College (Evening), University of Delhi, Delhi
Dr. Y. A. Jogsan Assi. Prof. in Psychology, Deppt., Psychology, Saurashtra University, Rajkot
R. M. Jadeja
Princhipal and Prof., Shree D.K.V. Arts & Science College, Jamnagar (Gujarat)
Dr. M. N. Vaghela
Head Of Hindi Department Dr. Virambhai Rajabhai Mahila College opp. Khichadi
Mg road, Porbandar 360575 (Gujarat)
Dr. Jalindar Ingle
Head of Hindi Deppt., Arts and Com. Collage, Yevla, Dist. Nasik (Maharshtra)
Hiteshkumar V. Parmar
Assistant Professor, College of Agricultural Engineering and Technology,
Junagadh Agricultural University, Junagadh
Chintan D. Gohel
Assistant Professor, Gujarat Vidhyapith, Ahmedabad (Gujarat)
Sureshkumar J. Parghi
Assistant Professor, Computer, Comp. Department, Shree V. M. Mehta Muni. Arts
and Com. College, Jamanagar (Gujarat)
Mina H. Rathod
Adhyapak sahayak, B. D. Shah college of education, Modasa , Dist. Aravalli
ISSN 2347-1689 Creative Space : International Journal
Sept. Dec., 2014 (iv) Vol. 02, Issue 05-06
Submission Guide
Subject Category:
Humanities, Commerce, Education, Distance Education, Rural Development,
Agriculture and Food Engineering, Sociology, Psychology, Science, Social Science,
Children Education, Journalism, Performing Arts, Philosophy, Management, Medical,
Computer Science Engineering, Information Technology, Electronics and
Telecommunication Engg., Electrical Engineering, Mechanical Engineering, Civil Engg.
etc.
Arts, Science, Education, Commerce, Engineering, Technology etc...
Creative Space : International Journal is a peer-reviewed journal concerned with cross-
disciplinary research in the field of Literature seeks contributions, essays, book reviews,
reflections, reports and observations. Creative writings are also welcome.
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Paper Submission Email IDs: creativespaceip@gmail.com , creativespace@live.com
Abstract This document gives formatting guidelines for authors preparing papers for
publication in the Creative Space : International journal. The authors must follow the
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Keywords It includes at least 5 keywords or phrases in alphabetical order separated
by comma.
I. INTRODUCTION
This document is template. We ask that authors follow some simple guidelines. In essence, we ask you to make your paper look exactly like this document. The easiest
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Creative Space : International Journal ISSN 2347-1689
Vol. 02, Issue 05-06 (v) Sept. Dec., 2014
Type Setting : A4, MS Office Word File Format
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This journal charges the following author fees.
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If you do not have funds to pay such fees, you will have an opportunity to waive
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For more details you can contact at
Editor in Chief
Haresh Parmar
Lecturer (Contract)
Gujarati Department, D.K.V. Arts and Science College, Jamnagar (Gujarat)
Aashiyana, 40, Ramnagar, Nr. Vrundavan Soc., Timbavadi ByPass, Madhuram,
Junagadh (Gujarat)
Email : creativespace@live.com , creativespaceip@gmail.com
Blog : http://creativespaceij.blogspot.in
ISSN 2347-1689 Creative Space : International Journal
Sept. Dec., 2014 (vi) Vol. 02, Issue 05-06
Editor Voice
I
Chief Editor
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Vol. 02, Issue 05-06 (vii) Sept. Dec., 2014
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Email : creativespaceip@gmail.com
Blog : http://creativespaceij.blogspot.in
Web. : http://eklavyapublication.in
Conact : 09408110030
ISSN 2347-1689 Creative Space : International Journal
Sept. Dec., 2014 (viii) Vol. 02, Issue 05-06
Editor Voice
II
Guest Editor
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D. K. V. Arts and Sc. College, Jamnagar
Mo. 09924646501
Creative Space : International Journal ISSN 2347-1689
Vol. 02, Issue 05-06 (ix) Sept. Dec., 2014
Table of Contents
Editor Voice I : Chief Editor : Haresh Parmar vi
Editor Voice II : Guest Editorial : Dr. Bharat Bheda viii
English Mulk Raj Anands The Barbers Trade Union: A Rebellion in the Making
Dr. Mukund L. Revadivala 01-04
A Study On Human Resource Accounting In India Jayshree B. Makwana 05-13
Ego Strength and Psychological Well Being in Working and Non-Working Women
Bhagyashri K. Aashra and Yogesh A. Jogsan 14-20
Students Problems and Adjustment in Boys and Girls Dimpal J. Ramani & Yogesh A. Jogsan 21-33
Effect Of Sports And Meditation On Psychol Well-Being
Dr. Ketan Dholakia 34-38
Study Habits and Academic Achievement Motivation in Students Relation to Their Social Intelligence
Doshi Dhara R. & Yogesh A. Jogsan 39-56
Attitude toward Modernization and Fashion in Women: Relation to Their Generation Gap
1Revati R. Dudhatra & 2Yogesh A. Jogsan 57-70
Social Maturity and Self Esteem of Hearing Impaired and Normal Children Mohini M. Pandya & Yogesh A. Jogsan 71-81
Application of psychology in the library Mita P. Raichura 82-85
The Condition Of Weaker Section in Local Self Government Mina B. Muniya 86-91
Hindi
. 92-95
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. . 96-97
. . . 98- 102
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. 103-104
. 105-108
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. 109-114
. 115-118
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119-122 Gujarati
: ( ) . 123-126
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. 127-133
. 134-139
. 140-151
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. 152-159
. 160-165
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. 170-173
Creative Space : International Journal ISSN 2347-1689
Vol. 02, Issue 05-06 (1) Sept. Dec., 2014
Mulk Raj Anands The Barbers Trade Union:
A Rebellion in the Making
Dr. Mukund L. Revadivala1
The objective of this paper is to discuss the historical context of the emergence of a
literary genre which reflected the growing identity, awareness and consciousness of the
Dalits during the colonial period. Dalit is a term that pricks the deepest corner of our
heart. The age-old caste system finds its origin in functional groupings, called varnas,
which have their origins in the Aryan society of ancient Northern India. In their creation
myth, four varnas are said to have emanated from the Primeval Being. The Creators
mouth became the Brahmin priests, His two arms formed the Rajanya or Kshatriya
warriors and kings, His two thighs formed the Vaishya landowners and merchants, and
from His feet were born the Shudra artisans and servants. Later, there developed a so-
called fifth varna: the Untouchables. They were the least developed people with
minimum rights in the society.
It was Jyotirao Phule who first used the word "Dalit" in the nineteenth century, in
the context of the oppression faced by the erstwhile "untouchable" castes of the Hindus.
The movement of Dalit writing is an important development in regard to literature with
a social conscience. In Dalit writing, men and women of marginalized and low-caste
communities write poetry and fiction about their own lives and communities. Along
with the passage of time the target group has changed. Broadly speaking the people
who are the progeny of a particular caste are called Dalits. In fact Dalit is not a caste, it is
a constructed identity, a comprehensive term comprising of not only the scheduled
castes, tribes and other backward classes but also any person, group or community that
finds itself shoved to the periphery. According to Victor Premasagar, the term expresses
their "weakness, poverty and humiliation at the hands of the upper castes in the Indian
society." In the context of traditional Hindu society, Dalit status has often been
historically associated with occupations regarded as ritually impure, such as any
involving leatherwork, butchering, cleaning streets, latrines, and sewers, or removal of
rubbish, animal carcasses, and waste. The dalit may be living with the people of
mainstream but s/he is not granted the freedom to feel the same. S/he is made to feel
the inferiority in the society. Generally such people accept the conditions created by the
society for them. But at times they try to make their mark on their own.
Mulk Raj Anand, one of the pioneer litterateurs of Indian English writing has
focused on this tender part of our society. Along with works like Untouchable (1935),
Coolie (1936), Two Leaves and a Bud (1937), The Barbers Trade Union and other stories (1945)
etc. show his great concern for the down-trodden of Indian society and his works,
therefore, throw light on the existing pains and predicaments of havenots. Mulk Raj
Anand once said:
1 Dr. Mukund L. Revadivala Associate Professor in English, Shri & Smt. P.K.Kotawala Arts College, Patan. (North Gujarat)
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It may lie in the transformation of words into prophesy. Because, what is writer if he is
not the fiery voice of the people, who, through his own torments, urges and exaltations,
by realizing the pains, frustrations and aspirations of others, and by cultivating his
incipient powers of expression, transmutes in art all feeling, all thought, all experience -
thus becoming the seer of a new vision in any given situation.
This paper deals with the short story titled The Barbers Trade Union and seeks to
concentrate on the pitiable condition of the lowest strata of the society and their attempt
to make their importance felt. The story is about Chandu, a low-caste barber boy who
always desires to be a member of the main-stream of the society. He lives among the
upper-class people but, of course, in a marginalised manner. Once, his attempt to look
like an upper-class man is met with humiliation by the land lord Bijay Chand. Chandu
plans to avenge this inhumanity. He stops providing his services as a barber. Moreover
he organises a union in order to prove themselves self-dependent. Mulk Raj Anand has
fashioned with The Barbers Trade Union a story that articulates the abuses of an
exploited class through sheer sympathy in the traditionalist manner of the realist work
and their attempt to make their space in the post-colonial manner of a modern work. He
is, indeed, the "fiery voice" of those people who form the lower-caste.
Gandhi wrote that God never made man to consider another man as an inferior
being or an untouchable. This discrimination among human beings is not divine but
man-made and it is pursued selfishly only for the welfare of the haves at the cost of
self-respect, equality, status and freedom of the have-nots. Thus the selfishness of those
born rich in society leads to the untold hardships of those born poor. This priority class
thinks that the poor are created only for them and for their comfortable living. In this
story Chandu, the barber boy, has lost his father and taken to his business. He is a close
friend of the narrator who belongs to the upper-class. The narrators mother tells her son
to keep a distance from Chandu in order to maintain the status of their caste and class.
He is not considered equivalent enough to wear the clothes he likes. Bijay Chand, the
Jagirdar, humiliates him when he visits him in the clothes of a doctor:
Go away you swine, go away and wear clothes befitting your low status as a
barber, and dont let me see you practicing any of your newfangled nations, or else I will
have you flogged.
Even the Shahukar was not ready to get his hair cut by Chandu if he does not
change his dress. His words are attack on the conscience of a human being when he
considers Chandu to be an impure being and that he would have to purify his house by
sacred cow-dung. Even Chandus desire to go to Pandit Parmanand is turned down
when Parmanand himself advises the narrator to keep away from Chandu. Pandit
Parmanand believes that Chandu does not have any right to wear such upper-class
clothes. According to him Chandu is destined to do certain works which are considered
low. He says:
He has got to touch our beards, our head and our hands. He is defiled enough by
God. Why does he want to become more defiled? You are a high- caste boy. And he is a
low caste devil! He is a rogue!
This proves that people who consider themselves superior fail to realize that as
Gods creation, all human beings are essentially one and the same. Moreover, they
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always look down upon the inferior with indifferent attitudes, treat them as
untouchables and keep them at distance. Though they were born innocent and good,
they learn good and bad as they grow, and they also show the same in their attitudes
and behaviour. They become uncivilized in their behaviour towards other human beings
lower in status and position and such behaviour reflects only their state of mind.
Mulk Raj Anand has an obligation of sorts, in portraying this exploited class as
fairly and representatively as possible. Certainly, he has successfully achieved the
reader's sympathy for Chandu's exploitation via the horrendous abuses that he is
subjected to as an oppressed minority. In depicting a down-trodden in this way, Anand
is undermining the possibility of the whole class taking a part in challenging their own
oppression because he constructs them as incapable of intellectually identifying the
systemic sources of their oppression. But Chandu is not the boy who will bear all these
injustices without raising any voice. He does not want to remain someone doing all sorts
of odd jobs and someone to be always abused and be at their mercy for his livelihood. In
fairness to Anand, the portrayal of Chandu is complex, and he certainty allows Chandu
to be rebellious. Chandu has always nurtured a smouldering rage within his soul. It
surfaces in a systematic manner. Mulk Raj Anand says in the opening lines that Chandu
has a place among the Makers of Modern India. It is a fact Modernism exists to a
considerable extent, in its rejection of the techniques of the previous period and
opposition to the social and economic values of bourgeois society. Chandu also wishes
to enjoy the unlikely status that the dentist Dr. Kalan Khan enjoys in the city. He agrees
that he is not a highly educated doctor but the knowledge of treating pimples, boils and
cuts on peoples bodies do not make him any less in quality than a doctor. This is a
human instinct to be noticeable among the society. This feeling is not restricted to only
upper-class of the society. Moreover Chandus humiliation by the so called upper-class
comprising of the representatives like a Jagirdar, a Shahukar, a Pandit and others
inflames his instincts. He decides to make his importance felt by denying his services to
the upper-class people in the village. He continues earning by working in the town.
Consequently their looks are changed and even the wife of the Landlord threatened to
leave him because he looked very old. Chandus attempts to arrange for a bicycle and
learn to ride it prove that he is adamant on his ideas and knows that he will have to
teach himself to be independent. A Dalit can surely make his presence felt but he is
supposed to assert his quality by some really hard work and sacrifice. Chandus mother
also feels pride at his sons behaviour and indirectly supports her son in his fight against
the upper-class. Even the attempts of the upper-class to attract a barber from a
neighbouring village Verka do not work. On the contrary Chandu calls a meeting of the
barbers in the range of seven miles from their village and forms an association of barbers
who would work at their own shops and all those who wish to seek their services shall
have to visit them. As modernism is concerned with fresh ways of looking at mans
position and function in the universe, it is surely Chandus concern for fresh way of
looking at the world in a new manner. A dalit has not only to see the world in his new
way only but also make the world see him from his own view point. It establishes the
fact that in the twentieth century, Indian society has undergone numerous reforms,
including a formal rejection of the caste system. In practice, this rejection has been
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difficult to enforce in some regions of India, as the social roles dictated by caste are so
embedded into Indian society. But, of course, it is not impossible to put such novel
changes into practice. Therefore, the importance Anand places on Chandu's quest for
identity leaves the reader thinking about the viability of Chandu as the most appropriate
figure to challenge the abuses of class-discrimination.
References:
Anand, Mulk Raj. The Barbers Trade Union and other stories. London: Penguin,
1945.
Dhawan, R.K., ed. The Novels of Mulk Raj Anand. New York: Prestige, 1992.
Iyengar, K R Srinivas; Indian Writing in English, Sterling Publishers Pvt. Ltd.,New
Delhi,1985.
Naik, M K; A History of Indian English Literature, Sahitya Academy, New Delhi,
2002 Prabu and Rao, eds. Mind of Mahatma Gandhi. Ahmedabad: Navajivan
Publishing House, 1968. Premsagar, Victor; Interpretive Diary of a Bishop: Indian
Experience on Translation and Interpretation of Some Biblical Passages, Christian
Literature Society, Chennai, 2002.
Walsh, William. Indian Literature in English. London: Longman, 1990.
Zelliot, E. From Untouchable to Dalit: Essays on Ambedkar Movement, New Delhi:
Manohar Publishers and Distributors, 2001.
Creative Space : International Journal ISSN 2347-1689
Vol. 02, Issue 05-06 (5) Sept. Dec., 2014
A Study On Human Resource Accounting In India
Jayshree B. Makwana1
Abstract
Human Resource Accounting (HRA) involves accounting for expenditures related to human
resources as assets as opposed to traditional accounting which treats these costs as expenses that
reduce profit. Interest and contributions to growth in HRA have been evident in a number of
countries. Since the beginning of globalization of business and services, human elements are
becoming more important input for the success of any corporate enterprise. It helps the
management to frame policies for human resources. Human resource accounting is a process of
identifying and measuring data about human resources. Measurement of the investment in human
resources will help to evaluate the charges in human resource investment over a period of time.
HRA is not a new issue in the arena of business. Economists consider human capital as a
production factor, and they explore different ways of measuring its investment in education,
health, and other areas. Accountants have recognized the value of human assets for at least 70
years.
Introduction:
Human Resource Accounting gives information regarding inner strength of
organization and helps in making decisions regarding long-term investment in that
organization. The employees bargaining power and performance are also affected by
this. But, in spite of having such importance, study of human resource of an
organization had not been given required attention by management thinkers for years.
Under the constraints the financial statements are prepared pursuant to the Company
Law in India. There is no scope for showing any significant information about human
resources in financial statements except the remuneration paid to them and the number
of employees getting compensation beyond certain amount per annum. But there is
nothing to prohibit the companies to attach information about the worth of human
resources and the results of their performance during the accounting period in notes or
schedules.
Keywords: Human Resource Accounting Model, Measurements of HRA, Methods of
Valuation of Human Assets, Advantages, Problems.
Area of human resource accounting, has defined it as follows:
Human resource accounting is accounting for people as an organizational resource. It involves
measuring the costs incurred by business firms and other organizations to recruit, select, hire,
train, and develop human assets. It also involves measuring the economic value of people to the
organizations.
American Accounting Association (1980) has defined human resource accounting as follows:
1 Jayshree B. Makwana
Associate Professor, Bhavans Shree A.K. Doshi Mahila College,Jamnagar 361 008
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Sept. Dec., 2014 (6) Vol. 02, Issue 05-06
Human resource accounting is the process of identifying and measuring data about human
resources and communicating this information to interested parties
Thus, human resource accounting is primarily involved in measuring the various
aspects related to human assets. Its basic purpose is to facilitate the effective
management of human resources by providing information to acquire, develop, retain,
utilize, and evaluate human resources.
Origin of Human Resource Accounting :
Recognizing human being as asset as old one. Form the observation of Indian History, it
is evident that Emperor Akbar gave importance to the nine jewels. Freedom fighters in
India like Shri Motilal Nehru, Mahatma Gandhi, Sardar Vallabh Bhai patel,
PanditjawaharLal Nehru cannot be removed from the historical pages of freedom
movement of India. In spite of the uncountable sacrifices forgone by the above
individuals, no one make efforts to allocate any monetary values to such individuals in
the Balance sheet of India.
The suitable work was started to determine the cost and value of human beings by
behavioral scientists from 1960 onwards. The experts in this field were Shultz (1960),
William Pyle(1967), Flam Holtz(1973), Kenneth Sinclare (1978) and Dr Roa (1983), etc
who contributed appropriate methodology and correct methods for finding out the
value of the employee to the organization.
World demand of Human Resource Accounting :
It is fact that the 21st century is era of Human demand, countries those have labor
quality ruling the world with dominant technology. Countries like china and Japan
forerunners in technology advancement, is all result of work force performance. Hence
whole world realized that human resource is the real investment into business ventures
that should only catch and stick the success waves. It can be say that INFOSYIS, Bharat
heavy Electrical Ltd (BHEL), DR.REDDY`S and Steel Authority of India Ltd (SAIL) are
ever profit generators because recognized value of quality of labor and ordered peak
priority so as company`s yields ripped fruits with assistance of ripped force (quality
employees) and can stand against any business storm and cope up effectively..
HRA Objectives
The more specific objectives of human resources accounting are as follows:
To provide cost-value data for managerial decision regarding acquiring, developing,
allocating, and maintaining human resources so as to attain cost-effective organizational
objectives.
To provide information to monitor the effectiveness of human resource utilization.
To provide information for determining the status of human asset whether it is conserved
properly; it is appreciating or depleting.
To assist in the development of effective human resource management practices by
classifying the financial sequences of these practices.
HRA - Measurements
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It is known facts that measurement is the process of representing the properties or qualities of
objects in numerical terms. But the biggest challenge in HRA is that of assigning monetary values
to different dimensions of HR costs, investments and the worth of employees. The two main
approaches usually employed for this are:
Cost Approach
It involves methods based on the costs incurred by the company, with regard to an employee.
Cost is a sacrifice incurred to obtain some anticipated benefit or service. The various methods of
measurements of costs and valuation of human resources are Historical cost method,
Replacement cost method, Standard cost method, Present value of future earnings method,
Expected realisable value method and Economic
value method.
Economic Value Approach
It includes methods based on the economic value of the human resources and their contribution to
the companys gains. This approach looks at human resources as assets and tries to identify the
stream of benefits flowing from the asset. The value of an object, in economic terms is the present
value of the services that it is expected to render in future. The methods for calculating the
economic value of individuals are Lev and Schwartz (1971) model, Eric Flamholtz (1974) model,
Jaggi-Laus model. Of these Lev and Schwartz model become popular. According to this model,
the value of human capital represented by a person of age is the present value of his remaining
future earnings from his employment. They have given the following formula for calculating the
value of an individual. According to this model, the value of human capital embodied in a person
who is Y years old, is the present value of his/her future earnings from employment and can be
calculated by using the following formula-
E (Vy) = T=Y Py (t+1) TI (T)/(I+R)t-y
Where,
E (Vy) = expected value of a Y year old persons human capital.
T = the persons retirement age. Human resource accounting model in India
Py (t) = probability of the person leaving the organization.
I (t) =expected earnings of the person in period I
R = discount rate.
Most, companies adapt this model to their practical requirements by making necessary alterations.
For instance, different organizations use different discount rates for ascertaining the present value
of future cash flows.
Thus, the model identifies an individuals expected economic value to the organization to
his future earnings for his remaining active service life. His future expected income stream is
discounted by an appropriate rate to arrive at the present value of his services. Thus, the model
identifies an individuals expected economic value to the organization to his future earnings for
his remaining active service life. His future expected income stream is discounted by an
appropriate rate to arrive at the present value of his services. Besides this formula Dr. M. Singh
(2008) has given his contribution is calculating present value of human resources as follows:
PV (r) =
ESP
Where,
PV (r) = present value of human asset.
RC = recruitment cost.
FC = familiarization cost.
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DC = development cost.
JC = job cost.
ESP = expected service period.
P(Le+Og) = probability for loss of efficiency of human resources and for outgoing of the
employees.
Human Resource Accounting model consists of two aspects namely:
a) The investment made in human resources.
b) The value human resource.
As far as the statutory requirement go, the Companies Act, 1956 does not demand
furnishing of HRA related information in the financial statement of the companies. The
Institute of Chartered Accountants of India too, has not been able to bring any definitive
standard as measurement in the reporting of human resource costs. But there is little
organization, however, that does recognize the value of their human resources and
furnish the related information in their annual reports. In India, some of the companies
are: Infosys, Bharat Heavy Electrical Limited (BHEL), Steel Authority of India Limited
(SAIL), Minerals and Metals Trading Corporation of India Limited (MMTC), Southern
Petrochemicals Industries Corporation of India, Associated Cement Companies Limited,
Madras Refineries Limited, The Hindustan Zinc Limited, The Oil and Natural Gas
Commission, The Cement Corporation of India Limited, etc.
Some of the models to valuation of Human Resources are:
Historical Cost Method
This method was developed by William C.Pyle and adopted in 1969 by R.G.Barry
Corporation, aleisure Footwear Company in Columbus, Ohio, USA. Historical cost
method calculates actual cost incurred on recruiting, selecting, hiring and training and
development of human resource (HR) which is equal to the value of workforce. The
economic value of HR increases overtime and they gain experience. However, according
to this model, the capital cost of HR decreases through amortization.
Replacement Cost Model
According to this model the value of employee is estimated as the cost of replacement
with a new employee of equivalent ability and efficiency. There are two costs, individual
replacement cost and positional replacement cost in this model. Cost of recruiting,
selecting, training and development and familiarization cost are account in individual
replacement cost. When a employee present position to another or leave the
organization cost of moving, vacancy carrying and other relevant costs reflect in
individual replacement cost. Positional replacement cost refers to the cost of filling
different position in an organization and this model is highly subjective in nature.
Opportunity Cost Model
Opportunity cost is the maximum alternative earning that is earning if the productive
capacity or asset is put to some alternative use. Quantifying HR value is difficult under
this method. Because alternative use of HR within the organization is restricted and at
the same time the use may not be identifiable in the real industrial environment.
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Stochastic Rewards Model
Stochastic Rewards Model was developed by Eric G.Flamholtz. This model identified
some major variables that are help to determine the value of an individual to the
organization. He determined the movement of employees from one organization to
another as Stochastic Process. Eric G.Flamholtz suggested different approaches to assess
the value of HR of the company in this model. In order to quantify human resource
value the period any employee work in the organization, role of employee and value of
present position are determined and discounted expedited service rewards. To be
precise an employee value is the product of individual conditional value and the profit
that the individual offers to the organization in his/her service life. The conditional
value comprises of productivity, transferability and promotability, skills and activation
levels are also the determinants of an individuals conditional value.
Flamholtz has measured the expected realizable value of an individual as
Where E (RV) =expected realizable value
Rt=Value derived by an organization in each possible sate
P (Rt) =Probability that the organization will have Rt
t= time
n= state of exit
r= discount rate
i = 1,2,3
International Journal of Social Science & Interdisciplinary
Sk.chakra borty Model
Sk. Chakraborty of Indian institute of management Calcutta was the first Indian to
attempt at valuation of resources. This model was similar to historical cost model, he
noticed the cost of recruiting ,learning, selection, training and development of each
employee should considered for acquisition cost method of valuation and be treated as
different revenue expenditure, this is subject to gradual written off.
The balance, not the written off amount, should be shown separately in the balance
sheet under the head of investment. To derive the present value of HR average feature
tenure of employment of employee`s and average future salary should discounted at an
appropriate rate, it is shown as investment in the asset side of balance sheet which is to
be added to the capital employed in the liability side. separate valuation can be made for
managerial and non- managerial employee the discount calculate the present value
should take as expected average after tax return on capital employed, taken from the
conventional balance sheet. The chakraborty model basically considered a combination
of acquisition method and present value.
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Where
V= Value of a category of employee
N=Number of employees
AS= average annual pay
K= after tax return on capital employed
i=1, 2, 3n years (average tenure of employed
Lev and Schwartz compensation model
This model developed in 1971 by Lev and Schwartz for valuing human resources. Lev
and Schwartz model is popular for calculating the value of HR used by public sector like
SAIL and BHEL. It is based future earnings of an employee till his retirement. According
to the model value of human assets is estimated for a person at a given age which is the
present value of his remaining future earning from his employment and this represented
by the following.
Where
Vr= value of an individual or r years old
I(t)= the individuals annual earnings up to retirements age
T= retirement age
r= discount rate specific to the person
t= active year of service
International Journal of Social Science & Interdisciplinary
The model categorized whole work force in the various homogenous groups such
as unskilled, semi-skilled, technical staff, managerial staff and so on and also into
different age groups. By using the formula calculated average earnings for different
classes and age groups and present value of HR. Lev & Schwartz also recommended the
use of cost of capital of the organizations for the purpose of discounting the future
earnings of the employees to arrive at the present value. They recognized individual
employees economic value to the organization.
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Five benefits of HRA :
Human resource accounting helps in knowing whether human asset is being built up in
the business or not. An executive may show good result in producing well, and so on
but he might not have built the human resources properly. A good manager keeps the
morale of his subordinates high so that they contribute the maximum in achieving the
organizational objectives.
Benefits of HRA :
Cost of developing human resources:
HRA will give the cost of developing human resources in the business. This will enable
the management to ascertain the cost of labor turnover also. Proper investment: It can be
seen whether the business has made proper investment in human resources in terms of
money or not. If the investment is in excess, efforts should be made to control it.
Planning and executing personal policies:
It will help the management in planning and executing personal policies. The
management also makes use of its help in taking decisions regarding transfers,
promotions, training, retirement and retrenchment of human resources. Improving
employee efficiency: It helps in improving the efficiency of employees. The employees
come to know of the cost incurred on them and the return given by them in the form of
output, and so on, which will motivate them to increase their worth.
Calculate Return on Investment (ROI):
The return on investment can realistically be calculated only when the investment on
human resources also is taken into account. The ROI is may be good because there is an
investment on human beings.
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Obstacles in HRA :
Although, the theory of HRA appears to be useful, there is still lack of adequate
standards for the valuation of HR. The mere process of putting number to things can
easily be taken outside the context of their proper use. It is likely that managers will treat
human quantitative data not different from quantitative data regarding the physical
plant and machinery.
The managers may use HRA as a means of manipulating the employee. She/he
may decrease the value of an employee as a form of punishment or control. This may be
done by altering the variables like the probability of an employee being promoted to the
next state, future increments etc., determining the value of HR. The employees
bargaining power might be increased if his/her value was known. However, power
might be increased if his/her value was known.
There are certain operational problems in human resource accounting because it attempts to
measure intangibles. Therefore, subjective factors may play crucial role. Thus, the major
operational problems involved in human resource accounting are of the following types:
There is no well-set standard accounting practice for measuring the value of human
resources. In the case of financial accounting, there are certain specified standards which every
organization follows. However, in the case of human resource accounting there are no such
standards.
organizations that adopt human asset valuation use their own models. With the result, value
of human assets of two organizations may not be comparable.
The valuation of human assets is based on the assumption that the employees may remain
with the organization for certain specified period. However, this assumption may not hold true in
todays context because of increased human resource mobility.
There is a possibility that human resource accounting may lead to the dehumanization in
the organization if the valuation is not done correctly or results of the valuation are not utilized
properly.
There is also a possibility that trade unions may oppose the use of human resource
accounting. They may want party of wages/salaries with value of employees.
However, many of these problems are of operational nature or if attitudinal nature.
These may be overcome by developing suitable organizational climate and culture.
Conclusion :
Human resource accounting provides information about the value of human assets,
which helps the top management to take decisions regarding the adequacy of human
resources. The concept of human resource accounting is yet to gain momentum in India.
For the betterment of the organizations, it is necessary to evaluate the worth of human
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resources in a systematic manner and record the information related to them in the
financial statement of the organization to communicate their worth time to time to the
users of the financial statement. When proper valuation and accounting of the human
resources is not done then the management may not be able to recognize the negative
effects of certain programmes, which are aimed at improving profits in the short run. If
not recognized on time, these programmes could lead to a fall in productivity levels,
high turnover rate and low morale of existing employees. The HRA concept itself
represents a new way of thinking about people as assets. It has a great potential for
future organization to understand the value of human forces and the same should
mentioned in the financial statements.
References :
Parameswaram R., and Jothi K. (2005). Human Resource Accounting, Accounting, January
pp. 867-874.
Prasad, L. M. (2010). Principles and Practice of Management, Sultan Chand & Sons,
Educational Publishers, New Delhi, pp. 852-856.
Shalini Sharma and Shukla, R., K. (2010). Application of Human Resource Accounting in
Heavy Industries, S-JPSET: Vol. 1, Issue 2.
Singh M. (2008). Human Resource Accounting Challenge for Accountant, Shodh
Samiksha aur Mulyankan, International Research Journal, November
Sharma, R.K., Gupta Shashi K.(2009), Management Accounting, Kalyani
Publishers,
New Delhi.
Baker & McKenzie (2010).Australian Master Human Resources guide.CCH Australia
Limited. Macquarie University. Graduate School of Management : 51
Bullen L, Clayton State, University, Kel-Ann Eyler Journal of International Business
and
Palanivelu VR (2007).Accounting for management.Lakshmi publishing (p) Limited.
New
Delhi:399-403
Porwal L S (2007). Accounting Theory. Tata McGraw-Hill. New Delhi.3e: 478 - 491
Singh YK and Rawat HS (2006) .Human Resource Management.A.P.H .Publishing
Corporation. New Delhi:181-182
Kamal Gosh Ray (2010).Mergers and Acquisitions. prentice -Hall of India private
limited, New Delhi:203-210 Infosys annual financial statement 2011-12
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Ego Strength and Psychological Well Being in Working and Non-
Working Women
Bhagyashri K. Aashra and Yogesh A. Jogsan1
Abstract :
The main purpose of present research was find out an Ego Strength And Psychological
Well being among Working and Non-working women. The 30 working women and
30non-working women were taken as sample. The research tool forego strength was
measured by Q.hassan ego strength was used while the tool for psychological well-being
was measured by sudha Bhigle psychological well-being scale was used. Here't' test was
applied to check the significance of ego strength and psychological well-being in
working and non-working women and the correlation method is used. Result revealed
that there is significant difference in the level ego strength and psychological well-being
in working and non-working women. Result also revealed that there is normal negative
correlation between ego strength and psychological well-being.
Ego Strength and Psychological Well Being in Working and Non-Working Women
Sigmund Freud's, ego strength is the ability of the ego to effectively deal with the
demands of the id, the superego and reality. Those with little ego strength may feel torn
between these competing demands, while those with too much ego strength can become
too unyielding and rigid. Ego strength helps us maintain emotional stability and cope
with internal and external stress.
According to Sigmund Freud, personality is composed of three elements: the id,
the ego and the super-ego. The id is composed of all the primal urges and desires and is
the only part of personality present at birth. The super-ego is the part of personality that
is composed of the internalized standards and rules that we acquire from our parents
and from society. The ego is the part of personality that mediates between the demands
of reality, the urges of the id and the idealistic standards of the super-ego.
In situations involving psychological disorders, ego strength is often used to
described a patients ability to maintain their identity and sense of self in the face of
pain, distress and conflict. Researchers have also suggested that acquiring new defenses
and coping mechanisms is an important component of ego strength.
High Ego Strength An individual with strong ego-strength approaches challenges
with a sense that he or she can overcome the problem and even grow as a result. By
having strong ego-strength, the individual feels that he or she can cope with the problem
and find new ways of dealing with struggles. These people can handle whatever life
throws at them without losing their sense of self.
1 Bhagyashri K. Aashra (M.Phil.) Yogesh A. Jogsan (Assistant Professor)
Department of Psychology, Saurashtra University, Rajkot - 360 005
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Low Ego Strength On the other hand, those with weak ego-strength view
challenges as something to avoid. In many cases, reality can seem too overwhelming to
deal with. These individuals struggle to cope in the face of problems, and may try to
avoid reality through wishful thinking, substance use and fantasies.
Psychological well-being is usually used as a term for all phrases that are related to
happiness, satisfaction, self-actualization, peace, and happiness with all elements of life.
According to Warr(1978), psychological well-being is a concept that is felt by a person
about his/her daily activities. Warr defines psychological well-being as feelings that
include negative emotional state and also positive view that is more than just
satisfaction. He also implies the importance of the measurement of positive mental
indicator that includes certain characteristics such as growth and learning from new
experiences and success in the search of value. Meanwhile, Ryff (1995)
Describes psychological well-being itself as the evaluation and interpretation that a
person makes about themselves. Based on Ryffs definition, psychological well-being
can be described as a condition where someone is not only free from distress and mental
problems, but also has positive interpretation on his/her self and the past life, ability to
manage environment effectively, ability to develop positive relation with other people,
certain belief that life has meaning and purpose, and desire to grow and improve
individually.
The affective part is a hedonic evaluation guided by emotions and feelings such as
frequency with which people experience pleasant/unpleasant moods in reaction to their
lives. The assumption behind this is that most people evaluate their life as either good or
bad, so they are normally able to offer judgments. Further, people invariably experience
moods and emotions, which have a positive effect or a negative effect. Thus, people have
a level of subjective well-being even if they do not often consciously think about it, and
the psychological system offers virtually a constant evaluation of what is happening to
the person.
Current social indicators can capture phenomena such as crime, divorce,
environmental problems, infant mortality, gender equality, etc. Thus, they can capture
aspects of quality of life that add to the description drawn by economic indicators.
However, these social indicators fail to capture the subjective well-being of people
because they do not reflect the actual experiences such as the quality of relationships, the
regulation of their emotions and whether feelings of isolation and depression pervade in
their daily life.
Carol E.(2012).The primary conclusion, drawn from the above data, was that
gender was not a significant factor contributing to the difference in personality factors
among alcohol abusers. The rather surprising result was that the subjects rated
themselves higher on ego-strength and self-regard than the average population as
shown by comparison to the no.
Chida, Y. and Steptoe, A.(2008).The current review suggests that positive
psychological well-being has a favorable effect on survival in both healthy and diseased
populations.
Charles J.walker(2009).These results have implications for colleges interested in
strengthening the well-being of their students.
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Chahal et.al,.(2003).studied well-being of adolescents in relation to role of
adjustment, personality, social support and family environment and found that for
females, family cohesion, intellectual-cultural orientation, achievement orientation,
socialization, classmates support, adjustment and sociability were significantly
important contributors of well-being; for males, family conflict, organization, adjustment
and classmates support emerged as important contributors of well-being.
Objectives
The main objectives of study were as under:
1. To measure the ego strength of working and non-working women.
2. To measure the psychological well-being of working and non-working women.
3. To measure the correlation between ego strength and psychological well-being.
Hypothesis
To related objectives of this study null-hypothesis were as under:
1. There is no significant difference in ego strength among working and non-working
women
2. There is no significant difference in psychological well-being among working and
non-working women.
3. There is no significant correlation between ego strength and psychological well-being.
Method
Participant
According to purpose of present study 60 samples have been selected. There were 30
working women 30 non-working women taken as sample from different part of Rajkot
city (Gujarat).
Tools
For this purpose the following test tools were considered with their reliability, Validity
and objectivity mention in their respective manuals. In present study two inventory
used in research.
Ego Strength scale: Ego Strength scale made by Q Hassan(1976). It consisted 32 items each
was tow point scale. The test retest reliability of whole test was 0.86 and 0.82 and
validity 0.62 of this scale.
Psychological well-being scale: Psychological well-being scales made by Sudha Bhogle
(1995) 28 sentences are held in this scale 4,5,6,10,12,14,15,16 and 21 sentences are
negative and other is positive.
Procedure of data collection
According to purpose of present study, investigator explains the purpose of the study of
subject. The whole procedure of filling the inventory was explained to them fully and
clearly the instruction given on questionnaire were explained to them that their scores
would be kept secret. It was cheeked that none of the subjects or that no subject
encircled both the answer given against question.
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Research design
The aim of present research was to study of ego strength and psychological well-being
among working and non-working women for this30 working women and 30 non-
working women taken as sample. To check difference in go strength and psychological
well-being among working and non-working women t-test and correlation were method
was used .The result and discussion is as under.
Result
The main objective of present study was to make a comparative study of ego strength
and psychological well-being in working and non-working women. Statistical method
was used and their correlation was measured. Result of the present study is as under.
The result obtained on the basic area of Ego strength reveals significant difference of
working and non working women. The working women received mean score 65.88 as
compared to non working women 58.57.The't' value of ego strength is 5.88, which is
significant (p>0.01) so we can say that working women more ego strength to compare
with non-working women, hence first hypothesis is rejected.
The result obtained on the basic area of psychological well-being reveals
significant difference of working and non working women. The working women
received mean score 8.96 as compared to non working women 13.29.The't' value of
psychological well-being is 2.67,which is significant (p>0.01) so we can say that non-
working women more psychological well-being to compare with working women.
Hence second hypothesis is rejected.
Showing to table 3 results obtained that negative correlation between ego strength
and psychological well-being among working and non working women. There -0.62
normal negative correlations between ego strength and psychological well-being. So we
can say that when ego strength is high than psychological well-being is low but, when
psychological well-being is high than ego strength is low.
Discussion
Working women than the non-working women these finding indicated that the working
women compare with non-working women. In this present study when compare
working and non-working women result ego strength than working women mine
higher compare to non-working women.
There were significant different in ego strength among working and non-working
women. It means hypothesis was not accepted. Present findings are supported by gupta
p.(2012).
Pestonjee D. M. the finding indicate that the level of job performance is
significantly higher in highly satisfied group in comparison to low satisfied group. A
significant difference is performance was also observed between high and low ego
strength group significant positive relationship between job satisfaction and ego-
strength, job satisfaction and job performance as well as ego strength and job
performance have been established.
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`Working women than the non-working women these findings indicated that the
working women psychological well-being compare with non-working women. In
present study when compare working women and non working women result
psychological well-being than the non-working women mean higher compare to
working women.
There were significant differences in psychological well-being among working and
non-working women. It means hypothesis was not accepted.
This present study of possible reason on working women compares non-working
women low responsibility. Working women multiple role and stressful life so, working
women compare of non-working women more psychological well-being.
Conclusion
The present study was endeavored to study the ego strength and psychological well-
being in working and non-working women. Working women are more ego strength and
in result their psychological well-being is not much good. The evidence that the working
women perform a variety of task and handle various duties in the field work. Non-
working women low ego strength and in result their psychological well-being much
good. The evidence that the non-working women who feel very satisfying by staying at
home and giving proper care to their family. There were - 0.62 negative correlations are
seen between ego strength and psychological well-being.
Reference
Bhogle, S.(1995). Development psychological well-being (P.W.B). questionnaire
journal of personality and clinical studies.
Burch,C. E.(2012).https://esirc.emporia.edu/handle/123456789/1997
Chahal et.
al.,(2003).http://shodhganga.inflibnet.ac.in/bitstream/10603/7060/7/07_chapter%2
02.pdf
Gupta , p. , (2012). A study of ego strength of in service teacher in relation to their
adjustment.Samwad e journalvol 1 no. 2
Hassan, Q., (1976). Manual for ego strength scale, rupa psychological center varansi.
Pestonjee, D. M.http://www.ideas.repec.org/p/ilm/ilmawp/wp00384.html
Ryff, C. D. (1995). Psychological well being in adult life. Current Directions in
Psychological Science, 4, 99-104
Walker , C. J.(2009)A Longitudinal Study on the Psychological Well-Being of College
Students.http://wellbeingincollege.org/upload/An%%20of%20a%20Longitudinal%
20Study%20on%20Student%20Well-Being.pdf
Warr, P. (1978). A study of psychological well being. British Journal of Psychology, 69
(1), 111-121
Yochi c. & Andrew s. , (2008). Positive Psychological Well-Being and Mortality: A
Quantitative Review of Prospective Observational Studies Psychosomatic Medicine
vol. 70 no. 7,741-756
http://www.grossnationalhappiness.com/9-domains/psychological-well-being/
http://psychology.about.com/od/eindex/g/def_egostrength.htm
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Result Table
Table-1. Showing the mean and t value of ego strength among working and non
working women.
Sr. No Variables N Mean t
1 Working women 30 65.88 5.88** 2 Non-Working women 30 58.57
* P < 0.05
** P < 0.01
N.S. = Not Significant
Table-2. Showing the mean and t value of psychological well-being among working
and non working women.
Sr.
No.
Variables N Mean t
1 Working women 30 8.96 2.67**
2 Non-Working women 30 13.29
* P < 0.05
** P < 0.01
N.S. = Not Significant
Table-3.Showing the correlation between ego strength and psychological well-being.
Sr. No. Variables Mean Correlation
1 Ego strength 62.23 -0.62 2 Psychological well-being 11.23
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65.88
57.58
52
54
56
58
60
62
64
66
68
1 2
Figure -1:showing Mean Scores Of Ego Strength Among Working
And Non-working Women.
Non Working Women
Working Women
65.88
57.58
52
54
56
58
60
62
64
66
68
1 2
Figure -2:showing Mean Scores Of Psychological Well-bieng Among
Working And Non working Women.
Non Working Women Working Women
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Running Head: STUDENTS PROBLEM AND ADJUSTMENT
IN BOYS AND GIRLS
Students Problems and Adjustment in Boys and Girls
Dimpal J. Ramani & Yogesh A. Jogsan1
Abstract
The main purpose of present research was to find out the mean difference in the levels
of students problems and adjustment in boys and girls. The total sample consisted of 60
students (30 boys and 30 girls). The research tool for students problems was measured
byT. P. Vaidya and other language available in Hindi. Here English to Guajarati
Translation by Y. A. Jogsan. While the tool for adjustment was measured by Dr.
Pramodkumar and other language available in Hindi. Here t-test applied to check the
significant of students problem and adjustment in boys and girls. Here three aspect of
students problems and adjustment in research. Result revealed that there is no
significant difference between boys and girls in school problems but the study revealed
that there was significant difference between boys and girls in personal problems and
family problems. While result revealed there is significant difference between boys and
girls in self adjustment, peers group adjustment and school adjustment.
Students Problems and Adjustment in Boys and Girls
Many problems of available in students age. International students face a variety
of adaptation challenges while studying in the United States, and one of the goals of this
qualitative study was to identify the kinds of problems that students of a mid-sized
university faced. A second goal was to discover the kinds of behaviors and adjustment
they used when faced with these problems.
Researchers have provided on understanding of the kinds of problems students
have while adapting to students life, and one of the most discussed is problems with
academic language. College students in a transitional period from late adolescence to
early adulthood, meet quite a few new and ever complicated surroundings which they
have never encountered before. They experience a wide variety of difficulties in making
satisfactory adjustments of college life. Personality problems are frequently precipitated
in college students by stresses met in attempted adjustment to perplexing situations.
Therefore, college faculty and guidance personal should be aware of the concerns and
problems of the students whom they serve. It the information about adjustment
problems of college students is available and their needs and feelings are considered and
understood, the professional staff in college will be in a better position to provide
adequate education for students.
1 Dimpal J. Ramani & Yogesh A. Jogsan (Assi. Prof.) Department of Psychology, Saurashtra University, Rajkot-360005
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During the last three decals, increasing attention has been given to personality
development and adjustment problems of college students. A growing number of
studies have been directed toward exploring various aspects of college students
problems.
Early Exploratory Approach to The Difficulties and worries of students.
One of the earliest studies of the problems bothering students was conducted by
Borass (1917). He found that the most frequent difficulties, which upperclassmen had
experience as froshmen, were due to the complicated college life and connected with
scholastic work. Other investigations (Sperle, 1928; Strang, 1929; Reinhart, 1933; Fury,
1939; Andrews, 1944; Hunter & Morgan, 1949) also revealed that academic problems
were of greatest concern to students, especially to freshmen.
The student is required intellectually to meet adult standards while his emotional
life is still that of an adolescent. As a result, we find students who are morbidly sensitive
or anxious or moody or timid or egocentric or suggestible or exclusive, who require
delicate handling if their intellectual potentialities are to be brought out, for a maximum
of intellectual achievement is not likely to occur where emotional conflicts are present.
(Blanton, 1925).
In an analysis of numerous investigations of the problems of college students,
strong (1937) classified their difficulties in adjustment under fine main groups :
(1) Intellectual and perceptual difficulties: These may be (a) primary mental
maladjustments as in feeblemindedness; (b) secondary or educational maladjustments
manifested in faculty or inadequate knowledge; (c) pathological mental maladjustment.
(2) Physical and structural difficulties: These are represented by inadequate
functioning of digestion or any of the bodily processes and by defects of vision, heaving
and locomotion. These physical and structural defects as well as somatic conversions
and complaints may be manifested in headache, fatigue, sleepiness, eye trouble,
dysmenorrhea and other physiological symptoms.
(3) Emotional difficulties : These are manifested in innumerable ways : In worry,
depression, discouragement, inability to concentrate, disappointment with school,
homesickness, doubts and fears; in a general exhaustion known as neurasthenia which
often comes from a prolonged psychological conflict; in superiority drives; prejudices,
infantile reactions and sex consciousness and in on ere sensitiveness, reclusiveness,
feelings of inferiority, other evidences of emotional instability.
(4) Social Difficulties: These Menninger has characterized as of two kinds : Either
of omission such as refusal to take part in social life, exclusiveness and so forth - our of
commission every thing from flagrant sex offenses and automobile stealing down to
campus indecorum, over roughing and mannerisms. Girls frequently mentioned lack of
personal attractiveness as a problem.
(5) Vocational and Economic Difficulties: This group of problems is prominent in
surveys of student problems especially among senior and graduate students. Factors in
vocational maladjustment are: lack of physical, intellectual, emotional or social
qualifications for a given position. (b) Deficiencies in the special skills. (c) Choice of an
occupation that is overcrowded inappropriate for the individual. (d) Parental or
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community pressure on the student to choose on occupation which he does not desire.
(e) Lack of a vocational objective (Strang, 1937).
Another challenge for many students is a lack of familiarity with American
intricate social rules for interacting (Barratt & Huba, 1994; Inagman, 2003; Lee, Kang &
Yam, 2005; Rose Redwood, 2010; Swagler & Ellis, 2003; Zhou, Frey & Bang, 2011). For
example many Americans tend to use direct communication to turn down invitations,
complain, or ask for clarification. However, some Asians, depending on the cultural
context will use more indirect ways to do these things (De Capua & Wintegerst, 2004).
Such as some Chinese students turning down an invitation to a party by accepting the
invitation with hesitancy, indicating that they likely wont be able to attend (Gebhard,
2010; Wang, Brislin, Wang, Williams & Chao, 2000, Yum, 2000).
Much of the research on student adjustment focuses on students psychological
stress and challenges, including dealing with high levels of anxiety, depression and
other emotional problems (Alazzi & Chiodo, 2006; Chen, 1999; Constantine, Kindaichi,
Okazaki, Gainar & Baden, 2005; Dao, Lee & Change, 2007, Heggins & Jackson, 2003; Lin
& Yi, 1997, Nilsson, Butler, Shouse & Joshi, 2008). For example, Zhou, Frey & Bang
(2011) point out that students from individualistic cultural backgrounds, such as
students from many European countries, felt serious adjustment stress and mental
problems due to being treated as a foreigner, while students from both individualistic
and collectivist cultures (many countries throughout Asia and Latin America) felt stress
and mental difficulty due to gender discrimination, racial stereotyping and language
discrimination.
During this process of cultural adjustment, students are faced with managing these
academic, social and emotional problems and researchers have ascertained that students
\establish a support network of friends. In general, research findings in the area of
student adjustment process and difficulties indicate that if students are not able to
normalize their state of mind to the potential challenges they could face in other
colleges. B focusing on major attributes to adjustment difficulties, the study is believed
to have its contribution by suggesting possible remedial strategies.
There are many factors which affect or influence the adjustment as level of
aspiration, socio-economic status, parental status, urban and rural life anxiety,
frustration, family atmosphere, emotionality, school environment, individuals health,
mental abilities, sex, intelligence, school achievement, self under standing.
A well-developed nation without its well-adjusted citizen will absolutely not
possible. Question is that how all developed well-adjusted citizen? Answer of this
question is based on different approaches of child rearing practices, because child makes
future of their nation. In this regard the role of school is very important. Bringing up the
child to be an adult, who can operate effectively and efficiently in the present world,
may be referred to as child rearing and the process involved in performing this task may
be called socializing.
Modern psychologist have defined and explained the term adjustment in a variety
of ways. As described by Boring (1996), Adjustment is a process by which a living
organism maintains balance between its need and the circumstances that influence the
satisfaction of needs.
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Jogsan, Y. A. (2011) study on Impact of obesity on Adjustment and Anxiety
among Adolescent Girls. The result was significant difference in Adjustment and
Anxiety among Adolescent boys and girls.
Houston and Marzolf (1994) attempted to use the PCL as a means of attacking the
problems with which freshmen were confronted. The checklist was given to 404 entering
freshman at Illinois state normal university. The over average number of serious
problems was 5.8. The students expressed the greatest concern in the Adjustment to
college work and the least concern in the area of Morals and Religion. No-sex
differences in problems were found.
Objectives
The main objectives of study were as under:
1. To check the mean difference of school problems in boys and girls student.
2. To check the mean difference of personal problems in boys and girls student.
3. To check the mean difference of family problems in boys and girls student.
4. To check the mean difference of self adjustment in boys and girls student.
5. To check the mean difference peer group adjustment in boys and girls student.
6. To check the mean difference school adjustment in boys and girls student.
Null-Hypothesis
To related objectives of this study, null hypothesis were as under:
1. There will be no significant difference of school problems in boys and girls student.
2. There will be no significant difference of personal problems in boys and girls
students.
3. There will be no significant difference of family problems in boys and girls
student.
4. There will be no significant difference of self adjustment in boys and girls student.
5. There will be no significant difference of peer group adjustment in boys and girls
student.
6. There will be no significant difference of school adjustment in boys and girls
student.
METHOD
Participants
In present study, random sampling was used. First at all 80 student were selected
out of them 60 were selected. In 60 there were 30 boys and 30 girls were taken as sample.
In different schools of Rajkot City (Gujarat-India)
Instruments
For this purpose the following test tools were considered with their reliability,
Validity and objectivity mentioned in their respective manuals. In present study two
inventory used in research:
(A) Student Problems: Student problem scale developed by Dr. T. P. Vaidhya. This
scale has total 60 sentences which measured in problems among students. This is 3 point
scale. This scale sentences measured in different of 3 dimensions among student.
Dimensions Sentences
1 School 1, 4, 7, 10, 13, 16, 19, 22, 25, 28, 31, 34, 37,
40, 43, 46, 49, 52, 55, 58 = 20 Sentence.
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2. Personal 2, 5, 8, 11, 14, 17, 20, 23, 26, 29, 32, 35, 38,
41, 44, 47, 50, 53, 56, 59 = 20 Sentence.
3. Family 3, 6, 12, 15, 16, 21, 24, 27, 30, 33, 36, 39, 42,
45, 48, 51, 54, 57, 60 = 20 Sentence.
Reliability of the scale: There were 200 high school students were taken as
sample of the student problems reliability of the scale which as under.
Area of Problem Split Half Test-Retest
(2 months gap)
Level of Conf.
School Problem 0.63 0.68 0.01
Personal Problem 0.72 0.69 0.01
Family Problem 0.66 0.71 0.01
Validity of the Scale: To compare the two inventory before Mithles Varma and
Joshi with Pandy in the scale validity which as under :
Scale School Areas Personal Family
Youth Problem Inventory 0.512 0.446 0.567
Problem Checklist Joshi & Panday 0.618 0.521 0.612
Here result show the high score is many problems in student or law score is few
problems in student in this studies.
(B) Adjustment: To check adjustment Pramodkumar adjustment inventory was
used. It is developed by Dr. Pramodkumar. This scale has total 40 sentences which
measured in Adjustment in student. This is two point scales. Reliability of the split half
and test-retest (0.83) and validity is very high. This scale has six factors, which are as
under.
Family adjustment
School adjustment
Married adjustment
Job adjustment
Oldest adjustment
Other adjustment
It is two point scale, in which yes and no has respectively 1 score is thirty three
no sentences for yes responses and other 39 sentences for no is 1 score were decided.
Procedure
The testing was done on a group of students. The whole procedure of fill the
inventory was explained to them fully and clearly. The instruction given on the
inventory was explained to them. It was also made clear to them that their scores would
be kept secret. It was checked that none of the subjects left any questions uninsured our
that no subject encircled both the answers given against a question.
Research Design
The aim of present research was to a study of student problems and adjustment.
For these total 60 students were taken as a sample. Here to measure student problem in
them by Dr. T. P. Vaidhya and adjustment in them they by Dr. Pramodkumar were
used. To check the difference t-test method was used. The result discussion of student
problems and adjustment is as under:
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Result and Discussion
The main objective of present study was to study of student problems and
adjustment in boys and girls student. In it statically t method was used. Result
discussion of present study is as under:
Insert Table-1 about here
According to table-1 the result obtained on the basic are of reveals of school
problems in significant difference among student boys and girls.
The boys received 29.72 mean (table-1) score and girls received 34.09 mean score.
There has mean difference was 4.37. The standard deviation score of boys received 8.14
and girls received 9.82. The t-value was 1.88 which was not significant. So we can say
that first hypothesis was accepted. This is conformity with the findings of Jogsan (2010.)
Insert Table-2 about here
According to table-2 the result obtained on the basic are of reveals personal
problems significant difference among student boys and girls.
The boys received 29.71 mean (table-2) score and girls received 31.99 mean sore.
There has mean difference was 2.28. The standard deviation score of boys received 7.52
and girls received 8.12. The t-value was 2.28 which were significant. So we can say that
second hypothesis was not accepted but rejected. This is conformity with the findings of
Jibril Jemal (2012).
Insert Table-3 about here
According to table-3 the result obtained on the basic are of reveals family problems
significant difference among boys and girls student.
The boys received 28.04 mean score and girls received 34.04 mean score. There has
mean difference was 6. The standard deviation score of boys received 7.18 and girls
received 8.73. The t-value was 2.91 which were significant at 0.01 levels. So we can say
that third hypothesis was not accepted but rejected.
Insert Table-4 about here
According to table-4 the result obtained on the basic are of reveals self adjust