Creative space vol 2 issue 6 2014

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

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Guest Editor

Dr. Bharat Bheda

Dr. Anil Khavdu

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Eklavya

International Publication Aashiyana, 40, Ramnagar, Nr. Vrundavan Soc.,

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ISSN 2347-1689 Creative Space : International Journal

Sept. Dec., 2014 (ii) Vol. 02, Issue 05-06


Sept. to Dec., 2014

Vol 02, Issue 05-06

Chief Editor

Dr. Haresh Parmar

Email : [email protected] and [email protected]

Editor

Dr. Shivdatta Wavalkar Email : [email protected]

Dr. Rekha Kurre


Dr. Bharat Bheda


Dr. Anil Khavdu


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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)


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


Sept. Dec., 2014 (iv) Vol. 02, Issue 05-06

Submission Guide

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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-

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reflections, reports and observations. Creative writings are also welcome.

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Gujarati Department, D.K.V. Arts and Science College, Jamnagar (Gujarat)

Aashiyana, 40, Ramnagar, Nr. Vrundavan Soc., Timbavadi ByPass, Madhuram,

Junagadh (Gujarat)

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Sept. Dec., 2014 (vi) Vol. 02, Issue 05-06

Editor Voice

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Vol. 02, Issue 05-06 (vii) Sept. Dec., 2014

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Sept. Dec., 2014 (viii) Vol. 02, Issue 05-06

Editor Voice

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Guest Editor

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Creative Space : International Journal

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Mo. 09924646501


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


Sept. Dec., 2014 (x) Vol. 02, Issue 05-06

. 103-104

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119-122 Gujarati

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. 134-139

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. 152-159

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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)


Sept. Dec., 2014 (2) Vol. 02, Issue 05-06

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



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



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.



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



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



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.



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.



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.



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.



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.



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



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



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



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.



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.



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.



`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



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



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



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



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



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.



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.



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:



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.)


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).


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.


According to table-4 the result obtained on the basic are of reveals self adjust

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