Samaja Karyada Hejjegalu - SKH · Samaja Karyada Hejjegalu Social Work Foot Prints Volume. V,...

Samaja Karyada HejjegaluSocial Work Foot Prints

Volume. V, Issue. 3

July, 2015

SAMAJAKARYADA

HEJJEGALU

SOCIAL WORK FOOT PRINTS

A Peer Reviewed Quarterly Social Work Journalwww.socialworkfootprints.org

Copyright : SAMAJAKARYADA HEJJEGALU

Contents¥Àj«r

1. Editor’s Desk - 265

M.H. Ramesha

2. Social Work in India: A Semi - Profession - 269

T.K. Nair

3. Health, Health Care and Hospitals - 293

K. Prabakar

4. Gender Discrimination at Workplace - 315

Manjumohan Mukherjee

5. SHG and Women Empowerment - 329

R. Jayachandran

6. Navaratnas of Professional Social Work in - 345

India : Women Social Workers Who Changed

Millions of Lives-Shanthi Ranganathan

M.H. Ramesha

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Volume. V, Issue. 3

July, 2015

Editor’s Desk

July issue of Samajakaryada Hejjegalu (Social Work Foot

Prints) has a collection of good articles starting with T.K.Nair’s

important contribution on social work profession in India.

Social work has been recognised as a profession in most

countries in the world. In the article “Social Work in India: A

Semi-Profession”, Nair takes a contrarian view as far as India

is concerned. The article explains social welfare, social service

and social work in detail ; describes emergence of social work

as a profession globally ; and examines professionalisation of

social work in India. An interesting aspect of the article is the

reference to social work in Cuba. Nair, with more than fifty

years of experience as a social work educator and a researcher,

concludes that social work in India is not a profession as of

now. It is only a semi-profession.

“Health, Health Care and Hospitals” by K.Prabakar traces

the history of hospitals, analyses the concept of health, and

defines hospital. He also examines hospital as a social

organisation and hospital as a social system. Professionalisation

in health care and interdependence of different functionaries

towards the goal of good patient care are discussed critically

in detail by Prabakar. The recommendations of important

government appointed committees starting from the well-

known Bhore Committee also form part of the article. Health

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M.H. Ramesha Editor’s Desk266

is a basic human necessity and this well-researched article by

Prabakar is quite timely.

Discrimination of women at the work place and sexual

harassment of working women have been on the increase in

India despite the landmark judgement of the Supreme Court

in 1997 in the case of Vishakha and others Versus State of

Rajasthan and others known as the Vishakha Guidelines. These

guidelines were superceded by the Sexual Harassment of

Women at Work Place (Prevention, Prohibition and Redressal)

Act,2013. India has ratified the UN Convention on the

Elimination of All Forms of Discrimination Against Women

(CEDAW) and the 2013 Act arose from the commitment of

India to the UN Convention. Manjumohan Mukherjee in his

article “Gender Discrimination at Work Place” discusses the

problems faced by working women, the socio-legal dimensions

of sexual discrimination and harassment, and the role of social

work in dealing with this grave problem.

Self Help Groups of women (SHG) have become an

effective anti-poverty strategy in India, and this has been

discussed in detail by R.Jayachandran in the article “SHG and

Women Empowerment”. The author has been very much

active in the SHG movement in Tamilnadu. The article

describes the evolution of SHGs in India and the resultant

benefits for the under-served population especially the women.

SHGs have become a movement in India within a span of

three decades. From the simple savings and credit groups, SHGs

have evolved as village-level community-based organisations

which besides taking care of the financial needs of the

marginalised communities cater to various community

development issues.

The first Kannada article is on “Change and Development


Volume. V, Issue. 3

July, 2015

in Lambani Society” by C.R.Gopal. It is based on his extensive

research study of the Lambani tribe in Bellary district. The

study is aimed at assessing the impact of the Special

Component Plan (SCP) of the government of India. The article

analyses the areas of change as well as the mode and speed of

change in the economic, social, religious, cultural and political

aspects of the lives of the Lambani community after the

implementation of the SCP.

“Impact of Communication Policy and Culture at Work

Place” by Ram K. Navarathna is the second article in Kannada.

The article explains the importance of communication at the

work place and the problems arising out of the blocks in

communication. The article also looks at the advantages of

healthy communication in solving work related and personal

problems of personnel, and the impact of these on the over

all productivity of the organisation.

“Navaratnas of Professional Social Work”, started from the

April issue, is a series on the outstanding contribution of

women professional social workers in transforming millions

of lives. The life and service of these social work professionls

are definite to motivate social work students, young social

workers, and even others to work for enriching human lives in

a significant manner. These real life histories supplement and

strengthen the theoretical instruction imparted to the BSW

and MSW students. This issue portrays the extraordinary social

worker Padma Shri Dr. Shanthi Ranganathan, who overcame

her intense personal tragedy to give hopes and new lives to

numerous families of the victims of alcoholism and drug

addiction by starting a world class Hospital exclusively for the

treatment and rehabilitation of patients suffering from

substance use disorders. Her profile has also been translated

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into Kannada in this issue for the benefit of the Kannada

diaspora.

From the next issue, we are happy to publish the views

and feedback of the readers on the articles. The decision of

the editorial board will be final on this matter. The readers are

invited to visit our website :- www.socialworkfootprints.org

M.H.Ramesha

Editor

M.H. Ramesha Editor’s Desk268


Volume. V, Issue. 3

July, 2015

Professor T.K.Nair

Former Principal, Madras School of Social Work

Social Work in India: A Semi - Profession

T.K. Nair

Abstract Social work education in India is in its eightieth year and yet

social work has not been accepted as a profession by the

major stakeholders, particularly the government. The present article

starts with a discussion on Social Welfare and Social Work. It traces

the evolution of social work as a profession globally from “applied

philanthropy” and “scentific charity”. It goes on to examine the

professionalization of social work in India. Detailed analysis of the

weaknesses of social work education and utilization of social welfare

manpower have also been attempted in the article. The author

concludes that social work in India is not a full profession and it is

only a semi-profession.

Social WelfareHumanitarian services to people in distress or with disability

have always been extended by individuals, families andreligious groups. In course of time, these services becameorganized under the auspices of the State, voluntary agencies andother private bodies under the broad umbrella Social Welfare. TheFifth International Survey by UN in 1970 states:

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Social welfare is an organized function and is regarded as a

body of activities designed to enable individuals, families,

groups and communities to cope with the social problems of

changing conditions. But, in addition to and extending beyond

the range of its responsibilities for specific services, social

welfare has a further function within the broad area of a

country’s social development. In this larger sense, social

welfare should play a major part in ensuring that the human

and material resources of the country are effectively mobilized

and deployed to deal successfully with the social requirements

of change and thus contribute to nation building.——Social

welfare ... tasks may consist of providing services as a response

to social needs or problems ; predicting the emergence of

such situations and taking preventive measures against their

occurrence ; or helping to create conditions conducive to social

development.

Historically, during the early Vedic period (1700 to 600 BC) thecommunitarian society of tribal republics in India “functioned likean extended family” where “everybody’s needs were catered to byeverybody” writes Shastri (1966). He adds that “The whole businessof helping people in need was everybody’s business mainly handledin a collective way. Thus everybody was client and agent both ondifferent occasions or for different purposes”. The tribal republicssteadily combined into kingdoms. The emergence of the agrariansociety and urbanization resulted in social stratification withhierarchy. Shastri observes:

Earlier when there was common ownership of property

by the tribe, dana was a protection as of right, against starvation,

for the sick, the aged, the maimed and the weak, who had the

first claim on social property. But when private property and

class rule came across (during the late Vedic period and after),

dana was converted from an instrument of social insurance to

a privilege of the ruling class. Dana (helping the needy)

“became a voluntary virtue” and charity done by Kings and

Kshatriyas (ruling elites). It also lost the character of an equal

and general distribution (Shastri, 1966).

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The first significant treatise on statecraft, economic policy andmilitary strategy to guide the rulers was Arthashastra of Kautilya(350 to 283 BC), philosopher, statesman, economist, and advisorto the Maurya emperors. It states that among the duties of the kingis the welfare of his subjects (1967). “In the happiness of his subjectslies his happiness; in their welfare his welfare; whatever pleaseshimself he shall not consider as good , but whatever pleases hissubjects he shall consider as good”. It is also specified that the kingshould personally attend to his subjects waiting at his door withpetitions, particularly the minors, the aged, the afflicted, the helplessand women. It adds that it is the duty of the king to provide themwith maintenance; he should also provide subsistence to helplesswomen during their pregnancy and to their children after birth.

After Independence, the Constitution of the Indian Republic andthe Directive Principles of State Policy enshrined in the Constitutionspurred numerous social welfare measures under the central andstate governments. In fact social welfare initiatives, particularly bythe states, have become highly competitive in the electoral politics.A separate Ministry of Social Welfare came into being in the centralgovernment in 1964 replacing the department of social security. TheMinistry and its functions changed from time to time, and from1998 the nomenclature was changed into the Ministry of SocialJustice and Empowerment dealing with the welfare of scheduledcastes and backward classes; and welfare of senior citizens, differentlyabled, substance abuse victims and those with deviant behaviourproblems needing correctional service. Different Ministries are lookingafter women and child development, tribal welfare, welfare ofminorities, etc. Matters concerning scheduled castes and backwardclasses are also handled by other Ministries. Social welfare is a statesubject according to the Constitution and hence state governmentshave elaborate administrative arrangements for social welfaremanagement.

Social Work as a ProfessionSocial welfare encompasses a broad spectrum of activities, while

social work is a profession in the wide sphere of social welfare. Its

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history in the West dates back to the Charity Organisation Societyin UK and USA. Its journey to the present status as a professionwas one of uncertainty from the time it was known as “scientificcharity”. Mary Richmond referred to it as “applied philanthropy”in 1898. Educator Simon Patten coined the term “Social Workers”in 1900 to refer to friendly visitors and settlement house residents.

Social work is a commonly used term in our daily life as it is ataken for granted idea. But as Nadarajah (2014) observes that oncein a way we have to go back to the basics and ask questions like‘what is social’ and ‘what is work in social work’. All work issocial, so what is distinctive about social work? Is social work, workat all? Is it work as we understand work with remuneration? Ifwork is to be viewed social work should it not be served spirituallyand selflessly? O’Brein (2004) says that exploration of social work’s‘social’ component has three parts. One, examination ofcontemporary sociological themes with a view to situating socialwork theory in a wider framework of thinking about change in thecontemporary world. Two, assessment of the work that has beendone on the historical emergence of ‘social’ as a discrete arena ofpublic and private intervention. When did the ‘social’ as somethingthat could be worked on or in or through come from? Three,consideration of some recent formulations of these ideas of the‘social’ in the social work’s literature. Rojek,et al (1988) conceptualize‘social’ “as the means which allow social life to escape materialpressures and politico-moral uncertainties”. The ‘social’ thereforeincludes the complete range of allowances and benefits to providecompensation for unemployment, illness, old age, and the practicesof assistance associated with social work and other helpingprofessions.

Nadarajah (2014) views social work as a mode of engagement,which is an expression of our sympathetic/compassionate sentiment,born out of our sociability and which is directed at those in need ofhelp. Social work stems from the general concern for the well-beingof others and the particular concern for those in distress. It is directedon a voluntary basis, at helping people both materially and/or non-

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materially, enabled by our moral sense. “It supports integration andattachment and, directly or indirectly, contributes to the orderednessof social life, to the sustainability of society. Today, social work,through our sympathetic/compassionate sense has also extendedbeyond the human world to include all of nature”. Jordan (1997)says that social work “begins where community has difficulty inproviding” and it “seeks to strengthen the bonds of inclusivemembership”.

Is social work same as social service? Is the provision of materialgoods and services social work? Social work as a profession “hasalways had some difficulty in defining what exactly what it is andindeed also in saying very succinctly what it does” (Brown, 1996).The British Association of Social Workers (1977) makes a distinctionbetween social service and social work functions. “In our view theprovision of various practical and financial services, even whenthese are specific services to people with handicaps or special needs,must be distinguished from the provisions of those services whichare designed to promote the improved functioning of an individualthrough the medium of personal relationship”. The Associationreport identifies the first function as a social service function andthe second as a social work function.

The global definition of social work approved by the generalmeeting of the International Federation of Social Workers (IFSW)and the International Association of Schools of Social Work(IASSW) general assembly in July, 2001:

The social work profession promotes social change,

problem solving in human relationships, and the

empowerment and liberation of people to enhance well-being.

Utilising theories of human behaviour and social systems,

social work intervenes at the points where people interact

with their environments. Principles of human rights and social

justice are fundamental to Social work.

In July, 2014 the global definition of social work was modifiedby the IFSW and IASSW as given below:

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Social work is a practice-based profession and an academic

discipline that promotes social change and development, social

cohesion, and the empowerment and liberation of people.

Principles of social justice, human rights, collective

responsibility and respect for diversities are central to social

work. Underpinned by theories of social work, social

sciences, humanities and indigenous knowledge, social work

engages people and structures to address life challenges and

enhance well-being.

The IFSW-IASSW definition may be amplified at national andregional levels.Perhaps for the first time in a century, social work isdefined as a practice-based profession and an academic disciplineby IFSW and IASSW jointly in 2014 which was missing in the2001 definition. The primary thrust areas of social work in the latestdefinition are social change and social development, social cohesion,and the empowerment and liberation of people. Social work is tohave a promotional role, obviously, in association with otherdisciplines and professions. The earlier focus on “problem solvingin human relationships” as a primary focus appears to have beendispensed with in the 2014 definition. So also the statement that“social work intervenes at the point, where people interact with theenvironments” in the earlier definition does not find a place in therecent definition. Perhaps the statement that “social work engagespeople and structures to address life challenges and enhance well-being” is intended as a substitute for the earlier assertions. Socialcohesion is a broad concept which is more a vision and a desirablestate in a society than the goal of a particular profession. So alsothe empowerment and liberation of people is an objective of socialactivists and political movements including revolutionary groupsin which social work may join as a participating discipline or aprofession. The 2014 definition of social work also does not specifythe professional role of social work with clarity.

Occupations strive to get the status of professions. Hence thereare more professions now than ever before. And this trend willcontinue. Vollmer and Mills (1966) define professionalization as a“dynamic process whereby many occupations can be observed to

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change certain crucial characteristics in the direction of a ‘profession’and profession is defined as ‘an ideal type’ of occupationalorganization which does not exist in reality, but which providesthe model of the form of occupational organization that wouldresult if any occupational group became completelyprofessionalized”.

Hughes (1963) says that a profession “delivers esoteric services-advice or action or both - to individuals, organizations orgovernment, to whole classes or groups of people or to the public atlarge”. Habenstein (1963) states that profession is “basically anideology, a set of rationalizations about the worth and necessityof certain areas of work which, when internalized, gives thepractitioner a moral justification for privilege, if not licence andwhich, when recognized by society, legitimates their penetrationinto the personal or social relations of people who need or believethey need help”.

Why are occupations keen to get to the pedestal of professionalstatus? Profession, according to Hughes (1963), is “nothing but anaccolade, which the members of an occupation seek to havebestowed upon themselves by the public in order to enhance theirown role dominance, honorific standing and market punch”.Flexner (1915), twentieth century reformer of medical and highereducation in USA and Canada, is of the view that profession is a “brotherhood and if the word could be purified of its invidiousimplications, a caste”. Goode (1957) states that each profession is a“community within a community”. He says that each establishedprofession is a community without physical locus and the goal ofeach aspiring occupation is becoming the “community ofprofession”.

Addressing “social workers” in 1915, Flexner specified six criteriato be fulfilled by a profession.

1. Professional activity is based on intellectual action alongwith personal responsibility .

2. The practice of a profession is based on knowledge, notroutine activities.

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3. There is a practical application rather than just theorizing. 4. There are techniques that can be taught.5. A profession is organized internally.6. A profession is motivated by altruism, with members

working in some sense for the good of society. On an assessment of the extent of fulfillment of the six criteria

by social work, Flexner concluded that at that stage, social workwas hardly eligible to be considered a profession in the sense inwhich medicine and engineering were professions. However, Flexnerhad appreciation for the professional spirit of social work.

But after four decades, Greenwood (1957) endorsed the claimof social work as a profession as it satisfied the following five basiccharacteristics of a profession.

1. Systematic theory.2. Authority or control over the nature and extent of services

to their clients.3. Community sanction: A profession gets community

approval if it fulfills the following.a. Minimum criteria for entry such as completion of

an accredited educational programme andapprenticeship or internship.

b. Professional licensing. Community sanctionthrough government approval is the reason for manynon-professional occupations seeking professionalstatus.

4. Ethical codes that are binding and that can be enforced bythe professional associations.

5. Culturea. Social value: The service that a professional renders

to society is so important that regulation is neededto prevent unqualified persons from performing suchservice.

b. Norms: Professionals have proper ways to behaveso as to involve in their work personally.

c. Symbols: Insignia, emblem, folklore, buzzwords,distinctions, titles and awards.

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Greenwood’s endorsement of the professional status of socialwork was met with many questions on the theoretical base of socialwork. The famous study on “industrial society and social welfare”by Wilensky and Lebeaux (1958) found the knowledge base of socialwork shaky because of the long- term concern of the social workprofession with “psychic determinism” of the behaviour of peopleand the over-reliance on psycho-dynamic theories whose scientificstatus was uncertain. Etzioni (1969) concluded that social worklike nursing and teaching is a semi-profession. The training of semi-professions is “shorter, their status is less legitimate, their right toprivileged communication less established, there is less of aspecialized body of knowledge, and they have less autonomy fromsupervision or societal control than the ‘professions’ ”. Bartlett(1970), who modernized the Person-Interaction-Environmentconstruct and authored the famous book on the common knowledgebase of social work practice also felt that the psycho-dynamictheoretical foundation of social work practice lacked soundness.Specht (1972) described social work as an “insecureprofession flirting from one institutional alliance to another andfrom theory to theory”. Howe (1994) asserts that “there are earlysigns that social work’s intellectual outlook is fragmenting in itslong search of a common base. The unity that was once sought inboth theory and practice — is being abandoned”. Being a child ofmodernity “social work now finds itself in a postmodern world,uncertain whether or not there are any deep and unwaveringprinciples which define the essence of its character and hold ittogether as a content enterprise”.

The “social workers” at the National Conference on Charitiesand Corrections at Baltimore in 1915 were disappointed that socialwork did not get the stamp of approval as a profession from Flexner,the then most influential authority on professions and professionaleducation in the United States and Canada. His words carried the“weight and authority of scientific truth”; such was the force behindthe “Flexner myth” (Austin, 1983). Flexner was critical of the waythe accepted professions were prosecuted at a mercenary level. Hence

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he observed that law and medicine were no better than trades, whilesocial work appealed strongly to the humanitarian element. Flexner’sviews motivated “social workers” to address the lacunae pointedout by him which spurred Mary Richmond’s “applied philanthropy”to emerge as a respected profession in many countries before theclose of the twentieth century. In 1950, the first licensing forindependent social work practice went into effect in San Diego,California. In the United Kingdom, the Health and Care ProfessionsCouncil (HCFC), formed under a new law ,which replaced theformer General Social Care Council in August 2012, regulates 16categories of professionals including social workers , clinicalpsychologists. physiotherapists and dieticians.

The 2014 joint IASSW-IFSW definition of social work is atconsiderable variance from the ground realities. Social workemployment positions in almost all countries mean working withthe individuals, groups, families and communities. Social changeand social development may be a direct or indirect outcome ofcertain social work assignments. But social workers generally workas “people helpers” rather than as “system changers” (Kendall, 1967)even now. Kendall, with her long years of leadership in social workeducation, maintained that “both have a common knowledge base”and suggested that “there is a trend towards a ‘two-track’ curriculumfor the profession”.

“Seva Parmo Dharma” is the hallmark of the Indian ethos whichmeans service is the ultimate duty of each person. Helping peoplein distress is a universal duty (sadharanadharma) of each individual.Bhagavad Gita teaches that the bliss of self-realization is in workingfor the social good of all (lokasangrahamevapisampasyankartumarharsi). The great sage philosopher Yajnavalkyastates the general human duties as non-violence, truth - speaking,non-stealing, personal hygiene, control of the senses, dana (charityto the needy), daya (pity or compassion), kshanthi (forgiveness),and dama (self - restraint or equanimity). Daya (compassion) is notmerely an emotional urge of sympathy. It is an active principle ofhelp in all situations of suffering. Daya is action or work process

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(Kripa) directed towards the suffering one for his benefit and good(hitaya subhayacha). In the three words kriya (work process), hita(benefit), and subha (good), it is possible to include all the contentsof social work (Moorthy, 2014).

Indian society has a history of social reform movements fromtime to time against social ills, discriminatory customs and otherunhealthy practices. Swami Vivekananda, an iconic social andreligious reformer and a great philosopher, said that “even the leastwork done for others awakens the powers within ; even thinkingthe least good of others gradually instils into the heart the strengthof a lion. I love you all ever so much, but I wish you all to dieworking for others”. Mahatma Gandhi linked social reformmovement with the mass political movement for IndianIndependence. Social action by people themselves, including Dalitsand women, using picketing, satyagraha, mass non-cooperationmovement and other methods was preferred by Gandhiji. While itwas aggressive, agitational, action-oriented and collectivistic in itseconomic and political philosophy, it was constructive in its content.The model of social reform and social construction evolved byGandhiji was an ortho-genetic Indian model (Moorthy, 2014).

Professionalization of Social Work in IndiaGandhiji’s constructive work has his trusteeship philosophy as

its base, which means those who have surplus wealth, knowledge,skill or other assets beyond their needs may share with those in adisadvantageous position in the society. Going into the philosophicaldetails of trusteeship theory is not needed for the present article. Ofgreat significance for this article is the Sarvodaya concept of Gandhiji.Udaya means progress or rise, sarva means all or total. Sarvodaya istotal progress of an individual, and also all round progress orprosperity of all,that is of individual and society. Sarvodaya is anideology as well as a method of social construction,which is anextension of the trusteeship theory. The constituent units are all thevillage communities. According to the sarvodaya plan outlined byMahatma Gandhi, and later emphasized by Vinoba Bhave and

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Jayaprakash Narain, every village community should be self-reliantin regard to primary necessities. Sarvodaya is total revolution of theIndian society through total revolution of India’s smallcommunities.

Mahatma Gandhi organized training for constructive workerswho were drawn from all walks of life. For village development,Gandhiji preferred a Samagra Grama Sevak, a resident holistic villagedevelopment worker. Gandhi, Bhave and Jayaprakash Narain calledfor harnessing people’s power or Janshakthi or Lokshakthi, that isenergy synergized for the telic and syntelic realization of sarvodaya(Moorthy, 2014). Mahatma Gandhi made the song written by thefamous fifteenth century Marathi poet Narasinh Mehta “Vaishnavajan to tene kahiye———” (I call him a Vaishnava who knows thesufferings of others) his clarion call for social service and constructivework.

Social work that evolved in the United States was influenced bythe Judeo-Christian philosophy, emphasis on the philosophy ofindividualism, socio-economic doctrine that advocated laissez faireapproach by the state, and improvement in standard of living ofcitizens through mass consumption of goods and services. Socialwork accepted the existing nature of American society as basicallysound and individuals were expected to adjust to the status quo.Heavily backed by the theory of Freudian individual psychologyand psychoanalysis, social case work was the dominant element ofsocial work practice. The professional model of social work wassimilar to that of a clinical psychologist, that is, objective, neutraland non-judgemental so as to ensure the individual the freedom ofchoice. It was this “individual-oriented” social work that theAmerican missionary Clifford Manshardt implanted in India in1936 as the Dorabji Graduate School of Social Work at Bombay inthe Nagpada Neighbourhood where he worked with the mill andindustrial workers in the Chawls. This model of social work wasnot what the Indian society needed in the context of its traditions,the existing situation and above all the Gandhian sarvodaya and

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freedom movements taking place. Indian society is not an individual-centric one; instead family, kinship network and community areintrinsic elements in the life of an Indian.

Social work model in India was borrowed from the USA whichaimed at helping people adjust to the capitalist, industrial andmetropolis-dominated social mileu. The American model of socialwork addressed to help the deviants of the system, to adjust to itand to promote remedial services to the victims of the new socialsystem (Nair, 2014 ).The Nagapada Neighbourhood House of theAmerican Marathi Mission, where the Graduate School of SocialWork was first housed with its first batch of twenty students, wasthe seat of similar remedial programmes for the residents of theChawls. Desai (1981), who was the chairperson of the second UGCReview Committee (1980), says that our curricula were derived fromthe remedial, rehabilitative, residual model of social work practicein the West. No wonder that psychiatric social work and other typesof clinical social work have found acceptance in India.

A study of the alumni of the Tata Institute of Social Sciencesduring the fifty years since its inception by Ramachandran (1986 )examined three vistas of social work practice: (i) perpetuating thesystem, (ii) transitional posture, and (iii) reforming the system. Thosewho accept the perpetuation of the present system argue that thepathological situation that affects individuals, groups andcommunities is likely to be accelerated in an industrial society. Onthe other side of the Great Divide are the reformists who believethat their role is to promote social change and to protect the humanrights of all. The transitional posture favours change in the methodsof social work, rather than institutional change, to meet theemerging needs of an industrial society. Social work practice in thefuture will depend to a great extent on the global economic andpolitical changes. In case the emphasis is on the market economy,the security and welfare of the vulnerable segments of the populationwill only be partially attended to. A middle way needs to be workedout by the social work profession to balance the market economywith the social sector so that the social life of the people will improve.

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Regulating social work education and recognition by thegovernment have been the serious concern of social welfare leadersin the country.The Indian Conference of Social Work (now, IndianConference of Social Welfare) was the first organization to proposethe creation of a statutory body to regulate social work educationin India in the 1950s. Since then the two UGC review committeeson social work education, Association of Schools of Social Workin India, and others were demanding the establishment of aregulatory council. Finally, a draft bill was framed by some socialwork educators and practitioners in the early 1990s, which wasforwarded to the Ministry of Education, which, in turn, referred tothe UGC for its opinion. The UGC felt that it was competent toregulate social work education under the UGC Act and a separatecouncil was not needed. Subsequently, the UGC itself reversed itsopinion and finally the draft bill was sent to the Department ofHigher Education (MHRD), where it has been gathering dust forthe past two decades.

The draft “National Council of Professional Social Work inIndia Bill” concedes that in India there is social work which isdifferent from professional social work. The bill defines professionalsocial work as a form of practice which follows established andacknowledged methods of social work carried out by professionalsocial workers. While the “established and acknowledged methods”are wide open to differing interpretation, the definition implies thatprofessional social work is what professional social workers withBSW or MSW do. A confusing explanation! The recentmodifications to the draft bill have some strange additions toaccommodate the IGNOU school of social work established in 2007and a Delhi-based association of social workers called NationalAssociation of Professional Social Workers in India (NAPSWI)formed in 2007, with 1,200 members in 2013. While professionalsocial workers in Tamilnadu, Karnataka, Kerala and other stateshave their own associations, and the Indian Society of ProfessionalSocial Work has been in existence from 1970, the newly formed

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NAPSWI has been given ex-officio status in the draft bill onlybecause it was a part of the national consultation on the bill. It isnot a healthy professional conduct.

Community recognition and more importantly recognition bythe state is the main expectation of any professional group. A “socialworker” is accepted and respected by the community as one whodoes social good, that is a “do-gooder”, whether he or she is trainedto do social work in a professional manner. Even in the USA, UKand other developed countries dispensing material goods and servicesis a function of social workers. Professional social workers,sarvodaya workers, untrained paid social workers, and voluntarysocial workers who do charitable work are viewed alike in India.Hence recognition of social workers by the government like thatenjoyed by doctors, lawyers, chartered accountants, nurses and otherprofessionals continues to be elusive. Consequently, there has beenan exponential expansion of social work education programmes atthe undergraduate and graduate levels under diverse auspices witha bewildering variety of degrees without any statutory mechanismto regulate the quantity and quality of social work education. Inrecent years, there has been a spurt in the social work degrees throughthe distance mode. Indira Gandhi National Open University’s schoolof social work has the largest number of students for social workthrough a network of participating social work educationalinstitutions in the country. It offers MSW, MSW (Philanthropy),and MSW (Counselling). Mary Richmond would never havedreamt that more than one hundred years after her use of “appliedphilanthropy” for want of an appropriate term for social work, anIndian university would prefer a Master’s degree MSW(Philanthropy): a perfect oxymoron. Christ University in Bengaluruoffers MSW (HRD and Management) and MSW (Clinical andCommunity Practice). A national survey of social work degrees inthe various educational institutions will help publish a “best seller”.Almost all social work degrees have one set of courses in common:human resource development or management .

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Social work curricula in social work educational institutions inIndia range from ‘excellent’ to ‘very poor’. So also is the quality ofthe social work faculty. Well-funded central universities and theTISS have qualified teachers, but many self-financing institutions,which run the majority of the social work courses, have teacherswho do not even have passed the UGC-mandated NET for teachers.While a small minority of social work faculty has the privilege offewer working hours, attractive compensation (salary and otherperks), international travel, leave, vacation, and social securitybenefits, a large majority of the teachers are hired on a contractbasis. These teachers, without job security, are made to work longhours with low salary and are deprived of leave, vacation, andsocial security cover. There are teachers who work for a pittance ofINR 2,500 per month. Barring the social work courses of IGNOU,distance education programmes run by the universities are in a dismalstate. The report of the national consultation for quality enhancementof social work education held during 2011-2012 sponsored by thePlanning Commission and supported by the UGC concludes thatsocial work education in India is “a sea of mediocrity with islandsof excellence and visibility” (Nadkarni and Desai, 2012).

Profound social work commentator Devi Prasad (2014) identifiesfive deficits of professional social work in India. These are knowledgedeficit, competency deficit, professional deficit, governance deficit,and ideological deficit. Lack of academic work ethic andscholarship, and lack of ability to use social work lens to examinesocial issues are two important aspects under knowledge deficit. Bycompetency deficit, he means knowledge and skill set deficit.Deteriorating quality of professional social work education andconsequently, the decline in the quality of social work profession;commercialization of social work education; and the extensivevariation in the curricula in the different schools are the maincomponents of professional deficit. Social work education undervaried affiliations and the inadequate capacity of a majority of socialwork educational institutions in the country are examples of

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governance deficit. Devi Prasad laments the ideological deficit, thatis, the absence of any discussion on the kind of “desirable society”that social workers envision.

Social work education in India is observing its 80th anniversary.Yet, the much expected recognition from the government of Indiain the form of an Act of Parliament has not materialised. As regardsemployment, professional social workers are generally recruited inmental health and de-addiction centres, hospitals, family planningextension work, family counselling centres, jails and correctionalsettings, particularly for probation service, and urban communitydevelopment agencies, besides industries. The statutory requirementof appointing welfare officers in factories employing 500 or moreworkers in the Factories Act of 1948 was an opportunity for schoolsof social work to train students in labour welfare. Labour welfarehas over time metamorphosed into Human Resource Management,more popularly known as HR. HR has now become a strategicpartner of business and it has outgrown its social work roots.HRitself is having a “professional identity” quite distinct from socialwork. But social work educational institutions continue to hold onto HR specialization for existential reasons. More and more youngpersons seek admission to social work educational institutions forHR specialization with the sole ambition to get into corporateorganizations in lucrative positions than for any love of social work.Though these HR professionals may have social work degrees, it isan absurdity to consider them as professional social workers. Nair(1983), in his study of social welfare manpower in Tamilnadu, notedthree significant findings. One, the jobs of professional socialworkers like the ones described earlier are low paid with low statusin the hierarchy; and the career growth opportunities are fewer.Two, the qualifications prescribed for these jobs are not exclusivelysocial work degree; persons possessing psychology, sociology andother social sciences are also considered. Three, the heads of three-fourths of the voluntary organizations do not consider training insocial work necessary for social work assignments in their agencies.

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These three-decade old findings are valid even today. InSeptember, 2014, the Government Medical College and Hospital atChandigarh gave the following advertisement (freshersworld.com ):

Medical Laboratory Technologist, qualification: BSc in MLT,salary INR 9,240 per month.

Medical Social Worker, qualification : MSW or MA(Psychology), salary INR 8,000 per month.There are numerous such examples of the poor remuneration andlow status of professional social work positions across the country.

The general quality of social work education is on the declineand field work is the main casualty. Field work is the central pillarof social work education which sows the seed of identification withthe social work education in the mind of the young learner. Fieldwork dates back to the period of origin of social work in the COSprogrammes where the neophytes acquired skills from theexperienced employees by sharing the same table and observing themat work. Now, field instruction is the weakest component in socialwork education in most educational institutions in India. Barring,perhaps IGNOU, all distance education programmes treat field workas picnics to welfare organizations; indeed there is no field work,but only four or five field visits. Vijaya Lakshmi (2014) in a well-crafted article on field work says that one of the hallmarks of aprofession is the transfer of knowledge and skills under supervisoryguidance to its entrants. The field work supervisors in the facultyare the initiators of the students into the profession aided by thesupervisors in the field work settings or agencies. But manyorganizations do not employ professional social workers, and evenwhen professional social workers are available, they are toooverworked to spare time for supervision. In many organizations,the students are entrusted with some work as a relief to the personnelof the agencies. Vijaya Lakshmi brings to light a disturbing fact inthe states, where the state support of reimbursement of fees is misusedby the college managements. In social work courses of most of theprivate colleges, the students are attracted with the promise that

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they need not attend to fieldwork, and their class attendance couldbe manipulated. Thus students from such institutions are awardeddegrees in social work without adequate instruction. She assertsthat half-baked products bring down the standard of social work.A serious warning from a distinguished professor as well as a socialwork practitioner.

There has been a serious concern as regards the weak professionalconsciousness among professional social workers. The two nationalorganizations - Association of Schools of Social work in India andIndian Association of Trained Social Workers- which were formedin 1961 have disappeared. Nair (2014), a former General Secretaryof ASSWI, discusses the rise and fall of these two organizations inan article. In place of the national body of social workers, there arecity-based associations of professional social workers. One of themhas designated itself as National Association of Professional SocialWorkers in India with 1,200 life members as in June 2013 though itwas formed in 2005 with the backing of IGNOU and Delhi Universityfaculty. The only authentic national association is that of thepsychiatric social workers. Formed in 1970 as the Indian Society ofPsychiatric Social Work, it changed its name as the Indian Societyof Professional Social Work in 1988. The disappointing fact is thateven after 45 years of its formation, it has only about 700 membersin its rolls as in April, 2015. This reflects the poor level of professionalconsciousness among social workers. One reason is that the vastmajority of the social work graduates are in the HR field. Theyseldom identify themselves with social work. Rather they considerit below their management identity status. They are generallyinvolved in the HRD Network, the National Institute of PersonnelManagement, and the Indian Society of Training and Development.

While social work in India has been struggling to get recognitionfrom the Indian state for eight decades, the Cuban communistgovernment chose social work when it felt the need for social workknowledge and skills to address the social problems in Cuba. Thepost-revolutionary government of Cuba did not initially recognize

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the need for a cadre of highly trained professional social workers todeal with social ills. Instead, social workers were trained by technicaltraining institutions (TMs) under the Ministry of Public Health.The TMs taught fundamental, focused social work and casemanagement skills to work in social and health care service settings.A dozen such TMs exist today. The collapse of the Soviet Unionand its subsequent withdrawal of economic assistance to Cuba andthe tightening of the US embargo led to growing social andeconomic crises throughout the 1990s.This situation convincedCuban leaders that the country needed trained and qualified socialworkers to address the worsening problems. Cuba developed a two-pronged social work initiative in response to the social ills relatedto economic hardships: a university level programme (UP) foreducating more advanced social workers and the formation ofschools of social work (SSW) for offering rapid social work trainingprogrammes for Cuban youth to return to their communities associal workers. In 1997, the Cuban Ministry of Education askedthe sociology department at the University of Havana to design anadvanced degree for social workers. The University commenced asix-year degree course in 1998 followed by another university twoyears later. Both offer the licenciature degree (equivalent to a master’sdegree in the US) in sociology with concentration in social work.The licenciature students must be high school graduates and mostof them are part-time students with full-time jobs as health caresocial workers. In the Havana University, 100 students are enrolled.The first school of social work was opened by Cuban governmentin September 2000 for young people aged 16 to 22 followed bythree more schools. Two thousand students attend each of theseschools and are known as emergentes because they are trained torespond to serious emergent social problems. On completion oftraining, emergentes are guaranteed social work jobs in communitieswhere they must live. Their salary is considered to be good for Cubanworkers. Emergentes can study for their licenciature on a part-timebasis in any of the university degree programmes. Cuba’s innovative

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core curricula integrating social work wih political sociology andpolitical economy are found to be a strong model for social worktraining in other developing countries (Strug & Teague, 2002). EvenUS social work educators find many aspects of the Cuban modelrelevant to their schools,

ConclusionSocial work does not operate in a vacuum (Brown, 1996) and it

is a part of the complex organization of society. Manshardtimplanted the “exotic plant” (in the words of Dr. P.T.Thomas) ofsocial work in India bypassing India’s national heritage of socialreform and social work. The American model of social work, whichwas individual-centred and curative in function, was transplantedin the country ignoring the social change oriented, macro approachof the Gandhian social reconstruction movement. It is, therefore,understandable that even after eighty years since its inception, socialwork has not been able to convince the stakeholders, particularlythe government, of its credential to be a profession.

American social work professionals strongly believe that socialwork is a universal profession. In simple words they are of theconviction that what is valid in American society is also valid forother societies. The mainstream American social work theories andpractice models have doubtful applicability in Asian countries andin working with indigenous communities. The knowledge base ofsocial work profession in India is questionable. Added to this is thesub-standard quality of social work education, and the poor fieldwork component in most of the social work educational institutionsin the country.

Many areas of social welfare, where social work professionalscould be employed, are not professionalized or only partlyprofessionalized because of the conception that social work can beundertaken by any person with willingness to help fellow humanbeings; and persons with education and competence in socialsciences, development disciplines or management subjects are capable

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of substituting social work professionals. In other words, theuniqueness of the knowledge and skills set of professional socialwork is not felt by those who utilize the services of professionalsocial workers.

Discussion on social work profession in India should excludeHR from its orbit to avoid distortion in the focus of the discussion.Social work in India falls much short of the criteria stipulated byFlexner as well as Greenwood. In India, social work, at best, canbe considered a semi-profession as described by Etzioni. Social workas well as social worker are statutorily protected in countries likeUSA and UK. But it is never possible in India. Social work andprofessional social work will co-exist with the latter having a lowerstatus.

ReferencesAustin, D.M. (1983). The Flexner Myth and the History of Social Work.

Social Service Review, 57(3) :357-377BASW. (1977). The Social Work Task-A BASW Working Party Report .

Birmingham: BASW.Bose, A.B. (1995). Social Welfare at the Cross-roads, Hearsey-Saiyaddin

Memorial Lecture, Delhi: Delhi University.Brown,H.C. (1996). The Knowledge Base of Social Work. In

A.A.Vass.(ed.). Social Work Competences : Core Knowledge. Values andSkills. London: Sage Publications.

Desai,A.S. (1981). Social Wok Education in India : Retrospect andProspect. In T.K.Nair. (ed.). Social Work Education and Social Work Practicein India. Madras : ASSWI : 204-233.

Devi Prasad, B. (2014). Voluntary Sector and Professional Social Work :Trends and Challenges. In T.K.Nair. (ed.). Social Work Profession inIndia : An Uncertain Future. Bangalore : Niruta Publications: 148-179.

Etzioni, A. (ed.). (1969). The Semi-Professions and Their Organization : teachers,nurses,social workers. New York : Free Press.

Flexner,A. (1915). Is Social Work A Profession? Proceedings of the NationalConference of Charities and Corrections. Chicago : Hildman Publishing.

Greenwood, E. (1957). The Attributes of A Profession. Social Work, 2(3):45-55.

Goode, W.J. (1957). Community within a Community : The Professions.American Sociological Review, 22(2) :194-200.

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Habenstein,R.W. (1963). Critique of “Profession” as a SociologicalCategory. The Sociological Quarterly, 4(4) : 291-300.

Howe, D. (1994). Modernity, Postmodernity and Social Work. BritishJournal of Social Work, 24(5) : 513-532.

Hughes, E.C. (1963). Professions. Daedalus, 92(4) : 655-668.ifsw.org >Resources > Policies. Retrieved on April 10, 2015.Jordan, B. (1997). Social Work and Society. In Blackwell Companion to

Social Work. New Jersey : Wiley : 8-24.Kendall, K.A. (1967). To Fathom the Future. Journal of Education for Social

Work, 3(1) :21-28.Manshardt, C. (1985). Education for Social Work. Indian Journal of Social

Work : 45(1) :1-5.Moorthy, M.V. (2014). Philosophy of Social Work in Changing India. In

T.K.Nair.(ed.). op.cit.: 12-36.Nadarajah, M. (2014). Should We Re-think the Nature of Social Work?

In T.K.Nair. (ed.). op.cit. : 180-194.Nadkarni, V. & Desai, K.T. (2012). Report of the National Consultation on

National Network of Schools of Social Work for the Quality of Enhancementof Social Work Education in India. Mumbai : TISS.

Nair, T.K. (1983). Social Welfare Manpower : A Study in Tamilnadu. NewDelhi : Concept Publishing Company.

Nair, T.K. (2014). Humanitarianism Professionalized : Dilemmas of SocialWork in India. In T.K.Nair. (ed.). op.cit. :234-256.

O’Brein, M. (2004). What is Social About Social Work?. Social Work andSocial Sciences Review, 11(2) : 5-19.

Ramachandran, P. (1986). Perspectives of Social Work Training 2000 AD.Mumbai : TISS.

Rojek,C., Peacock, G., & Collins, S. (1989). Social Work and Received Ideas.London : Routledge & Kegan Paul.

Shamasastry, R. (Translator). (1929). Kautilya’s Arthasastra. Mysore :Mysore Printing and Publishing House.

Shastri, R.R. (1966). Social Work Tradition in India. Varanasi: Welfare Forumand Research Organisation.

Specht, H. (1972). The Deprofessionalization of Social Work. Social Work,17(2) : 3-15.

Strug, D. & Teague, W. (2002). New Directions in Social Work Education:What Can We Learn?. Social Work Today, 2(18) : 8-11.

UGC. (1980). Review of Social Work Education in India -Retrospect and Prospect:Report of the Second Review Committee. New Delhi :UGC.

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Vijaya Lakshmi, B. (2014). Let Us Bring Back ‘Field’ to Fieldwork : AnOverview of the Current Scenario of Fieldwork in Social WorkEducation in India. Social Work Foot Prints, 4(4) :17-40.

Vivekananda. (1947). The Complete Works of Swami Vivekananda. Calcutta :Advaita Ashram.

Vollmer, H. & Mills, D. (ed.). (1966). Professionalization. EnglewoodCliffs,NJ : Prentice Hall.

Wilensky, H.L. & Lebeaux, C.N. (1958). Industrial Society and Social Welfare:the impact of industrialization on the supply and organization of social welfareservices in the United States. New York : Russell Sage.

www.socialwelfarehistory.com/ people/ richmond-mary/. Retrieved on April12, 2015.

www.socialworkers.org/ profession/ centennial/milestones_2htm.Retrieved on April 12, 2015.

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Health, Health Care and Hospitals

K. Prabakar

Dr. K. Prabakar

CEO, Apollo Knowledge, Chennai

AbstractThe article explains the concept of health, disease and illness.

The WHO definition of health is very relevant, though there is some

criticism that it is too broad, according to the author. The article

explains the spectrum of health, determinants of health, health

systems, and levels of health services. Evolution of hospital as a

social institution and hospital as a social system are two major sections

of the article.

In ancient times, health and illness were interpreted in acosmological perspective. Medicine was dominated by magical andreligious beliefs. The medical systems of various civilizationscontributed to the development of medicine to cure man’s diseaseand bring relief to the sick. The medicine man, the priest, the herbalistand the magician all played their role to conduct to combat andcontrol diseases. However, the ‘great sanitary awakening’ and the‘germ theory of diseases’ formed the basis for modern medicine.The goal of modern medicine is no longer merely treatment ofsickness, but it also includes prevention of disease, promotion ofhealth and improvement of the quality of life of individuals, groupsand community at large.

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Health is a physiological, psychological and a social state. Fromthe infancy, human beings try to interpret and negotiate the socialworld in which they live. Social institutions like family andeducational institutions help us understand what is “health” andwhat is “not healthy”. Human experiences in a society help himunderstand who is “sick” or “dependent” or “disabled”. Healthand illness are social products, which are realized and understoodonly by exploring the social world.

A common theme in most cultures is health. All communitieshave their concepts of health as parts of their culture. The oldestdefinition of health is the “absence of disease”. Health is usuallysubjugated to other needs like wealth, power, prestige, knowledgeand security. Health is often taken for granted, and its value is notfully understood until it is lost. However, during the past few decades,there has been a change in this scenario. Health is now identified asa fundamental human right and a world-wide social goal. It isessential for the satisfaction of basic human needs and to ensure animproved quality of life. The concept of health has undergone a lotof changes, and over the centuries has evolved from an individualconcern to a worldwide social goal. As it encompasses the qualityof life of a person an understanding of the various concepts ofhealth is important.

Health is a state of being, dependent on the social and cultureinterpretations of an individual and is produced by the interplay ofindividual perceptions and social influences. The interpretations ofthe meaning of health vary according to the perception of anindividual’s own state of health. Older people view health in termsof carrying out household tasks, managing work and so on, whileyounger people perceive it as a state of fitness, energy and vitality.The rapid changes in society foster conditions that are not veryconducive to the health of a person and hence the concept of idealhealth will always remain elusive. Good health of an individualcan only be a relative concept having no fixed standards.

Illness and DiseaseThe philosophy of health has undergone a lot of change in the

modern world. Good health is seen as an integral part of

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development and has become the responsibility of the community,state and the international community at large to protect and topromote health. Societies through their act of governance promotepolicies to counter ill health. People’s definitions and valuesconcerning health and illness are determined socially. Age, sex,family circumstances, social class, etc influence attitudes, values andbeliefs about illness. Every individual draws on meanings whichare socially available to him to interpret his experience of illness.The meaning of normality with regard to bodily experience variesbetween individuals and social groups.

Two other terminologies that are associated with health are“Illness” and “Disease”. “Illness” is generally assumed to be thesubjective experience of feeling unwell whereas “Disease” isassociated with a clinical malfunctioning of the body.

“Illness” refers to the subjective interpretations of problems,which are perceived to be health related. Illness is a state whereinsomebody is sick or is in an altered state of mind, but here thecriteria are social and psychological and they do not conform onlyto the medical systems. Illness has some functional significance too.An ill person moves into the sick role, which consists of a set ofinstitutionalized expectations and the corresponding sentiments andsanctions. A sick person is exempted from normal socialresponsibilities; he cannot be expected to take care of himself. It ispresumed that someone must help him. The state of a sick person isundesirable and he should want to get well and others should makehim well as soon as possible. He should and is obliged to seekcompetent medical advice and help, and cooperate with medicalexperts to get himself out of sickness.

“Disease” refers to medical conceptions of pathologicalabnormalities diagnosed by signs and symptoms. Disease may alsobe regarded as changes in an organism’s organ system in alteredconditions. An intimate and inexorable relationship exists betweendiseases, medicine and culture. Human beings adapt to the maladiesof disease through various cultural responses, which appear to bemeaningful in their own socio-cultural context. Various aspects of

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disease such as its diagnosis, prognosis, treatment and care form apart of the cultural phenomenon. Disease has a negativeconnotation, and it may be defined as an undesirable state of culturaland functional abnormalities of organs and organ systems. It ispathological state and is defined in terms of biomedical model andit may or may not be culturally recognized.

According to Najman (1980), disease can be explained as: Aninvasion of organisms by germs, bacteria and other pathogenic agentswhich disturb the homeostatic balance and result in some form ofmalfunctioning. According to David (1962), Disease is referred toas: A deviation in the normal functioning of the body whichproduces discomfort and adversely affects the individual’s futurehealth status.

Illness and disease are not purely bio-physical phenomena. Theycannot be isolated from the socio-cultural milieu. The perceptionof disease and its cure assumes different dimensions in differentsocieties. Cultural patterns and typical ways of life give substanceto the manner in which illness is perceived, expressed and reachedto. To some extent the cultural context defines what conditions arerecognized to assess and define the illness conditions. Thus, thesocio-cultural definition of disease is a dominant aspect of theproblem. Health and disease are moulded by the social and culturalconditions within which they occur.

The concepts of health, illness and disease do change inaccordance with the changing ways in which the society perceiveshealth. These three factors are affected by a multitude of individualand social factors.

Concept of HealthTraditionally, health has been viewed as an “absence of disease”

and the person was considered healthy if one was free from disease.This concept, known as the “biomedical concept”, has its roots inthe “germ theory of disease” which dominated medical thought atthe turn of the 20th century. The medical profession viewed the humanbody as a machine, disease as a consequence of the breakdown of

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the machine and one of the doctor’s tasks was to repair the machine.Thus health, in this narrow view, became the ultimate goal ofmedicine. The ecologists viewed health as a dynamic equilibriumbetween man and his environment, and disease as maladjustmentof the human organism to environment.

Dubos’ (1965) definition of health is that:Health implies the relative absence of pain and discomfort, and

a continuous adaption and adjustment to the environment to ensureoptimal function. The issue of imperfect man and imperfectenvironment is raised by this concept. However better humanadaptation to natural environments leads to longer life expectanciesand a better quality of life. Other developments in social sciencesreveal that health is not only a bio medical phenomena, but onewhich is influenced by social, psychological, cultural, economicand political factors of the people concerned. Finally the holisticmodel is a synthesis of all the above concepts. It recognizes thestrength of social, economic, political and environmental influenceson health. Health has been described as a unified ormultidimensional process involving the well-being of the wholeperson in the context of his environment. This view corresponds tothe view that health implies a sound mind in a sound body, in asound family and in a sound environment. The holistic approachimplies an understanding of the effects of all aspects of society onhealth.

Perkins (cited in Park, 1997) define health as “A state of relativeequilibrium of body form and function which results from itssuccessful dynamic adjustment to forces tending to disturb it. It isnot a passive interplay between body substance and forces impingingupon it but an active response of body forces working towardreadjustment”.

The widely accepted definition of health is that given by theWorld Health Organisation (1948) in the preamble to itsconstitution, which is as follows: Health is a state of completephysical, mental and social wellbeing and not merely an absenceof disease or infirmity. In 1978, this statement has been amplified

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by WHO to include the ability to lead a “socially and economicallyproductive life”.

Health is seen as all round well being. This definition is widelyused as it is positive, wants to enhance people’s health rather thanmerely treat established diseases. Freedom from disease is not health.Real health is viewed as the transformation of no disease type healthinto all round well being. Health becomes a personal struggle, agoal to be worked by a community. The WHO definition of healthhas been criticized as being too broad. Some argue that health cannotbe defined as a “state” at all, but must be seen as a process ofcontinuous adjustment to the changing demands of living and ofthe changing meanings we give to life. It is a dynamic concept. Ithelps people live well, work well and enjoy themselves. Thoughthere are certain criticisms, the WHO concept of Health as definedis broad and positive in its implications as it sets out the standardsof “positive” health. It symbolizes the aspirations of people andrepresents an overall objective or goal of a nation in the area ofhealth. Health is a multidimensional component of life. The WHOdefinition envisages three specific dimensions – the physical, themental and the social.

Health in the broad sense of the word does not merely mean theabsence of disease or provision of diagnostic, curative and preventiveservices. It also includes, as embodied in the WHO definition, astate of physical, mental and social well-being. The harmoniousbalance of this state of the human individual integrated into hisenvironment constitutes health, as defined by WHO. The state ofpositive health implies the notion of “perfect functioning” of thebody and mind. It conceptualizes health biologically, as a state inwhich every cell and every organ is functioning at optimum capacityand in perfect harmony with the rest of the body; psychologically,as a state in which the individual feels a sense of perfect well-beingand of mastery over his environment; and socially, as a state inwhich the individual’s capacities for participation in the social systemare optimal.

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Spectrum of HealthHealth and disease lie along a continuum, and there is no single

cut-off point. The lowest point on the health-disease spectrum isdeath and the highest point corresponds to the WHO definition ofpositive health. It is thus obvious that health fluctuates within arange of optimum well being to various levels of dysfunction,including the state of total dysfunction, namely the death. Thetransition from optimum health to ill health is often gradual, andwhere one state ends and the other begins is a matter of judgment.The spectral concept of health emphasizes that the health of anindividual is not static; it is a dynamic phenomenon and a processof continuous change, subject to frequent subtle variations. It impliesthat health is a state not to be attained once and for all, but ever tobe renewed. There are degrees or “levels of health” as there aredegrees or severity of illness. As long as we are alive there is somedegree of health in us.

WHO working group report (1984) on health promotionconceptualized health as the extent to which individual or group isable to, on the one hand, to realize aspirations and satisfy needs,and on the other hand to change or cope up with environment.Health is therefore seen as a resource for everyday life, not theobjective of living. It is a positive concept emphasizing social andpersonal resources as well as physical capabilities.

The WHO definition connects to a social model of health. Itemphasizes the environmental causes of health and disease, inparticular the dynamic interaction between individual and theenvironment. Health is just not produced by individual biologyand medical intervention, but by the conditions in the natural, social,economic and political environment, and by individual behaviourin response to the environment.

Determinants of HealthHealth is multifactorial. The factors which influence health lie

both within the individual and externally in the society in whichhe or she lives. An individual becomes a victim of diseases due to acombination of two sets of factors- his genetic factors and the

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environmental factors to which he is exposed. These factors interactand these interactions may be health-promoting or deleterious. Theimportant determinants or variables are: heredity, environment, life-style, socio-economic conditions, health and family welfare servicesand other factors.

Health is on one hand a highly personal responsibility and onthe other hand a major public concern. It involves the joint effortsof the whole social fabric, viz., the individual, the community andthe state to protect and promote health. Although health is nowrecognized a fundamental human right, it is essentially an individualresponsibility. In large measure, it has to be earned and maintainedby the individual himself, who must accept a broad spectrum ofresponsibilities, now known as “self care”.

The right to health was one of the last to be proclaimed in theconstitution of most countries of the world. At the internationallevel the universal declaration of human rights established abreakthrough in 1948, by stating in Article 25 that “everyone hasthe right to a standard of living adequate for the health and wellbeingof himself and his family”.

The preamble to the WHO constitution also affirms that it isone of the fundamental rights of every human being to enjoy. Thehighest attainable standard of health inherent in the right to healthis the right to medical care.

The community plays a very important role in shaping the healthfacilities and gets involved by using the same apart from helping thestate in this function. The state assumes responsibility for the healthand welfare of its citizens. The Constitution of India provides thathealth is a state responsibility. The relevant portions are found inthe Directive Principles of State Policy. India is a signatory to theAlma-Ata Declaration of 1978. The National Health Policy,approved by the Parliament in 1983 clearly indicates India’scommitment to the goal of Health for All by the year 2000AD.These trends have resulted in a greater degree of state involvementin the management of health services, and the establishment ofnation-wide systems of health services with emphasis on primaryhealth care approach.

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Health SystemThe “health system” of any country is intended to deliver health

services. It constitutes the management of health services andinvolves organizational matters like planning, determining priorities,mobilizing and allocating resources, translating policies into services,evaluation and health education. The components of the healthsystem include concepts (health and disease); ideas (equity, coverage,effectiveness, efficiency, impact); objects (hospitals, health centers,health programmes) and persons (providers and consumers).Together, these form a whole in which all the components interactto support or control one another. The aim of a health system ishealth development a process of continuous and progressiveimprovement of the health status of a population. Currently, thegoal of the health system is to achieve “Health for All” by the year2000.

Health services are usually organized at three levels, each levelsupported by a higher level to which the patient is referred. Theselevels are:

Primary health careThis is the first level of contact between the individual and the

health system where “essential” health care (primary health care) isprovided. A majority of the prevailing health complaints andproblems can be satisfactorily dealt with, at this level. This level ofcare is closest to the people. In the Indian context, this care is providedby the primary health centers and their sub centers with communityparticipation.

Secondary health careAt this level, more complex problems are dealt with. This care

comprises essentially curative services and is provided by the DistrictHospitals and Community Health Centers. This level serves as thefirst referral level in the health system.

Tertiary health careThis level offers super-specialist care. This care is provided by the

regional/ central level institutions. These institutions provide not

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only highly specialized care, but also planning and managerial skillsand teaching for specialized staff. In addition, the tertiary levelsupports and complements the actions carried out at the primaryand secondary levels.

Health Care and HospitalsAs the civilization developed there was a felt need for institutional

care of the sick people. It has created dependence and the sick neededmedical treatment and nursing care for survival. The modern societydeveloped health care institutions to cater to the needs of the sickpeople called Hospitals. The health care institutions play apredominant role in promoting the concept of wholesome healthto the people. The qualities of the health care institutions primarilydepend upon the quality of doctors in command duly supported bythe nursing personnel. Apart from the medical service personnel,the hospital is also dependent on the services of the paramedical,support service and the administrative personnel.

A Hospital according to the Steadman’s (1966) MedicalDictionary is: An institution for the care, care and treatment of thesick and wounded, for the study of diseases and for the training ofdoctors and nurses. Blackiston’s (1956) New Gould MedicalDictionary describes a hospital as: An institution for medicaltreatment facility primarily intended, appropriately staffed andequipped to provide diagnostic and therapeutic services in generalmedicine and surgery or in some circumscribed field or fields ofrestorative medical care, together with bed care, nursing care anddietetic service to patients requiring such care and treatment.According to the Directory of Hospitals in India (1988): A hospitalis an institution which is operated for the medical, surgical and/orobstetrical care of in-patients and which is treated as a hospital bythe central/state governments/local bodies or licensed by theappropriate authority. On the basis of these definitions, acomprehensive definition of a modern hospital is: A modern hospitalis an institution which possesses adequate accommodation and well-qualified and experienced personnel to provide services of curative,

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restorative and preventive character of the highest quality possibleto all people regardless of race, colour, creed, or economic status,which conducts research assisting the advancement of medicalservice and hospital services and which conducts programme inhealth education (Goyal, 1993).

Hospital A Social InstitutionIn a society the means of relieving diseases and injuries have

been a part of its culture. In the early days the family, the tribe, andthe religious group have tried to meet man’s need for medical andnursing care. The early hospitals in India, Egypt, Greek and Romanempire were built mainly under the supervision of some religiousgroup. Their practices in many instances were based on mysticism,superstition, and religion. The teachings of Hippocrates, based onfacts rather than fancy, placed hospitals and the medical field on anew level. Hospitals before Hippocrates were more like temples andreal hospitals for the diagnosis and treatment of diseases were laterestablished.

The humanitarian impulse that got great impetus with the dawnof the Christian era resulted in the establishment of many Christianhospitals. Before this, religious hospitals were actually templesdedicated to the God of Medicine, but when the teachings of Christbegan to be spread through the then civilized world, the care of thesick in the hospitals, outside the religious buildings, started todevelop. During the Middle Ages, while many hospitals wereestablished, religion continued to be the predominant influence intheir establishment and their supervision, and the hospital in manyinstances developed into an institution to care not only for thephysically sick, but also for other individuals who were sociallyhandicapped.

In tracing the evolution of any social institution differentinfluences operate at different times on them. The followinginfluences have operated on hospitals with varying force at differentperiods. The community found it appropriate to isolate its memberswho were suffering from contagious diseases and thus isolation

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hospitals came into existence, which are still a part of our society.The second important motive was charity towards the sickparticularly the poor. It became imperative for the community tolook after its citizens when they were sick and cannot take care ofthemselves. The third motive was to bring in facilities for instructionsto develop the medical profession, to take care of the sick and topromote the growth of the health care institutions. A similardevelopment also occurred in nursing, as organised nursing activitiesin the hospitals were required for treating the sick patients. Thevalidity of clinical impressions was supposed to be tested by statisticalmethods before the same was accepted as a standard procedure. Itbecame necessary not to rely on scattered clinical impressions ofindividual doctors but to rely on a large number of cases observedin more or less similar conditions. In recent years the practice ofmedicine is supported by new technical procedures. This necessitatedspecially constructed institutions for operating the services with thesupport of the state of the art technology to medically manage thesick patients. Today the hospitals concentrate on preventive carerather than curative care by introducing a number of preventivehealth care schemes so that good health will prevail in the society.

The hospital then began to change from an institution caringprimarily for the sick poor to one, which to an increasing extent,was used by all members of the community demanding that theyget service in proportion to their ability to pay for the service. Whenthe hospital began to cater to the middle and particularly to thewealthy classes, private rooms in hospitals and private hospitalswere built. Further the hospitals added the functions of preventionand rehabilitation apart from diagnosis and treatment.

Another great change in medical and hospital work is theinterdependence between various professions working in the healthcare field and the creation of an environment for effective teamwork.Hospital is an organization that mobilizes the skills and efforts of anumber of widely divergent groups of professional, semi-professional, and nonprofessional personnel to provide a highlypersonalized service to individual patients. Like other large scale

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organizations, it is established and designed to pursue certainobjectives through collaborative activity. The chief objective of thehospital is to provide adequate medical treatment, custody and careto the patients.

Extensive division of labour and accompanying specializationof work makes every person working in a hospital depend on therole of other organizational member for their performance. Doctors,nurses, and others in the hospital do not, and cannot functionseparately or independently of one another. Their work is mutuallycomplementary, interlocking, and interdependent. In turn, such ahigh interdependence requires effective co-ordination between thevarious specialized functions and activities of the many departmentgroups, and individual members of the organization to enable it tofunction smoothly and to attain its objectives.

This high degree of professionalism among those entrusted withthe care of the patient has developed rational and functionalspecialization. This has had an effect of inculcating complementaryexpectations, common norms and values in the members of theprincipal groups of the hospital that are essential to the integrationof the organization. These include the norms of giving good care,devotion to duty, loyalty, selflessness, altruism, discipline, and hardwork. Increased professionalism and specialization have also hadthe effect of sharpening some of the status differences among thepeople working in the hospital. Professionalism and specializationhave contributed to greater public confidence in the hospital, andto a wider acceptance of the hospital as a resource to take care ofthe health needs of the society.

A hospital being a very important social institution catering tothe health needs of the society should have the right organizationalculture for effective functioning. The members of the organizationwho contribute to the institutional progress should have the propermental makeup to work for the ailing patients. The institutionsshould create a proper work climate which brings out the potentialof the work force at the same time reminding the importance ofhuman values and value systems in a health care institution.

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The objectives of the hospitals determine the class to which thosehospitals cater to and the type of health care they provide.Accordingly there are primary care centres, secondary care hospitalsand tertiary care hospitals. The primary health care centres are takencare by the state, whereas the secondary and tertiary care teachinghospitals are run by Trusts and corporate entities apart from thegovernment.

Classification of HospitalsModern hospitals can be classified on the following criteria and

they differ in their structure and function based on the objectives ofthe organisation:

a) Ownership or control, b) system of medicine, c) length ofstay of patients.

On the basis of ownership or control, hospitals can be classifiedinto five categories: a) Public hospitals, b) Voluntary hospitals, c)Private nursing homes, d) Mission hospitals, and e) Corporatehospitals.

Public hospitalsPublic hospitals are hospitals run by the central or state

government or local bodies on non-commercial lines. Thesehospitals can be further sub-divided as Teaching-cum-researchhospitals, General hospitals, Specialized hospitals and Isolationhospitals.

Voluntary hospitalsVoluntary hospitals or Trust Hospitals are those which are

established and incorporated under the Societies Registration Act1860 or Public Trust Act 1882 or any other appropriate act of thecentral or the state government. They are run with public or privatefunds on non-commercial basis. The Boards of Trustees comprisingprominent members of the community manage such hospitals. Thesehospitals spend more on patient care than what they get from thepatients. Of late, these hospitals charge reasonably high fees from

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rich patients and very little from poor patients. This is to offset theexpenditure towards poor patients. The main sources of revenuefor these types of hospitals are public and private donations andgrant-in-aid from governments and from philanthropic institutions.

Private nursing homesThese are nursing homes generally owned by a doctor or a group

of doctors. These nursing homes are run on a commercial basisand they are popular due to the shortage of government andvoluntary hospitals.

Mission hospitalsThese are hospitals mostly run by the Christian Missionaries.

There are a few hospitals run by other religious denominations aswell.

Corporate hospitalsCorporate hospitals are public limited companies under the

Companies Act 1956. These hospitals are run on a commercial basisand are mostly tertiary care hospitals. The concept of corporateinstitutions in health care sector is recent in India.

Systems of hospitalsOn the basis of system of medicine, hospitals can be classified as

Allopathic, Ayurvedic, Homeopathic, Unani and Siddha hospitals.Hospitals can also be classified as Chronic care or Acute carehospitals according to the disease and treatment provided, basedon the length of stay of the patients.

Health Care in the Post-Independence PeriodIndependence of India was a watershed for a new phase of

development of organised health care services creating moreentitlement for the people. Along with that, the state also embarkedon enactment of new laws, and modification of the colonial laws,and the judiciary developed case laws to consolidate people’s

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entitlement of health care and to an extent, the rights. Thisdevelopment took place on the basis of numerous recommendationsmade by various committees. These committees also touch uponthe nursing profession. The main features and recommendationsare enumerated below.

Bhore Committee (1946)The Bhore Committee Report, while emphasising the need for

rapid socio-economic development for the success of its health careplan, did not want the medical practice to remain confined to itstraditional role of curative care and simply wait for the socio-economic development for the success of its health care plan andhealth status of the people. It made comprehensive recommendationsin order to orient the medical practice to actively aid in theimprovement of health status. Thus, it suggested that preventiveand curative work should be dovetailed into each other in order toproduce the maximum results.

The Bhore Committee deliberated in great detail over thelegislation for the health care providers. There also existed someamount of difference within the committee on the subject. Moremembers of the committee were guided by the provisions availablein the Medical and Nursing Acts of the UK. Thus, they were veryclear that some strict regulations over the health care professionalswere necessary in the good interests of the society. Some of theirspecific recommendations were as follows.

Establishment of legalised self-regulatory medical council(s),maintaining provincial and national registers of doctors, settingstandards for medical education, examination, etc. broadly in thesame framework as the General Medical Council of the UK.

Two very important observations were made on nursing. Firstly,it recognised the demand of the nursing profession for establishingan All India Nursing Council for coordination activities of theprovincial councils (then 10 in existence) for laying down minimumeducational standards and to safeguard their maintenance, etc. Ithas recommended and gave the composition of the Central Nursing

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Council. Secondly it commented upon the composition of some ofthe provincial nursing councils. This was based on the premise thata Council designated to regulate the training and practice of nursingprofession should consist primarily of members of the profession.However, in the majority of the provincial councils of that timetrained nurses, midwives and health visitors were in minority andin some they were not included at all.

The composition of the Central Nursing Council advocated bythe Bhore Committee included 23 members of the nursing profession,12 members of the medical profession (exclusive of the president),and representation to some women involved in the advancementof women and education. For the initial few years it advocated thepresidentship to the Director General of Indian Medical Service,but later it wanted the president to be elected from the membersthemselves.

It is interesting to note that, not only in India, but the worldover, nursing is treated as an occupation not only subsidiary tomedicine, but the doctors also exercise a considerable direct controlover it. At formal and legal levels, this control of nursing by medicalprofession is expressed in having a highly significant, often dominantrepresentation of doctors in the composition of the nursing councils.Although medicine and nursing are now inseparable andindispensable parts of the healing profession, the reverse of havingsome representation of nurses in the medical councils is alwaysand everywhere conspicuous by its absence.

Mudaliar Committee (1961)After Bhore Committee, the Mudaliar Committee produced a

well-researched and comprehensive report. Since one of its objectiveswas to follow-up the recommendations of the Bhore Committeeand developments in health care a decade after independence, itsscope was vast and it made detailed recommendations. TheMudaliar Committee followed up the recommendation of the BhoreCommittee for formulating a comprehensive and consolidated publichealth act in all sincerity. The draft act did not confine itself to the

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government and local health facilities. It included in the purviewof legislation the private nursing homes and sanitoria. This wassought to be done by licensing and by maintenance of theirstandards. Thus, it seems to have made an attempt to rationalizethe public/private mix of health care services under the appropriateregulation and standards.

The nursing profession has shown much more awareness for astrict regulatory legislation. Three reasons for this could be offered.First, the legislation for nursing was very inadequate to start with.As a consequence, the nurses faced great competition from theunqualified workers. Secondly, the number of nursing human poweravailable in the country was far low, one nurse for two doctorsinstead of the norm of three nurses for one doctor. Thirdly, thenurses, unlike doctors, can hardly do much independent nursingpractice. Their dependence on the medical institutions is very great.Since these institutions, in order to save money, employ unqualifiedstaff and the legislation is not providing sufficient power to stopsuch practice, the demand for regulation and improvement of thelegislation has come from the ranks of nurses and got reflected inthe committee report.

Vardappan Committee Report (1989)This report, also called the report of the High Power Committee

on Nursing and Nursing Profession, is very assertive on the questionof nursing legislations and on the inadequacies in the existingnursing laws. Indian Nursing Council was almost a powerless bodyat that time. It did not maintain a national register and thus did nothave up-to-date information, and the Act also did not make itmandatory to renew registration periodically. Worst still, its approvalwas not necessary for opening new nursing school or college. Thisaspect was significant as normally the monopoly power forcontrolling education and examination was considered a big barrierto entry resulting into a limited supply of the professionals. In thecase of nursing, even in the absence of such monopoly power withthe nursing councils, the issue of shortage of nurses had not been

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addressed to. On the other hand, inspite of a part monopoly controlover education and examination with the medical councils, themedical colleges have mushroomed and the number of doctors hassteadily increased in the country. A major lacuna was that the councildid not have provision to stop unqualified unregistered nurses frompractising. It also did not have provision and power to de-registernurses who were violating its code or guidelines. However, thenursing councils have a better control on the above aspects today.

Hospital A Social SystemWork in a hospital is specialized with a high degree of interaction

and interdependence. The functions are carried out by memberswho belong to different groups having different social, cultural andeducational background. The functions of the hospital are so diversethat it needs an excellent understanding among its members toproduce results. The work is highly specialized as the medicalmanagement differs for every patient, and it depends on the natureof ailment and the condition of the patient. The key players of theorganization, viz., doctors, nurses, technicians, dieticians, servicepersonnel and administrative staff play their roles within thestructural limits of the organization. The functional specializationsare so dominant in a hospital set up that at times each departmentis considered to be an institution by itself.

Extensive division of labour and accompanying specializationof work make every person working in a hospital depend on therole of other organizational members for their performance.Specialists and professionals can perform their functions only whena considerable array of supportive personnel and auxiliary servicesis put at their disposal at all times. Doctors, nurses, and others inthe hospital do not, and cannot, function separately orindependently of one another. In turn, such a high interdependencerequires effective co-ordination between various departmental groups,and individual members of the organization. Consequently, thehospital has developed a rather intricate and elaborate system ofinternal coordination.

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A hospital is human rather than just a mechanized system. Thepatient is not a chunk of raw material that passively goes throughan ordered progression of machines and assembly line operators.At every stage of his short stay in the hospital, he is mainlydependent upon his interaction with the people who are entrustedwith his care, and upon the skills, actions, and interactions of thesedifferent people. All of these factors necessitate heavy reliance uponthe members of the organization to coordinate their activities on avoluntary, informal, and expedient basis.

Paradoxical as it may seem, however, the hospital is also a highlyformal, quasi bureaucratic organization which, like all task-orientedorganizations, relies a great deal upon formal policies, formal writtenrules and regulations, and formal authority for controlling muchof the behaviour and work relationships of its members. Theemphasis on formal organizational mechanisms and producers, andon directives rather than ‘democratic’ controls along with a numberof other factors, gives the hospital its much talked aboutauthoritarian character, which manifests itself in relatively sharppatterns of super-ordination and subordination, in expectations ofstrict discipline and obedience, and in distinct status differencesamong organizational members.

The authoritarian character of the hospital is partly the result ofthe historical fact that nursing. medicine, and hospital were all closelyassociated with the work of religious orders and military institutions.The absence of substantial professionalization and specializationcharacteristic of hospital personnel at those times, along with theemphasis of religious and military institutions on socialarrangements in which the occupant of every position in theorganization presumably knew “his place”, and kept to his place bystrictly adhering to specified rights, duties, and obligations, had muchto do with the hospital’s adopting a strict hierarchical andauthoritarian system of work arrangements.

While historical forces might account for the origins of theauthoritarian characteristics of the hospital, it is not likely that someof these characteristics would continue to persist (especially withinthe context of a highly secular culture) unless they were more

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functional than not, and this clearly appears to be the case. In thefirst place, as in any organization designed to mobilize resourcesquickly in order to meet crises and emergencies successfully, a gooddeal of regimented behaviour is required in the hospital. Lines ofauthority and responsibility have to be clearly drawn, basic acceptanceof authority has to be assured, and discipline has to be maintained.In the second place, the hospital is expected to be able to provideadequate care to its patients at all times, with the precision of amachine system and with minimum error, even though it is a humanrather than a machine system. It is expected to perform wellcontinuously and to produce a machine like response toward thepatient, regardless of such things as turnover, absenteeism, andfeelings of friendship or hostility among its personnel, or otherorganizational problems that it may be experiencing. It is alsoexpected to be responsive to the health-related needs and demandsof its community, and to meet a variety of medico-legalrequirements. Because of these expectations, the hospital places highpremium on being able to count upon and predict the outcome ofthe performances of its members. Predictability of performance canbe partly attained through directive, quasi-authoritarian controls.Efficiency and predictability of performance are attained through anumber of factors. Prominent of these factors are organizationalcoordination and professionalization.

In addition to coordination, professionalization is one of themajor distinctive features of a hospital. Most of those who holdthe principal therapeutic and non-therapeutic positions in the hospitalare trained as professionals. The doctors, through their training,have been schooled in certain professional obligations, ethics, andstandards of appropriate behaviour, and have acquired a numberof common attitudes, shared values and mutual understandingsabout their work and work relations with others. The same is trueabout the registered nurses. Other groups in the organization arealso on the road to professionalization, viz, the administrators, themedical librarians, the medical technicians, the dieticians, and othersin paramedical positions. Professionalization and specializationhave contributed to greater public confidence in the hospital, and

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to a wider acceptance of the hospital as a resource to take care ofthe health needs of the society, for high professionalization andspecialization imply expertness and knowledge. Increasedprofessionalization has undoubtedly resulted in improved patientcare and, in doing so, it has also raised the expectations of thepublic for both high quality care and high efficiency in hospitaloperations.

Hospitals deviate from the ideal bureaucracy pattern as it hasmultiple authority system. For example nurses are subordinated todoctors, nursing superintendent and Administrators. Doctorsconsider themselves as independent entities and believe in functionalautonomy rather than falling within the hierarchical system becauseof their expertise and standing in the society as a health careprofessional. The structure of the hospital consists of positions withvaried training, education, skills and functions. To carry out thegoals of the hospital, all these people need collaboration,coordination, support and assistance from one another. In a hospitalstructure these processes cannot be standardized or mechanized asit deals with human beings with a health problem. Every patient isunique in himself and his needs are different. Hence hospitalpersonnel have to adopt different skills for each patient. Hencestandardization of activities is difficult. Under such circumstances,the structure mainly functions based on the skills, motivations andbehaviour of individual employees.

ReferencesDubos, R.J. (1965). Man Adapting, London : Yale University Press.Government of India. (1998). The Directory of Hospitals in India. New Delhi:

Ministry of Health and Family Welfare.Goyal, R.C. (1993). Handbook of Hospital Personnel Management. New Delhi:

Prentice Hall.Najman, J., Burns, U., Gibson, D., Jones, J., Lupton, G., Minto, J., Payne,S.,

Sheehan, M., Sheehan, P. & Western, J. (1950). The Conceptual Basisof Community Health Programmes. Community Health Studies, 4 (1) :27-31.

Park, K. (1997). Park’s Textbook of Preventive and Social Medicine. Jabalpur :Banarasidas Bhanot.

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Gender Discrimination at Workplace

Manjumohan Mukherjee

Prof. Manjumohan Mukherjee

Department of Social Work

Visva-Bharati University, Sriniketan-731236, Birbhum (West Bengal)

AbstractThe term gender discrimination and sexual harassment at

workplace was constructed from the view of women. The legal

protection to women at workplace has been formulated at the block,

district and national level for the organized as well as unorganized

sector. The majority of working women are not aware of the legal

protection issues. International Conventions and issues related to

gender discrimination and sexual harassment at workplace has been

discussed along with social work intervention.

IntroductionA woman is considered as the most important creation of God.

There is a saying: “Yatra naryastu pujyante, ramante tatra devata”which means where a woman is worshipped, god lives there. Sexualharassment affects all people in some form or the other. Sexualharassment at work is an extension of violence in everyday life andis discriminatory, exploitative. It is thriving in atmosphere of threat,terror and reprisal. The women are harassed by the society at everylevel that may be inside family, outside the house, at workplace, etc.Sexual harassment is a complex social problem which involves

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multiple actors. To deal with this problem is notoriously difficult.Conventional solutions to the problem of sexual harassment likelegal protection to victims and stringent punishment to perpetratorswhile good on paper are of limited practical efficacy, unless coupledwith affirmative action. Most sexual crimes against people in Indiastill go unreported. The issue of workplace sexual harassment is agrey area even in western countries which has a potentially largeand assimilated workforce in comparison with India. However,unlike western countries where organizations accept workplaceharassment in normal parlance, it has always been frowned uponas a non-issue in India. Therefore a robust legal mechanism will goa long way in creating a congenial work environment and willprovide for the constitutional mandate of safety and security of allemployees in India.

DefinitionsIn April 1975 that the phrase sexual harassment was used in the

public for the first time by a woman during her testimony beforethe New York City Human Rights Commission Hearings on Womenand Work. She defined it as unwanted sexual advances by malesupervisors towards women such as constant leering. The term sexualharassment was coined through a consciousness raising sessionconnected with the Women and Work course at the CornellUniversity. Significant numbers of women in the world are routinelysubject to various kinds of human rights violations; these are notclearly recognized and classified as civil and political crisis includinggross violation of humanity. This reflects not just the way societylooks at the issue of violence against women but has serious resultsin terms of the way society treats core issues pertaining lives ofwomen. There is no doubt that gender is important in sexualharassment. Women are the targets of sexual harassment perpetuatedmost often by men. Male dominance is a crucial factor. Womendepicted the cost of enduring sexual harassment as both physicaland psychological and outlined a range of responses that includedhumiliation, degradation, shame, embarrassment, guilt,

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intimidation, frustration, a sense of hopelessness and emotionalbreakdown. Disruption to working lives of women, the impact onemployment opportunities and restrictions on access to economicbenefits were highlighted by her. These difficulties were oftencompounded by economic vulnerability and the lack of choicesoffered to women by the labour market. (Mackinnon, 1979) Thesexual harassment is a form of unlawful sex discrimination. Aspectrum of behavioural patterns may signify sexual harassment.The definition of sexual harassment according to the Supreme’sCourt Order in India is:

a) Physical contact and unwelcome sexual advances.b) Demand or request for sexual favour.c) Sexually colored remarks.d) Display of pornography.e) Physical, verbal or non-verbal conduct of a sexual nature.

Conduct of a Sexual NatureNon-verbal conduct includes making unwelcome sexual gestures,

suggestive or obscene letter, notes or invitations, displaying of sexuallyprovocative objects or pictures/pornography, cartoons or postures,indecent exposure in the workplace.

Verbal conduct means making or using sexually explicit language,derogatory comments, remarks/jokes about women’s bodies,suggestions and hints, graphic comments with sexual overtones,pressure for dates, obscene phone calls, spreading and displaying anude or image with apparent sexual contents, request for sexualintercourse and making verbal sexual advances or propositions.

Physical conduct relates to touching , brushing against a co-worker, assault, impeding or blocking movements, leaning over,invading a person’s space or physical touch or contact.

The sexual harassment in the workplace refers to an verbal orphysical act with a sexual nature, performed in recruitment or inthe workplace by a boss, manager, employee, client or customer ofa working unit, that is unwelcomed by the person receiving it andhas caused the person to feel violated, insulted, and being in anunbearable hostile environment.

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International Legal RegulationsThe Discrimination (Employment and Occupation) ILO

Convention 1958 (No. 111) addressed discrimination in employmenton a number of grounds including sex, and required that ILOmember States declare and pursue a national policy designed topromote equality of opportunity and treatment with a view toeliminating discrimination. it was stressed that elimination of sexualharassment and violence at workplace was a significant element inpromoting decent work for women. The sexual harassment is aform of sex discrimination that violates Title VII of the Civil RightsAct of 1964. Very generally, “sexual harassment” describesunwelcome sexual advances, requests for sexual favours, or otherverbal or physical conduct of a sexual nature. Title VII is a federallaw that prohibits discrimination in employment on the basis ofsex, race, colour, national origin, and religion, and it applies toemployers with 15 or more employees, including federal, state, andlocal governments. Prior to the 1970s the term sexual harassmentat workplace did not exist plus it was identified as a part of dailywork life, a problem without any name. The term sexual harassmentwas construed to look at the world from the point of view of women.It was recognized in 1986 by the US Supreme Court as sexdiscrimination and international body such as United Nationsthrough the General Recommendation number 19 (1992) of theCEDAW (Committee on the Elimination of Discrimination againstWomen) which is one of the core international human rights treatiesadopted by the UN General Assembly in 1979.

According to the UN Declaration (1993) on the Elimination ofViolence against Women - Article one and two defined violenceagainst women as any act of gender-based violence that results inor is likely to result in physical, sexual, or mental harm or sufferingto women. It could be threats of such acts, coercion, or arbitrarydeprivation of liberty, whether occurring in public or in private life.It includes physical, sexual and psychological violence occurringin the family and in the general community, including battering,sexual abuse of children, dowry-related violence, rape, female genital



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mutilation and other traditional practices harmful to women, non-spousal violence and violence related to exploitation, sexualharassment and intimidation at work, in educational institutionsand elsewhere, trafficking in women, forced prostitution, andviolence perpetrated or condoned by the state.

At the international level though sexual harassment is not thesubject of any binding International Convention, the InternationalLabour Organization (ILO) covered it as a form of sex-baseddiscrimination (ILO, 2000). The ILO Committee on Gender Equality(2009) recorded that apart from many other problems that womenface at their workplaces, they are also subject to widespread sexualharassment, often excluded from protections and benefits, and facemultiple forms of discrimination, such as race and age, among others.The United Nations defines violence against as: ‘any act of gender-based violence that results in, or is likely to result in, physical, sexualor mental harm or suffering to women, including threats of suchacts, coercion or arbitrary deprivation of liberty, whether occurringin public or in private life’ (WHO, 2011). Sexual harassment atworkplace was recognized as violation of human rights by theCEDAW. This was the time when awareness of sexual harassmentwas only beginning to emerge. Though the CEDAW did not mentionthe term sexual harassment at workplace, in its preamble, theConvention explicitly acknowledged that extensive discriminationagainst women continued to exist, and emphasizes that suchdiscrimination violates the principles of equality of rights and respectfor human dignity.

Article 1 of the CEDAW defined the term discrimination againstwomen as sex as a basis of any distinction, exclusion or restrictionwhich leads to and causes impairing or nullifying the recognition,enjoyment or exercise by women in the political, economic, social,cultural, civil or any other field. Article 11 of the GeneralRecommendation Number 19 recognized that equality inemployment was seriously impaired when women were subjectedto gender-specific violence, such as sexual harassment in theworkplace. It defined sexual harassment as unwanted sexually

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determined behaviour as physical contact and advances, sexuallycolored remarks, showing pornography and sexual demand,whether by words or actions. It confirmed that such conduct washumiliating and could constitute a health and safety problem. Itfurther stated that it was discriminatory and creation of hostile workenvironment if the work conditions made the woman believe thather resistance to sexual harassment would cause disadvantage toher in connection with her employment, including recruitment orpromotion. Under this recommendation the Committeerecommended the state parties to the treaty to take all legal andother measures necessary to provide effective legal, preventive andprotective measures and provide procedures, remedies andcompensation for women facing gender based violence, includingwhether in public or private sphere.

Legal Protection in IndiaThe sexual harassment in Indian workplace is still in its beginning

stages. Many allegations of sexual harassment have cropped up inthe very year in which a law to prevent such harassment at theworkplace was enacted. This clearly reveals that laws are not enoughto stop such abuse, as well as other forms of violence againstwomen. At the same time, the sense of empowerment such lawshave afforded women has encouraged many to come out in theopen to protest such attacks on their personal integrity.

This Bill drafted by the National Commission for Women in2005 and subsequently revised in 2007 and then 2010 finally passedin the Lok Sabha in September 2012. It is being lauded for thecontents of the Preamble which states that sexual harassment is aviolation of women’s fundamental rights. The Bill lays down auniform procedure for conducting enquiries into complaints ofsexual harassment across a very wide range of employers includingthe Government, armed forces, private organized sector as well asthe unorganized sector. It envisages that every workplace, whetherorganized or unorganized, should have a forum to take upcomplaints pertaining to sexual harassment. It also defines ‘aggrieved



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women,’ bringing students, research scholars, patients and womenin the “unorganized sector” within the ambit of the sexualharassment law.

The Bill makes a specific provision for the inclusion of theunorganized sector through the setting up of a Local ComplaintsCommittee (LCC) which is to act as a redressal mechanism outsideof the workplace. An LCC would be set up whenever it was notpossible to set up an Internal Complaints Committee and would beset up by the district officer at the block level. The Court can imposea fine of no less than Rs 10,000 on any workplace which fails toconstitute either an internal Complaints Committee or which failsto initiate action within a reasonable time upon a complaint beinglodged alleging sexual assault.

The Vishakha directions and subsequent non compliance to themthat the National Commission for Women brought out draft Billson sexual harassment at workplace and placed them in the publicfor a discussion and feedback. Sixteen years of sustained efforts bythe women’s movement resulted in enactment and enforcement ofa legislation in December.

The Constitution as fundamental rights with right to equality inArticle 14, non-discrimination by the State in Article 15(1),equality of opportunity in Article 16, equal pay for equal work inArticle 39(d), special provisions by the State in favour of womenand children in Article 15(3), renounces practices derogatory to thedignity of women in Article 51(A) (e), and provisions to be madeby the State for securing just and humane conditions of work andfor maternity relief in Article 42.

Vishakha GuidelinesThe Supreme Court of India Vishakha ruling (1997) not only

firmly grounded the argument that each incident of sexualharassment of women at workplace was a human rights violation.Although the Supreme Court Vishakha guidelines (1997) began adiscourse in India on sexual harassment and helped women byreconfirming their right to a safe working environment; studies

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done by organizations across India and media coverage over theyears revealed that employers either chose to ignore the guidelinesor not take them seriously. Gender equality includes protection fromsexual harassment and the right to work with dignity. Safe workingenvironment is a fundamental right of a working woman. In noway should working woman be discriminated at the workplaceagainst the male employee.

The Vishakha ruling relied profoundly upon CEDAW, quotingrelevant provisions from the treaty and from the CEDAWCommittee’s General Recommendation number 19.It included adefinition of sexual harassment, a list of preventive steps, and adescription of complaint proceedings to be strictly observed in allwork places for the preservation and enforcement of the right It canbe said that discourse on sexual harassment at workplace both inresearch and practice began largely after the Vishakha guidelines(1997) came into existence. The limited amount of evidence that isavailable reveals that the Complaint Committees have not beenappropriately constituted by employers, they do not meet regularly,and records are not kept. The internal grievance mechanism isvaguely defined in the Guidelines and leaves room for manipulation.Workers in the unorganized sector the bulk of the work force areleft out of the purview of the guidelines and are deprived of a formalsystem of redress for sexual harassment at workplace. While labourlaws provide safeguards which protect an employee from terminationor any other discrimination during the course of any dispute, thesesafeguards do not extend to cases of disputes relating to sexualharassment. In India, cases of sexual harassment at the workplaceoften go unreported as many victims prefer to keep quiet, ratherthan face publicity, and maybe humiliation.

Judicial ActivismGender justice has been a burning issue in the last decade in

India, especially in light of the increase and focus by non-Governmental organizations and related women’s groups dealingwith such issues enabling the emergence of an aware and educated



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civil society. With the emergence of a strong brand of judicial activismby the Supreme Court of India, the rights of women have beengiven immense importance by the courts. Despite these reforms, morethan seventeen years since the Vishakha judgment, change in theworkplace is still moving very slowly. The majority of employersstill do not have Complaints Committees established. Apart from afew public sector bodies, universities, and some large privatecompanies, Complaints Committees have not been set up on a largescale. Complaints Committees are often hurriedly established whenemployers receive a complaint of sexual harassment. Even whenthey are constituted, they remain largely non-functional. There havebeen a series of recent high-profile cases where allegations of sexualharassment have been made by senior women officers in thegovernment, there was high media coverage, and ultimately thecases were hushed up and closed, and the women who complainedof sexual harassment were dismissed from service.

The Sexual Harassment of Women at Workplace (Prevention,Prohibition and Redressal) Act, 2013, was passed “to provideprotection against sexual harassment of women at workplace andfor the prevention and redressal of complaints of sexual harassment”.While no comprehensive legal definition is provided in the Act, ingeneral, social-psychological definitions are broader than legal ones,though recent exceptions exist. Studies by various women’sorganizations and groups across India done in the nineties andearlier decade showed sexual harassment happening at workplacewent unreported due to various reasons. The sexual harassment ofwomen at workplace was rampant but not reported due to fear ofstigma, loss of reputation and widespread blaming and disbelief inthe complaints. Recent studies reconfirmed that the existence ofsexual harassment and gave an overview of its nature and prevalencewithin the private sector. India had a strong labour movement; tradeunions did not take the issue of sexual harassment happening atworkplaces seriously. Understanding was emerging only slowly inthe region, despite the growing number of women in the paidworkforce.

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The Constitution provides equal rights and opportunities forwomen; but in practice the women employees face various problemslike lack of safety, sexual harassment from superiors and colleagues.Theoretically, the range of legal redress available for sexualharassment covers constitutional, criminal, and civil law. In practice,however, prior to the Vishaka decision, there was no law preventingsexual harassment at the workplace in India. Sexual harassmentwas not regulated by any of the labour or employment legislations.To some extent, the criminal law provisions under the Indian PenalCode (IPC) criminalized some forms of sexual harassment withthe aim to preserve women’s modesty.

Under the Indian Penal Code:Section 209 : Obscene acts and songs, to the annoyance of others;Section 354 : Assault or use of criminal force on a woman with

intent to outrage her modesty;Section 376 : Rape;Section 509 : Uttering any word or making any gesture intended

to insult the modesty of a woman. Penalties range from one tothree years imprisonment and/or a fine. The sexual harassmentbeing a crime, employers are obligated to report offences. However,criminal law covers only severe forms of sexual harassment involvingrape or physical assault, and requires a high degree of proof.

Courts consider several factors to determine whether anenvironment is hostile. These include:-

(1) Whether the conduct was verbal, physical, or both,(2) How frequently it was repeated,(3) Whether the conduct was hostile or patently offensive,(4) Whether the alleged harasser was a co-worker or supervisor,(5) Whether others joined in perpetrating the harassment,(6) Whether the harassment was directed at more than one

individual.

Social Work InterventionThe following intervention that an organization can employ to

prevent and deal with sexual harassment: The primary preventionof violence against women through workplace is to deal with the



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promotion of equal and respectful relationships between men andwomen, as well as the development of gender equity acrossorganizations. It is important to develop a culture of respect withinan organization, and for that mutual respect and intolerance ofharassment to be viewed by employees as a choice made by them toimprove their working environment. Prevention refers to activitieswhich can be implemented to prevent sexual harassment fromoccurring. These may include having effective policies andprocedures, training programmes and awareness raising campaigns,monitoring, running organizational health checks and identifyingpotential risk factors.

The training is an effective method to employ at the primaryintervention stage and it should meet two main objectives: to raisestaff awareness and clarify any misconceptions regarding whatconstitutes sexual harassment; and to inform managers of their rolesand responsibilities when attempting to provide a harassment-freeworking environment for all employees. The interventionprogramme should be targeting, for example a change in behaviour,increase in knowledge, and modifying attitudes and values. Thetraining can be used to increase awareness and sensitivity and thatit appears to be particularly effective for changing men’s attitudes.

All employees need to be trained to deal competently withbullying and harassment. A strong zero tolerance perspective towardssexual harassment is an important factor and it is essential that thisis communicated to, and understood by, all employees. To makethe complaints procedure effective, it must be clear and well-communicated. The staff must have confidence that their complaintswill be taken seriously and treated confidentially. The staff mustfeel reassured that they will not be victimized. There are two mainissues to consider at this stage: rehabilitation of those involved inthe investigation and how to prevent a backlash. The complainantis the main focus and rehabilitative procedures should beimplemented in order to ensure that their working life is returnedto normal as quickly as possible, if necessary, offering psychologicalsupport or counseling as needed.

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As soon as one experience discrimination, make note of it. Writedown dates, places, people, times, possible witnesses to whathappened. If possible, ask the co-workers or colleagues to write downthey saw or heard, especially if the same thing is happening to them.Remember that others may this written record at some point. It is agood idea to keep the record at home or in some other safe Do notkeep the record at work. Review personnel manual and speak tohuman resources officer to find out if employer has any writtenpolicies or procedures for complaining about discrimination. Whensomeone reports the discrimination to employer, do it in writing.Describe the problem and how someone wants it resolved. Thiscreates a written record of when complained and what happenedin response to it. If there is union in organization, the victim shouldfile a formal complain through the union. The unions may alsoplay a role in prevention by conducting awareness-raising campaigns,training for union members, and distributing materials promotinga non-violent and sexually harassment free workplace culture. Mostlaws that prohibit sex discrimination do not allow to go straight tocourt; one should have to file a formal discrimination charge withfile a lawsuit in court.

Don’t blame yourself.Say “No” clearly and firmly.Find a way to speak out.Document every incident in detail and keep all evidence. Make

full use of Committee on complain and file a lawsuit. All employersor persons in charge of work place whether in the public or privatesector should take appropriate steps to prevent sexual harassment.Without prejudice to the generality of this obligation they shouldtake the following steps-

(a) Express prohibition of sexual harassment as defined above atthe work place should be notified, published and circulated inappropriate ways.

(b) The Rules/Regulations of Government and Public Sectorbodies relating to conduct and discipline should include rules/regulations prohibiting sexual harassment and provide forappropriate penalties in such rules against the offender.



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(c) As regards private employers steps should be taken to includethe aforesaid prohibitions in the standing orders under the IndustrialEmployment (Standing Orders) Act, 1946.

The complaint mechanism should be adequate to provide, wherenecessary, a Complaints Committee, a special counselor or othersupport service, including the maintenance of confidentiality. TheComplaints Committee should be headed by a woman and not lessthan half of its member should be women. To prevent the possibilityof any under pressure or influence from senior levels, suchcomplaints committee should involve a third party, either NGO orretired judge who is familiar with the issue of sexual harassment.All working places should have the CCTV Camera. Hotline servicesmay be provided to sexually harassment person. There is no perfectlaw, perfect policy or perfect procedure which can combat sexualharassment on its own. This is because of the numerous linkagesand connections between the antecedents, concomitants andconsequences of workplace sexual harassment. In an ideal system,a high proportion of complainants would feel satisfied, mostrespondents would feel fairly treated, and most complaint handlerswould feel they acted fairly. In actuality, the complainant’s pain isoften long lasting. Any steps that can be taken after harassment hasoccurred may lead to feelings of more injury.

ReferencesGovernment of India. (2005). Second and Third Periodic Reports on CEDAW,

CEDAW/C/IND/2-3. Accessed on 4th November 2013. Can be retrievedfrom: http://www.un.org/womenwatch/daw/cedaw/cedaw36/India2-3E.pdf

International Labour Organisation. (2009). Report of the Committee on GenderEquality, International Labour Conference, 98th Session. Geneva.

Mackinnon, C. (1979). Sexual Harassment of Working Women, Yale UniversityPress. New Haven, CT.

United Nations Committee on the Elimination of Discrimination AgainstWomen.(1992). CEDAW General Recommendations Nos. 19, adopted at theEleventh Session (contained in Document A/47/38). Accessed on 3rd June,2013. Can be retrieved from: http://www.refworld.org/docid/453882a422.html

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United Nations General Assembly. (1993). Declaration on the Elimination ofViolence against Women, A/RES/48/104, Accessed on 17 th March 2013.Can be retrieved from: http://www.refworld.org/docid/3b00f25d2c.html

Vishakha v. State of Rajasthan, (1997) 6 S.C.C. 241 (India).WHO. (2011). World Health Organization: Violence against women. Factsheet,

Retrieved from http://www.who.int/mediacentre/factsheets/fs239/en/ on 02nd October 2011



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R. Jayachandran

Chief Executive, CFDA, Chennai

SHG and Women Empowerment

R. Jayachandran

AbstractThis article is about the evolution of SHGs in the country and the

resultant benefits for the under-served population, especially for

women. The SHGs have acquired the status of a movement in India,

within a span of three decades, thanks to the sustained efforts of the

NGOs, NABARD and the State Governments. SHGs from the simple

savings and credit groups have evolved as village levelcommunity

based organizations not only to take care of the financial needs of the

marginalised communities but also to access various community

infrastructures and amenities. This was possible by a process oriented

approach. Yet, in recent times, most of the SHGs are targeted by the

professional micro finance institutions/agencies (MFIs) for credit

delivery, banking on its good repayment history. This massive

invasion of MFIs has undermined the habit of regular savings, internal

rotation of funds and book keeping, which were the mainstay of

SHGs. This is a worrying trend, as SHGs become a target, ignoring

the fact that it was a product of process.

Self help groups (SHGs) have become synonymous with thegrass roots and women development in India. There is nodevelopment intervention without involving SHGs. Most of thewelfare schemes for the income poor and the marginalised womenare dovetailed and routed through the panchayat level federations

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(PLF) of SHGs. Kudumbashree in Kerala, Sreesakthi in Karnataka,Puduvazhvu in Tamilnadu and Velugu in undivided AndhraPradesh are a few popular SHG led poverty alleviation interventionby the State Governments.Following the success of SHG movementin the Southern States of India, almost all other States have startedreplicating the SHG model of intervention, of course with duemodifications to suit to the local needs.

Genesis of SHGsSelf help groups in short known as SHGs are considered as the

primary instrument of poverty reduction for the past twenty fiveyears by several agencies (NGOs, International developmentorganizations, donor agencies and Governments). The seed for theconcept of SHGs was sown by Mysore Resettlement andDevelopment Agency (MYRADA), a South Indian NGO in the1980s, by promoting credit management groups (CMGs) whereinthey have propagated theimportance of weekly savings among targetwomen and the usage of collected money to issue loans to needymembers. MYRADA staff provided training on how to organizemeetings, set an agenda, keep minutes, and other areas vital tosuccessful business ventures. The members were often homogeneousin terms of income or of occupation. In 1987, during theimplementation of an action research project supported by NationalBank for Agriculture and Rural Development (NABARD),MYRADA has re-named them as self help groups. These groupswere among the first of their kind, i.e., the self help groups (SHGs)as we know them today. During the same year, PRADAN(Professional Assistance for Development Action) as part of theRajasthan Government’s poverty alleviation programme, introducedsavings in groups which was promoted to provide grant for fodder.

Many mahila mandals were formed during the period in Stateslike Maharashtra under the Integrated Child Development Services(ICDS) programme to facilitate the financial access for the poor.NGOs were part of this process to promote mahila mandals and tobuild their capacities to handle finance. The pilot project of theTamilnadu Women Development Corporation (TNWDC) in 1989in Dharmapuri district, with the funding and technical support of

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International Fund for Agricultural Development (IFAD) was amilestone (State government used SHG strategy for povertyalleviation) in the evolution of SHGs as an institution for women.IFAD invested in training and mentoring of SHGs, building theirinstitutional capacity, which was a new dimension in project design.The institutional support extended by NABARD to SHG promotionand bank linkages as a pilot initiative in 1991-92 has actually givenfillip to SHGs.In addition, the successful experiment of TNWDCwas not only helpful to massive scaling up of SHGs in the entireState but also emboldened many other States to follow the modelfor poverty alleviation. Today, the Southern States are standing asmodels for other States in terms of promotion and nurturing ofSHGs and thereby using them for poverty reduction.

As per the notification in the website of the Union Bank ofIndia(www.unionbankofindia.co.in/RABD_OTHER_SelfHelpGroups.aspx),Self help group is a homogeneous group of microentrepreneurs with affinity among themselves, voluntarily formedto save whatever amount they can conveniently save out of theirearnings and mutually agree to contribute to a common fund ofthe group from which small loans are given to the members formeeting their productive and emergent credit needs at such rate ofinterest, period of loan and other terms as the group may decide.

The District Rural Development Agency (drdachamba.org/schemes/SHGs/main.htm) states that SHG is a small voluntaryassociation of poor people, preferably from the same socio-economicbackground. They come together for the purpose of solving theircommon problems through self help and mutual help. The SHGpromotes small savings among its members. The savings are keptwith a bank. This common fund is in the name of the SHG. Usually,the number of members in one SHG does not exceed twenty.

While the commercial banks consider SHG membership formicro entrepreneurs, the Government’s thinking is bringing togetherof poor people, to solve common problems. The commercial banksdefinition stems from the experience of the Bangladesh model,wherein the micro entrepreneurs are coming together as a group toaccess financial services. The government’s perspective goes beyondthe economic sphere to include overall development.

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Another practical difference is the way in which SHGs areorganised. Both the two definitions talk about the voluntaryformation of groups. However, in practice, seldom it happens. Inmost of the times, the SHGs are promoted by either non-governmentorganizations (NGOs), commercial banks and by variousdepartments of the Governments. NGOs engaged by NABARD topromote and nurture the SHGs are known as self help promotinginstitutions (SHPI).The scheme still continues to involve NGOs inpromotion of SHGs in backward districts.(www.nabard.org/english/SchemePromotion.aspx).

The role of promoters varies according to their perspectives ofSHGs, and it reflects in the way they conceive the training anddevelopment of SHGs. While the banks supported by NABARDfocus on skill development and bank linkages for livelihood loans,the State Governments’ women development corporations focusmore or institutional development( like panchayat and block levelfederations of SHG) to take care of common issues. The non-government organizations go one step further and mould them toaccess their entitlements.

SHG: Critical ViewTo understand the way in which the SHGs are currently

functioning, we can classify them into two broad categories: First,the SHGs promoted by NGOs and second the SHGs promoted byGovernment departments.

The NGOs promoted SHGs in majority cases ‘’depend’’ on staffmembers of the NGOs for book keeping, monitoring and linkageswith banks and government departments in the name of perfection.Thus they are not functioning as ‘’self help groups’’, rather they are’’staff helped groups’’. In such cases, if the staff members’ role isdiminished or withdrawn, the group slowly dies, for the membersare not allowed to operate independently even after a series of trainingmeant for group and fund management. This type of unbrokenhandholding hinders the growth of SHGs and stumps theopportunities for members to gain self-confidence by doing. Thecontinuous need of the staff handholding creates a client-master

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relationship between SHG and promoting NGO, and thus closesthe opportunity for empowerment.

On the contrary, in the Government promoted SHGs, the basicfunctions are carried out by a few trained members, who also wearvarious hats (book writer in the group, representative to thepanchayat level federation, representative to the block levelfederation). This sort of consolidation of power in a few handsleads to autocracy in the group and diminishing participation bymembers who become either ‘’yes’’ members or leave the group.The groups promoted by Government departments have beeninfluenced by the subsidies of loans and the benefits of varioussocial schemes. The continuous pumping of benefits leads to thehigher expectations among the members and kills the spirit of selfhelp. Thus over a period of time, the well-intended SHGs become‘’seek help groups’’ and gradually lose the credibility. Thus theymiss the vehicle of empowerment.

EmpowermentThe Oxford Advanced Learner’s Dictionary defines empowerment

as giving authority or power to do something. It also states that it isthe making of someone stronger and more confident especially incontrolling their life and claiming their rights.

Empowerment in general refers to encouragement anddevelopment of capacities provided to individuals or groups so thatthey become self-reliant. In social development perspectives, it is theprocess of obtaining basic opportunities for marginalised people,either directly by those people, or through the help of non-marginalised others who share their own access to theseopportunities. It also includes actively thwarting attempts to denythose opportunities.

Empowerment is primarily two-fold: sociological and economic.Sociological empowerment relates to the inclusion of marginalisedin the decision making process, who usually depend on charity andwelfare means to meet their ends, and as such they lose selfconfidence. In contrast, the economic empowerment relates to thecreation of livelihood opportunities for the marginalised and to

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become self-sufficient. This includes access to funds, market anddevelopment of marketable and managerial skills.

‘’The term ‘empowerment’ is now widely used in developmentagency policy and programme documents, in general, but alsospecifically in relation to women. ……Central to the concept ofwomen’s empowerment is an understanding of power itself.Women’s empowerment does not imply women taking over controlpreviously held by men, but rather the need to transform the natureof power relations. Power may be understood as ‘power within,’or self confidence, ‘power with’, or the capacity to organise withothers towards a common purpose, and the ‘power to’ effect changeand take decisions, rather than ‘power over’ others………Empowerment is essentially a bottom-up process rather thansomething that can be formulated as a top-down strategy. This meansthat development agencies cannot claim to ‘empower women’, norcan empowerment be defined in terms of specific activities or endresults. This is because it involves a process whereby women,individually and collectively, freely analyse, develop and voice theirneeds and interests, without them being pre-defined, or imposedfrom above. Planners working towards an empowerment approachmust therefore develop ways of enabling women themselves tocritically assess their own situation and shape a transformation insociety. The ultimate goal of women’s empowerment is for womenthemselves to be the active agents of change in transforming genderrelations.Whilst empowerment cannot be ‘done to’ women,appropriate external support can be important to foster and supportthe process of empowerment. A facilitative rather than directiverole is needed.’’ (Reeves and Baden, 2000).

SHGs and Women EmpowermentThe development planning in India, since 1950 has applied many

approaches, moving away from the traditional welfare approach tothe much talked empowerment approach.The treatment and roleof women are varying in each approach, but the appreciable thingis that it is evolving for better.

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Period Development Focus Plan of Role of

Approach Action Women

1950-1970 Welfare Maternal Nutrition Recipients of

health and family developmental

planning benefits

1970-1975 Poverty Scarcity of Skill training Considering

alleviation resources and and Income women from low

the resultant generation income groups as

low standard activities a target, learning

of living skills, increasing

the share of

income

generating

women and

reinforcing the

patriarchal

thinking,

1975-1980 Equity Integrating Mobilising Intensive

gender in women to participation in

development restructure development.

planning institutions

1980-1985 Skill Improved Addressing Women becomes

development skills and basic needs a resource.

effective of women

development and ensuring

women’s

social

contribution

1985 Empower- Empowering Gender based Participation,

Onwards -ment women based development solidarity and free

on self- from fear.

reliance,

creating new

social,

economic

and political

structures

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SHGs could not be viewed as mere savings and credit servicingorganizations, for the very idea of SHGs stems from the institutionalpurview. It is on the firm belief that the poverty is sustained andaggravated not only by the lack of opportunities for the downtroddenand marginalised population, but also by the lack of appropriateinstitutions and institutional capacities of income poor, the conceptof SHGs was coined by the practitioners. Otherwise, practitionerswould have simply copied the Bangladesh model of micro credit(mistakenly a large number of NGOs believe that the Bangladeshmodel is the mother of our SHGs), which focuses only onindividual members, though they propagate the five-member smallgroup for micro credit intervention. We accept that the Bangladeshmodel is useful to address individual household poverty by bringingtogether the skilled people from low- income groups into a fivemember group for credit access. The Indian model of SHGs is notonly addressing the household poverty, but also addressingcommunity poverty (dearth of community assets/common propertyresources) when they are properly groomed and guided.

The very word empowerment infers that the entire process isrelated to the comprehension and application of power, of course,to accomplish the set goals.The opportunities for SHG members toget empowered come when they assume and discharge responsibilitiesto accomplish their set goals. Therefore the first step is to set achievablegoals, orient and capacitate them to assume and dischargeresponsibilities to accomplish the goals. Since most of the womenmembers of SHGs are either illiterate or semi literate, they need afairly long handholding (minimum three years, on an agreedwithdrawal plan, which describes various role transfers as graduationprocess) by a well trained team of facilitators. The role of facilitatorsis critical as they are not supposed to deliver but to enable themembers to deliver.

The power which is enshrined in the empowerment process isnot lying outside the members from low income communities.Rather it is within the member as a potential, but it is clouded andclogged by ignorance, lack of exposure and stimulation. Thepotential power needs to be unleashed by the promoters of SHGs

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by conscious and systematic facilitation efforts. The facilitationefforts need to start from the moulding of the staff team. First theyneed to understand the principles of self help: ‘’It is not thatsomebody is helping, meaning an outsider is helping, but help comesfrom themselves’’. It may include mutual help among membersand groups.

The people from low income groups and marginalised sectionsexpect help or charity in dire situation as they are in a state ofpowerlessness or helplessness due to chronic poverty. Neither theyhave confidence in themselves nor have respect for themselves.Theyare often under a depressive stateof mind, without any hope forfuture and more worried about today. This is the crux of the issue.Hence, orientation for them should start from creating situations toinfuseself respect. Mere providing help in the name of empathy isnot going to improve their self worth. It actually destroys their selfworth. A person who lost his self worth cannot visualise self respectand the resultant self confidence. It is a tricky situation. Thefacilitator need to understand this peculiar situation and help themget over poverty but that should be in an empowerment mode.Providing charity is just opposite to empowerment. We canempower a person by sharing information and knowledge, bybuilding their skills and capacities, which would eventually increasetheir worth and confidence. The facilitator should understand andinternalise this fundamental principle while promoting self helpgroups. In the guise of helping the poor, we should not make thempermanent recipients of charity and thereby reduce them as beggars.

The SHGs and the women’s empowerment are highly processoriented. Here, I wish to highlight the processes adopted by Centrefor Development Alternatives (CFDA), Chennai, a developmentorganization founded in 1990 to promote self help initiatives amongwomen from the underserved population living in the urban fringesof Chennai. CFDA strongly believes that It should start with theidentification of the power of ‘’Self ’’ and progress towards offering‘’Help’’ to the needy by functioning as a group. CFDA’s SHG groupsare called as ‘’micro bank groups’’ (MBGs). The groups arefunctioning in 14 villages fall under Citlappakam panchayat union,

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Kanchipuram district. The MBGs function in a three tier structure:MBGs, zonal clusters (five to ten groups in a particular geographicallocation) and a federation as the apex body. The federation is knownas ‘’Akshaya’’. Under this model, MBGs have complete autonomyto deal with their funds (monthly savings), while the zonal clusterstake care of the monitoring of the groups. The federation dealswith the good governance and management of MBGs and providinglarger loans to MBGs.

Under the CFDA model, whenever there is a demand for theformation of a group, the facilitators from the federation ask theinterested members to visit the functioning group in theneighbourhood and observe the process. During the observation,they can raise questions and seek clarifications about the purposeand functioning of the group. Thus it serves as a demonstration ofa group functioning.Then if they are interested, the facilitator fix adate in consultation with the interested persons for an orientationmeeting, wherein the basic rules are once again explained and theirconcurrence for the SHG formation is sought. On their concurrence,another date is fixed to initiate the group wherein the group is givena name and the roles and responsibilities of members and thefunctionalities of the representatives (secretary and treasurer) areexplained. Then the members are asked to list out the skillsrequirements of the representatives and accordingly the most suitedmembers are selected to discharge the key roles. Then each memberis assigned a role number. There is no president in the group. Instead,there is a chair person on rotation for each meeting. This is tominimise the domination of one person. From the second yearonwards, the representatives are selected on rotational basis basedon their numbers. There is a performance appraisal system to measurethe progress of the groups and its representatives. The performanceof the group is linked to the loan limits from the federation, andthe performance of the members is linked with the loan eligibility.The performance of the representative is linked with the graduationto the federation, and the performance of the federationrepresentative is linked with the graduation to bank accountsignatories. Thus a performance oriented system is practised in the

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groups, which is one of the strong point for the sustainability of theintervention, as a community led and managed institution since1998. The entire process and indicators of performance weredeveloped and fine tuned with several rounds of inputs from thecommunity. The ideas are floated in the cluster meetings, for furtherdeliberation in the groups and the conclusions of deliberations areconsolidated at the federation and again ratified by the groups forimplementation. The same process is followed to create, modifyand nullify rules of the groups and federation. Though the processis lengthy and takes at least one month to take a decision, it ismeticulously followed to empower the community in decisionmaking. Thus a participatory decision making system is establishedand followed.

1. Enabling Environment for EmpowermentThe self help promoting institutions (SHPIs) should create an

enabling environment to empower women through SHGs. Itincludes awareness creation about the importance of mobilisationof women, self help, mutual help and encouragement to them toact as a group. There should be opportunities to realise their selfworth, air their views, participate in the decision making and creatingtheir own rules and regulations. It is by determining their owngovernance and management structure, they start taste theempowerment. To create such an enabling environment, thefacilitators should respect the members, firmly believe that themembers do have resources (knowledge, survival instinct, experience,basic livelihood idea, small amounts of money) and they could bemobilised and groomed for better accomplishments. If the facilitatorsand promoters of SHGs think that the income poor and sociallymarginalised cannot understand and comprehend situations andact according to the situations, then they are miserably failed inguiding the needy. The facilitator should start with a positive bentof mind. Then everything is possible. This is what CFDA’sexperience. The facilitator may need three to six sittings with theprospective members to mobilise and convert them as SHGs.

The second is that we should understand that we are working

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for a change; from the powerlessness to being powerful, from poorstandard of living to better standard of living. Everything is aboutchange. The empowerment process itself is working for change; fromthe current state to a desired state of affairs. The fundamentalprinciple of change is, it starts with ‘’self ’’, like a ripple in the wateremanating from the stone thrown. Hence, the facilitator has tochange first, from the ‘’provider mind set’’ to a ‘’facilitator mindset’’. The role of facilitator is akin to a midwife helping the deliveryof a pregnant woman. She can understand the pains and difficultiesof the pregnant woman by experience and persuade the pregnantwoman to undergo the process by narrating others’ experience,providing massage, counselling etc. She never attempts to deliverthe baby on behalf of the pregnant lady. Nor can she do that. Similaris the role of the facilitator. They should not attempt to deliverresults on behalf of the community or the needy members of SHGs,but only help them undergo the due process. This is very essentialstep in the empowerment process. Then only, the SHG memberscan own the organization, the tasks and so on.

The third is to create opportunities for graduation in the SHGs.Majority of women enter SHG as members and retire as justmembers. Only a handful are trained and given multiple roles: asmembers, and representatives in SHG with cheque signatory powers,representatives of panchayat level federation, and representatives ofblock level federation. ‘’One member-many hats’’ situation. Thisleads to centralisation of power and disinterest of members,eventually the disintegration of SHG. This is the current situationin most of the SHGs across the country irrespective of the promoters,be it NGOs or State sponsored agencies. This is contrary to theprinciples of empowerment, where in the ownership, responsibilitiesand decision making are expected to be shared among all themembers. This is happening because the promoters and facilitatorsare in a hurry to show the results in terms of targets. They need tounderstand the incubation period required for a SHG to becomean organization. Time makes a difference. We allow 21 days ofincubation, then the egg hatches and if we allow only an hour,then the possibility is only omelette. This is the logic of incubation.An SHG requires minimum three years’ handholding to become

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viable and to sustain. Unfortunately the SHG’s maturity is assessedby the end of six months and based on certain rating link it forbank loans. In reality, most of the SHGs’ survival is decided by themembers by the end of the first year taking into account the benefits:number of loans, size of the loans, interest earned by the rotationof money in the group, the key person’s attitude and behaviour, etc.

2. Key Role of Capacity BuildingCapacity building, especially with opportunities for hands on

experience (loan processing, loan approval, loan collection,conducting meeting, visiting banks, handling money, taking part incluster/ federation meetings), makes a lot of difference, especiallyfor the illiterate and semi literate members. Capacity building isalso similar to weight lifting. It should start with simple and smalltasks. To identify what is simple for one, the facilitator’s observationis important. He/she should observe members during the informalconversation, in group meeting to identify their potential andaccordingly groom them. He/she should not expect perfection fromthe members when they assign a task. Perfection is a dead wood.The facilitator should allow members to make mistakes and use theopportunity to train them better. It should be a learning process, nota condemning process. A learning process is essential forempowerment. With these kind of opportunities, members slowlygain experiential knowledge and use them.

3. Knowledge is PowerIn the age of information and knowledge explosion, members

from marginalised communities and economically deprived needtailor made information regarding the ensuing opportunities relatingto livelihoods, health care, sanitation and standard of living. Suchopportunities are made available in the meetings of SHGs, classroom training programmes, exposure and exchange visits. The interand intra group learning opportunities are provided to them byshow casing both success and failure stories and open it fordiscussions. By this live process the members are provided withopportunities to ‘’know’’ and ‘’record’’ it in their minds. Then itbecomes ‘’Knowledge’’ and used as power.

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4. Solidarity is PowerMembers, by coming together as a group, get opportunities to

mingle with others in their own group and the neighbourhood. Byfrequent interactions they first develop communicative skills andthereafter other interpersonal skills like listening, problem solvingand decision making. They quickly learn the power of putting theirview points, justifying their needs, convincing capacity in the groupmeetings while transacting financial business. Gradually they openup to share their family and community matters and look forsuggestions to address them. During the process, they understandthe limitations of addressing an issue as a person, and try to buildsolidarity with likeminded persons. Then they start applying thesolidarity pressure to resolve issues. Usually it starts with the modeof collecting the overdue from a defaulter. On tasting the success,they try to apply the same logic to help the needy to solve personaland family disputes and thereafter to represent the community needsas a group and start putting pressure on the panchayat to get relief.Thus they realise the power of solidarity.

5. Managerial PowerIn finance, they learn the regularisation (meetings and funds),

documentation (minutes and accounts), systems (loan processing,scrutiny and approval), collective decision making, sequencing ofevents(attendance, agenda, discussion, decision, documenting,ratification, closing of meetings), transparency (all financialtransactions are conducted in the meeting itself) and bringingsolidarity pressure to deal with default/delayed payments. They learnand build their capacities by handling financial transactions in thegroup. Once they identified the success formula they apply it insocial sphere to meet their demands. That is how many SHGs wereable to get basic amenities (drinking water, link roads, street roads,grave yard, street lights, and improvements in balwadi) for theirvillage. With the evolution of panchayat and block level federationof SHGs, they were able to access various government Schemes/benefits like pensions, employment under National RuralEmployment Guarantee Act (NREGA) and group housing in manyvillages.

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6. Political PowerHaving tasted the solidarity of the fellow members, ambitious

members have developed courage to contest in local body electionsand a section of them have been successful. With the associatedpower of local governance as ward members, their social status hasbeen enhanced in their family and in the community. It has alsohelped them to get basic facilities for the village.

7. Social PowerTraditionally men were powerful in the families in the rural areas

by the virtue of their economic dominance. Now, women aregaining a respectful place in the family by mobilising loans throughSHGs not only to take care of the consumption needs of the family,but also invest in livelihoods like agriculture, petty trade and smallbusinesses. In many cases, they invest loan funds for the highereducation of their children, particularly the girls (many has becomeengineering graduates) and house construction. These sort ofcontinuous financial support has earned the appreciation and supportof their menfolk.

ConclusionThe penetration of SHGs across the country is an indicator of

its relevance and usefulness in bringing women from income poorcategory and the marginalised sections, to address poverty. ‘’Thejourney so far traversed by the self help group – bank linkageprogramme (SHG-BLP) crossed many milestones – from linking apilot of 500 SHGs of rural poor two decades ago to cross 8 milliongroups a year ago. Similarly from a total savings corpus of a fewthousands of Indian Rupees in the early years to a whopping 27,000crore today, from a few crore of bank credit to a credit outstandingof `40,000 crore and disbursements touching `20,000 crore during2012-13. The geographical spread of the movement has also beenquite impressive - from an essentially Andhra Pradesh – Karnatakaphenomenon in the beginning now spreading to even the mostremote corners of India. Over 95 million poor rural householdsare now part of this world’s largest micro Credit initiative’’. (Suran,2013).

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The SHGs, over a period of time has transitioned from addressinghousehold poverty, by providing financial service to the needymembers to take on the community poverty and social developmentissues in the village. This evolution is an indication ofempowerment. Women in SHGs first use the mutual help processto address household poverty while they muster the support of otherlike minded SHGs in the village, by using the platform of panchayatlevel federation to represent community issues to the localgovernment and get solutions.

The interest shown by a few State Governments (like Tamilnadu)to promote SHGs for men reinforces the relevance of SHGs inmobilising the needy to address poverty. The renewed focus onreviving the defunct SHGs under the National Rural LivelihoodMission (NRLM) is another indicator of the relevance of SHG asa grass root institution. NABARD plans to promote 20 lakhs SHGsduring 2013-17 to reach the unreached population in 127 resourcepoor districts in the country adds to the list (Suran, 2013). However,the fast pace development of groups leaves little room for membersto internalise the true perspectives (self-confidence-self-respect-self-reliance) and process of empowerment by hands on learningexperience. The leader centric training and capacity building is alsoa stumbling block for the real empowerment. The training shouldcover all the members. Training the facilitators is also required toequip them to mould the SHGs as self-reliant.

Referencesdrdachamba.org/schemes/SHGs/main.htm, retrieved on 14.07.2015Reeves, H. & Baden, S. (2000). Gender and Development: Concepts and

Definitions, Department for International Development (DFID).Suran, B.S. (2013). Status of micro finance in India 2012-13, NABARD.www.nabard.org/english/SchemePromotion.aspx, retrieved on 14.07.2015www.unionbankofindia.co.in/RABD_OTHER_SelfHelpGroups.aspx,

retrieved on 14.07.2015

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Navaratnas of Professional Social Workin India :

Women Social Workers Who Changed Millions of Lives

Shanthi Ranganathan

M.H. Ramesha

“Shanthi Ranganathan is a rare person and a social worker parexcellence. She transcended the intense personal tragedy due to theirreparable loss of her husband at a young age and created a worldclass institution which has been transforming the lives of thousandsof individuals and families. Her grit and determination have onlya few parallels. For me, it has been a privilege to associate myselfwith her during her student days at the Madras School of Socialwork four decades ago and subsequently during the early years ofthe T T Ranganathan Clinical Research Foundation (TTRCRF)”.

Dr. T.K. Nair

Professor of Social Work and Former Principal,

Madras School of Social Work.

Married to T.T.Ranganathan, grandson of the former UnionFinance Minister and industrialist late T.T. Krishnamachari(popularly known as TTK), Shanthi enrolled for the postgraduateDiploma at the Madras School of Social Work in 1972 to “learnthe methods and techniques of social work, in order to start avoluntary blood bank”.

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In 1975 she founded the Madras Voluntary Blood Bank and

initiated the voluntary blood donation movement in southern India.

More than 25,000 motivated blood donors are on the rolls of the

Blood Bank. Soon young Shanthi’s world was shattered when in

1979 her husband T.T. Ranganathan was snatched away by death

at a hospital in the U.S; he was a victim of alcoholism. Shanthi

recalls: “At that time we were not able to get any help for him

because there were no centres in India for treating alcoholics. Doctors

at that time were not aware that alcoholism was a disease. After my

husband’s death, there was a burning desire in me to do something

to help other patients of alcoholism and their families”.

Shanthi was barely thirty when she lost her husband. But her

father-in-law T.T.Narasimhan and mother-in-law Padma were a

source of great support to Shanthi. They encouraged her to bury

the past and to pursue her dreams. As a first step in this direction,

she went to the U.S and got herself trained in the treatment of

alcoholism at the Hazeldon Institute at Minneapolis. On her return,

she founded the T.T.Ranganathan Clinical Research Foundation

(TTRCRF) in 1980, and the Narasimhans turned over their sea

shore house to their daughter-in-law to enable her to start a day

care centre for the treatment of alcoholism and drug addiction.

The TTK group contributed INR 11 million and in 1987 a 70-

bed residential addiction treatment centre, TTK Hospital, was

established. It is the first hospital of its kind in India. This was

followed by a 20-bed after care centre to provide extended care to

drug dependants. In 2007, a relapse ward was established to

accommodate 20 clients and their family members.

Main Activities of TTK Hospital (TTRCRF)• Primary treatment programme: 25,000 clients have

undergone the one month in-patient treatment programme

which includes detoxification, deterrent drug therapy, lectures,

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group activities, individual counselling, group therapy,

relaxation therapy and introduction to self-help groups. Family

members also participate in the two-week family therapy

programme.

• After care programme: 2,300 clients have been provided

intensive therapy for three months’ duration on an in-patient

basis using the same therapy elements as in the primary care

programme.

• Community-based treatment camps: Has developed a

community model to provide treatment. Fifteen-day treatment

camps are being conducted making treatment accessible to

the rural poor by mobilizing the community’s support. This

cost effective treatment model is now being considered as a

model therapeutic intervention.

• Vocational training centre: Computer education is offered

free of cost to help clients and their families develop

marketable vocational skills.

• Awareness and prevention programmes: Workplace

substance use prevention programmes have been conducted

from as early as 1984 and continues to be an integral part of

the Foundation. Undertook a major project of sensitizing

40,000 self-help group women and 4,000 marginalized youth

on issues related to alcohol / drugs, tobacco and HIV-AIDS

in four regions under the sponsorship of UNESCO.

• Training programmes: Paraprofessionals and professional

groups like community workers, nurses, psychologists, social

workers and doctors have been targeted to motivate them to

undertake prevention programmes as well as to identify

addiction and intervene at an early stage. The Foundation

has been conducting training progammes of one week to three-

months duration for other NGO staff from 1984.

• Publications: Numerous pamphlets, books and posters have

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been developed for addicts and their families as well as for

service providers in the field. Four manuals were published

for professionals and three other manuals were prepared on

behalf of UNDCP. Audio visual materials with video

clippings for training and CD presentations have been

developed and distributed to many NGOs.

• The Foundation is known for its networking activities that

help NGOs work together towards a common cause.

Regional Resource and Training CentreTTK Hospital has been designated as the Regional Resource

and Training Centre for South India by the Ministry of Social Justice

and Empowerment. The Colombo Plan has chosen the TTK

Hospital as Education Providers for Certification Programme for

Asian Countries.

Education and skill DevelopmentDr. Shanthi Ranganathan has been managing the Swami

Dayananda Higher Secondary school at Manjakudi village near

Kumbakonam for the past twenty years. The school has 1800 boys

and girls, and it receives aid from the Tamil Nadu government. For

children who are not able to complete their education and drop

out of the regular school system, she started the Padma Narasimhan

Industrial Training Institute in 2004.

AwardsDr.Shanthi Ranganathan received numerous awards and the

prominent awards are the following.

• Padma Shri from the President of India in 1992.

• United Nations Vienna Civil Society Award was given by

the UN Secretary General in 1999 on the first year of

introduction of the global award.

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• Colombo Plan Award for outstanding service in the field of

addiction was given by the 26-nation regional inter-

governmental organization in 2003.

• Best Regional Resource and Training Centre Award for

exemplary contribution in the field of addiction by the

government of India was given by the President of India in

2013.

• Avvaiyar Award for remarkable service in the spheres of health

and education by the government of Tamil Nadu in 2015.

Restoring My Sanity

It was a hot summer day. Around 11 in the morning, I had

three pegs of Brandy and drove my brand new scooter, humming

a film song. A motor bike had overtaken mine with a

“Wisssss......” I got annoyed. Even though the bike rider was a

stranger, I felt I had lost the race. I throttled my accelerator to

overtake him. A voice from inside warned me: “You are drunk;

don’t over speed”. I ignored this alert and listened to the drunken

mind which was strong enough to encourage me to defeat him

and satisfy my ego. I drove my scooter very fast and could not

control my vehicle which dashed against a huge military truck. It

was a warning sign to stop my drinking. Even after this incident I

continued drinking, because I had convinced myself that it was

due to the mistake the bike rider and the military truck driver had

committed and not mine.

I indulged myself in malpractice and took a huge amount from

a company where I had been working during my 20s and due to

that I would have been jailed at least a few months. My dad helped

me to come out of that crisis by paying the amount. That particular

day I wrote in my dairy, ‘This is a turning point in my life’. But it

was not a turning point as I continued with my drinking after a

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short break. My drinking worsened and like a huge cyclone, it

had almost completely ruined my life. Every morning I used to

wake up with a severe hangover and shaking fingers and I would

be worried about what had happened the previous night.

A Tamil proverb I always remember, “Do not forget the people

who lifted you up”. Lifting me out of my uncontrolled drinking

happened when I was 25 years old and luckily not married. I got

admitted in Dr. Shanthi Ranganathan’s TT Ranganathan Clinical

Research Foundation for addiction treatment. I started attending

the inpatient programme at the treatment centre for one month

and initially regained my physical well being like improved appetite,

and weight gain through medical treatment. During the

psychological therapy I understood that addiction is a disease,

the damage caused and the need to improve my life functioning.

The centre made me understand that total abstinence from alcohol

is the only way to solve this problem. My question to them was

‘Can I drink just a little once in a way?’. Their answer was a

definite No and explained that if I start drinking again my condition

will become worse than earlier.

During treatment I could come to a routine since the centre

had a time table with time and activities listed for a day. For

example, morning wake up, physical fitness, breakfast, classes, lunch,

group therapy, recreation, AA meetings in the evenings and dinner.

During the counselling sessions my counsellor listened to my

remorse, grief, pain and she helped me to realize and come out of

my denial, guilt, unrealistic thinking, anger and many more. After

treatment also. they insisted on my coming for counselling and

attending AA meetings.

When I was out of the treatment centre, I felt like a new man

with good energy. At the same time. I also had some unanswered

questions in my mind. “How am I going to get a Job?. How to

start my new life?. How do I get back my self-respect and dignity?”

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Let me share my present life now. Do you believe that I am

blessed with answers for all my questions by the Higher Power

whom I trusted. Of course, now I am a respectable man in society

having a worthy job, a family with two kids. I do not feel the need

to search for a drink to overcome my hangover. I wake up with a

clear vision in the morning without a sense of shame or fear or

sorrow.

The important aspect I would like to share here is when I was

drinking I was actually hating myself. But now I enjoy the

happiness inside myself. With 20 years of sobriety I love myself

and also the people around me. Now I believe that God has created

me for a reason and that I should be helpful to myself and to all

others around me. The merciful God has helped me restore my

Sanity.

Gurumani

Husband’s Recovery and My GrowthI was born in a rich family and my father Dato Dawood was a

business man. He was a politically active individual in Malaysia.

I was brought up by my mother with all the restrictions enforced

by my Muslim religion. I discontinued my studies in 8th standard

and got married to Ibrahim as per my family tradition. I never

knew what difficulties or sufferings mean since I had never been

exposed to these while growing up.

My husband was also from a traditional Muslim family. He

was a generous person and took care of his family responsibilities

after his father’s death. He did business, which flourished for a

while and later he got into huge debts. This drove him to alcohol.

I was always worried about how to make him give up alcohol

and also about how I am going to pay back all debts. During that

time I read a story written by Sivasankari in Ananda Vikatan and

came to know about TTK Hospital, a Chennai – based treatment

centre for alcohol and drug dependants.

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I took him to TTK Hospital for treatment which was for 21

days. While he was in treatment, I attended the family therapy

programme and learnt that alcoholism is a disease, not a character

defect or a moral weakness. This made me value my husband’s

good heart and generosity. In making efforts to change his

behaviour, I supported him in his recovery wholeheartedly. After

attending the family therapy I was also empowered to take care of

my life. I started relying a lot on the higher power and also shared

by problems with my trusted family members and counsellors at

the centre to get relief.

I understood that I have to become economically independent.

With my family support, I started a travel agency. Meanwhile I

understood the importance of education. I pursued B.A psychology

through open university and completed it. During that time, a

relative of mine committed suicide due to depression. This made

me join post graduation in social work in medical and psychiatric

specialization at Stella Maris College. The college got me

permission to write the examination in Tamil. I also completed

Neuro-Linguistic Programming (NLP). I started helping fellow

Muslim women when they faced addiction or psychiatric problems

in their spouses. I was made a member of Shariat Council to

provide counselling. I am also running a family counselling centre

with two counsellors. With a support of my friend I also manage

a vocational training centre for Muslim girls and women at

Pallavaram. I share my life experience once a month at TTK

Hospital with family members of patients who are attending family

therapy programme. My sharing is greatly appreciated and

benefitted by the family members. In recognition of my service, I

have been given woman achiever award by Muslim League Party

and Samudhaya Sudar by Islamic Literary Organization. My life

is governed by the serenity prayer of AA and the principle of living

one day at a time.

Kurshit

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M.H. RameshaWhen and how did you getinterested in social work?

What was the reason for optingfor the social work course? Wasthe course upto yourexpectations?

What was the reason forinitiating the voluntary bloodbank?

You have sublimated anirreparable personal loss into agreat health movement to give

Dr. Shanthi RanganathanAt the time of BangladeshLiberation War in 1971, therewas an appeal in The Hindu,asking for clothes, vessels andhousehold items forBangladeshis. I don’t knowwhat made me go from onehouse to another to collectclothes. After collecting them,they were washed and packedand sent to Calcutta fordistribution. That was my firstinitiative on my own to respondto human sufferings.My mother-in-law felt I have theability and inclination to dosocial work. She encouragedme to join Madras School ofSocial Work. My exposure tosocial work professional coursegave me a lot of confidence andalso skills to pursue social workin a methodical manner.Starting a voluntary blood bankwas also one of the reasons forjoining social work course.An aunt of mine developedjaundice after getting bloodfrom a professional donor. Mymother-in-law educated me onthe benefits of voluntary blooddonation.More than my contribution topatients and their families, my lifehas acquired a lot of meaning

Interview

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a new life to numerous substanceaddicted persons andtheir families. Looking back howwould you assess your workSUBJECTIVELY ?

What are the reasons for theincreasing rates of alcoholismand drug use in the country?

and purpose. Every night whenI go to bed, there is noemptiness, only peace andfulfillment .My greatest contribution isproviding hope to familymembers by initiating a familybased therapy. In family therapy,the focus is helping the family toget empowered and take chargeof their lives and their children.Our team has developed acommunity treatment modelwhich can be implemented atlow cost with the involvement ofthe community to providetreatment to alcoholics at theirdoor stepsNGOs were not providingtreatment based on evidencebased practices. Many wereoffering treatment methodologieswhich were not scientificallyproven. Hence the minimumstandards of care weredeveloped for the entire country.The government of India hasadopted the minimumstandards of care as a legaldocument to provide grant toNGOs.Some of the reasons are

- Easy availability ofalcohol

- Acceptance of drinking asa social norm

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What are your suggestions to thegovernments (both in the statesand at the centre) to minimisealcoholism and drug addiction,and to rehabilitate the victimsand their families?

- Increased disposableincome in the hands ofyoungsters

- Less supervision anddiscipline in educationalinstitutions and families

- Early initiation todrinking

WHO has recommended manymeasures to reduce harm relatedto alcohol use and abuse.Prohibition is not the answer.Control of access andavailability Reduce number of outlets.

{High density of alcoholoutlets in given localitysignificantly increases sale ofalcohol}

Reduce drinking withreduced hours

Enforce a minimum age ofdrinking

Regulate driving under theinfluence of alcohol bycancelling the license

Ban sponsorship of sports andarts by alcohol industries

Bring in MandatoryLicensing of rehabilitationcentres- To regulate centres run by

n o n - p r o f e s s i o n a l s violating human rights

- Implementing minimumstandards of care in allrehabilitation centres

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“I have the unique honour of being the classmate of ShanthiRanganathan. Like most of my other classmates, I used to keep adistance from her as she was the grand daughter-in-law of TTK.Slowly we got over our mental block as she was very affable. Toour surprise, she was very active in the rural camp and interactedfreely with all of us. Her simplicity and down to earth attitude inworking with the villagers indeed “bewildered us”. After some years,I had the opportunity to associate myself with Shanthi in the blooddonation campaign among the employees of Titan company whereI was responsible for HR. The national and global recognition shegot did not alter Shanthi. Her humility is remarkable and worthemulating. Her simplicity, willingness to live in villages and interfacewith alcoholics are her rare qualities. Many owe their life changingmovements to her concern for them. She could have chosen to earnmillions, but she chose to impact the lives of millions”.

S. Deenadayalan

Chief Architect, Centre for Excellence in Organisation

CEO, Skills Academy

Bangalore

Alcoholism is a dreadful disease. But it has cure, whichrequires time, patience, understanding and co-operation fromthe close associates of the victim, particularly the family.

Dr. Shanthi Ranganathan

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July, 2015

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Volume. V, Issue. 3

July, 2015

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Volume. V, Issue. 3

July, 2015

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Volume. V, Issue. 3

July, 2015

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Volume. V, Issue. 3

July, 2015

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10) ¥sÀ¯Á£ÀÄ¨sÀ«UÀ¼À°è G½vÁAiÀÄ ªÀiÁqÀÄªÀ ºÀªÁå¸À«®è. ¨ÉgÀ¼ÉtÂPÉAiÀÄµÀÄÖd£À ¨ÁåAPïUÀ¼À°è ºÁUÀÆ fÃªÀ«ªÉÄAiÀÄ°è ºÀt ºÁQzÁÝgÉ. G½zÀAvÉAiÀiÁgÀÆ G½vÁAiÀÄ ªÀiÁr®è. G½vÁAiÀÄ ªÀiÁqÀÄªÀzÀgÀ°è §ºÀ¼À ¸Àé®à§zÀ¯ÁªÀuÉ PÀArzÉ.



Volume. V, Issue. 3

July, 2015

2. ¸ÁªÀiÁfPÀ §zÀ¯ÁªÀuÉ :1) §ºÀÄªÀÄvÀzÀ ¥sÀ Á£ÀÄ¨sÀ«UÀ¼ÀÄ vÁAqÁ gÀZÀ£ÉAiÀÄ°è K£ÀÆ §zÀ ÁªÀuÉ

DV®èªÉAzÀÄ C©ü¥ÁæAiÀÄ ¥ÀqÀÄvÁÛgÉ. ¥Àæw±ÀvÀ 25gÀµÀÄÖ ¥sÀ¯Á£ÀÄ¨sÀ«UÀ¼ÀÄ§zÀ ÁªÀuÉ DVzÉAiÉÄAzÀÄ ºÉÃ¼ÀÄvÁÛgÉ. EzÀgÀ°è ºÉaÑ£ÀªÀgÀÄ §zÀ¯ÁªÀuÉAiÉÆÃd£Á§zÀÞªÉAzÀÄ w½¸ÀÄvÁÛgÉ.

2) vÁAqÁUÀ¼À£ÀÄß Cr«AiÀÄ°è E®èªÉ CqÀ« ºÀwÛgÀ CxÀªÁ ¤Ãj£À ªÀÄÆ®UÀ¼ÀºÀwÛgÀ PÀnÖPÉÆ¼ÀÄîwÛzÀÝgÉAzÀÄ C©ü¥ÁæAiÀÄ ¥ÀqÀÄvÁÛgÉ. CgÀtå GvÁàzÀ£ÉUÀ½AzÀGgÀÄªÀ®Ä PÀnÖUÉ, zÀ£ÀzÀ ªÉÄÃªÀÅ ªÀÄvÀÄÛ PÀÈ¶¨sÀÆ«Ä EªÀÅUÀ¼À ¸À®ÄªÁVvÁAqÁUÀ¼À£ÀÄß F ÀA¥À£ÀÆä®UÀ¼À ºÀwÛgÀ PÀnÖPÉÆArzÁÝgÉAzÀÄ M¦àPÉÆ¼ÀÄîvÁÛgÉ.

3) ¥Àj«ÃPÀëuÁ CªÀ¢üAiÀÄ°è ¤ªÉÃ±À£À ªÀÄvÀÄÛ ªÀÄ£ÉUÀ¼À MqÉvÀ£ÀzÀ°è ºÉaÑ£À§zÀ ÁªÀuÉAiÀÄ£ÀÄß PÀAr®è. 1980-81gÀ°è ¥Àæw±ÀvÀ 4 d£À ÀgÀPÁj ªÀÄ£ÉUÀ¼À£ÀÄß¥ÀqÉ¢zÀÝgÉ 1994-95 gÀ°è ¥À æw±ÀvÀ 11 d£ÀPÉ Ì ¸ÀgÀPÁj ªÀÄ£ÉUÀ¼ÀÄªÀÄAdÆgÁVªÉ.

4) «.WÀ. AiÉÆÃd£ÉAiÀÄ CªÀ¢üAiÀÄ°è ºÉZÀÄÑ ¥sÀ¯Á£ÀÄ¨sÀ«UÀ¼ÀÄ M¼Éî UÀÄtªÀÄlÖzÀ¸ÁªÀiÁ£ÀÄUÀ½AzÀ vÀªÀÄä ªÀÄ£ÉUÀ¼À£ÀÄß PÀnÖPÉÆArzÁÝgÉ. UÀÄr¸À®ÄUÀ¼ÀÄPÀrªÉÄAiÀiÁVªÉ. ªÀÄtÂÚ£À ªÀÄ£ÉUÀ¼ÀÄ, ¶Ãmï ªÀÄ£ÉUÀ¼ÀÄ, ºÀAa£À ªÀÄ£ÉUÀ¼ÀÄeÁ¹ÛAiÀiÁVªÉ. MAzÉÃ PÉÆÃuÉAiÀÄ ªÀÄ£ÉUÀ¼ÀÄ ¥ÁægÀA¨sÀzÀ ¢£ÀUÀ¼À°èzÀÄÝAiÉÆÃd£ÁªÀ¢üAiÀÄ°è JgÀqÀÄ, ªÀÄÆgÀÄ PÉÆÃuÉUÀ¼ÀÄ¼À î ªÀÄ£ÉUÀ¼ÁV¥ÀjªÀwð¸À®ànÖªÉ.

5) AiÉÆÃd£ÉAiÀÄ ¥ÁægÀA¨sÀzÀ ¢£ÀUÀ¼À°è 8 d£À ¥sÀ¯Á£ÀÄ¨sÀ«UÀ¼ÀÄ ¥ÀævÉåÃPÀ¸Áß£ÀzÀ PÉÆÃuÉUÀ¼À£ÀÄß PÀnÖPÉÆArzÀÄÝ D ¸ÀASÉå ¥Àj«ÃPÀëuÁ CªÀ¢üAiÀÄPÉÆ£ÉAiÀÄ ºÉÆwÛUÉ 28 DVgÀÄvÀÛzÉ. DzÀgÉ ®A¨ÁtÂ ¥sÀ¯Á£ÀÄ¨sÀ«UÀ¼ÀÄ¥Á¬ÄSÁ£É G¥ÀAiÉÆÃV¸ÀÄªÀ°è vÀÄA¨Á »AzÀÄ½¢zÁÝgÉ. AiÉÆÃd£ÉAiÀÄ¥ÁægÀA¨sÀzÀ ¢£ÀUÀ¼À°è M§â ¥sÀ¯Á£ÀÄ¨sÀ« F C£ÀÄPÀÆ® ºÉÆA¢zÀÝgÉ¥Àj«ÃPÀëuÁ CªÀ¢üAiÀÄ PÉÆ£É ºÉÆwÛUÉ E£ÉÆß§â ¥sÀ Á£ÀÄ¨sÀ« ¥Á¬ÄSÁ£ÉG¥ÀAiÉÆÃV ÀÄªÀÅzÀ£ÀÄß PÀ°wzÁÝgÉ. G½zÀªÀgÀÄ vÀªÀÄä £ÉÊ ÀVðPÀ CªÀ±ÀåPÀvÉUÀ½UÉvÁAqÁUÀ¼À ¸ÀÄvÀÛªÀÄÄvÀÛ°gÀÄªÀ §AiÀÄ®£ÉßÃ G¥ÀAiÉÆÃV¸ÀÄvÁÛgÉ.

6) 1980-81 gÀ°è 10 d£À ¥sÀ Á£ÀÄ¨sÀ«UÀ¼ÀÄ vÀªÀÄä ªÀÄ£ÉUÀ¼À°è «zÀÄåZÀÒQÛAiÀÄ£ÀÄßºÉÆA¢zÀÝgÀÄ. F ÀASÉå 1994-95 gÀ°è 72 PÉÌ KjzÉ. EzÀgÀ°è sÁUÀåeÉÆåÃw¥sÀ¯Á£ÀÄ¨sÀ«UÀ¼ÀÆ ¸ÉÃjzÁÝgÉ. ªÀÄ£ÉUÀ¼À°è UÁ½ ¨É¼ÀPÀÄ ¸ÀjAiÀiÁV®è.ªÀÄ£ÀgÀAd£Á ¥ÀjPÀgÀUÀ¼À°è (gÉÃrAiÉÆÃ EvÁå¢, n.«. C®è) ¸Àé®à ºÉZÀÑ¼ÀPÁt¹UÀÄvÀÛzÉ. ¦ÃoÉÆÃ¥ÀPÀgÀtUÀ¼À°è ºÉaÑ£À ¥ÀæUÀw E®è.

7) PÀÄrAiÀÄÄªÀ ¤Ãj£À ¸ÀA¥À£ÀÆä®UÀ¼À°è (PÉÆ¼ÀªÉ ¨sÁ«, PÀÄrAiÀÄÄªÀ ¤Ãj£ÀAiÉÆÃd£É, aPÀÌ ¤Ãj£À AiÉÆÃd£É) CzÀÄãvÀªÁzÀ §zÀ¯ÁªÀuÉAiÀÄ£ÀÄß£ÉÆÃqÀ¯ÁVzÉ. J¯Áè vÁAqÀUÀ¼À°èAiÀÄÆ MAzÀ¯Áè MAzÀÄ ¤Ãj£À ªÀÄÆ®EzÉ. DzÀgÉ ¸ÀéZÀÒªÁzÀ ¤ÃgÀÄ J¯Áè PÀqÉ ¹UÀÄwÛ®è.

8) ¥Àj«ÃPÀëuÁ CªÀ¢üAiÀÄ°è ºÉZÉÑZÀÄÑ zÉÆqÀØ ªÀÄvÀÄÛ ªÀÄÄAzÀÄªÀjzÀ PÀÄlÄA§UÀ¼ÀÄ

367

aPÀÌ PÀÄlÄA§UÀ¼ÁV ªÀiÁ¥ÁðmÁUÀÄwÛªÉ. ªÀÄ£É ªÀÄUÀ ªÀÄzÀÄªÉAiÀiÁzÀvÀPÀët ¨ÉÃgÉAiÀiÁUÀÄvÁÛ£É.

9) 1980-81 gÀ°è ¥Àæw±ÀvÀ 95 d£À ¥sÀ¯Á£ÀÄ¨sÀ«UÀ¼ÀÄ KPÀ ¥ÀwßvÀé / KPÀ ¥ÀwvÀé«ªÁºÀ ¥ÀzÀÞwAiÀÄ£ÀÄß ªÀÄvÀÄÛ 5 d£À ¥sÀ Á£ÀÄ¨sÀ«UÀ¼ÀÄ §ºÀÄ¥ÀwßvÀé «ªÁºÀ¥ÀzÀÞwAiÀÄ£ÀÄß C£ÀÄ¸Àj¸ÀÄwÛzÀÝgÀÄ. ºÉaÑzÀ §zÀ ÁªÀuÉ ¸À¢æ ¥Àj«ÃPÀëuÁCªÀ¢üAiÀÄ°è PÀAqÀÄ§A¢®è.

10) ¥Àj«ÃPÀëuÁ CªÀ¢üAiÀÄ ¥ÁægÀA¨sÀzÀ°è ºÉZÀÄÑ ªÀÄPÀÌ¼À£ÀÄß C¥ÉÃPÉë ¥ÀqÀÄwÛzÀÝ¥sÀ¯Á£ÀÄ¨sÀ«UÀ¼ÀÄ 1994-95 gÀ ºÉÆwÛUÉ E§âgÀÄ ªÀÄPÀÌ¼À£ÀÄß ¥ÀqÉAiÀÄ®ÄEaÒ¸ÀÄvÁÛgÉ.

11) ®A¨ÁtÂ ¥ÀÄgÀÄµÀgÀ°è ªÉÃµÀ sÀÆµÀtzÀ°è ºÉaÑ£À §zÀ ÁªÀuÉAiÀÄ£ÀÄß PÀAr®è.DzÀgÉ ®A¨ÁtÂ ªÀÄ»¼ÉAiÀÄgÀÄ, ºÀÄqÀÄVAiÀÄgÀÄ ªÀÄvÀÄÛ ºÀÄqÀÄUÀgÀÄ§zÀ ÁªÀuÉAiÀÄ£ÀÄß C¥ÉÃQë¸ÀÄvÁÛgÉ. ªÀÄÆgÀ£ÉÃ MAzÀÄ ¨sÁUÀzÀ ªÀÄ»¼ÉAiÀÄgÀÄvÀªÀÄä ¸ÁA¸ÀÌøwPÀ ¥ÉÆÃµÁPÀ£ÀÄß (®ºÀAUÀ, ¥ÉÃAnAiÀiÁ, PÁAZÀ½) ©lÄÖ¹ÃgÉ-PÀÄ¥Àà¸À vÉÆqÀ®Ä ¥ÁægÀA©ü¹zÁÝgÉ. ºÀÄqÀÄVAiÀÄgÀÄ »A¢£À ¢£ÀQÌAvÀºÉZÁÑV ®AUÀ PÀÄ¥Àà¸À-¥ÉÊmÁ ºÁPÀ®Ä EµÀÖ¥ÀqÀÄvÁÛgÉ. CzÀgÀAvÉAiÉÄÃºÀÄqÀÄUÀgÀÄ ºÉZÁÑV ¥ÁåAl£ÀÄß zsÀj¸À®Ä EµÀÖ¥ÀqÀÄvÁÛgÉ.

12) ®A¨ÁtÂ ªÀÄ»¼ÉAiÀÄgÀÄ PÀ ÀÆw ºÁQzÀ §mÉÖUÀ¼À£ÀÄß vÉÆqÀÄªÀÅzÀ£ÀÄß PÀrªÉÄªÀiÁrzÁÝgÉ. ¹ÃgÉ-PÀÄ¥Àà¸À vÉÆqÀÄªÀªÀgÀÄ PÀ¸ÀÆwAiÀÄ£ÀÄß G¥ÀAiÉÆÃV¸ÀÄvÀÛ ÉÃE®è.

13) ºÉaÑ£À ®A¨ÁtÂ ªÀÄ»¼ÉAiÀÄgÀÄ vÀªÀÄä zÉÃºÀzÀ ªÉÄÃ¯É (vÉÆÃ¼ÀÄ, ªÀÄÄAUÉÊ,ªÀÄÄR, PÁ®Ä E) ºÀZÉÑ ºÁQ¸ÀÄwÛzÀÄÝ, 1994-95gÀ ºÉÆwÛUÉ PÉÃªÀ® 45d£À ªÀiÁvÀæ ºÀZÉÑ ºÁQ¹PÉÆ¼ÀÄîwÛzÁÝgÉ.

14) ®A¨ÁtÂUÀ¼ÀÄ ªÀiÁA¸ÁºÁgÀªÀ£ÀÄß EµÀÖ¥ÀqÀÄvÁÛgÉ. DzÀgÉ zÉÊ£ÀA¢£ÀªÁVCªÀgÀÄ ºÉZÁÑV ±ÁPÁºÁjUÀ¼ÁVzÁÝgÉ. ¥Àj²Ã®£Á CªÀ¢üAiÀÄ°è ºÉaÑ£À§zÀ ÁªÀuÉAiÀÄ£ÀÄß PÀAr®è. ªÉÆzÀ®Ä ¢£ÀPÉÌ 2 ¨Áj Hl ªÀiÁqÀÄwÛzÀÄÝ,CªÀ¢üAiÀÄ PÉÆ£ÉUÉ ªÀÄÆgÀÄ¨Áj Hl ªÀiÁqÀÄwÛzÁÝgÉ. ¥sÀ Á£ÀÄ¨sÀ«UÀ¼ÀÄG¥ÀºÁgÀ, nÃ PÁ¦ü ¸ÉÃ«¸ÀÄªÀÅzÀ£ÀÄß ¸À¢æ CªÀ¢üAiÀÄ°è ºÉZÀÄÑ ªÀiÁrzÁÝgÉ.

15) ®A¨ÁtÂUÀ¼À°è ºÉZÀÄÑ ªÀÄzÀå ¸ÉÃ«¸ÀÄªÀªÀgÀÄ PÁt¹UÀÄvÁÛgÉ. vÀA¨ÁPÀÄ,(©Ãr, ¹UÀgÉÃlÄ) ¸ÉÃ«¸ÀÄªÀªÀgÀÆ EzÁÝgÉ. F «µÀAiÀÄzÀ°è ºÉaÑ£À§zÀ¯ÁªÀuÉ PÀAqÀÄ§A¢®è.

16) ®A¨ÁtÂUÀ¼À°è UÀAqÀÄªÀÄPÀÌ½UÉ ºÉaÑ£À ¥Áæ±À¸ÀÛöå. F C©ü¥ÁæAiÀÄzÀ°è§zÀ¯ÁªÀuÉAiÀiÁV®è. ºÁUÁV PÉ®ªÀgÀ£ÀÄß ºÉÆgÀvÀÄ¥Àr¹ D¹Û UÀAqÀÄªÀÄPÀÌ¼À¯ÉèÃ ºÀAaPÉAiÀiÁUÀÄwÛzÉ.

3. eÁw ¥ÀAZÁ¬ÄwAiÀÄ PÁAiÀÄðªÉÊRjAiÀÄ°è §zÀ¯ÁªÀuÉ®A¨ÁtÂUÀ¼ÀÄ vÀªÀÄäzÉÃ DzÀ eÁw (UÉÆÃgï) ¥ÀAZÁ¬ÄwAiÀÄ£ÀÄß ºÉÆA¢gÀÄvÁÛgÉ.

PËlÄA©PÀ dUÀ¼ÀUÀ¼ÀÄ, vÁAqÀzÀ°è QvÁÛl, PÀ¼ÀªÀÅ ªÀÄÄAvÁzÀ ¸ÀªÀÄ¸ÉåUÀ½UÉ FUÉÆÃgï ¥ÀAZÁ¬ÄwAiÀÄ°è ¥ÀjºÁgÀ PÀAqÀÄPÉÆ¼ÀÄîvÁÛgÉ. UÉÆÃgï ¥ÀAZÁ¬ÄwAiÀÄ°è



Volume. V, Issue. 3

July, 2015

£ÁAiÀÄPÀ PÁgÀ sÁj (PÁAiÀÄðzÀ²ð), zÁ¸À G¥À£ÁAiÀÄPÀ, zÁ°AiÀÄ-¸ÀÄ¢Ý¥ÀæZÁgÀPÀ,zÁr-ªÀÈwÛUÁAiÀÄPÀ ªÀÄvÀÄÛ £Á«-¸ÀºÁAiÀÄPÀ vÀªÀÄä vÀªÀÄä PÁAiÀÄð¤ªÀð»¸ÀÄvÁÛgÉ.¥Àj²Ã®£Á CªÀ¢üAiÀÄ°è F «µÀAiÀÄUÀ½UÉ ¸ÀA§AzsÀ¥ÀlÖAvÉ PÀAqÀÄPÉÆAqÀCA±ÀUÀ¼À£ÀÄß E°è PÉÆqÀ¯ÁVzÉ.

1) MAzÀÄ JgÀqÀÄ vÁAqÀUÀ¼À£ÀÄß ºÉÆgÀvÀÄ¥Àr¹ J¯Áè vÁAqÁUÀ¼À°è £ÁAiÀÄPÀ,PÁgÀ¨sÁj, zÁªÉÇ, zÁªÀ¸Á£ÀUÀ¼ÀÄ PÁAiÀÄð¤ªÀð»¸ÀÄwÛzÁÝgÉ. PÉ®ªÉÃvÁAqÀUÀ¼À°è zsÁr ªÀÄvÀÄÛ £Á«UÀ½zÁÝgÉ. G½zÀ vÁAqÀUÀ¼ÀÄ CªÀj®èzÉPÉ®¸À ªÀiÁqÀÄvÀÛªÉ. E£ÀÄß PÉ®ªÀÅ vÁAqÀUÀ¼À°è ºÀwÛgÀzÀ vÁAqÀUÀ¼À zsÁrªÀÄvÀÄÛ £Á«UÀ¼À£ÀÄß §¼À¸ÀÄvÁÛgÉ. PÉ®ªÀÅ vÁAqÀUÀ¼À°è MAzÀQÌAvÀ ºÉZÀÄÑUÉÆÃgï ¥ÀAZÁ¬ÄwUÀ¼ÀÄ C¹ÛvÀézÀ°èªÉ.

2) PÉ®ªÀÅ «±ÉÃµÀ ¸ÀAzÀ¨sÀðUÀ¼À£ÀÄß ºÉÆgÀvÀÄ¥Àr¹ F ªÀÄzÁ¼ÀÄUÀ¼À£ÀÄßªÀA±À¥ÁgÀA¥ÀgÀåªÁV ¤±ÀÑ¬Ä¸ÀÄvÁÛgÉ. wÃgÁ C¤ªÁAiÀÄðªÁzÀgÉ ªÀiÁvÀæDj¸ÀÄvÁÛgÉ. EzÉÆAzÀÄ ºÉaÑUÉ §zÀ ÁUÀzÀ «µÀAiÀÄ.

3) UÉÆÃgï ¥ÀAZÁ¬ÄwAiÀÄ PÁAiÀÄðªÉÊRjAiÀÄ°è ÁPÀµÀÄÖ §zÀ ÁªÀuÉAiÀiÁVzÉ.ºÉZÉÑZÀÄÑ PËlÄA©PÀ ÀªÀÄ¸ÉåUÀ¼ÀÄ, UÀÄA¥ÀÄUÀ¼À°è ªÀÄvÀÄÛ vÁAqÀUÀ¼À°è WÀµÀðuÉªÀÄÄAvÁzÀªÀÅUÀ¼ÀÄ ¥ÀAZÁ¬ÄwUÉ wÃªÀiÁð£ÀPÁÌV §gÀÄvÀÛªÉ. ²PÁë¥ÀzÀÞw,dÄªÀiÁð£ÉUÀ¼À°è ¸ÁPÀµÀÄÖ §zÀ ÁªÀuÉ PÀAqÀÄ§gÀÄvÀÛzÉ. EwÛÃaUÉ ¨ÉÃgÉeÁw d£ÁAUÀzÉÆA¢UÉ WÀµÀðuÉ, ªÀÄvÀ ZÀ¯ÁªÀuÉAiÀÄ §UÉÎ ¤tðAiÀÄ,ZÀÄ£ÁªÀuÉ GªÉÄÃzÀÄªÁgÀgÀ£ÀÄß Dj¸ÀÄªÀÅzÀÄ, ¥sÀ Á£ÀÄ sÀ«UÀ¼À£ÀÄß Dj¸ÀÄªÀÅzÀÄªÀÄÄAvÁzÀ ºÉÆ¸À «µÀAiÀÄUÀ¼ÀÄ UÉÆÃgï ¥ÀAZÁ¬ÄwAiÀÄ®Äè ZÀZÉðUÉÆAqÀÄwÃªÀiÁð¤¸À®àqÀÄvÀÛªÉ.

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Volume. V, Issue. 3

July, 2015

2) ªÀÄvÀ ZÀ ÁªÀuÉAiÀÄ ªÉÊRj §zÀ ÁVzÉ. vÀAqÀzÀ £ÁAiÀÄPÀ ªÀÄvÀÄÛ gÁdQÃAiÀÄ¥ÀPÀëzÀ ªÀÄÄRAqÀgÀÄ ºÉÃ½zÀ C¨sÀåyðUÉ ªÀÄvÀ ºÁPÀÄªÀÅ¢®è. §zÀ¯ÁVCªÀgÀ PÉ®¸À PÁAiÀÄðUÀ¼À£ÀÄß ªÀiÁr PÉÆqÀÄªÀªÀjUÉ ªÀÄvÀ PÉÆqÀÄvÉÛÃªÉAzÀÄºÉÃ¼ÀÄªÀªÀgÀÄ ¢éUÀÄtUÉÆArzÁÝgÉ.

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¥sÀ¯Á£ÀÄ¨sÀ«UÀ¼ÀÄ vÀªÀÄä DyðPÀ ªÀÄvÀÄÛ ¸ÁªÀiÁfPÀ §zÀÄQ£À°è ¥ÀæUÀwPÀArzÁÝgÉAzÀÄ C¢üPÁjUÀ¼ÀÄ C©ü¥ÁæAiÀÄ ¥ÀqÀÄvÁÛgÉ. ¥sÀ Á£ÀÄ¨sÀ«UÀ¼ÀÄ AiÉÆÃd£ÉAiÀÄG¥ÀAiÉÆÃUÀ ¥ÀqÉzÀÄPÉÆAqÀÄ zÀÄgÀ¨sÁå¸ÀUÀ¼À£ÀÄß PÀ°wgÀÄªÀ §UÉÎAiÀÄÆ ¥Àæ¸ÁÛ¥ÀªÀiÁqÀÄvÁÛgÉ. C¢üPÁjUÀ½UÉ vÀªÀÄä ¥ÁvÀæzÀ §UÉÎ vÀÈ¦Û¬ÄzÉ. DzÀgÉ C¢üPÁjUÀ½UÉ«.WÀ. AiÉÆÃd£ÉAiÀÄ eÉÆvÉUÉ ¸ÁªÀiÁ£Àå PÁAiÀÄðPÀ æªÀÄUÀ¼À §UÉÎ ªÀiÁ»wªÀiÁrPÉÆqÀ¨ÉÃPÁUÀÄvÀÛzÉ.



Volume. V, Issue. 3

July, 2015

¨ÁåAPï C¢üPÁjUÀ¼ÀÄ ªÀÄvÀÄÛ «.WÀ. AiÉÆÃd£É¸ÀgÀPÁj C¢üPÁjUÀ¼ÀAvÉAiÉÄÃ, ¨ÁåAPï C¢üPÁjUÀ½UÀÆ AiÉÆÃd£ÉAiÀÄ J¯Áè

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Volume. V, Issue. 3

July, 2015

15) ÉÆÃªÀiÁj ªÀÄvÀÄÛ ®AZÀPÉÆÃgÀ C¢üPÁjUÀ¼À «gÀÄzÀÞ PÀpt PÀæªÀÄ dgÀÄV¸À ÉÃPÀÄ.vÀ¥ÀÄà ªÀiÁrzÀ C¢üPÁjUÀ¼À «gÀÄzÀÞ ²¹Û£À PÀæªÀÄ PÉÊUÉÆ¼Àî¨ÉÃPÀÄ.

16) ªÁºÀ£À ¸ËPÀAiÀÄð EgÀzÀ C¢üPÁjUÀ½UÉ AiÉÆÃd£ÉAiÀÄ ªÉÄÃ°éZÁgÀuÉUÉ¤AiÀÄvÀPÁ°PÀªÁV ªÁºÀ£ÀUÀ¼À£ÀÄß MzÀV¸À¨ÉÃPÀÄ.

¥ÁæzÉÃ²PÀ ©ü£ÀßvÉUÉ «±ÉÃµÀ À®ºÉUÀ¼ÀÄ :-1) §¼Áîj f¯ÉèAiÀÄ ¥À²ÑªÀÄ vÁ®ÆèPÀÄUÀ¼À°è RÄ¶Ì sÀÆ«Ä ºÉZÀÄÑ. D ¥ÀæzÉÃ±ÀzÀ°è

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3. EªÀjUÀÆ f¯Áè ¸ÀªÀiÁd PÀ¯ÁåuÁ¢üPÁj ªÀÄvÀÄÛ vÁ®ÆèPÀÄ C©üªÀÈ¢ÞC¢üPÁjUÀ¼À£ÀÄß ºÉÆgÀvÀÄ¥Àr¹ EvÀgÉ C¢üPÁjUÀ¼À ¥ÀjZÀAiÀÄ PÀrªÉÄ.CzÀPÁÌV AiÉÆÃd£ÉAiÀÄ J¯Áè ÀA§AzsÀ¥ÀlÖ C¢üPÁjUÀ¼À ¥ÀjZÀAiÀÄ À sÉUÀ¼À£ÀÄß£ÀqÉ À¨ÉÃPÀÄ. C¢üPÁjUÀ¼À ªÀÄzsÉå ÀºÀPÁgÀ K¥ÀðqÀÄªÀAvÉ £ÉÆÃrPÉÆ¼Àî¨ÉÃPÀÄ.

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DPÀgÀ UÀæAxÀUÀ¼ÀÄPÀ£ÁðlPÀ ¸ÀgÀPÁgÀ. (1980-81, 82-83, 83-84, 85-86). `«±ÉÃµÀ WÀlPÀ AiÉÆÃd£É’,

¸ÀªÀiÁdPÀ Áåt E¯ÁSÉ.PÀ£ÁðlPÀ ¸ÀgÀPÁgÀ. (1983-87). `LzÀÄ ªÀµÀðzÀ ¸ÁzsÀ£É’, ªÁvÁð ªÀÄvÀÄÛ ¥ÀæZÁgÀ E¯ÁSÉ.PÀ£ÁðlPÀ ÀgÀPÁgÀ. (1988-89, 89-90, 91-92, 92-93, 93-94). `«±ÉÃµÀ WÀlPÀ AiÉÆÃd£É’,

¸ÀªÀiÁdPÀ Áåt E¯ÁSÉ.PÀ£ÁðlPÀ ÀgÀPÁgÀ. (90-95, 92-97). `¥Àj²µÀÖ eÁwAiÀÄªÀgÀ PÀ¯Áåt’, ÀªÀiÁdPÀ Áåt E¯ÁSÉ.ªÉÄÊ¸ÀÆgÀÄ ¸ÀgÀPÁgÀ. (1972). ªÉÄÊ¸ÀÆgÀÄ gÁdåzÀ UÉeÉnAiÀÄgï, §¼Áîj f¯Éè.RAqÉÆÃ¨Á ¦.PÉ. (1991). `PÀ£ÁðlPÀzÀ ®A¨ÁtÂUÀ¼ÀÄ’, vÉÃd¹AUï gÁxÉÆqï ªÉÄªÉÆÃjAiÀÄ¯ï

læ¸ïÖ, UÀÄ®§UÁð.£ÁAiÀÄPï r.©. (1994). `®A¨ÁtÂ ÀA¸ÀÌøw’, PÀ£ÀßqÀ ¸Á»vÀå CPÁqÉ«Ä, ¨ÉAUÀ¼ÀÆgÀÄ.azÁ£ÀAzÀ ªÀÄÆwð. (1970). `¸ÀA±ÉÆÃzsÀ£Á vÀgÀAUÀ’, ÉAUÀ¼ÀÆgÀÄ «±Àé«zÁå®AiÀÄ, ÉAUÀ¼ÀÆgÀÄ.f¯Áè ªÁvÁð ªÀÄvÀÄÛ ¥ÀæZÁgÁ¢üPÁj. (1997). §¼Áîj f¯Áè CAQCA±ÀUÀ¼À £ÉÆÃl, 1991-

96, f¯Áè ¥ÀAZÁAiÀÄvï, §¼Áîj.f¯Áè ¥ÀAZÁAiÀÄvï. (93-94). ««zsÀ AiÉÆÃd£ÉUÀ¼À «ªÀgÀzÀ PÉÊ¦r, f¯Áè ¥ÀAZÁAiÀÄvï,

§¼Áîj.



Volume. V, Issue. 3

July, 2015

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1. D°¸ÀzÉ EgÀÄªÀÅzÀÄ: EzÀgÀ°è §ºÀ¼ÀµÀÄÖ d£ÀjUÉ PÉÃ½¹PÉÆ¼ÀÄîªÀ vÁ¼ÉäEgÀÄªÀÅ¢®è PÁgÀt d£ÀgÀ §UÉÎ CxÀªÁ «µÀAiÀÄzÀ §UÉÎ ¤µÁÌ¼Àf,C ÀºÀ£É, vÁ¼Éä E®è¢gÀÄªÀÅzÀÄ ªÀÄvÀÄÛ EvÀgÀ CqÉvÀqÉUÀ¼ÀÄ PÁgÀtªÁUÀ§ºÀÄzÀÄ.GzÁ-eÉÆÃgÁzÀ ªÀÄvÀÄÛ C»vÀPÀgÀ ±À§Ý C®èzÉ «µÀAiÀÄzÀ §UÉÎ ¤gÀÄvÁìºÀ.PÉÃ¼ÀÄªÀÅzÀÄ MAzÀÄ PÀ É EzÀgÀ AiÀÄ±À¹ìUÉ-ªÀiÁvÀ£ÁqÀzÉ EgÀÄªÀÅzÀÄ, EvÀgÀjUÉPÀA¥sÀmïð, PÉÃ¼ÀÄªÀ jÃw, ÀzÀÄÝ gÀ»vÀ ªÁvÁªÀgÀt, EvÀgÀgÀ zÀÈ¶ÖPÉÆÃ£ÀzÀ°è£ÉÆÃqÀÄªÀÅzÀÄ, vÁ¼Éä¬ÄAzÀ D°¸ÀÄªÀÅzÀÄ, PÉÆÃ¥ÀªÀ£ÀÄß vÀqÉ »rAiÀÄÄªÀÅzÀÄ,¥Àæ±Éß PÉÃ¼ÀÄªÀÅzÀÄ ¸ÀºÁAiÀÄªÁUÀÄªÀÅzÀÄ.

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Volume. V, Issue. 3

July, 2015

3. zÉÃºÀ ¨sÁµÉ: C£ÉÃPÀ ¸Áj zÉÃºÀ ¸ÀAeÉÕUÀ¼ÀÄ JAzÀgÉ PÉÊUÀ¼À£ÀÄß ©Ã¸ÀÄªÀÅzÀÄ,¨sÀÄdUÀ¼À£ÀÄß JvÀÄÛªÀÅzÀÄ, ºÀÄ§ÄâUÀ¼À£ÀÄß ºÁj¸ÀÄªÀÅzÀÄ, ºÀ®Äè PÀZÀÄÑªÀÅzÀÄ,vÀÄnUÀ¼À£ÀÄß ¸ÀÆlÄÖ ªÀiÁqÀÄªÀÅzÀÄ, vÀ É C¯Áèr¸ÀÄªÀÅzÀÄ EvÁå¢UÀ¼ÀÄ EªÀÅ«ªÀgÀUÀ½UÉ PÁgÀtªÁV PÉ®¸ÀzÀ°è M¦àUÉ ¸ÀÆa¸À¢gÀ§ºÀÄzÀÄ. £ÀqÉAiÀÄ°è,£ÉÃgÀªÁV £ÉÆÃqÀÄªÀÅzÀÄ ÀAeÉÕ, ªÀÄÄR ZÀºÀgÉ, ªÀÄÄPÀÛªÁVgÀÄªÀÅzÀÄ, GqÀÄ¥ÀÄ,sÁµÉ, PÉÃ¼ÀÄªÀªÀgÀ vÉÆqÀUÀÄ«PÉ, ºÁ Àå ÉÃ¥À£À, zsÀé¤AiÀÄ Kj½vÀUÀ¼ÀÄ. ÁªÀiÁ£Àå

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10. PÁAiÀÄð ¸ÀÜ¼ÀzÀ°è MvÀÛqÀ: EA¢£À ¢£ÀUÀ¼À°è PÁAiÀÄð¸ÀÜ¼ÀzÀ°è MvÀÛqÀ wÃgÀ¸ÁªÀiÁ£Àå, EzÀÄ CªÀgÀ ªÀÄ£ÉÆÃ¨sÁªÀ£É UÀÄjUÀ¼À ¥ÀÆgÉÊPÉ - ÇÀªÀÄ¥ÀðPÀ

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Volume. V, Issue. 3

July, 2015

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DzsÁgÀ UÀæAxÀUÀ¼ÀÄANN Dobson. Communication at Work - Making a success of your working

relationships. Jaico Publishing HouseKeval J. Kumar. Business Communication - A Modern Approach . Jaico

Publishing HouseKrizan, Merrier. Effective Business Communication. Cengage LearningRaj Kumar. Basic Business Communication Concepts, applications and skills.

Excel Books



Volume. V, Issue. 3

July, 2015

383

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Volume. V, Issue. 3

July, 2015

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Volume. V, Issue. 3

July, 2015

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Volume. V, Issue. 3

July, 2015

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Volume. V, Issue. 3

July, 2015

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July, 2015

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Volume. V, Issue. 3

July, 2015

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24. Corporates & Social K.N. Ajith 150/-Responsibility25. Careers in Social Work Ramesha M.H. et,al *****26. Karnataka Ngo’s Directory Ramesha M.H. et,al 750/-27. Noam Chomsky’s Discourse On Ashok Antony D’Souza 500/-Globalization And U.s.’Imperialism: Implications ToSocial Action In India28. A Holistic Approach to Koduru Venkatesh 75/-Literacy in Indian29. Scientific Writing and Ilango Ponnuswami. et,al 850/-Publishing in Social Work30. Technology In Business: P.Paramashivaiah. et,al 600/-A Competitive Edge forOrganizations31. International Conference on Om Prakash. C. et,al 800/-Leveraging Operations & ITfor Sustainable Development32. Emerging Trends in Shiva Shankar. K.C 750/-Management33. New Vistas and Horizons in Shiva Shankar. K.C. 750/-Management34. Handbook of Career Mohan Das et,al 550/-Information : Indian Context35. New Age Banking in India Pallavi S. Kusugal et,al 650/-Issues and Challenges

NIRUTA PUBLICATIONS# 326, 1st Floor, Opp. Syndicate Bank, Near Dr. AIT College,Kengunte, Mallathahalli, Bangalore - 560056,Mob -9980066890, Off-080-23213710, 8064521470Email: [email protected]: www.socialworkfootprints.orgYou can Deposit/Transfer the amount or send DD/Cheque in

favour of Niruta Publications

Mode of Payment

Address :Syndicate Bank

Kengeri Satellite Town BranchBangalore

Bank Details :Niruta Publications

A/C No:04621400000215IFSC Code : SYNB0000462

Niruta books available online: amazon.in

Back issues of Samajakaryada Hejjegalu and Reprints of articles can besupplied depending on their availability from Vol. 3, Issue. 8.Discounts available to Libraries and

bulk orders of 20 books or more

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Volume. V, Issue. 3

July, 2015

Samaja Karyada Hejjegalu (SKH)Social Work Foot Prints

A bi-lingual (Kannada – English) Social Work Journalpublished 4 times a year: January, April, July and October.Founded in 2010 by M.H.Ramesha, a social work and developmentprofessional. SKH’s primary focus is to popularize social workand social development issues among social workers, social workeducators, social development professionals, students and theKannada-speaking people.

Guidelines for AuthorsBasic Requirements

• Title of the article should be relevant to the objectivesof SKH.

• An abstract of about 100 words.• Length of article from 3,000 to 5,000 words.• References to be as per SKH guidelines.If an article does not meet these requirements, the article will

be rejected.

DeclarationEach article should be accompanied by a declaration by the

author(s) that:• He/she is the author of the article.• The article is original• The article has not been published, and has not been sent

for publication elsewhere.• A copy of permission from the copyright holder, if the

author has copied more than 500 words or tables or figuresfrom a published work.

Article Submission• The article should be submitted as soft copy, and hard

copy in duplicate• Hard copy should be typed in double space on one side

of A4 paper

259

• The title page of the article should include the title andthe name of the author (without Dr, Mr, Ms, etc.) Then theabstract should be typed in small font.

• Author’s degrees and other details should be at the end ofthe article.

• Communication regarding articles should be sent [email protected].

CopyrightOnce the article is accepted, the copy right of the article will be

owned by SKH journal. It should not be reproduced elsewherewithout the written permission of the Editor, SKH Journal.

ReferencesCitation in the text briefly identifies the source. The last name

of the author and the year of publication are cited in the text. Forexample, (Pathak, 2012).

1. The Reference List, given at the end of the typescript, shouldprovide complete information necessary to identify andretrieve each source cited in the article: text, table or figure.Arrange entries in the References in the alphabetical orderby the last name of the author and then by his/her initials.

2. An article published in a journal should contain thefollowing details: Author’s last name, initials, year ofpublication, name of the article, name of the journal(italicised), volume number, issue number in brackets, andpage numbers of the article.For example:Mohan, K. (1998). Social Change. Indian Journal of SocialChange. 23(2): 33-43.

3. An article published in an edited book should contain thefollowing details: Author’s last name, initials, year ofpublication, title of the article, initials and last name ofeditors, ed(s) in brackets, title of the book (italicised),place of publication, name of the publisher and pagenumbers of the article.

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Volume. V, Issue. 3

July, 2015

For example:Nair, T.K. (2013). Old Age. In K.V.Rao. (ed). Older Peoplein India. Bangalore: Niruta Publications: 3-13.

4. A book should be listed in the following format: Author’slast name, initials, year of publication, title of the book(italicised), place of publication and name of the publisher.For example:Pathak, S.H. (2012). Social Work and Social Welfare .Bangalore: Niruta Publications.

5. When source is the internet, all the details of thereferences should be given as described earlier. Inaddition, mention as below:Retrieved on 11.12.2013.

Book Review• Book review should follow the same requirements of

Article Submission like an article.• Copy right of book review will be owned by SKH

Journal.• Book review would need the concurrence of the Editor,

SKH Journal.

Reprints of your ArticleWe are happy to supply you with 25 reprints of your article if you so

desire in addition to the Two complimentary copies of the journal issue . The

cost of reprints and handling and mailing charges may be sent by cheque

drawn in favour of "Niruta Publications". If you prefer online transfer, the

details are as follows:

Bank Details:

Niruta Publications

A/C No: 04621400000215

IFSC Code: SYNB0000462

Syndicate Bank

Kengeri satellite town branch, Bangalore-560060

399

SUBSCRIPTION / ADVERTISEMENTSOCIAL WORK FOOT PRINTS

SAMAJA KARYADA HEJJEGALUName: Mr./Ms._______________________ Date of Birth:______________Current Subscription Number (for renewal):_____________________Address: _____________________________________________________________________________________________________________________________City/District:________________________ State: _______________________Pin (Essential):Email:_______________________________________________________________Phone/Mobile________________________ (Res)_____________________Cheque** DD/ No.:______________________ Dated:__________________for Favouring SAMAJAKARYADA HEJJEGALUBank Name:_______________________________________________________Duration Issues Individual Institution1 year 4 400/- 500/-2 years 8 800/- 1000/-3 years 12 1200/- 1500/-4 years 16 1600/- 2000/-5 years 20 2000/- 2500/-Life time 5500/- 8000/-

MAG (3) NPP/82/2015-2016 ISSN No. : 2230-8830

Advertisement TariffFull Page : Rs. 10000 Half Page : Rs. 5000Please address correspondence to the Editor

SOCIAL WORK FOOT PRINTSSAMAJAKARYADA HEJJEGALUNo. 326, 1st Floor, Opp. Syndicate Bank, Near Dr. AIT College,Kengunte, Mallathahalli, Bangalore-560056.Ph: 080-23213710 Mob: 9980066890Email: [email protected],Visit: www.socialworkfootprints.org

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Volume. V, Issue. 3

July, 2015

MAG(3)NPP/321/2010-2011 ISSN NO : 2230-8830

H.M. Marulasiddaiah Awardfor Social Work Students

Commencing from the January 2015 issue of SamajaKaryada Hejjegalu(Social Work-Foot Prints), a Young Talent Promotion series will be initi-ated by inviting creative articles from students of social work either inKannada or in English. A panel of experts will identify suitable articles forpublication in the magazine in the January, April, July and October issuesin 2015. Two articles each will be considered for publication. From amongthe published articles, one article will be adjudged by the panel for award.The award winning student-writer will receive the H.M. Marulasiddaiahaward, cash prize and Certificate of Merit.* Articles should be on the different social and human issues around us.* Articles should not be based on books, etc.* Articles should be based on the real life situations in the form of case

studies, stories, etc.* High resolution photograph(s) may be included, if necessary.* Length of the article may not exceed 1,500 words.* Article should be typeset in double space.* Article should be sent by email as soft copy in Word Format (English)

and Nudi soft (Kannada). In addition, two hard copies should be senttyped on one side of A4 size paper.

* Articles should be checked for spelling and grammar.* Article Hard Copies should be accompanied by the CV (Bio-data) of the

writer with correct mailing address, email, and mobile number ; apassport size photograph, and a Demand Draft for Rs. 100 drawn infavour of “Samajakaryada Hejjegalu.”

For more details :SOCIAL WORK FOOT PRINTS

SAMAJAKARYADA HEJJEGALUNo. 326, 1st Floor, Opp. Syndicate Bank, Near Dr. AIT College, Kengunte,Mallathahalli, Bangalore-560056.Ph: 080-23213710 Mob: 9980066890e-mail : [email protected], Visit: www.socialworkfootprints.org

MAG(3)NPP/82/2015-2016 ISSN NO : 2230-8830

263MAG(3)NPP/321/2010-2011 ISSN NO : 2230-8830

264

NGOs in Karnataka

Please send your NGOs details to update in the forthcoming 2ndedition of 'NGOs in Karnataka-Niratanka Directory (2015)'

1. Name of the Organisation: ..........................................................2. Year of establishment: ....................3. Address: .................................................................................... District: .......................................... Pin code: ...........................4. Contact No: ............................. Website: .....................................5. Head of NGO: ........................................................................... Mobile No: .............................. e-mail: ........................................ Contact person: .......................... Mobile No: ...............................6. Is the NGO a Society Trust Company7. Is the NGO registered under: 12A 80G 35 AC FCRA8. Area(s) of Service:

Children WomenAged YouthDifferently abled Mentally challengedRural development Urban poor developmentMicrofinance Other (Specify) ........................

9. Major ActivitiesHealth Education Adult educationVocational training Residential Care Old age homeDay care centre for elderly CounsellingAdvocacy/ Campaign Other (Specify) ...................

10. Have you received grant from any govt agency ? Yes No11. Kindly suggest other NGOs and their Contact Details to include in this NGO Directory..................................................... .........................................................................................................

No. 326, 1st Floor, Opp. Syndicate Bank,Near Dr. AIT College, Kengunte, Mallathahalli,Bangalore-560056.Contact-080-23213710, 8064521470http://angokarnataka.blogspot.com/

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