The Business Journal Volume 4 Issue 2 July to December 2016 UNNATI ISSN 2319‐1740 Stakeholder Drivers for Sustainability in Indian Firm 4 Dr. Archana Sharma, Arvind N Sinha Impact of Demographic Characteristics' on Teaching Aptitude and Effectiveness in the Primary Level 10 Teachers of Government and Private Schools of Udaipur and Pratapgarh District of Rajasthan Pankaj Mishra, Ashish Adholiya Banking Services Awareness amongst Women in Udaipur (Rajasthan) 18 Lokesh Mali, Pradeep Sharma Empowerment of Rural adolescent Girls for Quality Life 23 Dr. Gaytri Tiwari, Dr. Ruchi Galundia A Study of Spirituality among Pharmacy Students of Mehsana Taluka 28 Dr. Urmila Ravat, Jignesh Modi Attitude of Indian Industries towards Green Marketing for Sustainable Development 32 Mahesh Kumar Impact of Work-life Balance on Employee Engagement : A Study of Gen Y Employees 38 Ravindra Dey A Gender Comparison of Paternal Involvement in Child Rearing 46 Sonali Kartik Integral Development for Wholesome Life Developing Mindset of Children by Imparting Ethics, Values and 51 Spiritualism Vidyulata Authey, Utkarsha Authey A Study on Impact of Work-Life Balance on Job Satisfaction amongst Employees of IT Sector in Rajasthan 59 Dr. Meera Mathur, Aparna Soni Human Values and Ethics in Business – A Scenario 71 Dr. R. Ramachandran Job Stress and Corporate Performance : Growing Contemporary Concerns 83 Prof. Hemant Kothari, Jaya Sharma Ethics and Values for Societal Well Being; Public Morality Food Banks & Public Morality – Noble CSR 88 Approach for Wholesome Life Dr. Dharmendra Mehta, Abhay Jaiswal, Dr. Naveen K. Mehta, Dr. Chanchala Jain
Transcript
The Business Journal
Volume 4 Issue 2 July to December 2016
UNNATIISSN 2319‐1740
Stakeholder Drivers for Sustainability in Indian Firm 4
Dr. Archana Sharma, Arvind N Sinha
Impact of Demographic Characteristics' on Teaching Aptitude and Effectiveness in the Primary Level 10Teachers of Government and Private Schools of Udaipur and Pratapgarh District of Rajasthan
Pankaj Mishra, Ashish Adholiya
Banking Services Awareness amongst Women in Udaipur (Rajasthan) 18
Lokesh Mali, Pradeep Sharma
Empowerment of Rural adolescent Girls for Quality Life 23
Dr. Gaytri Tiwari, Dr. Ruchi Galundia
A Study of Spirituality among Pharmacy Students of Mehsana Taluka 28
Dr. Urmila Ravat, Jignesh Modi
Attitude of Indian Industries towards Green Marketing for Sustainable Development 32
Mahesh Kumar
Impact of Work-life Balance on Employee Engagement : A Study of Gen Y Employees 38
Ravindra Dey
A Gender Comparison of Paternal Involvement in Child Rearing 46
Sonali Kartik
Integral Development for Wholesome Life Developing Mindset of Children by Imparting Ethics, Values and 51
Spiritualism
Vidyulata Authey, Utkarsha Authey
A Study on Impact of Work-Life Balance on Job Satisfaction amongst Employees of IT Sector in Rajasthan 59
Dr. Meera Mathur, Aparna Soni
Human Values and Ethics in Business – A Scenario 71
Dr. R. Ramachandran
Job Stress and Corporate Performance : Growing Contemporary Concerns 83
Prof. Hemant Kothari, Jaya Sharma
Ethics and Values for Societal Well Being; Public Morality Food Banks & Public Morality – Noble CSR 88
Approach for Wholesome Life
Dr. Dharmendra Mehta, Abhay Jaiswal, Dr. Naveen K. Mehta, Dr. Chanchala Jain
Shri B.R. AgrawalChairperson
PAHER University
Prof. Mahima BirlaGroup Editor
Prof. Nawal KishorProfessor & DeanSOMS, IGNOU
New Delhi
Mr. Nikhil SanghaniAsst. Gen. Manager,Procurement
Larsen & Toubro LimitedMumbai
Shri Rahul AgrawalSecretary
PAHER University
Dr. Pallavi MehtaEditor - in - Chief
Prof. DPS VermaFormely Professor of Commerce
Delhi School of EconomicsDelhi University
Dr. Asha Galundia
Prof. Rajeev JainDean & Head
Faculty of Commerce & ManagementUniversity of Kota, Kota
Prof. G.M.K. MadaniProfessor Emeritus, Pacific University
Shri Ashish AgrawalFinance SecretaryPAHER University
Prof. Dipin MathurAssociate - Editor
Prof. C.P. ShrimaliProfessor HRM
Management Development InstituteDelhi University, Gurgaon
Prof. Kartik DaveAssociate Professor
School of Business PublicPolicy and Social Entreprencurship
Articles published in Unnati can not be reproduced or reprinted in any from, either in full or in part, without prior written permission from the editor. Views and data published in Unnati are sole responsibility of authors.
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FACULTY OF MANAGEMENTUnnati - The Business Journal
A Half Yearly Refereed research Journal on management, published by Faculty of Management. It brings you critical perspectives, case studies, research analyses, serving as an outlet for the best theoretical and research work.
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EDITORIAL
The much anticipated and pondered Insolvency and Bankruptcy code, 2016 has been passed by both the Houses of Parliament, indicating the India's sturdy political deserve for revamping the Indian banking industry which is trying hard to cope with a matter of bad loans in a time bound and effective manner.
Under the existing law, recovering money from a defaulted corporate borrower is very hard for banker since it takes years for Debt Recovery Tribunals (DRTs) to finish the litigation. The existing DRT mechanism was brought in for faster resolution of banker borrower disputes, but the DRT has clearly failed to do what it was supposed to do on account of its slow pace approach. The Kingfisher case of the Liquor Baron Vijay Mallya is an eye opener case, Banks have been fighting it in different courts from DRTs to Supreme Court since 4 years of default, but still there was no meaningful progress on recovery. According to Central Bank data, stressed assets (which include gross bad loans, advances whose terms have been restructured and written-off accounts) rose to 14.5% of banking sector loans at the end of December 2015. That's almost Rs. 10 trillion ($ 150 billion) of loans that are converted into bad debts .Release of this money is vital for the banking sector for its smooth functioning and disbursement of loan.
According to a 2015 World Bank Report, The loan recovery rates obtained in India are among the lowest in the world and the lender seems to recover only 20 percent of the value of the debt. Even the average time to resolve insolvency is as high as 4 years in India, compared with Singapore where it is 0.8 and one year in Japan. This Bankruptcy law will replace the Presidency towns Insolvency Act 1908 and once implemented, the insolvency & bankruptcy code will consolidate all the existing laws and will greatly help to resolve issues pertaining to the fast winding up of insolvent companies, reducing NPAs (non-performing assets), and redistribution of capital productivity.
The bankruptcy code would lower the burden on the courts as all litigation will be filed under the code before the National Company Law Tribunal (NCLT) for corporate insolvency and insolvency of LLPs, and before DRT for individual insolvency and insolvency of unlimited partnership firms. The code contemplates a new regulator- the Insolvency and Bankruptcy Board of India, there will be professionals and insolvency professional agencies that will handle insolvency cases and oversee the overall supervision of the Insolvency Board respectively. The code also proposes information utilities that would gather, collate, authenticate and disseminate financial information from listed companies and operational creditors of companies. This will help make the Insolvency Resolution Process (IRP) smoother by maintaining a range of financial information about companies. The IRP could be initiated by a creditor or a corporate debtor who has defaulted on dues, whether financial or operational. Under the Insolvency Resolution Process, creditors' claims will be freezed for 180 days, during which time they will hear proposals for revival and decide on the future course of action. Within those 180 days, 75% of financial creditors must agree to a revival plan. If this minimum threshold is not met, the firm automatically goes into liquidation. If three-fourths of the financial creditors feel that the case is complex and it cannot be sort within 180 days, the adjudicator could grant a one-time extension of up to 90 days on the process.
The code is undoubtedly a landmark legislation, but its success will very much depends on how conducive is our legal system to support the executive of the law and how fast banks can exercise their rights. With that one more clarity would be required with respect to the existing stock of bad loans, where recovery from corporations is pending for many years. It is not clear whether the new code can apply to existing cases, which are currently in DRTs or not.
The Insolvency and Bankruptcy Act 2016 : A Transformational Legislature for Financial Sector
EDITORIAL
Prof. Mahima Birla
Stakeholder Drivers for Sustainability in Indian Firm
Dr. Archana Sharma*, Arvind N Sinha**
Introduction
Jack Springman in his 2011 HBR article titled “Implementing a Stakeholder Strategy” said that business is an ecosystem comprising of groups that cooperate to maximize value creation and compete to realize their share of that value. Stakeholders are the key element of a firm's business ecosystem. Firms depend on customers, employees, suppliers, financers and other stakeholders to obtain and strengthen social legitimacy and affiliation to remain in business. These stakeholders evaluate firm not only on the basis of business of the firm but also on way the business is conducted. Business strategists seek perpetual competitive advantage which emanates from deploying internal competencies to the dynamics of external environment and stakeholders are central to both of these.
The challenge companies face is in identification of various stakeholders, prioritising their often conflicting demands and deploying resources to meet them and simultaneously secure sustainable value for themselves. In this context, stakeholders driver for value creation have assumed significant importance and are turning out to be a common thread in business strategy of many companies. This paper is the third part of a three part paper series and is a case study of four Indian leading companies Airtel, Dr. Reddy's Labs, ICICI Bank and Tata Motors for their stakeholder initiatives integrated to their business operations. These four companies represent four big industry segments i.e. Banking and Telecom from services sector and Automobile and Pharmaceutical from manufacturing segment. The choice of the firms from four different industry segments allows analysis of appropriate stakeholders' value drivers across varying set of industry. The paper compares application of stakeholder value drivers for manufacturing and service sector companies.
The study is based on sustainability reports published by respective companies and other online publications like Indian CSR etc. Assessments were performed using publically available information. The societal, environmental and stakeholder drivers were identified using a comprehensive literature on the subject based on Triple Bottom Line concept, CSR 2.0, ADL Studies, National Voluntary Guidelines for Business Responsibility. Table 1.1 contains the generic environmental value drivers and their justification. There are ten stakeholder drivers for creating value.
Abstract
Wider understanding of how business effects its stakeholders and how it is in turn effected by the stakeholders, has mandated business firms to use stakeholder value drivers to the best of the their capabilities to enhance their competitive advantage to gain social affiliation and value creation. This case study compares the deployment of stakeholder value drivers by four Indian companies- two each from manufacturing and services sector. The study finds that though companies from both the sectors deploy stakeholder value drivers, manufacturing companies use them more extensively.
Keywords : Stakeholders, Value Creation, Competitive Advantage, Sustainability.
Table 1.1 Generic Stakeholder Value Drivers and their Justification
Stakeholder Value Drivers Justification of Drivers
1
2
The appropriate identification and selection of stakeholders is the first step in the firms’ attempt to meet their expectations and gain competitive advantage.
The commitment is reflected in formulation and implementation of stakeholder engagement policy and contributes to stakeholders’ trust gained by the firm and leads to competitive edge.
Identification and selection of stakeholder
* Associate Professor, Amity University, Lucknow** Associate Professor, Amity University, Lucknow
Commitment to engage with multi-stakeholders on a continuous basis
4
It helps in addressing and resolving grievances and leads to stronger stakeholder ties with the firm and contributes to the value of the firm.
Firms derive competitive advantage out of their connect with multi-stakeholders which is inclusive, active and real.
The scale must be proportionate to firms’ stakeholder interface.
Firms responding to change with a win-win solution gain competitive advantage and add value.
The competitive firms have no dilemma regarding identification of stakeholders or in making commitments to them.
The engagement with stakeholders shall not be discrete and one time or just in one dimension rather it shall be approached with a view of nurturing and general wellbeing of the multi-stakeholders.
Mechanism for stakeholder grievance
Connects effectively to build and sustain multi-stakeholder relationships
Activities for building and sustaining stakeholder relationships are proportionally scaled.
Adequate and timely response to stakeholder issues
Ability to hold other interests while uilding and sustaining stakeholder relationships
Cares for stakeholders' well-being
Competitive companies know when to negotiate and maintain good faith during negotiation process. They negotiate in a style that builds relations and result in strategic partnership.
Negotiations with multi-stakeholders4
Consultation means establishing a series of dialogue between the firm and its stakeholders. It is about initiating and sustaining external relationships.
Discussion and consultation with multi-stakeholders
3
5
6
7
8
9
10
Comparison of Stakeholder Value Drivers
The stakeholder value drivers relate to the individuals, groups or organizations which affect or are affected by the activities of business. All four companies taken for case study have identified such stakeholders and engage with them to achieve positive economic value. Airtel provides quality education through Bharati Foundation to about 40,000 students across India; it provides information on Potential Fishing Zone, weather forecasting, tidal wavelength, basic hygiene on fishing, fishing tip etc. to fishermen in coastal Odisha. Bharti Airtel's innovative and emerging business models like Airtel money, mEducation and mHealth are focused on overcoming the obstacles to social development and inclusion.
ICICI Bank over the years has invested in skilling employees with the requisite knowledge and skill. The Bank has training centres where various training programmes, designed to meet the changing skill requirements of its employees are conducted. Its Rural & Inclusive Banking Group focuses on rural and below poverty line customers.
Dr Reddy Labs engages employees through employee health index, communication meets, In-house publications, 360 degree feedback. For patients and health care professionals it run various programs through Dr Reddy's Foundation for Health Education (DRFHE) like Life at Your Doorstep, Living Well programmes, and Sparsh for patients and DRFHE PGDHM, Case Manager's program for cancer counselling, Inner Circle - relationship building programs, Abhilasha- Nursing Efficiency program, Sarathi -Doctor's Assistant Program for health care professionals.
5
S.No Drivers Airtel ICICI Bank Dr Reddy Labs Tata Motors
1 Identification and selection of stakeholder
mapping of stake-holders as a part of stake-holders engagement process
Bank has mapped internal & external stakeholders
Uses both formal a n d i n f o r m a l mechanism to map stakeholders
2 Systematic process for capturing ideas from employees, customers, suppliers, communities etc.
Targeted engagement mechanism for each identified stakeholder cluster
Embedded in vision and mission statement of the bank as well as ICICI Foundation
Has set up robust model process for partner engagement and people engagement
Commitment to engage with multi-stakeholders on a continuous basis
3 An elaborated process of engagement through meetings, feedbacks, specific events like dealers participation in QFD, NPI and in competitors analysis
Integrated in stakeholder engagement process with meetings, feedbacks etc.
Platforms available at various level through website and ICICI foundation
Integrated in engagement process through employee and partner engagement process
Discussion and consultation with multi-stakeholders
5 Time bound readdressal system for stakeholder grievance and performance reported
Address concerns of stakeholders at respective departmental level, Ombudsperson Procedure for company level concerns
Shareholder and customer complaints through website, sexual harassment policy, community through ICICI Foundation
No specific evidence, approach is more through certification and being legally complying and philanthropical
Mechanism for stakeholder grievance
4 Engrained in stakeholder engagement process mechanism
No specific evidence, part of discussion and consultation process
No specific evidence, approach is more like being legally complying and philanthropical
No specific evidence, approach is more through certification and being legally complying and philanthropical
Negotiations with multi-stakeholders
Have identified clusters of stake-holders who are affected by the operations of the company
Table 1.2: Comparison of Stakeholder Value Drivers
6
Tata Motors ingraining of Tata Code of Conduct leads to a dynamic stakeholder engagement process. Its three programs – Vidyadhanam, Aarogya and Kaushlam provide comprehensive and adequately engagement of the communities. It encourages employee volunteering through its group-wide Tata Engage initiative. In March 2014, about 6,500 employees registered themselves as CSR Volunteers and more than 5,200 participated in different social activities for a week.
Table 1.2 below provides listing of the ten stakeholder value drivers identified during the study and a comparison of the same cross the four case companies.
6 Considers stakeholders vital to survival and growth. For example to engage local community the company has daily and quarterly meetings and public hearings.
Connects through various organization level, government and non-government platforms
Connect to shareholders, customers through websites and other means, for community and society through ICICI Foundation
Increasing digi-presence, Bharti Foundation for cultivating stakeholder relationships
Connects effectively to build and sustain multi-stakeholder relationships
7 Stakeholder engagement is appropriately scaled for multi-stakeholders.
National and local level programs to effectively engage stakeholders
Rapidly growing scale for community and society connect, effective for other stakeholders
Growing community and societal relationships
Activities forbuilding and sustaining stakeholder relationships are proportionally scaled.
Comparative Analysis
The analysis has three fundamental aspects: direction, magnitude and significance. A five point scale was used with -2 for No Evidence, -1 for Little Evidence, 0 for Neutral, +1 for Somewhat Evidence, +2 for Extensive Evidence. No Evidence meant complete absence of a given practice, Extensive Evidence implies that the practice is followed and is mentioned in the Sustainability Report or other published documents, Neutral meant that the facts do not lead to any clear evidence of a given practice. The correlation between the four companies with the varying level of stakeholder drivers is indicated by Spearman's rho analysis. This is a non-parametric rank order correlation coefficient which empirically indicates the direction, strength and significance of bi-variate relationships (Chatterjee, 2000). This is suitable for this analysis because different firms have different rankings regarding the stakeholder value drivers.
Table 1.3 below shows summary of stakeholder value drivers for the four companies considered for case study. Tata Motors is again at the top with per item mean score of 1.90 whereas Dr Reddy Labs (1.400) whereas the two service sector companies
9 Consistent business growth and amicable stakeholders relationships
Rapid business growth with strong stakeholders relations
The bank has become India's largest private sector bank, but still has miles to go to earn a similar reputation for stakeholder relationships
Has become the fourth largest telecom operator in the world, has elaborate process for partners and employees relationships
Ability to hold other interests while building and sustaining stakeholder relationships
Investing in communities through Bharti Foundation and promoting programs like mEducation and mHealth
10 Long term engagement and investment in communities,employees, suppliers etc. for enriching life.
Long term formal engagement at a number of platforms to promote better lives.
Investment in communities' well-being through ICICI Foundation
Cares for stakeholders' well-being
8 Company is proactive in its response., Uses tools like Tata CS Protocol
Proactive response through various regular programs
Through website to select groups of stakeholder, for community & society through ICICI Foundation
Philanthropic approach for communities, proactive for partners and employees
Adequate and timely response to stakeholder issues
7
The correlation analysis for stakeholder value drivers is given in Table 1.4. We find there is significant correlation between Airtel and Dr Reddy Labs, Airtel and Tata Motors, ICICI Bank and Dr Reddy Labs, ICICI Bank and Tata Motors as well as between Dr Reddy Labs and Tata Motors.
56Connects effectively to build and sustain multi stakeholder relationships 1 1 1 2
7Activities for building and sustaining stakeholder relationships are proportionally scaled.
1 0 1 2
Adequate and timely response to stakeholder issues
8 -1 0 2 2
9Ability to hold other interests while building and sustaining stakeholder relationships
10
21-1-1
62211Cares for stakeholders' well-being
Total Score (Stakeholder) (Max 20)
Mean Score (Stakeholder)
Standard Deviation
4 4 14 19
1.9001.4000.4000.400
1.200 1.114 0.490 0.300
8
Airtel and ICICI Bank have similar score of 0.400.
Tata Motors and Dr Reddy Labs have deployed the stakeholder drivers extensively. The summary brings out 6 key stakeholder drivers for the case companies. All companies are committed to engage with multi-stakeholders on a continuous basis. They focus on discussion with the stakeholders and care for their well-being.
Table 1.3: Summary of Stakeholder Value Drivers in Case Companies
Stakeholder Value Drivers AirtelICICI Bank
Dr Reddy Labs
Tata Motors
Key Drivers(Higher Scores)
Identification and selection of stakeholder 1 1 1 2 5
2 2 2 2 8
multiDiscussion and consultation with
stakeholders1 1 2 2 6
Negotiations with multistakeholders
-2 -2 1 1
Mechanism for stakeholder grievance 1 1 1 2 5
Commitment to engage with multi-stakeholders on a continuous basis
1
2
3
4
5
Table 1.4: Correlation Analysis - Stakeholder Value Drivers
Airtel ICICI Bank Dr Reddy Labs
ICICI Bank 0.928
Dr Reddy Labs 0.238 0.440
Tata Motors 0.667 0.718 0.272
Correlation is significant at 0.05 level (2- tailed)
Conclusion
The companies included in the study are the top leading companies of their respective industry sectors and have significant CSR practices and have a high degree of stakeholder engagement. These companies also command the biggest market shares in their respective markets. This makes the finding of the study important despite their being a limitation of small sample size of just four companies taken for the study.
The case analysis reveals that the companies do positively respond to the stakeholder value drivers and are engaging strategic initiatives to gain competitive advantage from the same. The study brings out six key stakeholder value drivers significantly used by all firms i.e. identification and selection of stakeholder, commitment to engage with multi-stakeholders on a continuous basis, discussion and consultation with multi-stakeholders, mechanism for stakeholder grievance , connects effectively to build and sustain multi-stakeholder relationships, and caring for stakeholders' well-being.
Manufacturing companies are able to make more utilization of stakeholder value drivers in comparison to service companies. There is greater depth of connectivity and expansive approach in deployment of stakeholder value drivers in manufacturing companies.
References
Ackermann & Eden, “Strategic Management of Stakeholders: Theory and Practice”, Long Range Planning, 2011,
Elsevier
Adam Friedman Associates (2012), CSR and Profits
Annual Report, 2014, Dr. Reddy's Labs
Annual Report, 2013, ICICI Foundation
Barney, J. (1991). Firm resources and sustained competitive advantage. Journal of Management; 17, 771-792
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Cliff K. F. Religion and Corporate Social Responsibility, http://www.cliffordlin.com/religion-and-corporate-social-thresponsibility, retrieved on 6 March 2014
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04/03/2014
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John Elkington (1997). Cannibals with Forks: The Triple Bottom Line of Twenty-First Century Business. Capstone,
Oxford
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profitability” , Academy of Management Journal
Slaper, Timothy F. and Hall, Tanya J. (2011). "The Triple Bottom Line: What Is It and How Does It Work?" Indiana
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Publications Inc.
Visser, W (2010), The Evolution and Revolution of Corporate Social Responsibility, Responsible Business, Wiley
9
Impact of Demographic Characteristics' on Teaching Aptitude and Effectiveness in the Primary Level Teachers of Government and
Private Schools of Udaipur and Pratapgarh District of Rajasthan
Pankaj Mishra*, Ashish Adholiya**
Introduction
According to Mahatma Gandhi (1937), “Education is an overall development of an individual in which four
dimensional development of learner is the focal point of the education process in which by the aggregation of body, soul
and heart the best and optimal behaviour and character is developed within a child and human being.” Thus the basic
and fundamental role of education is to develop the values and creativity in the new generations of the society so that
social, cultural, moral, spiritual and physical values can be sustained and developed within them. As the product of
integration of all values in the educational system we can widen a well developed society in which every individual can
play significant role. The role of a teacher in the teaching or education system is vital to make the education system or
management successful. The quality and effectiveness of any level of the education system solely depends on the
teachers of that level. So the teachers are responsible to continuously improving their teaching quality and effectiveness
so that they can manage the interest of the students in learning process and can positively motivate them to learn new
things from the education.
Education system is an arrangement of several activities and processes which is fundamentally responsible for
motivating an individual to learn and to develop him to participate positively in the social structuring. Thus education
represents following different characteristics –
1. Teaching is a creative and rational process of learning.
2. Fundamentally teaching is behavioural science, analytical, continuous incremental and changing process.
3. In the method of teaching a teacher can learn, analyze, control and improve his own teaching behaviours and can
also improve them continuously.
4. Teaching and learning is a kind of relationship in-between teacher and student, which helps a teacher to recognize
Abstract
The study reveals the impact of teachers' demographic characteristics on their teaching aptitude and effectiveness. The study's scope was limited to the primary level teachers of Government and Private schools of Udaipur and Pratapgarh districts of Rajasthan. The basic aim of the study is to examine the impact of age, gender, academic qualification, teaching experience and marital status like demographic characteristics on the teacher's teaching effectivenss and aptitude. Total 400 teachers of the primary level schools of Udaipur and Pratapgarh district participated in the research, in which 200 teachers were working in government schools and other 200 teachers were working in the self financed schools. The study concluded that demographic characteristics (Age, Gender, Educational Qualifications, Teaching experience and marital status) of a teacher are positively associated with the teacher's aptitude and teaching effectiveness. In order to investigate the relationship between the demographic characteristics of a teacher and teacher's aptitude and teaching effectiveness multiple regression analysis or test was performed.
.001a. Dependent Variable: Overall score for teaching aptitude and effectiveness
Beta
.338
.138
.126
.152
.087
1.911
8.564
2.312
2.028
2.081
3.224
B
.279
.301
.118
.100
.124
.087
Std. Error
.146
.035
.051
.049
.060
.027
Table 1.3 present the summary of multiple regression model tests. The R value is 0.874, this score or value shows the
relationship between the demographic characteristics (Age, Gender, Educational Qualification, Teaching experience and 2Marital Status) of a teacher and the overall score of the teacher for the teaching effectiveness and aptitude. R value represents
2the measurement of the variation in the result of predictors. Here R value is 0.763 which represent the variability in the
relationship between the demographic characteristics and the teaching effectiveness and aptitude is 76.3%. This variability
score confirms that researcher can include some more statements or dimensions in the study in order to eliminate or the list the 223.7% variability, but the statements or the dimensions should be able to represent the 23.7% variability. Adjusted R value
2shows that how efficiently and effectively the model was generalized and what is the probability that adjusted R value can be 2 2 2quite closer or similar to the R value. Here the difference between the adjusted R value and R value is (0.874-0.763=0.111)
11.1%. This value confirms that if the model sample is chosen from the population rather than the sample population then the
result may vary up to 11.1%, means there is 11.1% possibility of result deviation in the case of sample change.
Table 1.4: One Way ANOVA Table of Analysis of Teaching Effectiveness, Teaching Aptitude and Demographic Characteristics
ANOVA a
Model Sum of Squares df Mean Square F Sig.
1Regression 149.540 5 18.692 135.320
.000b
Residual 46.414 394 .138
Total 195.954 399
a. Dependent Variable: Overall score for teaching aptitude and effectiveness
b. Predictors: (Constant), age, gender, qualifications, teaching experience, marital status
Source: Primary Data
16
Source: Table 1.4 and 1.5
Thus from the accepted hypothesis it could conclude that all the personal charactertics of a teacher like age, gender, academic
qualification, teaching experience and marital status are positively associated with the teaching effectiveness and aptitude of
a teacher and these characteristics affect their teaching effectiveness.
H 1 : There is significant relationship and association in teachers' age and teaching aptitude and effectiveness.a
H 2 : There is significant relationship and association in teachers' gender and teaching aptitude and effectiveness. a
H 3 : There is significant relationship and association in teachers' academic qualification and teaching aptitude and a
effectiveness.
H 4 : There is significant relationship and association in teachers' teaching experience and teaching aptitude and a
effectiveness.
H 5 : There is significant relationship and association in teachers' marital status and teaching aptitude and effectiveness.a
Conclusions
The cronbach's alpha value of the 400 teacher responses for the teaching aptitude and effectiveness related statements was
.872 which represents good and positive correlation in between the collected data values. Out of 400 participated teachers 200
teachers were male and remaining 200 teachers were female. Total one hypothesis was established to examine the
relationship and association in between the personal characteristics of a teacher like age, gender, academic qualification,
teaching experience and marital status and their score of teaching effectiveness and aptitude of a teacher. The hypothesis was
examined by multiple regression analysis. The conclusions derived from the descriptive statistics of the multiple regression
tests are as follows:
1. R value was 0.874 which shows good and simplified relation in all the personal characteristics of a teacher like age,
gender, academic qualification, teaching experience and marital status and teaching effectiveness and aptitude score
of a teacher.
Figure 1.1: Result of Regression analysis
Source: Primary Data
Table 1.6: Status of Hypotheses Established to Examine Relationship between the Demographic Characteristics
of a Teacher and Overall Score of Teaching Aptitude and Effectiveness
S. No. Hypothesis Status
1.Ha: there is significant relationship and association in teachers’ demographic
characteristics and teaching aptitude and effectiveness.
accepted
Age (.338)
Overall Score of Teachingaptitude and effectiveness
2(R = 763)
Gender (.138)
Educational Qualification (.126)
Teaching Experience (.152)
Marital Status (.087)
22. R value was 0.763, which represent the variability in the relationship between the demographic characteristics and the
teaching effectiveness and aptitude is 76.3%.
23. Difference between Adjusted R value and R2 value was 0.111 which means that if the model sample is chosen from the
population rather than the sample population then the result may vary up to 11.1%.
4. F value is 135.320 and the Sig. value is .000 which confirms the significant relationship and positive association in
teachers' demographic characteristics and teaching aptitude and effectiveness.
5. Observed beta values are for Age is 0.338, for gender beta value is 0.138, for educational qualification beta value is
0.126, for teaching experience beta value is 0.152 and for marital status beta is .087, that all high values shows the
significance and positivity of relationship in teachers' demographic characteristics and teaching aptitude and
Kothari CR (2000), Research methodology :- Methods and techniques, Vikas publishing house.
Prakash, Chandra Jena (2012). Teaching Aptitude of Harijan Madhymik Vidyalaya Teachers in Relation to their
Teaching Competency and Organisational Climate. International Journal of Education and Psychological Research
(IJEPR), 1 (1), 19-29.
Shweta Tyagi (2013). “A Study of Teaching effectiveness of Secondary School Teachers in relation to their demographic
characteristics”. International Journal of Engineering and Innovative Technology. Volume 3, Issue 1, July 2013.
17
Banking Services Awareness amongst Women
in Udaipur (Rajasthan)Lokesh Mali*, Pradeep Sharma**
Introduction
Indian societies are one of the least banking aware societies in the world. Within this picture of social disadvantage, banking
awareness levels of women are further skewed towards the bottom. Furthermore, 60 percent of women are not educated in
urban India. Women with reference to banking awareness which widens considerably for corresponding figures for middle
school 26 percent for urban women and 17 percent for rural women the difference being much greater when compared to
Christian women (34 per cent). Only 8 per cent of urban women have banking awareness, compared to 60 per cent of metro
city women. Women in urban India are much worse off than their rural counterparts, not only in terms of their overall
educational status as citizens of India, but also in terms of their relatively poor educational status when compared to foreign
women. This trend is all the more alarming when this situation is compared to the advances in women education achieved at
the turn of the century. This educational disadvantage of women in communities mandates attention.
Banking Awareness of Women in Udaipur
The city of lakes, Udaipur is a lovely land around the azure water lakes, Udaipur is Kashmir of Rajasthan surrounded in
by Aravali Hills. Udaipur has very rich culture, and Udaipur is also known as land of Great Maharan Pratap and many
freedom fighters. Banking Awareness of women in Udaipur is not good because of lower educational status and
poverity, 60 percent women are not have proper knowledge about banking. Only 15 percent women are working in
Banks and 60 percent women have their bank account, it shows that women are not aware about banking services.
Abstract
The aim of this paper is to know banking awareness of women of Udaipur to find out what they most preferred banking services of banks. The research has been done in Udaipur City comprising a sample size of 500. This paper is attempts to find out customer satisfaction of women, its try to find out the problems which has been faced by women and clearly gives the suggestion for bank improvement. Banking sector is the back bone for the economic development of any country and women being a considerable part of the society. Women are playing a vital role in the economy of banking sector. The study is purely exploratory in nature and seeks to identify the awareness of Muslim women in both the Private and Public sector banks. Awareness of women as job-seekers to find jobs in banks more attractive and more suitable to their nature.
Table: Percentage of Women Customer in Banks of Udaipur
S.No.
Name of BanksTotal Percent of Women
Customer in BankPercentage of Total
Customer
1. SBBJ 30% 100%
2. S.B.I. 22% 100%
3. PUNJAB NATIONAL BANK 34% 100%
4. ALLAHABAD BANK 18% 100%
5. ICICI BANK 35% 100%
*Research Scholar, University College of Commerce & Management Studies, MLSU, Udaipur**Research Scholar, University College of Commerce & Management Studies, MLSU, Udaipur
18
Barriers to Women
This research paper gives clear fact of a range of barriers that are impeding women's education in banking. Almost half
of the women we surveyed (50%) said that barriers to development for women existed in their family. Some barriers are
from the birth of the women, become more visible as women progress in their careers. A third (40%) of women in roles
said they thought a glass ceiling existed for Muslim women's awareness, where they worked 66% of women in labour
roles.
Women needs for more female role models, and 45% of women cited a lack of female role models as a barrier to
women's development. Many women's interviewed added that they need role model so that they could recognize with,
rather than a senior woman who has 'given up everything' to get to the top.
Need of Banking Awareness in Women
Awareness is that type of social component which increases the collective consciousness among the people and
generates confidence in the industrial to face the problem confidently.
The status of women particularly demands to catch the issue for giving power to women. About 77% of the women's are
not looking with the economy. In banking the women 19% of the total workforce.
At present we have noticed many rules and programmes of the central Government and state Government for giving
power to women of country. But women's of India are disqualify and one sides at every stage of the society
A few women are engaged in banking and banking activities. So, they need economic power to stand on their own legs
on par with men. Other hand, it has been observed that women are found to be less literate than men. So the banking
awareness is very essential for women to their economic development.
Challenges of Women
Women are more biased in favor of male, nutrition and other opportunities. Women often internalize the traditional
concept of their role as natural thus inflicting an injustice upon them. Poverty is the reality of life for the vast majority
women in India. It is another factor that poses challenge in realizing women's empowerment.
There are several challenges of women for banking awareness
Religion
Poverty
Safety
Professional Inequality
Morality and Inequality
Household Inequality.
19
6. AXIS BANK 28% 100%
7. YES BANK 12% 100%
8. KOTAK MAHINDRA BANK 11% 100%
9. INDUSIND BANK 21% 100%
10. HDFC BANK 13% 100%
Source: Field Survey
Table 1: Women Awareness about Banking
Response N Percentage Mean Score
Highly Dissatisfied 300 61%
4.29Dissatisfied 100 19%
Neutral 20 4.00%
Satisfied 60 12% Standard Deviation
Highly Satisfied 20 4%
0.692Total 500 100.00
Result Highly Satisfied
Source: Statical Analysis
Analysis regarding overall satisfaction level about women's perception about bankingThe table 2 presents the analysis overall satisfaction level about women's perception about banking
Objectives of the Research
The proposed study has following objectives:-
The Objectives of the study are:
1. To determine bank women's awareness about banking.
2. To find out the attitude of women's towards Banking.
3. To measure the satisfaction of women to the banking and identify the influencing factors.
4. To understand the women's perception about banking.
Study Area
Udaipur (Rajasthan) is the study area. Udaipur is multi-linguistic, multi-ethnic, multi-religious and multi-cultural. This
diversity makes it more attractive for this research. Besides, the Udaipur, though big in geographical area, has branches
of all leading commercial and private banks.
Research Methodology
The study included with primary as well as the secondary and other qualitative inputs that directly measure the
Awareness of Banking Services Amongst Women In Udaipur (Rajasthan). Research has to rely hereby on the field
survey techniques, i.e. questioners, interviews and observations as well as published and unpublished reports &
records, journals, periodicals, newspapers and magazine to collect primary and secondary data.
Analysis and Interpretation
Women awareness about banking.
Majority of respondents (Percentage= 61%) are highly dissatisfied with women aware about banking and 20%
respondents dissatisfied. 19% respondents are neither satisfied nor dissatisfied while 12% respondents are dissatisfied
with the women aware about banking. The average score (4.29) has projected high satisfaction of respondents.
20
Findings of the Study
It is found from this study that, to increase knowledge among women's, bank should highlight and conduct special
women's awareness programs to make Banking knowledge more popular among women's. Bank should develop help
centers nearby woman approaches place like cinema theatres, markets etc. Most of the respondents like E-banking
services provided by bank. But they hesitate to use because they don't know how to use it in correct manner. Banks
should try to give proper training, or other solution to solve this problem and it should try to improve their service level.
Suggestions
Awareness regarding the women's, to the banks should be increase.
The women should be informed that banking services.
The banks should expand the core banking solutions, clearing services, facility credit
Conclusion
No doubt, women have been effectively contributing to Banks. The study found women not using banking properly as
compare to men. Maximum number of the women having saving bank accounts in regional banks not in commercial
banks .Awareness regarding banking services being provided Banks is minimum. The dissatisfaction from various
service activities followed by Banks such as requirement of women. Moreover the banks should make provision of
more services under the Information Technology as per the requirements of women. Banks should be encouraged to
take up banking activities by giving them proper guidance and developing their business skills.
References
Acharya Shreekar P. “Evaluation of performance of Woman Urban Co-operative Banks In Banglore District- An
Application Of Camel Approach” Social Science Research Network. 7 Aug. 2013
Allen, B. (2003), “The Economic Effect of Technological Progress: Evidences from Banking Industry”, Journal
of Money Credit and Banking, Vol.35, No.2, pp 141-178.
21
Table 2 : Overall Satisfaction Level about Women's Perception about Banking
Level
Hig
hly
D
issa
tisf
ied
Dis
sati
sfie
d
Un
dec
ided
Sati
sfie
d
Hig
hly
S
ati
sfie
d
Total
Top class family f 23 25 26 15 1 90
% 24.4% 28.9% 30.0% 15.6% 1.1% 100.0%
Middle class familyf 30 29 41 7 3 120
% 25.8% 31.7% 34.2% 5.8% 2.5% 100.0%
Lower class familyf 35 37 46 32 0 150
% 23.3% 24.7% 30.7% 21.3% 0.0% 100.0%
Totalf 88 101 114 53 4 360
% 24.4% 28.1% 31.7% 14.7% 1.1% 100.0%
Chi-square 16.414
df 8
Significance Significant at 0.05 level
Attanasio, O. and K. Kaufmann (2009), “Educational Choices, Subjective Expectations, and Credit
Constraints,” NBER Working Paper No. 15087.
Chou, S., Liu, J., Grossman, M., and T. Joyce (2010), “Parental Education and Child Health: Evidence from a
Natural Experiment in Taiwan,” American Economic Journal: Applied Economics 2(1): 33-61.
Deb, K. (1998), Indian Banking Since Independence, Ashish Publishing House, New Delhi.
Dewan, S. and Kraemer, L. (1998) “International Dimensions of the Productivity Paradox”, Communication of
ACM, Vol.41, No 8, pp 56-63
Edmonds, E. (2005), “Does Illiquidity Alter Child Labor and Schooling Decisions? Evidence from Household
Responses to Anticipated Cash Transfers in South Africa,” Forthcoming in the Journal of Development
Economics
Ekata, G.E. (2012), “The Relationship between IT Expenditure and Financial Performance of Nigerian
Commercial Banks”, Doctor of Management Dissertation in Organizational Leadership, University of Phoenix,
USA
Farrell, D. (2003), “The New Real Economy”, Harvard Business Review, Vol.10, No.81, pp 104-113.
Floyd E Egner(2008), “The Electronic Future of Banking: Succeeding in the New Electronic Age for
st James (1999), The Virtual Banking Revolution-The Customer, the Bank and the Future, 1 ed., International
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Swaminathan Lata (2010). “Tacking Urban Poverty-Microcredit through Mahila Urban Co-operative Banks”.
Journal of Commerce and Management Thought. Vol.1. Iss.1 pp. 36-47
22
Empowerment of Rural Adolescent Girls for Quality Life
Dr. Gaytri Tiwari*, Dr. Ruchi Galundia**
Introduction
India has the largest number of children in the world. There are an estimated 105 million adolescent girls in the age
group of 10-19 in India. A large population in India lives in villages where women have important roles to play at home,
farm and allied fields. An adolescent girl in rural areas is required to have skills, attitudes and personality to function
well in today's challenging environment, adjust accordingly and preparing herself for multifaceted roles at present and
in future.
Though constitution of India has given equal rights to men and women, yet despite of various efforts the girl child in the
country still suffer from several disadvantages. It has been observed that because of their limited exposure,
opportunities and other constraints in rural areas, girls are not functioning up to their fullest for which they need sound
footings and inputs. At various levels, goals have been set for empowerment of adolescent girls and no doubt to a certain
extent improvements have taken place but we have to do and achieve a lot for fulfilling the targets. Situational analysis
of rural adolescent girls clearly indicates a dire need to empower them. Present study, which is a part of All India
Coordinated Research Project in Home Science aimed at empowering the rural adolescent girls for quality life through
capacity building in the aspects of communication, decision making, interpersonal relationship, and self-esteem.
Methodology
Locale- The study was conducted in the five villages of Udaipur district in Rajasthan which were adopted under All
India Coordinated Research Project in Home Science viz Bhoio ki pancholi, Dangio ki pancholi, parakhet, Kanpur
kheda and Kharbadia.
Sample- Sample consisted of 150 rural adolescent girls in the age group of 11-18 years who were selected randomly
from five villages (30 from each village).
*Scientist and Technical Coordinator, AICRP (All India Coordinated Research Project), ICAR, Department of Human Development & Family Studies, College of Home Science, MPUAT, Udaipur
**Senior Research Fellow, AICRP (All India Coordinated Research Project), ICAR, Department of Human Development & Family Studies, College of Home Science, MPUAT, Udaipur
Abstract
The objective of the present study was empowering rural adolescent girls through capacity building in four aspects i.e. communication, decision making, interpersonal relationship and self- esteem for their quality life. For the purpose a sample of 150 adolescent girls in the age group of 11-18 years was selected randomly from five villages of Udaipur district (30 from each village). At the beginning of the study a pretest was administered to assess the pre interventional level of girls then they were subjected to interventions before each of the two post tests. A few months gap was given between two tests. For data collection interview schedules constructed by All India Coordinated Research Project team and a standardized scale were used. For data analysis, means and standard deviations were calculated. Lectures, demonstrations, film shows, stories, role plays, competitions etc were part of the interventions. Results revealed that majority of the girls had poor decision making abilities and communication skills. All the girls had average interpersonal relationship and self- esteem at all the testings. As a result of intervention inputs pretest mean scores showed an increase at post test I and II in all the aspects of the study. Though girls showed some improvements but results clearly indicate the dire need to empower them.
*Librarian R.C. College of Commerce, Ahmedabad**Head Teacher, Primary School, Gandhinagar
28
Intermediate participation rates (19-30 percent) are found in Southern Europe (except Cyprus), South
America, and the Asia/Pacific region.
According to the two surveys above, the vast majority of young adults in Europe believe in God, but they do not regard
God or religion as very important and are unlikely to participate in religious groups in adolescence. The Religion
Monitor reports, levels of spirituality and religiosity that are higher than those found on average for European countries
in the World Values or the Young Europeans surveys. This review of international representative data on spirituality
among youth, while limited by a lack of comparability of the various data sources and definitions, suggests further
research.
Definition of Terms
Spirituality
Spirituality is a 'core set of beliefs and experiences about our relationship to the universe and our place within it. It is
common to all of us but personal to each and as such does not lend itself readily to scientific enquiry'.
Pharmacy Students
Studying in Pharmacy Colleges of Mehsana Taluka are Pharmacy students.
Objectives of the Study
1. To study the spirituality among the pharmacy students of Mehsana taluka.
2. To compare the spirituality among the pharmacy students of mehsana taluka on basis of gender.
Questions of the Study
1. What level of spirituality has the pharmacy students of Mehsana taluka?
2. Are there any significant differences in spirituality of the pharmacy students of Mehsana taluka on basis of
gender?
Methodology of the Study
The methodology of the study comprises of tool, sample, sources and research method. Let the look at the details of
each. The survey method of descriptive type research has been employed for the present study.
Tools
For the present study, researchers have obtained tool through net (personality inventory devised by Washington
university psychiatrist Robert Cloninger, author of feeling good: the science of well-being). After some modification
tool was used for data collection.
Scoring
Give one point for each TRUE answer and zero points for each FALSE answer.
14 and above = highly spiritual, a real mystic
12-13 = spiritually aware, easily lost in the moment
8-11 = spiritually average; could develop more spiritual life if desired
6-7 = a practical empiricist lacking self-transcendence
1-5 = highly skeptical, resistant to developing spiritual awareness
Sample of the Study
The cluster sampling technique has been employed for the present study. The Sample comprises of students of four
pharmacy colleges of Mehsana Taluka. In the sample, there are 35 male students and 43 female students. The Details of
the sample is given below:
29
1-5
6-7
8-11
highly skeptical, resistant to developing spiritual awareness
a practical empiricist lacking self -transcendence
Analysis Techniques:
For the analysis of data, percentage and chi-square test was used.
Finding of the Study:
The following table presents the level of spirituality among Pharmacy students of Mehsana Taluka.
Above table: 2 explain the level of spirituality among pharmacy students of Mehsana Taluka. It is found that 20.51%
pharmacy students are highly spiritual, 30.77% pharmacy students are spiritually aware, 35.90% pharmacy students are
spiritual average, 12.82% are empiricist and 0% Pharmacy students are high skeptical.
Table: 2 Frequency of Pharmacy Students with respect to Level of Spirituality
Sr. No. Score Interpretation of ScoreNo. of Pharmacy
StudentsPercentage
1 14 and above highly spiritual, a real mystic 16 20.51 %
2 12-13 spiritually aware, easily lost in the moment 24 30.77 %
spiritually ave rage; could develop more spiritual life if desired
Total
35.90 %
12.82 %
0 %
100 % 74
0
10
28 3
4
5
20.00 % 39.53 %
20.93 %20.00 %highly spiritual, a real mystic
No. of Pharmacy Students
12-13
Table:3 Frequency of Pharmacy Students with respect to Level of Spirituality on basis of Gender
Sr. No.
1
2
Score
14 and above
Interpretation of Score
Male Female Male Female
Percentage
7 9
177spiritually aware, easily lost in the moment
30
Table: 1 Sample of the Selected College
Gender
M F
35 43
78
Sr. No.
1
2
3
Thickeners Used: Mango kernel gum (2.5%) ( 5%)
Preparation of Printing Paste
Extracted natural dye - 5ml.concentrated solution
0 % 0 %
13.95 %
17 11 48.57 % 25.58 %
highly skeptical, resistant to developing spiritual awareness1-5
6-7
8-11 3
4
5
spiritually average; could develop more spiritual life if desired
a practical empiricist lacking selfnscendencetra
11.43 %64
00
1001004335Total
4.667
3
Not significant
Chi-square
df
Significant
On the basis of gender, it is found that there is no significant difference among the pharmacy students of Mehsana taluka on basis of gender.
Conclusion
This study observed that majority of pharmacy students is spiritual aware and it is also found that no pharmacy students have resistant to developing spiritual awareness. It is found that there is no significant difference among the pharmacy students of Mehsana taluka on basis of gender.
Wong, Yuk-Lin Renita; Vinsky, Jana (2009), "Speaking from the Margins: A Critical Reflection on the 'Spiritual-but-not-Religious' Discourse in Social Work", British Journal of Social Work (2009) 39, pp.1343-1359
Is there a connection? Journal of Organisational Behavior, 29(2). 171-192.
Parkes, L.P. & Langford, P.H. (2008). Work-life balance or work-life alignment? A test of the importance of
work-life balance for employee engagement and intention to stay in organisations. Journal of Management &
Organisation, 14(3).
Rothbard, N. (1999). Enriching or depleting? The dynamics of engagement in work and family. Dissertation
Abstracts International US: University Microfilms International, 59 (10-A).
Saks, A.M. (2006). Antecedents and consequences of employee engagement. Journal of Managerial Psychology,
21(6).
Shaw, K. (2005). An engagement strategy process for communicators. Strategic Communication Management, 9(3).
Wayne, J. H., Musisca, N. & Fleeson, W. (2004). Considering the role of personality in the work–family experience:
Relationships of the big five to work–family conflict and facilitation. Journal of Vocational Behavior, 64(1).
43
Table 1a: Reliability of the Data – Employee Engagement
Table 1b: Reliability of the Data – Work Life Balance
Table 2: Correlation of Scales
EMPLOYEE ENGAGEMENT
Sub -scales Overall
n= 89
Female
n=53
Male
n=64 Rank Mean Rank Mean Rank Mean
Alignment of efforts with strategy
Empowerment
Teamwork & Collaboration
Development Plans
Support & Recognition
Satisfaction & Loyalty
3.85
4.06
3.54
3.71
3.69
3.66
2 1 6 3 4 5
3.75 3.8 3.65
3.69
3.81
3.63
3 2 5 4
1
6
3.79 3.9 3.6
3.7
3.76
3.64
2 1 6 4 3
5
44
Cronbach's Alpha
Cronbach's Alpha Based on Standardized Items N of Items
.946 .940 20
Cronbach's Alpha
Cronbach's Alpha Based on Standardized Items N of Items
.993 .994 15
EE WLB
Employee Engagement Pearson Correlation 1 .790**
Sig. (2-tailed) .000
N 89 89
Work Life Balance Pearson Correlation .790** 1
Sig. (2- tailed) .000
N 89 89
Table 3: Ranking of Sub-scales (Employee Engagement)
Table 7: Work Life Balance between GenderANOVA
.006 1 .006 .013 .910
41.582 87 .478
41.588 88
Sum of Squares df Mean Square F Sig.
Between Groups
Within Groups
Total
Table 5: Employee Engagement between GenderANOVA
Table 6: Employee Engagement between Marital StatusANOVA
.061 1 .061 .176 .676
30.148 87 .347
30.209 88
Sum of Squares df Mean Square F Sig.
Between Groups
Within Groups
Total
.022 1 .022 .063 .803
30.187 87 .347
30.209 88
Sum of Squares df Mean Square F Sig.
Between Groups
Within Groups
Total
Table 8: Work Life Balance between Marital StatusANOVA
Sum of Squares df Mean Square F Sig.
Between Groups .003 1 .003 .004 .949
Within Groups 54.469 87 .626
Total 54.472 88
45
EMPLOYEE ENGAGEMENT
Table 4: Ranking of Sub-scales (Employee Engagement)
Sub -scales Overall
n= 89
Female
n=25
Male
n=64 Rank Mean Rank Mean Rank Mean
Alignment of efforts with strategy
Empowerment
Teamwork & Collaboration
Development Plans
Support & Recognition
Satisfaction & Loyalty
3.79
3.84
3.62
3.66
3.74
3.64
2 1 6 4 3 5
3.78 4.06 3.56
3.79
3.83
3.64
4 1 6 3
2.
5
3.79 3.9 3.6
3.7
3.76
3.64
2 1 6 4 3
5
Introduction
Currently men are playing an increasing role in the care of their children in the private sphere and this has increased at a much faster rate than the increase in time that women spend with their young children and they are now responsible for around one third of all child-care activities. However, this increase of involvement is not reflected in a growth in the number of men in the childcare workforce. It appears from observational evidence that when men set foot in early year's settings as fathers, their role is often restricted to gender appropriate activities such as doing jobs around the setting or being involved in outdoor games and construction play. However, evidence suggests that children do better educationally, psychologically and socially when their fathers are involved with them. Research has also indicated that it is not just the amount of time that the father spends with his child that is beneficial, but that the qualities of interactions are of central importance (Lamb & Tamis-Lemonda, 2004).
To understand the nature of father-child relationships within families, a multilevel and dynamic approach is required. Multiple levels of analysis are necessary in order to capture the individual, dyadic and the family unit aspects of operation within the family itself as well as to reflect the embeddedness of families within a variety of extra familial social systems. The dyadic quality reflects the multiple developmental trajectories that warrant consideration in understanding the nature of families in children's development (Parke and Stearns, 1993).
A study conducted by Bittman (2004), estimated that although recently men have shown a willingness to spend more time with their children, change has been very slow and the proportion of men assuming equal responsibility is currently very small.
A Gender Comparison of Paternal Involvement
in Child Rearing
Sonali Kartik*
*Research Scholar, College of Home Science MPUAT, Udaipur, Rajasthan.
Abstract
In the past few decades, enormous changes have occurred in gendered divisions of household activities and child care across many countries with a growing consensus that there is a slow but steady pace of change in gendered division of time and tasks, but one that is combined with a puzzling persistence of gender differences in parental care giving responsibilities. Due to changing social conditions, both the desire and demand for father involvement is high in Indian society. Indian fathers, the majority of whom are moderately involved, can play a key role in ensuring the healthy development of their children by increasing their involvement in the right direction. Since fathers in India have the power to make decisions in the family, society, and schools can seek partnerships with them to advocate for the well-being of the nation's children and involve them in ensuring a gender-equitable and democratic family life. Several factors have contributed to an increased interest of fathers in child care activities, such as including changing societal conceptions of parental roles, increased rate of maternal employment, shifts in the demographic profile of modern families and policy debates over the well-being of children as well as a growth of body of literature outlining the positive impact of father's involvement on child development. Biological status, age, number, and gender composition of the child in the household are found to be related to father's involvement. The current research is an attempt to assess the level of father's involvement in selected child rearing activities of their male and female preschool children keeping the ethical considerations in mind. The widespread recognition of father's influence may help motivate many men to become more involved in nurturing child care that increased involvement benefit both for mothers and children. The evidences supports that mothers are more effective when fathers are both supportive and nurturing and children are major beneficiaries when they are raised by warm, loving mothers and fathers.
Keywords : Father's Involvement, Child Rearing Activities, Male and Female Preschool Children.
46
Since fathers in India have the power to make decisions in the family, society and schools can seek partnerships with them to advocate for the well-being of the nation's children and involve them in ensuring a gender-equitable and democratic family life.
The contemporary socio cultural climate has fueled an increasing interest in fatherhood and the role of fathers in families. There is growing interest in the role of fathers in children's development and rearing. (Lamb et al., 1987 ; Palkovitz, 1997) have emphasized the factors of interaction (direct engagement), accessibility (physical and psychological presence of availability), and responsibility (indirect childrearing tasks such as planning and scheduling), and a number of other aspects that reflect the nature (e.g. cognitive, emotional) of fathers involvement.
Due to changing social conditions, both the desire and demand for father involvement is high in Indian society. Indian fathers, the majority of whom are moderately involved, can play a key role in ensuring the healthy development of their children by increasing their involvement in the right direction. Demands on fathers to participate more actively in the rearing and socialization of their children have existed for some decades. These demands, nonetheless, have intensified in recent years across all social sectors. Now a days, young fathers generally help mothers with child rearing, particularly during the first months and years of the child. The scientific journals, as well as the social media, are filled with information reporting the importance of the father. There has never been any questions regarding father's importance in their children's lives; moreover, majority of studies affirm that an involved father can play a crucial role particularly in the cognitive, behavioral and general health and well-being areas of a child's life. However, researches regarding gendered differences in fathering are still lacking. Against this backdrop, the study envisaged with the following objectives:
- To assess the level of father's involvement in selected child rearing tasks of male and female preschool children.
- To find out the difference in the level of father's involvement in child rearing activities with male and female preschool children.
Research Methods
The present study was conducted in Udaipur, a city of Rajasthan. The total sample consisted of 120 fathers, out of which 60 fathers were having boys between 2-6 years of age as their index child and 60 fathers were having girls between 2-6 years of age as their index child belonging to families having Rs.2,00,000 to Rs.8,00,000 as their annual family income.
Paternal Involvement Inventory constructed by Singh (2007) was used to assess fathers' involvement in child rearing tasks of their 2-6 years old children. The inventory consists of close-ended questions, seeking responses on direct involvement of fathers on four point scale regarding selected child rearing tasks which were health promoting tasks, toilet training tasks, tasks promoting physical skills, tasks pertaining to satisfaction of emotional needs and tasks pertaining to promotion of social skills and discipline. Questions were framed concerning the major aspects of father's involvement in the selected aspect of involvement namely: Grooming, Sustaining the learning and Future Orientation. Z-test (Large sample test) for difference between two means was administered to compare the means of two populations i.e. to compare the level of father's involvement in child rearing activities of male and female preschool children.
Fig. 1: Distribution of the Sample
RAJASTHAN
UDAIPUR
Total Sample = 120 fathers
Fathers having boy as index child (n=60)
Fathers having girls as index child (n=60)
47
ribution of sample is shown in fig.1
Research Findings and Discussions
There are a number of factors that influence the degree to which fathers are involved with their children. As studied by Pleck (2010) fathers with more gender egalitarian practices are actively involved in parenting especially with children under preschool age.
Scholars have suggested that gender inequalities in child care might be reduced when women are employed as maternal employment may bring fathers to compensate for their wives' time pressures by increasing the child care output for children of both the sexes (Raley et al. 2012).
The results of the present study as well as relevant discussions have been presented under the following subheads:
Socio-personal characteristics of the respondents
In every study, it is essential to know the background information in which the research investigation has been conducted as the personal and familial details of the respondents bring out their characteristic features.
At the time of present investigation majority of the fathers belonged to the age group of 25-35 years with good educational qualifications i.e. graduates and occupationally placed at government sectors having at annual family income under the range of Rs.2,00,000 to 4,90,000. 60 per cent fathers of male preschool and 63.4 per cent fathers of the female preschool child were having children under 2-4 years of age. Majority of the wives were not working although they were well educated i.e. graduates.
Assessment of the level of father's involvement in selected child rearing tasks of male and female preschool children:
Table 1, depicts the level of father's involvement in selected child rearing tasks of male and female preschool children.
Table-1: Percentage Distribution of the Level of Paternal Involvement in
Selected Child Rearing Tasks of Male and Female Preschool Children
N=120
S.No.Child Rearing
Task
Level of
involvementGrooming
Sustaining the Learning Future Orientation
BOYS(n=60)
GIRLS(n=60)
BOYS(n=60)
GIRLS(n=60)
BOYS(n=60)
GIRLS(n=60)
1. Healthy habits
HIGH
HIGH
HIGH
HIGH
HIGH
96.5 89.5 94.5 89.5 95 88
MEDIUM
MEDIUM
MEDIUM
MEDIUM
MEDIUM
3.3 8.3 3.34 10.5 3.34 3.34
LOW
LOW
LOW
LOW
LOW
- 1.67 1.67 - 1.67 86.5
2. Toilet Training
91.5 91.5 93 91.5 83 86.5
8.34 8.34 6.67 1.67 16.6 6.67
- - - 6.67 16.6 6.67
3. Physical Skills
96.5 95 86.5 91.5 80 68
3.34 5 10.8 8.3 20 11.67
- - 2.5 - - 20
4.N
Emotional
eeds
54.5 54.5 88 83 68 78
45 45 11.67 16.67 28.33 15
- - - - 3.34 6.67
5.
Social S kills and Discipline
33 71.5 90 78 68.3 93
65 26.67 10 21.6 28.3 3.34
1.67 1.67 - - 3.34 3.34
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From table 2, it is evident that there is no significant difference between the level of father's involvement in child rearing activities with male and female preschool children as calculated value of 'Z' is less than tabulated value of 'Z' at 0.05 percent level of significance. From the above results it can be concluded that this non significant difference could be due to the constantly changing global ecosystem and its biological and cultural diversity. Changes have occurred in every aspect right from changes in legislation to gender roles and fathers at present are equally involved in child rearing activities of their male and female preschool children and taking on a parental role equal to that of women.
Conclusion
On the basis of the findings it is indicated that Indian fathers are ready to participate in any activities which are related to family life. Their role has consequently changed and even in the family they are showing concern by participating in activities like promoting healthy habits, toilet training, promoting age appropriate physical skills, fulfilling the emotional needs and socializing children that were once considered as prime responsibilities of mothers. Fathers at present are equally involved in child rearing activities of children belonging to both the sexes (i.e. boys and girls) showing androgynous behavior and reflecting a healthy trend of gender equality. Fathers are emerging as an active participant in raising children and providing a unique contribution to the development of the children.
References
Bittman,M.2004. Parenting and employment:What time-use surveys show. The social organization of care. London: Routledge . pp. 152–170.
Lamb, M.E., Pleck, J.H., Charnov, E.L., Levine, J.A. 1987. A biosocial perspective on paternal involvement. Parenting across the lifespan: Biosocial dimensions. New York. pp.111–142.
From table 1, it can be concluded that fathers of preschool boys and girls were found to be highly involved in promoting healthy habit which is in line with the study conducted by Saraff and Srivastava (2008) who reported that fathers think it is their duty to create a conducive environment for their children's growth and address their children's health needs. High involvement was also observed in promoting toilet training and age appropriate physical skills. Moderate involvement was observed in grooming aspect of promotion of age appropriate emotional needs and social skills and discipline. Moderate involvement was also observed in fathers of preschool boys regarding future orientation aspect of promoting age appropriate emotional skills. Mother and fathers are both important in proper development of children; therefore, gender role redefinition in parental role is required instead of lamenting the passing of the good provider model and trying to reclaim a nostalgic vision of responsible fathers and soft patriarch. It is important to study and promote a wide range of fathering styles and focusing on those activities that reflect a healthy trend of gender equality. To find out the difference in the level of father's involvement in selected child rearing activities of male and female preschool children Z- test for difference between two means was administered to the subjects. Table 2, depicts the values of the Z-test calculated for the fathers of male and female preschool children.
Comparison of the level of father's involvement in child rearing activities of male and female preschool children (2-6 years):
Table 2, depicts the values of the Z-test calculated for the fathers of male and female preschool children.
Table-2: Comparison of the Level of Father's Involvement in Child Rearing Activities of Male and Female
Preschool ChildrenN=120
0.3792
0.5257
3.6707
3.55Fathers with eldest female child
Fathers with eldest male child
Sex of the child Mean Standard deviationS.No. Z-values
1.4424
(NS)
NS= Not Significant
1.
2.
49
Lamb, M., and Tamis-Lemonda,S., 2004.The Role of the Father: An Introduction. The Role of the Father in Child Development (4th edition). New Jersey: John Wiley & Sons.
Palkovitz, R., 1997. Reconstructing involvement: Expanding conceptualizations of men's caring in contemporary families. In: Hawkins AJ, Dollahite DC, editors. Generative fathering: Beyond deficit perspectives. Sage; Thousand Oaks, CA: pp.200–215.
Parke, R., and Stearns, P., 1993. Fathers and Child Rearing, New York: Cambridge University Press.
Pleck, J., 2010. Male Roles and the Male Experience: Introduction. Journal of Social Issues, 34:1-4.
Raley, S., Bianchi, S.M., Wendy W., 2012. Mothers' Economic Contribution and Fathers' Involvement in Child Care. American Journal of Sociology, 117:1422-1459.
Singh, A., 2007. An exploratory study on the paternal involvement in child rearing during the expanding stage of family life cycle. Unpublished M.Sc. thesis submitted to College of Home science, Maharana Pratap University of Agriculture and Technology, Udaipur, Rajasthan.
Saraff, A. and Srivastava, H. 2008. Envisioning fatherhood: Indian fathers' perceptions of an ideal father. Journal of Population Review, 47:146-158.
50
Integral Development for Wholesome LifeDeveloping Mindset of Children by Imparting Ethics,
The whole some development is a comprehensive process to help for personal and professional growth, which make person or children stronger and more confident , especially in controlling their life and claiming their rights to achieve success and fulfillment in 12 key areas of life like education, marriage, community, emotion, sexuality, finances, health, recreation, nature and spirituality. The concept of development is measured is physical terms i.e. increase in height and
Abstract
In a context of India there is a need for imparting value-based education with a spiritual bent of mind in educational institutions to churn out good citizens. Imbibing the qualities of good conduct, self-confidence and high values would help students earn a significant place in society. Education without values is like a flower without fragrance. Students should realize that character building is equally important as career building. A good character in life is ultimate thing that stretches person's self-realization. Therefore, students should learn not just from their curriculum, but from other spheres too to widen their knowledge base to emerge as bright citizens of the future. Mere ambition to excel in life was not enough, and value-based education must be imparted to help students emerge as leaders in their chosen fields.
This article is useful to educational institutions, government and parents to impart value-based education from all fronts to make good citizens for the nation. However even from the west developed approaches, Indian education has remained silent or resistant to adapt many novel approaches but as the era of modern education system has developed in India it was found that bulk of people were far away from education. Moral science is taught in schools as a subject but teachers indeed have to develop morality of students by various activities, interaction and correction. When children are developed and educated with moral and ethnic values, we are sure to build youngsters bloomed with ethical standards. These youngsters are builders of society with ethics and values.
It is a great challenge for thinkers, teachers and sociologist to develop the society for well-beings therefore this paper in need of an hour. Children should be treated and turned to get a super mental consciousness and its realization; it is achieved by development and spiritualization. Stress should be to teach complete devotion in god, the faith and to reject negative powers. The concept of education is to make child a well being. Emotional development is one of the educationally significant and important aspects of human growth and development; it is a recognized fact that emotion plays a vital role in the process of learning.
Success in life depends as much on balanced emotional attitude as on knowledge and spirit. Morality is practical which must be expressed in behavior and not in words. Foundation of moral virtues are build at home like truthfulness, honesty, compost of brute passions, fair dealings, sincerity, justice, temperance and non-violence. Through participation in social interaction in family and school, the child acquires many social virtues such as cooperation, good will, mutual understanding, self discipline etc. This paper track is to develop the mind of children and parents for develop their value base and spiritual education. Indian education system shares the responsibility of weakening spiritual and moral education in India along with the academicians. The dismal picture that we arrive in this paper with regard to develop mind of children by imparting ethics and values; Spiritualization in India should be cause of concern for all of us and we assume it would generate the debate for further exploration.
Keywords : Integral Development, Wholesome Life, Ethics Values, Spiritualism
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weight; economical development is measured by increase money and property; educational development is measured by the degrees acquired; but we need to have some others access for the development for wholesome life which is eternal peace, happiness and contentment i.e. sign of healthy life.
Medical treatment is given after the disease is caused but precautions can be taken to protect the body by eternal process of meditation and prayers which is called development of 'soul' and 'mind'. To have mangoes from nature we have to plant mango trees in the same way to have healthy citizens, seeds of 'ethnic values' should be sown in the early age of children, so that fruits of it are visible even after the maturity of body and thought. As we see the negative thoughts and activities are more prevalent in youngsters like eating tobacco, intake of alcoholic drinks, committing suicides, robbery due to unemployment and so on these things can be avoided by imparting ethics, values and spiritualism during their schooling.
Spirituality is an important dimension of the holistic development of children, much like autonomy, resilience and responsibility. Unfortunately, it often remains as a forgotten area in early childhood education in many cultures. Many people simply could not articulate the concept of spirituality concretely and some may confuse it with religion. Sokanovic and Muller pointed out that the definition of the term 'spirituality' has little consensus of opinion throughout society, and has even, in specialized fields such as education, academia and religion sectors, various definitions. To explore the specific meaning of spirituality would be not only meaningful but it is of great significance for our understanding, of the tenet of early childhood education and the national curriculum of India.
In the context of India, 'spiritualism' is the word not related to any religion but it itself is a religion. Hence it should be inculcated within children at home and school. There is always a question that if information can be easily gathered from guides and internet then why schools? It is only because it teaches children how to live in a bigger society and how to accommodate in a larger world. This is a place which can be referred as 'temple'. Here a child may sing the prayer song for twelve years like “Listen to your heart keep seeking, listen, to the constant speaking listen, to the spirit calling you” but may not have experience the essence of words which spoke to him. Children should be developed to find the pathways for the work god has created them and simply should not run behind materialistic world. In this case they are just costly flask with artificial flowers, they should be taught to bloom where they are planted, and that means to open their eternal natural fragrance of mind with ethical values like devotion, truthfulness, generosity, cooperation, hard-work, sacrifice and spiritualism.
Spirituality is also a frequently discussed topic in many philosophies of early childhood education. For example, spiritual self or inner spirituality is recognized by Froebel and Pestalozzi (Froebel Web, 2014; Bruehlmeier, 2014) while spiritual development is further explored and integrated in teaching practices. Therefore, the task of this paper is to try to define the term 'spirituality' in the context of early childhood education and explore spirituality as presented in the work of two early childhood theorists. Later, this paper will also critically examine the aspect of spirituality in my own childhood education in India and in relation to other contexts this paper also more talks about the empirical evidence through different illustration.
Context of Child Education Philosophy and Spirituality
History shows that the most primitive tribes viewed education as a means for securing social solidarity and uniformity. For this instructions in certain exercises were imposed on children under the guidance of the 'wise men' of the tribe. During the medieval period education was used to serve political and religious ends. The Renaissance effected a change in the whole outlook of life and education was regarded as a means for independent personal culture and individual development. At first the Reformation was a continuation of the best educational influences of the Renaissance.
Etymological meaning of Education the Latin word 'Educatum' means to train. 'E' means from inside and 'Duco' means to draw out, to lead out or to bring up. By combining the two educations comes to mean to draw from within. Education is a process which draws from within. Each child is born with some innate tendencies, capacities and inherent powers. Education draws these powers out and develops them to the full. Latin words 'Educare' and 'Educere' mean to bring up, to lead out and to develop etc. In this way the word education means to develop the inborn qualities of a child to the full.
Today's context of education for children like children should be taught to extend, change or give new meanings to experience in educating; we are concerned to integrate thinking, feeling and acting. The education process generates 'human capital', it adds value and it creates value. When a teacher gives an idea to a student and the student in response
52
gives another idea to the teacher, both have gained an idea but neither has lost one. When your values generate values, as love creates love, as education begets the educated and they become educators. Value making has a multiplier effect.
Need for the Philosophical Foundations of Education Progress of human civilization is the product of education, but the answer to every educational question is ultimately influenced by our philosophy of life. Philosophy against us with values in life and education tells us how these values can be realized, thus 'philosophy' and 'education' are closely inter-related therefore this will bring some aspects of philosophy which may be termed as foundations or basis of education. The context of Indian philosophy is based on that life is a journey from- ignorance to knowledge attainment and darkness to light. For this concept spiritualism is must. Ancient Indian education system lays stress on 'yoga' the spiritual union of individual soul with the universal soul. It is the spiritual effort to attain perfectness through the control of body, senses and mind.
Overall spirituality is a very important dimension of the holistic development of children in the context of early childhood education. Its importance has been gradually recognized and valued by educators and philosophers. As Montessori believes, modern societies, due to their pervasive materialism, have neglected the spiritual forces that animate the human being, and our institutions, particularly schooling, have become repressive and damaging, turning people into slaves of the machine rather than cultivating their spiritual sensitivity. Contexts, the spiritual dimension of childhood education still remains rather neglected or suppressed in India, due to historical reasons, a different educational culture, and the current development status
Importance of Ethics and Value of Education
Ethics can be followed in business, ethical standard for society, public morality, professional ethics and human values, natural and social ethos, ancient value and cultural heritage, gender issues and ethics, innovation and entrepreneurship, knowledge management and ethics in civic life. Ethics in profession in general, including social work are gaining deeper appreciation for the role of spirituality in the helping process. Taking into account both the child's spirituality in the assessment process as a source of strength, resources, the teachers and workers, spirituality reflects on how he or she approaches ethics and values.
The value of education is that it places the child's life in a spiritual perspective. No one can be confronted with the cosmic miracle and not see that there is more to life than our everyday experiences. Fast foods, designer sneakers, video games and sports heroes all pale beside the wonder of the universe. The two terms frequently appear hand in hand but it may prove helpful to have a working definition of the terms 'ethics and values'. Corey, Corey and Callanan (1998) say “values pertain to beliefs and attitudes that provide direction to everyday living whereas ethics pertain to the beliefs we hold about what constitutes right conduct.”
Guidelines for teachers in imparting ethics and values in children:
To have due respect for their families
To give respect to their fellows
To have self-determination
Individualized intervention
Competence
Loyalty
Diligence
Honesty
Promise keeping
As the global community becomes increasing capitalist, the quest for spirituality grows in urgency.
The New Spiritualism
Spiritualism refers to the philosophy, doctrine or religion. Indian spirituality is all about showing respect to all living
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beings, animals, trees, rocks and even water which leads to the positive and healthy life. Existing education system caters only to the intellectual needs of the students and even these needs are not adequately taken care off. Furthermore the knowledge and skills it imparts is more at the theoretical level. To make for good citizens, qualities of both hate and heart need to be developed in young people. Most important is the education that pertains to morality and ethics commonly referred to as 'moral education or value education'. During the ancient and medieval periods, value education known as spiritual education was provided mainly through religious institutions. The designated institutions would impart education in accordance with certain faiths which would in turn help students to be good human beings in keeping with the advocated standards.
Now a day's countries especially those subscribing to democracy, are not weeded to any particular religion. They accord all religions the same status and position. Here moral education is to be given in secular manner. The aim of this education, then, is to prepare good people, and not necessarily religious people. Attempts are made to inculcate values like democracy, secularism, socialism, equality, justice and fraternity.
What is value? A value is what is desired or what is sort? Values are those guiding principles of life which not only help to develop one's physical and mental health but also in sustaining the society and its culture. These values are norms for living, whether social or individual. Since societies are not uniform, the values would differ accordingly. Every society adopts certain norms of behavior because it wishes to survive and perpetuate. For implementation and execution of this norm, each society has its own functionaries. After independence attempts have been made to emphasize the importance of value education. The Radhakrishnan Commission (1948) considered both philosophical and practical aspects of values and made certain recommendations in this respect. In 1949 Shri Prakash Committee recommended a number of measures to inculcate moral and spiritual values in students. Then Kothari Commission (1964-66) emphasized the urgency to take steps to provide value orientation to education. The National Policy of Education (NPE) 1986 also emphasized the need of value education and asked for the changes in the curriculum in order to make education a forceful tool when it comes to the cultivation of social and moral values.
Educationists agree on the need for introducing values in the educational systems but, there is little agreement on how to do this. Value education should not be an attempt to teach virtues to the children, as this by itself serves a limited purpose. To bring about true progress educational institutions must help students to enhance their understanding of scientific and spiritual principles. Basically education takes place at three levels: Secular, Social and Moral or Spiritual. An effective programme of value education calls for active coordination between all the institutions of society and family. Educational institutions and the teachers in particular have a great role to play in this respect. Students must be taught to acquire skills and attitudes along with moral values and would empower them to make the right choices in their life. When virtues are practiced willingly and wisely they become a effective instruments for once spiritual development and for the transformation of the society, but if it is forced upon the people, they lose their significance. The new spiritualism is about personal empowerment i.e. learning together to live alone or individually together. New spiritualism has increased level of volunteerism and civic work.
Being in a teacher profession for more than 18 years, I searched that the class where we have practiced meditation with students, maximum children have become successful and bright in their life in comparison to those classes where meditation wasn't practiced. Experimentation is an important factor in teacher's life as J.S. Brubacher observed “we cannot teach the coming generation to be good simply by teaching them to be wise they must have plenty of opportunities to habituate themselves to moral ideas.” It is said that values are thought and not taught. Values are born with an emotional touch to their mind and then activated by body which is then observed by the society. Due to materialism, practicing professionalism and changes due to modernization, somewhere we have lost the emotional touch. As teachers are behind to complete their syllabus and other tasks, a smaller touch of emotion is never awakening. If the children have to be taught swimming, they should be put in water for moving their hands and legs, if children have to learn computer they should play with keyboard and mouse, if children have to be taught chemistry then they should do experiments with chemicals and instruments, similarly if children have to be taught of morality, spirituality and ethical values then only moral science book is not sufficient, but the whole environment is their laboratory, where opportunities should be provided to them for performing practical, tests and find results. This opportunity of service is the place of imparting ethics and values to the children along with emotions of spiritualism practicable. As Vivekananda said, “Service to humanity is service to god.”
To develop the mindset of children indeed is a great task but why and how? We often talk of 'satyug' means the time
54
where truth trims. We all are very much aware of the happenings of the day to day life like crimes, kidnapping, corruption, rape, exploitation, capitalism, extreme poverty, gender and inequality. In such materialistic world it would be ironic to say we are developing the citizens of universe because people are mostly concerned about their earnings, youngsters speak about their new vehicles or trips to foreign countries, women speak about modernity, liberty and equality standards they achieved, elders speak about the donations and helping the states or ashrams, leaders speak about GDP but along with this maximum development is of the inner strength which is left unspoken. Then the development would never reach to 100 percent i.e. towards perfection and the journey of life is towards perfection.
The world is in need of citizens of the universe and over emphasis on the narrow boundaries national patriotism has lead to the fragmentation of the world. The world needs citizens who can embrace the whole world as one family. Citizens who embody the vedic ideal 'vasudeva kutumbkam'- 'the world is my family'. For such great families we have to develop the mindset of children at their early age of schooling, to instill the ethics and values to concrete their life as they are the future citizens, who can vow their intelligence to their brethren everywhere, who can place their life to prevent injustice to any human being who are committed to serve the needs of their fellowman irrespective of race, religion, caste or status. Such citizens of universe will embody these values of 'sanatan' dharma- an expression of ideal human life i.e. be charitable and compassionate to all living beings, keep your sense under control, be truthful in all matters, all show mercy towards all living beings, never lose heart in time of distress and forgive all those who give you trouble.
The teaching of moral and spiritual values in education institutions is desirable and specific provisions for doing so is feasible within certain limitations. The inculcation of good manners, social service and true patriotism should be continuously traced at all stages. It would be very desirable to start work every day in all educational institutions with the few minutes of silent meditation either in the classroom or in common hall. There should be some sort of prayer also which need not to be addressed to any deity or ask for any favor, but which may be in the nature of an exhortation for self-discipline and devotion to some ideal. Occasionally in these assembly meetings inspiring from great literature, religious as well as secular and pertaining to all important religions and cultures of the world, could be read with profit. Community singing of inspiring songs and hymns can be most effective at the school stage. Suitable book should be prepared for stages from primary to university which we should describe briefly in a sympathetic manner the basic idea of all religions as well as the essence of lies and teachings of the great religious leaders, saints and philosophers. These books should be suitable to various age groups in different classes of schools and colleges and should be a common subject of study for all. Collection of poems and suitable passages from Sanskrit, Persian, English and the regional languages should be made for the use of young people. Suitable books should be prepared for different stages of education which should help in the inculcations of patriotism and social service. In the course of extracurricular activities learned and experienced persons may be invited to deliver lectures on inter-religious understanding. Group discussions may be organized to stimulate interest in the study of moral and spiritual values. Special stress should be lead on teaching good manners and promoting the virtues of reverence and courtesy which are badly needed in our society. An all out effort in the nature of a crusade by all concerned is called for and nothing should be spared for the successful propagation of good manners and courtesy. Various clubs should be formed to encourage the dignity of manual work and social service to the community should be taught.
Education and Culture:
Culture means a way of life of a society this includes the way of eating food, wearing clothes, using language, getting married, getting buried, playing football etc. Nehru thinks, “Culture is the widening of mind and of the spirit.” Gandhiji remarks “culture is the foundation, the primary thing.” It should show itself in the smallest detail of your conduct and personal behavior, how you sit, how you walk, how you dress etc. Inner culture must be reflected in your speech, the way in which you treat visitors and guests and behave towards one another, towards your teachers and elders. Emerson observes, “The foundation of culture, as of character is at last the moral sentiment.” Mathew Arnold in his culture and anarchy defines culture as 'as a study of perfection' as 'the best that has been taught and known'. This however is the culture of highly educated or a specially cultivated section of a society and not the culture of the whole society.
Cultural education, that is, education in the arts and education through the arts which means the use of art-based forms of teaching as a pedagogic tool in all kinds of school subjects as examined by Anne Bamford in her systematized and comparative global review written for UNESCO, entitled “The WOW Factor”, makes an important contribution to the achievement of this aim. It is, in effect, a motor of individual development. Increasingly, parents are coming to
55
recognize this. In Austria, at least, the most recent cultural monitoring study carried out by the Institute for Empirical Social Research (Ifes, Institut für Empirische Sozialforschung) showed that parents would like to see more art and culture in the schools because they believe that cultural education plays an extremely important role in the comprehensive development of their children's personalities. And just recently, the Nordic Council identified cultural education as an area that needs to be more intensively focused on by the schools in the coming years and correspondingly expanded and developed.
Socialization as a Process of Acculturation:
Many cultural and anthropologist regards socialization as a process of acculturation or the culture of a group. In the words of Martin and Stendler, “culture refers to the total way of life of people the complex whole which includes knowledge, belief, art, morals, law, customs and any other capabilities and habits acquired by man as a member of society.” This means that for the adoption of a culture one must participate in the activities of the society. One must mix up with others to learn the habits etc of the society to which he belongs. In other words, to socialize oneself one must learn the culture of the society.
Developing mindset is something invisible task while teaching but its fruits will be visible after few years. There are no equations, solutions or formulas to develop mindset as when applied gives best result. This is a bi-polar activity of a teacher. The teacher during his teachings explores fine and refines students by experimentation and thus gains knowledge too. Here are some of the ways if well applied may give good outcomes. 1. If habit of meditation is cultivated among teachers and students then less energy of teacher is needed to develop the mindset of children. 2. The teacher has to be in touch with each and every student of the class. 3. The teacher should always practice positivism and should give hopes to the students. 4. Caring nature for their personal problems should be a part of their work. 5. Teacher should increase the interest and potential of students by various methods. 6. The teacher should always have a smile on the face and no signs of irritation. 7. While sharing own experiences or knowledge teacher should also hear incidents and stories of students life. 8. Instead of giving order to students teacher should place the problem in front of them and let the answer come from their heart, which is then easily followed by students. 9. Democratic setup should be applied so that no one should feel isolated and can be an essential part of development. 10. The taste of silence and transformation music should be given to the students in order to find peace. 11. As Dr. Radhakrishnan said that every person is on the journey of in search of truth. 12. The conversation of me and my soul should be taught during meditation hours this will lead to attain truth and happiness. 13. Group projects or individual projects to know the ethics and values of other religions should be given to the children. 14. A comparative discussion should be held amongst students which will widen their thinking power because when children are born they are confined to their own tradition, customs and religious rituals, they are also compelled to follow the elders and their own reasoning is ceased.
Osho the great Indian philosopher said in his book 'shiksha me kranti', thinking and reasoning power of children can bring revolution in society. The concept of larger family and brotherhood will be possible, personalities like Gandhi,
thTagore, Vivekanand, Aurobindo will be increased in the world. When I met late Dr. A.P.J. Abdul Kalam in Bhopal on 14 November 2010, along with some children of my village I raised a question to him that some days and festivals which we celebrate in schools have just become formal, they are celebrated as compulsory task to be fulfilled, what can be done to put our heart in it? Dr. Kalam answered with smile, “Madam, it is only that you have to arrange various competitions on those special days and distribute some prizes, also ask every child to plant atleast five plants for the next generation.” By developing mindset of children in such a way we also can develop the culture of school, locality or society. Thus, developing such a cultural environment is only to set some ethics and values which have to be imparted to children to the pathway of handing emotions and practicing spiritualism. If the educational institutions produce one third of such children then it is sure that we can change the scenario till 2025. As leaders and economist talk about the developing countries into develop nations by increasing trade, commerce and GDP but, the complete development of soul, mind and heart is also essential for integral development of whole some life.
Governments, such as those of New Zealand and Australia, are increasingly focused on introducing curricular requirements for values education and ethics, and some universities in Australia have already introduced 'core generic papers' across all degree programmes, including ethics. The New Zealand Government recently legislated that primary and secondary education must include values education as part of their core curriculum (Ministry of Education, 2007), returning to pre-1980's policy and following a path the Australian Government has been pursuing since 2002 (Hamston,
56
Weston, Wajsenberg, & Brown, 2010). Significantly, values education in NZ has been raised as one of the three 'pillars' of the National Curriculum, the other pillars being 'key competencies' (e.g. thinking, language, participation) and 'subject learning' (e.g. English, science, etc). In describing values and ethics there are numerous, often colloquially used, terms with overlapping meanings; such as values, ethics, principles, morals, fundamentals and virtues. Halstead and Taylor (1996) define values as 'principles, fundamental convictions, ideals, standards or life stances which act as a general guide to behaviour, or as a reference point in decision-making, or the evaluation of beliefs, or action'. This definition is particularly useful for the discussion of this paper as it highlights that values reside both with the individual, in that they carry particular stances throughout the different facets of their lives, as well as with the social presenting a generally accepted guide to conduct. Approaches to values education, tend to assert a list of 'commonly' held beliefs or statements and then consider a process of enculturation for adherence to these values. For example within the Australian context the National Framework calls for schools to educate students around values such as integrity, respect, honesty and tolerance, imaged on a back drop of 'Simpson and his donkey' (a First World War iconic image). This framework presents an admirable list of ideals for the upright citizen. However, being truly ethical is more than merely being, for example, honest. There is a need to not only educate for honesty, but to develop the critical capacity to understand when it may not be morally right to be honest
Conclusion
According to Lt Gen H Lal, Values and ethics in school education, it was given that educated persons would display civilized behavior, decency, good manners and ethical conduct. With a huge expansion of the education system, the standard as measured by the percentage of marks obtained in examinations has been rising to unprecedented levels. But, unfortunately there is a marked decline in the character, moral values and general behavior of students coming out of schools and colleges. In most educational institutions, there is a total lack of the concept of human development and nation building in the education process. The emphasis instead, is on money-making and materialism. This has resulted in the gradual erosion of values among people and the body politic. This trend needs to be reversed if India has to survive as a nation and acquire its due place in the world. The only way to arrest this decline is in providing value-orientation in our educational system
With the availability of electronic media, it should be possible to develop audiovisual capsules based on clippings of films and TV material showing virtues of honesty, integrity, compassion and selfless service. In addition, short films on real life examples from lives of great personalities like Mahatma Gandhi, Mother Teresa and Baba Amte will have much greater impact on young minds than sermons on morality. The programme for value inculcation can be further enriched by organizing visits to homes for destitute children and aged persons to develop values of compassion and kindness. These programmes should also include extension activities and community service by teachers and students that teach dignity of labor and selfless service
The child's performance even at school is largely determined by the environment at home. Therefore, parents' involvement in the learning process at school is absolutely essential. There is an increasing need for regular parent-teacher interaction. Through such interactions, parents come to know certain undesirable traits in their child which can be traced to environment and relationship in the family. Once they come to know about it, they may be able to modify their behavior at home before permanent damage is done to psyche of the child. This interaction should not be casual, limited to exchange of pleasantries and informing some good points about the child which the parents want to hear. It should be serious and institutionalized interaction with records of issues discussed so that corrective action is taken and progress is meaningfully reviewed in subsequent interactions.
Krishnaswami O.R, Ranganatham M.1993, Methodology of Research in Social Sciences, Mumbai, Himalaya Publishing House, p-272
Mukherjee.R, Ghoshal.A. 1999, Social thought from Comte to Mukherjee, Vivek Prakashan, Delhi. Simmons.B.
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2003, Child Welfare Ethics and Values, California Social Work Education Center, University of California, Berkeley.
Naryanan.S. 2014, UGC NET/SLET paper II & III, Bright publications, New Delhi.
Rajnish. 1989, Shiksha Mein Kranti. Rajnish Foundation Limited, Pune.
Singh. S. 2013, UGC NET SET paper I. McGraw Hill Education Private Limited, New Delhi.
Tripathi.M. 2006, Principles of Education. Radha Publications, New Delhi.
Yadav.S. 2008, Sociological Foundations of Education, Sahitya Prakashan, Agra.
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A Study on Impact of W ork-Life Balance on Job Satisfaction
amongst Employees of IT Sector in Rajasthan
Dr. Meera Mathur*, Aparna Soni**
Introduction
Work-Life Balance
In India the concern for Work-life balance is gradually becoming a common talk for employees as well as employers. The term Work-life balance was coined in 1986 in response to the growing concerns by individuals and organizations. Work-life balance is a concept that supports the efforts of the employees to split their time and energy between work and the other important aspects of their lives. It is a daily effort to make time for family, friends, community, participation, spirituality, personal growth, self care and other personal activities, in addition to demands of the workplace.
A balanced work and life is supposed to exist when there is a proper functioning at work and at home with a minimum of role conflict. If an employee is incapable to create a balance between demands from work and non-work domains, he will experience role conflict and Work-life imbalance. Work-life imbalance results in job exhaustion, disruption of relationships with family and friends, loss of enjoyment and increased mental and physical stress. Work-life balance is related to creating and maintaining supportive and healthy work environment, which will enable the employees to maintain balance between work and personal responsibilities and thus strengthen the employees' loyalty, commitment, satisfaction and productivity.
Work-life balance is an idea that a person's life outside of work is as important as their working life. Work-life balance is achieved when an individual successfully fulfills his job expectations as well as family commitments. If a worker is spending more time on work, he will earn more money but he will be unable to give quality time to his family and if a worker is working too little work, he will not be able to provide his family a decent standard of living. Work-life balance is a comfortable state of equilibrium achieved between an employee's primary priorities of their employment position and their private lifestyle.
In a changing economy managing an employee is more difficult than ever before. Work life imbalance affects both work life as well as personal life. A balanced life is one where we spread our energy and efforts among key areas of importance. Work-life balance (WLB) is an important topic of human resource management and has become a top priority for employees everywhere. Work-life balance is a concept which includes proper prioritizing between “work” (career and ambition) and “life” (health, happiness, leisure, time, family etc.). It requires attainment of equilibrium between professional life and personal life. Work-life balance enhances efficiency, satisfaction and productivity of employees. Job satisfaction is a part of life satisfaction and it can only be achieved if employees can balance their work and family/personal life. In this study an attempt is made to analyze the impact of Work-life balance on job satisfaction of employees working in IT sector of Rajasthan. Data for the study was collected from 200 employees. The type of research undertaken for the study was Exploratory and Causal research design and the sampling technique used was convenience sampling technique. Percentage analysis and correlation test were applied through SPSS. Results of the study showed that Work-life balance has significant impact on employees' job satisfaction. This study can be beneficial for the IT sector to improve their working culture, policies and benefit programs to attract and retain the capable candidates.
Keywords: Work-life Balance, Job Satisfaction, IT Sector.
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Greenhaus et. al (2003) suggested that Work-life balance is defined by three interconnected components: firstly, “Time balance” which refers to equal time being given to both work and non work roles; Secondly, “Involvement balance” which refers to equal levels of psychological involvement in both work and family roles; and finally, “Satisfaction balance” which refers to equal levels of satisfaction in both work and family roles. Therefore, in order to achieve a Work-life balance these components should be considered. Now the importance of a reasonable balance between work and other aspects of life is widely accepted and Work-life balance is seen to have real business benefits, including increased productivity, improvements in performance, competitiveness, better morale and a lower incidence of stress, absenteeism and sickness. By adopting the Work-life balance practices, the organizations can give a sense of social responsibility as organizations are not only concerned with the profit earning activities but they are concerned with the non business activities like taking care of families of the workers etc. Effective Work-life balance policies can benefit both employers and employees by changing traditional views of work. For an employer, a highly satisfied and hardly stressed employee is an invaluable asset and important source of productivity. For an employee, Work-life balance is a tool of stress free and happy life.
For both employers and employees effective Work-life balance can lead to:
Improved recruitment and retention
Increased motivation and loyalty
Improved opportunities for childcare
More positive interactions with colleagues, family members and friends
Increased work flexibility
Increased productivity
Reduced absenteeism and stress
Increased opportunities for training and up skilling
Improved image of both the company and its staff
Job Satisfaction
Job satisfaction is the most studied construct in business science and organizational behavior. Job satisfaction is defined as a pleasurable or positive emotional state resulting from the appraisal of one's job or job experience. Job satisfaction is all about to satisfy one's needs in working place.
Job satisfaction is the degree of positive feelings and attitudes that people have towards their jobs. When a person states that he is satisfied with the job, it means he likes his job and he has a good feeling about the job. Job satisfaction is affected by job design. Jobs that are rich in terms of positive behavioral patterns such as – autonomy, variety, task identity, task significance and feedback contribute to employee's satisfaction.
Job satisfaction is an employee's sense of achievement and success on the job. It is generally perceived to be directly linked to the productivity as well as to the personal well being. Job satisfaction implies doing a job one enjoys, doing it well and being rewarded for one's efforts. Job satisfaction further implies enthusiasm and happiness with one's work. Job satisfaction is the key ingredient that leads to recognition, income, promotion and the achievement of the other goals that lead to a feeling of fulfillment.
Satisfied employees are the sources of success to the business organizations. Satisfied employees work with more enthusiasm and they remain loyal to the organizations and this will ultimately result in increased profitability and efficiency of the organizations.
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Lack of Job Satisfaction
Job stress
Poor overall performance
High employee turnover rates
Early retirement
Lack of productivity
Effects of Job Satisfaction and Job Dissatisfaction
IT Sector in India and in Rajasthan
Information Technology sector in India has played key role in putting India on the global map. IT sector in India has played a significant role in transforming India's image from a slow moving bureaucratic economy to a land of innovative entrepreneurs and a global player in providing world class technology solutions and business services. IT industry in India has helped India to transform from an agriculture-based economy to a knowledge based economy. IT sector in India is generating 10 million direct employments. India is now one of the biggest IT capitals of the modern world and all the major players in the world's IT sector are present in the country. The IT sector in India grew at a compound annual growth rate of 15% over 2010-15 and it is 3-4 times higher than the global IT sector. India's cost competitiveness in providing IT services is approximately 3-4 times cheaper than US and this is the unique selling proposition (USP) of India in the global sourcing market. According to NASSCOM, the aggregate revenue of Indian IT sector was US$ 147 billion in 2015, where export revenue stood at US$99 billion and domestic at US$ 48 billion.
Rajasthan is a developing state in the field of IT sector. The state Government and RIICO have taken all the required initiatives to promote and develop this sector by way of creating infrastructures in terms of IT parks, Communication infrastructures (Earth stations and Optical fibre based networks), availability of skilled and trained manpower through institutional set ups and also customized packages of incentives to this sector. The main business cities for IT sector in Rajasthan are Jaipur, Jodhpur, Udaipur, Bikaner, Ajmer, Kota and Bhilwara. The Capital city of Rajasthan is anticipated to become one of the major IT-BPM cities of the country. It is one of the cities that have all the ideal conditions for the expansion of the IT-BPM industry in India.
Review of Literature
Hughes & Bozioneles (2007) stated that Work-life imbalance is a major source of dissatisfaction for the employees. It was also stated by the authors that there is a clear connection between Work life balance problems and withdrawal behavior of employees including turnover and non-genuine sick absence.
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Job Satisfaction
Increased productivity
Organizational commitment
Reduced turnover
Life satisfaction
Good physical and mental
Malik et. al (2010) stated that Work-life balance has a strong positive relationship with job satisfaction and negative relationship with turnover intentions. It was suggested by the authors that organizations should think more over the issues related to Work-life balance and job satisfaction in order to retain the valued employees.
Mathew & Panchanatham (2011) studied the Work-life balance of women entrepreneurs. Study revealed that role overload, dependent care issues, quality of health, problems in time management and lack of proper social support are the major factors which influence the Work- life balance of women entrepreneurs. It was also revealed by the study that majority of women entrepreneurs were suffering from Work life balance issues and significant difference was found among various categories of women entrepreneurs with respect to various WLB issues faced by them.
Kumari (2012) stated that all the individuals have different requirements at different stages in their life so the concept of Work life assumes different meanings at each of these junctures. The results of the study revealed that Work-life balance policies significantly correlate with level of job satisfaction. The results of the study revealed that a gap was found among male and female respondents with job satisfaction with respect to various factors of Work-life balance.
Delina & Raya (2013) studied the Work life balance of working women. It was revealed by the study that weekly hours of work and the stress associated with work are very important determinants of employees' Work-life balance. Conflicts in Work-life balance of working women affect their health in respect of headaches, muscle tension, weigh gain and depression than their male counterparts. It was suggested by the authors that health and wellness programs can help working women in balancing their personal and professional life.
Chandrasekar et. al (2013) studied the Work-life balance of employees of IT organizations in Trivendrum. Results of the study revealed that some factors of work demand has negative interferences with the family lives of employees and Work-life balance has wide differences across gender, nature of job and the level of management. It was also revealed by the study that a proper Work-life balance will provide job satisfaction of employees which in turn will create organizational success and develop competitive advantage for IT organizations.
Namita (2014) suggested that an effectiveness of Work-life balance policies and practices must incorporate the effects of workplace culture and supervisor support of employees' efforts to balance work and family responsibilities. It was also suggested by the author that Work life balance must be supported and encouraged at all levels of the organization, including senior management, line managers and all staff. The author suggested that organizations should organize special programs at the week-end by creating an attractive work environment in order to relax the employees.
Agarwal (2014) stated that Work-life programs have the potential to significantly improve employee's morale, reducing employee's absenteeism and retaining the organizational knowledge particularly during the difficult economic times. It was suggested by the author that IT firms should understand the value of Work life balance as it will offer a win-win situation for employers and employees.
Yadav & Dabhade (2014) suggested that Work-life balance can be achieved by the factors responsible for the job satisfaction such as: supportive colleagues, supportive working conditions, mentally challenging work, equitable rewards and employee oriented policies etc. It was also stated by the authors that organizations can help the employees by implementing organizational strategies to control or reduce the major causes of stress.
Sugandha (2014) suggested that organizations should re-energize their efforts to attract and retain their employees through a range of successful Work life balance practices like workplace flexibility, reduction of working time, leave and benefits, dependent care initiatives and work-life stress management.
Christiana & Rajan (2014) studied the impact of stress and job satisfaction towards Work-life balance of IT professionals and private sector executives. Authors stated that Work-life balance and stress dimensions have impact on job satisfaction among the IT professionals and the executives of the private sector. Poor job satisfaction results in lower morale and productivity. It was revealed by the study that Work-life balance negatively affects stress of the employees. Proper Work-life balance of employees contributes towards greater job satisfaction which in turn will result in enhanced organizational productivity.
Sharma and Dayal (2015) studied the Work-life balance of banking sector. Authors stated that work and personal life conflict occur when the burden, obligations and responsibilities of work and family roles becomes incompatible. It was concluded by the authors that Work-life balance has become a quest for professionals of banking industry and employees work better when they do make time for family and personal interests.
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Rationale of the Study
This study is basically designed to examine the impact of Work-life balance on job satisfaction of employees working in IT sector. When satisfaction from job and Work-life balance is derived, employees feel that they have attained the best possible quality of life. Study of Work-life balance and job satisfaction is essential in IT sector. IT jobs require profound contribution at job environment, psychological attachment of mind and physical fitness. IT employees feel high work pressure to complete the task in time due to cut throat competitions. Also they have to work for both Indian and foreign companies/clients/projects which require different work culture, timings etc. which lead to Work life imbalance in this sector. Work life imbalance finally results in dissatisfaction, stress and burnout. Therefore, the concepts of Work-life balance and employees' satisfaction are core issues that must be investigated as the problems which IT employees are facing are quite serious.
Employees play critical role in determining the efficiency, effectiveness, and sustainability of any organization. So it is important to understand what motivates them and to what extent they are satisfied by the organization and other contextual variables. Work-life balance is an issue of strategic importance to organizations and having significance to employees in terms of job satisfaction. Employees, who are able to create balance between professional and personal life, are highly satisfied and can contribute effectively towards organizational success.
Research Objectives
To study the socio-demographic characteristics of employees working in IT sector in Rajasthan.
To examine the impact of Work-life balance on job satisfaction of employees.
To identify which factors of Work-life balance have more influence on employees' job satisfaction in IT sector.
To suggest the suitable measures for the improvement of Work-life balance.
Research Methodology
Research Design
The proposed research will follow a two-phased research design. In the first phase Exploratory research design will be employed for developing hypotheses. In the second phase Causal research design will be employed for establishing the relationship between Independent variable (Work life balance) and dependent variable (Employees' satisfaction).
Sample Unit, Size and Sampling Technique
Universe of the present study is all the employees of IT companies operating in Rajasthan. Sample size for the study is 200 employees working in IT companies. Convenience sampling technique has been adopted for drawing the sample.
Data Collection
The primary data for the study was collected directly from the target respondents through structured questionnaire which consisted “close ended questions”. Secondary data for the study was taken from various books, journals, magazines, earlier research works, websites and online articles.
Statistical tools used in the study
The collected data after being coded were analyzed through Statistical Package for Social Sciences (SPSS 16.0). Percentage analysis and correlation test were applied on the coded data. Then results and conclusions were drawn accordingly.
Research Hypotheses
Ho1: There is no significant positive impact of long working hours on employees' job satisfaction.
Ho2: There is no significant positive impact of flexible working conditions on employees' job satisfaction.
Ho3: There is no significant positive impact of work load on employees' job satisfaction.
Ho4: There is no significant positive impact of change of job on employees' job satisfaction.
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Work-Life Balance
Long working hours
Flexible working conditions
Work load
Change of job
Work-Life balancePrograms
Stress
Employees’ Job Satisfaction
Data Analysis and Interpretation
Ho5: There is no significant positive impact of stress on employees' job satisfaction.
Ho6: There is no significant positive impact of work-life balance programs on employees' job satisfaction.
5. Conceptual Model of Research
Variables Cronbach’s alpha value
Work life balance .778
Job satisfaction .753
Test of Reliability
It is a test for determining the internal reliability of the questionnaire by looking at the value of Cronbach's alpha. The value of Cronbach's alpha (α=0.7) indicates the overall reliability of the instrument. The overall reliability of both the variables (Work-life balance and job satisfaction) is above the threshold limit of Cronbach's alpha value (α>0.7), which states that the questions for Work-life balance and job satisfaction can be viewed as reliable as well as acceptable.
Data Classification based on Demographic Characteristics
This table shows the findings related to classification of respondents on the basis of their age, gender, marital status, education level, work experience, and income.
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S. No. Demographic characteristics No. of Respondents Percentage (%)
1. Age
Below 25 78 39
25-30 66 33
Above 30 56 28
Total 200 100
2. Gender
Male 118 59
Female 82 41
Total 200 100
3. Marital Status
Single 108 54
Married 92 46
Total 200 100
4. Education Level
Diploma 38 19
Graduate 94 47
Post Graduate 68 34
Total 200 100
5. Work Experience
Below 1 year 34 17
1-3 years 70 35
3-5 years 52 26
More than 5 years 44 22
Total 200 100
6. Income
Less than 10000 Rs. 37 19
10000- 15000 Rs. 68 34
15001-20000 Rs. 54 27
More than 20000 Rs. 41 20
Total 200 100
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39% of the respondents are below the age of 25 years. Only 28% of the respondents are above the age of 30 years.
59% of the respondents are male and 41% of the respondents are female.
54% of the respondents are single and 46% of the respondents are married.
19% of the respondents are diploma holders. 47% of the respondents have graduation degree and 34% of the respondents have post graduation degree.
17% of the respondents have work experience of below 1 year. 35% of the respondents have work experience between 1-3 years. 26% of the employees have work experience of more than 5 years.
19% of the respondents have income level of less than 10000 Rs. 34% of the respondents are getting salary between10000-15000 Rs. Only 20% of the respondents have income level of more than 20000 Rs.
Hypotheses Testing
Ho1: There is no significant positive impact of long working hours on employees' job satisfaction.
Correlations
The correlation between long working hours and job satisfaction is r = -.079. There is negative relationship between long working hours and employees' job satisfaction (r = -.079, p value > 0.05). Hence we do not reject the null hypothesis and it is concluded that long working hours have no significant positive impact on IT employees' job satisfaction. IT companies can enhance employees' job satisfaction by way of reducing working hours of their employees.
Ho2: There is no significant positive impact of flexible working conditions on employees' job satisfaction.
Correlations
The correlation between flexible working conditions and job satisfaction is r = .765. There is positive relationship between flexible working conditions and employees' job satisfaction (r = .765, p value < 0.05). Hence the null hypothesis is rejected and it is concluded that flexible working conditions have significant positive impact on IT employees' job satisfaction. IT companies can enhance employees' job satisfaction by way of providing flexible working conditions and by improving the working environment.
Ho3: There is no significant positive impact of work load on employees' job satisfaction.
Flexible working conditions
Flexible working conditions
Pearson Correlation 1 .765
Sig. (2-tailed) .000
N 200 200
Job satisfaction
Pearson Correlation .765 1
Sig. (2-tailed) .000
N 200 200
Long working hours Job Satisfaction
Long working hours
Pearson Correlation 1 - 079
Sig. (2 -tailed) .192
N 200 200
Job satisfaction
Pearson Correlation -.079 1
Sig. (2 -tai led) .192
N 200 200
Job Satisfaction
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Job satisfaction
Pearson Correlation -.068 1
Sig. (2 -tailed) 245
N 200 200
Job satisfaction
Pearson Correlation -.068 1
Sig. (2 -tailed) 245
N 200 200
Correlations
The correlation between work load and job satisfaction is r = -.068. There is negative relationship between work load and employees' job satisfaction (r = -.079, p value > 0.05). Hence we do not reject the null hypothesis and it is concluded that work load has no significant positive impact on IT employees' job satisfaction. IT companies can enhance employees' job satisfaction by way of reducing work load and work load can be reduced by assigning duties to employees according to their working capacity and capability.
Ho4: There is no significant positive impact of change of job on employees' job satisfaction
Correlations
The correlation between stress and job satisfaction is r = -.054. There is negative relationship between stress and employees' job satisfaction (r = -.054, p value > .332. Hence we do not reject the null hypothesis and it is concluded that stress has no significant positive impact on IT employees' job satisfaction. IT companies can enhance employees' job satisfaction by way of reducing stress level among employees by organizing leisure activities like cultural activities, weekend trips, picnics, sports and games and competitions etc.
Ho6: There is no significant positive impact of work-life balance programs on employees' job satisfaction.
Correlations
The correlation between change of job and job satisfaction is r = -.065. There is negative relationship between change of job and employees' job satisfaction (r = -.065, p value > 0.05). Hence we do not reject the null hypothesis and it is concluded that change of job has no significant positive impact on IT employees' job satisfaction. IT companies can enhance employees' job satisfaction by way of decreasing their employees' intention to switch/leave their job by motivating them through offering certain work life balance facilities.
Ho5: There is no significant positive impact of stress on employees' job satisfaction
Stress
Job satisfaction
Stress
Pearson Correlation 1 -.054Sig. (2-tailed) .332
N 200 200
Job satisfaction Pearson Correlation -.054 1
Sig. (2-tailed) .332
N
200
200
Change of job Job satisfaction
Change of job
Pearson Correlation 1 -.065
Sig. (2 -tailed ) .260
N 200 200
Job satisfaction
Pearson Correlation -.065 1
Sig. (2 -tailed) 260
N 200 200
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Job satisfaction
Pearson Correlation -.068 1
Sig. (2 -tailed) 245
N 200 200
Job satisfaction
Pearson Correlation -.068 1
Sig. (2 -tailed) 245
N 200 200
Correlations
The correlation between work-life balance programs and job satisfaction is r = .833. There is positive relationship between work-life balance programs and employees' job satisfaction (r = .833, p value < 0.05). Hence the null hypothesis is rejected and it is concluded that work-life balance programs have significant positive impact on IT employees' job satisfaction. IT companies can enhance employees' job satisfaction by way of introducing work life balance programs. Work-life balance programs help the employees in managing their job and family life.
WLB programs
Job satisfaction
WLB programs
Pearson Correlation 1 .833 Sig. (2-tailed) .000
N 200 200
Job satisfaction
Pearson Correlation .833 1
Sig. (2-tailed)
.000
N
200
200
Suggestions
Suggestions given to the employers for the improvement of employees' Work-life balance-
Flexible work schedule: Flexible work schedule is one of the most appreciated Work-life balance tools. Flextime facility allows employees an opportunity to structure their own work day or work week. In other words, employees are given an opportunity to choose their own start and stop times. Here employees decide when they work and for how long.
Flextime scheme provides flexibility to employees to manage their professional as well as personal lives. Some of the examples of such scheme are-
four days work week
extra hours working during the week to receive a day off every other week
work sharing plans for two employees to complete one job
Telecommuting/Working from home: Employers should allow employees to work from home. It is a work-life balance tool that cuts overheads and reduces or eliminates employee commutes.
Career development leave: Employers should allow employees to take time off to attend the courses that contribute to improvements in their career.
Child care benefits: Employers should provide child care benefits to employees. This could be in the form of-
discounts at nearby childcare centers
on-site childcare options.
Focusing on outcomes, not on hours worked: Employers should focus their attention on outcomes rather than the hours worked by employees. High productivity doesn't necessarily mean full day working. In other words, productive employees can accomplish their work efficiently without working full day. Employers should allow such employees an opportunity to leave the organization before the closing times.
Workshops on work-life balance: Employers should organize workshops on work-life balance. Such workshops teach employees about how to better manage their workloads, how to eliminate unproductive work habits, and how to manage their professional and personal life etc.
Employers should permit days off to employees on their birthdays and anniversaries so that they can spend their most important day with their families and friends and enjoy it fully.
Most of the employees feel that work is not equally distributed among them. Employers should distribute the workloads equally among the employees to improve their satisfaction.
Employers should create an ideal work culture for employees. To improve the work culture following ideas should be adopted: Good employee- employer relationship, more cohesiveness between departments, trust and open communication, more training opportunities, stress free atmosphere etc.
Employers should offer maternity/paternity leave to new parents.
Employers should encourage the employees to avoid checking their work e-mails and voice mails after the workday
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and on the weekends to separate work from their personal lives.
Employers should motivate high performing employees by presenting them family vacation packages in addition to monetary incentives.
Suggestions given to the employees for the improvement of their Work-life balance:
Employees should practice good time management and organizational skills for improving Work-life balance.
Employees should keep the boundaries between work life and home life as clear and distinct as possible.
Employees should avoid procrastination, focus on important tasks at hand and share the load with others if possible.
Employees should take care of their health. If they are not in good shape physically, mentally and emotionally, both their work life and personal life will suffer. Employees can improve their health by eating healthy meals, exercise at least two-three times per week and sleep a minimum of seven hours per night.
Employees should nurture their family/friends relationships. By nurturing the personal relationships, productivity and efficiency on the job will also increase.
Conclusion
The purpose of this study is to examine the impact of Work-life balance on job satisfaction amongst employees of IT sector in Rajasthan and also to identify which factors of Work-life balance have more influence on employees' job satisfaction. The results of the study revealed that Work-life balance has significant impact on employees' job satisfaction. Some factors of Work-life balance such as long working hours, work load, change of job and stress have negative impact on employees' job satisfaction and some factors of Work-life balance such as flexible working conditions and work-life balance programs have strong positive impact on employees' job satisfaction.
Work-life balance is essential for the long term success of business organizations as it affects the employees' job satisfaction positively. Jobs in IT sector involve high work pressure, long and odd working hours, use of latest technologies, challenging tasks and physical and mental stress. Hence Work-life balance has become a necessary requirement for IT sector employees. HR department should be responsive to the wants and frequently changing requirements of the employees for the purpose of-
Employees' job satisfaction
Solution of Work life imbalance issues.
References
Agarwal, P. (2014). A Study of Work Life Balance with Special Reference to Indian Call Center Employees. International Journal of Engineering and Management Research, 4(1), 157-164.
Chandrasekar, K. S., Suma, S. R., Nair, R. S., & Anu, S. R. (2013). Study on Work-Life Balance among the Executives in IT Industry with Special Reference to Technopark, Trivendrum, Kerala. Asian Journal of Multidimensional Research, 2(3), 35-52.
Christiana, B. V., & Rajan, J. S. (2014). Impact of Stress and Job Satisfaction towards Work Life Balance of IT Professionals and Private Sector Executives: An Empirical Study. International Journal of Research in Commerce and Management, 5(8), 36-40.
Delina, G., & Raya, R. P. (2013). A Study on Work-Life Balance in Working Women. International Journal of Commerce, Business and Management, 2(5), 274-282.
Greenhaus, J. H., Collins, K. M., & Shaw, J. D. (2003). The Relation between Work- Family Balance and Quality of Life. Journal of Vocational Behavior, 510-531.
Hughes, J., & Bozioneles, N. (2007). Work Life Balance as Source of Job Dissatisfaction and Withdrawal Attitudes: An Exploratory Study on the View of Male Workers. Personnel Review, 36 (1), 145-154.
Kumari, L. (2012). Employees' Perception on Work Life Balance and its Relation with Job Satisfaction in Indian Public Sector Banks. International Journal of Engineering and Management Research, 2(2), 1-13.
Malik, M. I., Gomez, S. F., Ahmad, M., & Saif, M. I. (2010). Examining the Relationship of Work Life Balance, Job Satisfaction and Turnover in Pakistan. International Journal of Sustainable Development, 2 (1), 27-33.
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Mathew, R. V., & Panchanatham, N. (2011). An Exploratory Study on the Work Life Balance of Women Entrepreneurs in South India. Asian Academy of Management Journal, 16(2), 77-105.
Namita. (2014). Work Life Balance in India- The Key Driver of Employee Engagement. International Journal of Management and Commerce Innovations, 2(1), 103-109.
Sharma, P., & Dayal, P. (2015). Work- Life Balance: Women Employees Working in Banking Sector of India. International Conference on Recent Research Development in Environment, Social Sciences and Humanities, 188-195.
Sugandha (2014). An Exploratory Study of Work Life Balance among Banking and Insurance Sector Employees. International Journal of Research in IT and Management, 4(1), 81-94.
Yadav, R. K., & Dabhade, N. (2014). Work Life Balance and Job Satisfaction among the Working Women of Banking and Education Sector- A Comparative Study. International Letters of Social and Humanistic Sciences, 21, 181-201.
Business Ethics is a branch of philosophy. It deals with morals and values. It is a principle, which helps us to decide whether an action is good or bad. Humans are members of business ethics living community in the same way and on the same terms as all other living things.
Every human being has the right to decent life, but today there are elements in Business Ethics to militate against the attainment and enjoyment of such a life. Unhappiness and suffering to human beings, simply because of our lake of concern for the common good and the absence of sense of responsibility and ethics for business. If we are to aspire to a better quality of life one which will ensure freedom from want, from disease and from fear itself, then we must all join hands to stem. Ethics in business is basically a human ethics based on social justice for all without discrimination of race, sex, religion, ideology, caste, region or nation. Most current ethics in business are essentially a result of people's activities and their attitude towards the socio-cultural. Business ethics is, to the responsibility to understand the Business consequences of our consumption, and need to recognize our individual and social responsibility. The present paper finds out the human values and ethics in business. A sample of 500 respondents in Tamil Nadu selected district in which 100 from each (Cuddalore, Trichy, Coimbatore, Chennai, Tirunelveli) on the basis of convenient sampling technique was adopted. The results revealed that there is a positive and significant correlation between respondents' opinion about human values, ethics in business, demographic variables and impact of business media on human values. Three variables namely gender, marital status and age have significantly contributed for predicting the impact of business media on human values.
Keywords: Human Values, Ethics, Business and Marketing.
Introduction
The word value is derived of Latin "valeria" which means 'to be strong and vigorous'. At every step man encounters situations, which necessitate making decisions and choice and fulfilling needs. All these essentially involve the process of valuing, appraising and estimating. Human values are essentially subjective. They cannot certainly be adequately represent by physical objects. Their intensive or magnitudes cannot be represented by physical measurement. Value literally by means something that has a price, something precious, dear and worthwhile; hence something one is ready to suffer and sacrifice for. In other words values are a set of principles or standards of behaviour. Values are regarded desirable, important and held in high esteem by a particular society in which a person lives. Thus values give meaning and strength to a person's character by occupying a central place in his life. Values reflect one's personal attitudes and judgments, decisions and choices, behaviour and relationship, dreams and vision. They influence our thoughts, feelings and actions. They guide us to do the right things. Values are the guiding principles of life, which are conducive to all round development. They give direction and firmness to life and bring joy, satisfaction and peace to life. Values are like the rails that keep a train on the track and help it move smoothly, quickly and with direction. They bring quality to life.
People especially the young, are confused about their values and value system. They are facing value conflicts and dilemmas. This is mainly due to the dramatic and far reaching socio-cultural and political changes that are taking place in our country and in other parts of the world. Besides these, there is breakdown of traditional values without proper replacement, lack of adequate role models, conflicting ideologies and double standards practiced by people in position of power and influence. Piaget emphasized the role of cognitive process in value development and applied a structural approach. He believed that the child progression from sensory motor to pre operational, to concrete operational and finally to formal operational thought has counterpart in value development.
Business ethics is a form of applied ethics or professional ethics that examines ethical principles and moral or ethical
* Assistant Professor in Commerce, DDE, Annamalai University, Tamil Nadu, India
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problems that arise in a business environment. It applies to all aspects of business conduct and is relevant to the conduct of individuals and entire organizations. It has normative and descriptive dimensions. As a corporate practice and a career specialization, the field is primarily normative. Academics attempting to understand business behavior employ descriptive methods. The range and quantity of business ethical issues reflects the interaction of profit-maximizing behavior with non-economic concerns. Interest in business ethics accelerated dramatically during the 1980s and 1990s, both within major corporations and within academia. For example, most major corporations today promote their commitment to non-economic values under headings such as ethics codes and social responsibility charters. Adam Smith said, "People of the same trade seldom meet together, even for merriment and diversion, but the conversation ends in a conspiracy against the public, or in some contrivance to raise prices." Governments use laws and regulations to point business behavior in what they perceive to be beneficial directions. Ethics implicitly regulates areas and details of behavior that lie beyond governmental control. The emergence of large corporations with limited relationships and sensitivity to the communities in which they operate accelerated the development of formal ethics regimes.
Business ethical norms reflect the norms of each historical period. As time passes norms evolve, causing accepted behaviors to become objectionable. Business ethics and the resulting behavior evolved as well. Business was involved in slavery, colonialism, and the cold war. The term 'business ethics' came into common use in the United States in the early 1970s. By the mid-1980s at least 500 courses in business ethics reached 40,000 students, using some twenty textbooks and at least ten casebooks along supported by professional societies, centers and journals of business ethics. The Society for Business Ethics was started in 1980. European business schools adopted business ethics after 1987 commencing with the European Business Ethics Network (EBEN). In 1982 the first single-authored books in the field appeared.
Firms started highlighting their ethical stature in the late 1980s and early 1990s, possibly trying to distance themselves from the business scandals of the day, such as the savings and loan crisis. The idea of business ethics caught the attention of academics, media and business firms by the end of the Cold War. However, legitimate criticism of business practices was attacked for infringing the "freedom" of entrepreneurs and critics were accused of supporting communists. This scuttled the discourse of business ethics both in media and academia.
Business ethics reflects the philosophy of business, of which one aim is to determine the fundamental purposes of a company. If a company's purpose is to maximize shareholder returns, then sacrificing profits to other concerns is a violation of its fiduciary responsibility. Corporate entities are legally considered as persons in USA and in most nations. The 'corporate persons' are legally entitled to the rights and liabilities due to citizens as persons. Ethics are the rules or standards that govern our decisions on a daily basis. Many equate “ethics” with conscience or a simplistic sense of “right” and “wrong.” Others would say that ethics is an internal code that governs an individual's conduct, ingrained into each person by family, faith, tradition, community, laws, and personal mores. Corporations and professional organizations, particularly licensing boards, generally will have a written “Code of Ethics” that governs standards of professional conduct expected of all in the field. It is important to note that “law” and “ethics” are not synonymous, nor are the “legal” and “ethical” courses of action in a given situation necessarily the same. Statutes and regulations passed by legislative bodies and administrative boards set forth the “law.” Slavery once was legal in the US, but one certainly wouldn't say forcibly enslaving humans was an “ethical” act.
Economist Milton Friedman writes that corporate executives' "responsibility... generally will be to make as much money as possible while conforming to their basic rules of the society, both those embodied in law and those embodied in ethical custom". Friedman also said, "the only entities who can have responsibilities are individuals ... A business cannot have responsibilities. So the question is, do corporate executives, provided they stay within the law, have responsibilities in their business activities other than to make as much money for their stockholders as possible? And my answer to that is, no, they do not." A multi-country 2011 survey found support for this view among the "informed public" ranging from 30 to 80%. Ronald Duska views Friedman's argument as consequentiality rather than pragmatic, implying that unrestrained corporate freedom would benefit the most in long term. Similarly author business consultant Peter Drucker observed, "There is neither a separate ethics of business nor is one needed", implying that standards of personal ethics cover all business situations. However, Peter Drucker in another instance observed that the ultimate responsibility of company directors is not to harm—primum non nocere. Another view of business is that it must exhibit corporate social responsibility (CSR): an umbrella term indicating that an ethical business must act as a responsible citizen of the communities in which it operates even at the cost of profits or other goals. In the US and most other nations
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corporate entities are legally treated as persons in some respects. For example, they can hold title to property, sue and be sued and are subject to taxation, although their free speech rights are limited. This can be interpreted to imply that they have independent ethical responsibilities. Duska argues that stakeholders have the right to expect a business to be ethical; if business has no ethical obligations, other institutions could make the same claim which would be counterproductive to the corporation.
Ethical issues include the rights and duties between a company and its employees, suppliers, customers and neighbors, its fiduciary responsibility to its shareholders. Issues concerning relations between different companies include hostile take-over and industrial espionage. Related issues include corporate governance; corporate social entrepreneurship; political contributions; legal issues such as the ethical debate over introducing a crime of corporate manslaughter; and the marketing of corporations' ethics policies. According to IBE/ Ipsos MORI research published in late 2012, the three major areas of public concern regarding business ethics in Britain are executive pay, corporate tax avoidance and bribery and corruption. Ethical standards of an entire organization can be badly damaged if a corporate psychopath is in charge.
Impact of Business Media
Advertising has the prominent place among the techniques of mass education and persuasion on the public. It is not a modern origin. It has been used from immemorial period. In earlier period, Advertisement was displayed in the form of sign boards, writing on historical buildings or inscriptions on stones, stone-pillars, stone walls etc., The development of printing has greatly boosted the ideas of advertising through newspapers, magazines, hand-books, etc., In earlier periods, it was used only in a limited manner. But now-a-days it has been greatly utilized.
The nineteenth century gave rise to the specific industry of advertising. With the passage of time and the untiring efforts of the people involved, advertising became an autonomous field. There is much more arriving in this field in the present century with the advent of internet and globalization. Consumers worldwide are going for online advertising and gradually it may supercede TV and Cinema. It has been found to be an excellent method of being linked with whatever information is needed. Most of the advertisements have won laurels on account of the fantastic celebrity usage that do impact upon the audience in the most positive way. There is a purpose behind why celebrities are taken in advertisement. A celebrity can be any person from Films, Modeling, Sports, and Politics that tend to catch the attention of the public just by being in the advertisement. Actually, there is a psychological element acting here in which the audience is influenced to purchase the product advertised. In India today, the use of celebrity advertising for companies has become a trend and a perceived winning formula of Corporate image-building and Product Marketing, which has prominent impact and consequences in the human moral values.
Study Review
Every research work is in position to undergo to find out the research gap and hence following reviews are collected. William L. James, and Arthur J. Kover (2011) conducted a study on “observations: Do overall attitude towards advertising affect involvement with specific advertisement”. The study aimed to measure the overall attitude towards advertising and to examine to which of those attitudes affect the involvement with specific advertisement. The respondents were supplied with 15 print advertisements. Among those advertisements 3 were test advertisements and 12 were non-test advertisements. The study employed the Bauer and Greyser attitude scale. The statistical analysis towards program interruptions were more involved in advertisements. Further the study found that those with more negative attitude towards advertising were more involved in the advertising than those with more involved in the advertising than those with more positive attitude. It was also found that people who believed that advertising was a good way to learn about products are more involved in advertisements than people who were more negative towards advertising.
Verma D.P.S. and Senhkalra (2011) conducted a study on television advertising and viewers attitudes. The study attempted to assess the reactions of television viewers regarding the commercial advertisements shown in various television programmes. The respondents were 32 males and 33 females. The statistical analysis of the data revealed that majority of the respondents watched television programmes frequently. Many of the viewers were of the opinion that television was an appropriate medium of advertising the products. Some respondents opined that television was not an appropriate media for family planning devices and sanitary items, because it caused embarrassment while they watch
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television programmes with family members. Majority of television viewers were interested in commercial advertisements. Television advertisement in the form of film was most popular among viewers. Viewers gave three major reasons for monotony, while viewing television advertisements: (a) Large number of advertisements being shown (b) repetitive advertisements and (c) exaggerated claims made in the advertisements. Adequate information about the products was not included in all television advertisements. Respondents were after induced to purchase the products advertised on the television. Viewers were satisfied with the products purchased by them on the basis of television advertisements. But the study also reported that some of the viewers had mentioned that they were misled by television advertisements. When they made complaints to the manufacturers, fifty percentages of the consumers' grievances were redressed.
Leon G. Schiffman and Leslie Lazar Kanuk (2012) An attitude towards ethics in business to behave in a consistently favourable or unfavourable way with respect to a given object. Attitudes towards ethics, that is attitudes relevant to purchase behaviour are formed as a result of direct experience with the product, information acquired from others, or exposure to mass media advertising. Attitude towards ethics is a kind of preparation in advance to the actual response and it constitutes an important determinant of the ensuring social behaviour of an individual.
Marimuthu (2012) has studied on “A Study on the human values and ethics in business in Trichirapalli Town”. Result found that the result shows that there is a positive and significant correlation between respondents' opinion about human values and demographic variables. Murugan (2013) in his study titled "Direct marketing of durable goods as study on customer perception towards electric vacuum cleaners, water purifier and business ethics", attempts to select foreign brands of Television, washing machine, refrigerator, Air conditioner, DVD/VCD players and microwave oven. Suguna (2014) in her study on "determinants of brand loyalty of selected consumer durable products in related to ethics in business" attempts to state the factors responsible for building up of brand loyalty and also factors, which are responsible for diluting brand loyalty. The present study emphasis on foreign brands taking various factors influencing the reasons for preference and after purchase behaviour related to ethics in business.
Jaisankar (2015) study titled "A comparative study of business ethics in buyer behaviour in respect to electronic goods between rural and urban buyer", fails to study the factors affecting the ethics in business and the post purchase of electrical and electronics appliances of foreign brand users. Padeen (2015) in his study "Consumer preference through business ethics of household appliance in Beema Nagar, Tiruchirappalli" covers different brands and observes the role of sale promotion. The present study pays attention to foreign brands of electrical and electronics appliances and reasons for preference. Thus the present study dwells on socio-economic pattern, reasons for preferring foreign brands through business ethics and post purchase behaviour, and thereby it fills in the earlier omissions.
Research Process
Research design is purely and simply the framework or plan for a study that guides the collection and analysis of the data. The research design indicates the methods of research that is the method of gathering information and the method of sampling. Primary data were collected by conducting direct structured interview using questionnaire. All the respondents were asked the same questions in the same fashion and they were informed the purpose of study. The data were collected by using questionnaire as an instrument. For this study the samples were drawn using random sample method. Sample size of the study that is selected from the sampling unit. A sample of 500 respondents in Tamil nadu selected district in each district one hundred sample has taken (Cuddalore, Trichy, Coimbatore, Chennai, Tirunelveli) on the basis of convenient sampling technique was adopted.
The descriptive study is typically concerned with determining frequency with which something occurs or how two variables vary together. This research is descriptive cum diagnostic study because the researchers have described various factors that influence human values and ethics in business. There are two types of data. They are: Primary data and Secondary data.
Primary Data
Primary data is a data, which is collected directly from the fields. The researchers have obtained primary data from respondents in 500 Tamil Nadu selected district (Cuddalore, Trichy, Coimbatore, Chennai, Tirunelveli). Primary data was collected to know about the attitude and opinion of the respondents.
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Secondary Data
It means data, which are already available to us. Like data which has been collected from library, organizations and from the Internet. The researcher has used secondary data for getting information about the journal and magazine.
Study Objectives
The study has the following primary objectives for the research study.
1. To identify the role of respondents demographic factors that influencing towards human values and ethics in business.
2. To examine the factors that influencing the human values towards ethics in business.
3. To analyze the respondents relationship between human values and ethics in business.
Study Area and Applied Tools
The researcher conducted his study at respondents in Tamil Nadu selected district (Cuddalore, Trichy, Coimbatore, Chennai, Tirunelveli), which combats all forms of economic, cultural, social, political and technical issues in the population. The study period covers from March 2015 to June 2015. The collected data were analyzed using appropriate statistical techniques. The descriptive statistics, differential analysis, correlation and regression analysis were computed.
Study Limitations
Though the research has been properly planned and well executed, there are certain limitations, which are inherent in nature and are out of the researcher's control. The effectiveness of the project is felt only when the results are read along with the limitations and constraints faced during the course of this study. The following are the limitations.
1. The responses from the respondents could be casual in nature. This may be due to lack of interest or time on their part and some of the information provided by the respondents might not be correct.
2. Getting timely responses from the respondents was a difficult task.
Discussion and Results
This paper furnishes the analyses and interpretation of the collected data for “human Values and Ethics in Business”. Various statistical procedures such as t-test, correlation and regression analysis were used.
Table 1 : t-test for Respondents Opinion about Human Values on the basis of Gender
Gender N Mean Standard Deviation Std. Error Mean t-value P value
Male 283 9.60 0.834 0.038 2.296 0.01
Female 217 9.00 0.632 0.258
Source: Primary data
Ha: There is a significant difference between respondents' opinion about human values on the basis of gender.
In accordance with table 1, the mean, SD, SE and t-ratio for the scores of respondents' opinion about human values M
group on the basis of their gender. To find out if there is any difference of respondents opinion about human values among the respondents based on their gender, t-test was applied. The Mean, SD, SE and t-ratio computed for two M
gender groups for the scores of respondents' opinion about human values. It is observed from the Table 1 the male respondents have (mean=9.60) more respondents opinion about human values than female respondents (mean=9.00). The difference between these two groups is supported by the computed t-ratio (2.296), which is significant at 0.01 level. Hence, the hypothesis that the male respondents will have more respondents' opinion about human values than female respondents is confirmed. Therefore, the hypothesis that the respondents' male group will have more respondents' opinion about human values than female by gender is accepted. The gender groups show any difference in their respondents' opinion about human values. t-ratio (2.296) are significant. Thus it is
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evident that respondents with male group comparatively have more respondents' opinion about human values than with female group. In these circumstances the hypotheses is found to be working well for the variable. The same hypothesis is holding for respondents' opinion about human values.
Table 2 : t-test for Respondents Opinion about Human Values on the basis of Marital Status
Marital status N Mean Standard Deviation Std. Error Mean t-value P value
Married 329 9.61 1.906 0.139 3.812 0.01
Unmarried 171 8.46 0.806 0.037
Source: Primary data Ha: There is a significant difference between respondents' opinion about human values on the basis of marital status.
The mean, SD, SE and t-ratio for the scores of respondents' opinion about human values group on the basis of their M
marital status. To find out if there is any difference of respondents opinion about human values among the respondents based on their marital status, t-test was applied. The Mean, SD, SE and t-ratio computed for two marital status groups M
for the scores of respondents opinion about human values are furnished in Table 2. It is observed from the table the married respondents have (mean=9.61) more respondents opinion about human values than unmarried respondents (mean=8.46). The difference between these two groups is supported by the computed t-ratio (3.812), which is significant at 0.01 level. Hence, the hypothesis that the married respondents will have more respondents' opinion about human values than unmarried respondents is confirmed. Therefore, the hypothesis that the respondents married group will have more respondents' opinion about human values than unmarried by marital status is accepted. The marital status groups show any difference in their respondents' opinion about human values. t-ratio (3.812) are significant. Thus it is evident that respondents with married group comparatively have more respondents' opinion about human values than with unmarried group. In these circumstances the hypotheses is found to be working well for the variable. The same hypothesis is holding for respondents' opinion about human values.
Table 3 : t-test for Respondents Opinion about Human Values on the basis of Age
Age N Mean Standard Deviation Std. Error Mean t-value P value
31 -40 years 309 7.61 0.819 0.150 2.136 0.01
41 -50 years 191 9.56 0.697 0.049
Source: Primary data Ha: There is a significant difference between respondents' opinion about human values on the basis of age.
The mean, SD, SE and t-ratio for the scores of respondents' opinion about human values group on the basis of their age. M
To find out if there is any difference of respondents opinion about human values among the respondents based on their age, t-test was applied. The Mean, SD, SE and t-ratio computed for two age groups for the scores of respondents' M
opinion about human values are furnished in Table 3. The respondents whose age is 41-50 years (mean=9.56) seem to have more respondents opinion about human values than their followed by of 31-40 age group (mean=7.61). But the difference between these two age level groups is not confirmed by the t-ratio (2.136) as the computed value is significant at 0.01 level. Hence, it is inferred that the age of the respondents is a factor that opinion about human values. Therefore, the hypothesis that the respondents 41-50 years age will have more respondents' opinion about human values than other respondents' age is accepted in table. The age level groups show any difference in their respondents' opinion about human values. t-ratio (2.136) are significant. In these circumstances the hypotheses is found to be working well for the variable. The same hypothesis is holding for respondents' opinion about human values.
Table 4 : t-test for Respondents Opinion about Ethics in Business on the basis of Gender
Gender N Mean Standard Deviation Std. Error Mean t-value P value
Male 283 16.21 2.878 0.358 2.409 0.01
Female 217 11.17 3.727 1.563
Source: Primary data
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Table 5 : t-test for Respondents Opinion about Ethics in Business on the basis of Marital Status
Marital status N Mean Standard Deviation Std. Error Mean t-value P value
Married 329 15.89 2.027 0.385 2.330 0.01
Unmarried 171 18.12 1.559 0.876
Source: Primary data
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Ha: There is a significant difference between respondents' opinion about ethics in business on the basis of gender.
As per Table 4, the mean, SD, SE and t-ratio for the scores of respondents opinion about ethics in business on the basis M
of their gender. To find out if there is any difference of respondents opinion about ethics in business among the respondents based on their gender, t-test was applied. The Mean, SD, SE and t-ratio computed for two gender groups M
for the scores of respondents' opinion about ethics in business are furnished. It is observed from the table the male respondents have (mean=16.21) more respondents opinion about ethics in business than female respondents (mean=11.17). The difference between these two groups is supported by the computed t-ratio (2.409), which is significant at 0.01 level. Hence, the hypothesis that the male respondents will have more respondents' opinion about ethics in business than female respondents is confirmed. Therefore, the hypothesis that the respondents' male group will have more respondents' opinion about ethics in business than female by gender is accepted. The gender groups show any difference in their respondents' opinion about ethics in business. t-ratio (2.409) are significant. Thus it is evident that respondents with male group comparatively have more respondents' opinion about ethics in business than with female group. In these circumstances the hypotheses is found to be working well for the variable. The same hypothesis is holding for respondents' opinion about ethics in business.
Ha: There is a significant difference between respondents' opinion about ethics in business on the basis of marital status.
The mean, SD, SE and t-ratio for the scores of respondents' opinion about ethics in business on the basis of their marital M
status. To find out if there is any difference of respondents opinion about ethics in business among the respondents based on their marital status, t-test was applied. The Mean, SD, SE and t-ratio computed for two marital status groups M
for the scores of respondents opinion about ethics in business are furnished in Table 5. It is observed from the table the unmarried respondents have (mean=18.12) more respondents opinion about ethics in business than married respondents (mean=15.89). The difference between these two groups is supported by the computed t-ratio (2.330), which is significant at 0.01 level. Hence, the hypothesis that the unmarried respondents will have more respondents' opinion about ethics in business than married respondents is confirmed. Therefore, the hypothesis that the respondents' unmarried group will have more respondents' opinion about ethics in business than married by marital status is accepted. The marital status groups show any difference in their respondents' opinion about ethics in business. t-ratio (2.330) are significant. Thus it is evident that respondents with unmarried group comparatively have more respondents' opinion about ethics in business than with married group. In these circumstances the hypotheses is found to be working well for the variable. The same hypothesis is holding for respondents' opinion about ethics in business.
Table 6 : t-test for Respondents Opinion about Ethics in Business on the basis of Age
Age N Mean Standard Deviation Std. Error Mean t-value P value
31 -40 years 309 15.65 2.112 0.439 2.517 0.01
41 -50 years 191 17.30 2.281 0.598
Source: Primary data
Ha: There is a significant difference between respondents' opinion about ethics in business on the basis of age.
Table 6 represents that the mean, SD, SE and t-ratio for the scores of respondents opinion about ethics in business on M
the basis of their age. To find out if there is any difference of respondents opinion about ethics in business among the respondents based on their age, t-test was applied. The Mean, SD, SE and t-ratio computed for two age groups for the M
scores of respondents' opinion about ethics in business. The respondents whose age is 41-50 years (mean=17.30)
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seem to have more respondents opinion about ethics in business than their followed by 31-40 years (mean=15.65). But the difference between these two age level groups is confirmed by the t-ratio (2.517) as the computed value is significant. Hence, it is inferred that the age of the respondents is respondents' opinion about ethics in business. Therefore, the hypothesis that the 41-50 years of age respondents will have more respondents' opinion about ethics in business than other respondents' age is accepted in table. The age level groups show any difference in their respondents' opinion about ethics in business. t-ratio (2.517) are significant. In these circumstances the hypotheses is found to be working well for the variable. The same hypothesis is proved for respondents' opinion about ethics in business.
Table 7 : t-test for Respondents Opinion about Impact of Business Media on Human Values on the basis of Gender
Gender N Mean Standard Deviation Std. Error Mean t-value P value
Male 283 10.82 0.984 0.249 2.942 0.01
Female 217 9.31 0.849 0.346
Source: Primary data
Ha: There is a significant difference between respondents opinion about impact of business media on human values on the basis of gender.
In accordance with Table 7, the mean, SD, SE and t-ratio for the scores of respondents' opinion about impact of M
business media on human values group on the basis of their gender. To find out if there is any difference of respondents' opinion about impact of business media on human values among the respondents based on their gender, t-test was applied. The Mean, SD, SE and t-ratio computed for two gender groups for the scores of respondents' opinion about M
impact of business media on human values. It is observed from the table the male respondents have (mean=10.82) more respondents opinion about impact of business media on human values than female respondents (mean=9.31). The difference between these two groups is supported by the computed t-ratio (2.942), which is significant at 0.01 level. Hence, the hypothesis that the male respondents will have more respondents' opinion about impact of business media on human values than female respondents is confirmed. Therefore, the hypothesis that the respondents' male group will have more respondents' opinion about impact of business media on human values than female by gender is accepted. The gender groups show any difference in their respondents' opinion about impact of business media on human values. t-ratio (2.942) are significant. Thus it is evident that respondents with male group comparatively have more respondents' opinion about impact of business media on human values than with female group. In these circumstances the hypotheses is found to be working well for the variable. The same hypothesis is holding for respondents' opinion about impact of business media on human values.
Table 8 : t-test for Respondents Opinion about Impact of Business Media on Human Values on the basis of Marital Status
Marital status N Mean Standard Deviation Std. Error Mean t-value P value
Married 329 10.82 1.824 0.342 4.094 0.01
Unmarried 171 7.93 0.941 0.118
Source: Primary data
Ha: There is a significant difference between respondents' opinion about impact of business media on human values on the basis of marital status.
The mean, SD, SE and t-ratio for the scores of respondents' opinion about impact of business media on human values M
group on the basis of their marital status. To find out if there is any difference of respondents' opinion about impact of business media on human values among the respondents based on their marital status, t-test was applied. The Mean, SD, SE and t-ratio computed for two marital status groups for the scores of respondents' opinion about impact of business M
media on human values are furnished in Table 8. It is observed from the table the married respondents have (mean=10.82) more respondents opinion about impact of business media on human values than unmarried respondents (mean=7.93). The difference between these two groups is supported by the computed t-ratio (4.094), which is significant at 0.01 level. Hence, the hypothesis that the married respondents will have more respondents' opinion
Table 9 : t-test for Respondents Opinion about Impact of Business Media on Human Values on the basis of Age
Age N Mean Standard Deviation Std. Error Mean t-value P value
31 -40 years 309 9.93 1.942 0.492 3.942 0.01
41 -50 years 191 7.82 0.863 0.334
Source: Primary data
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about impact of business media on human values than unmarried respondents is confirmed. Therefore, the hypothesis that the respondents married group will have more respondents' opinion about impact of business media on human values than unmarried by marital status is accepted. The marital status groups show any difference in their respondents' opinion about impact of business media on human values. t-ratio (4.094) are significant. Thus it is evident that respondents with married group comparatively have more respondents' opinion about impact of business media on human values than with unmarried group. In these circumstances the hypotheses is found to be working well for the variable. The same hypothesis is holding for respondents' opinion about impact of business media on human values.
Ha: There is a significant difference between respondents' opinion about impact of business media on human values on the basis of age.
The mean, SD, SE and t-ratio for the scores of respondents' opinion about impact of business media on human values M
group on the basis of their age. To find out if there is any difference of respondents' opinion about impact of business media on human values among the respondents based on their age, t-test was applied. The Mean, SD, SE and t-ratio M
computed for two age groups for the scores of respondents' opinion about impact of business media on human values are furnished in Table 9. The respondents whose age is 31-40 years (mean=9.93) seem to have more respondents opinion about impact of business media on human values than their followed by of 41-50 age group (mean=7.82). But the difference between these two age level groups is not confirmed by the t-ratio (3.942) as the computed value is significant at 0.01 level. Hence, it is inferred that the age of the respondents is a factor that opinion about impact of business media on human values. Therefore, the hypothesis that the respondents 31-40 years age will have more respondents' opinion about impact of business media on human values than other respondents' age is accepted in table. The age level groups show any difference in their respondents' opinion about impact of business media on human values. t-ratio (3.942) are significant. In these circumstances the hypotheses is found to be working well for the variable. The same hypothesis is holding for respondents' opinion about impact of business media on human values.
Table 10 : Correlation Analysis for Respondents' Opinion about Human Values on the basis of their Demographic Variables
Demographic variables Respondents opinion about human values
Gender
Marital status
Age
-.089*
.092*
.112*
Source: Primary data * Correlation is significant at the 0.05 level
** Correlation is significant at the 0.01 level
Table 10 shows significant correlation between respondents' opinion about human values and demographic variables. Result shows that there is a positive and significant correlation between respondents' opinion about human values and demographic variables. The correlation value is gender (r=0.089), marital status (r=0.092) and Age (r=0.112).
Table 11 : Correlation Analysis for Opinion about Ethics in Business on the basis of their Demographic Variables
Demographic variables Respondents opinion about ethics in business
Gender 0.052
Marital status -0.125*
Age 0.134*
Table 13 : Stepwise Regression Analysis Predicting Impact of Business Media on Human Values
Sl.No Step/Source Cumulative R2 R2 Step t P
1. Gender 0.040 0.037* 3.075 0.01
2. Marital status 0.057 0.051* 2.623 0.01
3. Age 0.073 0.064* 2.013 0.01
Source : Primary data * P < 0.01
Constant value = 16.587
Table 11 signifies that significant correlation between respondents' opinion about ethics in business and demographic variables. Result shows that there is a positive and significant correlation between respondents' opinion about ethics in business and demographic variables. The correlation value is gender (r=0.052) and marital status (r=-0.125).
Table 12 : Correlation Analysis for Opinion about Human Values and Ethics in Business
Ethics in business
Human values 0.241**
Source: Primary data
** Correlation is significant at the 0.01 level
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Source: Primary data * Correlation is significant at the 0.05 level ** Correlation is significant at the 0.01 level
Table 12 shows significant correlation between respondents' opinion about human values and ethics in business. Result shows that there is a positive and significant correlation between respondents' opinion about human values and ethics in business.
Three variables namely, gender, marital status and age have significantly contributed for predicting the impact of business media on human values. The variable gender predictive value of impact of business media on human values seems to be 0.040, when paired with the variable marital status it is 0.057 and with age 0.073. The predictive value of these variables separately is 0.01.
Study Findings
There is a significant difference between respondents opinion about human values on the basis of gender. There is a significant difference between respondents opinion about human values on the basis of marital status. There is a significant difference between respondents opinion about human values on the basis of age. There is a significant difference between respondents opinion about ethics in business on the basis of gender. There is a significant difference between respondents opinion about ethics in business on the basis of marital status. There is a significant difference between respondents opinion about ethics in business on the basis of age. There is a significant difference between respondents opinion about impact of business media on human values on the basis of gender. There is a significant difference between respondents opinion about impact of business media on human values on the basis of marital status. There is a significant difference between respondents opinion about impact of business media on human values on the basis of age. There is a positive and significant correlation between respondents' opinion about human values and demographic variables. There is a positive and significant correlation between respondents' opinion about ethics in business and demographic variables. There is a positive and significant correlation between respondents' opinion about human values and ethics in business. Three variables namely, gender, marital status and age have significantly contributed for predicting the impact of business media on human values.
Policy Implications and Conclusion
Advertising is a major way of establishing communication providing services or trying to put across ideas and concepts,
between manufacturers and other organizations, consumers and potential acceptors. Advertising is a technique of promotion of sales, which undertakes mass communication about the existence and utility of products and services to target consumers. Advertising works as a tool of marketing for stimulating demand of a product, influencing the level and character of the demand, and retaining the loyalty of the brand name. Advertising aimed at preparing a ground for effecting sales maximization. The informative role of advertising is provision of knowledge about the products and their specifications, features, functions and prices to the prospective buyers and general public. The sexual or clamor advertisements direct affecting the human values and ethics in business. Thus, study is aimed of human values and ethics in business. For that the researcher framed suitable objectives and hypotheses. The sampling method for the study is simple random sampling. A sample of 500 respondents in Tamil Nadu selected district (Cuddalore, Trichy, Coimbatore, Chennai, Tirunelveli) on the basis of convenient sampling technique was adopted. After collecting the data, they are all coded using coding sheet. Further, the data are analyzed using statistical techniques, such as t-test, correlation and regression analysis. The results revealed that there is a positive and significant correlation between respondents' opinion about human values, ethics in business and demographic variables. Three variables namely, gender, marital status and age have significantly contributed for predicting the impact of business media on human values.
References
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Introduction Rising job stress has become a major concern globally. It is seen as an inevitable part of any work-setting, employees at all the hierarchical levels experience job stress. Stress at the workplace is not a new concept, it is prevailing since decades but the recent global turmoil in the economic scenario has deepened it even more. Perhaps due to its unavoidable consequences, it is required to be given much more attention in corporate world where slight change in employee productivity may lead to its growth or fall. Workers who are stressed are also more likely to be unhealthy, poorly motivated, and less productive. Their organisations are less likely to succeed in competitive market(Leka, 2003). Job insecurity, increasing workload, unrealistic deadlines, performance pressure, etc. causes anxiety and depression among employees and leaves them stressed out. Six out of every ten employees pronounce their work stressful. When employees experience greater stress at work, their overall efficiency and commitment starts declining substantively, due to which a negative work culture develops, which certainly affects the performance and profitability of the corporates as well. According to the survey by Forbes, 42% of the employees quit their jobs due to stress(www.forbes.com, 2014).It has been found in various studies across various industries and countries, that today more and more employees are experiencing stress at workplace and this bring about a range of negative consequences for both employees and corporates.
Significance of the StudyRising stress at workplace and the performance of employees is the major problem every manager deals with. The success of organisations depend highly on its employees and their perforformance. This study is significant to the employers so that they can make suitable strategies and can develop the work environment and thereby increasing employees' performance and organisational efficiency.
Review of LiteratureThis paper is an attempt to examine literature written around this topic, mainly how job stress is affecting employees', which in turn affects corporate performance and profits. Therefore recent studies in this area have been discussed.
Job stress bear a major impact on the productivity of employees. This view is supported by (Ekienabor, 2016)who found that one of the main reason behind it was the working environment, as employees display that they were not too happy with it. The author also found a significant impact of job stress on employees' commitment as the employees felt uncared by the organization. Lastly, he concluded that job stress was a real challenge for the employees working in different universities in Nigeria. Hoboubi et.al found that, there is a positive correlation between job satisfaction and
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Job Stress and Corporate Performance : GrowingContemporary Concerns
Prof. Hemant Kothari*, Jaya Sharma**
* Dean Post Graduate Studies, PAHER University,Udaipur** Research Scholar, Faculty of Management, PAHER University, Udaipur
Abstract
Rising job stress has become a major concern globally. It is seen as an inevitable part of any work-setting, employees at all the hierarchical levels experience job stress. Stress at the workplace is not a new concept, it is prevailing since decades but the recent global turmoil in the economic scenario has deepened it even more. Perhaps due to its unavoidable consequences, it is required to be given much more attention in corporate world where slight change in employee productivity may lead to its growth or fall. Workers who are stressed are also more likely to be unhealthy, poorly motivated, and less productive. It has been found in various studies across various industries and countries, that today more and more employees are experiencing stress at workplace and this bring about a range of negative consequences for both employees and corporate. This study is significant to the employers so that they can make suitable strategies and can develop the work environment and thereby increasing employees’ performance and organisational efficiency. The managers must ensure role clarity and role adequacy among all the employees for a stress free work environment. Job stress has also been present where; there was no or little superior support. Lack of superior support discourages employees for better performance. Therefore it is also suggested that a manager or team leader should in every circumstance support his sub-ordinates or team to boost their morale and work-spirit.
Key Words: Job Stress, Employee Productivity, Work Environment
productivity. The employees' perceived job stress and job satisfaction were moderately high and moderate in the study, respectively. The productivity was found on moderate levels due to absence of high job satisfaction. In this study, shift working, role insufficiency and role ambiguity were revealed as responsible for the reduced productivity and on contrary supervision support was found to have positive bearing on increased productivity (hoboubi, 2016).
Corporate productivity and profitability is very much affected by employee's satisfaction with his job. Employees under stress are seen to be less satisfied and less productive. A similar effect can be seen in this study too. Organizational Role Stress affects the productivity and efficiency of the employees and this indirectly and ultimately affects organizations' success and productivity. This situation was proved to be more severe for dual-career couples in this study. The study confirmed the positive relationship between availability of high performance work practices and employee engagement, between high performance work practices and job satisfaction, and between employee engagement and job satisfaction. Further, organisational role stress has also been found mediating these relationships considerably (Garg, 2015). Job-related stress is directly related to dissatisfaction and excessive demands at professional as well as personal factors. These factors are responsible for decline in work performance and they also dispose workers to various diseases. This can be seen in the study by (Padula, 2012) which indicated a relationship between job-related stress and work engagement. The way employees deal with their frustrations is found to be related with the job-related stress.
The study conducted on the business employees in the Central Texas area aimed at determining the effects of stress on business employees and discovering ways and methods to manage employees' stress, discussed the negative impact of work-related stress on work performance and productivity. The authors indicated job satisfaction and productivity as the two most affected areas. Therefore, they concluded that stress cannot be considered just as an individual issue, as the reduced job satisfaction and productivity has the direct impact on the company as a whole (Dishinger, 2003). If key staff or a larger number of workers are affected, work stress may challenge the healthiness and performance of their organisation(Leka, 2003). Lower productivity has always caused organisations. It affects organisations in the form of turnover and absenteeism. According to a workplace survey by American Psychological Association(2012), two in five i.e. 41% employed adults reported that they typically feel stressed out during the workday which was 5% higher as compared to the figures of 2011. Similarly, a reflection of contrasting effect shows that in any three-month time period, an employee struggling with a depressive condition will miss, on an average, 4.8 workdays, resulting in 11.5 days of significantly reduced productivity on the job. It is estimated that depression causes 200 million lost work days each year, costing employers between $17 and $44 billion in lost productivity. This cause a staggering decline in corporate performances and profitability(http://blog.sagehrms.com, 2013).
(Olusegun, 2014)reveals that tiredness, worry, unhappiness, weakness, headache, anger are few underlying stress factors. Workers getting affected by these stress factors have attempted to overcome by absenting themselves from work, taking off days, watching movies, sleeping, drinking and smoking, additionally the presence of work stress evoked illness on workers. A study on the employees of Ghana Ports and Harbours Authority, Takoradi also confirmed that distressed employees negatively affect the overall productivity of the organisation. Moreover, the employees felt that the organisation doesn't care for them which reflected huge dissatisfaction among them and caused absenteeism and turnover apart from lowered productivity (Dwamena, 2012).
According to ComPsych's 2014 stress pulse survey, 64% employees report having high stress levels with extreme fatigue or the feeling of out of control, while 29% employees miss 3 to 6 days every year due to stress. These high levels of stress causes deleterious effects on the work as well as on the employee, says Dr. Richard A. Chaifetz (www.compsych.com, 2014). This study found that depression symptoms are related to work absences and impaired work performance, and results partly confirmed that work stressors add to this impact. The study suggest that workers with depression may benefit from care involving medical and vocational interventions. Presenteeism and absenteeism were significantly worse for the depression group at each time point. In cross-sectional models, presenteeism was associated with more severe depression symptoms, poorer general physical health, psychologically demanding work, the interaction of psychologically demanding work with depression, and less job control. Absences were explained by depression symptom severity and poorer general physical health but not work stressors. Because of minimal change in the work stressors, their longitudinal effects on outcomes were mostly non-significant (Lerner, 2010).
The prevalent levels of job stress, employee morale and job involvement in banking industry are not in an ideal situation. The study by (Sharma, 2015) examined the effect of job related stress on employee morale and job involvement. During the past two decades, the banking sector had under gone speedy and prominent change. Due to these changes (internal and external), the employees of the banking sector have undergone high levels of stress. This study on job stress depicts statistically strong and positive correlation with low employee morale, whereas, significantly weak and negative correlation with job involvement. Further, the impact of job stress on both, employee morale and job involvement was also confirmed. The impact of job stress on employee morale had a greater negative impact than on job involvement. Unlike, its other contemporary research articles, the research by (Agarwal, 2015,
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November 5-6) takes an all different position about job stress and its negative impact on employees. This research contradicts the notion that stress has a relation or impact on job satisfaction and commitment. Though the work environment of IT industry is stressful when deadlines have to be met, also because of IT industry's dynamic nature (where recession in one part of the globe has impact on the other part of the globe makes it stressful); still it is not the key deciding factor for satisfaction, commitment and indirectly does not influence the attrition in the IT industry. The reason being, stress factors are industry related rather than organization related. (Beattie, 2014) Spreads out their work to study the effect of experiences of incivility at work on two outcomes, stress and work-engagement, at a within-person level. Two prospective mediators of the incivility-outcome association were also studied: the job resource of perceived supervisor support and the personal resource of core self-evaluation. Data for the survey was collected eight times over a four-week period from 130 security employees both, in the field, and at the corporate offices of a security firm in Australia. High supervisor support reduced this effect. Though, a negative relationship between incivility and daily engagementwas only substantial for those who had low core self-evaluation.
The research by (Sahukar, 2014) provides a different dimension of stress and workplace. As the authors examined how yoga practicing Indian software professionals cope up with stress and psychosomatic health problems. It was found in their study that there is significant correlation among job satisfaction, job stress and health. Among yoga practitioners, job satisfaction was not significantly related to Psychosomatic health whereas among the non-yoga group Psychosomatic Health symptoms showed significant relationship with Job satisfaction. The nature of employment in the IT industry is extremely challenging because of its commitment to high service levels and acute flexibility through resource management. Since for most employees, the sources of job reward is confined to salary, expectation of the early incentives and raises, create atmosphere of competition and loss of job security. This situation give rise to the malignant stress that bring a sharp decline in the performance and a lack of commitment towards work. On one hand, where stress is understood in inverse relations with workplace wellness; organizational commitment is understood as an employee's sense of belonging, acceptance, passion and pride towards his organization that motivates him to work actively for the interest of his organization (Rathore, 2014). The changing nature of the economy and increased competition has put a great demand on professionals today, which results in workaholism in the behavior of professionals (Srivastava, 2012). It was revealed in the study that the dimensions of workaholism, work values and job demands emerged as predictors of stress and anxiety. Some of the dimensions of job demands showing the extreme nature of the job came out as the negative predictor of stress, which reflected an entirely different perspective of people in the society. Professionals in the service sector suffer more stress and anxiety as compared to those in manufacturing sector. The unmarried and younger age group of professionals were perceived to have a higher level of anxiety and stress as compared to the married and the senior age group.
The IT companies are human resource driven organizations. They depends largely on the talent and capabilities of the human resource. To unfold their potentialities, IT companies must try to analyse organizational climate at a deeper level. They must try to remove blockades, if present in their organization and should create a healthy and conducive climate(Singh, 2011).Their analysis also revealed the strong influence of seven dimensions of organizational climate such as orientation; quality of work life; problem solving and decision making; communication; customer satisfaction; goal setting, appraisal and counselling; and training in experiencing occupational stress.
(Allen, 2011) Recommends the organisations to ensure good working environment for the employees and adopting measures to minimize the job stress, such as appropriate working hours, relative workload, etc., as in the study he found the employees under job stress, and pointed out three symptoms – physical symptoms, emotional symptoms and behavioural symptoms which affected their performance. The author finally concludes the negative relationship of job stress with employees' performance, i.e. higher the stress lower the performance.
Nowadays, in times of economic crisis, most managers or entrepreneurs have to cope with a lot of new job challenges which can easily transform into stressors. Work related stress is of growing concern because it has significant economic implications for the organization. Even if some stress is normal part of life, excessive stress can influence one's productivity, health and emotions and it has to be taken under control. When people lose confidence, they refuse to take responsibilities, they get quickly irritated, they get dissatisfied with their job, their performance also gets low and the organization suffer. Fortunately, most managers and entrepreneurs know which stress symptoms are and have the necessary knowledge for managing and reducing it before it can affect employees' daily work. Stress impacts both, organizational welfare and personal behavior of supervisors or employees, that's why, the ability of managing it can make the difference between job's success and failure. (Mirela, 2011). This study focused on and around “techno-stress” uses concepts from sociotechnical theory and role theory to explore the effects of stress created by information and computer technology (ICT) on role stress and on individual productivity. The three hypotheses proposed in the study: (1) techno-stress is inversely related to individual productivity, (2) role stress is inversely related to individual productivity, and (3) techno-stress is directly related to role stress, were being supported with the results. The study confirmed that techno-stress inversely affects productivity, the paper reinforces that failure to manage the effects of ICT-induced stress can offset expected increases in productivity(Tarafdar, 2007).
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A general belief that pessimism is a negative trait and hence it is being associated with stress in positive cor-relation. This study presents a different perception towards stress, and the effect of optimism and pessimism on stress. It is expected that higher perception of stress among pessimists relates to lower job satisfaction, lower job performance and higher turnover intentions as compared to the optimists. Based on past research, optimistswould be expected to perform better and be more satisfiedthan pessimistic employees because the optimists would perceive lower levels of stress than their pessimistic counterpartsin exactly the same situation. However, in this study,despite higher stress perceptions, pessimists reported bothhigher job satisfaction and job performance. It was found that optimists did perceive lower levels of job stress andlower work/non-work conflict. However, pessimists reported higher levels of performance and satisfaction and lower turnover intent. It was also found in the study that optimism acts as a main effecton the dependent variable rather than as a moderator onstress. At some points, pessimistsperceived greater stress than optimists, especially forrole stress and work/non-work conflict. The more stressat work, the more likely stress interference with one's home life. Thus, it wasn't surprising that pessimists experienced more work/non-work conflict than theiroptimistic counterparts (Tuten, 2004).
Conclusion and SuggestionsThe literature discussed above isfairly evident of the negative consequences of job stress at workplace. Job stress adversely impact the performance of employees thereby declining the overall performance and profits of the corporates. Stress at workplace causes employees to quit their companies and absenting themselves from their work, this causes huge financial losses to the companies. Role insufficiency and role ambiguity have been unfolded as one of the major concern of job stress in the literature. Hence, the managers must ensure role clarity and role adequacy among all the employees for a stress free work environment. Job stress has also been present where, there was no or little superior support. Lack of superior support discourages employees for better performance. Therefore it is also suggested that a manager or team leader should in every circumstance support his sub-ordinates or team to boost their morale and work-spirit. Apart from morale boost and support, managers must also keep on instigating a sense of pride towards organisation, this helps in building employee commitment and dismantling work problems and stress. For dismantling stress and all other work related problems, a very interesting aspect has come across in the literature i.e. yoga practice. It was confirmed in the study that the employees who practice yoga cope up easily with the stress. Therefore, employers should arrange regular yoga sessions for their employees. Lastly, reward and recognition must be made an integral part of the overall management style. As it has been found in the literature that, reward and recognitions compensates for stress.
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Dr. Dharmendra Mehta*, Abhay Jaiswal**, Dr. Naveen K. Mehta***, Dr. Chanchala Jain****
Abstract
Food banking is an emerging way to solve the complex universal problems of hunger and food waste. According to review of literature available from different Web/ Non-Web Sources, there are nearly 800 million hungry people in the world, while one-third of all food produced is wasted. Food banks attempt to salvage perfectly edible, non-saleable food before it is wasted and distribute it to hungry people by way of social service organizations. From Management and Corporate perspectives CSR Initiatives like - evolution of “Breakfast Clubs for Disadvantaged Children”, “Homeless Hostels”, “Orphanages, Luncheon Clubs” for older people and all types of refuges need to be studied with “Integrated Approach for Wholesome Life for All”.
Reportedly, World's First Food Bank the St. Mary's Food Bank was founded in Phoenix, Arizona (North America) in 1967, Worldwide Food Banks, started in 19th century but in India Food Donation- An initiative to mitigate hunger started in 2012. Delhi Food Bank (DFB) was the first Food Bank launched on June 2012 with IFBN (Indian Food Banking Network). This idea for IFBN was emerged from “The Global Food Banking Network in Chicago” The mission of these Food Banks is to “enhance human dignity by eliminating chronic hunger alleviating poverty in our society”. Food Banks world over need to co-ordinate the collection of extra food from multiple sources, rely entirely on donations of food and money from individuals/ various organizations, such as religious,, businesses and community service organizations..
Indian Food Banking Network (IFBN) is also making serious efforts so as to bring the government, private sector and NGOs together to fight hunger and malnutrition in the country. Its goal is feeding and providing nutrition that helps in breaking the cycle of poverty with heath care, education, livelihoods for an integrated development for all. Food Banks have been opened in different cities in India.
Recently in Houston, U.S.A.(March 14-17, 2016) Food bank leaders from more than 38 countries gathered and discussed, problems like, poor distribution strategies, informality in handling and delivering food products, lack of infrastructure, the mismatch between the supply and nutrition needs, among others.
Taking note of the Central Theme/ Sub-Theme(s) of this International Conference as well as growing inter-continental economic-social disparities, environmental deterioration, increase in social strife, rampant poverty and growing stress levels across Global Communities, affecting majority of the masses this paper makes an attempt to understand and analyze the emerging issues in the domain of a Noble and Philanthropic concept like Food Banks and Public Morality.
It is one of the pioneering endeavor to provide new insights with some empirical evidences, as well as with the help of review of literature, which may help Academia, CSR Experts/ Consultants, Corporate Decision Makers, Community Leaders, Administrators, across Nations to reorient their Food Management/ Food Banking Strategies in more organized and systematic manner.
Key words : Food banking, Hungry People, CSR Initiatives, Public Morality.
Ethics and Values for Societal Well Being; Public MoralityFood Banks & Public Morality – Noble CSR Approach For
Wholesome Life
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* Reader FMS Pt. JNIBM Vikram University, Ujjain **Research Scholar FMS Pt. JNIBM Vikram University, Ujjain ***Asso. Prof. SUBIS Barla, Sanchi****Former Faculty MER-LNCT, Indore
Introduction
Most countries have tried to create the right policy instrument and “good governance” to alleviate food insecurity. Food security is defined as access to sufficient food for a healthy life. About 850 million people in the world are undernourished; a number that has hardly changed since 1990–1992.With the purpose to serve the society, to save the lives and to stop wastage of food, food banks operate at their best. Food banks work by matching food from donor to those that need this the most. Food is perishable thing which cannot be stored so long therefore it needs to finish in fix span of time. Food banks locate the needs of people and try to deliver food in feasible time with the help of various NGOs and other social service organizations to the orphanage, old age home and to the poor peoples.
The technology helps a lot in the whole process of monitoring, evaluation and to track the need & availability. But food banks can function smoothly when they have enough food and it is only possible by stopping the wastage of food and supplying the extra food to the food banks. UN report on food waste says that India is ahead of China in wasting food items. India is a significant contributor on account of both pre and post harvest waste in cereals, pulses, fruits and vegetables. The statistics show that one third of all food produced in India is wasted. India wastes as much food as is consumed by the UK. Farmers sweat hard to grow the crops irrespective of the climate conditions, also look after them and try to protect them from various diseases and natural hazards but the Indian farmers are poor and they don't have much modernized techniques such as cold storage, etc. to store food due to that they have to face many problems. This phenomena increase the cost of raw food which is unaffordable by many peoples.
Therefore, it's the prime responsibility of people (those have enough to procure it) that they should try their best to save the food and during any occasion if all the prepared food is not consumed then rather than throwing it in dustbin, supply it to food banks so that it can be delivered to the needy people on time. It is the morality and social responsibility of all the citizens that they should cooperate in this novel cause so that food banks can work properly. India is the country stands at second position in terms of population; hence the food produced in India should be utilized properly so that wastage can be stopped and many can avail it.
Literature Review
CSR Journal (2015) Weddings, canteens, hotels, social and family functions, households spew out so much food. According to the United Nations Development Programme, up to 40% of the food produced in India is wasted. About 21 million tonnes of wheat are wasted in India and 50% of all food across the world meets the same fate and never reaches the needy. In fact, according to the agriculture ministry, Rs. 50,000 crore worth of food produced is wasted every year in the country.
Sunhee Kim, (2014)- In this study the researcher stated that Food security is one of the dimensions in reducing poverty. Food bank governance is a key system for increasing food security. Even if thousands of food banks operate around the world by importing the standard US model, a universal standard of governance cannot always be applied to all countries, because actors, networks, and institutions embedded in unique social, economic, cultural, and political contexts retain endogenous properties. Hence, the governance model must reflect the endogeneity each society has. This article aims to theoretically suggest the endogenous governance model and to empirically demonstrate the validity of this model by comparing the governance of food banks in the USA and Korea. Although Korea introduced the US food bank model, the Korean model has been adapted and changed, evolving its own system. To find the difference in endogenous food bank governance between the two countries, we compared the variety of governance models, the institutional context, mode of network, actors' attributes, and time perspective. Valerie Tarasuk (2014)-An inventory of charitable food provisioning in Halifax, Quebec City, Toronto, Edmonton, and Victoria, Canada was conducted in 2010. Of the 517 agencies that participated in a telephone survey of their operations, 340 were running grocery programs. Multivariate regression analyses were conducted to determine the association between program characteristics, volume of service, and indicators of strain in food banks' abilities to consistently achieve the standards of assistance they had established. Food banks in Canada remain dependent on donations and volunteers, with available resources quickly exhausted in the face of agencies' efforts to more fully meet clients' needs. Food banks have limited capacity to respond to the needs of those who seek assistance. According to Indian Media reports published in (Dec 15- Jan 16) About 400 Mumbai Dabbawalas have started the social initiative of 'Roti Bank' to prevent criminal wastage of food at social functions.
Research Question
With the above in mind, the purpose of the present study was to explore the dimensions of Food Security with Noble
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initiatives of Food Banks. Specifically, the study addressed the following research question:
What are the dimensions, responsible for the Food Banks –An Noble initiative to fight with hunger?
Objectives To get an insight about Food Banks & Public Morality with the help of Review of Literature. To analyze and explore the dimensions of Food Security with Noble initiatives of Food Banks To provide the suggestions as well as present A Tentative M2+J2 Model before the Society/ Stakeholders.
Research Methodology The study is conceptual and observative in nature and used secondary sources for data collection. Data of Global as well as Domestic level has been analysed through tabular form.
Tools for Analysis
Tables and graphs were used to analyse the data.
TCS Bengaluru Office An employee of TCS company had posted that approx 45 kg food wastage in a day. 45 kg food can fulfil the need 180 people.
World Food Banks
North America Arizona (USA) 1967 St. Marry Food Bank 200+ 850000
Europe France 1984 Trussell Trust 55 (Spain) 1500000
Asia Singapore 2012 Food Bank Singapore Ltd. -
Asia Delhi 2012 Delhi Food Bank 10+ 1000000
Banefitiary NETWORK NAME YEAR
(1st Food Bank) COUNTRY/
CITY CONTINENT
Sources- GFBN, IFBN
COUNTRY NAME DESCRIPTION DONORS
Serves to 1700 customers & 650 customers in market.
(Second Harverst Asia, 2012).
Started in 2012 in Delhi, Kellogg's India feeding dreams of
9000 children.
(Indian Food Banking Network, 2014).
50+ Food Banks are working in Spain. Companies are willing
to give donations at free of charge.
(FESBAL, 2013).
Corporations, Industry,
organization
Government, Private
Sector, NGO
Companies, Private
Sector, Populations
South Korea
India
Spain
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Collection and distribution in 88 regions in Russia, helping more st
than 150 NGO. Russian Food Bank is the 1 virtual Food Bank.
(Food Bank Rus, 2014)(Global FoodBanking Network, 2014a).
Corporations, Industry,
organizationRussia
Food Bank SA rescues more than 4,390 tons of food annually, to
promote self-sustainability in the 600 organizations that they
help . (Food Bank SA, 2014).
Manufacturers,
RetailersSouth Africa
More over 200+ Food Banks in America, distributes more
the 3 billion meals each year. They feed 46.5 million people
at risk of hunger, including 12 million children and seven
million seniors (Feeding America, 2014)
Farmers, Manufacturers and
RatailersUSA
There are more than 800 food banks and 3,000 food
programs in Canada. In fact, close to 40% of food banks
are run solely by volunteers (Food Banks Canada, 2013)
Corporate sponsors,
individual donations,
community support, parent
organizations
Canada
The Food Bank Network of Chile began its operation in 2010. The food bank has delivered 20 million food rations (7,000 tons) to 124 solidarity organizations, reaching more than 52,000 vulnerable people (Sociedad Anónima, 2013)
Manufacturers and Retailers Chile
The network is composed by 61 food banks. The food
bank asks to the recipient a salvage value that
according to the law should not exceed 10% of the
market value. This fact makes it possible for banks to
be self-sustainable. In 2013, they rescued more than
55,000 tons of food benefiting more than 1 million of
Mexicans (BAMEX, 2013)
Major agricultural, manufacturing and retail
companies
Mexico
Source- Accessed through The Global Food Banking Network Website
Food Banks At A Glance
Source- Accessed through The Global Food Banking Network Website
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Conclusions Hundreds of thousands of tons of food are either lost or wasted while millions of people suffer from malnutrition. Plausible initiatives are the food banks in which large retail chains and potentially other organizations can donate food. A noble approach adopted by the Food Banks to help the needy people. This work reduces the wastage of food and optimum utilization of food resources. Food Banks utilizes the Supply and Distribution Chain Management concept effectively. Authors are in the process of developing and finalizing the Tentative M2+J2 Model before the Society/
Stakeholders, which may contribute in this area of research.
Suggestions Put a board with massage “Take All You Can Eat, But Eat All You Take “near to dustbin.
Daily breakup of food wastage (Quantify) with a weekly comparison. The board is put up right where the leftover food trash can is.
Collect food left by last night and distribute to the hungry people at free of cost.
Limitations This study is based on secondary data only. Study confined to conceptual in nature. . Selected factors have been studied in the study through tables and charts. The study was time bound.
Future Scope This study may be useful from the Indian perspective of India. The findings of the study can help the NGOs or charitable trust to help the people who are really needy of food. This study will provide lessons to those people who usually waste foods at home, offices or either parties or
celebrations.
Model A Tentative M2+J2 Model has been proposed and in under process for the Society/ Stakeholders. We all Authors of this Research paper including one of the “Young Divyang* Scholar” Express & solicit our special thanks to our Honorable “Father of the Nation” Late M.K. Gandhiji who said once- “Food should be taken as the matter of Duty”. “We should consider Food as Energy”, which inspired and motivated me and my team to take up and link up this
Cause with CSR. Our Honorable PM Narendra Modiji who also shared/ touched this issue in his Popular Radio Talk Show- “Mann Ki Baat”
References Alexander, C., & Smaje, C. (2008). Surplus retail food redistribution: An analysis of a third sector model. Resources,
Conservation and Recycling, 52(11), 1290–1298. De Armino K: Erosion of Rights, Uncritical Solidarity and Food Banks in Spain. In First World Hunger Revisited.
Edited by Riches G, Silvasti T. Basingstoke, Hampshire: Palgrave Macmillan; 2014:131–145. Food Banks Canada: HungerCount (2013). Toronto ON: Food Banks Canada; 2013
Kim S., (2014), - “Exploring the endogenous governance model for alleviating food insecurity: Comparative analysis of food bank systems in Korea and the USA”., International Journal of Social Welfare, pp- 145-158.
Mejja Gonzalo (2015), Food donation: An initiative to mitigate hunger in the world, pp- 14-24. Tinnemann P, Pastatter R, Willlich S, Stroebele N: Healthy action against poverty: a descriptive analysis of food
redistribution charity clients in Berlin, Germany. Eur J Public Health 2011, 22:721–725. Pfeiffer S, Ritter T, Hirseland A (2011): Hunger and nutritional poverty in Germany: quantitative and qualitative
empirical insights. Crit Public Health 2011, 21:417–428. Poppendieck J: Food Assistance, Hunger and the End of Welfare in the USA. In First World Hunger Revisited.
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Web Sources https://www.indiafoodbanking.org https://www.indiafoodbanking.org/foodbanks/delhi https://www.foodbanking.org www.dnaindia.com www.mumbaimirror.com
Books The Good Food Revolution: Growing Healthy Food, People, and Communities- By Paul Roberts (2008) Food Security for the Faint of Heart- Robin Wheeler (2008)
