Fitness Equipment Victoria Canada
Job satisfaction of university employees
Study Background:
Satisfaction work is the result of the various attitudes that have an employee to work. These attitudes may be related to work factors such as wages, the environment work job security, the nature of work, promotion opportunities, the elimination of complaints system, opportunities for participation in decision making and other fringe benefits. Job satisfaction therefore can be defined as an attitude that results from a balance and the sum of many disappointments and specific experience as an employee in the course of their work, or sentence of an employee on how well their work, in general, provide opportunities to meet their needs. Refers to job, their adaptation in general and social relations within and outside of work. This satisfaction and dissatisfaction with one's work depends on the positive or negative evaluation of their own success or failure in achieving personal goals and the perception of labor's contribution to it.
The universities are the focus of providing higher education. Universities in the modern world are expected to seek and cultivate new knowledge and provide the right kind of leadership in all areas of life and strive to promote equality and social justice. Universities in India, however, must assume some additional responsibilities. Must be the conscience of the nation, developing programs to help adult education in improving schools, and try to bring back the center of gravity of life academic in the country.
The university system has to insist on the importance and carry out four elements, namely: (i) Excellence (ii) Modernization (Iii) interaction, and (iv) self-sufficiency. These are all interrelated. True search for excellence in all spheres of activities of a university drinking help and care in university life. The qualities of humanism, tolerance, reason and the adventure of ideas, the search for truth and thus contribute to lead humanity toward even higher goals. Modernization in terms of courses, facilities, methods of evaluation and up gradation power in turn, enrich education, research, examination system and extension activities. Modernization university better equipped to play its role effectively. Interaction and interdependence are well known concepts in day world situation. Universities are no exception to this. They must leave their towers Ivory concept and interact with the outside world know. Society, government, sister institutions, industrial organization and the world. Through interaction, academic excellence should be shared for national development.
Autonomy in the true sense should be the privilege of the university system that can respond in full force for the accomplishment of its objectives and goal. Regarding academic courses offered autonomy, development of evaluation methods teaching research and extension activities are available. Financial autonomy is vital for the continuation of universities as centers of excellence and need of the hour is to initiate the steps to generate funds and reduce its dependence on the Government to the extent possible, thus paving the way towards self-sufficiency.
Yashwantrao Chavan Maharashtra Open University (YCMOU), was established in 1989.In the pursuit of providing quality education through distance mode, is trying to create a distinct identity in the Open Education System India. The YCMOU is the fifth Open University in India, and the fourth at the state level in order become a "Mass Varsity. The emphasis in vocational, technical, vocational and general education programs and its focus promoting a new culture of work and the linking of development. The university has proposed to create an identity on the national education. The university is trying to develop those management practices that will help you become efficient, economical (profitable) and accountable at every level.
YCMOU runs more than 177 programs through distance mode. It has developed more than 1500 books, over 342 Adios and more than 350 videos on various topics. It has achieved the Award of Excellence Institutional Achievement. Distance Learning from the wealth of Learning, Canada (2002). Listed among Mega Open Universities in the World (2005). It has numerous collaborations international and some are now in the pipeline. They are: The wealth of Learning, Canada, London, Commonwealth Secretariat, Brock University, Canada, Athabasca University, Canada Open University Wawas, Malaysia, the Chartered Management Institute London, UK and International Food Policy Research Institute of the Organization Open World and Agricultural University, USA etc.
The researcher is working on YCMOU since February 1992. Holding in many positions, which has been control of university activities closely. Staff working in YCMOU has carried out many responsibilities. It can carry out any responsibility on the shoulders they are. There are several types of activities carried out in a distance education created as the program planning, development of instructional materials, production instructional materials, delivery of materials and services, counseling, evaluation etc., evaluating products, processes and services, maintenance review training programs and job type of administration, etc.
When account is taken on the job satisfaction for the same reasons good infrastructure, good garden, good working environment, but also depends on the status and recognition, sex, age and experience and skills that contribute to have job satisfaction. Some work attitude and personal involvement in the workplace also affects job satisfaction. Organizational climate and characteristics personality also play an important role in influencing job satisfaction of any employee.
Working conditions is a major contributor for job satisfaction. But all types of working conditions are neither fully satisfactory or unsatisfactory, Job Satisfaction definitely promotes happiness, success and efficiency of professional activity in which the organizational climate in the development of a happy and pleasant interactions between employees and management.
Job satisfaction may be an important indicator of how employees feel about their jobs and a predictor of behavior at work, such as organizational citizenship absenteeism and turnover. more job satisfaction can partially mediate the relationship between personality variables work and deviant behavior. Apparently, satisfaction and job performance are directly related. There are many published studies of satisfaction work confirms this statement. Therefore, it is necessary to study the job satisfaction of employees in YCMOU
The rationale behind the study:
Satisfaction related to employee work leads to good performance. Employees working in YCMOU perform their functions without any hesitation. But if they are satisfied with their jobs was not declared in the investigation. Therefore research in this direction is proposed to carry out.
Research Problem Statement:
A study of satisfaction employees work YCMOU
Research Objectives:
1.To study the satisfaction work, academic staff employees
YCMOU working.
2. To study the job satisfaction of non-academic personnel working as
Class I employees in YCMOU.
3. For the study of job satisfaction among non-academic staff working as
YCMOU class II employees.
4.To study of job satisfaction and non-academic work
Class III employees in YCMOU.
5.To study of job satisfaction and non-academic work
YCMOU class IV employees.
6.To study of global work satisfaction of non-academic general
employees working in YCMOU
7.To satisfaction study general global work of employees
working in YCMOU
8.To that general comments on the job satisfaction of
YCMOU employees comparing the academic staff and each
category level of non-academic staff YCMOU
Review related literature and research
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Methodology
Research at hand was related to the current situation. Therefore, the researcher had used the descriptive survey method.
He had used a questionnaire standardized (SQ), developed by Cooper, to measure the overall employee satisfaction as a tool for collecting data. Although it was a questionnaire standardized, the researcher took the expert opinion of experts belonging to it and made the changes according to your suggestions. In point number SQ 19, the words were written abbreviated wr but the expert suggested that should be written in a comprehensive manner.
SQ was included to 22 states next six circles between satisfying given the high and low satisfaction. Item questionnaire was six. After discussion with experts, it was decided that six points must be defined six grades as follows with their value ..
AGE GRADE WEIGHT REMARKS
E 0-19 1 Lowest Satisfaction
D 20-39 2 Lower Satisfaction
C 40-49 3 Low Satisfaction
B 50-59 4 Satisfactory Satisfaction
A May 60-74 Superior Satisfaction
O 75 6 Greater Satisfaction
When responses were gathered, all responses were weighted
as planned earlier.
YCMOU was then 36 academic and 275 non-academic staff and therefore 311 employees were working in YCMOU. Out of this group about 25% of sampling ie 80 only was taken for investigation:
The samples had been randomly selected as the availability of
employees. Method stratified random sampling was used for research.
The employees were chosen from academic staff and also non-academics
staff and each category below.
_ Academic. Nonacademic
- Lecturer total. Class I Class II Class III Class IV Total
Population 8 June 1922 36 72 18 155 30 275
Sampling 2 2 6 10 20 5 40 5 70
(Close About 25%)
Within 10 70 = 80 Size of the sample.
CONCLUSION:
Objective 1:
About job satisfaction among academic staff YCMOU.
Conclusion:
- 1. Satisfaction in the work of academic staff was found satisfaction "A" grade (62.42%)
2. Factor satisfaction of the job variable rational degrees of academic staff is as follows.
Circulars & Communication
A
Interactions
B
The importance of our efforts
A
Task
A
Motivation
A
Opportunities
A
Safety in use
A
University Objectives and Participation
O
Supervision
A
The process of change and
B
Working method
A
Individual progress
A
Complaints Procedure compensation
C
Scope of work for progress
A
Participation in decisions
C
Capacity Utilization / Ability
B
About Liberty and the elasticity
Freedom and Elasticity
A
Atmosphere
A
Wage
B
University Structure
B
The quality of the work given to the employee
A
About the total work
A
Objective 2:
About the job satisfaction of employees of class I YCMOU.
Conclusion:
- Job Satisfaction of Staff of Class I was found satisfaction category (68.64%)
- Factor or variable job satisfaction rational degrees of Class I
Employees are given below.
Newsletters and Communications
A
Interactions
A
The importance of our efforts
A
Task
A
Motivation
A
Opportunities
A
Safety in use
A
University Objectives and Participation
A
Supervision
A
The process of change and
A
Working method
A
Individual progress
A
Complaints Procedure compensation
A
Scope of work for progress
A
Participation in decisions
A
Capacity Utilization / Ability
B
About Liberty and elasticity
Freedom and Elasticity
A
Atmosphere
A
Wage
O
Structure University
A
The quality of the work given to the employee
A
About the total work
A
Objective No. 3:
About job satisfaction employees YCMOU Class II.
Conclusion:
- Job satisfaction of Class II employees are satisfaction category (68.78%)
- Satisfaction Factor rational working variable grades of employees of class II below.
Newsletters and Communications
A
Interactions
A
The importance of our efforts
A
Task
O
Motivation
A
Opportunities
A
Safety in use
O
University Objectives and Participation
O
Supervision
A
The process of change and
A
Working method
A
Individual Progress
A
Complaints Procedure compensation
A
Scope of work for progress
A
Participation in decisions
B
Capacity Utilization / Ability
B
About Liberty and elasticity
Freedom and Elasticity
A
Atmosphere
A
Wage
O
University Structure
A
The quality of the work given to the employee
A
About the total work
O
Objectives 4:
About the job satisfaction of employees of class III YCMOU.
Conclusion:
- Job satisfaction of Class III personnel found satisfaction "A" grade (63.98%)
wise job satisfaction 2.Factor/variable in grades Class III
Employees is given below.
Newsletters and Communications
B
Interactions
A
Importance to our efforts
B
Task
A
Motivation
A
Opportunities
A
Safety in use
A
University Objectives and Participation
O
Supervision
A
The process of change and
B
Working method
A
Individual progress
A
Complaints Procedure compensation
B
Scope of work for progress
A
Participation in Decisions
C
Capacity Utilization / Ability
B
About Freedom and flexibility
Freedom & Elasticity
A
Atmosphere
A
Wage
B
University Structure
A
The quality of the work given to the employee
A
About the total work
A
Goal 5:
About the Job Satisfaction of Employees in Class IV in YCMOU.
Conclusion :
1.Job satisfaction of Class IV employees were found satisfaction category (67.27%)
- Satisfaction factor or variable on rational use of grades of employees in Class IV is as follows.
Newsletters and Communications
A
Interactions
A
The importance of our efforts
A
Task
A
Motivation
A
Opportunities
A
Safety in use
O
University Objectives and Participation
O
Supervision
A
The process of change and
A
Working method
A
Individual progress
A
Complaints Procedure compensation
B
Scope of work for progress
A
Participation in decisions
B
Capacity Utilization / Ability
B
About Freedom and Elasticity
Freedom and Elasticity
A
Atmosphere
A
Wage
A
University Structure
A
The quality of the work given to the employee
A
About The total work
O
Objectives 6:
About General General Job Satisfaction of non-academic staff YCMOU.
Conclusion:
1.Job satisfaction YCMOU non-academic staff found 'A' Level of satisfaction (65.78%)
2.Factor/variable satisfaction rational work in grades YCMOU academic personnel is given below.
Newsletters and Communications
A
Interactions
A
The importance of our efforts
B
Task
A
Motivation
A
Opportunities
A
Service Security
A
University Objectives and Participation
O
Supervision
A
The process of change and
A
Working method
A
Individual progress
A
Complaints Procedure compensation
B
Scope of work for progress
A
Participation in decisions
C
Capacity Utilization / Ability
B
About Liberty and the elasticity
Freedom and Elasticity
A
Atmosphere
A
Wage
A
University Structure
A
The quality of the work given to the employee
A
About the total work
O
Objectives 7:
About General Satisfaction with the work of all employees working in YCMOU
Conclusion:
- 1. Overall general satisfaction at work of all types of employee satisfaction was found YCMOU "A" grade (64.80%)
- 2.Factor/variable job satisfaction rational degrees of all employees working in YCMOU below.
Circulars and Communications
A
Interactions
A
Importance to our efforts
B
Task
A
Motivation
A
Opportunities
A
Safety in use
A
University Objectives and Participation
O
Supervision
A
The process of change and
B
Method work
A
Individual progress
A
Complaints Procedure compensation
B
Object of the work to progress
A
Participation in Decisions
C
Capacity Utilization / Ability
B
About Liberty and the elasticity
Freedom & Elasticity
A
Atmosphere
A
Wage
A
University Structure
A
The quality of the work given to the employee
A
About total labor
A
Goal 8:
For general comments concerning workers' job satisfaction of academic staff and YCMOU compare each level of the category of non-academic staff of YCMOU.
Conclusion:
- General Job Satisfaction of YCMOU, non-academic staff (65.78%) were more satisfied than academic staff (62.42). Y in non-academic staff, employees of Class II (68.78%) were more satisfied than other classes. (Class I was 68.64%, 63.98% were class III and class IV was 67.27%)
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