Professional Documents
Culture Documents
Final Project
Final Project
Final Project
Introduction
Job satisfaction is the favorable or unfavorable subjective feeling with which
employees view their work. It results when there is congruence between job
requirement, demands and expectations of employees. It expresses the extent of
match between employees, expectation of the job and the reward that the job
provides. The factors of physical conditions and social nature affect job satisfaction
and productivity. Job satisfaction is defined as an effective or emotional response
towards various facts of ones job. Job satisfaction is in regard to ones feelings or
state-of-mind regarding the nature of their work. It can be influenced by a variety
of factors, the quality of ones relationship with their supervisor, the quality of the
physical environment in which they work, degree of fulfillment in their work, etc.
Like many other countries of the world in India also, there is a general feeling that
the teachers do not have satisfaction in their jobs. There seems to be a growing
discontentment towards their job as a result of which standards of education are
falling. Teachers are dissatisfied in spite of different plans and programs which
have been implemented to improve their job. Job satisfaction consists of the total
body of feelings-about the nature of the job promotion, nature of supervision etc.
that an individual has about his job. If the sum total of influence of these factors
gives rise to feelings of satisfaction, the individual has job satisfaction.
Teachers job satisfaction which is linked to teachers work performance, includes
teachers involvement,commitment, and motivation in the job. It is not only
important for teachers, but empirically influential on students and schools in
general. Teachers satisfaction with their career may have strong implications for
student learning. Specifically, a teachers satisfaction with his or her career may
influence the quality and stability of instruction given to students.Satisfaction is
almost important in teaching profession where he is to deal with another human
being, the student ,and the satisfaction and dissatisfaction of the teachers is likely
to be transferred. Teachers key role is to teach or help students and it depends on
the ability and motivation of the teachers to teach as it does on the ability
Methodology
The Questionnaire method was used for collecting the primary data. Hence
personal biases may crypt in. However special care has been taken to
minimize it as far as possible
Review of Literature
Pleitner (1982) has pointed out that job satisfaction results from the degree of
correspondence between the individuals expectations on the one hand and the
circumstances of his job situation on the other, as compared by the individual
employee.
Pathak(1987) has found that the most important job characteristics sought by the
high job satisfied group belonging to both the higher and the lower hierarchies and
the low job satisfied group belonging to the lower hierarchy is the opportunity for
advancement.
Irene and Albert (1989) have indicated that sex and educational level cannot
significantly account for differences in job satisfaction levels, whereas occupation,
age and length of service have a signifcant impact as some of the satisfaction
dimensions.
Ostroff (1992 in Jabnoun &
Chan, 2001), who found that most measures of school performance were
significantly linked to employee satisfaction
MohdSuki(2011) examined on job satisfaction and organizational commitment:
The effect of gender on employee perception of job satisfaction and organizational
commitment. Study revealed that employees gender has no significant effect on
his/her perception of job satisfaction and men and women have the same level of
organizational commitment
Mehta(2012) investigated on job satisfaction among teachers to know whether the
perception of job satisfaction among teachers was affected by the type of
organization (private vs. Govt.) and the gender (male vs. female). Descriptive
analysis was made to study the perception of job satisfaction of male vs. female
and t-test was used. Result showed that there would be significant difference in the
level of job satisfaction of Govt. and private school teachers.
The present study examines the job satisfaction, i.e. the degree to which job
features that are highly valued by individuals are present in their work
environment. Though anumber of studies have been conducted in the field of
academics but a few have been undertaken to compare the job satisfaction of
government & private schools teachers.
CHAPTER 2
Job Satisfaction
A Theoretical
Framework
JOB SATISFACTION
Job Satisfaction is derived from the Latin words Satis and Faccre, which means
enough and to do respectively. The term Job Satisfaction came into vogue in
1935 when Hoppock published his classic work job satisfaction. He defined job
satisfaction as any combination of psychological, physiological and
environmental circumstances that cause a person truthfully to say, I am satisfied
with my job. Thus job satisfaction is the verbal expression of an employees
evaluation of his work life.
Job Satisfaction is derived from two sets of factors. The first set associated with
positive feelings about the job and related to the content of the word itself has been
called the intrinsic content or motivation factors. This satisfier factors include
achievement, recognition, the work itself, responsibility and advancement. The
second set of factors has been labeled hygiene factors or dissatisfiers. These
factors do not induce satisfaction, they simply prevent dissatisfaction. These
factors are external to the work itself.
Job Satisfaction refers to a persons feeling of satisfaction on the job, which acts as
a motivation to work. It is not the self-satisfaction, happiness or self-contentment
but the satisfaction on the job. The success of any organization depends on the
effective utilization and motivation of human resources.
Job Satisfaction is an individuals feelings regarding his or her work. It can be
influenced by a multitude of factors. The term relates to the total relationship
between an individual and the employer for which he is paid. Satisfaction does
mean the simple feeling state accompanying the attainment of any goal, the end
state is feeling accompanying the attainment by an impulse of its objective.
Job Satisfaction has many dimensions. Job Satisfaction has been regarded both as a
general attitude as well as satisfaction with specific dimensions of the job such as
pay, the work itself, promotion opportunities, supervision, co-workers and so forth.
These may interact in different ways to create the feelings of satisfaction with the
job. The degree of satisfaction may vary with how well outcomes fulfill or exceed
expectations. Each dimension contributes to an individuals overall feeling of
satisfaction with the job itself, but different people define the job differently.
There are three important dimensions to job satisfaction.
1. Job satisfaction refers to ones feelings towards ones job . It can only be
inferred but not seen.
2. Job satisfaction is often determined by how well outcomes meet or exceed
expectations. Satisfaction in ones job means increased commitment in the
fulfillment of formal requirements. There is greater willingness to invest
personal energy and time in job performance.
3. The terms job satisfaction and job attitudes are typically used
interchangeably. Both refer to effective orientations on the part of
individuals towards their work roles, which they are presently occupying.
Though the terms job-satisfaction and attitudes are used interchangeably, there are
differences between the two. Attitude refers to predisposition to respond. Job
satisfaction, on the other hand, relates to performance factors. Attitudes reflect
ones feelings towards individuals, organisations and objects. But satisfaction
refers to ones attitude to a job. Job Satisfaction is therefore, a specific subset of
attitudes.
Attitudes endure generally. But job satisfaction is dynamic. It can decline even
more quickly than it developed. Managers, therefore, cannot establish the
conditions leading to high satisfaction now and then neglect it, for employee needs
may change suddenly. Managers need to pay attention to job satisfaction
constantly.
MEANING
The term job satisfaction refers to an employees general attitude towards his
job.
1. Job satisfaction is the favorableness or un-favorableness with which
employees view their work.
outcome they receive , the less satisfied they will be. Essential to Lockes theory is ,
therefore, the discrepancy between the present aspects of the job and those that an
employee desires such aspay ,learning opportunities, promotion and so on.Lockes
value theory has been substantiated by a study of McFarlin and Rice(1992).One of
the valuable implications of the theory is that it focuses attention on those aspects
of the jobs that need to be changed for employees to experience satisfaction .
people perceive serious discrepancies between the job and job satisfaction.But it
also suggest that these factors may not be the same for all.
In addition to these two theories of job satisfaction,there are quite a few
others.Some of the significant ones are briefly presented below.
that it is imprecise because there are alternate ways of dealing with feelings of
inequity. However, an important implications of this theory is that employees need
to feel that they are fairly dealt within order to feel satisfied
b. Job security: Job security is the assurance that a particular employee will have
their job in long term due to the low probability of losing it potentially. Positive job
security nature also adds more value to the image and the reputation of an
organization as job offered has the guaranteed security and reliable. Also, job
security has a great influence in increasing job satisfaction of its employees were
once the employees is confident about not losing the job, it will create no mental
stress where the employee has its own freedom to fully concentrate on the work
they perform. An employee with a high level of job security will often performs
and concentrates better than an employee who is in constant fear of losing a job.
Although this fear can increase motivation in certain situations, a lack of job
security can be a source of distraction and result in excess stress and low moral that
hinders an employees overall performance. (Thornton, ND).
c. Job promotion: Companies provide promotion to their employees considering
experience, service and some companies reward promotion through measuring
employees talent and capabilities. Using data from the 1989 and 1990 waves of
the NLSY, Pergamit and Veum (1989) find a positive correlation between
promotions and job satisfaction (Kosteas, ND). Companys give their priority to
current employees to apply vacancy arises. In that situation employees can achieve
their individual goals obtaining promotion. Through such a situation, increases
employees satisfaction and they more contribute to the productivity.
b. Working groups: Direct affect on job satisfaction makes the very nature of
work groups. Working group serves for a single worker is a source of support,
comfort, advice pleasure from job. On another hand, when the opposite situation is
observed, when it is hard to get along with the people, the given factor imposes
negative impact on job satisfaction.
c. monitory benefits other than salary: Welfare includes anything that is done for
the comfort and improvement of employees and is provided over and above the
wages.
Organizational variables
Occupational Level: - The higher the level of the work, the greater the
satisfaction of the individual this is because higher level work carry greater
prestige and self control. People at higher level work find most of their
needs satisfied them when they are in lower level ones.
Job content: - Greater the variation in job content and less the repetitiveness
with which the tasks must be performed, the greater the satisfaction of the
individuals involved. Since job content in terms of variety and nature of
tasks called for is a function of occupational level.
Considerable leadership: - People like to be treated with consideration.
Hence considerable leadership results in higher work satisfaction than
inconsiderable leadership.
Pay and Promotional Opportunities: - All other things being equal these two
variables are positively related to job satisfaction.
Interaction among Employees: - Work satisfaction will result if interaction is
most satisfying i.e. when
1. It results in recognition that other persons attitudes are similar to
ones own.
2. It facilitates the achievement of goals.
Personal variables
CHAPTER-3
Profile of Government
and Private unaided
schools
A school is an institution designed for the teaching of students (or "pupils") under
the direction of teachers. Most countries have systems of formal education, which
is commonly compulsory. In these systems, students progress through a series of
schools. The names for these schools vary by country but generally include
primary school for young children and secondary school for teenagers who have
completed primary education. An institution where higher education is taught is
commonly called a university college or university. The different types of schools
in the educational landscape are Government schools and Non-government
schools.
Government schools
Schools run by the central, state or local governments are referred to as
government schools. State schoolsgenerally refer to primary or secondary schools
mandated for or offered to all children without charge, funded in whole or in part
by taxation. The term may also refer to public institutions of post-secondary
education. State education is generally available to all. In most countries, it is
compulsory for children to attend school up to a certain age. Under various articles
of the Indian Constitution, free and compulsory education is provided as a
fundamental right to children between the ages of 6 and 14.
Teachers are the backbone of the educational system in India. Government has set
up a permanent body for the selection of the teachers known as N.C.T. i.e. National
Council of Teachers Education. It conducts the training and selection of the
teachers and provides certificate/degree for the teachers which are an essential
qualification for the teachers who seek the employment in teaching schools known
as B.Ed, or Shastri education.
Private schools
Private schools, also known as independent schools, non-governmental, un aided
private or nonstate schools, are not administered by local, state or national
governments; thus, they retain the right to select their students and are funded in
whole or in part by charging their students tuition, rather than relying on
mandatory taxation through public (government) funding; at some private schools
students may be able to get a scholarship, which makes the cost cheaper, depending
on a talent the student may have (e.g. sport scholarship, art scholarship, academic
scholarship), financial need, or tax credit scholarships that might be available.
In India , a private school is an independent school, but since some private schools
receive financial aid from the government, it can be an aided or an unaided school.
So, in a strict sense, a private school is an unaided independent school. For the
purpose of this definition, only receipt of financial aid is considered, not land
purchased from the government at a subsidized rate. It is within the power of both
the union government and the state governments to govern schools since Education
appears in the Concurrent list of legislative subjects in the constitution. The
practice has been for the union government to provide the broad policy directions
while the states create their own rules and regulations for the administration of the
sector. Among other things, this has also resulted in 30 different Examination
Boards or academic authorities that conduct examinations for school leaving
certificates. Prominent Examination Boards that are present in multiple states are
the CBSE and the CISCE, NENBSE.
Tuition at private schools varies from school to school and depends on many
factors, including the location of the school, the willingness of parents to pay, peer
tuitions and the school's financial endowment. High tuition, schools claim, is used
to pay higher salaries for the best teachers and also used to provide enriched
learning environments, including a low student to teacher ratio, small class sizes
and services, such as libraries, science laboratories and computers. Some private
schools are boarding schools and many military academies are privately owned or
operated as well.
Religiously affiliated and denominational schools form a subcategory of private
schools. Some such schools teach religious education, together with the usual
academic subjects to impress their particular faith's beliefs and traditions in the
students who attend. Others use the denomination as more of a general label to
describe on what the founders based their belief, while still maintaining a fine
distinction between academics and religion. They include parochial schools, a term
which is often used to denote Roman Catholic schools. Other religious groups
represented in the K-12 private education sector include Protestants, Jews,
Muslims and the Orthodox Christians.
admission to good colleges. Public schools are often thought of as shoddy, less
disciplined and low-grade curriculum. This comparison offers a fair insight into
both schools for parents to make an informed decision.
According to current estimates, 80% of all schools are government schools making
the government the major provider of education. However, because of the poor
quality of public education, 27% of Indian children are privately educated.
According to some research, private schools often provide superior educational
results at a fraction of the unit cost of government schools. There are a large
number of students per class in government schools so many teachers cannot give a
specific period of individual to a particular student. In private schools the number
of students per classroom are usually fewer, so the teacher can give more
individual attention to each student. That is the reason that private school results
are often better than those achieved by government schools. Education in India is
provided by the public sector as well as the private sector, with control and funding
coming from three levels: federal, state, and local.
CHAPTER-4
DATA ANALYSIS AND INTERPRETATION
This chapter covers data presentation, analysis and interpretation. The study
covers ten teachers each from three unaided private sector schools and
three government sector schools in Trivandrum city .
Data analysis is divided into two sections. The first section will analyze and
present general and demographic information. The second section is
deployed to analyzed teachers response with respect to each job satisfying
factors. It clarifies each factors and their relative importance.
Section A
Presentation and Analysis of Demographic Factors
1. Sector wise classification of schools
The following table shows the number of teachers selected from government
schools and private unaided schools for the study
Table No:4.1
sector wise classification of respondents
School Sector
No.of Teachers
Percentage
Government
30
50
Private
30
50
Total
60
100
The table shows that equal number of teachers were selected from
government schools and private unaided schools for the study. Thirty
government school teachers and thirty private unaided school teachers were
selected for the study.
No.of
Government
school
Teachers
Percentage
No.of
Private
school
Teachers
Percentage
Male
10
34
27
Female
20
66
22
73
30
100
30
100
Total
Source: Primary data
The table shows that majority of the respondents in the government schools
as well as private schools are female teachers. The number of male teachers
in government schools are comparatively higher than that of schools in the
private unaided sector
Figure No:
4.1
90%
80%
70%
60%
50%
Male
40%
Female
30%
20%
10%
0%
Government teachers
Private teachers
Percenta
ge
No.of
Private
school
Teachers
Percenta
ge
23-28
20
16
53
28-33
10
33
30
Above 33
Total
14
30
47
100
5
30
17
100
Age
The table 4.3 shows that out of thirty respondents from the Government
sector forty seven percent were above thirty three years of age. Only twenty
percent respondents were aged between twenty three to twenty eight years.
Rest of the thirty three percent aged between twenty eight to twenty three
years. Out of the thirty respondents from private sector fifty three percent
respondents aged between twenty three to twenty eight. Thirty percent aged
between twenty eight to twenty three. The rest seventeen percent aged
above thirty three years. The table shows that most of the teachers in the
private schools are in the age group twenty three to twenty four.
20%
10%
Private teachers
0%
4. Marital Status:
The marital status of teachers is given in the table 4.4
Table 4.4
Marital status of respondents
Marital
status
Married
Unmarried
Total
Source: Primary data
No.of
Government
school
Teachers
Percenta
ge
No.of
Private
school
Teachers
Percentag
e
25
83
23
77
17
23
30
100
30
100
The table 4.4 shows that eighty three percent of respondents in government
sector were married, and the remaining seventeen percent were unmarried.
In the private sector seventy seven percent respondents were married and
the rest twenty three percent were unmarried
Figure No:4.3
Marital status of respondents
100%
90%
80%
70%
60%
50%
40%
30%
20%
10%
0%
Unmarried
Married
5. Educational Qualification:
Educational qualification of teachers are given in table 4.5
Table 4.5
Educational qualifications
No.of
Governme
nt school
Teachers
Percenta
ge
No.of
Private
school
Teachers
B.Ed
10
33
25
83
M.Ed
17
57
13
SET
10
Total
30
100
30
100
Education
al
Qualificati
ons
Percentage
The table renders that out of thirty respondents from the government sector
majority had M.Ed degree where as out of thirty respondents from the
private sector majority had only a B.Ed degree. Among the thirty
respondents from the government sector ten percent had SET qualification
but among the thirty respondents from the private sector only three percent
had SET qualification. It shows that government school teachers are more
qualified than that in private unaided sector
Figure No:4.4
Educational qualifications
100%
80%
60%
40%
20%
0%
SET
B.Ed
M.Ed
M.Ed
B.Ed
SET
SECTION B
6. Salary wise classification
Salary is one of those factors that determines the satisfaction level of
teachers.The following table shows the classification of employees according
to their salary level
Table No:4.6
Salary level of respondents
Monthly
salary
<20000
2000030000
3000040000
>40000
Total
No.of
Government
school
teachers
5
17
No.of
Private
school
teachers
20
10
15
50
10
30
33
100
30
100%
Percentage
Percentage
67
33
The table shows that out of the thirty respondents in the government sector
nobody is paid below twenty thousand rupees. Fifty percent respondents in
this sector receives salary between thirty thousand and forty thousand
rupees. Thirty three percent received a salary of above forty thousand and
the rest seventeen percent received a salary between twenty thousand and
thirty thousand rupees. But in private unaided schools nobody is paid above
thirty thousand rupees. Majority of the teachers in the private sector
received a salary below twenty thousand.
The government school teachers are well paid than the private school
teachers.
Figure No:4.5
Salary level of respondents
70%
60%
50%
40%
30%
20%
Government teachers
10%
0%
7.
Private teachers
Private teachers
Government teachers
Salary is the return given to the employees for the work done. It has a major
influence on ones job satisfaction. The following table shows the satisfaction
level of the respondents regarding salary.
Table No:
4.7
Highly
satisfied
Partially
satisfied
Least
satisfied
Dissatisfied
Total
No.of
government
school
teachers
25
Percentage
Percentage
83
No.of
private
school
teachers
-
17
10
20
30
100
21
30
70
100
The table shows that out of the thirty government school teachers eighty
three percent were highly satisfied with their salary. The rest seventeen
percent were partially satisfied. No respondents were dissatisfied with their
salary in the government sector. Out of the thirty respondents in the private
sector seventy percent were dissatisfied with their salary. Twenty percent
respondents were least satisfied with their salary and the rest ten percent
were partially satisfied with their salary.
Government school teachers are more satisfied with their salary than that of
teachers in the private unaided sector.
Figure No:
4.6
Government teachers
Private teachers
Highly
satisfied
Partially
satisfied
No. of
Government
school
teachers
25
Percentage
Percentage
83
No. of
Private
school
teachers
-
17
10
33
Least
satisfied
Dissatisfied
Total
20
30
100
14
30
47
100
The table shows that, out of the thirty respondents in the government sector
eighty three percent were highly satisfied with the monitory benefits other
than salary provided to them. The rest seventeen percent were partially
satisfied. No respondent from the government sector were dissatisfied with
their benefits. Out of the thirty respondents in the private sector majority
were dissatisfied with their monitory benefits other than salary. Twenty
percent respondents were least satisfied with their monitory benefits other
than salary.
It is revealed that Majority of the government school teachers were highly
satisfied with their monitory benefits other than salary. None of the private
school teachers were highly satisfied with the monitory benefits they
received other than salary.
Figure No: 4.7
satisfaction level based on monitory benefits other than salary
90%
80%
70%
60%
50%
40%
30%
20%
10%
0%
Private teachers
Government teachers
9. job security
job security plays an important role in job satisfaction. If an employee feel
his job is secured he will be more productive.The following table shows the
classification according to the permanency of job.
Table No:4.9
Percentage
Temporary
No.of
Government
school
teachers
3
Percentage
10
No.of
Private
school
teachers
20
Permanent
27
90
10
33
Total
30
100
30
100
67
The table reveals that out of thirty respondents from the government sector
ninety percent were permanent teachers and the rest ten percent were
appointed on contract basis. Out of thirty respondents from the private
sector only thirty three percent were permanent and the rest sixty seven
percent were temporary. Majority of the teachers in the government sector
are appointed as permanent teachers, but in private sector majority are
temporary teachers.
Government school teachers enjoy high job security than that in private
unaided sector
Figure No:4.8
Permanency of job among respondents
100%
80%
Private school
teachers
60%
Government school
teachers
40%
20%
0%
Permanent
Temporary
10.
Attitude of Co-workers:
Attitude
Friendly &
co-operative
Unfriendly
Total
No. of
Governmen
t school
teachers
Percentage
No. of
Private
school
teachers
Percentage
26
87
23
77
13
23
30
100
30
100
100%
90%
80%
70%
60%
50%
Government
teachers
40%
Private teachers
30%
20%
10%
0%
Friendly & co-operative
11.
Unfriendly
No. of
Government
school
teachers
Percentage
No. of
Private
school
teachers
Percentage
Highly
satisfied
15
50
10
Partially
satisfied
27
17
Least
satisfied
23
10
33
Dissatisfied
12
40
30
100
30
100
Total
Source: Primary data
The table shows that out of thirty teachers in Government sector, twenty
seven percent of employees are highly satisfied with their employer
employee relationship whereas twenty three percent are least satisfied and
fifty percent of the teachers are partially satisfied. In Private sector out of
thirty teachers only ten percent of employees are highly satisfied with their
employer employee relationship, forty percent of teachers are partially
satisfied and thirty three percent are least satisfied. The percentage of
employees dissatisfied is seventeen percent.
The employee employer relationship is better in government schools than
that of private schools
Figure No:4.10
Employer employee relationship
50%
40%
30%
20%
10%
0%
Government
teachers
Private teachers
12.
Infrastructure facilities
Percentage
%
No. of
Private
school
teachers
Percentage
%
Highly
satisfied
19
63
Partially
satisfied
17
11
37
Least
satisfied
23
18
60
30
100
30
100
Level of
satisfaction
Dissatisfied
Total
Source: Primary data
Figure No:4.11
Satisfaction level of respondents towards infrastructure facilities
0.7
0.6
0.5
0.4
0.3
Government teachers
0.2
Private teachers
0.1
0
13.
Work Load
Workload plays a significant role in any job. High work load always
results in high pressure and adversely affects the job satisfaction level of the
individuals. The table below shows the satisfaction level in connection with
the work load.
Table No:4.13
Level of satisfaction on work load
Level of
work load
No. of
Government
school
teachers
Percentage
No. of
Private
school
teachers
Percentage
Heavy
Satisfactory
Total
23
27
90
23
77
10
30
100
30
100
Out of the thirty respondents from the government sector seventy seven
percent said that their work load was satisfactory where as ninety percent of
the respondents from the private sector said they had heavy work load.
The teachers in private unaided schools had higher work load than teachers
in the government sector.
Figure No:4.12
Level of satisfaction on work load
450%
400%
350%
300%
250%
Government school
teachers
200%
Private school
teachers
150%
100%
50%
0%
14.
Career growth
No. of
Government
school
teachers
Percentage
No. of
Private
school
teachers
Percentage
Yes
30
100
13
No
26
87
30
100
30
100
Total
Source: Primary data
Figure No:4.13
Career growth prospects
100
80
60
Government
teachers
40
Private teachers
20
0
Yes
15.
No
Teaching experience
Table No:4.15
Teaching experience
Teaching
Experience
(years)
Percentage
<5
No.of
Government
school
teachers
6
Percentage
20
No.of
Private
school
teachers
18
5-10
12
40
>10
12
40
10
33
Total
30
100
30
100
60
60%
50%
40%
Government
teachers
30%
Private teachers
20%
10%
0%
< 5 Years 5-10 Years > 10 Years
16.
Yes/No
No. of
Government
school
teachers
Percentage
No. of
Private
school
teachers
Percentage
Yes
11
37
21
70
No
19
63
30
30
100
30
100
Total
Source: primary data
40
30
private
teachers
20
10
0
Yes
No
17.
Teaching Aids
Satisfaction
level
No. of
Governmen
t school
teachers
Percentag
e
Highly
satisfied
No. of
Private
school
teachers
Percentage
13
43
Partially
satisfied
30
12
40
Least satisfied
23
17
14
47
30
100
30
100
Dissatisfied
Total
Source: Primary data
Figure No:4.16
Satisfaction level based on teaching facilities
50
40
30
20
10
0
Government
teachers
Private teachers
18.
Individual attention means the teachers will show his or her own
particular strengths in certain areas. They identify and support their
strengths by offering the students encouragement and genuine
enthusiasm, praise for their achievements and first class teaching. The
way in which they teach, and therefore the way in which the students
learn, is very much focused on the abilities of each individual. The
following table shows the individual attention of teachers towards
students.
Table No:4.18
Individual attention towards students
Yes/No
No. of
Government
school
teachers
Percentag
e
No. of
Private
school
teachers
Percentage
Yes
16
53
10
No
14
47
27
90
30
100
30
100
Total
Source: Primary data
90
80
70
60
50
40
30
20
10
0
Government teachers
Private teachers
Yes
No
Chapter 5
Findings suggestion and conclusions
Findings
Suggestions
The large income disparity between government and private school teachers
should be minimized as private school teachers unlike the government school
teachers are employed on a consolidated salary without any allowance. The
pay scales of private school teachers should be revised in line with the pay
scale of teachers in government and aided educational institutions. A set of
Conclusion
Both government and private unaided school teachers must co-exit for adequately
meeting the educational needs of the region. As the findings prove that the
allegation of significant disparity in the service and working condition of teachers in
government and private unaided schools in the region it is true that private unaided
school teachers must be given service and working conditions on par with the
government school teachers. This is vital for motivating and extracting the best
output from the private school teachers. The best services from teachers of both
government as well as private unaided schools only can ensure excellence in school
education. Otherwise , it will be a valid reason for the deterioration of educational
standard in the region. So the government and the community should Endeavour to
create conditions which help motivate and inspire teachers on constructive and
creative lines. This is in line with the observation of Sam Pitroda (2008) , It is
urgent to restore the dignity and school teaching as a profession and provide more
incentives for qualified and committed teachers .Only if the teachers are satisfied
with their job and working conditions their teaching will be more affective and the
students will be more benefited.
BIBLIOGRAPHY
APPENDIX
A COMPARITIVE STUDY OF JOB SATISFACTION AMONG
GOVERNMENT SCHOOL TEACHERS AND PRIVATE SCHOOL
TEACHERS IN TRIVANDRUM
Madam/sir please be kind to fill in the questionnaire to be used for Bcom project.
This data will be used for academic purposes only.
Please use mark in the appropriate boxes
General details
Name:
_____________________
Sex:
Male
Age:
Female
______
Name of school:
_________________
Private School
Government school
Survey Details
Temporary
Secured
Insecured
20000-30000
30000-40000
Above 40000
No
6. Besides salary what other monetary benefits are you provided with?
Onam bonus
PF
Gratuity
7. Your satisfaction level regarding monetary benefits other than salary that you get
Highly satisfied
Partially satisfied
least satisfied
Dissatisfied
8. Attitude of co-workers
Friendly & co-operative
Unfriendly
9. Are you satisfied with the relationship between you and your management
Highly satisfied
Partially satisfied
Least satisfied
Dissatisfied
10. Are you satisfied with your present teaching and infrastructure facilities?
Highly satisfied
Partially satisfied
Least satisfied
Dissatisfied
Satisfactory
No
13. Does your school have modern teaching facilities like smart class rooms?
Yes
No
No
If no, why?
No.of students very high
Too much of extra-curricular activities
Lack of class room facilities
Lack of teaching staff
Any other please state:
15. Are you satisfied with the resources like library, computer labs and other science labs?
Yes
No
If no ,why?
Inadequate no.of books and magazines in the library
Inadequate no.of computers
Defective or inadequate no.of apparatus in the science labs
16. Does your school provide you with transportation facilities like school bus
Yes
No
No
No
18. Do you have any suggestions to enhance your job satisfaction? Kindly mention it.