INTRODUCTION

The government of india launched national rural health mission(NRHM) in

2005 to address the health needs of rural population, especially the vulnerable
section of society. With the launch of NRHM, the government of India proposed
accredited social health activist(ASHA) to act as the interface between community
and public health system . One of the key components of the NHRM is provide
every village in the country with a trained female community health activist is
known an ASHA .who is selected from the village and cover the population of
1000.ASHAs are voluntary workers who are paid incentives based on
performances. The rule of ASHAs has been extented to other fields like
prevantation and control of communicable diseases, identification and control of
NCDs palliative care and community bacic mental health programme.

Satisfaction with one facet does not guarantee satisfaction with all other
satisfaction facet.It is affect by lot of vulnerable relating to individual , cultural,
social, environmental and organizational factors. Job satisfaction is key issue
concerning both individual as well as organisation. A person job satisfaction can
have an impact on there emotions, behaviour and work performances.

Job satisfaction simply how people feel about their jobs and different aspects of
job,the extent to which people satisfaction or dissatisfaction of their job.A major
part of mans life is spent in work which social reality and social expectation to
which man seem to confirm.Even then only economic motive has never satisfied
men.It is always of greater interest to know why work and at which level and how
he or she satisfied with job.

Asha workers provide certain health facilities to the rural peoples.Rural people are
not much aware about their health problems.So,NHRM program bring a better
health awareness through ASHA workers.This study mainly concentrate with job
satisfaction among ASHA workers . It alsohelp to the reader to know more about
facilities available from ASHA workers.

STATEMENT OF THE PROBLEM

 ASHA is a health activist in community for 1000 population who has to
create awareness on health and its social determinants and mobilize the community
towards local health planning and increased utilisation of the existing health
service. ASHAs are an important part of the health system, in turn they influence
their family and society view of them which gives ASHAs the necessary
motivation and support to do their work.

The present study entitled “A study on job satisfaction among ASHA

workers with special reference to Attapadi area" is mainly focusing to find out the
factors influencing the job satisfaction of ASHA workers.

OBJECTIVES OF THE STUDY

1.To assess the level of job satisfaction among ASHA workers

2.To identify the problems faced by ASHA workers

3.To suggest measures for improving satisfaction level of employees

SCOPE OF THE STUDY

The accredited social health activist (ASHA) plays a pivotal Part in whole
design and strategy of National rural health mission (NRHM), which in turn is a
critical initiative of the Central government to fulfill its promise on indusive
growth. The performance of ASHA is therefore, crucial for the success of NRHM.
The scope of the study is to find out ASHA workers level of satisfaction in
performing their duties.

The study enables to understand the conditions of ASHAs in financial, social

and cultural fields. The rural people dependASHA for satisfying their health needs.
The study give us a guideline for understanding impact of ASHAs in the society
and also the government system. In brief ASHA plays great role in creating better
community.

RESEARCH METHODOLOGY

RESEARCH DESIGN

It is the systamatic arrangement of conditions for collection and analysis

of data in a manner that aims to combine relevence to the research purpose with
economy in procedure .

PERIOD OF THE STUDY

The study was conducted for 3 weeks.

POPULATION

The population of this study consists of ASHA workers from Attapadi area.

SAMPLE SIZE

The sample size was 50 respondents.

SAMPLING DESIGN

Sample was collected in single stage. In this project, non-probability

convenience sample is used. In convenience sampling is a specific type of non-
probability sampling method that relies on data collection from population
members who are conveniently available to participate in study.

SOURCES OF DATA
 1.Primary data

2.Secondary data

Primary data:

Primary information was obtained from scheduled questionnaire and direct

interview with the respondents.

Secondary Data:

Secondary information was obtained from books, magazines,journals

internet etc.

TOOLS FOR DATA ANALYSIS

 Percentage
 Graphs and Charts
 Tables

LIMITATIONS OF THE STUDY

1. This research is geographically restricted to Attapadi only. Hence the result is

not be extrapolated to other places.

2. Sample size was confined to 50 respondents keeping in view of time and cost
constraints.

3. The information executed by respondents may or may not be true because

some respondents may not be serious.
 REVIEW OF LITERATURE

Waskel, B&Saroshe, S. (2014). “Evaluation of ASHAprogramme in selected

block of Raisen district” Authors aimed at identifying different roles and
responsibilities performed by ASHA workers and also the level knowledge
acquainted by them during their training period. It also studied their socio-
demographic profile. They concluded that due to lack of education and training,
ASHA were not able perform their job responsibilities which lead to poor health
facilities.

Guleri, S &Pandey, D. (2014).“A Rapid Appraisal of training issues of

ASHAs” Authors aimed at appraising the performance and functioning of ASHA
workers by studying the impact of training and how the skill based training helps
in capacity building of health workers. They concluded that training system of
Indore was more effective as compared to Dewas but there were lack of facilities
of conducting training programs.

Karol, G.&Pattanaik, B. (2014). “Community Health Workers and

Reproductive and Child Health Care: An Evaluative Study on Knowledge and
Motivation of ASHA” Authors aimed at appraising the knowledge level and
motivational capabilities of ASHA workers in Maternal and Child Health Care and
to evaluate the social status of ASHA workers.

Ahluwalia, S. (2013).“An evaluation of ASHA workers awareness and

practices of their responsibilities in rural Haryana” Government of India is
indulged in providing health services in rural area under NRHM and ASHA is
bridging the gap between the community and public health. The study was
conducted with the aim to evaluate the socio-demographic profile of ASHA
workers and to evaluate the knowledge and practices of their roles and
responsibilities.

Prasot, R &Agarwal, M. (2013).“To study the performance of ASHAs in

MCH”. The study presents the evaluation of performance of ASHA considering
various parameters and further it studied the problems which affected performance
of workers. It was concluded that only two- third of ASHA were graded with good
performance while others remained in the category of average-poor. Various
suggestions were also given.

Jose, A. (2013). “A study to evaluate working profile of Accredited Social

Health Activist (ASHA)” The purpose of study was to evaluate the working profile
of ASHA and the knowledge about infant health care. It laid the emphasis on
NRHM role in providing various health facilities in rural areas through its core
strategy ASHA.

Kumar (2012).“Factors influencing the work performance of ASHA” This

study emphasis on the factors which influence the work performance of ASHA
such as-Training and Development, Capacity building, Compensation or Incentives
scheme, Effective relationship with other health functionaries. Authors concluded
that proper knowledge related to the work, responsibilities etc., timely and properly
incentive should be given, positive attitude, capacity building will enhance the
performance of ASHA.

Wang, Hong (2012). “Performance-Based Payment System for

ASHAs” The author aimed at improving performance of ASHA through modifying
the performance based payment (PBP) system. It also identified various challenges
faced while implementing the PBP system to improve performance.
 Shrivastava, P. (2012). “Evaluation of ASHA workers regarding their
knowledge, attitude and practices about child health.”The study aimed to evaluate
the knowledge, attitudes and practices of ASHA workers in relation to child health.
It evaluated the performance of ASHA workers after getting module 2 training.
The study also concluded that ASHA workers lacked in education even after
getting training and it was recommended that meetings and refresher training
should be introduced at regular periodical levels to provide proper knowledge
about their responsibilities.

Thakre(2012).“Effectiveness of the Training Course of ASHA on Infant

Feeding Practices at a Rural Teaching Hospital” The study evaluated the gaps in
knowledge level of ASHA workers. It also evaluated the Effectiveness of training
course of ASHA on infant feeding practices. The study concluded that training
enhances the knowledge and performance level of ASHA workers.

Das, A. (2012). “Assessing community health workers’ performance

motivation” Authors aimed at studying the performance motivation of community
health workers and its impact on ASHAprogramme. It was concluded that
Community Health Workers require effective tools to increase their knowledge,
skill and supervision.

Nandan, D. (2008). “Assessment of functioning of ASHAs” The study

aimed at evaluating the guidelines of ASHA regarding recruitment training. It was
concluded that payment systems need to be rejuvenate, especially time period need
to be paid more attention by the government,communication skills and other skills
need to be developed to bridge the gap between ASHA and community people and
effective training should be planned at regular intervals.
 THEORETICAL FRAME WORK

Accredited Social Health Activist(ASHA) is a trained female community health

activist. Selected from the community itself and accountable to it, the ASHA will
be trained to work as an interface between the community and the public health
system. ASHA will create awareness on health and its social determinents and
mobilize the community towards local health planning and increased utilization
and accountability of the existing health services . She will also provide a
minimum package of curative care as appropriate and feasible fir that level and
make timely referrals

ASHA will takes steps to create the awarenwss and provide information the
community on determinants of health such as nutrition , bacic sanitation and
hygienic practices ,healthy living and working conditions ,information on existing
health services and need for timely utilization of health and family welfare
services. She would counsel women on birth preparedness ,importance of safe
delivery ,breastfeeding and complementary feeding ,immunization ,contraception
and prevention of common infection including reproductive track infection
/sexually transmitted infection (RTIs/STIs) and care of the young child. ASHA
also mobilize the community and facilitate them in accesing health and health
related services available at the village /sub-centre /primery health centre ,such as
Immunization, Ante Natal Check-up (ANC) Post Natal Check-up (PNC), ICDS,
sanitation and other services being provided by the government. She is a provider
of Directly Observed Treatment Short-course (DOTS) under Revised National
Tuberculosis Control Programme.

The role of ASHA Facilitators is broadly summarized as under:

1.Conduct village visits (comprising of accompanying ASHA on household

visits, conducting community/VHSNC meetings, attending Village Health and
Nutrition Days).

2.Conduct cluster meetings of all ASHAs in the area once a month.

 3.Enable ASHAs in reaching the most marginalized households.

4.Support ASHA training at the block level.

5.Facilitate selection of new ASHAs.

COMPENSATION TO ASHA

ASHA would be an honorary volunteerand would not receive any salary or

honorarium Her work would be so tailored that it does not interfere normal
livelihood

However ASHA could be compensated for her time in the following situation:

a) For the duration of her training both in terms of TA and DA .(So that her
loss of livelihood for those days is partly compensated)
b) For the participating in the monthly/ bi-monthly training
c) Whenever compensation has been provided for under different national
programmes for undertaking specific health or other social sector
programmes with measurable outputs, such tasks should be assigned to
ASHAs on priority wherever they are in position
d) Other than the above specific programmes ,a number of key health related
activities and services outcomes are aimed within a village (For example all
eligible children immunized all newborns weiged,all pregnant women
attented an antenatal clinic etc.)The united fund of Rs 10,000/- at the sub-
centre level could be used as monetary compensation to ASHA for achieving
these keys processes. The exact package of processes that form the package
would be determined at the state level depanding on the supply-side
constraints and what is feasible to achieve with in the specified time period.

One of the key stratagies under the National Rural Health Mission
(NRHM) is having a Community Health Worker i.c. ASHA (Accredited Social
Health Activist) for every village with the population of 1000. Detailed guidelines
have been issued by the Government of India in matter of selection and training of
ASHA. The Stales have been given the flexibility to the relax to the population
norms as well as the educational qualification on a case to case basis, depending on
the local conditions as far her recruitment is concerned.

All states except Andhra Pradesh, Himachal Pradesh, Jammu and

Kashmir, Kerala, Nagaland, Tamil Nadu, Telangana, West Bengal, Rajasthan and
UTs have selected ASHA Facilitators. In these states, on-the- job mentoring
support to ASHAs is provided by ANMs or, as in the case of West Bengal, by the
Supervisor appointed by the Gram Panchayat or PHC supervisors at PHC level, as
in the case of Rajasthan. Over half of the states (11 out of 19) that have ASHA
Facilitators, have selected them from amongst a cluster of ASHAs, provided they
meet all the selection criteria. These include states of Bihar, Chhattisgarh,
Jharkhand, Madhya Pradesh, Odisha, Uttar Pradesh, Uttarakhand, Haryana,
Karnataka, Punjab and Sikkim. In other states, preference is given to ASHAs in
selection of ASHA facilitators. Maharashtra, Arunachal Pradesh, Assam, Manipur,
Meghalaya, Mizoram, Tripura and Gujarat. Goa does not have ASHAs.

ASHA Facilitator undertakes about 20 supervisory visits per month.

To motivate ASHA facilitators to perform better, the supervisory visit charges for
ASHA Facilitators has been increased from Rs. 250/-per visit to Rs. 300/- per visit
w.e.f from October 2018 (to be paid in November, 2018). Hence, ASHA
Facilitators would receive about Rs 6000 per month.

Monthly Meeting Of ASHAs..

A Meeting of ASHA could be organized on the day monthly meetings are

organized at the PHC level to avoid unnecessary travel expenditure and wastage of
time . The idea is that apart from the meeting with officials they should be given
opportunity to share some times on their own experience ,problems, etc. They will
also get an opportunity to independently assess the health system and can bring
about much needed changes.

In addition to monthly meetings at PHC, periodic retraining of ASHAs may

be held for two days once in every alternate month where interactive sessions will
be held to help them to refresh and upgrade their knowledge and skills , as
provided for in the original guidelines for ASHA.

Rural development is basically concerned with improving the standards of

the mass of the low income population residing in rural areas and making the
process of their development self-sustaining. Rural development involves changes
in attitudes, customs, beliefs and values, output-both quantitatively and
qualitatively, utilization of natural and human resources, employment patterns and
magnitudes, technology, institutional and organizational frameworks, incomes,
both spatial and social relationships, rural lifestyle, and policy initiatives related to
land and water, forest, inputs, supporting services, prices, backward areas and
deprived sections of society, organization and administration, resource generation,
self sufficiency and self sustenance, gender issues, sustainability, and management/
conservation, government intervention, people‟s involvement, and the nature and
levels of planning (including decentralized planning in a multi-level frame work).

Policy for rural development has become a major preoccupation of the

government of poor countries since on the successful tackling of rural development
problems depend the pace and tone of development of the economies of the poor
countries. The rural development programmes occupy significant position in
India‟s economic planning, as nearly three-fourth of its population lives in
villages. In fact villages represent real India. Hence without uplifting rural masses,
we cannot think over accelerate the pivot of overall economic development. In
order to ensure that there should be balanced economic development of the country
and the fruits of the development should percolate to the grass-root levels, rural
development gets the top most priority in our planned efforts.

India was one of the pioneers in health service planning with a focus on
primary health care. In 1946, the Health Survey and Development Committee,
headed by Sir Joseph Bhose recommended establishment of a well structured and
comprehensive health service with a sound primary care infrastructure. In 1952 as
a consequence of the Bhose Committees recommendation, Primary Health Care
Centre were established to promote, prevent, curate and rehabilitate the services to
entire rural population, as an integral component of wider Community
Development Programme. The convulsive political changes that took place in the
1970s impelled the Central Government to implement the vision Sokhey
Committee of having one Community Health Worker for every 1000 people to
entrust 'people health on people's hand'.

India has come quite close to Alma Ata Declaration on Primary Health Care
made by all countries of the world in 1978. The Declaration included commitment
of governments to

consider health as fundamental right; giving primacy to expressed health

needs of people; community health reliance and community involvement;
Intersectoral action in health integration of health services; coverage of entire
population; choice appropriate technology; effective use of traditional system of
medicine and use of only essential drugs. Health Policy was formed in 1982 to
make architectural corrections in health care system. National Health Policy gave a
general exposition of the policies which require recommendation in the
circumstances then prevailing in health sector. Universal Immunization programme
(UIP) was launched in 1985 to provide universal coverage of infants and pregnant
women with immunization against identified vaccine preventable diseases. In
1997, Reproductive and child Health (RCH-Phase) programme was launched
which incorporated child health, maternal health, family planning, treatment and
control of reproductive tract infections and adolescent health. RCH Phase-2 (2005-
2001) aims at sector wide, outcome oriented programme based approach with
emphasis on decentralization, monitoring and supervision which brings about a
comprehensive integration of family planning into safe motherhood and child
health.

Health is influenced by a number of factors such as adequate food, housing,

sanitation, healthy lifestyle, protection against environmental hazards and
communicable diseases. The various issues related to tribal health are:

1. Health and culture-including the traditional belief in the super nature.

2. Health, food habits and environment-covering the sanitation, water

supply, settlement pattern, the total physical environment affecting health and food
during socio-religious occasions.

3. Medicine, health and community-the traditional health practitioners, their

position in the society, concept and treatment of diseases, nature and use of
medicine-traditional and modern.

4. Fertility and mortality variations and reasons, use of traditional and

modern practices of birth control.

5. Interaction of traditional and modern systems of medicine at various

levels, reasons for non-adoption of modern practices.
 6. Traditional medicine –its use and application with certain modifications
and change, study of indigenous methods of treatment.

Woman made provisions for the basic necessities like food, fuel, medicine,
housing material etc. from the forest produce. Food was obtained from shifting
cultivation and from minor forest produces (MFP) like flowers and fruits collected
from the forest. Extraction from herbs, roots and animals were used for medicine.
All these efforts incurred an excessive workload on women. Because of extensive
cutting of trees by vested interest, the distances between the villages and the forest
area had increased, forcing the tribal women to walk longer distance in search of
minor forest produce and firewood. In this rapidly changing milieu, tribal women
were confronted with an extraordinary workload.

Health is a function, not only of medical care but also of the overall
integrated development of society, cultural, economic, educational, social and
political; each of these aspects has a deep influence on health, which in turn
influences all these aspects. Hence, it is not possible to raise the health status and
quality of life of people unless such efforts are integrated with the wider efforts to
bring about the overall transformation of a society. Good health and society go
together.

One of the key components of the National Rural Health Mission is to

provide every village in the country with a trained female community health
activist ASHA or Accredited Social Health Activist. Selected from the village
itself and accountable to it, the ASHA will be trained to work as an interface
between the community and the public health system.

ASHA will be chosen through a rigorous process of selection involving

various community groups, self-help groups, Anganwadi Institutions, the Block
Nodal officer, District Nodal office, the village Health Committee and the Gram
Sabha.

SELECTION AND TRAINING OF ASHA

1.The general norm will be „One ASHA per 1000 population‟.

2. In tribal, hilly, desert areas the norm could be relaxed to one ASHA per
habitation, dependant on workload etc.

3. The States will also need to work out the district and block-wise
coverage/phasing for selection of ASHAs.

4. It is envisaged that the selection and training process of ASHA will be

given due attention by the concerned State to ensure that at least 40 percent of the
envisaged 3ASHAs in the State are selected and given induction training in the
first year as per the norms given in the guidelines. Rest of the ASHAs can
subsequently be selected and trained during second and third year.

CRITERIA OF SELECTION

1. ASHA must primarily be a women resident of the village

2. Married/widowed/divorced, preferably in the age group of 25 to 45 years.

3. She should be a literate woman with formal education up to class eight. This
may be relaxed only if no suitable person with this qualification is available.

4. She will counsel women on birth preparedness, importance of safe delivery,

breast feeding and complementary feeding, immunization, contraception and
prevention of common infections.
5. Capacity building of ASHA is being seen as a continuous process. ASHA will
have to undergo series of training episodes to acquire the necessary knowledge,
skills and confidence for performing her spelled out roles.

6. The ASHAs will receive performance-based incentives for promoting universal

immunization, referral and escort services for Reproductive & Child Health (RCH)
and other healthcare programmes, and construction of household toilets.

7. Empowered with knowledge and a drug-kit to deliver first-contact healthcare,

every ASHA is expected to be a fountain head of community participation in
public health programmes in her village.

8. ASHA will be the first port of call for any health related demands of deprived
sections of the population, especially women and children, who find it difficult to
access health services.

9. ASHA will be a health activist in the community who will create awareness on
health and its social determinants and mobilise the community towards local health
planning and increased utilisation and accountability of the existing health
services.

10. She would be a promoter of good health practices and will also provide a
minimum package of curative care as appropriate and feasible for that level and
make timely referrals.

11. ASHA will provide information to the community on determinants of health

such as nutrition, basic sanitation & hygienic practices, healthy living and working
conditions, information on existing health services and the need for timely
utilisation of health & family welfare services.
 DEFINITION OF JOB SATISFACTION

Bullock(1952) defined job satisfaction as an attitude Which results from balancing

and summation of many specific likes dislikes experienced in connection with the
job.

Smith(1955) defied to job satisfaction as the employee’s judgment of how well his
Job on whole is satisfying his various needs.

Locke(1969 )defines job satisfaction as the pleasurable or positive emotional state

revolving from the appraisal of one’s job or job experience.

According to Vroom “job satisfaction is there action of the workers against the role
they play in their work.”

IMPORTANCE OF JOB SATISFACTION

The job satisfaction is the condition of establishing a healthy organizational

environment in an organization . Individuals want to maintain statute ,high ranks
and authority by giving their capabilities such as knowledge, ability education,
health etc. The individuals who can’t meet their expectations, with regard to their
jobs become dissatisfied. Thus, this dissatisfaction affects the organization for
which she / he works.

Job satisfaction is very important for a person’s motivation and contribution to

production. Job satisfaction may diminish irregular attendance at work,
replacement workers with in a cycle or even the rate of accidents.

Job satisfaction is an employee’s thoughts and emotions to wards their job and
how they evaluate their job. This can be a judgment of their job overall or of
specific judgement such as pay. Promotions, work tasks, co-workers and
supervisors. It is important for organizations to care about their employee’s job
satisfaction. It will promote employee’s organizational commitment when they feel
that they are satisfied with their jobs.

FACTORS INFLUENCING ON JOB SATISFACTION

Job satisfaction as a by dimensional concept consisting of motivation al factors.

Personal factors , intrinsic and extrinsic dimensions . Intrinsic sources of
satisfaction depend on the individual characteristics of the person such as the
ability to use initiative relations with superiors or the work that the person actually
performs . Extrinsic sources of satisfaction are situational and depend on the
environment such as pay , promotion or job security . Both extrinsic and intrinsic
job facts should be represented as equally as possible in a composite measure of
overall job satisfaction.

PERSONAL FACTORS;

These sources are including worker’s age, sex, education marital status and their
personal characteristics, family background, socio economic background etc.

AGE

The relationship between age and job satisfaction could be complex. Generally,
one would expect that as the person would grow order he would get greater
satisfaction with his job particularly because of the experience and there fore the
case with which he would be able to perform.

SEX:

There is as yet no consistence evidence as to whether women more satisfied with

their jobs than men, holding such factors as job and occupation al level constant,
one might Predict this to be case, considering the generally lower occupational
aspiration of women.

EDUCATIONAL LEVEL

There is a negative relationship between educational level and job satisfaction. The
higher the education the higher reference group which the individual looks for
guidance to evaluate his job rewards.

MARITAL STATUS:

There is a relationship between marital status and job satisfaction Generally one
Would assume that with increasing responsibilities placed on an individual because
of Marriage he would vale his job little more than an unmarried employee.
1.EXTRINSIC FACTORS:

Extrinsic factors are monetary related factors an employee will have positive
feeling. Extrinsic source of satisfaction are situational and depends on environment
such as pay, promotion or job security.

Salary: Wages and salaries are the multi dimensional and complex factors in job
satisfaction. Higher salary should lead to higher job satisfaction and lower salary
should lead to lower job satisfaction. So many studies have found that job
satisfaction increased with increase in wages and salaries.

Job expectation: When an employee joins in an organization he expects

something from job. Job satisfaction of an employee can be based on the fact to
what effect his job meets his expectations. Employee expectations may include
about working conditions, work, colleagues ,supervision etc.

Comparison of outputs: Persons tend to compare his out comes with the other
persons outcomes. The out comes consist of primarily of rewards such as pay,
status, promotion and intrinsic interest in the job. Comparison is mainly with ratio
of the inputs or heputsin and ratio is equal he will be satisfied otherwise the person
in an effort to rest or equity may after the inputs or outcomes, cognitively distort
the inputs or outcomes, leave the field, action the other, or change the other.

Job security: Security is all ower order need which an employee has job security
has its effect on the employee morale. An insecure person’s morale will below and
will have its effect on the employee morale. Secure persons will work effectively
and have job satisfaction. Performance appraisal: As the performance appraisal is
linked to promotions, rewards, feedback it has effect on the employee satisfaction.
If the appraisal is not proper employee will be dissatisfied.

2.INTRINSIC FACTORS: Intrinsic factors keeps the employees motivated and

make them satisfied from work. The intrinsic factors are:

Recognition and praise: Human beings are self-centered and long for praise.
They want to be recognized and praised for their work. They expect their superiors
to recognize their efforts and praised rewarded. This will increase their satisfaction
and make them more active.

Autonomy or freedom: Employees desire certain amount of freedom to work.The

autonomy total decisions and influences others. If this freedom is absent and it will
have its effect on the job satisfaction. The person, who has maximum of
autonomy, will have high satisfaction. Otherwise, it will below.

Participative management: Participative management has a positive

impact on the employee . Openness of the higher ups towards the employee ideas
will keep the employee morale high and keep him satisfied from the job.

Belongingness: It is the complete identification of employee with the company.

He should regard goals of the company as his own goals. If he has high
belongingness its how that an employee satisfied with his job.

Career advancement: Employee desire to in higher position if they perceive that

they have opportunity to grow in their career they will be motivated and show this
in their performance. If the employees feel that they reached to a level of saturation
in their career they will be demotivated and will be dissatisfied.

Achievement: Employees have a need to achieve something worthy and have

influence. If this need is not fulfilled, they will be dissatisfied.

Job signification: It refers to the impact created on the others by one’s

contribution. A feeling of importance is perceived by the employee is the ultimate
goal of doing his work in an excellent manner
TABLE SHOWING AGE OF RESPONDENTS

TABLE NO 1

AGE GROUP NO. OF RESPONDENTS PERCENTAGE

31-40 15 30%
40-50 20 40%
50-60 10 20%
60 above 5 10%
total 50 100%

CHART SHOWING AGE OF RESPONDENT

Chart No 1

45%

40%

35%

30%

25%

20%

15%

10%

5%

0%
31-40 40-50 50-60 60 above
INTERPRETATION

From the above analysis we can see that 30% of the respondents belongs to the age
category of 31-40 and 40 % belongs to 40-50 and 20 % belongs to 50-60 years of
age.10 % of the respondents are under the age group of above 60 years.

TABLE SHOWING EDUCATIONAL QUALIFICATION OF

RESPONDENTS

Table No.2
EDUCATION NO.OF RESPONDENTS PERCENTAGE
QUALIFICATION
SSLC 23 46%
XII 15 30%
Degree 10 20%
Postgraduate 2 4%
Total 50 100%

CHART SHOWING EDUCATIONAL QUALIFICATION OF

RESPONDENTS

Chart No.2
 50%

45%

40%

35%

30%

25%

20%

15%

10%

5%

0%
SSLC XII Degree Postgraduate

INTERPRETATION

The above analysis shows that 46% of the respondents completed SSLC .30% of
them completed plus two.20%of the employees are graduates 4% of them are post
graduate.

TABLE SHOWING WORK EXPERIENCE

TABLE NO.3

YEAR NO. OF RESPONDENTS PERCENTAGE

0-3 20 40%
3-6 15 30%
6-9 12 24%
Above 9 3 6%
TOTAL 50 100%

CHART SHOWING THE WORK EXPERIENCE

Chart No.3
 45%

40%

35%

30%

25%

20%

15%

10%

5%

0%
0-3 6-Mar 9-Jun Above 9

INTERPERETATION

The above table shows that 40% of the respondents have a work experience
of 3 years .30% of them are working as ASHA for a period covering 3-6 years.

TABLE SHOWING INCOME LEVEL

Table No :.4

INCOME LEVEL NO.OF PERCENTAGE

RESPONDENTS
2000-4000 0 0%
4000-6000 0 0%
6000-8000 10 20%
8000-10000 40 80%
TOTAL 50 100%

CHART SHOWING THE INCOME LEVEL

Chart no.4
 90%

80%

70%

60%

50%

40%

30%

20%

10%

0%
2000-4000 4000-6000 6000-8000 8000-10000

INTERPRETATION

The above analysis shows that 80% of respondents earns income variying
between 8000-10000.20% of them falls under the income category of 6000-8000

THE TABLE SHOWING OPINION ABOUT MANAGABILITY

TABLE NO.5

VARIABLES NO. OF PERCENTAGE

RESPONDENTS
Manageble 30 60%
Non manageble 20 40%
TOTAL 50 100%

CHART SHOWING OPINION ABOUT MANAGABILITY

CHART NO.5
 70%

60%

50%

40%

30%

20%

10%

0%
Manageble Non manageble

INTERPRETATIONS

According to the above analysis 60% of the respondents think that the work is
manageable and 40% of them are of the view that works are non manageable

TABLE SHOWING OPINION ABOUT COMPENSATION PACKAGE

TABLE NO:.6

VARIABLES NO. OF PERCENTAGE

RESPONDENTS
Highly satisfied 5 10%
Satisfied 30 60%
Neutral 0 0%
Dissatisfied 15 30%
 Highly dissatisfied 0 0%
Total 50 100%

CHART SHOWING OPINION ABOUT COMPENSATION PACKAGE

CHART NO.6

70%

60%

50%

40%

30%

20%

10%

0%
Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied

INTERPRETATION

The above analysis reveals that 60% of the respondents are satisfied with the
compensation package . 30% of the respondents are dissatisfied with the
comensation package.

TABLE SHOWING WHETHER FACILITIES AND INFORMATION ARE

PROVIDED TO CARRY OUT THE JOB

TABLE: 7

VARIABLES RESPONDENTS PERCENTAGE

YES 30 60%
NO 20 40%
TOTAL 50 100%
 THE CHART SHOWING WHETHER FACILITIES AND INFORMATION ARE PROVIDED
TO CARRY OUT THE JOB

CHART NO.7

70%

60%

50%

40%

30%

20%

10%

0%
YES NO

INTERPRETATION

60% of the respondents are of the view that necessary facilities and information are
provided to them in order to carry out the job. 40% disagree with the same.

TABLE SHOWING SUPPORT AND CO-OPERATION OF CO-WORKERS

TABLE NO.8

NO.OF
PERCENTAGE
VARIABLES RESPONDENTS
Highly satisfied 40 80%
satisfied 10 20%
neutral 0 0%
Dissatified 0 0%
 Highly dissatified 0 0%
TOTAL 50 100%
THE CHART SHOWING SUPPORT AND CO-OPERATION OF CO- WORKERS

CHART NO.8

90%

80%

70%

60%

50%

40%

30%

20%

10%

0%
VARIABLES Highly satisfied satisfied neutral Dissatified

INTERPRETATION

80% of the ASHA workers are highly satisfied with support and co-operation of
co-workers. 20% of the respondents are satisfied.

TABLE SHOWING THE REASON FOR CHOOSING THIS FIELD

TABLE NO.9

VARIABLES RESPONDENTS PERCENTAGE

Financial factors 10 20%
Self identity 5 10%
Work for society 30 60%
Family pressure 5 10%
 others 0 0%
TOTAL 50 100%
CHART SHOWING THE REASONS FOR CHOOSING THIS FIELD

CHART NO.9

70%

60%

50%

40%

30%

20%

10%

0%
Financial factors Self identity Work of society Family pressure others

INTERPRETATION

The above analysis reveals that 60% of the respondents opted this field because
they wanted to work for society. 20% of them consider financial factors as a
motive for choosing this field.

TABLE SHOWING THE PROBLEMS AND CHALLENGES FACED BY

ASHA WORKERS

TABLE NO.10

VARIABLES RESPONDENTS PERCENTAGE

Work load 5 10%

Resistance from society 5 10%

Inadequate support from 10 20%
family

Poor transportation 28 56%

facility

Others 2 4%

Total 50 100%

THE CHART SHOWING THE PROBLEMS AND CHALLENGES FACED BY ASHA

WORKERS

60%

50%

40%

30%

20%

10%

0%
Work load Resistance Inadequate Poor others
from society support from transportation
family facility
INTERPRETATION

The above analysis reveals that 56% of the workers thinks that lack of
transportation facilities are the major problem while working. 20% of them feels
that inadequate support from family also becomes other problems.
TABLE SHOWING SATISFACTION LEVEL ABOUT JOB SECURITY

TABLE NO.11

VARIABLES RESPONDENTS PERCENTAGE

SATISFIED 20 40%
HIGLLY SATISFIED 30 60%
NEUTRAL 0 0%
DISSATISFIED 0 0%
HIGHLY
0 0%
DISSATISFIED
TOTAL 50 100%

CHART SHOWING SATISFACTION LEVEL ABOUT JOB SECURITY

CHART NO.11

70%

60%

50%

40%

30%

20%

10%

0%
SATISFIED HIGLLY SATISFIED NEUTRAL DISSATISFIED

INTERPRETATION
60% of the employees are highly satisfied in the security and confidence of their
work. None of them are dissatisfied about the job security.
TABLE SHOWING FREQUENCY OF STRESS LEVEL

TABLE NO.12

VARIABLES RESPONDENTS PERCENTAGE

Always 10 20%
Sometimes 35 70%
Rarely 5 10%
Never 0 0%
TOTAL 50 100%

CHART SHOWING FREQUENCY OF STRESS LEVEL

CHART NO.12

80%

70%

60%

50%

40%

30%

20%

10%

0%
Always Sometimes Rarely Never

INTERPRETATION

According to the above analysis, 70% of the ASHA workers are of the opinion that
they feels stressed occasionally. 20% of them always feels stressed.
TABLE SHOWING RESPONSE TOWARDS WHETHER JOB
SATISFACTION LEADS TO IMPROVEMENT IN PERFORMANCE

TABLE NO 13

VARIABLES NO OF PERCENTAGE
RESPONDENTS
YES 50 100%
NO 0 0%
TOTAL 50 100%

CHART SHOWING RESPONSE TOWARDS WHETHER JOB SATISFACTION LEADS TO

IMPROVEMENT IN PERFORMANCE

CHART NO 13

120%

100%

80%

60%

40%

20%

0%
YES NO

INTERPRETATION

The above analysis reveals that job satisfaction leads to improvement in

performance.
TABLE SHOWING AVAILABILITY OF ADDITIONAL BENEFITS

TABLE NO 14

VARIABLES NO OF PERCENTAGE
RESPONDENTS
Always 0 0%
Sometimes 40 80%
Never 10 20%
Total 50 100%

CHART SHOWING AVAILABILITY OF ADDITIONAL BENEFITS

CHART NO .14
90%

80%

70%

60%

50%

40%

30%

20%

10%

0%
Always Sometimes Newer

INTERPRETATION

Most of the respondents said that sometimes additional benefits are provided to
them . 20% of them said they never got any additional benefits from the
authorities.

TABLE SHOWING THE EXPECTATIONS OF ASHA WORKERS

TABLE NO.15

VARIABLES NO OF PERCENTAGE
RESPONDENTS
Better incentives 10 20%
Increased mod of 20 40%
transportation
Convenient working 8 16%
hours
Place based uncentives 12 24%
Total 50 100%

CHART SHOWING THE EXPECTATIONS OF ASHA WORKERS

Chart No.15

45%

40%

35%

30%

25%

20%

15%

10%

5%

0%
Better incentives Increased mod of Convenient working Place based uncentives
transportation hours

INTERPRETATION

The above analysis reveals that 40% of the respondents expects sufficient
transportation facilities . 24% of them expects place based uncentives from the
authorities.
TABLE SHOWING RESPONSE TOWARDS WHETHER THEY GOT
TRAINING

TABLE NO.16

VARIABLES RESPONDENTS PERCENTAGE

YES 50 100%
NO 0 0%
TOTAL 50 100%

CHART SHOWING RESPONSE TOWARDS WHETHER THEY GOT TRAINING

CHART NO.16

120%

100%

80%

60%

40%

20%

0%
YES NO

INTERPRETATION

All of the respondents received training and developmental programmes for

working as ASHA.

TABLE SHOWING OVERALL SATISFACTION LEVEL

TABLE NO.17

VARIABLES RESPONDENTS PERCENTAGE

HIGHLY SATISFIED 25 50%
SATISFIED 25 50%
NEUTRAL 0 0%
DISSATISFIED 0 0%
HIGHLY 0 0%
DISSATISFIED
TOTAL 50 100%

CHART SHOWING OVARALL SATISFACTION LEVEL

Chart no17

60%

50%

40%

30%

20%

10%

0%
HIGLY SATISFIED SATISFIED NEUTRAL DISSATISFIED HIGHLY
DISSATISFIED

INTERPRETATION

From the above analysis we can see that most of the employees are satisfied in
their work. None of them are dissatisfied.
Workers A Study On Job Satisfaction Among ASHA With Special
Reference To Attapadi Area

Name:

Age: 31-4-0 40-50 50-60 60 above

Education Qualification:
1.How long have you been working as ASHA worker

0-3 years 3-6 years

6-9 years above 9 years

2.Income level

2000-4000 4000-6000

6000-8000 8000-10000

3.Responce about the nature of work

Manageable Non manageable

4.Are you satisfied with the compensation pakage

Highly satisfied Satisfied

Neutral Dissatisfied

Highly dissatisfied

5.Whether you are satisfied with the necessary facilities and

information to carry out your job

Yes No

6.Are you satisfied with the support and co-operation of co-workers

Highly satisfied Satisfied

Neutral Dissatisfied

Highly dissatisfied

7.Why did you choose this field of work

 Financial factors Work of society

Self identity Family pressure

Others

8.What are the problems and challengers in this field

Work load

Resistance from society

Inadequate support from family

Poor transportation facility

Others

9.What is your opinion about job security and confidence

Satisfied Highly satisfied

Neutral Dissatisfied

Highly dissatisfied

10.Do you feel stressed on this field

Always Sometimes

Rarely Never

11.Do you think that job satisfaction will leads to improvement in

performance

Yes No

12.Do you get any additional benefits through this work

 Always Sometimes

Newer

13.What are your expectation from the authorities

Better incentives

Increased mod of transportation

Convenient working hours

Place based uncentives

14.Do you have received any type of training for this job

Yes No

15.Overall satisfaction level

Highly satisfied Satisfied

Neutral Dissatisfied

Highly dissatisfied
 FINDINGS

 Majority of the respondents are working in this field for 3 years

and they think that work is manageable by them.
 Majority of ASHA workers are satisfied with the compensation
package and are provided with the necessary facilities and
information to carry out the job
 The co-workers are supportive and cooperative to the respondents.
 60 % of the respondents selected this field because they wanted to
work for society.
 Lack of sufficient transportation facilities is a major constraint
faced by workers in this field. Workload , inadequate support from
family etc. also becomes problems for ASHA workers.
 Majority of the employees are satisfied with the job security.
 Majority of the respondents feels stressed while working.
 Workers think that job satisfaction leads to improvement in
performance and majority of them are provided with additional
benefits
 Majority of the respondents demands sufficient transportation
facilities in order to work effectively. They are also in need of
better incentives, convenient working hours etc.
 Respondents are provided with proper training and developmental
programmes.
 Majority of the respondents are satisfied in their work

SUGGESTIONS

 Number of training programs for ASHA should be increased.

 Compensation provided to ASHA must increase so that more
people will come forward to uplift the society.
 The authorities can consider performance based bonuses or
increase in incentive for every year of completion.
 Asha workers should be provided with sufficient infrastructural
facilities in order to carry out their jobs.
  Government can introduce various schemes and assistance in
favour of ASHA workers.
 Proper guidance and counselling can be provided to the workers
so that their mental satisfaction can be improved.
 The authorities can improve the general working conditions of
ASHA workers for motivating them.

CONCLUSION

An Accredited Social Health Activist is a community health worker

instituted by the government of India's Ministry of Health and Family
Welfare as a part of the National Rural Health Mission. In general
ASHAs are satisfied and happy with the training. .Community must be
aware of ASHAs’ role, and their job satisfaction has to be increased with
a corresponding increase in incentives while developing strategies to
ease the process of payments.