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HUMAN RESOURCE STRATEGIES TO ENHAHNCE JOB
SATISFACTION OF THE EDUCATORS IN INDORE
Deepa Katiyal
Asst. Professor, ILVA Commerce & Science College Indore, India, deepakatiyal@yahoo.com
Nikky Ahuja
Asst. Professor, ILVA Commerce & Science College Indore, India, ahuja_nikky@yahoo.co.in
Suresh Patidar
Reader, IIPS, DAVV Indore, India, spatidar99@yahoo.co.in
ABSTRACT
Job satisfaction is an important topic in teacher education research. Exploring the issue of teacher job
satisfaction helps us gain a deeper understanding of teachers' mental state, such as their occupational attitudes,
zeal for teaching, and work enthusiasm, which affects the quality of teaching and education. Job satisfaction is
the favorable or unfavorable subjective feeling with which employees view their work. It expresses the amount
of agreement between one's exceptions of the job and the rewards that the job provides. Now a day 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 various programmed, which have been implemented to improve their work. This is very
much true for the teachers working in schools of Indore. Indore is having different levels of schools from govt.
schools to private schools {CBSE and MP State Board}.to International schools. The teachers working in all
these schools are low in job satisfaction level. The main reason can be the lack of HR practices. In this article
the main focus is to find out the HR strategies of enhancing job satisfaction of teachers, problems created due to
Job dissatisfaction among teachers in special reference to Indore.
Keywords: Job satisfaction, HR Practices, Performance, Job dissatisfaction, HR strategies.
INTRODUCTION
Human Resource is considered to be the most
valuable asset in any organization. It is the sum
total of inherent abilities, acquired knowledge and
skills represented by the talent and aptitude of the
employed persons which comprise executives,
supervisors and other rank holding employees. It
may be noted here that HR should be utilized to the
maximum possible extent, to achieve individual
and organization goals. It is thus the employee
performance which ultimately decides the
attainment of goals. However, the employees
performance is to a large extent influenced by
motivation and job satisfaction. Job Satisfaction
refers to a persons feeling of satisfaction on the
job, which acts as motivation to work. It is not the
self satisfaction or self contentment but the
satisfaction on job. The term relates to the total
relationship between an individual and the
employer for which he is paid.
Churchill et al. (1974) in their pioneering study
defined Job Satisfaction in terms of seven attributes
dealt with satisfaction related to the employee (1)
Company policy (2) Fellow workers (3)
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Supervisors (4) Company support (5) Pay (6)
Promotion and advancement (7) Customers.
Schermerhorn (1993) refers to the Job Satisfaction
as an emotional or effective response towards
various aspects of an employees work. The
researcher emphasizes that the likely causes of job
satisfaction include co workers relationship, job
content, supervision, remuneration and extrinsic
rewards, status promotion and physical conditions
of the work environment, as well as organization
structure. These findings are expanded by
Greenberg and Baron (1995) which refers to job
satisfaction an individuals cognitive affective and
evaluative reaction towards their job.
So we can summarize and define Job Satisfaction
as the pleasurable emotional state resulting from
the appraisal of ones job as achieving or facilitating
the achievement of ones job value. In contrast job
dissatisfaction is defined as the undesirable
emotional state resulting from the appraisal of ones
job as frustrating or blocking the attainment of ones
job value or as entailing disvalues.
NEED TO STUDY JOB SATISFACTION OF
TEACHING FRATERNITY
Study of Job Satisfaction of teaching fraternity is of
central interest for both researchers and high
authorities of school education board. Teachers
Job Satisfaction can have bottom line consequences
for the organization as well as important affect on
the individuals. Most of the research on Job
Satisfaction has focused on private sector
employees. Little research exists on the Job
Satisfaction of government and private school
teachers. It is widely acknowledged that Job
Satisfaction of the teaching community will largely
determine the quality of the education. Satisfied
employees tend to be more productive, creative and
committed to their organizations.
It is usually seen that teachers begin their first
teaching assignment with great zeal and devotion.
They are responsible, passionate and dedicated
about their work. Teachers expect for the
appreciation of their work, when they are not
rewarded for their zeal and hard work they become
disillusioned which leads to what is described as
dissatisfaction in job. According to Brock and
Grady (2000) burn outs occur when prolonged job
related stress results in the inability to function
effectively in ones job. They feel themselves to be
insignificant in the school organization. Hence, to
cope with this problem, it is essential that teachers
are encouraged to realize, that they are valued as
individuals and their work is vital for the
institution.
High satisfaction may lead to improved
productivity, improved attendance and less
professional stress. Chronic dissatisfaction is a
powerful source of professional stress (Aswathappa
2000). Teachers under stress are costly to the
management because of frequent absence. As
Panda (2002) says in the creative work like
teaching, Job Satisfaction remains the sun-qua-non
and plays very significant role in attracting and
retaining the right type of persons.
There is utmost need to study the job satisfaction
level of teachers of Indore because the teachers are
not able to enhance the education level of the
region. The teachers are the backbone of the
education system if they are not satisfied and
motivated the future generations will be affected.
The State Board has to pay more attention towards
this serious issue because so many International
schools have come up in Indore .To compete with
them they have to make the teacher fraternity more
competent ,creative, dedicated, and for that Job
satisfaction is the first step to be taken.
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The role played by the school teachers is of utmost
importance, which nobody can deny; we can say
that they are the heart and brain of the organization.
Unsatisfaction in job is having direct affect on the
functions of the teachers in the school.
Act as a facilitator of learning.
Helps in the transaction of curriculum.
They help in preparing the students to
encounter future challenges.
They act as a link between school and
community.
Act as a mobalizer of community resources.
IMPACT OF HR PRACTICES AND JOB
SATISFACTION ON PERFORMANCE OF
TEACHERS
Researchers believe that satisfied employees
produce superior quality performance in optimal
time. They are likely to be more creative,
innovative and come up with a break through that
allows an organization to grow and change
positively with time and changing environment.
Employee satisfaction is crucial for the growth and
prosperity of any organization as employees are
one of the determining factors for the success of the
organization. When the organization looks after the
needs of the employee naturally employee has a
greater interest with full capacity to perform.
Large number of studies shows the direct impact of
job satisfaction on productivity, absenteeism,
turnovers, and accidents which influences the
performance of the employee. As most of the
teachers are dissatisfied with their job so all these
factors are badly affected in Indore:
Satisfaction and Productivity:
The schools with more satisfied employees tend to
be more effective than schools with fewer satisfied
employees. Our focus should not be individuals but
the satisfaction level of the whole education group,
because if the education institution will work
effectively the teachers will be satisfied which will
lead to happy organization thus, more production.
But high productivity should increase verbal
recognition, pay level and probability of
promotion. Then the teachers will not only do their
own work efficiently but also help and support
their subordinates at work. They will take great
interest in training and development programs.
They will actively participate not only in teaching
but also in other activities of the school. There are
often arguments and confusions about whether
satisfied employees are highly productive, but HR
Practitioners have always supported it. So we can
say that high job satisfaction comes from good HR
practices which lead to high productivity and high
organization citizenship.
Job Satisfaction and Accidents:
Research bears witness to the facts that satisfied
workers are less likely to face accidents as
compared to unsatisfied ones. Another study
reveals that high satisfied workers have as higher
efficiency rating as well. A worker with better
satisfaction tends to be better adjusted on the job,
in his home, social and emotional areas. Discontent
with working life is likely to affect the employees
job adjustments and also in social, emotional and
domestic life.
Job Satisfaction and Absenteeism:
The unsatisfied workers likely to miss work, other
factors have an impact on the relationship and
reduce the correlation coefficient. A satisfied
worker has a positive attitude towards his work and
will try to avoid being absent from work. This does
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not mean that workers who are satisfied would
almost never be absent. The main reasons are , less
coordination among subordinates ,principal,
working conditions ,changes in the organization
,too much of stress in job .Some times neglection
of the employees, not a part of the decision making
system ,monotonous work also leads to
absenteeism. The relationship is slightly affected
by the marital status of working women, who
sometimes remain absent due to unavoidable
domestic engagements. Employees who are
unsatisfied are more likely to take mental health
days i.e. days off, not due to illness or personnel
business (Hammer et al. 1981). Satisfied teachers
tend to have better mental and physical health and
learn new teaching related tasks more quickly. HR
counselors should be appointed in the schools that
can help to overcome the problems, which will lead
to less absenteeism. In Indore all these problems
are prevailing. Too much of work load due to less
staff is leading to frustration and stress.
Job Satisfaction and Turnovers:
The correlation between turnover and satisfaction
is stronger than found for absenteeism. There
should be continuous effort to retain good
performers like pay raise, recognition, increased
promotional opportunities but few attempts are
made due to which increase in turnovers
.Gruenberg and startup (1978) discussed about the
relationship of school teachers overall job
satisfaction with turnover decisions along with
researches and promotional opportunities. The
study reveals that teaching, research and
promotional prospect positively correlated with the
over all job satisfaction, but negatively correlated
with turnover decisions.
The teachers in Indore tend to shift from one school
to another .Pay scale and promotion schemes are
the key reasons for turnovers in Indore. The
difference in salary structure of State Board schools
and CBSE schools is too high. The schools having
good HR practices have fewer turnovers.
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Figure-1 Relationship of Hr - Job Satisfaction And Performance
JOB SATISFACTION LEADS TO
PROFESSIONAL TEACHERS
The teacher has been recognized as a key person in
the preservation, progress and projection of a
nations cultural heritage. Teacher is one through
whom the new generation is prepared to lead a
good life in the social environment. Their role is
vital in society and community. Because of their
role in social and individual upliftment, teachers
are referred as professionals.
Professional teacher is one who is able to acquire a
fund of knowledge, range of skills and their
applications in the service of humanity. The
professional teacher transmits all his learning to the
pupil. He acts as a facilitator, guide mentor, and
inspirer for students. He discharges his obligations
and duties intelligently, diligently, honestly,
sincerely and uncomplainingly. A professionally
satisfied employee will perform his duties more
effectively, for that professional satisfaction is must
for teachers.
Professional satisfaction is the amount of overall
positive effect (or feelings) that individuals have
towards their profession. (Feldman and Arnold,
1983).It is the amount of pleasure or contentment
associated with a profession. Professional
satisfaction of teachers refers to the attitude and
feelings about their profession. It is not the self
satisfaction, happiness or the self contentment but
the satisfaction of the profession. It is often
determined by how well outcome meet or exceed
expectations. Positive attitude towards the
profession is conceptually equivalent to job
ATTRIBUTES OF
HR PRACTICES
HR Climate
Training and
Development
Performance
Appraisal
Promotions
Compensation
Salary structure
ATTRIBUTES OF
JOB
SATISFACTION
Company Policy
Subordinates
Promotions
Pay Satisfaction
Perception
Org. Culture
ATTRIBUTES OF
PERFORMANCE
Productivity
Turnovers
Absenteeism
Accidents
Grievances
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satisfaction and negative attitude towards the
profession indicates job dissatisfaction.
Profession level of teachers is affected by intrinsic
and extrinsic motivation factors, the quality of
supervision, and social relationship with the
working group and the degree to which individuals
succeed or fail in their work (Armstrong 2003).
Professional attitude is dynamic; it can decline
even more quickly than it is developed. Let the HR,
community and school authorities look after the
needs, emoluments, his status and prestige, in
commensurate to the functions and role of the
teachers.
MODEL OF JOB DISSATISFACTION
The teachers who are high in job dissatisfaction can
express this in number of ways. It can be expressed
by EXIT (leaving the institution), VOICE (giving
suggestions to improve), and LOYALTY (waiting
for conditions to improve), NEGLECT (allowing
conditions to worsen and doing nothing).
Teachers are opting for exit and neglect .Exit leads
to increase in turnovers and less productivity
.Neglect is decreasing productivity at work and
increasing absenteeism. Nobody is interested in
changing the strategies and policies of the
institutions for the betterment of the education
system. Some faculties want to raise voice through
union, whistle blowing but its number is so low
that it is not so influential.
Figure-2 Model of Job Dissatisfaction
JOB
DISSATISFACTION
EXIT
VOICE
LOYALTY
NEGLECT
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STRATEGIES FOR THE ENHANCEMENT
OF JOB SATISFACTION IN
SCHOOL TEACHERS
We have already discussed that good HR Practices
in schools leads to high job satisfaction level. Now
we are going to discuss some of the HR factors and
some other conducive factors in detail which has
high correlation with job satisfaction level of the
teachers. All these factors should be considered by
the schools of Indore for better performance of the
teachers.
We should never forget, the discretionary behavior
that helps the firm to be successful is most likely to
happen when teachers are well motivated and feel
committed to the institution, when the profession
gives them high level of job satisfaction. The key
factors affecting satisfaction are career
opportunities, team work, job influence, work
environment and job challenges. (Purcell et al,
2003)
Mentally Challenging Work:
People prefer jobs that give them
opportunities to use their skills and
abilities. It offers a variety of tasks,
freedom and feedback on how well they
are performing. These characteristics
make work mentally challenging.
Employees like to be guided by their own
inclination, work itself, instead of guided
by their supervisors, coworkers and skilled
workers. No Influence of internal and
external environment on the job and
should not be controlled by the
management. They should be allowed to
experiment new methods of teaching
which can probably bring new lights in the
education process.
Performance Appraisal:
The system of Performance Appraisal
plays a very important role in selecting the
employees of high quality and integrity, to
shoulder the responsibility of high
position. It not only helps to improve the
efficiency of the individuals but also
improves the overall productivity of the
organization. Employees get the feedback,
which encourages them to develop their
knowledge and skills to meet the
objectives of the organization. But in
schools of India especially Indore, no
proper performance appraisal system
exists. There is only very weak and biased
evaluation system. Teachers are the key
members of the society on whom the
whole education system is based, but
unfortunately they are the most neglected
ones.
Promotions:
Employee seeks fair promotional policies
and practices. Promotion provides
opportunities for personal growth, more
responsibilities. Individuals are generally
promoted on the basis of seniority which
often experience job satisfaction but not as
much as on the basis of performance. The
teachers should be promoted on the basis
of performance evaluation, in-service
training programs, education attained,
workshops and seminars attended.
Good HRD climate:
Employees are concerned with their work
environment for both personnel comfort
and facilitating doing good job. Studies
suggest that employees prefer physical
surroundings which are not dangerous or
uncomfortable. They prefer clean, modern
facilities with adequate tools and
equipments. If the working conditions are
good the personals will find it easier to
carry out their jobs. Teachers generally
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dont complain about their working
conditions unless and until they are
extremely bad. But when the infrastructure
is not up to the mark it affects the
performance. The school authorities
should facilitate the teachers with these
facilities, specially the teachers of the
govt. schools in Indore where basic needs
and facilities are totally neglected.
Team Work
The nature of work group or team will
have an affect on job satisfaction. Friendly
co operative workers are a modest source
of job satisfaction to individual employee.
The work group provides supportive,
comfort, advice and assistance to the
members. A good working group makes
the work more enjoyable. Cross cultural
research finds that members are resistance
to team in general, they will be less
satisfied than if they welcome a part of it.
For most of the employees work fill the
need for social interaction. The colleagues
should also understand and friendly offer
praise for good performance, listen to each
other problems, opinions and show
personnel interest in them.
Training and development programs:
Supervision in schools is done by
Principals, headmasters, Management
people etc. Supervision makes an effort to
bring improvement in learning. The
effective supervision helps the teachers to
understand the objectives of education, to
achieve co ordination and cooperation
among all the school personnel. Utilize the
maximum of the talent and capabilities.
Evaluation is the main work of
supervisors. The rating process should not
act as a demotivator for teachers. It should
be accompanied by positive suggestions
for improvement. They should organize
refresher courses, workshops, seminar etc.
to bring improvement in teaching learning
process. Thus, in service training
programs should act as service for helping
the teachers to become a better teacher
and through this improvement in job
effectiveness and satisfaction.
Make Teaching Fun, Exciting and
Interesting:
Fun breaks up boredom and lessens the
chance of dissatisfaction. Getting the right
person for teaching job is getting difficult
because people find this job too
monotonous and repetitive. Due to which
the new generation dont want to join this
profession. Only those who are not getting
jobs are joining teaching profession. It is
the responsibility of the supervisors to
know, what are the interest and skills of
the teachers and then distribute them the
work. Right person at the right job should
be given preference. People should be
motivated to join teaching profession by
building more variety, significance,
identity, autonomy, feedback and more
challenging responsibilities.
Participation in Decision Making:
Main decisions in the schools are
generally taken by the management
members who are not aware of the actual
situation of the school and students. A
group of teachers should be involved in
this, so that the decisions are taken in the
right direction. The teachers will feel
important and respected which will
increase the job satisfaction level of them.
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CONCLUSION
Job Satisfaction, over the long-term, requires
careful planning and effort both by
school management and by teachers. School
management should consider theories as
Herzbergs (1957) and Maslow's (1943) creating a
good blend of factors that contribute to stimulating,
challenging, supportive, and rewarding work
environment. One of the best ways to maintain
employee satisfaction is to make the teachers feel
like part of a family or a team. Continuous research
or survey on job satisfaction level of the teachers
should be done which allows the pin pointing of
problematic areas and optimizing the
communication system.
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