Professional Documents
Culture Documents
Job Satisfaction
Job Satisfaction
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 one’s job. Job satisfaction is in regard
to one’s feelings or state-of-mind regarding the nature of their work. It can be
influenced by a variety of factors, the quality of one’s 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.
3)To identify the major factors that influence job satisfaction among government
and private school teachers.
4)To identify the major problems faced by the teachers in government and private
sector .
Methodology
Data from different sources are used for this study.
Primary data:
This data gathered from first hand information sources directly from the teachers
by administrating the questionnaire having face to face interaction with the
teachers.
Secondary data:
This will give the theoretical basis required for the report presentation which can
be available from various sources such as books and web sites.
Review of Literature
Pleitner (1982) has pointed out that job satisfaction results from the degree of
correspondence between the individual’s 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.
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 employee’s
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 person’s 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 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 individual’s 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 one’s feelings towards one’s 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 one’s 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
one’s feelings towards individuals, organisations and objects. But satisfaction
refers to one’s 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 employee’s general attitude towards his
job.
1. Job satisfaction is the favorableness or un-favorableness with which
employees view their work.
2. In order to understand job satisfaction, perhaps the first step should be to
demarcate the boundaries among such terms as attitudes motivation and
morale.
3. A job is an important part of life. Job satisfaction influences one’s general
life satisfaction.
While there are several different approaches to comprehend job satisfaction two
specific theories are prominent in providing valuable insight into job satisfaction.
These are the Two-Factor Theory and the Value Theory of job satisfaction.
a. Payment: Money rewards are multi complex and multisided job satisfaction
factor. Money not only gives people an opportunity to satisfy their primary needs,
but also fosters satisfaction of higher level needs. ‘Those who make money are
little more satisfied than those who make considerably less. Moreover, relatively
well paid sample of individual are only trivially more satisfied than relatively
poorly paid samples’ (Judge et. Al, 2010). Employees more often perceive their
salary’s level as a reflection of that how management estimates their contribution
to the company’s activity. If employees have an opportunity t choose themselves to
some extend independently indulgences from the whole package rendered by the
company then they receive greater satisfaction from indulgences receivable and the
job in the whole.
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.
They are:-
Personal variables
CHAPTER-3
Government schools
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
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.
Special assistance schools aim to improve the lives of their students by providing
services tailored to very specific needs of individual students. Such schools include
tutoring schools and schools to assist the learning of handicapped children.
Private schools in turn divide into two types: recognized schools and unrecognized
schools. It turns out that for understanding the true size of the private schooling
sector in India, the distinction between recognized and non-recognized schools is
crucial.
Under the educational system Central Board Secondary Education (C.B.S.E) is set
up to maintain, the quality in Education and provide minimum qualification of the
teaching staff and other necessary requirement for the school and conduct the
Exams 10 and 12 standard. It has a control over both Public Private and
Government Schools. After the exam; issues certificates of 10th and 12th
class/standard this student who passed the Examination. C B.S.E. has its office in
New Delhi.
A private school is autonomous and generates its own funding through various
sources like student tuition, private grants and endowments. A public school is
government funded and all students attend free of cost.
Because of funding from several sources, private schools may teach above and
beyond the standard curriculum, may cater to a specific kind of students (gifted,
special needs, specific religion/language) or have an alternative curriculum like art,
drama, technology etc. Public schools have to adhere to the curriculum charted out
by the district, and cannot deny admission to any child within the residential school
zone.
There are several preconceived notions regarding private and public schools.
Private schools are often assumed to be very expensive, elitist and a better bet for
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.
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
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.
2. Gender wise distribution:
The gender wise distribution of sample respondents are given in the table 4.2
Table 4.2
Male 10 34 8 27
Female 20 66 22 73
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
Table 4.3
No.of No.of
Age Government Percentage Private school Percentage
school Teachers Teachers
23-28 6 20 16 53
28-33 10 33 9 30
Above 33 14 47 5 17
Total 30 100 30 100
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.
60%
50%
40%
30%
20% Government teachers
Private teachers
10%
0%
33
8
3
-2
-3
e
23
28
ov
n
Ab
ee
ee
tw
tw
Be
Be
4. Marital Status:
The marital status of teachers is given in the table 4.4
Table 4.4
No.of No.of
Marital status Government school Percentage Private school Percentage
Teachers Teachers
Married 25 83 23 77
Unmarried 5 17 7 23
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
100%
90%
80%
70%
60%
50% Unmarried
40% Married
30%
20%
10%
0%
Government teachers Private teachers
5. Educational Qualification:
Educational qualification of teachers are given in table 4.5
Table 4.5
Educational qualifications
No.of No.of
Educational Government Percentage Private school Percentage
Qualifications school Teachers
Teachers
B.Ed 10 33 25 83
M.Ed 17 57 4 13
SET 3 10 1 3
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% B.Ed
60% SET M.Ed
40% SET
20% M.Ed
0%
Government teachers B.Ed
Private teachers
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
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
70%
60% Government
50% teachers
40%
30%
20%
10%
0% Private teachers
Government teachers
0
00
..
3.
..
0
4.
0-
<2
0
0-
00
00
00
0
20
>4
30
7. Satisfaction level based on salary
Salary is the return given to the employees for the work done. It has a major influence on one’s
job satisfaction. The following table shows the satisfaction level of the respondents regarding
salary.
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.
90%
80%
70%
60%
50%
40%
30% Government teachers
20% Private teachers
10%
0%
ed ed ed ed
tisfi tisfi tisfi tisfi
sa sa sa ss
a
h ly la ly ast Di
Hi
g rti Le
Pa
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.
80%
60%
40%
Private teachers
20%
Government teachers
0%
ed ed ed ed
tisfi tisfi tisfi tisfi
sa sa sa ss
a
h ly la ly ast Di
Hi
g r ti Le
Pa
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
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
100%
80%
60% Private school teachers
Government school
40% teachers
20%
0%
Permanent Temporary
10.Attitude of Co-workers:
Attitude of co-workers is one of the major factors that determine job satisfaction among
employees. If there is a healthy relation with the co-workers, a homely atmosphere can be
created. But if there are conflicts among them, it will adversely affect their job satisfaction.
The following table shows the attitude of co-workers
Attitude of co-workers
Unfriendly 4 13 7 23
When an employer hires a new employee, he is not just bringing a member of the work force;
he is also starting a new relationship. Because employers and employees often work together,
they necessarily develop relationships. Managing these relationships is vital to business success
as strong relationship can lead to greater employee happiness and even increased productivity.
To reap these benefits, keep the dynamics of your employer employee relationship in mind.
The given table reveals the level of satisfaction of employees towards employee employer
relationship.
Highly satisfied 15 50 3 10
Partially satisfied 8 27 5 17
Least satisfied 7 23 10 33
Dissatisfied - - 12 40
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
50%
40%
30%
20%
10% Government teachers
0% Private teachers
ed ed ed ed
tisfi tisfi tisfi tisfi
sa sa sa iss
a
h ly la ly ast D
Hi
g rti Le
Pa
Table No:4.12
Satisfaction level of respondents towards infrastructure facilities
Highly satisfied - - 19 63
Partially satisfied 5 17 11 37
Least satisfied 7 23 - -
Dissatisfied 18 60 - -
Out of thirty respondents in the government sector none were highly satisfied with the
facilities like infrastructure, canteen, recreation and other relaxation facilities. Where as sixty
three percent of the private school teachers were highly satisfied with the facilities they had at
their schools.
The private school teachers enjoy more infrastructure facilities than government school
teachers. The discussions with the teachers in private unaided schools revealed that
infrastructure facilities alone cannot contribute towards higher job satisfaction.
Figure No:4.11
0.6
0.5
0.4
0.1
0
ed ed ed ed
tisfi tisfi tisfi tisfi
sa sa t sa ss
a
gh
ly lly as Di
Hi r tia Le
Pa
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
No. of
Level of work Government Percentage No. of Private Percentage
load school teachers school teachers
Heavy 7 23 27 90
Satisfactory 23 77 3 10
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
14.Career growth
The staffing of schools takes place on an ongoing basis. Promotion is the advancement of
employee to a higher position with higher responsibility and pay. Promotional opportunities are
positively related to job satisfaction. The table below shows the career growth opportunities of
teachers.
Table No:4.14
No. of
Yes/No Government Percentage No. of Private Percentage
school teachers school teachers
Yes 30 100 4 13
No - - 26 87
Out of thirty Government teachers, hundred percent teachers said they were satisfied
with their career growth prospects. But in Private sector out of thirty teachers only thirteen
percent teachers said they had career growth prospects, and the rest eighty seven percent of
teachers said they had no career growth opportunities.
The government school teachers are more satisfied with their career growth prospects.
Figure No:4.13
100
90
80
70
60 Government teachers
50
Private teachers
40
30
20
10
0
Yes No
15.Teaching experience
Experience is a very important quality that directly affects the productivity and skill
development of an employee. The following table shows the total teaching experience of the
teachers in both the government sector schools and private sector schools
Table No:4.15
Teaching experience
5-10 12 40 2 7
>10 12 40 10 33
The table depicts that, in government schools the percentage of teachers having teaching
experience of more than ten years are considerably higher than that of private schools. we can
see that in private schools the percentage of teachers having less than five years of teaching
experience is sixty percent where as in government schools it is only twenty percent. The
percentage of teachers having teaching experience between five to ten years is forty percent in
government schools and seven percent in private schools. We can understand that there are
more experienced teachers in government schools than in private schools.
Teaching experience
60%
50%
40%
10%
0%
< 5 Years 5-10 Years > 10 Years
16. Computer labs, science labs and library facilities
It is important that future planning treats the resources like library, computer labs
and other science labs as an essential component of the school at all levels. It helps the
teachers to teach the students practically. The following table shows the satisfaction level of
resources like library, computer labs and other science labs among Government school
teachers and Private school teachers.
Yes 11 37 21 70
No 19 63 9 30
Out of selected thirty Government school teachers, thirty seven percent are satisfied
with the resources like library, computer labs and science labs and nineteen percent
teachers are not satisfied.
Out of selected thirty Private school teachers, seventy percent are satisfied with the
resources like library, computer labs and science labs and thirty percent teachers are not
satisfied
It is evident that private school teachers are more satisfied with such resources provided to
them.
On discussions with the government school teachers it was found that financial constrains
adversely affects the resources in the government sector schools
Figure No:4.15
Satisfaction towards the resources
70
60
50
40 government
teachers
30 private teachers
20
10
0
Yes No
Teaching facilities also play an important role in job satisfaction and productivity of the
teachers. Teaching facilities like smart class rooms and projector rooms influence teachers
productivity. The table below shows the satisfaction level of present teaching facilities in
Government schools and Private schools.
Table No:4.17
Satisfaction level regarding present teaching facilities
No. of
Satisfaction level Government Percentage No. of Private Percentage
school teachers school teachers
Highly satisfied 13 43
Partially satisfied 9 30 12 40
Least satisfied 7 23 5 17
Dissatisfied 14 47 - -
Private school teachers are more satisfied with their teaching facilities than government
school teachers.
On discussions with the private school teachers it was revealed that by only providing better
teaching facilities higher job satisfaction cannot be achieved.
Figure No:4.16
Satisfaction level based on teaching facilities
40
20
0 Government teachers
Private teachers
ed
d
ed
ed
fie
sfi
sfi
sfi
tis
ati
ati
ati
sa
ts
ss
ys
ly
Di
as
all
gh
Le
rti
Hi
Pa
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 16 53 3 10
No 14 47 27 90
Private school teachers couldn’t provide individual attention towards their students
because of high student population and a lot of extra curricular activities in the school. They
also said high work load also affected the prospects of individual attention.
Figure No:4.17
Individual attention towards students
90
80
70 Government
60 teachers
50 Private
teachers
40
30
20
10
0
Yes No
Chapter 5
Findings suggestion and conclusions
Findings
The study reveals that government schools have more experienced teachers than
private schools
On an overall observation it is understood that government school teachers are more
qualified than private school teachers
Private school teachers are very much under paid when compared to government school
teachers
As regards monitory benefits other than salary like provident fund, onam bonus and gratuity
private unaided school teachers find themselves short-changed as opposed to government
teachers who get all benefits as per the government prescribed norms
Government school teachers enjoy more job security than private school teachers
On an overall observation, government school teachers enjoyed better employer employee
relationship than private school teachers
Regarding workload , in the government schools it is evenly distributed but private school
teachers find themselves with all odds against them with high student population and a lot of
extra curricular activities.
Private school teachers were highly satisfied with the infrastructure facilities provided
where as government schools lacked infrastructure facilities.
All the teachers in the government sector said that they had prospects for promotion
and career growth. while in private unaided schools only rarely does a teacher get
promotion prospects.
Private school teachers were more satisfied with their teaching resources like library, computer
labs and other science labs
The study reveals that private school teachers were not able to provide individual attention
towards their students due to high student population and a lot of extra-curricular activities.
Many factors like salary, other monitory benefits, job security ,employer employee
relationship , work load and career growth prospects which affect teachers job
satisfaction favors government school teachers. Due to all these factors the government
school teachers are more satisfied with their job than private school teachers.
Private schools excel in infrastructure facilities when comparing to government schools.
The problem faced by government school teachers are lack of infrastructure facilities
and other teaching aids. But the private school teachers face problems with their salary,
other monitory benefits, job security, career growth prospects and high work load in
connection with teaching and extracurricular activities which affects their job
satisfaction adversely.
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 rules for payment of dearness allowance , house rent allowance etc. corresponding to the
government schools should be implemented
The schemes for the welfare of teachers all over India which are being operated by the National
Foundation for Teachers' Welfare (NFTW) should be extended to private unaided school
teachers also.
suggests that there should be a Government Bank for Educational Development that provide
cheap loans to meet the respective needs of teachers, students and the management
The government schools should be more equipped with better libraries, class rooms and better
lab equipments
Government should invest more in developing infrastructure facilities of government sector
schools
The private sector schools should decrease the in take of students to reduce student population
and to increase teachers productivity as well as to decrease their work load
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
Saiyadain (2009). Human Resource Management. New Delhi: Hill Publishing Company.
Internet sources
Factors Affecting Job Satisfaction. From http://en.wikipedia.org/wiki/Job_satisfaction.
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.
General details
Name: _____________________
Age: ______
Private School
Government school
Survey Details
5-10 years
More than 10 years
Permanent Temporary
Yes No
6. Besides salary what other monetary benefits are you provided with?
7. Your satisfaction level regarding monetary benefits other than salary that you get
Dissatisfied
8. Attitude of co-workers
9. Are you satisfied with the relationship between you and your management
10. Are you satisfied with your present teaching and infrastructure facilities?
Highly satisfied Partially satisfied
Heavy Satisfactory
Yes No
13. Does your school have modern teaching facilities like smart class rooms?
Yes No
Yes No
If no, why?
15. Are you satisfied with the resources like library, computer labs and other science labs?
Yes No
If no ,why?
16. Does your school provide you with transportation facilities like school bus
Yes No
Yes No
Yes No
18. Do you have any suggestions to enhance your job satisfaction? Kindly mention it.