CERTIFICATE

Certified that the dissertation titled A Study on the Factors Affecting Working
Efficiency among the Employees of Guwahati

Radio Station is a record of research work done by Deva Kumar Singh

during the period of his study under my guidance and the dissertation had not previously formed the basis for award of any degree, diploma, associate ship, fellowship or similar other titles and that is an independent work done by him.

Place - Guwahati

Dr. Maina Sarma

M.A.,Ph.D Date - 06.06.2011 Head of the Department, Department of Philosophy, B. Baruah College, Guwahati, Assam

DECLARATION

I hereby declare that the dissertation entitled A Study on

the Factors Affecting Working Efficiency among the Employees of Guwahati Radio Station submitted for the Degree of Master of

Science in Value Education and Spirituality is my original work and the dissertation has not formed the basis for the award of any degree, diploma, associate ship, fellowship or similar other titles. It has not been submitted to any other University or Institution for the award of any degree or diploma.

Signature of the Candidate

Place: Guwahati Date: 27th June, 2011

Deva Kumar Singh En. No: 6641000311

Acknowledgement

One will not even stand close to success if it isnt for Supreme help. At outset I would hail Him who is above all. From our guide Dr. Maina Sarma, we learned to get even. Even when she was too busy with scheduled work she gave us valuable time. My intermittent contacts with her were an inspiration and a source of strength to run the distanced without which Id admit it would have been far harder task for me. Due to her simple mind, may we presume that anyone would get to learn at least one virtue from such guidance and under whose supervision and personal care I had the opportunity to work for my dissertation. I thank B.K. Sheela Behenji for allowing me to undergo the course. All our co-students I met in the batch if MSc.VE&S seem to be cooperative in some way. Invaluable help of tips from them accounts for half the success. I thank our coordinator BK Medhabati. She is an able coordinator and seemed to be sort of a start-spark when an engine would halt, teaches well that it is in the light of day, we make hay. Im thankful too, with as much a grateful heart for letting me , because we were greatly helped by the considerate Annamalai University authorities, when it came with we found in tense juncture of accomplishing a tedious task within a short session allowing us some more time, even if experimentally to pressurize their next session period. I thank Pankaj with that much of a thankful heart. Last but not the least lot of thanks I

owe to the respondent employees of Guwahati Radio Station and those of Big FM, most of whom held respectable positions yet were much too cooperative to this work, and so too in their humility that went with true aspiration for spirituality.

Signature of the Candidate Place: Guwahati Date: 27TH June, 2011 Deva Kumar Singh En. No: 6441000311

PREFACE

In the comfort zone of our world of thoughts we sojourn, many a times oblivious of the seriousness that the inner self has grown dark out of ignorance and negativity. We would then take it to be something of value to find correctives for ideality if we were able to grasp the lead man in the inner kingdom of our inner self and knew him for all responsible ups and downs through karma it creates. Know your conscience and its strength. Well, we wouldn't think over it if it wasn't for the law of karma that should impel and constrain us to obedience. Some of the beliefs that make it hard to accept that "karma has fixed laws" are somewhere propounded by those who hold the view that the soul never gets tainted by karma, good or evil. This seems to make us passive towards accumulating fortune for now or for coming times through good karma and to being abstinent of evil so as to build good relationships. When we have come out of that shell of unconsciousness, we seem to step into spirituality. Soul with its limited resource and power cannot maintain the sanity to persist remaining happy perpetually because consciousness of the body is ever tugging the toes towards negativity. In fact, soul-consciousness is positivity and permanent reality whereas body -consciousness is an acquired negativity and an illusion as in the same way there's the "lunatic in my head." Its someone else in my head but its not me. Establishing this, however, is hard when all around you see the slumber of ignorance regarding the self and the Supreme.

With best of hopes and feelings as we saw to the completion of the last course in the last term, I thought what way to pay gratitude to my alma mater. While hoping it will be the most sought after stream of an educational line that many will prefer to undertake in no time, it is for me a feeling yes, it is only the beginning but never to see an end. By being in the first batch it feels like we shall grow in experience and excellence in days to come though at the moment the status we hold is only as of movers of pebbles on the path clear the way, and well, at the moment maybe we are hanging by the sea with the light of the Divine as the only loadstone alongside as guide. Time and time, I ponder how to repay the treasures of debt I owe to my alma mater. As I thought and thought, seemingly I approached closer to an answer the greatest need of the hour is what we should fulfill, which should also be the view, the expectation of this institute. So in one breath when I say, this is it that we be valuable as diamonds flawless in the first and last detection by the world, we shall feel to hear it echo. Virtues, values, and every goodness be ours in permanence so as for the world to behold and emulate. Supreme help is in first appreciation as I sat watching days go by and times we saw murky clouds and the wind of obstacles did cause deflection of the sails, yet wonder how, I feel it we come safe into the Supremes lap. The road to real progress must be concentration. Once concentration and focus is developed you construct a bee hive. Ants and Bees have natural

concentration so they do not have to put effort at developing the same whereas the deciding and discriminating beings have greater trouble recuperating from a fall of concentration. Focus has to be there as to what to concentrate upon and towards what accomplishment. Creation of one's objective is further a tough task of decision making. How to build a house is the basic capabillity for the mason. He has been doing it all the time. But planning fo r the new designs and techniques, to be applied while constructing the building, is another part of it that should adorn his abilities. Efficiency lies there and we do not forego some barriers.

LIST OF TABLES

Title of the Table Table No. Page No.

4.1

Personal Factors of efficiency

61

4.2

Psychological Factors of Efficiency

63

4.3

Physical Factors of Efficiency

65

4.4

Emotional Factors of Efficiency

67

4.5

Social Factors of Efficiency

69

4.6

Interpersonal Factors of Efficiency

71

4.7

Spiritual Factors A

73

4.8

Spiritual Factors B

75

4.9

Spiritual Factors C

77

4.10

Spiritual Factors D

79

5.1

Table- Proof of Validity of Factors In Pie Diagram

96

LIST OF FIGURES

Figure No.

Title of the Figure Page No.

4.1

Efficiency Diagram 1 ( Psychological )

62

4.2

Efficiency Diagram 2 ( Psychological )

64

4.3

Efficiency Diagram 3 ( Psychological )

66

4.4

Efficiency Diagram 4 ( Psychological )

68

4.5

Efficiency Diagram 5 ( Psychological )

80

4.6

Efficiency Diagram 6 ( Psychological )

72

4.7

Efficiency Diagram 1 ( Spiritual )

74

4.8

Efficiency Diagram 2 ( Spiritual )

76

4.9

Efficiency Diagram 3 ( Spiritual )

78

4.10 4.1.1

Efficiency Diagram 4 ( Spiritual ) Pie Diagrams

80 97

CONTENTS
Chapter Content Acknowledgement List of Tables List of Figures Introduction i. ii. iii. Need for the Study Objective of the study Hypothesis 1-1 2-2 3-6 7-54 55-58 59-91 92-101 Page No. I II III

1. Review of Related Literature 2. Methodology 3. Results and Discussion 4. Findings, Conclusion and Suggestion for further Research Bibliography

CHAPTER-I
INTRODUCTION

INTRODUCTION For the realization among the young and old about our old heritage we have to make them aware that there is strong potential in our own ancient heritage of yoga which is an efficiency techniques based on psychodynamics. We need to look deep into our glorious past. Those who practice meditat ion or yoga, by and by develops such efficiency in their work that they have the ability to accomplish assigned tasks in time. Further they develop strong character and inculcate the divine virtues into their lives which can make an overall full or perfect personality and ideal example to be emulated. The younger generation has to be saved from wasting their energy following the steps of the wrong role models whose outward appearances cover their lack of inner values and spirituality. The energy and sta mina that need to be created, conserved and preserved for social good, now seem to get wasted in a wholesale manner. Degeneration of character and loss of moral and ethical values is now a threat and dilemma for the society. To what extent did we understand and felt a breath of the child is the father of man, or is there an extent we do take steps for moral development through our own inculcations of values? Meditation helps inculcation of values and values in turn give inner efficiency which most now look for in the outer world. So, deep need is being felt here and now to develop spirituality through yoga. 1

NEED OF THE STUDY At the present juncture we find explosion of knowledge, scientific discoveries and inventions that make life affluent with conv eniences are at centre play. These should be and could be seen as signs of prosperity and to be bearing a seal of happiness. It being so, other side shows a dark phase where human values and moral values seem to have sharply fallen to abyss. Moral rise (or fall) is something too much related to examples. When the examples to which the young mind is exposed to are elevating, the society has one more good character added to it. Sadly enough this seldom happens these days when it is expected of each family to create individuals of high moral character so as to build a strong nation and a civilized world in true sense of the term. Charity begins at home, so it should naturally imply greater responsibility to the elders, more of the moral order than any other. This responsibility should than move to the teaching clan. The educated are apt not rightly be called so until the vices seem to be prominent in activity. Basic goodness is revived as one determines to inculcate values and virtues when at the same time unlearning negativity and discarding vices. This however, needs introspection of the self and self-assessment.

OBJECTIVE OF THE STUDY The study is related to workplace and it holds a universal scope. Since workplace define most part of a person's lifetime, and since workplace is what takes most part of our waking hours and is either directly or indirectly related to the quality of living, relationships and happiness or tranquility a person yearns in sobriety, a detailed study becomes par essential. The effects of social and psychological climate in which work takes place, such as the structure of the organization, its style of leadership, and the motivation of employees, all

influence productivity and job satisfaction. Furthermore, the tangible aspects of the workplace - physical features, working hours, safety issues, and concerns about physical and emotional health also have considerabl e influence on efficiency at workplaces. The study is somewhere well explained by Ergonomics (Gk- Ergon - work, nomos- law) which relates to the study of workplace design and the physical and the physical and psycholgical impact it has on workers. Going further, with an explanation of it, it emphasizes importance to Ergonomics that go to speak of the equipment design, as for the workplace, intended to maximize productivity by reducing operator fatigue and discomfort. The scientific discipline that is devoted to the study and analysis of human work especially as it is affected by individual anatomic psychologic and other human characteristics. 3

It is also an applied study of psychology anatomy and physiology relating to people and work environments includes introduction of biochemically supportive equipment. it is occupation medicine, that could be compared to Eurogenic Engineering and also to Human factor. As a formal study of work situation, which attempts to evaluate and if necessary, reconfigure a workp lace by taking into account the anatomic and psychological variable of those working in the environment. Apart from all the above physical or material factors, the investigation somewhat also traces its threads into the spiritual aspects. All the while th e spiritual aspect having been more relegated than the material, we have now sought to cast more light onto this aspect affecting efficiency. The study is having the highest scope in the tense state of the world. It can be solace to the writhing away hearts in values. The society is now going through the trouble of great losses of values which goes with the loss of peace and happiness. Change though being fast in literary levels. There being multiple courses developed in the world for survival. Way people survive has become easy but for what one needs to survive has eluded the sight and mind in all levels. The lost glory of humanity finds little chance of revival. The study on meditation or yoga in fact, has a vast area of scope and coverage. The spread of it is the need of the hour. School and college authorities need take initiative. Guardians of children and the youth should also become aware of it. This is where we find the initiative thereupon to see a restructured and value-based society.

HYPOTHESES 1. It is assumed that efficiency, improvement and achievement of success depends on the following nine factors. a. Right judgment, appropriate and timely decision, proper planning and systematic execution. b. Creation, conservation and preservation of en ergy and stamina. c. Elimination of energy dissipaters or wasteful thoughts. d. Right type of motivation and proper emotional attitude to work. e. Integrated personality. f. Strong will. g. Innovativeness and self-dependence. h. Goodwill i. Happiness and contentment.

2. Assumed that efficiency in the workplace depends on the following a. Structure of the organization, its style of leadership, and the motivations of employees all influence productivity and job

satisfaction i.e. efficiency.

The physical features, working hours, safety issues, and concerns about physical and emotional health influence efficiency. (Physical conditions include lighting noise, temperature, color, and music, work hours and work schedules go along with factors such as fatigue, monotony, and sexual harassment.)

CHAPTER II
REVIEW OF RELATED LITERATURE

REVIEW OF RELATED LITERATURE

Review of related literature is an essential aspect of a research project. It provides one with the aspiration for undertaking the study and lays foundation for ones entire investigation. Reviewing the related literature helps a researcher to make it clear that his problem has roots in the existing literature but it needs further exploration. It helps a researcher investigating areas of needed research and delimits and defines his or her problem. By reviewing related literature, the researcher can avoid unfruitful and useless problems. Published literature is a fruitful source by means of which a researcher may be stimulated to devise hypothesis of his own. Reviewing literature provides insight into the statistical methods through which validity of results is to be established. In this chapter, the investigator has made an attempt to review the work that has been already done in the field of Efficiency at Workplace. It is impossible for the investigator to gather necessary information about all the related studies conducted so far due to a number of practical difficulties such as shortage of time, lack of meaningful resources, vast coverage of field work etc. Some of the studies given below are not directly related to the present study. However, these studies would place the present study in its proper perspective. 7

Questionnaire research with 641 blue-collar and white-collar employees in Australia suggested the importance of the following dimensions of the physical work environment (Carlopio, 1996):1

1.Environmental design, including lighting, air quality, and general atmosphere of the work area 2. Facilities, including restrooms, eating areas, and recreational facilities 3. Work organization, including work schedule and pace, and amount of time and information provided to do the job 4. Equipment and tools, including the design and efficiency of the tools and machines provided to do the job 5. Health and safety, including organizations procedures to deal with physical safety issues, hazards, and other factors that may affect employee health

Studies of worker behavior

Scientific Management: While Marx, the Webbs, and Commons focused on the role of labour in the late 1800s and early 1900s, others were developing theories of management. Frederick W. Taylors engineering approach, later known as scientific management, was similar to that of the classical economists in regarding workers as passive instruments of production, but he did recognize differentiation among workers as passive instruments of production, but he did recognize differentiation among workers, at least insofar as degrees of skill were concerned. He developed methods for time-and-motion studies to determine the elements of particular jobs and the way in which these elements should be put together for the greatest efficiency. His focus was upon the individual worker; there was no place in his model for group membership or for the effects of groups upon individual behaviour. Industrial psychology: A step further in the recognition of differentiation among workers came with the emergence of industrial psychologists, who are concerned with the measurement of the skills and aptitudes of individuals. At least in the early stages of these developments, workers were viewed as isolated individuals, and no attention was given to group phenomena.

Human relations:

In the 1930s the emphasis of management researchers

shifted from individuals to the work group. Of primary importance was the human relations research program carried out by Elton Mayo and his associates at the Hawthorne Western Electric plant and their discovery of the Hawthorne effect- an increase in worker productivity produced by the psychological stimulus of being singled out the made to feel important. The ideas that this team developed about the social dynamics of groups in the work setting had lasting influence. Although the interpretations that Mayo and his group made of the test results have come under critical fire, the concern here is not with the validity of the conclusions but rather with the effects of the Hawthorne studies upon the subsequent development of management and organizational behaviour. Publication of some of Mayos writings and of the major research report in Management and the Worker, by F.J. Roethlisberger and William J. Dickson in 1934, attracted large numbers of sociologists, social psychologists, and social anthropologists into a field that had previously been limited to economists, engineers, and industrial psychologists.

10

Four general conclusions were drawn from the Hawthorne studies: 1. The aptitudes of individuals (as measured by industrial psychologists) are imperfect predictors of job performance. Although such measures may give some indication of the physical and mental p otential of the individual, the amount produced is strongly influenced by social factors. 2. Informal organization affects productivity. Although previous students of industry had looked upon workers either as isolated individuals or as an undifferentiated mass organized according to the formal chart of hierarchical positions and responsibilities established by management, the Hawthorne researchers discovered a group life among the workers. The studies also showed that the relations that supervisors develop with workers tend to influence the manner in which the workers carry out- or fail to carry out- directives. 3. Work-group norms affect productivity. The Hawthorne researchers were not the first to recognize that work groups tend to arrive at norms of what is a fair days work, restricting their production below that point even when they are physically able to exceed the norm and would be financially rewarded for it. However, the

11

Hawthorne study provided the best systematic description and interpretation o f this phenomenon.

4. The workplace as a social system. The Hawthorne researchers came to view the workplace as a social system made up of interdependent parts. Behavioral science: Behavioral scientists had made their entry into the field by attacking the then-prevailing over-simplified notions of the individualistic economic person and the formalistic engineering notions of organizational structure, technology, and efficiency. As often happens in arguments between members of competing schools of thought, the force of the behavioral science attack carried some of its proponents so far as to view the work organization as simply a system of social relations and to downplay the role of economic forces. During the 1950s and 60s the field underwent a major process of

redefinition, which consequently affected conceptions of the worker.

12

Beginnings of the factory system: The changes in industrial patterns that emerged in Europe from the 16th to the 18th century were less in the introduction of new mechanical contrivances than in the growth in extent of the application of power, primarily water and wind, to old devices and, even more significant, in the organization of work to meet the needs for production on a larger scale the beginning of the factory system. The proto-factory centered in certain industries, especially textile. The old guild corporations broke down, and the cottage system began giving way to larger units of production. The organization of commerce changed rapidly. Now instruments in the field of banking, insurance, and export marketing helped, to amass capital and make it available for investment in industrial enterprises. In this movement toward the capitalization of industry, some of the lesser masters were driven down into the wage-earning class, while greater masters became capitalist employers. Division of labor in the workplace Because machines could justify their high cost only if a heavy and continuous demand existed for their output, their presence led to a division of labor between the entrepreneur who owned them and his employees. The owner supervised his workers, compelling them to work at the pace of the machine. 13

Even in enterprises that were not fully mechanized, the advantages of factory discipline were apparent at an early stage of the Industrial Revolution. Organization of work The Coming of Mass Production: Mass production is the name given to the method of producing goods in large quantities at low cost per unit. But mass production, although allowing lower prices, does not have to mean low quality production. Instead massproduced goods are standardized by means of precision -manufactured, interchangeable parts. The mass production process itself is characterized by mechanization to achieve high volume, elaborate organization of material flow through various stages of manufacturing, careful supervision of quality standards, and minute division of labor. Assembly Line: Though prototypes of the assembly line can be traced to antiquity, the true ancestor of this industrial technique was the 19th century meat-packing industry in Cincinnati, Ohio and in Chicago. Drawing upon observations of the meat packing industry, the American automobile manufacturer Henry Ford designed an assembly line that began operation in 1913. The result was remarkable reduction of manufacturing time for magneto flywheels from 20 minutes to five minutes. This success stimulated Ford to apply the technique to chassis assembly. Under the old system, by which parts 14

were carried to a stationary assembly point, 12 man-hours were required for each chassis. By using a rope to pull the chassis past stockpiles of components, Ford cut labor time, to six man-hours. With improvements- a chain drive to power assembly line movemen t, stationary locations for the workmen, and work stations designed for convenience and comfort-assembly time fell to 93 man minutes by the end of April 1914. Fords methods drastically reduced the price of a private automobile, brining it within the reach of the common man. Fords spectacular feats forced both his competitors and his parts suppliers to initiate his technique, and the assembly line spread through a large part of U.S. industry, bringing dramatic gains in productivity and causing skilled workers to be replaced with low-cost unskilled labor. Because the pace of the assembly line was dictated by machines, the temptation arose to accelerate the machines, forcing the workers to keep up. Such speedups became a serious point of contention between labor and management, while the dull, repetitive nature of many assembly-line jobs bored employees, reducing their output

15

Effects On The Organization of Work: The development of mass production transformed the organization of work in three important ways. First, tasks were minutely subdivided and performed by unskilled workers, or at least semiskilled workers, since much of the skill was built into the machine. Second, manufacturing concerns grew to such size that a large hierarchy of supervisors and managers became necessary. Third, the increasing complexity of operations required employment of a large management staff of accountants, engineers, chemists, and later, social psychologists, in addition to large distribution and sales force. Behavioral scientists now recognize the importance of economic factors, but they see material rewards as having an effect upon behaviour in combination with social and psychological factors, and they study the pattern in this combination. Thus, over the years behavioral scientists have deepened the understanding of the role played by interpersonal, structural, and technological forces in organizations and industrial relations.

16

Workplace in different cultures: Do the principles of organizational behaviour and industrial relations apply universally across nations and cultures? This issue not only has fascinated scholars and policymakers but, at critical points in history, has influenced the course of international events. After World War II, for example, the head of the U.S. forces occupying Japan imposed American -style labour laws and industrial relations practices under the belief that they would help ensure that Japan would not fall back into a militaristic or totalitarian state. By the 1980s the situation had reversed. Many American experts called for adoption of Japanese management practices in hopes of achieving the same high labour-management relations found in leading Japanese firms. In both of these instances some practices were effec tively transplanted to the other country. Free trade unions and collective bargaining did evolve in postwar Japan, albeit not in the same fashion as they had in the United States. The success of Japanese management did spur many American firms to reexamine their own policies and practices and to emphasize many of the principles underlying the Japanese system. This has been especially true in American manufacturing industries. cooperative

17

The industrial workplace: Productivity: Whereas the earlier phase of the Industrial Revolution had resulted in assembly lines mass-producing identical parts for mass markets, the introduction of the computer allowed for custom -made, small-batch production. For example, in the United States the chief investment in plants and equipment in the 1980s went into information technology, such as computers and telecommunications equipment. Such aids have allowed American

manufacturers to concentrate on niche production- that is, supplying a limited segment of the market with a specialized product and responding speedily to changes in market demean. On the automobile assembly line, niche production enables many cars containing different options demanded by buyers to go down the same assembly line, with the computer making certain that the proper items go into each separate car. These potentialities of automation have created two new fields: computer-aided design (CAD) and computer-aided manufacturing (CAM), often linked as co-disciplines under the title CAD/CAM. In a sense, CAD/CAM allows the mass production system to manufacture customized, handmade articles. The machinery can be adapted to a particular product through computer programming, enabling work on small batches to achieve many of the economies previously available only through mass production of identical objects. Computer-aided design itself makes possible the testing of production 18

methods and the design of the product by running tests (of such factors as ability to withstand stress, for example) through the computer. If necessary, the product design or the process can be modified without going to the expense and time required for building actual prototype models. Automation not only gives flexibility to production, but it also can cut down costly lead times in changing from one production model to another, and it can control inventories to provide a continuous flow of material without expensive storage requirements or investment in spare parts. Such efficiencies lower production costs and help explain the growing strength in world markets of the Japanese, who first introduced the practice. Automaton has also fostered the development of systems engineering, operations research, and linear programming. Automation has not yet realized the dream of completely robotized production. The first generation of industrial robots could perform only simple tasks, like welding, for they became confused by slight irregularities or differences in the objects on which they worked. To overcome that difficulty, computer scientists and engineers began developing robots with keener sensitivity, thereby enlarging their capabilities. Although progress has been made, it is clear that human beings must be available to back up the robots and maintain their productivity. When automation was first introduced, each of the robots involved in 19

complicated processes was controlled by a microcomputer programmed to perform only one task. As these processors could not communicate, it was hard to trace which particular processor was responsible when something went awry. In the late 1980s this deficiency was corrected by the introduction of general purpose computers, which bring together data from all the micro processing units and make them accessible on one screen. This sped up the detection of problems and reduced the downtime of machinery, thereby increasing productivity and lowering expenses.

Effects on skilled labour: Robotic machines can perform certain unpleasant

and dangerous jobs, such as welding and pain ting, that can be injurious to a workers health. They can handle loads of up to a ton or more and work efficiently in temperatures ranging from near freezing to uncomfortably hot. Automation has eliminated much of the workers physical and mental drudgery and has allowed the worker to change from ma machine operator to a machine supervisor. The office workplace: The introduction of computers also affected the organization of work in the information sector of the production economy. File clerks, bookkeepers, and other skilled office personnel involved in information processing were replaced by semiskilled keypunch and tabulating -machine operators. Office automation represents a further mechanization of office work, a process that began with the typewriter and the adding machine in the 19th century. 20

The information flow in offices has been likened to the movement of material in manufacturing. Information, like material, must be stored; typing or keypunching changes the form of the information, just as a machine operation changes the form of the workpiece; the value of the finished product is changed by adding information to it; and there must be a measure of quality control to make certain that the information is accurate. Just as automated machinery has done away with the jobs of many machine operators; integrated information processing systems have eliminated many clerical tasks . For the production operation, automation provides an exact control over the inventory of raw material, parts, and finished goods. Applied to billing operations in the office, it often can drastically reduce accounting costs. Women in the work force. For most of written history, agriculture was the chief human occupation, and heavy physical labour was not confined to men. Women performed backbreaking chores like grinding grain by hand in a stone quern, drawing and carrying water, gathering wood, and churni ng milk to make butter. About the only time women were given a respite was immediately before and after giving birth. With the Industrial Revolution the work situation changed for both men and women. Whereas the hearth and home had formerly been the cent re of production and family life, with industrialization the factory became the workplace and the town the dwelling place. The role of women in the family 21

work force did not change overnight, however, for at first whole families were employed in factories almost as teams.

22

Worker, manager, and society Conceptions Of The Worker 19th- and 20th century views. In classical economics, workers were treated like commodities, subject to the natural laws of supply and demand. Although classical economists readily acknowledged that workers are not motivated by money alone, they abstracted out of reality only the ec onomic factors. This led them to consider workers as undifferentiated and passive instruments in the production process. Karl Marx in the mid-1800s was the first to challenge this view of labour. He rejected the notion that workers should bear the costs of market forces and argued that all the value of production comes from workers input; therefore, he insisted, labour should own the means of production. Since under a market system the means of production are owned and controlled by capitalists, workers would be exploited. Eventually, according to Marx and his followers, the injustice of this exploitation would lead to a revolutionary overthrow of the capitalist system and its replacement by a socialist state. Later, around the turn of the century, two British political economists, Sidney and Beatrice Webb, joined this debate by arguing that a combination of worker and community forces would gradually achieve a socialist state. They shared with Marx a belief that workers and employers are separated by class 23

interests and that only by organizing into trade unions would workers amass the bargaining power needed to improve their economic and social conditions. They did not believe, however, that a revolutionary overthrow of the capitalist system is necessary for social progress. Instead, through union representation, collective bargaining, and legislative protections, worker, employer, and community inte3rests would eventually be harmonized. About the same time the Webbs were developing their views in Britain, an American view was taking shape under the work of John R, Commons and his associates at the University of Wisconsin. Unlike classical economists believed that the laws of supply and demand can be influenced by the policies, values, structures, and processes used to govern employment relationships. Like Marx and the Webbs, Commons rejected the commodity view of labour and believed that an inherent conflict of interests separates workers and employers. He also believed, however, that these conflicts are a natural and legitimate part of any employment relationship and would not disappear if capitalism were replaced by socialism. Consequently, these American scholars and social activists emphasized the importance of legislation that protects workers in terests in safety and health, unemployment and worker compensation insurance, minimum wages, and retirement benefits. They also believed in the value of labour unions and in the need for negotiation and compromise between workers 24

and employers. These institutional economists not only served as forefathers of modern industrial relations, they also provided many of the ideas behind the labour legislation enacted as part of President Franklin D. Roosevelts New Deal in the 1930s. The advent of industrial relations. The New Deal paved the way for

the development of modern industrial relations research and practice. In response to the economic and social crisis of the of the Great Depression, the U.S. Congress and the Roosevelt administration enacted a series of laws granting workers the right to organize into unions and to engage in collective bargaining with employers. Other New Deal legislation set minimum wages and provided a system of unemployment insurance and social security. In subsequent years, unions organized large numbers of workers in the growing manufacturing, transportation, and communications industries. B y the end of World War II nearly one-third of all American workers were union members. After the war an exceptionally large number of strikes brought national attention to the problems of labour management relations and led to the formation of a number of industrial relations research and teaching programs at leading American universities. The goal of these programs was to draw together the theories and insights of economists, labour and management specialists, and other social scientist to find ways to encourage greater cooperation and improved conflict resolution among workers and employers. Thus, the modern field of industrial relations was born. 25

FACTORS OF PSYCHOLOGY

Many surveys have been taken of the rest of us, the people working at less glamorous jobs such as teacher, computer programmer, lab technician, or auto mechanic. The results consistently show that more than three out of four people questioned would continue to work even if they suddenly became financially secure and no longer needed the salary from their job. People receive much more from their jobs than just a paycheck. Those who are fortunate enough to have found the type of work that suits their abilities will experience personal satisfaction, fulfillment, and the pride of accomplishment. These feelings provide their own reward, distinct from income. Thus, work is related not only to economic well being but also to emotional security, selfesteem, and contentment. For these people, work is definitely not a four-letter word. And it doesnt have to be for you, either. Your job can offer a sense of identity and status, defining for you and for others who and what you are. Your work can give you the chance to learn new skills and master new challenges. It can bring positive social experiences, satisfying your need to belong to a group and providing the security that comes from being an accepted and valued member of a team. A job can furnish the opportunity to form friendships and to meet people of diverse backgrounds. 26

INDUSTRIAL-ORGANIZATIONAL PSYCHOLOGY ON THE JOB

Even if you have no direct subordinates - if, for example, you are an engineer, programmer, or accountant, or are self employed - you would still benefit from a knowledge of human relations skills. Knowing how to get along with others can mean the difference between failure and success. Enhancing job satisfaction is a major concern in business today. Enhanced satisfaction with work can reduce grievances and other labor di sputes and decrease absenteeism, turnover, work slowdowns, faulty products and accidents. PERSONALITY CHARACTERISTICS. A popular belief is that people who have a great many accidents have some unique set of personality traits that distinguish them from people who rarely have accidents. Research does not support this contention, although some studies have found that people who have a high number of accidents manifest such characteristics as neuroticism, hostility, anxiety, social maladjustment, and a sense of fatalism. However, any relationship between personality variables and accident frequency is not strong. There is no basis for concluding that people who have frequent accidents have a personality pattern that is clearly different from that of accident-free individuals. 27

Temporary emotional states can contribute to accidents. The person who is angry with a spouse or boss or is preoccupied with money problems is likely to be less attentive on the job and hence more susceptible to accidents. Accident Proneness. The theory of accident-proneness holds that

certain people are more likely than others to have accidents and that most accidents are caused by or involve the same few people. The theory also assumes that accident-prone persons are likely to have accidents regardless of the type of situation. An effective way to test this theory is to compare accident records for the same people for two different periods to determine if the people who had accidents in one period also had accidents in the other. Correlation s from studies of this type are low, indicating that a persons past accident record is not a valid predictor of future accidents. In a classic study, one psychologist reexamined accident statistics that had originally been interpreted as supporting the a ccident-proneness theory (DeReamer, 1980). In analyzing driving records of 30,000 people, it was found that fewer than 4% of them accounted for 36% of the accidents over a 6 -year period. These data suggested that a small group of drivers were involved in a large number of accidents. If they could be prevented from driving, then the accident rate could be cut by more than one third. The data were reanalyzed by comparing accident records for the first 3 years of the period with accident 28

records for the second 3 years of the period. It was found that the accidents during the two different periods did not involve the drivers. Those identified as safe drivers during the first period accounted for more than 96% of the accidents in the second period, a finding that is highly damaging to the accident-proneness theory. The theory no longer enjoys the credibility it once had, although evidence suggests that some workers may be predisposed to have more accidents in a particular type of work. Accident proneness may be specific to the work situation and not a general tendency over all situations, which limits the theorys predictive value. ACCIDENT PREVENTION An organization can take several steps to safeguard its employees and reduce accidents in the workplace. These include proper reporting of accidents, attention to workplace design, safety training, management support, and safety publicity campaigns. ACCIDENT REPORTS An accident prevention program is no better than the quality of its accident reports. All accidents, regardless of the consequences, should be investigated and described in detail. A comprehensive accident report will include the following: # Precise time and location of the accident 29

# Type of job and number of employees performing it # Personal characteristics of the accident victim # Nature of the accident and known or suspected causes # results of the accident- such as personal injuries and damage to plant, equipment, and supplies

WORKPLACE DESIGN Although most accidents are caused by human error, conditions in the physical work environment are potential sources of accidents. Lighting in the workplace must be adequate for the job tasks, and temperature must be maintained at a comfortable level. Work areas should be clean an d orderly. Many accidents have been traced to poor housekeeping. Oil or grease spots on the floor, electrical cables underfoot, and equipment stored in hallways or stairwells can cause serious accidents that can easily be prevented. First -aid kits, fire extinguishers, and other safety equipment should be located conveniently throughout a work area and painted in vivid and easily identified colors. Controls that are hard to reach or that require excessive force to operate and displays that are excessively complicated and so easily misread are design mistakes that are ready sources of accidents. Emergency controls must be made accessible and easy to operate. 30

SAFETY TRAINING Most organizational training programs devote time to accident prevention. Workplace dangers and hazards are pointed out and information is presented on the causes and results of past accidents. Rules for safe operating procedures are taught along with the location of emergency and first -aid equipment. Periodic drills may be held to maintain awareness of safe working habits. When a company has an increase in accidents, it may mean that retraining of the work force is necessary. Experienced workers can become careless and need refresher courses to update their work habits. In general, companies that systematically continue safety training efforts are rewarded with substantial reductions in accidents and in hours lost from work. The money saved easily pays the cost of the training programs. MANAGEMENT SUPPORT Supervisors play a key role in any successful program for safety training and awareness. Because of their close association with workers, they must be alert to unsafe working conditions and practices. Supervisors are in the best position to remind employees of safe working habits and t o arrange proper maintenance of equipment and the work environment. They are also able to recommend when retraining is advisable. If supervisors do not insist on adherence to safe working procedures, then any safety training program will be less than maximally effective. By example as well instruction, supervisors can 31

maintain employee motivation to work safely and to prevent accidents. Many surveys have been taken of the rest of us, the people working at less glamorous jobs such as teacher, computer programmer, lab technician, or auto mechanic. The results consistently show that more than three out of four people questioned would continue to work even if they suddenly became financially secure and no longer needed the salary from their job. People receive much more from their jobs than just a paycheck. Those who are fortunate enough to have found the type of work that suits their abilities will experience personal satisfaction, fulfillment, and the pride of accomplishment. These feelings provide their own reward, distinct from income. Thus, work is related not only to economic well being but also to emotional security, selfesteem, and contentment. For these people, work is definitely not a four-letter word. And it doesnt have to be for you, either. Your job can offer a sense of identity and status, defining for you and for others who and what you are. Your work can give you the chance to learn new skills and master new challenges. It can bring positive social experiences, satisfying your need to belong to a group and providing the security that comes from being an accepted and valued member of a team. A job can furnish the opportunity to form friendships and to meet people of diverse backgrounds.

32

INDUSTRIAL-ORGANIZATIONAL PSYCHOLOGY ON THE JOB Even if you have no direct subordinates - if, for example, you are an engineer, programmer, or accountant, or are self employed - you would still benefit from a knowledge of human relations skills. Knowing how to get along with others can mean the difference between failure and success. Enhancing job satisfaction is a major concern in business today. Corporate leaders call on I-O psychologists to improve the attitude of the work force toward their jobs and their organizations. Enhanced satisfaction with work can reduce grievances and other labor disputes and decrease absenteeism, turnover, work slowdowns, faulty products and accidents.

33

CHARACTERISTICS OF THE WORKPLACE

We have discussed some of the effects of the social and psychological climate in which work takes place. The structure of the organization, its style of leadership, and the motivation of employees all influence productivity and job satisfaction. We turn now to more tangible aspects of the workplace - physical features, working hours, safety issues, and concerns about physical and emotional health. This chapter deals with physical conditions of work, including lighting, noise, temperature, color, and music. Work hours and work schedules are discussed, along with factors such as fatigue, monotomy, and sexual harassment. PHYSICAL WORKING CONDITIONS

An organization can recruit and select the best employees, train them thoroughly, provide outstanding leaders and an optimal organizations climate to maximize job performance, but if the physical working conditions are uncomfortable, productivity will suffer. Uncongenial work settings are related to decreased productivity, lower job satisfaction, greater errors and accidents, and more absenteeism and turnover. When a workplace is made more comfortable or working hours more 34

flexible, productivity usually increases at least temporarily. But the I -O psychologist must be careful in interpreting such changes in per formance. What, precisely, has caused the greater productivity? Was it physical changes such as a new climate-control system, brighter lighting, or better

soundproofing? Or was it more subtle psychological factors such as employees' more positive attitude toward management for instituting the changes? Although the results may beneficial for the company, whatever the cause, management needs to be able to explain the reasons for any improvement in productivity or satisfaction. Suppose they stem from the fact that employees are pleased that their company sees them as human beings rather than cogs in a machine. If so, the company will want to know whether there are other human relations ways to improve satisfaction and productivity that do not involve expensive alterations to the physical workplace. In many industries, people work at peak efficiency under what appear to be intolerable conditions. And there are many instances of poor performance and low morale in well-equipped, lavishly decorated surroundings. The effects of changes in physical working conditions may be influenced or modified by how employees perceive, accept, and adapt to these changes. Therefore, the physical features of the workplace must be considered in light of complex psychological factors.

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Work Sites

At the luxury laden Citicorp office complex in Tampa, Florida, an employee said, "You spend so much of your life at work. Its nice that you can have things like a fitness center or child-care facility. For me, it builds loyalty." Why would organizations spend money on what used to be considered frills? The physical work environment includes many factors, from the size of the parking lot and location of the building to the amount of natural light and noise in the work area. Inadequate parking spaces or parking lot too far from the building can so irritate employees that their attitude toward the organization is negative before they even reach their work station. The location of the work site, whether in the downtown of a large city or a more remote suburban area, can also affect employees' satisfaction with their jobs. For example, suburban office parks are often isolated from the shops, restaurants, and other services found in cities. Surveys show that young, single employees typically prefer living and working in cities, whereas married people tend to prefer the quieter suburbs as better places to work and rear children. Many organizations offer various amenities to attract and retain dedicated employees. Some companies have turned th emselves into vacation resorts with on-site spas, gyms, nurseries, shops, banks, and medical clinics. And loyal employees are less likely to quit, take time off, or be sloppy about their work. 36

THE RADIO

The radio is now being increasin gly used as a valuable auditory aid and a supplement to classroom instruction. The All-India Radio has a daily school hour programme, in which useful talks, dramas and discussions of literary, scientific, geographical and historical values are presented, these being specially planned and written by teachers and educationists. Talks on general topics concerning our daily life, inter-personal relationships, the impact of science on us and others should be transmitted for liberal education of our children. It is again necessary that the organizers of talks and news dissemination have a clear notion of the fact that the radio can either spread a more enlightened culture or stereotyped thinking and standardized ideas, that the radio just as the press can be used as an instrument of mere indoctrination.

HISTORY OF BROADCASTING :

During the first decade of the twentieth century, broadcasting became a possibility in Europe. But India had to wait for some years to make use of this great invention of science. It was in 1924, that a Radio club was set up at Madras as a first step in this direction. In July 1927, the Indian Broadcasting company inaugurated the regular service by opening the first station in 37

Bombay. In the month of August in the same year, a similar station was installed at Calcutta. But the Indian Broadcasting company went into liquidation inn the absence of financial aid from the Government of India owing to the demand of the public the Government agreed to take over broadcasting as an experimental measure. In April 1930, it was included in the Department of Industries and Labour under the designation of Indian broadcasting Service. Despite this, the position of broadcasting remained unsafe and uncertain on account of the dearth of funds. In May 19 32, it was finally and certainly decided to continue the India state Broadcasting Service. Since then, broadcasting has been making a quick progress in our country. In 1932, the number of licensed receiving radio sets was only 1,000. In 1937, it was 2,30,025. In 1939, the designation of the Indian Broadcasting service was changed to All India Radio which has been translated in Hindi as Akashvani. Meanwhile, powerful broadcasting stations were set up, the most outstanding being at Delhi. After 1947, a new chapter began in the history of the All India Radio service. Under the supervision and guidance of Late Sarder Patel, the department was completely recognized, expanded and improved. A large number of Radio Stations had been set up at Jullundur, Srinagar, Amritsar, Patna, Allahabad, Cuttack, Nagpur, Bezwada, Gauhati and Shillong. Now the radio stations have been established in almost all the important cities of the country. 38

It is a boon to humanity. The rapid and simultaneous transmission of news to the farthest corners of the world has made it most up-to-date. In fact, the All India Radio combines education with its news and recreation programme. Purely educational broadcasts, too receive special attention as talks and lectures and organized for imparting instructions. Besides these talks and lectures, the childrens programme, the womens hour, the villagers item, book reviews, general knowledge hints recitation from Gita, the Quran and the Bible have raised the broadcasting service to the status of an important educative organ. In this chapter I have already mentioned all the important aspects which can easily spread the knowledge and education among the people of both rural and urban areas. The cinema and Radio broadcasting are the main important passive agencies which influence the behavioural patterns, attitudes, beliefs, knowledge, cultural knowledge, Geographical knowledge, language historical knowledge, knowledge of science, system and habits of children.

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THE INFLUENCE OF RADIO BROADCASTING:

The Radio broadcasting is one of the most important devise for the people of India. It is a boon to humanity. The rapid and simultaneous transmission of news to the farthest corners of the world has made it most upto-date. It serves as a means of amusement and entertainment providing us with musical and dramatic items. In fact, the All India Radio, combines education with its news and recreation programme. Purely educational broadcasts, too, receive special attention as talks and lectures are organized for imparting instructions. Besides these talks and lectures, the childrens programme, the womens hour, the villagers item, book reviews, general knowledge hints, recitation from the Gita, the Quran and the bible have raised the Broadcasting service to the status of an important educative organ.

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SPIRITUAL FACTORS OF EFFICIENCY AND SUCCESS

Meditation is an efficiency technique which gives dexterity and efficiency in action is what the Gita, which is the Bible of the yogis say. In other words, it means that yoga increases our capacity and ability to work and gives us better speed with less or no fatigue. People in the West, generally look upon yoga as a method of relaxation. In the East, people generally consider it as the science of or art of selfrealization, God-realization or attainment of peace and final liberation. It has hardly been realized in the East or West that Yoga is also a way to higher efficiency and that it is based on psychodynamics. In some factories in India, it s advantages as a managerial aid and as a way to higher efficiency have, lately, been derived. The present study is an attempt to give an insight into how yoga raises efficiency and other qualities. Multiple external factors though are in work, such as proper wage and remuneration work, compensation, medical, housing, working hours,

incentives, stimuli, employment guarantee at workplaces, together with modern innovations finding appropriate application while also affecting efficiency we consider here the individuals personal efficiency in a thorough -go study.

41

Generally, people have a wrong impression that yoga gives, to mans mind, an attitude of escapism. The truth however, is that yoga is a classical efficiency-technique. It enables a person to conserve and economize his energy; it plugs all leakages and thus results in better output. Not only does it gives him better stamina and more energy but an important thing is that it also gives right emotional attitude towards work so that man feels joy w hile working. This gives to mans mind greater immunity against strain and tension. Thus, not only does meditation units the soul with God as the Sanskrit word, yoga, literally implies but it gives to mans mind such dynamism as enables him to achieve maximum efficiency. It gives him power, ability and confidence to shoulder responsibilities much better than a non-yogi otherwise has. Success is another name of happiness. Any achievement which is not accompanied by happiness is not success in real terms. A yogi is concerned with inner and constant happiness. Yoga is, therefore, not adverse to action. On the other hand, it advocates action for ones happiness and also for the happiness of others in general. The choice before a yogi, therefore, is not whether to act or not to act but to act in a right way so that one gets liberated from bondages that cause unhappiness and it progressively lead to perfection.

42

A yogi knows that success in life basically depends on wise investment of time and energy. He, therefore, spends his energy and time on worthy pursuits. He knows the metaphysics of time and the psychodynamics of action. So, he makes sincere efforts to enrich every moment of his life with higher and nobler experience. He therefore, engages himself in such physical mental and spiritual effort that brings sense of fulfillment, development and satisfaction. He does not give up actions because he knows that the performance of action is an expression of dynamism which is an important aspect of personality a nd, as a yogi, he wants to have dynamic and fully developed personality. He, therefore, engages himself into the process of improving the quality of life. Now this achievement of success, happiness, efficiency, improvement, etc. depends mainly on the following nine factors: 1. Right judgment, appropriate and timely decision, proper planning, and systematic execution. 2. Creation, conservation and preservation of energy and stamina. 3. Elimination of energy-dissipaters or wasteful thoughts. 4. Right type of motivation and proper emotional attitude to work. 5. Integrated personality. 6. Strong will 43

7. Innovativeness and self-dependence. 8. Goodwill 9. Happiness and contentment. Now, let us take these one by one. 1. RIGHT JUDGEMENT AND APPROPRIATE DECISION, ETC. The first thing required for success is the right perception, right understanding and right judgement. A person whose mind is free from confusions distractions, distortions, and polarities of attachment and hate, etc. alone can have right perception and sound decision. If ones mind is not free of negativity, pessimism and polluted thoughts, it will be in a disturbed and unsound state and will not, therefore, be able to see things in right perspectives and arrive at right conclusions. Since one who practices yoga can have clear clean and steady mind, he alone can, therefore, see things without prejudice and in a balanced state and can, therefore, decide on an appropriate line-of-action. He alone can stick to his duty despite all discouragements and criticisms and can reach success by his steadfastedness. On the contrary, if a person is unable to see things as they are, he will not be able to think of the right solutions and will, not, therefore, be able to fulfill responsibilities to the satisfaction of all. It is found that, ordinarily; a persons judgment is colored by his 44

sanskaras, his predispositions, hardened notions and his idiosyncrasies. His preconceived notions and especially the impr essions left on his mind by the Past, force him to take a rigid stance. His sanskaras work as hard determinants within which he thinks. His past resolves make him look at new situations from certain predetermined angles and to take fixed positions. He cannot, therefore, detach himself from his dormant psychological memories that pose hurdles in his viewing things objectively. So, his actions are really not actions, they are reactions of his previously determined view-points. He is, in fact not a manof-action but reactionary. A non-yogi is, therefore, unable to adapt himself easily and quickly to changed situations. As such, he is not flexible and elastic. He is not capable of judging objectively, taking decisions quickly and implementing them with a detached mind and adap0ting to greatly changing situations. This is a great set back to his efficiency. A yogi, on the other hand, is able to march towards success with high efficiency because his mind is clear of dust and cobwebs and he has objectivity, adaptability and capacity to adjust. Since a yogi observes principles of purity, his mind is like a clean mirror. He can clearly visualize the developments and understand men and matters and can, therefore, rightly judge and decide.

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CREATION, CONSERVATION AND PRESERVATION OF ENERGY One, who eats moderately, observes Brahmacharya, takes proper rest, eliminates exhaustion by eschewing avoidable and non-congenial work is able to create and conserve energy and stamina. Observance of continence builds up a great reservoir of vitality and gives the intellect sharpness, alacrity and effectiveness. A Rajyogi follows these principles and has, therefore, the advantage of building up a stock of energy that gives better efficiency. By conserving his vitality, he can work resolutely, confidently and with persistence and perseverance. The gain is easily noticeable at the subtle level when one sees such a person pursuing his course of action steadfastly despite big and high hurdles. Brahmacharya definitely enhances ones stamina and power of endurance and strengthens ones will. Meditation and self-control improve ones energy-level because they free a person from wasteful thoughts and act which otherwise cause loss of vitality and mental energy. Yogic practices develop an aura around a man and make his actions effective and fruit -bearing. Victory is within easy reach of a holy person or a yogi. Moreover, Meditation enables a person to withdraw from the body. This gives to him great restfulness. So, even while working a yogi feels relaxed and does not get fatigued easily. Withdrawal from the body protects his mind and muscles from becoming tense. He is thus saved from mental exertion and physical exhaustion by means of soul -consciousness. 46

Again, moderate eating also saves man from wasteful expenditure of energy. It is generally not known to people that assimilation of every morsel of food also is a tax on mans physical energy. Food not only produces energy but, for its digestion and absorption into the body-system, it also consumes energy. Since a yogi eats moderately, he is able to conserve energy whereas a non -yogi, by overeating or by eating irregularly and more number of times , wastes his energy, spoils his health and lower his efficiency. A yogi is also saved from the rigors of non-eating and unnecessary fasting to which some devotees resort. Yogi has YUKT AHAR as the Gita says, i.e. he is moderate, regular and discrete in his eating habits and this gives him freshness, alertness, youthfulness, lightness and stamina ELIMINATION OF ENERGY-DISSIPATORS Worry is a great cause for dissipation of energy. As while ant or termite eats into wood and make it hollow within, worry also eats into the vitals of man and makes him hollow. A well-known proverb says that It is worry and not work that kills a man. Much of mans worry is because of his attachment to certain persons, places or things. Worry is also caused by selfish motive, by lack of faith in God or because of any wrong act that may bring any punishment. A yogi is one who has strong faith in God, who depends on his own right and holy action and has 47

no mental bonds or attachments with anyone. He has, therefore, no worry. He lives in the present and, instead, of having anxiety about future, is only anxious to lead a life of meditation, dedication and evil -eradication now. FEAR: Another energy-dissipater is fear. Fear sometimes reduces ones working capacity to zero. A person, who feels shocked or shaken or dazed with scare, stands confused, nervous and overcome by a sense of loss of wits and will. He can do nothing. But he who is honest, characterful and self-controlled and wishes all well, such a God-loving and holy person has no cause for fear. He has neither any bad intention, nor foul motives nor any ill -will; why should, then, he be afraid? Such a yogi is dauntless. He acts with a spirit of self assurance, unshakeable self-confidence, and deep faith in God and this entire attitude increases highly his efficiency and his prospects of success. SENSUAL ENJOYMENTS: Yet another great tax on energy are sensual enjoyments. What apparently is enjoyment is in fact what consumes our energy. Since a yogi leads a lotus-like life, he is untouched by sensuousness. He does not act under the impulses for sense-gratification. This does not mean that he has no appreciation for that which is beautiful or that which has aesthetic value but he combines truth, goodness and beautifu l in one and savors beautiful in a manner and to an extent it is good, beneficial and uplifting.

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EGO-CENTRICISM: In fact, a person who has ego-centric attitude, he also has fear of a rival or obstacle and has worries about the outcome. A yogi, who does work as a duty or as a means for progress or service, has neither fear nor worry and his energy is, therefore, not dissipated. He is satisfied because of the thought that he has done his Dharma and this satisfaction gives him enthusiasm and enthusiasm increases efficiency. Yoga frees a person from ego -centric consciousness and gives him a sense of humility and detachment and, thus, a yogi works conscientiously and puts excellence into it. This style of functioning and this tendency also liberates a yogi from creating future vasanas. POLARITIES: A yogi tries to transcend polarities of love and hate, happiness and sorrow or elation and depression etc., He tries to maintain constancy of positive mental states, such as the state of universal love and happiness, excluding the state of hate and sorrow. He has equipoise and steadiness. His mental energy and his health are, therefore, not taxed by negative states and he is not shuttled between the two poles. Such a state of mind helps in taking proper decisions and in acting effectively, vigorously and with full mind. This, therefore, is congenial to success and promotes efficiency. ATTAINMENTS AND DESIRES: Our attachments lend us to emotional involvements. These involvements raise in our minds, certain expectations and desires. If the expectations and desires are not fulfilled, the result is frustration, mental depression, shock and sorrow. Though emotional involvement seems, 49

initially, to increase efficiency, soon there is a clear set-back because a person who has involvements depends upon so many outer factors. On the contrary, a yogi plunges into action bu t still remains detached; he is in it but also above it, as a lotus is in water and above water and is self-dependent. Since a yogi has no attachments, he has no cravings either and he is, therefore free from frustrations and fits of depression. He knows that attachment does not, in the net result, add even an inch to efficiency but puts burdens on the mind and distracts attention and thus wastes energy. PESSIMISM AND SLOTH: Pessimism makes a person skeptical, whimsical, wavering, fearful, apprehensive and doubtful. All these tendencies are inimical to mental strength. It is faith which gives firmness, strength and resoluteness. Pessimism and doubt also lend a person to sloth, inertia, inactivity and dependence on luck and stars. All these traits greatly reduce ones capacity to work and ability to cope with problems. A yogi considers sloth and inertia as a sign of Tamoguna or Maya i.e. negative and debilitating force. He therefore, does not allow it to overpower him. On the other hand, he works with zest and zeal and with optimism and objectivity. Instead of depending on stars, he depends on his own good work and has good will and good wishes for all. Karma Yoga enjoins upon a practicant to mind his own duty instead of pointing an accusing finger towards others or blaming them for non-performance. 50

ANGER: Anger is like fire. It burns one as fire burns dry grass or wood. It destroys ones judgment, memory and principles and pulls him down to the brute level. It is, therefore, the most harmful trait to eff iciency. It spoils relationships and results in enmity and loss of love. It is, therefore, destructive of happiness, peace and team-work.

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RIGHT TYPE OF MOTIVATION AND EMOTIONAL ATTITUDE TO WORK It is important to note that climax of efficiency is achieved only by the spirit of dedication. One who is dedicated to the service of others, has no selfish motive. His actions are, therefore, motivated by the thought of welfare of others. Let all be happy this is his motto. Let me not be the cause of suffering to anyone nor receive suffering from anyone this is his policy. As a logical consequence of this kind of benign attitude, he works with maximum efficiency because he wants to do the greatest good to the greatest number. A yogi considers his work as his humble and holy offerings to God. He, therefore, does not expect any reward from human beings whom he serves. He acts as an agent of God or an instrument of the Benedictor, Supreme Soul. This spirit of dedication, service and sacrifice inspires him to put in his best effort, for he has no eye on winning name, fame, recognition or applause for himself. Dedication is an irrepressible urge of the spirit. It is rooted in sacrifice and does not demand or expect appreciation. It is ones efficiency because one does not view work as drudgery, boredom or burden, but a sacrosanct duty, a joy, an expression of ones own will, a fulfillment of ones inner urge, resulting in ones own high satisfaction. Such is the motivation and the emotional attitude of a yogi. 52

INTEGRATED PERSONALITY A man who has many desires, has many minds. His mind is broken up into as many dividing forces as many desires he has. His conflict-torn mind cannot act as a unified personality or as an integrated mind. Sometimes his mind and intellect oppose each other, and thus consume lot of mental energy on this tug-of-war. At other times, his desires pull his attention in various directions and do not let him repose or have concentration and integration of will. The result is that he cannot work with the totality of his mind. Again, where there are desires, there is also aversion or hatred. The mind is, therefore, swayed between desire and hate like a pendulum. It constantly is moved by the forces of attraction and repulsion. There is no sta bility. Such a person cannot have sound judgment and concentration of mind, which are necessary for achieving success and efficiency. It does not imply that one should have absolutely no desires. Desires work as motivating forces. So, total absence of desires is neither aimed nor implied. What is meant is that one should not feel pulls or attractions toward certain objects and should not be slave to them. He should not depend on these objects for his happiness and peace. He should not have desires which he

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cannot fulfill or which are harmful to his growth and development. He should not be under the spell of desires or be blinded by them. Such a person who is a yogi in the real sense, has more efficiency because his actions are motivated not by selfish and mean desires but by noble desires and he acts with calmness, composure and steadiness and not under impulsiveness. Since his mind does not fly off in different directions but is capable of paying full attention to the work he has undertaken, he is able to give better performances.

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CHAPTER III
METHODOLOGY

METHODOLOGY
In the experimental method, psychologists investigate one influencing variable while holding all others constant. The variable being investigated is the independent variable; the behavior that results is the dependent variable. Two groups of subjects are used: the experimental group and the control group. The groups must be as similar as possible; a condition brought about by random group design (assuming subjects at random to the two groups) or by matched group design matching the subjects in the groups on a number of personal characteristics). Naturalistic observation involves observing behavior in its everyday setting. The experimenter can control the independent variables but cannot manipulate them with the precision permitted by the experimental metho d. Survey research focuses on attitudes and opinions. Survey techniques include personal interviews (conducted face to face or by computer), telephone surveys, and questionnaires. E -mail questionnaires ask questions and obtain responses through an organizations in-house computer system. Survey questions can be open-end, allowing respondents to answer in their own words, or fixed alternative, restricting respondents to a few choices. Representative samples of the people to be questioned in a survey can be selected through probability sampling, in which each person in the population has a known chance of being included in the sample, or through quota sampling, in which a replica in miniature of the larger population is constructed. 55

Employees who refuse to answer survey questions may be more dissatisfied with their jobs than are employees who are willing to answer questions. Psychologists also conduct Web-based research in virtual laboratories, where large and diverse subject populations can be studied. The raw data obtained in a research project can be summarized, described, and analyzed by descriptive statistics. Data can be presented in graphs or reduced to a few meaningful numbers. Three ways to measure the central tendency of a distribution o f data are the mean, median, and mode. When sufficient data are collected from a representative sample of the population, they form a bell -shaped or normal distribution, in which most of the scores fall in the center or average range. To measure a distributions variability, psychologists use the standard deviation, which is a distance along the distributions base-line. The standard deviation provides information on the percentage of scores that fall above or below any particular raw score. The correlation coefficient denotes the direction and strength of the relationship between two variables and enables psychologists to predict performance on one variable from performance on another variable. Inferential statistics are used to determine the level of statistical significance of the difference is so large that it is unlikely to have occurred by chance. Meta-analysis is a technique for averaging the results of a large number of studies. 56

Population:

A questionnaire with fifty five questions was prepared for the investigation of the various factors of working efficiency, the personal, psychological, emotional, physical and spiritual factors. For the physical factor eight questions were asked, for the psychological questions numbered the same numbered eight as well. The spiritual part was considered with emphasis on 20 questions. Though there were other questions to be put to respo ndents, due to the shortage of time and space these were excluded from the present questionnaire. 3 questions were warm-up questions towards spiritual advancement. 2 questions, one at the end of each section of the questionnaire were to adjudge their opini on as to whether the questions asked were related factors of working efficiency. These two questions were asked to ascertain the validity of psychological, physical and personal factors and the spiritual factors hypothesized by the investigator.

57

TOOLS:

Simple percentages and graphs come in use for data presentation to be interpreted. The tools and techniques of survey used by the investigator are Questionnaires and Interview, and the data collected are tabulated and graphs were plotted for all the percentages of responses for the questions put for respective values. Question format was intentionally done for finding percentage of responses in the order of positive response, negative response, and some also with the allowance when one would prefer keep mum. Whole of the data for thirty-five questions found place in five tables with corresponding graphs plotted in order of five values and names ascribed to them is that of one of the values under which at least questions put, that were all relevant with the perspectives of the present professional situation. The objective questions were intended to get information regarding their values, which are in adoption in their lives how and to what degree. The questions put were well intended to access the respondents interests in the current study that may be seen as invaluable in the present professional systems from a close perusal.

58

CHAPTER-IV
RESULTS AND DISCUSSION

RESULTS AND DISCUSSION

ANALYSIS AND INTERPRETATION OF DATA
A questionnaire with fifty five questions was prepared for the investigation of the various factors of working efficiency, the personal, psychological, emotional, physical and spiritual factors. For the physical factor eight questions were asked, for the psychological questions numbered the same numbered eight as well. The spiritual part was considered with emphasis on 20 questions. Though there were other questions to be put to respondents, due to the shortage of time and space these were excluded from the present questionnaire. 3 questions were warm-up questions towards spiritual advancement. 2 questions, one at the end of each section of the questionnaire were to adjudge their opinion as to whether the questions asked were related factors of working efficiency. These two questions were asked to ascertain the validity of psychological, physical and personal factors and the spiritual factors hypothesized by the investigator. The investigator visited the CBS section, the Primary Channel, the B section of All India Radio Guwahati along with interviews with the Programme Executives, the Duty Officers, Permanent Announcers and Casual Announcers as well. 59

Thereafter the investigator made a survey of the Big 92.7 FM Channel at Ulubari, Guwahati for necessary data collection through questionnaires of the same format.

What we have observed from an overview of the data analysis is that very few respondents could remain indifferent to questions that bear so much relevance to their real work life situations. It was only predictable for certain questions that the answers were likely always to have a certain tendency to turn more towards one side than the other.

But we watch with care that the slight deviations were so much of importance to the researcher. It is the frankness of respondents that should layout a good graph of efficiency at workplace.

60

TABLE -4.1

ON PERSONAL FACTORS FACTORS (psychological) YES No. of Percen respondent t s NO No. of Percen respondent t s NO COMMENT No. of Percen respondent t s

DEALINGS PURE & HONEST 48 96% 2 4% 0 0%

ACCEPTING BRIBE OF PRAISE /FAVOR/WEALT H SERVICE /ROLE/PRODUCT BENEFICIAL RESEARCH TO MONITOR EFFECT OF ACTS TIME, MONEY, ENERGY BETTER USED

8%

44

88%

4%

46

92%

6%

2%

28

56%

22

44%

0%

39

78%

11

22%

0%

61

EFFICIENC DIAGRAM

( Psychological )

100% 90% 80% 70% 60%

0% 4%

4%

2% 6%

0%

0%

22%

44%

88%
50% 40% 30% 20% 10% 8% 0% 96% 92%

NO COMMENT NO
YES

78%

56%

Dealings pure & honestof praise, favor, wealth beneficial emergy,of acts better used Accepting bribe Service/role/ product to monitor effects resource Research Time,

PER

NAL FAC

62

TABLE -4.2 ON PSYCHOLOGICAL FACTORS

FACTORS (psychological)

YES

NO

NO COMMENT

No. of Percentage No. of Percentage No. of percentage respondent respondent respondents

SATISFIED WITH SUPERVISION CHANCE TO SAY ON DECISION MAKING FINDING JOB INTERESTING

22

44%

28

56%

0%

30

60%

18

36%

4%

42

84%

12%

4%

TRAINING PROGRAMMES FOR YOU 44 88% 5 10% 1 2%

PARTICIPATION IN TRAINING PROGRAMME

32

64%

13

26%

63

EFFICIENCY DIAGRAM - 2 (Psychological)

100% 90% 80% 70% 60% population opinion 50% 40% 30% 20% 10% 0% satisfied with supervision chance to say on decision making find job interesting training programmes praticipation in training for you psychological factors 22 30 42 44
NO COMMENT NO YES

2 6

1 5 5

18 28

13

32

64

TABLE -4.3 ON PHYSICAL FACTORS

YES FACTORS (Psychological)

NO

NO COMMENT Perce ntage

No. of Percentage No. of Percentage No. of respondents respondents respond ents

COMPLAINTS REGARDING WORKPLACE DESIGN COLOUR AFFECTING PERFORMANC E LIGHTING AFFECT PERFORMANC E TEMPERATUR E AFFECT EFFICIENCY AFFECTED BY WORKING HOURS, FEEL FATIGUE 26 52% 24 48 0

0%

22

44%

27

54%

2%

2% 24 48% 25 50% 1

24

48%

25

50%

2%

24

48%

26

52%

0%

65

100% 90%

4.3 EFFICIENCY DIAGRAM 3 (PSYCHOLOGICAL)

1 1 1

80% 24 70% 60% population opinion

O COMME T O

27

25

25

26

50% 40%

YES

30% 26 20% 22 24 24 24

10%

0% complaints regarding workplace design lighting affect performance color affects performance temperature affects physical factors working hours affect

66

TABLE -4.4 ON EMOTIONAL FACTORS YES FACTORS No. of Percent respondents No. of Percent respondents NO NO COMMENT No. of Percen respon t dents 0 0%

Maximizing time, energy, resource for Company/ Nation Wants say on decision making

38

76%

12

24%

43

86%

14%

0%

Consider job as improving artistic sense

38

76%

11

22%

2%

Consider presentation as creative art Acted rudely towards someone

40

80%

18%

2%

10

20%

40

80%

0%

67

EFFICIENCY DIAGRAM-4 (Psychological)

100% 90% 80% 70% 60% population opinion 50% 86% 40% 30% 20% 10% 0% Maximizing time, energy, resource for Company/ Nation Wants say on decision Consider job as Consider presentation making improving artistic sense as creative art emotional factors Acted rudely towards someone 20% 76% 76% 80% 80% NO COMMENT NO YES 0% 0% 14% 24% 22% 18% 2% 2% 0%

68

TABLE 4.5 ON SOCIAL FACTORS OF EFFICIENCY

FACTORS

YES No. of Percent respondents

NO No. of Percent respondents

NO COMMENT No. of respondents Percent

FACING THREATS OF VIOLENCE BEEN ATTACKED ON JOB ADDICTION TO ALCOHOL OR DRUGS DEALING WITH ALCOHOLIC COLLEAGUES MADE ETHNIC RELIGIOUS RACIAL REMARKS

12%

43

86%

2%

4%

46

92%

4%

16%

41

82%

2%

13

26%

36

72%

2%

8%

41

82%

4%

69

EFFICIENCY DIAGRAM 5 (psychological)

100% 90% 80% 70% 60%

36 43 41 46 41

NO COMMENT NO YES

population opinion

50% 40% 30% 20% 10% 6 0% facing threats of violence

13 8 2 4

been attacked on job addiction to alcohol or dealing with alcoholic made ethnic religious drugs colleagues racial remarks social factors

70

TABLE -4.6 ON INTER PERSONAL FACTORS FACTORS YES No. of Percent respondents NO No. of Percent respondents NO COMMENT No. of Percent respondents

Made ethnic, religious racial remarks Said something hurtful Cursed someone at work

14

28%

36

72%

0%

18%

41

82%

0%

8%

46

92%

0%

Played a Mean prank

6%

47

94%

0%

Publicly embarrassed someone at work

10

20%

40

80%

0%

71

EFFICIENCY DIAGRAM 6 (PSYCHOLOGICAL)

100% 90% 80% 70%

0%

0%

0%

0%

0%

72% 60% percentage 50% 40% 30% 20% 28% 10% 0% Made ethnic, religious racial remarks Said something hurtful Cursed someone at work Interpersonal factors Played a mean prank Publicly embarrassed someone 18% 8% 6% 20% 82% 92% 94% NO COMMENT NO YES 80%

72

SPIRITUAL FACTORS - A

TABLE -4.7

Right Judgment, Appropriate and Timely Decision, Proper Planning, Systematic Execution
FACTORS (spiritual) YES NO NO COMMENT

No. of Percentage No. of Percentage No. of Percenta respondents respondents respondents ge

Right judgement

24

48%

26

52%

0%

Right perception Right understandin g Appropriate, timely decision

27

54%

23

46%

0%

24

48%

25

50%

2%

23

46%

27

54%

0%

Appropriate planning & execution

32

64%

17

34%

2%

73

EFFFICIENCY DIAGRAM 1 (spiritual)

70% 60% 50%

population opinion

64% 52% 48% 54% 46% 50% 48% 54% 46% 34%

YES NO NO COMMENT

40% 30% 20% 10% 0% 0% 0% 2% 0%

2%

EM EN T

GH TP ER CE PT IO

IN G

ND ER ST AN D

SIO

GH TU

TIM EL YD

RI

AT E

PR I

AP PR O

Right judgment, appropriate...

AP PR O

RI A

TE P

LA NN

RI

IN G

&E XE CU T IO N

GH TJ UD

RI

EC I

74

SPIRITUAL FACTORS - B

TABLE 4.8 Creation, Conservation and Preservation of Energy

FACTORS

YES NO NO COMMENT No. of Percentage No. of Percentage No. of Percentage respondents respondents respondents 43 86% 7 14% 0 0%

EATING MODERATELY EMPHASIZING CONTINENCE ELIMINATING EXHAUSTION PRACTICING MEDITATION DOING FOR EFFICIENCY

45

90%

8%

2%

36

72%

12

24%

4%

17

34%

32

64%

2%

34

68%

16

32%

0%

75

EFFICIENCY DIAGRAM -2 (Spiritual)

90% 80% 70%

88% 78% 78% 74% 62%

60% 50% 40% 30% 20% 12% 10% 0% 0% proverb -" it is worry that k ills .." 2% free from attac hment 2% liivng in the pres ent 4% 0% free from anger minding one's duty , not blaming others 18% 18% 36% 26% N O C O MME N T YES NO

CREATION CONSERVATION AND PRESERVATION OF ENERGY

76

SPIRITUAL FACTORS - C TABLE 4.9

Elimination of Energy Dissipaters, such as Worry, Fear, Polarity FACTORS (spiritual)

YES NO NO COMMENT

No. of Percentage No. of Percentage No. of Perce respondents % respondents % respo ntage ndent % s
PROVERB IT IS WORRY ..THAT KILLS FREE FROM ATTACHMENT LIVING IN THE PRESENT FREE FROM ANGER 44 88% 6 12% 0 0%

31

62%

18

36%

2%

18%

39

78%

2%

18 %

39

78%

4%

MINDING ONES DUTY&NOT BLAMING OTHERS

37

74%

13

26%

0%

77

EFFICIENCY DIAGRAM 3 (spiritual)

100% 90% 80% 70% 62% YES NO 36% 26% 14% 0% 0% proverb "It is worry.." free from attachment living in the present free from anger, minding duty, not blaming 2% 18% 2% 4% NO COMMENT 88% 78% 78% 74%

population opinion

60% 50% 40% 30% 20% 10%

0%

elimination of energy dissipaters

78

SPIRITUAL FACTORS D TABLE 4.10 on Right type of Motivation, proper Emotional attitude to

Work
FACTORS (Spiritual) YES NO NO COMMENT

No. of Percentage No. of Percentage No. of Percentage respondents respondents respondents DEDICATE D TO SERVICE OF OTHERS MOTTOLET ALL BE HAPPY MIND SWAYING BETN DESIRE AND HATE CONTENT & HAPPY

42

84%

16%

0%

50

10%

0%

0%

32

64%

17

34%

2%

39

78%

11

22%

0%

MOTTOLET ME NOT BE THE CAUSE OF SUFFERING

45

90%

2%

8%

79

EFFICIENCY DIAGRAM- 4 ( Spiritual)

90% 90% 84% 80% 78%

70% 64% 60%

50%
p rc nt

40% 34% 30% 22% 20% 16% 10% 10% 0% 0% Dedicated to service of others Motto-"Let allbe happy" Mind swaying betn Content & happy love & hate Right typ of motivation Motto- " Let me not be the cause of suffering 0% 0% 2% 0% 2% 8%

YES NO NO COMMENT

80

To the six questions included under the head of Personal Factors, the investigator has the assessment of the following order. To Honesty and Purity of dealings no one has answered in the negative. All of the employees feel that they are honest and pure in their dealings. It is hard to find people who would admit they had a bit of dishonesty in dealings as is clear from the graph of Personal Factors that almost 9 6% of them consider their dealings are pure and honest. In the second query in order, of accepting of bribe, it is clear that the ones who accept some sort of a bribe among praise, favor or wealth, showed weakness towards praise alone. Many even would not comment on a question of bribe as they feel that acceptance of praise wasnt form of bribe or even that it was somewhat wrong as the other two. Though some were humble enough approximately 18% admits of accepting bribe in the form of praise. Population mostly voted to prove that attachment was not a tag that has a hold over them. But a percentage (36%) of the population is concerned about eradication of this fault. They care to admit that they in fact are attached to certain persons, places or things. On the whole everyone of the population had something to say on this factor i.e. worry due to attachment but for 2% of them who were not concerned. Though we would have presumed that anybody at all should agree to the proverb, It is worry and not work that kills a man, some (12%) wouldnt agree to it. 81

Work kills a man is what they infer. However, most of the population would say they agree that worry is what actually kills a man were a lso hinted somehow that most of the population has the experience of worry to some degree that they want to be free from.

The interesting question seemed to be whether they lived in the present or are having anxiety about future. Everyone had something to opine. Yet there is surprise in a result found that not everyone had the same trend set of minds. Some live in the present and others hold anxiety about the future the former accounting for (60 %) of the population which is slight higher than the latter (36%) . but it is enigma why (4%) would be oblivious of it somehow.

The weakness that majority of the population are not free from anger, seems a serious threat to efficiency. Very few could account a record of the ir being free from anger (18 %). Now for some (4%), it was totally difficult to admit if they experience anger, hence to refrain from commenting on it.

No one has admitted to any impurity or dishonesty in their dealings. True picture of honesty would not come out of a questionnaire, may be because the effort ver is to keep intact ones image be it in front of ones own self unless a person bear total humility and is free from body-consciousness. 82

In the present society as seen from the responses from the populace in Guwahati, the ethical side is seen with slight instead of laying lot more emphasize on it. Only keeping intact a good image of ones bodily status people hide the truth. People know what weight values should have on society, but this knowledge has not been backed by self introspection and assessment so as to bring about changes. The populace interviewed by the investigator, were of a midway category of decency. The other half of profile would have brought out a real and a darker cast on the total picture that would be the image of the final hours in the wide world dram. However, the caption we created out of a study can be given far greater improvement when spirituality would come into vogue and people be preferring Meditation for practical inculcation of values for a better and happy life, thus to build a value-based society starting from individual units of transformed individuals and as much such at home units.

83

QUESTIONNAIRE
Dear Sir/Madam I know that you are well mature in your performance and must be experiencing different factors that affect your efficiency in your work. Hereby I plead your response to my questionnaire presently with you. This questionnaire forms part of a dissertation work by me for the awarding of the degree of Master of Science in Value Education and Spirituality by Annamalai University, and your responses will only provide data for the said work. I assure that your responses will be respected and treated as strictly confidential. By answering the questionnaire you will be contrib uting in some way in the adoption of values and help the society and the nation in some way.

84

QUESTIONNAIRE

(Psychological & Physical factors of Efficiency at Workplace) Name: No. of family members: Age: Male members: Married/Single Female members:

Please comment on a few ask yourself questions pertaining to your professional excellence and efficiency. 1. Are my dealings pure and honest? Yes/ No 2. Do I accept bribe in the form of praise, favors and wealth? Yes/ No 3. Is my service/role/product totally beneficial? Yes/ No 4. Is there an adequate research to monitor the effects of my activities and readiness to seek positive alternatives? Yes/ No 5. Am I maximizing my time and energy and resources for the Company/nation? Yes/ No 85

6. Can these three work currencies (time, energy and resource) be better used by me? Yes/ No 7. Are you satisfied with the Supervision? Yes/ No 8. Do you want to have a say on decision makings regarding your work? Yes / No 9. Do you actually have the chance to say on decision making regarding your work? Yes/ No 10. Do you find your job interesting? Yes/ No 11. Do you consider your job as a means for improving your artistic ability and aesthetic sense? Yes/ No 12. Do you consider your presentation as a creative art? Yes/ No 13. Has there been any training programme for excellence, relating to you in the job? Yes/ No 86

14. If yes, were you a participant in any such programme? Yes/ No 15. Do you have any complaints regarding your workplace design? Yes/ No 16. Does the colour at the workplace affect your performance? Yes/ No 17. Does the lighting in the workplace affect your performance? Yes/ No 18. Have you been facing any threats of violence on th e job in a year from now? Yes/ No 19. Were you actually been attacked on the job in a year from now? Yes/ No 20. Are you having the problem of addiction to Alcohol or drugs of any kind at workplace? Yes/ No 21. Do you have to deal with alcoholic colleagues? Yes/ No 22. Does the temperature of the workplace affect your efficiency in work? Yes/ No 87

23. Is your work affected by the working hours, and you feel fatigue towards the end of the work session? Yes/ No Here are a few questions on interpersonal deviance to be put to yourself, honestly please comment.

1. Have you made fun of someone at work? Yes/ No 2. Have you said something hurtful to someone at work? Yes/ No 3. Have you made ethnic, religious, or racial remarks at work? Yes/No 4. Have you cursed at someone at work? Yes/ No 5. Have you played a mean prank on someone at work? Yes/ No 6. Have you acted rudely towards someone at work? Yes/ No 88

7. Have you publicly embarrassed someone at work? Yes/ No Those mentioned above are the Psychological and Physical factors that affect working efficiency. Your opinion is

All of them / Most of them / Some of them / None of them

QUESTIONNAIRE (On Spiritual Factors affecting Working Efficiency)

1. Do you think there is loss of working efficiency due to loss of values in our society? YES/ NO 2. Do you think you need to pay some attention in raising your working efficiency? YES/ NO 3. Are you aware that meditation (yoga) is our invaluable spiritual heritage, and an asset for efficiency? YES/ NO A. Right Judgment, Appropriate and Timely Decision, Proper Planning, Systematic Execution a. Do you always give right judgment? YES/NO b. Do you always have right perception? YES/NO c. Do you always have right understanding? YES/NO d. Are you adept at making appropriate and timely decision? YES/NO 89

e. Are you adept at proper planning and systematic execution? YES/NO B. Creation, Conservation and Preservation of Energy a. Do you eat moderately? YES / NO b. Do you emphasize observance of continence to build up a reservoir of vitality? YES / NO c. Do you eliminate exhaustion by eschewing avoidable and non congenial work? YES / NO d. Are you practicing some form of meditation? YES / NO e. Are you doing something to improve efficiency in your workplace? YES/NO

C. Elimination of Energy Dissipaters, such as Worry, Fear, Polarity a. Do you agree with the proverb- It is worry, and not work that kills a man? YES / NO b. Are you free from attachment to certain persons, places or things that is the cause of much of your worry? YES / NO c. Do you live in the present instead of having anxiety about the future? YES/ NO

d. Are you free from anger, be it in any form? YES/ NO 90

e. Do you mind your own duty and do not blame others for nonperformance? YES / NO

D. Right type of Motivation, proper Emotional Attitude to Work a. Do you think that you are dedicated to the service of others and have no selfish motive? YES/ NO b. Let all be happy, is it your motto? YES/ NO c. Is your mind swayed between desire and hate? YES/ NO d. Are you content and happy? YES/ NO e. Let me not be the cause of suffering to others? is it your motto? YES / NO

Those mentioned above are the Spiritual factors that affect working efficiency. Your opinion to this is All of them / Most of them / Some of them/ None of them

91

CHAPTER - V
Findings, Conclusion and Suggestion

MAJOR FINDINGS, CONCLUSION AND SUGGESTIONS

It has been the attempt of the investigator to gather mandate in proof of validity of the factors held responsible for efficiency at workplace. The number of factors can be greater than is supposed. But in order to gather a mandate of the population in favor of the major two cat egories 1. Psychological factors which is subdivided into six categories, such as a) Personal, b)Psychological, c) Physical, d) Emotional, e) Social and f) Interpersonal, providing six tables and six graphs. 2. Spiritual factors classified to give four tables and four graphs. There were no other parameters in sight for the investigator other than what people felt were the factors experienced by them as affecting their work life day after day. Hence popular opinion was the basis for survey. Whatever data the investigator had to present herein were popular opinion from practically employed men and women numbering 50. The selected population sample consisted of homogeneous elements of the domain Radio Employees. From observation of psychological factors we found that 44% of them were satisfied with the Supervision, 56% were not. To their opinion of satisfaction no one was mum. This factor when combined with the next factor as to if they want to have a say on decision making we find that majority wants to have their say (60%) on decision making regarding their 92

selves in job. Yet 36% thinks it is better not to have a say. Thus we see an exaggerating majority have free choice of thought. It may be held that this makes them keep-going in spite of dissatisfaction due to any factor. Majority of them (88%) had training programmes arranged for them, when only 10% did not have programmes arranged for them there seems to be it is a sign of lowering efficiency and standard when we found 26% of the employees willfully absented from training programmes set for them. It is well noticed if you glance at the Physical factors Table in Psychological section. It is a well balanced position on both ways of responses. But everyone nearly has to opine. Workplace design, color of workplace, lighting, temperature, working hours and fatigue are generally not much of noticeable to most. We would have found a high majority if there was a general displeasure regarding physical condition which we did not notice herein. To the emotional factors as we take watch for peculiarities, we find that the work currencies are better used by 78% a vast majority to say the least. It being an indication that Professional people are better equipped with the knowledge of using their time, money and resources, and at least the population of the Radio employees should be thrifty to a fair extent. Time is valued as well as money and resources by them.

93

In short, all the above shows that where there are values somewhat adopted in life through inheritance of family and society, there are also entire lack on some other front where the shortfall is crystal clearly visible in many cases, which was observed during the study. Here, we have from the collected data, a clear picture of the pure psychological causes for variation of efficiency. Near half the population of employees (44%) are satisfied with the Supervision. Supervisors have not been able to keep more than half the employees (56%) satisfied. No one could be mum on this subject of their satisfaction with Supervision. Majority of the employees (60%) has the chance to say on decision making 36% did not have the chance. To the vast majority of radio employees (84%), the job is interesting. Some 12% did not feel so about the job, 4% avoids the question of an interesting job. We find that almost 88% of the employees actually had training programs arranged for them. 10% did not have training programs arranged for them. Of the 88% who had for them training programs 64% participated whereas 26% willfully absented from training programs.

94

Now, abounding the PHYSICAL FACTORS of workplace, we find that 52% respondents have complaints about the workplace design, 48% have no complaints. The question is important to every employee, so no one was mum on this subject. It is interesting to note regarding physical factors it is nearly balanced. Color affect 44% and it does not affect 54%. Lighting affects 48% and it does not affect 50 %. Temperature affects 48% and 50% are not affected by temperature. 48% are fatigued by working hours, and 52% admit they do no feel fatigue. About EMOTIONAL FACTORS (from table 4.4 on emotional factors) we saw 76% of the population maximizing their energy for company/Nation 24% does not feel so. A staggering high (86%) want to have a say on decision making while only 14% would like to take it as it passes. From table 4.4 on Emotional Factors, 76% people consider their job to be a means for improving artistic sense when 22% takes it the other way round. 80% consider their presentation as a creative art when 18% do no t. Notable is that only 20% has recorded acting rudely to someone at workplace, while 80% never acted rudely shows a sound and serene social atmosphere in the workplace in Guwahati Radio

95

FOR CONSTRUCTING PIE DIAGRAMS TO THE PROOF OF VALIDITY OF THE MAJOR FACTORS

PSYCHOLOGICAL FACTORS

14

28%

11

22%

15

30%

SPIRITUAL FACTORS

14

28%

16

32%

16

32%

The two major factors are voted as All of them valid, Most of them valid, Some of them valid and None of them valid . All of them, has greater weight, Most comes next in order Some, come third in order of weight and None has the least weight. From mandate we get proof of their validity as factors that affect working efficiency.

MAJOR FACTORS

ALL ARE VALID FACTORS No. of % res onses

MOST ARE VALID FACTORS No. of % res onses

SOME ARE VALID FACTORS No. of % res onses

NONE ARE VALID FACTORS No. of % res onses

12%

8%

96

ALL

MOST

SOME

NONE

NONE 13

SOME 33

MOST 24

PIE DIAGRAM TO PROVE VALID - THE SPIRITUAL FACTORS

ALL MOST SOME NONE

NONE, 8%

SOME , 32

MOST , 32

97



PIE

TO P OVE V LI

- THE PSY HOLO I

LF

TO S

ALL 30

ALL, 2

From table 4.5 on SOCIAL FACTORS, we see that only 12% admits having faced threats of violence at workplace whereas 2% alone was physically attacked. 86% deny facing any threat at workplace. 72% were never attacked physically at workplace. When to this topic of threat and attack just 2% and 4% respectively were mum. Some 16% of employees have problem of alcohol addiction 82% never made racial ethnic or religious remarks. About INTERPERSONAL FACTORS the investigator accounts the following fromn table 4.6. Noted fact seen was that no one was silent to these questions. Those making fun of someone were in the lot of 28% of the population, while 72% never made fun of anyone. Those who have said something hurtful to someone covered 18% of the total population. 82% denies of such act. 8% said they cursed someone at work, while 92% said they never did that. 6% of the radio employees played a mean prank on someone at work. 94% said they never played mean pranks. Those who have publicly embarrassed someone at work covered 20% of the people. 80% never embarrassed anyone publicly at workplace. So that brings us to the end of the PSYCHOLOGICAL SECTION.

98

Conclusion and Suggestions

In the present society as seen from the responses from the populace in Guwahati, the ethical side is seen with slight instead of laying lot more emphasize on it. Only keeping intact a good image of ones bodily status people hide the truth. People know what weight values should have on society, but this knowledge has not been backed by self introspection and assess ment so as to bring about changes. The populace interviewed by the investigator, were of a midway category of decency. The other half of profile would have brought out a real and a darker cast on the total picture that would be the image of the final hours in the wide world dram. However, the caption we created out of a study can be given far greater improvement when spirituality would come into vogue and people be preferring Meditation for practical inculcation of values for a better and happy life, thus to build a value-based society starting from individual units of transformed individuals and as much such at home units. The study would be more detailed if the external factors related to workplace and worker situation regarding wages, employment benefit, incentives, medical, insurance, workers compensation, work hours were to be included.

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In that case we should require an extensive project activity. Hence, so far, the present project is in the light, we were limited by time and cost. The study was conducted in limited enclosure and a short interval; hence only limited collection of data could be arranged for assessment and study. Taking both male and female respondents into the fold, the study was experimented and conducted through questionnaire and interview methods. All data received find place in tables and figures. Towards creation of an efficient lifestyle in ones profession, have we realized our potential, is something of an important question we need to solve while each one of us see ourselve s going headlong towards the wide world of tension at present where happiness is now but a fiction. The workplace involves most of our waking hours, so it is not fair for us to be unjust to ourselves, to be burdened by workload tensions and stress day in and day out. But there is surely an option we select that there be less of trouble and more of ease in our life. To find answers we are sure to do it better to look towards a value-based society. Our work has to have some personal contribution towards creating a congenial atmosphere at every workstation wherever may we be having a social joint. It can be the perfect professional standard for any job holder who finds himself in a social circle which is congenial in brining about values into action in life. Wh en the starting spark comes from your self it has its influence in every part you play be in the family, be in social life or professional life. Let us construct a better society through a 100

better individual self which will be basis for the creation of a better society. Working skills no doubt are essential in the workplaces of automate machines where it is the demand of the age in profession today. But socialization is the par essential factor for surviving a world of hate and hurt which seems to take a toll on us if we are to be influenced by it. To leave a record of good impression a person of honesty and purity of dealing it takes some honest initiative and being honest to the self the world has certain influence from us towards positivity. Being positive always pays dividends which later recalled results in enthusiasm for a better future in the minds eye. We should be necessarily suggesting to whoever be in authority of a workplace should show concern for the mental as well physical health of the employees, workplaces be made more congenial to the worker, thereby through good will not only the production would multiply but will create a good social and homely environment in the workplace due to mental and physical efficiency of the worker. Working hours need by made more flexible in order to prevent culture of absenteeism by workers. The attention should be given to arranging for some form of spiritual practice such as Meditation at the workplaces. Spirituality will help develop all the aspired human and moral values in the society as a whole.

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