1

A study on the level of Job satisfaction of

agriculture extension functionaries of Nuapada

district in Odisha

NEETA SABAR

Adm. No 05EE/13

DEPARTMENT OF EXTENSION EDUCATION

COLLEGE OF AGRICULTURE

ORISSA UNIVERSITY OF AGRICULTURE AND

TECHNOLOGY

BHUBANESWAR, ODISHA-751003

2015

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A study on the level of Job satisfaction of

agriculture extension functionaries of Nuapada

district in Odisha

A

Thesis submitted to the

Orissa University of Agriculture and Technology

in Partial fulfillment of the Requirement

for the degree of

Master of Sciences in Agriculture

(Extension Education)

By

NEETA SABAR

Adm. No 05EE/13

DEPARTMENT OF EXTENSION EDUCATION

COLLEGE OF AGRICULTURE

ORISSA UNIVERSITY OF AGRICULTURE AND

TECHNOLOGY

BHUBANESWAR, ODISHA-751003

2015

3

ORISSA UNIVERSITY OF AGRICULTURE AND TECHNOLOGY

DEPARTMENT OF EXTENSION EDUCATION

COLLEGE OF AGRICULTURE

BHUBANESWAR, ODISHA-751003

Dr. B. Parasar Bhubaneswar

Prof. & Head, Extn. Edu. Date:

CERTIFICATE-I

This is to certify that the thesis entitled “A study on the level of job satisfaction of

agriculture extension functionaries of Nuapada district in Odisha” submitted in partial

fulfillment of requirements for the award of the degree of Master of Science in Agriculture

(Extension Education) to the Orissa University of Agriculture and technology, Bhubaneswar, is

a faithful record of bonafide and original research work carried out by Neeta Sabar, Adm.

No 05EE/13 under my guidance and supervision. No part of this thesis has been submitted for

any other degree of diploma.

It is further certified that the assistance and help received by him/her from various sources

during the course of investigation has been duly acknowledged.

CHAIRMAN

ADVISORY COMMITTEE

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CERTIFICATE-II

This is to certify that the thesis entitled “A study on the level of job satisfaction

of agriculture extension functionaries of Nuapada district in Odisha” submitted by

Neeta Sabar to the Orissa University of Agriculture and Technology, Bhubaneswar in

partial fulfilment of the requirements for the degree of Master of Sciences in

Agriculture (Extension Education) has been approved by the students‟ advisory

committee and the external examiner.

Advisory Committee Chairman Dr. Bibudha Parasar Prof.& Head Department of Extension Education, College of Agriculture,

O.U.A.T., Bhubaneswar.

Members 1. Dr. R.N. Das Retd. Prof.& Head Department of Extension Education, College of Agriculture, O.U.A.T., Bhubaneswar.

2. Dr. R.K. Mishra Associate Professor

Department of Agricultural Economics, College of Agriculture,

External Examiner

( Name and Designation)

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ACKNOWLEDGEMENT

I bow my head before Almighty

“ Maa Durga ”

Whose blessings have helped me to reach at this point.

The precious gift of learning is a debt that is difficult to repay. Only gratitude can be

felt. Mere words can never suffice to express the sense of gratitude to those whose assistance

was indispensable for the completion of the present study. The piece of work assigned to me

has come into reality with success and the success is nothing but the reflection of mutual

efforts.

Indeed the word at my command are inadequate in form to express my gratitude to Dr.

Bibudha Parasar, Professor & Head Department of Extension Education, O.U.A.T,

Bhubaneswar, my guide and chairman of advisory committee for laying out the guidelines of

research work and framing my mind to think systematically and logically. My working

experience under him will always remain as unforgettable experience of my life.

I feel prickly conscience to remain with a single word of gratitude for the pivoted role

played by amiable members of my advisory committee, Dr. R.N. Das, Former Professor &

Head, Department of Extension Education and Dr. R.K. Mishra, Associate Professor,

Department of Agricultural Economics for their encouragement, constructive suggestion and

valuable advice.

I feel greatly indebted and convey my profound sense of gratitude to my esteemed

teachers, Dr. S.K. Rout, Dean Extension, Dr. R.K. Raj, Retd. Professor, Dr. A.P. Kanungo,

Professor, Dr. B.K. Mohanty, Retd. Associate Professor, Dr. R.S. Panigrahi, Associate

Professor and Dr. S.P. Sangramsingh, Assistant Professor and all the members of the

Department of Extension Education, for their precious help, sincere cooperation, active support

during my experiment for which I must thank all of them sincerely.

I am thankful to the non-teaching staff of Dept. of Extension education, Orissa

University of Agriculture and Technology for their constant help during my research work. I

am very much thankful to Mr. N. Behera, District Agriculture Officer, Khariar, Mr. A. Mandal,

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I/C Deputy Director of Agricultre, Nuapada and other Agricultural Extension Functionaries of

Nuapada district for their immense help during my research work.

I express my deep love to my lovely friends Subhadarshini, Sumeen, Bhaswati, Manju,

Jhuma, Mukti, Pratibha, Ranju, Baya who soothed and comforted me in my frustrations and

despair. I thank all my friends, lovely juniors Runu ,Milli and batchmates Shital, Lakhan,

Ajay, Bibhu, Smruti and Biswa bhai for their kind cooperation. My heartiest gratitude is to my

senior Phani di, Jyoti di, Himanshu bhai and Bibhu bhai for their facile suggestion and

motivation.

Although it is like a drop in the ocean, yet, I would like to avail this opportunity to

express my heartiest sense of reverence and immense love to my most venerable parents, Mr.

Purusottam Sabar and Mrs. Haripriya Sabar for their supreme sacrifice, lovable inspiration and

eternal beautification in evaluation of this tiny personality and elders whose inspiration and

assistance have paved me the way of achieving success in my career. Personally my heartiest

gratitude goes to my brothers Nitish, Naresh, Hitesh and aunty for their deep love, deep

commitment, and incessant inspiration and moral support.

Bhubaneswar (Neeta Sabar)

Dated Adm. No.05EE/13

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CONTENTS

________________________________________________________________________

CHAPTER TITLE PAGE

________________________________________________________________________

I INTRODUCTION

II REVIEW OF LITERATURE

III RESEARCH METHODOLOGY

IV RESULTS AND DISCUSSION

V SUMMARY AND CONCLUSION

REFERENCES

APPENDICES

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LISTS OF TABLES

TABLE NO. PARTICULARS PAGE NO.

3.1. List of selection of respondents 22

3.2. Independent Variables under study and their empirical measurement

24

3.3. Odisha at a glance 36

3..4. Area, Population and Administrative setup of Odisha 37 3.5. Agro-climatic zones of Odisha 39

3.6. Major crops grown in the state Odisha 39 3.7. Comparative Population Statistics of Nuapada 44

3.8. Rural to Urban Population of Nuapada 45

3.9. Population of Sinapali Block 47 4.1.2 Educational qualification of respondents 53

4.1.4 Marital status of respondents 54 4.1.5 Family types of respondents 55

4.1.7 Distribution of respondents according to family background 56 4.1.8 Mode of transport to your work place by respondents 57

4.1.9 Job experience of respondents 57 4.1.10 Monthly salary of respondents 58

4.2.1 Respondents perception about their present job 61

4.2.2 Respondents job expectation level 64 4.3.1 Job satisfaction level of respondents 68

4.4.1 Relationship of socio-economic variable of respondents with job perception, job expectation and job satisfaction

70

4.5.1 Distribution of respondents according to job related constraints

72

4. 5.2 Administrative constraints 74 4.5.3 Infrastructural constraints 76

4.5.4 Technological constraints 78 4.5.6 Communication Constraints 80

4.5.7 Constraints related to extension activity 82

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LIST OF FIGURES

FIGURE NO. PARTICULAR PAGE NO.

3.1 Odisha map 23

4.1.1 Distribution of Respondents

According to Age

52

4.1.3 Caste distribution of respondents 54

4.1.6 Distribution of respondents

according to family size

56

4.1.11 Distribution of respondents

according to accommodation

59

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ABBREVIATION

AAO : Assistant Agriculture Officer

AIR : All India Radio

AO : Agriculture Overseer

ATIC : Agriculture Technology Information Centres

BRGF : Backward Regions Grant fund Programmes

CDR : Complex, Diverse, Risk prone

DAO : District Agriculture Officer

DDA : Deputy Director of Agriculture

E : East

FIAC : Farm Information and Advisory Centres

GDP : Gross Domestic Product

GP : Gram Panchayat

ICAR : Indian Council of Agriculture Research

IVLP : Institute Village Linkage Programme

K-B-K : Kalahandi, Balangir, Koraput

KGK : Krishi Gyan Kendras

KVK : KrishiVigyan Kendras

MGNREGS : Mahatma Gandhi National Rural Employment

Guarantee Scheme

mm : Milli meter

MS : Mean Score

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N : North

NGO : Non-Government Organisation

NFTP : Non Timber Forest Produce

NICNET : National Informatics Centre Network

OBC : Other Backward Caste

POS : Perceived Organizational Commitment

SAU : State Agriculture University.

SC : Scheduled Caste

ST : Scheduled Tribe

SD : Standard Deviation

TOT : Transfer of Technology

VAW : Village Agriculture Worker

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ABSTRACT

A study on the level of Job satisfaction of agriculture extension functionaries

was conducted in Nuapada district of Odisha to find out the socio-economic profile, job

perception, job expectation and job satisfaction of those functionaries in their respective

organisation, relationship if any of socio-economic variables with job perception, job

expectation and job satisfaction and also job related constraints as perceived by the

agricultural extension functionaries in the study area. The results of the study indicated

that majority of respondents belong to the age group of 50-60 years to the tune (47.5%),

educated up to 12th

standard (57.5%) and caste category of Scheduled Tribe upto (57.5%)

and General caste upto (28.75%). Majority of respondents to the extent of 80% were

married and about 55% are link with joint family system, with medium size family (50 %)

of the respondents. Majority of the respondents preferred to have their own four wheeler/

bike/scooty/moped i.e. upto (85%) and had 30-40 years of job experiences (42.5%) in

case of sample responding with monthly salary of more than Rs 30,000 being drawn by

41.25% of respondents selected for the study area. Very negligible extent i.e. 3.8% of

respondents live in Govt. quarter. Medium level of perception and expectation of the

respondents about different aspects of their present job like proper recognition, supervision

and guidance, training, linkage, technology, job security, working condition, field duty and

job autonomy though manageable but it too need to be levelled up. Again medium level of

job satisfaction on the present job was observed from technological, administrative,

service & supply, monthly salary of the sample respondents point of view of the sample

respondents.

The correlation revealed that age of the respondents is negatively correlated with

job satisfaction at 5% level of significance. Education of respondents is positively

correlated with job perception and job satisfaction. Transportation to work place is

negatively correlated with job perception and job expectation. Job experience of

respondents is negatively correlated while monthly salary is positively and significantly

correlated with job perception, job expectation and job satisfaction at 5% level of

significance. With respect to the constraints, majority of the respondents to the extent of

77.5% face medium level of administrative and infrastructural constraints. Technological

constraints are also found to be at medium level in case (67.5%) of sample respondents of

the study. Communication constraints as well as constraints related to extension activity

found to be at medium level as per the experience of majority of respondents i.e. 75% and

72.5% respectively. However variables like caste, marital status, family type, family size,

family background and accommodation don‟t have any significant relationship with the

dependent variables like job perception, job expectation and job satisfaction of agricultural

extension functionaries in Nuapada district of Odisha.

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INTRODUCTION

India accounts for only about 2.4 % of the world‟s geographical area and 4 % of

its water resources, but has to support about 17 % of the world‟s human population and

15 % of the livestock. Agriculture is an important sector of the Indian economy,

accounting for 14% of the nation‟s GDP, about 11% of its exports, about half of the

population still relies on agriculture as its principal source of income and it is a source

of raw material for a large number of industries. Accelerating the growth of agriculture

production is therefore necessary not only to achieve an overall GDP target of 8 per

cent during the 12th Plan and meet the rising demand for food, but also to increase

incomes of those dependent on agriculture to ensure inclusiveness.

Accordingly agriculture and allied sector remains one of the prime focus sectors

for rapid, inclusive and sustainable growth of the state. The real annual growth rate

under Agriculture sector reduced from 11.01 percent in 2012-13 to -3.25 percent during

2013-14 at 2004-05 prices, which is an area of concern. The production and

productivity in agriculture during 2013-14 were severely affected because of the

cyclone “Phailin” followed by recurrent floods in coastal districts. But the sector

continues to remain a high priority sector that absorbs more than sixty percent of labour

force of the State and has immense growth potential. As per the advance estimate for

2013-14, the broad Agriculture sector contributed 15.58 percent to the GSDP during

the year at 2004-05 prices. The State Agriculture Policy 2013 of Odisha expects to

show the rightful direction to revive agriculture economy.

In this context Extension which is a function of providing need- and demand-

based knowledge and skills to rural men, women and youth in a non-formal,

participatory manner, with the objective of improving their quality of life has become

imperative in the present time. Maunder(1973) defined Extension as a service or system

which assists farm people, through educational procedures, in improving farming

methods and techniques, increasing production efficiency and income, elevating their

levels of living and lifting their social and educational standards. The function of

extension may be applied to several subjects, agricultural and non- agricultural, such as

health. When it is applied to agriculture, it is called agricultural extension.

Agricultural extension has often been conceptualized as an educational process,

which promotes learning. It uses the combined finding of biological science and the

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principles of social sciences to bring about changes in knowledge, skills, attitude and

practices in an out of school setting (Ilevbaoje, 2004).

1.1: Agricultural Extension is primarily concerned with the following main aims:

I. The dissemination of useful and practical information relating to agriculture,

including improved seeds, fertilizers, implements, pesticides, improved cultural

practices, dairying, poultry, nutrition, etc.;

II. The practical application of useful knowledge in farm and home;

III. Ultimately to improve all aspects of the life of the rural people within the

framework of the national, economic and social policies involving the

population as a whole.

To meet the aim of Agriculture Extension, agricultural extension functionaries

are needed. Agriculture extension functionaries are the main persons who are

responsible for transfer of technology in proper format. Today understanding of

extension goes beyond technology transfer to facilitation, beyond training to learning

and includes helping farmers to in group deal with marketing issues, and partner with a

broad range of service providers and other agencies. More recently, extension began to

be seen as a bridge between research and farmers -a bridge to bear a one-way

procession of newly developed agricultural technologies and policy directives on their

way to be utilized by farmers. The task of extension personnel is to translate these

technologies and directives into an understandable so that terms, farmers could

understand easily.

The one-way, top-down view of extension has now been replaced by a more

balanced view at least at academic institutions. But the dissemination of research-based

technologies to farmers is still a major task of extension, and indeed should remain so if

public agricultural research institutions continue to function. This does not mean that

the dissemination of research findings is or should be the only task of extension. Much

of the advice an extension professional gives, farmers draw on an already existing body

of knowledge, based on both formal research and farmers „experience‟.

Agricultural extension services, which are rendered by both public and private

sectors, NGOs, research and academic institutions and also the farmers, are the main

forces in the processes of technology transfer.

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1.2: The three arms of the Agricultural Extension network are:

1.2.1. Public extension services:

State government line departments operated extension (Departments of

Agriculture, Horticulture & Livestock development)

State agriculture universities based extension (Directorates of Extension, Krishi

Vigyan Kendras (KVKs) and Krishi Gyan Kendras (KGKs)

ICAR extension (Zonal Research Stations/ Krishi Vigyan Kendras, Agriculture

Technology Information Centres (ATICs), Institute Village Linkage Programme

(IVLP) etc.)

1.2.2. Private extension services:

Community Based Organization, Para Extension Workers Agri-Clinics &

Agribusinesses, Input Suppliers/ Dealers, Corporate Sector

1.2.3. Mass Media & Information Technology

Print Media – Vernacular Press

Radio, Television, Private Cable Channels, etc.

Electronic Connectivity through Computers, NICNET, Internet etc.

Farm Information and Advisory Centres (FIACs), Private Portals, Public

& Private Information Shops.

The extension functionaries of the above mentioned sector to work effectively

and efficiently, job satisfaction of the functionaries is of paramount importance. The

job satisfaction which is viewed as psychological aspect of functioning in any

profession has been explained by different psychologist in different way but it may be

conclude that Job satisfaction is the positive orientation of an individual towards all

aspects of the work situation (Vroom, 1996). Jobs require interacting with co-workers

and bosses following organisational rule and policies, meeting performances standard,

living with working condition that are often less than ideal, and the like. The job

satisfaction of an employee is important to his organization where he is employed. Job

satisfaction of the employees in organization is an important indicator of the health of

the organization. Hence it is in this context and background a study was undertaken in

Nuapada district of Odisha, in order to draw some generalisation for increasing

satisfaction level of extension functionaries entitled “A study on the level of job

satisfaction of agriculture extension functionaries of Nuapada district in Odisha .” by

the research scholar with the following objectives.

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1.3: Specific Objectives

1. To study the profile of agricultural extension functionaries of the study area.

2. To study on the job perception and job expectation of respondents in their respective

organization in the study area.

3. To study the level of job satisfaction of respondents functionaries of the study

organization.

4. To study the relationship of some selected socio-economic variables with various

dimension of job.

5. To study the job related constraints as perceived by the agricultural extension

functionaries in Nuapada district of Odisha.

1.4: Scope and Importance of Study

This is a pioneer study of its kind, where an attempt is made to know the job

satisfaction of agricultural extension functionaries in Nuapada district. It is presumed

that present study may become starting step to know whether the expectation is fulfilled

according to the perception of respondents or not and also to study on active

participation, involvement and performance of agriculture extension functionaries

towards development of agriculture.

Employee‟s job satisfaction is directly associate with their performance,

organizational productivity and many other issues. When there is mismatch between

job expectation & performances, it gives rise to employees dissatisfaction.

Furthermore, the dissatisfaction of employees can be resultant in to the reduction of

productivity in the work force, decrease in organizational commitment and devotion, as

well as increase discontinuation of job. Today, the main concern in the management of

human resources is the improvement in the performance of the people working in the

organization with a view of increasing their efficiency through motivation. Unless the

employees are well informed about their performance and as well as their strong and

weak points, it is very difficult for them to improve their level of satisfaction. One way

of enhancing the satisfaction of the employees is to know their level of satisfaction and

delineate the factors responsible for it.

1.5: Limitations of the Study

The present study was based on the response from population of 108 extension

professional of Nuapada district out of which only 80 no. of functionaries are selected

as respondents for study. Hence, the findings of the study may not be applicable to the

entire state or country as a whole. However, the findings of the study will definitely

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give an idea to the planners, administrators and executers for the refinement of the

policies and designing the programme for formulating strategy to improve satisfaction

of extension professionals at different level of organisational hierarchy. Hence, the

study has its own limitations and the findings may applicable only to the districts under

study. Furthermore the data collected are based on the expressed opinion of the

respondents. Therefore, the study may not be free from usual biasness involved in

social investigation.

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REVIEW OF LITERATURE

Research is a continuous process. For any scientific investigation, previous

findings provide basis to the research. It also helps to know the previous research work

done in that area and acts as a torch for the new researchers. According to Fleishman

(1967) better ways are needed to generalize the research findings from laboratory

studies to operational settings from one experimental study to another and from one

operational setting to another. The review of literature is one of the important aspects in

the research process. It helps the researcher to keep his work going in right and

appropriate direction. The proposed study is new in its subject treatment. However, an

attempt is made here to put together some of the closely related research findings in the

area. Hence, an attempt has been made to review the research studies and the same

have been presented in the following sequences.

1. To Study the profile of the respondents of agricultural extension functionaries of the

study area.

2. To Study on the job perception and job expectation of respondents in their respective

organization in the study area.

3. To study the level of job satisfaction of respondents functionaries of the study

organization.

4. To study the relationship of some selected socio-economic variables with various

dimension of job.

5. To study the job related constraints as perceived by the agricultural extension

functionaries in Nuapada district of Odisha.

2.1: Socio-economic profile of respondents

Oshagbemi (2000) Research suggests that men and women use qualitatively

different criteria in their assessment of work.

Ladebo et al. (2005) found that among extension agents in South West Nigeria,

majority were male; with an average age of 37.45 years and the mean tenure in the

organizations was 8.38 years. Also, majority had BSc degree in agriculture and was

married.

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Shanmugasundaram & Prema (2005) stated that the majority of extension

agents in India were middle-aged, possessed the desired professional education and had

low levels of professional experience.

Mishra et al. (2006) among men, 37.14 per cent of them belonged to medium

category of total experience, while 34.29 and 28.57 per cent were in the low and high

category of total experience, respectively. Among women category, a large majority

(92.31%) were found in the medium category of total experience. The remaining 7.69

percent of the women officials were found in low category of total experience. There

were no women officials found in the higher category of total experience which is in

conformity with the age group results.

Sandika et al. (2007) reveal that majority of VOs (54.00%) and VLIs (74.00%)

were from middle age category. In respect of education of the respondents, it was found

that 51.00 percent of VOs were B. Sc (Veterinary Science) degree holders followed by

41.00 percent of VOs were M.Sc. (Veterinary Science) degree holders. Majority of

VLIs (71.00%) were one-year diploma holders. VLIs post is filled considering either

one-year diploma as the minimum qualification or through promotion of the

experienced Veterinary Livestock Assistants (VLAs). Few VLIs were educated up to

Bachelor‟s degree. In case of job experience, majority of VOs (51.00%) and VLIs

(63.00%) were in medium job experience category.

Asadi (2008) the vast majority of respondent were married (89.1%), 10.5% were

single. Majority of the respondents had bachelor degrees (50.9%), 12.7% were with

diploma degree, 21.8% were with associate degrees, and 14.5% hold master or PhD

degrees.

Oladele & Mebe (2010) found that most of the respondents (82.5%) were males,

between 40 to 45 years, 85% were married and 87.5% had a diploma as their

educational qualification. Furthermore, 54% of the households size between 4 to 6

persons, whereas 75% were Christians. The majority of the extension officers lived in

their job area (82.5), while 80% covered at least 3 communities and 3 farmer groups. In

terms of number of farmers covered, only 40% of the extension officers covered more

than 500 farmers and 45% travelled more than 40 km to reach their farmers.

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2.2: Job perception and Job expectation of respondents

According to the Luthans (1998) there are three important dimensions to job

satisfaction as emotional response to a job situation, how well meet or exceed

expectations, and related attitudes about important characteristics of the job (work

itself, promotion, opportunities, supervision and co-workers).

De Frias and Schaie (2001) found significant differences in perceived work

environment based on age, gender, and occupation type. Employees aged 50-56 had the

highest perceived autonomy, control, and innovation in the workplace. Men, in all

occupation types but blue collar, tended to have a higher perception of the work

environment. Lastly, employees in managerial positions had the highest perceived

levels of autonomy, control, and innovation in the workplace.

Saravanan (2003) in Karnataka concluded that half (50 percent) proportion of

the extension personnel in Raita Samparka Kendras (Farm Communication Centre of

DOA) expressed low level of job autonomy; followed by medium (25 percent) and high

(25 percent) level of job autonomy.

Robbins (2005) reveals that employees tend to prefer jobs that give them

opportunities to use their skills and abilities and which offer a variety of tasks, freedom

and feedback on how well they are performing. These characteristics make work

mentally challenging and create feelings of pleasure and satisfaction for employees.

Sinclair et al. (2005) exhibits the motivational power of money with the process

of job choice. They explain that money has the power to attract, retain and motivate

individuals towards higher performance. For instance, if an employee has another job

offer, which offers greater financial rewards and has identical job characteristics with

his current job, that worker would most probably be motivated to accept the new job

offer.

Ajayi and Banmeke (2006) reported that female extension staff regarded

opportunity for promotion and growth as the most important motivational factors for

their job performance. These were followed by opportunity for in-service training

where salary was also rated as the least motivational factor by the female extension

staff.

Bowling and Hammond (2008) research has consistently found positive

relationships between both social support and perceived organisational support and

satisfaction.

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Milkovich (2008) Employees‟ satisfaction with their pay is a function of the

discrepancy between employees‟ perception of how much pay they should receive and

how much pay they actually receive. If these perceptions are equal, then an employee is

said to experience pay satisfaction.

Westover et al. (2010) it becomes highly imperative to have an understanding

of what variables lead to key increases in work satisfaction and organizational

commitment and to empower employers to make workplace adjustments that will raise

the motivation levels and ultimately the performance of their workers.

Mishra et al. (2011) reported that there was a non-significant relation between

annual income and job performance across overall category and women officers. But,

both the variables had a significant association in the men extension officers‟ category.

This may be due to the fact that none of the women respondents were from old age

group and the higher income category among the men belonged to the old age group.

2.3: Job satisfaction of respondents

Davis and Newtron (1997) Job Satisfaction is “a set of favourable or

unfavourable feelings with which employees view their work. It‟s a feeling of relative

pleasure or pain that differs from objective thought and behavioural intentions.

Purushothama (1997) revealed that 53 per cent of the respondents belonged to

medium level of job satisfaction category; while 24 per cent and 23 per cent of them

belonged to low and high level of job satisfaction categories, respectively.

Luthans (1998) there are three important dimensions to job satisfaction as

emotional response to a job situation, how well meet or exceed expectations, and

related attitudes about important characteristics of the job (work itself, promotion,

opportunities, supervision and co-workers).

Rao and Rao (1998) found that a majority (82 percent) of Village Extension

Officers in Andhra Pradesh had moderate to high level of job satisfaction.

Atchison (1999) opines that many organisations are spending much time on

employee satisfaction initiatives in an effort to reduce turnover and improve

productivity which will help organisations to succeed. Thus job satisfaction is an

important factor that must be made available in an organisation.

Huang (1999) pointed out that, Job satisfaction results from the balancing and

summation of many specific likes and dislikes of employees experienced over a period

of time through gaining more and more information about the workplace.

22

Perrewe et al. (1999) Employees who find themselves unable to adjust between

work and family, generally seem to be less satisfied with their jobs as well as their life.

Fair promotional policies in any organisation become their foundation of growth. When

an employee gets fair promotion, which is generally based on his true assessment, he

gets a type of recognition, and hence, increases his job-satisfaction.

Syptak et al. (1999) argue that acknowledging employees for handling a

particular situation well creates feelings of satisfaction. Management in organisations

can therefore use recognition as a source of job satisfaction for their employees. The

recognition could either be tangible or intangible. Examples, of such tangible and

intangible recognition could include promotions, salary increases, and verbal

communications.

Bavendam (2000) stated that employees with higher job satisfaction levels

believe that working in their organization will be satisfying in the long run, that they

will care about the quality of their work, and that they will be more committed to the

organization.

Manjula (2000) reported that the nearly 48.5 percent of AAO belong to medium

level of job satisfaction category; followed by one-fourth (27.2 percent) of them were

in low level of job satisfaction category, while rest 24.3 per cent of AAs were in high

level of job satisfaction category.

Mohan (2000) reported that a majority (67.07 percent) of the Assistant

Agriculture Officers (AAOs) had medium level of job satisfaction; whereas, 20.73 per

cent and 12.19 percent of the AAOs had low and high level of job satisfaction,

respectively.

Sokoya (2000) job satisfaction factors include pay, work, promotion,

supervision, environment, and the co-workers.

Anderson (2001) defines job satisfaction as a pleasurable or positive emotional

state resulting from the appraisal of one‟s job or job experience.

Ghosh and Vijayaragavan (2001) employees‟ job satisfaction and performance

are significantly determined by the work environment.

Ellickson & Logsdon (2002) conducted a study and their results shows that

promotional opportunities have an impact on the employee‟s job satisfaction.

Mockler (2002) argues that employee satisfaction seeks to address an

organisation‟s bottom line through factors such as innovative thought, good customer

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care, quality production and profitability, and lower absenteeism together with higher

turnover.

Robbins et al. (2003) the extent to which the job provides the individual with

stimulating tasks, opportunities for learning and personal growth, and the chance to be

responsible and accountable for results facilitates job satisfaction.

Saravanan (2003) revealed that equal proportion of the extension personnel

from Raita Samparka Kendras (Farm Communication Centre of DOA) had expressed

low (36.67 per cent) and medium (36.67 per cent) level of job satisfaction.

Manjunath (2004) found that a majority (95.24 percent) of the extension

workers were in medium level of job satisfaction category; while only 4.76 per cent of

them were in high level of job satisfaction category. It was observed that none of the

extension workers was noticed in low job satisfaction category.

Statt (2004) Job satisfaction can be defined also as the extent to which a worker

is content with the rewards he or she gets out of his or her job, particularly in terms of

intrinsic motivation.

Banmeke and Ajayi (2005) reported that the major factors affecting the job

performance of agricultural extension staff in Edo State were training on the job and

regular payment of salary.

Freund et al. (2005) has shown that job satisfaction is affected by

organizational commitment, perceived organizational support, leadership behaviour,

and level of education.

Mishra (2005) in Karnataka state reported that 13.11 percent of extension

officers exhibited high level of overall job satisfaction, 20 percent low level of job

satisfaction and majority (62.86 percent) of the extension officers belonged to medium

level of job satisfaction category.

Nagananda (2005) in Karnataka concluded that a high per cent of the total

respondents (64.2 percent) had medium level of job satisfaction; while 24.20 percent

had low level of job satisfaction and only 11.6 percent of them had high level of job

satisfaction.

Scott et al. (2005a) defined job satisfaction as an individual‟s attitude about

work roles and the relationship to worker motivation. Studying job satisfaction is

important because organizational productivity is influenced by the quality of the

relationship between people and the jobs they do. If there is a good fit between people

24

and their jobs, such that work is a personally rewarding experience, then there may be

little for management to do to foster high motivation and satisfaction.

Scott et al. (2005b) noted that to ensure high levels of job satisfaction,

administrators need to know and understand what their employees want from work to

develop better in-service training programs designed to enhance job satisfaction and

reduce job dissatisfaction.

Mullins (2005) job satisfaction is a complex and multifaceted concept which

can mean different things to different people. Job satisfaction is usually linked with

motivation, but the nature of this relationship is not clear. Satisfaction is not the same

as motivation. Job satisfaction is more of an attitude, an internal state. It could, for

example, be associated with a personal feeling of achievement, either quantitative or

qualitative.

Robbins (2005) in his research study shown that job satisfaction may result in

positive outcomes in organisations which have low absentee levels and higher

productivity rates amongst employees.

Armstrong (2006) stated the term job satisfactions refer to the attitude and

feelings people have about their work. Positive and favourable attitudes towards the job

indicate job satisfaction. Negative and unfavourable attitudes towards the job indicate

job dissatisfaction.

Mishra et al. (2006) reported that 62.86 per cent of the extension officers lying

in the medium job satisfaction categories followed by low (17.14 percent) level and

high (8.57 percent) level of job satisfaction.

Sandika (2006) in Karnataka reported that a majority of the respondents (70 per

cent) had medium level of job satisfaction; while 18 percent had high level of job

satisfaction and 12 percent had low level of job satisfaction.

Kaliski (2007) job satisfaction is a worker‟s sense of achievement and success

on the job. It is generally perceived to be directly linked to productivity as well as to

personal well-being. Job satisfaction implies doing a job one enjoys, doing it well and

being rewarded for one‟s efforts. Job satisfaction further implies enthusiasm and

happiness with one‟s work. Job satisfaction is the key ingredient that leads to

recognition, income, promotion, and the achievement of other goals that lead to a

feeling of fulfilment.

25

Kiran (2007) indicated that a majority of the scientists (62.50 percent) had

medium level of job satisfaction while 20 percent had high level of job satisfaction and

the rest 17.50 percent of them had low level of job satisfaction.

Neelkandan and Rajendran (2007) conducted a study which aimed to find out

the level of job satisfaction of employees in a public sector organization. The results

revealed that employees differed in job satisfaction on the basis of marital status and

years of service. The married employees possessed higher job satisfaction than the

unmarried employees and the employees with a service of 16 years and above had

higher job satisfaction than the employees with less than 5 years of service, 11-15 years

of service and 6-10 years of service.

George et al. (2008) stated that Job satisfaction is the collection of feeling and

beliefs that people have about their current job. People‟s levels of degrees of job

satisfaction can range from extreme satisfaction to extreme dissatisfaction. In addition

to having attitudes about their jobs as a whole. People also can have attitudes about

various aspects of their jobs such as the kind of work they do, their co-workers,

supervisors or subordinates and their pay.

Gupta & Joshi (2008) concluded in their study that “Job satisfaction is an

important technique used to motivate the employees to work harder. It had often said

that, "A HAPPY EMPLOYEE IS A PRODUCTIVE EMPLOYEE." Job satisfaction is

very important because most of the people spend a major of their life at their work

place.

Brikend Aziri (2011) job satisfaction represents one of the most complex areas

facing today‟s managers when it comes to managing their employees. Many studies

have demonstrated an unusually large impact on the job satisfaction on the motivation

of workers, while the level of motivation has an impact on productivity, and hence also

on performance of business organizations. Unfortunately, in our region, job satisfaction

has not still received the proper attention from neither scholars nor managers of various

business organizations.

Mishra et al. (2011) revealed that job involvement, job stress and organizational

climate were the significant variables in explaining job satisfaction. The R-square of the

model is 0.46. This showed that these three factors i.e. job involvement; job stress and

organizational climate were explaining job satisfaction to the extent of 40 per cent.

26

Sandika and De Silve (2011) stated that for the Agriculture Instructors (AIs).

With regard to JS of the AIs, majority (79%) of respondents were indifferent level. It

means that majority was in neither satisfied nor dissatisfied levels. Further, 11 and 10

percent of respondents were in dissatisfied and satisfied level, respectively.

Bose et al. (2014) The SAAO have medium job satisfaction category constitute

the highest proportion (46.67%) followed by high job satisfaction (28.57%) and low job

satisfaction category (24.76%). Service length and job satisfaction had significant

positive relationships with the performance of SAAO as a professional leader. With

increasing duration of service length and job satisfaction the performance of SAAO as

professional leader was also increased.

According to Sandika et al. (2014) the aggregate score of the respondents, they

have been classified into three different levels of JS such as satisfied, indifferent and

dissatisfied. It was clear that the highest frequency (68%) was recorded under

dissatisfied level.

2.4: Relationship of some selected socio-economic variables with various

dimension of job.

Dail & Terry ( 1997) the study of employee satisfaction in work groups with

different gender composition showed that gender balanced groups has higher level of

job satisfaction than those who work in Homogeneous groups.

Thompson and McNamara (1997) synthesized job satisfaction research findings

published in the first 26 volumes of Educational Administration Quarterly. They

reported that neither age nor gender was of value in the prediction of job satisfaction.

Yunki (1999) sex was the most important demographic variable in relation to

job satisfaction.

Hagedorn (2000) stated that the extension workforce has attracted individuals of

diverse and different characteristics such as age, gender, working experience,

educational qualification and marital status among other characteristics which have

been found to be associated with job satisfaction either positively or negatively.

Nestor & Leary (2000) found no relationship between gender and job

satisfaction.

Mitchell et al. (2001) Job satisfaction is associated with job enrichment, good

supervision, and clear roles and met expectation.

27

Meagan et.al (2005) observed the significant relationship between demographic

factors of gender and race with job satisfaction of extension agents.

Scott et al. (2005b) stated that when considering job satisfaction, demographic

variables should be considered to thoroughly understand the possible factors that lead

to job satisfaction and dissatisfaction. Weak relationships were observed between

gender, salary, job security and the job satisfaction. Females rated these constructs

higher than males, indicating a higher level of satisfaction with personal learning and

growth opportunities at work, job security, and compensation.

Shanmugasundaram & Prema (2005) reported that organizational

communication, team work, task identity and clarity of task were found to be positively

and significantly correlated with job satisfaction of extension personnel in India.

Soleman (2005) did not found any significant difference of job satisfaction

based on gender differences.

Rezvanfar (2006) there was a significant negative relationship between monthly

salary and job satisfaction.

Mishra et al. (2006) the relationship between age of employees and their

satisfaction from the job is both complex and fascinating .Research reveals that old

workers are satisfied workers. Job satisfaction tend to be high when people enter the

work force; it plummets and then plateaus for several years up to the age of roughly

thirty five years, after which there will be gradual increase in satisfaction . Finally may

be due to pre retirement apprehension, job satisfaction may have slight dip at the end.

Aamodt (2008) Job satisfaction is significantly correlated with life satisfaction.

People who are generally happy cheer full and optimistic report higher levels of job

satisfaction than those who are inherently irritable, short tempered and gloomy. In other

words, satisfaction with one‟s job spills over into other aspects of the life and

satisfaction with other aspects of life spills over into satisfaction with one‟s job.

Asadi et al. (2008) found that the majority of the extension workers (65.5%)

belonged to intermediate level of job satisfaction, followed by 29.1 and 5.5% belonging

to high and low level of job satisfaction, respectively. Regression results also indicated

that the full model was moderately successful, explaining 45% of the variances in the

job satisfaction. Two independent variables that accounted for the explained variances

were monthly salary (27%) and marital status (18%).

Victor (2008) investigated that employee empowerment (employee believes of

involvement in organizational processes and decision making) has a stronger effect

28

over employee satisfaction than the other variables including salaries, working

conditions, job security and co-workers.

Hamdia & Phadett (2011) the strong positive relationship between human

resource management practice and job satisfaction provide a wisdom way on how an

organization can motivate an employee to work efficiently and also concluded that

supervision, job training and pay practices have pay a crucial role to enhance job

satisfaction of employees.

Mishra et.al (2011) reported that that among the twelve variables selected five

variables viz, age, experience, job stress, organizational commitment and job

satisfaction were significantly correlated with the job performance. Age, experience

and job stress had significant but negative correlation at 1.00 percent level of

significance, whereas, organizational commitment and job satisfaction were found

positively significant with the job performance at the 5.00 per cent level of

significance.

Collins and Helen (2013) did not found any significant difference of job

satisfaction based on gender differences.

Ratnayake (2014) observed that age of the VASs was positively but non-

significantly associated with their role performance. This positive association may be

due to the fact that in this increasingly competitive world on-field job performance

requires hands on experience to tackle the multidisciplinary activities.

2.5: Job related constraints as perceived by the agricultural extension

functionaries.

Moser (1997) has stated that absence of job satisfaction leads to lethargy and

reduced organizational commitment.

Syptak et al. (1999) also mentions that avoiding overcrowding and allowing

employees to have their own space, be it a desk or locker, is critical in determining

employee satisfaction levels. Furthermore, they point out that placing employees closer

together with little or no personal space can create tension amongst the employees and

may lead to dissatisfaction.

Castillo & Cano (1999) stated that job satisfying (motivator) factors included

achievement, recognition, work itself, responsibilities, and advancement. Job satisfying

factors allowed individuals to satisfy their psychological potential and were usually

related to the work itself. Job dissatisfying (hygiene) factors were related to the work

environment and were pursued in order to prevent job dissatisfaction or discomfort. Job

29

dissatisfying factors included pay, working conditions, supervision, policies, and

interpersonal relationships.

Place et al. (2000) found factors such as over-commitment, continuous multi-

tasking and working late were statistically related to the amount of stress an agent

experienced.

Rivera et al. (2000) the public extension system is now seen as outdated, top-

down, paternalistic, inflexible, subject to bureaucratic inefficiencies and therefore

unable to cope with the dynamic demands of modern agriculture.

Spears et al. (2000) concluded that job dissatisfaction can be considered as the

primary reasons to leave their jobs.

Alroyali (2002) who found out that promotion were a source of dissatisfaction.

Kutilek et al. (2002) found the significant professional/personal experiences in

extension were the intense job assignment, obligation to work irregular hours, and a

shortage of work independence.

Mowbray (2002) found that in Kentucky, insufficient payment was the leading

organizational factor contributing to an extension agent‟s decision to leave his/her

position

Wicks & Lindner (2003) has determined that when agricultural education

professionals perceive compensation strategies to be unfair, job satisfaction and

performance are at risk. Further, recent evidence suggests that many people are

dissatisfied with their jobs or alienated from work altogether. Furthermore, Wicks and

Linder determined that “research has shown that agricultural education professionals

have perceived that they are not being fairly compensated”.

Cho et al. (2004) also stated that the numbers of field staff working in the

agricultural extension management are not enough when compared to the large number

of farmers. This is because of the very low salary and the lack of incentives for field

staff.

Lise & Timothy (2004) mentioned that job dissatisfaction also appears to be

related to other withdrawal behaviours, including lateness; unionization, grievances,

and drug abuse, and decision to retire.

Rosse & Saturay (2004) “Job dissatisfaction is by definition unpleasant, and

most individuals are conditioned, probably even biologically-driven, to respond to

unpleasant conditions by searching for mechanisms to reduce the dissatisfaction”.

30

Walker et al. (2004) pointed out “lack of administrative support” was the most

frequently reported reason given by leavers, followed closely by family issues” as

additional and relative reason for job dissatisfaction factors.

Banmeke and Ajayi (2005) stated that unfavourable outcomes from the

organizational goals probably due to low role perception may lower the level of

aspiration and satisfaction of an employee and thereby, creating conflict between him

and the organization.

Luthans (2005) in the study on Working condition is another factor that has

effect on employees job satisfaction. If working conditions are good, the employees

find it easier to carry out their job. But, if the working conditions are poor, employees

will find it more difficult to get things done.

Mishra et al. (2006) Twenty percent of the men extension officers experienced

high job stress, 17.14 percent experienced low job stress and 62.86 percent of the men

experienced medium job stress. Nineteen percent of the women extension officers

experienced high job stress, 15.38 percent experienced low job stress and 65.38 per

cent of the women experienced medium stress in their job.

Akinsorotan (2007) reported that in Nigeria determinants of extension agents‟

job satisfaction included ability to identify farmers‟ problems, opportunity to further

education and work exposure. However, extension officers were very dissatisfied with

the availability of experimental land (1.90), rewarding system (1.97), budgeting (1.90)

and sanctions (1.90).

Lehal (2007) reported that there was a significant relationship between job

stress and job satisfaction. Low job satisfaction has been reported to be associated with

high level of stress.

Punnett et al. (2007) employees react to unfavourable working conditions

negatively and this explains why absenteeism and staff turnover in some organisations

is very high.

Tella et al. (2007) absence of job satisfaction is the main reason for reduction in

organizational commitment and that leads to shift-over to another job.

Strong & Harder (2009) reported that several maintenance factors affected

extension agents‟ decisions to leave service such as salary, job stress, working long and

abnormal hours, balancing work and family and job dissatisfaction.

31

RESEARCH METHODOLOGY

Research methodology is the structural configuration of the study for

conducting the research within the framework of the objectives. It includes methods,

tools, techniques and approaches for any research work. Methodology furnishes the

building block and backbone of process of inquiry and reasoning data generation and

processing.

This chapter deals with the research methods and procedures followed by the

researcher to analyze the problem during the course of investigation. The details of the

methods and procedures used in this study along with the plan of statistical analysis

have been outlined under the followed headings.

3.1. Selection of problem

3.2. Plan of work

3.3. Research design

3.4. Location of the study

3.5. Sampling procedure

3.5.1. Selection of the district

3.5.2. Selection of blocks

3.5.3 Selection .of the respondents

3.6. Tools and techniques of data collection

3.6.1. Pilot study

3.6.2. Development of the interview schedule

3.6.3 Pre-testing of the interview schedule

3.6.4. Interviewing

3.7. Variables and their measurement

3.8. Statistical measures.

3.1. Selection of Problem

One of the most important factors in social research is the selection and

conceptualization of research problem. Research worker should pay much attention

32

towards the formulation of a realistic, clear and unambiguous problem, since the

delineation of problem is often more important and essential than its solution. The

study is undertaken with the main objective to know the level of job satisfaction of

agriculture extension functionaries. This problem was selected keeping in view the

agricultural extension functionaries are the field level worker who are actually

involved in doing extension work for the farming community and their level of job

satisfaction directly or indirectly affect the agricultural development. One of the

closely associated concepts with performance of an organization is job satisfaction.

“A study on the level of job satisfaction of agriculture extension functionaries of

Nuapada district in Odisha” will be of its first kind in the state which would be

helpful to the planner and policy maker of the state. A better understanding of job

satisfaction and factors associated with it helps managers guide employee's activities in

a desired direction". It is also expected that the finding of the study will help to improve

the extension service delivery in Nuapada district which is coming under most

backward district in the state. Rownowski and Hulin (1992) suggested that the most

useful information to have about an employee in an organization is a valid measure of

their overall level of job satisfaction. Job satisfaction factors allow individuals to reach

their psychological potential.

3.2. Plan of work

Considering wide and varied application of this study, it was felt that detailed

survey of all aspects related to the objectives already enumerated in Chapter-1 should

be conducted. As , most of the benefit of the study will go to planner of Government

organization , it was felt necessary to make a detail enquiry regarding different aspects

, related to job satisfaction and limitations in effective working of extension

functionaries. Keeping the stipulated academic period in view and after discussion with

eminent person in this field, the area of investigation, sample size, problem, hypothesis,

method of analysis of data etc. were prepared as a rough plan prior to actual study.

3.2.1. Research design:-

Most of the attributes were ex-post facto in nature and offer little chance to be

controlled by the investigators. After careful analysis of available literature, and

keeping in view the objectives of investigation “Ex-post facto and survey research

design” was employed in the present research study as the events have already occurred

33

and design was considered appropriate. Ex post-facto research is a systematic empirical

inquiry in which, the researcher does not have direct control over independent variables

because either their manifestations has already occurred or they are not inherently

manipulated (Kerlinger, 1996).

3.3.Location of the study

The sample of research study covers the Nuapada districts of Odisha state. As

the study is conceived to analyse the level of job satisfaction of agriculture extension

functionaries of the Nuapada, one category of extension functionaries was identified to

form the sample of the study i.e. Extension professionals/ functionaries from

Department of Agriculture (AAOs, AOs and VAWs).

3.5. Sampling Procedure

3.5.1. Selection of districts:

Orissa comprises of 30 revenue district .The district was selected purposively

for study as it is belong to same district for the researcher.

3.5.2. Selection of blocks:

There are 5 blocks in the districts. All the blocks are selected purposively due to

less number of respondents working in the district. The blocks thus selected are

Nuapada, Komna, Khariar, Sinapali and Boden for the study.

3.5.3. Selection of respondents:

A list of all the extension functionaries working under department of agriculture

was collected from the Deputy Director Agriculture office at Nuapada. There are 108

agriculture extension functionaries in the district. Those extension agents comprised of

DDA, DAO, AAOs, AOs and VAWs. Out of them 80 respondents are selected

randomly for study i.e. AAOs, AOs and VAWs. The other respondents like

horticulture, animal husbandry and fisheries do not have good outfit in the selected

district agriculture sector again was purposively selected for the study. Since only 108

numbers of Extension Functionaries are working under public extension system in the

study area efforts were made to cover all of them, but inspite of sincere effort only 80

numbers of them were available to respond. Covering all the 5 blocks of the district as

stated below.

34

Table No- 3.1. List of selection of respondents

District Block Total no. of

respondents Sample

Nuapada

Nuapada 31 25

Komna 24 12

Sinapali 18 15

Khariar 20 14

Boden 15 14

Total 108 80

3.6. Tools and Techniques for Collection of Data

3.6.1. Pilot Study

Prior to the finalization of the variables and preparation of interview schedule,

the investigator made a visit to Deputy Director Agriculture office of Nuapada and

District agriculture office of Khariar. Discussions and interactions were made with the

extension professionals regarding different factors affecting their job satisfaction level.

The data so collected helped the researcher for finalization of variables and interview

schedule.

3.6.2. Development of the interview schedule

In course of preparation of interview schedule many proposals were added and

discarded after judging each item with their possible linkage with the specific

objectives of the study. The pertinent questions were taken into consideration whereas

questions having less validity and reliability were dropped. Repeated verifications and

proper measures were taken to avoid vague and ambiguous answers. The first part of

the interview schedule deals with the identification of profile of the respondents of

agriculture extension functionaries in the area under study. The second part deals with

the job performance, job perception and job expectation of respondents in their

respective organization in the study area. The third part deals with the level of job

satisfaction of respondents under organization. The last part intimates about the job

related constraints faced by the respondents in their organization. A set of structured

interview schedule was furnished in APPENDIX-I.

35

MAP 3.1.: Map of Odisha

36

3.6.3. Pre-testing of Interview Schedule

A very important part of the questionnaire construction process is its piloting,

known as pretesting. Through a realistic pretesting, a researcher can learn more about

all aspects of the planned study procedure. In the light of the suggestions made by the

respondents, the final schedule was revised and improved with appropriate wordings

and contents. Pretesting helps in ensuring the validity of the tools under local

conditions.

3.6.4. Interview and data collection

Good rapport was established with the sample respondents before data

collection. The interview schedule consisting of the job satisfaction rating scale for

measuring the satisfaction of agriculture extension functionaries was used as a tool for

data collection in 5 blocks, during weekly meeting at the taluk headquarters. Some

secondary data was also gathered from local officials and governments records.

3.7. Variables under study and their empirical measurement

Table No. - 3.2. Independent Variables under study and their empirical

measurement

SL NO. VARIABLE EMPIRICAL MEASURMENT

1 Age(X1) Schedule developed for study

2 Designation(X2) Schedule developed for study

3 Gender(X3) Schedule developed for study

4 Educational qualification(X4) Schedule developed for study

5 Caste(X5) Venkataramaiah (1985)

6 Marital status(X6) Schedule developed for study

7 Family type(X7) Trivedi (1963)

8 Family size(X8) Trivedi (1963)

9 Family Background(X9) Schedule developed for study

10 Mode of transport(X10) Schedule developed for study

11 Job experience(X11) Schedule developed for study

12 Salary(X12) Schedule developed for study

13 Accommodation(X13) Schedule developed for study

37

Dependent Variables

1. Job perception (Structured Schedule)

2. Job expectation (Structured Schedule)

3. Job satisfaction (Structured Schedule)

1. Socio-economic characteristics of respondents:

Age:

It is referred to the chronological age of the respondents in completed years at

the time of investigation. The categorization of respondents was done as per the

schedule developed.

Sl.

no. Age(yr) Score

1 Between 20& 30 1

2 Between 30 & 50 2

3 Between 50 & 60 3

Gender:

Gender is the range of characteristics pertaining to and differentiating between,

masculinity and femininity. Depending on the context, these characteristics may include

biological sex (i.e. the state of being male or female), sex-based social structures. The

scoring was as follows:

Sl. No. Category Score

1 Male 1

2 Female 2

Education:

The qualification obtained by the respondents through formal education, and the

certificate or degree provided by the educational institution recognized by government.

38

Category Score

Secondary(10th standard) 1

12th standard 2

Graduation 3

Post graduation 4

Caste:

It was operationalized as the caste to which one belongs by birth. Categorization

of the variables was done in accordance with the socio-economic status scale developed

by Venkataramaiah (1985) and the respondents were grouped into the following

categories.

Category Code

Schedule caste 1

Schedule tribe 2

Other backward caste 3

General caste 4

Marital status

Based on marital status, respondents were classified into 4 categories

Category Code

Married 1

Unmarried 2

Divorced 3

Widowed 4

Family type

It refers to two-way classification of family as nuclear and joint. The basic

grouping of mates and their children is called nuclear family and collection of more

than one nuclear family on the basis of close blood ties and living in common residence

is called joint family (Dahama and Bhatnagar, 1980).

39

Family type was measured by using the scale developed by Trivedi (1963):

Sl. No. Item Score

1 Nuclear Family 1

2 Joint Family 2

Family size:

Family size refers to the number of individuals within a family. To count the

family size, actual number of members in the family was taken into consideration

which was measured by the scale developed by Trivedi (1963) categorized as follows:

Category Number of members Scores

Small family Up to 5 members 1

Medium family 6-10 m embers 2

Big family More than 10 members 3

Family Background

It is relate to the area or place where the respondents took birth or groomed or

socialized over a period of time.

Category Score

Rural 1

Semi urban 2

Urban 3

Mode of transport to your work place

The mean of transport used by the respondents for coming from the home from

where she/he works.

Item Score

By walking 0

Bicycle 1

Bike/Scooter/ Scooty/moped 2

Private transport 3

40

Job experience

The service experience in the present study refers to total number of years of

service in their respective organization as well as any organization prior to present

organization.

Category(yr) Score

Number of year

completed in the job

Less than 10 1

11-21 2

21-30 3

31-40 4

Salary (Total emoulments /month)

A fixed regular payment, typically paid on a monthly basis but often expressed as an

annual sum, made by an employer to an employee, especially a profession or white collar

worker.

Item Score

Less than 10000 1

10000-20000 2

20000-300000 3

More than 30000 4

Accommodation:

Accommodation means a room, groups of room, or building in which someone may

live or stay.

Item Score

Rental 1

Government quarter 2

Own house/flat 3

41

OBJECTIVE 2

To study on the job perception and job expectation of respondents in their

respective organization in study area.

Perception is a process by which people select, organize and interpret sensory

stimulation into a meaningful and coherent picture of the world. It is a process which

gets structured, organized and modified as the individual matures (Norman et al.,

1982). Extension agents have been found to differ in perception and performance of

their roles (Akinbode, 1971). The attitude, motive and behaviour which ultimately

become hallmarks of each individual‟s personality rest upon the process of perception

and upon it. The process of perception and thought provide an employee with true

verifiable information about an organization.

Job perception was operationalised here as the way in which employees look at their

job. Job expectation was operationalised as the things employees want from a job.

Job perception, job expectation and is determined in 9 number of aspects like

Recognition, supervision and guidance , training , Linkage established , technology ,job

security ,working condition , field duty and job autonomy etc by 3 point with different

scale measurement.

Job perception

Scale Score

Essentially required 3

Required 2

Not required 1

Job expectation

Scale Score

Strongly agree 3

Agree 2

Disagree 1

42

Further the respondents were categorized in to 3 categories on the basis of mean and

standard deviation.

Category Scores

Low Less than 1S.D.- Mean

Medium Between 1S.D.- Mean to 1S.D.+ Mean

High More than 1S.D.+ Mean

OBJECTIVE 3

To study the level of job satisfaction of respondents functionaries of study

organization.

Job satisfaction is operationalised as the degree to which a person is satisfied or

dissatisfied with different aspects of their job. It consists of sub variable like

technological, administrative, service and supply and pay satisfaction.

Item Very much

satisfied Satisfied

Partially

satisfied Dissatisfied

Very much

dissatisfied

Technological 5 4 3 2 1

Administrative 5 4 3 2 1

Service and

supply 5 4 3 2 1

Pay satisfaction:

Pay satisfaction is the amount of overall positive effect (or feeling) individuals

have by receive pay at the month end by perform a specific work in a specific position.

Pay satisfaction scale:

Pay satisfaction was measured by the “pay” dimension of the job satisfaction

(JSS). The pay dimension of the job satisfaction scale was developed by Ready (1976).

The response are obtained in 5 point scale i.e. Strongly agree=5, Agree=4, Undecide=3,

Disagree=2, Strongly disagree=1.

43

Scale Score

Strongly agree 5

Agree 4

Undecide 3

Disagree 2

Strongly disagree 1

Satisfaction of the respondents is done by assigning score and by considering

score, mean and S.D. is calculated and categorized into Low, Medium, and High.

Item Scores

Low Less than 1S.D.- Mean

Medium Between 1S.D.- Mean to 1S.D.+ Mean

High More than 1S.D.+ Mean

OBJECTIVE 4

Job related constraints as perceived by the agricultural extension functionaries.

Constraints related to job satisfaction as perceived by the extension

functionaries were assessed by the mean score and standard deviation calculated for

each constraint. The respondents were categorized in to high, medium and low category

taking highest score, lowest score, mean and standard deviation. Different constraints

faced by the extension functionaries are administrative, infrastructural, technological,

communication and constraints related to competency development. The scale used for

the study is:

Category Score

Extreme 5

High 4

Moderate 3

Low 2

Not at all 1

44

Item Scores

Low Less than 1S.D.- Mean

Medium Between 1S.D.- Mean to 1S.D.+ Mean

High More than 1S.D.+ Mean

3.8. Processing and analysis of data by statistical measures

The following statistical measure was used in this study depending on the

nature of the data. In this research, descriptive and inferential statistics were used to

analyze collected data. Descriptive statistics were included frequency values (mean,

standard deviation and so forth) and inferential statistics were included regression

procedures, correlation coefficients calculations.

A. Percentage (%)-

Percentage was used in the descriptive analysis for making simple comparisons,

in order to calculate percentage the frequency of a particular cell was divided by the

total number of respondents in that particular category to which the cell belonged and

multiplied with hundred. Percentage was calculated up to two places after the decimal

point. Percentage was calculated to find out the distribution of respondents accordingly

in various categories.

B. Mean score

It is also another simple comparison which was calculated by using the

following formula

M.S= (∑fx)/N

Where MS = mean score

∑ fx = sum of total scores obtained by the individual

N = Total number of respondents

Mean score was used to categorize respondents.

45

C. Standard deviation

Standard deviation is the square root of the arithmetic mean of the squares of

the deviations, the deviations being measured from the arithmetic mean of the

distribution. It is commonly denoted by the symbol sigma. It is less affected by

sampling errors and is a more stable measure of dispersion. The standard deviation of

the data grouped in the form of frequency distribution is computed by the formula –

√∑ 2/N

Where,

f = Frequency of the class

d = deviation of the mid-value of the class from the population mea

N = total number of observations

D. Coefficient of correlation-

When an increase or decrease in one variable is accompanied by an increase or

decrease in the other variate, the two are said to be correlated and the phenomenon is

known as correlation.

Karl Pearson‟s product moment correlation coefficient was employed to assess

the relationship between the variables. It is the most widely used method of measuring

the degree of relationship between two variables. This coefficient assumes that:

(i) There is linear relationship between the two variables.

(ii) The two variables are causally related which means that one of the

variables is independent and the other one is dependent and

(iii) A large number of independent causes are operating in both variables

so as to produce a normal distribution.

Karl Pearson‟s coefficient of correlation can be worked out:

∑xy -∑x.∑√y/[ ∑ (∑ )][ ∑ ( ∑ )]

Where,

∑xy = sum of product of both variables

46

∑x = sum of variable x

∑y = sum of variable y

∑y2 = sum of square of variable x

∑x2 = sum of square of variable y

N = number of respondent

F. Test of significance-

The coefficient of correlation was tested to find out the significance by the

formula

221

Nr

rt

Where t= Test of significance of coefficient of correlation

r= Coefficient of correlation

N= number of respondent

If the computed value of t is greater than the table value (t table) at the required

level of significance, the correlation coefficient is said to be significant at that level of

significance.

The range of correlation coefficient „r‟ lies between -1 to +1. Positive values of

r indicate positive correlation between two variables i.e. change in both variables take

place in the same direction, whereas negative values of „r‟ indicate negative correlation

i.e. changes in two variables takes place in the opposite direction. A zero value of „r‟

indicates that there is no association between two variables. The value of „r‟ nearer to -

1 to +1 indicates high degree of correlation and +1 indicates perfect positive correlation

and -1 value of „r‟ indicate perfect negative correlation.

47

3.9. Research Setting

In a social science research of this kind, a proper selection and interpretation of

data presupposes a fair understanding of the area and the people. The researcher must

also be familiar with the behaviour complex of the inhabitants of the area under

reference. An understanding the socio-demographic background of the respondents is

also necessary.

There are two types of research settings i.e. those at the macro and micro level

respectively. Macro level encompasses the state as a whole while micro level ranges

from the boundaries of the selected district to the block or village periphery. The

rationale of this form of presentation is the imperative need to internalize the study

environment from two perspective, one an extensive outlook and the other for an

intensive one. Firstly, the locale is to be viewed in terms of the broader perspective

with the state as the reference frame and then it is considered as district and block

levels as the unit for in depth study.

Macro research setting

State of Odisha:

The state Odisha is predominantly agrarian with agriculture and Animal

husbandry sector contributing 20.19 percent to the net state domestic product. The

state is surrounded by west Bengal in the northeast, Bihar in the North, Andhra Pradesh

on the south west and Madhya Pradesh on the North West and on the east it is having

long coast line of 480 k.m. bay of Bengal. The state Odisha is located between 170 31‟

N to 20 31‟ N latitude and 81 31‟ E to 87 30 „E longitude. The geographical area is

155.71 lakh hectares.

The state Odisha is divided into two broad regions, they are:

1. The plateau region

2. The coastal region

The plateau region comprises 77percent of total geographical area of the state.

This region is drought prone and divided in to seven agro climatic zones. The rest 23

percent of geographical area constitute the coastal region and divided in to three agro

climatic zones. This region is flood prone.

48

Odisha is the largest vegetable (Brinjal) producing state of India. The state is

endowed with vast natural resources. On, area basis, the state occupies 9th position in

India. The total cultivated land of the state is 61.80 lakh hectares, out of which 29.14

lakh ha (47percent) is high land, 17.55 lakh ha (28percent) medium land and 15.11 lakh

ha (25percent) lowland.

Table No. – 3. 3. Odisha at a glance

ITEMS UNITS MAGNITUDE

1.RAINFALL

a. Normal rainfall Mm 1451.2

b. Actual rainfall Mm 1362.6

2.LAND UTILISATION PATTERN

a,. Total cultivated area 000ha 6180

b. .High land 000ha 2914

c. Medium land 000ha 1755

d. Low land 000ha 1511

e .Permanent pasture and other grazing lands 000ha 494

f. Current fallows 000ha 606

g. Other fallows 000ha 229

h. Land under miscellaneous tree crops and groves not includes in net area sown

000ha 342

i . Culturable waste 000ha 375

j. Land put to non-agricultural use 000ha 1298

k. Barren and uncultivable land 000ha 840

l.Net area sown 000ha 5574

3.EDUCATION

a. Primary schools No‟s 42104

b. Middles schools No‟s 20427

c. secondary schools No‟s 7193

4.FORESTS

a. Forest area 000ha 5813

b. Percentage of forest area to total geographical area

Percent 37.33

5.DAO office No‟s 97

6.DDA office No‟s 30

7.DISTRIBUTION OF FERTILISERS

a. Total(N+P+K) 000 Tones 534.87

b. Nitrogenous (N) 000 Tones 297.77

c. Phosphetic (p) 000 Tones 147.93

d. Potassic (k) 000 Tones 89.17

49

Table No. –3.4. Area, Population and Administrative setup of Odisha

Agricultural profile of the state:

Odisha is primarily based on an agrarian economy. About 73 percent of total

main workers are engaged in agriculture including 44.3 percent cultivators and 28.7

percent agricultural labourers (1991 census). The total cropped area in Odisha is

8746,000 ha out of that 18,79,000 ha are under irrigation.

The total cultivated land of the state is 61.80 lakh ha, out of which 29.14 lakh ha

(47percent) is highland, 17.55 lakh ha (28percent) medium land and 15.11 lakh ha

(25percent) lowland. About 35percent of cultivated land is irrigated and rest 65percent

is rainfed , which are exposed to vagaries of monsoon. Cropping intensity is 163percent

and average land holding size is 1.25hact.

ITEMS UNITS MAGNITUDE

1.Geographical area 000ha 15571

2.Population

a. Male No.s 21,212,136

b. Female No.s 20,762,082

c. Total No.s 41,974,218

d. Density of population per sq km No.s 269

e. Rural Population Per cent 83.32

f. Urban Population Per cent 16.68

g. Females per 1000 males No.s 978

3. a. Total literates No.s 27,112,376

i. Male literates No.s 15,326,036

ii. Female literates No.s 11,786,340

b. Literacy rate Percent 73.45

i. Male Percent 75.95

ii. Female Percent 50.97

4.Total workers No.s 14276488

a. Main workers No.s 9589269

b. Cultivators No.s 3435170

c. Agricultural labours No.s 2098158

d. Marginal workers No.s 4687219

5.Sub divisions No.s 58

6.Tahasils No.s 171

7.C.D.blocks No.s 314

8.Gram Panchayat No.s 6234

9.Total villages No.s 51061

50

Agriculture occupies a vital place in the economy of the state. It contributes

28percent of the net domestic product and 65percent of total workforce directly or

indirectly depends on agriculture. In Odisha, sugarcane cultivation has been widely

accepted by the farmer. Crops like Rice, pulses, oilseed, jute, sugarcane, coconut and

turmeric are important crop.

Agro climatic situation of the state

Climate:

The climate of the state is tropical, characterized by high temperature, high

humidity, and medium to high rainfall, short and mild winter. The normal rainfall is

1451.2mm. The peak period of rainy season started from 15th June to September.

Topography, however, modifies the local climate greatly.

The climate may be classified under hot moist, sub humid and hot and dry sub

humid. The climate of Odisha, an East Indian state that hugs the coast of Bay of Bengal

is represented by tropical monsoon weather, searing hot summers with considerably

high monsoon down and cool and pleasant winters mark the Odisha climate

Soil:

Odisha is a state with different physiographic and agro-climatic zones. Soils are

generally fertile, but some deficient. Soils of Odisha are mainly developed by the relief,

parent material and climate. The biotic features, mainly the natural vegetation follows

the climatic pattern. Soils of Odisha have been classified in to 8 broad soil groups.

They are Red soils, Laterite and Lateritic soils, Red and Yellow soils, Coastal salt

affected alluvial soils, Deltaic alluvial soils, Black soil, Brown forest soils. The soils of

Odisha have problematic one and classified in to 3 classes i.e.

(a) Upland, low fertile, low water retentive acidic soils.

(b) Lowland soils posing iron toxicity problems

(c) Coastal salt affected soils

Agro-climatic zones of Odisha:

Integrating the effect of land from topography, climate, soils and crop

adaptability, the state is divided in to 10 agro climatic zones.

51

Table No. – 3.5. Agro-climatic zones of Odisha

SL

NO. ZONE BROAD SOIL GROUP

1 North western plateau Mixed red and yellow

2 North central plateau Red

3 North eastern coastal plain Coastal alluvial

4 East and south eastern coastal plain Deltaic alluvial and laterite

5 North eastern ghat Red loam and brown forest

6 Eastern ghat highland Red and laterite

7 South eastern ghat Red

8 Western undulating Red and black

9 West central table Mixed red and black

10 Mid central table land Red and laterite

Major crops grown in the state:

The state Odisha produces a number of crops. Kharif is the main cropping season

in Odisha and rice is the principal crop which occupies 67percent of the cultivated land.

But cropping during Rabi season is confined to the irrigated tracts and lands with

available residual moisture in the soil, which mostly depends on the occurrence of

rainfall during the last part of September. The other major crops grown are Maize,

Ragi, Pulses, (Arhar, Mung, Biri), Oilseeds (Groundnut, Til, Mustard, Niger),

Fibres(Jute, Mesta, Cotton), Sugarcane, Vegetables, spices and Fruit crops (Mango,

Coconut, Cashew nut).In area and production, Odisha is first in ranking in Brinjal

production. Again in Odisha Sugarcane cultivation has been widely accepted by the

farmers.

Table No. -3.6. Major crops grown in the state Odisha

CROPS AREA(Lakh ha) PRODUCTION

(Lakh ha) PRODUCTIVITY

(kg/ha) Rice 43.65 70.22 1609

Maize 2.28 4.99 2191 Total cereals 48.28 77.45 1604

Pulses 20.92 9.62 460

Oilseeds 7.97 6.19 776 Sugarcane 0.37 26.12 70852

Ground nut 2.43 3.99 1639 Total vegetables 6.94 89.62 12910

Turmeric 0.25 1.89 7478 Chillies 0.75 0.64 852

Sweet potato 0.50 4.39 8696 Cotton 0.54 1.47 464

52

Micro research setting:

The history of Nuapada is co-related to the history of Ex-Zamindary Khariar.

Originally, it was an estate comprising three regions viz; 1) Kholgarh, presently known

as Tanwat, Geogarh, presently known as Sunabeda plateau and Kumunagarh, presently

known as Komna with its headquarter at Komna. After the defeat of the Marathas in the

IIIrd Angle Maratha War in 1818, ex-Khariar estate came under the British Rule and

the Headquarters was shifted to Khariar. In 1862, it was tagged to Central Province and

in 1864 it was declared as a Zamindary. After the formation of Orissa Province on 01-

041936, the entire Oriya speaking race of Khariar Zamindary which was then a part of

Raipur district under Chattisgarh State, was annexed to Orissa on transfer as a Sub-

Division under Sambalpur district. On 01-04-1993 it was declared as a separate district

and started functioning with headquarters at Nuapada. The district of Nuapada came

into existence with effect from 1st

April, 1993 by carving out of the Nuapada Sub-

Division of undivided Kalahandi district. It is surrounded in the North and West by

Chattisgarh, Chattisgarh and Dharmagarh sub-division of Kalahandi district on the

South and by Bargarh and Bolangir districts in the East. It falls in the western

undulated zone of Orissa and has two distinct physiographic regions such as plain land

and hilly tracts. Nuapada district occupying South Western portion of Orissa is situated

between 200

20‟ North to 210

.5‟ North latitude and 820

.20‟ East to 820

.80 East

longitude. It extends over an area of 3408 Sq. Kms. The district Head quarter is at

Nuapada, which stands almost to the northern boarded and is thus, not centrally

situated. The district of Nuapada comprises of one Sub-Division with 5 Blocks. Jonk,

Udanti, Indra and Sundar are major rivers of this district. Most of the rivers are rainfed

and get dry during summer. The soils of the district are mostly alluvial, black, red, red

and yellow and red and black. This district encountered drought almost in alternative

year beginning from the year 1965. The average annual rainfall of this district is

1230mm. The winter starts from December and lingers till February. It is followed by

summer from March to May. The month of October and November constitutes the post

monsoon transition period. The total geographical area of the district is 3852 sq. kms.

The total forest area in the district is 1,14,000 hectares. The total length of railway line

in the district is 32 Kms. As per 2001 Census, Nuapada district has a total population of

31.37 lakhs. The break-up as per the census data of 2001 indicates that the total

workforce was 2,44,360 which works out to 46.11 % to the total population. The

economy of the district is primarily agrarian and 80% of the population is dependent on

53

agriculture. Therefore, the strength of the district lies in its agrarian economy and its

forest produce. The weaknesses are its undulated land, deforestation, drought

proneness, illiteracy and poor connectivity. The opportunities are the added emphasis

of the Government for development of the district as part of K-B-K region, upcoming

irrigation projects, availability of precious stone deposits and rich Non-Timber Forest

Produce (NTFP).

The District of Nuapada was a part of Kalahandi District until early March

1993, but for administrative convenience, Kalahandi District was divided into two parts

i.e. Kalahandi and Nuapada - see State Government Notification No. DRC-

44/93/14218/R dated 27 March 1993. Nuapada District now comprises one sub-

division Nuapada, five tehsils (Nuapada, Komana, Khariar, Sinapalli and Boden) and

five community development blocks (Khariar, Sinapalli, Boden, Nuapada and Komna).

Nuapada district is in the western part of Odisha, lying between latitude 20° 0'

N and 21° 5' and between longitude 82° 20' E and 82° 40' E. Its boundaries extend in

the north, west and south to Mahasamund district in Chhattisgarh and in the east to

Bargarh, Balangir and Kalahandi districts. The district has an area of 3407.5 km² and

the administrative headquarters is located at Nuapada.

The plains of Nuapada subdivision are fringed by rugged hill ranges stretching

southward, which belong to the main line of the Eastern Ghats and contain extensive

plateaus of about 4000 ft (1200 m) in elevation with thick tropical vegetation. They

contain such mineral deposits of laterite, graphite and bauxite. Due to conspicuous

absence of any Industry the economy revolves around Agricultural activities. Three

major irrigation projects Upper Jonk, Sunder dam and upcoming Lower Indira

Irrigation Project provide support to 45,000 acres of land. Paddy is the main crop in the

entire district. Other crops like Maize, cotton and onion make a major share of crop

cultivated. More than 10,000 households migrate to other state in search of better

employment opportunities every year after the harvesting season is over. Though the

district tops in MGNREGS implementation the Advance provided by labour

contractors before Nuakhai festival lure ignorant labourers into the plot. Due to

unregistered and uninformed migration protection of migrant labourers has become a

challenge to the government. In 2006 the Ministry of Panchayati Raj named Nuapada

one of the country's 250 most backward districts (out of a total of 640). It is one of the

54

19 districts in Odisha currently receiving funds from the Backward Regions Grant Fund

Programme (BRGF).

The hillsides rising up precipitously from the plains are covered with dense sal

forests. The forests of the district are managed under Forest Division namely Khariar

Division. According to their composition, the forests can be classified into sal forests,

teak forests, miscellaneous forests where sal, teak and other species occur in mixture

and bamboo forest. All these are situated in the dry deciduous forest zone. Timber is by

far the major forest produce and sal is no doubt, a major constituent of these products.

Other important species are bija, asan, bandhan and teak. Among the minor forest

products of this region are kendu leaf, bamboo, broom-grass, mohua flower and seed,

antia bark and sabai-grass. Timber, bamboo and kendu leaf are the main exports outside

the state.

According to the 2011 census Nuapada district has a population of 606,490

roughly equal to the nation of Solomon Islands or the US state of Wyoming. This gives

it a ranking of 524th in India (out of a total of 640). The district has a population

density of 157 inhabitants per square kilometre (410 /sq mi). Its population growth rate

over the decade 2001-2011 was 14.28%. Nuapada has a sex ratio of 1020 females for

every 1000 males, and a literacy rate of 58.2%.

Nuapada district overview:

An official Census 2011 detail of Nuapada, a district of Orissa has been

released by Directorate of Census Operations in Orissa.

Nuapada District Population 2011

In 2011, Nuapada had population of 610,382 of which male and female were

301,962 and 308,420 respectively. In 2001 census, Nuapada had a population of

530,690 of which males were 264,396 and remaining 266,294 were females. Nuapada

District population constituted 1.45 percent of total Maharashtra population. In 2001

census, this figure for Nuapada District was at 1.44 percent of Maharashtra population.

55

Nuapada District Population Growth Rate

There was change of 15.02 percent in the population compared to population as

per 2001. In the previous census of India 2001, Nuapada District recorded increase of

13.04 percent to its population compared to 1991.

Nuapada District Density 2011

The initial provisional data released by census India 2011, shows that density of

Nuapada district for 2011 is 158 people per sq. km. In 2001, Nuapada district density

was at 138 people per sq. km. Nuapada district administers 3,852 square kms of areas.

Nuapada Literacy Rate 2011

Average literacy rate of Nuapada in 2011 were 57.35 compared to 42.00 of

2001. If things are looked out at gender wise, male and female literacy were 70.29 and

44.76 respectively. For 2001 census, same figures stood at 58.46 and 25.79 in Nuapada

District. Total literate in Nuapada District were 299,383 of which male and female

were 180,903 and 118,480 respectively. In 2001, Nuapada District had 187,412 in its

district.

Nuapada Sex Ratio 2011

With regards to Sex Ratio in Nuapada, it stood at 1021 per 1000 male compared

to 2001 census figure of 1007. The average national sex ratio in India is 940 as per

latest reports of Census 2011 Directorate. In 2011 census, child sex ratio is 981 girls

per 1000 boys compared to figure of 969 girls per 1000 boys of 2001 census data.

Nuapada Child Population 2011

In census enumeration, data regarding child under 0-6 age were also collected

for all districts including Nuapada. There were total 88,344 children under age of 0-6

against 84,521 of 2001 census. Of total 88,344 male and female were 44,600 and

43,744 respectively. Child Sex Ratio as per census 2011 was 981 compared to 969 of

census 2001. In 2011, Children under 0-6 formed 14.47 percent of Nuapada District

compared to 15.93 percent of 2001. There was net change of -1.46 percent in this

compared to previous census of India.

56

Table No. -3.7. Comparative Population Statistics of Nuapada

Description 2011 2001

Actual Population 610,382 530,690

Male 301,962 264,396

Female 308,420 266,294

Population Growth 15.02% 13.04%

Area Sq. Km 3,852 3,852

Density/km2 158 138

Proportion to Orissa Population 1.45% 1.44%

Sex Ratio (Per 1000) 1021 1007

Child Sex Ratio (0-6 Age) 981 969

Average Literacy 57.35 42.00

Male Literacy 70.29 58.46

Female Literacy 44.76 25.79

Total Child Population (0-6 Age) 88,344 84,521

Male Population (0-6 Age) 44,600 42,927

Female Population (0-6 Age) 43,744 41,594

Literates 299,383 187,412

Male Literates 180,903 129,461

Female Literates 118,480 57,951

Child Proportion (0-6 Age) 14.47% 15.93%

Boys Proportion (0-6 Age) 14.77% 16.24%

Girls Proportion (0-6 Age) 14.18% 15.62%

57

Table No. -3.8. Rural to Urban Population of Nuapada

Description Rural Urban

Population (%) 94.42 % 5.58 %

Total Population 576,328 34,054

Male Population 284,792 17,170

Female Population 291,536 16,884

Sex Ratio 1024 983

Child Sex Ratio (0-6) 983 939

Child Population (0-6) 84,066 4,278

Male Child(0-6) 42,394 2,206

Female Child(0-6) 41,672 2,072

Child Percentage (0-6) 14.59 % 12.56 %

Male Child Percentage 14.89 % 12.85 %

Female Child Percentage 14.29 % 12.27 %

Literates 275,864 23,519

Male Literates 167,937 12,966

Female Literates 107,927 10,553

Average Literacy 56.04 % 78.99 %

Male Literacy 69.28 % 86.65 %

Female Literacy 43.19 % 71.25 %

58

Economy of Nuapada district:

Nuapada district has basically an agrarian and forest economy. Much of the

population depends on agriculture and forest. They live in subsistence economy in the

absence of any alternative sources of meaningful employment.

The lives of the rural people revolve around natural resources. Its management

has a lot to do on their lives. Their livelihood is determined largely by the Non-Timber

Forest Produces (NTFP) like Mahua flower, Char, Harida and Bahada, Tol etc. They

procure NTFP both for consumption as well as selling. But since the last few decades

this sector is failing to sustain their lives. The same is found in agriculture sector also.

Absence of Irrigation, poor land quality make agriculture non remunerative. In both

forest and agricultural produces the people suffer distress sale. Most of the lands in

Nuapada district are upland with low productivity. Irrigation facility is almost non-

existent (less than 15% against the state average of 30%), land right is not clear and

there are many villages which are on encroached land even if people have been staying

there since generations. The pre-eighties settlement failed to reach these unfortunate

people. In case of forest also the same trend is found. The tribal people have been

living in close proximity with nature. Nature forms an integral part of their lives. But

there are a number of restrictions imposed upon them so far as their usufruct right is

concerned.

There are many villages in this area which fall in the core region of the

sanctuary. The tribal are under continuous threat of being displaced. Leaving their

forest abode is the last thing these people can accept. In addition to this people are

restricted to collect NTFP, move around in the forest, collect fuel wood etc. The

situation is similar in other forest area also.

KOMNA BLOCK:

Komna is a town and block in Nuapada district of Odisha, India. Komna is the

biggest Block or Taluk in Nuapada district. Komna is 35 km distance from its District

Main City Nuapada. And 330 km distance from its State Main City Bhubaneswar. This

town is situated in western side of Odisha and near the border of Chhattishgarh state.

According to census 2001, Total Population of Komna block was 117,834,

where it constitutes 49.5% of male and 50.5% female. Due to the lack of infrastructure

59

of the town because it is situated in Nuapada district which considered as one of the

backward district of Odisha, certain communities or backward caste are most of the

total population as Total SC population of the town was 15,980 and Total ST

population was 52086. It is the biggest block of Nuapada district. There are 27

G.P.s(Gram Panchayat) under Komna Block.

Khariar Block:

Khariar (also called Khadial or Kharhial) is a town and a notified area

committee in Nuapada district in the Indian state of Odisha. Khariar is 67 km distance

from its District Main City Nuapada. Khariar is located at 20.28°N 82.77°E.It has an

average elevation of 226 m (741 ft). It is located in the Western part of Odisha, close to

the border of Raipur District Chhattisgarh State.

As of 2001 India census.Khariar had a population of 25778. Males constitute

51% of the population and females 49%. Khariar has an average literacy rate of 62%,

higher than the national average of 59.5%: male literacy is 72%, and female literacy is

52%. In Khariar, 13% of the population is under 6 years of age.

Sinapali Block:

Sinapali is a town in Sinapali Tehsil, Nuapada district, Odisha, India. This town is

situated in the bank of river Udanti. Sinapali is 95 km distance from its District Main

City Nuapada.

As of 2001 India census. Sinapali had a population of 9,987. Males

constitute 50.3% of the population and females 49.7%. Sinapli has a toatal litracy

population 4,550.

Table No. – 3.9. Population of Sinapali Block

Description 2001 Total Population 9,987

Total male 5,025 Total female 4,962

Total SC Population 1,260 Total ST Population 1,886

Total Literacy Population 4,550

Literacy Male Population 2,989 Literacy Female Population 1,561

Workers Population 3,598 Cultivators Population 713

Female per 1000 Male 987

60

Boden Block:

Boden is a small town and block in, Nuapada district, Odisha, India. Boden is 92

km distance from its District Main City Nuapada.

3.10. Different activities of Agriculture extension functionaries

The mandate of the Directorate of Agriculture, Govt. of Odisha is development

in agriculture sector through transfer of improved technologies, timely supply of

agricultural inputs to the farmers, capacity building of the extension personnel and

farmers, increasing agricultural production & productivity and over all development of

the economic status of the farmers.

Activities:

Transmitting improved technologies evolved from the Research

Institutes to the farmers.

Creating awareness among the farmers on different developmental

schemes and Implementation thereof.

Imparting training to the farmers, conducting field demonstrations.

Organizing district level agricultural exhibitions.

Organizing exposure visit of farmers within and outside the State.

Production of quality seeds in the departmental farms as well as in the

farmers‟ field.

Supply of quality seeds to the farmers through departmental Sale

Centers.

Monitoring the supply of fertilizer and pesticides to the farmers.

Popularization of farm machineries and equipments.

Creating irrigation potential through private lift irrigation programme.

Quality control of seeds, fertilizer and pesticides.

Soil testing, providing soil health cards to farmers and fertilizer

recommendation for different crops basing on soil nutrient status.

Updating knowledge of extension personnel through training.

Suggesting suitable cropping programme especially for irrigated

ayacuts.

Motivating the farmers to take up Crop Insurance and estimating the

yield of Arhar, Niger and Cotton for insurance purpose.

Providing CRF subsidy to natural calamity affected farmers.

61

Transfer of modern technology and promote farm mechanization, seed

replacement, plant protection, soil and water management etc. through

Agriculture Extension.

Ensure quality inputs for better production

Varietal intervention

Demonstrations

Farmers‟ capacity building

Cooperation with allied departments/ agencies

Promotion of Agri-entrepreneurship.

Provision of incentive/subsidy to farmers

Formulation of plans programmes & schemes for the agricultural

development of the state.

Increase crop production in a sustainable manner through transfer of

modern technology.

Utilization of various state & central funds.

3.11. Organizational set up of Public Extension System

The Directorate is known as “Directorate of Agriculture & Food Production,

Odisha” and is located at HOD building, Bhubaneswar. This Directorate operates in the

entire state with its officials at Gram Panchayat, Block, Subdivision, District and State

level. The staffs of this Directorate have the privilege of reaching every farm family of

the state in a particular time frame which is quite unique compared to any other

Department.

Organizational Setup

In the state the Directorate is headed by the Director Agriculture & Food

Production, Odisha with technical assistance from two Additional Directors & four

Joint Director of Agriculture. Officers at various levels whose opinions are sought for

in the process of decision making are as follows –

Additional Director (Extension) for agriculture development & extension

system

Additional Director (Engineering) for farm mechanization, irrigation & other

engineering development matter

FA-cum-CAO for financial matters

Joint Director (Administration) for administrative matters

Joint Director Agriculture for technical matters

62

Deputy Directors and other Assistant Directors for technical matters

Field administration-

Presently there are 30 Agriculture Ranges covering each revenue district of the

state. Each Range is headed by one Deputy Director of Agriculture (D.D.A.) with a

group of specialists to help & administer various developmental activities of the Range.

Further at sub-district level there are 80 Agricultural Districts headed by a

District Agriculture Officer supported by a group of technical officers to monitor and

supervise the various activities for overall development of Agriculture Sector.

At the block level, there are Assistant Agricultural Officers (A.A.O.s) with a

staffing force of Agriculture Overseer (A.O.) and Village Agricultural Worker

(V.A.W.) to monitor the Agricultural Activities in all the 314 blocks of the state. The

A.O.s & V.A.W.s are mostly functioning at the level of Gram Panchayat & come

across with the day to day issues of the farmers. In Nuapada district having 2 DAO

offices consisting of 108 A.A.Os, A.Os& V.A.W working under block and district

level.

63

RESULT AND DISCUSSION

Result and discussion is the backbone of any research study. The collected data

from the sample respondents are analyzed to put information in proper format for

discussion and interpretation. The researcher should analyze, discuss and prioritize the

findings as per the delineated objectives. The researcher had tried to analyze and

interpret the collected information as per the objectives of the study.

In the light of the objectives set forth for this study, data were collected from

the respondents and analyzed by using suitable analytical tools and techniques as

indicated in the preceding chapter dealing with research methodology. The findings of

the study were presented in this chapter as per the objectives outlined in five sections.

The findings and discussion were made under these following objectives:

Section I: To Study the profile of agricultural extension functionaries of the study area.

Section II: To Study on the job perception and job expectation of respondents in their

respective organization in the study area.

Section III: To study the level of job satisfaction of respondents functionaries of the

study organization.

Section IV: To study the relationship of some selected socio-economic variables with

various dimension of job.

Section V: To study the job related constraints as perceived by the agricultural

extension functionaries in Nuapada district of Odisha.

Objective-I:

4.1: To Study the profile of agricultural extension functionaries of the study area.

4.1.1: Age

Age of the extension workers play a vital role in determining their working

efficiency .Sometimes person with younger age excel better compared to their older

counterparts . It is also very important to note that more is the age and experience better

64

is the way of working and disposal of work. The respondents of the study have been

grouped under three categories as shown in figure 4.1.1:

The figure no. 4.1.1 above revealed that 31.2 percent of agriculture extension

functionaries belonged to the age group between 20 to 30 years in the study area. 21.2

percent belonged to the age group of 30-50 years. The result contained in the figure

indicated that majority of extension functionaries (47.5%) belonged to the age group of

50-60 years of ago.

The findings clearly indicated that majority of the workers with the age group of

(50-60) years are found in the agriculture department. Therefore, it may be concluded

that the result and observations in this research study is based on the opinion of a good

chunk of experienced professionals/functionaries out of the population considered for

the study. It was also observed that the opinion of some young extension professionals

of state government (31.2 %) was also reflected in the study.

The result may be attributed to the fact that since over last two decade regular

recruitment has not been done to the public extension system and only in last couple of

years recruitment in the cadres of assistant extension functionaries was done in sporadic

manner and consequently those recruited could manage themselves to get a posting in

relatively more comfortable area like coastal belt of states and avoid interior district like

Nuapada which is coming under CDR(Complex, Diversed & Riskprone area) of belt as

depicted in the characteristics of undivided KVK district like Kalahandi, Balangir

,Koraput. This resulted to the presence of functionaries inducted to the public extension

0

10

20

30

40

50

20-30 30-50 50-60

25

17

38

31.2

21.2

47.5

Figure no. 4.1.1 Distribution of respondents according

to age (N=80)

Frequency

Percentage

65

system by agriculture department long back and hence the aged and experience person

are more in number in the study area.

4.1.2: Educational Qualification:

Formal education leading to obtaining of certificate from schools and degree

from colleges play a vital role for development of one‟s personality. More the person is

educated more is the chance for with him for attaining new knowledge and

comprehension of available facts. The educational qualification of extension

functionaries have been studied and classified as shown in table 4.1.2.

Table No: 4.1.2 Educational qualification of respondents (N=80)

Category Frequency %

10th standard 17 21.2

12th standard/Higher

secondary

46 57.5

Graduation 15 18.8

Post graduation 2 2.5

Total 80 100

The above table revealed that majority of the respondents had 12th standard

(57.5%), 21.2% completed 10th standard, 18.8% graduates and 2.5% held post

graduation and above degree. The possible reason might be due to the fact that before

25-30 years back required qualification for Agriculture Extension Functionaries was not

high as now. Another reason might be that most of the respondents belonged to tribal

area, also their financial and social condition were not good for pursuing higher studies.

So the qualification of most of the respondents was up to 12th standard. Due to

advancement in technology now, the required qualification has enhanced.

4.1.3: Caste

Caste was operationalised as one‟s birth status as ascribed by the social stratification.

66

The figure 4.1.3. above showed that out of 80 respondents, majority of the

extension functionaries belonged to both Scheduled Tribe and General caste (28.75%)

respectively followed by Other Backward Caste (25%) and Scheduled Caste (17.5%).

This is due to that the functionaries have likingness to serve in the home district

as the respondents constitute more Scheduled Tribe functionaries to serve in Nuapada

which incidentally a tribal district of state.

4.1.4: Marital Status of Respondents

Marriages of a person play a significant role in ways of working. An unmarried

person may devote more time for the job while a married person may try to excel in his job

to get promotion and incremental benefits to fulfil the sense of recognition. Hence marital

status of extension functionaries is very important to know their performance toward their

work.

Table No: 4.1.4 Marital status of respondents (N=80)

Types Frequency %

Married 64 80

Unmarried 16 20

Divorced - -

Widowed - -

Total 80 100

14

23 20

23

17.5

28.75

25

28.75

0

5

10

15

20

25

30

35

Scheduledcaste

Scheduledtribe

Otherbackward

caste

General caste

Figure no.4.1.3. Caste distribution of respondents

(N=80)

Frequency

Percentage

67

The result in the table 4.1.4 showed that majority of extension functionaries were

married (80%) followed by 20% remaining unmarried. The divorced and widowed persons

are not working among the population surveyed under the organization.

This is due to that all aged & experience extension functionaries working in the

organization. It is quite obvious that very less remained in unmarried status.

4.1.5: Family Type

Each family type has its own advantage and disadvantages. Generally two types

of families are found in our society those are nuclear family and joint family.

Nuclear /single family consist of husband, wife and their children. Joint family

is an aggregate of more than one primary family on the basis of blood relation and ties,

common residence and kitchen. A number of generation may be living together.

The person efficiency in job depends to a great extent upon the family in which

he is living. A person from joint family system is sometimes subjected to more of

family stress compared to a person of nucleus family where respondents has a free mind

and less of family burden to perform better on the job. Sometimes the workers from

joint family system have less responsibility because of sharing of responsibility by other

members of family and hence let the respondents free to work as he likes. So a detail

about family type was studied in the table no. 4.1.5.

Table No: 4.1.5 Family types of respondents (N=80)

Types Frequency %

Single 36 45

Joint 44 55

Total 80 100

The above table indicate that 45% of extension functionaries belonged to nuclear

family followed by 55% of respondent belonging to joint family. The main reason of more

number of respondents belonging to joint family system due to fact that quite nearer to their

native place & incidentally accommodating other family member without much hesitation

and very few who are under nuclear family system may be from other non tribal & coastal

district prefer to take only their own spouse & husband & hesitate to take the burden of other

family members at a very far away place / long distance.

68

4.1.6: Family Size:

It was operationalised as the number of members in the family of the

respondent. The profile of family size of extension functionaries was studied, as family size

play a vital role and determine the income source of family.

The results obtained from the figure no. 4.1.6 indicate that majority of extension

functionaries belonged to medium family group (50%), followed by small family (40%)

and big family (10%).This is due to fact that most of the extension functionaries belong to

joint family, so it obvious that the number of family range between 6-10.

4.1.7: Family Background

Family background speaks a lot about the grroming style as well as socialization

process and makes an individual to function as a good citizen in the society. Hence the

background of the respondents are depicted in the table 4.1.7given below.

Table No: 4.1.7 Distribution of respondents according to family background (N=80)

Background Frequency %

Rural 61 76.25

Semi urban 5 6.25

Urban 14 17.5

Total 80 100

The results obtained from the table indicated that majority of extension

functionaries belonged to rural family background (76.25%) followed by urban background

(17.5%) and semi urban family background (6.25%). This is due to the fact that Nuapada

0

10

20

30

40

50

Small(up to 5members)

Mediumfamily(6-10

members)

Big family(Morethan 10

members)

32

40

8

40

50

10

Fig No: 4.1.6 Distribution of respondents according family size

(N=80)

Frequency

Percentage

69

is a tribal district & consist of more rural areas. Most of the extension functionaries are

working in their native place.

4.1.8: Mode of transport to your work place by the respondents

The mean of transport used by the respondents for coming from the home from where

she/he works.

Table No: 4.1.8 Mode of transport to your work place by respondents (N=80)

Mode of transport Frequency %

By walking - -

Bicycle 6 7.5

Own four

wheeler/Bike/Scooter/moped

68 85

Private transport 6 7.5

Total 80 100

The result from the table indicate that about, 85% respondents have preferred four

wheeler/bike/scooter/moped and remaining respondents (7.5%) preferred bicycle and

private transport (7.5%) respectively. Owing to the fact that work place is far away from

their home and road condition was not proper in all the villages, the private transportation is

also not available all the time. Extension functionaries have their duty at odd times and for

saving time and reach easily to their work place, maximum number of respondents preferred

four wheeler/ bike / scooter as their modes of transportation.

4.1.9: Job experience (years)

Number of completed years of agricultural extension services in public extension

organization. Work experience is any experience that person gain while working in a

specific field or occupation, but the experience is widely used to mean a type of volunteer

work that is commonly intended for young people to get a feel for professional working

environment.

Table No: 4.1.9 Job experience of respondents (N=80)

Number of years Frequency %

Less than 10 40 50

Between 11 to 21 years 1 1.25

Between 21 to 30 years 5 6.25

Between 31 to 40 years 34 42.5

Total 80 100

70

The result clearly indicate that majority of the respondents (50%) were less than 10

year experience followed by 42.5% were between 31 to 40 years while 6.25% were between

21 to 30 years and 1.25% respondents having between 11to 21 years experience.

Most of the extension functionaries had low level of experience which is due to the

fact that most of the respondents were recruited few years back (2007&2010) and after long

time the department used to set out their recruitment. A large proportion of respondents

those who were interviewed got job during 2007 & 2010 recruitment, so they being very

young had less experience regarding their job. However about 42.5% respondents had high

tenure of experience; which is due to the fact that most of the experienced respondents

were about to get retirement within a few years.

4.1.10: Salary

A fixed regular payment, typically paid on a monthly basis but often expressed as an annual

sum, made by an employer to an employee, especially a profession or white collar worker.

Table No: 4.1.10 Monthly salary of respondents (N=80)

Salary Frequency %

Less than Rs 10,000 34 42.5

Rs 10,000-Rs 20,000 1 1.25

Rs 20,000-Rs 30,000 12 15.0

More than Rs 30,000 33 41.25

Total 80 100

The result clearly indicated that out of 80 respondents 42.5% (34 number) of

respondents got salary less than Rs 10,000, 41.25% (33 number) of respondents got salary

more than Rs 30,000, 15% (12 number) of respondents got salary within Rs 20,000-Rs

30,000 and only 1.25% (1 number) got salary within Rs 10,000-Rs 20,000.

From the survey conducted by researcher, it is revealed that the newly recruited

service- holders i.e. the VAWs (42.5%) received the salary amount of less than Rs 10,000

owing to the fact that they are quite junior in length of service, hence their increment was

less. But the 41.25% of the respondents i.e. AOs and AAOs who are senior aged officer and

approaching their retirement were receiving the salary amounting of Rs 30,000/ – or more

owing to the cause they being more experienced service- holders hence their increment was

more; due to more duration of their service period and another 16.25% of the service holders

71

got salary within Rs 10,000 to 30,000 due to their medium duration service period in their

respective sector.

4.1.11: Accommodation

Accommodation means a room, groups of room, or building in which someone may live or

stay. Accordingly a convenient place of reasonable rate from private house owner official

accommodation matters a lot in employees performances level and also level of satisfaction.

The result clearly indicated that majority of the respondents (71.2%) lived in the

rented house followed by 25% of the respondents lived in their own house / flat and

remaining 3.8% of the respondents lived in the government quarters.

From the above result, it is revealed that very less (3.8%) respondents lived in

government quarters due to the fact that the quarters were mostly in delepelated condition,

which need to be remodelled whereas 71.2% of the respondents lived in rented house owing

to the fact that they had been posted at the sites far away from their native place. However

only 25% of the respondents do have their own house/flat. May be there group of

respondents are native of the study area.

0

20

40

60

80

Rental Governmentquarter

Own house / flat

57

3

20

71.2

3.8

25

Fig No: 4.1.11 Distribution of respondents according to

accommodation (N=80)

Frequency

Percentage

72

Objective-II

4.2: To Study on the job perception, job expectation of respondents in their

respective organization in the study area.

4.2.1: Job Perception

Perception is a process by which people select, organize and interpret sensory

stimulation into a meaningful and coherent picture of the world. It is a process which

gets structured, organized and modified as the individual matures (Norman et al.,

1982). The process of perception and thought provide an employee with true verifiable

information about an organization.

Job perception relates to the way in which the employees look at their jobs.

Employee‟s job perception is highly related to their job satisfaction But their job

perception must be related and congruence with their superior /mangers, otherwise the

goal of the organization will not be fulfilled and cause alienation in manger-supervisor

relationship and role performance of both in which in turn lead job dissatisfaction of

the employees.

Accordingly an attempt was made by the scholar to collect information about

job perception of the respondents which are presented in the following table no. 4.2.1:

73

Table No-4.2.1 Respondents perception about their present job

Sl. No. Aspects of perception Category F %

1 Proper Recognition High (>Mean +1S.D.)

Mean=10.3,S.D=1.152

16 20

Medium(Mean +1S.D to Mean-1S.D) 44 55

Low(<Mean-1S.D)

Mean=10.3 ,S.D=1.152

20 25

Total 80 100

2 Supervision and guidance High (>Mean+1S.D.)

Mean=17,S.D=1.856

8 10

Medium(Mean+1S.D to Mean-1S.D) 48 60

Low(<Mean-1S.D)

Mean=17 ,S.D=1.856

24 30

Total 80 100

3 Training High (>Mean+1S.D.)

Mean=7.8,S.D=0.753

- -

Medium(Mean+1S.D to Mean-1S.D) 56 70

Low(<Mean-1S.D)

Mean=7.8 ,S.D=0.753

24 30

Total 80 100

4 Linkage established High (>Mean+1S.D.)

Mean=17.45,S.D=1.922

12 15

Medium(Mean+1S.D to Mean-1S.D) 40 50

Low(<Mean-1S.D)

Mean=7.45 ,S.D=1.922

28 35

Total 80 100

5 Technology High (>Mean +1S.D.)

Mean=12.4,S.D=1.472

8 10

Medium(Mean +1S.D to Mean-1S.D) 44 55

Low(<Mean-1S.D)

Mean=12.4 ,S.D=1.472

28 35

Total 80 100

6 Job security High (>Mean +1S.D.)

Mean=4.7,S.D=0.644

4 5

Medium(Mean +1S.D to Mean-1S.D) 52 65

Low(<Mean-1S.D)

Mean=4.7 ,S.D=0.644

24 30

Total 80 100

7 Working condition High (>Mean +1S.D.)

Mean=10.1,S.D=1.308

12 15

Medium(Mean +1S.D to Mean-1S.D) 44 55

Low(<Mean-1S.D)

Mean=10.1,S.D=1.308

24 30

Total 80 100

8 Field duty High (>Mean +1S.D.)

Mean=12.7,S.D=1.152

5 6.25

Medium(Mean + 1S.D to Mean-1S.D) 43 53.75

Low(<Mean-1S.D)

Mean=12.7,S.D=1.152

32 40

Total 80 100

9 Job autonomy High (>Mean +1S.D.)

Mean=11.85,S.D=1.323

8 10

Medium(Mean +1S.D to Mean-1S.D) 36 45

Low(<Mean-1S.D)

Mean=11.85 S.D=1.323

36 45

Total 80 100

74

It is evident from the table 4.2.1. that majority of the respondents (55%) stated

that they had medium level of proper recognition, 25% of respondents had low level of

proper recognition and 20% of respondents had high level of proper recognition.

Majority of respondents (60%) perceived the job involving medium level of

supervision and guidance, 30% respondents perceived low level of supervision and

guidance and 10% perceived high level of supervision and guidance. Majority of

respondents (70%) perceive that the present job involving medium level of training at

medium level, 30% and none of the respondents perceive low and high level of

involvement of training respectively. Majority of respondents (50%) perceives that the

job of extension functionaries is also linkage at medium level, 35% perceive the

linkage at low level while 15% feel linkages at have high level of linkage established.

Majority of respondents (55%) perceives that job revolve around technology at medium

level, 35% to see at low level and 10% perceive high level if at in their job. Majority

of respondents (65%) perceived job security at medium level, 30% had low level of job

security as per their perception, and 5% had high level of job security as perceived by

them. Majority of respondents (55%) perceive that their job at medium level of

working condition, 30% perceived it at low level of working condition and 15%

perceive it at high level of working condition. Majority of respondents (53.75%)

perceive that their job in way is at, medium level of field duty, 40% had perceived their

job is at low level of field duty and 6.25% had perceived high level of field duty in their

job. Majority of respondents (45%) perceive that medium level and low level of job

autonomy respectively, in their job and only 10% had a perception high level of field

duty.

It is concluded from the above data that the job of agricultural extension

functionaries of different sector working in Nuapada district perceived their job in 9

different dimensions as mentioned in Table No-4.2.1. The vary job helps them to get

recognised in their society which is to be performed under close supervision and

guidance of their supervisor and the very performance can be improved through

training and can be reinforced through linkage with sisters concerns and other

stakeholder. Hovering around technology, the job of extension functionaries can be

well performed on the conducive working condition with certain level of job security,

job autonomy and little amount of field work. Keeping in view the very different

aspects, it is observed that majority of the respondents perception is at medium level to

75

the extent of 55%, 60%, 70% , 50% , 55% , 65% , 55% ,53.75% , 45% in case of proper

recognition, supervision and guidance, training, linkage established, technology, job

security, proper working condition, field duty and job security respectively.

This type of perception is quite obvious because the only means which is

very much visible in building the capacity of clientele bringing a desirable change in

knowledge, skill & attitude with regard to the application of agricultural innovation in

technology transfer mode is by and large training. Similarly the type of public relation

activity in which respondents are involved whether in public sector / private sector do

feel bits secure in their job as long as they discharge their duties very effectively, very

efficiently which is just possible because of their expertise so developed over a period

of time in helping them to finetuned the very public relation and enable them in

delivering the good. The reason which may be attributed with regard to the perception

of respondents being at the medium level is their place of posting / working in Nuapada

district which is far away from the state capital and also in CDR (Complex, Diverse,

Risk Prone) area & much has not been done in those area in spite of explosion in the

world of cyber extension and other plans and programmes of the government agencies.

4.2.2 Job expectation

A job is “a group of position that are similar as to kind and level of work.”In

some instances, only one position may be involved, simply because no other similar

position exists .For example, in that small firm the position of personnel manager also

constitutes a job since there is only one personnel manager position in the organisation.

Further, there may be six employees, “all of whom are classified under the same title,

yet each may perform slightly different work”. For example there may be five or six

cashiers in a large commercial bank branch who may do different work.

A lack of clear job expectation is one of the biggest causes of employee‟s

turnover and poor performances in today work place. In the present study, job

expectation is viewed as the things that extension functionaries want from their job.

Accordingly an effort was made by the researcher to collect information about job

expectation of the respondents. The study area which are present in the table no. 4.2.2

are given below.

76

Table No-4.2.2 Respondents job expectation level

Sl. No. Aspects of expectation Category F %

1 Proper Recognition High (>Mean +1S.D.)

Mean=9.8,S.D=1.036

- -

Medium(Mean+ 1S.D to Mean-1S.D) 56 70

Low(<Mean-1S.D)

Mean=9.8,S.D=1.036

24 30

Total 80 100

2 Supervision and guidance High (>Mean +1S.D.)

Mean=16.15,S.D=1.751

12 15

Medium(Mean+ 1S.D to Mean-1S.D) 48 60

Low(<Mean-1S.D)

Mean=16.15 ,S.D=1.751

20 25

Total 80 100

3 Training High (>Mean+1 S.D.)

Mean=6.85,S.D=0.915

4 5

Medium(Mean+ 1S.D to Mean-1S.D) 48 60

Low(<Mean-1S.D)

Mean=6.85 ,S.D=0.951

28 35

Total 80 100

4 Linkage established High (>Mean +1S.D.)

Mean=15.55,S.D=1.895

4 5

Medium(Mean +1S.D to Mean-1S.D) 64 80

Low(<Mean-1S.D)

Mean=15.55,S.D=1.895

12 15

Total 80 100

5 Technology High (>Mean+ 1S.D.)

Mean=12.3,S.D=1.562

4 5

Medium(Mean +1S.D to Mean-1S.D) 48 60

Low(<Mean-1S.D)

Mean=12.3 ,S.D=1.562

28 35

Total 80 100

6 Job security High (>Mean+1 S.D.)

Mean=4.4,S.D=0.805

4 5

Medium(Mean+ 1S.D to Mean-1S.D) 36 45

Low(<Mean-1S.D)

Mean=4.4 ,S.D=0.805

40 50

Total 80 100

8 Working condition High (>Mean+ 1S.D.)

Mean=6.75,S.D=1.906

4 5

Medium(Mean+1 S.D to Mean-1S.D) 52 65

Low(<Mean-1S.D)

Mean=6.75,S.D=1.906

24 30

Total 80 100

9 Field duty High (>Mean+1 S.D.)

Mean=11.8,S.D=1.641

12 15

Medium(Mean+ 1S.D to Mean-1S.D) 48 60

Low(<Mean-1S.D)

Mean=11.8,S.D=1.641

20 25

Total 80 100

9 Job autonomy High (>Mean+ 1S.D.)

Mean=9.85,S.D=1.433

4 5

Medium(Mean+ 1S.D to Mean-1S.D) 52 65

Low(<Mean-1S.D)

Mean=9.85 S.D=1.433

24 30

Total 80 100

77

It is observed from the above table that majority of the respondents

expectation to the tune of 70% of the for proper recognition is that medium level, 30%

of respondents had low level expectation for proper recognition and none of

respondents had high level of expectation for proper recognition.

Majority of respondents (60%) expectation for supervision and guidance as at

medium level, 25% respondents have low level of expectation for supervision and

guidance and 15% have high level of expectation for supervision and guidance.

Majority of respondents (60%) have the medium level of expectation for training

whereas 35% and 5% of the respondents have low and high level of expectation for

training in their respective job. Majority of respondents (80%) expectation is at the

medium level with regard to linkage to be established, 15% had low level of

expectation for linkage established while 5% had an expectation at high level for

linkage. Majority of respondents (60%) expectation that the medium level for

technology, 35% had low level of expectation for technology and 5% had high level of

expectation for technology in their present job. Majority of respondents (45%) expected

job security which at medium level, 50% had low level of job security expectation, and

5% had high level of job security expectation. Majority of respondents (65%) expected

the medium level of working condition, 30% expected low level of working condition

and 5% have high level of working condition under which they perform their job.

Majority of respondents (60 %) expectation for field duty in their job is at medium

level and 25% had low level of expectation with regard to field duty in the context of

their job is concerned and 15% had high level of field duty. Majority of respondents

(65%) expected the medium level, 30% had low level and 5% had high level of job

autonomy in their job.

It is inferred that majority of the respondents have medium level of

expectation with regard to the recognition that they will get through their present

performed by them in the capacity of agricultural extension functionaries. However not

a single respondents does have such expectation at higher level. This may be due to the

fact that when they compare with their professional counterparts in other sector like

corporate world, state agriculture university as well as in business/entrepreneurial

context, their expectation automatically sinks down.

It is observed from the table 4.2.2. that the expectation with regard to good

supervision and proper guidance they received from their superiors in the

78

organisational hierarchy of their respective organisation is also at medium level for

majority of respondents which consist of about 60% of the sample respondents chosen

for the study. Only 15% respondents do posses a high level expectation with regard to

supervision and guidance of their immediate superior. This situation may be attributed

to the fact that the vary organisational communication by and large is usually

downward in vertical plane where the superiors have tendency to give instruction ,

guidance, advice, suggestion and all such kind to their immediate subordinates working

under them. This legacy still persists in the mind of the extension functionaries who are

working in some position in some form or other in their respective organisation through

a set of organisational system.

As evident from the above table it is also clear that respondents (agricultural

extension functionaries) of the study area expect different types of training that they

will receives at the various stages of professional carrier, at suitable interval in the form

of in-service training with an objective to increases their knowledge level, improving

upon the level of skill and inculcating a right kind of attitude in them with an altruistic

motive of doing their job effectively and efficiently in time to come. This expectation

of training is again at medium level for 60% of respondents which is not very

unrealistic scenario as inferred from the above table.

Furthermore to the extent of 80% of respondents expect their job can be

performed very effectively when forward, backward and sideward linkages are

established with different organisations / institutions for harnessing a better relationship

with these organisations and getting support in the form of inputs like raw material,

services and a kind of market support when the loop is formed form between research

extension, farmer and marketing partner for a holistic development of each one of

them. It is quite interesting to observe to an extent of 65% of respondents expect some

kind of autonomy in discharging their duties and responsibility in the context of their

present job for better job performances which is again at the medium level. It simply

indicates that being in the position for discharging their duties and responsibility in a

way for enhancing the production and productivity in the agricultural allied sector, they

expect to be relied upon, believed and trusted by other stakeholder and consequently be

given little amount of autonomy in making right decision and taking appropriate action

without jeopardising the system perspectives. Same percentage of respondents i.e. 65%

also expect good working condition which may boost their morale and relieve them

79

from ethical dilemmas to decide what to do / not to do in a given condition or situation.

About half of the respondents expect the job to be safe and secured for them which will

definitely give them a sense of comfort to make hastle free, tension free and stress free

decision and take appropriate action.

The only left out item under job expectation is technology which is

appreciated by 60% of respondents and as is at medium level of expectation which is

the be all and end all or in a way is the centre of gravity of all transfer of technology

(TOT) activities of the state. This fact is a self explanatory in nature and the reasons are

obvious when we are marching for an inclusive growth in agricultural sector for

feeding and nurturing the growing population of the country at large.

Objective-III

To study the level of job satisfaction of respondents functionaries of the study

organization.

Job satisfaction

Job satisfaction has been defined in many different ways. Some believe it is

simply how content an individual is with his or her job, in other words, whether or not

they like the job or individual aspects of facets of jobs, such as nature of work or

supervision.

80

Table No-4.3.1 Job satisfaction level of respondents (N=80)

Sl. No. Aspects of satisfaction Category F % 1 Technological High (>Mean+ 1S.D.)

Mean=13.53,S.D=2.58 8 10

Medium(Mean+ 1S.D to Mean-1S.D)

50 62.5

Low(<Mean-1S.D) Mean=13.53 S.D=2.58

22 27.5

Total 80 100

2 Administrative High (>Mean+ 1S.D.) Mean=16.98,S.D=2.28

10 12.5

Medium(Mean+ 1S.D to Mean-1S.D)

48 60

Low(<Mean-S.D) Mean=16.98 S.D=2.28

22 27.5

Total 80 100 3 Service & supply High (>Mean+ 1S.D.)

Mean=27.73,S.D=4.14 12 15

Medium(Mean+1 S.D to Mean-1S.D)

52 65

Low(<Mean-1S.D) Mean=27.73, S.D=4.14

16 20

Total 80 100 4 Pay satisfaction High (>Mean+ 1S.D.)

Mean=24.33,S.D=4.56 10 12.5

Medium(Mean+1 S.D to Mean-1S.D)

52 65

Low(<Mean-1S.D) Mean=24.33, S.D=4.56

18 22.5

Total 80 100

It is observed from the above table as that majority of the respondents

(62.5%) stated that medium level of satisfaction on technological aspects, 27.5% of

respondents had low level satisfaction on technological aspects and 10% of respondents

had high level of technological satisfaction. Majority of the respondents (60 %) stated

that medium level of satisfaction on administrative aspects, 27.5% of respondents had

low level satisfaction on administrative aspects and 12.5% of respondents had high

level of administrative satisfaction. Majority of the respondents (65 %) stated that

medium level of satisfaction on service and supply aspects, 20% of respondents had

low level satisfaction on service and supply aspects and 15% of respondents had high

level of satisfaction on service and supply aspects. Majority of the respondents (65 %)

81

stated that medium level of pay satisfaction, 22.5% of respondents had low level pay

satisfaction and 12.5% of respondents had high level of pay satisfaction.

In the present study facets like technological, administrative, service and

supply and pay satisfaction have been chosen as parameter to assess the level of job

satisfaction of agricultural extension functionaries of the study area. Further the

information so collected in form of data is depicted in the above table. In the

technological aspect of their respective job of agricultural extension functionaries,

about 62.5% respondents are at medium level of satisfaction when a technological

component of the job is measured. Similarly under administrative front the satisfaction

is at again medium level and subscribed by 60% of sample respondents and in service

and supply front as well as monthly payment, the respondents are further at medium

level of satisfaction. A very significant percentage that is 65% of respondents placed

themselves at medium level in each one of the two fronts i.e. service & supply & as

well as pay front. Grossly we may conclude that majority of the respondents are at

medium level of job satisfaction cutting across different facets of job ranging from 60%

to 65% which is definitely the scenario of the majority in the study area. The various

reasons which may be a related to this type of conclusion are irrespective of the amount

of salary, if a payment is done regularly by respective employer and there with a

reasonable extent of administrative support, that the functionaries received as and when

they need for discharging their duties and responsibility in the meaning full manner will

definitely load to higher level of job satisfaction. As agriculture is a very complex event

with the country economy depending upon this primary sector to a large extent, nobody

can venture to down size or curtle its importance without enriching it very much. Hence

the vary situation, the vary supply line of input, marketing line for output are gradually

being streamlined day by day to make it more sophisticated to meet the challenges in

various fronts under the era of globalisation, modernisation and liberalisation in 21st

century.

Objective-IV

To study the relationship of some selected socio-economic variables with various

dimension of job.

The different facets of job as consider in the present study such as job

perception , job expectation and job satisfaction of extension functionaries found to be

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of great relevance in the context of overall functioning of extension functionaries in

the agriculture and allied field irrespective other sector which there representing

whether public, private, NGO or corporate sector for the purpose. Many of our job

related performances including the final satisfaction derived from a particular job found

to be related with various socio-economic variable of the individual performing that

very job. Accordingly an attempt was made by the research scholar to reveal out any

such relationship if at all exist between the said selected socio-economic variables with

that of job perception, job expectation and job satisfaction. The correlation data against

each one of the independent variable with that of the particular dependent variable is

depicted in the table given below:

Table No- 4.4.1 Relationship of socio-economic variable of respondents with job

perception, job expectation and job satisfaction

Serial

No.

Independent variable

(X)

Job perception

(Y1)

Job

expectation

(Y2)

Job satisfaction

(Y3)

1 Age(X1) -.139 .149 -248*

2 Education(X2) .231* .181 .214*

3 Caste(X3) .018 .016 .071

4 Marital status(X4) .187 .043 -.081

5 Family type(X5) -.059 .143 -.123

6 Family size(X6) -.059 .143 -.125

7 Family

background(X7)

.062 .045 -.027

8 Transportation to your

work place(X8)

-241* -.228* -.112

9 Experience(X9) -.223* -210* -.235*

10 Salary(X10) .221* .280* .261*

11 Accommodation(X11) .31 .164 .021

**. Correlation is significant at the 0.01 level (2-tailed).

*. Correlation is significant at the 0.05 level (2-tailed).

It is observed from the above table that age is significantly and negatively

correlated with job satisfaction .This may be due to the fact that in this increasingly

competitive world, on-field performances require youthful activity. Again education is

83

also positively and significantly correlated with job perception and satisfaction which

that an educated person can perceive his / her job more perfectly than a least educated

person. Further education as an independent variable again significantly related with

job satisfaction. It is again interesting to observe in the above table that transportation

to the work place from place of residence, matters a lot which at times create a negative

attitude in the mind of the worker and consequently influences negatively upon the job

perception, job expectation and job satisfaction of the employees. One more

independent variable experienced also correlated with job expectation, job perception

and job satisfaction negatively and significantly. This may be due to the fact that an

experienced person over a considerable period of time is getting confused with the new

item which changes or contradicts his knowledge and skill that he obtained earlier.

With the advancement of science and technology and may be with growing years, the

extension officers are habituated with the system with monotonous routine work and

the increments also would not be lucrative enough. Hence, as a result they get

motivated less to work. The most significant positive relationship exist between

independent variable like salary of extension functionaries with the dependent variables

like job perception, job expectation and job satisfaction. The reason is quite obvious in

this materialistic world, where we developed a habit of controlling / owning / winning

over everything through money power and it is also observed quite often in case of

salaried employees. Variables like caste, marital status, family type, family size, family

background and accommodation found to be non-significant in nature when related

with job perception, job expectation and job satisfaction of individual employees.

Objective-V

To study the job related constraints as perceived by the agricultural extension

functionaries in Nuapada district of Odisha.

Low endeavour will have smooth selling without facing any obstacles, hurdle,

bottle neck, constraints problem as well as bumps and humps while marching towards

the stated goal. Hence extension programme, extension work and extension service is

no exception and consequently the extension service provided by the extension

agencies more particularly the vary extension agent in the present study, agricultural

extension functionaries of Nuapada district do experience many constraints while

discharging their duties and responsibility with utmost sincerity, loyalty, dedication as

well as with high level of efficiency and effectiveness. Thus it is in this context the

84

researcher developed interest and was anxious to delineate all such constraints as

experienced by the sample respondents in the study area. Accordingly the following

table reflects the glimpses of the constraints experienced by the agricultural extension

functionaries so far as the collected information by the research scholar is concerned.

Table No-4.5.1 Distribution of respondents according to job related constraints

(N=80)

Serial no.

Constraints Category Frequency Percentage

1 Administrative

High (>Mean +1S.D.) Mean=20.55 S.D=3.15

10 12.50

Medium(Mean +1S.D to Mean-1S.D)

62 77.50

Low(<Mean-1S.D) Mean=20.55 S.D=3.15

8 10

Total 80 100

2 Infrastructural

High (>Mean +1S.D.) Mean=21.35 S.D=3.05

6 7.50

Medium(Mean +1S.D to Mean-1S.D)

62 77.50

Low(<Mean-1S.D) Mean=21.35 S.D=3.05

12 15

Total 80 100

3 Technological

High (>Mean +1S.D.) Mean=18.53 S.D=3.59

10 12.50

Medium(Mean +1S.D to Mean-1S.D)

54 67.50

Low(<Mean-1S.D) Mean=18.53 S.D=3.59

16 20

Total 80 100

4 Communication

High (>Mean +1S.D.) Mean=15.45 S.D=3.71

14 17.50

Medium(Mean +1S.D to Mean-1S.D)

60 75

Low(<Mean-1S.D) Mean=15.45 S.D=3.71

6 7.50

Total 80 100

5 Constraints related to

extension activity.

High (>Mean +1S.D.) Mean=24.45 S.D=4.33

12 15

Medium(Mean +1S.D to Mean-1S.D)

58 72.50

Low(<Mean-1S.D) Mean=24.45 S.D=4.33

10 12.50

Total 80 100

85

As revealed from the table 4.5.1 it is observed that the various constraints as

categorised in the name of the administrative, infrastructural, technological,

communication and constraints related to extension activity perceived to be at medium

level from the point of view majority of the sample respondents. The reason for such

situation may be attributed to the fact is that all the stakeholders in the game of

agricultural production and productivity try to complement and supplement each

other‟s efforts. Thus creating a cohesive environments by dove-tailing their respective

ongoing activities for the benefit of farming community at large, which is being

gradually reinforced day by day over a period of time and striving to wipe out all those

bottleneck and hurdle while ensuring an inclusive growth with development in

sustainable modes.

Thus it may be concluded that nobody like constraints in any type of efforts

directed towards the development of an individual himself or of the group of which

he/she is a member or in the community where he/she live in and of the society of

which he is a part of it in some form or other. Thus the experienced constraints once

upon a time considered as at the highest level by the so called extension functionaries

of agriculture and allied field are gradually level down and hopefully become

insignificant in days to come.

Further a microscopic view under each type of constraints found to be quite

rationale which is depicted in the following table.

Administrative constraints

Administration and management are the two sides of same coins. At times these two

words are very often used interchangeably. But the facts remain that proper

administration and management can do wonder if done effectively. But may finer

details are responsible for poor administration and management. Some of those are

finer details are presented in the table no.4.5.2

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Table No -4. 5.2 Administrative constraints

Category/ type of constraints Extreme High Moderate Low Not at all Total

Administrative constraints F % F % F % F % F % F %

1 Absence of harmonious relationship among the

staff of organization.

- - 20 25 28 35 16 20 16 20 80 100

2 Lack of provision of punishment. 8 10 40 50 22 27.5 8 10 2 2.5 80 100

3 Lack of provision of reward for good work. 6 7.5 20 25 38 47.5 12 15 4 5 80 100

4 Lack of decentralization of power 4 5 12 15 12 15 30 37.5 22 27.5 80 100

5 Unacceptable treatment by supervisor. 24 30 18 22.5 20 25 18 22.5 24 30 80 100

6 Lack of clear cut responsibility and instruction. 4 5 22 27.5 14 17.5 26 32.5 14 17.5 80 100

87

It is observed from the table number 4.5.2. that absence of harmonious

relationship as a constraints is found to be at moderate level which is viewed by

majority of the respondents to the extent of 35% followed by lack of provision of reward

for good work are also at moderate level as expressed by 47% of samples respondents.

Lack of decentralization of power as a constraint is at a lower level which is subscribed

by 37.5% of the respondents and also lack of clear cut responsibility and instruction and

also at same low level which is again expressed 32.5% respondents. It indicates that

there is relatively better atmosphere with proper power decentralization as well as a

clear cut responsibility and instruction, where the functionaries love to work.

Infrastructural constraints

Similarly under infrastructural constraints issue like transport facilities, modern

scientific equipment, availability of input, staff quarter, office room as components of

infrastructural support are found to be major constraints in certain situation as well as at

a particular point. The information relating to micro level study with regard to

infrastructural constraints are presented in the table no. 4.5.3.

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Table No-4.5.3 Infrastructural constraints

Category/ type of constraints Extreme High Moderate Low Not at all Total

Infrastructural constraints F % F % F % F % F % F %

1 Lack of transport facilities 8 10 16 20 36 45 10 12.5 10 12.5 80 100

2 Insufficient of modern scientific

equipment

10 12.

5

16 20 28 35 20 25 6 7.5 80 100

3 Insufficient of input (pesticide,

insecticide, seed and fertilizer) at

the necessary time.

4 5 14 17.5 40 50 16 20 6 7.5 80 100

4 Lack of staff quarter 40 50 26 32.5 8 10 4 5 2 2.5 80 100

5 Lack of office room 6 7.5 36 45 34 42.5 4 5 6 7.5 80 100

6 Bad condition of office 6 7.5 36 45 34 42.5 4 5 6 7.5 80 100

89

It is revealed from the table no. 4.5.3 that lack of staff quarter and bad condition

of office as well as insufficient office room together considered as constraints which is

at extreme and high level respectively. However lack of transport facilities, insufficient

modern scientific equipment and availability of input in proper time as well as in proper

quantity are all found to be viewed as constraints at moderate level by majority of the

sample respondents in study area. The reason attributed for insufficient staff quarter is a

major problem for the staff working in general and agricultural extension service in

particular in remote area like Nuapada due to poor allocation of fund for construction of

staff quarter in the ensuing budget. Similarly construction of office room as well as the

condition of existing office room posed as constraints at higher level as per the

perception of respondents due to insufficient fund provision for the purpose.

Technological constraints

Constraints which are of technological nature, as well as transfer of technology

at time face a number of problems in the field situation. Accordingly issues like lack of

interpersonal relationship with the farmers, lack of involvement of leading farmer for

the purpose of demonstration, lack of recognition of finding, theft of research farm

product, are some of the visible constraints categorised under technological constraints

and the information collected in this regard is reflected in the table no.4.5.4.

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Table No-4.5.4 Technological constraints

Category/ type of constraints Extreme High Moderate Low Not at all Total

Technological constraints F % F % F % F % F % F %

1 Lack of interpersonal

relationship with the

farmer.

2 2.5 6 7.5 16 20 16 20 40 50 80 100

2 Lack of recognition of

finding.

4 5 34 42.5 22 27.5 16 20 4 5 80 100

3 Lack of involving leading

farmers in arranging

demonstration in field.

- - 12 15 26 32.5 10 12.5 32 40 80 100

4 Lack of assessment of

requirement report basing

on needs of farmers.

2 2.5 16 20 22 27.5 28 35 12 15 80 100

5 Lack of maintain dairy of

daily work every day.

10 12.5 6 7.5 14 17.5 12 15 38 47.5 80 100

6 Odd working hour 18 22.5 44 55 6 7.5 8 10 4 5 80 100

7 Theft of research farm

product by local people.

- - 18 22.5 24 30 20 25 18 22.5 80 100

91

It is very much encouraging to observed from the table number 4.5.4. that

interpersonal relation with farmers, involving leading farmers in arranging

demonstration, maintain of dairy of daily work are constraints of very insignificant

nature as expressed by majority of the respondents to the tune of 50 percent, 40 percent

and 47.5 percent respectively. On the other hand working in odd hour is definitely a

visible constraint as expressed by 55 percent of the respondents. The reason may be due

to the very complex nature of work performed by the agricultural extension

functionaries more particularly in interior district without being supervised properly in

regular interval by their immediate superior dilute the very descent manner of working

during routine office hour which consequently compel them to finish the unfinished

work either through official correspondences or through field level activities which is

time consuming for their physical movement from one place to other. Hence odd

working hour in reality is a constraint in the situation.

Communication Constraints

In the information era, a person who is well informed is ahead of others and

who is ill informed is lagging behind others. In this context effective communication is

found to be very important which very often plays a pivotal role in disseminating

appropriate technology to the ultimate users of such technologies. Extension

functionaries as communicator want to communicate right kind of message to the right

audience at the right time for the right purpose over a right channel. At times different

factors posed a barrier or problems in making communication more effective. The

respondents of the study area also experience such type of communication constraints

which is presented in the form of different issues in the table no. 4.5.6.

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Table No- 4.5.6 Communication Constraints

Category/ type of constraints Extreme High Moderate Low Not at all Total

Communication constraints F % F % F % F % F % F %

1 Inadequate internet facility. 36 45 12 15 14 17.5 8 10 10 12.5 80 100

2 Lack of communication

with the local official of

commercial banks and co-

operatives.

10 12.5 20 25 32 40 10 12.5 8 10 80 100

3 Lack of good relationship

with seed corporation and

seed producer and fertiliser

dealer.

12 15 6 7.5 28 35 14 17.5 20 25 80 100

4 Lack of arranging field visit

of Agricultural scientists to

disease affected area.

24 30 20 25 18 22.5 12 15 6 7.5 80 100

5 Suppression of facts. 2 2.5 16 20 14 17.5 22 27.5 26 32.5 80 100

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From the table number 4.5.6 it is informed that inadequate internet facilities and

lack of arrangement of field visit to agricultural scientists to disease affected area are

experienced to be at extreme level by 45% and 35% of the respondents respectively.

Similarly lack of communication with local official of commercial bank and co-

operative society and good relationship with seed corporation, seed producers and

fertilizer dealers are found to be at moderate level of constraints as expressed by 40% &

30% of respondents. The very interesting information as revealed from the above table

is that majority of respondents to the tune of 32.6% don‟t experience the situation of

suppression of fact as a constraints. The reason attributed for such an inadequacy in the

context of effective communication may be due to insufficient funds for making visit of

scientists from headquarter to affected area as well as absence of internet service

provider to facilitate the system to the utmost satisfaction level of extension

functionaries of the said area.

Extension activity constraints

No matter how well an extension programme is thought through, no matter how

well infrastructural support is ensured, no matter what supportive the existing extension

policy is, they are of no use unless the very specific extension activity in different front

is taken in real sense at the ground level. It is again easiest to said than done in the

context of activities in the form of standardised action. The difficulty arises due to

certain type of constraints which crippled extension functionaries to discharge their

duties and responsibility with utmost sincerity and effectiveness. Some of those

constraints related to extension activity are presented as follows in the table number

4.5.7.

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Table No-4.5.7 Constraints related to extension activity

Category/ type of constraints Extreme

High Moderate Low Not at all Total

Constraints related to extension

activity

F % F % F % F % F % F %

1 Lack of opportunities for obtaining training

- - 44 55 16 20 16 20 4 5 80 100

2 Lack of scope for participating in

krishi mela.

2

4

30 24 30 12 15 14 17.5 6 7.5 80 100

3 Constraints in demonstration in farmers field

6 7.5 10 12.5 24 30 20 25 20 25 80 100

4 Lack of access to radio talk or

T.V. talks (related to farmers programmes)

3

2

40 10 12.5 18 22.5 12 15 8 10 80 100

5 Constraints in organizing farmers

training programmes.

1

4

17.

5

22 27.5 16 20 14 17.5 14 17.5 80 100

6 Lack of helping local authority in epidemic control programme.

4 5 18 22.5 28 35 12 15 18 22.5 80 100

7 Lack of motivating local youth to

make use of Govt. Projects reports / policies.

4 5 20 25 14 17.5 26 32.5 16 20 80 100

8 Lack of sending leading farmers to krishi melas organised in

district or state level for participating and observing.

4 5 8 10 14 17.5 22 27.5 32 40 80 100

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Lack of access to radio station and T.V. station is posed as constraints existing at

extreme level as expressed by majority of respondents to the extent of 40 percent .This

may be due to the positional disadvantages of the study area where both T.V and radio

station are not functioning and are functioning at far away places and further there is

always a rush of the resources person on those station compelling AIR and Doordarshan

programme executives at times to ignore the problems as well as solution given by the

experts for its incorporation in their broadcasting / telecasting exercise of agricultural

programmes. Participation in Krishi mela, opportunity for need based training are found

to be at higher level of constraints which are not definitely very much encouraging to be

noticed. However the respondents experienced constraints with regard to motivating

local youth and sending farmers to Krishi mela are at low level and definitely not a good

sign of agricultural growth, development and prosperity. As like other area, youth

started developing a negative attitude towards farming and farming enterprises and

consequently the nuance of farming is lost at the country site.

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SUMMARY AND CONCLUSION

5.1: Summary

Being an important sector of the Indian economy agriculture which is accounting

for 14% of nation GDP, accelerating growth of agriculture production is therefore

necessary not only to achieve an overall GDP target of 8% during the 12 th plan and meet

the rising demand for food but also to increased income of those dependent on

agriculture.

In this context extension which is a function of providing need- and demand-

based knowledge and skills to rural men, women and youth in a non formal,

participatory manner, with the objective of improving their quality of life has become

imperative in the present time.

Agricultural extension has often been conceptualised as an educational process

which promote learning. It uses the combined finding of biological science and the

principles of social science to bring about the changes in knowledge, skills, attitude and

practices in an out of school setting as stated by Illevbaoje in the year 2004.

The dissemination of useful and practical information relating to agriculture

including improved seeds, fertilisers, implements, pesticides, improved cultural

practices, dairying, poultry, nutrition and the practical application of useful knowledge

in farm and home with an ultimate aim to improved all aspects of the life of the rural

people within the framework of the national, economic, social, policies involving the

population as a whole.

In order to meet the aim of Agricultural Extension, Agricultural Extension

Functionaries are needed. These Agricultural Extension Functionaries are the main

people who are responsible for transfer of technology in proper format. Today

understanding of extension goes beyond technology transfer to facilitation, beyond

training to learning and includes helping farmers in group dealing with marketing issues,

and partner with a broad range of service provider and other agency.

Agricultural Extension services, which are rendered by public and private sector,

NGOs, research and academic institution and also the farmers, are the main forces in the

process of technology transfer.

97

The extension functionaries of the above mention sector to work effectively and

efficiently, job satisfaction of functionaries is of paramount importance. Job satisfaction

of functionary or an employee in organisation is an important indicator of the health of

the organisation and also viewed as psychological aspect of functionaries which requires

interacting with co-workers and bosses following organisational rule and policies,

meeting performance standard, living with working condition that are often less than

ideal. Hence it is in this context and background a research work was undertaken entitle

“A study on the level of job satisfaction of agriculture extension functionaries of

Nuapada district in Odisha” with the following objectives.

5.1.1: Research objectives

1: To Study the profile of agricultural extension functionaries of the study area.

2: To Study on the job perception and job expectation of respondents in their

respective organization in the study area.

3: To study the level of job satisfaction of respondents functionaries of the study

organization.

4: To study the relationship of some selected socio-economic variables with

various dimension of job.

5: To study the job related constraints as perceived by the agricultural extension

functionaries in Nuapada district of Odisha.

The sample for the study was selected purposively at the level of district and

block whereas attempt was taken for complete enumeration of the population of 108

numbers of Agricultural Extension Functionaries working in all the 5 blocks of the

district under Department of Agriculture, Government of Odisha purposively ignoring

functionaries of other sector like NGOs, corporate house, input agency and other field

like horticulture, fisheries, dairy and soil conservation. The schedule developed for the

interviewing the prospective candidates after making pilot study in the proposed area

and also duly pretested before its final modification and it‟s use for the purpose. Both

parametric and non-parametric statistics were used for statistical analysis like frequency,

mean, standard deviation, correlation coefficient as well as t-test for the purpose. After

proper analysis the data were interpreted in its appropriate perspective and the results so

obtained are discussed with the help of tables, figures as the case may be for drawing

98

right conclusion: The finding of the study as per the objective are summarised and given

below.

5.1.2: Key research findings

5.1.2.1: Profile of agricultural extension functionaries

1. Majority of the respondents functionaries to the tune of 47.5% are in the age

group of 50-60 years.

2. Majority of the respondents having educational qualification up to 12th

standard which are to the extent 57.5% of the total respondents selected an

interview for study.

3. Equal extent of Schedule Tribe and General caste i.e. 28.75% each are

composed on the basis of caste of the sample respondents.

4. Majority to the tune of 80% of the respondents are married and 20% are

unmarried without any representation of the divorce and widowed category.

5. Interestingly about 55% of respondents are living in joint family system.

6. Majority of the respondents to the extent of 50% have medium size family

i.e. 6-10 members.

7. Again a quite large chunk of the respondents i.e. of 76.25% have their family

origin in rural area.

8. About 85% of respondents owned four wheeler/ bike/ scooter/moped.

9. To the extent of 42.5% of respondents are having more than 30 and up to 40

years of job experience in their respective fields.

10. About 41.25% of functionaries do have monthly salary more than 30,000

rupees.

11. Very negligible extents i.e. 3.8% of respondents are living in Government

quarter whereas the tune of 71.2% lives in rented house in their respective

headquarter.

5.1.2.2: Job perception and job expectation of respondents.

1. The perception of the respondents about different aspects of their present job like

proper recognition, supervision and guidance, training, linkage, technology, job

security, working condition, field duty and field autonomy are at medium level.

99

2. Expectation for proper recognition, supervision and guidance, training, linkage,

technology, job security, working condition, field duty and job autonomy from

their respective present job are also at medium level in the study area.

5.1.2.3: Level of job satisfaction of respondents functionaries.

Satisfaction in the present job from technological, administrative, service and

supply, monthly salary of the respondents are again in the medium level with regard to

respective job satisfaction.

5.1.2.4: Relationship of socio-economic variable with job perception, job

expectation and job satisfaction.

1. It is revealed that age of the respondents is negatively correlated with job

satisfaction of those respondents at 5% level of significance.

2. Education as an economic variable is positively correlated with job perception

and job satisfaction level of respondents.

3. Transportation to your work place as an independent variable is negatively

correlated with job perception and job expectation of respondents in the study

area.

4. Experience is an independent variable is negatively all the three dependents

variables like job perception, job expectation and job satisfaction at 5% level of

probability.

5. However salary is also found to positively as an independent economic variable

of the respondents with the dependent variables i.e. job perception, job

expectation and job satisfaction level of respondents.

6. However variables like caste, marital status, family type, family size, family

background and accommodation don‟t have any significant relationship with the

dependent variables like job perception, job expectation and job satisfaction of

agricultural extension functionaries in Nuapada district of Odisha.

5.1.2.5: Perceived constraints of agriculture extension functionaries in the

respective organization.

1. Administrative constraints as perceived by majority of the respondents i.e.

77.5% are at medium level.

100

a) Absence of harmonious relationship which is experienced by majority of

the respondents i.e. 35% is at medium level.

b) Lack of provision of reward for good work , lack of decentralization of

power is at moderate and lower level respectively which are experienced

by 47%, 37.5% respondents respectively.

2. About 77.5% respondents experienced medium level of infrastructural

constraints.

a) Lack of staff quarters is experienced as extreme level of infrastructural

constraint.

b) Bad condition of office and insufficient office room are considered as

constraints which are at high level as experienced by respondents.

c) Constraints relating to transport facilities, insufficient modern scientific

equipments and input availability of proper time in quantity are no doubt

some of the other infrastructural constraints but found to be at moderate

level as experienced by respondents functionaries.

3. Technological constraints is also found to be at medium level in case of majority

of the sample respondents i.e. 67.5% of Agricultural Extension Functionaries

working in Nuapada district of Odisha are concerned.

a) Working in odd hour is a visible constraint in the context of technology

transfer activities as expected by 55% of the respondents.

b) Interpersonal relationship with farmers involving leading farmers in

arranging demonstration and maintaining diary of daily work considered

as insignificant by majority of the sample respondents i.e. to the extent of

50%.

4. Communication constraints as well as constraints related to extension activity

found to be at medium level as per the experienced of majority of the

respondents i.e. 75% and 72.5% respectively.

a) Inadequate internet facilities and lack of visit of specialist to disease

affected areas are experienced to be at extreme level by 45% and 35% of

respondents respectively.

b) Inaccessibility of Agricultural Extension Functionaries of the study area

to radio station and TV station is found to be at extreme level as

experienced with 40% of the sample respondents selected for the study.

101

c) Demotivated of local youth towards farming though at low level is no

doubt a constraint as experienced by the extension functionaries in the

context of their respective extension activity.

5.2: Conclusion

District Nuapada which was once upon a time a part of undivided KBK

(Kalahandi, Balangir, Koraput) district of the state brought the attention of

planners, policy maker, development functionaries and other sectors like NGOs,

corporate house and business sector who are directly or indirectly involved as

stakeholder in all the plans and programmes directed towards growth and

development in agriculture and allied fields of the state are concerned and the

very consequently welfare of the people living in rural areas of the state. Thus,

the findings of this novel study which revealed out many interesting facts and

figures in depicting the ground reality of the state agricultural scenario more

particularly the Complex, Diverse, Risk prone area which is quite different from

the well endowed area like coastal belts/ coastal districts of the state where

farmers are very much assured with regard to irrigation, input supply,

technologies and finance for carrying out agricultural activities in a more

scientific and sophisticated manner with a business mind to make marketable

surplus through enhancement of production and productivity activities in their

specific agro ecological situation. In this context the Krishi Vigyan Kendras

(KVKs) which is the only extension outfit of State Agriculture University

(SAUs) and at the same time responsible for the entire districts has to be careful

and conscious enough without leaving any stone unturned in fulfilling the

fourfold mandates of kendras while discharging its duties and responsibilities,

through its dedicated, sincere, knowledgeable and skill full functionaries

working at different level of organisational hierarchy of the centre while

complementing and supplementing and finally reinforcing the mega extension

network system of the state, the public extension system. Everything is possible

when the staff of KVKs are satisfied very much with different aspects of their

job, working environment, organisational set up, and support from sister

organisation and institution both in private and public sector at national and state

level for undertaking need based, problem oriented extension activities hovering

around appropriate technology for the purpose.

102

Knowing the perception about and expectation from the job of different

cadres of extension functionaries working in Nuapada district followed by the

information about the level of their job satisfaction will, no doubt, be helpful in

conceptualizing suitable strategic intervention for multiplication, amplification,

glorification and beautification of agricultural extension functionaries efforts in

the unfrequented inaccessible, inapproachable and unreachable client system of

the state.

103

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INTERVIEW SCHEDULE

Objective-I

To Study the profile of the respondents of agricultural extension functionaries of the

study area.

Socio-economic profile of respondents

1. Name of Respondent: _____________________________________________

2. Designation: _________________________________________

3. Place of work: Block: _______________ GPs _______________

4. Age : 1) Between 20 & 30 2) Between 30 & 50 3) Between 50 & 60

5. Educational qualification:

1) Secondary (10th standard) 2) 12th standard

3) Graduation 4) Agriculture graduate

5) Post Graduation and above

6. Caste:

1) Scheduled caste 3) other backward caste

2) Scheduled tribe 4) General caste

7. Marital status:

1) Married 2) Unmarried 3)Divorced 4) Widowed 8. Family type

a. Single b. Joint

9. Family size i.e. total members of the family (please give the exact number)

10. Family Background:

1) Rural 2) Semi urban 3) Urban

11. Mode of transport to your work place {Please give a tick mark in the appropriate

box}

1 By walking

2 Bicycle

115

3 Own four wheeler/Bike/Scooter/Moped

4 Private transport

12. Job experience (in years)

a) Total number of years completed in the present job: _______________

13. Salary (Total emoluments/ month). Please give a tick mark (√) in the appropriate

box

a Less than Rs. 10,000

b Rs.10,000- Rs.20,000

c Rs. 20,000- Rs. 30,000

d More than Rs. 30,000

13. Accommodation (Please give a tick mark (√) in the appropriate box)

A Rental

B Government quarter

C Own house/ flat

Objective-II

To Study on the job perception and job expectation of respondents in their respective

organization in the study area.

Job perception

Please rate the following items on a three point continuum

Statement Essentially required

Required Not Required

Recognition

Recognition given to your work by people of your area.

Recognition from your superior officer for good work done.

Recognition you are getting from your colleagues.

Recognition you are getting from your family member.

Recognition of your role as extension personnel.

Supervision and guidance

Guidance and supervision of superior on technical

matter.

Delegation of responsibility by the supervisor to improve your work efficiency.

Supervising to ascertain that farmers are receiving

appropriate technical recommendation and aware of the

116

impact point.

Supervising to ascertain that AA‟S/AO/VAW regularly visited the farmers field.

Supervising to ensure that whether farmers are adopting

recommendation.

Supervising to see that contact farmers have been selected as per guideline .

Superior readiness to solve the grievance of

subordinates.

Training

Training the AAO/AO/VAW in building of their professional competence.

Training the Extension personnel in the selection and

use of teaching aids and preparation of simple teaching material, using locally available material for use in their

work.

Training the extension personnel to reach different target groups.

Linkage established

Providing information on input supply and demand and

market condition.

Supply of input at needy time of farmers.

Information the source of input availability and market facilities to extension personnel and farmers.

Developing good relationship with seed corporation and

seed producer.

Having good contact with distributor of fertiliser , pesticide , insecticide and other input.

Good relationship with local official of commercial banks and co-operatives.

Arrangement of credit to the farmers.

Technology

Organise field day in field of leading farmer for important practices.

Arrangement of demonstration in the farmers field.

Monitoring over occurrence of pest and disease.

Consult superior to check the spread of pest and disease.

Training the extension personnel in providing suitable

advice to farmers regarding application of fertilizer and use of soil amendments.

Job security

The performance will be assessed objectively before

taking any serious actions.

Guidance will be given to improve the job.

Working condition

Provision of separate chair, table with almerah in office.

Provision of quarters.

Opportunities provided to utilize personal skills.

Opportunity to work with the team spirit.

Field duty

117

Collection of information like total area, irrigated area etc.

Identification of key problem of working area.

Fixing a particular day for particular group of farmers in

tour programme.

Discussion with the farmers about problem encountered them during visit.

Ensuring crop cutting experiment or other experiment

entrusted to AAO by the department is conducted as per procedure.

Job autonomy

Freedom of work.

Participation in decision making.

Freedom from external pressure.

Freedom from risk.

Scope to show merit and excellence.

Job expectation

Please rate the following items on a three point continuum

Statement Strongly agree

agree Disagree

Recognition

Recognition given to your work by people of your area.

Recognition from your superior officer for good work

done.

Recognition you are getting from your colleagues.

Recognition of your role as extension personnel.

Supervision and guidance

Guidance and supervision of superior on technical matter.

Delegation of responsibility by the supervisor to

improve your work efficiency.

Supervising to ascertain that farmers are receiving appropriate technical recommendation and aware of the

impact point.

Supervising to ascertain that AA‟S/AO/VAW regularly visited the farmers field.

Supervising to ensure that whether farmers are adopting

recommendation.

Supervising to see that contact farmers have been selected as per guideline.

Superior readiness to solve the grievance of

subordinates.

Training

Training the AAO/AO/VAW in building of their professional competence.

Training the Extension personnel in the selection and

use of teaching aids and preparation of simple teaching

118

material, using locally available material for use in their work.

Training the extension personnel to reach different

target groups.

Linkage established

Providing information on input supply and demand and market condition.

Supply of input at needy time of farmers.

Information the source of input availability and market

facilities to extension personnel and farmers.

Developing good relationship with seed corporation and seed producer.

Having good contact with distributor of fertiliser ,

pesticide , insecticide and other input.

Good relationship with local official of commercial banks and co-operatives.

Arrangement of credit to the farmers.

Technology

Organise field day in field of leading farmer for

important practices.

Arrangement of demonstration in the farmers field.

Monitoring over occurrence of pest and disease.

Consult superior to check the spread of pest and disease.

Training the extension personnel in providing suitable advice to farmers regarding application of fertilizer and

use of soil amendments.

Job security

The performance will be assessed objectively before taking any serious actions.

Guidance will be given to improve the job.

Working condition

Provision of separate chair, table with almerah in office.

Provision of quarters.

Opportunities provided to utilize personal skills.

Opportunity to work with the team spirit.

Field duty

Collection of information like total area, irrigated area etc.

Identification of key problem of working area.

Fixing a particular day for particular group of farmers in

tour programme.

Discussion with the farmers about problem encountered them during visit.

Ensuring crop cutting experiment or other experiment

entrusted to AAO by the department is conducted as per procedure.

Sending soil sample to the lab and provide

recommendation to the farmer as per soil test result.

Job autonomy

Freedom of work.

119

Participation in decision making.

Freedom from external pressure.

Freedom from risk.

Scope to show merit and excellence.

Objective-III

To study the level of job satisfaction of respondents functionaries of the study

organization.

Now read these statements and give tick mark (√) in the appropriate box in relation to

each statement by using following score to indicate how much you satisfy or dissatisfy

with each statement.

VMS=Very much satisfied, S=satisfied, PS= Partially satisfied, DS=Dissatisfied,

VMDS=Very much Dissatisfied

1. JOB SATISFACTION

Statements VMS S PS DS VMDS

Technological

Arrangement of demonstration

Systematic training

Exposure visit

Training

Administrative

Employee promotional decision are handled

fairly.

Organization provides fringe benefits.

Sensible organizational rule and regulation ,procedures and policies

Good relationship among the staff of the

organization.

Co-ordination among different department.

Service and supply

Supply of input

Arrangement of input

Availability of teaching aids

Arrangement of credit to the farmers.

Post harvest management of their product.

With the relation you have with your co-worker

With the relation you have with your superior.

With the work you are doing as a AAO/AO/VAW.

2.PAY SATISFACTION

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Now read these statements and give tick mark (√) in the appropriate box in relation to

each statement by using following score to indicate how much you agree or disagree

with each statement.

SA= Strongly agree, A= Agree,UD= Undecide, DA=Disagree, SDA=Strongly disagree

Sl.

No.

Statements SA A UD DA SDA

1 Like the present system of promotion

2 Considering my skill, efforts

and qualification I am satisfied with my pay.

3 For the Same level of job in other Govt. department people

receive more pay.

4 I am happy with the amount of money make here.

5 I do not get sufficient pay in

comparison to my skill and qualification.

6 Private companies and other

corporation pay better then my present employer.

7 Considering my actual work and effort my pay is fair.

8 Whether I work or not, I receive my pay regularly without problem.

9 I am satisfied with my total pay.

Objective-V

Job related constraints as perceived by the agricultural extension functionaries in

Nuapada district of Odisha.

Please mention the constraints you faced and magnitude on the basis of five point

continuum starting from not at all to high. Please give the tick mark (√) to the

appropriate box on the basic score as stated below.

Extreme : 5 ,High : 4 , Moderate: 3 , Low :2 , Not at all : 1

Category / type of constraints extreme high

moderate low Not at all

A. Administrative / managerial constraints

I Absence of harmonious (ill feeling)

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relationship among the staff of the organization.

II Lack of provision of punishment

III Lack of provision of reward for good

work

IV Lack of decentralization of power

V Unacceptable treatment by

supervisor

VI Lack of clear cut responsibility and instruction

VII Lack of co-ordination among

different departments

Category / type of constraints extreme high Moderate Low Not at all

B. Infrastructural constraints

I Lack of transport facilities

II Insufficient of modern scientific equipment

III Insufficient of input (pesticide,

seed, insecticide and fertilizer) at the necessary time.

IV Lack of staff quarter

V Lack of office room

VI Bad condition of the office

VII Lack of proper information

system

Category / type of constraints extreme high Moderate Low Not at

all

C. Technological constraints

I Lack of interpersonal relationship

with the farmers.

II Lack of recognition of finding

III Inadequate field and farmer problem oriented research

IV Lack of assessment of requirement report basing on

needs of farmers.

V Lack of maintain diary of daily work every day.

VI Odd working hour

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VII Theft of research farm product by local people.

D. Communication constraints:

I Inadequate internet facility extreme high Moderate Low Not at all

II Lack of communication with the

local official of commercial banks and co-operatives.

III Lack of good relationship with

seed corporation and seed producer and fertiliser dealer.

IV Lack of arranging field visit of Agricultural scientists to disease

affected area.

V Suppression of facts.

Category / type of constraints extreme high Moderate Low Not

at all

E. Constraints related to extension activity

I Lack of opportunities for obtaining training

II Lack of scope for participating in krishi mela.

III Constraints in demonstration in farmers field

IV Lack of access to radio talk or T.V.

talks (related to farmers programmes)

V Constraints in organizing farmers

training programmes.

VI Lack of helping local authority in epidemic control programme.

VII Lack of motivating local youth to

make use of Govt. Projects reports / policies.

VIII Lack of sending leading farmers to

krishi melas organised in district or state level for participating and observing.