development and validation of e-content in …j.j.college of arts & science j.j.nagar, sivapuram,...

SELP Journal of Social Science

Vol. VII, Issue . 27 ISSN : 0975-9999 (P), 2349-1655 (O)

January - March 20161

DEVELOPMENT AND VALIDATION OF e-CONTENTIN TEACHING CHEMISTRY AT HIGHER SECONDARY LEVEL

Anees Rahman.PPh.D Scholar, M.S.Uninversity,Tirunelveli

Dr. K. JayaramanAssistant Professor

Dept. of Educational TechnologyBharathidasan University, Tiruchirappalli-23

ABSTRACT

The present study is an experimental one which has been tried to find out the effectiveness of e-content in teaching chemistry at higher secondary level. The traditional lecture method andthe black board were not interesting. The traditional lecture method makes less effective forthe learning of the students. New technologies are coming the field of education which promisesto change the process of teaching and learning. The e-content have become more effective inthe class room teaching to engage the students throughout the period and make their learningeasily. The investigator constructed and validated e-content in teaching chemistry at highersecondary level. The investigator finds out whether there exists a significant difference betweenthe lecture method of teaching and the teaching through e-content in chemistry to the highersecondary students in Malappuram district of Kerala state. The data collected from highersecondary students were analyzed by using mean, standard deviation, t-test. The results of thepresent study revealed that the performance of teaching through e-content is better than thetraditional method of teaching in achievement.

Keywords: Education, Higher Education, Information Technology, e-learning, corporate training.

Available online @ www.selptrust.orgSELP Journal of Social Science

ISSN : 0975-9999 (P) 2349-1655 (O)Research Impact Factor : 1.056

Vol. VII, Issue. 27January - March 2016

IntroductionEducation is a planned development

process. It aims at the development of individualas well as the Nation. As such the innatepotentialities of every child have to be developedto its optimum level for a better life of his ownand for a better future of Nation. The primaryaim of higher education in today’s informationtechnology enabled class room is to make studentsmore active in learning process. e-Learning has

been heralded as a transforming influence oneducation and corporate training. The multidimensional growth of science and technologynecessitates the need for global reach ofinformation and transfer of knowledge at theshortest period of time. e-learning applicationsand processes include web-based learning,computer-based learning, virtual classrooms anddigital collaboration content is delivered via theInternet, Internet/extranet, audio (or) video tape,satellite TV and CD-Rom.

http://www.selptrust.org




“e-content is digital informationdelivered over network based electronic devicesi.e., symbols that can be utilized and interpretedby human actors during communicationprocesses, which allow them to share visionsand influence each other’s knowledge, attitudeor behavior”

e-learning also offers individualizedinstruction, which print media cannot provideand can target specific needs. E-learning isinclusive of a maximum number of participantswith a maximum range of learning styles,preferences and needs. Hence, keeping all thesein views the investigator attempted an experimentto develop an e-content in teaching Chemistryfor Higher secondary studentsObjectives of the Study1. To develop an e-content package in teaching

chemistry at Higher secondary level2. To validate an e-content package in teaching

chemistry at Higher secondary level3. To study the effectiveness of e-content in

teaching chemistry at Higher secondary level

4. To compare the effectiveness of e-contentin teaching chemistry at Higher secondarylevel

MethodologyIn the present study, the experimental

method is employed. Experimentation is the namegiven to the type of educational Research inwhich the investigator controls and manipulatesthe experiment. The present study used pre test-post test- two group experimental designs, thestudents of control group were taught bytraditional lecture method and the students ofexperimental group were taught through e-content.Sample

The present study was conducted among60 students studied at two higher secondaryschools in Malappuram district of kerala state.In each set of thirty students from JamiaNadwiyya Residential Higher secondary school,Edavanna and Government Seethihaji Highersecondary school, Edavanna respectively. Theformer school students are placed in experimentalgroup and later one in control group.

ToolsThe following tools were used in the present study

TOOL;A Achievement test structured and validated by the investigator TOOL;B Wichita Learning styles inventory structured and validated by Joy Reid (1984) TOOL;C Computer Anxiety Rating Scale (CARS) developed and validated by

Heinssen.Ir.R.,Glass.C and Knight.L (1987) TOOL;D Motivation scale for self Instructional scores developed and validated by the

Investigator Statistical Techniques

The following are the statistical procedurefollowed in the analysis of the present study:1. Descriptive statistics were used to describe

the sample with reference to the variablestaken for the study.

2. The differential analyses taken were doneusing ‘t’ test and One Way ANOVA.

3. The interaction effect and influence weredetermined by using Two Way, Three WayANOVA and ANCOVA

4. The significant predictors are determined bythe simple linear regression analysis.

Hypotheses of the StudyHypothesis-1

There is no significant difference betweenin the mean score of control group and




experimental group in the overall post test inchemistry.Hypothesis-2

There is no significant difference betweenin the mean scores of control group andexperimental group in unit wise post tests inchemistry.

Table-1The Mean, SD and ‘t’ value of Control group and Experimental group in terms of overall post test

Hypothesis-3There is no significant difference between

in the mean scores of control group andexperimental group in the learning componentwise post tests.

Group N Mean SD ‘t’ Sig. Control Group 30 37.166 2.364 Experimental Group 30 53.033 4.612

16.766

sig

Table-2The Mean, SD and‘t’ value of Control group and Experimental group in terms of

unit wise post test in chemistry.Unit Group N Mean SD ‘t’ Sig.

Control Group 30 17.066 2.970 Unit-1 Experimental Group 30 22.23 2.160

7.705 Sig

Control Group 30 12.100 2.440 Unit-2 Experimental Group 30 18.500 1.795

11.570 Sig

Table-3The Mean, SD and‘t’ value of Control group and Experimental group

In terms of learning component wise post testsComponent Group N Mean SD ‘t’ Sig.

Control Group 30 16.966 1.607 Knowledge Experimental Group 30 23.966 2.075

14.602

Sig

Control Group 30 10.700 1.393 Understanding Experimental Group 30 14.966 1.586

11.069

Sig

Control Group 30 9.000 1.929 Application Experimental Group 30 13.200 1.494

9.424

Sig

Data AnalysisFrom the table-1,2 &3 the obtained’t’

values are more than the critical value at bothlevels of significance (0.05 &0.01level), andhence, the null hypothesis are rejected. It isinterpreted here that the experimental groupperformed better than the control group in theoverall post tests in chemistry.

Educational Implications AndRecomendationsThe following are the implications of the study1. The research findings proved that Chemistry

can be taught effectively and interestinglyat higher secondary level through thismethod.




2. This new technique helps the students tolearn a number of concepts on their ownwishes.

3. It is the responsibility of the teacher tostimulate the students to actively participatein the teaching learning process.

4. The teacher should make use of appropriateteaching aids because of audio-visualrepresentations will maintain the liveliness oflearning activity besides offering anexperience to students.

5. The teacher must provide a lot of experience,this will help the students to recognizeimportant features and form concepts easily.

Conclusione-Content package presentation method

made the higher secondary students to developinterest in their teaching learning activities. It isevident that the method under study is of muchhelp to the higher secondary students forstudying chemistry effectively with adequateknowledge and purposefully. It brings positiveresults if applied in the teaching-learning processof other subjects.

(A referred Bi Annual International Research Journal of Multidisciplinary)ISSN : 2250-1940 (Print), 2349 - 1647 (Online) Impact Factor : GIF - 0.389 ; RIF : 0.920

Articles are invited from the academician, research scholars and subject experts for thenext issue of the Research Explorer (Jan – June 2016) which will be published in the month ofApril 2016.

Research Explorer is an official publication of the SELP Trust. It features the originalresearch in all branches of Commerce, Business Management and other cognate branched ofsufficient relevance, the manuscripts should be submitted through mail to the Managing Editorto [email protected].

To facilitate an editorial decision on the acceptability, or otherwise, of their manuscript,and to spend-up subsequent publication, authors are strongly advised to consult the format ofpapers in a recent issue of Research Explorer.

Review / Strategy / Case Study etc should be comprehensive, up-to-date and criticalon a recent topic of importance. The maximum page limit is of 10 double spaced typed pagesincluding tables and figures.

At the bottom of first page, Postal address of the corresponding author and co-author(s),and also Departmental address with designation, Tel. No. Fax No. and E-mail ID etc., mustbe specified.

mailto:[email protected].







JOB SATISFACTION AMONG THE FACULTY MEMBERS OF ARTS &SCIENCE COLLEGES IN PUDUKKOTTAI DISTRICT, TAMIL NADU

P. John VictorPh.D., Research Scholar

Dr. S. Kavitha Ph.D., Research Guide & Supervisor

J.J.College of Arts & ScienceJ.J.Nagar, Sivapuram, Pudukkottai – 622 422.

ABSTRACT

Job Satisfaction is main and important issues that results in good output or bad turnover. Thisresearch is to investigate about the Job Satisfaction among the Faculty Members of Arts &Science Colleges in Pudukkottai District, Tamil Nadu. The main aim of the researcher is toevaluate how the factors of Job Satisfaction influence among the Faculty members. The factorsof job satisfaction may influence differently from person to person, gender to gender, age to ageand experience to experience. In this research, 150 Faculty Members from Arts & ScienceColleges in Pudukkottai District, Tamil Nadu were selected and examined. The researcherprepared a questionnaire with the help of previous research for getting necessary data. Thecollected data were analyzed by using Chi-square test and simple percentage method.

Keywords: Job Satisfaction, Arts & Science College, Pay, Working Condition, InterpersonalRelationship. Professional Development.

Introduction:Job satisfaction is a positive feeling of

the employees who learn to work with positiveattitudes. Job satisfaction may or may not be thepositive feelings of the employees. It can not fulfillall his/her expectations. Hence the job satisfactioncan not be seen but only can experience it. Itvaries from employee to employee, from field tofield and depends on the nature of the work. Anemployee may be satisfied with the work but maynot be satisfied with the working environment orworking conditions. Other side, an employee maybe satisfied with all the facilities that are provided

by the employer but not satisfied with the allottedwork. This job satisfaction is related to factorslike pay, work itself, promotion opportunities,supervision and interpersonal relationship.Statement of the Problem:

It was the time while the job satisfactionwas not considered as an issue of the employeesin the organization. But very later, themanagements have understood the facts that thejob satisfaction is the only source to get moreproduction, more turnovers and retain theemployees in the industries. So the industriesand companies are offering high salary and all





the basic needs to the staff members. But it isnot the case in the educational field where lakhsof degree holders are coming out with minimumqualification like M.Phil, and B.Ed. So the privateeducational institutions of both school andcollege are utilizing those degree holders forminimum salary and not providing even theminimum basic needs. The main purpose of thestudy is to identify the factors that are influencingthe job satisfaction of the Teaching Faculties whoare working in the College of Arts & Science, inPudukkottai District, Tamil Nadu. There are 2Government College with Autonomous oneamong those two is for women, 11 Selffinancing colleges in which one is Autonomouscollege and two are women college.

Objectives of the Study: To study about faculty members’ job

satisfaction with pay To examine about faculty member job

satisfaction with working conditions To measure the level of job satisfaction with

interpersonal relationship To investigate the level of job satisfaction

with professional developmentResearch Methodology:

The researcher has taken both Primaryand Secondary data. The secondary data fromprevious reports, published and unpublished datawith the help of Internet, Magazines, Journalsand previous study were observed. The primary

Data Analysis And Interpretation:Table-1: Demographic Factors of Respondents

Gender No.of Respondents % of Respondents Male 100 66.67

Female 50 33.33 Total 150 100 Age No. of Respondents % of Respondents < 30 60 40

30 – 40 50 33.33 > 40 40 26.67 Total 150 100

Educational Qualification No. of Respondents % of Respondents M.Phil., 100 66.67

M.Phil.,with SET/NET 30 20 Ph.D., 20 13.33 Total 150 100

Income No. of Respondents % of Respondents BELOW 10,000 50 33.33 10,000 - 15,000 35 23.33 15,000 - 20,000 25 16.67 20,000 - 25,000 25 16.67 ABOVE 25,000 15 10

Total 150 100 Members Depending on Salary No. Of Respondents % of Respondents

2 30 20 3 50 33.33

4 and Above 70 46.67 Total 150 100




data were collected from the Faculty Membersin the Arts & Science Colleges in PudukkottaiDistrict, Tamil Nadu. The researcher collectedrequired data with the help of a questionnaire.The questionnaire contains the personal and otherrelated data as Pay, Working Condition,Interpersonal Relationship, ProfessionalDevelopment. 150 Faculty Members wereselected and examined. The collected data wereanalyzed by using Chi-square test and simplepercentage method.Hypotheses of the Study: There is definite relationship between Gender

and Satisfaction with salary. There is definite relationship between Age

and Satisfaction with Working Conditions.From the above Table, it is identified that

66.67% of the respondents are Male andremaining 33.33% of the respondents are Female.The researcher had chosen 1/3 of total populationfor the data collection.

From the above Table, it is concluded that40% of the respondents are below 30 years of Age,33.33% of the respondents are in the age group of30-40 years and 26.67% of the respondents are inthe age group of above 40 years.

From the above Table, it is indexed that66.67% of the respondents have qualified withM.Phil., degree, 20% of the respondents havequalified with M.Phil., and SET/NET, and theremaining 13.33% of the respondents only havequalified with Ph.D.

From the above Table, it is revealed that33.33% of the respondents are earning belowRs.10,000/- as monthly income, 23,33% of therespondents are earning from Rs.10,000/- toRs. 15,000/- as monthly income, 16.67% of therespondents are earning from Rs. 15,000/- toRs.20,000, another 16.67% of the respondentsare earning from Rs. 20,000/- to Rs.25,000 and10% of the respondents only are earning aboveRs.25,000/- as their monthly income.

From the above Table, it is indicated thatthe salary of the 20% respondents is dependedby 2 members, the salary of the 33.33%respondents is depended by 3 members and thesalary of the 46.67% respondents is dependedby 4 and above members.

The Chart No.2 is showing that 16.67%of the respondents are highly satisfied withworking condition of the concern institution,36.66% of the respondents are satisfied withworking condition, 16.67% of the respondentsreplied no comments, 20% of the respondentsare dissatisfied with working condition and 10%of the respondents are highly dissatisfied withworking condition. It is found that nearly 1/3rdof the respondents are only satisfied withworking condition.Application of Statistical Tool:Table-2: Relationship between Gender and

Satisfaction with Salary:Satisfaction

With Salary / Gender

HS S NC DS HDS Total

Male 8 45 20 15 12 100 Female 7 15 10 5 13 50 Total 15 60 30 20 25 150

Testing Of Hypothesis :H0 : There is no Association between Gender andSatisfaction with Salary.H1 : There is Association between Gender andSatisfaction with Salary.H0 : Oi = Ei and alternate hypothesis is H1 : Oiis not equal to EiO is observed frequencyE is expected frequencyLevel of significance = 0.05Critical Region:If calculated value of Chi-square is less than theCritical/Table value, the null hypothesis is accepted.If calculated value of Chi-square is higher than theCritical/Table value, the null hypothesis is rejected.




Gender Level of Satisfaction O E O - E (O – E)2 (O- E)2/E=X2 HS 8 5 -7 49 3.25 S 45 40 5 25 0.63

Male NC 20 15 5 25 1.67 DS 15 20 -5 5 1.25 HDS 12 10 2 4 0.4 HS 7 10 -3 9 0.9 S 15 10 5 25 2.5

Female NC 10 14 -4 16 1.14 DS 5 8 -3 9 1.13 HDS 13 8 5 25 3.13

Total 150 150 16.00

Table – 2 (A)Application of Chi-Square:

The Degree of Freedom= (r-1) (c-1)= (2-1) (5-1)= (1) (4)= 4The critical value of X2 for 4 degree of freedomat 0.05 levels is = 9.488

TABLE – 3: Relationship between Age and Satisfaction with Working Conditions:

Since the calculated value of Chi-square is 16and it is higher than the critical value ie., 9.488the null hypothesis is rejected.Hence it is concluded that there is definiterelationship between Gender and Satisfactionwith salary.

Satisfaction with Working Conditions / Age HS S NC DS HDS Total

< 30 5 20 8 19 8 60 30 – 40 8 20 10 8 4 50

> 40 12 15 7 3 3 40 Total 25 55 25 30 15 150

Testing of Hypothesis :H0 : There is no Association between Gender andSatisfaction with Salary.H1 : There is Association between Gender andSatisfaction with Salary.H0 : Oi = Ei and alternate hypothesis is H1 : Oiis not equal to EiO is observed frequencyE is expected frequency

Level of significance = 0.05Critical Region:

If calculated value of Chi-square is lessthan the Critical/Table value, the null hypothesisis accepted.

If calculated value of Chi-square ishigher than the Critical/Table value, the nullhypothesis is rejected.




Table – 3 (A)Application of Chi-Square:

Age Satisfaction With Working Conditions O E O-E (O-E)2 (O-E)2/E Highly Satisfied 5 10 -5 25 2.5 Satisfied 20 13 7 49 3.769 Arts No Comments 8 10 -2 4 0.4 Dissatisfied 10 22 -3 9 0.409 Highly Dissatisfied 8 5 3 9 1.8 Highly Satisfied 8 15 -7 49 3.769 Satisfied 20 18 2 4 0.222 Science No Comments 10 5 5 25 5.0 Dissatisfied 8 10 -2 4 0.4 Highly Dissatisfied 4 2 2 4 2.0 Highly Satisfied 12 10 2 4 0.4 Satisfied 15 12 3 9 0.75 Management No Comments 7 5 2 4 0.8 Dissatisfied 3 7 -4 16 2.285 Highly Dissatisfied 3 6 -3 9 1.5 Total 150 150 32.382

The Degree of Freedom= (r-1) (c-1)= (3-1) (5-1)= (2) (4)= 8

The critical value of X2 for 8 degree offreedom at 0.05 levels is = 15.507

Since the calculated value of Chi-squareis 32.382 and it is higher than the critical valueie., 15.507 the null hypothesis is rejected.

Hence it is concluded that there isdefinite relationship between Age and Satisfactionwith Working Conditions.Findings And Suggestion: 66.67% of the respondents are Male and

remaining 33.33% of the respondents areFemale.

40% of the respondents are below 30 yearsof Age. It shows that young people areworking in more numbers. At the same timethe faculty members who are wellexperienced in the same campus must beretained for long period.

66.67% the respondents have completedonly M.Phil., as their maximum qualification.UGC and Govt., may undergo a research tofind the reason why the majority of thepeople working with the minimumqualification.

Among 150 respondents, 33.33% of therespondents are earning below Rs.10,000/-as monthly income which is totallyinsufficient to the present economicalcondition. So the minimum salary policyshould be implemented in the educationalinstitution also.

The salary of the 46.67% respondents isdepended by 4 and above members due tosupport their family.

50% of the respondents are having positivefeelings about their salary but 16.67% of therespondents are highly dissatisfied with thesalary. Institutions should consider everyfaculty members equally and stop thediscrimination in salary.

Nearly 1/3rd of the respondents only are



January - March 20161 0

satisfied with working conditions but 2/3rdare having negative feelings. So the workingconditions like well structured class rooms,staff rooms, laboratory, library and waterfacilities are to be improved.

Nearly 50% of the respondents are havingnegative feelings with interpersonalrelationship. Institutions should createchance to improve the interpersonalrelationship by organising meeting, functionand refreshing programe.b

20%of the total populations are never gettingopportunity for the professionaldevelopment. Professional developmentstrongly will create impact not only to thefaculty members but also to the institutionswhere they are working. So opportunity forthe professional development should be givento all.

Conclusion:Job satisfaction of the Faculty Members

is the basic requirement to offer best servicewith commitment to the students’ community.This job satisfaction is possible only by reasonablesalary, better working conditions, properinterpersonal relationship and opportunity forprofessional development. The faculty memberswho are working in Pudukkottai district areexpecting more salary as they are mostly livingas joint family. This research area is consistedby mostly rural based, agriculture based andpeople with below poverty line. So the UGCand Government must extend the financialassistance and supervise whether thoseinstitution are following all the terms andconditions in this district where the students frompoor economical conditions getting education.Because, when all the facilities are available in

an educational institution, faculty members willwork with dedication and will get job satisfactionand if the faculty members are satisfied thestudents also will be benefited and may enjoy tostudy in the respective institutions.Reference:Prasad L.M., “Organisational Behaviour”, Sultan

Chand & Sons, New Delhi.Dinkar Pagare, “Business Management”, Sultan

Chand & Sons, 2003.R.K.Nair, A.K.Banerjee and B.K.Agarwal”Business

Administration and Management”, PragathiPrakasham Publisher,2001.

Subba Rao R., “Human Resource Management”,Himalaya Publishing House, Mumbai.

P.Saravanavel, “Research Methodology”, KitabMahal Publilshers, Allahabad.

J.Jayasankar, “Principles of Management”,Mrargham Publications, Chennai.

Smith D.K., “Practicing school psychologists: theircharacteristics, activities and populationsserved”, Professional Psychology: Researchand Practice, Vol.15, P 790-810, Year 1984.

Tilak Raj and Lalita, Department of Commerce,M.D.U., Rohtak, “Job Satifaction AmongTeachers of Private and Government School: AComparative Analysis” International Journal ofSocial Science & Interdisciplinary Research(ISSN 2277 3630 IJSSIR), Vol. 2 (9), September –2013.

Paula Jorde-Bloom, “Teacher Job Satisfaction: Aframework for analysis” Early Childhoodresearch, Quarterly, Vol.1, No.2, P.No.167-183,1986.

Mr.S.Sabarinathan and N.Nandha Kumar.Department of management studies, Erode “AStudy On Job Satisfaction Among The CollegeFaculty In Erode” IOSR Journal of Businessand Management (IOSR-JBM) e-ISSN : 2278-487X, p-ISSN : 2319-7668, PP 16-18.







TWO FACETS OF SOFTWARE INDUSTRY

Dr. M.R. LakshiminarayananPrincipal & Associate Professor

PG and Research Department of CommerceDr. R.K. Shanmugam College of Arts and Science

Indili, Kallakurichi – 606 213, Villupuram Dt.

K.S. VenkateswaranPh.D., Commerce (Part-Time Research Scholar)

Part Time-B Category, Bharathiar UniversityCoimbatore – 641 046.

ABSTRACT

The Information Technology (IT) is one of the biggest industry in India. More than 2.5 millionworkers are directly employed in this sector. Software is the foremost role in the Indianeconomy and making progress of our society. More foreign exchange amount have been putto gather from the products. The IT employees get more remuneration in compare with othersectors. Year-by-year new younger generation students are coming from globally in this ITsector. More salary and perks, reputation in the society and settle in their life are advantagesof this field. However, owing to heavy competition and stress, the IT people have suffered a lot.They sacrifice many in their day-to-day life. The right stuff persons only will be survival in thisindustry.

Keywords: Software Industry, Strengths, Weaknesses, Survival, Know-how.

India has foremost in transport, business,entertainment, textiles, nanotechnology,information technology, space and research, bio-technology, Research and Development,banking, insurance, automobiles, etc.,Particularly, IT sectors are leading in India. TheInformation Technology (IT) sector in India isapproximately 2.5 million direct employments.India is now one of the biggest IT capitals ofthe contemporary world and all the major playersin the world IT sector are present in the country.In agreement with the statistics of NISSCOM,147$US billion dollar income earned through the

IT sector on 2015. The IT Industries are highlylocated in Bangalore, Hyderabad, Chennai,Ahmedabad, Pune and Noida in India. TataConsultancy Services, Infosys, Wipro, HCLTechnologies, Tech Mahendra, Oracle FinancialServices Software, Mindtree, Mphasis,Hexaware Technologies, Tata Eluci, Cognizant,.,these are the IT companies leading in IT sectorsin IndiaOther leading IT companies in India:-

Apart from these, the other IT Companiesare 3i infotech, Accel Frontline, Aditi





Technologies, Adrenalin systems, Aftek,Algoworks, Atom Technologies, Birla Spft,Bluestar Infotech, C-DAC, CMC Ltd., ComputerSciences Corporation, Cybage, Cyient, Cynapse,Datamatics Global Services, Eclerx, ExilantTechnologies, First Source, Flytxt MobileSolutions, Fulcrum worldwide, Geometric Ltd.,Godrej InfoTech Ltd., Happiest MindsTechnologies, Harbinger Systems, Honewell,HSBC GLT India, IGate, Impetus Technologies,Indusface, Infinite Computer Solutions, InfoBeans, Intellect Design, ITC Infotech, KPITTechnologies, Larsen & Tourbo Infotech,Mastek, Melstar Information Technology,Microland, Micromax Mobile, Microsoft India(P) Ltd., Mindfire Solutions, Mindteck, MistralSolutions, Mobme, Monsoon Multimedia,Nihilent, NIIT Technologies, Nucleus SoftwareExports Ltd., NVISH, Ocimum Bio Solutions,Persistent Systems, Plivo, Polaris FinancialTechnology Ltd., Pramati Technologies, QuestGlobal, R Systems Ltd., Rediff.com, Roifa IndiaLtd., Samsung India Software Center, SankalpSemiconductor, Sasken, Sonata Software, SPANInfotech (India) pvt Ltd., Sun Tec BusinessSolutions, Tally Sollutions, Tata InteractiveSystems, Tejas Networks, Thirdwave, Thoughworks, Tright Software, UST Global, WakoverWeb Solutions, WWS Global Services, Xansa,Xerox, Zenser Technology, Zotto Corporationsand Zenith Computers organizations are locatedin India.Strengths of IT Industry:-

The healthiness’s of IT Industries are1. Outstanding salary2. Efficacy in the society and3. Settlement in LifeWeaknesses of IT Industry:-

The shortcomings of IT Industries are1. Become greater in IT Professionals2. Get large stress in day-by-day

3. Lay off/Jobless4. International level competitions5. Working hours are long6. Deal with a lot of provoked people7. Torture from the top legitimates8. Enhancement of educational curriculum9. Value in sixtieth of hour10. Technical advancements and innovations

Now, IT has very red letter in India. Apartfrom India, Indian IT professionals have beenworking in the countries in USA, Australia,Russia, Germany, France, Brazil, Poland,Canada, Ukrain, etc., for the reasons that moresalary and other monetary benefits. These arethe reasons of IT professionals are impressed insoftware industries. While comparing to IAS/IPS officers in India some IT softwareprofessionals have earned more salary in thesociety. Now, younger IT experts are earningmore money from the IT companies. However,this department now is slightly making the sceneand deteriorating stage because of moreavailability of IT professionals and less demandin the software market.

5 years back, B.E/B.Tech/ME/M.Techgraduates were working in IT Industries withmore salary. Here and now, a great number ofIT professionals lose their jobs due to ITcompanies’ recent staff recruitment policies.Strengths of IT1. Outstanding salary

While comparing with other industries ITprofessionals’ salary are very high as well asother benefits are so much. More salary is paidto skilled and talented IT software persons bythe IT companies. With the exception salaryother benefits like free quarters, insurance, EPF,tour, other benefits will be allotted by the ITcompanies. He/She has gathered moreexperience and knowledge automatically; theyare promoted as team leaders.




2. Efficacy in the society:More respect for the IT professionals in

the society. On account of good emolument,there is great demand in the wedding market.The parents of the bridegrooms and bride areinterested to marry with the IT professionals.In addition to, at the time of auspices functionor other function, they are treated with esteem.The society gives high respects to them.Particularly, it is noted that there are moredemands for foreign IT professionals.3. Settlement in Life

Other than IT department staff could notget higher salary immediately at the time ofservice period. They are waiting for some years.However, at the age of 22 plus, the InformationTechnology experts are paid good salary fromthe IT companies. They procure car, house,etc., within a short period with the help of cashin hand. Ascribed to IT professionals dominantin Chennai and its surroundings, the land valuehas swelled. In keeping with the statement ofbuilding civil experts, due to more salary for ITprofessionals they invest the money in real estatesand apartment residential plots.Weaknesses of IT:-1. Become greater in IT professionals

At the present time, IT department hasmany challenges and opportunities. Apart fromcomputer science graduates, other departmentpersons enter into this job market. Particularly,Mathematics, Physics, Chemistry, Economics,Commerce, Management, Bio-technology,Business Administration, Agriculture, LifeSciences and other fields are entered in to theIT industry market. The IT companies selectthe final year students in the reputed Universities,Colleges and other educational institutions. Theygive proper training to them. After completionof training period, they have been selected forrecruitment. However, the tough competitionsare there. Year-by year, it has been gradually

increasing. The job guarantees belong to skilland talent of IT professionals.2. Get large stress in day-to-day

8 hours work per day is not possible inthe IT industry. Owing to over work burdenand delay in work, IT professionals have tosuffer. By virtue of this, IT professionals havebeen affected mentally and physically. Some ITprofessionals would lose their jobs also.3. Lay off/Job Less

Through the medium of enrichment ofsalary as well as goal of increase in the profit,IT workers have relieved their IT companyrecently. Now, IT business has experiencehardship at the hands of competition and facinginternational level. In this regard, ITprofessionals have patched these jobs. Some ITprofessionals lost their salary (Pay decrement).They could not know about how many yearsworking in this IT industry.4. International level competitions

Day-by-day, its scope is expanding the inthe international level. Only secularity productswill be continuance in the market. The USA,Russia, China, England, Canada, Australia, theseare the countries are our main competitors inthe IT market. They export quality of softwareproducts in India. These products rates are verynormal. These are not very costlier. Assignablethis buyer are going to shift the products. Theyprefers to the cheap rate of software products.Indian software industries professionals arefacing very knowledgeable competitions.5. Working hours are long

Many works are high in the softwareindustry. Some times, the workers are working18 hours per day. In this regard, they aredissociating with their parents, wives, childrenand other family members also. By dint of this,they could not concentrate in his/her personalwork. Their personal time will be obstructed.




6. Deal with a lot of fiery peopleSoftware business fully gives to do the

commercialization. The project would becompleted in time. The IT professionals havebeen suffering a torture from the IT top officials.If the work result output is poor, the top officialswould mete out punishments to the softwarepeople.7. Enhancement of Educational curriculum:

Now, all the departments have beendeveloping in now-a-days. It includes IT industryalso. Software industrialists are revetment heavycompetitions in the multinational level. Theyexpect more from the software workers.Because of Liberalization, Privatization andGlobalization, new technology, new innovationsand new technical know-how are the significantrole in all Industries. IT is not except in thispigeonhole. All the working IT professional mustimprove their proficiency and expertise as wellas update the knowledge is the need of the hour.These are necessary for each and every ITsoftware professionals. It is also sixtieth hour.Conclusion

Some Pros and Cons are available in thisIndustry. Apart from this some of the femaleemployees have been affected by the sexualharassment in the working areas. They sufferfrom this problem. However, they bravely facethe problems and tortures. Software is theimportant role in the Indian economy anddevelopment of our society. More foreignexchange amount have been put to gather from

the products. Lakhs and lakhs of people havebeen working in these fields. Year-by-year newyounger bloods are coming from globally. Salaryfor hard work, more salary benefits, etc., arethe advantages in this field. Apart from ITgraduates, other department personnel areinteresting to participate in this field. As statedin statistics, the state and central Governmentsare going to start the IT industries in secondclass towns also. Apart from Bangalore,Hyderabad, Chennai, Mumbai, Pune InformationTechnologies companies are situated inAhmedabad, Bhubaneswar, Coimbatore, Delhi,Gandhi Nagar, Gurgaon, Guwahati, Kochi,Kolkatta, Lucknow, Patna, Noida,Thiruvananthapuram, Vadadora, Chandigarh,Jaipur, Mangalore, Mysore, Vizhakapattanam,Surat, Nashik, Madurai and Nagpur. Now, themajority fields are computerized. Indians ITprofessionals merits are technical skill, dedicationand English communication skills. On accountof this our IT people good survival in thissoftware field. Plenty job opportunities availablefor the IT graduates. However, the talentedpersons only will be green thumb in this industry.Referencewww.wikipedia.orgwww.ibef.orgwww.equitymaster.comwww.bpmwatch.comwww.naukrihub.comwww.ilitd.edu.in

http://www.wikipedia.orghttp://www.ibef.orghttp://www.equitymaster.comhttp://www.bpmwatch.comhttp://www.naukrihub.comhttp://www.ilitd.edu.in







COTTON INDUSTRY IN INDIA- AN OVERVIEW

Dr. C. Venkateswar RaoPost Doctoral Fellow

Dr. M. VenkateswarluProfessor

Department of CommerceS.V.University, Tirupati-517502. Andhra Pradesh.

ABSTRACT

Cotton is an important agricultural commodity, both globally as well as domestically. In manydeveloping and underdeveloped countries, cotton exports are not only a source of vital foreignexchange earnings, but also account for a substantial proportion of their GDP and tax income,leading to significant economic and social development. Thus, cotton plays a major role insustaining the livelihood of an estimated 5.8 million cotton farmers and about 40-50 millionpeople engaged in related activities, such as cotton processing and trade. India has thelargest cotton cultivated area, which constitutes about 30per cent of the global cotton area.

Keywords: Cotton, social development, textile industry, manufacturing sector, cotton yarn

IntroductionCotton plays an important role in the

Indian economy as the country’s textile industryis predominantly cotton based. India is one ofthe largest producers as well as exporters ofcotton yarn and the Indian textile industrycontributes about 11 per cent to industrialproduction, 14 per cent to the manufacturingsector, 4 percent to the GDP and 12 per cent tothe country’s total export earnings. The cottoncultivation in India in stands 12.25 millionhectares this year (2014-15) against about 11.5million hectares last year (2013-14). India is alsothe second largest producer of cotton worldwide.During 2013-14 in India, cotton yarn productionincreased by two per cent and cloth productionby mill and power loom sector increased by five

per cent and six per cent respectively. The statesof Gujarat, Maharashtra, Andhra Pradesh (AP),Haryana, Punjab, Madhya Pradesh (MP),Rajasthan, Karnataka and Tamil Nadu (TN) arethe major cotton producers in India1.Objective of the study

The main objective is to study the area,production and productivity of cotton in India.Data base

The study is based on secondary sourceof information; the secondary data are collectedfrom Cotton Advisory Board (CAB) variousestimates as on 02-07-2014 and last updatedon 20.10.2014. State wise Cotton CultivationArea from 2004-05 to 2013-14 is presented intable 1.





Tabl

e 1

Sta

te w

ise C

otto

n A

rea

from

200

4-05

to20

13-1

4 (L

akh

ha)

Sour

ce: C

otto

n A

dvis

ory B

oard

(CA

B) v

ario

us es

timat

es as

on

02-0

7-20

14 a

nd la

st u

pdat

ed o

n 20

.10.

2014

Cot

ton

is th

e pr

inci

pal c

omm

erci

al c

rop

exte

nsiv

ely

maj

or c

ultiv

ated

are

as in

Indi

a ar

e sh

own

in ta

ble

1. It

is o

bser

ved

that

low

est a

rea

irrig

ated

in 9

.72

lakh

hec

tare

s in

200

5-06

, 200

6-07

and

hig

hest

are

a irr

igat

ed is

24.

00 la

kh h

ecta

res

in 2

012-

13 in

And

hra

Prad

esh.

Fol

low

ed b

y Ta

mil

Nad

u irr

igat

ed a

rea

low

est w

as in

0.9

9 la

kh h

ecta

res

in 2

007-

08 a

nd h

ighe

st ir

rigat

ed a

rea

reco

rded

in1.

52 la

kh h

ecta

res

in 2

005-

06, K

arna

taka

not

iced

in 3

.75

lakh

hec

tare

s in

2006

-07

and

high

est w

as ir

rigat

ed in

5.9

4 la

kh h

ecta

res

in20

13-1

4, M

adhy

a Pr

ades

h irr

igat

ed lo

wes

t are

a in

5.7

6 la

kh h

ecta

res

in 2

004-

05 a

nd h

ighe

st re

cord

ed in

7.0

6 la

kh h

ecta

res

in 2

011-

12, M

ahar

asht

ra ir

rigat

ed a

rea

low

est w

as s

how

n in

28.

40 la

kh h

ecta

res

in 2

004-

05 a

nd h

ighe

st a

rea

irrig

ated

was

reco

rded

in 4

1.46

hect

ares

in 2

012-

13,G

ujar

at ir

rigat

ed a

rea

low

est w

as n

otic

ed in

19.

06 la

kh h

ecta

res

in 2

004-

05 a

nd h

ighe

st ir

rigat

ed a

rea

is s

how

n29

.62

lakh

he

ctar

es in

201

1-12

, Raj

asth

an ir

rigat

ed a

rea

low

est w

as in

3.0

2 la

kh h

ecta

res

in 2

008-

09 a

nd h

ighe

st ir

rigat

ed a

rea

issh

own4

.70

lakh

hec

tare

s in

201

1-12

, Har

yana

irrig

ated

are

a lo

wes

t was

in 4

.83

lakh

hec

tare

s in

2007

-08

and

high

est i

rrig

ated

are

a is

show

n 6.

41 la

kh h

ecta

res

in 2

011-

12, P

unja

b irr

igat

ed a

rea

low

est w

as in

4.8

0 la

kh h

ecta

res

in 2

012-

13 a

nd h

ighe

st ir

rigat

ed a

rea

issh

own

6.07

lakh

hec

tare

s in

200

6-07

, Oris

sa ir

rigat

ed a

rea

low

est w

as in

0.5

4 la

kh h

ecta

res

in 2

00-1

0 an

d hi

ghes

t irr

igat

ed a

rea

issh

own

1.34

lakh

hec

tare

s in

201

3-14

, Oth

ers

irrig

ated

are

a lo

wes

t was

in 0

.21

lakh

hec

tare

s in

200

9-10

and

hig

hest

irrig

ated

are

a is

show

n 0.

87 la

kh h

ecta

res

in 2

006-

07. T

otal

cot

ton

irrig

ated

are

a lo

wes

t was

not

iced

in 8

.79

lakh

hec

tare

s in

200

4-05

and

hig

hest

was




reco

rded

in 1

21.7

8 la

kh h

ecta

res

in 2

011-

12. T

otal

ave

rage

cro

pped

are

a w

as lo

wes

t in

0.90

lakh

hec

tare

s an

d hi

ghes

t rec

orde

d in

34.7

24 la

kh h

ecta

res.

Its

Com

poun

d A

nnua

l Gro

wth

rate

is h

igh

in 0

.028

194

in A

ndhr

a Pr

ades

h an

d lo

w in

-0.0

0419

in T

amil

Nad

u.Fr

om th

e ta

ble

one

can

obse

rve

that

cot

ton

irrig

ated

are

a is

sho

wn

fluct

uatio

ns fr

om th

e st

udy

perio

d. S

tate

-wis

e C

otto

n Pr

oduc

tion

from

200

4-05

to20

13-1

4 is

pre

sent

ed in

tabl

e 2.

Tabl

e 2

Stat

e-w

ise C

otto

n Pr

oduc

tion

from

200

4-05

to2

013-

14 (

Lakh

bal

es)

Sour

ce: C

otto

n A

dvis

ory

Boa

rd (

CA

B) v

ario

us e

stim

ates

as

on 0

2-07

-201

4 an

d la

st u

pdat

ed o

n 20

.10.

2014

.

Prod

uctio

n of

Cot

ton

bale

s In

dia

are

show

n in

tabl

e 2.

It is

obs

erve

d th

at lo

wes

t pro

duct

ion

in 3

0 .0

0 la

kh b

ales

in 2

005-

06an

d hi

ghes

t pro

duct

ion

is 7

7.50

lakh

bal

es in

201

2-13

in A

ndhr

a Pr

ades

h. F

ollo

wed

by

Tam

il N

adu

prod

uctio

n lo

wes

t was

in 2

.08

lakh

bale

s in

2013

-14

and

high

est p

rodu

ctio

n re

cord

ed in

5.5

0 la

kh b

ales

in b

oth

2004

-05

& 2

005-

06, K

arna

taka

low

est p

rodu

ctio

n no

ticed

in 6

.00

lakh

bal

es in

200

6-07

and

hig

hest

pro

duct

ion

in 2

0.90

lakh

bal

es in

201

3-14

, Mad

hya

Prad

esh

prod

uctio

n lo

wes

t in

15.2

5 la

khba

les i

n 20

09-1

0 an

d hi

ghes

t rec

orde

d in

20.

00 la

kh b

ales

in 2

007-

08, M

ahar

asht

ra p

rodu

ctio

n lo

wes

t was

in 3

6.00

lakh

bal

es in

200

5-06

and

hig

hest

pro

duct

ion

was

reco

rded

in 8

2.00

lakh

bal

es in

201

0-11

,Guj

arat

pro

duct

ion

low

est w

as n

otic

ed in

73.

00 la

kh b

ales

in20

04-0

5 an

d hi

ghes

t pro

duct

ion

is 1

18.8

0 la

kh

bale

s in

201

1-12

, Raj

asth

an p

rodu

ctio

n lo

wes

t in

7.50

lakh

bal

es in

200

8-09

and

high

est p

rodu

ctio

n is

sho

wn

16.9

0 la

kh b

ales

in 2

011-

12, H

arya

na p

rodu

ctio

n lo

wes

t in

14.

00 l

akh

bale

s in

200

5-06

and

hig

hest




prod

uctio

n is

show

n 23

.00

lakh

bal

es in

201

1-12

, Pun

jab

prod

uctio

n lo

wes

t was

in 1

3.00

lakh

bal

es in

200

9-10

and

hig

hest

pro

duct

ion

is s

how

n 26

.00

lakh

bal

es in

200

6-07

, Oris

sa p

rodu

ctio

n lo

wes

t was

in 1

.00

lakh

bal

es in

200

9-10

and

hig

hest

pro

duct

ion

is s

how

n3.

95 la

kh b

ales

in b

oth

2012

-13

& 2

013-

14, O

ther

s pr

oduc

tion

low

est i

n 1.

00 la

kh b

ales

in 2

009-

10 a

nd h

ighe

st p

rodu

ctio

n is

sho

wn

2.00

lakh

bal

es in

201

3-14

. Tot

al c

otto

n pr

oduc

tion

low

est w

as n

otic

ed in

243

.00

lakh

bal

es in

200

4-05

and

hig

hest

was

reco

rded

in39

0.00

lakh

bal

es in

201

3-14

. Tot

al a

vera

ge c

ropp

ed p

rodu

ctio

n w

as lo

wes

t in1

.5 la

kh b

ales

and

hig

hest

reco

rded

in 9

8.94

lakh

bal

es.

Its C

ompo

und

Ann

ual G

row

th ra

te is

hig

h 0.

0019

99 in

Mah

aras

htra

and

low

-0.0

1792

in T

amil

Nad

u. F

rom

the

tabl

e on

e ca

n ob

serv

eth

at p

rodu

ctio

n of

cot

ton

bale

s is

sho

wn

ups

and

dow

n, o

vera

ll th

e pr

oduc

tion

of c

otto

n ba

les

show

n in

crea

sing

tren

d fr

om th

e st

udy

perio

d. S

tate

-wis

e C

otto

n Pr

oduc

tivity

fro

m 2

004-

05 to

2013

-14

is s

how

n in

tabl

e 3.

Tabl

e 3

Stat

e-w

ise C

otto

n Pr

oduc

tivity

from

200

4-05

to20

13-1

4 (K

g/ h

a)

Sour

ce: C

otto

n A

dvis

ory

Boa

rd (

CA

B) v

ario

us e

stim

ates

as

on 0

2-07

-201

4 an

d la

st u

pdat

ed o

n 20

.10.

2014

.




Productivity of Cotton bales India areshown in table 2. It is observed that lowestProductivity in 469 Kg/ha in 2004-05 and highestProductivity is 690 Kg/ha in 2007-08 in AndhraPradesh. Followed by Tamil Nadu Productivitylowest were in 611.51 Kg/ha in 2013-14 andhighest Productivity recorded in 1003 Kg/ha inboth 2010-11, Karnataka lowest Productivitynoticed in 261 Kg/ha in 2004-05 and highestProductivity in 629.63 Kg/ha in 2013-14,Madhya Pradesh Productivity lowest in 424 Kg/ha in 2009-10 and highest recorded in 540 Kg/ha in 2007-08, Maharashtra Productivity lowestwas in 213 Kg/ha in 2005-06 and highestProductivity was recorded in 379 Kg/ha in 2010-11, Gujarat Productivity lowest was noticed in633.16 Kg/ha in 2012-13 and highestProductivity is 794 Kg/ha in 2005-06, RajasthanProductivity lowest in 389 Kg/ha in 2006-07 andhighest Productivity is shown 785.48 Kg/ha in2013-14, Haryana Productivity lowest in 373 Kg/ha in 2005-06 and highest Productivity is shown690.81 Kg/ha in 2013-14, Punjab Productivitylowest was in 432 Kg/ha in 2009-10 and highestProductivity is shown 743.75 Kg/ha in 2012-13,Orissa Productivity lowest was in 314 Kg/hain 2009-10 and highest Productivity is shown571.43 Kg/ha in both 2012-13, All India lowestProductivity in 470 Kg/ha in 2004-05 and highestProductivity are shown 565.36 Kg/ha in 2013-14. Total average cropped Productivity waslowest in 317.273 Kg/ha and highest recordedin 760.739 Kg/ha. Its Compound Annual Growth

rate is high 0.069405 in Orissa and low 0.001999in Maharashtra. From the table one can observethat Productivity of cotton is shown ups anddown, overall the Productivity of cotton shownincreasing trend from the study period.Conclusion

Cotton has around 59 per cent share inthe raw material consumption basket of theIndian textile industry. It plays a major role insustaining the livelihood of an estimated 5.8million cotton farmers and about 40-50 millionpeople engaged in related activities, such ascotton processing and trade. India has the largestcotton cultivated area which constitutes about30 per cent of the global cotton area. The plantingperiod in India takes place from March toSeptember, while harvesting takes place fromOctober to February. Cotton is produced in 3zones, the Northern zone, comprising the statesof Punjab, Haryana and Rajasthan, the Centralzone, comprising Maharashtra, Madhya Pradeshand Gujarat and the Southern zone, comprisingAndhra Pradesh, Karnataka and Tamil Nadu.References:www.ibef.org.Mr. O.P. Agarwal, Cotton Economy in India.

COTAAP Research Foundation, CottonExchange Bldg., 2nd floor, Cotton Green(East), Mumbai, 400033, India.

Central Institute of Cotton ResearchAugust 26-2013.by Joy Deep.

visit our website www.selptrust.org to refers and downloadthe previous issue of

SELP JOURNAL OF SOCIAL SCIENCE,RESEARCH EXPLORER, THAMILAIVU SANGAMAM

at free of cost

http://www.ibef.org.http://www.selptrust.org







AN EMPIRICAL EVIDENCE OF DAY OF THE MONTH IN INDIANSECTORAL INDEX OF THE NATIONAL STOCK EXCHANGE OF INDIA

J. ThiagarajanResearch Scholar in PG & Research Department of Commerce

Periyar E.V.R. College (Autonomous), Trichy- 620 023.

Dr. B. Kannan Ph.D.,Assistant Professor & Research Supervisor, PG & Research Department of Commerce

Periyar E.V.R. College (Autonomous), Trichy- 620 023.

ABSTRACT

This paper aims to investigate Day of the Month effect in Indian sectoral index with 6 sectorsand one broad based indicator of Nifty. There have been evidence that certain month, certainday, certain week are producing significant returns. This paper tries to find out which date ofthe month is giving average higher return. Date wise daily percentage returns are calculatedand test with Z test and result found is there is a day of the month effect in National stockexchange of India.

Key Words: Traders, Investors, Bankers, Seasonal Returns, Efficient Market Hypothesis

IntroductionSeasonality is common in all the financial

returns. Traders, investors, Bankers,Academician are interested in knowingseasonality pattern that exist in the asset classparticularly in stock market. Seasonality refersto seasonal sales or seasonal returns or seasonalshortages in particular asset or goods. Existenceof Efficient Market Hypothesis is marketmovements are unpredictable and it is randomin nature. This argues that one can’t able tomake more return than the market return. Butcertain arguments says it is possible to predictthe market when followed certain strategy. It isultimately predicting future price movement bystudying the past behaviour or past price pattern.

One such study is anomaly. Anomaly refers tosomething unusual, unexpected, strange, unusualoccurrence or different from what normallyhappens. In financial markets, anomalies refersto circumstances when a financial assets,financial instrument, securities or group ofsecurities acts contradictory to the theory ofEMH that no investor has a model to predictfuture price movement to gain advantage ofhigher return or eliminating total risk.

Anomalies studied with a particular timeframe are referred to as calendar effects. Onesuch calendar effects is Day of the Month. It isabout to study particular day that is trading dateof the month. If we able to predict first day ofthe month is giving more return, one can buy or





invest in share at the end of the last day of thepreceding month.Literature Review

Monthly pattern of stock market returndocument by Ariel (1987)1, he examined the USstock returns and found that the mean returnfor stock is positive only for days immediatelybefore the first half of the month particularlyon Day 2 and Day 3.

Hensel and Zimba (1996) employed USStock market data from 1928 to 1993, andfound that mean return in the stock market weresignificantly positive in the first half of the monthand significantly negative in the second half ofthe month.2

Ziemba (1991) found that return wereconsistently higher on first and last four days ofthe month. This is also providing turn of themonth effect along with Day of the Montheffect.3

Lakonishok and Smidt (1988) studies Dow Jonesindustrial average and report that half of thepositive return occur during the first half of themonth.4

Objectives1. To Know seasonal effects is exist in

National Stock Exchange or Not.2. Which sectors of the National Stock

Exchange is having more significance withDay of the month Effect

HypothesisHo: There is no significant return betweenparticular days return of the month with wholeperiod returns.HA: There is significant return between particulardays of the month with whole period returns.MethodologyReturn Calculation:Daily returns of Sectoral Index are calculated asfollows:

Return (C ) = (Close of the current Date – Close of the Previous Date) * 100

Close of the Previous Date

Particular Days (Dates) Return (C) of themonth is denoted as C1, CS, C3………C31.

Average Return on Particular Days(Dates) are calculated for A1, A2, A3…….A31as

A1 = “ A1/NTo Test the Statistical significance of the returnsZ- test is used and the formula is below:

Sample:Objective of the study is to test return

significance over Sectoral index of NationalStock Exchange. Currently ten Sectors index areavailable in National Stock Exchange. So all theTen Sector Index and along with that broad basedindex of National Stock Exchange called Niftyis also taken for the study.

Study Period is from 1st January 2008 to31st December 2014.

Data Collections secondary in nature.Daily closing values of all the sectoral index aredownloaded www.nseindia.comFollowing are the list of samples:

S.No Name of the Index

1 NIFTY2 BANK NIFTY3 IT4 PHARMA5 REALITY6 MEDIA7 METAL

http://www.nseindia.com




Result Interpretation Points:

SYMBOL CONFIDENCE INTERVAL Z- TABLE VALUE @ 80% 1.282 $ 90% 1.645 # 95% 1.96 * 99% 2.58

Result Discussion:TABLE NO: 1

DATE NIFTY BANK IT PHARMA REALITY MEDIA METAL Z SCORE

1 1.452@ 1.584@ 5.226* 1.728# 2.205# 1.486@ 1.703#

2 1.358$ 1.731@ 0.541 2.118# 1.532@ 1.946@ 1.543@

3 -1.026 -1.079 -0.453 0.198 -0.454 1.687$ -0.527 4 1.092 1.074 0.038 -0.052 1.956# 1.213 1.385@

5 -0.698 0.057 -0.680 -0.074 0.284 0.339 0.051 6 -0.560 -0.500 -0.375 -0.232 -0.143 -0.531 -0.598 7 -0.542 -0.454 -0.715 -1.274 -0.290 -0.373 0.367 8 -1.545@ -1.924$ -1.223 -1.152 -1.286@ -2.520# -2.004#

9 0.208 0.859 -0.092 -0.354 0.547 -0.429 -0.213 10 0.672 -0.070 0.385 -0.366 0.890 -0.694 0.683 11 -1.243 -0.183 -0.570 -1.396@ -0.623 -1.169 -1.501@

12 -0.972 -0.630 -1.491@ 0.119 -0.858 -1.126 -1.392@

13 1.128 1.407@ 0.501 -0.215 1.247 0.485 0.844 14 2.164# 1.632@ 1.115 1.436@ 1.438@ 0.957 2.593*

15 -0.533 -0.281 -0.706 -0.314 0.308 -0.285 -0.405 16 -1.304@ -0.349 -0.609 -1.205 -1.156 -1.349@ -1.633@

17 -0.807 -0.282 -0.534 -1.454 -1.437@ -0.438 -0.949 18 1.732 2.000# -0.200 1.291$ 1.455@ 1.306@ 0.686 19 -0.250 -0.444 -0.624 -1.184$ 0.840 0.627 0.845 20 -1.193# -1.586@ 0.523 -0.540 -1.332@ -0.300 -0.206 21 0.207 0.461 0.047 -1.453@ 0.045 -0.340 0.433 22 -1.386@ -0.987 -0.740 -1.011 -2.063# -2.064# -0.867 23 0.060 -0.434 0.192 -0.054 -1.041 -0.151 -0.793 24 -0.912 -0.852 -0.259 -1.551@ -1.287@ -1.072 -1.776@

25 0.652 -0.117 0.330 2.248# 0.468 1.880$ -0.322 26 -0.408 -0.959 0.481 -0.397 -1.681$ -1.357@ -0.238 27 -0.684 -1.528@ -0.051 0.527 -1.233 -1.513@ -0.571 28 1.385@ 0.967 0.661 2.005# 1.370@ 1.070 1.305@

29 1.248 0.782 0.624 0.447 -0.150 -0.007 1.219 30 0.577 0.250 0.951 2.389# 0.103 0.856 -0.017 31 0.695 0.471 -2.490# 1.417 0.736 2.653* 1.479@

All the secotral index is having somesignificant positive or negative return producing

days. Particularly in the month beginning all thesectoral index is showing significant return days.




Even at the close of the month particularly onDay 28, we can find 4 out of 7 sample is having

TABLE NO: 2

significant days of return. The summary of theobserved significant days is given below:

S.No Secotoral Index Statistically Significant Days 1 NIFTY 8 2 BANK NIFTY 8 3 INFORMATION TECHNOLOGY 3 4 PHARMA 11 5 REALITY 12 6 METAL 11

Reality, Pharma and Metal Sectors ishaving more significant return days whencompared with less significant day’s return ofInformation Technology.

Conclusion:

From the study it is confirmed that thereis seasonal effect persist in the Sectoral index ofNational Stock Exchange of India. Study suggestthe investor/ traders to invest at the end of themonth, so they may get higher return in thebeginning of the month because month startingdays return is significant in all the sectoral index.

ReferencesAriel, Robert A (1987), “A Monthly effect in Stock

Returns, “Journal of financial Economics, Vol.18,pp:161-174

Hensel, Chris R and Ziemba , William T (1996), “Investment Results from exploiting Turn of themonth effects, “ The Journal of portfolioManagement, Spring 1996, pp 17-23

Ziemba, W.T. (1991), “Japanese Security MarketRegularities: Monthly, Turn of the Month andyear, Holiday and golden week effects – Japanand World Economic No:3- 99-119-146

Lakonishok Josef & Seymour Smidt (1988),” Areseasonal anomalies real? A ninety yearperspective, The review of financial studies,vol.1, No:4, pp: 403-425.

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Introduction:Stress is inevitable in our society.

Researchers on stress make it clear that, to enterin to the complex area of stress, especially in tothe area of occupational stress, is very difficult.Stress is an unavoidable consequence of modernliving. With the growth of industries, pressurein the urban areas, quantitative growth inpopulation and various problems in day to daylife are some of the reasons for increase in stress.Stress is a condition of strain that has a directbearing on emotions, thought process andphysical conditions of a person. Steers [1981]indicate that, “Occupational stress has becomean important topic for study of organisationalbehaviour for several reasons.”1. Stress has harmful psychological and

physiological effects on employees,




STUDY ON STRESS MANAGEMENT IN PRIVATE SECTORS EMPLOYEES

Dipankar KarmakarResearch Scholar, Department of Commerce

North Bengal University, West Bengal

ABSTRACT

The harmful physical and emotional responses that occur when the requirements of the job donot match the capabilities, resources, or needs of the worker. Job stress can lead to poor healthand even injury. Workers who are stressed are also more likely to be unhealthy, poorly motivated,less productive and less safe at work. Their organizations are less likely to be successful in acompetitive market. Stress can be brought about by pressures at home and at work. Employerscannot usually protect workers from stress arising outside of work, but they can protect themfrom stress that arises through work. Stress at work can be a real problem to the organizationas well as for its workers.

Keywords: Causes of stress, various attributes of stress, stress levels

2. Stress is a major cause of employee turnover and absenteeism,

3. Stress experienced by one employee canaffect the safety of other employees, 4. Bycontrolling dysfunctional stress, individualand organisation can be managed moreeffectively.

Review of LiteratureAccording to Douglas [1980], stress is

defined as any action or situation that placesspecial physical or psychological demand upona person. Van Fleet [1988], stress is caused whena person is subjected to unusual situations,demands, extreme expectations or pressures thatare difficult to handle.

International Journal of Enterprise andInnovation Management Studies (IJEIMS) Vol.1 No. 3 Cobb (1975) has the opinion that, “The





responsibility load creates severe stress amongworkers and managers.” If the individualmanager cannot cope with the increasedresponsibilities it may lead to several physicaland psychological disorders among them. Brook(1973) reported that qualitative changes in thejob create adjust mental problem amongemployees. The interpersonal relationships withinthe department and between the departmentscreate qualitative difficulties within theorganisation to a great extent.

Miles and Perreault (1976) identify fourdifferent types of role conflict: 1. Intra-senderrole conflict 2. Inter sender role conflict. 3.Person- role conflict; 4. Role over load. The useof role concepts suggests that job related stressis associated with individual, interpersonal, andstructural variables (Katz and Kahn, 1978;Whetten, 1978). The presence of supportive peergroups and supportive relationships with supervisors are negatively correlated with R.C.(Caplan et al., 1964). There is evidence that roleincumbents with high levels of role ambiguityalso respond to their situation with anxiety,depression, physical symptoms, a sense offutility or lower self esteem, lower levels of jobinvolvement and organisational commitment, andperceptions of lower performance on the partof the organisation, of supervisors, and ofthemselves (Brief and Aldag, 1976; Greene,1972). Ivancevich and Matteson (1950) indicate,“Lack of group cohesiveness may explainvarious physiological and behavioural outcomesin an employ desiring such sticks together.”Workplace interpersonal conflicts and negativeinterpersonal relations are prevalent sources ofstress and are existed with negative mooddepression, and symptoms of ill health.Occupational stress is an increasingly importantoccupational health problem and a significantcause of economic loss. Occupational stress mayproduce both overt psychological andphysiologic disabilities. However it may alsocause subtle manifestation of morbidity that can

affect personal well-being and productivity(Quick, Murphy, Hurrel and Orman, 1992). Ajob stressed individual is likely to have greaterjob dissatisfaction, increased absenteeism,increased frequency of drinking and smoking,increase in negative psychological symptoms andreduced aspirations and self esteem (Jick andPayne, 1980). The use of role concepts suggeststhat occupational stress is associated withindividual, interpersonal and structural variables(Kutz and Kahn, 1978; Whetten, 1978). Studieson burnout found that, it is related to exhaustionand work over load factors in variousorganisations (Green and Walkey, 1988;Chermiss, 1980; Freudenberger, 1977, 1980).Stress on the job is costly for employers,reflected in lower productivity, reducedmotivation and job skills, and increased andaccidents.Scope of the Study

United States National Institute ofOccupational Safety and Health has definedworkplace stress as “The harmful physical andemotional responses that occur when therequirements of the job do not match thecapabilities, resources, or needs of the worker.Job stress can lead to poor health and eveninjury.” Workers who are stressed are also morelikely to be unhealthy, poorly motivated, lessproductive and less safe at work. Theirorganizations are less likely to be successful in acompetitive market. Stress can be brought aboutby pressures at home and at work. Employerscannot usually protect workers from stressarising outside of work, but they can protectthem from stress that arises through work.Stress at work can be a real problem to theorganization as well as for its workers. Goodmanagement and good work organization are thebest forms of stress prevention. This study ishelpful in assessing the extent of stressexperienced by the employees in Thanjavurdistrict.




Objective of the Study To examine what is the effect of stress on

work factors (e.g., morale, job satisfaction,task effort, organizational commitment, etc)when people are under high stress.

To assess the extent of experienced distressand consequent quality of life among theemployees

To identify different methods and techniquesto reduce job-related stress.

Methodology of the StudyThe population selected for this particular

study is employees from private sector units inThanjavur. Questionnaire were distributed andcollected personally by the researcher. The studyis explorative as well as descriptive in nature.Theparticulars of sample design,1. TYPE OF UNIVERSE : Finite.2. SAMPLING UNIT : Thanjavur3. SOURCE LIST : Private Sector Employees4. SIZE OF SAMPLE : 1005. PARAMETER OF INTEREST: In estimatingthe number of persons being stressed in their jobs.

A pilot testing was conducted initiallyby administering the questionnaire on around 15numbers of respondents. The information wascollected from the private sector employees atall the levels. Interviews were conducted withthe employees for gathering information on theirperception about their organization and theproblems which they face both directly andindirectly in the discharge of their responsibilities.The respondents were questioned on the issuesaffecting the stress levels of the employees,impact of family pressures on their work,expectations from their roles, up to what extentthey are satisfied and possible suggestions forovercoming the adversities of stress byevaluating the individual initiatives andorganizational initiatives.

The study will consist of both primaryand secondary data. The primary data wascollected by direct interview throughquestionnaire. The secondary data was collectedfrom research publications, standard journal andperiodicals including the governmentorganizations and from respective records aboutthe job related occurrence.

The instrument will be administered inthe workplaces of each group. Data will becollected from the employees. Data will becollected using a structured questionnaire, whichwill be distributed in the workplace to employeesand in Chennai city.Analysis of Data

The data will be analyzed to determineany differences between the stress levels ofemployees and their impact on reducing stress.Results and Discussions

This paper also includes an analysis ofdata collected by representing it in tabular formalong with interpretations. The informationcollected were analysed for arriving at properconclusion on the topic.

From the table 1, it is indicated thatmajority of the respondents working in privatesector banks were stressed, whereas only fewrespondents felt that they were not stressed. itis inferred that major causes of stress amongthe bank employees are excess of work load[21%] and lack of cooperation among theimpatient customer [17%]. Hence it was foundthat employees felt that they were facing severework pressure, as they were expected to handlemultiple roles and responsibilities. Time stressis created by a real or imaginary deadlines;encounter stress is created by contact with otherpeople [both pleasant and unpleasant], and in thisstudy, the employees suffer from stress becauseof lack of support from the management andcolleagues.




Category % of respondents Stressed 92

Not stressed 08 Total 100

Causes of stress % of respondents Work overload 25 Lack of Acceptability 5 Time Management 10 Lack of Support 04 Feeling of Inequality 11 Job Difficulty 13 Inadequacy of Role Authority

5

Impatient customer 17 Stress due to technological problem

10

Total 100 Various Attributes of

Stress % of

Respondents Communication Gap 12 Lack of skills 07 Work Life Imbalance 41 Work Environment 16 Unmatched Expectations 04 Economic Status 09 Resource Inadequacy 11 Total 100

Initiatives of Stress % of Respondents Good Ambience 15 Recognition 20 Continuous Training 13 Effective Communication

12

Programme on stress management

16

Meditation 24 Total 100

The above table depicts the variousattributes related to stress; work life imbalanceis one of the major attribute which contribute tostress for an employee. This can be regarded asa factor building up stress because a lot ofemployees complained that they were unable tobalance both the personal and professional frontssuccessfully. Extra work pressures and demandsfrom work environment at times led to neglectof personal front.

From the above table, it is interpretedthat Meditation form an integral part of thescience of Yoga, has a direct, positive impact onthe mind giving it the strength and power to resiststress. Moreover, around 20 percent of therespondents expected that they requiredrecognition as acknowledging people’s value isespecially important in times of stress. Based onthe analysis; the initiatives taken by the banks toreduce stress are by providing good ambience,continuous training, proper communication andconducting effective stress managementprogrammes.Findings of the Study About 92 % of the respondents believed that

they face high level of stress, which may bedue to both professional and personal reasons

The respondent were overburdened withwork load in their work place

Work life imbalance is one of the majorattribute which contribute to stress for anemployee.

The researcher identified few initiatives foreffectively handling stress. Meditation wasfound to be the integral part of life to reducestress.

Implication of Stress Organisational: job dissatisfaction,

behavioural problems, production turn over,increased absenteeism, increased accidents,lower productivity,

Table No : 1 Percentage of RespondentsWho Felt that they were Stressed




Psychological and behavioural problems:psychological problems like change ofmoods, inferiority complex,

widespread resentment, reduced aspirations andself esteem, reduced motivation and job skills,

Physical problems and health problems likeheart diseases, ulcers, arthritis, increasedfrequency of drinking and smoking,cardiovascular, gastrointestinal, endocrine andother stress related disorders

Suggestion And Recommendations1. Encourage open channel of communication

to deal work related stress.2. Undertake stress audit at all levels in the

organization to identify stress area improvingconditions of job and alleviating job stress.

3. Take adequate steps to redesign jobs, whichare taxing to employees’ abilities and capacities.

4. Adequate role clarification to be made whenevernecessary to eliminate role ambiguity.

5. Introduce more job oriented trainingprograms, which improve employees skill andtheir confidence to work effectively.

6. Organize a Stress Management Program thatfocuses on different leave categories ofemployees at all hierarchical level.

ConclusionThe problem of stress is inevitable and

unavoidable in the private sector. A majority ofthe employees face severe stress- related alimentsand a lot of psychological problems. Hence, themanagement must take several initiatives inhelping their employees to overcome itsdisastrous effect. Since stress in private sectoris mostly due to excess of work pressure andwork life imbalance the organization shouldsupport and encourage to take up roles that helpthem to balance work and family.

The productivity of the work force isthe most decisive factor as far as the success ofan organisation is concerned. The productivity

in turn is dependent on the psychosocial wellbeing of the employees. In an age of highlydynamic and competitive world, man is exposedto all kinds of stressors that can affect him onall realms of life. The growing importance ofinterventional strategies is felt more atorganisational level.ReferencesAriel, Robert A (1987), “A Monthly effect in Stock

Returns, “Journal of financial Economics, Vol.18,pp:161-174

Hensel, Chris R and Ziemba , William T (1996), “Investment Results from exploiting Turn of themonth effects, “ The Journal of portfolioManagement, Spring 1996, pp 17-23

Ziemba, W.T. (1991), “Japanese Security MarketRegularities: Monthly, Turn of the Month andyear, Holiday and golden week effects -Japanand World Economic No:3- 99-119-146

Lakonishok Josef & Seymour Smidt (1988),” Areseasonal anomalies real? A ninety yearperspective, The review of financial studies,vol.1, NO:4, pp: 403-425.

Albrecht K [1979], Stress and the Manager,Englewood Cliffs; Prentice Hall, Nj.

Jyothi Budhraja , “ Causes of stress amonginsurance employees: An empirical study; TheICFAI journal of Marketing research, Vol.VII,No.10, 2008 pp7-14.

Gender Difference in stress among bank officers ofPrivate and Public Sector; The ICFAI journal ofMarketing research, Vol.VIII, No.2, 2009, pp63-69.

Selye, H. (1974). “Stress without Distress.” Harperand Row Publications, U.S.A.

Bajpai, B.L. (1992). “Stress management.” FinancialExpress, Bombay, June.

Vijayashree. L. & Dr. Katyayani .J, Genderperspective towards stress factors: Retailemployees, Bangalore; Sona Journal ofMarketing Research, Vol 1 , Issue 1, January2009, pp 57-65.







A STUDY ON CONSUMER ATTITUDE TOWARDSSELECTED DURABLE GOODS IN SALEM TOWN

Dr. K. SelvarajHead, Department of Commerce

M. Umamaheswari & N. MaheswariResearch Scholars in Commerce

Mahendra Arts & Science College (Autonomous), Kalippatti, Namakkal, Tamilnadu

ABSTRACT

Marketing is considered the most important function of business organisations worldwide, ithas changed the nature of business in recent years, this is due to the opening of the economyand the presence of large number of products varying with one another for market share, ruralmarkets which were found unattractive so far have become the new target to corporate mainlyfor two reasons. Durable goods have become congested with too many competitors and marketshave reached the saturation level for most of the products. The following are the objectives ofthe study: to study the socio-economic profile of the consumer, to identify the brand of durablegoods, to analysis the reason for choosing the particular brand of durable goods. Conveniencesampling technique was used in this study. The sampling constitute of 250 respondents. Thisstudy was conducted in Salem Town. This study was carried out in Salem Town for a periodduring June 2014 to July 2015. Finally the buyer of the consumer durable prefer the productonly for price, model, power consumption, handling methods etc., so the manufacture shouldconcentrate on these things to increase their sale.

Keywords: Power consumption, Durable goods, Guarantee, durability, brand image

IntroductionMarketing is considered the most

important function of business organisationsworldwide, it has changed the nature of businessin recent years, this is due to the opening of theeconomy and the presence of large number ofproducts varying with one another for marketshare, rural markets which were foundunattractive so far have become the new targetto corporate mainly for two reasons. Durablegoods have become congested with too many

competitors and markets have reached thesaturation level for most of the products. Durablegoods have become strong with increase inpotential for consumption of variety of productsand services, for many products the rural marketprovides a promising field. Durable goods is ahuge market, but dispersed. In terms of size, itcan aptly be described as village, or small hamletswhich have poor infrastructure whose economyis driven by agriculture and is dependent on manyof the amenities on the feeder market. The





durable goods is growing at least five times therate of the urban market, both rural and urbanmarket differ significantly. Similarly urban andrural consumer behavior is significantly differentwith regard to price, Guarantee, durability, brand,image, credit availability, after sale service etc….Statement of the Problem

Customer preference has become a crucialpoint of differentiation of durable goods theresearch has made an attempt to study aboutcustomer’s attitude towards durable goods asurvey has been conducted to find out how forthe product and offered by durable goodsinfluence and satisfy the customer. Thusresearcher has undertaken the study to find outsolution the questions such as How much doesthe consumer prefer durable goods? What arethe reasons that make a customer to preferdurable goods? Whether they purchase regularbrand of durable goods?Objectives of the Study

The following are the objectives of thestudy: 1.To study the socio-economic profile ofthe consumer. 2.To identify the brand of durablegoods. 3.To analysis the reason for choosing theparticular brand of durable goods. 4. To ascertainthe satisfaction level of durable goods. 5.To offersuggestions on the basis of result of the study.Hypotheses of the Study

The following are the hypotheses of thestudy are: 1. There is no significant Associationbetween age and durable goods. 2. There is nosignificant association between income anddurable goods in brandResearch Methodology:

Research methodology is away tosystematically solve the research problem. It isthe sciences of studying how a research is done.Research design is the arrangement of theconditions for collection and analysis of data ina manner that aims to combine relevance inresearch purpose with economy in procedure.The central part of any research activity is the

collection of data. The data has been collectedfrom the following two source

development and validation of e-content in …j.j.college of arts & science j.j.nagar, sivapuram,...

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