International Journal of Advances in Social Sciences

Usha Tiwari ¹

Affiliations
1 MBA (HRD), APS University, Rewa (M.P.) 486003, IN

Abstract

Fringe benefits are those benefits which are provided by an employer to or for the benefit of an employee and which are not in the form of wages, salaries and time-related payment. Thus, fringe benefits are those monetary and nonmonetary benefits given to the employees during and post-employment period which are connected with employment but not to the employees contributions to the organization. In this research paper, an attempt has been made to assess the policies concerned with the remuneration system and satisfaction status of non-teaching staff of APS University Rewa. The hypothesis of this research works the prevailing policies and practices of benefits and services of the university are congenial and there is high degree of satisfaction in relation to benefits and services. Result indicates that the satisfaction score in relation to benefits and services appears poor for group A, good for group B, and extremely poor for group C. The overall score of the university are extremely poor/unsatisfactory. Therefore, the hypothesis stands rejected.

Keywords

University, Non-Teaching, Fringe Benefits, Satisfaction.

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Usha Tiwari ¹

Affiliations
1 MBA (HRD), APS University, Rewa (M.P.) 486003, IN

Abstract

Teacher is the central element in educational system holding various important responsibilities. The overall performance of educational institution depends upon their teachers and ultimately their level of job satisfaction and work motivation. Thus understanding their behaviors and additudes needs more attention in organizations. The main objective of this paper is to study the level of job satisfaction and work motivation among the teachers of Higher Education Institutions of Madhya Pradesh. The hypothesis of the study is the istitutions has high degree of job satisfaction and work motivation and variation would not exist among the different group of teachers. Questionnaire having 18 factors to assess job satisfaction and work motivation and the score has been obtained on a 5 point scale. In order to make the interpretation easier the mean score was converted in percentage score.The result indicates that 9 items is good, 7 items is average and 2 items is poor score. Conclusively the score of job satisfaction and work motivation among teachers of higher education institutions is average/ unsatisfactory (58.17 %). Results show that the most important regions for low level of job satisfaction are because of poor or average responses of the teachers against certain factors. The factors which need special attention include chances to learn, working condition, performance appraisal, chances to use ability, promotion, fairness, fringe benefits, personnei relations, administrative decision etc.With regard to the satisfaction analysis and variation in the perception the finding reveals that there is an inverse correlation in certain factors among different cadres of teachers. Therefore, the hypothesis stands rejected.

Keywords

Job Satisfaction, Work Motivation, Higher Education, Teachers.

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Usha Tiwari ¹

Affiliations
1 MBA (HRD), APS University, Rewa (M.P.) 486003, IN

Abstract

One of the most important factors in human resource management is compensation management. The soundness of compensation management depends upon the amount of wage or salary paid to an employee for a fair days work. Despite the conclusions of morale studies, wage or salary is significant to most of the employees as it constitutes a major share of their income. In this research paper, an attempt has been made to assess the policies concerned with the remuneration system and satisfaction status of non-teaching staff of APS University Rewa. The hypothesis of this research works the prevailing policies and practices of remuneration of the university are congenial and there is high degree of satisfaction in relation to salary. Result indicates that the satisfaction score in relation to remuneration appears average for group A, very good for group B, and extremely poor for group C. The overall score of the university are extremely poor/ unsatisfactory. Therefore, the hypothesis stands rejected.

Keywords

University, Non-Teaching, Remuneration, Satisfaction.

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