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19992
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Subject: Veterinary Extension Education × End date: 1999 × Start date: 1999 × Thesis Type: M.V.Sc. ×
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    ThesisItemOpen Access
    Impact of calf feed subsidy scheme on farm women
    (Department of Extension, College of Veterinary and Animal Sciences, Mannuthy, 1999) Reeja George, Pulinilkunnathil; KAU; Subhadra, M R
    The impact of the calf feed subsidy scheme, a continuing dairy development scheme of the Animal Husbandry Department, Kerala, on farm women in terms of behavioural changes in the areas of attitude, knowledge and extent of adoption regarding scientific calf and dairy management practices was assessed. A static group comparison design of research was adopted. The study was carried out in Thrissur district of Kerala state, among 75 each of beneficiary and and non-beneficiary women. The non-beneficiary group served as the control. Comparison was made on 11 variables and since it was required to know differences in the attitude towards scientific calf rearing, knowledge of scientific calf rearing, extent of adoption of calf rearing as well as dairy farming technologies between beneficiary and non-beneficiary groups and since ready to use measuring scales were not available to measure these variables, suitable scales were developed. In general, beneficiary women differed significantly in their attitude, knowledge and extent of adoption of scientific calf rearing and dairy farming technologies indicating the positive impact of the scheme. However certain deficiency areas were identified which need immediate educational intervention. For instance, most beneficiary women did not have correct knowledge regarding early breeding as well as etiology of infertility; two-third' had not adopted these technologies as well. Many of beneficiary women did not have correct knowledge of the schedule of foot and mouth disease vaccination as well as deworming and a majority had either discontinued or not adopted these technologies. Fewer women had correct knowledge of the amounts of green fodder and ration to be fed to heifers, dry animals and those pregnant: adoption of these technologies was substantially low. Knowledge and adoption of the correct procedure of ligation of navel cord was one low. None of the beneficiaries had adopted post milking teat dipping while a few had adopted record keeping. Nearly half of the beneficiaries had not adopted the practice of quick reporting of out breaks and had either not adopted or discontinued technologies pertaining to flooring and drainage in cattle sheds. Two-third had not adopted the practice of culling bull calves at the right time. To make up these deficiencies, intensive extension educational measures are to be organised under the auspices of the scheme. In all such instances, women participatory programs need emphasis. Attitude building exercises, demonstrations etc wherever required should be organised and followed up.
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    ThesisItemOpen Access
    Analysis of the human resource development climate prevailing in Kerala agricultural university
    (Department of Extension, College of Veterinary and Animal Sciences, Mannuthy, 1999) Senthilkumar, R; KAU; Rajakamal, P J
    The HRD climate prevailing in the Kerala Agricultural University and as perceived by its scientists was studied. In all, 262 scientists from main, regional and remote stations constituted the sample. The HRD climate studied was in terms of 12 major constituent dimensions, viz., management philosophy, training, career planning and development, manpower planning and forecasting, performance appraisal communication, team work, transfer, promotion, rewards and organizational culture. It was seen that organizational culture had been identified as the relatively most dominant dimension of HRD climate followed in that order by teamwork, transfer, management philosophy, communication, career planning and development, placement, rewards, performance appraisal, promotion, training, and manpower planning and forecasting. Manpower planning and forecasting being the weakest dimension need immediate intervention. Besides looking into the strength of various dimensions and components the issue of HRD climate was examined from the angle of the number of scientists perceiving it as favourable, moderately favourable and unfavourable. Considering only the percentage of scientists who perceived the various dimensions to be favourable, the latter were ordered. Accordingly, it was seen that comparatively the highest percentage of scientists perceived the dimension transfer to be favourable followed in that order by teamwork, placement, communication, organizational culture, career planning and development, rewards, manpower planning and forecasting, management philosophy, training, promotion and performance appraisal. Since the percentage of scientists perceiving the HRD dimension, performance appraisal to be favourable was the least, immediate reformative measures are warranted. It was also seen that there was a differential perception of the HRD climate between certain groups. For instance, men and women scientists perceived the HRD climate differently. The scientists of regional and remote stations perceived the HRD climate differently from those of main stations. Similarly, the perception of HRD climate differed between professors and associate professors and between associate professors and assistant professors (S.G). A more comprehensive study on the nature and cause of such perceptual differences is very essential. This shall be an objective of future research.