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Anand Agricultural University, Anand

Anand Agricultural University (AAU) was established in 2004 at Anand with the support of the Government of Gujarat, Act No.(Guj 5 of 2004) dated April 29, 2004. Caved out of the erstwhile Gujarat Agricultural University (GAU), the dream institution of Sardar Vallabhbhai Patel and Dr. K. M. Munshi, the AAU was set up to provide support to the farming community in three facets namely education, research and extension activities in Agriculture, Horticulture Engineering, product Processing and Home Science. At present there seven Colleges, seventeen Research Centers and six Extension Education Institute working in nine districts of Gujarat namely Ahmedabad, Anand, Dahod, Kheda, Panchmahal, Vadodara, Mahisagar, Botad and Chhotaudepur AAU's activities have expanded to span newer commodity sectors such as soil health card, bio-diesel, medicinal plants apart from the mandatory ones like rice, maize, tobacco, vegetable crops, fruit crops, forage crops, animal breeding, nutrition and dairy products etc. the core of AAU's operating philosophy however, continues to create the partnership between the rural people and committed academic as the basic for sustainable rural development. In pursuing its various programmes AAU's overall mission is to promote sustainable growth and economic independence in rural society. AAU aims to do this through education, research and extension education. Thus, AAU works towards the empowerment of the farmers.

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20161
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Subject: Agricultural Extension × Author: MOHMMAD YUNUS × Thesis Type: Ph.D ×
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    ThesisItemOpen Access
    PERCEPTION OF SCIENTISTS OF ANAND AGRICULTURAL UNIVERSITY TOWARDS ORGANIZATIONAL CLIMATE
    (AAU, Anand, 2016) MOHMMAD YUNUS; Dr. C. P. Desai
    Organizations in the 21st century are facing more challenges than ever before. These challenges are not unique to any specific organization or industry, but affect all organizations, regardless of their structure or size. Organizational climate in particular is constantly being challenged by changes impacting organizations today (Nair, 2006). To survive and exceed their competitors, organizations are constantly seeking to improve their performance. Authors such as Brown and Leigh (1996) thought that the organizational climate is becoming more important than ever before because organizations need to ensure that those individuals who add value to the bottom line will want to stay in the organization and will want to continue pouring their efforts into their work to the benefits of the organization. The nature of organizational climate differs from one university to the other. Organizational climate serves as a measure of individual perceptions or feelings about an organization. Organizational climate includes management or leadership styles, participation in decision making, provision Abstract ii of challenging jobs to employees, reduction of boredom and frustration, provision of benefits and personnel policies, provision of good working conditions and creation of suitable career ladder for academics. The scientist working in agricultural universities performs three fold functions namely teaching, research and extension activities. The contribution of the scientific community is not always steady since there will be several ups and downs due to multi dimensional personal, socio psychological and organizational factors. In other words, the academic contribution of the farm scientists in the field of teaching, research and extension education is greatly determined by their surroundings, promotional opportunities, procedures followed for recognizing good work, freedom enjoyed, superior-subordinate relationship, loyalty to the institution, its security, respect in the society and so on so forth. Any organization small or big needs constant studies and evaluation with a view to ascertain the measures necessary to improve areas of deficiency, So as to faster rate of growth and development towards achieving goals. With all these views in mind, the present research study entitled “PERCEPTION OF SCIENTISTS OF ANAND AGRICULTURAL UNIVERSITY TOWARDS ORGANIZATIONAL CLIMATE” was thought essential to be undertaken with the following specific objectives: 1. To study the profile of the scientists. 2. To develop the scale to measure attitude of scientists towards organizational climate. 3. To study the organizational climate as perceived by scientists. Abstract iii 4. To study the organizational commitment as perceived by scientists. 5. To study the relationship between profile of scientists and their attitude towards organizational climate. 6. To study the relationship between profile of scientists and their perceived organizational commitment. 7. To study the problems experience by the scientists in organizational climate. 8. To seek suggestions from the scientists to improve organizational climate. The study was conducted in the Anand Agricultural University, Anand of Gujarat state. A list of all the scientists doing teaching, research and extension activities under the Anand Agricultural University of Gujarat state was obtained from the office of the Registrar, Anand Agricultural University, Anand. Thereafter, the scientists from each of the activities were selected randomly in such a manner that there would be proportional to total size of the scientists in respective activities. In all, 150 scientists comprising 90 Assistant Professors, 42 Associate Professors and 18 Professors were selected to serve as the respondents for the study. The data were collected through structural interview schedule. The “Ex-Post-Facto” research design was employed for conducting the proposed study. In order to measure the attitude of the scientists towards organizational climate, a scale was developed for the purpose was used. The other dependentand independent variables were measured with the help of suitable scales and structured schedules adopted by various researchers. The Abstract iv collected data were then transferred to master table and analyzed in order to make the findings meaningful. For analysis of the data, the statistical measures such as frequency, percentage, mean score, rank order, coefficient of correlation, stepwise multiple regression and standard partial regression coefficientanalysis were used. MAJOR FINDINGS: The important findings of the study were as under: 1. The study revealed that more than half (58.67 per cent) of the overall scientists were found in middle to old age group. 2. Slightly less than three-fourth (74.00 per cent) of the overall scientists had education up to doctoral level. 3. Slightly more than half(52.67 per cent) of the overall scientists had rural native. 4. Slightly more than half (51.33 per cent) of the overall scientists were having more than 10 years of total service experience. 5. A vast majority (93.33 per cent) of the overall scientists had annual income more than ` 5.01 lakhs. 6. A great majority (87.34 per cent) of the overall scientists had medium tohigh level of job involvement. 7. An overwhelming number(97.33 per cent) of the overall scientists had high to very high level of job performance. 8. More than half (58.66 per cent) of the overall scientists had medium to high level of job satisfaction. 9. A vast majority (92.00 per cent) of the overall scientists had low to medium level of job stress. Abstract v 10. A great majority(85.34 per cent) of the overall scientists had medium to high level of achievement motivation. 11. A great majority(84.66 per cent)of the overall scientists had positive to highly positive attitude towards their job. 12. Slightly more than half (50.67 per cent) of the overall scientists had most favourable perception about organizational design. 13. A great majority (83.33 per cent) of the overall scientists had high to very high level of trust on their staff and university authority. 14. An overwhelming number(90.00 per cent) of the overall scientists were having good to very good perception about their superiors’ leadership skill. 15. A vast majority(83.34 per cent) of the overall scientists had good to very good level of overall communication. 16. A great majority(89.33 per cent) of the overall scientists had favourable to most favourable perception about their organizational culture. 17. A vast majority(85.33 per cent) of the overall scientistsperceived that teamwork within the organization was good to very good level. 18. A great majority (85.34 per cent)of the overall scientists were having high to very high level of motivation from their superiors. 19. A great majority (88.67 per cent) of the overall scientistshad favourable to most favourable overall perception about their organizational climate. 20. Slightly more than four-fifth (82.67 per cent) of the overall scientists of Anand Agricultural University had positive to highly positive attitude towards organizational climate. Abstract vi 21. A vast majority (91.33 per cent) of the overall scientists had high to very high level of affective commitment. 22. A great majority (86.00 per cent) of the overall scientists had medium to high level of continuance commitment. 23. Nearly three-fourth (72.67 per cent) of the overall scientists had high to very high level of normative commitment. 24. An overwhelming number of the overall scientists engaged in teaching, research and extension activity had medium to high to level of overall organizational commitment. 25. The variables namely age and experience of the scientists had positive and significant relationship with their attitude towards organizational climate. Whereas, three variables namely education, native place and annual income did not exhibit any significant relationship with their attitude towards organizational climate. 26. Scientists' job involvement, job performance and job satisfaction had positive and significant relationship with their attitude towards organizational climate, while job stress of the scientists had exhibited negative but significant relationship with their attitude towards organizational climate. 27. Scientists' achievement motivation and attitude towards job had positive and significant relationship with their attitude towards organizational climate. 28. There was positive and significant relationship between experience of the scientists and their perception about organizational commitment, while native place of the scientists had exhibited negative but Abstract vii significant relationship with their perception about organizational commitment. Whereas, three variables namely age, education and annual income did not exhibit any significant relationship with their perception about organizational commitment. 29. Scientists' job involvement, job performance and job satisfaction had positive and significant relationship with their perception about organizational commitment. While, job stress of the scientists had exhibited negative but significant relationship with their perception about organizational commitment. 30. Scientists' achievement motivation and attitude towards job had positive and significant relationship with their perception about organizational commitment. 31. The major problems of organizational climate experienced by the scientists engaged in teaching, research and extension education activity of Anand Agricultural University in sequential order were: lack of willingness towards work (Rank I), lack of accountability among staff members(Rank II), indifferent attitude of administrators (Rank III), absence of periodical check and objective assessment of work (Rank IV), suffering from heavy workload other than mandatory work (Rank V), lack of provision for international training programme (Rank VI), lack of conveyance facility for field and institutional visits (Rank VI), lack of laboratory facilities (Rank VII), non-availability of well-equipped classrooms (Rank VIII), inordinate delay in proper settlement of service matters (Rank VIII) and lack of teamwork among staff members (Rank VIII). Abstract viii 32. The major suggestions offered by the scientists engaged in teaching, research and extension education activity of Anand Agricultural University to improve the organizational climate in sequential order were: the willingness of the employees towards their work should be increased(60.67 per cent), employees of the university should not be engaged in non-mandatory work (59.33 per cent), accountability for all employees should be fixed (57.33 per cent), regular follow up and check of assessment of work should be done (54.67 per cent), attitude of the administrators or superiors should be concerned or sympathetic (51.33 per cent), permission should be given to the employees for international training programme (48.67 per cent), employees' placement should be based on their area of interest (45.33 per cent), provisions of rewards or incentives should be made for their work (39.33 per cent) and communication system should be honest at all the levels to develop trust among staff members (37.33 per cent).