VOLUME 2 ISSUE 1 OCT- DEC 2016
VISHLESHAN INTERNATIONAL JOURNAL OF
ENGINEERING & MANAGEMENT
(VIJEM)
(AN OPEN ACCESS QUARTLY JOURNAL)
EDITOR-IN-CHIEF
SUNITA RAMCHANDANI
ASSOCIATE EDITOR
DR. DEEPAK MOTWANI
PROMOTED BY
VISHLESHAN EDUCATIONAL & SOCIAL WELFARE SOCIETY
(VESWS) BHOPAL
CALL – 0755-4273272 (O)
E-mail: [email protected], [email protected]
Website: www.vijem.com
ISSN (ONLINE):
2455-524X
V
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Vishleshan International Journal of Engineering and Management
(VIJEM) Volume 2, Issue 1 (Oct-Dec, 2016) ISSN (Online): 2455 – 524X
Website: www.vijem.com Ph. (0755) 4273272 E-mail: [email protected]
Patron Prof. (Dr.) Anoop Swarup
Chairman, Global Knowledge Alliance, Melbourne, Australia
Vice Chancellor, Jagran Lakecity University, Bhopal
Advisors
Dr. Ashish Dongre
Director Technical Education, Government of M.P.
Chairman, Indian Society of Technical Education, M.P. & C.G.
Formerly Vice Chancellor, RKDF University, Bhopal
Dr. Justin Paul
Associate Professor, University of Puerto Rico
Ex. Prof. Indian Institute of Management (IIM), Indore
Editor-in-Chief
Ms. Sunita Ramchandani
Associate Editor Dr. Deepak Motwani
Vishleshan International Journal of Engineering and Management
(VIJEM) Volume 2, Issue 1 (Oct-Dec, 2016) ISSN (Online): 2455 – 524X
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Editorial Board Members
Prof. (Dr.) C. M. Sadiwala
Principal, RKDF CTR, Bhopal
Ex. Prof. Maulana Azad National Institute of Technology (MANIT),
Bhopal
Prof. (Dr.) Atul Mehrotra
Director, School of Management (SoM)
Jagran Lakecity University, Bhopal
Prof. (Dr.) K. B. L. Shrivastava
Principal Vedica Institute of Technology,
Bhopal
Prof. (Dr.) Y. M. Dubey
Principal
Vindhya Institute of Technology &
Science, Jabalpur
Dr. Tarun Kushwaha
Associate Professor Prestige Institute of Management &
Research (PIMR), Indore Ex. Associate Professor, Symbiosis
Institute of Business & Management (SIBM), Pune
Dr. Shilpa Jain
Assistant Professor
Maulana Azad National Institute of
Technology (MANIT), Bhopal
Dr. Pooja Gupta
Assistant Professor School of Management (SoM)
Jagran Lakecity University, Bhopal
Dr. Geetanjali Nilesh Bendale
Ex. Research Analyst, Nielsen India
Pvt. Ltd., Vikroli
Ex. Lectrurer Yadavrao Tasgaonkar
Institute of Management Studies &
Research, Mumbai
Dr. Shikha Bhargava
Head of the Department - MBA Oriental College of Management,
Bhopal
Dr. Priyanka Nema
Assistant Professor
School of Management (SoM)
Jagran Lakecity University, Bhopal
Ex. Samsung C&T, Seoul South
Korea
Vishleshan International Journal of Engineering and Management
(VIJEM) Volume 2, Issue 1 (Oct-Dec, 2016) ISSN (Online): 2455 – 524X
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Reviewer Committee Members
Dr. Ravindra Tiwari
Head of Department – MBA Patel Group of Institutions
Bhopal
Ms. Charu Modi
Lecturer, Bangalore International College
Bangalore
Mr. Lokesh Payasi Assistant Professor
Lakshmi Narain College of Technology – MBA
Bhopal
Mr. Bhuvanesh K. Sharma Assistant Professor
Balaji Institute of Modern
Management
Sri Balaji Society, Pune
Mrs. Sakshi Kamdar Lecturer, School of Management
(SoM) Jagran Lakecity University,
Bhopal
Ms. Komal Taneja Assistant Professor,
Jeev Sewa Sansthan Group of
Institutions for Women-
Faculty of Management, Bhopal
Mr. Amitesh Paul
Assistant Professor, RKDF University, Bhopal
Mr. Aditya Gupta
Assistant Professor,
Vedica Institute of Technology,
Bhopal
Mr. S. K. Tiwari
Assistant Professor, RKDF University, Bhopal
Mr. Ranjit Nikose
Assistant Professor,
Bhabha College of Engineering,
Bhopal
Vishleshan International Journal of Engineering and Management
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Message from Chief Editor’s Desk
Today, with emerging advancements in research & technology, entire world has
got connected through boundary-less networks of knowledge and information.
Vishleshan International Journal of Engineering and Management is an attempt
to document relevant and practical research work in wide range of areas from
various parts of the world in which any specific domain of these areas can be
taken into consideration for research paper. Practical applicability of research
and empirical findings are required to be the most important feature of each
article/research paper to be published in the journal. The basic intent of this
journal is to bring about revolutionary change in achieving professional and
academic excellence through action and applied research approach.
We have tried to carefully put together range of research areas for the first issue
and categorized specific articles/research papers in separate sections. I
acknowledge the involvement of number of people whose contribution made
this publication possible-Author who submitted articles/research papers,
Distinguished Promoters, Managing Editor, Patrons, Advisors, and Members of
Editorial Board, Members of Reviewer Committee.
We hope to be the first choice of top rated research work with high quality
submissions, strategic review and the most invigorated Advisory Board.
Sunita Ramchandani
Vishleshan International Journal of Engineering and Management
(VIJEM) Volume 2, Issue 1 (Oct-Dec, 2016) ISSN (Online): 2455 – 524X
Website: www.vijem.com Ph. (0755) 4273272 E-mail: [email protected]
Message from Associate Editor’s Desk
Welcome to VIJEM, 'Vishleshan International Journal of Engineering &
Management', a quarterly published, thoroughly reviewed scholarly journal.
VIJEM is a comprehensive channel for sharing the ideas & thoughts related to
science & management as it is concerned with the dynamic relations among
international academicians, students and practitioners regarding theories,
methods and applications with new developing perspective in the field of
science & management. We publish the journal in the electronic form over the
Internet. We hope that the journal would be of interest to researchers, engineers
and management practitioners over the world.
Finally, I would like to take this opportunity to cordially thank all the
contributors of VIJEM, members of editorial board, the reviewers, the authors
and mentors of "VIJEM" , who helped to ensure that the goal of creating and
publishing the "VIJEM" journal would be realized.
Dr. Deepak Motwani
Vishleshan International Journal of Engineering and Management
(VIJEM) Volume 2, Issue 1 (Oct-Dec, 2016) ISSN (Online): 2455 – 524X
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CONTENTS
S. No.
Title
Page No.
1 ICT Integration in Education for Sustainable Development
Arshi Gouhar & Dr. B.C. Mahapatra
1-11
2 Women – The Emerging Leaders in Hospitality Industry
Anant Kumar Verma
12-24
3 Internal marketing: A way to gain sustainable development of the
organization
Teena Mishra & Dr. Shalini Sinha
25-38
4 A Study on the Exploring Initiatives and Challenges for Make in India
Dr. Deepti Sharma & Dr. Vikas Misra
39-48
5 Women Education: Challenges and Prospects in Anantnag District of
Kashmir Valley
Abdul Bari Naik
49-70
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ICT Integration in Education for Sustainable Development
Arshi Gouhar
Research Scholar Shri JJTU, Rajasthan
Dr. B.C. Mahapatra
Abstract
Education is an essential part of human evolution and development. Since time immemorial man
is looking for various tools to learn new things and to incorporate them in their life. As the
human evolution progresses, the search for newer tools and technologies have also widened its
scope. ICT (Information Communication Technology) is one such tool that has revolutionised the
educational scenario of present times. As stated by (J.K. Gass) Educational technology can be
seen as part of persistent and complex endeavour of bringing pupils, teachers and technical
means together in an effective way. ICT is such tool that has brought the teachers and the
students closer as the teachers are not restricted to the specified content. They can use the
videos, pictures, audios etc to simplify the content and deliver it in a more effective way. They
can create their own lesson plans by utilising the different resources and as they have created
the content on their own, they will be more confident in presenting it as well as they can do
different types of positive experimentation and can be more flexible as it can be utilised
depending on individual differences of the children.
ICT has not only made the school and college education more interactive, instead it has opened
a number of new areas in the field of technology including distance education, virtual
classrooms, computer assisted learning (CAI), computer based learning (CBL), e-books etc.
ICT helps in retaining and recalling the things in a more effective way as it uses audio visual
tools which makes a positive impact on teaching learning process as it goes to the long term
memory.
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Introduction
ICT (Information Communication Technology) refers to the use of technology in imparting as
well as assisting instructions. The scope of ICT is really vast. It can include CAI (Computer
Assisted/Aided Instruction), smart class, interactive media etc. All these resources help in
teaching-learning processes by making them more impressive, interactive, interesting and
innovative. ICT is the need of the hour as the education is becoming more technical, competitive,
globalised and result oriented.
ICT can be wisely implemented and utilized only when we understand the true meaning of
education and also the significance of ICT in the teaching-learning process.
Meaning of Education
Education is derived from Latin words Educere which means to draw out or Educare which
means to bring up/to develop. The meaning and the scope of education is really vast. It is
basically a process of facilitating learning or acquiring knowledge, skills, values, beliefs and
habits.
Education is required by all the progressive societies of the world for an all round development
of its individuals. Education gives a proper direction to our life as it inculcates the power of
making decisions. It also taught us to adjust in different situations of life and to learn from our
experiences.
Educational Technology
Education can be made more effective by applying proper educational technology which
includes all the resources used to make the outcome of education fruitful and result oriented.
Educational technology can be defined as a tool as well as a medium for improving or enhancing
the level of education. It should be designed and implemented in such a way that it facilitate the
learning process and increase the performance of students in terms of grasping, recalling and
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using it in an effective way. It should be effective enough to address the basic issues of teaching-
learning process.
It is the use of technology to improve education. It is a systematic, iterative process for designing
instruction or training used to improve performance. Sometimes it is also known as instructional
or learning technology. (Wikipedia: Educational technology)
Development and Progress of Educational Technology
Education Commission (1964-66) has recommended to use programmed instruction in schools
and colleges for teaching various subjects.
In 1992, The National Policy on Education emphasized using educational technology to improve
the quality of education.
In 2004, ISRO (Indian Space Research Organization) launched EDUSAT, a communication
satellite providing access to educational materials that can reach more of the country’s
population at a greatly reduced cost.
OLPC foundation group, a group out of MIT Media Lab and supported by several major
corporations has a stated mission to develop a $100 Laptop for delivering educational software.
The laptops were widely available as of 2008.
In Africa NEPAD (New Partnership for Africa’s Development) has launched an e-school
program to provide all 600,000 primary and high schools with computer equipment, learning
materials and internet access within 10 years.
In 2012, modern use of educational technology had grown at 14 times the rate of traditional
learning.
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Teaching
It is a process of giving instructions or passing knowledge. The person who is at the giving end
i.e. providing the instructions or the knowledge is called a teacher and the person who is at the
receiving end or who is gaining knowledge is called taught. The medium which lies between the
teacher and taught is the Curriculum as the teaching can be decided according to the specified
curriculum. Various methodologies have been introduced and implemented by different
educationists from time to time and which can be implemented according to educational setup,
curriculum, level of the students, time constraint, economic constraint etc. A proper level of
compatibility in between the teacher and taught is always required in order to achieve the
required output of education.
As quoted by Smith. Teaching is a system of action to induce learning.
Instruction
It is the term used for different meanings in different situations. Generally it refers to a command
or order given to do some task. Instruction manuals are provided with many appliances which
facilitate easy working and application. In computer terminology, instruction is any command
given to solve some task. The collection of these instructions forms an instruction set which is
specifically used for different problems. In Education, it refers to the act or practice of
instructing or teaching.
Techniques of Giving Instruction
Education is always a tripolar process having teacher, taught and the instruction as the 3
important poles. Basically the teachers are directing instructional process or we can say that the
instruction is being directed at students. Different techniques of this direct instruction were used
by different educationists some of which are:
Lecture
Demonstration
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Group Activity
Discussion
Practical (Learning by doing)
Significance of Instructions
Instructions are always required for the proper and smooth working of the teaching-learning
process. Instructions delivered in an organized and effective way can do wonders and give
fruitful results. Various educationists have worked in this area and concluded that the
significance of instructions lies in following:
Deciding and following the learning objectives.
Making students understand the importance of learning objectives.
Felicitating the understanding and the achievement of academic goals.
Review of instructions for different activities.
Providing students clear view of concepts being taught.
Recapitulation to get an idea what students have grasped and can recall.
Instructional Technology
It is the field or the medium used to increase the efficiency and effectiveness of the instruction.
Instructional Design teaches us how to plan, develop, evaluate and manage the instructional
process effectively and smoothly to ensure improved performance by learners.
Instructional Technology's goal is to understand how people learn and how to best design
instructional systems and instructional materials to facilitate that learning. We also use
appropriate technology to aid us in the design and delivery of the instruction.
Some of the areas covered by Instructional Technology are:
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Designing instructions.
Applying suitable methods to deliver these instructions.
Selecting appropriate techniques
Integrating instruction with other factors that influence human performance
Implementing delivery to reach learners.
Using technology in support of the development and delivery of instruction
Different views have been given in this regard by different educationists, some of which are as
follows:
“Instructional Technology is the theory and practice of design, development, utilization,
management and evaluation of processes and resources for learning.” (Seels & Richey)
Instructional Technologists are today's problem solvers. They look to understand performance
problems and design solutions to those problems. Sometimes the solution is instructional; other
times the situation requires a non-instructional solution. (Reiser & Dempsey)
“The Instructional design approach considers instruction from the perspective of the learner
rather than from the perspective of the content, the traditional education and training approach.”
(Morrison, Ross, Kemp)
Interactive Media
Interactive Media is an integration of digital media including combinations of electronic text,
graphics, moving images and sound into a structured digital computerized environment that
allows people to interact with the data for appropriate purposes. It is a method of communication
in which the output from the media comes from the input from the user. It allows 2 way
communications in contrast to 1 way communication of traditional Lecture method. Any form of
interface between end user and medium is interactive e.g. websites, videogames, social
networking etc.
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CAI (Computer Aided/Assisted Instruction)
It is a broad term in practice as it includes the application of computer in implementing
instructions. It involves the proper integration of hardware and software resources. It basically
uses a combination of text, graphics, sound and video for the sake of enhancement in learning. It
can be also defined as a self learning technique that involves the direct interaction of the student
with the programmed instructional material. It is an interactive instructional technique where by
a computer is used to present the instructional material and monitor the learning that takes place.
Smart Class
It is a concept of using technology for delivering the instructions in an effective way. It can have
a readymade subject content, lesson plans, tutorials, quizzes etc. It facilitate a 2 way interactive
and innovative teaching learning process that gives good results in terms of understanding
/grasping the concepts and recalling them. A number of companies like TATA, NIIT, HCL etc
are already dealing with this concept.
Students and instructors communicate via these technologies. (Kuebel, Karl, 2001)
Advantages of ICT
Content can be made more impressive by using tools.
Updation of content can be done easily and quickly.
There will be more flexibility in terms of exercises.
Teaching will be more interactive.
Content delivery can be made more interesting.
Evaluation is quick and justified.
Individual differences can be taken into consideration while designing the exercises.
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Disadvantages
Sometimes teacher act as a mere mediator.
Emotional connect is not there so it creates disinterest.
Class becomes monotonous if the delivery is not impressive.
Technological constraints are always there.
Conclusion
ICT is an important tool used in teaching-learning process but it totally depends on how it is
utilised and implemented. As the content is designed by the human beings, it is very important
that the content developer should have inbuilt knowledge and a clear idea of basic concepts. He
content should also be designed keeping in mind an average child and there should be proper
flexibility in it so that a user can do the necessary modifications depending upon his/her class
structure and the mental capability of the target group.
ICT can be used for the sustainable development of the children as it teaches them self discipline
and self reliance. It teaches them to utilise the available resources in a positive and constructive
way. When the concepts are learnt with your own pace and according to your interest, they are
having an effective and long lasting effect and can be retained for a longer period of time. They
can be recalled easily as it goes to the long term memory of human brain.
The concept of digitized classroom has not only made the education but it gave the students
power to enhance their performance (Jain, Ravi, 2012)
References
Alex, Koobang. "A Study of attitudes towards computers anxiety, confidence and
perceptions of usefulness", Dissertation Abstracts International, Vol.49, No.3, 1988.
Ambasht, N. K. (2000): A Critical Study of Primary Education, New Delhi, S. Chand &
Co., pp. 61-69.
Vishleshan-International Journal of Engineering and Management
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Buch, M.B. (1991), Fourth Survey of Research in Education – Vol. I & II. New Delhi.
Publication Department, NCERT.
Buch, M.B. (Ed.) (1987). Third Survey of Research in Education (1978-83), NCERT,
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Grewal, A. (1977). Scientific Attitude Scale. National Psychological Corporation, Agra.
Hammafin, M.J., & Peck, K.L. ''The design, development, and evaluation of instructional
software", Mc-millan, New York, 1988.
Jo, Langhome, Many Ed. "Teaching with Computers; A new Menu for the 90s", Oryx
Press, Kogan Page, London, 1989.
Johnson, T.R., Johnson, D.W., and Stanne, M.B. "Comparison of Computer-Assisted
Cooperative, Competitive, and individualistic learning", American Educational Research
Journal, Vol. 23, No.3, 1986.
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Joshi, A. & Mabapatra, B. "Development of computer aided instruction and its
effectiveness in terms of achievement", In the quest of Bharatiya Shikshan, Bombay,
July, 1993.
Keller, B.H. (1986). The Effect of Selected Presentation Forms Using Conceptual and
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Watson, K. R. (1986). The Effects of Incentive Motivation and Informative feedback on
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Women – The Emerging Leaders in Hospitality Industry
Anant Kumar Verma
Lecturer, School of Hospitality & Tourism
Jagran Lakecity University, Bhopal
Abstract
Even though the hospitality industry is booming, only a handful of women were found in high
managerial positions as compared to the men. The hospitality industry is women conquered with
an average of around 40% of the workforce, but is governed and managed by men, as women
are mostly found in positions which are particularly meant for their genders e.g. Director Sales,
Executive Housekeeper, manager marketing. Females and male managers of 5star hotels in
India were interviewed to explore their managing and leadership skills and designs, as well as
the challenges they face in their day today duties in hotel management. The result of this study
proved that the women are equally capable to the male colleagues and they have equal talent
that are considered to be perfect for our industry. At some areas they are considered to be more
effective than the male counterpart like communication, guest handling because they posses
supporting behaviors. This paper recommend that the hotel who have women in higher positions
are more successful in facing today cut throat competition and adapting to the new changes.
Keywords: Female Managers in Hotel Management, Leading, Success, Glass Ceiling
Introduction
Tourism is being considered to be a major contributor to the Indian economy and is considered
as major employer with more than 7 lacs jobs in 2003, representing 15% of the total employment
in the country. Nevertheless women were not having much participation rate in employment in
hospitality and tourism industry in India. There were not much of the researches done in this
field to explore the position of women in Hospitality Industry. In addition there is lack of
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empirical research on the position of women in corporate India. This paper projects at presenting
the status and leadership of women in Indian hospitality industry. The main purpose is to how
hotels in India may benefit from the women manages and use their skills and talents in facing
today’s world of competition, which is characterized by uncertainty and unpredictability
Women in Hospitality Industry
As the working atmosphere of the industry is changing day by day, the changes in the workforce
have become a must. Considering the other factors viz. geographical areas and the cultural
distances the number of women employed in the hotel industry has changed the entire scenario.
According to Labour department in India there are over 200 million people employed in the
Hotel and tourism industry, and the women represent around 30% among them. Amongst these
there were few women who were found in the high level management.
Women in India have lower earning than their male colleagues (not much of difference) and it
ranges around 80% of men’s salary. In addition other says that women are prone to stereotype
work which prevents them from attaining higher positions (Vakola & Apospori, 2007). The
regions may play a crucial role in gender attitudes. Take for example in States of Uttar Pradesh
and Bihar there are less women employed in hospitality sector as compared to the West Bengal,
Delhi and also southern part of India. In these states women are always in the position of being
outsiders. (Marshall 1984).
In addition, it has been always portrayed that women in certain scenario adopt suitable behaviors
and roles adjusted to the situation in which they operate (Biswas & Cassell, 1996). In other
situations they have the offer to express themselves and behave according to their traditional
roles.
According to Kinnaird and Hall (1994) and Jordan (1997), the Hospitality and the tourism
industry is influenced by the gender pigeonhole and thus there are various types of work that
women can perform. They say that women are mainly found in the seasonal jobs in this field.
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There are certain positions that are dominated by women. Still then women here are in positions
that are not allowing them to perform in the organization and become a member of senior level
management. Nevertheless, women has started gaining their power and nowadays even found in
high managerial positions in Hospitality administration.
Moreover hotel managers are specialist in certain characteristics. Hence the studies are
concentrated on the competencies required by the Managers. Lockyer and Scholaris (2004)
highlighted several personality traits in the hospitality industry that are very common with those
known in the hospitality industry and contained the characteristics such as Courtesy,
Tactfulness’, communications skills etc. When male and female managers were compared it was
found that women were very good at organizing works, showed good performance on
organizational and management knowledge. They were also very well mannered with the guests.
It was also found that women were good at spotting problems and even solving them quickly. As
we all know that in order to maintain good quality customers in a tourist place high standards of
services and professionalism are required. It has also been found that due to lack of time and
shattered work schedules, it becomes very difficult for a woman to focus on networking, training
and other activities, which are required for their career enhancement. Maxwell (1997, p.233)
states that the female hotel executives communicate better than their male counterparts,
especially in terms of long term achievement and even more apprehensive in their staff. Women
also possess the better management skills that are required by the hospitality industry e.g.
communication, adaptation to their surroundings. Hotel managers delegate, motivate staff and
present the information orally and in writing.
In view to the above, it is important to concentrate on the women employment in the hotel
management and analyze their role and status in order to protrude the female management and
the leadership style in Hotel Management, as well as any challenged which women confronts and
which should be addressed by the stakeholders.
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Methodology
Management and leadership are social happenings that depend on the subjective interpretations
of the team leader and his followers. Hence the density of the happenings demands methodology
that can provide access to the data that protrudes the views of both female and male managers in
the hospitality industry. The qualitative approach helps to discover the way managers understand
and make sense of their day to day situations. Hence the researcher seeks to discover the nature
of hotel management and leadership through the eyes of participants by penetrating to the frames
of meaning where these people operate in the organization.
Therefore the empirical data are gathered with semi – structured interviews with 10 male and 10
female executives of 3-5 star hotels in Bhopal, which are chosen with convenience sampling
techniques. The hotels includes city hotel, national and international chain, in order to have a
variety of participants and views based on different organizational structures. The semi-
structured interview had a conversational style so the researcher could comprehend how each of
the contributors gave meaning to their work experiences.
The participants in the study are all hoteliers. The majority of the participants in the study are
either single or do not have any children, which depicts that despite of their age factor and the
fact that they are either married or divorced, the participants spend maximum of their time on
their careers and at work. The female participants are more likely to remain single and not have
children in order to pursue their career. They are 3year diploma certificate holders. Only 1 of the
participants was having a Post Graduation diploma. All have the degrees and diplomas related to
the hotel industry only.
Analysis and Results
The participants conveyed their observation on the three main criteria’s as they appeared after
analyzing the data. They are the following:
1) The glass ceiling issues in Hotel Management
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2) The leadership style that managers adopt
3) The factors that lead to successful management in the hospitality industry in India
The female executives in the study stressed the difficulties they face and the factors responsible
for the glass ceiling phenomenon, where the male managers were worried with this phenomenon
but only in reference to female colleagues.
However, some issues on the glass ceilings are delivered in this paper in an effort to show how
the female managers deal, as the focal point of these papers is mainly on the leadership and the
management style that is adopted.
With reference to the glass ceiling, males managers have a common belief that it is most difficult
for women to work in the hospitality industry, as the demand is of long working hours and even
sacrificing their personal and family lives and even be ready for the relocations of their job in
order to rise up in their career. Exclusively one female manager confessed that she did not chose
the promotion to her next hierarchy as her desire was to spend time with her children.
However, one female executive said that ―if a lady can manage her time, then she can balance
her work life‖. This was also supported by similar studies such as Ng and Pine (2003) and
Knustan and Schmidgall (1999) who considered commitment and ones hard work are the major
contributors to their success. The female executives claim that they work for long hours even
more than their male colleagues, because they need to prove their skills, despite of difficulties in
balancing their work-life. For example one female front desk manager said that if you want your
guests and the management to be happy then you have to be there whenever they required. Even
she comes to the hotel when the hotel is busy even midnight when there are heavy check-ins and
check – outs. She even used to assist her all her front desk staffs like cashiers, reception and bell
desk.
Thus the hospitality managers have to develop capability across the various departments, offer
more career prospects and higher level of salary. Interestingly however, very few female
executives expressed their desire to become General Managers of their hotel. Sex and gender
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discrimination is still obvious in the hospitality sector, however the situation is getting better and
better day by day, and the women professionals are given more and more opportunities to follow
their executive cadre. This point was raised by both female and male executives, that although it
is difficult to infiltrate into the kitchen which is normally the male dominated, it is possible with
the proper attitude, behavior and the knowledge.
Further, the managers (both male and female) say that knowledge of the hospitality industry and
the experiences help them a lot in order to be a respectable person in the society. The women are
valued more than the male managers’ delegation and decision making. They say that this allows
them to spend more time with their staffs. A female manager said that she never felt that her
growth is disturbed being a women. The women are also a good decision maker.
In contrast to male managers, the females in study claim that to deal with the challenging
situations and circumstances patience, smile and humor may be of great help. Brownell (1994a)
put forward that interpersonal skills and determination are the main key factors to the successful
hotel management, and the women workers do possess these. Even female managers in the study
propose that they need to be as confident as their male colleagues.
Further female managers assert that they are trying their level best to change the style and culture
of management, thus providing a more fertile and accommodating atmosphere. Thus they hear
their staff, respect their opinions and discuss about the various troubles that arises during the
work. In this way they persuade a team-based management style that generates more advising
opportunities for the employees through the environment and the working atmosphere.
At last they all claimed that the traditions are changing and the women are given more and more
opportunities to explore and progress. It was noticed by Powell and Graves (2003) who said that
by adopting strategies for their career betterment or demoralizing them. Baum (2013) found that
women in the hotel industry are responding very well to the situations demanding attention.
There are some points which are fished out are the following:
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It’s correct that females work very hard and they are not more in numbers on our
hospitality industry, but their numbers are continuously increasing. We may get many
female managers in the reputed hotels. Women are more effective, as they have excellent
communication skills that are required by the hospitality industry.
Evidently male and female managers agree on some competencies and skills that are
needed to grow in the hospitality industry. But these two genders identify the barriers
differently in their careers. E.g. female executives value the relationship with their
colleagues and superiors, whereas the male ones value their status and their positions.
Male managers believe that both female and male managers are equivalent and
identically treated. They have same way of perceiving life in professional and personal
way. When they are married, they both start caring for their families more as they think
that family comes first and thus becomes hard to balance their work-life.
The male participants feel that their female counterparts were as good as they are and
they have a bright future as they continue to do hard works, night shifts despite the sex
and gender stereotypes that persists in our Indian culture. Interestingly one Front Office
Manager said – “Make all the work suitable for women’s kind and see that all the
work blossom”.
Suggestions for Hotel Management
This provides the directions for the higher level management in the hotels as they suggest
that women make successful managers, despite of facing several challenges in their
careers. The hotel management should provide female staffs with adequate policies to
help and support them in their work life balance. The policies may include the leaves
during their marriages, maternity leaves and even when they seek the help of the doctor
for self or children.
The culture in Indian Hospitality organization has a great blow on female and male
executives. The challenging and demanding in the current market scenario forces the
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women to think twice before starting a family life so as keep their performance and
productivity unaffected.
This study suggest that as the hotel industry faces the cut throat competition that threaten
its perfection and effectiveness, female executives and managers could be employed as
they are flexible and could help the hotel to adapt to the new market trends.
The findings says that the attitudes towards female as executives and managers have
changed and they are now ready to take any leadership roles, as the female mannerism
are significantly appreciated and respected in the Hospitality Industry.
Female executives have the skills and proficiency which is required to succeed in this
demanding industry.
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Internal marketing: A way to gain sustainable development of the
organization
Teena Mishra
Research Scholar, Barkatullah University,
Bhopal, Madhya Pradesh
Dr. Shalini Sinha
Dean Academics, TIT group of Institutions,
Bhopal, Madhya Pradesh
Abstract
Since the matter of organizational development originated, there is a gap in that process, that is
little attention towards internal marketing. Now development alone is not sufficient for any
organization, it is necessary to focus on sustainable development. Internal marketing is a tool to
implement marketing within the organization. Various activities of internal marketing are to
improve internal work environment, employee welfare measures, internal communication,
segmentation, reward, employee retention etc. to improve the exchange between organization
and employees for mutual benefits that led to sustainable development of the organization. The
importance of internal marketing is growing in the organization, but there is a lack of
understanding of its process of implementation. This research paper focuses on the role of
internal marketing to gain sustainable development of the organization and its process of
implementation.
Keywords: Internal marketing, sustainable development, Organization, internal social
marketing, competitive advantage
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Introduction
Internal marketing evolved in many forms. Internal marketing emerged in (1981) as a new tool to
improve service quality of the organization. Later, internal marketing found beneficial for the
whole system of the organization i.e. to achieve competitive advantage, to retain employees, to
improve employee‟s performance, to implement changes, to motivate employees, to strengthen
employee power and to improve business performance. Due to various benefits of internal
marketing it works as to gain long-term success of the organization. In other words, it is the way
to develop organizational system for long term success of the organization. In today‟s
competitive and dynamic environment, it is necessary to gain competitive advantage to survive
and prosper. Human resource or intangible assets plays an important role to get success.
Aim of internal marketing is to gain long- term success of the organization. Internal marketing
leads to sustainable organizational development by improving whole organizational system and
increasing organizational efficiency. Sustainability should be the purpose of organizational
existence. Organization cannot only create sustainable value through money only. To create
value for stakeholder‟s organization need to make balance of ecological, social and economic
system. All people are connected with each other directly or indirectly thus to achieve
sustainability it is necessary to change the thinking of people. It reflects their behavior. It is
wrong to think that business is only to earn profit in money terms only. 1
According to Avery et al (2009) businesses that are using social ethical and governance factors
are left behind their competitors but they get success in long term and becoming more successful
than competitors. 2
1 Wong, L. and Avery, G.C., (2008). Creating sustainability in organisations: beyond being green. International Journal of Interdisciplinary Social Sciences, 3(2), pp.68-74. 2 Ibid
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Internal marketing improves service quality of the organization. By focusing on external as well
as internal customers equally organization develops the culture to gain sustainable competitive
advantage. Customer satisfaction becomes important for organization whether internal or
external customers. According to Christopher et al (1991) internal marketing objective is to
increase knowledge of internal as well as external customers that improves organizational
effectiveness. According to Lings (1999) in the market orientation and strategic management
literature main focus was on external factor but internal factors are equally important to gain
success in strategy implementation. Foreman and Money (1995) depicted that by satisfying
internal customer need and by improving internal chains of supply organization results into
better customer orientation.
According to Soltani (2008) et al service quality is the best means to gain customer loyalty and
satisfaction. Skills attitude and behavior of employee are important because they are delivering
service. According to Hitt et al (2007) core competency is the most important element in
strategic planning that leads to competitive advantage. Thus, Cahill (1995) depicted that in the
present scene human capital is the best means to gain sustainable competitive advantage.3
Research Methods
This research is to explore the relationship between internal marketing and sustainable
development. It is qualitative in nature. Secondary data is collected from various journals, books
and online articles.
3 Javadein Seyed S.R. et al 2011 “The role of Internal marketing in creation of sustainable
competitive advantages” Academic journals Inc 6 (4) pp364-374
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Literature review
Meaning of internal marketing
There are various definitions of internal marketing in the internal marketing literature. According
to Rafiq and Ahmed (2000) internal marketing is an approach of internal marketing activities that
helps to overcome organizational resistance to change, to align organizational activities,
improves inter-functional coordination in the organization, and integrate all the internal functions
to implement effective corporate and functional strategies and to attain internal and external
customer satisfaction. 4
Internal market is the first market of the organization where internal customers need to inform,
educate, about organizational mission, policy and benefits of its product and its services and also
customer requirement or expectations. 5 Internal marketing is to improve relationship between
employees and also make them customer oriented at all levels depicted by Gummesson et al
(1991). This means, employees making relationship to make them customer oriented. In the
TQM concept also importance of both customers is to improve customer service. In the internal
market there is an employee who makes relationship with each other because they are using
human element to perform job. Employees cannot perform job alone there is need to interact
with other employee. Organization is selling job products then employees start to utilize its
resources to perform that job. Marketing is not get end after selling the product. Now the
marketing is also focusing how the customers are using their product. Are they satisfied by using
it? Relationship develops in the internal market. Employees communicate with each other
formally and also informally. How they perform is also depend on the relationship between
employees. There is supply chain. If the job product is not satisfactory there is need to make
change in them and also convince the internal customer. 6 Internal marketing is a tool through
4 Yazdani, D.M.N.A., Internal Marketing & a Conceptual Model For Development of Employees as Brand.
5 Richard, „Internal marketing‟ Page 75-76 6 Richard „Internal marketing, googlebooks 75-76
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which organization can gain sustainable development in the organization. Internal marketing
utilizes human power. 7
Internal marketing campaign
To improve internal relationship and to implement internal marketing campaign in the
organization Reynosa and Moores in (1996) suggested internal marketing campaign. Reynosa
and Moores in (1996) describes internal relation between internal customer and internal supplier
in six steps of internal marketing campaign which are given below:-
1) Building internal awareness. - First step is to create internal awareness in the internal
market.
2) Process of identifying internal customer and internal supplier. - Who are internal
customer and internal supplier are indentifying in the second step.
3) Identifying expectations of all internal customers.- To meet the need of internal
customers it is necessary to identify the expectations of them.
4) Communicating expectations of internal customers to internal suppliers in order to
discuss about how to meet these need and wants.- Communication of internal customer
need to internal supplier is the fourth step of internal marketing campaign.
After all above point‟s internal supplier find out changes required in the organization to deliver
service to internal customers. - In the organization internal supplier finds out the ways to
provide service to internal customers.
5) Measuring internal service quality and feedback.8.- In the last internal service quality is
measured and giving feedback of it.
7 Várnai, S. and FOJTIK, D.J., THE ROLE OF INTERNAL MARKETING IN CULTURAL CHANGE IN ORGANISATIONS
8 IAN Lings and Brooks, Roger F (1998), Implementing and measuring the effectiveness of internal marketing
journal of marketing management 14 4/5 p.325-351.
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Internal marketing and sustainable development
Internal marketing is the best source to change and organizational development. Staff faces
resistance to change in the absence of internal marketing. In cultural change it is necessary to
implement strategies new values and objectives from upper management level.9 According to
Boddy and Buchana (2002) there are two levels of organizational change which are given
below:-
1) Macro level- it is a form of organizational transformation with the intention to rebuild
fundamental assumption.
2) Micro level- it is about the people belief, values, and norms in the organization.
Cultural change onion model includes different level are basic assumption, values, norms, and
artifacts. Basic assumption is the deepest level regarding the solution of organizations problem.
Values are the second level that explain organizational member what is important for them and
on what they have to pay attention. Norms is the third level shows how member of an
organization should behave in a given situation. It is closely related to ethical behavior. Artifacts
are the highest level. It includes structure, system, procedure rules, physical aspect and
observable behavior. Artifacts are built up on the previous three levels. Cummings and Worley
(2001) presented six step guidelines to find out the linkage between internal marketing
orientation and cultural change program.
1. Clarity in strategic vision- first step is to formulate clear vision strategy which consist of
necessary shared values and expected behavior.
2. Involvement of top management- for the cultural change top manager‟s involvement is
most important.
3. At the highest level model cultural change should be adopted first in the organization-top
management need to communicate values and norms linked with the new culture. They
are the initiator for change.
9 Vernaj, Opcit.
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4. Modify the organization for corporate changes- for cultural change supporting
modifications are required in organizational structure, human resource system,
information, management style, communication, and operation.
5. Select members and also terminates retentive persons
Members should be according to new organizational culture. Select persons who fit with
new culture and give them induction program. Those who find difficulty in adapt changes
should be terminated specially at senior level.
6. Ethical and legal sensitivity should be developed- promoting employee integration, equal
opportunity and job security in the organization. Organization should be clear about
ethical and legal issues.10
Internal marketing is based on the satisfaction of employees based on the premise to achieve the
retention and attraction of top talent that will lead to organizational success. The most important
aspect of the sustainability is the employee engagement. According to Kahn (1990) employee
engagement is associated with three conditions (meaningfulness, safety and availability).
Organizational people make more effort if they feel that they will be protected and rewarded in
the organization. Sustainability is linked with people, profit and planet. Internal marketing
framework translates this into triple advantage of employee satisfaction, long-term sustainable
profit and durable planet with less pollution. Employee engagement and involvement in
sustainable and social responsibility programs can have positive impact on employees.11
Sustainable marketing is a marketing that aligns organizational process and also creates value for
stakeholder (owner, shareholders, employees, value chain partners) and also enhance external
natural and social environment. 12
10
Ibid
11
Luigi Lucian Blaga , ACHIEVING EMPLOYEE SATISFACTION BY PURSUING SUSTAINABLE PRACTICESDUMITRESCU University of Sibiu, Romania 12
Arnould, E. and Press, M., 2011. Marketing organizations and sustainable marketing. In Sustainable Business Practices. Prager Press.
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Belz and Peattie (2009) viewed sustainable marketing as a macro marketing concept.
Macromarketing is concerned with the effects of marketing on whole systems, such as
institutions, value chains, or industries. According to Thompson (2010) there are many ways to
make approach towards sustainability for example, on including the costs of ecosystem services
into operations; some try to copy natural systems in new product development and operations; a
little strive to reduces the firm‟s overall carbon footprint; and, some try to modify technologies
they deploy in line to enhance rather than diminish natural resources.13
Sustainable marketing also entrusts a firm to reduce the discharge of wastes into the natural and
social environment that are dangerous to health or compromise future environmental,
community, or economic viability. Sustainable marketing is to create value for all stakeholders
and also considering economic and social impact of it.14
Romane stressed role of relationship marketing on implementation of sustainable development
and organization change. 15
According to Meunier (2005) sustainability is vital for human
survival and fulfilling current need of human without make compromise for future generation to
meet their needs is the basic concept of sustainability. 16
According to Martin and Schouten (2012) sustainable marketing means to create value to
customers by considering human capital and natural. 17
13
Ibid 14
Ibid
15
Al Pop, N., Roman, M., Saniuta, A. and Petrisoaia, C., 2012. Relationship marketing, engine of sustainable development and organisational change in the Romanian business environment. Amfiteatru Economic, 14(32), p.349. 16
Ibid 17
Ibid
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Role of internal marketing in internal brand management
Branding not only makes impact on customer‟s perception but also employee‟s perception.
According to Jacobs brand represents relationship between organization and its customers
whether they are internal or external. Internal brand management- Internal brand management is
also a rising idea for organizational success. It is the internal marketing through which internal
brand management can be improved. Employees get complete knowledge about the product or
services that creates value for customers before deliver it is known as internal branding.
According to OReilly and Pfeffer attraction and retention is not the key to success. The best
method is to create culture that utilizes employees in a best possible manner. Employee oriented
service culture makes positive impact on customers. It is the internal marketing that cares for
employees thus it creates employee orientation. It enforces employees or internal customers
towards internal brand management. 18
Employees deliver product /service to customers after
having complete knowledge about the value created to customers is internal branding.
Employees know about tangible and intangible aspects of product/services that are providing to
customers through branding. Organizations that are using employee oriented service culture
makes positive impact on customers. O'Reilly III and Pfeffer clarify that attraction and retention
are not the only way to success. According to them the best key of organizational success is to
create culture that fosters the best utilization of employee‟s talent. Internal market orientation
helps the development of employee brand knowledge. Thus motivating attracting and retaining
employees to deliver brand promise. According to literature economic wealth comes from
knowledge assets, intellectual capital, and its useful application. 19
18
King, C. and Grace, D., (2008). ‘Internal branding: Exploring the employee's perspective.’ Journal of Brand Management, 15(5), pp.358-372.
19 Ibid
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34 | P a g e
Role of internal marketing in sustainable competitive advantage
Hitt et al (2007) it is not easy to copy strategies of organizations that are gaining competitive
advantage. There are two reasons of this first it is difficulty in imitating strategies 2) it may have
high cost to imitate. Skillful, motivated and flexible workforce is the means to gain sustainable
competitive advantage.20
According to Ahmed and Rafiq 2002 job product is not limited to task that performed by
employees. It also includes training needs, levels of responsibility, career opportunities, working
environment, and involvement in decision making. Internal products are created by managers to
engage employees in the organizations corporate responsibility and sustainability philosophy.
Good internal products results to engage employees in corporate responsibility to invest time and
effort in it. 21
According to Zeithaml & Bitner, 1996 (cited Yusoff & Baharun, 2008, p.6), internal customer
was defined as “any member (employee) of the organization receiving service and product from
other members of the organization to carry out his or her job”. This means that meeting the
requirements exactly as customers needs is the quality means for many organizations. Thus,
internal service is defined as the service provided between different organizational departments
(Kang et al, 2002).22
20 Javadein Seyed S.R. et al (2011) “The role of Internal marketing in creation of sustainable
competitive advantages” Academic journals Inc 6 (4) pp364-374.
21 Hernandez-Sanchenz Isabel and Grayson David, (2012) “Internal marketing for engaging employees on the
corporate responsibility journey”
22 ElSamen A.A. and Alshurideh (2012) The impact of internal service quality. A case in Jordian
pharmaceutical company international journal of business and management, 7 (19). P.84
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According to Gummesson (1987) et al all employees of an organization are internal customers.
In the organization Groonroos (1981) et al suggests that there is internal exchange thus every
employee is both a customer and supplier to other employee. 23
Each individual of the organizational staff are internal customers and internal suppliers of each
other. Internal customers are different from internal customer service. Internal customer service-
it is defined by Finn et al. 1996 that it is a two way process between internal customers and
internal suppliers in which internal suppliers act a provider of service to internal customers.
Varey 1995 aim of internal customer service is to find out need of internal customer both as
individual & as service provider. 24
Internal marketing was originated as a solution to improve service quality. Thus, it helps to
compete in the market. To gain competitive advantage it works best. Alhariry Khaled et al
studied on impact of internal marketing to gain competitive advantage in Yeminis banking
industry. 25
Objective of their study is to find out the level of internal marketing, level of job
satisfaction and organizational commitment & level of customer orientation. They collected data
from service employees only. To get success in marketing, external marketing does not work
alone. Therefore, internal marketing and external marketing both are important for the success of
marketing. 26
According to various researchers internal marketing is a strategy to achieve organizational goal
for example Ezekiel studied internal marketing as a strategic tool for the survival of banking
industry. 27
23 Cai Shaohan (2010), Examining the relationship between internal service quality and its dimensions
and internal customer satisfaction’ vol 21, No.2. pp 205-223 24 Ibid 25 Alhakimi, W. and Alhariry, K., 2014. Internal Marketing as a Competitive Advantage in Banking Industry. Academic Journal of Management Sciences, 3(1), pp.15-22.
26
Ibid 27
Chin TA., the effects of internal marketing on customer orientation in Nigerian banking industry. Journal of business and management, 16 (1), issue 11, pp.34-38.
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36 | P a g e
Sudhir (2010) et al. explained that internal marketing works as a strategy to achieve
organizational goal by attracting, motivating, developing, and retaining employees. To market
successfully the organization, internal marketing plays vital role. Organizations that are
selecting, motivating, and managing their employees for outstanding performance in business
gained competitive advantage in comparison to others.
According to Morlinear et al (2009) employees are the most important stakeholder of the
organization thus by maintaining relationship with them organization works well.28
Conclusion
Internal marketing plays an important role to gain financial and non-financial performance of the
organization. Due to increasing competition and dynamic environment it is not sufficient to
measure only financial performance with this non economic indicators are also important. Non-
economic indicators of performance are market share, product development, or production
efficiency. Pnaigyarakis et al (2009) examined internal marketing improves service quality,
building market share, customer loyalty and customer satisfaction as measures of non-financial
indicator. 29
Internal marketing plays an important role to gain sustainable development of the organization.
To gain sustainable development it is necessary to bring changes in the management thinking.
Business is to earn money but that is not an end in itself. There is also need to change to treat
employees in the organization. To treat them as customers is the best idea to motivate them.
Organization need to maintain relationship with all shareholders. It is necessary to respect and
value all people of the organization whether they are CEO, Director or workers. To overcome the
28
Zaman, K., Javaid, N., Arshad, A. and Bibi, S., (2012). Impact of internal marketing on market orientation and business performance. International Journal of Business and Social Science, 3(12). 29
Ibid.
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37 | P a g e
problem of the organization it is necessary to view things interrelated and as a whole and not in
parts. Organization is facing the problem of system blindness. Departments and managers are
proving themselves who are right and focus on short term interest. Thus organizational people
competes each other in spite of cooperation that hinders its long term success.30
These challenges do approach for sustainability in corporate strategy, leadership and culture.
Thus, internal marketing is the best means to gain sustainable development of the organization.31
References
Jun, M., & Cai, S. (2010). Examining the relationships between internal service quality
and its dimensions, and internal customer satisfaction. Total Quality Management, 21(2),
205-223.
Chin TA.,‟ the effects of internal marketing on customer orientation in Nigerian banking
industry.‟ Journal of business and management, 16 (1), issue 11, pp.34-38.
Sanchez-Hernandez, I., & Grayson, D. (2012). Internal marketing for engaging
employees on the corporate responsibility journey. Intangible capital, 8(2), 275-307.
Lings, I. N., & Brooks, R. F. (1998). Implementing and measuring the effectiveness of
internal marketing. Journal of Marketing Management, 14(4), 325-351.
30 Wong, L. and Avery, G.C., (2008). ‘Creating sustainability in organizations: beyond being green.’ International Journal of Interdisciplinary Social Sciences, 3(2), pp.68-74 31 Ibid.
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38 | P a g e
Javadein, S. S., Rayej, H., Estiri, M., & Ghorbani, H. (2011). The role of internal
marketing in creation of sustainable competitive advantages. Trends in Applied Sciences
Research, 6(4), 364.
Raj, A. B., & Jyothi, P. (2011). Internal branding: exploring the employee perspective.
Journal of Economic Development, Management, IT, Finance, and Marketing, 3(2), 1.
Várnai, S., & FOJTIK, D. J. THE ROLE OF INTERNAL MARKETING IN
CULTURAL CHANGE IN ORGANISATIONS.
Wong, L., & Avery, G. C. (2008). Creating sustainability in organisations: beyond being
green. International Journal of Interdisciplinary Social Sciences, 3(2), 68-74.
Yazdani, D. M. N. A. Internal Marketing & a Conceptual Model For Development of
Employees as Brand.
Zaman, K., Javaid, N., Arshad, A., & Bibi, S. (2012). Impact of internal marketing on
market orientation and business performance. International Journal of Business and
Social Science, 3(12).
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39 | P a g e
A Study on the Exploring Initiatives and Challenges for Make in India
Dr. Deepti Sharma
Assistant Professor
Manyawar Kanshiram Institute of Tourism Management, Lucknow
Dr. Vikas Misra
Professor
Allenhouse Institute of Technology, Kanpur
Abstract
This paper has been analyzed from the perspective of the recent major initiatives “Make in
India” campaign taken up by the Government of India to transform India into a global
manufacturing hub. This paper examines the growth dynamics of the Indian manufacturing
sector, its performance and the potential it can achieve in the coming times. The aim of the study
is to assess the impact and bottlenecks in the implementation of initiatives undertaken to
facilitate the ease of doing business with reference to manufacturing sector in India. The paper
also highlight whether “Make in India” make high quality job creation in India. An attempt has
been made to analyse the growth prospects and the operational challenges faced by the
manufacturing sector with reference to Make in India.
Keywords: Make in India, Job Creation, and Manufacturing hub.
Introduction
Welcoming worldwide organizations to India, Prime Minister Mr. Narendra Modi propelled the
campaign ‗Make in India‘ on September 25, 2014 to ―change India into a worldwide
manufacturing hub‖ and in this way utilize manufacturing as a vehicle for employment
development. As indicated by the battle site, Make in India is ‗a latest major new national
campaign planned to upgrade skill development, encourage development, facilitate venture,
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40 | P a g e
ensure protected innovation and construct best-in-class manufacturing framework. India must
become a manufacturing powerhouse so as to profitably utilize its demographic profit; there is no
option here. Fortunately, we have numerous normal points of interest including a major
workforce pool and an expansive domestic market. Moreover, with China‘s competitive
advantage in manufacturing disintegrating, India has the prospect to remove some share of
worldwide manufacturing from China. All we need to do to enhance the simplicity of working
together in India are these —enhance infrastructure, reform labour laws, put resources into
aptitudes advancement, make it easier to acquire land, implement Goods and Services Tax (GST)
and fast track approvals. The initiative has been taken to help the household manufacturing
industry and economy of the nation by welcoming worldwide nations to put resources into the
Indian market.
Prime Minister Shri Narendra Modi laid out a dream of India manufacturing as opposed to
bringing in the goods she needs. The ―Make in India ―is devoted to Pandit Deendayal
Upadhyaya, the patriotic philosopher. This campaign plans to make India a pioneer in
manufacturing by 2020 by creating exports worth $990 billion.
The significant target behind the activity is to concentrate on 25 sectors of the economy for job
creation and skill development. It additionally goes for top notch guidelines and minimizing the
effect on the environment. It also focuses on new thoughts and initiatives as First Develop India
and Foreign Direct Investment, Highways and I-ways, Look- East on one side and Link- West on
the other. The initiative would like to draw in capital and technological investment in India.
Make in India is an initiative of Government of India, to promote organizations to manufacture
their products in India.
Numerous financial specialists consider labour-intensive manufacturing to be a ineffectual
objective given India‘s internal obstacles and external competition. This paper helps to focus on
the impact and bottlenecks in the implementation of initiatives undertaken to employment
development and assessing the occupation development capability of the Indian economy.
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The incremental way to deal with change taken up to this point by the Modi government has not
yet removed enough barriers to manufacturing growth to start such a most ideal situation. In
subsequent sections the paper reviews policy measures necessary—labor reforms, general
business climate, provision of public goods, and institutional reforms—to achieve meaningful
change. More ambitious reforms will be needed to overcome the significant barriers to
competitive labor intensive manufacturing in India.
Need for Make in India
The circumstances of the manufacturing sector in India are a reason for concern. During the last
2-3 years, the Indian business has seen a difficult time, decelerating extensively. Considering this
issue, it would be a great thing if modern creation, specifically labour-intensive manufacturing,
could blossom in India. The Prime Minister said it is very imperative to raise the purchasing
power of common man to increase, as this would facilitate to boost demand, and subsequently
promote development, in addition to profiting investors.
One of the most noteworthy needs of the Indian government is financial inclusion- bringing more
nation into the modern, productive economy. This appreciated accentuation in our outside
venture strategy on productive and aggressive local assembling will serve numerous destinations.
Above all else, it will upgrade openings for work inside the nation; second, it will minimize the
imports of such items into the nation, along these lines moderating the weight on our exchange
shortfall; third, over the long haul, if not in the close term, it will expand and differentiate our
fares from the assembling area; fourth, it will help in bringing most recent innovations into the
country and finally, such household assembling will minimize a portion of the exchange gratings
we have with different nations. The significance of local assembling with outside interest in
decreasing exchange gratings with different nations is at present overlooked or thought little of.
As a culmination, the emphasis on world-class local assembling may likewise be the most ideal
approach to adapt to globalization and to augment the conceivable advantages from it. The
measure of our residential market and the bounteous accessibility of talented and specialized
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42 | P a g e
labor requiring little to no effort is an influence that we have to put to utilize intentionally to
incite remote financial specialists to make India as an assembling center point in their operations.
On the off chance that there is one lesson we can gain from the Chinese, it is the manner by
which the extent of the local market and the accessibility of talented and restrained labor could
be put to compelling use for the modern and innovative improvement of the nation with outside
investment. The best course to enhancing financial results is through formal part occupations,
which pay standard and for the most part higher wages. Therefore, he said , speculators from
abroad need to make employments.
In the most recent couple of years, moderate development of manufacturing sector, absence of
clarity on approach issues and a miserable state of mind among India's business group was felt.
Head administrator in his lady discourse said he had heard even Indian agents say that they
would leave India and set up business somewhere else. He included that no Indian business
ought to feel an impulse to leave the nation under any conditions. He said improvement and
development situated business is the administration's responsibility. With this prospects 'Make in
India' a late activity taken up to make more employments inside nation i.e. its opportunity to
make in India.
Approaches under ‘Make in India’ Initiative
Amid the most recent couple of months, the administration of India has attempted late activities
that have made degree for revival of India's development story. India's modern arrangement must
perceive where we have critical upper hands. India is very uncompetitive at low aptitude
fabricating. Then again, it is great at making complex things which require gifted work and
cheap designing. In spite of every one of its deficiencies, India remains an extremely focused
assembling area for advanced things, for example, development hardware, autos and car parts
and diesel motors. It is no mischance that organizations, for example, JCB, Cummins, Deere,
Volvo, Hyundai and Ford are utilizing India as a noteworthy fare hub. The center of the
administration has been on refueling development, subduing value weights, encouraging
mechanical and business environment and improving the strategies and systems.
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Launch of ‗Make in India‘ to make India a manufacturing center.
Amendments to three labor laws-Factories Act 1948, Apprenticeship Act 1961 and Labor
Laws Act (Exemption from furnishing returns and keeping up of registers by certain
establishments 1988) approved.
Launch of labor inspection schemes, ‗Shram Suvidha‘ portal, Universal Account
Number(UAN) facility for Employees Provident Fund(EPFO) subscribers
Creation of a ‗Common National Market‘ for the whole nation to guarantee free
movement of goods across the state borders.
Significant Declarations
Start of Make in India
to increase expansion of manufacturing sector
to encourage venture
to make India a manufacturing hub
Improvement of FDI restrictions
Enhancement of FDI breaking points in protection and guard from 26% to 49%
100% FDI in transportation
Amendment to labor laws
Factories Act 1948
Apprenticeship Act 1961
Labor laws Act
Major Initiatives of Make in India
The activities incorporate an assortment of measures from facilitating the administrative weight
to setting up exceptional monetary zones to stir India's idle assembling power.
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Ease of doing business is essential for development ; India has slipped low in the list of
nations as far as of doing business
Process of applying for Industrial License & Industrial Entrepreneur Memorandum have
been made on the web
It is the government‘s responsibility to encourage the creation of an environment
conducive to development
FDI is a responsibility for the people and an opportunity for the global investors
Private-public partnership must be the basis of skills development in the country
There are numerous opportunities in manufacturing and to develop this sector we will
require a whole new world of infrastructure – from highways to I(nformation) ways, gas,
water , pipelines, ports and a lot many more
Skilled manpower mapped to the natural potential and formation of sustainable growth
development will be the focus of ‗Make in India‘
The development far from neediness will originate from increment in work; business will
come just when we begin building up the manufacturing segment in India.
The world is looking to put resources into Asia, particularly in Asian democracies, and
in places with high demand – India fits the bill perfectly
Effective governance is a key factor in attracting investors ; the government needs to
reassure investors of its effectiveness in promoting business and industry
‗Make in India‘ is the responsibility of government of India ; may India acquire strength
with this undertaking.
Challenges and Bottlenecks to Make in India
For making India a worldwide manufacturing center, government needs to get out specific
bottlenecks. This paper contains critical difficulties and answers for the same. Make in India
battle has till early October 2015 pulled in INR 2000 crore worth venture proposition. The battle
has, notwithstanding this, found what's coming to it‘s of faultfinders. It has been felt that the
administration does not walk its discussion - Labor changes, Land procurement, Companies Act
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2013 and Policy changes, which are essential for the accomplishment of the Make In India battle,
have not yet been actualized. Various cutbacks in organizations, for example, Nokia India cast
long shadows over the battle. Various innovation based organizations have not been enthused by
the crusade dispatch and have proclaimed to keep getting their segments produced by China.
The "Make in India" activity is a vital and aggressive exertion by the administration. However its
prosperity will rely on our capacity to viably take an interest really taking shape of India that is
based upon the detailing of laws, arrangements, standards and controls that are profoundly
installed in standards and estimations of edified administration.
As indicated by the overview taking after detours have been distinguished by the respondents
which may obstruct development and hamper the usage of Make in India activity.
Land Acquisition: Land has swelled into significant bit of discouraging power for India
Inc. The failed invasion by the Tata‘s to make Nano autos in West Bengal, the escalating
strain over land securing by SEZs (uncommon monetary zones) and so forth have
guaranteed that corporate India thinks many times over before wandering into any
Greenfield extend. 93% of the respondents have said that the present laws make securing
expensive and in addition repetitive. A vigorous Land Acquisition strategy which would
make procurement much simpler alongside an alluring R&R bundle is crucial for interest
in framework and assembling.
Labour Laws: After laws and land, work is an essential obstruct in the wheel. In an
undeniably globalized economy, employments tend to move towards one heading, that is,
the place the work is cheap. With an order structure, China could offer a 'cordial work
biological community' to abroad financial specialists. Being an equitable country, India is
diversely situated versus the work. 89% of the units have reacted that India's work laws
are unbending and resolute that should be tended to.
Multiple Taxation: 80% of the respondents opine that there is a requirement for
rearrangements of expense laws and most punctual usage of GST to expel various tax
assessments and to excuse the duty framework.
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Companies Act 2013: About 41% of the respondents said that the Companies
demonstration in its present frame is adverse for every one of the organizations. The Act
of 2013 should be scrapped as opposed to making any endeavor of altering it and a new
demonstration in soul of corporate administration ought to be drafted.
Poor Governance: 37% of the respondents said that poor administration may block
development in the economy. They trust that great administration is vital for assembling
division development and for the achievement of Make in India activity. The legislature
should quick track all pending instances of debasement.
Police Raj: 24% of the respondents additionally said that there is a pressing need to
definitely update the Police Raj to make it individuals cordial .Police is the most critical
arm of the Government which cooperates which the normal man straightforwardly and
we have to characterize a framework where police is seen as a companion of the
Common man in the city and ought to encourage the development of industry.
Conclusions and Suggestions
"Come, Make in India" offer presupposes snappier determination to issues identified with 'Three
L's(laws, land and labour). Besides highlighting the 'Three L's', there is a need to consider a
'Remain in India' bundle to hold ability. To raise the way of life, to make our nation a noteworthy
center point for ventures and to grasp advance deserting our against business leanings for good
this is the right stride ahead. There will be proficient preparing in critical parts, more work open
doors and the business houses will embrace a city to help in the formation of 100 keen urban
areas.
Make in India is an auspicious open door for Indian organizations to develop and add to the
advancement of the country. Transparent laws and industry-accommodating arrangements should
be encircled. The administration must work to evacuate variables influencing producing
aggressiveness. Make in India is the following development driver for India. Quality cost and
maintainability the three things that should be ensured. There is a need to accentuate on
straightforwardness of arrangements, foundation, aptitude advancement and need zones. It's
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47 | P a g e
about time that India turns into a favored assembling hub. It‘s time to make a great many
employments to prop up our economy. India has all that is expected to make it a key assembling
goal aptitudes, crude material and entrepreneurship. Thus we can say 'Make in India' is about the
present and future, not about the past.
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http://www.oneindia.com/india/manufacturingentrepreneurship-crucial-make-
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https://www.linkedin.com/pulse/20141005095741-218620334--make-in-India-campaign
opportunities and-challenges
http://phdcci.in/file/thematic_pdf/Make%20in%20India%20Bolstering%20Manufacturin
g%20Sector.pdf
http://zeenews.india.com/business/news/economy/naren dra-modis-make-in-india
campaign-fivechallenges_109098.html
http://en.wikipedia.org/wiki/Make_in_India
http://articles.economictimes.indiatimes.com/2014-10- 07/news/54735514_1_training-
china-senior-secondarylevel
http://inspire99.com/make-india-makes-sense/
http://www.thehindu.com/business/Industry/hurdles-to-make-in-india/article6324344.ece
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Women Education: Challenges and Prospects in Anantnag District of
Kashmir Valley
Abdul Bari Naik
Department of Women Education
MANUU, Hyderabad
Abstract
This paper focuses on the women education: challenges and prospects in Anantnag district of
Kashmir Valley. Education is a discipline that is concerned with methods of teaching
and learning in schools or school-like environments as opposed to various non-formals and
informal means of socialization. Women’s access to education has been recognized as a
fundamental right, and increasing girls’ education is a central policy aim of the international
development community and most developing country governments. Gender equality in
education is a critical element of the Millennium Development Goals. According to the census
2011 total population of the district Anantnag is 1.07 Million in which 0.55 are males while 0.51
are females. Out of this the total female population between age group above 14 years to 40
years are 0.16 million. This population was born in the Kashmir crises period (1975-2001) and
most affected people in the terms of socio economic, political as well as educational terms that is
why researcher have selected this criterion for samplings. Due to continuation of curfews,
hartals, unrests, make women inaccessible to education in particular and general masses in
general. The main objectives of the study are to find out the challenges impinging on the women
education secondly, to find out the major prospectus in women education in the study region. A
field based systematic survey was carried out on the basis of questionnaire in some selected
blocks and tehsils in district Anantnag to find out the challenges impinging on women education
and the data has been calculated on the basis of simple percentage methods. After finding the
problem related feminist theories superimposed on the results and various correlated results
have been achieved. And finally to synthesis all the findings and give feasible suggestions and
recommendations for further development of women education in this region.
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Keywords: -curfews, hartals, challenges, women education
Introduction
Kashmir is also known as „Heaven of Earth‟ due to the attractive creations like rivers, mountains,
architecture, Mughal garden, wildlife and its cultural diversity. Kashmir is the World's highest
battle field and leading militarized zone. It has also the highest number of military bases in the
world. From 1989 -2016 more than 100000 people were brutally killed, thousands were made
half-widows, widows, hundreds of thousands were made orphans, thousands made blind by
pellets. Kashmiris were for pellets, bullets, mass graves, brutal killings, rapes, molestations,
detentions. Education (especially women‟s education) is one of the important sector which is
effected by such inhumanistic activities. The problem of women education in Jammu and
Kashmir in general and women education of Anantnag District in particular is one which attracts
attention immediately. In Jammu and Kashmir due to various aspects like geographical factors,
political insecurity, economic condition, socio-political issues women sufferer more as compared
with its counterparts.
Female education is a catch-all term for a complex of issues and debates surrounding education
(primary education, secondary education, tertiary education and health education in particular)
for females. It includes areas of gender equality and access to education, and its connection to the
alleviation of poverty.
Women education in India has also been a major preoccupation of both the government and civil
society as educated women can play a very important role in the development of the country.
Although in the Vedic period women had access to education in India, they had gradually lost
this right. However, in the British period there was revival of interest in women‟s education in
India. During this period, various socio religious movements led by eminent persons like Raja
Ram Mohan Roy, Iswar Chandra Vidyasagar emphasized on women‟s education in India.
Mahatma Jyotiba Phule, Periyar and Baba Saheb Ambedkar were leaders of the lower castes in
India who took various initiatives to make education available to the women of India. However,
women‟s education got a fillip after the country got independence in 1947 and the government
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has taken various measures to provide education to all Indian women. As a result, women‟s
literacy rate has grown over the three decades and the growth of female literacy has in fact been
higher than that of male literacy rate.
While in 1971 only 22% of Indian women were literate, and in 2011, 65.46% female were
literate. In Kashmir the Figureures are 73.17 percent for males and 52.42 percent for females
while as in Jammu the Figureures are 79.42 percent and 56.86 percent respectively. The total
literacy rate of Anantnag district is 51.92 and female literacy rate is 44.36 in 2011.
The importance of women in matters of building the character of the citizens, economic
reconstruction of the state and social reforms is being realized. Under the fast changing
conditions in the state in the recent times increased attention is being paid to their education. The
problems which were faced by women during education in Anantnag district are categorized into
followings: -
Security Reasons/ Political turmoil
Socio-economic Problems
Geographical Reasons
Family Problems
Infrastructure and other facilities
Pseudo implemented Govt. policies.
Other Reasons
Objectives of the study
To find out the historical background behind Kashmir conflict 1989.
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To assess the impact of Kashmir conflict on lives of women in general and particularly
on women education.
To correlate theories and compare various factors, impinging for erosion of educational
opportunities of women in Anantnag District.
Methodology
Hypothesis
Women Education get badly impacted due to Kashmir conflict than male counterpart in
Valley, particularly in Anantnag District.
Women face series of violence in conflict regions particularly in Kashmir Valley.
Women education has wider prospects in Anantnag District of Kashmir Valley.
Population
The population for the current study consists of respondents above 18 years old. The total simple
size for this study was 200 respondents among which 150 were rural and 50 were urban.
Sampling Technique:
The samples were taken from Anantnag Distract of Kashmir Valley. The sample was selected
using Stratified Random Sampling.
Assessment Tools
Primary data has been collected through questionnaire
Results and discussion
Type of family
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Table 1 (a) Type of family
Type of Family
No. of Rural
Respondents % age
No. of Urban
Respondents % age total % age
Nuclear Family 60 40 44 88.0 110 55
Joint Family 90 60 06 12.0 90 45
Total 150 100 50 100 200 100
Source: Based on Field work done in 2013
Source: Based on Field work done in 2013
Figure 1 (b)
0
50
100
150
200
250
No. of Rural
Respondents
% age No. of Urban
Respondents
% age total % age
Type of Family of Respondents
Nuclear Family Joint Family Total
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The above table and graph reveals that still in rural areas the joint family system is dominant
while as in urban areas the nuclear families are dominant. In rural areas more than 60 %
population are still living in joint family system while less than 40% population are living in
nuclear families and in urban areas more than 85% population are living in nuclear families.
Sources of Income
Income plays a vital role in shaping the socio-economic conditions of a household and the
education levels of women.
Table 2 (a) Sources of Income
Source of
income
No. of Rural
Respondents % age
No. of Urban
Respondents % age total % age
Govt. employee 75 50 30 60 105 52.5
Agriculturalist 45 30 2 04 49 24.5
Business 20 13.33 10 20 30 15
others 10 6.66 8 16 18 09
Total 150 100 50 100 200 100
Source: - Based on Field work done in 2013
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Source: - Based on Field work done in 2013
Figure 2 (b)
The above table 2 (a) and Figure 2 (b) reveals that in rural areas the respondents‟ main source of
income is from Employment as well as agriculture which is 80 % while in urban areas the
respondents‟ main source of income comes from employment and business which constitute 80
%. If we get the results combined together then majority of the source of income comes from
employment as well as agriculture.
Education profile of the Respondents
Education is one of the most important characteristics that might affect the person‟s attitudes and
the way of looking and understanding any particular social phenomena. Table 3 (a) and Figure 3
(b) reveal that more than 20% respondents‟ are illiterate in the study area. The illiteracy is
dominant in rural areas as compared to the urban areas. The urban respondents mostly fall in
SSC and Graduation which is 40% this is due to the availability of education institution as well
as accessibility reasons.
0
50
100
150
200
250
No. of Rural
Respondents
% age No. of Urban
Respondents
% age total % age
Source of Income
Govt. employee Agriculturalist Business others Total
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Table 3 (a) Education Profile of the Respondents
Education
Qualification
No. of Rural
Respondents % age
No. of Urban
Respondents % age Total % age
Illiterate 45 30 4 8 49 24.5
Below 10th Standard 60 40 10 20 70 35
SSS and Graduation 30 20 20 40 50 25
Post-Graduation 11 7.33 10 20 21 10.5
Technical Education 2 1.33 2 4 4 2
Higher Education 2 1.33 4 8 6 3
Total 150 100 50 100 200 100
Source: Based on Field work done in 2013
In rural regions the technical institution is lacking as well as infrastructural problems make a big
hindrance for education in general and women‟s education in particular. It can be concluded
from the table above that by and large the respondents were progressive in education but they
were still far away from the higher education which is so important today to create a knowledge
based society.
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Source: - Based on Field work done in 2013
Figure 3 (b)
Reasons for illiteracy Rate of respondents
Table 4 (a) Reasons for illiteracy of respondents
Reasons
No. of Rural
Respondents % age
No. of Urban
Respondents % age Total % age
Security
Reason/political turmoil 27 60 2 50 29 59.18
Economic Reasons 2 4.44 1 25 3 6.12
0
50
100
150
200
250
Illiterate Below 10th
Standard
SSS and
Graduation
Post
Graduation
Technical
Education
Higher
Education
Total
Education Profile of Respondents
No. of Rural Respondents No. of Urban Respondents Total
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Family Reasons 2 4.44 0 0 2 4.08
Geographical Reasons/
Distance 8 17.77 1 25 9 18.36
Infrastructure 1 2.22 0 0 1 2.04
Religion 0 0 0 0 0 00
others 5 11.11 0 0 5 10.20
Total 45 100 4 100 49 100
Source: - Based on Field work done in 2013
Table 4 (a) and Figure 4 (b) directly shows the security reasons and geographical reasons highly
influence people generally, particularly in the rural areas which brought a great hindrance for
women education. 50 percent women are influenced due to political instability in urban areas
while the ratio is higher in rural areas.
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Source: - Based on Field work done in 2013
Figure 4 (b)
Out of total 200 respondents 49 were illiterate and among more than 59% highlighted political
instability/ security reasons are responsible for their high level illiteracy rate. Geographical and
economic reasons placed 2nd
and 3rd
cause of illiteracy in Anantnag district.
Dropouts rates of women education in Anantnag District
A school leaver or pass-out is a dropout if she/he does not pursue studies in another school
during the following academic session. Information about such students has been collected by
visiting child‟s home or from other reliable source such as child‟s neighbor or from another
school in the area.
0
10
20
30
40
50
60Reasons of illiteracy
No. of Rural Respondents No. of Urban Respondents Total
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Table 5 (a) Showing the Rural Urban dropouts in Anantnag District
Dropout
No. of Rural
Respondents % age
No. of Urban
Respondents % age total % age
Yes 30 20 06 12 36 18
No 120 80 44 88 164 82
Total 150 100 50 100 200 100
Source: Based on Field work done in 2013
Source: Based on Field work done in 2013
Figure 5 (b)
Above table 5 (a) and Figure 5 (b) depicts that out of total 200 respondents, 36 respondents were
the dropout cases. This shows that total survey shows 18% dropout cases in general while in
rural areas more cases are found than urban regions. Various researches and survey by various
0
50
100
150
200
250
No. of Rural
Respondents
% age No. of
Urban
Respondents
% age total % age
Rural Urban dropouts in Anantnag District
yes no Total
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NGO‟S in Kashmir Valley shows 25 to 30 % dropout cases. If we go in the contrast analyses
between urban and rural regions we find that in rural areas the dropout cases are more as
compared to the urban areas.
Reasons / Causes/ Factors of women dropout in Anantnag District.
Dropout depends upon various factors such as poverty level, distance of school from home,
transport facilities, quality of teachers, social environment and many other factors. But in this
researcher has delineated the causes of dropout into social problems, political issues, economic
factors, geographical factors, lack of infrastructure and many more as shown in the table.
Table 6 (a) Showing the Factors/ reasons behind dropouts
Reasons/ Factors
No. of Rural
Respondents % age
No. of Urban
Respondents % age total % age
Social Problems 0 0 0 0 0 0
Security Problems 18 60 4 66.6 22 61.11
Economic Problems 2 6.6 1 16.6 3 8.33
Health problems 2 6.6 0 0 2 5.55
Lack of College/ school in
Vicinity 4 13.3 1 16.6 5 13.88
Lack of infrastructure 1 3.3 0 0 1 2.77
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Failure 3 10 0 0 3 8.33
Total 30 100 06 100 36 100
Source: - Based on Field work done in 2013
Source: Based on Field work done in 2013
Figure 6 (b)
Above table 6 (a) and Figure 6 (b) Shows the reasons behind the female dropouts in Anantnag
District. There is number of reasons but the main seven reason/ factors are given in the table. The
study reveals that security problems are the main reasons in rural as well urban areas but in rural
areas the impact is more as compared with urban areas. Out of total 30 respondents in rural areas,
18 respondents which constitute more than 60% of the respondents pointed out security reasons
are the main reason behind dropout cases.
020406080
100120
Factors/ reasons behind dropouts
No. of Rural Respondents % age
No. of Urban Respondents % age
total % age
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Besides this, lack of college in vicinity is second most important reason for high level dropout
ratio. Failure and economic conditions are the other important reasons on which the respondents‟
dropout is high. The second important reason behind the high level female dropouts in both the
regions rural as well as urban is due to failure results. After students fails, she doesn‟t want to
continue the studies so there needs a grade system rather fail and pass system. Besides this,
health problem is another problem for both in rural areas as well as in urban areas.
More than 6% of respondents in rural areas are facing health problems while in urban areas more
than 5% respondents in urban areas are facing health problems. The psychiatrists believe that
young Kashmiri boys and girls have to experience a direct change in their personalities, identities
and behaviors everyday on account of gunshots, painful screams, banging of window panes and
doors, night protests, police and paramilitary raids, wild scenes of violence. Kashmiris have been
suffering from frequent bomb- blasts, curfews and property damages –all leading to high levels
of stress, endless fear and insecurity.
Table 7 (a) Discontinue educations
Discontinuation
of education
No. of Rural
Respondents % age
No. of Urban
Respondents % age total % age
Yes 30 20 8 16 38 19
No 120 80 42 84 162 81
Total 150 100 50 100 200 100
Source: Based on Field work done in 2013
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Table 5.6 (b) directly depicts that out of total 200 respondents, 38 respondents discontinue
education at any stage in their life. 20 percent of respondents in urban areas discontinue
education while only 16 percent respondents in rural areas discontinue education due to various
reasons which are given below in tabular form.
As from the above tables regarding illiteracy reasons, dropout reasons and discontinuation of
education, in every aspect picture shows security/ political turmoil are the main reason behind
suffrages of women‟s education in Anantnag district. Security reasons also include hartals,
curfews, tensions and strikes in educational institutions. Violence against women is endemic
which a major cause of dropouts in Kashmir Valley is. On 30 May 2009, two young women
were found dead in a stream close to a village in the Valley‟s Shopian district, allegedly raped
and murdered by Indian security personnel.
Table 8 (a) Reasons for discontinue education
Reasons
No. of Rural
Respondents % age
No. of Urban
Respondents % age total % age
Family pressure to
marry 0 0 0 0 0 0
Security reasons 15 50 5 55.55 20 51.28
Poverty 5 16.6 1 11.11 6 15.38
Religion 0 0 0 0 0 0
Lack of college/ 5 16.6 1 11.11 6 15.38
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school in vicinity
No separate women
college/ school 2 6.6 1 11.11 3 7.69
Lack of infrastructure
facilities 0 0 0 0 0 0
Others 3 10 1 11.11 4 10.25
Total 30 100 9 100 39 100
Source: Based on Field work done in 2013
Several hundred cases happened in Valley which leads to the high dropout rate among females in
District Anantnag. The valley was paralyzed by hartals or curfews having a great impact on the
education sector in general but particular women education in Valley. After 1989 the Kashmir
region comes under political instability and under army siege. This all resulted in frequent
curfews, crackdowns, search operations, arrest, torture, custodial killings, and disappearances of
youth, firing, shelling and the implementation of draconian laws like Armed Forces Special
Powers Act (AFSPA), Prevention of Terrorist Activities (POTA) and Public Safety Act (PSA)
which in turn gave birth to various kinds of human rights violations in Kashmir.
Different types of violence faced by women during conflict period.
Rapes (Asiya& Nilofar (2008), Konan-poshpora (1991))
Brutal killing, killing of parents, siblings (Aneesa Nabi, 2011, Genewa Human rights
summit)
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Arrests, detentions of father, brother, husband, son cousin.
Molestations (Handawara in 2016)
Eve teasing
Fear of violence in women. (Jeremy Bentham panopticon theory)
Jeremy Bentham, social theorist and English philosopher in 18th
century give Panopticon
theory, panopticon is a type of institutional building in which single watchman observe the entire
situation going inside and without the inmates being able to tell whether or not they are being
watched. Both Gaze as well as Panopticon theory is applicable to the situation generated in
Kashmir Valley. The security persons are gazing continuously, that even when people reached at
their rooms they feel that panopticon view. On roads women were gazed, when reached at home
she listens the news that her father has been arrested on suspicious basis, next day she was
informed that her brother is no more because he was brutally cold murdered by security forces.
From gazing until the death of close ones, it is the women who get suffered more than anyone in
the region and it is only happening in Kashmir …. in Kashmir …. in Kashmir ….,
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One of the respondents namely Ishrat says:
“Women and girls who come out for colleges and schools were gazed by security agencies on
roads. So we feel ashamed of the way they navigate” (Interview 2016)
Like Ishrat, Aunisa narrated the same situation,
“In an environment of stratagem, the burqa (enveloping outer garment worn by females),
becomes functional necessity because it gives me a protection from the gaze eyes of security
persons rooming around school premises”.
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Another respondent (Bisma) said,
“Sometimes the gazing crosses the limits and which force us to grab guns and shoot the gazed
eyes of men in uniform but Islam does not allow us”.
Fozia another interviewer mentioned,
“I don‟t want to highlight the matter regarding insecurity on roads, may be next day security
agencies will do same with me what they have done with Asiya and Niloofar in Shopian”
Another respondent (Hafeeza), quoted,
“I have two sons and three daughters, both are studying outside (means other parts of India), but
how could I send daughters there for education, I have seen the cruelty of Indians through the
oppression of Indian Army”.
Fatimah says,
“All my three daughters have quite education because Kashmir University have less intake seats
at P.G level and I could not send them outside because not safe for girls”
Suggestions and Conclusion
Revocation of draconian laws Armed Forces (Special Powers) Acts (AFSPA)
Displacement of Army camps and bankers near education institutions.
Treat Kashmiris as human beings and don't make fun of the terms Jamhuriat, Kashmiriat
and Insaniyat.
After going through a discussion in this research paper, it may be concluded that women facing
various challenges and hurdles during the Kashmir Crisis period. During crisis period the basics
infrastructure of education as well as roads, bridges, building were destroyed as well as
occupied. Women suffer more than male counterparts because thousand rape cases, innocent
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killing, disappearance cases etc. have been taken place in Jammu and Kashmir. Women
education is important for the empowerment and development of women in general and
sustainable development of society in particular.
References
Angel S. Recto (2005), “Foundations of education Vol. II, Historical, philosophical, legal
& theological”, Pub. Rex Philippine
Anna Julia Cooper (1892), The Higher Education of Women
Bazaz, P. N. (1959). Daughters of the Vitasta: A History of Kashmiri Women from Early
Times to the Present Day, Pamposh Publications, New Delhi, pp.211 and .219.
Census of India 2011,
Fayaz Ahmad Bhat & Fouzia Khurshid, “Gender Disparity and Policies of Inclusion: A
Case Study of Women‟s Education in Jammu and Kashmir” International Refereed
Research Journal of Arts, Science & Commerce. Vol. – II, Issue –3, July 2011
GOJK (2008). Jammu and Kashmir State Report, January 21 – February 5, Sarva Shiksha
Abhiyan, Seventh Joint Review Mission, Retrieved June 12 2010
Habibullah (2008) “My Kashmir: Conflict and the Prospects for Enduring Peace” Pub.
United States Institute of Peace Press,
http://www.jkeducation.gov.in/(Retrieved on Aug 2015).
M. Ali & S.W. A. Ashraf (2014), Kashmir Crisis: Resource Mobilization and Prospects
of Peace, Concept Pub. New Delhi.
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