COMPARISON OF EMPLOYEES ATTITUDE AND BEHAVIOR IN PHYSIOTHERAPY COLLEGES AND REHABILITATION & PHYSIOTHERAPY CENTERS IN RAJASTHAN : Satya Bhushan Nagar *

Back ground and introduction
The Human Resources field evolved first in 18th century Europe from a simple idea by Robert Owen and Charles Babbage during the industrial revolution. These men knew that people were crucial to the success of an organization. They expressed that the wellbeing of employees led to perfect work. Without healthy worker( HRH) or “health workforce” is defined as “all people engaged in actions whose primary intent is to enhance health”, according to the World health organization’s report 2006 Human resources for health are identified as one of the core building blocks of a health system . They include physicians, physiotherapists, nurses, midwives, dentists, allied health professions, community health workers, social health workers and other health care providers,The healthcare industry employs over 4 million people, making it one of the largest service sectors in the economy. Physiotherapy and rehabilitation organization in today’s era utmost need to serve.
Methodology
It was included in the study and analysis through bar graphs and charts wherever necessary to study the comparative data. Questionnaire technique helped in getting the depth study by directly interacting with the focus group and the physiotherapist. The universe of the study was confined to the state of Rajasthan. In this manner total 15 private physiotherapy colleges were selected and 10 government rehabilitation and physiotherapy centers and 15 rehabilitation and physiotherapy centers were selected and 20 each from government and private institutions were selected. The study was based on sample stratified random sampling. Various statistical techniques like mean, standard deviation was calculated. The design is 2 X 3 factorial therefore the Two -way A NOVA was used.
Conclusion
there is significant difference in Employees Attitude and Behavior between Rehabilitation & Physiotherapy Centers and Other Institutions there is significant difference in Employees Attitude and Behavior between Government Institutions and Private Institutions.
key word : Human Resources, health workforce, Employees Attitude.

BACK GROUND
The federal government has other responsibilities, including setting national health care standards and ensuring that standards are enforced by legislative acts such as the Canada Health Act (CHA) .
Constitutionally the provinces are responsible for the delivery of health care under the British North America (BNA) Act; the provinces and territories must abide by these standards if they wish to receive federal funding for their health care programs .The federal government also provides direct care to certain groups, including veterans and First Nation’s peoples, through the First Nationals and Inuit Health Branch (FNIHB). Another role of the federal government is to ensure disease protection and to promote health issues .The federal government demonstrates its financial commitment to Canada’s human resources in health care by pledging transfer funds to the provinces and direct funding for various areas. For example, in the 2003 Health Care Renewal Accord, the federal government provided provinces and territories with a three-year CAD 1.5 billion Diagnostic/Medical Equipment Fund. This was used to support specialized staff training and equipment that improved access to publicly funded services.
The third group – private physicians – is generally not employed by the government, but rather is selfemployed and works in a private practice. They deliver publicly-funded care to Canadian citizens. Physicians will negotiate fee schedules for their services with their provincial governments and then submit their claims to the provincial health insurance plan in order to receive their reimbursement The federal government has other responsibilities, including setting national health care standards and ensuring that standards are enforced by legislative acts such as the Canada Health Act (CHA)
Canada differs from other nations such as the United States of America for numerous reasons, one of the most important being the CHA. As previously mentioned, the CHA sets national standards for health care in Canada. The CHA ensures that all Canadian citizens, regardless of their ability to pay, will have access to health care services in Canada. “The aim of the CHAis to ensure.
The health care system in the United States is currently plagued by three major challenges. These include: rapidly escalating health care costs, a large and growing number of Americans without health coverage and an epidemic of substandard Health insurance premiums in the United States have been rising at accelerating rates. The premiums themselves, as well as the rate of increase in premiums, have increased every year since 1998; independent studies and surveys indicate that this trend is likely to continue over the next several years care.
Approximately 92% of Germany’s population receives health care through the country’s statutory health care insurance program, Gesetzliche Krankenversicherung (GKV). GKV designed an organizational framework for health care in Germany and has identified and constructed the roles of payers, providers and hospitals. Private, for-profit companies cover slightly less than 8% of the population. This group would include, for example, civil servants and the selfemployed. It is estimated that approximately 0.2% of the population does not have health care insurance.
Developing countries struggle to find means to improve living conditions for their residents; countries such as Ghana, Kenya, South Africa and Zimbabwe are seeking human resources solutions to address their lack of medically trained professionals. Shortages in these countries are prevalent due to the migration of their highly educated and medically trained personnel.
Professionals tend to migrate to areas where they believe their work will be more thoroughly rewarded. The International Journal for Equity in Health (2003) suggested that those who work in the health care profession tend to migrate to areas that are more densely populated and where their services may be better compensated. Health care professionals look to areas that will provide their families with an abundance of amenities, including schools for their children, safe neighborhoods and relatives in close proximity. For medical professionals, the appeal of promotions also serves as an incentive for educating oneself further .As one becomes more educated, the ability and opportunity to migrate increases and this can lead to a further exodus of needed health care professionals.
The World Health Organization (WHO) estimates a shortage of almost 4.3 million physicians, midwives, nurses and support workers worldwide. The shortage is most severe in 57 of the poorest countries, especially in sub-Saharan Africa. The situation was declared on World Health Day 2006 as a “health workforce crisis” – the result of decades of underinvestment in health worker education, training, wages, working environment and management.

INTRODUCTION
The closing decade of 20th century has witnessed a growing importance of HRM both at business and national level. The turbulent business climate brought in the work of liberalization, globalization and changing technologies are offering complex and challenging situations to managers. Human Resource is continuously evolving in organizations and that HRM can and must intervene in the emergent process in order to influence the speed and direction of the development of people. HRM can enhance or hinder the dynamics of evolutionary change of the qualifications and motivations of the workforce and thus influence the development path of human resource. Indian organizations are tending to become competitive to meet globally prevalent standards; there is no government or international agency that does not realize the importance of human element. The world bank, the United Nations and its constituent bodies including UNDP, UNIDO, WHO and ILO, all recognize the need for and the improvement of the system to manage people in their organizations. The systems, instruments and strategies which they practice as being of strategic importance at a given point of time, for a given country or group of countries may vary but the focus is uniform, Rao (1996).
In the world titled towards passion for excellence and customer delight either in product or service providing organization, the only way to survive and grow is to develop the new strategies for managing people with standardized techniques and equipment’s, but no organization can assemble its overnight results. People with desired qualifications, technical and managerial experience, personality traits such as aptitude for research and development, work attitude, initiative, concern for excellence, the potentialities and capabilities are not readily available. Hence every organization needs to develop its human resource over a period of time, and only the choice the organization are left with, is to develop them, if they cannot get them readily from an open market, Mufeed (2000). In this background, HRM has to play a crucial rule in terms of making employees to learn, change and adopt themselves for organizational objectives. Adaptability of organization has never been so important then it is today. HRM has to play a catalytic role in building and facilitating right kind of work environment. HRM is formulated on the convention that people are important and their involvement is necessary for an organization to be effective, this convention is translated in to practice through a Varity of programmes to facilitate individuals for better adjustment to the environment. In the present scenario organizations face multiple opportunities and threats from turbulent business environment, increased competition, changing customer demands and the constant challenges to maintain consequences among organizational dimensions such as technology, strategy, culture and process. Keeping organization healthy and visible in today’s world is a daunting task. Individuals in organizations drive themselves to find satisfaction in and through work, fighting obsolescence of one’s knowledge and skills, maintaining dignity and purpose in pursuit of organizational goals and achieving human connectedness and community in the work place. Simply survival-continuation to have an adequate job is a major challenge now a day in the light of constant layoffs and cutbacks. Although new jobs are being created at second rates and old jobs are being destroyed at an accelerating pace. “Knowledge work” is replacing ”Muscle Work’*. In present era, the greatest problem that industries are facing is how to increase the productivity. Although this task will require many efforts on many fronts include manufacturing, technology, strategies and the decision making. For most companies the best opportunity for improving productivity lies in the more efficient inhabitation of human resources. The technology for improving Human Resource Management (HRM) is already at hand. Therefore the problem is not to invent the technology, but to implement what we already know; HRM has its origin in the Hawthorne studies of Elten Mayo and Fritz Roethlisberger in 1930’s and 1940’s, and it was further developed in 1950’s, 1960’s, and 1970’s by people like Douglas McGregor and Rensis Likert. Over the past few years, however a number of companies in the west have come to recognize that one means of increasing productivity and profits is to improve the management of their human resource and workforce, which they had under estimated. Actually human resource is a company’s asset representing a sizable investment which includes the cost of recruitment, training and development and thus is the greatest investment in physical resources. Companies that have adopted this viewpoint have started searching for ways to utilize human resources effectively.
As yet only few companies have actually implemented this idea namely SBI, Texas Instruments, Xerox, Donnelly Mirrors, Linton, Wipro, Infosys, and Satyam etc and by adopting this philosophy they have been appreciated by all the Stakeholders. The Human Resource Management (HRM) occupies the prime position of all disciplines in management and deals with many resources. Earlier there were land, labour and capital. Later these resources were expanded to include men, material, machinery and money. In present nuclear age and globalization it may be appropriate to expand the scope of resources further such as human ware, info ware and organ ware. Among these resources find human resources playing a dual rule- a resource as well as a motive force for all other resources. Human beings are also responsible for manipulating all other resources by way of developing, utilizing, commanding and controlling all other resources like material, machines, money, infrastructure and land (Nair;1999).
HRM in a classical sense refers to the acquisition, development, motivation and maintenance of human capital. This in turn increases the productivity, quality goods and superior services and enhances the profitability of the organization. The people are considered principle resources of an organization and to manage the people is the most important aspect of every organization (Lata& Nair; 1999). Thus, the manpower is that resource through which management wants to direct and control all other resources like material, machine, money and others. To keep this human power happy and content is the most important objective of every organization. In order to meet this objective management must design and implement a set of policies, procedures and practices. These should be aimed at enhancement the human development. HRM is a very fruitful process to be applied not only to industries but also in the social service sector. All these strategies, systems and techniques that an organization uses to help its employees, acquire and strength their compatibilities which are vivid under HRM technologies. Separate HRM departments, Proper HRD systems and climate, performance appraisal system, training, organization development and interventions, career planning, rewards, employee welfare systems, quality of work, Job enrichment and human resource information system are being used as HRM mechanism by the organizations worldwide. According to (Storey; 1995), HRM is a strategic and coherent approach to the management of an organization. The people working there who individually and collectively contribute towards achievement of its goals. HRM can be regarded as a set of interrelated policies with an ideological and philosophical reinforcement (Storety; 1989). It is concerned with the employment, development and reward of people in organizations and conduct of relationship between management and the workforce.
The Institute of Personnel management London has defined HRM as that part of management concerned with people at work and with their relationship in to an effective organization. The people who make up an organization and having concern for the wellbeing of the individual and of working groups, to enable them to make their best contribution to its success. The Edward Flippo (1999), has defined HRM as planning, organizing, directing and controlling of the procurement, development, compensation, integration, maintenance and separation of human resource, so that individual organizational and societal objectives are accomplished. The overall purpose of HRM is to ensure that the organization is able to achieve success through people. HRM aims to provide a range of services which support the achievement of corporate objectives as part of the process of running the organization. HRM enables the organization to obtain and retain the skilled, committed and well-motivated workforce. It enhances and develops the inherent capabilities of people and creates an environment in which harmonious relationship and team work can flourish. Further it helps the organization to balance and adopt an ethical approach for managing employees which is based on the concern for the fairness and mental wellbeing of the people.Health human resources (“HHR”) also known as “human resources for health” (“HRH”) or “health workforce” is defined as “all people engaged in actions whose primary intent is to enhance health”, according to the World Health Organization’s World Health Report 2006.

OBJECTIVE OF THE STUDY
To comparison of employees attitude and behavior in physiotherapy colleges and rehabilitation & physiotherapy centers.

METHODOLOGY
The universe of the study was confined to all physiothe r apy coll ege and physiothe r apy &rehabilitation centers in the state of Rajasthan There were about15 physiotherapy colleges and 25 physiotherapy and rehabilitation center in Rajasthan. The study was based on sample stratified random sampling.
The whole universe was divided in to two strata’s (1) physiotherapy colleges and (2) rehabilitation centers, and physiotherapy centers. After the stratification of the universe small samples were drawn on random basis using random tables. Descriptive and inferential statistic were widely used to interpret the fact and to arrive at conclusion.
Two way ANOVA test was administered for testing the significance of difference in variables and attributes. Exact sampling test such as t and F test were applied. Correlation and ratio were calculated to convert their absolute information in to relative information.

RESULT AND ANALYSIS
Comparison of Employees Attitude and Behavior in Physiotherapy Colleges and Rehabilitation & Physiotherapy Centers

The above table shows that the mean scores of Physiotherapy Colleges on Employees Attitude and Behavior is found to be 37.400 while the mean scores of Rehabilitation & Physiotherapy Centers on Employees Attitude and Behavior is found to be 34.000. The mean difference was found to be 3.400, the ‘t’ score was found to be 3.824 which is significant at 0.01 level.
It infers that there is significant difference in Employees Attitude and Behavior between Physiotherapy Colleges and Rehabilitation & Physiotherapy Centers.

CONCLUSION
On the basis of mean score it is concluded that in Physiotherapy colleges the Employees Attitude and Behavior is significantly better in comparison to Rehabilitation & Physiotherapy Centers.

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