Reports on Self-Esteem

Report on
Self Esteem
Of
Students
(26Nov 2010 - 10Dec 2010) Submitted in the partial fulfillment of the Organizational Behavior module of PG Diploma in Rural Management (PGDRM)
Session 2010-12
Duration: November 26, 2010- December 10, 2010

Submitted to: Submitted by:
Dr. Tanjul Saxena Indrajeet Kumar, Sunny Raj, Vijeta Kumari PGDRM 1st Batch

Institute of Health Management Research
1, Prabhu Dayal Marg, Sanganer, Jaipur, India
Phone: 91-141-3924700, Fax: 91-141-2792138, email: iihmr@iihmr.org, URL: www.iihmr.org

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Contents

* Concept note

* Objective

* Research Design

* Instrument Used

* Findings

* Interpretation

* Conclusion & Recommendation

* References

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Concept Note Self esteem is your opinion of yourself. High self esteem is a good opinion of yourself and low self esteem is a bad opinion of yourself. Self esteem is directly related to expectation for success. High self esteems believe that they possess the ability they need to succeed at work. Individual, with high self esteem will take more risk in job selection and are more likely to choose unconventional jobs than the people with low self esteem. The low self esteem are more susceptible to external influence than the high self esteems. Low self esteems are dependent on the receipt of positive evaluation from others and will tend to be concerned with pleasing others, therefore are less likely to take unpopular stand then high self esteems. Self esteem is also related to job satisfaction. High self esteems are more satisfied with their job than low self esteems. Self esteem of an individual depends on the self awareness i.e. the awareness that one exist as an individual being. Self awareness is having a clear perception of your personality including strengths, weakness, thoughts, beliefs, motivation and emotion. Self awareness allows you to understand other people, how they response to them in the moment. It make changes in the thoughts and interpretation you make in your mind and is one of the attributes of emotional intelligence and an important factor in achieving success. Having self awareness allow you to see where your thoughts and emotion are taking you. Self awareness is developed through practices in focusing your attention on the details of yours personality and behavior. The change in your mind and behavior become simple and easy steps when you develop self awareness.
The purpose of this study was to describe and explore factors affecting the job satisfaction of a population and to gain an insight into attitudes, perceptions and behavioral dispositions towards job with a focus on motives and intentions of employee’s satisfaction.
The study is undertaken as a part of understanding and applying research concepts and methodology during the module of organization behavior for partial fulfillment of the post graduate programme in rural management.

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Objective

To find out the self esteem and analyze the satisfaction level of the student.

Research Design

Population cover:
All students in Jaipur.
Population frame:
All students those are in college.
Sample unit:
Post Graduate students from IIHMR.
Sample size:
Twenty students (10 boys & 10 girls) from IIHMR.
Type of sampling:
Simple random sampling: the probability of being selected is “known and equal” for all members of the population.

Instrument Used
Instrument used was developed by A.H.Eagly and adapted from J.R.Robinson and P.R.Shaver, measure of social psychological attitudes (Ann Arbor, MI: Institute of social research, 1973).

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FINDINGS
Sl. No. | Respondent | Score | | | | | | | | | | | | | | | | | | | | | | No. | | | | | | | | | | | | | | | | | | | | | | 1 | Q.No. | 1 | 2 | 3 | 4 | 5 | 6 | 7 | 8 | 9 | 10 | 11 | 12 | 13 | 14 | 15 | 16 | 17 | 18 | 19 | 20 | Total | 2 | F1 | 5 | 3 | 3 | 1 | 1 | 4 | 2 | 5 | 5 | 4 | 1 | 1 | 3 | 2 | 3 | 4 | 5 | 4 | 2 | 3 | 61 | 3 | F2 | 4 | 4 | 4 | 4 | 4 | 2 | 3 | 2 | 2 | 5 | 4 | 4 | 2 | 2 | 3 | 5 | 5 | 4 | 4 | 2 | 69 | 4 | F3 | 2 | 4 | 5 | 4 | 3 | 2 | 5 | 3 | 4 | 5 | 5 | 4 | 5 | 4 | 5 | 3 | 3 | 3 | 3 | 3 | 75 | 5 | F4 | 5 | 3 | 4 | 4 | 3 | 3 | 2 | 5 | 3 | 5 | 5 | 3 | 4 | 4 | 4 | 3 | 3 | 3 | 4 | 3 | 73 | 6 | F5 | 5 | 4 | 5 | 5 | 4 | 2 | 4 | 4 | 5 | 5 | 5 | 5 | 5 | 5 | 4 | 4 | 5 | 5 | 4 | 5 | 90 | 7 | F6 | 5 | 4 | 4 | 3 | 4 | 3 | 4 | 5 | 4 | 5 | 3 | 4 | 2 | 4 | 4 | 4 | 5 | 3 | 4 | 4 | 78 | 8 | F7 | 4 | 4 | 3 | 4 | 3 | 4 | 3 | 5 | 3 | 3 | 3 | 4 | 2 | 3 | 3 | 4 | 4 | 4 | 4 | 4 | 71 | 9 | F8 | 5 | 2 | 4 | 3 | 4 | 3 | 4 | 4 | 3 | 4 | 3 | 4 | 2 | 4 | 4 | 3 | 5 | 3 | 4 | 4 | 72 | 10 | F9 | 4 | 3 | 4 | 2 | 4 | 5 | 3 | 3 | 4 | 3 | 3 | 5 | 3 | 3 | 5 | 4 | 4 | 4 | 4 | 4 | 72 | 11 | F10 | 4 | 3 | 3 | 2 | 4 | 3 | 3 | 4 | 3 | 4 | 3 | 3 | 3 | 2 | 4 | 3 | 3 | 3 | 4 | 4 | 65 | 12 | M1 | 5 | 4 | 4 | 5 | 4 | 1 | 3 | 2 | 3 | 5 | 2 | 4 | 5 | 4 | 3 | 4 | 4 | 2 | 3 | 4 | 71 | 13 | M2 | 3 | 3 | 4 | 3 | 4 | 2 | 3 | 3 | 2 | 3 | 4 | 3 | 4 | 3 | 3 | 3 | 2 | 2 | 3 | 1 | 58 | 14 | M3 | 5 | 4 | 4 | 4 | 4 | 3 | 4 | 4 | 5 | 5 | 4 | 3 | 3 | 4 | 3 | 4 | 4 | 3 | 4 | 5 | 79 | 15 | M4 | 2 | 2 | 4 | 4 | 4 | 2 | 4 | 2 | 3 | 4 | 2 | 4 | 4 | 3 | 2 | 3 | 3 | 3 | 5 | 3 | 63 | 16 | M5 | 4 | 3 | 4 | 3 | 3 | 3 | 4 | 3 | 4 | 5 | 4 | 5 | 4 | 5 | 3 | 5 | 3 | 5 | 4 | 4 | 78 | 17 | M6 | 2 | 4 | 5 | 4 | 3 | 2 | 5 | 3 | 4 | 5 | 5 | 4 | 5 | 4 | 4 | 5 | 3 | 3 | 3 | 3 | 76 | 18 | M7 | 4 | 3 | 4 | 5 | 4 | 2 | 4 | 2 | 4 | 5 | 3 | 4 | 4 | 4 | 3 | 4 | 4 | 3 | 4 | 3 | 73 | 19 | M8 | 3 | 5 | 5 | 5 | 3 | 2 | 4 | 2 | 3 | 5 | 5 | 1 | 1 | 3 | 2 | 4 | 2 | 5 | 5 | 5 | 70 | 20 | M9 | 4 | 2 | 3 | 3 | 3 | 5 | 3 | 5 | 4 | 5 | 5 | 4 | 3 | 5 | 5 | 5 | 5 | 3 | 4 | 5 | 81 | 21 | M10 | 2 | 3 | 4 | 5 | 5 | 2 | 3 | 4 | 3 | 4 | 4 | 3 | 5 | 4 | 4 | 4 | 3 | 2 | 5 | 3 | 72 | | Mean | | | | | | | | | | | | | | | | | | | | | 72.35 | | Stand. Dev | | | | | | | | | | | | | | | | | | | | | 7.300144 |
The short 20 item survey covers both self esteem and self awareness of the student, which will fulfill our objectives.

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INTERPRETATION
The mean self-esteem of 20 students was 72.35 with a standard deviation of 7.3.
So, self-esteem of students lies between 65.05 - 79.65.
Lower the score lower the self esteem.
Graph No. 1

From graph no. 1, 45% of students self esteem were average and 25% students comes under low self esteem.
These all students belongs to same category and they all are on same base, may be the reason of low self esteem was their current exposure and experience toward their life.

Graph No. 2

On comparing male and female (Graph No. 2) there was no significant difference between their self esteem. So, we can say that self esteem doesn’t depend on gender, it totally depend on how an individual take their life and their attitude.
Here we also found that around 30% of student self esteem was high, so this totally depend on what they achieved till now that was up to their expectation and how they are looking their life.

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Conclusion and recommendation

Self-esteem is directly related to expectation of success. High self-esteem believe that they posses more of the ability they need in order to succeed at work. Individual with high self-esteem will take more risk in job selection and are more likely to choose unconventional job than people with low self-esteem.
Low self-esteems are more susceptible to external influence than high self-esteem. Low self-esteem depends on the receipt of positive evaluation from others. As a result they are more likely to seek approval from others and more prone to conform to the beliefs and behavior of those they respect than are high self-esteem. In managerial position, low self-esteem tend to be concerned with pleasing others and therefore are less likely to take unpopular stand than are high self-esteem.
Following are six behaviors that increase self-esteem, enhance self-confidence, and spur motivation.
First, greet others with a smile and look them directly in the eye. A smile and direct eye contact convey confidence born of self-respect. In the same way, answer the phone pleasantly whether at work or at home, and when placing a call, give your name before asking to speak to the party you want to reach. Leading with your name underscores that a person with self-respect is making the call.
Second, always show real appreciation for a gift or complement. Don 't downplay or sidestep expressions of affection or honor from others. The ability to accept or receive is a universal mark of an individual with solid self-esteem.
Third, don 't brag. It 's almost a paradox that genuine modesty is actually part of the capacity to gracefully receive compliments. People who brag about their own exploits or demand special attention are simply trying to build themselves up in the eyes of others — and that 's because they don 't perceive themselves as already worthy of respect.
Fourth, don 't make your problems the centerpiece of your conversation. Talk positively about your life and the progress you 're trying to make. Be aware of any negative thinking, and take notice of how often you complain. When you hear yourself criticize someone — and this includes self-criticism — find a way to be helpful instead of critical.
Fifth, respond to difficult times or depressing moments by increasing your level of productive activity. When your self-esteem is being challenged, don 't sit around and fall victim to "paralysis by analysis." The late Malcolm Forbes said, "Vehicles in motion use their generators to charge their own batteries. Unless you happen to be a golf cart, you can 't recharge your battery when you 're parked in the garage!"
Sixth, choose to see mistakes and rejections as opportunities to learn. View a failure as the conclusion of one performance, not the end of your entire career. Own up to your shortcomings, but refuse to see yourself as a failure. A failure may be something you have done — and it may even be something you 'll have to do again on the way to success — but a failure is definitely not something you are

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References
A text book on job satisfaction by Luthans. P.Robbins Stephen., A.Judge Timothy.,”Organizational Change and Stress Management”, Organizational Behavior, Twelfth Edition, Asoke K .Ghosh, Prentice –hall of India Pvt. Limited, New Delhi, 2007:642-687.
Google search engine..

References: A text book on job satisfaction by Luthans. P.Robbins Stephen., A.Judge Timothy.,”Organizational Change and Stress Management”, Organizational Behavior, Twelfth Edition, Asoke K .Ghosh, Prentice –hall of India Pvt. Limited, New Delhi, 2007:642-687. Google search engine..