1. Management of Agriculture Development Systems; case studies

Dr. G.R. Desai and Dr. M.R. Reddy

Hyderabad, MANAGE, 1992 (mimeo)

A review of development efforts in the agricultural sector indicates requirement of various functional aspects to increase production. In this context, it could be observed that various types of efforts in terms of organisational systems and functions have been implemented depending upon the situational requirement. But inspite of various efforts there is no specific indication as to the basic requirement of specific systems and the functions to be undertaken for sponsoring development in the agriculture sector. In line with this requirement the present study was initiated to examine three popular systems in agricultural development and identify the important functions to be integrated for agricultural development with the following objectives.

To study the structure and functions of the major agricultural development systems To examine the operational aspects for agricultural development among these systems To study the impact of the systems on various aspects of agricultural development To identify the factors contributing to the success of the systems.

The study examined three different systems in the context of providing comprehensive extension management at the grass root level viz. Corporate Management System, Cooperative Management System and the Government Management System. Three cases pertaining to these systems were included viz. Coffee Board as a case for the Corporate Management System, AP Cooperative Oilseed Growers Federation as a case for the Cooperative Management System and T&V System of agricultural extension as a case for the Government Management System. The study was undertaken in the states Karnataka and Andhra Pradesh in which these systems operated. One district representing each of the systems was selected for each case. Further 3 blocks and 5 villages in each block were selected The major focus of the study related to various aspects such as Organisation of the system, Operational Pattern, and System Impact. Respondents included field level extension officials who were involved in implementing these systems and farmer respondents who were actual beneficiary target groups for each of the systems. Data was collected from both primary and secondary sources. Results

The results revealed that in terms of parameters of supporting agricultural development through efficient management of research, extension, input management, marketing etc., the cooperative management model is the most suited to achieve results.

Initiation for agricultural development by the government agency has to continue. However with the fast changing rural scenario this can be delegated to statutory bodies like Zilla Parishads to initiate and try specific development systems suited to their areas. Objective of the development of an organisation involved in agricultural development has to be specific to cover crop technologies suited to various situations with built-in flexibility of covering different type of technologies to suit various areas Since overall development of agriculture requires various aspects such as technology, skills, material, inputs, marketing etc. it is suggested that efforts should be made to build in all six functions such as Research, extension Management, Organizational development, Input Management, Marketing Management, Post Harvest Management into a single organizational framework. It is necessary to prune the number of levels of operation in the organization to the basic minimum for improving organizational efficiency The overall extension work should be based on group approach at the operational level by forming formal interested groups, as individual contact method is time consuming and costly. This would help in larger coverage of clientele apart from delegating responsibility for local level management to the people involved. With development of agriculture becoming more complex it is suggested to hire agricultural graduates at the operational level to improve the system efficiency. There is a need to train officials in various skills related to extension management. As field extension work requires frequent visits and contact between FEOs and the clientele suitable facility for mobility should be provided in all the systems It is necessary to build in opportunities for professional development for all the staff to improve morale and motivation.

This study was carried out in eight districts of Karnataka, to identify the performance indicators for a reorganised extension system and to identify the critical indicators that effect performance. Findings show that the Principal Agricultural Officer and ADA's played an important role in institutional training as well as reorienting the extension personnel while the SMSs did not have adequate technical background. The operational mechanism of ZRAC, monthly workshops and fortnightly training showed a satisfactory performance. The overall systems impact was however not achieved because of the deficiencies in the cutting edge level of agricultural systems. The findings of these studies are being used in training programmes. study was carried out in eight districts of Karnataka, to identify the performance indicators for a reorganised extension system and to identify the critical indicators that effect performance. Findings show that the Principal Agricultural Officer and ADA's played an important role in institutional training as well as reorienting the extension personnel while the SMSs did not have adequate technical background. The operational mechanism of ZRAC, monthly workshops and fortnightly training showed a satisfactory performance. The overall systems impact was however not achieved because of the deficiencies in the cutting edge level of agricultural systems. The findings of these studies are being used in training programmes.

3. Relationship betwen technical competence of extension staff and their motivation and performance in the field 1996 (mimeo)

The analysis on relationship of technical competence with job performance of extension staff unveiled the influence of organisational climate, technical competence and motivational factors on job performance of Village extension officers, agricultural Officers and Subject Matter Specialists. Suggestions made to improve quality of job performance include better input support, rationalised training to minimize repetition of the same message, exposure to relevant technology and communication techniques, more avenues for personal career development, frequent contact between various categories of extension personnel, etc. It is suggested that the extension organisation should have a flexible, functional and adaptive structure not only to enhance its effectiveness but also bring about job challenges for extension personnel and possibly lead to greater job satisfaction. Findings are expected to help administrators as well as training institution design appropriate techniques to improve these conditions in extension organizations as well as equip extension workers with the relevant technical competence.

4. Comparative analysis of job performance of extension staff with reference to their academic qualifications and their training in State Departments of Agriculture-South India 1996 (mimeo)

The objectives of this study are to study the academic qualifications of extension personnel and the relevance and utility of these in their job performance; find out the relevance and utility of training programmes conducted for extension personnel and to bring out their training needs as perceived by different categories of extension personnel and to find out the relationship between academic qualifications, training and job performance. Results reveal that academic qualifications of VEOs and AOs show a negative and non-significant relationship while academic qualifications of SMSs have a positive non-significant relationship with their job performance. Training received was found to have a positive significant relationship with job performance of VEOs only. Since VEOs are the last link in the chain of transfer of technology to the farmers it is essential that they are trained effectively. Some of the implications relate to qualifications of VEOs and SMSs, training as an important input; need for involvement of extension personnel in the extension programme right from conception to feedback; more exposure to mass media; a proper learning environment with suitable infrastructure facilities; need for pre-service training and importance of study tours for a wider exposure to extension functionaries and a conducive organizational environment.          

5. Development of a shelf of personality profiles of village extension functionaries ,

B.C. Muthayya and Vikram Singh

Hyderabad, MANAGE, 1993 (mimeo)

The main objective of the project on development of a shelf of personality profiles of village extension functionaries was to make an assessment of the Block and Village level extension workers with regard to their personality and related aspects and to find out their prospects of succeeding as extension officers and remaining satisfied with the job.

The study was undertaken in 5 states selecting 2 districts in each state. The study revealed a large degree of dissatisfaction due to the hierarchical nature of the organisational structure, lack of facilities and support systems, indifferent attitude of supervisory officers to problems of field workers, etc. The study also suggested that personality appraisals should be given more importance at the time of recruitment of extension workers, as this can play a key role in the success of the programme. It also suggested that opportunities for personality development and making the job content more interesting would help in keeping the motivation up. The findings are being used in training programmes.