SUMMARY, FINDINGS AND

SUGGESTIONS

CHAPTER-VI
Abstract

In this chapter, an attempt is made to present the summary, major

findings of the analysis, hypothesis testing, suggestions, scope for
further research, and conclusion.
 The present study was concerned mainly with problem of satisfaction which an
individual derives from work. Work occupies so much of man’s life span, that the
satisfaction or dissatisfaction with it could affect in all walks of life. Besides this, a man’s
job satisfies so many of his/her needs, that it becomes extremely important to enquire
about the factors that are associated with satisfaction or dissatisfaction with the job. The
impact of work on men/women cannot be denied. It operates as a great stabilizing,
integrating, ego satisfying, central influence in the pattern of each person’s life.

Job satisfaction is a complex concept and difficult to measure objectively. It is

function of the correspondence between the reinforce system of the work environment
and individual’s needs. It is an individual feeling which could cause by a variety of
factors. The core of this concept is the value of treating the worker as a human being and
brings out improvements in physical and psychological work environment.

The effectiveness and efficiency of service organizations like libraries can be

measured in terms of their services delivered or rendered to its users-women, men, aged
people, unemployed youth, working people etc. The quality of library services depends
upon the quality of work force, which in turn depends upon knowledge, adaptability and
more importantly job satisfaction of professionals working in libraries. Library
professionals’ satisfaction is a prerequisite for delivery of quality service and keeps the
users satisfied. The services can reach to the ultimate readers/users timely and objectively
not only through the electronic devices but mainly from the services rendered by the
dedicated and satisfied library personnel.

In industrial enterprises, a satisfied employee is a productive employee of the

organization. Similarly, in the library, the satisfied library professional along with
professional competencies, alone can render quality service and can be considered as a
useful asset to the library. Satisfied professionals, therefore not only render quality of
service to the users, but also ensure commitment towards the professional duties in the
library in which he/she is serving to contribute one’s might to its image building. The
quality and timely service by the committed professionals, in turn, enhances the
effectiveness and efficiency of the library, above all, enriches the image of the library and
its existence in society as well.
 Job satisfaction can be viewed in 2 ways. One way is from the employee’s
perceptions that they are safe and able to grow and develop as a human being. The
second way is as implementing practices like job environment, democratic supervision,
safe and healthy working conditions. In the present study this views are merged. The job
satisfaction is taken in terms of employee’s perceptions on their physical and mental
wellbeing at work.

For a detailed study, the professionals working in State Central Library, Regional
Libraries,District Central Libraries and Branch Libraries under Zilla Grandhalaya
Samsthas of Anantapur, chittoor, Kurnool, Guntur, Krishna, Visakhapatnam, Kakinada,
Rangareddy, City Grnadhalaya Samstha Hyderbad, Medak, Mahaboob Nagar have been
selected for the study.

The study is basically an empirical in nature. The data for the present study are
collected both from Primary and Secondary sources. Primary data are collected by
administering a structured questionnaire among the employees on various dimensions of
job behaviour and Job Satisfaction. However the secondary data are collected from the
text books, Journals and periodicals relevant to study, theses and dissertations and
websites. As to get first-hand information, the librarians of different grades are also
personally contacted and had informal discussion on various aspects of its working
conditions about employees in order to ascertain their opinions.

Behavioural data are collected in terms of perceptions of selected employees on

Job Satisfaction by administering a structured questionnaire. The questionnaire is so
framed with an intention to elicit the information from librarians of different cadres in
Public Libraries. The questionnaire is divided into 12 sections.

While analyzing the data, statistical techniques like weighted arithmetic mean,
chi-square test have been adopted. Percentages and averages are also used. Opinions of
respondents are assessed on a 5 point scale, widely known as Likerts scale. This scale has
been considered ideal for measuring the response of the employee in public libraries.

For a detailed study, 325 structured questionnaires were sent by post. Finally 221
library professionals filled the questionnaire an all aspects and sent them back to the
researcher. Thus all these 221 professionals are finally selected as the sample it represents
the universe of the study. Opinions collected from the respondents are quantified based
on the value 2 for most positive, 1 for positive response, ‘0’ for neutral response, -1 for
negative response and -2 for most negative response. The total value is arrived at by
multiplying the value with the number of responses and after adding them. Weighted
arithmetic mean is arrived at by dividing the total value by the number of respondents of
the category.

The study also has investigated into the background factors of the employees that
may possibly influence Job Satisfaction dimensions i.e. designation, age, experience, pay,
qualifications. The respondents under each group are calculated and chi-square values are
computed. The chi-square analysis enabled the researcher to examine whether the
personal attributes reveal a significant relationship with the dimensions of Job
Satisfaction.

Findings of the study

The major findings of the Study are as follows:

• It is observed from the study that Grade-III librarians are found more in number than
Grade-I and Grade-II. On the whole, 75.1% of the sample respondents are Grade-III
librarians, 12.7% are Grade-I librarians and 12.2% are Grade-II librarians.
• It is found in the study that 44.8 per cent of the sample respondents are Graduates
with BLISc degree and 40.3 per cent are with Post Graduate degree.
• It can be understood from the study that among three categories of individual pay, the
majority of respondents were from Rs.11,000-20,000 pay group with 79.6%.
• Details of total number of years of experience led us to infer that the majority of the
respondents with experience ranging from11-20 years and 24.4% of the respondents
are having between 21-30 years of experience. Only 10% of the respondents are with
below 10 years of experience.
• Gender-wise details show that more than half of the respondents are male, while only
34% are females.
• It is interest to note from the study that majority of respondents in this study is’36-45’
years of age group with 49.3%, followed by ‘46 years and above’ age with 42.1% and
’25 to 35’ years with 8.6%. This indicates that the majority of the respondents are
above 35 years of age.
• As per the marital status, it is found that almost all the sample respondents are
married.
• It is also observed from the study that 52% of sample library professionals are from
nuclear family and remaining are from joint family.

Pay

• It is evident in the study that 54% of the sample respondent professionals expressed
satisfaction regarding their pay when compared with Government and private
organizations. 81% of the respondents were satisfied with their periodical increments.
• 82.2% of Grade-I librarians, 55.5% of Grade-II, and 62.7% of Grade-III librarians
have expressed satisfaction regarding their income as it is sufficient for their normal
expenses. Nuclear family respondents expressed more satisfaction than respondents
from joint family with this aspect. More than half of the respondents from all
categories (such as age, experience, pay, qualification, gender, and nature of family)
expressed satisfaction as their income is sufficient for their normal expenses. Grade-I
librarians are more satisfied than others, as they are getting more income.
• It is more interesting to note from the study that more than half of the respondent
professionals with neutral opinion towards their ‘pay is highly paid’.
• The respondent professionals having lower educational qualification have expressed
more satisfaction that their salary suits their educational qualification and experience
than the respondents having higher educational qualifications. It infers that the
satisfaction level is decreased with increasing educational qualification of
respondents. More than half of the respondents of all other categories were satisfied
with the same. Overall 53.8% of respondents have felt that their salary suits their
educational qualification and experience.
• It is clear from the study that only 45% of the respondent professionals were satisfied
with the benefits for the additional qualifications.
• Nearly three-fourth of the respondents accepted that the pay is their main
motivational factor at work.

Job Security

Job security is associated with the feelings on security about future employment.
Employees want stability of employment. They do not like to be the victims of whimsical
personnel policies and stay at the mercy of employers.

• In this study, it is observed from the responses of the respondent professionals that all
most all the respondents (95.5%) have expressed that their job is secured and satisfied
with the certainty of career prospects in the organization.
• 69.2% of the respondents accepted that they feel free from unnecessary stress because
of job security.
• 87.8% of the respondent professionals accepted the fact that because of job security
they are committed towards work and loyalty to the organization, 81.4% of the
respondents agreed that they are more creative at work, 74.7% of respondents agreed
that they are more productive in rendering quality service to the users/readers, and
80.1% of respondents accepted that they are punctual because of job security.
However, only 35.3% of the respondents are declined to resign unless more
challenging and highly remunerative job is offered. 91.4% of respondents totally
agreed that they feel free while giving services to readers/users because of Job
Security.
• More than three-fourth of the respondents undoubtedly agreed that the main
motivational factor at work is Job security. The variation in the opinions of
respondents among different variables is negligible with regard this aspect because
job security is taken for granted once an employee enters into service.
• On the whole there is a positive opinion and 79.2% of respondent professionals
expressed satisfaction towards this aspect and accepted that the Job Security is one of
the main motivational factors at work.

Work-itself
 The nature of work contributes heavily to the feeling of satisfaction. Flexibility,
freedom and discretion available in the performance of one’s job contribute highly to job
satisfaction.

• The majority of respondent library professionals i.e., 84.7% were satisfied with the
things they do at work. On the whole, 72.3% of the library professionals were
satisfied with possibility of creativity in their work. Grade-I professionals were more
satisfied than Grade-II and Grade-III professionals with this respect.
• It is found in the study that 62% of the library professionals accepted that their job is
challenging in nature.65.1% of respondent library professionals stated that the
organization is not utilizing their professional skills. Regarding the statement “even
laymen can do my work”, only 23.1% of the respondents agreed, whereas 60.1% of
the respondents did not accept this.
• It has been observed from the study that 53.8% of respondents stated that the
innovative ideas are implemented by the organization. 59.7% of respondents felt that
the computerization is going on in the public libraries, and 63.8% of respondents have
stated that computerization has been extended to branch libraries also. 88.7% of
library professionals felt that their work is interesting and 86.9% were satisfied with
the nature of work.
• All most all of the respondent professionals of all groups strongly agreed that the
work they do is respectable. 86.4% of respondents stated that they are able to satisfy
both job and family responsibilities. It is surprised to find in the study that 65.2% of
respondents expressed that their job is routine in nature.

Working conditions

Working conditions constitute hygiene factors also. Although hygiene factors are
not the source of satisfaction, these issues must be dealt with first to create an
environment in which employee satisfaction and motivation are even possible.

• It has been reported by the most respondent library professionals that they are
satisfied with working hours of the library. 52.4% of the respondent professionals
were satisfied with drinking water facility.
• 90.5% of the respondent professionals were dissatisfied with canteen facility. 80.6%
of the respondents were dissatisfied towards the lunch/rest room facility. 76.8% of the
respondents were dissatisfied with recreation facility. 42% of the respondents were
dissatisfied with even fan facility. 52% of the respondents were dissatisfied with toilet
facility and 88.2% of respondents were dissatisfied with medical aid facility.
• The study reveals that there were inadequate physical facilities available in the
library. On the whole, three-fourths of respondents were dissatisfied with working
conditions of the public libraries. The level of satisfaction is very low with this
aspect.

Recognition and Appreciation

It involves praising and showing appreciation to others for effective performance,

significant achievements and important contributions. In the present study, the majority
i.e., 83.3% of the respondent professionals agreed that they feel better when their work is
recognized.

• 49.7% of the respondents have expressed negative feeling towards work as it is not
appreciated in the organization. Only 35.7% of Grade-I librarians and half of the
respondents from all other variables (i.e., age, experience, pay, qualification, gender
and nature of family) were satisfied with the same.
• 63.8% of the respondent library professionals were satisfied with the recognition
program in the Department.
• Out of 221 respondent professionals, 217 undoubtedly stated that readers’
appreciation gives more satisfaction than superiors’ and co-workers’ appreciation and
at the same time 95.5% 0f respondents stated that they need both readers’ and
superiors’ appreciation.
• Individuals at all level of the organization want to be recognized for their
achievement on the job. On the whole, there were only 50% of the respondents were
satisfied with the appreciation from the superiors for their achievement on the job.

Fringe Benefits
 Fringe benefits supplement an employee’s ordinary wages, and which are of value
to them and their families. Majority of the respondents expressed more dissatisfaction
towards fringe benefits.

• 71.5% of respondent professionals expressed dissatisfaction towards getting housing

loans at low interest rates. 88.3% of respondents have dissatisfied towards health cards
provided by the organization. 60.1% of respondents were dissatisfied towards LTC
facility. 80.5% of respondents were not satisfied with providing free insurance in addition
to salary.
• 82.4% of respondents were dissatisfied with medical reimbursement policy of the
organization, and more than half of the respondents expressed more dissatisfaction with
their benefits which are comparable to those offered by other organizations. However,
more than half of the respondent professionals expressed satisfaction with the festival
advance provided by the organization, besides GPF facility, getting loans with low
interest rates and Gratuity benefits.
• Less than one-third of the respondents of different categories (on the basis of designation,
age, experience, pay, qualification, gender, and nature of family) expressed satisfaction
towards fringe benefits provided by the organization. This led us to infer that there is low
level satisfaction among the librarians working in the public libraries of Andhra Pradesh.

Promotion

A promotion is the transfer of an employee to a job which pays more money or

one that carries some preferred status. An employee, who feels over qualified for this
job, will always be concerned about his/her possibilities for promotion.

• It is observed from the responses of the library professionals that there is too little
promotional chances in the job, 57.9% of respondents desperately stated that there is
too little chance for promotions.
• It is evident in the study that 83.2% of respondent professionals have accepted that
promotions are given according to seniority and 81.5% of respondents have also
agreed that the educational qualifications also considered for promotions along with
experience.
• In the study it is found that 38.9% of the respondent professionals stated that there are
infrequent promotions in the organization, on the other hand, nearly same percentage
of respondents strongly stated that they have frequent promotions in the organization.
• It is interesting to note from the study that 75% of respondent Grade-I library
professionals were more satisfied with the promotional policy of the organization
than Grade-II and Grade-III library professionals.
• It is also observed from the study nearly 50% of the respondents of all variables i.e.,
age, experience, pay, qualification, gender, and nature of family were satisfied with
the promotional policy of the organization.
• A significant observation is that the Grade I professionals were more satisfied than
Grade II and Grade III professionals with promotional policy. In brief, overall picture
shows that only 50.7% of the library professionals are satisfied with promotional
policy.
• It is evident in the study that 78.6% of Grade-I respondent professionals were
satisfied with the promotional chances in the organization, whereas, only 44.4% of
Grade-II and 42.1% of Grade-III respondent professionals were satisfied with
promotional chances. It is also observed from the study that there is no variation in
opinions of respondents among other variables.
• A significant observation regarding promotional chances is that Grade-I respondent
professionals were more satisfied than other two and except among Grade-I
librarians, it is also observed that there is low level of satisfaction towards
promotional chances in the organization.

Opportunities for Growth

Human resource is the total sum of knowledge, skills, creative abilities, talents,
aptitudes, values and beliefs. Enhancement of utilization value of Human resources
depends upon improvement of these aspects. After fulfilling basic and physical needs,
employees look forward to satisfy their psychological needs and developmental needs.

• The study reveals that 56.1% of the respondent library professionals were satisfied
with their job and also believe that it offers scope to realize their aspirations and
ambitions.
• 50.3% of the respondents were satisfied with opportunities for professional growth in
the job. Grade-I librarians more satisfied than Grade-II and Grade-III librarians. On
the whole, there were only 50% of the respondents satisfied with this aspect. There
was no variation in the satisfaction levels of respondents from other variables.
• Grade-I librarians have expressed more satisfaction with the scope to implement
innovative ideas but other groups differed, they have expressed less satisfaction than
grade-I. Overall, 62.4% were satisfied with this aspect.
• 64.3% of respondents were satisfied with the authorities’ encouragement when they
take initiative to do better and encouragement to participate in
seminars/conferences/workshops.
• Grade-I respondent professionals were more satisfied with that they were able to use
their professional skills in their job than Grade-II and Grade-III librarians. There is no
variation in the level of satisfaction among respondents of other variables i.e., age,
experience, pay, qualification, gender and nature of family with the same.
• 40.2% of respondent professionals accepted that they regret for having joined in the
job. It infers that they are unhappy with their job. All most all the respondent
professionals accepted that there is a scope to serve the people in the job even though
they are unhappy with their job.
• Improvement of creative abilities and knowledge of human resource is more
important in service organizations where the very nature of functioning requires all
these qualities of employees.
• Chances for human resource development among professionals are measured in terms
of opportunity to develop human capabilities, opportunities for growth and
development. The degree of opportunity for growth in the organization differs among
librarians of various grades. Here Grade-I professionals expressed more satisfaction
 but Grade-II and Grade-III expressed less satisfaction with this regard, because there
is no encouragement to improve the creative ideas and improve the professional skills
of staff other than Grade-I, as the degrees of opportunity differ among the cadres.
Grade-I professionals accepted that there is a scope to implement innovative ideas,
but other two groups differ from that of Grade-I.

Interpersonal Relationship

One pays greater attention to the role of co-worker relationship in determining the
nature and Job Satisfaction on esprit de corps in organization. There is fairly good
opinion about this aspect.

• It is found from the study, 85.6% of respondent professionals were satisfied with
superior’s treatment towards them. They superiors treat them with respect.
• Regarding good working relations with co-workers, all most all the respondents were
satisfied. 95.1% of respondent professionals like the people who are working with
them.
• The majority of the respondents were satisfied with feedback that they get from their
superiors with which they were able to improve their working skills.
• The present study reveals that, 86.9% of respondent professionals responded
positively on subordinates’ support.
• 90% of respondents were satisfied with co-ordinate and co-operative relationship
exists in the whole library. 71.4% of professionals agreed that there is no gender bias
in the organization.
• Regarding the statement, “I feel my suggestions and feedback are taken into
consideration”, 89.3% of Grade-I librarians were satisfied. The level of satisfaction in
Grade-II and Grade-III professionals was less than that of Grade-I. Overall 65.2% of
respondents were satisfied with the same.
• It is also observed from the study, 52.9% of the respondent librarians were satisfied
with freedom given by the authorities to use their own judgment.
• On the whole, it can be briefly concluded that there is no significant difference in the
opinions of staff with regard to interpersonal relations among the variables of nature
 of job, age, experience and pay. 75 percent of Grade-I professionals expressed
positive opinion on acceptance of their suggestions by the superiors in the
organization, but less percentage of Grade-II and Grade-III expressed positive
opinion on this aspect.

Training Facility

Training is another component that needs attention to measure. Existing

employees require refresher training so as to keep abreast of the latest developments in
job operation. In the face of rapid technological changes, this is an absolute necessary.

• In the present study, 75.5% of respondents were satisfied with that they received
training that they need to do the job well. 66.8% of respondent professionals were
satisfied with the sufficient training given by the authorities whenever there is a
change.
• 65.6% of respondents stated that they developed computer knowledge and skills
through the training program conducted by the authorities.
• It is also clear from the study that 72.4% of respondents accepted that organization
has given importance to the induction training. 72.8% respondents stated that
promotion, development and training are interlinked procedures and 66.1%
respondents satisfied with training program conducted by the organization.
• It is found from the study, among respondent professionals, Grade-I and Grade-II
were more satisfied with this aspect but level of satisfaction in Grade-III professionals
is low. There is no significance difference among the various strata of professionals
over this aspect.

Social relevance of work

Social relevance of work and service orientation of public libraries is very much
accepted norms by respondents. Public libraries serve as local gateway to knowledge and
information and provide conditions for lifelong learning, community development and
independent decision making by an individual. Public libraries are devoted to the
development of the community.
• The study reveals that undoubtedly the majority of respondent professionals agreed
that the library is useful to the society.
• 80.1%of the total respondents were satisfied with effective utilization of public
library by the public.
• 91% of the library professionals accepted that public library is service oriented
organization.
• On the whole, regarding service orientation of public library, there is no significant
difference in the level of satisfaction of respondents with different variables i.e.,
designation, age, experience, qualification, gender and nature of family.
• 58.8% of the respondents were satisfied with extension activities of public library to
facilitate rural education, and adult education etc.
• 73.4% of respondents were satisfied with the role of competitive examination cell
which enhances the employment opportunities.
• It is interesting to note from the study, 44.5% of respondents are with neutral opinion
regarding role of the public library in empowerment of disadvantaged section of the
society by meeting their information needs. Grade-I librarians were more satisfied
with the same than Grade-II and Grade-III librarians. On the whole, only 42.7% of
respondents were satisfied with the same.
• 61.8% of respondents accepted that the public library helps in empowerment of
women and 53.4% of respondents agreed that the public library provides education
and training facilities to the employee.

TESTING OF HYPOTHESIS

Hypothesis 1: There is no Job Satisfaction among the library professionals working in

Public Libraries of Andhra Pradesh.

Based on opinions of professionals regarding job security (Table 5.15),

Interpersonal relationship (Table 5.35) and Social relevance (Table 5.38), this hypothesis
is not proved, because they are very much satisfied with the above factors.

Based on perceptions of professionals on pay (Table 5.10 and 5.12 of analysis

chapter), work it-self (Table 5.17 of analysis chapter), Training facilities (Table 5.37 of
analysis chapter) provided by the organisation and opportunities for growth (5.30 of
analysis chapter), hypothesis has been partially proved but based on the opinions of
professionals relating to fringe benefits (Table 5.25 of analysis chapter), working
conditions (Table 5.20 of analysis chapter), recognition and appreciation (Table 5.22 of
analysis chapter) and promotion prospects (Table 5.27 of analysis chapter) this
hypothesis is hereby confirmed.

Hypothesis 2: Working conditions in the public libraries are not satisfactory.

The collected data from respondents were analysed and presented in Table 5.20
of analysis part. According to analysis the staff are highly dissatisfied with all most all
the factors of working conditions. Based on the table 5.20, it is proved that the working
conditions in the public library are worse. So, the hypothesis is hereby confirmed.
Hypothesis 3: Training facilities available for the staff to improve and to update
their skills at work are not adequate.

According to the results obtained from analysis (Tables 5.37 and 5.38 of analysis
chapter) the respondent professionals of higher cadre are satisfied but the professionals of
lower cadre are dissatisfied with training facilities available. So, this hypothesis is
partially proved.

SUGGESTIONS

On the basis of analysis of data and on the basis of views expressed by the
professionals, the following suggestions are made for improving motivation and enhance
job satisfaction of employees in Public Libraries, in order to increase the organizational
effectiveness.

• The library authorities should pay much attention over the present laxity in enhancing
the pay to the employees.
• In service training increases employee’s knowledge of the job responsibilities,
promotes high morale, aids to perform effectively and demonstrate the ability for
future professional growth, the sum total of which results in an increment in both
quantity and quality of library services. Hence, public library professionals of all
cadres should also be encouraged to participate in continuing education program like
short-term courses, workshops, and training program. The technology oriented
aspects must be given priority over traditional and outmoded subjects while
conducting training programs.
• Attending seminars, conferences improve the individual librarian’s professional
background, knowledge and skills, enhancing the value to their services. Thus public
library professionals should also be allowed to attend professional conferences,
seminars on deputation and must be allowed to visit other libraries, information
centers, documentation centers and public libraries of other states. This would be
highly motivating and conducive to increase their efficiency.
• It is noticed in the present study, the working conditions are worse in the public
libraries, it contributes more in determining the job satisfaction. Therefore, efforts are
to be imperatively initiated to improve the working conditions to make job more
interesting, so that it enhances the job satisfaction of the employee and also satisfy the
user community.
• The appreciation of performance and personal recognition of employees by the
superiors have proved to be a very powerful tool in building their morale and
motivation. So, there is need to plan an effective recognition program in the
department and creative ways to reward top performing employees, which are more
worthy than cash.
• In order to overcome the digital divide among the various strata of users there is
immediate need to automate and network the public libraries in the state.
• The Government of Andhra Pradesh should take immediate steps to implement the
recommendations of Ekbote Committee report in letter and spirit.
• The authorities should review the manpower needs of the public libraries and fill up
the vacant positions for smooth running of libraries in the state and also improve the
promotional prospects for the lower grade professionals.
• The library authorities should properly counsel the employees and guide them in
their career advancement. In this context State Institute of Library Education
Research and Training (SILRET) should strengthen to offer effective periodical and
up to date training programs.
• Creation of Job Satisfaction is not an easy job for the management. It requires efforts
and arrangement. So, the Organization should conduct a job satisfaction survey of
their employees at least once a year for continuous improvement and according that
they should take necessary steps to improve because motivated employees work with
pride deriving a sense of the satisfaction in their work to contribute to the success of
the Organization.
Scope for further research:

1. Job Satisfaction in public libraries in different states.

2. Comparative study of job satisfaction in public and Academic libraries in Andhra
Pradesh.

Conclusion:

The public library forms an important and integral part of the society. It is the
local gateway to knowledge, provides a basic condition for lifelong learning, independent
decision-making and cultural development of the individual and social groups. The
human element is perhaps most important factor of ail, in determining the success or
otherwise of Public Library. Low salaries, bad working environment and some dull
routine have always leads to dissatisfaction. A happy, educated and willing employee is
always an asset to the Public Libraries. The introduction of new wage system,
improvement of working conditions, provide promotional prospects to highly qualified
professionals who are working in lower cadre, improvement of human resource
development programs will certainly make the system more effective and qualitative. The
Directorate of Public Libraries, various organs in the top management like Grandhalaya
Parishad should work with more synergy to develop the Job satisfaction in Public
Libraries and Scio-economic development of the society.