Measurement of Employee Satisfaction of Social Islami Bank

The main objective of this report is to measure the job satisfaction of the employee’s of Social Islami Bank Limited (SIBL). Other objectives are to identify the importance of determines of job satisfaction and measure the level of job satisfaction with respect to compensation package. Here also measure the level of job satisfaction with regard to training and development. Finally describe measure the level of job satisfaction in regard of job security and explain SWOT analysis base on findings and recommendation.

Introduction

Bangladesh has a mixed banking system comprising nationalized, private and foreign commercial banks. Bangladesh Bank is the central bank of the country and is in charge of monetary policies of the Government and all commercial banks. After independence the govt. of Bangladesh initially nationalized the entire domestic banking system and proceeded to reorganize and rename the various banks. After that in nineteen eighties privatization decision of commercial banks revolutionize the overall banking system. At present total banking systems of Bangladesh consists of four state owned banks, four specialized banks, thirty private commercial banks & nine foreign banks.

Overview study

The main objective of this study is to critically measure the job satisfaction of the employee’s of Social Islami Bank Ltd. (SIBL).

1. The specific objectives of the study is identify as following:
2. To identify the importance of determines of job satisfaction.
3. To measure the level of job satisfaction with respect to compensation package.
4. To measure the level of job satisfaction with regard to training & development
5. To measure the level of job satisfaction
6. To measure the level of job satisfaction in regard of job security
7. To measure the level of job satisfaction with respect to motivational practices and other aspect of this particular organization.

Methodology of the study

Methodology is the process or system through which a study is being carried out for the purpose of collection of information that is required in collection with the study for reaching a conclusion on that study. The sample of the study is ten executives working in Social Islami Bank Ltd at different levels the sample was selected purposively five from Panthapath branch, three from Dhanmondi branch and two from motijil head branch.

Primary Source of Data:

1. Face to face conversation with the employees
2. Personal & depth interview
3. Through questionnaire
4. Observation in the organization
5. Secondary Sources of Data:
6. Different reports & publications
7. Academic Books
8. websites
9. Performance records
10. Hand notes

Social Islami Bank Overview

Social Islami Bank Limited an interest-free Shariah bank in Bangladesh incorporated as a banking company on 5 July 1995 under the COMPANIES ACT 1994. It commenced banking operations on 22 November 1995 with an authorized capital of Tk. 1,000 million divided into 1 million ordinary shares of Tk. 1,000 each. The initial paid up capital was Tk. 118.36 million fully subscribed by its 38 sponsors including 3 Arab nationals. The paid up capital was enhanced several times and stood at Tk. 260 million. 31 December 2000. The bank is listed with the Dhaka Stock Exchange. In 2000, total liabilities and shareholder’s equity of the bank stood at Tk. 5,671.99 million.

The bank provides all types of commercial banking services and it conducts business on the Islamic principles of musharaka, Murabaha, bai-muazzal and hire purchase transactions. The broad-spectrum operational aspects of the bank have been set out to encompass three sectors – formal, non-formal and voluntary – in a comprehensive programmed. In the formal corporate sector, the bank offers banking services through deposit and investment accounts, trade financing, collection of bills, money transfers, lease of equipment and consumers’ durable, hire purchase and installment sale of capital goods, investment in low-cost housing and real estate management, and financing projects in agriculture, transport, education and health sectors. In the non-formal non- corporate sector, it is involved in opening and introducing various savings and investment schemes for the unemployed poor and the educated. In the voluntary sector, it is involved in the development and management of WAQF and mosque properties, management of inheritance properties, and joint venture projects relating to religious affairs and charitable activities. Total deposits of the bank amounted to Tk. 4,863.21 million in 2000 compared to Tk. 124.73 million in 1995 and included currency and other deposits, bills payable, term deposits and savings deposits. On 31 December 2000, the loans and advances in various sectors stood at Tk. 3,522.24 million as against Tk. 0.22 million in 1995. On 31 December 2000, the classified investments (loans and investment) of the bank amounted to Tk. 173.1 million (4.91% of the total). Foreign exchange business handled by the bank in 2000 accounted for Tk. 4,250 million, which comprised export servicing, import financing and remittance facilities. That year the assets of the bank were valued at Tk. 5,672 million and the off-balance-sheet-items Tk. 1,060.04 million. The bank started having net profits since 1998 and the net profit after adjusting all provisions for taxation and classified loans amounted to Tk. 38.1 million. The profitability of the bank is severely affected by the fact that it has to maintain a substantial amount of provision for its classified loans each year.

The management of the bank is vested in a 27-member board of directors headed by a chairman. There is a 5-member Shariah Council of the bank to ensure the compliance of Islamic rules in its activities. The bank has also a 13-member honorary foreign members’ International advisory council to advise it on international business affairs, particularly in Islamic countries.

Mission & Vision

Mission:

1. High quality financial services the latest technology.
2. Fast, Accurate and Satisfactory customer service.
3. Balanced & sustainable growth strategy.
4. Optimum return on shareholders’ equity.
5. Introducing innovative Islamic Banking products.
6. Attract and retain high quality human resources.
7. Empowering real poor families and create local income opportunities.
8. Providing support for social benefit organizations- by way of mobilizing funds and social service.

Vision:

Social Islami Bank Ltd started its journey with the concept of 21st Century Islamic participatory three sector banking model: I) Formal Sector- Commercial Banking with latest technology; ii) Non-Formal Sector – Family Empowerment Micro-Credit & Micro­enterprise program and iii) Voluntary Sector – Social Capital mobilization through CASH W AQF and others. Finally, “Reduction of Poverty Level” is our Vision, which is a prime object as stated in Memorandum of Association of the Bank with the commitment “Working Together for a Caring Society”.

Strategy:

1. Local resources at the grass-root level mainly from within.
2. Surplus labor wherever possible.
3. Human and money capital of beneficiaries of earlier programs.
4. Unemployed and underemployed in the informal sector.
5. Islamic voluntary sector and voluntary labor for social capital accumulation and welfare.

Social Responsibilities:

SIBL has been responding spontaneously to its social commitment. As a part of Corporate Social Responsibility (CSR), welfare activities of Social Islami Bank Ltd (SIBL) are being done mainly from (1) Profit of Cash Waqf Fund (2) Compensation Fund (3) Doubtful Income and (4) Zakat Fund.

Cash Waqf Program under Voluntary Sector of the Bank paves the way of doing welfare of mankind in various sectors such as (i) Family Rehabilitation (ii) Education & Culture (iii) Health & Sanitation and (iv) Social Utility and Others in conformity with Shariah.

Meanwhile, financial support has been extended to different Mosques, Madrashas, and Orphanages & Voluntary Social Organizations also. Center for Rehabilitation of the Paralyzed (CRP), Sight Savers International, Kidney Foundation, Bangladesh Cancer Foundation Hospital, Jatiya Ando Kalyan Samity, Comilla, Mosabbir Cancer Care Centre, Dhaka Community Hospital, East West Medical College Hospital, Dhaka are among the list of the several beneficiaries. Out of profit of Specific Cash Waqf(where waqf mentioned the name of beneficiary) thousands of beneficiaries are also getting the proceeds every year.

SIBL Executives & Officers, out of their personal capacity, have been distributing spectacles among the poor patients suffering from cataract & low vision during Holy Ramadan SIBL’s Executives & Officers have been participating in the Voluntary Blood Donation Program jointly organized with Sandhani & Bangladesh Thalassaemia Hospital.

Members of SIBL family donated one day’s salary to the victims of flood-affected people of the northern part of country along with other help in the form of both cash and kinds reaching their door-steps in the recent past. SIBL members also donated one day’s salary for the devastating SIDR affected people and distributed both cash and kinds in the remotest areas of the southern part of the country. With a view to standing besides the SIDR affected people of the southern part & flood-affected people of northern part of the country.

JOB SATISFACTION: WHAT IS JOB SATISFACTION

Job satisfaction describes how content an individual is with his /her job. The happier people are within their job, the more satisfied they are said to be. Job satisfaction is not the same as motivation or aptitude, although it is clearly linked. Job design aims to enhance job satisfaction and performance; methods include job rotation, job enlargement, job enrichment and job re-engineering. Other influences on satisfaction include the management style and culture, employee involvement, empowerment and autonomous work position. Job satisfaction is a very important attribute which is frequently measured by organizations. The most common way of measurement is the use of rating scales where employees report their reactions to their jobs. Questions relate to rate of pay, work responsibilities, variety of tasks, promotional opportunities, the work itself and co-workers. Some questioners ask yes or no questions while others ask to rate satisfaction on 1-5 scale (where 1 represents “not at all satisfied” and 5 represents “extremely satisfied”).

Job satisfaction has been defined as a pleasurable emotional state resulting from the appraisal of one’s job; an affective reaction to one’s job; and an attitude towards one’s job. Weiss (2002) has argued that job satisfaction is an attitude but points out that researchers should clearly distinguish the objects of cognitive evaluation which are affect (emotion), beliefs and behaviors. This definition suggests that we form attitudes towards our jobs by taking into account our feelings, our beliefs, and our behaviors.

One of the biggest preludes to the study of job satisfaction was the Hawthorne studies. These studies (1924–1933), primarily credited to Elton Mayo of the Harvard Business School, sought to find the effects of various conditions (most notably illumination) on workers’ productivity. These studies ultimately showed that novel changes in work conditions temporarily increase productivity (called the Hawthorne Effect). It was later found that this increase resulted, not from the new conditions, but from the knowledge of being observed. This finding provided strong evidence that people work for purposes other than pay, which paved the way for researchers to investigate other factors in job satisfaction.

Scientific management (aka Taylorism) also had a significant impact on the study of job satisfaction. Frederick Winslow Taylor’s 1911 book, Principles of Scientific Management, argued that there was a single best way to perform any given work task. This book contributed to a change in industrial production philosophies, causing a shift from skilled labor and piecework towards the more modern of assembly lines and hourly wages. The initial use of scientific management by industries greatly increased productivity because workers were forced to work at a faster pace. However, workers became exhausted and dissatisfied, thus leaving researchers with new questions to answer regarding job satisfaction. It should also be noted that the work of W.L. Bryan, Walter Dill Scott, and Hugo Munsterberg set the tone for Taylor’s work.

Some argue that Maslow’s hierarchy of needs theory, a motivation theory, laid the foundation for job satisfaction theory. This theory explains that people seek to satisfy five specific needs in life – physiological needs, safety needs, social needs, self-esteem needs, and self-actualization. This model served as a good basis from which early researchers could develop job satisfaction theories.

Job satisfaction can also be seen within the broader context of the range of issues which affect an individual’s experience of work, or their quality of working life. Job satisfaction can be understood in terms of its relationships with other key factors, such as general well-being, stress at work, control at work, home-work interface, and working conditions.

Determinants of Job Satisfaction

1. Compensation

Employee compensation refers to all forms of pay or rewards going to employees and arising from their employment. It has main two main components direct financial payments (wages, salaries, incentives, commission and bonuses) indirect payments (paid insurance, vacation).

2. Satisfaction About Fringe Benefits

Non monetary benefits offered to the employees of a company in addition to their wages and salaries. They include company cars, expense account the opportunity to buy company products at reduce rate. Private health plans, canteens subsidies meals, social club. Some of these benefits such as company cars do not escape the tax net.

3. Promotion System

Timely promotion of employees next to higher rank is also important determinant of job satisfaction. If there is any specific promotional ruled in the organization that will definitely lead to better job satisfaction of the employees.

4. Posting and Transfers

In an organization there should be specific system posting and transfer .While posting and transfer some specific rules must be follows. These might have positive impact on the job satisfaction of employees.

5. Non Financial Incentives

Non financial incentives are form of children’s school facilities, hospital facilities, employee’s transportation facilities, prayer facilities etc. Also act as an important determinant of employee’s job satisfaction.

6. Job Status

The position of job that is job status is also an important determinant of job satisfaction of employees. Such job status of an employee influences job satisfaction positively.

7. Health Care

 This factor examines the extent to which an employee is satisfied with health care benefits and includes the quality of the health benefits, the size of the employer’s contribution to the plan and the cost to the employee of the health care benefits.

8. Income Continuation

 This factor examines the extent to which an employee is satisfied with benefits that provide financial security if the employee is disabled due to an accident or poor health or loses his or her job involuntarily. With the exception of long term disability, these are legally required benefits which consist of social security, workers’ compensation and unemployment compensation.

9. Superior-Subordinate Communication

Superior-subordinate communication is an important influence on job satisfaction in the workplace. The way in which subordinate’s perceive a supervisor’s behavior can positively or negatively influence job satisfaction. Communication behavior such as facial expression, eye contact, vocal expression, and body movement is crucial to the superior-subordinate relationship. Nonverbal messages play a central role in interpersonal interactions with respect to impression formation, deception, attraction, social influence, and emotional expression. Nonverbal immediacy from the supervisor helps to increase interpersonal involvement with their subordinates impacting job satisfaction. The manner in which supervisors communicate their subordinates may be more important than the verbal content Individuals who dislike and think negatively about their supervisor are less willing to communicate or have motivation to work where as individuals who like and think positively of their supervisor are more likely to communicate and are satisfied with their job and work environment. The relationship of a subordinate with their supervisor is a very important aspect in the workplace. Therefore, a supervisor who uses nonverbal immediacy, friendliness, and open communication lines is more willing to receive positive feedback and high job satisfaction from a subordinate where as a supervisor who is antisocial, unfriendly, and unwilling to communicate will naturally receive negative feedback and very low job satisfaction from their subordinates in the workplace.

10. Emotions

Mood and emotions form the affective element of job satisfaction. Moods tend to be longer lasting but often weaker states of uncertain origin, while emotions are often more intense, short-lived and have a clear object or cause.
There is some evidence in the literature that moods are related to overall job satisfaction. Positive and negative emotions were also found to be significantly related to overall job satisfaction^.
Frequency of experiencing net positive emotion will be a better predictor of overall job satisfaction than will intensity of positive emotion when it is experienced.
Emotion work refers to various types of efforts to manage emotional states and displays. Emotion management includes all of the conscious and unconscious efforts to increase, maintain, or decrease one or more components of an emotion. Although early studies of the consequences of emotional work emphasized its harmful effects on workers, studies of workers in a variety of occupations suggest that the consequences of emotional work are not uniformly negative.

It was found that suppression of unpleasant emotions decreases job satisfaction and the amplification of pleasant emotions increases job satisfaction. The understanding of how emotion regulation relates to job satisfaction concerns two models:

Emotional dissonance  Emotional dissonance is a state of discrepancy between public displays of emotions and internal experiences of emotions that often follows the process of emotion regulation. Emotional dissonance is associated with high emotional exhaustion, low organizational commitment, and low job satisfaction.

Social interaction model taking the social interaction perspective, workers’ emotion regulation might beget responses from others during interpersonal encounters that subsequently impact their own job satisfaction.

11. Relationships and Practical Implications

Job Satisfaction can be an important indicator of how employees feel about their jobs and a predictor of work behaviors such as organizational citizenship, absenteeism, and turnover. Further, job satisfaction can partially mediate the relationship of personality variables and deviant work behaviors. One common research finding is that job satisfaction is correlated with life satisfaction. This correlation is reciprocal, meaning people who are satisfied with life tend to be satisfied with their job and people who are satisfied with their job tend to be satisfied with life. However, some research has found that job satisfaction is not significantly related to life satisfaction when other variables such as non work satisfaction and core self-evaluations are taken into account.

12. Job Security

Job security refers to the nature of the job that is whether a job is permanent, temporary or ad hoe. Job security acts as an important determinant of job satisfaction.tha more the job security the better the job satisfaction and vice versa.

13. Duration of Work

The working hour that is the duration of work acts an important determinant for job satisfaction of employees. Such duration of work must be reasonable. In some organizations employees has to work beyond the normal duration which adversely affects of their job satisfaction.

14. Training Facilities

Training is widely considered as an important tool for enhancing a person’s attitude, skill and knowledge. It is the process of assisting a person for developing his efficiency and effectiveness at work by improving updating professional knowledge and skill. Such training facilities act as an important determinant for job satisfaction of an employee he more the training facilities the better the job satisfaction and vice and versa.

15. Paid Leave

Any leave facility with full pay acts as a direct influence on the job satisfaction of employee. On the other hand leave without pay imposes adverse impact on the job satisfaction of the employee.

16. Working Environment

It also has a direct influence on the job satisfaction of the employee. The working environment must be congenial to the employees. Any unfavorable working environments will adversely   affect to the job satisfaction of the employee.

17. Participative Management System

Participative management system where every officer can   participate in the decision making process has a positive impact on the job satisfaction of the employees. The more presence of participatory management system in the organization improves job satisfaction and vice versa.

18. Team Work

Team work also acts as important determinant of a job satisfaction of an employee. In case of team work the concerted effort of the employee can be ensured.

19. Senior’s Behavior

Cordial behavior of the seniors toward their juniors also has positive impact on the job satisfaction of the employees. The opposite version is also true.

20. Participation in Decision Making

Participation of the employees in the decision making process in an organization is another important determinant of a job satisfaction of the employees. The more participation of the employees in decision making process it makes job satisfaction high.

21. Occupational Stress

Job satisfaction of any employee depends on occupational stress .Generally the occupational stress has significant adverse impact on their job satisfaction. Moreover, the employees with lower occupational stress should have higher job satisfaction and, on the contrary, the employees with higher occupational stress should have lower job satisfaction.

22. Nature of Work

Job satisfaction of an employee also depends on nature of work. If the nature of work is more complicated, probably this will lead to negative impact on job satisfaction and vice versa.

23. Retirement Benefits

 This factor examines the extent to which an employee is satisfied with the retirement benefits including the quality of the plan, the size of the employer’s contribution to retirement, and the employer’s ability to provide information about the retirement benefits.

Measuring Job Satisfaction

Models of Job Satisfaction

Edwin A. Locke’s Range of Affect Theory (1976) is arguably the most famous job satisfaction model. The main premise of this theory is that satisfaction is determined by a discrepancy between what one wants in a job and what one has in a job. Further, the theory states that how much one values a given facet of work (e.g. the degree of autonomy in a position) moderates how satisfied/dissatisfied one becomes when expectations are/aren’t met. When a person values a particular facet of a job, his satisfaction is more greatly impacted both positively (when expectations are met) and negatively (when expectations are not met), compared to one who doesn’t value that facet. To illustrate, if Employee A values autonomy in the workplace and Employee B is indifferent about autonomy, then Employee A would be more satisfied in a position that offers a high degree of autonomy and less satisfied in a position with little or no autonomy compared to Employee B. This theory also states that too much of a particular facet will produce stronger feelings of dissatisfaction the more a worker values that facet.

A significant model that narrowed the scope of the Dispositional Theory was the Core Self-evaluations Model, proposed by Timothy A. Judge, Edwin A. Locke, and Cathy C. Durham in 1997. Judge et al. argued that there are four Core Self-evaluations that determine one’s disposition towards job satisfaction: self-esteem, general self-efficacy, locus of control, and neuroticism. This model states that higher levels of self-esteem (the value one places on his/her self) and general self-efficacy (the belief in one’s own competence) lead to higher work satisfaction. Having an internal locus of control (believing one has control over her\his own life, as opposed to outside forces having control) leads to higher job satisfaction. Finally, lower levels of neuroticism lead to higher job satisfaction.

Frederick Herzberg’s two factor theory (also known as Motivator Hygiene Theory) attempts to explain satisfaction and motivation in the workplace this theory states that satisfaction and dissatisfaction are driven by different factors – motivation and hygiene factors, respectively. An employee’s motivation to work is continually related to job satisfaction of a subordinate. Motivation can be seen as an inner force that drives individuals to attain personal and organizational goals (Hoskinson, Porter, & Wrench, p. 133). Motivating factors are those aspects of the job that make people want to perform, and provide people with satisfaction, for example achievement in work, recognition, promotion opportunities. These motivating factors are considered to be intrinsic to the job, or the work carried out. Hygiene factors include aspects of the working environment such as pay, company policies, supervisory practices, and other working conditions.

While Hertzberg’s model has stimulated much research, researchers have been unable to reliably empirically prove the model, with Hackman & Oldham suggesting that Hertzberg’s original formulation of the model may have been a methodological artifact. Furthermore, the theory does not consider individual differences, conversely predicting all employees will react in an identical manner to changes in motivating/hygiene factors. Finally, the model has been criticized in that it does not specify how motivating/hygiene factors are to be measured.

There are many methods for measuring job satisfaction. By far, the most common method for collecting data regarding job satisfaction is the scale (named after Rensis). Other less common methods of for gauging job satisfaction include: Yes/No questions, True/False questions, point systems, checklists, and forced choice answers. This data are sometimes collected using an Enterprise Feedback Management (EFM) system.

The Job Descriptive Index (JDI), created by Smith, Kendall, & Hulin (1969), is a specific questionnaire of job satisfaction that has been widely used. It measures one’s satisfaction in five facets: pay, promotions and promotion opportunities, coworkers, supervision, and the work itself. The scale is simple, participants answer either yes, no, or can’t decide (indicated by ‘?’) in response to whether given statements accurately describe one’s job.

The Job in General Index is an overall measurement of job satisfaction. It is an improvement to the Job Descriptive Index because the JDI focuses too much on individual facets and not enough on work satisfaction in general.

Importance of job satisfaction

An important finding for organizations to note is that job satisfaction has a rather tenuous correlation to productivity on the job. This is a vital piece of information to researchers and businesses, as the idea that satisfaction and job performance are directly related to one another is often cited in the media and in some non-academic management literature. A recent meta-analysis found an average uncorrected correlation between job satisfaction and productivity to be r = 0.18; the average true correlation, corrected for research artifacts and unreliability, was r = 0.30. Further, the meta-analysis found that the relationship between satisfaction and performance can be moderated by job complexity, such that for high-complexity jobs the correlation between satisfaction and performance is higher (ρ = 0.52) than for jobs of low to moderate complexity (ρ = 0.29). Job Satisfaction also has high relationship with intention to quit. It is found in much research that Job Satisfaction can lead to Intention to Stay / quit in an organization (Kim et al., 1996). Recent research has also shown that Intention to Quit can have effect like poor performance orientation, organizational deviance, and poor organizational citizenship behaviors. In short, the relationship of satisfaction to productivity is not necessarily straightforward and can be influenced by a number of other work-related constructs, and the notion that “a happy worker is a productive worker” should not be the foundation of organizational decision-making.

With regard to job performance, employee personality may be more important than job satisfaction. The link between job satisfaction and performance is thought to be a spurious relationship; instead, both satisfaction and performance are the result of personality.

Findings and analysis

To collect the useful opinion of the executives of Social Islami Bank Ltd. Total number of 10 executives were interviewed to measure the level of job satisfaction with respect to compensation, job security, training and development, motivation, regarding other. This study is totally based on field survey.

Table 1 Determinants of Job Satisfaction

Table 01 is regarding identifying of determinates of job satisfaction. This survey is conducted on 10 ten (10) executives of Social Islami Bank Ltd. Majority of them identify 12 particulars out of 21 which they think is important determinants for their job satisfaction. The selected determinants are (1) Salaries/wages, (2) Fringe benefit,(3) Promotion System,(4) Posting and Transfer, (5)Job Security,(6) Duration of Work,(7) Working Environment,(8) Participative management system,(9) Seniors behavior, (10)Health care,(11) Retirement benefits (12) participation in decision making.

Table 2. Please Rank the Following Determinants Which You Think Important for Your Satisfaction

Table 2 is regarding ranking of determinates of job satisfaction. This was a task for 10 employees of Social Islami Bank Ltd. (SIBL) to rank orderly 21 determinants of job satisfaction. Most of them rank the determinants as below:

Source: Table 02

From twenty executives most of  the personnel rank the determinants as  (1)Salaries/wages (2) Promotion system (3) Job security (4) Retirement benefits (5) Working environment (6) Fringe benefits (7) Job Status (8) Non financial benefits (9) Health care (10) Team work (11) Training facility (12) Income continuation     (13) Occupational stress (14) Seniors behavior (15) Duration of work (16) Nature of work (17) Paid leave (18) Posting and transfer (19) Participative management system (20) Participation in decision making (21) Emotion.

Table 3 Opinions Regarding Compensation and Other Benefits

N B: weighted average score is calculated using weights of 1 for highly dissatisfied, 2 for dissatisfied, 3 for neutral, 4 for satisfied, 5 for highly satisfied.

Source: field survey

Table 03 reveals that among the nine (09) particular under the aspect of compensation package, the particular “ salary” ranked 01 in executive weighted average score being 3.90; followed by , “fringe  benefits”  ranked 02 in weighted average score being 3.50 each. “Fair performance Evaluation process” ranked 03 in weighted average score being 3.4 each. “Competitive salary & fair compensation” both ranked and weighted averages are equal, both ranked are 4 and weighted average 3.33 each. “Adequate payment” ranked 07 in weighted average score being 3.10 each. “Posting and transfer” ranked 08 in weighted average score being 2.60 each. “Matching pay with job performance” ranked 9 in weighted average score being 2.4 each. All this figures imply that of all the opinion mentioned about i.e. salary, Nan-financial benefits, Posting & transfers, Promotion system, Fair performance Evaluation process & Fair compensation for the work, Satisfaction about fringe benefits, Competitive salary, Matching pay with job performance are the major ones respectively under the aspects of compensation package.

Table 4 Opinions Regarding Job Security

To collect the useful opinion of the executives of Social Islami Bank Ltd. Total number of 10 executives were interviewed to measure the level of job satisfaction with respect to compensation package.

N B: weighted average score is calculated using weights of 1 for highly dissatisfied, 2 for dissatisfied, 3 for neutral, 4 for satisfied, 5 for highly satisfied.

Source: field survey

Table 04 shows that among the three (03) variables under the aspect of job security, the variable “Secured job” and “company focuses on job security” both ranked 01 in executive weighted average score being 4.00 each; followed by  “Termination procedure” ranked 03 in weighted average score being 2.10 each. All this figure shows that of all the opinion mentioned above i.e. Secured job, Company focuses on job security, and Termination procedure are the major ones respectively under the aspects of job security.

Table 5 Opinions Regarding Training and Development

N B: weighted average score is calculated using weights of 1 for highly dissatisfied, 2 for dissatisfied, 3 for neutral, 4 for satisfied, 5 for highly satisfied.

Source: field survey

Table 05 refers that among the three (03) particular  under the aspect of  training & development, the variable “Training improves skill and ability” ranked 01 in executive weighted average score being 4.30 each; training and developing system ranked 02 in weighted average score being 4.00 each.“Relevance of training” ranked 03 in weighted average score being 3.70 each. This entire figure shows that of all the opinion mentioned above i.e. Training improves Skills and abilities, “training and development system” and “Relevance of training” are the major ones respectively under the aspects of training and development.

Table 6 Opinions Regarding Motivation

N B: weighted average score is calculated using weights of 1 for highly dissatisfied, 2 for dissatisfied, 3 for neutral, 4 for satisfied, 5 for highly satisfied.

Source: field survey

Table 06 shows that among the three (03) variables under the aspect of motivation factor, the variable “Motivation practices of the organization” ranked 01 in executive weighted average score being 2.90 each; followed by , “wage and means of motivation”  ranked 02 in weighted average score being 2.80 each. “Incentives for motivation” ranked 03 in weighted average score being 2.60 each. This entire figure shows that of all the opinion mentioned above i.e. Motivation practices of the organization, wage and means of motivation and Incentives for motivation are the major ones respectively under the aspects of motivation factor.

Table 7 Opinions Regarding Other Benefits

N B: weighted average score is calculated using weights of 1 for highly dissatisfied, 2 for dissatisfied, 3 for neutral, 4 for satisfied, 5 for highly satisfied.

Source: field survey

Table 07 reveals that among the six (06) particular under the aspect of Other aspect, the particular “Senior’s behavior” ranked 01 in executive weighted average score being 4.50; followed by , “Working environment”  ranked 02 in weighted average score being 3.60 each. “Job status” ranked 03 in weighted average score being 3.50 each. “Earned level” ranked 04 in weighted average score being 3.10 each. “Business hours” ranked 05 and weighted average 2.60 each. “Participative management system” ranked 06 in weighted average score being 2.40 each. All this figures imply that of all the opinion mentioned about i.e. Senior’s behavior, Working environment, Job status, Participative management system, Earned level , and business hour are the major ones respectively under the aspects of Other aspect.

PROBLEMS

The survey of this report was conducted on 10 (ten) executives of social islami bank ltd.    They were asked to identify some problems of job satisfaction in the organization. Some of those problems listed below

1. Low level and mid level managers does not have any opportunities to participate in decision making process of the organization.
2. Posting of an employee conducted on the favor of the organization.
3. In some department seniors behavior is not satisfactory towards the junior.
4. Loan procedures are not flexible for the employees; an employee could not apply for loan before 2-3 years of service.
5. There is no CBA (collective bargaining agent) authority for taking towards the employee rights.
6. No authorized training center for the organization.
7. No medical insurance facility provided by the organization towards the employees.
8. No transportation facility is available for the employees.
9. Some branches outside Dhaka are not suitable as good working environment.
10. The organization does not conduct any job satisfaction survey annually.

RECOMMENDATIONS

Social Islami Bank Ltd is one of the large banking organizations in Bangladesh. To ensure proper customer satisfactions, service, archive per annum target goal and for many other very important particulars for job satisfaction is depends on satisfaction of the employees.HR of an organization should strictly conduct survey about their employee’s satisfaction. In the time of 12 week internship I personally observe some weakness of social islami bank ltd. On the basis of those observation some recommendations are listed below

1. Survey on employee satisfaction should be conduct by the organization HR department on the basis of one year or six month.
2. Lobbing recruitment should be decreased.
3. Employee residence allowances should be revalued upon the market demand.
4. Participation in decision making of every level manager should be ensured.
5. The organization should have an authorized trade union to ensure employee rights and satisfaction.
6. Employees should have the opportunity to vote for selecting their own CBA leader.
7. Loan procedure should be flexible for the employees. Such as house loans, car loans, marriage loan, SME loans etc.
8. Number of employee should be increase.
9. Organization should update their banking software and system that ultimately result in fully automated banking activities to reduce employee hassle and attain customer satisfaction.
10. Officials whom are involved in Customer Services should be trained properly. Because some time employees are unable provide proper suggestions of the customer queries.
11. SIBL should train its new employees from professional institution like Bangladesh Bank, Bangladesh Institution of Bank Management (BIBM) or from own training institution.

CONCLUSION

The study on “Measuring Employees Satisfaction” A Case Study on Social Islami Bank Ltd. (SIBL) reveals that employee satisfaction is one of the mainstream of the organization and the policy of it and the pillar of success of an organization. In the report there are some important findings about the determinants of job satisfactions. Employees of SIBL express their own point of view about the determinants of job satisfactions. The study also provides a brief dictation about various aspects of employee satisfaction. At the time of field survey employee also provide us the ranking of employee satisfaction determinants of twenty one elements, as followings of most impotents to less impotents. An employee is the only mechanism for every organization to achieve its target goal on time. So, customer’s satisfaction is totally dependable on employee satisfaction. There are some problems and recommendations to improve SIBL’s employee satisfaction at end of the study. And many more aspects were unable to discuss on the study but authority of SIBL should conduct a large study on employee satisfaction and identify the problems to solve it soon. At the conclusion line we have to recommend that to get a greater output from the employee, job satisfaction should be the first priority of every organization human resource department.