Professional Documents
Culture Documents
Introduction
1.1 Introduction:
Page 1
Job Satisfaction has been an important concern in the business world as, so far it has
been undoubtedly believed, the outcome of the industry, to a large extent, depends on the
job satisfaction of the employees. How to define Job Satisfaction seems rather difficult
because it deserves to be defined in terms of territorial socio-economic realities. When an
employee finds his or her job interesting, rewarding and reliable- this state of the
employee is that he or she is satisfied in his or her job. Thus, job satisfaction comprises
many factors. Generally, job satisfaction is an attitude which results from a balancing of
many specific likes and dislikes experienced in connection with the job. So, job
satisfaction is a position of the employee that is believed to have had enough ground to
stay at that job with dedication, commitment and professionalism in order to serve both
his or her and organizations interests. The overall job satisfaction depends on what one
expects and what he or she actually receives .A lot of factors function to bring about job
satisfaction and at the same time lack of them is responsible for job dissatisfaction.
In the first world, Job satisfaction issue has been understood reasonably because they do
understand that the job satisfaction of the staffs is much more important than other
components of the organization. In this respect, this concept is relatively new in
Bangladesh. But we intend to reach the global market; we ought to race with the global
players. So, it has been realized the fact that job satisfaction has to be taken care of
pragmatically. An increasing number of workers are eager to find a greater work/life
balance. So in this regard, every organization should find out the ways to keep their
employees happy now. Over the years, as business budgets have tightened, the remaining
employees have been forced to take on larger workload. In This situation, understanding
job satisfaction level of women employee will help an organization to keep balance in
the competitive environment. Flexible work hours aren't the only way to increase
employee satisfaction. Here are some other steps that can take to retain employees
loyalty and dedication while reducing turnover, providing workers with responsibility
and then let them use it, showing respect, recognizing the whole person, mark out a clear
path to growth. During this period, we learned about the core components that trigger the
job satisfaction of the staffs of National Bank Limited. Based on these core components,
the level of employee job satisfaction can be measured by job itself, good salary,
flexibility, ability to influence decisions, job security, workload, physical work
environment, advancement and new opportunities, new technologies, interesting
projects, training program, interpersonal relations, challenges, recognition.
Page 2
Page 3
(b)
(c)
(d)
(e)
Page 4
Page 5
actual situation. A sense of satisfaction or its absence is, thus, an individuals subjective ,
emotional reaction to his or her work (Abu-Bader, 1998).McNeely (1984) found that
women are intrinsically more satisfied than men. Greenberg and Baron (1993) reported
that employed women, in general, seem to be less satisfied with their work than their
counterpart men. Purohit & Belal (1996) found that professional accountants in
Bangladesh are moderately satisfied with their job. They are highly satisfied with respect
to the nature of work but for other factors, such as pay, promotion opportunities,
supervision and colleagues they are found to be moderately satisfied. None of them was
found to be dissatisfied with their position.Uddin et al (2005) identified eight factors
based on factor loadings named as better working environment, officers view, worked
efficiently, present work, improving interpersonal relationship, bank treatment,
colleagues, and challenging work.Faruqui & Islam worked on job satisfaction of faculty
of private universities.
They found that professional relationship with other facilities, colleagues and working
environment is suitable, relationship with immediate boss/supervisor, social relationship
with other faculties, autonomy and independence of work and freedom of work are few
job satisfaction factors/ reasons to work for private universities. Nahar et al (2008) found
that the success of any organization greatly depends on its qualified, efficient and
dedicated workforce. This is also important to know how much satisfied the employees
are in the organization with its current facilities, rules and regulations and other job
related factors, as their satisfaction level will definitely affect their job performance.
They found that the employees are moderately satisfied with their job. The most
prominent factors are compensation and other benefits provided to them. Afroze (2008)
tried to examine the job satisfaction of employees particularly staff working on the store
floor level at Nandan Mega Shop. She found that the better the organization is able to
meet employee expectations, the better their experiences and thereby leading to a more
satisfied employee. Wong & Heng (2009) identified the factors that measure job
satisfactionof faculty members at two selected universities in Malaysia. They found that
the major sources of job satisfaction are shown to be policy, administration and salary
Saner & Eyupoglu (2012) tried to provide empirical evidence to establish whether
gender differences exists in relation to the job satisfaction of male and female university
teachers in Turkish Universities. They found that female employees have a higher level
of job satisfaction.The survey of the literature suggests that there are various studies
Page 7
attempted to measure the job satisfaction factors on different sectors in various point of
view. In Bangladesh job satisfaction of female banker/female employees working in
bank has not yet been recognized. Job satisfaction measures can be proven vital in
understanding the female employees attitude towards their job. This study is designed to
focus on female employees working in banks mainly to specify the variables related with
job satisfaction measures.
busy and could not give the time to provide the information.
The data collected are subjected to be inaccurate and imprecise. Since the
respondents were asked to fill up the questionnaire at the bank premises, there is a
lot of chance that they were not completely truthful about their opinion and filled
Page 8
Chapter Two
Overview of National Bank
Limited
Page 9
The emergence of National Bank Limited in the private sector is an important event in
the banking area of Bangladesh. When the national was in the grip of severe recession,
Govt. took the farsighted decision to allow in the private sector to revive the economy of
the country. Several dynamic entrepreneurs came forward for establishing a bank with a
motto to revitalize the economy of the country.National Bank Limited was born as the
first hundred percent Bangladesh owned Bank in the private sector. From the very
inception it is the firm determination of National Bank Limited to play a vital role in the
national economy. We are determined to bring back the long forgotten taste of banking
services and flavors. We want to serve each one promptly and with a sense of dedication
and dignity.
The President of the Peoples Republic of Bangladesh Justice Ahsanuddin Chowdhury
inaugurated the bank formally on March 28, 1983 but the first branch at 48, Dilkusha
Commercial Area, Dhaka started functioning on March 23, 1983. The 2 nd Branch was
opened on 11th May 1983 at Khatungonj, Chittagong. Today we have total 116 Branches
all over Bangladesh.A representative office was established in Yangon, Myanmar in
October, 1996 by our bank and obtained permission from the government of Bangladesh
to handle border trade with Myanmar .opportunities is being explored for further
business avenues there.
Page 10
Now NBL is on line to establish trade and communication with the prime international
banking companies of the world. As a result NBL will be able to build a strong root in
international banking horizon .Bank has been drawing arrangement with well conversant
money transfer service agency Western union. It has full time arrangement for speedy
transfer of money all over the world.Banking is not only a profit oriented commercial
institution but it has a public bas and social commitment admitting this true NBL is
going on with its diversified banking activities NBL introduced monthly Savings
Scheme, special Deposit Scheme, and Consumers.Credit Scheme and savings Insurance
scheme etc. To combine the people of lower and middle income group.A team of highly
qualified and experiment professional headed by the managing Director of the bank who
has vast banking experience operates bank and at the top three is an efficient Board of
Directors for making policies.
Date of incorporation
28 March,1983
23 March,1983
Number of branches
180
Chairman
Managing Director
Number of employees
4126
Page 11
Page 12
To manage and operate the bank in the most efficient manner to enhance
financial performance and to control cost of fund.
To identify customer credit and other banking needs and monitor their
perception towards our performance in meeting those and update
requirement.
To review and update policies procedures and practices to enhance the ability
to extend better services to customer.
To train and develop all employs and provide them adequate resources so that
customer needs can responsibility addressed.
SMS Banking
Page 13
Page 14
Division
Dhaka
Chittagong
Rajshahi
Khulna
Sylhet
Rangpur
Barisal
Total
2.11 Management:
The managing director (MD) of the NBL is the Chief Executive of the bank. His duty is
numerous. He is responsible for administrating the business affaires of the bank. He is
also concerned with planning and its implementation. The managing director also
represents the bank to the meeting and response to the various inquiry of the board of
directors. The managing director maybe appointed on contractual basis for certain period
or maybe promoted from among the deputy-managing director for certain period. Under
the leadership of the managing director, there are three (03) managing Deputy Managing
Director (DMDS) sixteen (16) divisions are found in NBL, each division is lead by
either an executive Vice President(EVP)or Senior Vice President (SVP) or Vice
President(VP)
Page 15
CHAIRMAN
BOARD OF DIRECTORS
Executive Body:
MANAGING DIRECTOR
VICE PRESIDENT
PRINCIPLE OFFICER
SENIOR OFFICER
OFFICER
JUNIOR OFFICER
ASSISTANT OFFICER
CASH TELLER
DESPATCHER
OFFICE STAFF
Figure No. 1 (Organization Structure of AIBL)
Female
Increasin
Male
g
2009
2010
2011
2012
2013
2014
2015
304
353
440
477
540
556
568
Rate
16.12%
24.65%
8.41%
13.20%
2.96%
2.16%
Increasing
Total
rate
2583
2993
3258
3398
3494
3589
3611
15.87%
8.85%
4.30%
2.83%
2.72%
0.61%
Increasing
Rate
2887
3346
3698
3875
4034
4145
4179
15.89%
10.52%
4.78%
4.10%
2.75%
.82%
4000
3500
3000
2500
Female
2000
Male
1500
1000
500
0
2009
2010
2011
2012
2013
2014
2015
2011
2012
2013
2014
2015
Source:
Annual Report of NBL
Female
Male
Total
0
0
0
0
0
0
1
15
13
20
37
56
104
22
1
3
6
12
21
1
39
115
164
195
214
215
386
180
1
3
6
12
21
1
40
130
177
215
251
271
490
202
18
8
133
76
14
22
10
1
10
0
1
2
0
0
0
0
3
0
0
0
0
0
1
1
568
154
61
345
273
32
58
9
3
36
2
8
1
6
70
229
383
234
7
11
3
70
2
61
0
3,611
172
69
478
349
46
80
19
4
46
2
9
3
6
70
229
383
237
7
11
3
70
2
62
1
4,179
Source:
Female
Male
Total
Vice President
Senior Assistant Vice President
Assistant Vice President
Senior principal Officer
Principal Officer
Senior executive Officer
Executive Officer
First Executive Officer(General)
First Executive Officer(Cash)
Probationary Officer
Junior Officer (General)
Junior Officer (Cash)
Trainee Assistant (General)
Trainee Assistant (cash)
Security Guard (On Contract)
Peon
Total
0
1
0
0
0
1
3
1
1
2
3
2
1
0
0
0
15
2
1
6
4
11
9
19
7
4
9
12
1
0
1
7
6
100
2
2
6
4
11
10
22
8
5
11
15
3
1
1
7
6
115
Chapter Three
Job Satisfaction Overview
Job satisfaction is pleasurable or positive emotional state resulting from the appraisal of ones
job experience. In short job satisfaction is a synchronization of what an organization requires of
its employees and what the employees are seeking of the organization. In any economy banking
sector plays a vital role for overall development of agriculture, small business and different
industries. Bangladesh is in the way of its development. Banks as financial institutions have
significant contribution in the development process of the country. In the country job
satisfaction measures have been conducted on industrial workers, service organization
employees and other sectors. Few attempts have been taken in case of measuring job
satisfaction of bank employees. Nowadays female participation is encouraged in workplace,
especially in the financial institutions like banks where suitable environment has been
perceived. To uphold the increasing part of employees (female employees) with the goal of
government (women empowerment) it becomes important to measure the job satisfaction of
these employees. This study will not only provide the insights to the practitioners but also will
pinpoint the variables important for the female employees job satisfaction
Employees are more loyal and productive when they are satisfied and these satisfied employees
affect the customer satisfaction and organizational productivity. Job satisfaction is the level of
contentment a person feels regarding his or her job. This feeling is mainly based on an
individual's perception of satisfaction. Job satisfaction can be influenced by a person's ability to
complete required tasks, the level of communication in an organization, and the way
management treats employees.
Many organizations face challenges in accurately measuring job satisfaction, as the definition of
satisfaction can differ among various people within an organization. However, most
organizations realize that workers' level of job satisfaction can impact their job performance, and
thus determining metrics is crucial to creating strong efficiency.
satisfaction is to make sure the work environment is positive, morale is high and employees
have the resources they need to accomplish the tasks they have been assigned.
Because employees spend so much time in their work environment each week, it's important
for companies to try to optimize working conditions. Such things as providing spacious work
areas rather than cramped ones, adequate lighting and comfortable work stations contribute to
favorable work conditions. Providing productivity tools such as upgraded information
technology to help employees accomplish tasks more efficiently contributes to job satisfaction
as well.
Employees are more satisfied with their current job if they see a path available to move up the
ranks in the company and be given more responsibility and along with it higher compensation.
Many companies encourage employees to acquire more advanced skills that will lead to the
chance of promotion. Companies often pay the cost of tuition for employees taking university
courses, for example. During an employee's annual performance review, a supervisor should
map out a path showing her what she needs to accomplish and what new skills she needs to
develop in order to be on a track to advancement within the organization.
Dealing with a workload that is far too heavy and deadlines that are impossible to reach
can cause job satisfaction to erode for even the most dedicated employee. Falling short of
deadlines results in conflict between employees and supervisors and raises the stress level of
the workplace. Many times, this environment is caused by ineffective management and poor
planning. The office operates in a crisis mode because supervisors don't allow enough time for
employees to perform their assigned tasks effectively or because staff levels are inadequate.
Employees seek to be treated with respect by those they work with. A hostile work
environment with rude or unpleasant coworkers is one that usually has lower job satisfaction.
Managers need to step in and mediate conflicts before they escalate into more serious problems
requiring disciplinary action. Employees may need to be reminded what behaviors are
considered inappropriate when interacting with coworkers.
Effective managers know their employees need recognition and praise for their efforts
and accomplishments. Employees also need to know their supervisor's door is always open for
them to discuss any concerns they have that are affecting their ability to do their jobs
effectively and impeding their satisfaction at the office.
Job satisfaction is impacted by an employee's views about the fairness of the company
wage scale as well as the current compensation she may be receiving. Companies need to have
a mechanism in place to evaluate employee performance and provide salary increases to top
performers. Opportunities to earn special incentives, such as bonuses, extra paid time off or
vacations, also bring excitement and higher job satisfaction to the workplace.
formal education skill training is required for employment. The use of internet facility is also
very low and only concentrated among the higher educated group, which is extremely low for
achieving the target of switching over to a digital Bangladesh by 2021. This, therefore, needs
special attention. Use of electronic media and use of public places for literacy skill are still very
low. Use of literacy skill in everyday life through reading and writing habits are not encouraging,
which indicates that even the literate persons do not use their skills for further improving their
skill through day to day activities
64.00%
62.00%
62.00%
60.00%
57.70%
58.00%
56.00%
Column1
53.40%
54.00%
52.00%
50.00%
48.00%
Male
Female
Both gender
women in Bangladesh is still lower than that of the expected level. Gender equality and
empowerment of women is one of the major targets of Millennium Development Goals
(MDGs) as pursued by the government of Bangladesh within 2015. The mainstream economic
activities of women can empower and reduce their inequality. Economic opportunity allows
women to be independent and lead their lives with dignity. Unfortunately, women do not have
the same job opportunities in their working age compared to men. A common scenario is that
women are often steered into low payment and less desirable jobs for which they may suffer for
their entire lives. Here, some statistics of women contribution to different area are presented
below
Sector
Male(In millions)
Female(In millions)
Agriculture/Fisheries
49.8
58.2
Mining
0.2
0.0
Manufacturing
7.6
17.3
Utility
0.3
0.1
Construction
4.2
1.0
18.6
2.5
8.7
0.3
0.6
0.2
9.9
20.1
100.0
100.0
economical and social development of Bangladesh. In the digital era, the job satisfaction is one
of the vital issues which are responsible for the poor employability of females. Statistically,
discrimination within the job and different job related factors like; pay promotion, working
condition, social status security, recognition etc are a major determinant, which decides
satisfaction as a whole. In case of female job satisfaction, it is important because the result of
the relationship between psychological factors and work outcome of individuals are the most
significant aspects of the human life. From the ancient period women were engaged in
household chores preparing field sowing seeds, weddings harvesting and many other activities.
The picture of invisible contribution of women was shown in the moderate National income in
1993. According to this statistics, the production which is produced and used in house is it
worth of 16 trillion dollar. Of them 10% 35% production is produced in houses by women
who do not need to pay. In 1990 it is stated in a statistics if the activities of women in the
family are counted and added to the national income, the total income of the world increases
form 20% to 30%. But these activities of women are not granted.
National
8.6
10.3
32.2
6.59
6.2
36.0
0
3.93
5.2
27.3
29.3
2.44
-5.38
12.1
12.1
37.3
1.20
5.7
3.21
29.4
.11
17.2
17.2
39.5
1.47
8.4
11.84
30.5
.94
2005
2006
2010
In Bangladesh, women are mainly involved in informal jobs compared to men. The
reality of the informal economy for women is more severe. Moreover, low payment, social
insecurity, lack of good working environment and scarcity of voice in decision, shortage of
equal access to resources and services makes women vulnerable and leads to exploitation. The
social and religious cultures of Bangladesh consider women to be physically weaker than men
and therefore, the women are restricted to join the economic activity outside the home.
Moreover, women friendly working environment as well as employment opportunities is
limited here. As a result, the general employment status of women is lower. Bangladeshi
women are still facing the brunt of global challenges, through the feminization of poverty,
illness and the burden of unpaid work. In addition, poor infrastructure, higher rate of
unemployment, rate of erratic inflation, early marriage, lower health consciousness, less
empowerment of women, political instability, corruption and a slow implementation of
economic reforms etc, are the obstacles for not allowing further equitable development as well
as the progress of women in the country. The earning capacity of women helps to make
societies and economies healthier and sustainable. Therefore, an effort is made in this writings
to highlight the employment status of women in Bangladesh so that a clear scenario can be
assessed.
Chapter Four
Analysis
Analysis
Disagree; 10%
Agree
Agree; 40%
The study shows that 50% women have no opinion about the working environment. 40% women
agreed that the working environment is good in National Bank Limited.Only 10% women is
dissatisfied with the working environment. Basically, employees of National Bank limited are
very modest, disciplined, cooperative, energetic and friendly. National Bank Limited is also
technologically advanced. By using Software, they keep records of the current customer and
accomplish the daily task in the easiest way. Overall, National Bank has good working
environment.
Agree; 10%
Neither agree nor disagree; 10%
Highly disagree; 40%
Strongly agree
Agree
Neither agree nor disagree
Disagree
Highly disagree
Disagree; 40%
Analysis
The advancement of an employee from one job position to another job position that has a higher
salary range, a higher level job title, and often, more and higher level job responsibilities, is
called a promotion. Only 10% women agreed that they are motivated by promotion opportunity.
Major portion of the women that is 80% women (40% highly) are dissatisfied with promotion
policy in NBL. They argued that NBL does not give promotion on time. Basically, Promotion is
viewed as desirable by every employee because of the impact a promotion has on pay, authority,
responsibility, and the ability to influence broader organizational decision making. A promotion
raises the status of the employee. So NBL should give promotion on time.
Highly agree
Agree
Disagree; 10%
Disagree
Highly disagree
Analysis:
Good performance is enhanced if employees are given timely and positive feedbacks from
Supervisors. Supervisors should informally alert employees to any performance issues as soon as
possible. When employees get support, feedback from supervisor, they are supposed to be more
encouraged and satisfied at their work.10% women in NBL strongly agreed that they receive
performance feedback from their supervisor.30% women employees simply agreed that they get
feedback from supervisor. So almost 40% women in NBL are satisfied with their supervisors
feedback which is the positive sign of NBL undoubtly.
Agree
Neither agree nor disagree
Agree; 60%
Analysis:
Co-workers spend a good deal of time together, especially in workplace than they do with their
spouses and families. Building positive workplace relationships is vital for career success.60%
women of NBL agreed that they have good relationship with co-workers. Basically,
Relationships can positively or negatively affect the job satisfaction of women. When positive
relationships build up among co-workers, they feel more comfortable with each interaction and
feel a closer bond to the people. In this regard, NBL is in good position.
Agree; 80%
Analysis:
Social protection of women is the common issue in Bangladesh. In the past, women were
confined to household chores. But now they are taking more challenges, they have come outside
and becoming independent. At first it was believed that private job is not safe for women. But
almost 80% women in NBL said that they dont face any kind of harassment from the male coworkers. Thats the very positive side of NBL. Only 20% argued that they face problem. Little
portion of women argued that they are harassed by the customers. In this regard, the Employers
should take responsibility to protect their employees from harassment by non-employees (e.g.,
customers, vendors, suppliers, etc).
Agree; 10%
Highly disagree; 20%
Disagree; 10%
Agree
Neither agree nor
Disagree
Disagree
Highly disagree
Analysis:
Salary is more important factor in bringing job satisfaction. When women employees are paid
good salary, they will automatically perform well in their job and will try to give their best .it
acts as a motivating force to them. To someone recognitions of work is more meaningful, to
someone high salary is more meaningful. Since private jobs main attractiveness is the high
salary in comparison to the government job, the women employees builds high expectation in
themselves.24% women highly dissatisfied with their current income.18% women are simply
dissatisfied. And 41% women are not in the middle position, agreed nor are disagreed.17%
women satisfied with their current income. So NBL should modify their salary range.
Agree; 10%
Highly disagree; 20%
Neither agree nor Disagree; 30%
Strongly agree
Agree
Neither agree nor
Disagree
Disagree
Highly disagree
Disagree; 40%
Analysis:
Heavy workloads are not uncommon in today's workplace. Downsizing, fear of job security and
an uncertain economy often prompt workers to accept or take on increasingly greater work
responsibilities and longer hours. This increased level of performance doesn't necessarily result
in increased levels of productivity. In fact, it can lead to problems and circumstances that
actually reduce earnings for company.20% women in NBL highly agreed that they have no
workload.40% women simply agreed that they have no workload. So almost 60% women are not
experiencing workload in NBL.Thats the very good point in NBL. Only 10% women said that
they are facing heavy workload.
Agree; 10%
Highly disagree; 30%
Agree
Neither agree nor
Disagree
Disagree
Highly disagree
Analysis:
When salaries and bonuses are reviewed and adjusted annually, the annual program implicitly
encourages and satisfies employees. About 10% women employee in NBL argued that the
frequency of bonus is not satisfactory and 30% women are highly dissatisfied. They said that
they used to get bonus 2 or 3 times more besides two main festivals (Eid) in each year. But now
they only receive bonus on two festivals. They also argued that the amount of bonus is
inadequate. Only 10% women are satisfied with the frequency and amount of bonuses.Finally,
NBL should increase frequency of bonus to make the women employees delighted rather than
dissatisfied.
Strongly agree
Agree
Neither agree nor
Disagree
Agree; 14%
Disagree
Highly disagree
Strongly agree; 75%
Analysis:
Almost 75% women employees agreed that they are highly satisfied with the location of
branch.14% women also simply agreed with the statement. So a huge portion of women
employee in NBL, elephant road branch is happy with the location. Dhaka is the most dynamic
city. All the facilities are available here. So NBL in elephant road branch is most suitable
workplace. This scenario may be different if the women employees outside the Dhaka district are
asked for giving opinion about location of branch.
Strongly agree
Disagree; 20%
Agree
Neither agree nor
Disagree
Disagree
Highly disagree
Analysis:
Employer-provided transportation benefits have proven to be a cost-effective tool for increasing
job satisfaction and helping recruit and retain valuable employees. Moreover; Employees who
use alternative transportation modes arrive at work more relaxed, less stressed from traffic
congestion, and ready to be productive. So there are huge benefits of offering transportation
facilities to the stuff. 80% women employees highly disagreed that they get transportation
facility. Remaining 20% women employees said the same. They dont receive transportation
facility from NBL.So NBL should offer transportation facility to its employees.
Question no 11: I can proper balance between family life and work life
Disagree; 10%
Strongly agree; 20%
Strongly agree
Agree
Neither agree nor
Disagree
Agree; 20%
Neither agree nor Disagree; 50%
Disagree
Analysis:
Its important for women worker to find a healthy balance between work life and personal life. In
Asian continent, it is strongly believed that cooking, household chores, child builds up-everything is
the responsibility of women. So its a big challenge for women who work outside. In NBL working
hour starts from 9.30 am to 5.00 pm. So, most of the time women stay there. About 20%women
strongly believe that they can proper balance their work life and family life.20% women simply said
that they can make balance. This factor does not affect much job satisfaction of women employee in
NBL. So its a positive side of NBL.
Disagree; 20%
Strongly agree; 30%
Strongly agree
Agree
Neither agree nor
Disagree
Disagree
Agree; 30%
Analysis:
Vacations are important. They can lead to fresh perspectives, creative insights and reduced stress
levels. There's a strong case to be made that taking the time to unplug is not only beneficial for
mental and physical health, but may boost the health of ones careers as well.30% women
strongly agreed that they get vacation facility when they are sick.30% women simply agreed the
statement. So, almost 60% women believe that they get sick leave permission from bank. 20%
women highly disagreed the statement. They said that the stuff number is low in several
departments. If they go for vacation, then the workload will shift to the remaining co-worker. So
stuff number should be increased in some department where workload is high.
Question no 13 : I want that NBL should make day care centre for the working mother
Highly agree
Neither agree nor disagree
Disagree
Highly disagree
Analysis:
Only 14% employees of NBL are female. The remaining 86% employees are male. This scenario
can prove that the womens participation rate is very low in profession. Most of the educated
women cant work outside due to child care. Almost 60% women strongly agreed that NBL
should make day care centre for the working mother. This arrangement will not only delights
women employees but also will remove their tension and enhances their performance in the
workplace as well as. Moreover, Women participation will increase in job sector. And gender
inequality will narrow down.
Analysis:
According to AMA,Brand is aname,term,sign,symbol or design, or a combination of them,
intended to identify the goods and services of one seller or group of sellers and to differentiate
them from competitors. The brand value of prime bank, Dutch bangla bank, city bank, and bank
Asia is higher than NBL.They offer higher salary and numerous facilities to their employees.
Thats why most of the employees of NBL switch to other bank.10 women said that they are
extremely proud being a part of NBL and 90% women said that they are moderately proud of
employers brand. So NBL must promote their brand by CSR activities. This plan will help them
to attract and retain skilled employees and hinder skilled employees from switching.
Question no 15:I think that NBL is well decorated like other private bank
Strongly agree
Agree
Neither agree nor disagree
Disagree
Disagree; 38%
Highly disagree
Analysis:
Generally, Employees tend to be delighted by sophisticated interior, exterior design of their
workplace. Effective design of physical evidence is the motivational factors that make employees
feel proud working there and also it gives customers positive cue of higher service. But about
38% women employees of NBL, Elephant road branch said that decoration is not sophisticated.
The environment is not neat and clean. And the space is very congested also. Only 12% women
agreed that the decoration is satisfactory.
Question no 16:How likely are you to look for another job outside?
Extreamly likely
Very likely
Moderately likely
Slightly likely
Not at all likely
Analysis
Before analyzing womens perception, I want to show statistics in a table:
Year
Female
Women number
Percentage of
employees
women
number
2011
353
440
2
3
.56%
.68%
2012
477
11
2.31%
2013
540
1.11%
2014
556
15
2.70%
2010
From that statistics, its clear that last year about 2.70% of total female worker left the job from
NBL. At first turnover rate was only 00.56%.But Day by day the turnover rate is increasing. As
job market is competitive, women cant change job overnight.NBL should study why these
women switch from NBL. About 10% women highly search job outside.30% women very likely
search job. And 30% women seek job outside moderately.
Questio
n
Topic
Strongly
agree
Agree
Neither
agree
nor
disagre
e
Strongly
disagre disagre
e
e
Good working
-
40%
50%
10%
environment
Enough promotion
10%
10%
40%
40%
opportunity
Feedback from
10%
30%
40%
10%
10%
4
5
6
7
supervisor
Co-worker behavior
Harassment
Salary
Frequency and
10%
60%
20%
20%
40%
60%
10%
80%
20%
10%
50%
10%
30%
8
11
amount of bonus
High workload
Transportation
6%
11%
30%
34%
17%
20%
80%
12
facility
Proper balance
between family life
20%
20%
50%
10%
13
30%
30%
20%
20%
14
20%
10%
10%
16
children
Feeling Proud of
10%
90%
17
Employer brand
Looking for another
job
10%
30%
30%
10%
20%
Correlations
I am motivated by the
promotion opportunity
My supervisor gives me
feedback about how to
improve my performance
I like my co-workers
I am very
satisfied with the
work
environment
I am
motivated by
the
promotion
opportunity
My supervisor
gives me
feedback about
how to improve
my performance
I like my coworkers
.389
.703(*)
.421
.569
.266
.023
.225
.086
10
10
10
10
10
Pearson
Correlation
Sig. (2tailed)
N
.389
.315
.130
.197
.375
.721
.585
10
10
10
10
10
Pearson
Correlation
.703(*)
.315
.531
.000
Sig. (2tailed)
N
.023
.375
.115
1.000
10
10
10
10
10
Pearson
Correlation
Sig. (2tailed)
N
.421
.130
.531
.127
.225
.721
.115
10
10
10
10
10
Pearson
Correlation
Sig. (2tailed)
N
.569
.197
.000
.127
.086
.585
1.000
.727
10
10
10
10
Pearson
Correlation
Sig. (2tailed)
N
.266
.727
10
Correlations
Pearson
Correlati
on
Sig. (2tailed)
N
Pearson
Correlati
on
Sig. (2tailed)
N
I am very
satisfied
with the
work
environmen
t
I am well paid
for the work i
do
I am happy with
the frequency
and amount of
bonus
-.401
I feel that my
workload is high
I get
transportation
facility from my
bank
NBL gives me
vacation when
i am sick
.022
.071
.601
-.042
.251
.951
.846
.066
.909
10
10
10
10
10
10
-.401
.706(*)
-.386
.286
-.615
.022
.270
.424
.058
.251
10
10
10
10
10
10
.022
.706(*)
-.483
.599
-.606
.951
.022
.158
.067
.063
10
10
10
10
10
10
.071
-.386
-.483
-.050
.650(*)
.846
.270
.158
.890
.042
10
10
10
10
10
10
.601
.286
.599
-.050
-.218
.066
.424
.067
.890
10
10
10
10
10
10
-.042
-.615
-.606
.650(*)
-.218
.909
.058
.063
.042
.545
10
10
* Correlation is significant at the 0.05 level (2-tailed).
10
10
10
Pearson
Correlati
on
Sig. (2tailed)
N
Pearson
Correlati
on
Sig. (2tailed)
N
Pearson
Correlati
on
Sig. (2tailed)
N
Pearson
Correlati
on
Sig. (2tailed)
N
.545
10
Chapter Five
Chapter- 5
Findings:
1) Working environment at National bank limited: The working environment is good in
National Bank Limited.40% women are satisfied. Good relationships among supervisors and
employees, smooth relationship among the co-workers, cooperative outlook among them, and
friendly behavior as well are the examples of having a good working environment at NBL.
2) The workload and stress level of women employees at National Bank Limited: 60%
women are not experiencing workload in national Bank Limited. It is the positive aspects of
National Bank Limited. Only 10% women said that they are facing heavy workload.
3) Forecasting the loyalty of women employees working at National Bank limited: 10%
women extremely search job outside.30% women very likely search job outside and 10% women
slightly search job. So, almost 50% women are eager to switch job. They desire both better
position and high remuneration.
4) Social protection of women employees working in National Bank limited: 80% women
employees working in National Bank Limited expressed that they feel secured at their
workplace. Their expression provided us a vivid conception about the male co-workers that they
are very gentle, co-operative and friendly.
5) Promotion opportunity at National Bank Limited: Its really a frustrating observation that
80% women are unhappy with the promotional opportunity. Promotion is not given timely.
6) Branch is not neat and clean as well as well decorated Space is congested .Messy environment
can disturb employees mood as well as customers mood.
7) The number of Stuff is inadequate in service counter. Customers sometimes feel irritated in
terms of waiting for cash withdrawal and deposit.
Recommendation:
From my personal observation and statistics, some suggestion for NBL is presented below about
how to remove job dissatisfaction of women employees in the workplace:
NBL should develop working environment by making daily task faster and smooth
through using modern technology.
NBL should offer transportation facility to its employees. It will make them delighted and
make them feel proud than other private bank employees. It will help NBL to retain skilled
employees and also spread positive impression among the public and potential employees.
Its the positive sign for all women employees because 80% women employees have
NBL may introduce a day care center to provide lucrative facilities to its women
employees who have baby which will surely keep a significant role not only to stay there
but also to concentrate more on bank activities.
Last but not the least; NBL should appoint additional employees for meeting the high
demand of customers. It will not only help to achieve customer satisfaction but also reduce
the stress level of women employees.
Conclusions:
It should be noted that women Job satisfaction of employees always considers as a very
significant part in the business world. It cuts a very good figure in our everyday communication
because job satisfaction can help the organization to motivate the working team and retain them
to determine at the level of satisfaction which is dependent on different variables. Basically, the
significance of these variables differs from person to person. The patterns and policies of
organizations determine the employee job satisfaction. This research found that job satisfaction
of women employees is dependent on job promotions, Feedback from supervisor, social
protection, bonus, transportation facility, safe working environment, and flexibility to balance
between work and family life. Eventually, I would like to say that NBL should have to ensure the
facilities sought by the women employees and accolade the performance of them.
References:
Cynthia d. Fisher, Human Resource Management , 6th Ed, pp 103-106
Naresh k. Malhotra & Satyabhushan Dash, Marketing Research6th Ed, pp 70-72
QUESTIONNIARE
2. Age: (a) 18 -25 (b) 26-30 (c) 31-35 (d) 36-40 (e) 41 and above
3. Education
4. Income
: (a) SSC (b) HSC (c) Graduate (d) Post Graduate (e) Others
: (a) Below 20000 (b) 20000-40000 (c) 40000-60000 (d) Above 60000
5. Work period : (a) less than 1 year (b)1-3+ year (c)4 -6+years (d)7-10+ years
6.phone number
Statement
Strongly
Agree
(1)
abo
perfor
mance
I like my co-workers
I do not face any harassment as a woman
I am well paid for the work I do
I am happy with the frequency and
amount of bonus
I feel that my workload is high
I am satisfied with the location of my
Agree
(2)
Neither
agree nor
disagree
(3)
DisAgree
(4)
Highly
disagre
e
(5)
branch
I work 8 hours per day
I get transportation facility from my bank
I can proper balance family life and
professional life
NBL gives me vacation when I am
sick/pregnant
I want that NBL should make day care
centre for the women who has children
I feel that my bank is well decorated like
other private bank
I feel lack of job security
I am bored with my work. I do it as I have
no options
2. How likely are you to look for another job outside the company?
Extremely likely
Very likely
Moderately likely
Slightly likely
Not at all likely
2.
3.