JBL Pain Part

1.
1 Origin of the Report

There are many private banks in Bangladesh. Employee job satisfaction is potentially an effective tool that bank can use to gain a strategic advantage. Jamuna Bank Limited concerns about their Employee job satisfaction. This internship report on Jamuna Bank Limited is prepared to fulfill the partial requirement of the internship program as full credit subject of the BBA program of The University. It is an Employee job satisfaction survey of Jamuna Bank Limited in Rayerbag Branch. There is no previous report on Employee job satisfaction, thats why decided to research on Employee job satisfaction. Employee job satisfaction is the individuals perception of the performance of the products or service in relation to his or her expectation (Leaon G. Schiffman) Basically Banking is service oriented business. In service oriented business Employee job satisfaction depend on good service quality, service recovery paradox, and how much easily it is available to Employee job. Jamuna Bank Limited always tries to provide better Employee job service.
Employee Job satisfaction of Jamuna Bank Ltd.
1.2 Objective of the Report

Broad objective: To achieve a clear idea of Employee job satisfaction about the services of the Jamuna Bank Limited. Specific objectives : The specific objectives of the study are: 1. To identify the factors of Employee job satisfaction. 2. To evaluate the level of Employee jobs satisfaction 3. To find out the problems of Employee job satisfaction 4. To recommended some suggestions
1.3 Scope of the Report

This study deal with the analysis of the Employee job satisfaction and expectations about services of the Jamuna Bank Limited. This study was limited within the Dhaka city specially Rayerbag in Jatrabari and in the neighborhood area under the command area of Rayerbag Branch.
1.4 Source of data

Primary data have been collected. I have gathered primary data by personal interview of the Executives of Jamuna bank Ltd. Mainly I have discussed with them verbally. That is for preparing the report smoothly and accurately I used primary data. Primary Sources: Direct interviews with relevant personnel.
Employees opinion
Official records of JBL.
1.5 Methodology of the Report

Research Design This report is based mainly on observations that I experienced during the internship period. Data required for this report were collected from the annual report of Jamuna bank. Apart from these, helpful information was collected from online resources.
1.6 Limitations of the Report

The following problems influenced the report: a. Lack of comprehension of the respondents was the major problem that created many confusions regarding verification of conceptual question. b. Limitation of time was one of the major problems for the study. Because for limited time, the sample size was limited with 11 persons. c. The survey is based on Employee jobs response in Rayerbag Branch. d. The samples are not enough for this kind of survey because they are a very small in number (11 respondents)
2.1 About Jamuna Bank

Jamuna Bank Limited (JBL) is a Banking Company registered under the Companies Act, 1994 with its head office at Chini Shilpa Bhaban, 33 Dilkusha, Dhaka-1000. The Bank started its operation from 3rd June 2001. Jamuna Bank Limited is a highly capitalized new generation Bank started its operation with an authorized capital of Tk.1900.00 million and paid up capital of Tk.390.00 million, as of December 2008 Paid up capital of the Bank raised to Tk.1072.5 million and number of branches raised to 47 (Forty seven). JBL undertakes all type of banking transactions to support the development of trade and commerce in the country. JBLs services are also available for the entrepreneurs to set up new ventures and BMRE for industrial units. The Bank gives special emphasis on Export, Import, Trade Finance, SME Finance, Retail Credit and Finance to Women Entrepreneurs. To provide clientele services in respect of International Trade it has established wide correspondent banking relationship with local and foreign banks covering major trade and financial centers at home and abroad.
2.2 Vision
To become a leading banking institution and to play a pivotal role in the development of the country.
Employee Job satisfaction of Jamuna Bank Ltd. 4
2.3 Mission
The Bank is committed to satisfying diverse needs of its customers through a collection of products at a competitive price by using appropriate technology and providing timely service so that a sustainable growth, reasonable return and contribution to the development of the country can be ensured with a motivated and professional work-force.
2.4 Corporate Slogan

Your Partner for Growth
2.5 Sponsors
The sponsors of Jamuna Bank Limited are successful leading entrepreneurs of the country having stakes in different segments of the national economy. They
are eminent industrialist and businessman having wide business reputation both at home and abroad.
2.5 Management
JBL is managed by highly professional people. The present Managing Director of the Bank is a forward looking senior banker having decades of experience and multi discipline of knowledge to his credit both at home and abroad. He is supported by an educated and skilled professional team with diversified experience in finance and banking. The management of the bank constantly focuses on the understanding and anticipating customers needs and offer solution thereof. Jamuna Bank Limited has already achieved tremendous progress within a short period of its operation. The Bank is already ranked as one of the quality service providers and known for its reputation.
2.6 Corporate culture

Employees of JBL share certain common values, which helps to create a JBL culture.
The client comes first. Search for professional excellence. Openness to new ideas &new methods to encourage creativity. Quick decisionmaking. Flexibility and prompt response. A sense of professional ethics.
2.7 Objectives
To earn and maintain CAMEL rating strong. To establish relationship banking and service quality through development of Strategic Marketing Plan.
To remain one of the best banks in Bangladesh in terms of
profitability and asset quality. To introduce fully automated systems through integration of Information Technology. To ensure an adequate rate of return on investment.
To keep risk position at an acceptable range. (including any off
balance sheet risks) To maintain adequate liquidity to meet maturity obligations and commitments. To maintain a healthy growth of business with desired image. To maintain adequate control systems and transparency in procedures.
To ensure optimum utilization of all available resources.
2.8 Strategies
To manage and operate the bank in the most efficient manner to enhance financial performance and to control cost of fund. To strive for customer satisfaction through quality control and delivery of timely services. To identify customers credits and other banking needs and monitor their perception towards our performance in meeting those requirements. To revive and update policies, procedures and practices to enhance the ability to extend better services to customers. To train and develop all employees and provide them adequate resources so that customers needs can be responsibly addressed. To promote organizational effectiveness by openly communicating company plans, policies, practices and procedures to all employees in a timely fashion. To cultivate a working environment that fosters positive motivation for improved performance. To diversify portfolio both in the retail and wholesale market. To increase direct contact with customers in order to cultivate a closer relationship between the bank and its customers. Schemes offered by Jamuna Bank Limited Monthly Benefit Scheme Monthly Saving Scheme Education Saving Scheme
Marriage Deposit Scheme
Double Growth Deposit Scheme Triple Growth Saving Scheme Lakhpoti Deposit Scheme kotipati Deposit Scheme Millionaire Deposit Scheme
Monthly Savings Scheme (MSS) Savings is the best friend in bad days. Small savings can build up a prosperous future. Savings can meet up any emergences. JBL has introduced Monthly Savings Scheme (MSS) that allows saving on a monthly basis and getting a handsome return upon maturity. If anyone wants to build up a significant savings to carry out youre cherished Dream, JBL MSS is the right solution. Monthly Benefit Scheme (MBS) Jamuna Bank Limited has introduced Monthly Benefit Scheme (MBS) for the prudent persons having ready cash and desiring to have fixed income on monthly basis out of it without taking risk of loss and without enchasing the principal amount. This scheme offers highest return with zero risk. Everyone can plan your monthly expenditure with the certain monthly income under the scheme. Double/Triple Growth Deposit Scheme For people who have cash flow at this moment and want to get it doubled/tripled quickly JBL has introduced Double/Triple Growth Deposit Scheme that offers to make double/triple money within 6(six) years and 9.5 (nine and a half) years respectively resulting a high rate of interest.
Marriage Deposit Scheme Marriage of children, especially daughter is a matter of great concern to the parents. Marriage of children involves expense of considerable amount. Prudent parents make effort for gradual building of fund as per their capacity to meet the matrimonial expense of their children specially daughters. Parents get relief and can have peace of mind if they can arrange the necessary fund for marriage of their children, no matter whether they survive or not till the marriage occasion. It can be a great help to the parents if there is any scope of deposit of a modest mount as per their financial capacity, which groves very fast at high rate of interest yielding a sizeable amount on maturity. With this end in view JBL has introduced Marriage Deposit Scheme, which offers you an opportunity to build up your cherished fund by monthly deposit of serial, amount at your affordable capacity.
Education Savings Scheme

Education is a basic need of every citizen. Every parent wants to impart proper education to their children. Education is the prerequisite for socioeconomic development of the country. As yet, there is no arrangement of free education to the citizens from the government level. As such, there should be pre arrangement of fund to ensure higher educations the children. Otherwise higher education may be hindered due to change of economic condition, income of the parents at the future time when higher education shall be required. Todays higher education is becoming expired day by day. Parents can get relief and can have peace of mind if they can arrange the necessary fund for higher education of their children. As such, JBI, has introduced Education Savings Scheme which offers you an opportunity to build up your cherished fund by monthly deposit of small amount it at your affordable capacity or initial lump sum deposit to yield handsome amount on a future date to meet the educational expenses. Under this Scheme you have the different attractive options to avail the future benefit i.e. withdrawal of the total amount accumulated in lump sum or withdrawing monthly benefit to meet educational expense keeping die principal amount intact or to withdraw both principal and accumulated profit monthly for a certain period.
Lakhpati Deposit Scheme To become a lakhpati is a dream to most of the people of Bangladesh especially to the lower and lower middle class income group. They experience their expectations and wants are enormous in nature in our small span of life. To meet our deposit and wants we need right plan. Keeping the above in mind JBL has introduced Lakhopati Scheme which has flexibility report of maturity and monthly installment as per affordable capacity.
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3.1 Introduction
Job satisfaction in regards to ones feeling or state of mind regarding nature of their work. Job can be influenced by variety of factors like quality of ones relationship with their supervisor, quality of physical environment in which they work, degree of fulfillment in their work, etc. Positive attitude towards job are equivalent to job satisfaction where as negative attitude towards job has been defined variously from time to time. In short job satisfaction is a persons attitude towards job. Job satisfaction is an attitude which results from balancing & summation of many specific likes and dislikes experienced in connection with the job- their evaluation may rest largely upon ones success or failure in the achievement of personal objective and upon perceived combination of the job and combination towards these ends. Job satisfaction can be taken as a summation of employees feelings in four important areas. These are: 1. Job-nature of work (dull, dangerous, interesting), hours of work, fellow workers, opportunities on the job for promotion and advancement (prospects), overtime regulations, interest in work, physical environment, and machines and tools. 2. Management- supervisory treatment, participation, rewards and punishments, praises and blames, leaves policy and favoritism. 3. Social relations- friends and associates, neighbors, attitudes towards people in community, participation in social activity socialibility and caste barrier. 4. Personal adjustment-health and emotionality. Job satisfaction is an important indicator of how employees feel about their job and a predictor of work behavior such as organizational citizenship, Absenteeism, Turnover. Job satisfaction benefits the organization includes reduction in complaints and grievances, absenteeism, turnover, and termination; as well as improved punctuality and worker morale. Job satisfaction is also linked with a healthier work force and has been found to be a good indicator of longevity. Job satisfaction is not synonyms with organizational morale, which the possessions of feeling have being accepted by and belonging to a group of
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employees through adherence to common goals and confidence in desirability of these goals. Morale is the by-product of the group, while job satisfaction is more an individual state of mind.
3.2 Definitions of Job Satisfaction

Different authors give various definitions of job satisfaction. Some of them are taken from the book of D.M. Pestonjee Motivation and Job Satisfaction which are given below: Job satisfaction is defined as a pleasurable, emotional, state resulting from appraisal of ones job. An effective reaction to ones job. Weiss Job satisfaction is general attitude, which is the result of many specific attitudes in three areas namely: Specific job factors Individual characteristics Group relationship outside the job. Blum and Naylor Job satisfaction is defined, as it is result of various attitudes the person hold towards the job, towards the related factors and towards the life in general. Glimmer Job satisfaction is defined as any contribution, psychological, physical, and environmental circumstances that cause a person truthfully say, I am satisfied with my job. Job satisfaction is defined, as employees judgment of how well his job on a whole is satisfying his various needs. Mr. Smith Job satisfaction is defined as a pleasurable or positive state of mind resulting from appraisal of ones job or job experiences. Locke
3.3 History of job satisfaction

The term job satisfaction was brought to lime light by Hoppock (1935). He revived 35 studies on job satisfaction conducted prior to 1933 and observes that Job satisfaction is combination of psychological, physiological and environmental circumstances. That causes a person to say. I m satisfied with my job. Such a description indicate the variety of variables that influence the satisfaction of the individual but tell us nothing about the nature of Job satisfaction. Job satisfaction has been most aptly defined by Pestonjee (1973) as a job, management, personal adjustment & social requirement. Morse (1953) considers Job satisfaction as dependent upon job content, identification with the co., financial & job status & priding group cohesiveness One of the biggest preludes to the study of job satisfaction was the Hawthorne study. 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 Taylors 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 approach 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 Munster berg set the tone for Taylors work. Some argue that Maslows 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.
3.4 Importance of job satisfaction

Job satisfaction is an important indicator of how employees feel about their job and a predictor of work behavior such as organizational, citizenship, Absenteeism, Turnover. Job satisfaction can partially mediate the relationship of personality variables and deviant work behavior. Common research finding is that job satisfaction is correlated with life style. This correlation is reciprocal meaning the people who are satisfied with the life tends to be satisfied with their jobs and the people who are satisfied their jobs tends to satisfied with their life. This is vital piece of information that is job satisfaction and job performance is directly related to one another. Thus it can be said that, A happy worker is a productive worker. It gives clear evidence that dissatisfied employees skip work more often and more like to resign and satisfied worker likely to work longer with the organization.
3.5 Importance to employee and organization
Job satisfaction and occupational success are major factors in personal satisfaction, self-respect, self-esteem, and self-development. To the employer, job satisfaction brings a pleasurable emotional state that can often leads to a positive work attitude. A satisfied employer is more likely to be creative, flexible, innovative, and loyal.
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For the organization, job satisfaction of its employee means a work force that is motivated and committed to high quality performance. Increased productivitythe quantity and quality of output per hour worked- seems to be a byproduct of improved quality of working life. It is important to note that the literature on the relationship between job satisfaction and productivity is neither conclusive nor consistent. However, studies dating back to Herzbergs (1957) have shown at least low correlation between high morale and high productivity and it does seem logical that more satisfied employees will tend to add more value to an organization. Unhappy employees, who are motivated by fear of loss of job, will not give 100 percent of their effort for very long. Though fear is a powerful motivator, it is also a temporary one, and also as soon as the threat is lifted performance will decline. Job satisfaction benefits the organization includes reduction in complaints and grievances, absenteeism, turnover, and termination; as well as improved punctuality and worker morale. Job satisfaction is also linked with a healthier work force and has been found to be a good indicator of longevity. Although only little correlation has been found between job satisfaction and productivity, Brown (1996) notes that some employers have found that satisfying or delighting employees is a prerequisite to satisfying or delighting customers, thus protecting the bottom line.
3.6 Employees role in job satisfaction

If job satisfaction is a employers benefit, surely the employer must be able to contribute to his or her own satisfaction and well being on the job. The following suggestions can help a empoyer find personal job satisfaction: Seek opportunities to demonstrate skills and talents. This often leads to more challenging work and greater responsibilities, with attendant increases in pay and other recognition. Develop excellent communication skills. Employers value and rewards excellent reading, listening, and writing and speaking skills. Know more. Acquire new job related knowledge that helps you to perform tasks more efficiently and effectively. This will relive boredom and often gets one noticed. Demonstrate creativity and initiative. Qualities like these are valued by most organizations and often results in recognition as well as in increased responsibilities and rewards.
Develop teamwork and people skills. A large part of job success is the ability to work well with others to get the job done. Accept the diversity in people. Accept people with their differences and their imperfections and learn how to give and receive criticism constructively. See the value in your work. Appreciating the significance of what one does can lead to satisfaction with the work itself. This help to give meaning to ones existence, thus playing a vital role in job satisfaction. Learn to de-stress. Plan to avoid burn out by developing healthy stress management techniques.
3.7 Factors of job satisfaction

Hop pock, the earliest investigator in this field, in 1935 suggested that there are six major components of job satisfaction. These are as under: The way the individual reacts to unpleasant situations, The facility with which he adjusted himself with other person The relative status in the social and economic group with which he identifies himself The nature of work in relation to abilities, interest and preparation of worker Security Loyalty Herberg, mausaer, Peterson and capwell in 1957 reviewed more than 150 studies and listed various job factors of job satisfaction. These are briefly defined one by one as follows: 1. Intrinsic aspect of job It includes all of the many aspects of the work, which would tend to be constant for the work regardless of where the work was performed. 2. Supervision This aspect of job satisfaction pertains to relationship of worker with his immediate superiors. Supervision, as a factor, generally influences job satisfaction.
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3. Working conditions This includes those physical aspects of environment which are not necessary a part of the work. Hours are included this factor because it is primarily a function of organization, affecting the individuals comfort and convenience in much the same way as other physical working conditions. 4. Wage and salaries This factor includes all aspect of job involving present monitory remuneration for work done. 5. Opportunities for advancement It includes all aspect of job which individual sees as potential sources of betterment of economic position, organizational status or professional experience. 6. Security It is defined to include that feature of job situation, which leads to assurance for continued employment, either within the same company or within same type of work profession. 7. Company & management It includes the aspect of workers immediate situation, which is a function of organizational administration and policy. It also involves the relationship of employee with all company superiors above level of immediate supervision. 8. Social aspect of job It includes relationship of worker with the employees specially those employees at same or nearly same level within the organization. 9. Communication It includes job situation, which involves spreading the information in any direction within the organization. Terms such as information of employees status, information on new developments, information on company line of authority, suggestion system, etc, are used in literature to represent this factor. 10. Benefits It includes those special phases of company policy, which attempts to prepare the worker for emergencies, illness, old age, also. Company allowances for holidays, leaves and vacations are included within this factor.
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3.8 Reasons of law job satisfaction

Reasons why employees may not be completely satisfied with their jobs: 1. Conflict between co-workers. 2. Conflict between supervisors. 3. Not being opportunity paid for what they do. 4. Have little or no say in decision making that affect employees. 5. Fear of loosing their job.
3.9 Effects of law job satisfaction

3.9.1 HIGH ABSENTEEISM Absenteeism means it is a habitual pattern of absence from duty or obligation. If there will be low job satisfaction among the employees the rate of absenteeism will definitely increase and it also affects on productivity of organization. 3.9.2. HIGH TURNOVER In human resource refers to characteristics of a given company or industry relative to the rate at which an employer gains and losses the staff. If the employer is said to be have a high turnover of employees of that company have shorter tenure than those of other companies. 3.9.3. TRAINING COST INCREASES As employees leaves organization due to lack of job satisfaction. Then Human resource manager has to recruit new employees. So that the training expenditure will increases.
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3.9.4 INFLUENCES ON JOB SATISFACTION There are no. of factors that influence job satisfaction. For example, one recent study even found that if college students majors coinsided with their job , this relationship will predicted subsequent job satisfaction. However, the main influences can be summerised along with the dimentions identified above. The work itself The concept of work itself is a major source of satisfaction. For example, research related to the job charactoristics approach to job design, shows that feedback from job itself and autonomy are two of the major job related motivational factors. Some of the most important ingridents of a satisfying job uncovered by survey include intersting and challenging work, work that is not boring, and the job that provides status. Pay Wages and salaries are recognised to be a significant, but complex, multidimentional factor in job satisfaction. Money not only helps people attain their basic needs butevel need satisfaction. Employees often see pay as a reflection of how managemnet view their conrtibution to the organization. Fringe benefits are also important. If the employees are allowed some flexibility in choosing the type of benefits they prefer within a total package, called a flexible benefit plan, there is a significant increase in both benefit satisfaction and overall job satisfaction. Promotions Promotional opportunities are seem to be have avarying effect on job satisfaction. This is because of promotion take number of different forms.
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3.10 What is the impact of job satisfaction

Many managers subscribe to the belief that a satisfied worker is necessarily good worker. In other words, if management could keep the entire workers happy, good performance would automatically fallow. There are two propositions concerning the satisfaction performance relation ship. The first proposition, which is based on traditional view, is that satisfaction is the effect rather than the cause of performance. This proposition says that efforts in a job leads to rewards, which results in a certain level of satisfaction .in another proposition, both satisfaction and performance are considered to be functions of rewards. Various research studies indicate that to a certain extent job satisfaction affects employee turn over, and consequently organization can gain from lower turn over in terms of lower hiring and training costs. Also research has shown an inverse relation between job satisfaction and absenteeism. When job satisfaction is high there would be low absenteeism, but when job satisfaction is low, it is more likely to lead a high absenteeism. What job satisfaction people need? Each employee wants: 1. Recognition as an individual 2. Meaningful task 3. An opportunity to do something worthwhile. 4. Job security for himself and his family 5. Good wages 6. Adequate benefits 7. Opportunity to advance 8. No arbitrary action- a voice a matters affecting him 9. Satisfactory working conditions 10. Competence leadership- bosses whom he can admire and respect as persons and as bosses.
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However, the two concepts are interrelated in that job satisfaction can contribute to morale and morale can contribute to job satisfaction. It must be remembered that satisfaction and motivation are not synonyms. Motivation is a drive to perform, where as satisfaction reflects the individuals attitude towards the situation. The factors that determine whether individual is adequately satisfied with the job differs from those that determine whether he or she is motivated. the level of job satisfaction is largely determined by the comfits offered by the environment and the situation . Motivation, on the other hand is largely determine by value of reward and their dependence on performance. The result of high job satisfaction is increased commitment to the organization, which may or may not result in better performance. A wide range of factors affects an individuals level of satisfaction. While organizational rewards can and do have an impact, job satisfaction is primarily determine by factors that are usually not directly controlled by the organization. a high level of job satisfaction lead to organizational commitment, while a low level, or dissatisfaction, result in a behavior detrimental to the organization. For example, employee who like their jobs, supervisors, and the factors related to the job will probably be loyal and devoted. People will work harder and derive satisfaction if they are given the freedom to make their own decisions.
3.11 Models of job satisfaction

There are various methods and theories of measuring job satisfaction level of employees in the organization given by different authors. List of all the theories and methods measuring job satisfaction level is given below: Affect theory(Edwin A. Locke 1976) Dispositional Theory( Timothy A. Judge 1988) Two-Factor Theory (Motivator-Hygiene Theory) (Frederick Herzbergs) Job Characteristics Model (Hackman & Oldham) Rating scale Personal interviews Action tendencies Job enlargement Job rotation
3.11.1 MODEL OF COMPONENT OF JOB SATISFACTION

Edward E.lawler in 1973 propoed a model of facet satisfaction. This model is applicable to understand what determines a persons satisfaction with any facet of job. According to this model actual outcome level plays a key role in a persons perception of what rewards he recieves. His perception influenced by his perception of what his referent others recieves. The higher outcome level of his referent other the lower his outcome level will appear. This model also focus on his perception on reward level. 3.11.2 AFFECT THEORY Edwin A. Lockes 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/arent 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 doesnt 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. 3.11.3. DISPOSITIONAL THEORY Another well-known job satisfaction theory is the Dispositional Theory it is a very general theory that suggests that people have innate dispositions that cause them to have tendencies toward a certain level of satisfaction, regardless of ones job. This approach became a notable explanation of job satisfaction in light of evidence that job satisfaction tends to be stable over time and across careers and jobs. Research also indicates that identical twins have similar levels of job satisfaction. A significant model that narrowed the scope of the Dispositional Theory was the Core Self-evaluations Model, proposed by Timothy A. Judge in 1998. Judge argued that there are four Core Self-evaluations that determine ones 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 self) and general self-efficacy (the belief in ones own competence) lead to higher work satisfaction. 3.11.4 TWO-FACTOR THEORY (MOTIVATOR-HYGIENE THEORY )
Frederick Hertzbergs 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. Motivating factors are those aspects of the job that make people want to perform, and provide people with satisfaction. These motivating factors are considered to be intrinsic to the job, or the work carried out. Motivating 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. 3.11.5 JOB CHARACTERISTICS MODEL Hackman & Oldham proposed the Job Characteristics Model, which is widely used as a framework to study how particular job characteristics impact on job outcomes, including job satisfaction. The model states that there are five core job characteristics (skill variety, task identity, task significance, autonomy, and feedback) which impact three critical psychological states (experienced meaningfulness, experienced responsibility for outcomes, and knowledge of the actual results), in turn influencing work outcomes (job satisfaction, absenteeism, work motivation, etc.). The five core job characteristics can be combined to form a motivating potential score (MPS) for a job, which can be used as an index of how likely a job is to affect an employee's attitudes and behaviors. A meta-analysis of studies that assess the framework of the model provides some support for the validity of the JCM.
3.11.6 MODERN METHOD OF MEASURING JOB SATISFACTION
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In this method of measuring job satisfaction the comparision between various orgnizational terms and conditions at managerial level and also the orgnization at a large. SATISFACTION WITH HUMAN RESOURCES MANAGEMENT POLICIES OF THE ORGANIZATION: 1. Management has a clear path for employees advancement 2. Decisions are made keeping in mind the good of the employees 3. Management is extremely fair in personal policies 4. Physical working conditions are supportive in attaining targets 5. I nnovativeness is encouraged to meet business problems. SATISFACTION WITH SUPERVISION 1. I feel I can trust what my supervisor tells me 2. My supervisor treats me fairly and with respect 3. My supervisor handles my work-related issues satisfactorily 4. I get frequent appreciation of work done from supervisors 5. I get enough support from the supervisor 6.Individual initiative is encouraged SATISFACTION WITH COMPENSATION LEVELS 1. Overall I am satisfied with the companys compensation package 2. I am satisfied with the medical benefits 3. I am satisfied with the conveyance allowance 4. I am satisfied with the retirement benefits 5. I am satisfied with the reimbursement of the expenses as per the eligibility 6. I am satisfied with the holiday (vacation) eligibilities SATISFACTION WITH TASK CLARITY 1. Management decisions are Ad Hoc and lack professionalism (reverse scaled) 2. Rules and procedures are followed uncompromisingly 3. My job responsibilities are well defined and clear SATISFACTION WITH CAREER DEVELOPMENT 1. I have adequate opportunities to learn and grow 2. I get opportunities to handle greater responsibilities 3. My skills and abilities are adequately used at work From all above we can conclude level of job satisfaction of our employees. 3.11.7 RATING SCALE
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It is one of the most common methods of measuring job satisfaction. The popular rating scale used to measure Job satisfaction is to include: Minnesota Satisfaction Questionnaires: It helps to obtain a clear picture of pertinent satisfactions and dissatisfactions of employees. Job Description Index: it measures Job satisfaction on the dimension identified by Smith, Kendall, Hullin. Porter Need Identification Questionnaires: It is used only for management personnel and revolves around the problems and challenges faced by managers. 3.11.8 PERSONAL INTERVIEWS This method facilitates an in-depth exploration through interviewing of job attitudes. The main advantage in this method is that additional information or clarifications can be obtained promptly. 3.11.9 ACTION TENDENCIES By this method, Job satisfaction can be measured by asking questions and gathering information on how they feel like behaving with respect to certain aspects of their jobs. This method provides employees more opportunity to express their in-depth feeling. In his study on American employees, Hoppock identified six factors that contributed to job satisfaction among them. These are as follows: 1. The way individual reacts to unpleasant situations. 2. The facilities with which he adjust himself to other persons. 3. His relatives status in the social & economic group with which he identifies himself. 4. The nature of work in relation to the abilities, interest & preparation of the workers. 5. Security. 6. Loyalty. Because human resource manager often serve as intermediaries between employees & management in conflict they are concern with Job satisfaction or general job attitudes with the employees. Philip apple white has listed the five major components of Job satisfaction .as 1. Attitude towards work group. 2. General working conditions. 3. Attitude towards company. 4. Monitory benefits & 5. Attitude towards supervision Other components that should be added to this five are individuals state of mind about the work itself and about the life in general .the individuals health, age,
level of aspiration. Social status and political & social activities can all contribute to the Job satisfaction. A persons attitude toward his or her job may be positive or negative. 3.11.10 JOB ENLARGEMENT The concept of job enlargement originated after World War II. It is simply the organizing of the work so as to relate the contents of the job to the capacity, actual and potential, of workers. Job enlargement is oblivious forerunner of the concept and philosophy of job design. Stephan offers three basic assumptions behind the concept of job enlargement. Output will increase if 1. Workers abilities are fully utilized 2. Worker has more control over the work 3. Workers interest in work and workplace is stimulated. Job enlargement is a generic term that broadly means adding more and different tasks to a specialized job. It may widen the number of task the employee must do that is, add variety. When additional simple task are added to a job, the process is called horizontal job enlargement. This also presumably adds interest to the work and reduces monotony and boredom. To check harmful effects of specialization, the engineering factors involved in each individual job must be carefully analyzed. Perhaps, the assembly lines can be shortened so that there will be more lines and fewer workers on each line. Moreover, instead of assigning one man to each job and then allowed to decide for himself how to organize the work. Such changes permit more social contacts and greater control over the work process. 3.11.11 JOB ROTATION Job rotation involves periodic assignments of an employee to completely different sets of job activities. One way to tackle work routine is to use the job rotation. When an activity is no longer challenging, the employee is rotated to another job, at the same level that has similar skill requirements. Many companies are seeking a solution to on-the-job boredom through systematically moving workers from one job to another. This practice provides more varieties and gives employees a chance to learn additional skills. The company also benefits since the workers are qualified to perform a number of different jobs in the event of an emergency.
3.12 Questionnaire
An employee job satisfaction questionnaire is applied in workplaces to evaluate the satisfaction of employees in their various job capacities. Organizations use employee job satisfaction questionnaires to gauge the effectiveness of various policies and programs being implemented and therefore identify strong areas the need to be upheld as well as the weak areas that need strengthening intervention. Within any organization the employees are one of the most important assets. An employee job satisfaction questionnaire can help an organization know whether employees are satisfied with their jobs. An employee job satisfaction questionnaire will highlight what needs to be done to ensure that employees are happy at work. It will also determine how the organization can go about improving conditions for employees. The views of employees are very important and so an organization needs to get their viewpoints in an effective way. Without an employee job satisfaction questionnaire it would be difficult to know these views. In employee satisfaction questionnaire is useful for organizations to establish the opinion of their employees in relation to the organizations policies and the organization in general. Employees are always advised to give their answers accurately and openly since their answers are used to make improvements to policies that employees find dissatisfactory.
To sum up, it can say that, A Job satisfaction questionnaire is the best way to measure how satisfied a person is with his or her job. Job satisfaction of an employee directly influences the progress status of a company. Therefore such kind of questionnaire helps both the employee and employer to realize the satisfaction level of the employee for a particular job.
Employee Job Satisfaction Questionnaire
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The Jamuna Bank Ltd. (Rayerbag branch) has 10-employee except manager. The management committee is hoping to improve the current working conditions for employees of the Rayerbag branch. So, the management committee wants to know about their employees, whats the comment of them. If they have any better ideas, after that they can fill in this questionnaire. All the answers are kept confidential so please do not hesitate to be honest.
Survey Method:
A structured questionnaire given to a sample of a population and design to elicit specific information from respondents.
11 Do you get ample exposure to implement your skills?

Response a. Yes, very much b. Sometimes it depends c. Not at all Frequency Percentage
5 4 2
11
45.45 36.36 18.19

100
2. How much you will rate your employers satisfaction on your work?
Response
a. Yes, its satisfactory b. Not that much c. Below my satisfaction
Frequency
Percentage
9 2 0 11
81.81 18.19 0 100
3. Are you getting everything that you have expected from this job?
Response
Frequency
Percentage 90.90 9.10 0 100
a. Definitely, I love my job and I am content with it 10 b. It depends, not that I am getting everything 1 c. I am very upset; I am not at all getting anything that I deserve. 0 11
4. Do you think your job is reliable and secured?

Response a. Yes, definitely its quite reliable and secured. b. May be I am not much sure of it c. No, not at all I am sacred of loosing it at any point. Frequency 9 2 0 11 Percentage 81.81 18.19 0 100
5. How will you rate your job satisfaction out of 10?

Response Frequency Percentage
a. 0-5 b. 5-8 c. 8-10
1 8 2 11
9.09 72.72 18.19 100
6. How you ever thought seriously about changing your present job?
Response a. Yes b. No c. Omitted Frequency Percentage 5 5 1 11 45.45 45.45 9.10 100
7. How you ever thought seriously about changing your present job?
Response a. Yes b. No c. Omitted
Frequency 8 2 1 11
Percentage 72.72 18.18 9.10 100
8. How you ever declined an opportunity to change your present job? Response a. Yes b. No c. Omitted Frequency 8 2 1 11 Percentage 72.72 18.18 9.10 100
9. Are your feelings today a true sample of the way you usually feel about your job?
Response a. Yes b. No c. Omitted Frequency 9 1 1 11 Percentage 81.81 9.10 9.09 100
10. How long have you worked for Jamuna bank Ltd?
a. Below 5 years b. 5-15 years c. 15-30 years d. above 30 years
1 10 0 0 11
9.10 90.90 0 0 100
11. What is your total monthly income from this job? (In000)
Response Frequency Employee Job satisfaction of Jamuna Bank Ltd. Percentage 30
a. Below 20 b. 21-30 c. 31-50 d. Above 50 12. Are you believe your job is secure?
Response
0 4 5 2 11
Frequency
0 36.36 45.45 18.19 100

Percentage
a. Yes b. No
9 2 11
81.81 18.19 100
13. Have you ever feet your work was too loaded? Response Frequency Percentage
a. Yes b. No
5 6 11
45.45 54.55 100
14. If yes, was your workload is reasonable?

a. Yes b. No
8 3 11
72.72 27.27 100
15. How do feel about your Teamwork and Cooperation?

a. Satisfied b. ok c. Not satisfied d. No team work
4 4 2 1 11
36.36 36.36 18.18 9.10 100
16. How your supervisor treats you?

a. Hardly
72.72
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3 27.28 0 0 11 100 17. Have you received the proper safety training for your job?
b. Fairly c. friendly
9 81.81 2 18.18 0 0 11 100 18. How do you feel about your working conditions/work place?
a. Yes, Received training b. Never c.Not yet
7 2 2 0 11 19. How do you feel about your rest room clean?

Response Frequency
a. V e ry g o o d b. Satisfied c. Need improvement d. Poor
63.63 18.18 18.19 0 100

Percentage
a. b. c. d.
Very good Satisfied n e e d i m p r o ve m en t poor
9 2 0 0 11
Frequency
81.81 18.19 0 0 100

Percentage
20. Mention the noise level?

Response
a. Excessive b. moderate c. calm
0 1 10 11
0 9.10 90.90 100
21. Is there proper medical treatment is readily available to treat Injuries?

a. A l w a y s a v a i l b. Sometime avail
9 2
81.81 18.19
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c . N e v e r available
0 11
0 100
22. Is there are any electrical hazards in your work area?

a. Always b. sometime c. never
0 0 11 11
0 0 100 100
23. Does the Jamuna Bank Ltd. Provide an environment for the free and Open expression of opinions and ideas?
a. Yes b . no
11 0 11
100 0 100
24. Overall, how satisfied are you with Jamuna Bank Ltd. As an Employee?
a. Highly satisfied b. Satisfied c. No command d. Not satisfied
7 2 1 1 11
63.63 18.18 9.10 9.09 100
Result of this survey:

From the survey we can see that, the employees of Jamuna Bank Ltd. (Rayerbag branch) are keep happy about their job. They like their job most of the moment. They prefer their current job. Some people believe that, their current job is not
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satisfied. They look for a new suitable job. Each person thinks no one likes his job better than he/she likes and lastly they are also excited about their job.
4.1 Products of JBL

Deposits
Types of Deposit Accounts Current Deposits Savings Bank Deposits
Fixed Deposits (Term Deposit) Short Term Deposits Monthly Term Deposits Any other deposits as may be approved/ advised by Head Office.
4.2 Procedures of Accounting Opening

Opening account with a bank is the way of creating a banker customer relationship. In other words, it is a contract between banker and customer. With this contract, bankers enter into certain obligations and responsibilities. Proper introduction serves as a precaution against fraud and forgeries and safeguard against inadvertent overdraft to bank. Obtaining proper introduction may absolve the banker from the charges of negligence for conversion. So, while opening a new account, emphasis would be given without exception to introductory reference and inquiry. The following instruction to be followed while opening account:
Introduction of Account to be obtained from a respectable client acceptable to bank. The introduction shall be obtained in writing in the respective column of Account opening form. For opening savings bank account of individual either singly or jointly, passports and identity cards may be accepted for introduction, but subsequently proper introduction may be obtained. Introduction of Current Account by members of the staff may be allowed but shall be discouraged as far as possible.
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Current Account shall preferably be introduced by another Current Account holder acceptable to bank. Introduction of Account holder of other branch may be accepted with caution. In that case the introducers signature must be verified by authorized officer of that branch and authenticated by a forwarding letter. Photographs of account holder must be attested by the introducer. Letter of thanks be issued to introducer in Banks standard specimen.
4.3 Current deposit Account

A Current Deposit Account may be opened by individual, firm, company and club, association, body corporate etc. Funds in the Current Deposit Account is payable on demand. No interest is payable on balances of Current Deposit Accounts. Current Deposit Account may be opened with a minimum initial balance of Tk.5, 000/=. Minimum balance to be maintained in the account is Tk.1, 000/=. Customer willing to open Current Deposit Account shall fill up the Account Opening Form (AOF) applicable to him/ her and Specimen Signature Card (SS Card). The customer will sign in the space provided under Yours faithfully and on the specimen signature cards. In case of proprietorship and partnership firms the relevant account opening form is to be filled in and signed by the proprietor/ partner in their individual capacity in the space provided under Yours faithfully and on the specimen signature card in their official capacity.
In all other cases including companies etc. the persons opening the account shall fill in the relevant Account Opening Form and sign the Form in the space provided under Yours faithfully and in the specimen Signature Card in their official capacity. Introduction of acceptable clients to be obtained as per guidelines. The Managers approval for opening account shall be obtained by the concerned staff member. Signatures of the account holder shall be admitted by affixing the stamp Signature admitted and signing by the authorized officer.
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The introducers signature shall be verified by affixing the stamp Signature verified near the signature by authorized officer. Blank space of the Specimen Signature Card should be closed by drawing parallel lines. The particulars of the Account Opening Form shall be entered in the Account Opened and Closed Register as per sequence provided by the computer system. The customer shall be provided with Deposit Slip in corporating the Account Number and Signatures of the account holder shall be admitted by affixing the stamp Signature admitted and signing by the authorized officer. The introducers signature shall be verified by affixing the stamp Signature verified near the signature by authorized officer. Blank space of the Specimen Signature Card should be closed by drawing parallel lines. The particulars of the Account Opening Form shall be entered in the Account Opened and Closed Register as per sequence provided by the computer system. The customer shall be provided with Deposit Slip in corporating the Account Number and be advised to make the initial deposit in the account. The amount of initial deposit shall be entered in the Account Opening Form. Cheque Book shall be issued on request on completion of all formalities including initial deposit. Cheque series to be entered in the Account Opening Form at the bottom right and authenticated by authorized officer. After posting of all particulars of the account including cheque series, one authorized officer shall check/ verify the same in the computer screen and record it in the form with signature. Manager/ Authorized Officer shall apply sufficient intelligence and common sense to ascertain genuineness of the account holder. No account shall be opened without approval of the Manager.
Clear instruction regarding operation of the account shall be noted on the Account Opening Form and Specimen Signature Card especially in respect of death of inability of the account holders, or the person operating the account. The account holder shall confirm the instructions under specimen signature. An indemnity shall be obtained from the customer if he/ she signs in language other than English/ Bengali.
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Illiterate persons shall be discouraged to open Current Account. If opened withdrawal shall be allowed on personal appearance of the account holder. The account opening form shall be sent to the respective computer terminal for posting and S.S. Card shall be retained serially in the S.S. Card Box under custody of Cheque Passing Officer. One of the photographs of the Account Holder is to be pasted with AOF and another one with S.S. Card. AOF to be retained in serial order in Pasting File. A letter of thanks to be sent to the account holder as well as to the introducer.
All new accounts opened during the day shall be personally checked by the Manager at the close of business of each day.
Checking officer shall particularly see the introduction, initial deposit in cash or cheque, nature of business of the account holder, Trade License, Partnership Deed/ Memorandum of Articles of Association, Resolution etc. Similar Accounts should be noted in the AOF and care should be taken while making posting of transactions in such accounts. The Computer Program used by bank shall provide reference of clients. Branch Manager must ensure that their computer system provides reference of client. Classified Deposit Ownership Program to be maintained in the Computer System for facilitating periodical returns to Bangladesh Bank. Bank shall provide monthly statement of account to clients as per computer system of the branch. If minimum balance of the account falls below Tk.2,000/= once during the half-year, incidental charge will be recovered as per Head Office Circular. Bank at its discretion may close any account with prior notice to the account holder. In case of closure of account by the account holder, branch shall recover closing charges as per schedule of charges.
4.4 Saving deposit Account

Savings Bank Account may be opened in the name of adult individual who are mentally sound and also jointly in the names of
two or more persons payable to either or both or all of them or to the survivor or survivors. Savings Bank Account may be opened in the name of a minor also. Saving Bank Account may be opened in the names of clubs, societies, association and similar institutions and even by government and semi-government offices. Account shall be opened with at-least a minimum initial deposit of Tk.1, 000/-. Interest at the rates fixed by Head Office from time to time is applied half-yearly on the balances held on daily product basis. Not more than one account is allowed to be opened in the same name. But this will not be applicable to parents willing to open more than one account in his/ her name in respect of each minor child. Savings Bank Account shall not be allowed to be overdrawn under any circumstances. Account opening formalities like Current Account should be followed. Savings Bank Account should not be allowed to be operated like Current Account Not more than 25% of the balance can be withdrawn without 7 days notice. Withdrawals in the account shall be allowed twice in a week. No interest shall be paid to such accounts in the month for violation of the above rules. Bank shall provide monthly-computerized statement of accounts to account holders instead of passbook. Bank may at its discretion close any account with prior notice for repeated return of cheques due to insufficient balance.
Bank may recover charges up to a maximum of Tk.100/ per instances of cheque return.
4.5 Fixed deposit Account

Fixed Deposit is neither transferable nor negotiable.
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Fixed Deposit Account may be opened by individuals, firms, companies, corporate body etc. Fixed Deposit Account shall be opened for a fixed period ranging from 3 months to 36 months or above as determined by Head Office from time to time. Rate of interest payable to Fixed Deposit Accounts shall be approved/ advised by Head Office from time to time. Interest on deposits shall normally be payable on maturity along with principal. Customers may however, have the option of withdrawing interest accrued after every six months provided that the account is for more than 24 months period. Interest ceases to accrue on overdue Fixed Deposit Account. Branch may, however, allow interest to exceptionally valued clients on deserving cases with concurrence of Head Office.
FDR may be encased before maturity on written request of the depositor. For payment of interest, branch shall follow Head Office instruction in this regard from time to time. In case of FDR in joint names, written consent of all holders shall be obtained before premature encashment, irrespective of instruction provided for operation of the account. Duplicate FDR may be issued in case of loss of FDR reported by the holder. An indemnity bond executed by the depositor(s) shall be obtained on Banks standard form. A remark DUPLICATE ISSUED IN LIEU OF ORIGINAL REPORTED LOST is to be typed on top of the duplicate FDR. The original number should be used and comments to this effect be recorded in AOF, S.S. Card and FD Issue Register. Extra care shall be taken in case duplicate FDR is proposed for lien to any bank. Each FDR of the same depositor will be treated as separate contract.
Account Opening Form for Fixed Deposit Account contains relevant columns for mentioning all terms including rate and term of deposit and operational instruction. The bottom part of the form shall be used as credit voucher for the deposit. Specimen Signature Card duly signed by the
depositor to be obtained with clear instruction for operation of the account. Nominee form may be obtained if the depositor desires to nominate anybody to receive the proceeds of his account in case of his death. Nominees Signature and one copy of photograph duly attested by the depositor to be obtained.
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The signature of the depositor is to be admitted by authorized officer both in AOF and S.S. Card. Particulars of the account shall be entered in the FD Account Opening Register and a control number be allotted in computer sequence order with oblique against the printed number of FDR. The complete number shall be quoted/ mentioned in all references. On completion of all formalities, including deposit of fund, FDR shall be issued and signed by two authorized officers. The FDR shall be delivered to depositor against acknowledgement on the reverse of the counter foil. The AOF will be retained in file and the S.S. Card shall be kept in S.S. Card Box under custody of the concerned authorized officer. The particulars of the account shall be posted in the computer system on completion of all formalities including receipt of deposit. One authorized officer shall check/ verify the particulars in the computer screen and record his comments on the AOF to this effect with signature.
Renewal of Fixed Deposit Account shall be allowed on written request of the depositor, if no intimation is received, the account shall be deemed to have renewed under the existing terms and conditions automatically. FDR can be accepted as security against credit facility. Offer of special interest rate on deposits is subject to Head Office approval.
The following documents duly completed shall be obtained from the customer at the time of opening different types of accounts as applicable: Individual/ joint Account opening form as applicable duly filled in. Specimen Signature Card. Two photographs duly attested by introducer. Nominee Form (if nomination given by the account holder). Mandate or Authority Form (if a third person is authorized to operate the account). Proprietorship Firm Account Opening Form. Specimen Signature Card.
Copy of Trade License Two photographs duly attested by introducer. Proprietorship Rubber Stamp against all signatures of the proprietor. Partnership Concern Account Opening Form. Specimen Signature Card. Copy of Trade License Partnerships Deed Two photographs of each partner duly attested by introducer. Partnership Rubber Stamp against all signatures of partners operating the accounts. Partnership letter. Private Limited Company Account Opening Form. Specimen Signature Card. Copy of Trade License. Copy of Memorandum and Articles of Association duly attested by the Managing Director/ Chairman of the Co. Certificate of Incorporation. List of Director as per return of Joint Stock Company with signature. Resolution of the Board for opening account with the bank. Photographs of each of the authorized signatories. Public Limited Company Account Opening Form. Specimen Signature Card. Copy of Trade License. Photograph of Directors and account operators other than Director. Certified copy of Memorandum and Articles of Association. Certificate of commencement of business. List of Directors as per returns of Joint Stock Company with their signature. Resolution of the Board for opening account with the Bank. Certification of incorporation. Clubs/ Association/ Society etc. (Non-Trading Concerns) Account opening Form for current account or SB accounts.
Specimen Signature Card. Certified copy of Bye laws/ constitution of the organization. List of the Executives of Managing Committee with their signature and present and permanent address. Resolution of the Committee for opening account with the bank. 2 Photographs of each operator of the account. Corporation/ Autonomous Bodies/ Govt. Organization Account Opening Form as applicable. Specimen Signature Card. Copy of the Act or Ordinance Showing authority to open account. Letter from the authorized persons in absence of the Board. Account of Constituted Attorney Account Opening Form (As applicable) Specimen Signature Card
Power of Attorney A copy of Power of Attorney shall be taken and entered in the Power of Attorney Register in serial order. The serial number is to be noted along with Banks name on the Power of Attorney. Original may be returned and the copy to be attached with Account Opening Form.
4.6 Issuance of Cheque Books

General Service Division of Head Office will supply required Cheque Books to branches against their requisition from time to time. On receipt of these cheque books/ other security stationery, the branch shall record the stock in the Security Stationery Stock Register. While recording the stock, the Prefix number shall invariably be mentioned. A few Cheque Books required for current consumption of the Deposit Department shall be taken out from the main stock under control of an authorized officer. The concerned issuing officer will keep these cheque books in a box under lock and key and issue the same to the clients during the day. The Cheque Books will be entered in the Cheque Book Issue Register and be issued to clients against their acknowledgement in the register. Separate folios will be opened in the Cheque Book issue Register for CD/ SB/ STD account cheque books. When a cheque book is required by a new customer, the cheque requisition slip pasted on top of each cheque book is to be got signed by him. The officer responsible for issuing cheque book shall get the signature of the account holder verified from the officer incharge of the Deposit Department and issue the cheque book to the customer after putting his initial in the cage of cheque series subject to the condition that account opening form is complete in all respects and otherwise in-order. The requisition slip shall be sent to the respective Computer Terminal for posting in the respective account. All subsequent Cheque Books shall be issued against Cheque Requisition Slips extracted from the previous cheque books issued to the customer, However, the requisition slip pasted with subsequent cheque book on its first page shall be destroyed. The cheque requisition slip duly filled in by the customer shall be forwarded to cheque posting Terminal to ascertain: The average balance maintained by the customer. Whether previous cheque leaves are properly consumed. Cheques are not frequently returned for insufficient funds in the account. Payment of Cheque is not frequently stopped. The manner in which the account is operated. The account is not dormant.
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If any of the defects is noticed by posting officer, he/ she shall make remark on the requisition slip and forward it to Cancellation Officer who will decide whether cheque book should be issued to the customer. In cases, where the account is found in order and the party is known, the cancellation officer shall verify the signature on the slip and send it back to cheque book issuing officer for issuance of the same. In case of a Dormant Account, the party shall call on the Manager personally for identification purpose. The Manager on being satisfied about the bonafides of the applicant shall allow issuance of cheque book. In case of slightest difference in signature or suspicion aroused about the bonafides of the person presenting the cheque requisition slip, proper inquiries shall be made by contacting the account holder. The officer must be satisfied before finally issuing the cheque book. In case where requisition slip extracted from a previous cheque book is not presented, every possible care shall be exercised to establish the bonafides of the case, particularly when address of a constituent has been recently changed and/ or a simultaneous request to change the address is made. If the cheque book/ cheque requisition slip is reported lost, the branch shall take extra care in issuing fresh cheque book and take the following extra steps : An Indemnity on banks standard form shall be obtained from the client counter signed by another customer of the branch having reasonable balance in the account. Stop payment shall be made for the unutilized cheque leaves (Detailed procedure in relevant chapter). On completion of the formalities, fresh cheque book shall be issued to the client. The client shall personally receive the cheque book against acknowledgement. If the cheque book is issued through bearer, his signature must be attested by the account holder on the request letter. The requisition will however be filled in/ signed by the account holder. The bearer will receive the cheque book against his acknowledgement on the reverse of requisition slip and Cheque Book Issued Register. The partys acknowledgement may be obtained by sending him a letter through bearer.
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The issuance of the cheque book will be processed as under: It should be ensured that all the leaves and blank requisition slip are intact and the printed serial numbers are inorder. The name and account number of the customer shall be written in the cheque books cover and the cheque requisition slip. The account number shall be affixed on all the leaves of the cheque book including the cheque requisition slip under the signature of the issuing officer, whose signature should be recorded in the deposit department. Cheque Books shall be delivered to the customer over the counter after obtaining his acknowledgement in the cheque requisition slip as well as cheque book issue register. In special circumstances, cheque book may be delivered through bank messenger. But in that case similar acknowledgement or subsequent confirmation shall be obtained from the client. Cheque Book sent by post shall be dispatched to client under cover of a latter in a sealed envelope under Registered A/D. The client shall be asked to confirm receipt of the cheque book. The A/D on return together with the confirmation be tagged with the requisition slip. The cheque requisition slips against which cheque books have been issued shall be stitched together with vouchers of the day. At the close of the day, the Security Box containing the cheque books shall be placed in safe or inside the Strong Room under the supervision of the authorized officers.
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4.7 Closing of Accounts

For different reasons, the account holder(s) may request for closure of his/ their account with the bank. On receipt of such letter of request for closure of account, the Manager should ascertain the reasons to satisfy himself that the constituent is not severing his relations for grievance from the bank which may possibly be redressed. If for genuine reason the account holder(s) approach for closure of his/their account, the following steps shall be taken: The application shall be received together with unused cheque leaves. The signature of the account holder shall be verified. The number of unutilized cheque leaves shall be noted on the letter. The Manager shall approve closure of the account and ascertain liability position (if any) and closing charges at prescribed rate to be recovered. The account holder may be requested to withdraw the balance on deduction of the charges. Otherwise the balance payable may be paid by way of pay Slip / Pay Order in favor of the account holder After closure of the account, "Account Closed" Stamp shall be affixed on the account opening form, S.S. Card and in the Account Opened and Closed Register with date under signature of an authorized officer. The Account opening form together with S.S.Card and the request letter shall be retained in Account closed file to be maintained in branches for Current and Savings Accounts separately. If the balance is paid by way of Pay Slip/Pay order, the debit advice may be delivered to the account holder either by hand or by mail. The unused cheque leaves shall be destroyed by authorized officer and shall be recorded on the application for reference under joint signature. The unused cheque leaves shall be entered in the A/C Opening Register and the running number of the account shall be drawn reducing the closed account on each day.
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4.8 Clearing and transfers

Clearing
Clearing Department plays a vital role in General Banking. This department receives cheques, DD, P.O. etc from depositors attached with a deposit slip. Then these instruments are posted in the NIKAS Computer. After posting those instruments, are segmented bank wise. Eleven separate branches of JBL with in Dhaka sent instruments to the local branch (Dilkusha Branch) for collection along with the floppy disk in which particulars of the instruments are described. Then the authorized officer of the local branch accumulates all information in a floppy and the instruments of twelve branches (including the local branch) are segmented bank wise. All instruments are now ready for collection at the 1st clearing house. There are two types of House:
1st Clearing House and Same-day clearing House CONDITIONS FOR SAME-DAY CLEARING The Instruments value must be over Tk.5 lac The respective branch of the bank must be within 2 K.M of Bangladesh Bank.
Outward clearing
All cheques, demand drafts and other credit instruments tendered for the credit of customers account will be delivered by the depositor at the clearing counter. Any deposits received by post will also be sent over to the clearing counter. The counter officer shall at the time of receipt examine such deposits carefully to ensure that The name of the account is very clearly written on the Deposit slips. The particulars of deposits such as cheque numbers, names of bank etc. are properly entered on the deposit slip. The depositor has signed the Deposit Slip. On item deposited payees discharge and the chain of endorsement, are in order.
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All cheques and other instruments will be crossed immediately on receipt with the banks special crossing stamp. Items intended/selected for the next days clearinghouse will be branded with the bank's clearing stamp with date. If the deposits are made at a time when it is too late for these to be presented to drawee banks the same days the stamp "Too late for todays clearing" will be affixed on the counter foil. All branches of Jamuna Bank Limited are computerized and operate in Clearing House with computer Floppy. All clearing items will first be sorted out bankwise and then entered in a computer printed slip prescribed for the purpose. These Schedules/Slips are in fact list of cheques etc. delivered by Jamuna Bank Limited to other banks through the clearing House. All these slips are summarized in a bigger computer printout which reflects in details the instruments etc. presented by the bank to Clearing House and contains the names and account number to which the credits will be posted. These sheets serve the purpose of a Clearing House Register. Bank also prepare, another summery sheet (Validation Sheet) from computer which contain the total a number of cheques etc. delivered to different banks in the Clearing House and cheques received from different banks with correct total of amount. The Credit vouchers should then be released for posting in the computer. It will be the responsibility of Deposit Department, however, not to allow any drawings against such items before the fate is definitely known. Reversal entries for any clearing item returned unpaid should invariably be made by a separate debit voucher. All clearing item will be passed through the bank's Local Office/Main Branch's Account with Bangladesh Bank. Entries to be passed by Local office/ Main Branch. Other branches routing their Clearing Instruments shall send a Clearing House Floppy to Local Office/Main Branch supported by IBDA for the total amount. Local Office/ Main Branch shall respond the IBDA to the debit of their account with Bangladesh Bank/Sonali Bank in a consolidated manner. In case of return of cheques unpaid in the Clearing House, Local Office /Main Branch shall issue IBDA on the branch which lodged the cheques in clearing to reconcile the accounts. All IBDAs originated in connection with Clearing House shall invariably be responded on the same day and under no circumstances shall be kept pending.
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Transfer Delivery
All such instruments drawn on easily accessible local Branches of JBL (say within Dhaka city) and deposited for credit of customer's account shall be treated as "Transfer Delivery". Jamuna Bank Limited is yet to introduce transfer delivery system of collection amongst its branches in Dhaka. Till such time the branches shall continue to collect proceeds through outward bills for collection procedure as laid down in bills chapter.
Internal Transfer
Transfer Book shall be maintained for entering transfer cheques/vouchers. Serial number shall be allotted both on the debit and credit side of the book, which shall be required for recording the daily transactions. The same serial number shall be noted on the voucher entered in the book including their contra credit and debit voucher and or a set of credit or debit vouchers of a transaction. Entries in the debit and credit column of the book shall be directly made from the respective debit and credit vouchers. At the end of the banking hours the total of the debit and credit shall be arrived at and tallied with the computer figure in Transfer Head. Transfer Stamp is affixed on the face of voucher; Vouchers are released from Transfer book. It is balanced and signed by the writer and Book is checked and signed by the authorized officer. In a computerized system scroll is done by the computer system. But branch shall maintain the Transfer Book manually as a safe guard against easy detection of mistakes and issuing vouchers if any.
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4.9 Cash
Cash may be deposited either by deposit Slips for SB/ CD/ CC accounts or by other credit voucher like single credit voucher, pay order/ Draft/ T.T. application forms. Branches shall ensure the following: Cash receiving officer shall check the deposit slip/ credit voucher/ application form as to its title of account, number and amount in words and figures. The cash currency notes shall be counted physically /by cash counting machine as per denominations of the currency notes on the back of the voucher /deposit slip. The officer will enter the particulars in the cash Receiving Register and sign on the related deposit slip/voucher and affix "Cash Received" Stamp with date. He/she shall write the amount in words and figures in red ink across the deposit slip/voucher/ application form in token of receipt of the money. He /She shall send the register along with the deposit slip/voucher for signing on the same and authenticating the receipt in the register by the incharge of the department. The officer incharge shall retain the original of deposit Slip and other vouchers and send them to respective desk for postings/actions. The duplicate voucher (counter foil) shall be handed over to the depositor/client.
At the close of business the cash receiving officer shall add all the
entries in the register and if agreed with the actual cash received by him, shall hand over the register for checking by officer-in-charge. Receiving Cash officer will hand over the cash to the entire cash in-charge duly checked by him.
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Payment of Cash
Cheques, Cash Debit Vouchers, Fixed Deposit Receipts, Monthly Term Deposit Receipts, Bearer Certificates of Deposit, Demand Drafts, may be placed for payment at the counter by clients, beneficiaries and various departments for encashment. Branches shall ensure the following: The instrument is checked for any apparent discrepancy and evidence of posting and cancellation. Specimen Signature of cancellation officer shall be available with cash paying officer for convenience of payment. On being satisfied, the cash paying officer shall count cash for payment and the denominations of notes are written on the reverse of the instrument invariably. Signature of the bearer is obtained on the reverse of the instrument and compared with the signature already obtained from the bearer while presenting the instrument. If the presenter is found to be the same person, cash is handed over to the bearer/presenter. "Cash Paid" Stamp is affixed on the face of the instrument and signed by the cash paying officer. Particulars of the instrument are entered in the cash payment register. Paid instruments are preserved with the cash paying officer. At the close of bank hour, the amount entered in the cash payment register is totaled. The total must agree with the totals of cash paid. The total is written in the cash payment register in words and figures. The officer-in-charge of cash department shall check the entries and instruments to ascertain that the payment has been made correctly and shall release the instruments from cash payment register by his initials against each entry in the cash payment register.
The officerincharge also checks and signs the entries.
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Remittance, Endorsements
Bills
and
Payment of Telegraphic Transfer

Receipt of message and payment The in-charge and the manager verify the test message. If the test-number, payees A/C number and title of the A/C does not agree a telex is sent to the branch concern asking them to rectify the message with correct test number and other particulars. If the test-number agrees and all other information is correct, test agreed seal is affixed on the message and signed by the officers. Where the payee does not have any account in the drawer branch a Pay Order/ Pay Slip is issued in favor of the payee a delivered to his banker on the same day. Issue and Payment of Pay-Orders The customer is asked to fill up the application that is treated as a credit voucher for: Bills Payable Account-Pay-Order issued. The voucher is given to the customer to deposit the cash with the cashier. The cashier receives the cash and delivers the vouchers to Remittance Department against initials in his book. Pay-Order is prepared and entered in Pay-Order Issued Register. The amount of the Pay-Order is protecting graphed. The Pay-Order number is written on the vouchers. Pay-Order Register and the vouchers along with the register are sent to the officer-in-charge for checking and signature. After officer-in-charge's signature, the pay-order and the voucher are sent to Manager/Second officer for second signature. Acknowledgement of the purchasers of P.O. shall be obtained on the back of the counterfoils of the instruments. The vouchers are sent to Account Department.
Payment of Pay-Order
Payment in cash: When payorder is presented for encashment similar procedure is adopted as explained in the foregoing for payment of Demand Draft in cash. It also paid by clearing /transfer delivery /cash transfer Procedure is similar to that explained in paras of Payment of DD through clearing transfer delivery and cash transfer. Balancing of remittance accounts D.D. Payable, T.T. Payable, P.O. issued, D.D. Paid without Advice accounts should be balanced on monthly basis. The balances are agreed with the figures of concerned Subsidiary Accounts.
Issuance of Duplicate Instruments

Issue of duplicate pay-order In addition to obtaining application from the purchaser, a confirmation should also be obtained from the beneficiary to the effect that the instrument has been lost or not received by him/them. Head Office is informed regarding loss of the P.O. for circulation to the branches. An indemnity bond affixed with special adhesive stamp of Tk.150/- is obtained from the applicant. A note to this effect is made on the original application form and the Pay-Order Issued Register. The indemnity bond is kept in the "Indemnity Bonds for duplicate instruments issued file." The Pay Order is issued marked Duplicate in Red Ink.
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Issue of duplicate demand draft on receipt of application from the purchaser of the draft regarding its loss and issue of duplicate one, the signature of the applicant is verified from the original application.
Head Office is informed of the loss of DD immediately and the drawer branch is informed of the loss of draft number and requested to exercise caution by letter or telex. The telex charges if incurred are recovered from customer. On receipt of confirmation from the drawer branch that the draft is still outstanding in their books and that caution is being exercised by them, a duplicate draft is issued to the purchaser after obtaining an Indemnity Bond in Banks prescribed format. The draft is issued marked "DUPLICATE" in red ink, repeating the original printed number, striking out the present printed number and giving the original controlling number. A note to this effect is made on the original application form and the Drafts Issued Register. Drawer branch is advised regarding issuance of the duplicate draft. The indemnity bonds are kept in "Indemnity Bonds for duplicate instruments issued File."
Cancellation of Instruments
Cancellation of pay-order
On receipt of application along with pay-order for its
cancellation, the signature of applicant is verified from the original application form. Before the pay-order is cancelled it is ascertained that no duplicate pay-order has been issued. The pay-order is cancelled and kept with the debit voucher. Cancellation of demand draft On receipt of application along with the Demand Draft for its cancellation the signature of the applicant is verified from the
original application form and the genuineness of the Demand Draft is examined. Before the draft is cancelled it is ascertained that no duplicate draft has been issued. The draft is cancelled bearing out the signature thereon, and a note to this effect in red ink is made in the original application form and the Drafts Issued Register and initialed.
4.10 Accounts
The branches of the bank operate as independent accounting unit. They submit statement of affairs and other prescribed returns direct to Head Office where these are consolidated in the form of a statement showing assets and liabilities of whole Bank as at the close of business on Thursday and at the last working day of each month. The system of transactions of the bank is essentially double entry system of book keeping. But for quick and accurate recording as well as for arriving at daily financial position specialized form of double entry system book keeping, named slip system under selfbalancing method is followed by the bank. The golden principle of debiting or crediting is the same as those of double entry system. In the bank, instead of recording transactions in a journal initially, these are directly recorded and posted in the ledger (computer) separating the debits and credits by slips or voucher system.
Half-Yearly and Annual Closing of Accounts

Half Yearly Closing For ascertaining the financial position of the Bank, accounts are closed as on 30th June every year. For HalfYearly closing many important accounting jobs are to be done about which a detailed circular is issued by Head Office from time to time. Branches will do the needful as required by the circular. Annual Closing Annual closing of accounts is done as on 31st December every year about which Head Office issues a detailed circular from time to time. Branches will perform annual closing works as per the circular
Accounting Ratios for Management Use

Our Bank prepares a Budget every year and each branch is given business goals/targets at the beginning of the year. These goals and targets include business goals in the areas like deposit, advance, foreign exchange business, nonfunded business, ancillary business, profit etc. The performances of the branches in these areas are reflected in their income, expenses, cost of fund, profit etc. Top management, while appraising the performance of the branches, frequently needs much information which may help in judging and rating the performance of the branches and the Bank in the business areas as mentioned above. For helping top management in this exercise, many accounting ratios are to be calculated and analyzed for arriving at decisions for effectiveness and profitability. Not only top management, Branch-in-charge or concerned can department also use these ratios for analyzing performance and improving efficiency of the branches or departments and the Bank.
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5.1 SWOT Analysis SWOT Analysis

STRENGTH Stable Source of Funds Largest Portfolio Among PCBs Strong Liquidity Position Low Cost Fund Satisfactory Profitability
WEAKNESS Marginal Capital Adequacy Lack of Strong Initiative to Explore Investment Opportunity Through Research And Marketing IT & E-Banking Status Dose Not Match With Other Banks
OPPORTUNITY Scope of Whole Sale Banking with NBFIs Increasing Awareness of Banking System Credit Card Business
THREATS Quality Assets Increased Competition In The Market For Supply Gap Of Foreign Currency Overall Liquidity Crisis In Money Market
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5.2 Findings
During collection of information and data from JBL for this report the following problems have been found: Decision making process is very lengthy and sometimes it creates problems, which is unexpected to the customers. Head office controls the decision-making and it is centralized. The total number of employees in comparison with needed is very short. This is hampering the daily operation of the bank. Lack of proper explanation of records and document records keeping system is not modern and scientific. Jamuna Bank Ltd. is lacking of modern scientific tools to collect and disseminate the banking related information in time and proper way. There is hardly any arrangement for training of lower level employees. Numbers of branches are not enough to serve the people of all places of the Country. The salary structure of the bank is not impartial. There is wide gap between the officers and of the staffs. Thats why the rate of switching is so high. Turnover rate is not proficient as per Jamuna Bank Ltd. target. Credit failed to reach the grass root level of the society. Insufficient ATM booth. Lack of market communication.
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6.1 Recommendation
The Employee job satisfaction level of the Rayerbag branch of Jamuna Bank Limited is encouraging. However; there is scope for future improvement of the bank as a whole. As such I have following recommendations: 1. The management committee establishes more confidence among the employees; the Jamuna Bank Limited should go for Public Offering of its shares through the Stock Exchange. 2. Jamuna Bank Limited should make internal survey. 3. The criteria for Job security is not much satisfactory so management have concentrate on job security of employees so that they can work without fear of job loss in the organization. . 4. Opportunities of growth of employees are very less so that there can be employee turnover hence management has to give emphasis on increasing the promotion opportunities for according to the performance of employees. 5. From analysis we concluded that the period of in house training is very short that is of only 3 days, which is not sufficient to get complete knowledge about the work. Hence the training period should extend up to 5 days. 6. As there is an active participation of employees in decision making but rarely the suggestions given by them are drawn in action. Hence the confidence of employees gets de-motivated. 7. Decision making power is preserved by head office. Branch manager has to wait for decision from center. This system should be changed. 8. Jamuna Bank Limited should provide free online service for employee.
9. Jamuna Bank Limited should provide Mobile Banking service for employee.
10. Jamuna Bank Limited should increase service quality for employee.
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6.2 Conclusion
Jamuna Bank Limited, the rapid growing private bank of the country has created a sense of mass participation through its diversified activities over the last 9 years. The number of clients service recovers and supporters have been increased rapidly. For its diversified banking service, it has got a wide range of publicity and created a special image the banking area of the country. All the conclusions are drawn based on the analysis and interpretation of the primary data regarding the job satisfaction of the employees of Jamuna Bank Ltd. From the analysis and interpretation, it is concluded that most of the employees are satisfied with the workplace and only few employees are not satisfied with the workplace, which are negligible in number. And similarly in case of infrastructure most of the employees are satisfied and very small number of employees are not happy with the infrastructure of JBL and the canteen facilities. It means the workplace and infra structure of JBL is good or satisfactory. It is concluded that near about all the employees are satisfied with implementation of rules and responsibilities. And only some of them are not seems to be satisfied with the implementing rules and responsibilities. Therefore it shows that implementation of rule and responsibility is done fairly. From the study it is clear that the higher percentage of employees are happy with the freedom at work given by management but only some of them are not feeling satisfied with the freedom given at work place. According to analysis and interpretation, most of the employees are satisfied with the team spirit built in organization and only few are not happy with team spirit in the organization. From this it seems that the team spirit in the organization is strong. This study shows that only few employees strongly feel that the working hours decided by organization are most convenient for them. Other is not in favor with these working hours. So it is clear that the management kept the main consideration about working conditions and the hours, which satisfies the employees.
The study shows that very small numbers of employees are satisfied with the job security. And remaining most of the employees are not satisfied with the job security provided by the organization. Hence from this analysis it is cleared that there is feeling of fear of job loss in the employees of Jamuna Bank Ltd. An analysis shows that employees are strongly in favor that the targets given are achievable and only are not feels that the targets given are achievable. Hence the targets set by management are achievable. From the analysis it is concluded that very small number of employees are satisfied with the payment as per their roles and responsibility and remaining all are not satisfied with the payment according to their roles and responsibilities. Hence from this analysis it can be cleared that payment according to roles and responsibilities are not much satisfied. Only little number of the employees is satisfied with the opportunities of promotions given by organization. It shows that the employees do not have any growth of opportunities. Analysis shows that the payment of salary is made always on time. From the analysis and interpretation it is clear that very large numbers of the respondents are satisfied with the quality of training and induction program and in house training held by the management. And few are not satisfied with the quality of in house training. But the period of training is not satisfactory to the employees. From the analysis it is clear that HR division is most satisfactory to all employees only few are not satisfied with the HR division in the company. In case of performance appraisal system and the office events and parties organized by the organization near about all the employees are satisfied. The birthdays of all the employees are remembered and celebrated in the organization. It is concluded that the employees are not much satisfied with the forum for face-to-face communication. From the analysis it is clear that half of the employees are satisfied and other half are not satisfied with the encouragement given to the suggestions of the employees. But only few think that there is positive acceptance of the suggestions given by the employees. From the analysis it is clear that management keeps all the promises. At last I want to say that JBL performance based on customer service is very much appreciable, outstanding and qualitative. If they can maintain these services for their customers then I hope they could be one of the top banks in Bangladesh within 4 to 5 years.
7.1 Bibliography
Books: Hitt, Miller, Colella Organizational Behavior A Strategic Approach, Wiley Students Edition. Luthans Fred Organizational Behavior, McGraw Hill 7th Edition. Newstrom John W., Davis Keith, Organizational Behavior Human Resource At Work, 9th Edition, Tata McGraw Hill Edition. Pestonjee D. M. Motivation and Job Satisfaction, 1st Edition. Macmillan India Limited. Basudevan, S.V., Theories of Commercial Banking, Reading Materials on Theory & Practices of Banking, Bangladesh Institute of Banking Management. Basudevan, S.V., Theories of Commercial Banking, Reading Materials on Theory & Practice of Banking (B-101), Bangladesh Institute of Bank Management (BIBM), 2000. Chowdhury L.R., A Textbook on Foreign Exchange, Fair Corporation, Dhaka, 2000. Chowdhury, Dr. T.A., Modes of Payment in International Trade, Reading Materials International Trade & Finance (E-102), Bangladesh Institute of a management (BIBM), 2000. Jamuna Bank Ltd, Daily Affairs of Malibagh Branch. Jamuna Bank Ltd, Guidelines Manual of 2009. Guideline for Foreign Exchange Transaction Published by Bangladesh Bank Financial Statements of Jamuna Bank Limited.
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Websites: http://www. jamunabank.com.bd http://www.bangladesh-bank.org http://www.scribd.com www.hrcouncil.com www.workforce.com www.google.com
7.2 Appendices
Model Questionnaire: Questions: (All questions are closed ended) 1. Responses regarding whether the respondents are satisfied with the workplace of organization 2. Responses regarding whether the respondents are satisfied with the infrastructure of organization 3. Responses regarding whether the respondents are satisfied with the canteen facility provided by organization. 4. Responses regarding whether the respondents are satisfied with the implementation of rules and responsibilities. 5. Responses regarding whether the respondents are satisfied with the freedom given at work. 6. Responses regarding whether the respondents are satisfied with the team spirit in organization 7. Responses regarding whether the respondents are satisfied with convenient working hours.
8. Responses regarding whether the respondents are satisfied with Job security 9 Responses regarding whether the respondents are satisfied with the targets achievable 10 Responses regarding whether the respondents are satisfied with the payments as per their roles and responsibility. 11. Responses regarding whether the respondents are satisfied with the opportunities of promotions 12. Responses regarding whether the respondents are satisfied with the payment of salary on time 13. Responses regarding whether the respondents are satisfied with the quality of formal training and induction program 14. Responses regarding whether the respondents are satisfied with the quality of in-house training 15. Responses regarding whether the respondents are satisfied with the period of training 16. Responses regarding whether the respondents are satisfied with the proper and proactive HR division 17. Responses regarding whether the respondents are satisfied with the performance appraisal system 18. Responses regarding whether the respondents are satisfied with the office events and parties. 19 Responses regarding whether the respondents are satisfied with forum for face-to-face communication 20. Responses regarding whether the respondents are satisfied with encouragement to employees suggestions
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1.

1 Origin of the Report

Employee Job satisfaction of Jamuna Bank Ltd.

1.2 Objective of the Report

1.3 Scope of the Report

1.4 Source of data

Official records of JBL.

Employee Job satisfaction of Jamuna Bank Ltd.

1.5 Methodology of the Report

1.6 Limitations of the Report

Employee Job satisfaction of Jamuna Bank Ltd.

2.1 About Jamuna Bank

2.4 Corporate Slogan

2.6 Corporate culture

Employee Job satisfaction of Jamuna Bank Ltd.

Education Savings Scheme

Employee Job satisfaction of Jamuna Bank Ltd.

Employee Job satisfaction of Jamuna Bank Ltd.

3.2 Definitions of Job Satisfaction

3.3 History of job satisfaction

3.4 Importance of job satisfaction

3.5 Importance to employee and organization

Employee Job satisfaction of Jamuna Bank Ltd.

3.6 Employees role in job satisfaction

3.7 Factors of job satisfaction

Employee Job satisfaction of Jamuna Bank Ltd.

Employee Job satisfaction of Jamuna Bank Ltd.

3.8 Reasons of law job satisfaction

3.9 Effects of law job satisfaction

Employee Job satisfaction of Jamuna Bank Ltd.

Employee Job satisfaction of Jamuna Bank Ltd.

3.10 What is the impact of job satisfaction

Employee Job satisfaction of Jamuna Bank Ltd.

3.11 Models of job satisfaction

3.11.1 MODEL OF COMPONENT OF JOB SATISFACTION

3.11.6 MODERN METHOD OF MEASURING JOB SATISFACTION

Employee Job satisfaction of Jamuna Bank Ltd.

Employee Job satisfaction of Jamuna Bank Ltd.

Employee Job Satisfaction Questionnaire

Employee Job satisfaction of Jamuna Bank Ltd.

11 Do you get ample exposure to implement your skills?

45.45 36.36 18.19

81.81 18.19 0 100

Percentage 90.90 9.10 0 100

4. Do you think your job is reliable and secured?

5. How will you rate your job satisfaction out of 10?

a. 0-5 b. 5-8 c. 8-10

9.09 72.72 18.19 100

Response a. Yes b. No c. Omitted

Percentage 72.72 18.18 9.10 100

a. Below 5 years b. 5-15 years c. 15-30 years d. above 30 years

9.10 90.90 0 0 100

0 36.36 45.45 18.19 100

81.81 18.19 100

45.45 54.55 100

14. If yes, was your workload is reasonable?

72.72 27.27 100

15. How do feel about your Teamwork and Cooperation?

a. Satisfied b. ok c. Not satisfied d. No team work

36.36 36.36 18.18 9.10 100

16. How your supervisor treats you?

a. Yes, Received training b. Never c.Not yet

7 2 2 0 11 19. How do you feel about your rest room clean?