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Abstract:

This study is conducted to analyze the impact of various human resource management practices
like job sovereignty, work environment and leadership behavior on individual’s job
satisfaction. This leads to explore the major determining factors of job satisfaction in Pakistani
banking sector.
This study further assess the level of differences in job satisfaction among different genders in
an organization, these factors can be lesser financial rewards, less salary plans, job design,
personal traits and poor supervision that really can hampered an individual’s motivation in
competitive environment in an organization.

Discrimination:

Workplace discrimination arises when treating two or more potential or current individuals
unfairly on account of their age, race, gender, disability, nationality and religion etc,
Employee discrimination is harmful as it can affects the economic outcomes of equally
productive workers directly or indirectly. Discrimination also takes place when either of the
gender working under the umbrella of same employer did not receive equal or on-merit
appreciation / rewards.

Bank Policy: Bank have whistleblower policy to handle discriminative issue.

Favoritism:
Favoritism is the common behavior in business life. If employees are in competition their
probability of promoting is quite low. Favoritism had significant negative effects on intention
to quit, job satisfaction, organizational commitment and human resource management
practices.

Bank Policy: Bank have whistleblower policy to handle discriminative issue.

Job Fit:
Employees must be qualified to perform a job in order to meet expectations. The best fit for a
job is identified by skills, knowledge and attitude towards the work. If an employee is in the
wrong job for any of these reasons, results will suffer.

Bank Policy: Bank have Fit and Proper Test policy for key executive as per SBP rule.

Technical Training

Employees can bring skills to a position but there are likely to be internal, company- or
industry-specific activities that will require additional training. If a process requires a new
software package it's unrealistic to expect employees to just figure it out; they should receive
adequate training.
Bank Policy: It is the policy of bank that every employee should be availed Two training
courses in a calendar year and SBP guidelines also encourage to employee proper
trainings.
Clear Goals and Expectations

When everyone understands the targets and expected outcomes, it is easier to take steps to get
there and measure performance along the way. Organizations without clear goals are more
likely to spend time on tasks that do not impact results.
Tools and Equipment
Just as a driver needs a vehicle in operating condition, employees must have the tools and
equipment necessary for their specific jobs. This includes physical tools, supplies, software
and information. Outdated equipment, or none at all, has a detrimental affect on the bottom
line.
Morale and Company Culture
Morale and company culture are both difficult to define but employees will be able to report
when they are poor or positive. Poor morale exists when there is significant whining,
complaining and people just don't want to come to work. On the positive end, the workplace
is energized by a sense of purpose and teams that genuinely want to work together.
Bank Policy: The reward & compensation policies are designed to motived the
hardworking employee as it is also help full to create the high moral in employee and
positive company culture.