Bangladesh University of Business and Technology

(BUBT)

Internship Report/Project Work

On
Job satisfaction on Sonali Bank Ltd.
Course Code: INT-599

Prepared By
Mohammad Nayem Chowdhury
ID No: 18192201040
Intake: 45
Section: 1
Program: MBA
Department of Management
Bangladesh University of Business & Technology (BUBT)

Supervised By
Sharmin Sultana
Assistant professor
Department of Management
Bangladesh University of Business & Technology (BUBT)
 Declaration
I am Mohammad Nayem Chowdhury , student of the Department of HRM, Bangladesh
University of Business and Technology (BUBT), hereby declare that the report of “Job
Satisfaction of the Employees of Sonali Bank Ltd” written and submitted by me is for the
fulfillment of the MBA program, as a part of academic curriculum under the guidance of
Assistant Professor Sharmin Sultana, is my original work and all sources of knowledge used
have been duly acknowledge.
I also confirm that internship report is only prepared for academic requirement and not for
any other purpose. It has not been previously submitted in any other university or
organization for an academic qualification.

Mohammad Nayem Chowdhury

ID No :18192201040
Intake :45
Section : 1
Department : Management
Certificate of Supervisor

Table of contents
 Acknowledgement

Making a research is a thing to pleasure. The successfulness of the report work should be
accomplished to the contribution of number of people who have given the time and effort to
share their thoughts and suggestion to improve the report. First of all I express grateful to the
Almighty ALLAH for the successfully completion of this internship report without whose
help nothing would be possible in this world.

And my heart-full thanks to my supervisor Sharmin Sultana for giving me an important task
and also for giving suggestion as well as guideline, which helped me in completing this
report.

Preparing such a report paper has been a new learning experience for as. The report is an
important requirement for the completion of MBA. This report helps to introduce
organizations culture and its environment. It also enriches my working life experience.
Finally, I would like to thank all of those people who have shared their views about my work,
provided me with necessary information, criticized me and congratulated me. This
acknowledgment is not enough to tell them how profound the impact of their opinion is on
this report.
Abstract
The aim of the study is to evaluate job satisfaction of bank employees in Bangladesh. It
focuses on the importance of job satisfaction factors and their impacts on the overall job
satisfaction of employees. In this study the targeted population is employees of Bank. The
Banks include private and public Bank. The data was collected and administered by means of
a structured questionnaire. The study showed that organizational factors such as work
conditions, pay, fairness, and promotion significantly influenced employee job satisfaction in
Bank. However, individual factors such as age and gender did not significantly influence
employee job satisfaction in Banks. The overall job satisfaction of the bank officers is at the
positive level appeal to their customers. In such situation, job satisfaction of bank officers
becomes an important issue that has to be taken care of in order to achieve ultimate goals of
the banking sector in Bangladesh.

Keywords: Job Satisfaction, Work Condition, Pay, Fairness, Promotion, Age, Gender
Introduction
In recent years, economic development in the world makes the rapid development of the
Bangladesh bank industry. However, this rapid expansion has also generated a lot of internal
management problems in Banks. One special issue is the low level of employee job
satisfaction that brought difficulties in increasing service quality.

Some of the problem exist in current Bank are: long working hours, work pressure, low level
of treatment, bad working environment, less promotion opportunities, work unfairness etc.
Employee's job satisfaction affects the quality of Bank service, has affect the degree of
customer satisfaction. Thereby great efforts to improve employee's job satisfaction, creates
the satisfied customer with satisfied employees. Although there are many studies on
employee job satisfaction, they are related to all aspects of employee job satisfaction. The
employee satisfaction theory and employee satisfaction measurement tools and measurement
indicators, as well as the impact of employee satisfaction factors, but in Bangladesh there are
very limited studies on employee job satisfaction in Banks, specifically with respect to factors
affecting job satisfaction. In this paper, through combining theoretical and empirical research,
trying to find out factors affecting employees job satisfaction.

Thereby laying the theoretical foundation for the practice, provide for future research on
investigate factors affecting job satisfaction in Bank. By studying the factors affecting job
satisfaction in Banks, we can effectively help the enterprise to understand the factors
affecting employee job satisfaction; by understanding employee demands and requirements,
one can also help the enterprise effectively manage employees and increase the management
efficiency, increase the employee’s loyalty and achieve a higher customer satisfaction.
Significance of the Study

Scholars have long been interested in why some people report very satisfied with their jobs
and some others express much lower levels of satisfaction (Locke, 1976). Job satisfaction
helps to boost up productivity and organizational commitment, lower absenteeism and
turnover and eventually, maximize organizational effectiveness. Satisfied employees
additionally have a tendency to participate in organizational citizenship practices; that is
altruistic behaviors that surpass the formal necessities of a job (Schanake,1992). So the study
on employee job satisfaction in private banks of Bangladesh has a positive and significant
role for several reasons:

First, job satisfaction related research is needed in a rapidly developing non-western country
like Bangladesh, because of its relationship to cost reduction through increased individual
productivity, which in turn leads to economic and industrial growth. Smith (1992) stated that
job satisfaction can lead to cost reduction by reducing absences, task errors, and turnover.
Both management theorists and experts are concerned with methods for enhancing job
satisfaction for better health, quality of life and possibly more noteworthy performance and
productivity (Crannyet al., 1992). Since work is an imperative part of individuals' lives and
the vast majority of employees spend a large part of their working lives at work,
understanding the elements required in job satisfaction is urgent to enhancing the
performance and productivity of employees.

Second, the study is important, because in a rapidly developing country such as Bangladesh
there is a need to understand the attitudes of workers towards their work: determining the job
satisfaction of bank employees could lead to improvements in the workplace that would help
them to remain satisfied with their jobs.

Third, the study is important, because organizational commitment, turnover intentions, and
absenteeism of employees are costly to an organization, as they could lead to low morale,
poor performance, lower productivity, and higher costs of hiring, retention, and training.

Fourth, from a theoretical perspective, it is important to increase understanding of the impact

of environmental and demographic factors differential on job satisfaction in a non-western
environment. This could stimulate further research in this area.
Finally, from a practical stand point, it is vital to provide practitioners with key information
that could enable them to make informed managerial decisions in a non-western work
environment. In this way, the study has dealt with issues that are conceivably important for
learners, academicians and practitioners alike.
Literature Review
Despite its vide usage in scientific research, as well as in everyday life, there is still no
general agreement regarding what job satisfaction is. In fact there is no final definition on
what job represents. Therefore before a definition on job satisfaction can be given , the nature
and importance of work as a universal human activity must be considered. Different authors
have different approaches towards defining job satisfaction. Some of the most commonly
cited definitions on job satisfaction are analyzed in the text that follows. Hoppock defined job
satisfaction as any combination of psychological, physiological and environmental
circumstances that cause a person truthfully to say I am satisfied with my job (Hoppock,
1935). According to this approach although job satisfaction is under the influence of many
external factors, it remains something internal that has to do with the way how the employee
feels. That is job satisfaction presents a set of factors that cause a feeling of satisfaction.
Vroom in his definition on job satisfaction focuses on the role of the employee in the
workplace. Thus he defines job satisfaction as affective orientations on the part of individuals
toward work roles which they are presently occupying (Vroom, 1964). One of the most often
cited definitions on job satisfaction is the one given by Spector according to whom job
satisfaction has to do with the way how people feel about their job and its various aspects. It
has to do with the extent to which people like or dislike their job. That why job satisfaction
and job dissatisfaction can appear in any given work situation.

Job satisfaction represents a combination of positive or negative feelings that workers have
towards their work. Meanwhile, when a worker employed in a business organization, brings
with it the needs, desires and experiences which determinates expectations that he has
dismissed. Job satisfaction represents the extent to which expectations are and match the real
awards. Job satisfaction is closely linked to that individual's behavior in the work place
(Davis et al.,1985).

Job satisfaction is a worker’s sense of achievement and success on the job. It is generally
perceived to be directly linked to productivity as well as to personal well-being. Job
satisfaction implies doing a job one enjoys, doing it well and being rewarded for one’s
efforts. Job satisfaction further implies enthusiasm and happiness with one’s work. Job
satisfaction is the key ingredient that leads to recognition, income, promotion, and the
achievement of other goals that lead to a feeling of fulfillment (Kaliski,2007).
Job satisfaction can be defined also as the extent to which a worker is content with the
rewards, he or she gets out of his or her job, Particularly in terms of intrinsic motivation
(Statt, 2004).

The term job satisfactions refer to the attitude and feelings people have about their work.
Positive and favorable attitudes towards the job indicate job satisfaction. Negative and
unfavorable attitudes towards the job indicate job dissatisfaction (Armstrong, 2006).

Job satisfaction is the collection of feeling and beliefs that people have about their current
job. People’s levels of degrees of job satisfaction can range from extreme satisfaction to
extreme dissatisfaction. In addition to having attitudes about their jobs as a whole. People
also can have attitudes about various aspects of their jobs such as the kind of work they do,
their coworkers, supervisors or subordinates and their pay (George et al., 2008).

Job satisfaction is a complex and multifaceted concept which can mean different things to
different people. Job satisfaction is usually linked with motivation, but the nature of this
relationship is not clear. Satisfaction is not the same as motivation. Job satisfaction is more of
an attitude, an internal state. It could, for example, be associated with a personal feeling of
achievement, either quantitative or qualitative (Mullins, 2005).

We consider that job satisfaction represents a feeling that appears as a result of the perception
that the job enables the material and psychological needs (Aziri, 2008).

Job satisfaction can be considered as one of the main factors when it comes to efficiency and
effectiveness of business organizations. In fact, the new managerial paradigm which insists
that employees should be treated and considered primarily as human beans that have their
own wants, needs, personal desires is a very good.
Objective of the study
The main objectives of the study is to measure, “The Level of Job Satisfaction of the
Employees
Of sonali Bank Ltd ”. The specific objectives are-
1. To determine the influence of work conditions on employee.
2. To identify the influence of pay on employee .
3. To examine the influence of fairness on employee.
4. To investigate the influence of promotion on employee job.
5. To determine the influence of age on employee.
6. To determine the influence of gender on employee.
Methodology:
i. Sample size
Out of Sample 40 respondents were interviewed
ii. Source of Data
In this Study both Primary and secondary data were used.
 Primary Data : Employees were interviewed with help of questionnaires.
 Secondary Data : Various information’s collected from company records.

iii. Data Collection Instrument

Personal interview based on the questionnaire. The questionnaire was prepared based on the
parameters that have to be measured.
iv. Tools Used For Analysis
Information obtained from the respondents was analyzed and interpreted with the help of
Microsoft word 2019. Performed descriptive statistics and regression analysis with the
information gathered from primary and secondary sources .
Data Analysis and Interpretation
1. Does the company communicate its goals and strategies to you?
Participant Percentage Valid Cumulative
percentage percentage
Vary 1 2.5 2.5 2.5
dissatisfied

Dissatisfied 3 7.5 7.5 10

Satisfied 19 47.5 47.5 57.5

Vary satisfied 17 42.5 100 100

 Communicate about Strategies
300

250

200

150

100

50

0
vary Dissatisfied Dissatisfied satisfied vary satisfied

participants percent Valid (%) cumulative (%)

Most of the employees are quite content with the communication and information flow in
the Bank. This shows that there is an efficient system of information flow within the
Organization.
2.Are they satisfied with their communication relationship with organization ?

Frequency Percentage Valid (%) Cumulative

(%)
Not satisfied 8 20 20 20

Satisfied 23 57.5 57.5 77.5

Very satisfied 9 22.5 22.5 100

 Interpersonal relationship

120

100

80

60

40

20

0
frequency percentage Valid (%) Cumulative (%)
Not satisfied satisfied vary satisfied

People enjoy their work if they are having good interpersonal relationships with those
people whom they are working with. They may be their colleagues, their subordinates or
supervisors. Thus, building a strong interpersonal relationship is very important to
increase Job Satisfaction.
3. Does your efforts in Achieving goals are valued ?

Frequency Percentage
Yes 25 62.5
No 15 37.5

Efforts are valued

32.2

62.5

Yes No
 The employees get more committed and dedicated towards their work if their efforts in
achieving the Organizational Goals are valued. They feel their presence and importance
in the Company which ultimately affects the overall satisfaction level of the employees.
4. Are they Providing more opportunities to their employees to Develop their
career?

Frequency Percentage Valid (%) Cumulative

(%)
Vary 1 2.5 2.5 2.5
Disagree
Disagree 11 27.5 27.5 30
Agreed 12 30 30 60
Satisfied 16 40 40 100

PRoviding Oppurtubities to Develop their career

18

16

14

12

10

0
Vary Disagree Disagree Agreed Satisfied

Frequency Valid (%)

One of the most effective ways of achieving goals is to determine that how much the
employees are interacted with one another. The result shows that around 70% of the
employees are given various opportunities to interact with one another. These opportunities
are group meetings, seminars, & other get together activities.
Conclusion
The report on “Job Satisfaction of Sonali Bank Limited” A Study on Job satisfaction is one of
the mainstream of the organization and the policy of it and the pillar of success of an
organization. In the report there are some important findings about the determinants of
employees’ satisfactions. The study also provides a brief dictation about various aspects of
employees’ satisfaction. Job satisfaction of an employee is always a very essential part in
ever organization. It raise good figure in daily cooperation because job attainment can assist
an organization to inspire the employed organization also retain it but to complete the level of
satisfaction dependent variables. Sonali Bank Limited has differential level of satisfaction
beyond governmental variables such as earnings, work assessment, effective position and
effective situation, co-workers relation, controlling approach, administration approach,
commission, and incentives, work agreement, particular advancement etc. Wages are more
significant in conclusive work compensation of employees of the Sonali Bank Limited. It is
found in this comparison that work is impending factor of the organization.
References
I. https://www.sonalibank.com.bd/
II. Md. Shamim Hossain.. Job Satisfaction of Bank Employees in Bangladesh.
III. Barrows, David, Wesson, Tom. A Comparative Analysis of Job Satisfaction
among Public and Private Sector Professionals.
IV. Nguyen, A. N., Taylor, J., & Bradley, S. (2003). Relative pay and job
satisfaction: some new evidence. http://mpra.ub.uni-muenchen.de/1382, 01 (43).
V. Cranny, C. J., Smith, P. C., and Stone, E. F. (1992). Job Satisfaction: How
People Feel about Their Jobs and How It Affects Their Performance. Lexington
Books, NewYork.
VI. https://core.ac.uk/
VII. https://www.ijemr.net/EmployeeJobSatisfaction
VIII. Emmert, M., and Taher, W. (1992). Public Sector Professionals: The Effects
of Public Sector Jobs on Motivation, Job Satisfaction and Work Involvement.
American Review of Public Administration, 22, 37–48.