A Research Report on Job Satisfaction of NABIL Bank

Limited

CHAPTER 1 INTRODUCTION

1.1 INTRODUCTION TO BANK

Bank is any financial institution that receives, collects, transfers, pays, exchanges, lends,
invests, or safeguards money for its customers. Banking is also referred to as the business of
providing financial services to customers and businesses. The bank is the product of long
practice of human beings. There is no universally accepted concept regarding the origin of
the word 'bank'. Some authors feel that the word bank is derived from the words "banco" or
"bancus" which all mean a bench. According to other scholars, it is derived from the Italian
word 'Benca', some say it is derived or has come form the French word 'Banque' and still
others admit that it is derived from the Latin word 'Bancus'.
But these all words mean or refer to 'bench' where the bankers or money lenders and
exchangers would keep their money and records to make transaction. Moneylenders in the
earlier times originally did business in open area, or big open room, with each working from
their own bench or table. This has been in use from the Middle Ages in connection with the
business of money lending. Here are some definitions for understanding more the concept of
banking:
According to Prof. R. S. Sayers, "Bank is an institution whose debt (bank deposits) are
widely accepted in settlement of other people to each other."
Similarly, Mr. Walter Leaf Says, "A bank is an institution or individual who is always
ready to receive money or deposits to be returned against the cheque of their depositors."
Thus, from the above definitions, we can conclude that bank is any financial institution
that receives, collects, transfers, pays, exchanges, lends, invests, or safeguards money for its
customers.
1.2 EVOLUTION OF BANKING IN NEPAL
If we go through the historical evidences, we can find some banking activities in the
earlier period of time which was introduced by 'Tejarath Adda' at first in 1876. Landlord,
Sahu and Mahajans can be regarded as the early bankers of Nepal. But these acted as barrier
to institutionalized credit though they still mobilized funds from a wide range of different
sources.
In Nepal, banking in true sense started only in 1994 B.S. with the establishment of Nepal
Bank Ltd. as a pioneering full-fledged commercial bank. The government owned 51 percent
of shares in the bank and controlled its operation to a large extent. Later in 2013 B.S. Nepal
Rastra Bank was established as the central bank of the country. After the establishment of

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NRB, Nepal Industrial Development Corporation was established during 1959 A.D. to invest
on loan for the development of industry in Nepal as well as to provide industrial information
for the development of industry.
Similarly, in 2022 B.S., Rastriya Banijya Bank (RBB) was established as the second
commercial bank of Nepal. Agricultural Development Bank was established in 2024 B.S. to
increase agro product of the company as Nepal being the agricultural country. As a result
different joint venture banks and financial institutions were established rapidly such as Nepal
Arab Bank Ltd, Standard Chartered Bank Nepal Ltd, etc. till now there are altogether 17
commercial banks in Nepal.
The listed names of the commercial banks operating in the current Nepalese Economy
with their established dates and locations of head offices are listed as following.
TABLE - 1
No. Commercial Banks Established date Head Office
1 Nepal Bank Limited 1994/07/30 Kathmandu
2 Rastriya Banijya Bank 2022/10/10 Kathmandu
3 NABIL Bank Limited 2041/03/29 Kathmandu
4 Nepal Investment Bank Limited 2042/11/16 Kathmandu
5 Standard Chartered Bank Nepal Limited 2043/10/16 Kathmandu
6 Himalayan Bank Limited 2049/10/05 Kathmandu
7 Nepal SBI Bank Limited 2050/03/23 Kathmandu
8 Nepal Bangladesh Bank Limited 2050/02/23 Kathmandu
9 Everest Bank Limited 2051/07/01 Kathmandu
10 Bank of Kathmandu Limited 2051/11/28 Kathmandu
11 Nepal Credit & Commercial Bank Limited 2053/06/28 Siddarthanagar
12 Lumbini Bank Limited 2055/04/01 Narayangadh
13 Nepal Industrial and Commercial Bank Limited 2055/04/05 Biratnagar
14 Kumari Bank Limited 2056/08/24 Kathmandu
15 Machhapuchchhre Bank Limited 2057/06/.. Pokhara
16 Laxmi Bank Limited 2058/06/11 Birgung
17 Siddhartha Bank Limited 2058/06/12 Kathmandu

The major functions of commercial banks are as follows:

 To create money

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 To provide loans
 Payment mechanism
 Trust services
 Safe keeping of valuation
 Agencies function
 Pooling of nation in saving
 Extension of credit
 Facilities for the financial foreign trade

1.3 INTRODUCTION TO NABIL BANK LIMITED

NABIL Bank Ltd. (previously Nepal Arab Bank Ltd.) is the first foreign joint venture
bank of Nepal which was established on 29th Ashadh, 2041 in Kathmandu. Initially, it was
started with the investment of the Dubai Bank under the Commercial Bank Acts of Nepal but
now it is working jointly with the National Bank Limited of Bangladesh. By the mid July
2005, the ownership structure of the bank is 50% by NB International Ltd., 30% by general
Public, 10% by NIDC, 9.67% by Rastriya Bema Sansthan and 0.33% by Nepal Stock
Exchange. Its branch office is also in Biratnagar at Goshwara Road, Biratnagar-9.
The bank has successfully completed its 23 years of operation and in these years has
succeeded in achieving its objective of extending international standard modern banking
services to various sectors of the society and has been able to earn a fair amount of goodwill
and confidence of Nepalese people especially for providing prompt and efficient service.
Pursuing its objective, NABIL provides a full range of commercial banking services
through its 19 points of representation across the kingdom and over 170 reputed
correspondent banks across the globe. Its head office is at Kamaladi, Kathmandu. The Bank
has six branches in the Katmandu Valley at the following locations: Kamaladi, New Road,
Kantipath, Jorpati, Maharajgunj and Kupandole (Lalitpur). In addition, the bank also has
eleven other branches outside Kathmandu Valley in Birgunj, Alau (Parsa), Itahari, Butwal,
Biratnagar, 2 branches in Pokhara, Bhairahawa, Rupandehi, Nepalgunj and Dharan. The bank
also operates a exchange counter in the Tribhuwan International Airport, Kathmandu. The
bank is planning to extend its branches in other parts of the nation as well in the very near
future.
NABIL, as a pioneer in introducing many innovative products and marketing concepts in
the domestic banking sector, represents a milestone in the banking history of Nepal as it

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started an era of modern banking with customer satisfaction measured as a focal objective
while doing business. Operations of the bank including day-to-day operations and risk
management are managed by highly qualified and experienced management team. Bank is
fully equipped with modern technology which includes ATMs, credit cards, state-of-art,
world-renowned software from Infosys Technologies System, Bangalore, India, Internet
banking system and Telebanking system. The bank is facilitated with any where branch
banking system (ABBS) to enable the customers to do their transactions from any branch.
The Board of Directors consists of 9 directors of whom 4 directors are from the National
Bank Limited (Bangladesh), 1 from the government, 2 from the general public, 1 from Nepal
Rastra Bank and 1 from financial institutions. The Board is headed by a chairman who is
selected from among the 9 directors. Presently, the Member Secretary of the Board is the
Chief of Personnel and Administration Section.
The Bank is headed by an Executive Director who is responsible and accountable to the
BOD. Furthermore, there is a Deputy Executive Director, a General Manager and an
Assistant General Manager. Two major departments of the Bank are Operational and
Marketing and Credit Departments. The personnel and Administration section has been
operating under the Operational Department headed by an Assistant General Manger.
Since its establishment, various changes have been initiated for is continued growth and
diversification. Balance sheet figures show that Bank has increased its deposits annually.
Profit margin has also increased significantly each year since the date of its establishment.
For NABIL 'Customers' are at the core of everything it does and today it is a leader in the
industry because of the mutually beneficial partnerships that it has built in its journey
together.

a) MISSION, VALUES, AND AIM OF NABIL BANK LTD.

Mission
Today NABIL's mission is to be the Bank of 1st Choice to all its stakeholders. For its
customers it wants to be the first choice in meeting all their financial requirements, for
shareholders it wants to be the investment of choice, for Regulators it wants to be an
example of a model bank, it wants to be an outstanding corporate citizen in all the
Communities it works in and finally it wants to be the first choice as an employer with whom
to build a career.

Values
To achieve this mission it has a core set of Values by which it lives. Its Values are
C.R.I.S.P. i.e.; Customer Focused, Result Oriented, Innovative, Synergistic and Professional.

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It is committed to live its Values everyday in everything it does, for it is these Values that
make it uniquely NABIL Bank.

Aim
NABIL's aim is to be able to meet entire gamut of financial requirements that is why it
prides itself in being 'Your Bank at Your Service'. It has been starting with deposit accounts
in local and foreign currency, Visa and MasterCard denominated in rupees and dollars, Visa
Electron debit cards, Personal Lending products for Auto, Home and Personal loans, Trade
Finance products, Treasury services and Corporate Financing.

b) OBJECTIVES OF NABIL BANK LIMITED

Since the Bank is in operation as per the Commercial Bank Act of Nepal, it has to
follow its objectives. Thus, the main objectives of the Bank are:
- To facilitate the reliable, prompt and high standard of banking service adopting the
latest version banking technologies in compliance with the need and demand of the
market;
- To collect funds through deposits in current, savings and fixed accounts;
- To utilize the collected funds by providing loans;
- To develop life-long relationship with clients and achieve profitability through
customer oriented services and customers satisfaction;
- Increasing investment in agriculture, industrial, irrigation, power and other sectors as
prioritized by the government;
- To make foreign exchange transactions;
- To widespread its branch-network in different part of the countries covering at least
one branch on all development region facilitating large number of clients far as
possible and,
- To support possible cooperation for uplifting in the economic development of the
country.

c) SALARY, ALLOWANCES AND OTHER BENEFITS:

Although the Bank has standard pay rates for the employees working at different
management levels, the individual pay level of an employee differs significantly due to its
system of performance related increment system. In principle, the salary of an individual

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employee is confidential. Normally, the pay level of an employee is higher compared to he

other commercial banks. In addition to their pay levels, employees receive bonus as per the
rules of Commercial Bank Act. The previous year, on an average, a bonus equal to 4 months
of salary was provided to each employee.
There are provisions such as medical allowance, insurance, group insurance, accident
insurance, allowance for children's education, transportation benefits and provident fund. In
addition, employees are getting a house loan equal to the gross salary of 72 months. The
maximum limit of house loan is 12 lakh rupees. Normally, employees are getting competitive
salary and allowances similar to the counterpart banks.

1.4 AREA OF STUDY

The area of study covered by the researcher is Human Resource Management in the
context of 'Job Satisfaction'. Nobody can deny the importance of human resources in any
organization. It is because all the success matters that an organization gets are through the
joint efforts of its human resources. Human resources should be given in equal ranking with
other resources like material, machine and money. All the resources should be coordinated to
achieve the goals of any organization. Employees should be treated as valuable resources but
not as cost to any organization. As human resources can only run and utilize other resources,
they should be treated more sincerely. An organization can prosper only if its working
employees are working to their optimum level.
After people have been hired, they need to be hired, remunerated and trained and need to
be ensured that they work up to their maximum extent. Moreover, the management needs to
satisfy the employees with their jobs. Job satisfaction comprises positive and/or negative
attitudes held by individuals in respect to their job. Job satisfaction is very difficult to define
because it is an intangible, unseen, unobserved variable, and complex cognitive and
emotional feelings. Thus, job satisfaction is "the extent to which a person is gratified or
fulfilled by his or her work." It is an individual's emotional reaction to the job itself. Stated in
another way, it is one's affective response to the job. According to Fred Luthans, "Job
satisfaction is a result of employee's perception of how well their job provides those things
which are viewed as important." Management needs to know the benefits of job satisfaction
that can arise through any employee.
Employees with higher job satisfaction believe that the organization will continue
satisfying them for a long time; they care about the quality of their work, are more committed
to the organization, stay in it longer, are more productive, feel responsible for the working

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environment, and strive to make it satisfying. Whatever the case may be, job satisfaction
reduces employee turnover, absenteeism, and the number of thefts at work, which in turn
reduces organizational costs. Satisfied employees can give better performance and do their
job well according to the organization needs. In contrast, a dissatisfied employee may be
absent more often, may experience stress that disrupts coworkers, and may be continually
looking for another job.

1.5 ISSUES TO BE ADDRESSED/QUESTIONS TO BE ANSWERED

The subject matter of the report writing is to evaluate the employee’s satisfaction towards
their job and their responses and feed back from their work. Human Resource Management
(HRM) is the process of managing people of an organization with a human approach and
making the human resource of an organization is an important issue today in HRM. The
importance of job satisfaction is understood by only few organizations. A satisfied employee
tends to be absent less often, to make positive contributions, and to stay with the
organization.
The issues to be addressed are whether the employees of NABIL are satisfying the
organization and are satisfied through compensation and benefits by the organization. Some
of the issues are traced as follows:-
 To find out whether compensation and benefits given by NABIL is able to satisfy
employee’s needs and wants.
 The Benefit given by NABIL to their employees is better then other companies or
not?
 The overall plans of NABIL related to job satisfaction are fair and competitive or not?
 How satisfied are the employees of NABIL with the total benefits given?

The over all issues of this report writing is harmonized in a Research question as,
Research question
“DO UNFAIR PAY, UNCOMPETITIVE HR BENEFITS, AND LACK OF
SOCIALIZATION LEADS TO UNSATISFIED EMPLOYEE?”

Setting hypothesis for the above question for Report Writing:-

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“FAIR AND COMPETATIVE COMPENSATATION AND EFFECTIVE

ORGANISATIONAL POLICIES AS WELL AS THE PERSONAL TOUCH WITH
EMPLOYEES MAKES EMPLOYEE SATISFIED.”

Job satisfaction is in regard to one's feelings or state of mind regarding the nature of
their work. Job satisfaction can be influenced by a variety of factors, for example, the quality
of one's relationship with their supervisor, the quality of the physical environment in which
they work, degree of fulfillment in their work, etc.

Most important to job satisfaction is helping individuals believe that the work they are
doing is important and that their tasks are meaningful.

1.6 OBJECTIVES OF STUDY

Every study has any objectives. Every successful organization must conduct new
programs to keep the morale and job satisfaction at higher level. A satisfied worker tends to
be less absent from his/her job, and contributes more for the company. He has higher
retention rates and is more productive. Thus, job satisfaction is important for its humanitarian
value and for its financial benefit.
This research study is carried out with a view to be acquainted with the real working
conditions under the organizational settings of NABIL Bank Limited, Biratnagar. In short,
the objectives of this study are traced as follows:
 For the partial fulfillment of the requirement of the project work to be submitted for
the fifth semester course.
 To know what the employee of NABIL needs, and their suggestion about what
NABIL should do to get them satisfied with the job.
 To study the human resource policies and the real implementation of the policies to
the bank.
 To have a practical knowledge about management and planning.
 To examine the level of motivation to the employees.
 To collect information about the HR sectors of NABIL for personal knowledge as
well as organizational use.
 To know the level of job satisfaction of the employees.
 To find out the feedback of the overall benefit plan of NABIL , and

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 To know the benefits given to employees by NABIL.

1.7 NEEDS OF STUDY

Every study has any needs to be fulfilled. Likely researcher too has needs for study. The
primary need of the study is the requirement of this project work to be submitted for the fifth
semester course. This research report will mainly be focused on the need of job satisfaction
among the employees. The needs of the study are outlined as follows:
 To know the lacking and deficiencies that has to be accomplished by the bank.
 To know how satisfied are the employees with their respective jobs.
 To suggest improvements required.
 To measure achievements against the objectives.
 To know how far it has achieved success in implementing its human resource policies.
1.8 ORGANIZATION OF STUDY

Organization of study is the description of the research setting, method, and procedures
used in the study. The organization of study has been divided under the following heads in
order to make the research study an effective one.

1. Research Design
2. Research Methodology
3. Population and Sampling

1. Research Design

Research design means an overall framework or plan for the activities to be undertaken
during the course of a research study. The research design serves as a frame work for the
study, guiding the collection and analysis of the data, the research instruments to be utilized,
and the sampling plan to be followed. Hence, to collect the information and fulfill the
proposed objectives of research, the study has been designated as field study, historical and
descriptive research of sample survey.

2. Research Methodology

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Research methodology is a systematic way of recording of controlled observations that

may lead to the development of generalizations principles or theories, resulting in prediction
and possibly ultimate control of events. It deals with the data collection activity.
Collecting data is the connecting link to the world of reality for the researcher. The data
collection activity consists of taking ordered information from the reality and transferring it
into some recording system so that it can later be examined and analyzed for patterns.
Researcher has used two sources of data collection method for report writing as,
a. Primary Source
b. Secondary Source

a. Primary Source

Primary data are the original data gathered for the research project at hand. It requires
effort on the part of researcher and it is not readily available.
Questionnaire and direct interview has been used as the primary source of data collection
for the research. The questionnaire used is of open end for knowing the true picture as
perceived by the employees. Some factors like availability, cost, relevance, accuracy and cost
determine in the success of primary source. In the absence of direct contact with the
employee, direct observation and questionnaire were used by the researcher.

b. Secondary Source

Secondary data are often in the form of raw data and published materials. Secondary data
can also be further divided into internal secondary data that are found within the company
and external secondary data that are collected from sources outside the company. For report
writing, researcher used internets, magazine and case study reports.

3. Population and Sampling

The population has been defined in terms of employees working in NABIL Bank Limited,
Biratnagar.
Sampling is the essential part of any research investigation. Simple random sampling
technique has been used to draw sample from the population due to restricted time, cost and
limited source. Researcher has taken the sample size of 20 employees in the research process

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including 2 guards. For easy presentation and analysis, the sample size is limited to 10
employees.

CHAPTER 2 PRESENTATION AND ANALYSIS OF DATA

2.1 PRESENTATION OF DATA/FIGURES IN CHART, GRAPHS

With the help of the questionnaires distributed to employees in NABIL Bank Limited,
Biratnagar the information has been gathered and the same has been used as a source to
determine the level of Job Satisfaction of the employees working in NABIL Bank Limited.
The various facts have been presented in the graphs and charts as below:
Researcher has used the questionnaire method for getting the response of the
employees of NABIL Bank Limited. Accordingly, the response of the employees in different
aspects of Job Satisfaction is presented in the figure below:

Fig: 1.1

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EMPLOYEE SATISFACTION/DISSATISFACTION

70 The total benefit is better

then other companies

60
The amount of pay you get
is fare and competitive
50

The pay increase you

40 receive is based on
performance

30 Overall, how satisfied are

you w ith your pay you
receive at your company
20
Overall how satisfied are
you w ith the total benefits
10 program

How Satisfied are you

0 w ith the company as w ork
place
Satisfied% Dissatisfied% N/A%

Researcher has extracted the following data about the satisfaction and dissatisfaction
of the employee. It is presented below:

 10% of the employees are satisfied and 40% are dissatisfied with the question that the
total benefit is better than other companies and 50% have no argument regarding the
question.

 50% of the employees agree and 40% disagree with the question that the amount of
pay they get is fair and competitive whereas 10% are not sure about the question.
 30% of the employees are satisfied and 50% of the employees are dissatisfied with the
question that the pay increase you receive is based on performance and 20% have no
argument regarding the matter.

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 50% of the employees are satisfied, 40% are dissatisfied and 10% have no argument
on the question Overall, how satisfied are you with your pay you receive at your
company.

 40% of the employees are satisfied, 50% are dissatisfied whereas 10% are not agreed
with the question overall how satisfied are you with the total benefits program.

 60% of the employees are satisfied and 20% of them are dissatisfied with the question
How Satisfied are you with the company as work place whereas 20% do not agree
with the question.

The figure next page explains the response of employees in terms of working conditions and
their level of satisfaction.

Fig: 1.2

Level of Satisfaction on Working Conditions

6
No. of Employees

5
4
3
2
1
0
Very Somewhat Neutral Somewhat Very Not sure
Dissatisfied Dissatisfied Satisfied Satisfied

From the above figure, the following facts can be found out:

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 There were no employees who were at all dissatisfied and very satisfied with the
working conditions of NABIL.

 No. of employees who were somewhat dissatisfied was only one.

 No. of employees who were Neutral were 3.

 Similarly, there was most no. of employees who were somewhat Satisfied with the
working conditions being 6.

 None of the employees were not sure about the working conditions of NABIL.

Similarly, the figure below shows the response of the employees in terms of satisfaction
level on the Company Policies.

Fig: 1.3

Level of Satisfaction on Company Policies

6
No. of Employees

5
4
3
2
1
0
Very Somewhat Neutral Somewhat Very Not sure
Dissatisfied Dissatisfied Satisfied Satisfied

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From the above figure, the following information can be found out regarding the level of
satisfaction of employees on Company Policies:

 There was only 1 employee who was very dissatisfied with the Company Policies and
so he was looking for quick response by the management.

 There were 2 employees who were somewhat dissatisfied with the Company Policies.

 The no. of employees who were neutral regarding the topic was two.

 The highest no. of employees regarding the level of satisfaction was 3 and they were
somewhat satisfied with the company policies.

 There were no employees who were not sure about the company policies.

Fig: 1.4

Satisfaction Level on Promotion Opportunities

No. of Employees

4
3
2
1
0
Very Somewhat Neutral Somewhat Very Satisfied Not sure
Dissatisfied Dissatisfied Satisfied

The above figure 1.4 shows the satisfaction level of employees on Promotion
Opportunities. The following facts can be found out through the above figure:

 The no. of employees who were very dissatisfied with the promotion opportunities of
NABIL was 2.

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 The no. of employees who were somewhat dissatisfied with the promotion
opportunities were 1.

 Similarly, one employee was neutral regarding the question.

 The no. of employees who were somewhat satisfied and very satisfied with the
question was 3.

The figure below shows the overall Job Satisfaction of the employees of NABIL on
average.

Fig: 1.5

Overall Job Satisfaction

Very Dissatisfied Somewhat Dissatisfied Neutral

Somewhat Satisfied Very Satisfied Not sure

The above figure shows the overall job satisfaction of the employees working in
NABIL. From the figure we find out the following information:

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The highest area covered in the figure is by the employees who are overall somewhat
satisfied and somewhat satisfied with the job which cover 50% of the total area. The smallest
area covered is of the employees who are very dissatisfied with the job.
There are equal no. of employees who are neutral and somewhat dissatisfied with the
job. There are no employees who are not sure about the satisfaction with their job.

2.2 ANALYSIS OF DATA

Analysis of data is done to find out whether the researcher is going in line with the
objectives set. As the objective of the study is to find out the satisfaction level of the
employees working in NABIL Bank Limited, Biratnagar so, the analysis is done to find out
the same objective. Through the SWOT analysis, overall functioning of the bank can be
evaluated. SWOT indicates strength, weakness, opportunity and threats of any organization.
Strengths and weaknesses are related to the internal environment of any organization and
opportunities and threats are external to the organization. Thus, the overall evaluation of a
company's strengths, weakness, opportunities and threats is called SWOT analysis. The
strengths, weaknesses, opportunities and threats of NABIL Bank Limited through which the
satisfaction level of the employees are determined are briefly mentioned below:

Strength (S): -

Strength is a resource, skill, or other advantages relative to competitors. It can provide

a competitive advantage to any organization if its strengths are more than the competitors.
Wider network, modern banking facilities, public image, experienced and skilled employees,
etc, are the strengths to any organizations.
Public image is an important strength to any organization. Similarly, NABIL Bank
Limited has a good image and it was declared as "Bank of the Year 2004". Other strengths
of NABIL are highlighted as following:
 Customer loyalty
 Experienced and skilled employee
 Enough cash flow
 Better facilities compared to other commercial banks
 Lower interest rates for home and education loans as compared to other banks
 Modern banking facilities

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 Lower turnover ratio.

Weakness (W):

Weakness is a deficiency that disables any organization to carry out its functions
smoothly. Some of the weaknesses of NABIL are as follows:
 It does not have the provision of providing the facilities to each and every employee
at different level in same scale.
 In order to expand banking activities, every bank tends to open its branches and sub
branches at different places but NABIL is concentrated mostly on urban parts of the
country rather than the rural areas.
Opportunities (O):

Opportunity is an area of buyer need in which a company can perform profitably. The
various opportunities can be favorable political situation, growing economy, technological
changes; new market etc. Opportunities of NABIL Bank Limited are as mentioned below:
 Growing demand of commercial banks in Nepal.
 The deposits collected from public to be invested in productive sectors.
 Expanding the branches and collecting more deposits for the growth of economy.
 Facilities like internet banking, mobile banking, credit card and ATM facility has
better chance of attracting customers.
 Making its employees participate in training programmes and make them more
productive and increase their job knowledge for company benefit.

Threats (T):

A threat is a major unfavorable situation in the organization's environment. Some of

the threats for an organization can be collective bargaining power, rise in competition,
technological changes, unfavorable political climate, etc.

The major threats for NABIL are:

 Changing technology and service
 Changing government policies regarding banking sectors
 Increasing competition due to growing numbers of commercial banks

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 The employees may be attracted towards other institutions due to better benefits and
compensation policies.
 Increasing pressure from other sectors.
 Slow growth rate in the economy.

2.3 MAJOR FINDINGS

From the study, many things have been found out by the researcher. NABIL has been
providing its effective services to its customers and contributing to the national economy
since its date of establishment. It has been attracting customers through its effective slogan of
"Your Bank at Your Service". Referring to the charts and graphs, it can be said that the bank
has given different benefits to its employees. The bank is not focusing on any one particular
benefit, but has given emphasis to all the benefits.
The major findings of the research study can be outlined in the following points:
 A good relation with co-workers has been considered the most important factor of job
satisfaction.
 The salary, wage and incentives are moderately important factors for job satisfaction.
 Employees who were satisfied with job facets are rated as highly satisfied workers.
These important job facets are: good-relation with workers, duration of work, work
environment, recognition for good work, job security, job status, participation in
management and wage.
 The workers who have rated job facets as important factors are more satisfied with
their job than those who have rated them as less important.
 Job satisfaction is significantly greater among workers who are satisfied with their
family and social lives than among those who are not satisfied with these two aspects.
 The workers who are 30 years of age or above have an overall higher job satisfaction
than for those below 30 years. Job satisfaction is higher for those who have worked
for more than 5 years of experience and less for those with less than 5 years of
experience.
 NABIL believes employees are the key element of the bank.

The bank has known the importance of the role of women in any parts of society. So,
it has been employing many ladies staffs too. The most satisfying job factors according to the
employees of NABIL are the working conditions, job security, good-relation with workers,

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duration of work, participation in management and wage, values and beliefs. Similarly, they
are least satisfied with the factors like: trainings given to them, slow growth rate and lack of
fair treatment of the management.

CHAPTER 3 SUMMARY AND CONCLUSION

3.1 A BRIEF SUMMARY OF THE REPORT
Banks constitute an important segment of the financial infrastructure of any country.
As Nepal is a developing country, it has been concentrating its activities mainly towards the
capital formation and its proper mobilization. Since the establishment of democracy, many
new activities have been taking place. The number of commercial banks, government banks
and other financial institutions has grown up significantly. These all have been contributing
towards the all round development of the country.
NABIL Bank Ltd. (previously Nepal Arab Bank Ltd.) is the first foreign joint venture
bank of Nepal which was established on 29th Ashadh, 2041 in Kathmandu. Initially, it was
started with the investment of the Dubai Bank under the Commercial Bank Acts of Nepal but
now it is working jointly with the National Bank Limited of Bangladesh. Its head office is in
Kamaladi, Kathmandu. It has been successful in providing excellent professional services
and improving its position in the field of financial related services. It is a full service bank
providing an entire range of products and services. Due to its effective services, it was
declared as 'Bank of the Year 2004' by the Bank of London.
NABIL thinks that keeping employee happy and satisfied is as keeping their
customers happy and satisfied. It has kept its efforts to keep the employee satisfied and
happy. It has made its Human Resource Policies competitive and implemented in such a
manner that no employees need to think about leaving the company. It has considered the
various factors affecting job satisfaction like good working conditions, positive interpersonal
relations, effective company policies, job security, pay, participation in decision-making,
degree of autonomy, promotions and the like so that the satisfaction level of the employees
can be kept at a higher level.
So, it has always taken a great care of the employee's response towards the company,
its human resource policies, and quickly responds to any problems of the employees and so
from the data, the researcher has found the satisfaction level of the employees working at
NABIL at a higher level. Moreover, the hypothesis that was set is also proved in the data
analysis.

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3.2 MAJOR CONCLUSIONS DERIVED FROM THE ANALYSIS OF DATA

From the data analyzed in chapter 2, it can be concluded that 50% on an average are
satisfied with the job. The various job satisfaction factors are taken by them as satisfactory.
From the study, it is revealed that working conditions has an important effect on job
satisfaction. About 60% of the employees are satisfied with the place of work which includes
ventilation, space, cleanliness, etc. while 30% are neutral regarding the topic and only 10%
are dissatisfied with the working conditions.
Job satisfaction is higher for those who have worked for more than 5 years of
experience and less for those with less than 5 years of experience. While asking the
employees about the company policies, 50% of them are satisfied with these policies while
40% are neutral regarding the topic. Similarly, 10% employees are dissatisfied with the
company policies.
As money is the only thing which a man is never satisfied about, employees of
NABIL too have mixed satisfaction level towards their pay. The dissatisfied workers say that
the training opportunities are lacking and this factor is to be taken care by the management of
NABIL. Training opportunities are needed to make the jobs accomplished more quickly and
effectively.
The employees need to be paid in accordance to their performance. 30% of the
employees are satisfied and 50% of the employees are dissatisfied with the question that the
pay increase you receive is based on performance and 20% have no argument regarding the
matter.
Employees who were satisfied with job facets are rated as highly satisfied workers.
These important job facets are: good-relation with workers, duration of work, work
environment, recognition for good work, job security, etc. The workers who have rated job
facets as important factors are more satisfied with their job than those who have rated them as
less important.
Promotion also contributes to employee satisfaction and performance. The employees
working in NABIL are promoted primarily on the merits of their work done. About 60% of
the employees are satisfied with the promotion opportunities of NABIL and 30% are
dissatisfied while 10% are neutral regarding the topic.
A good relation with co-workers has been considered the most important factor of job
satisfaction. Almost all employees of NABIL Bank Limited receive enough opportunity to
interact with other employees on a formal level and participate in the management equally.

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3.3 RECOMMENDATIONS
Through the study, it is found that employees are somewhat satisfied with the job but
all the employees are not satisfied. To make them satisfied and contribute towards the
company benefits, some important suggestions are recommended here under:
 One simple prescribed solution to increase job satisfaction is to improve those
working conditions, which are organizational sore parts.
 Implementation of additional benefits policies to its employees.
 Fine-tuning fit between job and employee improves job satisfaction. This may involve
employee transfers.
 It is also possible to mitigate dissatisfaction by transferring discontented employee to
another job.
 Making the employees participate in decision-making, and increase the monetary and
non monetary rewards along with the training opportunities.

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