Chapter 1

1.1 Introduction

The banking sector is one of the major service sectors in Bangladesh economy. There is several types of
banks, which differs by different kind of services. Although some of the differences between these types
of banks have lessened they begin to expand the range of products and services they offer. Commercial
banks are the primary contributor to the economy of a country. Sonali Bank Ltd. is the largest state owned
leading commercial bank in Bangladesh. It enables every facial appearance that limited commercial bank
requires. It provides every kind of banking facilities to their customer to ensure the customer satisfaction.
Sonali Bank Ltd. is always concern about the perfect customer service.

1.2 Problem Statement

 What is job satisfaction?
 What are the determinants of job satisfaction?
 How to ensure job satisfaction in banking sector.
 What are the effects of job satisfaction?
 What are benefits of job satisfaction?
 What are the components of job satisfaction?
 How Sonali bank is maintaining job satisfaction ?
 What is the scenario of job satisfaction in Sonali Bank?
1.3 Background of the Report
Job Satisfaction has been an important concern in the world of professional commitments as, so far it has
been undoubtedly believed, the outcome of the industry, to a large extent, depends on the job satisfaction
of the employees. How to define Job Satisfaction seems rather difficult because it deserves to be defined
in terms of territorial socio-economic realities. When an employee finds his or her job interesting,
rewarding and reliable- this state of the employee is that he or she is satisfied in his or her job. Thus, job
satisfaction comprises many factors. The overall job satisfaction depends on what one expects and what he
or she receives (Azim and Hoque, 2006). As a result, it is clear that a lot of factors function to bring about
job satisfaction and at the same time lack of them is responsible for job dissatisfaction. Internship program
is a perfect blend of the theoretical and practical knowledge. This report is originated to fulfill the
requirement of the assign project internship report on “Employee Job Satisfaction of Sonali Bank Limited”
has been assigned to me by my internship supervisor of Jatiya Kabi Kazi Nazrul Islam University. There
has been a remarkable change in the practice of organizational behavior across the world. Every company
has to design its policies to ensure the optimum benefits. At the same time, customers„ satisfaction is
prioritized in preparing the courses of actions so as to establish domination over other. But which one
seems very important with regard to the company„s constant growth is staffs„ job satisfaction. In the first
world this issue has been understood reasonably because they do understand that the job satisfaction of the
staffs is much more important than other components of the organization. It has been realized the fact that
job satisfaction has to be taken care of pragmatically. With an increasing number of workers eager to find
a greater work/life balance, so in case any organization should find out the ways to keep their employees
happy now. Over the years, as business budgets have tightened and remaining employees have been forced
to take on larger workloads, employees have experienced significantly added stress without receiving
compensatory rewards and other extra facilities. Even simple changes will bring employees feeling a
greater balance in their lives. Flexible work hours aren't the only way to increase employee satisfaction.
Here are some other steps that can take to retain employees loyalty and dedication while reducing turnover,

1
provide workers with responsibility and then let them use it, show respect, recognize the whole person,
mark out a clear path to growth. During this period learned about the core components that trigger the job
satisfaction of the staffs of the Sonali Bank Limited. Based on these core components, the level of employee
job satisfaction can be measured, like; job itself, good salary, flexibility, ability to influence decisions,
job security, workload, physical work environment, advancement and new opportunities, new
technologies, interesting projects, training program, interpersonal relations, challenges, recognition.
1.4 Rationale of the Study
This report is a part of my academic program (MBA Program). The period of internship program has set
for three months. This program helped me a lot to understand the working environment and behavior of
the staffs/employees of the Sonali Bank Ltd.

1.5 Objectives of the Study

The primary objectives of the report are to orient the real life nature of the bank and to measure the job
satisfaction of the staffs of the Sonali Bank Ltd.
The study has been carried out with the following objectives:
Specific Objective
To fulfill the partial requirement of the internship program as a full credit subject of the MBA program.
Secondary objectives
To understand the components of job satisfaction of the staffs of Sonali Bank Ltd.
To measure the level of job satisfaction of employees with respect to the Bank.
To know the reasons behind the job dissatisfaction of the employees from the findings.
1.6 Scope of the Study
This study covers the factors affecting job satisfaction in Banks. The organizational factors include work
conditions, pay, fairness and promotion; individual factors include age and gender, they are the independent
variables; job satisfaction is the dependent variable. Since, working at branch, get the opportunity to gain
knowledge of the components that helps to retain job satisfaction of employees of Sonali Bank Limited.
The decisions and analyses are done based on the opinion of 35 respondents and practices applied at only
this branch.

1.7 Limitation of the Study

There were certain limitations while conducting the study. These are summarized below:
 The main constraint of the study was of time as the duration of the program was of three months
only.
 Insufficient supply of relevant books and journals.
 As the officers are very busy with their daily work, they could provide very little time.
 There were some restrictions to have access to the information confidential by concern authority
so it was less possible to get into that part for internship report writing purpose.
 Lack of my experience and efficiency to prepare the standard report.

2
 Chapter 2
Literature Review

This chapter deals with a brief review of the work done in the past on the subject concerned. Review
of the past research helps, besides demarking the limitations of the work done, in classifying the
concept and formulating the methodology of the study. So the attempt has been made to review various
research work carried out in the past.

Sowmya and Panchanatham (Factors influencing job satisfaction of banking sector employees in
Chennai, India) (2011) researched job satisfaction of 120 employees of several public as well as private
sector banks in India. The researchers concluded that, while the pay and promotion were the primary and
indispensable requirements for the satisfied employee, the managerial and organizational aspects were also
highly valued. Besides that, the authors noted that, due to importance given to the banks in their country’s
financial system, even small job dissatisfaction among the banking sector employees can cause visible
negative impact in the area of negligence and high staff turnover.

Schermerhorn, Hund and Osborn (1998) Robbins (1994) said that job satisfaction refers to an
individual’s general attitude towards his or her job. A person with high level of job satisfaction holds
positive attitude towards his job, a person who is dissatisfied with his or her job holds negative attitude
about the job. When people speak of employee attitudes, more often than they not mean job satisfaction.
In fact, the two terms are frequently used interchangeably.

Attitude have been found by Srivastva (1974) & Robbins (1940) to be the main indication of job
satisfaction and also Singh (2003) have found job satisfaction to be a result of various attitudes.

Locke (1969) points out that it cannot be the whole story, and emphasizes the concept of value fulfillment
rather than expectation, one might well be satisfied, by an unexpected promotion, an unexpected rise in
salary, and one might be dissatisfied with an unexpected dismissal. Often values and expectations will
coincide, as one tends to confine what one has some expectation of achieving. Satisfaction occurs when
the job fulfill what one values. And just as with expectations, values will vary from group to group and
between individuals within any one group.

Vroom (1964) has done an excellent job of examining the relationship between job satisfaction and various
aspects of job behavior, and perhaps summarizing his findings in the best way of giving the reader an
overview. Vroom categorizes studies in terms of which job behaviors are correlated with job satisfaction.
Specifically, he groups them into studies of turnover, absenteeism, accidents and job performance.

An excellent of how job satisfaction is influenced by group variables is presented by Hulin and Smith
(1964). They were interested in exploring whether men would differ significantly from women (in same
plant) in terms of their job satisfaction. They obtained measures of five separate aspects of job satisfaction
from 295 male workers and 163 female workers drawn from 4 different plants. The data was analyzed with
respect to the mean job satisfaction of male and

3
female workers. Analysis indicated that in 3 plants the female workers were significantly less satisfied than
their male counterparts while in the 4th plant there was no significant difference.

Schaffer (1953) has proposed the hypothesis that “Overall satisfaction will vary directly with the extent to
which those needs of an individual which can be satisfied in a job are actually satisfied; the stronger the
need, the more closely will job satisfaction depend on its fulfillment.” India since independence has moved
into an era of industrialization, economic prosperity and social up liftment. For the achievement of those
endeavor and industrial harmony the best possible use of men and material is required. Men work to satisfy
their needs and the extent of their need satisfaction has adjustment value and it has been found that a large
part of vocational maladjustment and industrial unrest are secondary but a reflection of emotional
maladjustment.

Singh (2005) found that job satisfaction is the result of various attitudes in all probability, activated by a
worker‟s needs and their fulfillment (through work), a worker exhibits towards his job, towards related factors
and towards life in general. More explicitly explained a worker’s experience of satisfaction or
dissatisfaction with his job, or any aspect of it, in large part, consequences of the extent of his positive or
negative job attitude. Job satisfaction is just one among many important attitudes that influence human
behavior in the workplace. It is closely related, for example, to organizational commitment – the degree to
which a person strongly identifies with and feels a part of the organization and job involvement, the
willingness of a person to work, and apply efforts beyond normal job expectations.

According to Baron et al. (2006), studies have generally indicated a low to moderate inverse relationship
between job satisfaction and employee absence and turnover. This implies that the lower an individual’s
satisfaction with his/her job, the more likely is that person to be absent from work or to resign and seek
other job opportunities.

Sahnawaz and Juyal (2006) focus on investigating the impact of job involvement and job satisfaction on
organizational commitment. Organizational commitment is considered to be one of the most important and
crucial outcomes of human resource strategies. Furthermore employee commitment is seen as the key factor
in achieving competitive performance.

Kates (1950) “Job Satisfaction” has remained a subject of interest for many research studies. These studied
have been carried out on the employees of different organizations and institutions. The study of job
satisfaction can perhaps be said to have begun in earnest with famous Hawthorne Studies, conducted by
Elton Mayo at the Western Electric Company in 1920‟s. Those engaged in Industrial Psychology up to
this point had been much more interested in examining the effects of physical conditions, equipment design
and the productivity of individuals. Elton Mayo and his co-workers started very much in this tradition,
investigating the effect of physical factors on productivity. During, the course of their investigations,
however they become concerned that factors of a social nature were affecting satisfaction with job and
productivity. The human relation school was born, which saw the function of the industrial psychologist
as seeking to improve the happiness of the workers and through this to improve productivity. The implicit
assumption was of course, that the satisfied worker produces more.

4
Hackman & Oldham (1975) Hackman and Oldham„s Job Characteristic Model (JCM) has been used
to determine the level of job satisfaction. The model focuses on five cores job dimensions, skill variety,
task identity, task significance, autonomy, and feedback, which in turn influence three key psychological
states: experienced meaningfulness of the work, experienced responsibility for the work, and knowledge
of results. These psychological states then influence job satisfaction

Herzberg's (1968) theory effectively delineates the reasons job satisfaction. According to his two-factor
theory, there are motivational and hygiene factors present in one's job. Rewards and benefits are hygiene
factors, so if they are not present, they will bring dissatisfaction, but their presence will not necessarily
bring job satisfaction. Pritchard, Dunnette, and Jorgenson (1972) indicate that feelings of underpayment
lead to decreased performance and low productivity.

5
 Chapter 3

Methodology of the Study

3.1 Type of the Study
Exploratory research has been used for the study.
3.2 Sources of Data
The data used to furnish this report have been collected from the primary sources and secondary sources.
Among primary and secondary sources most of the data have been collected from the secondary sources.
Primary Sources
 Conducted survey through questionnaire.
 Practical desk work
 Direct observations
Secondary Sources
 Annual report of The Sonali Bank Limited.
 Various publications on Bank,
 Bank websites,
 Prospectus of Sonali Bank Limited.

3.3 Sample Size

There are 35 respondents.
3.4 Sampling Method
Convenience sampling method has been performed for selecting samples.

3.6 Methods of Data Collection:

For data collection ―Interview method was used. Interviews were taken with the officers of of Sonali
Bank Ltd. through questionnaire.

3.7 Data Analysis Technique:

MS Excel was used for data analysis.

6
 Chapter 4
4.1 Analysis of Data
Components that Prompt Job Satisfaction of the Employees: According to studies conducted by
Hoppock, the important factors that matter in job satisfaction are:

1. Financial: It goes without saying that the financial considerations like fair wages, do matter in
job satisfaction, but apart from that there are good many other things that influence job
satisfaction. These are:

 Relative status, which an individual holds within the economic and social groups with
which he identifies himself.
 Relationships with supervisors and associates on the job.
 Work situations, including the nature of work.
 Working conditions-earnings, hour of work, facilities, etc.
 Greater opportunities for advancement.
 Variety in work, that does away with the dullness and monitoring of work.
 Thrill and excitement of the work.
 Job security-steady employment.
 Ability to adjust oneself to unpleasant circumstances.

In 1959, psychologist Frederick Herzberg and his associates in their research report findings entitled “The
Motivation of Work” in Pittsburgh have stated that five factors are important in job satisfaction and these
are:

2. Achievement: It brings to the workers, feelings that he has done something of which he could
naturally be proud of. He feels satisfied and pleased with his achievements.

3. Recognition: If the worker’s supervisors, recognizing his good work, appreciate and say a word or
two of praise and gives a pat at his back for good quality of product, he has turned out, the worker
feels, his achievement has been recognized and so he gets job satisfaction.

4. The Work Itself: The job that involves work, which is interesting, challenging and has variety all
through, from the beginning to the end, itself stands complimented and afford job satisfaction to
the worker.

5. Responsibility: Jobs done by the workers of their own initiatives, with full responsibility and
without being supervised, merits consideration with the workers, as having been well accomplished
and thus workers feel very much satisfied with their jobs.

6. Advancement: Sudden promotion of the employees in recognition of his good work, caused the
employees much satisfaction about his job.

7
4.2 Measurement the Level of Job Satisfaction of Employees
In below, I targeted my sample size as 35. Collected data is analyzed using Microsoft Excel, 2013. The
findings part requires 15 questions, each question has 5 options and those question answers with graphical
presentation. The data of each questions were used for analyzing the level of job satisfaction of employees
of Sonali Bank Ltd at Progati Swarani Branch, Dhaka . Level of job satisfaction measured through strongly
agree to strongly disagree with percentage. The findings from each of the questions are given below with
analysis:

Question No: 1
Are you satisfied with your regular assigned activities?
Disagree, 2

Srongly
Agree, 10
Neutral, 10

Strongly Disagree, 0 Agree, 14

For this question 5 options in each question given to the employees from the stage of strongly agree to
strongly disagree including neutral to choose their desired answer. Among 35 the employees, 14 were
agreed, 9 were neutral and 10 were strongly agreed with their opinion. Some employees of Sonali Bank
ltd. at Progati Swarani Branch, Dhaka are agreed with their satisfaction in regular activities because they
get habituated and became experienced with their assigned jobs. But 9 of employees are neutral because
they get bored in their day to day repetitive activities. 2 are disagree due to some factors. Strongly disagree
none of the employees of this opinion. They think that there is less space to learn jobs of the peers.
Question No: 2
Do you think that the leaders in your organization are positive role models to you?

Disagree, 4

Srongly
Agree, 9
Neutral, 7

Strongly Disagree, 0 Agree, 15

8
Here among 35 employee, 15 employees of Sonali Bank Ltd, Progati Swarani Branch, Dhaka are agreed
with this opinion about their leaders are acting as a positive role model to them. 7 of employees remain
neutral about it and about 9 of employees strongly agreed with it. Most of the employees of Sonali Bank
ltd. which is about 9 strongly agreed because the leaders that they had from the beginning of their job were
so active, professional and helpful. 7 of employee are neutral because they are fresher and don‟t get that
chance to learn from the leaders. 4 of the employees are disagree due to some reasons.
Question No: 3
Does the supervisor keeps you well informed about what‟s going on in the company?

Disagree, 2

Strongly Disagree, 0 Neutral, 5

Srongly
Agree, 17

Agree, 11

Almost 17 employees of Sonali Bank Ltd, Progati Swarani Branch, Dhaka are strongly agreed with this
opinion But 11 employees of Sonali Bank Ltd. are agreed and 2 employees are disagreed about this fact.
The supervisors always try to provide updated information to each and every level of employees within
the branch. So that about 17 employee strongly agreed and 11 agreed which means that they are well
informed by the supervisors, whereas other 2 employees of branch are disagreed and strongly disagree
none of the employees of this opinion and 5 of the employees are neutral of this opinion. From their point
of view, they are not actually informed well by the supervisors about what‟s going on in the branch or entire
organization.
Question No: 4
Do you think that your views and participation are valued in the company?

Disagree, 2
Neutral, 3
Strongly Disagree, 0 Srongly
Agree, 7

Agree, 23

9
Among 35 of employees 7 were strongly agreed, 23 agreed, 2 disagreed and 3 were neutral and none of the
employees are strongly disagree. They think that senior level staffs ignore to take their views in real life
situation and their active participation in any project is not recognized as well in Sonali Bank Ltd, Progati
Swarani Branch, Dhaka .

Question No: 5
Does the supervisor care most important to you?

Disagree, 1

Strongly Disagree, 0
Neutral Srongly
,4 Agree, 8

Agree, 22

Among 35 employees, 8 employees were strongly agreed whereas 22 agreed and 4 employees were neutral
and 1 are disagree because their opinion says that the supervisors are cared for selective staffs. They think
that biasness is one of the reasons behind it.
Question No: 6
Are you satisfied with the professionalism of the people with whom you work?

Disagree, 3

Srongly
Agree, 8
Neutral, 5
Strongly Disagree, 0

Agree, 19

In case of this question most of the employees which is about 5 were neutral and 19 were agree and 8 of
the employees are strongly agree that they are satisfied with the professionalism of the staffs with whom
he or she works. But 3 employees of Sonali Bank ltd, Progati Swarani Branch, Dhaka were strongly
disagreed because the behaviors and attitudes of few employees never show that they are professional in
this branch.

10
Question No: 7
Do you feel flexible with the team spirit in your work environment?

Disagree, 1

Strongly Disagree, 0 Srongly

Neutral
,4 Agree, 6

Agree, 24

Here about 6 of staffs strongly agreed, 24 of the staffs were agreed because they feel flexible with the team
spirit in their work .But 4 of the staffs were neutral about this fact because from their point of view senior
level staffs treat junior level staffs as less experienced for the team work and 1 of the employees are disagree
due to some factors. So that executive level of employees doesn’t feel flexible to work with fresher.
Question No: 8
Does your work give you a feeling of personal accomplishment?

Disagree, 1

Neutral, 7 Srongly
Strongly Disagree, 0 Agree, 17

Agree, 10

Among 35 employees, 17 of employees were strongly agreed whereas most of employee of Sonali Bank
Progati Swarani Branch, Dhaka were agreed which is about 10 because they think that their job gives them
a feeling of personal accomplishment. But 1 employee was disagreed with this fact because their work does
not give them a feeling of personal accomplishment due to less interest in doing job. 7 employee was neutral
about that fact because of common and mere jobs.

11
Question No: 9
Do you receive appropriate recognition for your contributions?

Disagree, 1

Srongly
Agree, 7
Neutral, 7

Strongly Disagree, 2

Agree, 18

Among 35 employees of Sonali Bank Limited Progati Swarani Branch, Dhaka Branch only 7 were strongly
agreed for receiving appropriate recognition for their contributions whereas about 18 were agreed with this
fact. But about 1 employees were disagreed and strongly disagree about 2 of the employees because they
think that they are receiving recognition for their contribution for lacking of proper management of the
branch.
Question No: 10
Does the empowerment influence the quality of your work?

Disagre
e, 5
Srongly
Agree, 15
Neutral, 5

Strongly Disagree, 0

Agree, 10

Among 35 employees, only 5 employee were neutral and 5 were disagreed because they think that the
empowerment within the branch does not influence the quality of their work due to lack of understanding
among senior and junior level of employees. But 10 were agreed and strongly agree 15 with the
empowerment to influence the quality of their work.

12
Question No: 11
Are you satisfied with the ability to maintain a balance between family and work life?

Neutral, 3 Disagree, 0
Strongly Disagree, 0

Agree, 10
Srongly
Agree, 22

Most of the employees which is about 22 were strongly agreed with the ability to maintain a balance
between family and work life. Because of their flexibility at work place which helps them to realize the
relaxation in between family and work life. But 10 were agreed with this fact due to maintain proper balance
at both sides without any tension. Among them only 3 were neutral because they think that they have less
work flexibility which hampers to maintain a balance between family and work life. none of the employees
are disagree because their personal facts.
Question No: 12
Do you think that your compensation matches to your responsibilities?

Disagree, 1

Neutral, 7 Srongly
Strongly Disagree, 0 Agree, 17

Agree, 10

Among 35 employees of Sonali Bank Ltd. Progati Swarani Branch, Dhaka , only 1 employee is disagreed
and strongly disagreed about none of this fact. From their point of view, they were supposed to do more
than necessary but they don‟t get as much as they do. Managers are less concerned about this fact from the
beginning. But 17 of employees were strongly agreed, 10 are agree and 7 were neutral because they were
given proper compensation as they do.

13
Question No: 13
Are you satisfied with the overall job security?

Neutral, 3
Disagree, 0
Strongly Disagree, 0

Agree, 10
Srongly
Agree, 22

Among 35 employees of Sonali Bank Ltd. Progati Swarani Branch, Dhaka , about 3 employees were neutral
about the overall job security according to their job rules whereas none were disagreed with the overall job
security. They had a no fear to loose their job. officers 10 were agreed and strongly agreed about 22
because they have the satisfaction of not to loose their job in any condition.
Question No: 14
Do you receive informal praise and appreciation from your supervisor?

Disagree, 2

Neutral, 5
Srongly
Agree, 16
Strongly Disagree, 3

Agree, 9

Among 35 employees of this branch, 9 of the employees were agreed and 16 strongly agree for receiving
the amount and frequency of informal praise and appreciation from their supervisor. Their work and
performance were appreciated by the supervisors every time. But 5 were neutral about this fact and 2
employees were disagreed and strongly disagree is 3 because they don‟t receive any praise from their
supervisor for their performance due to the biasness and negligence for few staffs.

14
Question No: 15
Are you satisfied with the bank as a place to work?

Disagree, 2
Neutral, 4

Strongly Disagree, 1 Srongly

Agree, 13

Agree, 15

Among 35 employees of Sonali Bank Ltd. at Progati Swarani Branch, Dhaka Branch, 13 employees were
strongly agreed with the satisfaction to find the company as a suitable place to work because of the
perfect office environment. 15 employees of the branch were agreed with this fact because they found the
office place as standard office to work. They think that the entire branch has good office environment and
employees to work with. 4 employees of this branch were neutral because they think that their work place
is good but it could be better with broad floors, facilities, and decoration which will help them to reduce
the monotonous work life and bring enjoyment to their jobs. 2 of the employees are disagreed of this
branch about this fact due to some reasons.

15
 Chapter 5
5.1 Findings and Discussions

 Most of the employees were satisfied towards the work assigned to them by the management.
 None of the employees were highly dissatisfied with the facility provided to them.
 Most of the employees were satisfied with their salary and others facilities.

5.2 Reasons Behind the Job Dissatisfaction of the Employees

The reasons for job dissatisfaction, the most significant were:

 Company policy and administration

 Technical supervision
 Inter-personal relations with supervisors, peers and subordinates
 Salary
 Personal life
 Working conditions
 Status
 Job security
 Difficulties in relation to the user/family collaboration in the caring process
 Difficulties in the team work.
 Lack of recognition at work and need for professional development
 Problems in the management.
 Considered insufficient

Other reasons for job dissatisfaction mentioned by the professional were:

 Lack of recognition at work and professional devaluation;

 Deficits on the instruments and working environment;
 Lack of incentives for continuing education;
 Excess of demand and excessive working hours.
 Lack of equal behavior of bosses.
 Lack of proper facilities.
 Lack of technology.
 Lack of proper training program.

5.3 RECOMMENDATIONS
The study finds that every employee wants to see his or her place in good condition. But the good condition
of his or her largely depends on his or her harmonious relation with the bank. So, it can be suggested that
the bank„s policies should be made to give equal opportunities for all staffs. It is realized that financial
security from the job really motivates the staff to be more professional and dedicated to their service. With
the practical exposure in Sonali Bank Ltd. for just twelve weeks, with little experience in the bank in

16
 comparison with vast and complex banking system; it is not so easy to recommend some suggestion to
enhance the performance level of the organization. In spite of that, some probable solutions were found of
the identified problems on the basis of collected data, observation, expert staff opinion and own knowledge
and judgments. The necessary steps are recommended below:

1. Salary is the primary and most important factor for satisfaction. It should be high enough to maintain the
living standard of employees. The authority should consider that salary structure and benefits should be
reasonable and comparable with that of other banks and /or other similar institutions.

2. All the superiors at each level should be cordial and friendly to their subordinates.

3. Sonali Bank Ltd. should ensure the overall job security to the employee by a contract sign.

4. Sonali Bank Ltd. should give more attention to personal accomplishment and recognition of the employee
to increase the level of job satisfaction.

5. Sonali Bank Ltd. can give attention to the office decoration so that employee can stay with comfort and
relax to work there as a place.

6. Managers should concern about the facility and demand of junior level of employees rather than selective
officers by removing biasness.

7. Management assures their employees that they have rights to take their decisions related their work areas
independently and can choose their own method of working.

8. The scope of promotion should be increased otherwise turnover rate will be increased.

9. They should also arrange award ceremonies to find out the most talented, honest, sincere person in the
institution and appreciate him or her for his outstanding performances.

10. The compensation should increase so that they can match with their responsibility.

11. Since they don‟t pay proper compensation they should facilitate benefits so that fewer compensation is a
least bother to employees.
12. Supervisor should provide a clear feedback to all.

17
13. Job description should be redesigned so that the employees get the opportunity to apply their talents and
expertise.

14. The bank should have a transparent standing policy for promotion of employees so that an officer not
getting promotion can clearly understand the causes behind it and may devote him to be fit for promotion.
So that they can improve their working standard with a competitive attitude to make themselves fit for the
future promotion.

15. The study determined six areas of job satisfaction of Sonali Bank Ltd. officers. They are: supervision,
rewards, operating procedure, co-workers, nature of work and communication system. The bank authority
should be careful to maintain this trend, so that the level of job satisfaction can prevail in the minds of
officers.

16. The job should be interesting enough, so that it must create enthusiasm among the employees.

17. Sharing of information among different divisions within the organization should be possible; so that the
employees feel belongingness.

18. There should be provision for different kind of rewards for better performance. It will encourage them to
take responsibility and also will improve their willingness to perform better.

19. Training and development program must be provided to the employees at regular intervals to update their
knowledge and skills.

20. Management should be identify the weak employees and provide them proper training to develop their
skills.

21. Principal branch is a big branch, but these large numbers of people are operated without any modern HR
operation. So that I recommend at least one HR employee should include in the branch.

18
5.4 CONCLUSION
After the analysis of statistical data and findings arrived, it can be concluded that employees of the Sonali
Bank Limited in nurture differential level of satisfaction across organizational variables, such as, salary/
compensation, training and development, the nature of job, work life balance, colleagues relationship, job
security, chain of communication or relationships, decision- making, welfare measures, rewards and
recognition, attitude of superiors, roles of the employees, working conditions, team work promotion
policies etc. On the face of statistical findings, difference in percentage between satisfaction and
dissatisfaction suggests that factors of salary, inter-personal relationship, communication, attitude of
superiors, working conditions and team work are more significant in determining job satisfaction of
employees of the Sonali Bank Limited. It can be pointed out that improvement in organizational variables,
most particularly, in performance appraisal system, promotional strategies, position status and related
rewards etc. may enhance job satisfaction and morale of employees in the Sonali Bank Limited. It is found
in this study that job is inevitable part of the staffs. Despite differences in their works and support, they are
satisfied in their job.

19
Appendix’s
Questionnaire
On
Job Satisfaction of Sonali Bank Ltd.

Age
Designation

[Please tick (√) your opinion about the following statements range from Strongly Disagree to
Strongly Agree]

SL. Statements Strongly Agree Neutral Disagree Strongly

No. Agree Disagree
1 Are you satisfied with your regular
assigned activities?

2 Do you think that the leaders in your

organization are positive role models to
you?

3 Does the supervisor keeps you well

informed about what„s going on in the
company?
4 Do you think that your views and
Participation are valued in the
company?
5 Does the supervisor care most
important to you?
6 Are you satisfied with the
professionalism of the people with
whom you work?
7 Do you feel flexible with the team
spirit in your work environment?
8 Does your work give you a feeling of
personal accomplishment?
9 Do you receive appropriate recognition
for your contributions?
10 Does the empowerment influence the
quality of your work?
11 Are you satisfied with the ability to
maintain a balance between family and
work life?
12 Do you think that your compensation
matches to your responsibilities?
13 Are you satisfied with the overall job
security?
14 Do you receive informal praise and
appreciation from your supervisor?
15 Are you satisfied with the company as
a place to work?

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REFERENCES

Books:
 Fundamentals of Human Resource Management-10/e, DeCenzo/Robins.

Reports:
 Annual Reports of Sonali Bank Limited 2018.
 Sonali Bank Prospectus.
 Auditors' Report and Financial Statements of Sonali Bank Limited & its
Subsidiaries as at and for the year ended 31 December 2017
 Learning from internship period

Web References:
 www.sonalibank.com.bd.
 www.wikipedia.org.

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