Department of International Business

University of Dhaka
Internship Report On

Work flexibility in EXIM Bank limited Bangladesh

Submitted to:
Dr. Mansura Akter
Associate Professor
Department of International Business
Faculty of Business Studies
University of Dhaka

Submitted By:
Jony Miah
ID: BE-030-026
12th Batch
Department of International Business
Faculty of Business Studies
University of Dhaka

Date of Submission: 20 November, 2023

0
 Letter of Transmittal
20th November, 2023
Dr. Mansura Akter
Associate Professor
Department of International Business
Faculty of Business Studies
University of Dhaka
Subject: Internship Report on "Workplace Flexibility in Exim Bank Bangladesh Limited"

Sir,
I trust this letter finds you well. I am writing to transmit my internship report titled
"Workplace Flexibility in Exim Bank Bangladesh Limited," which I undertook as part of the
requirements for the completion of my BBA at University of Dhaka.
The report is structured with sections introducing the concept of workplace flexibility, detailing
specific practices at Exim Bank, and incorporating case studies, employee testimonials, and a
comparative analysis with industry best practices.
I wish to express my gratitude to the entire Exim Bank team for their support and cooperation
during my internship. The experience has been invaluable in gaining practical insights into the
banking industry and understanding the importance of workplace flexibility in ensuring
employee satisfaction and organizational success.
Therefore, I trust that this report will meet your expectations, and I am available for any
further clarification or discussion regarding its content. Thank you for providing me with the
opportunity to contribute to the ongoing development of Exim Bank Bangladesh Limited.

Sincerely,
Jony Miah
ID: BE-030-026
12th Batch
Department of International Business
Faculty of Business Studies
University of Dhaka

1
 Acknowledgement
I'd like to start by thanking the Almighty for the blessings that enabled me to complete this
research. I extend my sincere appreciation to my supervisor, Mansura Akter, an Associate
Professor in the Department of International Business at the University of Dhaka, for her
guidance, valuable input, and patience throughout this study.
I'm grateful to the respondents for their honesty, time, and cooperation in providing vital
research information. My thanks also go to my family, friends, and all those who supported and
cooperated with me during this study. I want to acknowledge the participants of this research
who played a crucial role. I made every effort to include all pertinent information on this topic,
and I welcome constructive criticism.

2
 Executive Summary
This research explores the impact of flexible working conditions on employee job satisfaction at
Exim Bank Bangladesh Limited. Chapter 1 introduces the critical role of banks in a country's
commercial sector and industrialization, emphasizing the importance of internships, particularly
for Business Administration students.
Chapter 2, the Literature Review, explores four primary categories related to workplace
flexibility: employee satisfaction, gender disparities, organizational culture, and specific
contexts. The review establishes a positive correlation between flexible work arrangements and
employee well-being, while acknowledging the need for further exploration.
Chapter 3, the Methodology, outlines the research steps undertaken to study the impact of
flexible working conditions on employee job satisfaction at Exim Bank Bangladesh Limited.
Data collection methods include primary sources (questionnaires and interviews) and secondary
sources (published data).
Chapter 4 details the intern's experiences over four weeks at Exim Bank, covering various
aspects of banking operations such as account opening, loan processing, Letter of Credit
transactions, and cash handling. The internship provided valuable insights into the day-to-day
functions of the bank.
Chapter 5, the Critical Assessment of the Internship Work, lists seven key learnings from the
internship, including the practical application of knowledge, networking, understanding
workplace culture, enthusiasm, journaling for personal growth, effective communication, and
the importance of feedback. Employee interviews at Exim Bank Eskaton Branch focus on work
flexibility.
Chapter 6 concludes the research, summarizing the findings and emphasizing the positive
relationship between flexible working conditions and employee satisfaction. Recommendations
are provided for implementing flexible working policies at Exim Bank, encouraging senior
commitment, inclusive options, a case-by-case approach, and focus on outputs, client-centric
benefits, and diverse flexible working options.
The study's objectives, outlined in Chapter 1.3, focus on evaluating current flexibility policies,
understanding employee perceptions, and anticipating future trends. The specific objectives
include analyzing the impact of flexible working conditions on productivity, job satisfaction, and
work-life balance.

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Table of Contents
Letter of Transmittal......................................................................................................................1
Acknowledgement..........................................................................................................................2
Executive Summary.......................................................................................................................3
Chapter 1........................................................................................................................................5
INTRODUCTION..........................................................................................................................5
1.1 Types of workplace flexibility...............................................................................................5
1.2 Overview of the organization.................................................................................................6
1.2.1 Exim Bank Bangladesh Limited.....................................................................................6
1.3 Objectives of the Study..........................................................................................................8
Chapter 2........................................................................................................................................9
LITERATURE REVIEW..............................................................................................................9
2.1 Draws connection between Workplace Flexibility and Employee Satisfaction....................9
2.2 Gender Disparities and Quality of Work Life........................................................................9
2.3Workplace Flexibility and Organizational Culture...............................................................10
2.4 Theoretical and Conceptual Frameworks of Workplace Flexibility....................................10
2.5 Specific Contexts of Workplace Flexibility.........................................................................10
2.6 Summary of Literature Review............................................................................................11
Chapter 3......................................................................................................................................29
METHODOLOGY......................................................................................................................29
Chapter 4......................................................................................................................................31
INTERNSHIP JOB PART...........................................................................................................31
4.1 Description of work by week...............................................................................................31
Chapter 5......................................................................................................................................33
CRITICAL ASSESSMENT OF THE INTERNSHIP WORK.................................................33
5.1 Learning from the Internship...............................................................................................33
5.2 Relation of work assignments with academic learning during BBA...................................34
5.2 Existing Employee Interview...............................................................................................35
Chapter 06....................................................................................................................................37
CONCLUSION............................................................................................................................37
6.1 Recommendations................................................................................................................38
REFERENCES.............................................................................................................................41

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 Chapter 1
INTRODUCTION
Banks assume a pivotal role in a nation's commercial sector and industrialization.
Fundamentally, they attract deposits from consumers at an interest rate and subsequently lend
these funds to borrowers at another interest rate over a defined period. Within this realm, banks
offer various interest-bearing instruments and avenues for consumers to transact and deposit
their funds. While most features are consistent across different banks, distinctions arise in
customer service and supplementary offerings. The banking sector is characterized by a
multitude of employees, each contributing distinct roles within the workplace.

Participation in an internship program is essential for every student, particularly those studying
Business Administration, as it provides invaluable real-world experience. Consequently,
students incorporate internship programs into their bachelor's degree curriculum to embark on
their professional journey equipped with practical insights. Given the contemporary landscape,
possessing a fundamental understanding of banks and their operational procedures has become
imperative for everyone.

1.1 Types of workplace flexibility

Remote
Working
Telecommuti
Flexitime ng
Breast
Freelancing
feeding hour
Compresed
Job Sharing
work week

5
In a bank, work flexibility can take various forms:
1. Flexible Hours: Employees may have the option to choose their working hours within certain
limits, allowing for better work-life balance.
2. Remote Work: Some roles may offer the possibility to work from home or other remote
locations, providing flexibility in the work environment.
3. Part-Time or Job Sharing: Employees may have the option to work part-time or share a
full-time position with another colleague.
4. Compressed Workweek: This involves condensing a standard five-day workweek into fewer
days, allowing for longer weekends.
5. Flexitime: Employees have the flexibility to determine their start and end times within a
specified range, accommodating personal preferences.
6. Telecommuting: Similar to remote work, telecommuting allows employees to perform their
duties from a location outside the office, often using technology to stay connected.
7. Flexibility in Roles: Some banks offer flexibility by allowing employees to rotate or switch
between roles based on their skills and interests.
8. Job Flexibility Agreements: Tailored arrangements between employees and employers to
meet individual needs, such as adjusted schedules or reduced hours for a certain period. These
flexibility options can contribute to employee satisfaction and help banks attract and retain
diverse talent.

1.2 Overview of the organization

1.2.1 Exim Bank Bangladesh Limited
The Export Import Bank of Bangladesh Ltd. (EXIM Bank) started in 1999 with the vision of
contributing to the country's socio-economic development through industrialization, woman
empowerment, foreign trade, infrastructural development, income generation, and job creation
(EXIM Bank, 2023). Founded by Late Mr Shahjahan Kabir, the bank gained support from
successful entrepreneurs, including Mr Nazrul Islam Mazumder, who later became the
Chairman (EXIM Bank, 2023).
Originally named Bengal Export Import Bank Ltd., it was later renamed Export Import Bank of
Bangladesh Ltd. in 1999 (EXIM Bank, 2023). Under the leadership of Mr Alamgir Kabir and

6
Mr Mohammad Lakiotullah, the bank quickly established itself in the industry, transitioning to
Shariah-Based Islami Banking in 2004 (EXIM Bank, 2023). Mr Kazi Masihur Rahman, who
served as Managing Director from 2006 to 2011, led the bank's move to a centralized IT
platform (EXIM Bank, 2023).
Mr. Md. Fariduddin Ahmed took over as Managing Director in 2011, focusing on capital
adequacy and asset quality (EXIM Bank, 2023). After his retirement, Dr Mohammed Haider Ali
Miah, an Islamic banking scholar, became the Managing Director in 2012, leading the bank to
excellence in various areas (EXIM Bank, 2023). He retired in September 2022 after a successful
10-year tenure (EXIM Bank, 2023).
Following Dr Miah's retirement, Mr Mohammad Feroz Hossain, a foreign trade expert, became
the Managing Director & CEO in September 2022, aiming to enhance customer experience and
ensure sustainability through asset and deposit restructuring (EXIM Bank, 2023).
1.2.2 Products and services of Exim Bank
The Export Import Bank of Bangladesh Ltd. (EXIM Bank) provides a range of products and
services to cater to diverse customer needs. These include:
 Retail Banking
- Services tailored for individual customers, such as personal accounts, savings accounts, and
fixed deposits.
 Agriculture Banking:
- Specialized financial products and services to support the agriculture sector, including loans
and banking solutions for farmers and agribusinesses.
 Remittance:
- Efficient and secure transfer of funds both nationally and internationally, facilitating
remittance services for individuals and businesses.
 Corporate Banking:
- Comprehensive financial solutions designed for corporate clients, including large enterprises.
This may include business loans, trade finance, and other corporate banking services.
 SME Banking:
- Products and services tailored for small and Medium-sized Enterprises (SMEs), addressing
their specific financial needs and helping them grow.

7
1.3 Objectives of the Study
The study on the impact of the flexible working conditions on the employee job satisfaction is
aimed to analyze the flexible working conditions and its impact on the employee productivity,
employee job satisfaction and employee’s work -life balance. The flexible working conditions
are able to increase the productivity and efficiency of the employee by that organization will get
the quick output from its employees. All these flexible working arrangements may not be
applicable for all the levels of the employees. Based upon the job or role performed by the
employee these flexible working conditions may be varied.
The specific objectives of this study are discussed as follows:
 To evaluate current flexibility policies
 To sort out employee perception and satisfaction about workplace flexibility
 To understand the Future Trends of workplace flexibility

8
 Chapter 2
LITERATURE REVIEW
Workplace flexibility has emerged as a critical aspect of contemporary organizational structures,
responding to the evolving dynamics of work environments and the diverse needs of employees.
This literature review explores research contributions in four primary categories: Workplace
Flexibility and Employee Satisfaction, Gender Disparities and Quality of Work Life, Workplace
Flexibility and Organizational Culture, and Specific Contexts of Workplace Flexibility.

2.1 Draws connection between Workplace Flexibility and Employee Satisfaction

Numerous studies (1, 3, 4, 9, 10, 16, and 17) investigate the relationship between workplace
flexibility and employee satisfaction. Findings consistently suggest a positive correlation
between flexible work arrangements and employee well-being. For instance, research by Ma
(2018) employing Structural Equation Modeling (SEM) establishes a positive link between work
flexibility, perceived organizational support, and employee job satisfaction. Similarly, studies (4,
9) reveal a strong positive correlation between flexible working arrangements and employee
satisfaction in the IT sector, emphasizing its predictive role in job satisfaction.

2.2 Gender Disparities and Quality of Work Life

Research (6, 8, and 15) delves into gender-based variations in the perception of workplace
flexibility and its impact on the quality of work life. Saif et al. (2016) identify factors influencing
job satisfaction among female employees in private commercial banks, highlighting the
importance of job security, participation in decision-making, and flexible working hours.
Additionally, Islam et al. (2018) uncover the significance of empowerment and trust in
promoting women's access to senior positions in the Ready Made Garments (RMG) industry.

9
2.3Workplace Flexibility and Organizational Culture

Several studies (14, 19) explore the integration of workplace flexibility into organizational
culture. Fassiotto et al. (2011) evaluate the impact of an integrated career coaching and time
banking system, demonstrating positive outcomes in terms of flexibility culture, wellness, and
research productivity in an academic medicine setting. Galinsky et al. (2011) underline the
pivotal role of community leadership in driving positive workplace change through flexibility
initiatives.

2.4 Theoretical and Conceptual Frameworks of Workplace Flexibility

Certain works (2, 11, 12, and 18) contribute to the theoretical understanding of workplace
flexibility. Rally's book (2001) emphasizes the importance of a balanced approach to flexibility,
considering both employer and employee interests. Grawitch and Barber's (2010) study
distinguishes between work flexibility initiatives and nonwork support, emphasizing their unique
contributions to employee well-being. Hill et al. (2008) identify the lack of consistency in
theoretical frameworks addressing workplace flexibility, advocating for further exploration.

2.5 Specific Contexts of Workplace Flexibility

Research (5, 7, 13, 20) explores the impact of workplace flexibility in specific contexts. Angelici
and Profeta (2020) demonstrate the positive effects of smart-working on productivity, well-being,
and work-life balance. Putra et al. (2021) analyze the effects of flexible working hours and
remote work during the COVID-19 pandemic in the banking industry. Kossek's (2015) study
delves into the challenges and benefits of different types of workplace flexibility, emphasizing
the need for a nuanced understanding of their outcomes.
This literature review underscores the multifaceted nature of workplace flexibility, emphasizing
its positive impact on employee satisfaction, gender disparities, organizational culture, and
specific industry contexts. While existing research provides valuable insights, further exploration
is warranted to address gaps in understanding the intricacies of workplace flexibility and its
implications for employee well-being in diverse settings. Future research should aim for a
comprehensive understanding of the mechanisms driving the relationship between workplace
flexibility and organizational outcomes.

10
 2.6 Summary of Literature Review

No Title Author & Methodolog Key Literature

. year of y Findings Gap
publicatio Research Data Analysis
n Design collection method
method

1. Working- Jenny Qualitativ Case Study Not The research The literature
time Whittard & e paper's key gap in this
flexibility John findings research paper
and full- Burgess, suggest that in a revolves
time work 2007 retail banking around the
in a retail organization lack of a
banking with a non- comprehensiv
organisatio union enterprise e
n agreement, the understanding
"normal" of how
working week working-time
has expanded, flexibility is
leading to realized in
informal non-unionized
working-time retail banking
flexibility for organizations,
full-time especially for
employees with full-time
caring employees
responsibilities, with caring
often dependent responsibilitie
on line s, and the
managers' associated
discretion, and informal
requiring nature and
potential trade- consequences
offs in terms of of this
increased work flexibility.
intensity for
both employees
and managers.

11
2. Flexibility Gower, Qualitativ Not The article The key The literature
At Work: Aldershot, e appears to findings of the gap identified
Balancing UK, 2001 employ a article suggest in the article
the qualitative that while pertains to the
interests of analysis businesses are need for a more
employer approach, increasingly comprehensive
and involving emphasizing examination of
employee discussions flexibility as a workplace
and critical means to adapt flexibility that
examinatio to competitive encompasses
n of pressures, a not only the
various balanced traditional
perspective approach to managerial
s related to flexibility that viewpoint but
workplace considers the also considers
flexibility interests of the
and both multifaceted
employer- employers and aspects of
employee employees can flexibility,
interests. be more including
beneficial, employee
with motivations and
employees the humane
seeking implementation
flexibility for of flexible
various work
reasons, and arrangements,
the challenge ultimately
lies in aiming for a
operationalizin more balanced
g this concept and inclusive
while perspective on
addressing the topic.
concerns
related to job
security and
employee
rights.

3. Work Max Quantitati Structured Using a The key The existing

Flexibility Kashei, ve surveys and combinatio findings of the literature on
and its 2007 questionnai n of article indicate climate change
Individual res descriptive that employees mitigation
Conseque statistics, with higher strategies lacks

12
nces correlation levels of a
analysis, functional comprehensive
and flexibility, analysis of the
multiple whether in socio-economic
regression standard or impacts on
analysis nonstandard job vulnerable
arrangements, populations in
tend to enjoy developing
significantly countries,
better intrinsic hindering a
and extrinsic holistic
job rewards, understanding
with some of effective
variations policy
between the two measures.
types of work
arrangements.

13
4. Work Tapas K Quantitativ General The data The article's The literature
Flexibility Ray, e Social analysis key findings gap in the
and Work- 2021 Survey method in showed that article is the
Related Quality of the article
work limited research
Well- Work Life comprised flexibility addressing the
Being module descriptive
remained intricate
(GSS-QWL) analyses to
relatively interplay
investigate
stable from between work
trends in 2002 to 2018, flexibility, well-
work impacting job being, and
flexibility
stress, job demographic
over time satisfaction, variables across
and among and overall various
demographiwell-being, industries and
c groups, with working work
along withat home arrangements,
regressionlinked to necessitating a
analyses to
increased job more
assess thestress and comprehensive
relationships
satisfaction, examination of
between taking time these
work off associated relationships.
flexibility
with reduced
and well- job stress and
being improved
indicators.
well-being,
and family-
work
interference
playing a
significant
role in these
dynamics.
5. Smart- Marta Quantitative Data for this The data Smart-working The gap in the
Working: Angelici, study was analysis in led to literature
Work Paola collected this study significant review lies in
Flexibility Profeta, through a involves improvements the scarcity of
without 2020 combination logistic in productivity, randomized
Constraints of firm- regression well-being, and experiments
provided and ordinary work-life establishing
information, least squares balance, with a causal effects of
objective (OLS) particular managerial
productivity models to positive impact procedures on
metrics, and estimate the on women and productivity,
pre-and post- impact of no negative particularly in
treatment smart- spillover the context of

14
 questionnaire working effects on non- non-routine
s (treatment) participating tasks, and the
administered on various control group need for causal
to workers productivity, workers, evidence on the
and well-being, highlighting economic
supervisors. and work- the potential consequences
life balance for greater of "smart-
indicators, efficiency and working,"
while also gender equality which extends
considering in work beyond
control organizations. telecommuting,
variables while also
and using a addressing the
difference- mixed findings
in- on flexibility's
differences impact on
approach. work-life
balance and
gender
differences in
its utilization.

6. Factors Abu A mixed- The data for Correlation The research The literature
Affecting Naser method this study was analysis identified gap in this
Job Mohamm approach, collected and several key research study
Satisfactio ad Saif, combining using a multiple factors is the
n of Md. both structured regression positively insufficient
Female Bashir qualitative questionnaire analysis affecting job exploration of
Employees Uddin, A. and administered satisfaction job satisfaction
of Private K. M. quantitativ to 110 female among female among female
Commerci Ahasanul e methods employees employees in employees in
al Banks in Haque, working in private the private
Banglades Md. various commercial commercial
h: An Mizanur private banks in banking sector
Empirical Rahman, commercial Bangladesh, in Bangladesh,
Investigati Mohamm banks in including job necessitating
on ad Sylhet, security, the
Abdullah Bangladesh, participation in identification
Al to gather decision of key job-
Mamun, information making, related factors
2016 on factors promotional that notably
related to job opportunities, influence their
satisfaction benefits and job satisfaction
and assess services, and offering
their overall flexible guidance for
job working hours, effective

15
 satisfaction and the attitude management of
levels. of top these factors to
management, enhance job
collectively satisfaction in
explaining this specific
78.3% of the context.
variation in
their job
satisfaction,
while some
other factors
were not
significantly
related to job
satisfaction.
7. The Kresna A mixed- Data was The data During the The literature
Impact of Chandra methods collected was COVID-19 gap identified
Flexible Putra, approach, using a analyzed pandemic, in this research
Working Tedo utilizing combination using a flexible is the lack of
Hours, Aris surveys of online mixed- working comprehensive
Remote Pratama, and surveys and methods hours studies
Working, Rionaldo interviews semi- approach, negatively examining the
and Work Aureri to collect structured involving affected job specific
Life Linggaut quantitativ interviews both satisfaction, challenges and
Balance to ama, e and conducted quantitativ while remote opportunities
Employee Sekar qualitative with e analysis working had a faced by mid-
Satisfactio Wulan data employees in of survey moderately sized banks in
n in Prasetya the banking responses positive implementing
Banking ningtyas, sector during and impact, and remote work
Industry 2021 the COVID- qualitative both factors strategies
during 19 analysis of positively during the
Covid-19 pandemic. interview influenced COVID-19
Pandemic transcripts work-life pandemic,
Period to identify balance in the particularly in
patterns banking the context of
and themes industry. emerging
related to economies.
the impact
of remote
work in the
banking
sector
during the
COVID-19
pandemic.

16
8. Quality of Ayesha Qualitative The data The data A study with The literature
Work Life Tabassum collection analysis 192 gap in this
Among , Tasnuva method method respondents in study refers to
Male and Rahman involved employed private the limited
Female and using a both commercial research on
Employees Kursia structured descriptive banks in gender
of Private Jahan, questionnaire statistics, Bangladesh differences in
Commercia 2011 to gather including found that male Quality of
l Banks in quantitative means and employees Work Life
Bangladesh data from standard generally (QWL) in the
bank deviations, reported higher context of
employees on and levels of private
their inferential satisfaction in commercial
perceptions of statistics various banks in
Quality of such as dimensions of Bangladesh,
Work Life Spearman Quality of particularly
(QWL) and correlation Work Life focusing on the
demographic and Mann- (QWL) dimensions of
information. Whitney U compared to QWL and the
Test to female disparities in
examine employees, the perceptions
relationship with significant of male and
s and differences in female
differences perception, employees.
between particularly in
variables. 'adequate and
fair
compensation,'
'flexible work
schedule and
job
assignment,'
'attention to job
design,' and
'employee
relations,'
emphasizing
the need to
address
gender-based
disparities to
improve
overall
workplace
satisfaction and
well-being.

17
9 Impact of Seema Qualitative Data was The data The analysis The literature
Flexible Wadhawa collected analysis revealed that review in the
Working n using a methods there is a provided text
Arrangement questionnair involved the strong does not
s On e as the use of positive explicitly
Employee primary data descriptive correlation mention any
Satisfaction collection statistics, between identified
In It Sector method. correlation Flexible literature
analysis, and Working gaps or
regression Arrangement research
analysis to and questions
examine the Employee that remain
relationship Satisfaction unanswered
between in the IT in the
flexible sector, with existing body
working Flexible of research.
arrangement Working
s and Arrangement
employee predicting
satisfaction, 39% of the
as well as variation in
their impact Employee
on various Satisfaction,
dimensions and that
of well- female
being. employees
tend to seek
more
flexibility in
their work
arrangements
.
10 The effect Xuejiao Quantitativ The data for Structural The article's The
. mechanism of Ma, 2018 e this study Equation key findings literature
work were Modeling indicate a gap
flexibility on collected (Sem) positive addressed by
employee job through a correlation this study is
satisfaction questionnair between the need for
e survey in work more
which 309 flexibility, research
employees perceived examining
working in organizationa the impact
R&D and l support, and of work
sales employee job flexibility on
departments satisfaction, work-related

18
 of various emphasizing variables
companies the like job
self-assessed importance satisfaction,
their of as well as
responses. organizations the
providing mediating
flexible work mechanisms,
arrangements with
to enhance previous
employee research
well-being primarily
and job concentratin
satisfaction. g on work
flexibility's
effects on
work-family
balance and
emotional
factors.

11 Work Matthew J. Quantitative Not Thematic The key The literature

flexibility Grawitch analysis findings of gap identified
or nonwork the study in the study
support? indicate that pertains to the
Larissa K
Theoretical participation need for more
Barber,
and in work research that
2010
empirical flexibility distinguishes
distinctions initiatives is and explores
for work- significantly the unique
life associated effects of work
initiatives with positive flexibility
outcomes initiatives and
such as nonwork
reduced support
work-to-life benefits on
conflict, employee well-
increased being, as
work existing studies
engagement, often treat them
and higher as a single
life aggregated
satisfaction, concept,
while neglecting their
nonwork individual
support contributions to
benefits work-life

19
 primarily balance and
have a satisfaction.
negative
impact on life
satisfaction,
emphasizing
the distinct
roles of these
two
components
in employee
well-being.

12. Flexibility Gower, Qualitative Does not - The key The literature
At Work: Aldershot, specify findings of the gap in the
Balancing UK, 2001 book context of the
the "Flexibility At book
interests of Work: "Flexibility At
employer Balancing the Work:
and interests of Balancing the
employee employer and interests of
employee" by employer and
Peter Rally employee" by
include the Peter Rally
importance of appears to be the
achieving a need for more
balanced rigorous
approach to theoretical
flexibility that perspectives and
accommodates empirical
the interests of research to
both employers support the
and employees, author's
considering prescriptive
different formulations
models of regarding
flexibility, flexibility at
regulatory work and its
support, and the impact on both
potential for employers and
improved employees,
employee particularly in

20
 satisfaction and the face of
productivity. downsizing and
changing
employment
practices.

13 Workplace Ellen Ernst Qualitative Not Not The key The literature gap
Flexibility: Kossek,2015 findings in the context of
Integrating regarding the workplace
Employer and four primary flexibility
Employee types of research is the
Perspectives to workplace need for further
Close the flexibility exploration into
Research– reveal that the nuanced
Practice while they outcomes and
Implementation offer benefits experiences of
Gap such as different types of
increased workplace
control and flexibility for
reduced costs various job roles,
for both industries, and
employees and organizational
employers, contexts,
they also come including a more
with comprehensive
challenges like understanding of
potential the potential
burnout and challenges and
coordination solutions
issues, associated with
emphasizing their
the implementation.
multifaceted
nature of
implementing
flexible work
arrangements.

21
14 An Magali Qualitative Not The data The ABCC The identified
Integrated Fassiotto, specify analysis program at literature gap in
Career Caroline methods in Stanford the study
Coaching Simard, the study School of pertains to a
and Time Christy included Medicine lack of
Banking Sandborg, paired t-tests eased work- comprehensive
System Hannah for survey life and work- prior research
Promoting Valantine, analysis, work conflicts on programs
Flexibility, Jennifer factor for faculty, addressing both
Wellness, Raymond, analysis to improving work-life and
and 2011 create scales flexibility work-work
Success: A for program culture, conflicts for
Pilot impact, wellness, faculty in
Program at descriptive professional academic
Stanford statistics for development, medicine and
credit accrual institutional their impact on
University
and usage, satisfaction, culture,
School of
and grant and research wellness, and
Medicine
success rate productivity, research
comparisons yielding 1.3 productivity.
for research additional
productivity awards per
assessment. participant,
equivalent to
around $1.1
million each.

15 Impact of Md Asadul Qualitativ Not Does In this study, The literature

Empowerme Islam, Amer e not the gap in this
nt, Hamzah specif researchers study lies in
Flexibility Jantan, Faraj y developed a its limited
and Trust on Aldaihani, Md conceptual focus on the
Women's Adnan framework impact of
Access to Rahman, Arif with three empowermen
Senior Md Khan, independent t, trust, and
Positions in Setaruzzaman variables, flexibility on
RMG Shahin, empowermen women's
Industry of Mohammad t, trust, and access to
Bangladesh Nurul Alam, flexibility, senior
2018 and assessed positions in
their impact the RMG
on women's industry of
access to Bangladesh,
senior lacking a
positions in broader
the Ready examination

22
 Made of factors,
Garments potential
(RMG) barriers, and
industry in broader
Bangladesh, contextual
finding that influences on
empowermen gender
t and trust disparities in
had a senior roles.
significant
positive
relationship
with
women's
access to
senior
positions,
while
flexibility
had a less
significant
impact.
16 Flexible Laurel A Qualitativ Questionnai Not The -
work McNall 1, Ali e re availability
arrangement ne D of flexible
s, job Masuda, Jessi work
satisfaction, ca M Nicklin arrangements
and turnover , such as
intentions: flextime and
the compressed
mediating workweek,
role of work- enhances
to-family work-to-
enrichment family
enrichment,
which, in
turn, leads to
higher job
satisfaction
and lower
turnover
intentions
among
employed
adults.

23
 17 Workplace E. Jeffrey Quantitative Survey Regression Work Hours Utilization
Flexibility, Hill, Design, Models, and Work- of
Work Jenet Translation Comparisons Life Conflict, Workplace
Hours, and Jacob and Cultural Global Meta- Flexibility
Work-Life Erickson, Sensitivity Analyses on
Conflict: and Workplace
Flexibility,
Finding an Erin K. Perceived vs.
Extra Day Holmes, Used
or Two Maria Workplace
Ferris, Flexibility,
2010 Multinational
Comparisons

18 Defining and E Jeffrey Qualitative Not Conceptual Types of The article

conceptualizing Hill, analysis Workplace highlights a
workplace Joseph G based on Flexibility, lack of
flexibility Grzywacz, theories Schedule consistency
Sarah and Flexibility, in theoretical
Allen, models Location frameworks
Victoria L related to Flexibility, addressing
Blanchard, workplace Duration workplace
Christina flexibility. Flexibility flexibility
Matz- and the need
Costa, for further
Sandee exploration
Shulkin, of theoretical
Marcie perspectives
Pitt- in work-life
Catsouphe research.
s 2008

19 Workplace Ellen Qualitative Not Not The research While the

Flexibility Galinsky, underscores article
: From Kelly the pivotal role provides
Research Sakai, of community valuable
to Action and Tyler leadership, insights into
Wigton, emphasizing the lessons
that learned from

24
 Fall 2011 collaborative the When
efforts Work Works
addressing project, it
community doesn't
challenges, explicitly
framing mention a
flexibility as review of
part of existing
effective literature or
workplaces, identify
recognizing specific gaps
Sloan Awards' in the
effectiveness, literature.
and integrating
continuous
education and
communication
are key factors
driving
positive
workplace
change.

20 The Barbara Qualitative Not Not The research The literature

Human Schneider, reveals a gap identified
Face of John A. growing work- in the study
Workplace Hannah family conflict revolves
Flexibility over the past around the
thirty years, need to
leading to explore
increased stress, subjective
negative health emotions over
impacts, and time,
emotional particularly in
burdens for understanding
employed how parents
parents, as feel throughout
studied through the day, and
the 500 Family emphasizes
Study and investigating
various gender

25
 methodologies, differences and
highlighting internal
multitasking as variations in
a prevalent daily
coping experiences,
mechanism. especially
concerning
multitasking
dynamics.

Chapter 3
METHODOLOGY
This Research methodology intends to explain the of the study steps undertaken on the impact
of the Flexible Working Conditions on the Employee Job Satisfaction at EXIM Bank limited
Bangladesh.
The data collection methods for this study are as:
 Data Source:
Data is the key element for any kind of research. There are mainly two kinds of Data Sources
called Primary Data Source and Secondary Data Source.
i. Primary Data: This primary data will be fresh data and directly collects from the
respondents for the research purpose. The methods for collecting the primary data are as
follow :

26
 Face to face Interview
 Questionnaire and Schedules
For this study I have chosen the questionnaire tool for collecting the responses or opinion on the
Flexible Working conditions from the employees in the EXIM Bank limited Bangladesh I have
taken the questionnaire responses randomly from the Employees in the EXIM Bank limited
Bangladesh
ii. Secondary Data Source: The data which will be taken from the secondary sources is
called as the secondary Data. This secondary data won’t be considered as the fresh data
and collects from the published sources. The methods for collecting secondary data are
as exim bank Websites institutions data,
iii. Published data: (Articles, Chapters and Textbooks and etc.) and etc for understating and
analysis the Flexible Working Conditions or arrangements concept, I have referred the
Researches conducted by the Personnel and HRM Institutions, Journals by authors.
 Sampling Design and Data Collection:
For this study random sampling technique was used. It is very difficult to collect the information
from the entire population subjected to the research study. So a small part of the entire
population is considered. The sample for the comprised of the employees of the various
departments of bank. I have taken the responses from the employees randomly for the study
from the various departments.
 Analysis of the Study:
After collecting the data from the EXIM Bank limited Bangladesh employees, the data has been
tabulated according to the responses and interested accordingly. For presentation and analyzing
the data I used simple percentage method.

27
 Chapter 4
INTERNSHIP JOB PART
4.1 Description of work by week

Week 1: Opening Account

During my first week, I focused on understanding and participating in the process of opening
new accounts. This involved:
 Customer Interaction:
- Learning how to communicate with customers professionally.
- Understanding the types of accounts offered by the bank.
 Documentation:
- Getting acquainted with the required documents for opening different types of accounts.
- Assisting in the verification of customer information.
28
  Account Setup:
- Observing the steps involved in setting up new accounts in the bank's system.
- Understanding the importance of accuracy in account details.
Week 2: Loan Section
In the second week, I transitioned to the loan section, where the focus was on providing
financial assistance to customers:
 Loan Processing:
- Learning about the different types of loans offered by the bank.
- Understanding the loan application process.
 Risk Assessment:
- Participating in the assessment of risks associated with loan applications.
- Observing how the bank determines loan eligibility.
 Documentation and Compliance:
- Assisting in the preparation and verification of loan documentation.
- Understanding the importance of compliance with regulations.
Week 3: LC Section (Letter of Credit)
During the third week, I was dedicated to the Letter of Credit section, which is crucial in
international trade:
 Understanding LCs:
- Learning about the purpose and types of Letters of Credit.
- Observing how LCs facilitates international transactions.
 Document Examination:
- Participating in the examination of documents related to LC transactions.
- Understanding the importance of accuracy in document verification.
 Communication Skills:
- Developing communication skills for interacting with parties involved in international trade.
Week 4: Cash Section and Clearing Section
During the final week, I rotated between the cash and clearing sections:
 Cash Handling:
- Learning about cash handling procedures, including deposits and withdrawals.
- Understanding the importance of accuracy and security in cash transactions.

29
  Clearing Operations:
- Observing the process of clearing checks and other financial instruments.
- Understanding the role of the clearing section in ensuring smooth transactions.
 Customer Service:
- Focusing on customer service skills in both the cash and clearing sections.
- Dealing with customer inquiries and resolving issues effectively.
Throughout my internship, I gained insights into the overall functioning of a bank and
developed essential skills in customer service, documentation, risk assessment, and compliance.
Each week's experience contributed to a well-rounded understanding of the banking operations
at Exim Bank of Bangladesh.

Chapter 5
CRITICAL ASSESSMENT OF THE INTERNSHIP WORK
5.1 Learning from the Internship

Here are seven insights I gained from my internship experience:

 Application of Knowledge and Skills: I learned how to translate theoretical business
and marketing knowledge into practical applications. From in-depth competitor analysis
to crafting effective marketing plans, my internship allowed me to implement academic
concepts in real-world business scenarios.
 Networking Benefits: Through the internship, I acquired the art of building
professional relationships. I developed skills in introducing myself, discussing my
interests, and sharing my knowledge with entrepreneurs and business owners. This

30
 experience expanded my professional network both within the co-working space and in
the broader market.
 Understanding Workplace Culture: As an international student, I recognized the
uniqueness of each company's culture. Observing interactions among colleagues, I
understood the importance of adapting to and comprehending the dynamics of a
particular workplace culture. I also learned the value of seeking clarification when
needed.
 Enthusiasm as a Key Asset: I discovered the significance of maintaining enthusiasm
as an intern. Being open to acquiring new skills, seeking additional responsibilities, and
demonstrating a genuine curiosity for learning showcased my commitment to the team
and created numerous opportunities.
 Journaling for Personal Growth: Keeping a daily journal proved invaluable for
personal development. Documenting new learnings, feedback from my manager,
identifying strengths and weaknesses, and outlining areas for further research enhanced
my self-awareness and pinpointed areas for improvement.
 The Critical Role of Communication: I realized the pivotal role of effective
communication in a professional environment. Whether through phone, email, or SMS,
I learned to communicate promptly with my manager when questions arose or tasks
were unclear. Strong communication contributed to enhanced productivity, efficiency,
engagement, and personal growth.
 Embracing Feedback: Actively seeking and receiving feedback became a crucial
aspect of my professional development. Recognizing the importance of both positive
and constructive feedback, I understood that this process, though challenging at times,
significantly influences future career success and personal growth.

5.2 Relation of work assignments with academic learning during BBA

During my BBA in the International Business Department, I embarked on a captivating journey
that seamlessly connected my academic learning with real-world experiences. The culmination
of this educational odyssey is reflected in my research project, titled "Workplace Flexibility in
Exim Bank Bangladesh Limited," an endeavor that harmonizes theoretical knowledge with
practical insights gained during my internship.

31
 International Trade Finance: Gain insights into the financial aspects of global trade,
including letters of credit, trade documentation, and financing options for cross-border
transactions.
 Currency Exchange and Risk Management: Learn about currency markets, hedging
strategies, and risk management techniques to navigate the challenges of fluctuating
exchange rates in international business.
 Global Banking Operations: Understand the operational aspects of international
banking, including how banks facilitate transactions, manage accounts, and comply
with regulatory requirements across different countries.
 Compliance and Regulatory Affairs: Explore how banks adhere to international
regulations and compliance standards, crucial knowledge for anyone involved in global
business operations.
 Customer Relationship Management: Develop skills in managing relationships with
international clients, understanding their financial needs, and providing tailored
solutions for businesses engaged in international trade.
 Financial Analysis and Reporting: Gain hands-on experience in analyzing financial
statements, assessing creditworthiness, and preparing reports, skills essential for
evaluating the financial health of international business partners.
 Cross-Cultural Communication: Enhance your ability to communicate effectively in
a diverse, global business environment, as you interact with clients, colleagues, and
stakeholders from various cultural backgrounds.
 Networking Opportunities: Build a professional network within the banking industry,
connecting with professionals who can offer valuable insights and potentially open
doors for future career opportunities.
By combining the theoretical knowledge from your BBA program with practical
experience in a bank, you'll develop a well-rounded skill set that is highly relevant to the
dynamic and interconnected world of international business. This combination can make
you a competitive candidate for positions that require both academic knowledge and real-
world application.

32
5.2 Existing Employee Interview

Exim Bank Bangladesh Limited Eskaton Branch has a total of 25 employees, including 7 female
employees. I conducted interviews with the employees of Exim Bank Bangladesh Limited
Eskaton Branch, focusing on questions related to work flexibility. Here are the questions:
(a) Are you satisfied with the existing working arrangements? Employees at the Exim
Bank Bangladesh Limited are responded to the above question as shown in the below
table
Level of Opinion Rating Number of respondents

Strongly agree 5 12

Agree 4 7

Neutral 3 .3

Disagree 2 2

Strongly Disagree 1 1

Total 25

(b) Are the worker’s possibility to choose the starting and ending of the working hours
which affects their productivity positively? Employees at the Exim Bank Bangladesh
Limited are responded to the above question as shown in the below table

Level of Opinion Rating Number of respondents

Strongly agree 5 9

Agree 4 7

Neutral 3 1

Disagree 2 3

Strongly Disagree 1 5

Total 25

33
(c) Is the Working more flexible hours essential for you in order to meet your family
requirements? Employees at the Exim Bank Bangladesh Limited are responded to the
above question as shown in the below table

Level of Opinion Rating Number of respondents

Strongly agree 5 10

Agree 4 9

Neutral 3 1

Disagree 2 2

Strongly Disagree 1 3

Total 25

(d) Is there having any job sharing situation in your workplace? Employees at the Exim
Bank Bangladesh Limited are responded to the above question as shown in the below
table

Level of Opinion Rating Number of respondents

Strongly agree 5 1

Agree 4 3

Neutral 3 10

Disagree 2 6

Strongly Disagree 1 5

Total 25

(e) Are there having any breast feeding hour facilities in your workplace? Employees at
the Exim Bank Bangladesh Limited are responded to the above question as shown in the
below table

34
 Level of Opinion Rating Number of respondents

Strongly agree 5 10

Agree 4 10

Neutral 3 3

Disagree 2 2

Strongly Disagree 1 0

Total 25

Chapter 06
CONCLUSION
In conclusion, this research sheds light on the dynamic landscape of flexible working conditions
in the banking sector, with a specific focus on Exim Bank Bangladesh Limited. The exploration
of workplace flexibility and its impact on employee job satisfaction reveals a multifaceted
relationship that extends beyond mere convenience. The literature review underscores the
positive correlation between flexible work arrangements and employee well-being, emphasizing
the need for continued exploration to address gaps in understanding.
The internship experience detailed in Chapter 4 provides valuable insights into the day-to-day
operations of Exim Bank, offering a comprehensive view of various banking functions and
fostering the development of crucial skills for the intern. The critical assessment in Chapter 5
highlights key learnings, including the practical application of knowledge, networking,
understanding workplace culture, enthusiasm, journaling for personal growth, effective
communication, and the importance of feedback.
The employee interviews further contribute to the understanding of the existing working
arrangements at Exim Bank, providing a nuanced perspective on factors influencing job
satisfaction. The findings suggest a generally positive response to flexible working conditions,
indicating their relevance in meeting employee needs and fostering a conducive work
environment.
The research objectives, centered on evaluating current flexibility policies, understanding
employee perceptions, and anticipating future trends, have been achieved through a

35
comprehensive methodology that combines primary data collection via questionnaires and
secondary data analysis.
In essence, this research contributes to the ongoing dialogue on the intersection of workplace
flexibility and job satisfaction in the banking sector, offering practical insights and
recommendations for organizations, including Exim Bank Bangladesh Limited, to enhance their
understanding and implementation of flexible working conditions. As the professional landscape
continues to evolve, this study advocates for a proactive approach in adapting to and leveraging
flexible work arrangements to promote employee well-being and organizational success.

6.1 Recommendations

Recommendations for Implementing Flexible Working Policies at Exim Bank Bangladesh

Limited
 Senior Commitment and Regular Review:
- Encourage senior management, including the CEO, to actively support and review the uptake
of flexible working options.
- Conduct regular focus groups to understand staff opinions, ensuring continuous improvement
and adaptation.
 Inclusive Flexible Working Options:
- Ensure flexibility is accessible to a diverse workforce, considering not only caring
responsibilities but also out-of-work learning, volunteering, traveling, religious commitments,
and all career stages.
- Make flexibility available to both female and male employees.
 Individualized Case-by-Case Approach:
- Evaluate flexible working applications on a case-by-case basis, striking a balance between
organizational needs and staff preferences.
- Consider the unique circumstances of each employee to maximize satisfaction and
productivity.
 Focus on Outputs and Team Approach:

36
 - Emphasize the importance of measuring outcomes rather than hours worked, fostering a
team-oriented approach to flexible working.
- Encourage collaboration among team members to ensure seamless workflow and
communication.
 Client-Centric Benefits:
- Acknowledge that flexible working can benefit clients, especially those who prefer meetings
outside normal working hours.
- Align flexibility with client needs to enhance service delivery.
 Cost Savings and Productivity Gains:
- Recognize the financial benefits of homeworking, including savings on rent and utilities.
- Highlight the potential for reduced sickness rates and increased productivity, particularly in
roles requiring unsocial hours.

 Diverse Flexible Working Options:

- Offer a diverse array of adaptable work alternatives, encompassing options such as job
sharing, part-time employment, flexible scheduling, compressed workweeks, annualized hours,
remote work, telecommuting, family leave, short-term breaks, and employment pauses.
 Individual Contracts and Family Contracts:
- Develop individual Flexible Hours Contracts to accommodate employees' preferred working
hours, allowing flexibility during busy periods.
- Introduce Family Contracts to enable family members or friends to share and cover each
other's shifts with minimal notice, supporting family arrangements.
 Childcare Support and Annualized Hours for Projects:
- Establish a rota system for staff working together to ensure availability for childcare and
coordinated rest days.
- Grant unpaid leave during school holidays or permit reduced hours.
- Consider utilizing flexible work arrangements, such as annualized hours, for project-based
areas.
 Career Break Scheme:

37
 - Introduce a Career Break scheme, enabling staff to take an unpaid break with the assurance
of job security upon their return.
By implementing these recommendations, Exim Bank Bangladesh Limited can create a
workplace culture that values and supports flexible working, ultimately contributing to employee
satisfaction, productivity, and the attraction of diverse talent.

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