You are on page 1of 64

Talal Abu-Ghazaleh College of Business

Job Satisfaction among XYZ Bank IT-Department Employees


Submitted in partial fulfillment of the requirement of the Organizational Behavior course , Under the supervision of Professor Adel Al-Rasheed By :Shatha Kamhia 2010

[ Talal Abu Ghazaleh College of Business (TAG-College) "where the gifted become leaders" was founded in 2006 and offers undergraduate and postgraduate degree and training programs in various fields of business. TAG-College is supported by the resources of the Talal Abu Ghazaleh Organization (TAG-Org) in its endeavor to become the premier school of business in the Arab World..]

ACKNOWLEDGEMENT
I would like to convey my heartiest gratitude to several people, for their support and guidance, which helped me to complete this project. I wish to take this opportunity to thank professor Adel Al-Rasheed for the valuable advice and support he given me to carry on this project. It is with the deep sense of gratitude that I express my sincere indebtedness to all XYZ employees and managers who made it possible for this project to be completed by providing me an opportunity to work in the organization and enabling me to utilize all the facilities for successful completion of project. Last but not the least, my endless appreciation goes to my family who has stood by my side and given me support whenever I needed it .

Thank you!

Page | 2

This project is carried to investigate the employees opinion regarding the job satisfaction in XYZ Bank IT-Department , It was requested by professor Adel Al-Rasheed on February 2010 , The investigation in this project is made by Shatha Kamhia . The main finding where , that most of employees in XYZ Bank are recruited according to their education degree and where a signed to work fields in XYZ Bank that suits their degrees . It was concluded that most the participants thinks that the payment for the work they do is not sufficient . The recommendation are , that XYZ Bank should adjust the payment policies to meet the employees expectations , give more attention to the superior subordinate relation and address the low bands in this relations , XYZ Bank should inform employees with its upcoming planes, future strategies and new adopted policies .

Page | 3

TABLE OF CONTENTS

1)

BANK PROFILE

.. 01 ..........10 .... 31

2)

THEORETICAL PERSPECTIVE RESEARCH METHODOLOGY

3)

4)

DATA ANALYSIS & INTERPRETATION ... 36 FINDINGS .... 59

5)

6)

SUGGESTIONS AND CONCLUSION 61 ANNEXURES.. 63 BIBLIOGRAPHY...

7)

Page | 4

XYZ Bank PROFILE

Page | 5

Concerning the information available in this study the XYZ Bank has requested to stay anonymous , due to the sensitivity the study topic is addressing . The XYZ Bank is real organization and all the data collected and the finding made are based on authentic and genuine confidential information provided throw XYZ Bank .

Page | 6

History

The XYZ Bank was established in 1973 as a public shareholding limited company to provide housing finance.

Mid80s The bank progressively began to offer a range of commercial banking services 1997 The banks charter and special law were abrogated and the bank became a full fledged commercial bank. After 24 years of operations, the bank started a new era, when it was converted to a comprehensive bank, providing full commercial and investment banking services. The banks capital was increased several times, and currently amount of JD(252) million the equivalent of USD(355) . Commercial Activities

The XYZ bank is a Jordan-based provider of commercial and investment banking services. The Bank offers retail banking, commercial banking, and treasury and investment products and services. The retail segment offers current account, savings account, salaries account, AMAN account, (Ladys) account, time deposit account, housing loans, personal loans, wire transfers, bank drafts, travelers cheques and Western Union transfers. Its commercial banking segment offers Internet banking, corporate banking, direct and indirect credit facilities, and specialized financing products and services to institutions and corporations. The Banks treasury and investment segment offers foreign exchange, money market, local and international capital market, and brokerage services. XYZ has overseas branches and subsidiaries in Palestine, Syria, Bahrain, Algeria, Libya, Iraq and the United Arab Emirates.
Page | 7

Financial Indicators The Bank maintained a strong capital adequacy ratio of 22.9% in 2009 and a strong liquidity rate of 179% against the 100% minimum rate set by the Central Bank of Jordan. This would allow the Bank to capture future opportunities once conditions improve at the same time insures lower level of risk. Market Share The Bank has the largest branch network in Jordan with 100 branches located all over the country. The Bank also has 43% of total saving accounts in Jordan and 15.1% market share of total assets, 16.7% of customers deposits and 12.7% of direct credit facilities. Community and Social Responsibility National and social objectives were adopted to develop local communities. In 2009, contributions were made to a number of environmental, healthcare, educational, cultural, art, social and sports organizations. The Bank also organized the MENA Regional Economic Forum in cooperation with the Institute of International Finance (IIF). The forum was a unique opportunity for chief economists and other senior executives of IIF member firms in the MENA region and of global institutions with interest in the region to exchange views on global economic and financial developments and their implications for the region. To help the local community, the Bank sponsored the construction of a public park in Abdoun. This 12000 square meter park will have a large green area and reasonable recreational facilities. It is expected to open for the public in the second quarter of 2010.

Page | 8

IT Department of XYZ bank The Information Technology Department (IT Dept) directs the deployment and servicing of technology; positioned as a key resource facilitating the execution of the banks business strategies in obtaining continued growth and competitive advancement in the communities served. Consider this fulfillment organization as a business within a business. The IT Dept primarily serves and is engaged by its Clients, the bank staff. Just as any business, the need to promote ideas, sell opportunity and be held to high service standards is required by all the IT staff in the department. The IT Dept provides the thought leadership at the bank in the area of technology based business opportunities and enablers. In critically linking technology to the business strategies, the IT Dept provides many valued services. The IT Dept mission is to identify, implement and manage cost effective, secure technology capabilities that support and enable the ongoing success of business at the bank. Delivering its mission, the IT Dept exercises many capabilities which collectively define the departments Operating Model and Services. The effectiveness of the team towards reaching its highest performance is greatly increased when the processes, people and technology that underlie the teams Operating Model are clearly defined, established, understood, performed, monitored and adjusted for continuous improvement (Operations Management). A well defined Operating Model, framed by uniformly applied department policies, processes and controls understood by Clients and that engage third parties in a clear, efficient and effective manner is critical.

Major IT initiative XYZ Bank had a major IT initiative to network all branches and move them to a single software platform. The Bank entered into an agreement with IBM for rolling out flexcube to over 100 branches .Customers are benefitting from this initiative all over Jordan .
Page | 9

Location of the bank All over Jordan and abroad. Vision To emerge as a Best Practices Bank by pursuing global benchmarks in profitability, operational efficiency, asset quality, risk management and expanding the global reach. Mission To provide quality banking services . Augmenting low cost deposits. Thrust on retail lending. Toning up asset quality. Accent on cost control. Increasing customer satisfaction.

Maximizing stakeholders value.

Page | 10

THEORETICAL FRAME WORK

Page | 11

JOB SATISFACTION
Introduction
Human life has become very complex and completed in now-a-days. In modern society the needs and requirements of the people are ever increasing and ever changing. When the people are ever increasing and ever changing when the peoples needs are not fulfilled they become dissatisfied. Dissatisfied people are likely to contribute very little for any purpose. Job satisfaction of industrial workers us very important for the industry to function successfully. Apart from managerial and technical aspects, employers can be considered as backbone of any industrial development. To utilize their contribution they should be provided with good working conditions to boost their job satisfaction.. Job satisfaction is important technique used to motivate the employees to work harder. It is often said that A HAPPY EMPLOYEE IS A PRODUCTIVE EMPLOYEE. A happy employee is generally that employee who is satisfied with his job. Job satisfaction is very important because most of the people spend a major portion of their life at working place. Moreover, job satisfaction has its impact on the general life of the employees also, because a satisfied employee is a contented and happy human being. A highly satisfied worker has better physical and mental well being.

Page | 12

Definitions: In simple words , job satisfaction can defined as extent of positive feelings or attitudes that individuals have towards their jobs. When a person says that he has high job satisfaction , it means that he really likes his job, feels good about it and value his job dignity.
ANDREW BRIN

Job satisfaction is the amount of pleasure or contentment associated with a job. If you like your job intensely, you will experience high job satisfaction. if you dislike your job intensely, you will experience job dissatisfaction.

-P. Robbins

Job satisfaction is a general attitude towards ones job: the difference between the amount of reward workers receive and the amount they believe they should receive.
Fieldman and Arnold

Job satisfaction will be defined as amount of overall positive affect that individuals have towards their jobs. HISTORY One of the biggest preludes to the study of job satisfaction was the Hawthorne studies. These studies (1924-1933), primarily credited to Elton Mayo of the Harvard Business School, sought to find the effects of various conditions (most notably illumination) on workers productivity. These studies ultimately showed that novel changes in work conditions
Page | 13

temporarily increase productivity (called the Hawthorne Effect). It was later found that this increase resulted, not from the new conditions, but from the knowledge of being observed. This finding provided strong evidence that people work for purposes other than pay, which paved the way for researchers to investigate other factors in job satisfaction. Scientific management (aka Taylorism) also had a significant impact on the study of job satisfaction. Frederick Winslow Taylors 1911 book, Principles of Scientific Management, argued that there was a single best way to perform any given work task. This book contributed to a change in industrial production philosophies, causing a shift from skilled labor and piecework towards the more modern approach of assembly lines and hourly wages. The initial use of scientific management by industries greatly increased productivity because workers were forced to work at a faster pace. However, workers became exhausted and dissatisfied, thus leaving researchers with new questions to answer regarding job satisfaction. It should also be noted that the work of W.L. Bryan, Walter Dill Scott, and Hugo Munsterberg set the tone for Taylors work. Some argue that Maslows hierarchy of needs theory, a motivation theory, laid the foundation for job satisfaction theory. This theory explains that people seek to satisfy five specific needs in life physiological needs, safety needs, social needs, self-esteem needs, and self-actualization. This model served as a good basis from which early researchers could develop job satisfaction theories.

Page | 14

Importance to Worker and Organization Frequently, work underlies self-esteem and identity while unemployment lowers self-worth and produces anxiety. At the same time, monotonous jobs can erode a worker's initiative and enthusiasm and can lead to absenteeism and unnecessary turnover. Job satisfaction and occupational success are major factors in personal satisfaction, self-respect, selfesteem, and self-development. To the worker, job satisfaction brings a pleasurable emotional state that often leads to a positive work attitude. A satisfied worker is more likely to be creative, flexible, innovative, and loyal. For the organization, job satisfaction of its workers means a work force that is motivated and committed to high quality performance. Increased productivity the quantity and quality of output per hour worked seems to be a byproduct of improved quality of working life. It is important to note that the literature on the relationship between job satisfaction and productivity is neither conclusive nor consistent. However, studies dating back to Herzberg's (1957) have shown at least low correlation between high morale and high productivity, and it does seem logical that more satisfied workers will tend to add more value to an organization. Unhappy employees, who are motivated by fear of job loss, will not give 100 percent of their effort for very long. Though fear is a powerful motivator, it is also a temporary one, and as soon as the threat is lifted performance will decline. Tangible ways in which job satisfaction benefits the organization include reduction in complaints and grievances, absenteeism, turnover, and termination; as well as improved punctuality and worker morale. Job satisfaction is also linked to a more healthy work force and has been found
Page | 15

to be a good indicator of longevity. And although only little correlation has been found between job satisfaction and productivity, Brown (1996) notes that some employers have found that satisfying or delighting employees is a prerequisite to satisfying or delighting customers, thus protecting the "bottom line." No wonder Andrew Carnegie is quoted as saying: "Take away my people, but leave my factories, and soon grass will grow on the factory floors. Take away my factories, but leave my people, and soon we will have a new and better factory" Creating Job Satisfaction So, how is job satisfaction created? What are the elements of a job that create job satisfaction? Organizations can help to create job satisfaction by putting systems in place that will ensure that workers are challenged and then rewarded for being successful. Organizations that aspire to creating a work environment that enhances job satisfaction need to incorporate the following:

Flexible work arrangements, possibly including telecommuting Training and other professional growth opportunities Interesting work that offers variety and challenge and allows the worker opportunities to "put his or her signature" on the finished product Opportunities to use one's talents and to be creative Opportunities to take responsibility and direct one's own work A stable, secure work environment that includes job security/continuity

Page | 16

An environment in which workers are supported by an accessible supervisor who provides timely feedback as well as congenial team members Flexible benefits, such as child-care and exercise facilities Up-to-date technology Competitive salary and opportunities for promotion .

FACTORS INFLUENING JOB SATISFACTION

SOURCES OF JOB SATISFACTION

Organization al factors

Work environment

Work itself

Personal factors

There are no. of factors that influence job satisfaction in an organization. A no. of research studies have been conducted in order to establish some of the causes that result in job satisfaction. These studies have revealed consistent correlation of certain variables with the job satisfaction. These factors are given below:

Page | 17

Organizational factors
1). Salaries and wages : Wages do play a significant role in determining of satisfaction. Salaries and wages is instrumental in fulfilling so many needs. Money facilities the obtaining of food, shelter, and clothing and provides the means to enjoy valued leisure interest outside of work. More over, salary can serve as symbol of achievement and a source of recognition. Employees often see pay as a reflection of organization. Fringe benefits have not been found to have strong influence on job satisfaction as direct wages. 2). Promotion chances: Promotion chances considerably affect the job satisfaction because of the following reasons: Firstly, promotion indicates an employees worth to the organization which is highly moral boosting. This is particularly true in case of high level jobs. Secondly, employee takes promotion as the ultimate achievement in his career and when it is realized , he feels extremely satisfied. Thirdly, promotion involves positive changes e.g high salary, less supervision, increased status etc which enhances job satisfaction. 3). Company policies: Organizational structure and policies also play an important role in affection job satisfaction of employees. An autocratic and highly authoritative structure causes resentment among the employees as compared to a structure which is more open and democratic in nature.

Page | 18

Work environment factors


1). Supervision: Two dimensions of supervisor style: Employee centered or consideration supervisors who establish a supportive personal relationship with subordinates and take a personal interest in them. The other dimension of supervisory style influence participation in Decision making, employee who participates in decision that affect their job, display a much higher level of satisfaction with supervisor an the overall work situation . 2). Work group: The nature of the work group or team will have effect on job satisfaction in the following ways: A friendly and cooperative group provides opportunities to the group members to interact with each other. The work group will be even a stronger sources of satisfaction when members have similar attitudes and values.

Smaller groups provide greater opportunity for building mutual trust and understanding as compared to larger groups. Thus, group size and quality of interpersonal relations within the group play a significant role in workers satisfaction.

Page | 19

3).Working condition: The employees desire good working condition because they lead to greater physical comfort. The working conditions are important to employees because they can influence life outside of work. If people are require to work long hours and / or overtime, they will have very little felt for their families, friends and recreation outside work. So the working conditions inside the organization should be favorable.

Work itself
Along with pay, the content of the work itself plays a very major role in determining how satisfied employees are with their jobs. By and large, workers want jobs that are challenging; they do want to be doing mindless jobs day after day. The two most important aspect of the work itself that influence job satisfaction are variety and control over work methods and work place. In general, job with a moderate amount of variety produce the most job satisfaction. Jobs with too little variety cause workers to feel bored and fatigue. Jobs with too much variety and stimulation cause workers to feel psychologically stressed and burnout.

Job scope: It provides the amount of responsibility , work pace and feed back. The higher the level of these factors , higher the job scope and higher level of satisfaction.

Page | 20

Variety: A moderate amount of variety is very effective. Excessive variety produces confusion and stress and too little variety causes monotony and fatigue which are dissatisfying

Lack of autonomy and freedom: Lack of autonomy and freedom over work methods and work pace can create helplessness and dissatisfaction. Employees do not like strict supervision.

Interesting work: A work which is very interesting and challenging and gives status , provides satisfaction to the employees.

Role ambiguity and Role conflict: Role ambiguity and role conflict also lead to confusion and job dissatisfaction because employees do not know exactly what their task is and what is expected of them.

Personal factors

Age and seniority: With age, people become more mature and realistic and less idealistic so that they are willing to accept available resources and rewards and be satisfied about the situation. With the passage of time , people move into more challenging and responsible positions. People who do not move up at all with time are more likely to be dissatisfied with their jobs.

Page | 21

Tenure: Employees with longer tenure are expected to be highly satisfied with their jobs. Tenure assures job security , which is highly satisfactory to employees. They can easily plan for their future without any fear of losing their jobs. Personality: Some of the personality traits which are directly related to job satisfaction are self assurance, self esteem, maturity , challenge and responsibility. Higher the person is on Maslows needs hierarchy , the higher is the job satisfaction. This type of satisfaction comes from within the person and is a function of his personality.

Page | 22

RESEARCH METHODOLOGY

Page | 23

Objectives of the study:


This project work characterizes to evaluate job satisfaction level of employees working in IT-Department of XYZ Bank. The objectives of the study are as follows: A. To analyze banks working environment.
B.

To study and analyze the satisfaction level of employees at XYZ Bank.

C. To study various factors which influences job satisfaction of employees. D. To study the relationship between personal factors of employees (income, designation, education qualification etc.) E. To identify and suggest measures for the improvement of the satisfaction level.

AREA OF STUDY
The study was conducted IT-Department of XYZ Bank .

SAMPLE SIZE
There were 20 respondents selected working in IT-Department of XYZ Bank.

SOURCES OF DATA
Data was collected from both primary and secondary source.

Page | 24

Primary data: The primary data was conducted through structured questionnaire and some personal interview. Secondary data: Secondary data was collected from books, magazines, internet, newspapers.

SCOPE OF STUDY
The scope of the study is very vital. Not only the Human Resource department can use the facts and figures of the study but also the personnel, finance and sales department can take benefits from the findings of the study.

LIMITATION OF STUDY
Data collected was based on questionnaire and interview method only.

Total number of employees in XYZ bank is more but sample size is limited to 20 only.

The research was conducted in limited duration only.

Some respondents hesitated to give actual situation , they feared that management would take action against them.

The findings and conclusions can result in bias.

Page | 25

Statistical tools used for interpretation and analysis


PERCENTAGE ANALYSIS: It refers to special kind of ratio; percentages are used in making comparison between two or more series of data, and used to describe the relation. Since percentage reduced everything to a common based and thereby allows meaningful comparison to be made.

Page | 26

DATA INTERPRETATION AND ANALYSIS

Page | 27

1). Age of employees in bank: Age Respondents Percentage 22-30 9 45% 31-40 6 30% 41-50 5 25%

Source: Questionnaire to the Employees. Analysis: The above Table shows the following .
The analysis revealed that 45% of the respondents are between the age of 22-30 years. 30% of the respondents are between the age group of 31- 40 years and only 25% are between 41-50 years.

Page | 28

2). Gender of employees GENDER RESPONDANT PERCENTAGE MALE 8 40% FEMALE 12 60%

Source: Questionnaire to the Employees. Analysis: The above Table shows the following.
The analysis revealed that 40 % of the respondents working in bank are MALE and 60% FEMALES are working.

Page | 29

3).Marital status of employees:

MARITAL STATUS RESONDENTS PERCENTAGE

SINGLE 6 30%

MARRIED 14 70%

Source:
Employees.

Questionnaire to the

Analysis: The above Table shows


the following. The analysis revealed that 30% of the respondents working in bank are SINGLE and 70 % are MARRIED.

4). Experience of employees at XYZ bank EXPERIENCE RESPONDENTS PERCENTAGE 3-5 YEARS 5 25% 5-10 YEARS 5 25% 10 -15 YEARS 5 25% 15 Above 5 25%

Page | 30

Source: Questionnaire to the Employees. Analysis: The above Table shows the following.
The above analysis reveals that employees working experience varies equally in the XYZ bank 25% for each work experience group

5).When participant asked about do you feel that your job suits your qualification WORK SUITS QUALIFICATION RESPONDENTS PERCENTAGE Yes 13 65% No 7 35%

Page | 31

Source: Questionnaire to
the Employees.

Analysis: The above Table


shows the following. The analysis revealed that 65% of the employees said Yes regarding qualification suits the job in the bank and only 35% said No . Most employees in XYZ bank are recruited in the fields that suits their degree .

6). When my survey asked participants about are you paid within performance linked salary : Payment Performance Yes No

Respondents Percentage

8 40%

12 60%

Page | 32

Source: Questionnaire to the Employees. Analysis: The above Table shows the following.
The analysis revealed that 60% of employees think that payment for the work they do is not sufficient , and 40 % of the employees think its sufficient .

7). Are you satisfied with your pay package?

Pay Package

1)Very Satisfied

2). Satisfied

3). Not satisfied

4) Highly Dissatisfied

respondents percentage

0 0

3 15%

11 55%

6 30%

Page | 33

Source: Questionnaire to the Employees. Analysis: The above Table shows the following.
The above analysis states that 55% of employees are not satisfied with pay package from job they are doing .The XYZ Bank should review its payment policies to improve their employees job satisfaction .

8). What is your level of satisfaction regarding superior subordinate relationship ?


superior subordinate relationship

Very Satisfied

Satisfied

Not satisfied

Highly Dissatisfied

Respondents Percentage

5 25%

7 35%

4 20%

4 20%

Page | 34

Source: Questionnaire to the Employees. Analysis: The above Table shows the following.
The above analysis states 35 %of the employees are satisfied regarding superior subordinate
relationship . the superior subordinate relationship varies for each participants , management in XYZ Bank needs to do more effort so all employees have higher level of satisfaction concerning relation with their superior

9). Do you face any stress in your job ?

Stress in Job Respondents Percentage

Yes 11 55%

No 9 45%

Page | 35

Source: Questionnaire to the Employees. Analysis: The above Table shows the following.
The above analysis states 55% of the employees complain from stress ,which means stress among employees can be noticed management have to focus on solving the stress issues between employees to guarantee the quality of the work .

10). What is your level of satisfaction regarding the work environment ?

work

Very Satisfied

Satisfied

Not satisfied

Highly Page | 36

environment

Dissatisfied

Respondents Percentage

1 5%

11 55%

6 30%

2 10%

Source: Questionnaire to the Employees. Analysis: The above Table shows the following.
55% of employees are satisfied with the work environment ,work environment have great influence on employees performance , the better working environment the more comfortable the employees will feel in their working place

11). Does the bank provide you flexible working hours ?

flexible working hours

Yes

No
Page | 37

Respondents Percentage

13 65%

7 35%

Source: Questionnaire to the Employees. Analysis: The above Table shows the following.
The above analysis that 65% employees agree to the flexibilities in the working hours the XYZ Bank give . The flexible working hours makes employees produce better outcomes for their work , it also can help in reducing the stress and tension that is related to the work load .

12). Are the benefits the bank is extending to you is sufficient ?

Work benefits

Fully Sufficient

Sufficient

Insufficient

Page | 38

Respondents Percentage

0 0

11 55%

9 45%

Source: Questionnaire to the Employees. Analysis: The above Table shows the following.
The above analysis that 55% of employees are happy about the work benefits . 45% of employees have problems with the work benefits.

13). How do you view your job ?

your job

Challenging

Responsible

Motivating

Secured Page | 39

Respondents Percentage

1 5%

11 55%

0 0

8 40%

Source: Questionnaire to the Employees. Analysis: The above Table shows the following.
The above analysis that 55% of employees do feel some kind of responsibly in their work and 40% says that they feel secured in their work .

14). Are you satisfied with your current position?

current

Very Satisfied

Satisfied

Not satisfied

Highly Page | 40

position

Dissatisfied

respondents percentage

0 0

4 20%

10 50%

6 30%

Source: Questionnaire to the Employees. Analysis: The above Table shows the following.
20% of the employees are satisfied from their current job position . 80 % of them are not satisfied from the current position in their work , management in XYZ Bank should investigate in this critical issues since the work position is one of the meager factors that will lead to job satisfaction .

15). Is there any opportunity for your development?

Page | 41

Work development

Yes 11 55%

No 9 45%

respondents percentage

Source: Questionnaire to the Employees. Analysis: The above Table shows the following.
The above analysis shows that 55% of the employees have belief in the opportunity for development in XYZ bank . 45% dont feel that there is chance for development

16). Dose the bank provide any training or tutorials regarding new technologies ?

Page | 42

training or tutorials

Respondents Percentage

Yes 12 60%

No 8 40%

Source: Questionnaire to the Employees. Analysis: The above Table shows the following .
The above analysis shows that 60% of the employees working in the bank have new training or tutorial from time to time 40% dont get any training.

17). Do you practice the new learned technologies in your work ?

Page | 43

practice learned technologies

yes 7 35%

no 13 65%

respondents percentage

Source: Questionnaire to the Employees. Analysis: The above Table shows the following.
The above analysis shows that 65% of employees doesnt practice the new learned training in their work . Management in XYZ Bank should make sure all employees who submitted to new training should practice the learned new information , otherwise the cost the organization endure for the training courses will be wasted since the employees will forget the new information soon without the practice .

18). Do you feel that employees are recognized as individuals ?

Page | 44

employees are recognized

Respondents Percentage

Yes 14 70%

no 6 30%

Source: Questionnaire to the Employees. Analysis: The above Table shows the following.
The above analysis states that 70% of the employees agrees to the fact that they are recognized as unique individuals with different personalities and attitude by the XYZ Bank management .

19). Whether the bank clearly communicates its goals and strategies to you ?

communicates its goals

Yes

No
Page | 45

Respondents Percentage

5 25%

15 75%

Source: Questionnaire to the Employees. Analysis: The above Table shows the following.
The above analysis shows that 75% of employees are not getting to know the XYZ Bank coming changes or future plans that will be implemented . XYZ Bank should be more open with his employees regarding the new policies , future planes , and upcoming change , this way employees will feel more connected the management of the bank .

20). How satisfied are you with your team-spirit in your work environment ?

team-spirit

Very Satisfied

Satisfied

Not Satisfied

Highly Dissatisfied Page | 46

respondents percentage

3 15%

12 60%

2 10%

3 15%

Source: Questionnaire to the Employees. Analysis: The above Table shows the following.
The above analysis states that 60% of employees agrees to the fact that there is great team spirit among them

21). How do you view your relation with your co-workers ?

relation with your

Good

Bad

Cant Say Page | 47

co-workers

Respondents Percentage

14 70%

0 0

6 30%

Source: Questionnaire to the Employees. Analysis: The above Table shows the following.
The above analysis shows that 70% of employees agrees that they have good relations with their co-workers , Good relation among employees means harmony and homogenous in the working place comfortable atmosphere and more social communications between individuals

22). How satisfied are you with your overall job security?

your overall job

Very Satisfied

Satisfied

Not Satisfied

Highly Dissatisfied Page | 48

Respondents Percentage

3 15%

11 55%

4 20%

2 10%

Source: Questionnaire to the Employees. Analysis: The above Table shows the following.
The above analysis shows that 55% of employees feel satisfied from their overall job
security.

Page | 49

23). How do you evaluate the overall satisfaction with your job?

the overall satisfaction with your job

Very Satisfied

Satisfied

Not Satisfied

Highly Dissatisfied

Respondents Percentage

3 15%

13 65%

1 5%

3 15%

Source: Questionnaire to the Employees. Analysis: The above Table shows the following.
The above analysis shows that 65% of employees feel satisfied from their job in XYZ
Bank.

Page | 50

FINDINGS OF THE STUDY

FINDINGS
Page | 51

The findings of the study are follows:

The XYZ Bank has a well defined organization structure. between employees

There is a harmonious relationship is exist in the organization

The employees are satisfied with the present work environment . A STUDY ON JOB SATISFACTION

Most of the workers working in the bank are highly experienced.. employees.

The study reveals that there is a good relationship exists among


All employees agreed that there job security to their present job. Majority of the employees are satisfied with their development plans . From the study it is clear that most of employees agrees to the fact that performance appraisal activities and support from the co-workers in helpful to get motivated.

The incentives and other benefits will influence the performance of the employees. Most of the employees agree with the method of promotions adopted by the bank.

However some employees doesnt have very good relationship with the management..

Lack of communication between management and employees regarding the bank future planes , new adopted strategies and new policies .

Page | 52

There is a problem in implementing and practicing the new training and development programs conducted by the bank which has become one of the major causes of job dissatisfaction.

Some employees do complaint about the work load given to them which result in stress and tension . The employees in the bank were not happy from the salary package and payment.

But on the whole as the employees are govt. servant so they were mostly satisfied with the jobs as their job provides them security.

Page | 53

SUGGESTIONS AND CONCLUSION

Page | 54

SUGGESTIONS
1. Highly educated and experience people should be recruited. 2. Salary is the most important factor considered in job satisfaction. So employees should be given good salary. 3. Employees performance should be appraised from time to time so that organization can come to know about the efficiency of the organization. 4. According to their performance, they should be given incentives. 5. Work should be assigned according to the qualification of the employees. 6. Organization should try to adopt certain measures to enhance team spirit and co-ordination among the employees. 7. superior subordinate relationship should be more flexi bale and build on trust 8. Management of the bank should be friendly with the employees. 9. Employees should be informed by management about all future plans the bank intend to do
10.

Training and development programmers should be conducted

from time to time so that employees does not get bored from their job and make sure these training are implemented immediately .

Page | 55

CONCLUSIONS:
It was good learning session for me during my tenure with XYZ Bank. it is a well organized bank. While doing the project, I learnt a lot about various banking operation. this study was conducted on job satisfaction among XYZ Bank employees. Job satisfaction is a very big concept as it includes various factors associated with job satisfaction of employees. Satisfaction varies from employee to employee. Employees are given equal salaries then also some employees are satisfied with it and some are not. So at end I would like to say , that organization should try to take every possible step to enhance job satisfaction among employees because if employees are satisfied then customers associated with it will also be satisfied.

Page | 56

ANNEXURE
QUESTIONAIRE

Page | 57


1. 22-30 o 31-40 o 41-50 o 51 o 1.

o o o o
2.

2.

5-3 01-5 51-01 51

o o o o
85 | Page

3.

o o
3.

o o o o o o

4.

4.

o o o o

5.

95 | Page

o o
5.

o o o o o o
6.

6.

o o o o o o o
7.

7.

06 | Page

o o o o

8.

o o

8.

o o o o
9.

9.

o o
01.
16 | Page

o o
01.

o o o o o o o o o o o

11.

11.

21.

o o o o
26 | Page

BIBLIOGRAPHY
Page | 63

1. Human resource management 2. Organizational behavior 3. Human resource management WEBSITES www.XYZ Bank.com not real site www. en.wikipedia.org/wiki/Job_satisfaction

Rosy josy Stephen P Robbins L.M Prasad

Page | 64