ADMAS UNIVERSITY

SCHOOL OF POST GRADUATE STUDIES

COURSE: - ORGANIZATIONAL BEHAVIOR &

DEVELOPMENT
TITLE OF ASSIGNMENT: - ORGANIZATIONAL COMMUNICATION ON JOB
SATISFACTION IN COMMERCIAL BANK OF ETHIOPIA NORTH ADDIS ABABA DISTRIC

PROJECT MANAGEMENT SECTION 3 (GROUP 6)

NAME ID NO

1. Bezaye Teshome 2173/21

2. Ferehiwot G/hiwot 2043/21

3. Fufa Merga 2170/21

4. Helen Assefa 2088/21

5. Helen Guesh 2131/21

6. Haymanot Tesfaye 2058/21

7. Meskerem Belatu 2047/21

 CHAPTER ONE

• INTRODUCTION
• Background of the study
 In the current business world, organizations ‘existence largely depends on effective communication.
Employees communicate to each other and to the potential clients in order to develop and build services.
They also communicate to the world at large to sell out their products and services. According to
Goldhaber (2007), communication is the lifeblood of the organization; the glue that binds the
organization; the oil that smoothens the organization‘s function; the thread that ties the system together
and a binding agent that cements all relations.
 This statement clearly shows the important role played by organizational communication in the
organizations today. Organizational communication is a subsection of the Communication studies field.
Simon (2008) indicates that organizational communication performs the function of informing, motivating
and encouraging good will amongst employees of an organization. Organizational communication takes
several procedures either formal or informal. Information could flow downward from top management to
lower cadre management then to the rest of employees or upward from the rest of employees to the lower
cadre then to top management.
 For an organization to perform competently in the business environment today, it has to have high
performing employees . Therefore, employee job satisfaction, which in turn results to employee
commitment and high productivity, is highly desired. Employee job satisfaction is essential in an
organization because this is the backbone of productivity. Employees who are satisfied with their
jobs always produce greater and quality results in optimal time and lead to rising profits (Odemba
2011).
• Commercial bank of Ethiopia has more than 30, 0000 employees with 1,180 branches found to all
sides of the country. The bank tries to give relatively better value for employee’s job satisfaction
till making it as its core value of the bank. But there is still employees complain about their job
satisfaction and there is also senior employees ‘turnover.
• The bank reaches up to prohibition of giving clearance for employees who resign the bank. There
are also top management meetings on issues of job satisfaction.
• But there is no change on salary and benefit and other allowances.
 Objectives of the Study

General objective
• The general objective of the study was to examine the role of organizational communication
on employee job satisfaction in commercial bank of Ethiopia north Addis Ababa district.
Specific objective
• The specific objectives of the study were:-

-. To evaluate the role of organizational communication load on employee job satisfaction.

- To investigate the role of nature of organizational communication on employee job satisfaction.
- To determine the moderating effects of demographic factors on employee job satisfaction.
-To identify the relation among staffs and managers affect job satisfaction.
 CHAPTER TWO

LITRATURE REVIEW
2.1 INTRODUCTION
• This chapter reviewed literature that is associated with organizational communication and job satisfaction.
The linkage between these two concepts is of much interest to management practitioners and researchers.
Among the theories:-
• Maslow’s Theory of Motivation/Satisfaction
• Herzberg’s Two-Factor Theory
• Equity Theory
• Job Design Theory
• Vroom’s Expectancy Theory
 CHAPTER THREE

RESEARCH DESIGN AND METHODOLOGY

• Research Design
A research design is simply the framework of the study. From different types of
research designs, explanatory type of research design was employed as a main
research design for this study to the realization of intended objective.
 CHAPTER FOUR

• CONCLUSIONS AND REFERENCE

 Conclusions
• Employee job satisfaction can improve service quality and increase employee motivation. In this situation, policy makers and
managers of the bank should have turned their attention to provide different kinds of facilities to their employees in order to satisfy
their employees and to enhance their business.
 Reference

• Adams, J. S. (1963). Towards understanding of Inequity. Journal of Abnormal and Social Psychology, vol 67, p. 422 – 436.
Approach. New York: John Wiley and Sons, Inc
• Abugre, J. B. (2010). Essentials of Employee Communication; empirical evidence for Theoretical and managerial practice.
Saarbrücken: GmbH & Co, Lambert 22
•
• Adler, R. (1999). Communicating at Work: Principles and Practices for Business and the Professions. Boston: McGraw-Hill College.
•
• Allen, M. W. (1992). Communication and organizational commitment: perceived Organizational support as a mediating factor.
Communication Quarterly, 40(4)357-67.