Job Satisfaction in Bangladesh

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JOB SATISFACTIONIN BANGLADESH

Presented By:

Madhu(30)Shree Shrest(32)Debanjan (19)



Meaning of Job Satisfaction

The feeling that you have when enjoyed your job. job satisfaction as the keying redient that leads torecognition, income, promotion, and the achievement of other goals that lead to a general feeling of fulfillment.

v Job satisfaction describes how contentan individual is with his or her job. Thehappier people are within their job, the moresatisfied they are said to be. Logic woulddictate that the most satisfied workers shouldbe the best performers and vice versa

v

Job satisfaction is also called the "happyworker" hypothesis



Measuring Job Satisfaction

n Job is more than just the obvious activities

n It requires interacting with coworkers andbosses, following organizational rules andpolicies, meeting performance standards,living with working conditions and the like

n Determinants of job- nature of the work,

supervision, present pay, promotionopportunities and relations with coworkers.n Happy workers are productive workers



HR Practices and JobSatisfaction

n HR practices and job satisfaction arestudied widely in different parts of the world.It is assumed that HR practices are closely

associated with job satisfaction

n Because many scholars and practitionersbelieve that sound HR practices result in

better level of job satisfaction whichultimately improves organizationalperformance



Factors of Job Satisfaction



Bangladesh: Labor Force

n

Population: 160 million, up 2.5 million a yearn Labor Force: 55 million, up 1.8 million a year

l 80% of employment is informal

l About 12 million in formal jobs,

n Goal: increase formal sector employment and foreign

exchange with:

l Exports of ready-made garments (2.5 million )

l Sending workers abroad (stock-5.6 million abroad,

including 2 million in SA; 90% in 8 countries)

l Target: deploy 1 million Bangladeshi migrants a

year

l But: send more skilled workers to nontraditional

destinations to reduce recruitment costs, increase



Bangladeshi Migrants

n

Typical migrant (Afsar Ali, 2009married man, Age under 30)

l Less than 5 years schooling

l Income before migration less than7,000 taka or $100 a month

l Half of migrants are going abroad

for the first timen Reasons for migration:

l Earn higher wages, pay off debts

incurred for health etc, pay school



Recruitment Issues

n 60% of Bangladeshi migrants officially leave“on their own,” 39% with help of recruiters,

1% BOESL

n BAIRA: about 800 licensed recruiters, but

only 100 active

n Recruiters: receive foreign job offers and rely

on agents and subagents to find migrants to

fill foreign jobs; recruiters do NOT visitforeign employers and migrants to check on

placements; pay 30% VAT on revenues

n

Recruiter incentives: make the match, do notissue recei ts



Recruitment Costs

n

Average 161,300 taka ($2,300)when official maximum = 84,000

taka ($1,215)

n Median 7 days outside village forhealth and other checks

n Average 3 months from first

application to departure forforeign job

n Source: Sharma and Zaman



Job Satisfaction inBanking Sector in Bangladesh

n The banking system plays a vital role in underpinningthe economic development of a country. In thebackdrop of Financial Sector Reform Policystreamlining the country’s economy, Shahjalal IslamicBank Limited (SJIBL) has achieved great success inall areas of operations with ultimate objective of improving the socio-economic development of thecountry

n There is a study attempts to evaluate job satisfactionof bank officers of the SJIBL. he result shows thatsalary, efficiency in work, fringe supervision, and co-worker relation are the most important factorscontributing to job satisfaction. The bank officers of

SJIBL have higher levels of job satisfaction and theyenjoy better facilities and supportive workenvironment. Work experience is found as the secondmost important factor affecting job satisfaction. Sexand age differences have relatively lower level of impact on it. The overall job satisfaction of the bankofficers of the SJIBL is at the positive level.



Job Satisfaction in

Manufacturing Sector in Bangladesh

v Efficiency of management in public sector jute mills

was found to be lacking due to unsatisfied in their job

v Most of the management personnel in public sector jute mills worked for a short period of time in aparticular mill. They did not have the time to

familiarize themselves with the nitty-gritty of a specificmill. Private sector jute mills are operated bymanagement personnel who work in the same mill for a longer period of time. Performance level of management personnel (as judged by their superiors)was found to be lacking in the case of public sector

jute mills compared to the private ones. It was foundin the course of the survey that poor management isone of the major weaknesses in the jute sector whichsubsequently aggravated performances in other areassuch as technical, operational, productivity and

efficiency



Job Satisfaction inIT Sector in Bangladesh

n The study finds that the overall jobsatisfaction of the employees in the threemobile phone companies such as GrameenPhone, Banglalink and Aktel are somewhat

above the moderate level of 5.31.n However, the job satisfaction of the

employees is significantly dependent uponcompany loyalty, training and developmentand compensation package. The remaining

factors do not have significant statisticalevidence to improve the job satisfaction of theemployees



Some Statistical tool on JobSatisfaction in Bangladesh

n H1: There is a positive/significantrelationship between effective Salary andproductivity of the firm

n H2: There is a positive/significantrelationship between effective Benefitsand productivity of the firm

n H3: There is a positive/significantrelationship between effective Decisionmaking power of employees and

productivity of the firmn H4: There is a positive/significant

relationship between effective Leadershipcharacteristics of the boss andproductivity of the firm



Job Satisfaction



2.9 millionpopulationstable

162millionpop, +2.6million/

year



Recommendations

n Ray, Kumar and Chaudhuri(The

Economist), 2007: Bangladesh hasl workers willing to work for low wages,

extended family networks to finance

recruitment costs

l But workers have little education and few

skills, lack of information, inability to

communicate mean problems abroad

n Recommendation:

Ø Shift migrants from GCC “cash cows” to

“star” destinations including UK, US and

Europe



C o n c l u s i o n s

n B a n g l a d e s h i s t h e m a j o r l a b o r

s e n d e r , h a s s o m e o f t h e h i g h e s t

r e c r u i t m e n t c o s t s f o r l o w - s k i l l e d w o r k e r s

n 2 0 0 8 - 0 9 r e c e s s i o n : m o s t l i k e l y a

t e m p o r a r y h i c c u p i n r i s i n g l a b o r

m i g r a t i o n

n C l i m a t e c h a n g e : l i k e l y t o i n c r e a s e r u r a l - u r b a n m i g r a t i o n

a s t h e s h a r e o f t h e l a b o r f o r c e i n

a g r i c u l t u r e s h r i n k s f a s t e r



S o u r c e s O f I n f o r m a t i o n

n w w w . g o o g l e . c o m

n w w w . w i k i p e d i a . c o m

n R e p o r t s o f M d . A t i q u r R a h m a n S a r k e r , L e c t u r e r o f H u m a n R e s o u r c e M a n a g e m e n t ,

D e p a r t m e n t o f B u s i n e s s A d m i n i s t r a t i o n , E a s t W e s t U n i v e r s i t y



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Job Satisfaction in Bangladesh