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Internship report on job satisfaction of women employees at National Bank Limited
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Chapter ONE
Introduction
Page 1
1.1 Introduction:Job Satisfaction has been an important concern in the business world as, so far it has
been undoubtedly believed, the outcome of the industry, to a large extent, depends on the
job satisfaction of the employees. How to define Job Satisfaction seems rather difficult
because it deserves to be defined in terms of territorial socio-economic realities. When
an employee finds his or her job interesting, rewarding and reliable- this state of the
employee is that he or she is satisfied in his or her job. Thus, job satisfaction comprises
many factors. Generally, job satisfaction is an attitude which results from a balancing of
many specific likes and dislikes experienced in connection with the job. So, job
satisfaction is a position of the employee that is believed to have had enough ground to
stay at that job with dedication, commitment and professionalism in order to serve both
his or her and organization’s interests. The overall job satisfaction depends on what one
expects and what he or she actually receives .A lot of factors function to bring about job
satisfaction and at the same time lack of them is responsible for job dissatisfaction.
In the first world, Job satisfaction issue has been understood reasonably because they do
understand that the job satisfaction of the staffs is much more important than other
components of the organization. In this respect, this concept is relatively new in
Bangladesh. But we intend to reach the global market; we ought to race with the global
players. So, it has been realized the fact that job satisfaction has to be taken care of
pragmatically. An increasing number of workers are eager to find a greater work/life
balance. So in this regard, every organization should find out the ways to keep their
employees happy now. Over the years, as business budgets have tightened, the remaining
employees have been forced to take on larger workload. In This situation, understanding
job satisfaction level of women employee will help an organization to keep balance in
the competitive environment. Flexible work hours aren't the only way to increase
employee satisfaction. Here are some other steps that can take to retain employee’s
loyalty and dedication while reducing turnover, providing workers with responsibility
and then let them use it, showing respect, recognizing the whole person, mark out a clear
path to growth. During this period, we learned about the core components that trigger the
job satisfaction of the staffs of National Bank Limited. Based on these core components,
the level of employee job satisfaction can be measured by job itself, good salary,
flexibility, ability to influence decisions, job security, workload, physical work
environment, advancement and new opportunities, new technologies, interesting
projects, training program, interpersonal relations, challenges, recognition. Page 2
1.2 Background of study:
Job satisfaction of employees is mainly considered as a gathering of feelings and
satisfactions that an individual holds toward their job. When an employee finds his or her
job interesting, competitive, rewarding and reliable this State of the employee is that he
or she is satisfied in his or her service. Internship program is a perfect blend of the
theoretical and practical knowledge. This report is originated to fulfill the requirement of
the assign project internship report on “Measuring job satisfaction of women employees
at National Bank Limited. Since HRM is my concentration of study and I will like to
work in this field in future, preparation of this report will help me in my Line of work. I
have worked in the General Banking Department of NBL Bank and the task I had carried
out mentioned below.
1.3 Scope of the Report:
This report titled “Measuring job satisfaction of women employees at National Bank
Limited ", is an outcome of MBA’s 3 months extensive banking environment –
familiarization program, MBA Major in Marketing, Jagannath University assigned me at
NBL to introduce me so that I might get an overall concept on practical activities of the
bank arena .This program was started from 12st March 2015 and ended on Continue.
Within this period I covered the activities on General Banking, Marketing Strategy,
Foreign Exchange department (FE) and Finance Control Department (FCD) of NBL,
Dhanmondhi Branch. As it has been directed to present the report in a way reflecting the
understanding of the nature of jobs in a banking desk combined with personal
observation, so, Quanlitytative and qualitative methods are used to describe the function
of customer Service Quality , FE, FCD and mechanism used to perform that functions
by the bank.
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1.4 Objectives of the study: The main objective of the study is to measure the job satisfactions of women employees
working at National Bank Limited. The chosen objectives are as follows:
1) Primary Objective:
“Measuring job satisfaction of women employees at National Bank Limited”
2) Secondary Objective :
(a) To assess the working environment at National Bank Limited.
(b) To assess the workload and stress level of women employees working at
National Bank Limited.
(c) To forecast whether the women employees likely to switch National Bank
Limited or stay there.
(d) To assess the social protection of women employees at National Bank
Limited.
(e) To assess the promotion opportunity of women employees at National
Bank Limited.
1.5 Methodology of the Study:The study is basically an exploratory in nature for going into insight the problem and to
analyze the problem more deeply. Data for the study have been collected from both
primary and secondary sources. Primary data have been gathered from 50 respondents
using structured questionnaire. Secondary data have been gathered from published
articles in journals and the company’s website. Five point Likert scale has been used in
the questionnaire.
I have divided the whole methodology into 7 steps process:
Page 4
1.5.1 Research Design
In conducting the research the study found that there is harder any research on Job
Satisfaction of the women employees In National Bank Limited. So I have planned to
go for exploratory analysis. As the sample size is not large and representative the
findings of the study is tentative.
1.5.2 Research Method
The study used both qualitative and quantitative method to gather information from the
respondents. We have gathered information from the officials and observing the Women
Job Holder. And then we have conducted a survey to analyze the problem in depth.
1.5.3. Research Approach
The study has used questionnaire to gather quantitative data. In the introduction part of
the questionnaire the reason of the research and the instruction to fill up the
questionnaire has been given. The respondents were not bound give the answer of all the
questions. They had the freedom to leave any question that they don’t like to answer. The
study has explained the questions to the respondent if they do not understand any.
1.5.4 Sampling Method
The study surveyed those respondents who are regular Women Employee of the Bank
NBL and are conveniently available. According to N.K. Malhotra this is called
convenience sampling and it’s a type of a non-probability sampling.
1.5.5 Survey Instrument
In this study, the study used a structured questionnaire to collect primary data from the
sample. The questionnaire is based on Job Satisfaction of the women employees In
National Bank Limited.
Page 5
1.5.6 Data Collection
Data has been collected from both primary and secondary sources:
Primary Sources
The study has gathered the information from the respondents who were conveniently
available and regular Employee of the Bank.
Secondary Sources
Various secondary data have been gathered from the following sources:
Annual Reports of the Bank.
Different brochures and publications.
Websites and facebook pages of The NBL Bank.
Different documents related to different department of The Bank.
Research books and journals.
1.5.7 Data Analysis
After completing the survey the data was analyzed by Excel software. Then the findings
were made. Based on findings the present situation was explained and recommendation
was made.
1.6 Literature Review:Women Job satisfaction has been widely studied over the years. French (1982) and
Tziner and Vardi (1984) define work satisfaction as an effective response or reaction to a
wide range of conditions or aspects of one’s work such as pay, supervision, working
conditions, and/or the work itself. Others define it an affective orientation towards
anticipated outcome (Wanous & Lawler, 1972) or a statement to describe the feelings of
employees about their work (Arches, 1991). This statement expresses the gap between
what individuals feel they should receive from their work and what they derive from the
actual situation. A sense of satisfaction or its absence is, thus, an individual’s subjective ,
emotional reaction to his or her work (Abu-Bader, 1998).McNeely (1984) found that
Page 6
women are intrinsically more satisfied than men. Greenberg and Baron (1993) reported
that employed women, in general, seem to be less satisfied with their work than their
counterpart men. Purohit & Belal (1996) found that professional accountants in
Bangladesh are moderately satisfied with their job. They are highly satisfied with respect
to the nature of work but for other factors, such as pay, promotion opportunities,
supervision and colleagues they are found to be moderately satisfied. None of them was
found to be dissatisfied with their position.Uddin et al (2005) identified eight factors
based on factor loadings named as better working environment, officer’s view, worked
efficiently, present work, improving interpersonal relationship, bank treatment,
colleagues, and challenging work.Faruqui & Islam worked on job satisfaction of faculty
of private universities.
They found that professional relationship with other facilities, colleagues and working
environment is suitable, relationship with immediate boss/supervisor, social relationship
with other faculties, autonomy and independence of work and freedom of work are few
job satisfaction factors/ reasons to work for private universities. Nahar et al (2008) found
that the success of any organization greatly depends on its qualified, efficient and
dedicated workforce. This is also important to know how much satisfied the employees
are in the organization with its current facilities, rules and regulations and other job
related factors, as their satisfaction level will definitely affect their job performance.
They found that the employees are moderately satisfied with their job. The most
prominent factors are compensation and other benefits provided to them. Afroze (2008)
tried to examine the job satisfaction of employees particularly staff working on the store
floor level at Nandan Mega Shop. She found that the better the organization is able to
meet employee expectations, the better their experiences and thereby leading to a more
satisfied employee. Wong & Heng (2009) identified the factors that measure job
satisfactionof faculty members at two selected universities in Malaysia. They found that
the major sources of job satisfaction are shown to be policy, administration and salary
Saner & Eyupoglu (2012) tried to provide empirical evidence to establish whether
gender differences exists in relation to the job satisfaction of male and female university
teachers in Turkish Universities. They found that female employees have a higher level
of job satisfaction.The survey of the literature suggests that there are various studies
attempted to measure the job satisfaction factors on different sectors in various point of
view. In Bangladesh job satisfaction of female banker/female employees working in Page 7
bank has not yet been recognized. Job satisfaction measures can be proven vital in
understanding the female employee’s attitude towards their job. This study is designed to
focus on female employees working in banks mainly to specify the variables related with
job satisfaction measures.
1.7 Limitations of the Study:When I start my report writing, I think I may face some major problems, such as,
Insufficient supply of journals, books.
Job related information’s of bank are very confidential.
The survey is subjected to the bias and prejudices of the respondents. Hence 100%
accuracy can’t be measured.
Preparation of this report took a long time than expected as the officials were very
busy and could not give the time to provide the information.
The data collected are subjected to be inaccurate and imprecise. Since the
respondents were asked to fill up the questionnaire at the bank premises, there is a
lot of chance that they were not completely truthful about their opinion and filled
up the questionnaire out of reluctance.
Lack 0f my experience and efficiency to prepare the standard report
Page 8
Chapter Two
Overview of National Bank Limited
Page 9
2.1 History of National Bank Limited:2.1 History of National Bank Limited:
National Bank Limited has its prosperous past, glorious present, prospective future and
under processing projects and activities. Established as the first private sector Bank fully
owned by Bangladeshi entrepreneurs, NBL has been flourishing as the largest private
sector bank with the passage of time after facing many stress and strain. The member of
the board of directors is creative businessman and international economist. For rendering
all modern services, NBL, as a financial institution automated all it’s branches with
computer network in accordance with the competitive commercial demand of time.
Moreover, considering it’s forth- coming future the infrastructure of the Bank has been
much more to NBL. Keeping the target in mind NBL has taken preparation branches by
the wear 2000-2001.
The emergence of National Bank Limited in the private sector is an important event in
the banking area of Bangladesh. When the national was in the grip of severe recession,
Govt. took the farsighted decision to allow in the private sector to revive the economy of
the country. Several dynamic entrepreneurs came forward for establishing a bank with a
motto to revitalize the economy of the country.National Bank Limited was born as the
first hundred percent Bangladesh owned Bank in the private sector. From the very
inception it is the firm determination of National Bank Limited to play a vital role in the
national economy. We are determined to bring back the long forgotten taste of banking
services and flavors. We want to serve each one promptly and with a sense of dedication
and dignity.
The President of the People’s Republic of Bangladesh Justice Ahsanuddin Chowdhury
inaugurated the bank formally on March 28, 1983 but the first branch at 48, Dilkusha
Commercial Area, Dhaka started functioning on March 23, 1983. The 2nd Branch was
opened on 11th May 1983 at Khatungonj, Chittagong. Today we have total 116 Branches
all over Bangladesh.A representative office was established in Yangon, Myanmar in
October, 1996 by our bank and obtained permission from the government of Bangladesh
to handle border trade with Myanmar .opportunities is being explored for further
business avenues there.
Page 10
Now NBL is on line to establish trade and communication with the prime international
banking companies of the world. As a result NBL will be able to build a strong root in
international banking horizon .Bank has been drawing arrangement with well conversant
money transfer service agency “Western union”. It has full time arrangement for speedy
transfer of money all over the world.Banking is not only a profit – oriented commercial
institution but it has a public bas and social commitment admitting this true NBL is
going on with its diversified banking activities NBL introduced monthly Savings
Scheme, special Deposit Scheme, and Consumers.Credit Scheme and savings Insurance
scheme etc. To combine the people of lower and middle income group.A team of highly
qualified and experiment professional headed by the managing Director of the bank who
has vast banking experience operates bank and at the top three is an efficient Board of
Directors for making policies.
Name of the Bank National Bank Limited
Status Hundred percent Bangladeshi owned Bank
Date of incorporation 28 March,1983
Inauguration of First Branch 23 March,1983
Number of branches 180
Chairman Mr. Zainul Haque Sikder
Managing Director Mr. Shamsul huda
Number of employees 4126
Page 11
2.2 Vision of National Bank Limited:2.2 Vision of National Bank Limited:
Establishing as a top grade efficient bank through best application of modern information
technology and business activities, offering high standard client services and Proper
coordination of foreign trade business in the core of their vision.
2.3 Mission of National Bank Limited:2.3 Mission of National Bank Limited:
With a view to achieving commercial objective of the bank, their sincere and all out
efforts stay put unabated. Respected client and shareholders are attracted to us for our
transparency, accountability, social communities, and high quality of clientele services.
2.4 Objective of National Bank Limited:2.4 Objective of National Bank Limited:
Bring modern banking facilities to the doorsteps of general public through
diversification of services, thereby arousing saving propensity among the
people.
Foreign a cordial, deep rooted and farm banker customer relationship by
dispensing prompt and improved clientele services.
Taking part in the development of the national economy through productive
development of the banks resources as well as patronizing different social
activities.
Connecting clients to modern banking practices by the best application of
improved information technology, so that they get encouraged to continue
and feel proud of banking with NBL.
Ensuring highest use of the professional workforce through enhancement of
their attitude and competence.
Page 12
2.5 Strategies of National Bank Limited:2.5 Strategies of National Bank Limited:
To manage and operate the bank in the most efficient manner to enhance
financial performance and to control cost of fund.
To strive for customer satisfaction through quality control and delivery of
timely services.
To identify customer credit and other banking needs and monitor their
perception towards our performance in meeting those and update
requirement.
To review and update policies procedures and practices to enhance the ability
to extend better services to customer.
To train and develop all employs and provide them adequate resources so that
customer needs can responsibility addressed.
To promote organizational effectiveness by openly communicating company
plans, policies, practices and procedures to all employers in a timely fashion
2.6 Business Goal:2.6 Business Goal:
To patronize, sponsor and encouraged games and sports, entertainment and other socio-
economic activities alongside providing the best services to the client.
2.7 The Future Thrust:2.7 The Future Thrust:
Full duplex on-line Banking
Introducing more innovative products and services
Opening new branches
Expansion of business network at home and abroad
SMS Banking
Introduction of new liability / Asset products.
Page 13
2.8 Corporate Culture:2.8 Corporate Culture:
Employees of NBL share certain common values, which helps to create a NBL culture.
The client comes first
Search for professional excellence
Openness to new ideas& new methods to encourage creativity
2.9 Growth and Development of NBL:2.9 Growth and Development of NBL:
The NBL carries out all traditional functions, which a commercial bank performs such as
mobilization of the deposit, investment of funds, financing export and import business,
trade and commerce and industry. The banking sector in the country faced different
problems thought the year. Even through the board and management never stopped its
effort to maximize wealth, which is reflected by 143.97percent profit growth in 2007,
highest ever in the last 15 years. The bank earned the 676.45 core revenue in 2007 as
interest, income from investment and commission & exchange earning, which who Tk.
530:69 core in the provision year. As a result the total operating profit rode to Tk. 221.51
core in 2007 from Tk.114.68 core in the previous year.
2.10 Branches of NBL:2.10 Branches of NBL:
NBL, which was started at Dilkusha Branch on March 23rd, 1983, was the first major
commercial Bank. In Bangladesh operating throughout the country as well as the age of
the bank is only 30 years .During this period it has established total 179 branches over
the country and made smooth network inside the country as well as thought the world.
The number of branches as well as territory wise is mentioned in the table.
Page 14
Area wise Number of Branches
Division Number of Branches
Dhaka 91
Chittagong 33
Rajshahi 14
Khulna 09
Sylhet 18
Rangpur 08
Barisal 06
Total 179
Source: Report of the Bank
Table 01: Branches of NBL
2.11 Management:
The managing director (MD) of the NBL is the Chief Executive of the bank. His duty is
numerous. He is responsible for administrating the business affaires of the bank. He is
also concerned with planning and its implementation. The managing director also
represents the bank to the meeting and response to the various inquiry of the board of
directors. The managing director maybe appointed on contractual basis for certain period
or maybe promoted from among the deputy-managing director for certain period. Under
the leadership of the managing director, there are three (03) managing Deputy Managing
Director (DMD’S) sixteen (16) divisions are found in NBL, each division is lead by
either an executive Vice President(EVP)or Senior Vice President (SVP) or Vice
President(VP)
Page 15
CHAIRMAN
BOARD OF DIRECTORS
MANAGING DIRECTOR
DEPUTY MANAGING DIRECTOR
EXECUTIVE VICE PRESIDENT
SENIOR VICE PRESIDENT
VICE PRESIDENT
ASSISTANT VICE PRESIDENT
2.12Organizational Structure of NBL:
Executive Body:
Figure No. 1 (continue)
Page 16
SENIOR PRINCIPLE OFFICEER
PRINCIPLE OFFICER
SENIOR OFFICER MANAGEMENT TRAINEE OFFICER
OFFICER
JUNIOR OFFICER
ASSISTANT OFFICER
CASH TELLER
DESPATCHER
OFFICE STAFF
Figure No. 1 (Organization Structure of AIBL)
Page 17
Source: Discussion with officer
Figure No: (Organization Structure of NBL)
Female Vs Male Employees number in National Bank Limited (2009-2015)
Year Female Increasin
g
Rate
Male Increasing
rate
Total Increasing
Rate
2009 304 - 2583 - 2887 -
2010 353 16.12% 2993 15.87% 3346 15.89%
2011 440 24.65% 3258 8.85% 3698 10.52%
2012 477 8.41% 3398 4.30% 3875 4.78%
2013 540 13.20% 3494 2.83% 4034 4.10%
2014 556 2.96% 3589 2.72% 4145 2.75%
2015 568 2.16% 3611 0.61% 4179 .82%
Page 18
Male & female employees number at National Bank limited
2009 2010 2011 2012 2013 2014 20150
500
1000
1500
2000
2500
3000
3500
4000
FemaleMale
Year
2010 2011 2012 2013 2014 20150.00%
5.00%
10.00%
15.00%
20.00%
25.00%
30.00%
Increasing rate of women employees
Year
Source: Annual Report of NBL
Page 19
Grad wise Male VS Female Employee Allocation in NBL (2015)
Name Of the Designation Female Male Total
Managing Director 0 1 1
Additional Managing Director 0 1 1Deputy Managing Director 0 3 3Senior Executive Vice President 0 6 6Executive Vice President 0 12 12Senior Vice President 0 21 21Principal (SVP) 0 1 1Vice President 1 39 40Senior Assistant Vice President 15 115 130Assistant Vice President 13 164 177Senior Principal Officer 20 195 215
Page 20
Principal Officer 37 214 251Senior Executive Officer 56 215 271Executive Officer 104 386 490First Executive Officer(General) 22 180 202First Executive Officer(Cash)) 18 154 172Probationary Officer 8 61 69Junior Officer(General) 133 345 478Junior Officer (Cash) 76 273 349Trainee Assistant (General) 14 32 46Trainee Assistant (Cash) 22 58 80Dispatcher 10 9 19Cash Sorter 1 3 4Computer Operator 10 36 46Field Assistant (Krishi ) 0 2 2Junior Customer Relationship Officer 1 8 9Telephone Operator 2 1 3Electrician 0 6 6Driver 0 70 70Security Guard 0 229 229Security Guard (On contract ) 0 383 383Peon 3 234 237Godown Guard 0 7 7Peon 0 11 11Mali 0 3 3Teaboy 0 70 70Cook 0 2 2Cleaner 1 61 62
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Aprentice 1 0 1Total 568 3,611 4,179
Source: Annual report of NBL
Number of employees switched from NBL (2014)
Talented and motivated employees expect more from companies. For holding these talented
employees,an organizations need to give much more effort. The number of female employees
switched from NBL last year is given below:
Name of the designation Female Male Total
Deputy Managing Director 0 1 1
Vice President 0 2 2Senior Assistant Vice President 1 1 2Assistant Vice President 0 6 6Senior principal Officer 0 4 4Principal Officer 0 11 11Senior executive Officer 1 9 10Executive Officer 3 19 22First Executive Officer(General) 1 7 8First Executive Officer(Cash) 1 4 5
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Probationary Officer 2 9 11Junior Officer (General) 3 12 15Junior Officer (Cash) 2 1 3Trainee Assistant (General) 1 0 1Trainee Assistant (cash) 0 1 1Security Guard (On Contract) 0 7 7Peon 0 6 6Total 15 100 115
Chapter Three
Job Satisfaction Overview
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3.1 Job satisfaction overview:A major part of human’s life is spent in work which is social reality and social expectation to
which people seem to confirm. But only economic motive has never satisfied human. It is
always of greater interest to know why people work and at which level and how he/she
satisfied with the job. Satisfaction is the mental state of human being. Simply job satisfaction
refers the feeling on the performance of specific tasks relevant to jobs and different aspects of
their jobs. The extent to which people like to perform these tasks and like other aspects refers
satisfaction or dislike to perform or other aspects or both refers dissatisfaction of their jobs. Job
satisfaction depends upon the extent to which the job, we hold meets the needs that we feel it
should meet. The degree of satisfaction is determined by the ratio outcomes against the desire
of employees from their respective jobs. By law of nature as we have more, we want more,
hence the level of satisfaction remain less. Job satisfaction is dynamic, as it can go as quickly
as it comes. It is positive emotional state that occurs when a person’s job seems to fulfill
important values, provided these values are compatible with one’s needs.
Job satisfaction is pleasurable or positive emotional state resulting from the appraisal of one’s
job experience. In short job satisfaction is a synchronization of what an organization requires of
its employees and what the employees are seeking of the organization. In any economy banking
sector plays a vital role for overall development of agriculture, small business and different
industries. Bangladesh is in the way of its development. Banks as financial institutions have
significant contribution in the development process of the country. In the country job
Page 24
satisfaction measures have been conducted on industrial workers, service organization
employees and other sectors. Few attempts have been taken in case of measuring job
satisfaction of bank employees. Nowadays female participation is encouraged in workplace,
especially in the financial institutions like banks where suitable environment has been
perceived. To uphold the increasing part of employees (female employees) with the goal of
government (women empowerment) it becomes important to measure the job satisfaction of
these employees. This study will not only provide the insights to the practitioners but also will
pinpoint the variables important for the female employee’s job satisfaction
Employees are more loyal and productive when they are satisfied and these satisfied employees
affect the customer satisfaction and organizational productivity. Job satisfaction is the level of
contentment a person feels regarding his or her job. This feeling is mainly based on an
individual's perception of satisfaction. Job satisfaction can be influenced by a person's ability to
complete required tasks, the level of communication in an organization, and the way
management treats employees.
Many organizations face challenges in accurately measuring job satisfaction, as the definition of
satisfaction can differ among various people within an organization. However, most
organizations realize that workers' level of job satisfaction can impact their job performance, and
thus determining metrics is crucial to creating strong efficiency.
Page 25
3.2 Factors Affecting job satisfaction:An employee's overall satisfaction with his job is the result of a combination of factors -- and
financial compensation is only one of them. Management's role in enhancing employees' job
satisfaction is to make sure the work environment is positive, morale is high and employees
have the resources they need to accomplish the tasks they have been assigned.
Page 26
Figure: factors Affecting job satisfaction
Because employees spend so much time in their work environment each week, it's important
for companies to try to optimize working conditions. Such things as providing spacious work
areas rather than cramped ones, adequate lighting and comfortable work stations contribute to
favorable work conditions. Providing productivity tools such as upgraded information
technology to help employees accomplish tasks more efficiently contributes to job satisfaction
as well.
Employees are more satisfied with their current job if they see a path available to move up the
ranks in the company and be given more responsibility and along with it higher compensation.
Many companies encourage employees to acquire more advanced skills that will lead to the
chance of promotion. Companies often pay the cost of tuition for employees taking university
courses, for example. During an employee's annual performance review, a supervisor should
map out a path showing her what she needs to accomplish and what new skills she needs to
develop in order to be on a track to advancement within the organization.
Page 27
Dealing with a workload that is far too heavy and deadlines that are impossible to reach
can cause job satisfaction to erode for even the most dedicated employee. Falling short of
deadlines results in conflict between employees and supervisors and raises the stress level of
the workplace. Many times, this environment is caused by ineffective management and poor
planning. The office operates in a crisis mode because supervisors don't allow enough time for
employees to perform their assigned tasks effectively or because staff levels are inadequate.
Employees seek to be treated with respect by those they work with. A hostile work
environment with rude or unpleasant coworkers is one that usually has lower job satisfaction.
Managers need to step in and mediate conflicts before they escalate into more serious problems
requiring disciplinary action. Employees may need to be reminded what behaviors are
considered inappropriate when interacting with coworkers.
Effective managers know their employees need recognition and praise for their efforts
and accomplishments. Employees also need to know their supervisor's door is always open for
them to discuss any concerns they have that are affecting their ability to do their jobs
effectively and impeding their satisfaction at the office.
Job satisfaction is impacted by an employee's views about the fairness of the company
wage scale as well as the current compensation she may be receiving. Companies need to have
a mechanism in place to evaluate employee performance and provide salary increases to top
performers. Opportunities to earn special incentives, such as bonuses, extra paid time off or
vacations, also bring excitement and higher job satisfaction to the workplace.
3.3 Importance of measuring Job Satisfaction of Female employees:In any economy, banking sector plays a vital role for overall development of different
industries. Bangladesh is in the way of its development and banks as financial institutions have
significant contribution in the development process of the country. A number of private and
public banks are operating in this country where a mentionable number of female employees
are working side by side of male employees and the number is growing day by day. Employers
of banks are attracting them by providing competitive and attractive remuneration package and
Page 28
good working environment. But the job satisfaction levels of female employees are yet to be
measured. The productivity of service oriented firms depends on the employees - usually
treated as main force, which is again affected by their satisfaction or dissatisfaction level. The
purpose of the study is to examine their (female employees’) job satisfaction forces in banks.
The study results reveal 12driven forces relevant job satisfaction and needed to be addressed
properly for this banking sector development.
3.4Literacy rate in Bangladesh:
The 2010 literacy survey shows that 57.53% population (aged 7 years and over) of Bangladesh
are literate and that they can read and write. The percentages for males and females are 57.56%
and 52.54% respectively .The total removal of illiteracy from the country is still far ahead and
we have to go a long way to reach the goal of 100% literacy. However, it is encouraging that the
gap between males and females are narrowing down over the years. The highest literacy rate for
the age group 15-19 suggests that attainment of literacy is a recent phenomenon, and if the
present trend continues, the substantial improvement in literacy will happen in course of time.
Receiving some sort of skill training is only 5.0%, which is quite frustrating because in spite of
formal education skill training is required for employment. The use of internet facility is also
very low and only concentrated among the higher educated group, which is extremely low for
achieving the target of switching over to a digital Bangladesh by 2021. This, therefore, needs
special attention. Use of electronic media and use of public places for literacy skill are still very
low. Use of literacy skill in everyday life through reading and writing habits are not encouraging,
which indicates that even the literate persons do not use their skills for further improving their
skill through day to day activities
Page 29
Male Female Both gender48.00%
50.00%
52.00%
54.00%
56.00%
58.00%
60.00%
62.00%
64.00%
62.00%
53.40%
57.70%Literacy rateColumn2Column1
Figure: Literacy rate of population by gender, 2010.
Source: Bangladesh Population report 2010
3.5 Women contribution to the Economy of Bangladesh: In Bangladesh, the economic contribution of women is substantial but they are not largely
acknowledged. To steer up the economy of the country towards growth and development,
women involvement in labor market is urgently needed. Moreover, the employment status of
women in Bangladesh is still lower than that of the expected level. Gender equality and
empowerment of women is one of the major targets of Millennium Development Goals
(MDGs) as pursued by the government of Bangladesh within 2015. The mainstream economic
activities of women can empower and reduce their inequality. Economic opportunity allows
women to be independent and lead their lives with dignity. Unfortunately, women do not have
the same job opportunities in their working age compared to men. A common scenario is that
women are often steered into low payment and less desirable jobs for which they may suffer for
their entire lives. Here, some statistics of women contribution to different area are presented
below
Page 30
Sector Male(In millions) Female(In millions)
Agriculture/Fisheries 49.8 58.2Mining 0.2 0.0
Manufacturing 7.6 17.3
Utility 0.3 0.1
Construction 4.2 1.0
Trade, Hotel, & Restaurant
18.6 2.5
Transport, Storage, &Communications
8.7 0.3
Finance & Business 0.6 0.2
Community, Social, & Personal Services
9.9 20.1
Total 100.0 100.0Source: Bangladesh Economics Association Report
3.6 Women employment opportunity in Bangladesh:The ratio of females in the developing countries, particularly in Bangladesh is quite low in
almost every profession. Lack of job opportunity for females is a big hindrance for the
economical and social development of Bangladesh. In the digital era, the job satisfaction is one
of the vital issues which are responsible for the poor employability of females. Statistically,
discrimination within the job and different job related factors like; pay promotion, working
condition, social status security, recognition etc are a major determinant, which decides
satisfaction as a whole. In case of female job satisfaction, it is important because the result of
the relationship between psychological factors and work outcome of individuals are the most
significant aspects of the human life. From the ancient period women were engaged in
household chores preparing field sowing seeds, weddings harvesting and many other activities.
The picture of invisible contribution of women was shown in the moderate National income in
1993. According to this statistics, the production which is produced and used in house is it
worth of 16 trillion dollar. Of them 10% – 35% production is produced in houses by women
who do not need to pay. In 1990 it is stated in a statistics if the activities of women in the
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family are counted and added to the national income, the total income of the world increases
form 20% to 30%. But these activities of women are not granted.
Labor Force(in millions)Not in labor force(In millions)
Women Rate of increase MenRate of increase WomenRate of increaseMen Rate of increase
Year National
1999-2000
2002-2003
2005-2006
2010
8.6 _ 32.2 _ 6.2 _ 27.3 _
10.3 6.59 36.00 3.93 5.2-5.38
29.3 2.44
12.1 12.1 37.3 1.20 5.7 3.21 29.4 .11
17.2 17.2 39.5 1.47 8.4 11.84 30.5 .94
Table: Women in labor force
In Bangladesh, women are mainly involved in informal jobs compared to men. The
reality of the informal economy for women is more severe. Moreover, low payment, social
insecurity, lack of good working environment and scarcity of voice in decision, shortage of
equal access to resources and services makes women vulnerable and leads to exploitation. The
social and religious cultures of Bangladesh consider women to be ‘physically weaker’ than men
and therefore, the women are restricted to join the economic activity outside the home.
Moreover, women friendly working environment as well as employment opportunities is
limited here. As a result, the general employment status of women is lower. Bangladeshi
women are still facing the brunt of global challenges, through the feminization of poverty,
illness and the burden of unpaid work. In addition, poor infrastructure, higher rate of
unemployment, rate of erratic inflation, early marriage, lower health consciousness, less
empowerment of women, political instability, corruption and a slow implementation of
economic reforms etc, are the obstacles for not allowing further equitable development as well
as the progress of women in the country. The earning capacity of women helps to make
societies and economies healthier and sustainable. Therefore, an effort is made in this writings
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to highlight the employment status of women in Bangladesh so that a clear scenario can be
assessed.
Chapter Four
Analysis
Page 33
Analysis
Agree; 40%
Neither agree nor disagree; 50%
Disagree; 10%
Question no 1 : I am very satisfied with the working envi-ronment
AgreeNeither agree nor disagreeDisagree
The study shows that 50% women have no opinion about the working environment. 40% women
agreed that the working environment is good in National Bank Limited.Only 10% women is
dissatisfied with the working environment. Basically, employees of National Bank limited are
very modest, disciplined, cooperative, energetic and friendly. National Bank Limited is also
technologically advanced. By using Software, they keep records of the current customer and
accomplish the daily task in the easiest way. Overall, National Bank has good working
environment.
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Agree; 10%Neither agree nor disagree;
10%
Disagree; 40%
Highly dis-agree; 40%
Question no 2 : I am motivated by the promotion oppor-tunity
Strongly agreeAgreeNeither agree nor disagreeDisagreeHighly disagree
Analysis
The advancement of an employee from one job position to another job position that has a higher
salary range, a higher level job title, and often, more and higher level job responsibilities, is
called a promotion. Only 10% women agreed that they are motivated by promotion opportunity.
Major portion of the women that is 80% women (40% highly) are dissatisfied with promotion
policy in NBL. They argued that NBL does not give promotion on time. Basically, Promotion is
viewed as desirable by every employee because of the impact a promotion has on pay, authority,
responsibility, and the ability to influence broader organizational decision making. A promotion
raises the status of the employee. So NBL should give promotion on time.
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Highly agree; 10%
Agree; 30%
Neither agree nor disagree;
40%
Disagree; 10%
Highly disagree; 10%
Question 3 : My supervisor gives me feedback about how to improve my performance
Highly agreeAgreeNeither agree nor disagreeDisagreeHighly disagree
Analysis:
Good performance is enhanced if employees are given timely and positive feedbacks from
Supervisors. Supervisors should informally alert employees to any performance issues as soon as
possible. When employees get support, feedback from supervisor, they are supposed to be more
encouraged and satisfied at their work.10% women in NBL strongly agreed that they receive
performance feedback from their supervisor.30% women employees simply agreed that they get
feedback from supervisor. So almost 40% women in NBL are satisfied with their supervisor’s
feedback which is the positive sign of NBL undoubtly.
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Agree; 60%
Neither agree nor disagree; 40%
Question No 4 :I like my co-workers
AgreeNeither agree nor disagree
Analysis:
Co-workers spend a good deal of time together, especially in workplace than they do with their
spouses and families. Building positive workplace relationships is vital for career success.60%
women of NBL agreed that they have good relationship with co-workers. Basically,
Relationships can positively or negatively affect the job satisfaction of women. When positive
relationships build up among co-workers, they feel more comfortable with each interaction and
feel a closer bond to the people. In this regard, NBL is in good position.
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Agree; 80%
Highly dis-agree; 20%
Question no 5 : I don't face any harassment as a women
AgreeHighly disagree
Analysis:
Social protection of women is the common issue in Bangladesh. In the past, women were
confined to household chores. But now they are taking more challenges, they have come outside
and becoming independent. At first it was believed that private job is not safe for women. But
almost 80% women in NBL said that they don’t face any kind of harassment from the male co-
workers. That’s the very positive side of NBL. Only 20% argued that they face problem. Little
portion of women argued that they are harassed by the customers. In this regard, the Employers
should take responsibility to protect their employees from harassment by non-employees (e.g.,
customers, vendors, suppliers, etc).
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Agree; 10%
Neither agree nor Disagree;
60%
Disagree; 10%
Highly disagree;
20%
Question no 6: I am well paid for the work i do
AgreeNeither agree nor DisagreeDisagreeHighly disagree
Analysis:
Salary is more important factor in bringing job satisfaction. When women employees are paid
good salary, they will automatically perform well in their job and will try to give their best .it
acts as a motivating force to them. To someone recognitions of work is more meaningful, to
someone high salary is more meaningful. Since private job’s main attractiveness is the high
salary in comparison to the government job, the women employees builds high expectation in
themselves.24% women highly dissatisfied with their current income.18% women are simply
dissatisfied. And 41% women are not in the middle position, agreed nor are disagreed.17%
women satisfied with their current income. So NBL should modify their salary range.
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Agree; 10%
Neither agree nor Disagree;
30%Disagree; 40%
Highly dis-agree; 20%
Question no 7: I feel that my workload is high
Strongly agreeAgreeNeither agree nor DisagreeDisagreeHighly disagree
Analysis:
Heavy workloads are not uncommon in today's workplace. Downsizing, fear of job security and
an uncertain economy often prompt workers to accept or take on increasingly greater work
responsibilities and longer hours. This increased level of performance doesn't necessarily result
in increased levels of productivity. In fact, it can lead to problems and circumstances that
actually reduce earnings for company.20% women in NBL highly agreed that they have no
workload.40% women simply agreed that they have no workload. So almost 60% women are not
experiencing workload in NBL.Thats the very good point in NBL. Only 10% women said that
they are facing heavy workload.
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Agree; 10%
Neither agree nor Disagree;
50%
Disagree; 10%
Highly dis-agree; 30%
Question no 8: I am happy with the frequency and amount of bonus
AgreeNeither agree nor DisagreeDisagreeHighly disagree
Analysis:
When salaries and bonuses are reviewed and adjusted annually, the annual program implicitly
encourages and satisfies employees. About 10% women employee in NBL argued that the
frequency of bonus is not satisfactory and 30% women are highly dissatisfied. They said that
they used to get bonus 2 or 3 times more besides two main festivals (Eid) in each year. But now
they only receive bonus on two festivals. They also argued that the amount of bonus is
inadequate. Only 10% women are satisfied with the frequency and amount of bonuses.Finally,
NBL should increase frequency of bonus to make the women employees delighted rather than
dissatisfied.
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Strongly agree; 75%
Agree; 14%
Neither agree nor Disagree; 11%
Question no 9: I am satisfied with the location of my branch
Strongly agreeAgreeNeither agree nor DisagreeDisagreeHighly disagree
Analysis:
Almost 75% women employees agreed that they are highly satisfied with the location of
branch.14% women also simply agreed with the statement. So a huge portion of women
employee in NBL, elephant road branch is happy with the location. Dhaka is the most dynamic
city. All the facilities are available here. So NBL in elephant road branch is most suitable
workplace. This scenario may be different if the women employees outside the Dhaka district are
asked for giving opinion about location of branch.
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Disagree; 20%
Highly disagree; 80%
Question no 10: I get transportation facility from my bank
Strongly agreeAgreeNeither agree nor DisagreeDisagreeHighly disagree
Analysis:
Employer-provided transportation benefits have proven to be a cost-effective tool for increasing
job satisfaction and helping recruit and retain valuable employees. Moreover; Employees who
use alternative transportation modes arrive at work more relaxed, less stressed from traffic
congestion, and ready to be productive. So there are huge benefits of offering transportation
facilities to the stuff. 80% women employees highly disagreed that they get transportation
facility. Remaining 20% women employees said the same. They don’t receive transportation
facility from NBL.So NBL should offer transportation facility to its employees.
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Strongly agree; 20%
Agree; 20%Neither agree nor Disagree;
50%
Disagree; 10%
Question no 11: I can proper balance between family life and work life
Strongly agreeAgreeNeither agree nor DisagreeDisagree
Analysis:
It’s important for women worker to find a healthy balance between work life and personal life. In
Asian continent, it is strongly believed that cooking, household chores, child builds up-everything is
the responsibility of women. So it’s a big challenge for women who work outside. In NBL working
hour starts from 9.30 am to 5.00 pm. So, most of the time women stay there. About 20%women
strongly believe that they can proper balance their work life and family life.20% women simply said
that they can make balance. This factor does not affect much job satisfaction of women employee in
NBL. So it’s a positive side of NBL.
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Strongly agree; 30%
Agree; 30%
Neither agree nor Disagree;
20%
Disagree; 20%
Question no 12: NBL gives me vacation when i am sick
Strongly agreeAgreeNeither agree nor DisagreeDisagree
Analysis:
Vacations are important. They can lead to fresh perspectives, creative insights and reduced stress
levels. There's a strong case to be made that taking the time to unplug is not only beneficial for
mental and physical health, but may boost the health of one’s careers as well.30% women
strongly agreed that they get vacation facility when they are sick.30% women simply agreed the
statement. So, almost 60% women believe that they get sick leave permission from bank. 20%
women highly disagreed the statement. They said that the stuff number is low in several
departments. If they go for vacation, then the workload will shift to the remaining co-worker. So
stuff number should be increased in some department where workload is high.
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Highly agree; 60%Neither agree nor disagree; 20%
Disagree; 10%
Highly disagree; 10%
Question no 13 : I want that NBL should make day care centre for the working mother
Highly agreeNeither agree nor disagreeDisagreeHighly disagree
Analysis:
Only 14% employees of NBL are female. The remaining 86% employees are male. This scenario
can prove that the women’s participation rate is very low in profession. Most of the educated
women can’t work outside due to child care. Almost 60% women strongly agreed that NBL
should make day care centre for the working mother. This arrangement will not only delights
women employees but also will remove their tension and enhances their performance in the
workplace as well as. Moreover, Women participation will increase in job sector. And gender
inequality will narrow down.
Page 46
Very proud; 10%
Moderately proud; 90%
Question no 14:How proud are you of your employers brand?
Extreamly proudVery proudModerately proud
Analysis:
According to AMA,’Brand is a‘’name,term,sign,symbol or design, or a combination of them,
intended to identify the goods and services of one seller or group of sellers and to differentiate
them from competitors. The brand value of prime bank, Dutch bangla bank, city bank, and bank
Asia is higher than NBL.They offer higher salary and numerous facilities to their employees.
That’s why most of the employees of NBL switch to other bank.10 women said that they are
extremely proud being a part of NBL and 90% women said that they are moderately proud of
employer’s brand. So NBL must promote their brand by CSR activities. This plan will help them
to attract and retain skilled employees and hinder skilled employees from switching.
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Strongly agree; 12%
Agree; 12%
Neither agree nor disagree;
26%
Disagree; 38%
Highly disagree; 12%
Question no 15:I think that NBL is well decorated like other private bank
Strongly agreeAgreeNeither agree nor disagreeDisagreeHighly disagree
Analysis:
Generally, Employees tend to be delighted by sophisticated interior, exterior design of their
workplace. Effective design of physical evidence is the motivational factors that make
employees feel proud working there and also it gives customer’s positive cue of higher service.
But about 38% women employees of NBL, Elephant road branch said that decoration is not
sophisticated. The environment is not neat and clean. And the space is very congested also. Only
12% women agreed that the decoration is satisfactory.
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Extreamly likely10%
Very likely30%
Moderately likely30%
Slightly likely10%
Not at all likely20%
Question no 16:How likely are you to look for another job outside?
Extreamly likelyVery likelyModerately likelySlightly likelyNot at all likely
Analysis
Before analyzing women’s perception, I want to show statistics in a table:
Year Female
employees
number
Women number
left from NBL
Percentage of
women
Left from NBL
2010 353 2 .56%2011 440 3 .68%2012 477 11 2.31%2013 540 6 1.11%2014 556 15 2.70%
From that statistics, it’s clear that last year about 2.70% of total female worker left the job from
NBL. At first turnover rate was only 00.56%.But Day by day the turnover rate is increasing. As
job market is competitive, women can’t change job overnight.NBL should study why these
women switch from NBL. About 10% women highly search job outside.30% women very likely
search job. And 30% women seek job outside moderately.
Job satisfaction of women employees in NBL
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Question Topic Strongly agree
Agree Neither agree nor disagree
disagreeStronglydisagree
1 Good working
environment - 40% 50% 10% -
2 Enough promotion
opportunity - 10% 10% 40% 40%
3 Feedback from
supervisor 10% 30% 40% 10% 10%
4 Co-worker behavior - 60% 40% - -
5 Harassment - 20% - - 80%
6 Salary 10% 20% 60% 10% 20%
7 Frequency and
amount of bonus - 10% 50% 10% 30%
8 High workload 6% 11% 30% 34% 17%
11 Transportation
facility - - - 20% 80%
12 Proper balance
between family life
and professional life
20% 20% 50% 10% -
13 Sick leave 30% 30% 20% 20% -
14 Day care centre for
children 60% - 20% 10% 10%
16 Feeling Proud of
Employer brand 10% - 90% - -
17 Looking for another
job 10% 30% 30% 10% 20%
Source: Annual Report of NBL
Page 50
CorrelationsI am very
satisfied with the work
environment
I am motivated by
the promotion opportunity
My supervisor gives me
feedback about how to improve my performance
I like my co-workers
I do not face any harassment as a
women
I am very satisfied with the work environment
Pearson Correlation
1 .389 .703(*) .421 .569
Sig. (2-tailed)
.266 .023 .225 .086
N 10 10 10 10 10I am motivated by the promotion opportunity
Pearson Correlation
.389 1 .315 .130 .197
Sig. (2-tailed)
.266 .375 .721 .585
N 10 10 10 10 10My supervisor gives me feedback about how to improve my performance
Pearson Correlation
.703(*) .315 1 .531 .000
Sig. (2-tailed)
.023 .375 .115 1.000
N 10 10 10 10 10
I like my co-workers Pearson Correlation
.421 .130 .531 1 .127
Sig. (2-tailed)
.225 .721 .115 .727
N 10 10 10 10 10I do not face any harrassment as a women
Pearson Correlation
.569 .197 .000 .127 1
Sig. (2-tailed)
.086 .585 1.000 .727
N 10 10 10 10 10
* Correlation is significant at the 0.05 level (2-tailed).
Page 51
Correlations
I am very satisfied with the
work environmen
t
I am well paid for the work i
do
I am happy with the frequency and amount of
bonusI feel that my
workload is high
I get transportation facility from my
bank
NBL gives me vacation when i am
sickI am very satisfied with the work environment
Pearson Correlation
1 -.401 .022 .071 .601 -.042
Sig. (2-tailed) .251 .951 .846 .066 .909
N 10 10 10 10 10 10I am well paid for the work i do
Pearson Correlation
-.401 1 .706(*) -.386 .286 -.615
Sig. (2-tailed) .251 .022 .270 .424 .058
N 10 10 10 10 10 10I am happy with the frequency and amount of bonus
Pearson Correlation
.022 .706(*) 1 -.483 .599 -.606
Sig. (2-tailed) .951 .022 .158 .067 .063
N10 10 10 10 10 10
I feel that my workload is high
Pearson Correlation
.071 -.386 -.483 1 -.050 .650(*)
Sig. (2-tailed) .846 .270 .158 .890 .042
N 10 10 10 10 10 10
I get transportation facility from my bank
Pearson Correlation
.601 .286 .599 -.050 1 -.218
Sig. (2-tailed) .066 .424 .067 .890 .545
N 10 10 10 10 10 10
NBL gives me vacation when i am sick
Pearson Correlation
-.042 -.615 -.606 .650(*) -.218 1
Sig. (2-tailed) .909 .058 .063 .042 .545
N 10 10 10 10 10 10* Correlation is significant at the 0.05 level (2-tailed).
Page 52
Chapter- 5
Findings:1) Working environment at National bank limited: The working environment is good in
National Bank Limited.40% women are satisfied. Good relationships among supervisors and
Chapter Five
Findings, Recommendation and
conclusion
Page 53
employees, smooth relationship among the co-workers, cooperative outlook among them, and
friendly behavior as well are the examples of having a good working environment at NBL.
2) The workload and stress level of women employees at National Bank Limited: 60%
women are not experiencing workload in national Bank Limited. It is the positive aspects of
National Bank Limited. Only 10% women said that they are facing heavy workload.
3) Forecasting the loyalty of women employees working at National Bank limited: 10%
women extremely search job outside.30% women very likely search job outside and 10% women
slightly search job. So, almost 50% women are eager to switch job. They desire both better
position and high remuneration.
4) Social protection of women employees working in National Bank limited: 80% women
employees working in National Bank Limited expressed that they feel secured at their
workplace. Their expression provided us a vivid conception about the male co-workers that they
are very gentle, co-operative and friendly.
5) Promotion opportunity at National Bank Limited: It’s really a frustrating observation that
80% women are unhappy with the promotional opportunity. Promotion is not given timely.
6) Branch is not neat and clean as well as well decorated Space is congested .Messy environment
can disturb employee’s mood as well as customer’s mood.
7) The number of Stuff is inadequate in service counter. Customers sometimes feel irritated in
terms of waiting for cash withdrawal and deposit.
Recommendation:From my personal observation and statistics, some suggestion for NBL is presented below about
how to remove job dissatisfaction of women employees in the workplace:
Page 54
NBL should develop working environment by making daily task faster and smooth
through using modern technology.
NBL should offer transportation facility to its employees. It will make them delighted and
make them feel proud than other private bank employees. It will help NBL to retain
skilled employees and also spread positive impression among the public and potential
employees.
It’s the positive sign for all women employees because 80% women employees have
expressed their positive attitude in terms of security.
Different types of facilities will have to be enhanced especially Baby care, break time and so
on which not only will try to bring the loyalty among the women employees but also help to
prevent them to quit job from NBL
Promotion which should be on time.
Widened inner space of the bank, Well decorated wall and organized inner outlook will have to be implemented which will be a matter of refreshing as well as attractive for both the employees and the customers.
Frequency of bonus should be enhanced.
The interest of Housing loan for your employees should be minimized.
NBL may introduce a day care center to provide lucrative facilities to its women employees who have baby which will surely keep a significant role not only to stay there but also to concentrate more on bank activities.
Last but not the least; NBL should appoint additional employees for meeting the high
demand of customers. It will not only help to achieve customer satisfaction but also reduce
the stress level of women employees.
Conclusions:
It should be noted that women Job satisfaction of employees always considers as a very
significant part in the business world. It cuts a very good figure in our everyday communication
Page 55
because job satisfaction can help the organization to motivate the working team and retain them
to determine at the level of satisfaction which is dependent on different variables. Basically, the
significance of these variables differs from person to person. The patterns and policies of
organizations determine the employee job satisfaction. This research found that job satisfaction
of women employees is dependent on job promotions, Feedback from supervisor, social
protection, bonus, transportation facility, safe working environment, and flexibility to balance
between work and family life. Eventually, I would like to say that NBL should have to ensure the
facilities sought by the women employees and accolade the performance of them.
References:
Cynthia d. Fisher, ‘Human Resource Management “, 6th Ed, pp 103-106
Naresh k. Malhotra & Satyabhushan Dash, ‘Marketing Research”6th Ed, pp 70-72
Page 56
Keith Davis & John W Newstrom, “Organizational Behavior”12th Ed, pp 203-206
Available at http://www.nblbd.com/
http://www.nblbd.com/aboutus.php
http://www.bdquery.com/details.php
Vroom, V. H. (1964). Work and Motivation.5th Ed, pp 28-31
Walker, J.W. (1980). Human resource planning,12th Ed,pp 78-83
QUESTIONNIARE
Job Satisfaction of the women employees In National Bank Limited
Page 57
Dear respondent, I am Abu Noman Md.A.AL-Maruf a student of Jagannath university at
Department of Marketing. As a part of my report I need to conduct a survey on “Job
Satisfaction of women in National Bank Limited”. As you are a respected staff of this bank,
you are in a better position to give this information. Your information will be kept confidential
and used only for academic purpose.
Part – A
1. Name :
2. Age: (a) 18 -25 (b) 26-30 (c) 31-35 (d) 36-40 (e) 41 and above
3. Education : (a) SSC (b) HSC (c) Graduate (d) Post Graduate (e) Others
4. Income : (a) Below 20000 (b) 20000-40000 (c) 40000-60000 (d) Above 60000
5. Work period : (a) less than 1 year (b)1-3+ year (c)4 -6+years (d)7-10+ years
6.phone number :
Statement Strongly Agree(1)
Agree(2)
Neither agree nor disagree
(3)
Dis-Agree
(4)
Highly disagree(5)
I am satisfied with the work environment
I am motivated by the opportunities for
promotion in this Bank
My supervisor gives me feedback abo
ut how to improve my perfor
mance
I like my co-workers
I do not face any harassment as a woman
I am well paid for the work I do
I am happy with the frequency and
amount of bonus
Page 58
I feel that my workload is high
I am satisfied with the location of my
branch
I work 8 hours per day
I get transportation facility from my bank
I can proper balance family life and
professional life
NBL gives me vacation when I am
sick/pregnant
I want that NBL should make day care
centre for the women who has children
I feel that my bank is well decorated like
other private bank
I feel lack of job security
I am bored with my work. I do it as I have
no options
1. How proud are you of your employer's brand?
Extremely proud
Very proud
Moderately proud
Slightly proud
Not at all proud
2. How likely are you to look for another job outside the company?
Extremely likely
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Very likely
Moderately likely
Slightly likely
Not at all likely
3. How realistic are the expectations of your supervisor?
Extremely realistic
Very realistic
Moderately realistic
Slightly realistic
Not at all realistic
4. In a typical week, how often do you feel stressed at work?
Extremely often
Very often
Moderately often
Slightly often
Not at all often
5. Please mention 3 negative aspects of your bank that should be changed
1.
2.
3.
Page 60
