Job Satisfaction Report

“ORGANIZATIONAL BEHAVIOR”

JOB MOTIVATION, NORMS AND SATISFACTION

PREPARED BY

Sheikh M. Sikandar

pg. 1

ABSTRACT

This study composes of details about employees’ satisfaction by which

individuals organize and interpret their perception in order to give meaning

to their job environment. However, what one perceives can be substantially

different from reality. This study was done to understand the employee

perception about job satisfaction with regard to various organizational

aspects. To further develop an understanding regarding how employees

perform their work we have included details gathered through interviews

and questionnaires which were used as a source to collect primary data. This

report will also help you in knowing working conditions, structure and their

value as an employee in Soneri Bank Limited.

pg. 2

ACKNOWLEDGEMENT

I would like to thank my respected mentor Ms. Saima Zia whose lectures and

explanations has guided me in different phases of this report. My salutation

and acknowledgment to her for providing the foundation of this subject

Organizational Behavior. She has provided me an opportunity to improve

my skills. Without her explanations and guidance this task would have been

of immense difficulty.

pg. 3

TABLE OF CONTENT

SR. No. TITLE Page No.

1 INTRODUCTION 5

2 BACKGROUND OF TOPIC 6

3 JOB SATISFACTION IN THE LIGHT OF DIFFERENT

THEORIES

6

4 BRIEF HISTORY OF SONERI BANK 8

5 METHODOLOGY 10

6 DATA COLLECTION, ANALYSIS AND

INTERPRETATION

11

7 CONCLUSIONS & RECOMMENDATIONS 31

pg. 4

INTRODUCTION

Implementing an employee satisfaction survey can be used to measure the levels

of satisfaction and identify opportunities for improvement as perceived by the

employees in Soneri Bank Limited.

Those employees who are not satisfied with their jobs are likely to resign. If they

don’t leave they can become a source of bad morale and do a great harm to the

organization. In other case if they are satisfied, they can become source of great

inspiration for other employees and can increase organization’s productivity by

taking interest in achieving the goals of organization. Most of the times employers

without proper data, assume the wrong reasons for employee dissatisfaction. In fact

many bosses automatically think that money is the main reason for employee

dissatisfaction. Therefore assessing employees on a regular basis is important to

stay in touch with the employees and to have real data and react accordingly. The

action of the employees like absenteeism and turnover are based on how much they

are satisfied with the organization.

The main objective of this study was to study the level of employees’ satisfaction

about the different factors like management, working environment, interpersonal

relationships, pay and organizational culture. Employee satisfaction survey is a

useful mean of measuring and acting upon, employees' beliefs on several job-

related matters. This helps the managers to understand what the employees feel

about the organization. Corrective measures could be implemented by the

organization in the areas where it is required. Through this the company would

achieve better results in terms of higher returns and quality work.

pg. 5

BACKGROUND OF TOPIC

“A SATISFIED EMPLOYEE IS A PRODUCTIVE EMPLOYEE”

Job satisfaction describes how content an individual is with his or her job. There are

a variety of factors that can influence a person’s level of job satisfaction. Some of

these factors include the level of pay and benefits, the quality of the working

conditions, leadership and social relationships, the job itself. The happier people

are within their job, the more satisfied they are said to be. Job satisfaction is not the

same as motivation, although it is clearly linked. Job satisfaction and performance

methods include job rotation, job enlargement and job enrichment. Other influences

on satisfaction include the management style and culture, employee involvement

and empowerment.

JOB SATISFACTION IN THE LIGHT OF DIFFERENT THEORIES

Job satisfaction is a very important attribute which is frequently measured by

organizations. Many theorists believed that motivation is the core factor of employees’

job satisfaction. If the employee is

motivated, he will be more willing to

perform his tasks and would not feel

over burden of their work because

he is motivated therefore doesn’t

feel hectic of daily routine. Here are

some theories that define job

satisfaction in more adequate

manner:

pg. 6

Affect Theory

Edwin A. Lockes Range of Affect Theory (1976) is arguably the most famous job

satisfaction model. The bases of this theory are that satisfaction is determined by a

difference between what one wants in a job and what one has in a job. Further, the

theory states that how much one values a given facet of work, the degree of

autonomy in a position moderates how satisfied/dissatisfied one becomes when

expectations are not met. When a person values a particular facet of a job, his

satisfaction is more greatly impacted both positively (when expectations are met)

and negatively (when expectations are not met), compared to one who does not

value that aspect.

Dispositional Theory

Another well known job satisfaction theory is the Dispositional Theory. It is a very

general theory that suggests that people have innate dispositions that cause them

to have tendencies toward a certain level of satisfaction, regardless of one’s job.

This approach became a notable explanation of job satisfaction in light evidence

that job satisfaction tends to be stable over time and across careers and jobs.

Research also indicates that identical twins have similar levels of job satisfaction.

There are four Core Self-evaluations that determine one’s disposition towards job

satisfaction: self-esteem, general self-efficacy, locus of control, and neuroticism.

This model states that higher levels of self-esteem (the value one places on his self)

and general self-efficacy (the belief in one’s own competence) lead to higher work

satisfaction. An internal locus of control (believing one has control over her/his

own life, as opposed to outside force shaving control) leads to higher job

satisfaction. Finally, lower levels of neuroticism lead to higher job satisfaction.

pg. 7

Two – Factor Theory (Motivation – Hygiene Theory)

Fredrick Herzberg’s Two factor theory (also known as Motivator Hygiene Theory)

attempts to explain satisfaction and motivation in the workplace. This theory states

that satisfaction and dissatisfaction are driven by different factors motivation and

hygiene factors, respectively. He believed that at workplace people have needs

which they want to be fulfilled because with the fulfillment of need, people will be

more productive for organization. His research has two factors which has impact on

people. Hygiene factors will reduce dissatisfaction but it will not lead to absolute

satisfaction. It is to attain the people towards work. Managers try to avoid the

dissatisfaction of employees by providing hygiene factors like adequate salary, good

working condition etc where as motivators are to retain the employees in

organization by making their work recognized, handing them responsibilities by

empowering them authority. The job satisfaction will lead to improvement in

productivity.

Brief History of Soneri Bank

History:

Soneri Bank Limited was incorporated in Pakistan on 28

September 1991 as a public limited company under the

Companies Ordinance, 1984 with registered office in Lahore.

The Bank opened the first branch for operations on 16 April 1992 in Lahore which was

followed by Karachi Branch on 09 May 1992. The bank now operates its 200 branch

network all over the country including the Northern Areas of the country. The bank

considers its employees as the biggest and valued asset.

Products And Services Offered By Soneri Bank Limited:

pg. 8

Soneri Bank Limited offers a full range of Retail Banking services. Corporate and

Treasury operations, worldwide network of correspondents and a complete range of

Trade Finance products make our bank a perfect place to do trade business with. While

designing products for our customers, we have taken care of the needs of a variety of

customers. Our Consumer Finance schemes and Islamic mode of Banking caters to

another niche set of customers with a mission to develop strong banking relationships

through syndicate financing and also on standalone basis.

Some of their products and services are as below:

- Savings Account

- Term Deposits

- Current Account

- Basic Bank Account

- Soneri Ikhtiar Current Account

- Online Banking

- SMS Alert

- SME Finance

- Agriculture Financing

- Lockers

- Consumer Finance

- Electronic Banking

- Retail, Commercial, Corporate and Trade

Financing

- Syndicate (organization) Financing

pg. 9

Methodology

There are many methods for measuring job

satisfaction but the most common method for

collecting data regarding job satisfaction is the

Likert scale (named after Rensis Likert).

Types of data collected

Primary data:

The primary data was collected from the questionnaire. It had questions of both likert

scale and open ended type.

Secondary data:

Secondary data was collected from the internet, books, and company records.

Sampling:

Before any data are collection sampling design is determined. The technique of

Simple random sampling was adopted. Researchers, in this method select those

units of the population in the sample, which appear suitable to him or to the

management of the organization where he is conducting the research.

Sample Size:

25 samples were taken from Soneri Bank Limited.

Field Work

The field works was done at Soneri Bank Limited, central office; 2 nd floor Al-Rahim

Tower, I.I. Chundrigar Road, Karachi.

pg. 10

Data Collection, Analysis and Interpretation

The data after collection is to be processed and analyzed in accordance with the

questionnaires answered by the participants for the purpose to achieve facts about job

satisfaction in the organization. This study is carefully processed and is presented

further on.

“Analysis using percentage method ”

Qs: The organization’s goals and objectives are clearly defined to you?

Interpretation:

The above chart shows that 68% of the employees agree that the roles and responsibilities are clearly defined to them and they don’t face any problem regarding the understanding of roles and responsibilities respectively.

pg. 11

32%

68%

Roles and responsibilities within the group are understood

strongly agreeagreeneutral disagreestrongly disagree

Qs: Roles and responsibilities within the group are understood

Interpretation:

The above chart shows that 72% of the employees agree that organization’s goals and

objectives are clearly defined to them. Therefore there’s no room for confusion

regarding the goals an objectivity of the organization.

pg. 12

28%

72%

organization’s goals and objec-tives are clearly defined to you

strongly agreeagreeneutraldisagreestrongly disagree

Qs: My work closely relates with my professional skills

Interpretation:

In this chart it is clearly visible that 40% of the employees agree that their work has

close relation with their professional skills that enables them to work more efficiently

as it is concerned with their expertise.

pg. 13

24%

40%

36%

work closely relates with pro-fessional skills


Qs: You gain satisfaction from your current job responsibilities

Interpretation:

The above chart shows that handsome majority of 60% of the employees agree that

they gain satisfaction from their current job responsibilities and don’t feel over burden

form their daily work routine.

pg. 14

16%

60%

24%

You gain satisfaction from your current job responsibilities


Qs: You feel your job is challenging

Interpretation:

The chart shows that 52% of the employees affirm and agree that their task is

challenging. Therefore they have to remain focus till the task is accomplished in order

to give proficient output.

pg. 15

20%

52%

28%

You feel your job is challenging


Qs: When a decision is made involving your area of responsibility, you are involved in the decision.

Interpretation:

72% of the employees agree that they are involved in the decision making of the area

of their concerned unit. Recommendations are taken by their managers that motivate

them to actively participate in competent decision making.

pg. 16

16%

72%

8%4%

you are involved in the decision of your area of responsibility


Qs: Your workload is reasonable

Interpretation:

The above chart states that out of 100, 60% of employees have the same opinion that

their workload is reasonable. Whatever task given to them is of acceptable hence

evenhanded burden enhances their work output and do not let them run away from

their job.

pg. 17

16%

60%

24%

workload is reasonable


Qs: Information sharing is a group norm across the organization

16%

68%

12%4%

Information sharing is a group norm across the organization


Interpretation:

Our survey shows that 68% of people believe that information sharing is a widespread

norm across the organization. Employees and managers share useful information with

each other that helps in eliminating the chances of misunderstanding among the

employees. Create better understanding of the problems and help them to deal with it

in an appropriate manner.

pg. 18

Qs: Employees discuss with each other when they need support

Interpretation:

60% of the employees said that they discuss the matters with other employees and

seek help of their mates whenever they are in need. This creates helping environment

that also play its role in employees’ satisfaction and job efficiency.

pg. 19

16%

60%

20%4%

Employees discuss with each other when they need support


Qs: Individuals appreciate the personal contributions of their co-workers

Interpretation:

Above chart shows that around 60% of the people agree with the statement according

to which individual more specifically managers and employees encourage the

contribution of their co-workers and subordinates.

pg. 20

16%

60%

20%4%

Individuals appreciate the per-sonal contributions of their co-

workersstrongly agreeagreeneutral disagreestrongly disagree

Qs: Staff meetings are a source of useful information

16%

64%

16%4%

Staff meetings are a source of useful information


Interpretation:

Around 64% of the employees agree that meetings are conducted after different time

intervals that plays important role in sharing useful information. These meetings

enable them to know where the hitches are and what can be the solution for a

particular problem. Not only problem but initiative for advancement or betterment is

also presented in these meetings.

pg. 21

Qs: Your work group has regular discussions to review performance, discuss problems and plan ways to improve

20%

56%

16%8%

Your have regular discussions to review performance, discuss

problems and plan ways to im-prove strongly agree

agreeneutral disagreestrongly disagree

Interpretation:

According to chart above 56% of the employees have consent that meetings and discussions are usually undertaken for further planning and articulate ways for improvement. This is also considered as the source for the job satisfaction because employees find ease in their task and if they face any problem, they get the solution in such meetings.

pg. 22

Qs: You feel valued as an employee

24%

56%

20%

You feel valued as an employee


Interpretation:

This chart shows that 56% of employees verify that they are valued as an employee.

They get the desired appreciation for their work that proves to be the intrinsic reward

for them and they feel contended internally.

pg. 23

Qs: Quality service is a top priority of the company

Interpretation:

Quality is essential for the prosperity of any business. 58% of the employees consider

that organization largely stresses upon the QM (Quality Management). This is one of

the reasons for their flourishing organization.

pg. 24

21%

58%

21%

Quality service is a top priority of the company


Qs: You get recognition for the contributions you make

Interpretation:

Healthy majority of 68% believe that they get the reward and recognition if they

perform the task well. These recognitions are sometimes in the form of bonuses or

sometimes they are highlighted as the employee of the month.

pg. 25

20%

68%

12%

You get recognition for the contributions you make


Qs: Management expectations from their employees are higher

Interpretation:

By this survey it is found that 68% of the employees believe that management has

higher expectation from them regarding their assigned tasks. Management wants their

employees to give maximum output in minimum time and resources.

pg. 26

20%

68%

12%

Management expectations from their employees are

higherstrongly agreeagreeneutraldisagreestrongly disagree

Qs: Management treats employees fairly

Interpretation:

The above chart clearly shows that they are treated by the management fairly without

any biasness. As the organization is task oriented therefore employees have to perform

well in order to get the maximum reward from the organization.

pg. 27

8%

76%

16%

Management treats employees fairly


Qs: Your manager listens to your ideas and concerns

Interpretation:

From the above chart 68% of the employees think that their managers listen to their

ideas and take recommendations from them which are a great source of

encouragement for them.

pg. 28

12%

68%

20%

Your manager listens to your ideas and concerns

strongly agreeagreeneutraldisagreesstrongly disagree

Qs: You think your job is secure.

Interpretation:

In the above chart 60% of the employees agree that there is a certainty about their job

and they feel that their job is secure.

pg. 29

12%

60%

28%

You think your job is secure


Qs: Your salary and benefit package is attractive

Interpretation:

The above chart clearly shows that handsome majority of 72% employees are satisfied

with their salary and benefit packages offered by their organization.

pg. 30

12%

72%

16%

Your salary and benefit package is attractive.


Conclusions and Recommendations

After reviewing the whole survey report we can analyze that in Soneri Bank every

work is done in a systematic way and best possible way is selected but there is no

one best way for all problems because problem is unique by nature so requires new

approach to resolve it. The best approach can be the meetings that enable lower

and upper level management to discuss about the problem, threats and

opportunities they currently has or that they might have in future.

Moreover, employees require more freedom and empowerment to get pleasure

from their work. Maslow’s hierarchy of need is more compelling at company to find

understand the need of individuals. The higher needs of individuals at Soneri Bank

are recognized by creative environment and to enhance their higher needs proper

and adequate training and development program should be available for

employees. Employees in Soneri Bank are also given opportunities to meet the

challenges and respond to it in their own innovative way. Well defined policies

always help the organization to maintain a discipline at every level but flexibility is

vital to bring a possible positive change which is fruitful for any organization.

pg. 31

Job Satisfaction Report

Documents

soneri bank

work closely

current job

employee satisfaction

higher job

soneri bank

hygiene factors

benefit package