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Influence of motivational factors on job satisfaction Page No. 1
1.1 Introduction
Human life has turned out to be extremely mind boggling now-a-days. In current
society the necessities and prerequisites of the general population are regularly
expanding and consistently evolving. At the point when the request of people is
consistently expanding and regularly changing and their necessities are not satisfied
they end up unsatisfied. Unsatisfied people are probably going to contribute next to
no for any reason. Job satisfaction is a standout amongst the most mainstream and
generally inquired about themes in the field of hierarchical brain research.
Employment satisfaction is a pleasurable or positive passionate state coming about
because of the evaluation of one's activity or Job encounters. Employment satisfaction
has been contemplated both as a result of numerous individual and workplace
qualities and as a forerunner to numerous results. Employees who have higher
employment satisfaction are normally less missing, less inclined to leave, more
gainful, more prone to show hierarchical responsibility, and more inclined to be happy
with their lives.
Job satisfaction is one's inclination or perspective with respect to nature of their work.
Employment can be impacted by assortment of elements like nature of one's
association with their administrator, nature of physical condition in which they work,
level of satisfaction in their work, and so on. Motivational state of mind towards work
are identical to work satisfaction while negative demeanor towards work has been
characterized differently now and again. In short Job satisfaction is a man's state of
mind towards work. Job satisfaction is a state of mind which comes about because of
adjusting and summation of numerous particular preferences experienced regarding
the activity their assessment may rest to a great extent upon one's prosperity or
disappointment in the accomplishment of individual goal and upon saw blend of the
activity and mix towards these closures. The present workplace is experiencing a
noteworthy move; factors, for example, globalization, developing economies, and
enhanced innovation are always showing new difficulties and making new open doors
for people.
The money related market particularly the private saving money industry of
Bangladesh has blasted over the most recent couple of years. Saving money business
has been picking up significance and need in Bangladesh with the developing volume
of exchange and generation in various parts of our national economy and expanded
business exercises throughout the years. Development pattern of banks demonstrate
that, it started to increment pointedly after the freedom of Bangladesh. This basic
measurement demonstrates that, the managing some account propensities for the
ordinary citizens expanded as well as the volume of works of the banks expanded
colossally finished the years. With nationalization of business banks in 1972, there
happened an awesome change in the keeping money exercises and another period in
the historical backdrop of managing an account in Bangladesh has been made. So as
to support private venture, government enabled some nearby banks to work business
Dept. of Management Studies University of Rajshahi

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in the private areas from 1982-1983. Presently the business keeping money
framework managing an account framework commands Bangladesh's budgetary
division. Bangladesh Bank is the national bank of Bangladesh and the boss
administrative expert in the part. The keeping money framework is made out of four
state-possessed business banks, five particular advancement banks, thirty private
business banks, and nine outside business banks. There has been a ferocious rivalry in
the keeping money part in Bangladesh, which is a result of remote and in addition
nearby venture.
The achievement and disappointment of any monetary establishment generally relies

on the human asset administration arrangement, in light of the fact that the most
essential resource for a business isn't the measure of cash it has in arrive, building,
present day PC or other hardware. Or maybe a company's most prized asset is the
general population working for it. Human asset employees are what make business
effective or unsuccessful.
Motivational variables prompted a noteworthy move in the representative's

discernment for the activity and workers exchanged a great deal of Jobs due to better
prospects, higher pay and remuneration and different elements. Among the different
components the budgetary and nonfinancial prizes are additionally essential. Job
satisfaction is a state of mind of a representative over a time of his/her activity so the
elements of employment satisfaction and disappointment changes over the timeframe.
Because of substantial inflow of multinational private banks in Bangladesh, they
acquired another culture the managing an account division which depended on
execution-based prizes and pay. This has brought higher work openings, increments in
salary level, and changes in utilization design and thus there develops a focused
domain in the business. This opposition has influenced the administration to hole
more extensive as private banks offer better administrations to their inward and
outside clients. The situation has made an inclination to the bank approach creators to
distinguish the hidden reasons and brought them into thought the activity satisfaction
issue.
Thusly, we can state that, Motivational elements that impact Job satisfaction in private
keeping money division had been a researchable idea previously. It keeps on being a
researchable idea later on also with the regularly evolving social, financial, innovative
aspects of the world and the rise of private saving money industry. Henceforth, more
looks into and experimental study s relating to the idea of motivational factor
impacting work satisfaction of private banks are basic so as to improve the limits of
existing information. Proposed think about is intended to study the present situation of
motivational elements that ready to impact the activity satisfaction of employees of
the private keeping money segment and future prospects.

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1.2 Banking System in Bangladesh

The saving money framework at autonomy comprised of two branch workplaces of
the previous state bank of Pakistan and the seventeen expansive business banks, two
of which were controlled by Bangladeshi premiums and three by nonnatives other
than west Pakistanis. There were fourteen littler business banks. For all intents and
purposes all managing an account administration were gathered in urban territories.
The recently free government promptly picked the Dhaka branch of the state bank of
Pakistan as the national bank of the country and renamed it the 'Bangladesh Bank'.
Aside from the head office in Dhaka, it has nine more branches, of which two in
Dhaka and one each in Chitttagong, Rajshahi, Khulna, Bogra, Sylhet, Rangpur, and
Barisal.
The bank was in charge of managing money, controlling credit and directing trade
holds. The individual from the banks in all now remain at 48 in Bangladesh. The
Bangladesh government at first nationalized the whole household keeping money
framework, continued to rearrange, and renamed the different banks. Remote claimed
banks were allowed to keep working together in Bangladesh. The new saving money
framework prevailing with regards to building up sensible productive methodology
for overseeing credit and remote trade. The essential capacity of the credit framework
all through the 1970's as to fund exchange people in general segment, which together
consumed 75% of aggregate advances.
1.3 Different period of bank in Bangladesh
1.3.1 Pakistan Period (1947-1971)

After the parcel of British India into Pakistan and India, the domain now from
Bangladesh ended up essential piece of Pakistan and was called East Pakistan.
Subsequently, English keeping money framework which is prominently known as
branch managing an account framework was rehearsed in the entire Pakistan. There
were 44 banks and monetary establishments working in past Pakistan before the
parcel of Indo-Pak sub – mainland in 1947 (Ibid p.4.) The hold Bank of India
proceeded with its capacity in Pakistan up to September 30, 1948 and from that point
the State Bank of Pakistan appeared in July 1, 1948. There were 36 business banks in
activity until 1971 in the entire Pakistan. Responsibility for banks uncovers that the
West Pakistanis claimed a large portion of the business banks. National Bank of
Pakistan, Habib Bank Ltd. also, the Australasia Bank Ltd. had one branch of each in
East Pakistan until 1949; no Bangladeshi had proprietorship in any of the banks.
Three other Pakistani-possessed banks were Premier Bank Ltd., Bank of Bahwalpur
Ltd., and Muslim Commercial Bank. Every one of these banks had opened their
branches in East Pakistan amid 1950-58. Afterward, another four banks the United
Bank Ltd., Union Bank ltd., Standard Bank Ltd., and the Commerce Bank ltd.,

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likewise opened their branches in the territory amid 1959-65. Central command of
every one of these banks had in West Pakistan.
1.3.2 Bangladesh Period (1971-onwards)

By the date Bangladesh broadcasted Independence, there were around 14 booked
keeps money with around 3642 branches everywhere throughout the nation. Some
remote were in Pakistan on that date (M. Abul Basher Bhuiya, Bangladesh Laws on
Banks and Banking. Distributed by M. Hairier, Dhaka, and p.5.). The banks were in
task in Bangladesh region until December 16, 1971 were – National Banks of
Pakistan, Bank of Bahwalpur Ltd., Premier Bank Ltd., Habib Bank Ltd., business
Bank Ltd., United Bank Ltd., Association Bank Ltd., Muslim Commercial Bank Ltd.,
Standard Banks Ltd., Australasia Bank ltd., Eastern Mercantile Bank Ltd., and Eastern
Banking Corporation Ltd. there were just two banks in Bangladesh, previous East
Pakistan built up by the nearby business people,; one was-Eastern Mercantile Bank
Ltd. which is presently known as Pubali Bank Ltd. furthermore, the other one was
Eastern Banking Corporation Ltd. which is referred to directly as Uttara Bank Ltd.
These two banks were built up in 1959 possessed by neighborhood business bunches
with central command in Dhaka. In 1971, 920 workplaces of the two banks were in
activity in this locale.
In 1971, the administration of Bangladesh nationalized the entire keeping money
framework to reproduce the war-smashed saving money of Bangladesh. The Dhaka
branch of the state bank of Pakistan was changed over into the nation's national bank
and renamed as Bangladesh Bank under the Bangladesh Bank, Order 1972 vide P.O.
126 of 1972 six NCB's were set up by government. Besides, two specific banks-
Bangladesh Shilpa Bank (BSB) and Bangladesh Krishi Bank (BKB) were likewise
settled by the administration under the Bangladesh Shilpa Bank Order, 1972 (P.O.129
of 1972) and Bangladesh Krishi Bank Order, 1973 (P.O. 127 of 1973) with the
advantages of the - then Industrial Development Bank of Pakistan and Agricultural
Development Bank of Pakistan separately.
The legislature of Bangladesh got change its monetary arrangement in mid-1980 and
enabled banks to work in the private part. As needs be, a portion of the private banks,
for example, Arab Bangladesh Bank Ltd., National Bank Ltd., IFIC Bank Ltd., and
Islamic Bank - Bangladesh began their saving money activity in the nation. Seeing the
accomplishment of the new private banks and having external experience on the
execution of misfortune repeating NCB's administration exchanged the Uttara Bank
and the Pubali Bank in the private segment amid 1984-1985 (Idib, p, 4). later, The
Rupali Bank was likewise exchanged to the private area in 1986. Amid 1987 to 1996
nine more private banks were permitted to work in the part. Those were-The Oriental
Bank Ltd. (1987), Eastern Bank constrained (1992), National Credit and Commercial
Bank Ltd. (1993), Prime Bank Ltd. (1995), Southeast Bank Ltd. (1995), Dhaka Bank
Ltd. (1995), Al Arafah Bank Ltd. (1995), Social Bank Ltd. (1995), Dutch-Bangla
bank Ltd. (1996). Again in 1999, nine more banks were begun their task in the

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managing an account area. Those were Mercantile Bank Ltd., Standard bank Ltd.,
One Bank Ltd., Export Import Bank of Bangladesh Ltd., Bangladesh Commerce bank
Ltd., Mutual Trust Bank Ltd., First Security Bank Ltd., The Premier Bank Ltd., and
Bank Asia Ltd. Once more, in 2001 four more business banks that are private were
allowed to work in the area. These were – The Trust Bank Ltd., Shahjalal Islamic
Bank Ltd., Jamuna Bank Ltd., and BRAC Bank Ltd.
1.4 Statement of the problem

Obviously work satisfaction assumes a fundamental part as employees’ execution
depends significantly on it. In this aggressive time just, those organization can survive
the employees of which are fulfilled. This investigation is directed to discover the
motivational elements influencing work satisfaction of private bank employees.
Private banks have a few constraints in the field of employment satisfaction.

There are a few challenges of these bank, these are: employees are conceivably not
fulfilled on pay they get, they are not legitimately happy with the administration,
working condition, working hours are not adaptable, innovation, incidental advantage.
Advancement framework took after by bank isn't appropriate. What's more, the
workers don't have employer stability a large portion of the cases. That is the reason
they are discouraged in looking at of the employees of general society business banks.
As the specialist completely inspect the issue, here the issue is evident that there are
numerous issues in private bank and the issues are the boundary of accomplishing
something creative by the workers.
1.5 Objectives of the study

The fundamental target of the investigation is to distinguish the motivational factor
influencing work satisfaction of the employees of private business bank of Rajshahi
city. To accomplish this goal, the investigation tries to understand the accompanying:
1. To assess the level of Job satisfaction of the workers of commercial private bank.
2. To distinguish the motivational elements influencing work satisfaction of the
employees of commercial private bank.
3. To decide the issues identifying with work satisfaction of the employees of
commercial private bank.
4. To give a few recommendations to beat those issues and enhance work satisfaction
of commercial private bank.

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1.6 Justification of the study

Employment satisfaction is an imperative field of research. Employment satisfaction
is a vital component for each undertaking. A bank or any venture can't achieve its
objective if that component is truant. This investigation is led to gauge the activity
satisfaction level of the employees and to distinguish the motivational elements
influencing work satisfaction of private business bank of Rajshahi city. Employees of
private business bank may make colossal commitment for the monetary improvement
of Rajshahi. Consequently, it is essential for the bank to have an arrangement of very
much fulfilled workers. This investigation will discover the issues identifying with
work satisfaction and the approaches to propel the employees of the bank.
The study is led and featured at work satisfaction level of the employees. It appears
that the investigation will help the scientist, arrangement producers and others
academicians for directing numerous different study s in this fundamental field. It is
to be noticed that discoveries of the study will be useful for the bank and comparative
association of expelling the issues of their employees' activity satisfaction. In the
event that the study is directed on the bank at that point work satisfaction level of the
employees will be progressed. The connection and correspondence among the
workers will be enhanced moreover. It will be conceivable to legitimize the activity
satisfaction level of the workers so as to time. What's more, if the issues are
distinguished, the bank specialist will be cognizant about that and as needs be will
attempt vital activities to expel those issues that will be an extraordinary help for the
employees.
1.7 Scope of the study

The study covers distinctive private business banks of Rajshahi city. The study
focuses numerous zones identifying with Motivation and employment satisfaction.
Motivational variables might be fiscal and non-money related. Both the variables have
awesome impact on representative's activity satisfaction. In spite of the fact that more
often than not by motivational factor we implied for the most part fiscal or money
related factors yet it isn't genuine untouched. The vital motivational variables that
cover the investigation are:
➢
Salary
➢
Fringe benefits
➢
Working condition
➢
Promotional offices

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Retirement arrangement
➢
Welfare benefits
➢
Working hours
➢
Participation in basic leadership
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Supervision framework
➢
Authority and obligation
➢
Job security
1.8 Limitations of the Study

In embraced the study program, specialist confronted different issues. In this way, the
study has a few limitations. These are as per the following:
1. Limited time: There was brief time to finish this investigation appropriately. It
is required no less than a half year to lead the investigation legitimately.
Whereas specialist has gotten 3 months times. Therefore, scientist couldn't
have the capacity to gather information from the distinctive districts of the
nation to play out my exploration work legitimately.
2. Fund inaccessibility: To work this study program, there was no accessible

cash. Also, there was no hotspot for money related help. In this manner,
specialist couldn't have the capacity to meet with more respondent.
3. Lack of participation: The Officers and workers of the banks are the greater
part of time occupied in their keeping money action. Along these lines, it was
not all that simple to gather information from them.
4. Limitation of Sample Size: We realize that if the example measure is

substantial then it will be more illustrative to the populace and research work
will be more solid. It wouldn't be conceivable because of time deficiency and
money related emergencies.
5. Secrecy of information: Information about the bank is classified and basic. The
fundamental obstruction in setting up this report was privacy of information.

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2.1 Related Literature Review

Writing survey gives important data with respect to the exploration point and learning
hole. To secure adequate learning it is imperative to examine related articles, books,
reports, diaries and so forth. An assortment of research ventures directed and articles
composed on motivational factor affecting employment satisfaction. The essential
objective of this part is to survey and abridge writing that is applicable to the
understanding the motivational variables influencing work satisfaction.
1
Md. Minhajur Rahman and Md. Mukitul Hoque directed an exploration on work
satisfaction of employees in United Commercial Bank. It centers around the relative
significance on work satisfaction factors and their effect on general Job satisfaction of
bank employees. The investigation is led based on three capacities, for example,
Banking division in Bangladesh, Overview of UCBL and Job satisfaction of UCBL.
This investigation is for the most part in view of essential, optional information and
audit of auxiliary writing. The essential information was directed through organized
survey and some individual meeting and the optional information was gathered from
books, magazines, yearly reports, web, and daily paper. The example estimates 31
employees of UCBL Dhanmondi branch based on accommodation examining. The
gathered information has been examined by utilizing rate study on a 5-point likert
scale. The discoveries of the investigation exhibit an unmistakable photo of the status
of Job satisfaction at representative level in UCBL which can influence the
administration to think on a few issues of workers satisfaction and Motivation which
is required for enhancing the profitability of the bank.
2
Rai Imtiaz Hussain and Shahid Basir directed an exploration on the impact of
motivational factors on worker's activity satisfaction. The targets of this study is to
discover the impacts of motivational factors on the workers' activity satisfaction and
representative's conduct as fulfilled workers can increment hierarchical execution. Out
of the 250 employees working the school, 100 were chosen as test and served survey.
Comfort inspecting strategy was utilized to choose test. The consequences of the study
demonstrate that both characteristic and outward factors of Motivation decidedly
influence the level of employment satisfaction of instructors working in District
Public School Okara. Suggestion comes that administration should give more
consideration towards workers' headway in vocation. The exploration is essential to
build up a writing about educators working in schools.
3
Anubhuti Monga, Narinder Verma and O. P. Monga have a study on the employees
of private banks of India. This study was completed to evaluate the level of Job
satisfaction of employees of the ICICI bank. The investigation was led for the most
part based on essential information source. A five-point Likert Scale poll containing
fifteen inquiries removed from the short type of Minnesota Satisfaction Questionnaire
(MSQ) was directed for information gathering. Plus, inquiries on individual qualities,
and so on were incorporated. The outcomes got from study of

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information uncovered that pay, between individual relationship, correspondence,

state of mind of bosses, working conditions and cooperation have more bearing than
the variables of preparing and improvement, prizes and pay, nature of Job, employer
stability, spirit and part clearness in deciding employment satisfaction of employees
of private banks of India.
4
Seyed Abdol Rasoul Hosseini examined factors influencing the Motivation among
bank workers in Iran. The populace under investigation incorporated all bank
employees, of whom 50 workers were incorporated arbitrarily in the exploration test.
The instrument used to gather the information was Job Motivation Questionnaire.
Also, the gathered information was breaking down by enlightening and inferential
measurements, for example, Pearson connection coefficient. The aftereffects of the
study demonstrated that there is a critical connection between social needs, work
intrigue, self-viability, satisfaction, relational abilities, work advancement, control,
physiological needs, wages, and employment Motivation. Plus, it was noticed that
social needs have the most grounded factor in anticipating work Motivation.
5
Mohammad Masum Iqbal took a shot at work satisfaction among business bank
employees with various possession structures, for example, open, private and remote
banks in Bangladesh. The fundamental targets were to quantify the level of
satisfaction level of investors. Both essential and auxiliary information were utilized
as a part of the study and the example size of the investigation was 150 employees
from these three divisions of banks arranged in Dhaka city. The investigation
delineates that open banks lead as far as professional stability, self-rule, adjust
amongst work and life, specialist and obligation contrasted with their companions
though outside banks lead regarding compensation, status, convenient input.
6
K. M. Anwarul Islam demonstrated that Employee Motivation and professional
stability has impact on work satisfaction. Thus, it may be required to clearly plan and
discovered diverse administrative directing guideline to influence accessible brilliance
to tune to persuade employees which will build up their satisfaction level inside the
association. Subsequently, the Bank organization must gain people under thought. The
level of Job nervousness, rationale of capability alongside the employees, portrayal of
the association other than affects work satisfaction.
7
Aarti chahal et al explores the level of Job satisfaction of Canara Bank employees in
Delhi NCR. The destinations were to discover different elements impacting
satisfaction of workers and concentrate the connection between individual factors and
employer stability of employees. In view of a study, their study endeavors to pick up
experiences into the satisfaction level from the point of view of the Bank employees.
Components including compensation of employees, execution evaluation framework,
special procedures, worker's association with administration and other co-workers,
preparing and advancement program, work weight and working hours are discovered

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critical for enhancing work satisfaction of bank employees in Canara bank. Increment
in level of these variables enhances general satisfaction of employees which is
recognized by utilizing measurable systems.
8
K. R. Sowmya and N. Panchanatham expresses that people who express high
satisfaction in their Jobs are probably going to be more gainful, have higher
association and are more averse to leave than employees with less satisfaction. They
likewise express that Job Satisfaction is reliant on chief conduct, associate conduct,
pay and advancement, employment and working condition and authoritative
viewpoints. On account of employment satisfaction perspectives, the business banks
apparent pay and advancement is an imperative factor to choose their satisfaction
level. The employees have critical slant towards idealistic supervisory conduct and
wonderful authoritative setup. The factor study fastidiously distinguished that the
activity appropriateness and in addition the working condition and other relational
relationship among the specialists can determine their level of satisfaction inside the
working space.
9
Sheik Moksudur et al examined work satisfaction among government school
instructors in Bangladesh. The essential goal was to distinguish government school
educators work satisfaction. The essential information has been gathered from 120
instructors from various government school. One route study of difference (ANOVA)
and t-test was utilized to break down information. The instrument surveyed six
measurements of employment satisfaction: - working conditions, introduce pay,
advancement, supervision, partners and Job as a rule. The educators working in
government universities were most happy with working conditions, supervision,
associates and Job as a rule and most unsatisfied with pay and advancement. This
outcome recommends the approach creators to diminish the disappointment level of
educators working in government school.
10
Fahmida Chowdhury have an investigation on "Job Satisfaction of Bank
Employees: A Comparative Study of Public and Private Sector Banks " and focuses
on study of employment satisfaction in various administration levels inside the banks.
This study additionally watches a critical distinction in work satisfaction among the
best level employees with the lower level workers for all situation s aside from the
female investors of private part banks. The paper in light of both essential and
auxiliary data. For gathering essential information, a survey was directed to quantify
the general Job satisfaction, which incorporates some activity related issues and staff
issues. Information were gathered from the three levels of chain of command with the
assistance of the administration of particular banks. The review was directed in 2006.
Four banks were browsed people in general division to be specific Sonali Bank
(SBL), Janata Bank (JBL), Agrani Bank (ABL), and Bangladesh Krishi Bank (BKB)
by utilizing purposive testing. In the event of the private area banks, four banks to be
specific Pubali Bank Ltd (PBL), Uttara Bank Ltd (UBL), AB Bank Ltd (ABBL), and

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IFIF Bank Ltd were chosen arbitrarily from the original banks. An aggregate number
of 120 examples were considered. The discoveries of the investigation is it turns out
to be certain that sometimes work satisfaction level of private and open division
banks, employees in various administration level isn't indistinguishable.
11
S.M.Ikhtiar Alam and Mostafa Kamal differentiates two parts of Job satisfaction
feature satisfaction and general satisfaction of female specialists. The fundamental
target was to gauge the satisfaction level of female specialists and to recognize the
variables adding to both satisfaction and disappointment. They mostly estimated the
level of general satisfaction and examined the nature feature satisfaction of 200
female specialists. They reasoned that minor level of female specialists in various
article of clothing processing plants are happy with their Jobs and there is a positive
connection between their level of employment satisfaction and the level of
wages/compensations and other distinguished components.
12
Ishfaq Ahmed et al breaks down the impacts of motivational factors on work
satisfaction of employees. The essential information has been gathered from non-
scholarly staff of University of the Punjab. Auxiliary condition demonstrating method
has been connected to test speculation, SPSS 16.0 has additionally been embraced for
essential study purposes. The investigation reasons that natural motivational elements
are having noteworthy association with representative Job satisfaction, though
cleanliness (extraneous) factors are not having any huge association with worker work
satisfaction. Besides, noteworthy distinction was seen between sexual orientation,
capability, encounter, work qualities and Job satisfaction.
13
Uzma Rashid et al directed an exploration titled "Contrast in Job Satisfaction and
Work Motivation Among Government and Private Company Employees ". The
investigation was done with the targets to evaluate the idea of employment
satisfaction and work Motivation among Govt. furthermore, Private Company
workers in District Anantnag. The study was directed on an example of 140
employees from private and Govt. organization workers of locale Anantnag of
Kashmir Valley. Facilitate the example is separated based on sexual orientation in
guys and females in the two parts. Govt. also, private employees and in addition Male
and female workers don't vary essentially in the level of their characteristic and
outward employment satisfaction and additionally inborn and extraneous work
Motivation.
14
Tariq Rafique et al examines on factors affecting Job satisfaction of employees
working in private associations of Pakistan. This investigation educates about
connections between true to life factors and Job satisfaction of private associations
since work satisfaction of private associations employees might be worried about the
individual characteristics, for example, age, sexual orientation and years of
experience. Target of the investigation is the change of authoritative Human Resource

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Management framework with respect to specialist's activity satisfaction. Relationship,

Regression and Analysis of Variance tests were led to test the information. Some of
administration factors, which were, Compensation, Empowerment, Work Place,
Appraisal System, Management Behavior, Motivation, Clear Goals of Organization
and Training and Development demonstrated an emphatically connection with
worker's activity satisfaction.
15
Shaheen Ahmed and Md. Nokir Uddin led a study on work satisfaction of investors
and its effect in keeping money of Bangladesh. The destinations were to distinguish
the level of employment satisfaction of financiers, discover the issues and give a few
proposals. In this study 50 financiers from various territories of Janata Bank Limited
(JBL) were chosen without considering their statistic factors and both parametric and
non-parametric factual investigation has been led to reach its inference. This paper
uncovers that the activity satisfaction of the financiers principally relies upon a few
perspectives like: compensation, advancement, supervision, benefits, rewards,
working system, collaborator, nature of work, correspondence and so on. It is
displayed that the general employment satisfaction of the financiers is winning in JBL
despite the fact that in a portion of the viewpoints or territories they are not fulfilled,
for example, pay, advancement and advantages. The general consequences of the
investigation demonstrate that administrations of the officers of the JBL are altogether
palatable.

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in Private Organizations: A Case of Pakistan”, Research Journal of Applied
Sciences, Engineering and Technology, Vol.7, (2014), pp.1149-1157.


3.1 Methodology of the Study

In playing out any connected research an unmistakable and particular approach must
be taken after where strategy is an arrangement of strategies utilized as a part of a
specific region of movement. All things considered, examine system is the method for
leading an investigation. It is a methodology to discover the issues and to distinguish
the approaches to take care of these issues. It is the mix of some related errand. For
example, procedure of gathering information, deciphering the information, breaking
down the information and doing other significant exercises. It is the blend of
principles and strategies, which are utilized as a part of an investigation.
The investigation depends on both essential and auxiliary information. The
investigation depends basically on the essential information gathered through a very
much encircled and organized poll to inspire the all-around thought about feelings of
the respondents.
This investigation measures the motivational variables impacting worker satisfaction
level towards the private managing an account division in Bangladesh. This
investigation inspects the satisfaction level to an assortment of central point includes
in saving money division.
3.2 Sampling of the study

In Bangladesh, different private banks are accessible. To direct the study the specialist
chose five private banks purposively. The names of the chose banks are:
➢
National Bank Ltd. (7 respondent)
➢
Mutual Trust Bank Ltd. (5 respondent)
➢
EXIM Bank Ltd. (7 respondent)
➢
Mercantile Bank Ltd. (6 respondent)
➢
Standard Bank Ltd. (5 respondent)
So, the employees of the example banks are considered as respondent of the study.
Scientist gathered data about the subjects from the respondent through the pretesting
survey. The analyst asked for the employees to give reply of the considerable number
of inquiries deliberately.


3.3 Sample Area

Legitimate testing is required for directing great research. For leading a decent
research work, it is critical to choose an applicable example region. This study
endeavored to quantify the impact of motivational components of worker satisfaction
towards the private managing an account part in Bangladesh. For the movement of the
investigation and because of time impediment, specialist chose just Rajshahi
Metropolitan region for the study. It would be simpler for specialist to lead inquire
about legitimately. Rajshahi is one of the divisional home office of Bangladesh, where
branches of numerous types' banks are found. There are around 75 branches of various
banks, which are working their business in Rajshahi, where around 11 lakh people
groups are living.
3.4 Sample measure

Test estimate is critical components for getting expected aftereffect of research work.
From the specified territory, scientist chose 30 respondents for survey. The example
units of the investigation are employees of five banks.
3.5 Data accumulation techniques

Information accumulation is a basic errand for each analyst. It's anything but a simple
employment. Information was gathered from two primary sources. Those are as per
the following:
1. Primary sources: Primary information were gathered through:

➢
Questionnaire:
Questionnaire technique is generally used to gather information. Scientists get the
genuine information through survey strategy. Information were gathered for the most
part through close finished poll. Poll was provided to the workers and they are asked
for to top off the survey. The appropriate response of the survey was resolved by five-
point Likert scale that's: exceedingly fulfilled, fulfilled, nonpartisan, unsatisfied, and
profoundly unsatisfied.
2. Secondary sources: Secondary information were gathered from a few sources, for
example,
➢
Journals
➢
Websites
➢
Research reports


➢
Data study system
➢
Newspapers
➢
Books
To break down the quantitative information, the specialist investigated the inner
structure and estimation by utilizing rate arrangement and organization frame.
Scientist has utilized five-point Likert scales for rating employee’s activity
satisfaction:
1) Highly Satisfied. 2) Satisfied. 3) Neutral. 4) Dissatisfy. 5) Highly dissatisfy.

At that point analyst has computed the level of each inquiry,
Furthermore, the yield of the study has appeared in diagram through pie
outline and bar diagram by utilizing graphical technique. By this above
procedure the information is investigation.
3.6 Formulation of the report

The study report is divided into 6 chapter. First chapter contains the introductory part
of this research report which implies short description about research objectives,
status of research etc. The second chapter implies literature review. Third chapter
implies research methodology of this research report. Fourth is implies the theorical
and conceptual framework of this research report. Fifth chapter implies the data
analysis and interpretation of this research and the last one is recommendations and
conclusion of the research.


4.1 Motivation
The word Motivation is gotten from a Latin word "Movere" which truly signifies "to
move". Motivation is a procedure that begins with a physiological or mental need that
initiates a conduct or a drive that is gone for an objective. Worker Motivation is the
mind-boggling powers, drivers, needs, strain states, or different components that
begin and keep up intentional action coordinated towards the accomplishment of
individual objectives.
Motivation can be separated into outward and inborn Motivation. Extraneous

Motivation alludes to outside elements, which can be estimated in money related
terms, for example, pay and advantages, advancement and disciplinary activity.
Extraneous sparks can have a quick and intense impact, yet it won't really keep going
long. Inherent Motivation alludes to inside components, for example, work
satisfaction, obligation, flexibility to act, extension to utilize and create aptitudes and
capacities and testing work and open doors for advancement. Inborn Motivations
which are worried about the „quality of working life‟ are probably going to have a
more profound and longer-term impact. These two unique parts of Motivation are
associated with each other and can't be found in segregation.
Motivation is simply the demonstration of fortifying somebody or to get wanted

strategy, to push right catch to get wanted responses. Motivation is the readiness to
apply large amounts of push to achieve hierarchical objectives, molded by the
endeavors and capacity to fulfill. They additionally stated, that Motivation is an
element of three key components subsequently; exertion, authoritative objectives and
requirements.
The accompanying are the highlights of motivation:

❖
Motivation is a demonstration of supervisors.
❖
Motivation is a constant procedure.
❖
Motivation can be sure or negative.
❖
Motivation is objective arranged.
❖
Motivation is intricate in nature.
❖
Motivation is a craftsmanship.
❖
Motivation is framework arranged.
❖
Motivation is not the same as employment satisfaction.


4.2 Sources of Motivation

There are fundamentally three classifications of factors that decide Motivation at the
work setting along these lines;
(a) Characteristics of the individual - the main classification, are the wellspring of
inward or push powers of Motivation. Three factors likewise add to a person's push
powers: the people
(1) Need, for example, security, confidence, accomplishment, or power.
(2) Attitudes-towards work, a manager, or association and
(3) Goals, for example, undertaking finishing, achievement of a specific level of
execution, and transporter headway.
(b) Characteristics of the activity - the second class identifies with the outer or draw
powers which move in work attributes of the individual (what the individual does at
the work environment). The qualities what amount coordinate input he gets, the work
stack, the assortment and extent of assignments and level of control the individual has
as far as how he or she functions?
(c) Characteristics of the work circumstance – the third classification identifies with
the work circumstance of the individual, discussing what really happens to the
individual. This class has two arrangements of factors: the prompt social condition
containing the individual's managers, working gathering people and subordinates; and
the different sorts of authoritative activities, for example, the association's prizes and
remuneration hones, the accessibility of preparing and improvement, and the measure
of weight connected to accomplish large amounts of yield.
4.3 Importance of Motivation

Motivation offers a few significances to the association and to the workers:
➢
Higher effectiveness
➢
Reduce non-attendance.
➢
Reduces workers turn over.
➢
Improves a corporate picture.
➢
Good relations.
➢
Improved resolve.
➢
Reduced wastages and breakages.
➢
Reduced mishaps.
➢
Facilitates activity and development


4.4 Motivational theories

Motivation is an unpredictable wonder. A few speculations endeavor to clarify how
Motivation functions. In administration circles, likely the most well-known
clarifications of Motivation depend on the requirements of the person. The
fundamental needs show, alluded to as substance hypothesis of Motivation, features
the particular factors that spur a person. In spite of the fact that these components are
found inside an individual, things outside the individual can influence him or her too.
To put it plainly, all people have needs that they need fulfilled. Some are essential
needs, for example, those for nourishment, rest, and water—needs that arrangement
with the physical parts of conduct and are viewed as unlearned. These necessities are
organic in nature and generally steady. Their impacts on conduct are generally clear
and consequently simple to recognize.
Optional necessities, then again, are mental, which implies that they are found out
principally through understanding. These requirements shift essentially by culture and
by person. Optional necessities comprise of inside states, for example, the want for
power, accomplishment, and love. Recognizing and translating these necessities is
more troublesome in light of the fact that they are exhibited in an assortment of ways.
Optional requirements are in charge of the vast majority of the conduct that a boss is
worried about and for the prizes a man looks for in an organization.
A few scholars, including Abraham Maslow, Frederick Herzberg, David McClelland,

and Clayton Alderfer, have given speculations to help clarify needs as a wellspring of
Motivation.
4.4.1 Abraham Maslow's chain of command of requirements hypothesis

Maslow's chain of command of requirements is a hypothesis in brain research
proposed by Abraham Maslow in his 1943 paper "A Theory of Human Motivation" in
Psychological Review. Maslow thusly stretched out the plan to incorporate his
perceptions of people's natural interest. His hypotheses parallel numerous different
speculations of human formative brain research, some of which center around
depicting the phases of development in people. It depended on the suspicion that
workers are inspired by arrangement of five widespread needs, these scope of
necessities he asserted the individual will be propelled to satisfy whichever is most
effective at the desperate hour (Maslow,1970). This need, writing makes us to
comprehend he assembled them into; Lower arrange needs-which he asserted are
prevailing until the point when they are in any event in part fulfilled. From this edge it
can be understood that any typical person would turn his regard for fulfill needs at the
following level offering ascend to higher-arrange needs which step by step ends up
prevailing. To make the hypothesis basic, Maslow positioned these necessities in a
various leveled mold;


Figure-4.1: Maslows Need Hierarchy Model
In his theory, Maslow identified five levels of human needs.
1. Physiological Needs
Physiological necessities as indicated by Maslow (1970) are the essential
requirements for survival and considered it to be the most minimal level needs. These
requirements included needs, for example, sustenance, water and sanctuary. These are
the essential necessities an individual need to survive and truly can't manage without
it. He was of the solid assessment that regardless of whether the various needs are
unsatisfied then physiological needs will rule. Insofar as physiological needs are
unsatisfied, there exist as a driving or rousing power in a man's life.
2. Security Needs
The following level in the progressive system was what he named as wellbeing needs-
the scan for shield, security, strength, reliance, insurance, flexibility from (tension,
dread and disorder), and a requirement for structure, request, and law. In the work
setting this need convert into a requirement for no less than an insignificant level of
business security; and the confirmation that we can't be expelled or sacked on
superfluous issues.
3. Social Needs
On the off chance that a man has the initial two levels of necessities very much
delighted, the development of social needs (feeling of belongingness and love) turns
into the following target. At this phase throughout everyday life, a man strives after
the love of others and would need to be set in a gathering or family. Relating this to
the work put, as active animals, people have a need to have a place and this must be
fulfilled by a capacity to cooperate with one's partners and have the capacity to team
up successfully to accomplish authoritative objectives.


4. Regard Needs
All people have a need to feel regarded; this incorporates the need confidence and
sense of pride. Regard shows the run of the mill human want to be acknowledged and
esteemed by others. People look for needs like want for notoriety and
acknowledgment, esteem, status, acclaim, magnificence, strength consideration and
gratefulness according to other people.
5. Self-realization Needs
This level of need alludes to what a man's maximum capacity is and the
acknowledgment of that potential. Maslow depicts this level as the want to achieve
everything that one can, to end up the most that one can be Individual may see or
spotlight on this need particularly.
4.4.2 Herzberg's two-factor hypothesis

Frederick Herzberg offers another system for understanding the motivational
ramifications of workplaces. In his two-factor hypothesis, Herzberg recognizes two
arrangements of variables that effect Motivation in the working environment:
➢
Hygiene factors incorporate pay, employer stability, working conditions,
Hierarchical arrangements, and specialized nature of supervision. In spite of the fact

that these elements don't rouse employees, they can cause disappointment on the off
chance that they are absent. Something as straightforward as adding music to the
workplace put or actualizing a no-smoking approach can make people less unsatisfied
with these parts of their work. Be that as it may, these enhancements in cleanliness
factors don't really expand satisfaction. Satisfier or Motivations incorporate such
things as duty, accomplishment, development openings, and sentiments of
acknowledgment, and are the way to work satisfaction and Motivation. For instance,
directors can discover what people truly do in their Jobs and make enhancements, in
this way expanding activity satisfaction and execution.


Figure-4.2: Factors of Herzberg’s two factors theory
Following Herzberg's two-factor theory, managers need to ensure that hygiene factors
are adequate and then build satisfiers into jobs.
Figure-4.3: Herzberg’s two factors theory


Although research has not verified the strict deficit and progression principles of
Maslow's theory, his ideas can help managers understand and satisfy the needs of
employees.


4.4.3 Alderfer's Hierarchy of Motivational Needs (ERG THEORY)

The ERG hypothesis was propounded by Clayton Alderfer in 1972 as a snappy
reaction to the absence of observational confirmation for the chain of importance of
thought processes exhibited by Maslow in 1970. His goal was to adjust it all the more
intimately with experimental research. In any case, Alderfers variant of the necessities
hypothesis was based on the thoughts of Maslow. Concentrate the issues deliberately
one can obviously finish up Alderfer just looked to introduce an elective approach as
opposed to dismiss the hypothesis. The ERG he characterized as; Existence,
Relatedness, and Growth.
➢
Existence needs: he characterized as including all fundamental
material presence prerequisites; (Maslow's physiological and security needs).
➢
Relatedness Needs: he alluded to as the journey of people to keep up
relational association with other human relatives, partners, managers, and
subordinates. He clarifies advance by saying people fulfill this need by sharing
considerations and emotions. (Maslow's social/adore require and the outside part of
his regard require).
➢
Growth Needs: He alluded to as what induces a man to be inventive or
affect his/her condition in this manner, the want for self-improvement. He was of the
conclusion that this level of necessities can be cooked for by participating in
challenges that requests that you utilize your aptitudes or require that you start new
ones (Maslow's regard need, and self-realization). In the nutshell, Alderfer trusts that
three classifications of requirements are dynamic in each individual yet change in
degrees and quality.
Alderfer's ERG hypothesis contrasts from Maslow's Need Hierarchy seeing that ERG
hypothesis shows that in excess of one need might be agent in the meantime. ERG
hypothesis does not accept an unbending progressive system where a lower require
must be generously fulfilled before one can proceed onward. Alderfer likewise
manages disappointment. That is, if a higher-arrange require is unsatisfied, an
individual at that point tries to expand the satisfaction of a lower-arrange require.
As per Maslow an individual would remain at a specific need level until the point
when that need was fulfilled. ERG hypothesis counters by noticing that when a
higher-arrange require level is baffled the person's want to expand a lower-level need
happens. Failure to fulfill a requirement for social cooperation, for example, may
expand the want for more cash or better working conditions. So, disappointment can
prompt a relapse to a lower require.
In rundown, ERG hypothesis contends, as Maslow, that fulfilled lower-arrange needs
prompt the want to fulfill higher-arrange needs; however various requirements can be


working as Motivations in the meantime, and dissatisfaction in endeavoring to fulfill a

more elevated amount need can bring about relapse to a lower-level need.
Figure-4.4: Comparison of Maslow and Alderfer’s Hierarchy of Needs
4.4.4 Theory of "X" and Theory of "Y"

Douglas McGregor watched two oppositely contradicting perspectives of
administrators about their employees, one is negative called "Hypothesis of X", and
one is certain called "Hypothesis of Y"
1. Hypothesis of X: Following are the suppositions of administrators who have

confidence in the "Hypothesis of X" with respect to their employees.
➢
Employees despise work; if conceivable keep away from the same.
➢
Employees must be pressured, controlled or undermined to take the necessary
➢
steps.
Employees evade obligations and look for formal bearing.
➢
Most workers consider security of employment, most critical of every single
other factor in the activity and have next to no desire.
2. Hypothesis of Y: Following are the suppositions of chiefs who believe in the

"Hypothesis of Y" concerning their employees.
➢ Employees cherish fill in as play or rest.


➢
Employees are self-coordinated and self-controlled and focused on the
hierarchical
➢
goals.
Employees acknowledge and look for duties.
➢
Innovative soul isn't bound to directors alone, a few workers likewise
have it.
➢
Hypothesis of X accept Maslow's lower level needs overwhelm
in employees.
Though Theory of Y, expect Maslow's larger amount needs command in workers.
4.4.5 Acquired Needs Theory

Another substance hypothesis which additionally fixated on needs was propounded by
an American clinician Mc-Clleland in 1955. This hypothesis centers around educated
or obtained needs. He proposed three of these should be the fundamental standard for
this hypothesis; thus, the reference of the hypothesis as three needs hypothesis.
(a) Need of accomplishment (nAch) - to set and meet standard of magnificence.
(b) Need of energy (nPow) – to have control more than one‟s condition.
(c) Need of alliance (nAff) - to create and keep up relational relations.
Figure-4.5: Model of Acquired Needs Theory


Mc Clleland (1955) battled that a man who has a high requirement for
accomplishment is somebody who routinely makes progress toward progress or
objective achievement. He was of the view that, as opposed to being orchestrated in a
chain of command, individual have every probability of clashing needs, which propel
their conduct when initiated.
He additionally opines that, the nearness of these thought processes or drives in an

individual demonstrates an inclination to carry on in certain ways. Consequently, from
a chief's point of view, perceiving which require is predominant in a specific
individual influences the manner by which that individual can be spurred.
In synopsis, all the hypothesis proposed was, people with accomplishment thought
processes are propelled by benchmarks of perfection, outlined parts and duties and
concrete, opportune input. Those with alliance thought processes are propelled when
they can achieve things with people they know and trust. What's more, the power
rationale is initiated when people are permitted to have an effect, awe people with
significant influence, or beat contenders.
4.5 Job Satisfaction

An upbeat specialist is a gainful laborer. Specialists having a feeling of inward
satisfaction and pride accomplished when playing out a specific Job. Job satisfaction
happens when a worker feels he has achieved something having significance and
esteem deserving of acknowledgment; feeling of bliss. Satisfaction makes certainty,
devotion, and at last enhanced quality in the execution of the specialists.
Job satisfaction portrays how content an individual is with his or her activity.
Specialists with abnormal state of satisfaction have positive feeling about their
activity and laborer with low satisfaction has negative feeling about their activity. Job
satisfaction is as to one's emotions or perspective with respect to the idea of their
work.
Job satisfaction can be characterized as a worker's state of mind towards the activity.
It isn't same as Motivation, rather it is worried about the disposition and interior
condition of an individual in regards to a specific employment. It could, for instance,
be related with an individual sentiment accomplishment, and henceforth, formed or
dictated by pay, supervisory style, and age factors. In the event that the current
employment neglects to give mental or physiological need of an individual,
satisfaction from the activity may be low.


As indicated by Robbins- Job satisfaction is "a positive feeling about one's

employment coming about because of an assessment of its attributes'. Employment
satisfaction has been characterized as a pleasurable enthusiastic state coming about
because of the study of one's activity.
Keith Davis Says-

"Job satisfaction is the positivity with which employees see their work"
Hackman and Oldham (1975) proposed that employments contrast in the degree to
which they include five center measurements:
1. Ability assortment.
2. Assignment character.
3. Assignment centrality.
4. Self-governance.
5. Assignment criticism.
All the more particularly, work satisfaction can be clarified as a worker's general
disposition towards the activity. It is a pleasurable inclination that outcomes from a
representative's impression of accomplishing the coveted level of need or satisfaction.
It is a multidimensional mentality which is comprised of the state of mind of towards
pay, advancements, colleagues, supervision of workplace et cetera. High Job
satisfaction suggests that the workers like the activity, though, low employment
satisfaction identifies with hating of the activity by people.
Thusly, we can reason that, work satisfaction is a worker's sure reaction toward the
different parts of employment. It enhances work execution and can be controlled by
the deviation between worker's assumption about employment result and what the
activity really offers.
So, we can state that, work satisfaction is the general satisfaction of employees on
their association, the activity, condition and other pertinent components.
4.6 Importance of Job Satisfaction

The significance of Job satisfaction is to be cleared in the event that we examine
about the advantages of high employment satisfaction and inconveniences of low Job
satisfaction. Notwithstanding, in the light of these two factors the significance of
employment satisfaction is quickly examine underneath:
1. Happiness of the Administrators: It increment the energy the heads since work
satisfaction builds the efficiency of every representative.


2. Builds up a Sound Behavioral Climate: To build up a sound behavioral

atmosphere work satisfaction is required.
3. Diminishes Absenteeism: Absenteeism is unsafe for creation. However, high Job

satisfaction lessens truancy of workers.
4. Lessens Employee Turnover: If employees are not fulfilled on their activity then
they endeavor to go to other association. Be that as it may, if work satisfaction wins
then this turnover will be diminished.
5. Lessens Accident: If work satisfaction wins in an association then employees are

more mindful on his activity which diminishes the occasion of mishap.
6. Diminishes Strike and Go Slow: Job satisfactions help to assemble sound

connection amongst administration and workers which diminished the extent of strike
and go moderate.
7. Expanded Productivity: If work satisfaction wins then the employees think the
association as their own association which builds their efficiency.
8. Builds Discipline: High Job satisfaction makes workers more enterprising and
devoted. They untouched attempt to comply with the tenets of the association.
At last one might say that high employment satisfaction is the way to achievement of
an association. That is the reason an association should attempt to keep nature where
the employees will be very fulfilled.
4.7 Determinants of Job Satisfaction

Job satisfaction is an extremely complex issue. It has different determinants. H.J.
Reitz separates work satisfaction into three sorts. These are:
✓
Emotional factors.
✓
Informational factors.
✓
Behavioral factors.
Organ and Hamnre upheld Reitz's idea about the components of employment
satisfaction.
Blum and Naylor additionally ordered the elements of employment satisfaction into
three sorts. These are:
✓ Specific work factors.


✓
Employee's own attributes.
✓
Group connection.
By thinking about the greater part of this present master's view about the determinants
of the activity satisfaction, we can arrange the variables into two kinds for our
improvement of dialog.
1. Organizational Variable: There are five factors incorporated into authoritative

factors. These are:
✓
Level of Job.
✓
Cooperative Leadership.
✓
Salary and Promotional Facilities.
✓
Safety of Jobs.
✓
Working Environment.
2. Personal Variable: In an association a worker can pick his obligations and any one
can disdain his duties. As a matter of fact, decision of work relies upon one's close to
home elements. These are given underneath:
❖
Age.
❖
Educational Level.
❖
Sex.
❖
Personal Differences.
4.8 Benefits of Job Satisfaction

Job satisfaction is an exceptionally significant component to the workers for their
activity. There are a few advantages quickly talk about in given beneath:
1. General level of satisfaction is known: Organization can be educated about the level of
Job satisfaction of the workers and find a way to build representative satisfaction.
2. It is an energy of symptomatic device: It analyze association about the purposes for

worker disappointment.
3. Valuable correspondence is conceivable: Job satisfaction enhances connection

amongst administration and employees.
4. Training necessities are known: If low satisfaction wins at that point preparing is
required. So, work satisfaction knows the need of preparing.


5. Improvement of states of mind: If the employees are more fulfilled on their activity
then their demeanor turn out to be extremely positive.
4.9 Ways to enhance work satisfaction as an administrator

At the point when a man is a supervisor, one of his/her Jobs is to persuade and build
up his/her employees to enhance work satisfaction. On the off chance that one needs
to enhance his/her own profitability, he/she ought to likewise be worried about his/her
own particular activity satisfaction. There are manners by which administrators can
screen action and create plans that will enhance their own particular execution.
1. Objectives: Employees are propelled by execution objectives, and they discover

pride in accomplishing or surpassing their objectives. Directors ought to likewise
make objectives intended to bring individual and expert satisfaction.
2. Get Subordinate Involved: Managers who want to play out the majority of the
regulatory and administrative errands for their areas of expertise all alone are adding
to their own particular pressure and estranging their staff. Figure out how to get your
employees engaged with settling on every day choices by enabling employees to build
up their own particular work technique.
3. Take Breaks: The worry of being an administrator can deplete a portion of the
feeling of satisfaction one gets from departmental and proficient achievements.
Taking breaks for the duration of the day is a basic yet viable approach to abstain
from workaholic behavior oneself and enable one's a great opportunity to gather one's
contemplations.
4. Preparing: To get more out of oneself as a supervisor, he/she needs to proceed with
his/her instructive and expert improvement. Industry preparing and propelling one's
instructive foundation can help his/her to contribute more to the group. One can
likewise enhance one's own particular profession way by keeping up one's very own
improvement.
5. Self-Deception: Amir Erez and Timothy A. Judge of Cornell University directed

research into the part of self-double dealing in worker work satisfaction. They found
that workers with a subjective feeling of individual prosperity will probably encounter
work satisfaction. They likewise found that employees who participate in self-double
dealing were more fulfilled in their lives and in their employments. The analysts
characterized self-duplicity as holding decidedly one-sided perspective of oneself,
overlooking minor reactions offered by others, marking down their own
disappointments, keeping away from negative considerations and expecting an
abnormal state of achievement in their own particular endeavors.


4.10 Motivational components

There are a few factors that persuade a man to work. The motivational variables can
be extensively partitioned into two gatherings:
1. Money related factors:

There are some elements have in money related motivational components. Those
elements now given bellow:
A. Salaries or wages: Pay rates or wages is a standout amongst the most vital
motivational variables. Sensible compensations must be paid on time. While settling
pay rates the association must consider, for example, Cost of living, Company
capacity to pay, Capability of organization to pay and so forth.
B. Bonus: It alludes to additional installment to representative far beyond

compensation given as an impetus. The employees must be given satisfactory rate of
reward
C. Incentives: The association may likewise give extra motivating forces, for
example, therapeutic stipend, instructive recompense, stimulation remittance, and so
on.
D. Special singular motivating forces: The company may provide special

Individual incentives. Such incentives are to be given to deserving employees for
giving valuable suggestions.


2. Non-Monetary Factors
A. Status or Job title: By giving a higher status or assignments the worker

must be roused. Workers incline toward and glad for higher assignments.
B. Appreciation and acknowledgment: Employees must be acknowledged for

their administrations. The acclaim ought not originate from quick predominant but
rather additionally from higher specialists.
C. Delegation of expert: Delegation of specialist inspires a subordinate to play

out
the undertakings with devotion and responsibility. At the point when expert is
assigned, the subordinate realizes that his prevalent has set confidence and trust in
him.
D. Working conditions: Provision for better working conditions, for example,

ventilated rooms, legitimate plant design, appropriate sanitation, hardware, machines
and so forth, rouses the employees.
E. Job security: Guarantee of employer stability or absence of dread rejection,

and so forth can likewise be a decent method to propel the workers. Employees who
are kept incidentally for quite a while might be unsatisfied and may leave the
association.
F. Job advancement: Job improvement includes all the more difficult errands
and
obligations. For example, an official who is associated with getting ready and
introducing reports of execution, may likewise requested to outline designs.
G. Workers support: Inviting the representative to be an individual from quality

circle, or an advisory group, or some other type of worker investment can likewise
rouse the work compel.
H. Cordial relations: Good and solid relations must exist all through the
association. This would inspire the workers.
I. Good bosses: Subordinates need their bosses to be astute, experienced,

developed, and having a decent identity. Truth be told, the better needs than have
unrivaled learning and aptitudes than that of his subordinates. The very nearness of
bosses can rouse the subordinates.


J. Other factors: There are a few different components of rousing the workers:
➢
Providing preparing to the workers.
➢
Proper employment positions.
➢
Proper advancements and exchanges.
➢
Proper execution criticism.
➢
Proper welfare offices.
➢
Flexible working hours.


5.1 Analysis and Interpretation of Data

This study was led to assess the level of Job satisfaction of the employees of private
business bank. For this reason, an arrangement of survey comprises of 21 questions
figured by the scientist and appropriated among the employees of 5 distinct banks.
After certain timeframe all the survey were gathered from the respondent. Gathered
information have been examined in the accompanying ways.
We provide 30 question papers to the employees and get following response:
Question-1: Satisfaction level of the respondents on the behavior of the boss of
the bank:
Table-1
Statement Highly Satisfied Neutral Dissatisfied Highly Total
Satisfied Dissatisfied
Frequency 7 18 5 0 0 30
Point 5 4 3 2 1
Assigned
Outcome 35 72 15 0 0 122
Here, outcome= Frequency × Point Assigned

Calculation of weighted average
Total Outcome 122
Weighted Average= = =4.07
Sample 30
Comment: From the above calculation it is seen that the weighted average 4.07 which
is more than 3.5(the expected level). So, we can say that the employees are satisfied
on the behavior of the boss of the bank.
From the frequency table a pie chart can be presented

0% 0%
17%
23% Highly satisfied
Satisfied
Neutral
Dissatisfied
Highly Dissatisfied
60%
From the pie chart it is seen that 23% employees are highly satisfied, 60% are
satisfied, 17% are neutral, 0% are dissatisfied and 0% are highly dissatisfied on the
behavior of the boss of the bank.


Question-2: Satisfaction level of the respondents on salary:
Table-2
Frequency 7 22 1 0 0 30
Point 5 4 3 2 1
Assigned
Outcome 35 88 3 0 0 126
Total Outcome 126

Sample 30
on their salary.

0%
4% 0%
23% Highly Satisfied

Satisfied
Neutral
Dissatisfied
Highly Dissatisfied
73%
satisfied, 4% are neutral, 0% are dissatisfied and 0% are highly dissatisfied on salary
of the bank.


Question-3: Satisfaction level of the respondents on the incentives provided by

the bank:
Table-3
Frequency 4 16 6 4 0 30
Point 5 4 3 2 1
Assigned
Outcome 20 64 18 8 0 110
Total Outcome 110

Sample 30
on incentives provided by the bank.

0%
13% 13%
Highly Satisfied
20% Satisfied
Neutral
Dissatisfied
54% Highly Dissatisfied
incentives provided by the bank.


Question-4: Satisfaction level of the respondents on the increment provided by

the bank:
Table-4
Frequency 6 18 6 0 0 30
Point 5 4 3 2 1
Assigned
Outcome 30 72 18 0 0 120
Total Outcome 120

Sample 30
on the increment provided by the bank.

0% 0%
20% 20% Highly Satisfied
Satisfied
Neutral
Dissatisfied
Highly Dissatisfied
60%
increment provided by the bank.


Question-5: Satisfaction level of the respondents with the house rent allowances
provided by the bank:
Table-5
Frequency 10 17 3 0 0 30
Point 5 4 3 2 1
Assigned
Outcome 50 68 9 0 0 127
Total Outcome 127

Sample 30
on the house rent allowances provided by the bank.

0% 0%
10%
Satisfied
Neutral
Dissatisfied
Highly Dissatisfied
57%
house rent allowances provided by the bank.


Question-6: Satisfaction level of the respondents with the medical allowances

Table-6
Frequency 4 21 3 2 0 30
Point 5 4 3 2 1
Assigned
Outcome 20 84 9 4 0 117
Total Outcome 117

Sample 30
with the medical allowances provided by the bank.

0%
7%
13%
10%
Highly Satisfied
Satisfied
Neutral
Dissatisfied
Highly Dissatisfied
70%
satisfied, 10% are neutral, 7% are dissatisfied and 0% are highly dissatisfied with the
medical allowances provided by the bank.


Question-7: Satisfaction level of the respondents with the conveyance allowances

Table-7
Frequency 5 20 4 1 0 30
Point 5 4 3 2 1
Assigned
Outcome 25 80 12 2 0 119
Total Outcome 119

Sample 30
on the conveyance allowances provided by the bank.

3% 0%
Satisfied
Neutral
Dissatisfied
conveyance allowances provided by the bank.


Question-8: Satisfaction level of the respondents with the bonus provided by the
bank:
Table-8
Frequency 6 19 5 0 0 30
Point 5 4 3 2 1
Assigned
Outcome 30 76 15 0 0 121
Total Outcome 121

Sample 30
with the bonus provided by the bank.
0%
0%
17%
20%
Highly Satisfied
Satisfied
Neutral
Dissatisfied
Highly Dissatisfied
63%
bonus provided by the bank


Question-9: Satisfaction level of the respondents with the opportunities to use

ability provided by the bank:
Table-9
Frequency 12 18 0 0 0 30
Point 5 4 3 2 1
Assigned
Outcome 60 72 0 0 0 132
Total Outcome 132

Sample 30
on the opportunities to use ability provided by the bank.

0%
0% 0%

Satisfied
Neutral
60% Dissatisfied
Highly Dissatisfied
opportunities to use ability provided by the bank.


Question-10: Satisfaction level of the respondents with the working hour of the
bank:
Table-10
Frequency 6 23 1 0 0 30
Point 5 4 3 2 1
Assigned
Outcome 30 92 3 0 0 125
Total Outcome = 125

Weighted Average= =4.17
Sample 30
with the working hour of the bank.

0%
0%
3%
20%
Highly Satisfied
Satisfied
Neutral
Dissatisfied
Highly Dissatisfied
77%
working hour of the bank.


Question-11: Satisfaction level of the respondents with the existing leave rules of
the bank:
Table-11
Frequency 4 22 3 1 0 30
Point 5 4 3 2 1
Assigned
Outcome 20 88 9 2 0 119
Total Outcome = 119

Sample 30
with the existing leave rules of the bank.

3% 0%
14%
10%
Highly Satisfied
Satisfied
Neutral
Dissatisfied
Highly Dissatisfied
73%
existing leave rules of the bank.
Question-12: Satisfaction level of the respondents with the recognition of

management and appreciation of higher authority of the bank:


Table-12
Frequency 6 17 7 0 0 30
Point 5 4 3 2 1
Assigned
Outcome 30 68 21 0 0 119
Total Outcome = 119

Sample 30
with the recognition of management and appreciation of higher authority of the bank.

0% 0%
Satisfied
Neutral
Dissatisfied
Highly Dissatisfied
57%
recognition of management and appreciation of higher authority of the bank.


Question-13: Satisfaction level of the respondents with the loan facilities of the
bank:
Table-13
Frequency 6 19 5 0 0 30
Point 5 4 3 2 1
Assigned
Outcome 30 76 15 0 0 121
Total Outcome = 121

Sample 30
with the loan facilities of the bank

0% 0%
17%
20%
Highly Satisfied
Satisfied
Neutral
Dissatisfied
Highly Dissatisfied
63%
loan facilities of the bank


Question-14: Satisfaction level of the respondents with the retirement benefit

policy of the bank:
Table-14
Frequency 7 18 2 0 3 30
Point 5 4 3 2 1
Assigned
Outcome 35 72 6 0 3 116
Total Outcome = 116

Sample 30
with the retirement benefit policy of the bank.
0%
10%
7% 23%
Highly Satisfied
Satisfied
Neutral
Dissatisfied
Highly Dissatisfied
60%
retirement benefit policy of the bank.


Question-15: Satisfaction level of the respondents with the reward for better
performance of the bank:
Table-15
Frequency 10 15 5 0 0 30
Point 5 4 3 2 1
Assigned
Outcome 50 60 15 0 0 125
Total Outcome = 125

Sample 30
with the reward for better performance of the bank.
0% 0%
17%
Highly Satisfied
33%
Satisfied
Neutral
Dissatisfied
Highly Dissatisfied
50%
reward for better performance of the bank.


Question-16: Satisfaction level of the respondents with the welfare facilities of

the bank:
Table-16
Frequency 4 19 5 2 0 30
Point 5 4 3 2 1
Assigned
Outcome 20 76 15 4 0 115
Total Outcome = 115

Sample 30
with the welfare facilities of the bank.

0%
7%
13%
Highly Satisfied
17%
Satisfied
Neutral
Dissatisfied
Highly Dissatisfied
63%
welfare facilities of the bank.


Question-17: Satisfaction level of the respondents with the working environment

of the bank:
Table-17
Frequency 2 15 11 2 0 30
Point 5 4 3 2 1
Assigned
Outcome 10 60 33 4 0 107
Total Outcome = 107

Sample 30
with the working environment of the bank.

0%
7% 7%
Highly Satisfied
Satisfied
36% Neutral
Dissatisfied
50%
Highly Dissatisfied
From the pie chart it is seen that 7% employees are highly satisfied, 50% are satisfied,
36% are neutral, 7% are dissatisfied and 0% are highly dissatisfied with the working
environment of the bank.


Question-18: Satisfaction level of the respondents with the promotional facilities

of the bank:
Table-18
Frequency 4 20 6 0 0 30
Point 5 4 3 2 1
Assigned
Outcome 20 80 18 0 0 118
Total Outcome = 118

Sample 30
with the promotional facilities of the bank.

0% 0%
13%
20%
Highly Satisfied
Satisfied
Neutral
Dissatisfied
Highly Dissatisfied
67%
promotional facilities of the bank.


Question-19: Satisfaction level of the respondents with the social status of the
bank:
Table-19
Frequency 4 19 7 0 0 30
Point 5 4 3 2 1
Assigned
Outcome 20 76 21 0 0 117
Total Outcome = 117

Sample 30
with the social status of the bank.

0% 0%
13%

Satisfied
Neutral
Dissatisfied
social status of the bank.


Question-20: Satisfaction level of the respondents with the assurance regarding

job security provided by the bank:
Table-20
Frequency 3 16 8 3 0 30
Point 5 4 3 2 1
Assigned
Outcome 15 64 24 6 0 109
Total Outcome = 109

Sample 30
with the assurance regarding job security of the employees provided by the bank.

0%
10% 10%
Highly Satisfied
27% Satisfied
Neutral
Dissatisfied
assurance regarding job security of the employees provided by the bank.


Question-21: Satisfaction level of the respondents with the job till now of the
bank:
Table-21
Frequency 3 14 9 2 2 30
Point 5 4 3 2 1
Assigned
Outcome 15 56 27 4 2 104
Total Outcome = 104

Sample 30
is less than 3.5(the expected level). So, we can say that the employees are not satisfied
with the job till now of the bank.
7% 10%
7%
Highly Satisfied
Satisfied
30% Neutral
46% Dissatisfied
Highly Dissatisfied
job till now of the bank.


6.1 Major findings of the study

Overall response of respondents on Motivational factors influencing job satisfaction
of the employees of some selected private commercial banks, in Rajshahi City.
Table-6.1
TOPICS Highly Satisfied Neutral Dissatisfied Highly
1. How much are

you satisfied with 7 18 5 00 00
the behavior of
your boss?
2. To what extent
you are satisfied 7 22 1 00 00
with your salary?
3. To what extent
with the
incentives of your
bank?
4. How much you
are satisfied with 6 18 6 00 00
the increment
provided by the
bank?
5. To what extent
with the house
rent allowances?
6. To what extent 4 21 3 2 00
you are satisfied
with the medical
allowances?
7. To what extent
with the
conveyance
allowances?


8. How much you

are satisfied with 6 19 5 00 00
the bonus
provided by the
bank?
9. To what extent
your organization 12 18 00 00 00
provides
opportunities to
use your ability?
10. To what extent
with the working
hour of the bank?
11. To what extent
with the existing
leave rules?
12. How much
you are satisfied
with the 6 17 7 00 00
recognition of
management and
appreciation of
higher authority?
13. How much
with the loan
facilities of the
bank?
14. How much
with the
retirement benefit
policy of your
bank?
15. To what extent
with the rewards


that are provided

for better
performance
16. How much
with the welfare
facilities of your
bank?
17. To what extent
with your working
environment?
18. How much
with the
promotional
facilities of the
bank?
19. How much
with your job in
the view of social
status?
20. To what extent
are you satisfied
with the assurance 3 16 8 3 00
provided by the
bank regarding
job security of the
employees?
21. To what extent
with your job till
now?
Total 120 386 102 17 5


Table for overall measurement of job satisfaction influenced by motivational

factors.
Table-6.2
Highly Satisfied Highly
Statement Satisfied Neutral Dissatisfied Dissatisfied Total
Frequency 120 386 102 17 5 630
Point 5 4 3 2 1
Assigned
Outcome 600 1544 306 34 5 2489
Here, outcome= Frequency × Point assigned
Calculation of Weighted Average:
Total Outcome = 2489 = 3.95

Weighted Average =
Sample 630
Comment: From the above calculation it is seen that the Weighted Average on overall
measurement on job satisfaction influenced by motivational factors is 3.95 which is
more than 3.5 (the expected level). So, we can say that the employees from different
commercial banks are satisfied on job as a whole.
Table: Rate of job satisfaction of the respondents of some selected private

commercial banks:
Table-6.3
Response Pattern Number of Response Percentage (%)
Highly Satisfied 120 16
Satisfied 386 47
Neutral 102 28
Dissatisfied 17 8
Highly Dissatisfied 5 1
From the table, it is seen that, out of 630 responses, 120 are very satisfied, 386 are
satisfied, 102 are neutral, 17 are dissatisfied and 5 are highly dissatisfied through the
overall measurement.
Now, we can put the above figure into a pie chart.


3% 1%
16% 19%
61%
Highly Satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied
From the above chart we can see that the level of satisfaction influenced by
motivational factors on satisfied is 61% which is higher than other.
The researcher provided a questionnaire composed of 21 questions to each respondent
and there were five options to provide answer of each question e.g. highly satisfied,
satisfied, neutral, dissatisfied and highly dissatisfied. Total numbers of respondents
are 30. Each respondent answers the 21 questions. So, the total responses are 630. Out
of 630 responses, 120 are on highly satisfied, 386 are satisfied, 102 are on neutral, 17
are on dissatisfied, 5 are on highly dissatisfied through the overall measurement.
Here, we see that aggregately 61% respondents are satisfied and it is the highest
position of respondents on the level of job satisfaction. Highly dissatisfied position is
the lowest. So, we can say that most of the respondents are satisfied on their job.
The accompanying issues are found from the review and study on respondents of 5
private business banks in Bangladesh (all branches in Rajshahi):
I. Most of the respondents are not happy with the motivating forces gave by the
bank.
II. Most of them have disappointment with the transport recompenses gave by the
bank.
III. Most of the respondents are unsatisfied on working hour of the bank.
IV. Respondents don't get compensate appropriately based on their execution.
V. Respondents don't get special offices from the bank.
VI. Most of them are not happy with the general non-money related motivating
forces of the bank.


6.2 Recommendations:
1. Incentives that are given by the bank are not satisfactory. With the goal that
it can't propel the employees. Satisfactory Incentives ought to be given by the bank.
2. Organization gives movement recompenses to not very many workers

however, in the event that they give transport stipends to every one of the employees
then they will be profoundly fulfilled so movement remittance ought to be given to
the workers.
3. Although working hours of most private bank is 9a.m.- 5p.m. In any case, the
greater part of the investors can't finish their everyday exercises inside 5p.m. Much of
the time they leave the bank at 6.30/7 p.m. Hence working hour ought to be indicated
and adaptable.
4. If a worker indicates additional customary execution all things considered

bank ought to need to give some extra reward. Reward for additional common
execution need to present.
5. Promotion ought to be standard for the bank workers. Each bank has their own
particular advancement approach. Customary Promotional offices ought to be offered
to skillful people who will satisfy the special conditions.
6. There are some non-fiscal impetuses, for example, acknowledgment, laud

which fills in as an essential motivational factor for work satisfaction of the
employees. Other than money related Motivation, non-financial motivating forces
ought to be given.
7. Strict principles and controls ought to be casual to some degree and it ought
to be defined for the employees. Aggressive pay bundle ought to be offered to rouse
workers.
8. Salary augmentation urges people to give their best push to the work.
Opportune and appropriate compensation augmentation ought to be given to rouse
workers more.
9. Bonus and other monetary advantages ought to be expanded to

persuade employees toward their work.
10. Performance based remuneration should be presented with the goal that
employees will be intrigued to enhance their execution that will encourage
hierarchical achievement.
11. It ends up troublesome for the lesser workers to take tremendous weight in the


wake of joining the bank. Specialist should diminish the work heap of junior worker.
12. Training is the pragmatic learning program. Normal and nonstop preparing
system ought to be led with the goal that the execution of the employees will at last be
made strides.
13. Management ought to perceive employees for them on additional

common execution.
5.3 Conclusion:
Job satisfaction is a critical territory of research. This paper has concentrated
particularly on impact of motivational factors on work satisfaction. The point was to
decide the impact of motivational components that inspire bank employees. The
investigation features some motivational variables that contributing toward work
satisfaction. Here, six main considerations are considered to quantify the satisfaction
of the respondents of the chose banks. These variables are work condition,
compensation, administration, money related office, advancement, economic
wellbeing. Other than these six components, there are some different variables, which
are likewise in charge of Job satisfaction. Changes in a few factors, for example,
administration approach, pay structure, advancement structure, work condition
additionally vital to gauge employees satisfaction level. To close it can be expressed
that each one of those private business banks introduce situation is a forthcoming and
aggressive one and workers are fulfilled yet somewhat more Motivation influence
them more to fulfill, which can get more achievement the advance of those banks.


BIBLIOGRAPHY
▪
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
APPENDIX
QUESTIONNAIRE
Topic: Influence of Motivational Factors on Job Satisfaction: A Study on Some

Private Commercial Bank in Rajshahi
1. Name: _______________________________________________
2. Your Designation: …………………………………………………….
3. Your age: (a) Less than 25 (b) 25-29 (c) 30-34 (d) 35-39
(e) 40-44 (f) 45-49 (g) Above-50
4. Gender: You are: (a) Male (b) Female
5. Your monthly income: (a) 15,000-20,000 (b) 20,000-30,000
c) 30,000-40,000 d) 40,000-50,000 e) More than 50,000
6. Location of Branch/ Bank: __________________________
7. Length of Service: _________________________________


8. Honestly answer the below topics by using tick marks:
TOPICS Highly Satisfie Neutra Dissatis Highly

Satisfie d l fied Dissatisfie
d d
1. How much are you satisfied
with the behavior of your boss?
2. To what extent are you
satisfied with your salary?
satisfied with the incentives
provided by your bank?
with the increment provided by
the bank?
satisfied with the house rent
allowances?
satisfied with the medical
allowances?
satisfied with the conveyance
allowances?
with the bonus provided by the
bank?
9. To what extent your
organization provides
opportunities to use your ability?
satisfied with the working hour of
the bank?
satisfied with the existing leave


rules?
with the recognition of
management and appreciation of
higher authority?
with the loan facilities of the
bank?
with the retirement benefit policy
of your bank?
satisfied with the rewards that are
provided for better performance?
16. How much you are satisfied

with the welfare facilities of your
bank?
satisfied with your working
environment?
with the promotional facilities of
the bank?
with your job in the view of social
status?
satisfied with the assurance
provided by the bank regarding
job security of the employees?
satisfied with your job till now?


9. According to you, is there any deficiency of motivational factors in this

organization to increase job satisfaction of the employees?
…………………………………………………………………………………………
…………………………………………………………………………………………
…………………………………………………………….
…………………………………………………………………………………………
…………………………………………………………………………………………
…………………………………………………………….
10. Please provide some suggestions to improve the level of satisfaction of the
employees of the bank.
…………………………………………………………………………………………
…………………………………………………………………………………………
…………………………………………………….........………………………………
…………………………………………………………………………………………
…………………………………………………………………………………………
…………………….........
THE END
THANK YOU
…………………………………………………………………………………………
………………………….........
…………………………………………………………………………………………

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Influence of motivational factors on job satisfaction Page No. 1

Dept. of Management Studies University of Rajshahi

The achievement and disappointment of any monetary establishment generally relies

Motivational variables prompted a noteworthy move in the representative's

Dept. of Management Studies University of Rajshahi

1.2 Banking System in Bangladesh

1.3 Different period of bank in Bangladesh

1.3.1 Pakistan Period (1947-1971)

Dept. of Management Studies University of Rajshahi

1.3.2 Bangladesh Period (1971-onwards)

Dept. of Management Studies University of Rajshahi

1.4 Statement of the problem

Private banks have a few constraints in the field of employment satisfaction.

1.5 Objectives of the study

Dept. of Management Studies University of Rajshahi

1.6 Justification of the study

1.7 Scope of the study

Dept. of Management Studies University of Rajshahi

1.8 Limitations of the Study

2. Fund inaccessibility: To work this study program, there was no accessible

4. Limitation of Sample Size: We realize that if the example measure is

Dept. of Management Studies University of Rajshahi

2.1 Related Literature Review

Dept. of Management Studies University of Rajshahi

information uncovered that pay, between individual relationship, correspondence,

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Dept. of Management Studies University of Rajshahi

Dept. of Management Studies University of Rajshahi

Management framework with respect to specialist's activity satisfaction. Relationship,

Dept. of Management Studies University of Rajshahi

III. Monga, Anubhuti, Verma, Narinder and Monga, O. P. “A Study of Job

IV. Hosseini, Seyed Rasoul Abdol, “Factors Affecting Employee Motivation”,

VIII. Sowmya, K. R. and Panchanatham N., “Factors Influencing Job Satisfaction of

IX. Rahman, Moksudur Sheikh, Alam, Mahbub Md, Karim, Maksudul

Dept. of Management Studies University of Rajshahi

X. Fahmida Chowdhury “Job Satisfaction of Bank Employees: A Comparative

XII. Muhammad, Ishfaq, Nawaz, Musarrat and Iqbal, Naveed. “Effects of

Dept. of Management Studies University of Rajshahi

3.1 Methodology of the Study

3.2 Sampling of the study

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3.3 Sample Area

3.4 Sample measure

3.5 Data accumulation techniques

1. Primary sources: Primary information were gathered through:

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1) Highly Satisfied. 2) Satisfied. 3) Neutral. 4) Dissatisfy. 5) Highly dissatisfy.

3.6 Formulation of the report

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Motivation can be separated into outward and inborn Motivation. Extraneous

Motivation is simply the demonstration of fortifying somebody or to get wanted

The accompanying are the highlights of motivation:

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4.2 Sources of Motivation

4.3 Importance of Motivation

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4.4 Motivational theories

A few scholars, including Abraham Maslow, Frederick Herzberg, David McClelland,

4.4.1 Abraham Maslow's chain of command of requirements hypothesis

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Figure-4.1: Maslows Need Hierarchy Model

In his theory, Maslow identified five levels of human needs.

Dept. of Management Studies University of Rajshahi