Date: Saturday, July 10, 2010

Prepared By:

Ahmed Waqas Qureshi

Khalid Khan
Tamoor Shah
Abbas Ahmed Panazai
Iqbal Achakzai
 Job Satisfaction at Banks

Presented to: Sir Jameel Ahmed

Presented by: Ahmed Waqas Qureshi

Khalid Khan
Tamoor Shah
Abbas Ahmed Panazai
Iqbal Achakzai

This report is prepared by the students of MBA, Session (2008-2010), 3rd Semester,
Institute of Management Sciences, University of Balochistan Quetta
 ACKNOWLEDGEMENTS

We are greatly thankful to Almighty Allah who enabled us to complete

this report successfully. We are very glad to Mr. Jameel Ahmed, who has

been very encouraging throughout the course and shared his precious

wisdom with us.

To,

Mr. Jameel Ahmed

Course Instructor,
Business Research
Saturday, July 10, 2010

SUBJECT: LETTER OF TRANSMITTAL

Respected Sir,

Attached is the report you requested during this semester, in which you asked us to
prepare a report on the “Job Satisfaction at Banks”. So we transmit to you our report
“JOB SATISFACTION AT BANKS”, which summaries our findings.

Our approach to this issue involved collection of data from the internet, different
reports & books etc. After collection of the data we have read the data thoroughly
and then compiled the data to form this report.

The recommendations about improvement of the job satisfaction of employees at

banks is given in the end of the report in brief, still there is some overview of them in
the executive summary.

We hope this report is satisfactory to you, keeping in view the span of our limited
knowledge. As a group, we found the project interesting, challenging and exigent.
Thank you for giving us opportunity to enlarge our learning ability and to experience
the practical corporate world’s life.

Cordially submitted by,

Your obedient students

INTRODUCTION

This report provides the information about the factors which leads the employee
from the job dissatisfaction to job satisfaction. Job is one of the most fundamental
of life’s tasks (Csikszentmihalyi, 1992; Sweeney & Witmer, 1991). Research
focusing on the bio psychosocial impacts of job satisfaction and dissatisfaction on
the modern worker (for a summary see Sweeney & Witmer, 1991) suggests that
one’s level of satisfaction with one’s job impacts upon one’s mental and physical
health and overall satisfaction with life (Balzer, Kihm, Smith, Irwin, Bachiochi,
Robie, Sinar & Parra, 1997; Csikszentmihalyi, 1992; Earnshaw, Amundson &
Borgen, 1990; Kinnunen & Natti, 1994).
Job satisfaction or dissatisfaction results from the exchange between the
demands and the expectations of an organization, and of workers’ expectations
and personal objectives. Workers and organization have relationships of
reciprocity. The organization provides the means for the worker to cover a series
of needs and to realize their personal aspirations. Workers provide the
organization with the resources so that it may reach its objectives.
We could define occupational satisfaction in the workplace as “a happy or positive
emotional state resulting from the subjective perception of the occupational
experiences of the subjects” (Locke, 1976). Job satisfaction refers to workers’
feelings about different aspects of job.
Much of the research exploring job satisfaction suggests that satisfaction or
dissatisfaction with one’s job or job is related to the work tasks being undertaken
(Balzer et al., 1997). Research completed by Balzer and his colleagues suggests
that satisfaction with one’s work tasks is the greatest predictor of overall job
satisfaction. Further, it remains the greatest predictor of job satisfaction,
independent of the specific work tasks being completed by the worker or the age
or gender of the worker. However changes in the working conditions of modern
employees, including increasing job hours, varying working arrangements and
intensifying job demands (Allen, Herts, Bruck, & Sutton, 2000; Guest, 2002),
matched with the segmenting and compartmentalizing of many workplace tasks
(Hochschild, 1997); as well as the increasingly common current workplace
rhetoric of, “do more, for less … and faster” have made it increasingly challenging,
particularly for Pakistan’s younger workers, to find job satisfaction in the specific
work tasks they undertake.
Research examining the factors that impact upon an individual achieving and
maintaining job satisfaction is widespread, and varied (e.g., Gardner, 2003; Guest,
2002; Oats & VellaBrodrick, 2003). However, within the 25 to 35 year old
demographic; “Generation X” as this cohort has been labeled in popular
literature; published research is less readily available. Research does suggest that
workplace motivation for bankers is just as likely to be linked to intra-office social
connectedness, as it is work task performance (Hays, 1999; Oats & Vsella-
Broderick, 2003).

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The empirical evidence has proved that influence of material conditions on work
dissatisfaction is minimal (the result being relevant only in case where these are
especially bad or good, or in which the worker has comparative data). However,
type of work and lack of variety in the employment, are considered important
factors in the evaluation of satisfaction. Routine, monotony, insecurity, limited
usefulness and complexity are the characteristics that tend to be meaningful with
regard to the differences observed in the occupational satisfaction between one
group of workers and another. The type of work tends to be related to the centre
of place of performance. This factor explains more than 20% of causes that
determine occupational satisfaction (Diego et als., 1991)
The present research describes the factors that results in the reduction of job
dissatisfaction and increasing the satisfaction of the employees in the banking
sectors. In this research comparison being made between the employees’
satisfaction and dissatisfaction at two different kinds of banks where Bank A is a
commercial bank and Bank B is a part of Islamic Banking system. Focus is on the
factors that greatly influence the dissatisfaction and satisfaction of the employees
and on what ground they are different in the two banks stated.

PROBLEM STATEMENT

What are the factors which lead employees from dissatisfaction to

satisfaction in Islamic Banks & Commercial Banks?

RESEARCH QUESTIONS

1. Do decrease in factors such as unfair pay, discrimination, hostility

will reduce job dissatisfaction?
2. Do compensation and benefits will lead to job satisfaction?
3. Does working environment increase job satisfaction?

OBJECTIVES OF RESEARCH

 To describe the factors of job satisfaction of employees in

Commercial bank
 To describe the factors of job satisfaction of employees in Islamic
Bank
 To describe the factors of job dissatisfaction of employees, in both
commercial & Islamic Bank
 To compare preferences of factors which lead to job satisfaction of
employees of Islamic & Commercial Bank

Page 2 of 4
ABOUT THEORETICAL FRAMEWORK
According to accomplished studies, the variable of work station is scarcely
meaningful in the determination of occupational satisfaction. One of the especially
satisfied groups is that which corresponds to the intermediate occupational
categories.
Of all the variables that influence job satisfaction, promotion is the least satisfactory
element, for all the workers. The workers perceive their possibilities of promotion,
its justice or regularity, in the same way, regardless of the group in which they are
located.
With respect to the relationship between job satisfaction and leadership, the
participation level in decisions keeps a positive relationship with the satisfaction
level.
With respect to salary and safety & health in the employment, both variances have
great influence upon job satisfaction. Safety in the employment occupies one of the
first places, among the satisfaction factors. However, in relation to salary, it can be
asserted that is not so much as source of job satisfaction as of dissatisfaction
furthermore, workers in different scales evaluate their salaries in different ways. It
varies very much depending on the organization that is analyzed and on the worker’s
perception of equity in their salary (Samuel C. Certo, 1997).

RESEARCH DESIGN

This research is descriptive in nature as it describes the factors which reduce job
dissatisfaction & those which lead to job satisfaction.
It is decided that the best method to adopt for data collection is the Self-
Administrative Survey Approach. This approach is a communication method in which
questionnaires are mailed, faxed or couriered to be self-administrative. This approach
is chosen because it

 Allows contact with otherwise inaccessible participants (e.g. CEOs etc.)

 Allows participants time to think about questions, &
 Rapid data collection
(Cooper & Schindler, 2006)

Convenience Sampling Technique, which is a non-probability sampling method, is

used for the data collection in this report. Convenience sampling is the terminology
used to describe a sample in which elements have been selected from the target
population on the basis of their accessibility or convenience to the researcher.
(Kenneth N.Ross, 2007)
Reason for convenience sampling technique in this research is because the
employees of banks are not readily available to answer such research question and
we cannot focus on just some people as it will waste lots of time. So any employee
that is available to answer the questions of our questionnaire we took him as a
sample. The sample size for this research is 40 employees, i.e. 20 employees from
each of the bank, & 3 branches of each bank are surveyed to collect the samples. A
small sample was chosen because of the expected difficulty in contacting the
employees due the less personal relationships in the banks selected for studying.

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