Chapter ONE

Introduction

1.1 Introduction:
Page 1

Job Satisfaction has been an important concern in the business world as, so far it has
been undoubtedly believed, the outcome of the industry, to a large extent, depends on the
job satisfaction of the employees. How to define Job Satisfaction seems rather difficult
because it deserves to be defined in terms of territorial socio-economic realities. When an
employee finds his or her job interesting, rewarding and reliable- this state of the
employee is that he or she is satisfied in his or her job. Thus, job satisfaction comprises
many factors. Generally, job satisfaction is an attitude which results from a balancing of
many specific likes and dislikes experienced in connection with the job. So, job
satisfaction is a position of the employee that is believed to have had enough ground to
stay at that job with dedication, commitment and professionalism in order to serve both
his or her and organizations interests. The overall job satisfaction depends on what one
expects and what he or she actually receives .A lot of factors function to bring about job
satisfaction and at the same time lack of them is responsible for job dissatisfaction.
In the first world, Job satisfaction issue has been understood reasonably because they do
understand that the job satisfaction of the staffs is much more important than other
components of the organization. In this respect, this concept is relatively new in
Bangladesh. But we intend to reach the global market; we ought to race with the global
players. So, it has been realized the fact that job satisfaction has to be taken care of
pragmatically. An increasing number of workers are eager to find a greater work/life
balance. So in this regard, every organization should find out the ways to keep their
employees happy now. Over the years, as business budgets have tightened, the remaining
employees have been forced to take on larger workload. In This situation, understanding
job satisfaction level of women employee will help an organization to keep balance in
the competitive environment. Flexible work hours aren't the only way to increase
employee satisfaction. Here are some other steps that can take to retain employees
loyalty and dedication while reducing turnover, providing workers with responsibility
and then let them use it, showing respect, recognizing the whole person, mark out a clear
path to growth. During this period, we learned about the core components that trigger the
job satisfaction of the staffs of National Bank Limited. Based on these core components,
the level of employee job satisfaction can be measured by job itself, good salary,
flexibility, ability to influence decisions, job security, workload, physical work
environment, advancement and new opportunities, new technologies, interesting
projects, training program, interpersonal relations, challenges, recognition.

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1.2 Background of study:

Job satisfaction of employees is mainly considered as a gathering of feelings and
satisfactions that an individual holds toward their job. When an employee finds his or her
job interesting, competitive, rewarding and reliable this State of the employee is that he
or she is satisfied in his or her service. Internship program is a perfect blend of the
theoretical and practical knowledge. This report is originated to fulfill the requirement of
the assign project internship report on Measuring job satisfaction of women employees
at National Bank Limited. Since HRM is my concentration of study and I will like to
work in this field in future, preparation of this report will help me in my Line of work. I
have worked in the General Banking Department of NBL Bank and the task I had carried
out mentioned below.

1.3 Scope of the Report:

This report titled Measuring job satisfaction of women employees at National Bank
Limited ", is an outcome of MBAs 3 months extensive banking environment
familiarization program, MBA Major in Marketing, Jagannath University assigned me at
NBL to introduce me so that I might get an overall concept on practical activities of the
bank arena .This program was started from 12st March 2015 and ended on Continue.
Within this period I covered the activities on General Banking, Marketing Strategy,
Foreign Exchange department (FE) and Finance Control Department (FCD) of NBL,
Dhanmondhi Branch. As it has been directed to present the report in a way reflecting the
understanding of the nature of jobs in a banking desk combined with personal
observation, so, Quanlitytative and qualitative methods are used to describe the function
of customer Service Quality , FE, FCD and mechanism used to perform that functions
by the bank.

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1.4 Objectives of the study:

The main objective of the study is to measure the job satisfactions of women employees
working at National Bank Limited. The chosen objectives are as follows:
1) Primary Objective:
Measuring job satisfaction of women employees at National Bank Limited
2) Secondary Objective :
(a)

To assess the working environment at National Bank Limited.

(b)

To assess the workload and stress level of women employees working at

National Bank Limited.

(c)

To forecast whether the women employees likely to switch National Bank

Limited or stay there.

(d)

To assess the social protection of women employees at National Bank

Limited.

(e)

To assess the promotion opportunity of women employees at National

Bank Limited.

1.5 Methodology of the Study:

The study is basically an exploratory in nature for going into insight the problem and to
analyze the problem more deeply. Data for the study have been collected from both
primary and secondary sources. Primary data have been gathered from 50 respondents
using structured questionnaire. Secondary data have been gathered from published
articles in journals and the companys website. Five point Likert scale has been used in
the questionnaire.
I have divided the whole methodology into 7 steps process:

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1.5.1 Research Design

In conducting the research the study found that there is harder any research on Job
Satisfaction of the women employees In National Bank Limited. So I have planned to
go for exploratory analysis. As the sample size is not large and representative the
findings of the study is tentative.
1.5.2 Research Method
The study used both qualitative and quantitative method to gather information from the
respondents. We have gathered information from the officials and observing the Women
Job Holder. And then we have conducted a survey to analyze the problem in depth.
1.5.3. Research Approach
The study has used questionnaire to gather quantitative data. In the introduction part of
the questionnaire the reason of the research and the instruction to fill up the
questionnaire has been given. The respondents were not bound give the answer of all the
questions. They had the freedom to leave any question that they dont like to answer. The
study has explained the questions to the respondent if they do not understand any.
1.5.4 Sampling Method
The study surveyed those respondents who are regular Women Employee of the Bank
NBL and are conveniently available. According to N.K. Malhotra this is called
convenience sampling and its a type of a non-probability sampling.
1.5.5 Survey Instrument
In this study, the study used a structured questionnaire to collect primary data from the
sample. The questionnaire is based on Job Satisfaction of the women employees In
National Bank Limited.

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1.5.6 Data Collection

Data has been collected from both primary and secondary sources:
Primary Sources
The study has gathered the information from the respondents who were conveniently
available and regular Employee of the Bank.
Secondary Sources
Various secondary data have been gathered from the following sources:

Annual Reports of the Bank.

Different brochures and publications.
Websites and facebook pages of The NBL Bank.
Different documents related to different department of The Bank.
Research books and journals.

1.5.7 Data Analysis

After completing the survey the data was analyzed by Excel software. Then the findings
were made. Based on findings the present situation was explained and recommendation
was made.

1.6 Literature Review:

Women Job satisfaction has been widely studied over the years. French (1982) and
Tziner and Vardi (1984) define work satisfaction as an effective response or reaction to a
wide range of conditions or aspects of ones work such as pay, supervision, working
conditions, and/or the work itself. Others define it an affective orientation towards
anticipated outcome (Wanous & Lawler, 1972) or a statement to describe the feelings of
employees about their work (Arches, 1991). This statement expresses the gap between
what individuals feel they should receive from their work and what they derive from the
Page 6

actual situation. A sense of satisfaction or its absence is, thus, an individuals subjective ,
emotional reaction to his or her work (Abu-Bader, 1998).McNeely (1984) found that
women are intrinsically more satisfied than men. Greenberg and Baron (1993) reported
that employed women, in general, seem to be less satisfied with their work than their
counterpart men. Purohit & Belal (1996) found that professional accountants in
Bangladesh are moderately satisfied with their job. They are highly satisfied with respect
to the nature of work but for other factors, such as pay, promotion opportunities,
supervision and colleagues they are found to be moderately satisfied. None of them was
found to be dissatisfied with their position.Uddin et al (2005) identified eight factors
based on factor loadings named as better working environment, officers view, worked
efficiently, present work, improving interpersonal relationship, bank treatment,
colleagues, and challenging work.Faruqui & Islam worked on job satisfaction of faculty
of private universities.
They found that professional relationship with other facilities, colleagues and working
environment is suitable, relationship with immediate boss/supervisor, social relationship
with other faculties, autonomy and independence of work and freedom of work are few
job satisfaction factors/ reasons to work for private universities. Nahar et al (2008) found
that the success of any organization greatly depends on its qualified, efficient and
dedicated workforce. This is also important to know how much satisfied the employees
are in the organization with its current facilities, rules and regulations and other job
related factors, as their satisfaction level will definitely affect their job performance.
They found that the employees are moderately satisfied with their job. The most
prominent factors are compensation and other benefits provided to them. Afroze (2008)
tried to examine the job satisfaction of employees particularly staff working on the store
floor level at Nandan Mega Shop. She found that the better the organization is able to
meet employee expectations, the better their experiences and thereby leading to a more
satisfied employee. Wong & Heng (2009) identified the factors that measure job
satisfactionof faculty members at two selected universities in Malaysia. They found that
the major sources of job satisfaction are shown to be policy, administration and salary
Saner & Eyupoglu (2012) tried to provide empirical evidence to establish whether
gender differences exists in relation to the job satisfaction of male and female university
teachers in Turkish Universities. They found that female employees have a higher level
of job satisfaction.The survey of the literature suggests that there are various studies
Page 7

attempted to measure the job satisfaction factors on different sectors in various point of
view. In Bangladesh job satisfaction of female banker/female employees working in
bank has not yet been recognized. Job satisfaction measures can be proven vital in
understanding the female employees attitude towards their job. This study is designed to
focus on female employees working in banks mainly to specify the variables related with
job satisfaction measures.

1.7 Limitations of the Study:

When I start my report writing, I think I may face some major problems, such as,

Insufficient supply of journals, books.

Job related informations of bank are very confidential.
The survey is subjected to the bias and prejudices of the respondents. Hence 100%

accuracy cant be measured.

Preparation of this report took a long time than expected as the officials were very

busy and could not give the time to provide the information.
The data collected are subjected to be inaccurate and imprecise. Since the
respondents were asked to fill up the questionnaire at the bank premises, there is a
lot of chance that they were not completely truthful about their opinion and filled

up the questionnaire out of reluctance.

Lack 0f my experience and efficiency to prepare the standard report

Page 8

Chapter Two
Overview of National Bank
Limited

Page 9

2.1 History of National Bank Limited:

National Bank Limited has its prosperous past, glorious present, prospective future and
under processing projects and activities. Established as the first private sector Bank fully
owned by Bangladeshi entrepreneurs, NBL has been flourishing as the largest private
sector bank with the passage of time after facing many stress and strain. The member of
the board of directors is creative businessman and international economist. For rendering
all modern services, NBL, as a financial institution automated all its branches with
computer network in accordance with the competitive commercial demand of time.
Moreover, considering its forth- coming future the infrastructure of the Bank has been
much more to NBL. Keeping the target in mind NBL has taken preparation branches by
the wear 2000-2001.

The emergence of National Bank Limited in the private sector is an important event in
the banking area of Bangladesh. When the national was in the grip of severe recession,
Govt. took the farsighted decision to allow in the private sector to revive the economy of
the country. Several dynamic entrepreneurs came forward for establishing a bank with a
motto to revitalize the economy of the country.National Bank Limited was born as the
first hundred percent Bangladesh owned Bank in the private sector. From the very
inception it is the firm determination of National Bank Limited to play a vital role in the
national economy. We are determined to bring back the long forgotten taste of banking
services and flavors. We want to serve each one promptly and with a sense of dedication
and dignity.
The President of the Peoples Republic of Bangladesh Justice Ahsanuddin Chowdhury
inaugurated the bank formally on March 28, 1983 but the first branch at 48, Dilkusha
Commercial Area, Dhaka started functioning on March 23, 1983. The 2 nd Branch was
opened on 11th May 1983 at Khatungonj, Chittagong. Today we have total 116 Branches
all over Bangladesh.A representative office was established in Yangon, Myanmar in
October, 1996 by our bank and obtained permission from the government of Bangladesh
to handle border trade with Myanmar .opportunities is being explored for further
business avenues there.
Page 10

Now NBL is on line to establish trade and communication with the prime international
banking companies of the world. As a result NBL will be able to build a strong root in
international banking horizon .Bank has been drawing arrangement with well conversant
money transfer service agency Western union. It has full time arrangement for speedy
transfer of money all over the world.Banking is not only a profit oriented commercial
institution but it has a public bas and social commitment admitting this true NBL is
going on with its diversified banking activities NBL introduced monthly Savings
Scheme, special Deposit Scheme, and Consumers.Credit Scheme and savings Insurance
scheme etc. To combine the people of lower and middle income group.A team of highly
qualified and experiment professional headed by the managing Director of the bank who
has vast banking experience operates bank and at the top three is an efficient Board of
Directors for making policies.

Name of the Bank

Status

National Bank Limited

Hundred percent Bangladeshi owned Bank

Date of incorporation

28 March,1983

Inauguration of First Branch

23 March,1983

Number of branches

180

Chairman

Mr. Zainul Haque Sikder

Managing Director

Mr. Shamsul huda

Number of employees

4126

Page 11

2.2 Vision of National Bank Limited:

Establishing as a top grade efficient bank through best application of modern information
technology and business activities, offering high standard client services and Proper
coordination of foreign trade business in the core of their vision.

2.3 Mission of National Bank Limited:

With a view to achieving commercial objective of the bank, their sincere and all out
efforts stay put unabated. Respected client and shareholders are attracted to us for our
transparency, accountability, social communities, and high quality of clientele services.

2.4 Objective of National Bank Limited:

Bring modern banking facilities to the doorsteps of general public through
diversification of services, thereby arousing saving propensity among the
people.
Foreign a cordial, deep rooted and farm banker customer relationship by
dispensing prompt and improved clientele services.
Taking part in the development of the national economy through productive
development of the banks resources as well as patronizing different social
activities.

Connecting clients to modern banking practices by the best application of

improved information technology, so that they get encouraged to continue and
feel proud of banking with NBL.
Ensuring highest use of the professional workforce through enhancement of
their attitude and competence.

Page 12

2.5 Strategies of National Bank Limited:

To manage and operate the bank in the most efficient manner to enhance
financial performance and to control cost of fund.

To strive for customer satisfaction through quality control and delivery of

timely services.

To identify customer credit and other banking needs and monitor their
perception towards our performance in meeting those and update
requirement.

To review and update policies procedures and practices to enhance the ability
to extend better services to customer.

To train and develop all employs and provide them adequate resources so that
customer needs can responsibility addressed.

To promote organizational effectiveness by openly communicating company

plans, policies, practices and procedures to all employers in a timely fashion

2.6 Business Goal:

To patronize, sponsor and encouraged games and sports, entertainment and other socioeconomic activities alongside providing the best services to the client.

2.7 The Future Thrust:

Full duplex on-line Banking

Introducing more innovative products and services

Opening new branches

Expansion of business network at home and abroad

SMS Banking

Introduction of new liability / Asset products.

Page 13

2.8 Corporate Culture:

Employees of NBL share certain common values, which helps to create a NBL culture.

The client comes first

Search for professional excellence

Openness to new ideas& new methods to encourage creativity

2.9 Growth and Development of NBL:

The NBL carries out all traditional functions, which a commercial bank performs such as
mobilization of the deposit, investment of funds, financing export and import business,
trade and commerce and industry. The banking sector in the country faced different
problems thought the year. Even through the board and management never stopped its
effort to maximize wealth, which is reflected by 143.97percent profit growth in 2007,
highest ever in the last 15 years. The bank earned the 676.45 core revenue in 2007 as
interest, income from investment and commission & exchange earning, which who Tk.
530:69 core in the provision year. As a result the total operating profit rode to Tk. 221.51
core in 2007 from Tk.114.68 core in the previous year.

2.10 Branches of NBL:

NBL, which was started at Dilkusha Branch on March 23rd, 1983, was the first major
commercial Bank. In Bangladesh operating throughout the country as well as the age of
the bank is only 30 years .During this period it has established total 179 branches over
the country and made smooth network inside the country as well as thought the world.
The number of branches as well as territory wise is mentioned in the table.

Page 14

Division
Dhaka
Chittagong
Rajshahi
Khulna
Sylhet
Rangpur
Barisal
Total

Area wise Number of Branches

Number of Branches
91
33
14
09
18
08
06
179
Source: Report of the Bank

Table 01: Branches of NBL

2.11 Management:

The managing director (MD) of the NBL is the Chief Executive of the bank. His duty is
numerous. He is responsible for administrating the business affaires of the bank. He is
also concerned with planning and its implementation. The managing director also
represents the bank to the meeting and response to the various inquiry of the board of
directors. The managing director maybe appointed on contractual basis for certain period
or maybe promoted from among the deputy-managing director for certain period. Under
the leadership of the managing director, there are three (03) managing Deputy Managing
Director (DMDS) sixteen (16) divisions are found in NBL, each division is lead by
either an executive Vice President(EVP)or Senior Vice President (SVP) or Vice
President(VP)

Page 15

2.12Organizational Structure of NBL:

CHAIRMAN

BOARD OF DIRECTORS

Executive Body:

MANAGING DIRECTOR

DEPUTY MANAGING DIRECTOR

EXECUTIVE VICE PRESIDENT

SENIOR VICE PRESIDENT

VICE PRESIDENT

ASSISTANT VICE PRESIDENT

Figure No. 1 (continue)

SENIOR PRINCIPLE OFFICEER

PRINCIPLE OFFICER

MANAGEMENT TRAINEE OFFICER

SENIOR OFFICER
OFFICER

JUNIOR OFFICER
ASSISTANT OFFICER

CASH TELLER

DESPATCHER

OFFICE STAFF
Figure No. 1 (Organization Structure of AIBL)

Source: Discussion with officer

Figure No: (Organization Structure of NBL)

Female Vs Male Employees number in National Bank Limited (2009-2015)

Year

Female

Increasin

Male

g
2009
2010
2011
2012
2013
2014
2015

304
353
440
477
540
556
568

Rate
16.12%
24.65%
8.41%
13.20%
2.96%
2.16%

Increasing

Total

rate
2583
2993
3258
3398
3494
3589
3611

15.87%
8.85%
4.30%
2.83%
2.72%
0.61%

Increasing
Rate

2887
3346
3698
3875
4034
4145
4179

Male & female employees number at National Bank limited

15.89%
10.52%
4.78%
4.10%
2.75%
.82%

4000
3500
3000
2500
Female

2000

Male

1500
1000
500
0
2009

2010

2011

2012

2013

2014

2015

Increasing rate of women employees

30.00%
25.00%
20.00%
15.00%
10.00%
5.00%
0.00%
2010

2011

2012

2013

2014

2015

Source:
Annual Report of NBL

Grad wise Male VS Female Employee Allocation in NBL (2015)

Name Of the Designation
Managing Director
Additional Managing Director
Deputy Managing Director
Senior Executive Vice President
Executive Vice President
Senior Vice President
Principal (SVP)
Vice President
Senior Assistant Vice President
Assistant Vice President
Senior Principal Officer
Principal Officer
Senior Executive Officer
Executive Officer
First Executive Officer(General)

Female

Male

Total

0
0
0
0
0
0
1
15
13
20
37
56
104
22

1
3
6
12
21
1
39
115
164
195
214
215
386
180

1
3
6
12
21
1
40
130
177
215
251
271
490
202

First Executive Officer(Cash))

Probationary Officer
Junior Officer(General)
Junior Officer (Cash)
Trainee Assistant (General)
Trainee Assistant (Cash)
Dispatcher
Cash Sorter
Computer Operator
Field Assistant (Krishi )
Junior Customer Relationship Officer
Telephone Operator
Electrician
Driver
Security Guard
Security Guard (On contract )
Peon
Godown Guard
Peon
Mali
Teaboy
Cook
Cleaner
Aprentice
Total

18
8
133
76
14
22
10
1
10
0
1
2
0
0
0
0
3
0
0
0
0
0
1
1
568

154
61
345
273
32
58
9
3
36
2
8
1
6
70
229
383
234
7
11
3
70
2
61
0
3,611

172
69
478
349
46
80
19
4
46
2
9
3
6
70
229
383
237
7
11
3
70
2
62
1
4,179
Source:

Annual report of NBL

Number of employees switched from NBL (2014)

Talented and motivated employees expect more from companies. For holding these talented
employees,an organizations need to give much more effort. The number of female employees
switched from NBL last year is given below:

Name of the designation

Female

Male

Total

Deputy Managing Director

Vice President
Senior Assistant Vice President
Assistant Vice President
Senior principal Officer
Principal Officer
Senior executive Officer
Executive Officer
First Executive Officer(General)
First Executive Officer(Cash)
Probationary Officer
Junior Officer (General)
Junior Officer (Cash)
Trainee Assistant (General)
Trainee Assistant (cash)
Security Guard (On Contract)
Peon
Total

0
1
0
0
0
1
3
1
1
2
3
2
1
0
0
0
15

2
1
6
4
11
9
19
7
4
9
12
1
0
1
7
6
100

2
2
6
4
11
10
22
8
5
11
15
3
1
1
7
6
115

Chapter Three
Job Satisfaction Overview

3.1 Job satisfaction overview:

A major part of humans life is spent in work which is social reality and social expectation to
which people seem to confirm. But only economic motive has never satisfied human. It is
always of greater interest to know why people work and at which level and how he/she
satisfied with the job. Satisfaction is the mental state of human being. Simply job satisfaction
refers the feeling on the performance of specific tasks relevant to jobs and different aspects of
their jobs. The extent to which people like to perform these tasks and like other aspects refers
satisfaction or dislike to perform or other aspects or both refers dissatisfaction of their jobs. Job
satisfaction depends upon the extent to which the job, we hold meets the needs that we feel it
should meet. The degree of satisfaction is determined by the ratio outcomes against the desire
of employees from their respective jobs. By law of nature as we have more, we want more,
hence the level of satisfaction remain less. Job satisfaction is dynamic, as it can go as quickly
as it comes. It is positive emotional state that occurs when a persons job seems to fulfill
important values, provided these values are compatible with ones needs.

Job satisfaction is pleasurable or positive emotional state resulting from the appraisal of ones
job experience. In short job satisfaction is a synchronization of what an organization requires of
its employees and what the employees are seeking of the organization. In any economy banking
sector plays a vital role for overall development of agriculture, small business and different

industries. Bangladesh is in the way of its development. Banks as financial institutions have
significant contribution in the development process of the country. In the country job
satisfaction measures have been conducted on industrial workers, service organization
employees and other sectors. Few attempts have been taken in case of measuring job
satisfaction of bank employees. Nowadays female participation is encouraged in workplace,
especially in the financial institutions like banks where suitable environment has been
perceived. To uphold the increasing part of employees (female employees) with the goal of
government (women empowerment) it becomes important to measure the job satisfaction of
these employees. This study will not only provide the insights to the practitioners but also will
pinpoint the variables important for the female employees job satisfaction

Employees are more loyal and productive when they are satisfied and these satisfied employees
affect the customer satisfaction and organizational productivity. Job satisfaction is the level of
contentment a person feels regarding his or her job. This feeling is mainly based on an
individual's perception of satisfaction. Job satisfaction can be influenced by a person's ability to
complete required tasks, the level of communication in an organization, and the way
management treats employees.
Many organizations face challenges in accurately measuring job satisfaction, as the definition of
satisfaction can differ among various people within an organization. However, most
organizations realize that workers' level of job satisfaction can impact their job performance, and
thus determining metrics is crucial to creating strong efficiency.

3.2 Factors Affecting job satisfaction:

An employee's overall satisfaction with his job is the result of a combination of factors -- and
financial compensation is only one of them. Management's role in enhancing employees' job

satisfaction is to make sure the work environment is positive, morale is high and employees
have the resources they need to accomplish the tasks they have been assigned.

Figure: factors Affecting job satisfaction

Because employees spend so much time in their work environment each week, it's important
for companies to try to optimize working conditions. Such things as providing spacious work
areas rather than cramped ones, adequate lighting and comfortable work stations contribute to
favorable work conditions. Providing productivity tools such as upgraded information
technology to help employees accomplish tasks more efficiently contributes to job satisfaction
as well.

Employees are more satisfied with their current job if they see a path available to move up the
ranks in the company and be given more responsibility and along with it higher compensation.
Many companies encourage employees to acquire more advanced skills that will lead to the
chance of promotion. Companies often pay the cost of tuition for employees taking university
courses, for example. During an employee's annual performance review, a supervisor should
map out a path showing her what she needs to accomplish and what new skills she needs to
develop in order to be on a track to advancement within the organization.

Dealing with a workload that is far too heavy and deadlines that are impossible to reach
can cause job satisfaction to erode for even the most dedicated employee. Falling short of
deadlines results in conflict between employees and supervisors and raises the stress level of
the workplace. Many times, this environment is caused by ineffective management and poor
planning. The office operates in a crisis mode because supervisors don't allow enough time for
employees to perform their assigned tasks effectively or because staff levels are inadequate.

Employees seek to be treated with respect by those they work with. A hostile work
environment with rude or unpleasant coworkers is one that usually has lower job satisfaction.
Managers need to step in and mediate conflicts before they escalate into more serious problems
requiring disciplinary action. Employees may need to be reminded what behaviors are
considered inappropriate when interacting with coworkers.

Effective managers know their employees need recognition and praise for their efforts
and accomplishments. Employees also need to know their supervisor's door is always open for
them to discuss any concerns they have that are affecting their ability to do their jobs
effectively and impeding their satisfaction at the office.

Job satisfaction is impacted by an employee's views about the fairness of the company
wage scale as well as the current compensation she may be receiving. Companies need to have
a mechanism in place to evaluate employee performance and provide salary increases to top
performers. Opportunities to earn special incentives, such as bonuses, extra paid time off or
vacations, also bring excitement and higher job satisfaction to the workplace.

3.3 Importance of measuring Job Satisfaction of Female employees:

In any economy, banking sector plays a vital role for overall development of different
industries. Bangladesh is in the way of its development and banks as financial institutions have
significant contribution in the development process of the country. A number of private and
public banks are operating in this country where a mentionable number of female employees
are working side by side of male employees and the number is growing day by day. Employers
of banks are attracting them by providing competitive and attractive remuneration package and
good working environment. But the job satisfaction levels of female employees are yet to be
measured. The productivity of service oriented firms depends on the employees - usually
treated as main force, which is again affected by their satisfaction or dissatisfaction level. The
purpose of the study is to examine their (female employees) job satisfaction forces in banks.
The study results reveal 12driven forces relevant job satisfaction and needed to be addressed
properly for this banking sector development.

3.4Literacy rate in Bangladesh:

The 2010 literacy survey shows that 57.53% population (aged 7 years and over) of Bangladesh
are literate and that they can read and write. The percentages for males and females are 57.56%
and 52.54% respectively .The total removal of illiteracy from the country is still far ahead and
we have to go a long way to reach the goal of 100% literacy. However, it is encouraging that the
gap between males and females are narrowing down over the years. The highest literacy rate for
the age group 15-19 suggests that attainment of literacy is a recent phenomenon, and if the
present trend continues, the substantial improvement in literacy will happen in course of time.
Receiving some sort of skill training is only 5.0%, which is quite frustrating because in spite of

formal education skill training is required for employment. The use of internet facility is also
very low and only concentrated among the higher educated group, which is extremely low for
achieving the target of switching over to a digital Bangladesh by 2021. This, therefore, needs
special attention. Use of electronic media and use of public places for literacy skill are still very
low. Use of literacy skill in everyday life through reading and writing habits are not encouraging,
which indicates that even the literate persons do not use their skills for further improving their
skill through day to day activities
64.00%
62.00%

62.00%

60.00%
57.70%

58.00%
56.00%

Column1
53.40%

54.00%
52.00%
50.00%
48.00%
Male

Female

Both gender

Figure: Literacy rate of population by gender, 2010.

Source: Bangladesh Population report 2010

3.5 Women contribution to the Economy of Bangladesh:

In Bangladesh, the economic contribution of women is substantial but they are not largely
acknowledged. To steer up the economy of the country towards growth and development,
women involvement in labor market is urgently needed. Moreover, the employment status of

women in Bangladesh is still lower than that of the expected level. Gender equality and
empowerment of women is one of the major targets of Millennium Development Goals
(MDGs) as pursued by the government of Bangladesh within 2015. The mainstream economic
activities of women can empower and reduce their inequality. Economic opportunity allows
women to be independent and lead their lives with dignity. Unfortunately, women do not have
the same job opportunities in their working age compared to men. A common scenario is that
women are often steered into low payment and less desirable jobs for which they may suffer for
their entire lives. Here, some statistics of women contribution to different area are presented
below

Sector

Male(In millions)

Female(In millions)

Agriculture/Fisheries

49.8

58.2

Mining

0.2

0.0

Manufacturing

7.6

17.3

Utility

0.3

0.1

Construction

4.2

1.0

Trade, Hotel, &

Restaurant
Transport, Storage,
&Communications
Finance & Business

18.6

2.5

8.7

0.3

0.6

0.2

Community, Social, &

Personal Services
Total

9.9

20.1

100.0

100.0

Source: Bangladesh Economics Association Report

3.6 Women employment opportunity in Bangladesh:

The ratio of females in the developing countries, particularly in Bangladesh is quite low in
almost every profession. Lack of job opportunity for females is a big hindrance for the

economical and social development of Bangladesh. In the digital era, the job satisfaction is one
of the vital issues which are responsible for the poor employability of females. Statistically,
discrimination within the job and different job related factors like; pay promotion, working
condition, social status security, recognition etc are a major determinant, which decides
satisfaction as a whole. In case of female job satisfaction, it is important because the result of
the relationship between psychological factors and work outcome of individuals are the most
significant aspects of the human life. From the ancient period women were engaged in
household chores preparing field sowing seeds, weddings harvesting and many other activities.
The picture of invisible contribution of women was shown in the moderate National income in
1993. According to this statistics, the production which is produced and used in house is it
worth of 16 trillion dollar. Of them 10% 35% production is produced in houses by women
who do not need to pay. In 1990 it is stated in a statistics if the activities of women in the
family are counted and added to the national income, the total income of the world increases
form 20% to 30%. But these activities of women are not granted.

Labor Force(in millions)Not in labor force(In millions)

Women Rate of increase MenRate of increase WomenRate of increaseMen Rate of increase
Year
1999
2000
2002
2003

National
8.6
10.3

32.2
6.59

6.2

36.0
0

3.93

5.2

27.3

29.3

2.44

-5.38

12.1

12.1

37.3

1.20

5.7

3.21

29.4

.11

17.2

17.2

39.5

1.47

8.4

11.84

30.5

.94

2005
2006
2010

Table: Women in labor force

In Bangladesh, women are mainly involved in informal jobs compared to men. The
reality of the informal economy for women is more severe. Moreover, low payment, social
insecurity, lack of good working environment and scarcity of voice in decision, shortage of
equal access to resources and services makes women vulnerable and leads to exploitation. The
social and religious cultures of Bangladesh consider women to be physically weaker than men
and therefore, the women are restricted to join the economic activity outside the home.
Moreover, women friendly working environment as well as employment opportunities is
limited here. As a result, the general employment status of women is lower. Bangladeshi
women are still facing the brunt of global challenges, through the feminization of poverty,
illness and the burden of unpaid work. In addition, poor infrastructure, higher rate of
unemployment, rate of erratic inflation, early marriage, lower health consciousness, less
empowerment of women, political instability, corruption and a slow implementation of
economic reforms etc, are the obstacles for not allowing further equitable development as well
as the progress of women in the country. The earning capacity of women helps to make
societies and economies healthier and sustainable. Therefore, an effort is made in this writings
to highlight the employment status of women in Bangladesh so that a clear scenario can be
assessed.

Chapter Four

Analysis

Analysis

Question no 1 : I am very satisfied with the working environment

Disagree; 10%
Agree
Agree; 40%

Neither agree nor disagree

Disagree

Neither agree nor disagree; 50%

The study shows that 50% women have no opinion about the working environment. 40% women
agreed that the working environment is good in National Bank Limited.Only 10% women is
dissatisfied with the working environment. Basically, employees of National Bank limited are
very modest, disciplined, cooperative, energetic and friendly. National Bank Limited is also
technologically advanced. By using Software, they keep records of the current customer and
accomplish the daily task in the easiest way. Overall, National Bank has good working
environment.

Question no 2 : I am motivated by the promotion opportunity

Agree; 10%
Neither agree nor disagree; 10%
Highly disagree; 40%

Strongly agree
Agree
Neither agree nor disagree
Disagree
Highly disagree

Disagree; 40%

Analysis
The advancement of an employee from one job position to another job position that has a higher
salary range, a higher level job title, and often, more and higher level job responsibilities, is
called a promotion. Only 10% women agreed that they are motivated by promotion opportunity.
Major portion of the women that is 80% women (40% highly) are dissatisfied with promotion
policy in NBL. They argued that NBL does not give promotion on time. Basically, Promotion is
viewed as desirable by every employee because of the impact a promotion has on pay, authority,
responsibility, and the ability to influence broader organizational decision making. A promotion
raises the status of the employee. So NBL should give promotion on time.

Question 3 : My supervisor gives me feedback about how to improve my performance

Highly disagree; 10% Highly agree; 10%

Highly agree
Agree

Disagree; 10%

Neither agree nor disagree

Agree; 30%

Disagree
Highly disagree

Neither agree nor disagree; 40%

Analysis:
Good performance is enhanced if employees are given timely and positive feedbacks from
Supervisors. Supervisors should informally alert employees to any performance issues as soon as
possible. When employees get support, feedback from supervisor, they are supposed to be more
encouraged and satisfied at their work.10% women in NBL strongly agreed that they receive
performance feedback from their supervisor.30% women employees simply agreed that they get
feedback from supervisor. So almost 40% women in NBL are satisfied with their supervisors
feedback which is the positive sign of NBL undoubtly.

Question No 4 :I like my co-workers

Neither agree nor disagree; 40%

Agree
Neither agree nor disagree

Agree; 60%

Analysis:
Co-workers spend a good deal of time together, especially in workplace than they do with their
spouses and families. Building positive workplace relationships is vital for career success.60%
women of NBL agreed that they have good relationship with co-workers. Basically,
Relationships can positively or negatively affect the job satisfaction of women. When positive
relationships build up among co-workers, they feel more comfortable with each interaction and
feel a closer bond to the people. In this regard, NBL is in good position.

Question no 5 : I don't face any harassment as a women

Highly disagree; 20%

Agree
Highly disagree

Agree; 80%

Analysis:
Social protection of women is the common issue in Bangladesh. In the past, women were
confined to household chores. But now they are taking more challenges, they have come outside
and becoming independent. At first it was believed that private job is not safe for women. But
almost 80% women in NBL said that they dont face any kind of harassment from the male coworkers. Thats the very positive side of NBL. Only 20% argued that they face problem. Little
portion of women argued that they are harassed by the customers. In this regard, the Employers
should take responsibility to protect their employees from harassment by non-employees (e.g.,
customers, vendors, suppliers, etc).

Question no 6: I am well paid for the work i do

Agree; 10%
Highly disagree; 20%
Disagree; 10%

Agree
Neither agree nor
Disagree
Disagree
Highly disagree

Neither agree nor Disagree; 60%

Analysis:
Salary is more important factor in bringing job satisfaction. When women employees are paid
good salary, they will automatically perform well in their job and will try to give their best .it
acts as a motivating force to them. To someone recognitions of work is more meaningful, to
someone high salary is more meaningful. Since private jobs main attractiveness is the high
salary in comparison to the government job, the women employees builds high expectation in
themselves.24% women highly dissatisfied with their current income.18% women are simply
dissatisfied. And 41% women are not in the middle position, agreed nor are disagreed.17%
women satisfied with their current income. So NBL should modify their salary range.

Question no 7: I feel that my workload is high

Agree; 10%
Highly disagree; 20%
Neither agree nor Disagree; 30%

Strongly agree
Agree
Neither agree nor
Disagree
Disagree
Highly disagree

Disagree; 40%

Analysis:
Heavy workloads are not uncommon in today's workplace. Downsizing, fear of job security and
an uncertain economy often prompt workers to accept or take on increasingly greater work
responsibilities and longer hours. This increased level of performance doesn't necessarily result
in increased levels of productivity. In fact, it can lead to problems and circumstances that
actually reduce earnings for company.20% women in NBL highly agreed that they have no
workload.40% women simply agreed that they have no workload. So almost 60% women are not
experiencing workload in NBL.Thats the very good point in NBL. Only 10% women said that
they are facing heavy workload.

Question no 8: I am happy with the frequency and amount of bonus

Agree; 10%
Highly disagree; 30%

Agree
Neither agree nor
Disagree
Disagree

Disagree; 10% Neither agree nor Disagree; 50%

Highly disagree

Analysis:
When salaries and bonuses are reviewed and adjusted annually, the annual program implicitly
encourages and satisfies employees. About 10% women employee in NBL argued that the
frequency of bonus is not satisfactory and 30% women are highly dissatisfied. They said that
they used to get bonus 2 or 3 times more besides two main festivals (Eid) in each year. But now
they only receive bonus on two festivals. They also argued that the amount of bonus is
inadequate. Only 10% women are satisfied with the frequency and amount of bonuses.Finally,
NBL should increase frequency of bonus to make the women employees delighted rather than
dissatisfied.

Question no 9: I am satisfied with the location of my branch

Neither agree nor Disagree; 11%

Strongly agree
Agree
Neither agree nor
Disagree

Agree; 14%

Disagree
Highly disagree
Strongly agree; 75%

Analysis:
Almost 75% women employees agreed that they are highly satisfied with the location of
branch.14% women also simply agreed with the statement. So a huge portion of women
employee in NBL, elephant road branch is happy with the location. Dhaka is the most dynamic
city. All the facilities are available here. So NBL in elephant road branch is most suitable
workplace. This scenario may be different if the women employees outside the Dhaka district are
asked for giving opinion about location of branch.

Question no 10: I get transportation facility from my bank

Strongly agree
Disagree; 20%

Agree
Neither agree nor
Disagree
Disagree
Highly disagree

Highly disagree; 80%

Analysis:
Employer-provided transportation benefits have proven to be a cost-effective tool for increasing
job satisfaction and helping recruit and retain valuable employees. Moreover; Employees who
use alternative transportation modes arrive at work more relaxed, less stressed from traffic
congestion, and ready to be productive. So there are huge benefits of offering transportation
facilities to the stuff. 80% women employees highly disagreed that they get transportation
facility. Remaining 20% women employees said the same. They dont receive transportation
facility from NBL.So NBL should offer transportation facility to its employees.

Question no 11: I can proper balance between family life and work life

Disagree; 10%
Strongly agree; 20%

Strongly agree
Agree
Neither agree nor
Disagree

Agree; 20%
Neither agree nor Disagree; 50%

Disagree

Analysis:
Its important for women worker to find a healthy balance between work life and personal life. In
Asian continent, it is strongly believed that cooking, household chores, child builds up-everything is
the responsibility of women. So its a big challenge for women who work outside. In NBL working
hour starts from 9.30 am to 5.00 pm. So, most of the time women stay there. About 20%women
strongly believe that they can proper balance their work life and family life.20% women simply said
that they can make balance. This factor does not affect much job satisfaction of women employee in
NBL. So its a positive side of NBL.

Question no 12: NBL gives me vacation when i am sick

Disagree; 20%
Strongly agree; 30%

Strongly agree
Agree
Neither agree nor
Disagree

Neither agree nor Disagree; 20%

Disagree

Agree; 30%

Analysis:
Vacations are important. They can lead to fresh perspectives, creative insights and reduced stress
levels. There's a strong case to be made that taking the time to unplug is not only beneficial for
mental and physical health, but may boost the health of ones careers as well.30% women
strongly agreed that they get vacation facility when they are sick.30% women simply agreed the
statement. So, almost 60% women believe that they get sick leave permission from bank. 20%
women highly disagreed the statement. They said that the stuff number is low in several
departments. If they go for vacation, then the workload will shift to the remaining co-worker. So
stuff number should be increased in some department where workload is high.

Question no 13 : I want that NBL should make day care centre for the working mother

Highly disagree; 10%

Disagree; 10% Highly agree; 60%
Neither agree nor disagree; 20%

Highly agree
Neither agree nor disagree
Disagree
Highly disagree

Analysis:
Only 14% employees of NBL are female. The remaining 86% employees are male. This scenario
can prove that the womens participation rate is very low in profession. Most of the educated
women cant work outside due to child care. Almost 60% women strongly agreed that NBL
should make day care centre for the working mother. This arrangement will not only delights
women employees but also will remove their tension and enhances their performance in the
workplace as well as. Moreover, Women participation will increase in job sector. And gender
inequality will narrow down.

Question no 14:How proud are you of your employers brand?

Very proud; 10%

Extreamly proud
Very proud
Moderately proud

Moderately proud; 90%

Analysis:
According to AMA,Brand is aname,term,sign,symbol or design, or a combination of them,
intended to identify the goods and services of one seller or group of sellers and to differentiate
them from competitors. The brand value of prime bank, Dutch bangla bank, city bank, and bank
Asia is higher than NBL.They offer higher salary and numerous facilities to their employees.
Thats why most of the employees of NBL switch to other bank.10 women said that they are
extremely proud being a part of NBL and 90% women said that they are moderately proud of
employers brand. So NBL must promote their brand by CSR activities. This plan will help them
to attract and retain skilled employees and hinder skilled employees from switching.

Question no 15:I think that NBL is well decorated like other private bank

Highly disagree; 12% Strongly agree; 12%

Agree; 12%

Strongly agree
Agree
Neither agree nor disagree
Disagree

Disagree; 38%

Highly disagree

Neither agree nor disagree; 26%

Analysis:
Generally, Employees tend to be delighted by sophisticated interior, exterior design of their
workplace. Effective design of physical evidence is the motivational factors that make employees
feel proud working there and also it gives customers positive cue of higher service. But about
38% women employees of NBL, Elephant road branch said that decoration is not sophisticated.
The environment is not neat and clean. And the space is very congested also. Only 12% women
agreed that the decoration is satisfactory.

Question no 16:How likely are you to look for another job outside?

Extreamly likely; 10%

Not at all likely; 20%

Extreamly likely
Very likely
Moderately likely

Slightly likely; 10%

Very likely; 30%; 30%

Slightly likely
Not at all likely

Moderately likely; 30%

Analysis
Before analyzing womens perception, I want to show statistics in a table:
Year

Female

Women number

Percentage of

employees

left from NBL

women

number

Left from NBL

2011

353
440

2
3

.56%
.68%

2012

477

11

2.31%

2013

540

1.11%

2014

556

15

2.70%

2010

From that statistics, its clear that last year about 2.70% of total female worker left the job from
NBL. At first turnover rate was only 00.56%.But Day by day the turnover rate is increasing. As
job market is competitive, women cant change job overnight.NBL should study why these
women switch from NBL. About 10% women highly search job outside.30% women very likely
search job. And 30% women seek job outside moderately.

Job satisfaction of women employees in NBL

Questio
n

Topic

Strongly
agree

Agree

Neither
agree
nor
disagre
e

Strongly
disagre disagre
e
e

Good working
-

40%

50%

10%

environment
Enough promotion

10%

10%

40%

40%

opportunity
Feedback from

10%

30%

40%

10%

10%

4
5
6
7

supervisor
Co-worker behavior
Harassment
Salary
Frequency and

10%

60%
20%
20%

40%
60%

10%

80%
20%

10%

50%

10%

30%

8
11

amount of bonus
High workload
Transportation

6%

11%

30%

34%

17%

20%

80%

12

facility
Proper balance
between family life

20%

20%

50%

10%

13

and professional life

Sick leave

30%

30%

20%

20%

14

Day care centre for

60%

20%

10%

10%

16

children
Feeling Proud of

10%

90%

17

Employer brand
Looking for another
job

10%

30%

30%

10%

20%

Source: Annual Report of NBL

Correlations

I am very satisfied with the

work environment

I am motivated by the
promotion opportunity

My supervisor gives me
feedback about how to
improve my performance

I like my co-workers

I do not face any

harrassment as a women

I am very
satisfied with the
work
environment

I am
motivated by
the
promotion
opportunity

My supervisor
gives me
feedback about
how to improve
my performance

I like my coworkers

I do not face any

harassment as a
women

.389

.703(*)

.421

.569

.266

.023

.225

.086

10

10

10

10

10

Pearson
Correlation
Sig. (2tailed)
N

.389

.315

.130

.197

.375

.721

.585

10

10

10

10

10

Pearson
Correlation

.703(*)

.315

.531

.000

Sig. (2tailed)
N

.023

.375

.115

1.000

10

10

10

10

10

Pearson
Correlation
Sig. (2tailed)
N

.421

.130

.531

.127

.225

.721

.115

10

10

10

10

10

Pearson
Correlation
Sig. (2tailed)
N

.569

.197

.000

.127

.086

.585

1.000

.727

10

10

10

10

Pearson
Correlation
Sig. (2tailed)
N

.266

* Correlation is significant at the 0.05 level (2-tailed).

.727

10

Correlations

I am very satisfied with the

work environment

I am well paid for the work

i do

Pearson
Correlati
on
Sig. (2tailed)
N
Pearson
Correlati
on
Sig. (2tailed)
N

I am very
satisfied
with the
work
environmen
t

I am well paid
for the work i
do

I am happy with
the frequency
and amount of
bonus

-.401

I feel that my
workload is high

I get
transportation
facility from my
bank

NBL gives me
vacation when
i am sick

.022

.071

.601

-.042

.251

.951

.846

.066

.909

10

10

10

10

10

10

-.401

.706(*)

-.386

.286

-.615

.022

.270

.424

.058

.251
10

10

10

10

10

10

.022

.706(*)

-.483

.599

-.606

.951

.022

.158

.067

.063

10

10

10

10

10

10

.071

-.386

-.483

-.050

.650(*)

.846

.270

.158

.890

.042

10

10

10

10

10

10

.601

.286

.599

-.050

-.218

.066

.424

.067

.890

10

10

10

10

10

10

-.042

-.615

-.606

.650(*)

-.218

.909

.058

.063

.042

.545

10
10
* Correlation is significant at the 0.05 level (2-tailed).

10

10

10

I am happy with the

frequency and amount of
bonus

I feel that my workload is

high

I get transportation facility

from my bank

NBL gives me vacation

when i am sick

Pearson
Correlati
on
Sig. (2tailed)
N

Pearson
Correlati
on
Sig. (2tailed)
N
Pearson
Correlati
on
Sig. (2tailed)
N
Pearson
Correlati
on
Sig. (2tailed)
N

.545

10

Chapter Five

Findings, Recommendation and

conclusion

Chapter- 5

Findings:
1) Working environment at National bank limited: The working environment is good in
National Bank Limited.40% women are satisfied. Good relationships among supervisors and

employees, smooth relationship among the co-workers, cooperative outlook among them, and
friendly behavior as well are the examples of having a good working environment at NBL.
2) The workload and stress level of women employees at National Bank Limited: 60%
women are not experiencing workload in national Bank Limited. It is the positive aspects of
National Bank Limited. Only 10% women said that they are facing heavy workload.
3) Forecasting the loyalty of women employees working at National Bank limited: 10%
women extremely search job outside.30% women very likely search job outside and 10% women
slightly search job. So, almost 50% women are eager to switch job. They desire both better
position and high remuneration.
4) Social protection of women employees working in National Bank limited: 80% women
employees working in National Bank Limited expressed that they feel secured at their
workplace. Their expression provided us a vivid conception about the male co-workers that they
are very gentle, co-operative and friendly.
5) Promotion opportunity at National Bank Limited: Its really a frustrating observation that
80% women are unhappy with the promotional opportunity. Promotion is not given timely.
6) Branch is not neat and clean as well as well decorated Space is congested .Messy environment
can disturb employees mood as well as customers mood.
7) The number of Stuff is inadequate in service counter. Customers sometimes feel irritated in
terms of waiting for cash withdrawal and deposit.

Recommendation:
From my personal observation and statistics, some suggestion for NBL is presented below about
how to remove job dissatisfaction of women employees in the workplace:

 NBL should develop working environment by making daily task faster and smooth
through using modern technology.
NBL should offer transportation facility to its employees. It will make them delighted and
make them feel proud than other private bank employees. It will help NBL to retain skilled
employees and also spread positive impression among the public and potential employees.

Its the positive sign for all women employees because 80% women employees have

expressed their positive attitude in terms of security.

Different types of facilities will have to be enhanced especially Baby care, break time
and so on which not only will try to bring the loyalty among the women
employees but also help to prevent them to quit job from NBL

Promotion which should be on time.

Widened inner space of the bank, Well decorated wall and organized inner outlook will
have to be implemented which will be a matter of refreshing as well as attractive for both
the employees and the customers.
Frequency of bonus should be enhanced.
The interest of Housing loan for your employees should be minimized.

NBL may introduce a day care center to provide lucrative facilities to its women
employees who have baby which will surely keep a significant role not only to stay there
but also to concentrate more on bank activities.
Last but not the least; NBL should appoint additional employees for meeting the high
demand of customers. It will not only help to achieve customer satisfaction but also reduce
the stress level of women employees.

Conclusions:
It should be noted that women Job satisfaction of employees always considers as a very
significant part in the business world. It cuts a very good figure in our everyday communication

because job satisfaction can help the organization to motivate the working team and retain them
to determine at the level of satisfaction which is dependent on different variables. Basically, the
significance of these variables differs from person to person. The patterns and policies of
organizations determine the employee job satisfaction. This research found that job satisfaction
of women employees is dependent on job promotions, Feedback from supervisor, social
protection, bonus, transportation facility, safe working environment, and flexibility to balance
between work and family life. Eventually, I would like to say that NBL should have to ensure the
facilities sought by the women employees and accolade the performance of them.

References:
Cynthia d. Fisher, Human Resource Management , 6th Ed, pp 103-106
Naresh k. Malhotra & Satyabhushan Dash, Marketing Research6th Ed, pp 70-72

Keith Davis & John W Newstrom, Organizational Behavior12th Ed, pp 203-206

Available at http://www.nblbd.com/
http://www.nblbd.com/aboutus.php
http://www.bdquery.com/details.php
Vroom, V. H. (1964). Work and Motivation.5th Ed, pp 28-31
Walker, J.W. (1980). Human resource planning,12th Ed,pp 78-83

QUESTIONNIARE

Job Satisfaction of the women employees In National Bank Limited

Dear respondent, I am Abu Noman Md.A.AL-Maruf a student of Jagannath university at

Department of Marketing. As a part of my report I need to conduct a survey on Job
Satisfaction of women in National Bank Limited. As you are a respected staff of this bank,
you are in a better position to give this information. Your information will be kept confidential
and used only for academic purpose.
Part A
1. Name

2. Age: (a) 18 -25 (b) 26-30 (c) 31-35 (d) 36-40 (e) 41 and above
3. Education
4. Income

: (a) SSC (b) HSC (c) Graduate (d) Post Graduate (e) Others
: (a) Below 20000 (b) 20000-40000 (c) 40000-60000 (d) Above 60000

5. Work period : (a) less than 1 year (b)1-3+ year (c)4 -6+years (d)7-10+ years
6.phone number

Statement

Strongly
Agree
(1)

I am satisfied with the work environment

I am motivated by the opportunities for
promotion in this Bank
My supervisor gives me feedback
ut how to improve my

abo
perfor

mance
I like my co-workers
I do not face any harassment as a woman
I am well paid for the work I do
I am happy with the frequency and
amount of bonus
I feel that my workload is high
I am satisfied with the location of my

Agree
(2)

Neither
agree nor
disagree
(3)

DisAgree
(4)

Highly
disagre
e
(5)

branch
I work 8 hours per day
I get transportation facility from my bank
I can proper balance family life and
professional life
NBL gives me vacation when I am
sick/pregnant
I want that NBL should make day care
centre for the women who has children
I feel that my bank is well decorated like
other private bank
I feel lack of job security
I am bored with my work. I do it as I have
no options

1. How proud are you of your employer's brand?

Extremely proud
Very proud
Moderately proud
Slightly proud
Not at all proud

2. How likely are you to look for another job outside the company?
Extremely likely
Very likely
Moderately likely

Slightly likely
Not at all likely

3. How realistic are the expectations of your supervisor?

Extremely realistic
Very realistic
Moderately realistic
Slightly realistic
Not at all realistic

4. In a typical week, how often do you feel stressed at work?

Extremely often
Very often
Moderately often
Slightly often
Not at all often

5. Please mention 3 negative aspects of your bank that should be changed

1.

2.

3.