Employee Job Satisfaction & Disatisfaction

Submitted to
Mr. Tawfeeq Hasan

Lecturer, (SBS)

Southeast University

Submitted by
Sub: Organizational Behavior Sub. Code: MGT3124
Sl. No Name ID
 Submission date
10 September, 2018

Letter of Transmittal
Md. Tawfeeq Hasan

Lecturer,

SEU Business School,

Southeast University

Kamal Ataturk Avenue Banani Dhaka - 1206

Subject: Report on job satisfaction & dissatisfaction

Sir,

It is our great honor to submit the report of our job satisfaction and dissatisfaction analysis in our
future profession. In addition, it is a great pleasure that we have been able to submit this report
on as an employee Job Satisfaction and dissatisfaction of Bank profession in due time.

The whole experience of this analysis enabled us to get an insight into the real life situation. We
have tried our level best with our knowledge to make a full-fledge report by analyzing all the
requirements you have asked for. Besides this, there may be shortcomings. We would be grateful
if we consider those from excusable manner.

We would like to express our sincere gratitude to you for your guidance and suggestions in
preparing the report. We will be happy to provide any further explanation regarding this research
report if necessary.

Sincerely yours,

On behalf of the group Members,

Mahmud Hasan

ID : 2016110000073
 I

Acknowledgement
First of all, we extend our profound gratitude to the Almighty Allah, the omnipresent and
omnipotent, who helped us accomplish this task on time. We feel satisfied and glad that we have
completed this study within specific duration. This analysis report might never have been
completed without the necessary practical knowledge, assistance of many books, articles,
websites, and primary data. It enhanced our knowledge on employee job satisfaction and
dissatisfaction. Thanks to all my group members, who have assisted, providing co-operation,
books and articles, we would like to express our special gratitude to our supervisor Mr. Tawfiq
Hassan sir, Lecturer of Southeast University, (SBS) for his motivating inspiration, kind direction,
valuable suggestions & advices during our analyzing period and to prepare this report.

Executive Summary
We had to gain the practical area of responsibilities and of accountabilities of the employee so
that we could interact with them to assess their views about and relations with the organization.
However, we had a good access to the bank‘s publications. Our task was designed to understand
the level of job satisfaction and dissatisfaction of the secondary data. The objectives of the report
were understood level of job satisfaction and dissatisfaction of the employees of the bank
profession. So, the analysis was designed to achieve it.

The previous studies on this issue practically and empirically learnt that job satisfaction largely
depends on the number of interrelated components such as workplace, salary, training, lack of
gender discrimination, neutral promotion policies. Despite differences in opinions made by the
employees of the organization on what the study was conducted, what the study finds is that they
are highly satisfied in their job. In our opinion employees do places importance of financial
features of a job such as pay and benefits; they consider culture and connection to be utmost
importance. Felling appreciated for their time and efforts creates a bond between employees,
management and their organization.

We create this report based on banking sector and also a banker own job satisfaction and
dissatisfaction about his job. So we thought a scenario, if we’re in the same place as an employee
in the bank job sector and what should we do?

In this report, we’re trying to find out and how to manage those situations.

Table of Contents
Sl. No Contents Page. No
 i Title fly 1
ii Cover Page 2
iii Letter of Transmittal 3
iv Acknowledgement 4
v Executive Summary 5
vi Table of Contents 6
vii Analysis 7

Sl. No Contents Page. No

1 Chosen Profession 8
2 Criteria and evaluate the processes 9

3 key points on selected profession’s job satisfaction 10

4 Causes of Job Satisfaction 11
5 SWOT Analysis 12
6 How to cope up with dissatisfaction factors? 13 – 14
7 How to prepare from right now? 15
8 Conclusion 16

Analysis
Chosen Profession
Job satisfaction is dependent on a variety of factors, many of which are within your control. With
a little effort, you can either find the job that is best suited to meet your individual needs or learn
to find fulfillment in the one you already have. 

According to a recent survey conducted by the government and different privet organizations, 60

to 65 percent of workers in our country are not satisfied with their jobs, a slight increase from the
year before. This increase can be attributed to greater job security and satisfaction with regards to
other career development areas. Fast of all we have to access ourselves. Before you can choose
the right career, you must learn about yourself. Your values, interests, soft skills, and aptitudes, in
combination with your personality type, make some occupations a good fit for you and others
completely inappropriate.

Some people choose to work with a career counselor or other career development professionals
like bank jobs, lawyer, and business person. Profession chose is not easy task, because so many
people chose the incorrect profession for him or her. When we want to chose our professional
carrier, we have to choose the correct path and find out the best and correct out comes.
Professions choose is big deal for a person, but without thinking and judgment never choosing a
carrier profession in our future life. It cause band effects and destroy our life permanently. Only a
secure carrier plan and choosing profession make our job and working life more comfortable.

Choosing the right profession can difficult, but having a defined career direction will help you
with getting a job. But with a little hard work, some planning, and some serious self-reflection,
you can set yourself on a path towards a fruitful, fulfilling career that can provide for you and
your family.
In our opinion and research, if we want to choose the job, what
should be the criteria? And how can we evaluate the processes?
Those are given bellow:

• Think about your dream career.

• Assess your hobbies.

• Consider what you enjoy or enjoyed in school.

• Think about what you are or were good at in school.

• Consider what skills you excel in.

• Assess your interpersonal skills.

• Ask someone if you don't know.

• Explore yourself.

• Consider your financial situation.

• Think about the education you will have as you enter a career.
• Determine if you want to school.

• Consider the careers you have easy access to.

• Examine your future financial security.

• Scrutinize your future job stability.

• Look at the Occupational Outlook Handbook.

• Make a dream board.

The key points on selected profession’s job satisfaction

• Appreciation for work.

• Good relationships with colleagues.

• Good work-life balance.

• Good relationships with superiors.

• Company's financial stability.

• Learning and career development.

• Job security.

• Attractive fixed salary.

• Interesting job content.

• Company values.

• Motivation.

• Fair compensation.

• Respect, praise, and appreciation. 

• Engagement.

• Life satisfaction.

This is not the only key points. Job satisfaction and also dissatisfaction is a big concept. In some
words, we can’t explain. But as an employee, we have a satisfaction level.

Job Satisfaction, as the name suggests, is the feeling of contentment or a sense of

accomplishment, which an employee derives from his/her job. It is a result of appraisal that
causes one to attain their job values or meet out their basic needs. It helps in determining, to what
extent a person likes or dislikes his/her job.

Causes of Job Satisfaction

• Experience

The experience an employee receives from various components of the work environment will
influence his/her attitude towards them. Suppose a job is monotonous and not exciting, then
the employee is likely to get dissatisfied with it. There are many organizations which invest a
large sum in making it more interesting and challenging so that it actively engages the
employees and their satisfaction level would be high.
• Association

Association plays a dominant role in job satisfaction, in the sense that if the current job of the
employee is similar to the one he has done in the past, then he may derive satisfaction level
of his previous job to the present one.

• Social Learning

In an organization, people work in groups and interact with them regularly, either formally or
informally, which has a great impact on the level of their satisfaction. Employees whose job
is similar communicate with one another and tend to develop the same feelings for job
elements like the work itself, pay, working conditions, rules, supervisor, manager, etc.

• Heredity

Genetic predispositions are important in the context of job satisfaction as people. According
to research, about 30 percent of the job satisfaction is based on the heredity components.

Managers can measure job satisfaction of a worker by observing their behavior, interviewing and
distributing questionnaires, to get the information properly.

SWOT Analysis
SWOT Analysis is a useful technique for understanding your Strengths and Weaknesses, and for
identifying both the Opportunities open to you and the Threats you face.The analysis is presented
in next few pages and can be very much helpful to evaluate the Performance level of job
satisfaction and dissatisfaction.

Strengths Weaknesses
• Bank has perfect policies to maintain and • Compare to the workload there is not
sufficient amount of refreshments.
 control their employees. • Too much work pressure on the employees.
• The salary structure is not high enough
• Controlling huge number of workforce according to the workload of the employee.
with great distinction. • Due to lack of sufficient amount of
manpower it is difficult to control and
• The „X‟ & „Y‟ motivational theories are maintain the large amount of employees.
rightly used to control the employees
properly. • Online recruitment system is not upgraded.
• Better employee motivation generation • Foreign training should be included.
through internal recruitment opportunity.
• Promotion policy should be upgraded.
• Well maintained CV database.
• Well organized team.
• Training opportunity provided to
employees working in every level.

Opportunities Threats
• This huge number of workforces. • Difficult to maintain the Human Resource
• Various ideas and plans to prove myself. policies.
• Increase own productivity. • Reference control on Human Resource
policy can be a bad threat.
• More Recognition should provide.

How to cope up with dissatisfaction factors?

Job dissatisfaction refers to unhappy or negative feelings about work or the work environment.
There exist many factors which may result in job dissatisfaction. Some of them are poor working
conditions, overwork, low levels of pay, no scope of promotion or career advancement and lack
of recognition.

How can we cope up with dissatisfaction factors, those are given bellow:
• Underpaid.
• Limited Career Growth.
• Lack of Interest.
• Poor Management.
• Unsupportive Boss.
• Lack of Meaningful Work.
• Opportunities for growth or incentives for meaningful work.
• Work and Life Balance.

Underpaid
Not being paid what one is worth is called being underpaid. If a person does not think they are
being paid enough to do their job, then they perceive themselves to be underpaid. If they research
the wages for that job and find they are indeed being underpaid, then their dissatisfaction is
warranted. From a company’s perspective, it is a valuable and important issue because
individuals who are dissatisfied with the money they are making, for the job they do, will most
likely leave the organization.

Limited Career Growth

Not having the opportunity to climb the ladder and grow the career is another area that can foster
dissatisfaction with a position. For this aspect, it is important to understand that not everyone
wants to move up the ladder. This could mean that the employee will potentially leave for
another organization that might have better career growth opportunities.

Lack of Interest
This is a very straightforward concept; that one should not start his career with a job which is not
an interested area of that person. A lack of interest in the work is another reason why employees
are unhappy. Most employees want to perform job duties that are engaging and challenging.
Monotonous work causes an employee to experience boredom. Bored-and unchallenged
employees experience little incentive to concern themselves with workplace productivity.

Poor Management
The management team plays an important role within an organization. Managers are responsible
for motivating employees, planning, organizing and controlling within the organization. A key
reason employees perform poorly in the workplace is poor management. Managers with poor
leadership skills tend to offer little feedback on employees’ performances. Not having the
leadership required is another reason for dissatisfaction. People want to be led. They want to
work with people who inspire them and have a vision. Without those people, an employee can
feel as if the company is just drifting through space, waiting to run into something.

Unsupportive Boss
With companies downsizing and keeping resources at a minimum, managers become more
concerned about the bottom line rather than the very people who can have a direct effect on the
bottom line. Managers who disengage from their employees and focus only on results without
providing inspiration, motivation or support are often unaware that they may be a major cause of
job dissatisfaction.

Lack of Meaningful Work

The lack of meaningful work plays a big part in job dissatisfaction. Employees lose interest in
work that offers no challenge.

Opportunities for growth or incentives for meaningful work

It’s easy to disengage from a job and organization that doesn’t value its employees or offer
incentives for job growth. When employees feel their contributions are significant, they feel
happy at their work and work harder.

Work and Life Balance

Companies that fail to recognize the need for employees to maintain a healthy life and work
balance are ultimately affecting their own productivity levels. Even if a company can’t offer
salary increases, one way to improve job satisfaction is to create trade-offs for life and work
balance. Instead of offering raises, companies might consider incentives such as paid days off,
flexible scheduling, and rewards such as tickets to movies, plays, or sporting events.
Everyone has moments of frustration, however much they may love their job - statistics indicate
that the average length of a work-related moment of frustration is about forty years, so one
option is to just hang in there and wait for retirement. Quitting a job, especially a secure and
well-paid one, is a nuclear option to cope up with dissatisfaction. which may not be available to
everyone.
Only evaluate ourselves and identifying the problems, buy implementing all this problems, we
can cope up or create our job life secure and achieve the target satisfaction level.
How to prepare from right now?
People who are the most successful and satisfied in their careers have proactively determined
what they want from work. Once they’ve decided on their goals, they make a plan to accomplish
the goals. Developing a timeline with career goals and expected milestones is also an effective
way to manage your career. Bringing your boss and his or her sponsorship and mentoring into
the picture will ensure that you have an internal mentor who will help you manage your career.
Some companies have formal programs to help employees develop their careers. In others, you
will need to informally pursue your career development. Companies with programs generally
focus energy on helping employees develop and follow a career path.
The career path is discussed at several meetings bi-annually with the employee’s boss. The
company doesn’t own the career path; the employee does. But, the company demonstrates its
deep commitment to its employees by assisting where possible with resources of time and
dollars. Career paths are recommended for the same reason that goals are recommended. They
are the written plan that can help each employee take charge of what is most important to his or
her fulfillment and success. Without a plan, you can feel rudderless and you have no benchmark
against which you can measure your progress.
So we have to prepare ourselves from right now,

• Ambition
 Ambition changes the opportunity outlooks for a young person dramatically.

• Value
Understanding what it means to add value of yours.

• Articulation
The vast majority of young people struggle with explaining what they want to do, what work-
related activities interest them, what transferable skills they have, and which industries or
positions might best suit them.

• Skills
Indentifying the skills you have.

• Expertise
Consulting the expertise, who gives the perfect solution.

• Terminology 
Improve efficiency to take work load.

• Curiosity
This is an important fact to be prepared.

• Experience
Students, unemployed people and those in jobs they hate are all missing opportunities to
improve their circumstances and marketability by building experience, so experience is more
valuable for prepared.

Conclusion
Essentially, our overall “satisfaction” with our career is a combination of things that cause us to
enjoy our jobs and things that cause us to hate our jobs a little less. Job satisfaction cannot be
viewed on a singular plane – with satisfaction at one end, and dissatisfaction at the other. Our
satisfaction with our careers, the theory implies, is a mixture of the Hygiene Factors and the
motivators.

Job satisfaction is related to the positive feeling an employee perceives about one’s job resulting
from an evaluation of its characteristics. Jobs require interaction with coworkers and bosses,
following organizational rules and policies, meeting performance standards, living with working
conditions. It has been identified that a positive relationship exists between a person’s job
satisfaction level and holding of positive feelings about the same concerned job whereas a person
dissatisfied with his job carries negative feelings about the job and organization. Every
organization works towards having satisfied employees.

When employees are dissatisfied with their jobs, lack job involvement and are low in their
commitment to the organization, a wide variety of consequences follows in. Dissatisfied
employees may engage in psychological withdrawal, physical withdrawal or even acts of
aggression and retaliation for presumed wrongs. Satisfied employees may provide acts of
consumer service beyond the call of duty, have sparkling work records, and actively pursue
excellence in all areas of their jobs. The consequences of job dissatisfaction are very long term in
nature. The negative effects of job turnover on organizations may include increased costs in
recruiting, selecting and training new employees, demoralization of remaining employees,
negative public image of the organization, disruption of day-to-day activities and decreased
organizational opportunities to pursue future growth strategies. Thus it is important to have a
thorough understanding of the factors that lead to job satisfaction and dissatisfaction so that it
would help in putting a stop on the negative consequences associated with job dissatisfaction.