A Report

On
Employees job satisfaction

(A related survey on Grameen & Brac NGOs employee

in Bangladesh)

I
Date of Submission: July 3, 2008

ASA University Bangladesh

Employee Job satisfaction

(A related survey on Grameen & Brac NGOs employee in Bangladesh)

Submitted To:
Rebeka Sultana Liza
Lecturer
Faculty of Business
ASA University Bangladesh

Submitted by:
Batch: 3rd
Section: 3(G)

Name

ID

Md. Jafor Ullah

081-12-0259

Md. Abu Baker Siddique

081-12-0250

Md.Al-Amin

081-12-0257

Md. Tanvir Alam

081-12-0270
II

ASA University Bangladesh

Letter of Transmittal
12th July 12, 2008
To

Rebaka sultana Liza

Lecturer
Faculty of Business
ASA University Bangladesh

Subject: Submission of case study

Dear Madam,
This is our pleasure to present the Report entitled Employee Job satisfaction (A related survey on
Grameen & Brac NGOs employee in Bangladesh).It is our great concession to submit the term
paper. We have applied our knowledge & Technique to prepare this paper. We sincerely hope, this
paper will fulfill all the requirements suggested by you under the course BUS-224.if you accept the
report then we will be grateful to you

We hope that our effort is of some concrete worth to you. If you have further any query regarding the
paper, we are gladly remaining standby wherever you ask for it.

Yours truly,
Md. Jafor Ullah

...

Md. Abu Bakar Siddique

Md. Al- Amin

Md. Tanvir Alam

III

ASA University Bangladesh

ACKNOWLEDGEMENT

At first we take the opportunity to complete our report by the survey questioner. Md.Rashidul alam,
Human resource Division and Assistant Vice presedent and Shoubrana kanam head of HR from Brac
and Grameen NGO. We also confirm that we take successful part in the required activity to carrying
out and completing this report, and the submission of paper work on 12 July, 2008.through the
employee satisfaction.
We also express our special gratitude to Mr.Shamim, Mr, Shoile, Mr,Robiul Amal, Rasida Alam,
Nurun Naher, and others who helps up to complete the report by give r=the important information as
the employee of Brac and Grameen NGO.
Our special Gratitude goes to my course instructor Rebeka Sultana Liza for her cooperation, guide
with hopeful hints and useful advice all along the participation of the report.
After that we have taken data from Internet, Job satisfaction Journal, Referene book etc. Some time we
needed some basic information, in this case we got hues help from everywhere.
If we do not get some support and help from the different person and organization then it was
impossible to prepare this report. So we expressed our thanks to them.

IV

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TABLE OF CONTENTS

1
1.1
1.2
1.3
1.4
1.5
2
2.1
2.2
2.3
2.4
2.5
2.6
2.7
2.8
2.9
3
3.1
3.2
4
4.1
4.2
4.3
5
5.1
5.2
5.3
5.4
6

Particular
Title Page
Second Title Page
Letter of Transmittal
Acknowledgement
Table of Continent
(Introduction)
Introduction
Scope of the Report
Purpose of the Report
Methodology
Limitation
Chapter Two Organization profile
Introduction
Financial Profile
Companys Mission
Companys Vision
Objective of the Company
Department of Organization
Branchases of Beximco
Network of Beximco
Management Hierarchy
Chapter Three Problems and Prospects
Problems
Prospects
Chapter Four Finding Analysis
Financial Profile
Profile Comparison
Competitive Analysis
Chapter Five SWOC Analysis
Strength
Weakness
Opportunity
Challenge
Chapter Six Conclusion and Recommendation
Reference

Page No
i
ii
iii
iv
v
2-5
3
4
4
5
5
6-19
7-8
9-13
14
14
15
16
16
17-18
19
20-26
21-24
24-26
27-36
28
29
30-36
37-39
38
38
39
39
40-41
42

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Executive
Executive Summary
Summary
Job satisfaction, a worker's sense of achievement and success, is generally perceived to be directly
linked to productivity as well as to personal wellbeing. Job satisfaction implies doing a job one enjoys,
doing it well, and being suitably rewarded for one's efforts. Job satisfaction further implies enthusiasm
and happiness with one's work. Sees job satisfaction as the keying redient that leads to recognition,
income, promotion, and the achievement of other goals that lead to a general feeling of fulfillment.
The most common sequence of job satisfaction was the topic to entitle my report by the fulfillment of
all of suggests information and a survey analysis based on two renowned NGO in Bangladesh Brac
and Grameen. Employee satisfaction survey analysis is the main purpose related with practical
education.
We have work around 25 days as a requirement of the course activity Of BBA program under the
course of Organizational Behavior. Brac and Grameen NGO were selected for us to prepare the report.
Employee Job satisfaction (A related survey on Grameen & Brac NGOs employee in
Bangladesh)
The report is organized as a partial requirement of BBA program.
To measure the employee satisfaction we have made a questioner, the employee of Brac and Grameen
at the range of 10, they fulfill our requirement and give some important information. Then, we have
created an analysis form of those and analysis it by using the method of Mean, Average, and the
common percentage formula. By the analysis we have seen that the individual satisfaction as well as
the total satisfaction of Grameen NGOs employee is higher than the Brac NGO.
The total formula of analysis has attested in the appendix part of the report.

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Chapter One: Introduction

1.1
1.2
1.3
1.4
1.5

1.
1

Introduction
Scope of the Report
Purpose of the Report
Methodology of the report
Limitation of the Report

INTRODUCTION (About Job satisfaction)

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Job satisfaction describes how content an individual is with his or her job. The happier people are
within their job, the more satisfied they are said to be. Job satisfaction is not the same as motivation,
although it is clearly linked. Job design aims to enhance job satisfaction and performance; methods
include job rotation, job enlargement and job enrichment. Other influences on satisfaction include the
management style and culture, employee involvement, empowerment and autonomous work groups.
Job satisfaction is a very important attribute which is frequently measured by organizations. The most
common way of measurement is the use of rating scales where employees report their reactions to
their jobs. Questions relate to rate of pay, work responsibilities, variety of tasks, promotional
opportunities the work itself and co-workers. Some questioners ask yes or no questions while others
ask to rate satisfaction on 1-5 scale (where 1 represents "not at all satisfied" and 5 represents
"extremely satisfied").

Job satisfaction has been defined as a pleasurable emotional state resulting from the appraisal of ones
job; an affective reaction to ones job and an attitude towards ones job. job satisfaction is an attitude
but points out that researchers should clearly distinguish the objects of cognitive evaluation which are
affect (emotion), beliefs and behaviors. This definition suggests that we form attitudes towards our
jobs by taking into account our feelings, our beliefs, and our behaviors
Job satisfaction can also be seen within the broader context of the range of issues which affect an
individual's experience of work, or their quality of working life. Job satisfaction can be understood in
terms of its relationships with other key factors, such as general well-being, stress at work, control at
work, home-work interface, and working conditions.

1.
2

SCOPE OF THE REPORT

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There is a large scope for doing the report the employee Job satisfaction with two renowned
organizations in Bangladesh. This report provides practical knowledge to the students about
organizations inside and outside environment. The students have a great opportunity to acquire
knowledge about the organization. After studying this report you will able to know about the job
satisfaction, sati factional factor, reacts by the employee, decrease dissatisfaction, well bring
performance and another some important things.

1.
3

OBJECTIVE OF THE REPORT

The major objectives of the present study are:

1. To Know about the NGO Organization in Bangladesh.
2. To introduce with organizational environment
3. To know about job and its satisfaction as well as dissatisfaction
4. Factors of satisfaction
5. Factors of dissatisfactions
6. Solvent of dissatisfaction
7. Employees thinking regarding his work
8. Practical education as a student
9. Comparing ability create
10. Work fairness that affection of work and so many.

1.
4

METHODOLOGY

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This paper has been prepared relying on primary and secondary information. Primary information has
been obtained through a sample survey conducted on Brac and Geameen Bank employee. Interview
was conducted with the concerned personnel of the respective organizations with the help of a semi
structured interview schedule. Sources of pertinent secondary information included the Internet;
annual job satisfaction journals, newspapers and websites.

1.
5

LIMITATION

The main constrain of the study is inadequate access information, which has hampered the
scope of the analysis required for the study.
We had only 21 days which is not enough to know as much information as this report required.
To collect information we faced difficult because of the excessive nature of confidentiality by
the officials.
Different official express the same topics in different way. Sometimes. We become confused.
Employee doesnt went to give us information
Attitude default with the data collection team and so on.

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Chapter Two: Organizational

information

2.1 Grameen Bank

2.2 Brac bank

2.
1

Grameen bank

ASA University Bangladesh

I argue that the developmental NGO is the purveyor of a new economic sovereignty that is represented
by corporate capital interests and local institutional interests (NGOs), and is an architect of
neoliberalism within a modernist developmental discourse of poor womens empowerment through the
market. Focusing on the micro-credit policies of the 2006 Nobel Peace Prize winner, the Grameen
Bank of Bangladesh, and three other leading non-governmental organizations in the country, I analyze
the centrality of gender in the expansion of globalization and neoliberalism in Bangladesh.1 I examine
how Bangladeshi rural womens honor and shame are instrumentally appropriated by micro-credit
NGOs in the welfare of their capitalist interests. I analyze this relationship between rural women and
NGOs by placing it within the economy of shame, a concept I explain later.

Neoliberalism as an ideology rests on the idea that human welfare is best served by the withdrawal of
the state from welfares policies (Harvey, 2005: 64). Extending this economic dentition, Ong has
termed neoliberalism as a rationality of governance stating that governing relies on calculative
choices and techniques in the domain of citizenship and of governing. It subjects citizens to act in
accordance with the market principles of discipline, efficiency and competitiveness (Ong, 2006: 4).
Neoliberalism is about the subjection of targeted populations to certain rules that inform and regulate
behavior. In many postcolonial countries with weak sovereignties, the notion of citizenship as a set of
entitlements that are bound up with a nation-state that guarantees those rights, is lacking. In its place,
we see the articulation of postcolonial governance authorized by NGOs whose clients are subjected to
act in accordance with the values of discipline, efficiency and competitiveness. By postcolonial
governance I refer to the subjection of targeted populations by non-state actors such as NGOs to new
technologies of market-oriented disciplinary mechanisms. It also refers to governance by NGOs that
have begun to act like a state with what Ong has termed as graduated sovereignties, and they seek to
implement a social engineering program (population control, HIV/AIDS management, primary
education, voter education, etc.) that was formerly in the domain of the state.

Grameen Bank at a glance:

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Grameen Bank (GB)

Type

Body Corporate (Bank Ordinance)

Industry

Finance

Founded

1983

Headquarters

Dhaka, Bangladesh

Area served

Bangladesh

Key people

Muhammad Yunus, founder

Products

Financial Services
Microfinance

Revenue

6,335,566,324 Taka (92.3 million USD) (2006)[1]

Operating income

5,959,675,013 Taka (86.9 million USD) (2006)[1]

Net income

1,398,155,030 Taka (20.3 million USD) (2006)[1]

Total assets

59,383,621,728 Taka (2006)[2]

Employees

24,703 (Oct 2007)[3]

Website

www.grameen-info.org

ASA University Bangladesh

2.
2

Brac bank

BRAC, based in Bangladesh, is currently (May 2010) the world's largest non-governmental
development organization. Established by Sir Fazle Hasan Abed in 1972 soon after the independence
of Bangladesh, BRAC is currently present in all 64 districts of Bangladesh, with over 7 million microfinance group members, 37,500 non-formal primary schools and more than 70,000 health volunteers.
BRAC is the largest NGO by number of staff employing over 120,000 people, the majority of whom
are women. BRAC operates various programs such as those in microfinance and education in over
nine countries across Asia and Africa, reaching more than 110 million people. The organization is 80%
self-funded through a number of commercial enterprises that include a dairy and food project and a
chain of retail handicraft stores called Aarong. BRAC maintains offices in 14 countries throughout
the world, including BRAC USA and BRAC UK. BRAC is a few years into their initiative to operate
in ten African countries in the next ten years.

BRAC tackles poverty from a holistic viewpoint, transitioning individuals from being aid recipients to
becoming empowered citizens in control of their own destinies. Over the years, BRAC has organized
the isolated poor and learned to understand their needs by piloting, refining and scaling up practical
ways to increase their access to resources, support their entrepreneurship and empower them to
become active agents of change. Women and girls have been the central analytical lens of BRACs
anti-poverty approach; BRAC recognizes both their vulnerabilities and thirst for change. BRAC
always strives to find practical and scalable approaches to eradicate poverty wherever it is.

ASA University Bangladesh

Brac Bank at a Glance:

BRAC
150px
Type

Non-profit

Founded

1972

Headquarters

Dhaka, Bangladesh

Key people

Fazle Hasan Abed, founder

Products

Microfinance
Education
Health
Environmental Programs
Social development Programs
Economic development Programs

Revenue

15,141,608,631 Taka (2007) ($223,929,131 USD) [1]

Employees

119,520 (Dec 2009) [2]

Website

http://www.brac.net

ASA University Bangladesh

Chapter Three: Lecture

Review
3.1 Job satisfaction
3.2 History Job satisfaction
3.3 Model Job satisfaction
3.4Measuring Job satisfaction
3.5The Effect of Job satisfaction on Employee performance

3.
1

Job satisfaction

ASA University Bangladesh

Job satisfaction has been defined as a pleasurable emotional state resulting from the appraisal of ones
job; an affective reaction to ones job; and an attitude towards ones job Weiss (2002) has argued that
job satisfaction is an attitude but points out that researchers should clearly distinguish the objects of
cognitive evaluation which are affect (emotion), beliefs and behaviors. This definition suggests that we
form attitudes towards our jobs by taking into account our feelings, our beliefs, and our behaviors

3.
2

History of Job satisfaction

One of the biggest preludes to the study of job satisfaction was the Hawthorne studies. These studies
(1924-1933), primarily credited to Elton Mayo of the Harvard Business School, sought to find the
effects of various conditions (most notably illumination) on workers productivity. These studies
ultimately showed that novel changes in work conditions temporarily increase productivity (called the
Hawthorne Effect). It was later found that this increase resulted, not from the new conditions, but from
the knowledge of being observed. This finding provided strong evidence that people work for purposes
other than pay, which paved the way for researchers to investigate other factors in job satisfaction.

Scientific management (aka Taylorism) also had a significant impact on the study of job satisfaction.
Frederick Winslow Taylors 1911 book, Principles of Scientific Management, argued that there was a
single best way to perform any given work task. This book contributed to a change in industrial
production philosophies, causing a shift from skilled labor and piecework towards the more modern
approach of assembly lines and hourly wages. The initial use of scientific management by industries
greatly increased productivity because workers were forced to work at a faster pace. However, workers
became exhausted and dissatisfied, thus leaving researchers with new questions to answer regarding
job satisfaction. It should also be noted that the work of W.L. Bryan, Walter Dill Scott, and Hugo
Munsterberg set the tone for Taylors work

3.
3

Model of Job satisfaction

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Models of job satisfaction

3.
4

Measuring Job satisfaction

There are many methods for measuring job satisfaction. By far, the most common method for
collecting data regarding job satisfaction is the Likert scale (named after Rensis Likert). Other less
common methods of for gauging job satisfaction include: Yes/No questions, True/False questions,
point systems, checklists, and forced choice answers. This data is typically collected using an
Enterprise Feedback Management (EFM) system.

The Job Descriptive Index (JDI), created by Smith, Kendall, & Hulin (1969), is a specific
questionnaire of job satisfaction that has been widely used. It measures ones satisfaction in five
facets: pay, promotions and promotion opportunities, coworkers, supervision, and the work itself. The
scale is simple, participants answer either yes, no, or cant decide (indicated by ?) in response to
whether given statements accurately describe ones job.

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The
Job

in

General Index is an overall measurement of job satisfaction. It is an improvement to the Job

Descriptive Index because the JDI focuses too much on individual facets and not enough on work
satisfaction in general.
Other job satisfaction questionnaires include: the Minnesota Satisfaction Questionnaire (MSQ), the
Job Satisfaction Survey (JSS), and the Faces Scale. The MSQ measures job satisfaction in 20 facets
and has a long form with 100 questions (five items from each facet) and a short form with 20 questions
(one item from each facet). The JSS is a 36 item questionnaire that measures nine facets of job
satisfaction. Finally, the Faces Scale of job satisfaction, one of the first scales used widely, measured
overall job satisfaction with just one item which participants respond to by choosing a face.

3.
5

The Effect of Job satisfaction on Employee performance

Satisfaction and productivity

-Satisfied workers arent necessarily more productive
-Worker productivity is higher in organizations with more satisfied works.

Satisfaction and Absenteeism

-Satisfied employee has fewer avoidable absences

Satisfaction and Turnover

-Satisfied employees are less likely to quit
-Organization takes actions to retain high performance and to weed out lower
performers.

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Chapter Four: Finding &

Analysis

4.1 Questioner Development

4.2 Findings the Data
4.3 Analysis the data
4.4 Problem statement

4.
4

Problem statement

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In the area of finding the problem of those organization. Which the reason by that employee may
dissatisfaction. By the survey the concept buildup about the dissatisfaction and the problem, those
topically may..
Lack of Job security that the important thing
Better working environment
Insufficient pay package
Lack of freedom and respect
Positioning
Performance evaluation
Inadequate communication
Work diversity
Shifting Role
Preferring area based work and some other factor.

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Chapter Five: Conclusion &

Recommendation

Conclusion
Recommendation

Conclusion

Job satisfaction occurs based on some factors. Brac one of the largest and popular NGO in
Bangladesh, with the compares of Grameen Bank the Grameen employee are more satisfy, then the
Brac bank. This satisfaction is based on some factors, those factors Grameen has developed mush. So
their total as well as individual satisfaction is occurring higher than the Brac bank. but those higher
rank doesnt mean that their employee are much satisfy, it is just the comparison result. So the 1 st &
last can measure. But the rating is not satisfactory at all. Their score was most of the time bellow 3. So
the services have to better to the employee.

Recommendation

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Both of two organizations has to increase their employee service, without employee satisfaction work
doesnt done perfectly. So the main thing is to ensure employee satisfaction, to ensure it any kind of
steps can take. Their employee satisfaction is not enough we think by the survey. So both of two have
to be improve. We also recommend some factor, which have to be developed and increase efficiency.
Well bring communication
Rationality buildup
Shifting duty fixation rule

Reference

Books:
Organizational Behavior by Stephen p. Robbins
Job satisfaction by Hilrows Rissh

Journal:
A survey journal on job satisfaction in Bangladesh (educational info)

Internet:
www.Grammin info.com
www.Brac.net
www.Job info.com

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ASA University Bangladesh