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A CRITICAL ANALYSIS REPORT ON JOB

SATISAFACTION,WORKPLACE VIEWS AND JOB NATURE.

BY
A.B.C

Submitted in fulfilment of the requirements for the degree:

Msc Psyhcology.

Promoter: .......................
MAY 2017.
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DECLARATION

“ I, ................, hereby declare that:

§ the work in this REPORT is my own original work;

§ all sources used or referred to have been documented and recognised;

and

§ this report has not been previously submitted in full or partial fulfilment
of the requirements for an equivalent or higher qualification at any
other recognised educational institution.”
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A CRITICAL ANALYSIS REPORT ON JOB

SATISAFACTION,WORKPLACE VIEWS AND JOB NATURE.

By

x.y.z

DEGREE: Msc Psychology

FACULTY:

PROMOTOR:
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AKNOWLEDGEMENT

First of all we are thankful to ALLAH ALMIGHTY who has given us the opportunity to work for
the prosperity of our country.

Secondly we are thankful to lab assistant and staff of of our campus. Its and honour for all
of us to prepare this report alnd also it would not have been possible without the help of our
beloved Teacher Engineer Hafiz Sohaib . we are very thankful to him for helping us
thourthout the project work. He has supported us i every possible way and his help
eventually lead to the completion of the project.

Thirdly we would like to show our gratitude to our colleagues who helped us gathering the
relaevant data and helping us to pick the best out of it.
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ABSTRACT

Organisations are continuously searching for ways to increase their competitiveness as a

means to survive in the global economy. More recently approaches have focused on the
role that people perform in bringing about competitive advantage. Research indicates that
engaged employees contribute vastly to the financial bottom-line of the organisation . The
research problem in this study was to identify job satisfaction,workplace views and job
nature of employees. To achieve this objective we prepare the questions reagarding to
meet the requirements of our research and the views of them presented in this report. We
choose a distinguish organization. The report comprises the views of five different
designation holder peoples.
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TABLE OF CONTENTS

1. INTRODUCTION............... ............................................................7
1.2. IMPORTANCE......................................................................7

2. OBJECTIVE AND AIMS ...................................................................8

3. REPORT OVERVIEW.......................................................................8

4.0 LITERATURE RIVIEW.....................................................................8

4.1 INTRODUCTION.......................................................................8

5.0 CRITICAL ANAYLSIS REPORT....................................................10

5.1 FACTORS OF JOB SATISFACTION...............................................10

6.0 SELECTION PROCEDURE.............................................................11

7.0 CONCLUSION................................................................................12
8.0 RECOMENDATIONS AND SUGGESTIONS........................................13

I
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1. Introduction
In the world have lots of organizations. The organizations have lots of competitors. Now a
day the organizations are not only satisfied by selling their product to the customers but also
they ensure to keep the international environments in the company for performing every
step with pleasant manner. In a company output depends on the employee
satisfaction,workplace enviounment and nature of thier job. Satisfied from all of that above
employees show their impotency in the company and the give the best output in the
organization. Employee satisfactions depend on the employee Job Satisfactions. Job
Satisfaction controls the performance of the employee in the workplace.
Employee satisfactions depends on the reward, intensive, give confidence to the
working place, give good environment in the workplace, give good leadership and so many
things which is related with the employee satisfactions. A manager of the organization can
use the best output from the satisfied employees. Satisfied employees give the best skills
that will be help to the organization for achieve the goals of the organization. Employee’s
performance in a organization depends on the high level of attention the work and high level
at tention depends on the employee’s satisfactions.
This research paper aim is achieve the high level of employee’s satisfactions in the
organisation. If an employee highly inspired in their workplace the employee must be
satisfied in the organisation. Employees performance and employee satisfaction are related
with each other. In this report discus about the HBL Organization’s employee
satisfactions,workplace views and nature of their performance in the Organization.

1.2 Importance of employee’s job satisfaction,workplace enviornmetn and

nature of the job :
Job Satisfaction is most important for success of a company. For job satisfaction employee’s
Job Satisfaction is important. By the job satisfaction employees can show their best
performance in the company. In the world have many types of organization. For the
different types of the organization, job satisfaction of the different organization also
different. But the key points of job satisfaction are same in all companies. If the employees
are satisfied in their workplace then the organization get more benefits from their staffs.
Now the companies are face too much competitions with other companies. To stay in the
competitions every organization need to make good products and good customer service for
the customers. To give the best customer service and give the customer good products its
needs to satisfy the staffs in job place of the organization. Job satisfactions in the job place
always concern for the managers of the organization. Without job satisfaction staffs and the
organization does not survive. It’s not difficult to achieve the job satisfaction of the
employees. The managers of the organization need to know about the employees need in
the organization. The manager needs to know how the employs are satisfied in the
organisation. Manager of the organization is the director of employees for the greatest
development and revived. If managers fail to achieve the employee’s satisfaction it affect on
the performance of the employees.
Now a day the responsibility of the employees increases. Armstrong describe that due to
the raise responsibilities in the workplace employees are become displeased in their job
place. For that reason presentation of employees decreases. Communication with the
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employees and management is essential for a organization. But it’s hard to maintain. Job
satisfaction influence by the Job Satisfaction factors which is influence by external factors.

2. Objectives and Aims of the report:

In here the research discuses about the employee’s satisfaction in HBL Organization,
Sahiwal (Pakptan Chowk) branch. Primary data collected from the HBL, Sahiwal (Pakptan
Chowk) branch. On the report its try to recognise some objectives based on the some report
questions. The questions are:
1) Evaluate the factors that are influence the employee’s job satisfactions,workplace
enviornment and unerstanding nature of the job.
2) To critically evaluate the reasons why the employees are dissatisfied and how a
organization can satisfy the dissatisfaction employees in the organization.
3) To identify the value of job satisfaction at the workplace.
4) To recommend the organization how they can give the job satisfaction to their
employees.

3.0 Company Overview:

HBL was the first commercial bank to be established in Pakistan in 1947. Over the years, HBL
has grown its branch network and maintained its position as the largest private sector bank
with over 1,600 branches and 1,700 ATMs globally and a customer base exceeding eight
million relationships. The Government of Pakistan privatized HBL in 2004 through which
AKFED acquired 51% of the Bank's shareholding and the management control. The
remaining 41.5% shareholding by the Government of Pakistan was divested in April 2015.
AKFED continues to retain 51% shareholding in HBL while the remaining shareholding is held
by individuals, local and foreign institutions and funds including CDC Group Plc which holds
5% and International Finance Corporation which holds 3%.
With a global presence in over 25 countries spanning across four continents, HBL is also the
largest domestic multinational. The Bank is expanding its presence in principal international
markets including the UK, UAE, South and Central Asia, Africa and the Far East.
The key areas of operations encompass product offerings and services in Retail and
Consumer Banking. HBL also has the largest Corporate Banking portfolio in the country with
an active Investment Banking arm. SME and Agriculture lending programs and banking
services are offered in urban and rural centers.
HBL’s values are the fundamental principles that define its culture and are brought to life in
its attitudes and behavior.
 Company values are defined below:
 Excellence
 Integrity
 Customer focus
 Meritocracy
 Progressiveness

4.0Literature Review
4.1 Introduction:
Literature review discusses about the job satisfaction in the workplace and the theories
which are related with the job satisfaction workplace enviornment and understanding of
nature of the job describes by the five employees that are interviewed on same questions.
Disignations are following that are questioned by me in this report.
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 .MANAGER:
An manager will often have at least a bachelor’s degree in business, finance or management.
It is not absolutely necessary to have a degree in these fields, as the manager’s work
experience will be more relevant to the position that any collegiate activities. There are
many cases where an manager may only have a high-school degree, but possess years of
experience in various banking roles to make them a worthy candidate for a bank branch
manager position in which they will manage anywhere from six to 40 people, depending on
the branch.
 ACCOUNT MANAGER:
Account managers have one foot in sales, and one foot in customer service. They work
closely with clients to determine their clients' needs, and then develop products or services
to meet those needs. Their most fundamental job is to communicate - their business is
customer relationship management. An account manager’s success depends on how good
they are at networking, and building and sustaining relationships. Whether working with
outbound leads or existing customers, account managers are constantly building
relationships, providing value, and above all, listening. The ability to listen – to figure out
what a client needs, and then fulfill that need – is a highly sought-after trait.
 ACCOUNTANT:
Using numbers and financial statements, an accountant describes the health of a company,
organization or individual, by using their skills in math, accounting, law and finance. They
analyze profits and losses, providing information that investors and business owners need in
order to evaluate how a company is doing over a period of time. This information forms the
basis of a company's report and legal filing reports.
 CASHIER:
As name suggest cashier is a person who deals with cash. There are many organization like
bank, schools, shops etc that deals with cash transactions. And this are the places where
there is a need of cashier. Cashier plays very important role in the field of banking.
The job of cashier includes many things and it is job of accuracy. They have to interact with
customer on daily basis for solving queries, handling money etc.

Here are some job duties and responsibilities of cashier job:-

1. The first duty of cashier is to greet the customers entering into organization
2. Handling all the cash transaction of an organization
3. Receive payment by cash, cheques, credit card etc
4. Checking daily cash accounts
5. Guiding and solving queries of customer
6. Providing training and assistance to new joined cashier
7. Maintaining monthly, weekly and daily report of transactions

 TELLER:

A bank teller (often abbreviated to simply teller) is an employee of a bank who deals directly
with customers. In some places, this employee is known as a cashier or customer
representative. Most teller jobs require experience with handling cash and a high school
diploma. Most banks provide on-the-job training
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5.0 CRITICAL ANALYSIS REPORT:

Human resource issues are very important for a organization for represent the worker in the
human resource field . The employees whose are satisfied in their job place they are give
their best performance that is compare with the dissatisfy employees. Retail industry need
to give the best service to their customers by giving their employees job satisfaction, there is
no alternative that without giving the job satisfaction to the employees get the best
customer service from them. In the research the researcher said that there is some direct
tools that is can use by the managements and give inspire to their employees. For job
satisfaction every employees need the good environments. Environment effects do not
satisfied the employees. Environment issues are stimulated by other means that is meet the
employees needs.
It is very important that keep connection with the staffs and managements . It is
impossible for a organization to give their facility in different countries. Every country has
different government policies. For the political and environmental issues it is need to know
about the policy and law of the countries for running the business in different countries. For
that reasons training is very essential for save the Organisation in different countries.
Important of the service is very essential. The service is directly involved with the business.
Employees are does not fulfil their target for the human resource issues in the Organisation.
For that reasons 75% of business which are related with the service is not fulfil. Any
mistreatment report of an organisation now bound to pay $36,500 to $250,000 and one
employee successfully claims for their mistreatment about $1,000,000.
The argument and the clashes between the employees and the employers increase
day by day. The retail organisation maintains the poor job satisfaction as well as the poor
low incentive policies. For this result unfair organisational activities are practicing by the
employees. that reason now the retail organisation try to improve their service like
distributing mail to their employees, voice massage, appraisal, gifts, rewords and so many
things. The retail industry takes the all necessary steps for only to control and give job
satisfactions to their employees. Health and safety issues are include in the designed by the
staff in the human resource issues. It includes the penalties and the employee’s termination
payments costly to ignore. Need to get the best human resource skills for any retails
business or any organisation.

5.1Factors of Job Satisfaction:

Everybody have different types of experience and have different types of needs in a job
place. So job satisfaction has many factors which will be give the job satisfy to the
employees of a company. The factors are:
1. Achievement
2. Feedback
3. Perception of fair payment
4. Complexity and variety
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Achievement
If an employee achieves something’s from the company then the employee more satisfied to
their jobs. Like if staffs are doing their job properly and get the targets of the company the
obviously need to get some achievement from the company (Zakarevicius and Zuperkiene,
2008). The staffs get bonus or get promotions for their good jobs. Then the staffs are
satisfied in the job, otherwise they are dissatisfied.
Feedback:
Feedback is very important for satisfaction in job place. If employees does not get any
feedback from their workplace then they are does not know that they are doing right things
or wrong. Negative feedback is very harmful for job satisfaction. If the managers or authority
does not give the negative feedback, if they said only that the right way to improve the work
then satisfaction come in the job place.
Perception of fair payment:
If the payments are fair then job satisfaction is coming in the job place. If the payments of
the work less than the expectation then the employees are dissatisfied (Flynn, 2011). So it
needs to give the right payment according to the employee’s job.
Organisational support:
Every employee want to care about them by the organisations that they are getting
something back for that they are putting in the organisation. It’s important that the
authorities or the managers in an organisation treat with their employees. If the employees
get support from the company physically, mentally and on the other ways then the
employees are more satisfied in their jobs.
Complexity and variety:
Employees are getting more satisfaction in their job place if they are finding more complex
and offer more variety. The employees are looks to like complex but not impossible jobs,
because its push the employees more. If the works are too easy then the employees get
bored. For satisfied the employees its need to give the challenging jobs and they need
variety in tasks they carry out.

6.0 SELECTION PROCEDURE:

.
1. Human Resource Manual of HBL Contains Five process Selecting and Recruiting
Training and Development Performance Appraisal Compensation Employee relation
2. Analysis of Position and Recruitment Identify Candidates Pre Screening and Short
Listing Vacant Positions Develop Candidate Database Recruitments and Selection
Monitoring, Training and Development Test / Interviews Final Selection 1. Selecting
and recruiting process according to HBL
3. Finding internal candidates: ▫ Job Postings ▫ Rehiring former employees Prescreening
and short listing: Selection board goes through those CVs and selects those
candidates which initially fulfill the criteria of selection board. After prescreening
selection board short lists the candidates who are considered most suitable for job at
initial level on the basis of their resume. Outside Sources Analysis of positions and
requirement: After planning it is analyzed that which position is going to be filled and
the requirement is analyze by job analysis. Identify Candidates: HBL identifies its
candidates by developing the criteria of job description and job Specification.
4. Puzzled Questions Final Selection: After going through all the processes the best
candidates according to HBL’s selection boards are selected. Stress Job Related
Situational Types of questions: Modes of Interview: • Penal interview • Structured
sequential interview Unstructured/Non directed Structured/Directed Formats used
in selection interview: Selection interview. Test/ interview: In this process short
listed candidates are called for test and interview according to nature of their applied
jobs.
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5. Evaluation: Assesses the program’s successes or failures. Implement the program:

Actually training the targeted employee group. Validation: Presenting (trying out) the
training to a small representative audience. Instructional design: Produce the training
program content, including workbooks, exercises, and activities. Needs analysis: Identify job
performance skills needed, assess prospective trainee’s skills, and develop objectives.
Training and development: For training and developing HBL follows five steps process of
training and developmenT.

7.0 Conclusion:

In this chapter discuss all about the job satisfaction of the employees in an
organisation. Job satisfaction,workplace envoirnment and understanding the job nature is
the main phase that work and want to be connected to the unbending approach of complete
coverage. Herzberg (1966) states various types of theories about the employee’s job
satisfaction in a company. Like recognition, way of life, jobs provides the liability,
supervision, interpersonal relation, working condition, progression of company policies and
administration, job satisfactions etc are the key. In here Herzberg state two factors models.
One is Maslow’s hierarchy and another one is the individual needs and expectations overlap
model. This are helps the research for answer the question. Also many authors and many
researchers describe various types of model for how the job satisfaction comes in the
workplace for the employees. All models describe about that if job satisfaction come then a
company can achieve their particular goals from their employees. By the difference of age,
gender, culture every employees have different view of job satisfaction. All expectations are
not fulfil by the organisation. The common needs can fulfil by the company.
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8.0 RECOMENDATIONS AND SUGGESTIONS:

PROVIDE A POSITIVE WORKING ENVIRONMENT

Creating job satisfaction begins by first providing a positive work environment. Fran
Tarkenton says, to find what motivates people, “you have to find what turns people on.”
This is the most important factor in the process. A motivating working environment requires
going over and beyond the call of duty and providing for the needs of the worker.

Walt Disney World Company provides an excellent work environment for their employees or
“cast members.” Employee assistance centers are spread strategically across the theme
park. Some of the services included employee discount programs, childcare information,
money orders, postage stamps, check cashing, and bus passes. The Walt Disney Company
realizes that taking care of their employee’s needs keep them motivated, on the job and
loyal to the company.

STEP 2: REWARD AND RECOGNITION

Mark Twain once said, “I can live for two months on a good compliment.” Personal
recognition is a powerful tool in building morale and motivation. A pat on the back, a
personal note from a peer or a supervisor does wonders. Small, informal celebrations are
many times more effective than a once a quarter or once a year formal event.

Graham Weston, co-founder and CEO of Rackspace Managed Hosting, gives the keys to his
BMW M3 convertible for a week to his top performing employees. This creative way to reward
employees has a bigger impact than cash. He says, “If you gave somebody a $200 bonus, it
wouldn’t mean very much. When someone gets to drive my car for a week, they never forget
it.” The important point is pay and money does not necessarily create job satisfaction. There
has to be something more.

STEP 3: INVOLVE AND ENGAGE THE WORKFORCE

People may show up for work, but are they engaged and productive? People are more
committed and engaged when there is a process for them to contribute their ideas and
employee suggestions. This gives them a sense of ownership and pride in their work.

The Sony Corporation fosters the exchange of ideas within departments by sponsoring an
annual Idea Exposition. During the exposition, scientists and engineers display projects and
ideas they are working on. Open only to Sony’s employees, this process creates a healthy
climate of innovation and engages all those who participate.

STEP 4: DEVELOP WORKER’S SKILLS AND POTENTIAL

Training and education motivates people and makes them more productive and innovative.
At Federal Express, all customer contact people are given six weeks of training before they
ever answer the first phone call. Learning never stops and testing continues throughout
their employment tenure. Every six months customer service people are tested using an on-
line computer system. Pass/fail results are sent to each employee within 24 hours. They
receive a personalized “prescription” on areas that need reviewing with a list of resources
and lessons that will help. Federal Express’ intensive training and development program has
resulted in higher motivation and lower turnover.
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STEP 5: EVALUATE AND MEASURE JOB SATISFACTION

Continuous evaluation and never ending improvement is the final step of the PRIDE system.
Evaluation is a nonstop activity that includes a specific cycle of steps. The primary purpose
of evaluation is to measure progress and determine what needs improving. Continuous
evaluation includes, but is not limited to, the measurement of attitudes, morale, and
motivation of the workforce. It includes the identification of problem areas needing
improvement and the design and implementation of an improvement plan. Good
organizations conduct a job satisfaction survey at least once a year.

Businesses have searched far and wide for the competitive advantage, the best equipment,
robotics, or the latest business technique. These devices provide only temporary solutions.
The true competitive advantage is trained and motivated people proudly working together,
contributing their vitality and energy toward the goals of the enterprise.
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