Nur Faisal Sumon Reza Rahima Begum Sadia Afroz Nuzhat Anzum

Employee Satisfaction on Dutch-Bangla Bank Limited

Objective of the study

The primary objective of this report is to fulfill known about to organization Employee Satisfaction. To know the company overview idea about the Dutch-Bangla Bank Limited banking services, environment, performance, strategies, salary and capabilities and so on.

Methodology & Sources of Data Collection

Information used in this report has been collected from both primary and secondary sources. Primary data were collected mainly through the writers observation of the approval process and monitoring techniques, informal interviews of executives, officers and employees of DutchBangla Bank Limited.

Majority of the information were collected from the secondary sources, which include books, publications, reading materials and various circulars and reports published by Dutch-Bangla Bank Limited Limited on internet.

Data analysis

Question 01. I am proud to work for our company.

Frequen cy Valid Strongly Agree Agree Strongly Disagree Total Missing Total System 8 10 1 19 1 20

Percent

Valid Percent 42.1 52.6 5.3 100.0

Cumulat ive Percent 42.1 94.7

Missing

I am proud to work for our company.

40.0 50.0 5.0 95.0 5.0 100.0

Strongly Disagree

Strongly Agree

100.0

Agree

Question 02. Our company is concerned with the long term welfare of the employes.

Frequency

Percent

Valid Percent

Cumulative Percent

Valid Strongly Agree 6 30.0 31.6 31.6

Our company is concerned with the long term welfare of the emp
Agree 5 25.0 26.3 57.9
Missing Strongly Disagree

Neutral

15.0

15.8

73.7
Strongly Agree Disagree

Disagree

20.0

21.1

94.7

Strongly Disagree

5.0

5.3

100.0

Neutral

Total Missing

19

95.0

100.0

Agree

System
Total

5.0

20

100.0

Question 03. I feel secure that I will be able to work for the company as long as i do a good job.

Frequency

Percent

Valid Percent

Cumulative Percent

Valid Strongly Agree 6 30.0 31.6 31.6

I feel secure that I will be able to work for the company as long
3 15.0 15.8 47.4

Agree

Missing Strongly Disagree

Neutral 6 30.0 31.6 78.9

Strongly Agree Disagree

Disagree 3 15.0 15.8 94.7

Strongly Disagree

5.0

5.3

100.0

Total Missing System Total

19

95.0

100.0

Agree Neutral

5.0

20

100.0

Question 04. I like my job i.e. the work i do.

Frequenc y

Percent

Valid Percent

Cumulati ve Percent

I like my job i.e. the work i do.

Missing Disagree Strongly Agree

Valid

Strongly Agree

25.0

26.3

26.3

Agree

13

65.0

68.4

94.7

Disagree

5.0

5.3

100.0

Total Missing System Total

19

95.0

100.0
Agree

5.0

20

100.0

Question 05. Overall, I am quite satisfied with my job.

Frequency

Percent

Valid Percent

Cumulative Percent

Valid Strongly Agree 4 20.0 21.1 21.1

Overall, I am quite satisfied with my job.

Missing Strongly Disagree Strongly Agree

Agree

40.0

42.1

63.2

Neutral

20.0

21.1

84.2

Disagree

Disagree

10.0

10.5

94.7

Neutral

Strongly Disagree

5.0

5.3

100.0

Agree

Total Missing System Total

19

95.0

100.0

5.0

20

100.0

Key Finding & Recommendation

To increase job satisfaction among employees and reduce turnover, organization should consider providing a realistic job preview which include both good and potentially bad news about the company and position it seeks to fill. Last of all, organization should focus more on employee retention strategies regardless of pay levels. Turnover Mainly a symptom of other problems, especially Dissatisfaction with work or working conditions.
I consider Dutch-Bangla Bank Limited increase its employee salary and compensation; there is still a lot of scope to improve job opportunities. On the other hand Dutch-Bangla Bank Limited day by day provide there quality service and growth branch.

Like all modern banks, Dutch-Bangla Bank Limited also has a website to introduce the bank and its products and services. But to me there is still a lot of scope to improve this website by providing more detailed information about different services and products and performance of the bank. It should update it on regular basis. In Dutch-Bangla Bank Limited it was evident that there is a specialization of particular product or services in different branch. Some are specialized in remittances and foreign trades and some are in credit etc. It is not bad but extreme specialization has its opportunity cost. If one branch is only dependant on a single product for its profitability, then there is a risk that the branch will collapse in case of collapse of that particular product. Product diversification can be only safeguard against this risk.

Conclusion

Compensation is one of the largest expenses and represents the single most important investment of most organizations-its human and intellectual capital. Based on this alone, prudence suggests management should make every effort to invest its compensation dollars for the best ling-term gain. Yet, most companies continue to rely on costly, labor-intensive systems and a mini-application that provides limited insight, control, and security. Meanwhile, change in the workplace occurs at an ever-quickening pace. Recent times have brought greater emphasis on incentive compensation, growing interest in pay-for-performance, increasing need for multinational payroll management, more equitable compensation practices, mounting investor scrutiny, and a call for greater management accountability. Projected change in workforce demographics will only further complicate the challenges facing compensation managers. Coping effectively with such challenges is rapidly becoming essential to maintaining competitive advantage. To assist in the effort, organizations now have access to sophisticated, highly integrated solutions that substantially reduce labor costs and errors, greatly facilitate program design and management, and provide superior levels of insight on a global, real-time basis. Companies adopting the new technology have enjoyed rapid paybacks and gained a meaningful edge in today's competitive marketplace.