Contents

1.
Introduction...........................................................2
2.

Analysis...............................................................2

2.1.

Job satisfaction and working environment...........................2

2.2.

Satisfaction and facilities........................................2

2.3.

Satisfaction and autonomy..........................................2

2.4. Satisfaction and recognition..........................................3

2.5. Satisfaction and professionalism......................................3
2.6. Compensation and satisfaction.........................................3
2.7. Satisfaction and security.............................................3
2.8. Job satisfaction and engagement.......................................3
2.9. Employee attitudes towards managers...................................4
2.10. Performance management...............................................4
2.11. Pressure at work.....................................................4
2.12. Worklife balance....................................................5
2.13. Satisfaction and personal accomplishment.............................5
2.14. Leader...............................................................5
2.15. Information..........................................................5
2.16. Participation........................................................6
2.17. Supervisor responses.................................................6
2.18. Employee attitudes to the current economic context...................6
2.19. Job-seeking..........................................................6
3.

Linking Policies of the bank with analysis.............................7

3.1. Compensation..........................................................7
3.2. Pressure at work......................................................7
3.3. Professionalism.......................................................7
3.4. Facilities............................................................8
3.5. Security..............................................................8
3.6. Recognition...........................................................8
3.7. Work Life Balance.....................................................8
3.8. Job engagement........................................................9
3.9. Autonomy and Bank Policy..............................................9
3.10. Job-seeking..........................................................9
3.11. Employee attitudes to the current economic context..................10
3.12. Supervisor responses................................................10
3.13. Participation.......................................................10
3.14. Information.........................................................10
3.15. Leader..............................................................11

1. Introduction

Faysal Bank Limited was incorporated in Pakistan on October 3, 1994, as a public limited
1

company under the Companies Ordinance, 1984. Currently, the Bank's shares are listed on the
Karachi, Lahore and Islamabad Stock Exchanges. Faysal Bank is engaged in Commercial,
Consumer, Corporate and Islamic Banking activities. .Permanent employees range from 4000 to
4500and temporary employees range from 9000 to 10,000 all over the Pakistan. The Pakistan
Credit Rating Agency Limited (PACRA) and JCR-VIS Credit Rating Company Limited have
determined the Bank's long-term rating as 'AA' and short term rating as 'A1+ .
2. Analysis
2.1. Job satisfaction and working environment

Most of the employees (43.2%) feel satisfied with their job environment. Other majority of the
employees (39.2%) feel somewhat satisfied with their jobs environment. 14.9% are Neutrals and
a relatively low in number are dissatisfied ones say 2.7%. the overall satisfaction relating to the
working environment is high which concludes that employees feel comfortable and good while
working and external factors doesnt have much impact on them.
2.2.

Satisfaction and facilities

Somewhat Satisfied are dominating for this question with a percentage of 52.7 which is more
than a half of total respondents. 16.2% feel very satisfied and a low percentage is dissatisfied
shows that company take care of it its employees very well and offer them all the required
facilities that they need to do better job and all facilities to enhance their motivation levels.
2.3.

Satisfaction and autonomy

27% feel very satisfied with the freedom adequacy provided to them during job. 47.3% are
somewhat satisfied and 23% are neutrals. 2.7% are dissatisfied ones. A majority shows that they
are satisfied with the level of autonomy that company gives them in taking out important
decisions about their work. The management trust its employees in taking decisions themselves
hence more than half of employees are satisfied with the level of autonomy given to them.
2.4. Satisfaction and recognition

12.2% of the respondents are very satisfied ones upon their recognition for their contributions
during job. 29.7% are somewhat satisfied while 12.2% are neutrals. Other 6.8% are dissatisfied.
A majority of employees i.e. 39.19% feels neutral towards the recognition program company
offer showing that employees are little dissatisfied with the recognition programs.
2.5. Satisfaction and professionalism

59.5% are very satisfied with professional level of their colleagues and 33.8% are somewhat
satisfied while 5.4% are neutrals and few are dissatisfied. Mostly employees feel that their
colleagues depict a professional behavior at the work place and respect for each other.
2

2.6. Compensation and satisfaction

47.3% are very satisfied with the compensations provided to them against their responsibilities.
43.2% the leading majority is somewhat satisfied, employees feel that the company is offering
them exact amount of benefits and salary according to the work they are doing. 9.5% are neutral.
No employees feel that company is paying them less compensation accordance with their amount
of work.
2.7. Satisfaction and security

45.9% are very satisfied with their job security. 14.9% are somewhat satisfied. A majority of
employees shows a positive response towards the security offered by the company. Hence
employees feel their job and working environment secure thus increasing the motivation levels.
2.8. Job satisfaction and engagement

Survey shows clear majority (55.4%) of somewhat satisfied persons with their jobs. Second
highest (24.3%) showed a Neutral behavior for their jobs. Remaining 18.4% and 1.4 are very
satisfied and unsatisfied with their jobs respectively. 27% are Very satisfied regarding the value
of their participation. 47.3% are somewhat satisfied while other 23% are Neutral and the
remaining 2.7% are somewhat dissatisfied. 27% feel very satisfied with the freedom adequacy
provided to them during job. 47.3% are somewhat satisfied and 23% are neutrals. 2.7% are
dissatisfied ones.
2.9. Employee attitudes towards managers

Overall, attitudes towards line managers remain positive, with 18.9% and 52.7% of employees
strongly satisfied and somewhat satisfied respectively upon their relationship with their line
manager. 43.2% employees are satisfied with their leaders as their role models. 39.2% are
somewhat satisfied. 14.9% are Neutral about their leaders while remaining 2.7% are somewhat
dissatisfied. 18.9% of the employees are very satisfied with the information provided by their
supervisors regarding bank operations. 24.3% are Neutral. 2.7% are somewhat dissatisfied as
well as 1.4% are very dissatisfied. 59.5% are very satisfied with professional level of their
colleagues and 33.8% are somewhat satisfied while 5.4% are neutrals. Other 1.4% are
dissatisfied ones.
2.10. Performance management

Overall more employees reported that they believe their organizations performance management
process is fair rather than unfair. These indications were based upon the information collected
from questions like working environment provided to the employees, job security, working
methods and the supervision tools. Employees are somewhat satisfied with their supervisors and
3

colleagues. They believe in mutual harmony and mutual benefit of themselves as well as
organization. 47.3% are very satisfied with the compensations provided to them against their
responsibilities. 43.2% the leading majority is somewhat satisfied while 9.5% are neutral. No one
is dissatisfied with the compensations provided. Somewhat Satisfied upon the facilities provided
to employees are are dominating for this question with a percentage of 52.7 which is more than a
half of total respondents. 16.2% feel very satisfied and a 27% are those who showed neutral
behavior for this question. 1.4% are the dissatisfied ones.
2.11. Pressure at work

Employees most often feel work pressure caused due to unfit environment. They feel themselves
unsecured and try to handle the pressure. 17.6% are very satisfied that their work give them a
feel of personal accomplishment. 55.4% feel somewhat satisfied with this notion. Other 24.3%
feel neutral on it and remaining 1.4% feel dissatisfied with this notion
2.12. Worklife balance

Employees satisfaction with their worklife balance has remained at the relatively high level of
80% in this survey showing that employees feel that company is providing enough time to
employees to have their personal and professional life side by side and employees are not over
loaded with work that can affect their personal life. Remaining 13.5% as well as 1.4% are neutral
and somewhat dissatisfied respectively.
2.13. Satisfaction and personal accomplishment

17.6% are very satisfied that their work give them a feel of personal accomplishment. 55.4% feel
somewhat satisfied with this notion. Employees feel that their work is important for them and
organization and help organization in achieving its goals and thus feel the work challenging and
feels accomplished on the completion of the tasks.
2.14. Leader

43.2% employees are satisfied with their leaders as their role models. 39.2% are somewhat
satisfied. The overall satisfaction is high regarding leader being the role model as employees feel
that their leaders have that charisma that can motivate them and direct them and bein role model
also inspires them.
2.15. Information

Approx. 75%% of the employees are satisfied with the information provided by their supervisors
regarding bank operations. This means that bank openly communicates with the employees
regarding any important matters and provides all the necessary information to reduce negative
rumors being spread in the company.
2.16. Participation

27% are Very satisfied regarding the value of their participation. 47.3% are somewhat satisfied.
4

Overall majority of employees feel satisfied with the level of participation bank provide them.
The bank has participatory management system that encourages employees to share their views
and value their participation.
2.17. Supervisor responses

14.9% are very satisfied with the response of their supervisors. 29.7% are somewhat satisfied
while other 36.5 are Neutral and 12.2 are somewhat dissatisfied. Remaining 6.8% are very
dissatisfied. Mostly employees feel that their supervisor cares about them and help them in
solving issues that can hinder the performance levels.
2.18. Employee attitudes to the current economic context

45.9% are very satisfied with their job security. 14.9% are somewhat satisfied while the 14.9%
respondents are neutral. Remaining 1.4% are missing from the system or couldnt respond to this
question. Most of the employees (43.2%) feel satisfied with their job environment. Other
majority of the employees (39.2%) feel somewhat satisfied with their jobs environment. 14.9%
are Neutrals and a relatively low in number are dissatisfied ones say 2.7%.
2.19. Job-seeking

73% are not seeking to switch their jobs while remaining 27% are trying to switch their jobs.
Majority of the employees are satisfied with the job and enjoy working for the bank. They are
satisfied with the environment, compensation, recognition etc and hence dont wish to change the
job.
Employees satisfaction with their worklife balance has remained at the relatively high level of
80% in this survey showing that employees feel that company is providing enough time to
employees to have their personal and professional life side by side and employees are not over
loaded with work that can affect their personal life. Remaining 13.5% as well as 1.4% are neutral
and somewhat dissatisfied respectively.
3. Linking Policies of the bank with analysis
3.1. Compensation

47.3% are very satisfied with, employees feel that the company is offering them exact amount of
benefits and salary according to the work they are doing. 9.5% are neutral. No employees feel
that company is paying them less compensation accordance with their amount of work. As
mentioned in the policies that performance appraisal is done annually and our findings show that
47.3% are very satisfied with the compensations provided to them against their responsibilities.
43.2% the leading majority is somewhat satisfied which means that the bank compensation
system is very good and it exactly matches with the employee performance. Employees were
given benefit and promotions on the basis of this evaluation system which leads to job
5

satisfaction with the compensation provided to them. As mentioned in the policy that
compensation comprises of the base salary and any entitlement to other allowances as stated in
offer letter or contract made at the start of the job. Base salary is pensionable which also leads to
job satisfaction
3.2. Pressure at work

To compensate pressure at work, the bank made a policy of overtime pay but it is not as efficient
as it should be because 45.95% employee rate the level of their job stress as extreme
3.3. Professionalism

As it is mentioned in the policy that Employees must maintain the highest standards of
professionalism and integrity in all that they do, including communications to colleagues,
customers, clients and the public, both inside and outside of your place of work. This applies to
all forms of communication.59.5% are very satisfied with professional level of their colleagues
and 33.8% are somewhat satisfied and very few people are dissatisfied which shows that
employees feel that their colleagues depict a professional behavior at the work place and respect
for each other.
3.4. Facilities

Faysal bank provide its employee with health and safety , pension, housing facilities . 52.7% of
employees are somewhat satisfied with the facilities which shows that employees are not very
satisfied which means that the facilities are not according to the requirements of the employees
or may not be provided to them and there is a very small percentage of the employees who are
dissatisfied with the facilities provided to them
3.5. Security

As it is mentioned in the policies that The kind of work bank do brings with it the need for the
tightest possible security. This means the majority of employees will be issued and carry security
passes. Bank

may ask to search bags or vehicles

.bank may also use CCTV recording

equipment in and around our premises in the interests of security and your own personal safety.
Photographs and images are also taken and used for security purposes, for example on security
passes 45.9% are very satisfied with their job security which shows that the bank is following its
policies in a correct manner Hence employees feel their job and working environment secure
thus increasing the motivation levels.
3.6. Recognition

In Faysal bank recognition of effort directly link to the bonuses and promotions which are given
to the employees according their efforts they put in their job activities. 12.2% of the respondents
are very satisfied ones upon their recognition for their contributions during job. 29.7% are
somewhat satisfied while 12.2% are neutrals. Other 6.8% are dissatisfied.
6

3.7. Work Life Balance

To ensure work life balance bank set official working hours timings i.e. 9am-5pm from Monday
to Friday. They also allowed to have some leaves but there is a certain limit for that. Thats why
Employees satisfaction with their worklife balance has remained at the relatively high level of
80% in this survey showing that employees feel that company is providing enough time to
employees to have their personal and professional life side by side.
3.8. Job engagement

27% are satisfied with the freedom adequacy provided to them during the job. As it is mentioned
in the policies that bank may also ask you to make a permanent or temporary move but will take
into account your personal and domestic circumstances, before requiring you to do so. Which
shows that bank makes decision by keeping in view the employee circumstances so that
employee remains engaged with the job .its mentioned in the policy that It is important that
employee consider his/her pension options and benefits before deciding to retire and the bank
recommends that he /she obtain independent financial advice.so pension is another factor that
can keep employee engaged with the job.
3.9. Autonomy and Bank Policy

There is centralized decision making system especially some strategic decision needs to be taken.
There are some defined rules and procedure to do job activities and every person at bank needs
to follow these rules and standard operating procedure. Some rules and procedure provided by
State Bank Of Pakistan but if we talk about the sales and CAD department people they need to
follow those rules which are made by Bank particularly. But if we see result of our analysis,
there are 27% feel very satisfied with the freedom adequacy provided to them during job. 47.3%
are somewhat satisfied and 23% are neutrals. 2.7% are dissatisfied ones. Most of the employees
feel that they have provided freedom to take decision about their work, which shows that
management trust on its employees. The reason behind that line managers have trust on their
subordinates and they give authority to make day to day decisions on their on.
3.10. Job-seeking

73% are not seeking to switch their jobs, these can be related to benefits giving by the Fysal bank
as, compensation plans, leaves procedures and other perk benefits are very much attractive, in
addition to that salary policies are quite fare. While remaining 27% are trying to switch their
jobs. As Faysal Bank put great emphases on comply with the policy wither there are rigid to
comply with and this might lead employees to create a want to leave. But majority of the
employees are satisfied with the job and enjoy working for the bank. They are satisfied with the
environment, compensation, recognition etc and hence dont wish to change the job.
7

3.11. Employee attitudes to the current economic context

45.9% are very satisfied with their job security as Fysal bank policy are very much laid on strong
grounds and they depict the picture on job security to its employees. While 14.9% are somewhat
satisfied may be due to some strictness in the policies and the 14.9% respondents are neutral.
Few of Sales department employees are very much dissatisfied, as they need to bring the
accounts and the current economic situation is that money transactions are limited to minimum
level, so it very difficult for them to meet their monthly target with such economic situation
3.12. Supervisor responses

14.9% are very satisfied with the response of their supervisors, this response was monitored to be
from upper management as they direct most of the policies, where as 29.7% are somewhat
satisfied these are middle staff, they not very much satisfied because policies bound them in
certain ways. While other 36.5 are Neutral and around 20% of the employees are dissatisfied and
these are the lower staff, as they have to comply with the policy strictly monitored by their
superiors.
3.13. Participation

Participation is up to good level, as per policies require regular intervention of superiors, so that
to make sure that the policies are being followed. This procedure allows active participation from
lower management to upper management and from upper management to lower management.
3.14. Information

Approx. 75% of the employees are satisfied with the information provided by their supervisors
regarding bank operations, as bank policies are laid very much straight and on concrete bases.
Also they oriented to every employee well as he/she joins the organization. Bank follows strict
and clear approach to make sure that everybody understand the rule and procedure of the
organization.
3.15. Leader

43.2% employees are satisfied with their leaders as their role models. As polices has to be
directed by the upper management Employee will also have a job description, which sets out the
duties, and entity manager will make employee aware of any other duties that are relevant to the
job. Employee must act at all times within the authority that is granted to him/her, but will need
to be flexible; from time to time. Performance will be reviewed annually

Recommendation:

Overtime should also be pensionable and should use for calculating any other benefit

reliant on hours worked

Faysal bank should improve the facilities provided to the employees by increasing in the

number of facilities or by reducing the complexity of the process to get the facilities.
6.8% employees are dissatisfied bank recognition program because this recognition is
done once in a year and they need continuous recognition on their efforts. Although line
managers informally recognize the effort of subordinates but formal recognition is more
effective way to convert these dissatisfied people into satisfied.