Académique Documents
Professionnel Documents
Culture Documents
BY
A.B.C
Promoter: .......................
MAY 2017.
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DECLARATION
§ 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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By
x.y.z
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
TABLE OF CONTENTS
1. INTRODUCTION............... ............................................................7
1.2. IMPORTANCE......................................................................7
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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.
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.
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.
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.
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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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.
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.
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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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.
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.
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.
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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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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