Chapter - 01: "Evaluation of Job Satisfaction of Social Islami Bank Limited"

Evaluation of Job Satisfaction of Social Islami Bank Limited
CHAPTER 01
INTRODUCTION
Chapter Overview Introduction Origin of the Report Objectives Methodology of Data Collection Limitation of the tudy
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1.0 Introduction
!ith the opening up of the economy of "angladesh# a dramatic change has been observed both in manufacturing and in service sectors$ %his has brought higher employment opportunities# increases in income level# and changes in consumption pattern and conse&uently there emerges a competitive environment in the country$ pecifically# the e'pansion of ban(ing business# along )ith customi*ed services# has created a severe implied competition in this sector$ %his competition has made the service gap )ider as private ban(s offer better services to their internal and e'ternal customers$ %he scenario has created an urge to the ban( policy ma(ers to identify the underlying reasons and brought them into consideration the job satisfaction issue$ It )ill investigate that officer of ocial Islami "an( Limited play the (ey role in manipulating their services through implementing policy$
1.1 !tate"ent o# the Pro$%e"

+ob satisfaction is the reaction of the )or(ers against the role they play in their )or($ %he studies )ill designee to investigate the level of achievement of ,-valuation +ob atisfaction of ocial Islami "an( Limited$.
1.& Rationa%e o# the !tud'

%oday/s business )orld is dynamic and competitive therefore organi*ations loo(ing for talent# e'trovert graduates )ho belong to high degree of adaptability &uality$ %oday/s business graduates )ill be the core part of business organi*ation$ o business graduates need to have both theoretical 0 practical (no)ledge to manage the business activity properly$ In order to be familiar )ith organi*ational culture and to gain some practical (no)ledge about an organi*ation our Department provides -ight to t)elve )ee( internship program as a part of the ""1 program$ 1fter completion of the program period a student must submit the report on the assigned topic to the upervisor and the department$ %his program carries three 234 credit hours out of 567 credit hours of the ""1 program$
1.( )ac*+round o# the Report

I )as assigned in ocial Islami "an( Limited through my Internship supervisor$ ocial Islami "an( Limited to perform my internship I"L being the 70 I )as selecting "angladesh
program as my honorable supervisor inspired me$ I thought
Evaluation of Job Satisfaction of Social Islami Bank Limited prime development financing institution continued its effort to ma(e an effective contribution to)ards e'pansion of industriali*ation process of "angladesh$ It seems to me that in I"L there is a sufficient opportunity to gain practical (no)ledge about the activities of a ban($ %he )or(ing environment is good and the employees are very much cooperative to provide practical (no)ledge about different functions of the ban($ I selected a topic named ,-o$ !ati.#action o# !ocia% I.%a"i )an* /i"ited, On the basis of this topic I have prepare my Internship Report$
1.0 O$1ective o# the Report

1.0.1 )road O$1ective %he attitudes regarding job satisfaction are broadly related to the areas of intrinsic nature of )or(# )age and security# supervision# and company policies and practices$ %he broad objective of the study is descriptive analysis that employee satisfaction of ocial Islami "an( Limited$ 1.0.& !peci#ic O$1ective %he pecific objective of the study is findings the results from the balancing and summation of many specific li(es and disli(es of employees e'perienced in connection )ith their jobs$ %he present study deals )ith the t)o issues to analy*e the job satisfaction of ban( officers of the I"L in$ %he issues are8 %he relative importance of job satisfaction factors$ %he impact of ban( type# )or( e'perience# age and se' differences on the attitudes to)ard job satisfaction$
1.2 !cope o# the Report

ince I have )or(ed in the ocial Islami "an( Limited# Rampura "ranch# I get the opportunity to gain (no)ledge of different part of ban(ing system$ %he supervisor divided into the )hole ban(ing in three parts$ 1s a result I got the opportunity to )or( in all three divisions 2investment division# general ban(ing division# foreign e'change division4$ 1nd from these three different departments or divisions# I hope that I )ill be capable of doing these types of jobs in the future$ Moreover# as I am a 9R student so my supervisor helps me to communicate )ith 9R Department$
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1.3 4ethodo%o+'
1.3.1 !ource. o# Data Co%%ection 1.3.1.1 Pri"ar' !ource. :rimary data )ill be collecting by different sources$ Observation of ban(ing activities$ ;ace to face Intervie)s$ -mployee survey data )ere gathering by analy*ing responses to &uestionnaire$ -'periences gained during performing duties for <eneral "an(ing department and 9R department$ Discussion )ith officers of ocial Islami "an( Limited$ 1.3.1.& !econdar' !ource. 1nnual reports of ocial Islami "an( Limited$ =arious documents from <eneral "an(ing department$ Different )ebsites# boo(s$ Internal Records$
1.5 /i"itation
On the )ay of my study in ocial Islami "an( Limited# I faced the follo)ing problems# )hich may be termed as the limitations of the study$ %he major limitations of this study are given as follo)s8 %here )ere some restrictions to have access to the information confidential by concern authority$ ufficient records# publications regarding customer service )ere not available as per re&uirement$ %hree>month is not sufficient time to gain practical (no)ledge and prepare a report$ %he employees of the ban( are so much busy so they cannot provide me to give information$ I have no proper e'perience to do this (ind of report$ o# ine'perience creates obstacle to follo) the systematic and logical research methodology$
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CHAPTER 6 0&
)AN7IN8 !ECTOR IN )AN8/ADE!H
Chapter Overview Definition of "an( Objective of "an( 9istorical "ac(ground of the "an( "an(ing Operations in "angladesh
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&.0 De#inition o# )an*

1 ban( is a financial institution and a financial intermediary that accepts deposits and channels those deposits into lending activities# either directly or through capital mar(ets$ 1 ban( connects customers that have capital deficits to customers )ith capital surpluses$ %he )ord ban( )as borro)ed in Middle -nglish from Middle ;rench ban&ue# from Old Italian banca# from Old 9igh <erman banc# ban( ?bench# counter?$ "enches )ere used as des(s or e'change counters during the Renaissance by ;lorentine ban(ers# )ho used to ma(e their transactions atop des(s covered by green tablecloths$ Due to their critical status )ithin the financial system and the economy generally# ban(s are highly regulated in most countries$ Most ban(s operate under a system (no)n as fractional reserve ban(ing )here they hold only a small reserve of the funds deposited and lend out the rest for profit$ %hey are generally subject to minimum capital re&uirements )hich are based on an international set of capital standards# (no)n as the 1ccords$ "an(ing business? means the business of receiving money on current or deposit account# paying and collecting che&ues dra)n by or paid in by customers# the ma(ing of advances to customers# and includes such other business as the 1uthority may prescribe for the purposes of this 1ct receiving from the general public money on current# deposit# savings or other similar account repayable on demand or )ithin less than @3 monthsA $$$ or )ith a period of call or notice of less than that periodB paying or collecting chec(s dra)n by or paid in by customers$
&.1 O$1ective o# )an*

:eople have traditionally used ban(s as a )ay to safeguard those things most important to them$ Cot only )ere ban(s used to save deposits and )ithdra) money# they )ere also used for loans# document safety deposits# and financial consulting$ %oday there are a variety of ban(s that serve different purposes$ In order to understand the main objective of a ban(# it is important to (no) )hat a commercial ban( is$ Dnli(e a traditional ban(# a commercial ban( is a financial institution that provides services primarily from one business to another$ Commercial ban( activities are different than investment or traditional ban(s in that commercial ban(s act as intermediaries bet)een an issuer of security and the investing public# 70
Evaluation of Job Satisfaction of Social Islami Bank Limited facilitating mergers and other corporate reorgani*ation# acting as a bro(er for institutional clients# and under)riting for commercial ac&uisition$ %he main objective of a commercial ban( is to maintain ma(ing money# and they do so in a variety of )ays$ One )ay is to (eep money moving# from person to person# business to business$ ome ban(ing institutions associated )ith credit unions# schools or other entities may not ma(e their primary objective clear$ 9o)ever# commercial ban(s clearly articulate their main objective as profitability$ 1 commercial ban( having lucrative assets positively affects the community it/s in# as )ell as having far reaching positive outcomes$ 1s businesses thrive and gro)# more people are employed# more money is spent in the mar(etplace# and the cycle of generating money repeats to (eep the economy afloat$ %he main objective of commercial ban(s is to maintain higher profitability by maintaining circular and efficient flo) of amount of money deposited by the customers and the lenders$ Commercial ban(s contribute to the economic cycle by (eeping the money circulation among households# government and corporate businesses$ %he commercial ban(s lend money to the economic agents through their various products and services by earning interest income on the borro)ed money$ Commercial ban(s design their short term and long term loans and other products to cater to the need of customers )hile enhancing their o)n returns$ %heir objective is to attract more customers and build profitable relationships )ith the ne) and e'isting customers$ 1lso the main objective of a commercial ban( is to provide high standard facilities for transfer of funds# financing the business operations and purchase of households# security and ade&uate return on savings and earns income from these activities to provide optimum return to its shareholders
&.& Hi.torica% )ac*+round o# the )an*

%he history of ban(ing began around 5E70# according to most historians "an(ing in the modern sense of the )ord can be traced to medieval and early Renaissance Italy# to the rich cities in the north li(e ;lorence# =enice and <enoa$ %he "ardi and :eru**i families dominated ban(ing in 5Fth century ;lorence# establishing branches in many other parts of -urope$ :erhaps the most famous Italian ban( )as the Medici ban(# set up by <iovanni Medici in 53G7$ %he earliest (no)n state deposit ban(# "anco di an <iorgio 2"an( of t$ <eorge4# )as founded in 5F07 at <enoa# Italy$ 70
Evaluation of Job Satisfaction of Social Islami Bank Limited %he first ban(s )ere the merchants of the ancient )orld that made loans to farmers and traders that carried goods bet)een cities$ %he first records of such activity dates bac( to around 6000 "C in 1ssyria and "abylonia$ Later# in ancient <reece and during the Roman -mpire# lenders )ho )ere based in temples made loans but also added t)o important innovations8 accepting deposits and changing money$ During this period# there is similar evidence of the independent development of lending of money in ancient China and separately in ancient India$ In ancient China starting in the Hin Dynasty 2665 to 607 "C4 the Chinese currency developed )ith the introduction of standardi*ed coins )hich allo)ed the much easier trade across China and led to the development of letters of credit$ %hese letters )ere issued by merchants that acted in )ays that today )e )ould understand as ban(s$ %he development of ban(ing spread through -urope and a number of important innovations too( place in 1msterdam during the Dutch Republic in the 57th century and in London in the 57th century$ During the 60th century# developments in telecommunications and computing resulting in major changes to the )ay ban(s operated and allo)ed them to dramatically increase in si*e and geographic spread$ %he Late>6000s financial crisis sa) significant number of ban( failures# including some of the )orldIs largest ban(s# and much debate about ban( regulation$ %he history of ban(ing is closely related to the history of money but ban(ing transactions probably predate the invention of money$ Deposits initially consisted of grain and later other goods including cattle# agricultural implements# and eventually precious metals such as gold# in the form of easy>to>carry compressed plates$ %emples and palaces )ere the safest places to store gold as they )ere constantly attended and )ell built$ 1s sacred places# temples presented an e'tra deterrent to )ould>be thieves$
&.( )an*in+ Operation. in )an+%ade.h

1fter the liberation )ar# and the eventual independence of "angladesh# the <overnment of "angladesh reorgani*ed the Dha(a branch of the tate "an( of :a(istan as the central ban( of the country# and named it "angladesh "an($ %his reorgani*ation )as done pursuant to "angladesh "an( Order# 5G76# and the "angladesh "an( came into e'istence )ith retrospective effect from 57 December 5G75$ %he 5G75 Mujib regime ran a pro>socialist agenda J in 5G76# the government decided to nationali*e all ban(s in order to channel funds to the public sector and to prioriti*e credit to those sectors that sought to reconstruct the )ar>torn country J mainly industries and agricultural sectors$ 70
Evaluation of Job Satisfaction of Social Islami Bank Limited 9o)ever# government control at the )rong sectors prevented these ban(s from functioning )ell$ %his )as compounded by the fact that loans )ere handed out to the public sector )ithout commercial considerations# that ban(s had poor capital lease# provided poor customer services and didn/t have any mar(et>based monetary instruments$ "ut mostly# because loans )ere given out )ithout commercial sense# and because they too( a long time to call a loan non>performing# and once they did so# recovery under the erst)hile judicial system )as so abjectly e'pensive# and their loan recovery )as abysmally poor$ !hile the government made a point of intervening every)here# it didn/t set up a proper regulatory system that )ould diagnose such problems and correct them$ 9ence# ban(ing concepts li(e profitability and li&uidity )as alien to ban( managers# and capital ade&uacy %oo( bac(seat$ In 5GE6# the first reform program )as initiated# )here the government denationali*ed t)o of the si' nationali*ed commercial ban(s and permitted local private ban(s to create competition in the ban(ing sector$ In 5GE7# a Cational Commission on Money# "an(ing and Credit )as appointed to recover the problems of the ban(ing sector and a number of steps )ere ta(en for the recovery targets for the nationali*ed commercial ban(s and development financial institutions and prohibiting defaulters from getting ne) loans# yet# the efficiency of the ban(ing sectors could not be improved$ =irtually all ban(ing services )ere concentrated in urban areas$ %he ne)ly independent government immediately designated the Dha(a branch of the tate "an( of :a(istan as the central ban( and renamed it the "angladesh "an($ %he ban( )as responsible for regulating currency# controlling credit and monetary policy# and administering e'change control and the official foreign e'change reserves$ %he "angladesh government initially nationali*ed the entire domestic ban(ing system and proceeded to reorgani*e and rename the various ban(s$ ;oreign>o)ned ban(s )ere permitted to continue doing business in "angladesh$ %he governmentIs encouragement during the late 5G70s and early 5GE0s of agricultural development and private industry brought changes in lending strategies$ Managed by the "angladesh Krishi "an(# a speciali*ed agricultural ban(ing institution# lending to farmers and fishermen dramatically e'panded$ %he number of rural ban( branches doubled bet)een 5G77 and 5GEF# to more than 3#330$ Denationali*ation and private industrial gro)th led the "angladesh "an( and the !orld "an( to focus their lending on the emerging private manufacturing sector$ cheduled ban( advances to private agriculture# as a percentage
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Evaluation of Job Satisfaction of Social Islami Bank Limited of sectorial <D:# rose from 6 percent in ;L 5G7G to 55 percent in ;L 5GE7# )hile advances to private manufacturing rose from 53 percent to F3 percent$ &.(.1 /i.t o# )an*. in )an+%ade.h %he commercial ban(ing system dominates "angladeshIs financial sector$ "angladesh "an( is the Central "an( of "angladesh and the chief regulatory authority in the sector$ %he ban(ing system is composed of four state>o)ned commercial ban(s# five speciali*ed development ban(s# thirty private commercial "an(s and nine foreign commercial ban(s$ %he Cobel>pri*e )inning <rameen "an( is a speciali*ed micro> finance institution# )hich revolutioni*ed the concept of micro>credit and contributed greatly to)ards poverty reduction and the empo)erment of )omen in "angladesh$ &.(.& )an+%ade.h )an* :ursuant to "angladesh "an( Order# 5G76 the <overnment of "angladesh reorgani*ed the Dha(a branch of the tate "an( of :a(istan as the central ban( of the country# and named it "angladesh "an( )ith retrospective effect from 57 December 5G75$ &.(.( Nationa%i9ed Co""ercia% )an* o# )an+%ade.h onali "an(
1grani "an( Rupali "an( +anata "an( &.(.0 Private Co""ercia% )an*. :rivate "an(s are the highest gro)th sector due to the dismal performances of government ban(s 2above4$ %hey tend to offer better service and products$ ocial Islami "an( Limited
Dnited Commercial "an( Limited Mutual %rust "an( Limited "R1C "an( Limited -astern "an( Limited Dutch "angla "an( Limited Dha(a "an( Limited Islami "an( "angladesh Ltd 70
Evaluation of Job Satisfaction of Social Islami Bank Limited Dttara "an( Limited :ubali "an( Limited I;IC "an( Limited Cational "an( Limited %he City "an( Limited CCC "an( Limited :rime "an( Limited outheast "an( Limited
1l>1rafah Islami "an( Limited tandard "an( Limited
One "an( Limited -'im "an( Limited "angladesh Commerce "an( Limited ;irst ecurity Islami "an( Limited %he :remier "an( Limited "an( 1sia Limited %rust "an( Limited hahjalal Islami "an( Limited
IC" Islami "an( 1" "an( Marcantile "an( Limited &.(.2 :orei+n Co""ercia% )an*. Citiban( 9 "C tandard Chartered "an(
Commercial "an( of Ceylon tate "an( of India
9abib "an( Limited Cational "an( of :a(istan !oori "an(
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Evaluation of Job Satisfaction of Social Islami Bank Limited "an( 1lfalah
&.(.5 !pecia%i9ed Deve%op"ent )an*. Out of the speciali*ed ban(s# t)o 2"angladesh Krishi "an( and Rajshahi Krishi Dnnayan "an(4 )ere created to meet the credit needs of the agricultural sector )hile the other t)o "angladesh Karmasangsthan "an( "angladesh Krishi "an( Rajshahi Krishi Dnnayan "an( :rogoti Co>operative Landmortgage "an( Limited 2:rogoti "anK4 <rameen "an( %he Dha(a Mercantile Co>operative "an( Limited 2DMC"L4 "angladesh Development "an( Ltd "angladesh omobay "an( Limited2Cooperative "an(4 1nsar =D: Dnnyan "an( "1 IC "an( Limited 2"angladesh Limited4 mall Industries and Commerce "an( hilpa "an( 2" "4 0 "angladesh hilpa Rin angtha 2" R 4 are for e'tending term loans to the industrial sector$ %he peciali*ed ban(s are8
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CHAPTER 6 0(
AN O;ER;IE< O: !OCIA/ I!/A4I )AN7 /I4ITED

Chapter Overview Organi*ational Overvie) 9istorical "ac(ground of I"L ;ormation of ocial Islami "an( Objectives 0 <oals of I"L =ision 0 Mission trategic Objectives 0 Commitments Corporate ocial Responsibility 2C R4 Corporate :rofile I"L at a <lance ;unctions of I"L I"L :roducts 0 ervices !O% 1nalysis of I"L
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(.0 Or+ani9ationa% Overview

ince the establishment of ocial Islami "an( Limited has come for)ard as a private commercial ban( and very encourage has come for)ard as the stimulator of economic activities in the country$ %he ban( has been entrusted )ith the responsibility of underta(ing various steps related to the development of the country/s commercial# industrial and agricultural sectors$ %he ban(ing sector of a country is called the economic barometer of the country$ 1s a pioneer commercial ban( in the private sector in "angladesh# ocial Islami "an( provides considerable financial helps to the business sector that imports industrial goods andMor e'ports e'cess production outside the country for profit$ %hus for imports the ocial Islami "an( provides LIM 2Loan against Import Merchandise4 and L%R 2Loan against %rust Receipt4 facility and for e'ports provides both pre shipment and post shipment finances$ %hus )ith these ban( helps the prospects in the business sector has increased more than ever before$
(.1 Hi.torica% )ac*+round o# !I)/

%he OCI1L I L1MI "1CK L%D 2 I"L4# a second>generation ban(# operating since 66 Covember# 5GGN based on hariah :rinciples# has no) E7 branches all over the country )ith t)o subsidiary companies > I"L ecurities Ltd$ 0 I"L Investment Ltd$ %argeting poverty# OCI1L I L1MI "1CK LIMI%-D$ is indeed a concept of 65st century participatory three sector ban(ing model in one$ in the formal sector# it )or(s as an Islamic participatory Commercial "an( )ith human face approach to credit and ban(ing on the profit and loss sharing8 it is a Con>formal ban(ing )ith informal finance and credit pac(age that empo)ers and humani*es real poor family and create local income opportunities and discourages internal migrationB it is a Development "an( intended to moneti*e the voluntary sector and management of !a&f# Mos&ue properties and introducing cash !a&f system for the first time in the history$ In the formal corporate sector# this "an( )ould# among others# offer the most up to date ban(ing services through opening of various types of deposit and investment accounts# financing trade# providing letters of guarantee# opening letters of credit# collection of bills# leasing of e&uipment and consumersI durable# hire purchase and installment sale for capital goods# investment in lo)>cost housing and management of real estates# participatory investment in various industrial# agricultural# transport# educational and health projects and so on$
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Evaluation of Job Satisfaction of Social Islami Bank Limited %he ban( has ta(en a rene)ed drive aiming at consolidating its business in more focused areas covering M- and 1gro>finance )ith emphasis on searching for alternative delivery channel under )hich M ban(ing and mobile based remittance payment systems that are gradually introduced to disseminate the I"L services to the doorsteps of the customers$ %he ban( has already introduced Internet ban(ing and launched some ne) products to strengthen its business$ %he products are onali Din# ommridhir opan# onchoy :rotidin# )opner hiri# hu(her %hi(ana# abuj Chhya# abuj card$ hayanho# ubarnolata# ubornare(ha# anchaita etc$ and Oamil 1%M Debit I"L is a pioneer in introducing on>line ban(ing among all the Islami "an(s of
the country )ith state>of>the>art ban(ing soft)are# )hich )ill enable the ban( to perform as any branch real time ban(ing service to the clients$ %he state>of>the>art ban(ing soft)are of the ban( )ill enable to perform as any branch real time ban(ing service to the clients$ I"L is supported by core ban(ing solutions and our products 0 services are strongly bac(ed by I% infrastructure# )hich are upgraded 0 e'panded on continuous basis$ I"L has set its strategy to convert all its ban(ing activities from traditional branch> based ban(ing system to an ideal blending of both centrali*ed processing unit 2C:D4 and effective operation of branch that based on modern essence of ban(ing$ %he ban( is running its payment system successfully through "1C: # "-;%C under "1C9 in order to boost up its businesses in multiple dimensions$ 1dopting "1C9 ystem as per guidelines of "angladesh "an(# I"L ensures security# safety and hassle free faster transactions from end to end$ Moreover# the ban( is effectively adopting regulatory guidelines on I% ris( management$ I"L is &uite conscious of its social business responsibilities and is al)ays trying to participate in various social programs in the country under its C R portfolio giving special emphasis on health# habitat 0 education$ %he ban( ensures to provide better integrated idea of formal# informal 0 voluntary ban(ing in the same platform$ I"L has its uni&ue feature to mobili*e capital through C1 9 !1H; program$ I"L lays emphasis on employment generated# environment friendly and green ban(ing based investment (eeping an eye on e&uitable distribution of resources over geographical territory for sustainable gro)th of macro economy of the country$ %he "an(Is continuous effort has been to increase the shareholdersI value# and be valued as 70
Evaluation of Job Satisfaction of Social Islami Bank Limited a compliant organi*ation$ %he Corporate <overnance systems in I"L ensure
transparency and accountability at all levels in conducting business$ I"L in its journey to)ards continuous e'cellence has changed its brand logo recently$ !e ta(e pride in our ne) logo$
(.& :or"ation o# !ocia% I.%a"i )an*

%he "an( )as incorporated in "angladesh in the year 5GGN as a ban(ing company under the companies 1ct# 5GGF# all types of commercial ban(ing services as provided by the "an( from time to time besides as a matter of policy the "an( conducts its "usiness on the principles of Mushata(a# Murabaha# "ai>Mua**al and 9ire :urchase transaction approved by "angladesh "an($
(.( O$1ective. = 8oa%. o# !I)/

%he (ey sectorial objectives are8 %o humani*e corporate finance in the formal sector through participatory mar(et mechanism )ith collateral$ %o sociali*e non>corporate finance in the non>formal sector through non>mar(et and participatory custom>tailored micro>level credit pac(age )ithout collateral$ %o moneti*e voluntary sector through participatory financing mainly on joint o)nership basis$ %o integrate these three sectors operational activities of the "an( to various )ill>conceived and )ell>planned , ocial 1ssignment and Investment chemes. or , ocial ;und. for ma(ing them economically and ethically ,transparent. and ,revealed. Overa%% Operationa% +oa%. %he (ey thrusts of the operational goals are as follo)s8 -mpo)ering the family of the poor by creating income opportunities as )ell as strengthening the family of the rich for a better future generation$ 1chieving sustainable participatory economy# ocial ecurity# and peace for a society$
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(.0 ;i.ion = 4i..ion o# !I)/

Our ;i.ion In our journey to)ards continuous e'cellence )e are striving to become the countryIs leading Islamic "an( offering one>step service of an )ide range of value added products and services meeting the needs of our customersB conducting our business ethically in accordance )ith the la)s of hariah )hile optimi*ing best utili*ation of the most modern state>of>the>art technological solutions through creation of pro>active organi*ational culture based on sound team spirit# fairness# mutual understanding and pragmatic leadership al)ays remaining open to ne) ideas and adaptable to the best practices in the mar(et ensuring recognition and &uality ban(ing e'perience to our Customers and deliver best value to all our sta(eholders as )ell$ Our 4i..ion %ransformation into a service>oriented technology>driven profit earning "an( -nsure fast# accurate and best>in>class customer service "alanced 0 sustainable gro)th strategy Optimum return on shareholderIs e&uity Introducing innovative Islamic "an(ing :roducts 1ttract and retain high &uality human resources -mpo)ering real poor families and create local income opportunities :roviding support for social benefit organi*ations by )ay of mobili*ing ;unds and social services Our va%ue. Hone.t' %o be honest is ordained by the scripture$ !e stic( to this value in all our service provision$ Tran.parenc' Remaining transparent in all acts is a virtue thatIs builds trust > )e adhere to it$ E##icienc' -fficiency implies perfection in any job done > )e strive to render full satisfaction )ith it$ Accounta$i%it' %o be accountable is to be responsible and above any suspicion > )e are dutifully there$ Re%i+iou.ne.. religious ethics$ I"L enhances economic )ell>being )ith regard to the bliss of
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Evaluation of Job Satisfaction of Social Islami Bank Limited Innovation Our minds and eyes are open to the evolution in &uality of life to innovate further benefits for the service ta(ers$ :%e>i$i%it' ;le'ibility leads to better understanding and greater satisfaction > )e pursue the &uality$ !ecurit' Customers must feel secure )ith all our products and services > )e (eep on ensuring it$ Techno%o+' Modern life is technology dependent > )e (eep loo(ing for the latest development to provide the best in ease to our clients$
(.2 !trate+ic O$1ective. = Co""it"ent.

Our !trate+ic O$1ective. %ransformation into a service>oriented technology driven profit earning ban($ -nsure fast# accurate and best>in>class customer services )ith customers/ satisfaction$ "alanced and sustainable gro)th strategy$ Optimum return on shareholders/ e&uity$ Introducing innovative Islamic "an(ing :roducts$ 1ttract# motivate and retain high &uality human resources$ -mpo)ering real poor families and creating local income opportunities$ :roviding support for social benefit organi*ations$ %o achieve global standards in Islamic "an(ing$ %o invest in the priority sector for the overall economic development$ -nsure best C R 2Corporate ocial Responsibilities4 practices$ -nsure <reen "an(ing$ Our Co""it"ent. %o the hariah %o the Regulators %o the hareholders %o the Cation %o the Customers %o the -mployees
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Evaluation of Job Satisfaction of Social Islami Bank Limited %o the other ta(eholders %o the -nvironment$
(.5 Corporate !ocia% Re.pon.i$i%it' ?C!R@

ocial Islami "an( Limited is &uite conscious of its social responsibility and al)ays trying to participate in social cause program in the country$ %he ban( is committed to serve the society at large through its family empo)erment Micro Investment# Micro -nterprise and M- programs under non>formal sector# social capital mobili*ation through C1 9 !1H; and other programs under voluntary sector$ %he ban( has already formed C R Des( )ith the aim to serve humanity through different philanthropic activities giving emphasis on health and -ducation$ %he ban( believes that any (inds of social 0 philanthropic activities )ould improve the &uality of the lives of the poor masses of the country$ %he "oard of Directors of the "an( consists of )inning personalities in respective area of %rade# Commerce 0 Industry of the country$ Dnder the proactive guidance# policy and direction of the "oard# Management conducts its business operations$ %he Corporate <overnance systems in transparency and accountability at all levels in conducting business$ I"L ensure
(.3 Corporate Pro#i%e

ocial Islami "an( Limited 2 I"L4 )as established in the year 5GGN as a public limited company )hich is engaged in hariah based commercial ban(ing in the country and its modus>operandi are substantially different from other conventional ban(s$ %his is the second generation pioneer Islamic ban( in this country to introduce online ban(ing facilities to its customers$ Came of the Company 8 !ocia% I.%a"i )an* /i"ited Legal ;orm 8 :ublic Limited Company Company Registration Co 8 C>6E7732FF4MGN 1uthori*ed Capital 8 50#00#00#00#000 %a(a :aid up Capital 8 73G# 3G# 6N#700 %a(a Registered Office 8 City Center# Level 5G# 60# 65 0 66 503 Motijheel CM1# Dha(a>5000 :hone8 :1"P EE 06 0G756005566 ;1P8 EE 06 GN7E0GE -mail8 infoQsibl>bd$com !eb8 )))$siblbd$com !I;%8 OI="DD9 %a' :ayer Identification Co 8 03N>600>FG75 70
Evaluation of Job Satisfaction of Social Islami Bank Limited =1% Registration Co Credit Rating 1gency 1uditors 8 G0550F73E0 1rea Code8 G0505 8 -merging Credit Rating Ltd$ 8 MM yful hamsul 1lam 0 Co$ Chartered 1ccountants 21 cooperative firm of D9L4 :aramount 9eights 2level>74 7NM6M5# "o' Culvert Road :urana :altan# Dha(a>5000 :hone8 EE 06 GNNNG5N -mail8 ssacQssacbd$com 8 Md$ 1nisul 9o&ue 8 Md$ hafi&ur Rahman 8 !alid Mahmud obhani# ;CM1 8 Md$ 9umayun Kabir# 1C 8 576N 8 E7 2eighty si'4 8 7E#N53 8 hare Department City Center# Level>5G 503 Motijheel CM1# Dha(a>5000 :hone8 :1"P EE 06 0G756005566 8 Managing Director 2a subsidiary of I"L4 3rd floor# 5N Dil(usha CM1# Dha(a>5000 8 Managing Director 2a subsidiary of I"L4 7th floor# 7E Dil(usha CM1# Dha(a>5000 8 Off hore "an(ing Dnit FE Kamal 1ttatur( 1venue "anani# Dha(a>5653 :hone8 :1"P EE 06 0G756005566 8 D - 2Dha(a toc( -'change48 ymbol8 I"L Listing Date8 5E$55$6000 C - 2Chittagong toc( -'change48 ymbol8 I"L Listing Date8 0F$50$600N Mar(et :rice as on 35$56$6056
Chairman Managing Director Chief ;inancial Officer Company ecretary Cumber of -mployees Cumber of "ranches Cumber of hareholders Investors/ -n&uiry
;or I"L ecurities Limited
;or I"L Investment Limited
;or Offshore "an(ing
Listing tatus 2 hares4
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Evaluation of Job Satisfaction of Social Islami Bank Limited D -8 %a(a 5G$F0 C -8 %a(a 5G$30 Categories8 1 Categories8 1
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(.A !I)/ at a 8%ance
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(.B :unction. o# !I)/

Mobili*ation of idle resources of the country by accepting Deposits from the general public$ <ranting Loans and 1dvances to the individual firms and companies for activating and developing trade# commerce and industries and other productive activities in the country$ %o give facilities to the client and shareholders in a systematic )ay$ <ive encouragement to the people for savings$ %o increase investment$ %o ma(e easy transfer of foreign currency$ %o identify consumer/s demand and fulfill their demand by supplying money$ %o improve economy by borro)ing financial facility$ %o assist capital mar(et$ (.B.1 4ana+e"ent Hierarch'
C91IRM1C M1C1<IC< DIR-C%OR D-:D%L M1C1<IC< DIR-C%OR -P-CD%I=- =IC- :R- ID-C% -CIOR =IC- :R- ID-C% =IC- :R- ID-C% -CIOR 1 1 I %1C% =IC- :R- ID-C%
I %1C% =IC- :R- ID-C% I %1C% =IC- :R- ID-C%
;IR % 1
-CIOR -P-CD%I=- O;;IC-R -P-CD%I=- O;;IC-R -CIOR O;;IC-R O;;IC-R +DCIOR O;;IC-R
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1 I %1C% O;;IC-R
(.10 !I)/ Product. = !ervice.

Investment Products Bai-Muazzal Deposit Products Mudaraba Scheme Deposits Cards SIB* Credit Card
HPSM
l !adiah Curre"t ccou"t
+isa Islamic Credit Card (Dual)
HPSM- Ijara
Mudaraba Sa#i"$s Deposit
+isa Islamic Credit Card (*ocal)
Murabaha
Mudaraba %erm Deposit
SIB* ,ameel Debit Card
Musharaka
Mudaraba &otice Deposit
Bill Purchase
Cash !a'() Deposit
Bai-Salam (PC)
Quard
(.10.1 Inve.t"ent Product. )ai64ua99a% "ai>Muajjal is a contract bet)een "uyer and eller under )hich the seller sells certain specific goods 2 permissible under hariah and La) of the country 4# to the "uyer at an agreed fi'ed price payable at a certain fi'ed future date in lump sum or )ithin a fi'ed period by fi'ed installments$ %he seller may also sell the goods purchased by him as per order and specification of the "uyer$ In "an(Is perspective# "ai>Muajjal is treated as a contract bet)een the "an( and the Client under )hich the ban( sells to the Client certain specified goods# purchased as per order and specification of the Client at an agreed price payable )ithin a fi'ed future date in lump sum or by fi'ed installments$ HP!46 Hire Purcha.e under !hir*atu% 4e%* 9ire :urchase 2participatory o)nership4 mode both the "an( and the client supply e&uity in e&ual or une&ual proportion for purchase of an asset li(e land# building# machinery# transport etc$ :urchase the asset )ith that e&uity money# o)n the same jointlyB share the benefit as per agreement and bear the loss in
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Evaluation of Job Satisfaction of Social Islami Bank Limited proportion to their respective e&uity$ %he share# part or portion of the asset o)ned by the "an( is hired out to the client partner for a fi'ed rent per unit of time for a fi'ed period$ Lastly the "an( sells and transfers the o)nership of its share M part M portion to the client against payment of price fi'ed for that part either gradually part by part or in lump sum )ithin the hired period after the e'piry of the hire agreement$ HP!46 I1ara %he mode under )hich any asset o)ned by the ban(# by creation# ac&uirement or building>up is rented out is called 9: M 2Ijara4$ In this mode# the client pays the "an( rents at a determined rate for using the assetsMproperties and returns the same to the "an( at the e'piry of the agreement$ %he "an( retains absolute o)nership of the assetsMproperties in such a case$ 9o)ever# at the end of the period of 9: M 2Ijara4# the asset may be sold to the client at an agreed price$ 4ura$aha "ai>Murabaha is a contract bet)een a "uyer and eller under )hich the eller sells certain specific goods permissible under Islamic hariah and La) of the land to the "uyer at a cost plus agreed profit payable in cash on any fi'ed future date in lump sum or by installments$ %he profit mar(ed>up may be fi'ed in lump>sum or in percentage of the cost price of the goods$ In case of "ai> Murabaha "an(s procure the goods as per indent of the customer# retain it in its custody and sell the same part by part or at a time to the client )ho gave indent for the goods$ 4u.hara*a Mushara(a means partnership business$ -very partner has to provide more or less e&uity funds in this partnership business$ "oth the "an( and the investment client reserve the right to share in the management of the business$ "ut the "an( may opt to permit the investment client to operate the )hole business$ In practice# the investment client normally conducts the business$ %he profit is divided bet)een the ban( and the investment client at a predetermined ratio$ Loss# if any# is to be borne by the ban( and the investment client according to capital ratio$ )i%% Purcha.e
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Evaluation of Job Satisfaction of Social Islami Bank Limited "ill :urchase# in trade finance# allo)s a seller to obtain financing and receive immediate funds in e'change for a sales document not dra)n under a letter of credit$ %he ban( )ill send the sales documents to the buyer/s ban( on behalf of the seller$ )ai6!a%a" ?PC@ %his is e'port finance$ "ai> alam is a term used to define a sale in )hich the buyer ma(es advance payment# but the delivery is delayed until sometime in the future$ Dsually the seller is an individual or business and the buyer is the ban($ Cuard It is a mode to provide financial assistanceM loan )ith the stipulation to return the principal amount in the future )ithout any increase thereon$ (.10.& Depo.it Product. Mudaraba cheme Deposits Kafela>Mudaraba 9ajj cheme :roshanti>Mudaraba Oa(at avings 1ccount amriddhir opan> Mudaraba Double <ro)th Deposit cheme onali Kabin> Mudaraba Mohorana avings cheme harno i(hor> Mudaraba Kotipoti cheme uborna Diganto>Mudaraba Millionaire cheme achchondo :rotidin> Mudaraba Monthly :rofit Deposit cheme I"L Dipti> Mudaraba -ducation avings cheme I"L Loung tar 1ccount ubarnolota> pecial avings cheme for !omen onali Din> Mudaraba deposit :ension cheme u(her %hi(ana> )or(ers$ )apner iri> Mudaraba La(hopothi Deposit cheme abuj Chhaya> pecial avings cheme for enior Citi*ens abuj ayannho> pecial Deposit cheme for enior Citi*ens anchita> pecial Deposit cheme ubarno Re(ha J pecial avings cheme for !omen$ pecial avings cheme for lo)er>income group
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A% <adiah Current Account 1L!1DI19 Current Deposit 1Mc is opened on proper introduction )ith minimum initial deposit fi'ed by the "an($ 1L!1DI19 Deposit is accepted on 1L!1DI19 principles )hich mean al 1manah )ith permission to use$ 1ccording to this principle "an( can use the fund of the account along)ith other funds as per hariah at ban(Is o)n ris($ 1ccount holder2s4 )ill not share any profitMloss$ %he La) and regulation of "angladesh# usual customs and procedures common to ban(s in "angladesh including Islamic "an(ing :rinciples shall apply to and govern the conduct of account opened )ith the "an($ !ithdra)al can be made only through che&ues issued by the ban($ %he 1Mc$ holder2s4 shall preserve the che&ue boo( )ith utmost care so that it might not be lost or stolen$ ;or any misappropriation ta(en place through any such stolen or lost che&ue# the "an( shall not be held responsible$ %he depositor shall ta(e bac( the pay>in>slip after deposit of any money or che&ues etc$ clearly specifying the number and title of account in the slip$ 1ll che&ues# DDM:O etc$ shall be crossed before deposit$ "an(ers shall note ? top payment? of the account holder )ith due care$ :ayment of any such che&ue# the "an( shall not be held responsible$ 1ny change in the address of the depositor should be immediately communicated to the ban($ Co responsibility can be accepted by the ban( for delay# non>delivery etc$ of letters# remittances etc$ sent through :ost office and other agents$ "an( ma(es entry in the account )ith due care$ 9o)ever# for any )rong entry# the "an( reserves the right for adjustmentMcorrection and no responsibility can be accepted by the ban( for any loss caused by the caused by the account holder due to such inadvertentM)rong entry passed by the "an(er$ %he "an( reserves the right to close any account )ithout notice and alter# add any or all of the rules and such alteredMadditional rules shall immediately thereafter be deemed to be binding on the account holder$
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4udara$a !avin+. Depo.it %o open a Mudaraba avings Deposit account in our "an( the follo)ing rules and regulations are applied8 Mudaraba i$e$ Deposit of one party and on the basis of operation by another party this deposit is ta(en$ "y providing Introducer of the account as re&uired by the ban( and by depositing a minimum amount any depositor or multiple depositors can open single or joint account$ 1ny educational institute# Club# 1ssociation or ocial institutes can open this account$ %he ban( may merge amount collected through this deposit and may invest in any shariah allo)ed investments$ 1fter determining the annual profitMloss the depositor )ill get his part of profit$ In case of balance declining belo) ban( stipulated margin in any month profit shall not be provided for that month$ 1ny amount can be deposited in any )or(ing hour but for applying profit the lo)est amount from 7th day till the last day of the month )ill be ta(en as the deposit of that month$ 1mount must be )ithdra)n only by ban( issued instruments li(e che&ues$ 1mount can be )ithdra)n t)ice a )ee( but highest F times a month$ One fourth of the deposited amount or %($ 6000M># the lo)est can be )ithdra)n )ithout notice$ If any amount e'ceeding the above is )ithdra)n )ithout providing 07 days prior notice then no profit )ill be applied for that month$ If an account is closed before the declaration of current year/s profit rate then the depositor )ill have to ta(e profit as per previous years declared profit rate$ %he "an( has the right to deny opening any account or can close do)n any e'isting )ith sho)ing any reason$ %he ban( operates the client accounts )ith utmost attention but still if any miscalculation occurs the ban( holds the right to ma(e adjustments and
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Evaluation of Job Satisfaction of Social Islami Bank Limited rectify the problems$ "ut in this situation if any miscreants occur )hich is caused by the client the ban( )ill not be held liable for that$ %he "an( may change M amend M rectify any rules and regulations of this account and the client must abide by the rules$ %he depositor by )ill may contribute a minimal percentage to his selected ocial Development )or(s$ 4udara$a Ter" Depo.it Mudaraba %erm Deposits are accepted by the ban( )ith a sum of %($ N000 or above 2multiple of 50004 from individuals 2single and joint4# firms 2proprietorshipMpartnership4# limited companies# autonomous bodies# charitable institutions# association# educational institution# local bodies# trusts# etc$# against issuance of non>transferable receipts in ac(no)ledgement of M%D account may be opened in the names of minors jointly )ith their guardians# for e'ample 8 Received from Mr$ P <uardian of MisterMMiss$$$$ 2Minor4 %he mudaraba term deposits are accepted for periods of 56# 6F# 37 months$ !eightage on the rate of return is given to deposits of longer maturity$ %he "an( reserves the right to invest the funds received in mudaraba term deposit accounts# in its sole judgement# in any interest>free ?9alal? business it deems fit$ Mudaraba term deposit account holder )ill share the profit of investment )ith ocial Islami "an( Ltd# at the rate declared by the ban( from time to time$ 1ny loss )hich cannot be covered by the investment loss offsetting reserve )ill be adjusted from Mudaraba fund and in that case the ban( shall not ta(e any remuneration for the service rendered in managing the fund$ %he profit earned on Mudaraba %erm Deposit account )ill be credited as determined by the ban( as its sole direction on the basis of its net)or(ing results at the end of the year# )ithin a reasonable time from the dae of the close of the boo(s of accounts of the ban($ %he ban(s decision in this respect )ill be final 0 binding on the Mudaraba %erm 70
Evaluation of Job Satisfaction of Social Islami Bank Limited depositors$ If the Mudaraba %erm Deposit account is closed before declaration of profit of current year# the depositor shall accept profit at the rate declared in the preceding year$ In that case# both the ban( 0 the depositor )ill relin&uish their claim on difference amount of profit# )hich may accrue at the close of the year$ %he account holder is not allo)ed to )ithdra) the amount before maturity date$ "ut on obtaining the "an(Is prior consent the depositor may )ithdra) the deposit before maturity )ithout any profit i$e$ no profit a loss basis$ M%D account holder may )ithdra) the profit amount annually if he so desires on condition the final adjustment$ If needed# )ill be made at the end of the year$ M%D account holder )ill give an underta(ing to that effect$ If the profit amount is not )ithdra)n it )ill automatically be added to the principal amount annually and the entire amount )ill earn profitMloss$ M%DR is not transferable instrument 0 as such it cannot be endorsed in favor of others$ %he M%DR should be preserved properly$ In case of loss# the account holder should notify the issuing branch immediately by &uic(est possible means so that the ban( can ta(e care of$ Matured deposit if not encashed )ithin one month of maturity# the deposit shall automatically be rene)ed for the period it (ept before$ 1ny change in the address of the depositor should be immediately communicated to the ban($ Co responsibility can be accepted by the ban( for delay# non>delivery etc$ of letters# remittances etc$ sent through :ost office and other agents$ %he ban( retains the right of refusing to accept any deposit from any person in M%D account )ithout assigning any reason$ %he ban( reserves the right to add or alter any or all the rules governing this scheme and such altered or additional rules shall be immediately thereafter be deemed to be binding on all depositors$
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Evaluation of Job Satisfaction of Social Islami Bank Limited Ca.h <aD#. Depo.it In the =oluntary ector# I"L has also introduced Cash !a&f Certificate# a ne) product for the first time in the "an(ing history so that a ne) beginning can be made for a participatory economy$ %his scheme has been )ell received by the public in general for its uni&ue features$ I"L as a pioneer of this innovative financial product of social capital mobili*ation has received both local 0 international accreditation$ "y opening a Cash !a&f Deposit 1MC someone can get an opportunity to do )elfare to the man(ind through ada(a>e>+ariah$ I"L urges to all religious 0 affluent persons of the society to come for)ard to mobili*e Cash !a&f Deposit so that the profit may be utili*ed for the )ell> being of man(ind$ %he <uidelines for operation of this scheme are stated belo)8 Cash )a&fs shall be accepted as endo)ment in conformity )ith the hariah$ "an( )ill manage the )a&f on behalf of the )a&if$$ !a&fs are done in perpetuity and the account shall be opened in the title given by the )a&if$ %he 36 purposes under F major fields li(e 254 ;amily Rehabilitation 264 -ducation 0 Culture 234 9ealth 0 anitation 2F4 ocial Dtility and 2N4 Others are considered as <eneral <uidelines for distribution of profit of Cash )a&f 1MCs$ In the case# )here only fields2s4 for distribution of profit are mentioned )ithout specifying the name of the beneficiary2s4 )hether individual2s4 or institution2s4# those Cash !a&f )ill be treated as <eneral Cash !a&f and the profit of those 1MCs )ill be spent for )elfare of man(ind in the field of 254 ;amily Rehabilitation 264 -ducation 0 Culture 234 9ealth 0 anitation 2F4 ocial Dtility and 2N4 Others$ On the other hand# !a&if may choose distribution of the profit to any specific individual2s4M institution2s4$ %hat 1MCs )ill be treated as pecific Cash !a&f# the profit of that 1MCs )ill be sent to the beneficiary2s4 as specified by the !a&if$ %he amount deposited in the Cash !a&f 1MCs )ill be invested as per "an(/s o)n decision in conformity )ith the hariah and the Cash !a&f amount )ill earn profit at the highest rate offered by the "an( from time to time$ %he )a&f amount )ill remain intact and only the profit amount )ill be spent for the purpose2s4 specified by the !a&if$ Dnspent profit amount )ill automatically be added to )a&f amount and earn profit to be gro)n over the time$ Co che&ue boo( )ill be issued in this account$
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Evaluation of Job Satisfaction of Social Islami Bank Limited !a&if may also instruct the "an( to spend the entire profit for the purpose specified by himMher$ !a&if has the opportunity to create cash )a&f at a time$ Other)ise heMshe may declare the amount heMshe intends to build up and may start )ith a minimum deposit of %($ 5#000MR 2one thousand4 only 2or e&uivalent foreign currency4$ %he subse&uent deposits shall also be made in hundred or in multiple of hundred %a(as$ 9o)ever# <eneral Cash !a&f 1MCs 2)here name of beneficiary )hether Individual2s4 or Institution2s4 are not mentioned4 may be opened by depositing a minimum sum of %($ 5#000MR only$ pecific Cash !a&f 1MCs 2)here name of beneficiary )hether Individual2s4 or Institution2s4 are mentioned4 by depositing a minimum sum of %($ N#000MR 0 above !a&if shall also have the right to give standing instruction to the ban( for regular reali*ation of cash )a&f at a rate specified by himMher from any other 1MC maintained )ith I"L$ Cash )a&f shall be accepted in specified endo)ment Receipt =oucher and a Certificate for the entire amount shall be issued as and )hen the declared amount is built$ 1ccounts of Cash !a&fs are maintained in a separate ledger and necessary charges as per rules may be deducted therefrom$ In case of any change of address of the !a&if or beneficiary# must be informed by the !a&if to the "an( immediately "an( ho)ever reserves the right to regret to open any Cash !a&f 1ccount$ %he rules of Cash !a&f 1ccount are subject to amendment in conformity )ith the hariah at any time by the "an($ (.10.( Card. (.10.(.1 Credit Card A$out !I)/ ;I!A I.%a"ic Credit Card In todayIs modern )orld Credit Card is a very e'tensively used mode of financial transaction and it is )idely (no)n as ,:lastic Money.$ It has created an immense impact in the life of the people all over the )orld$ %he same trend is being follo)ed in
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Evaluation of Job Satisfaction of Social Islami Bank Limited "angladesh too$ Co)adays the popularity of Islamic Credit Cards in "angladesh Is gro)ing by leaps and bounds as domestic and foreign ban(s are earning substantial profit through this product$ 1n increased use of both local Dual Currency Islamic Credit Card is ta(ing place side by side )ith the e'pansion of personal ban(ing services$ Cross>border business and travels are also helping the e'pansion$ I"L is al)ays )illing to offer ne) and Islami to complete significantly )ith other issuers$ 1. !I)/ Credit Card. 1s per Islamic "an(ing <uidelines# "ai>Murabha means buying goods and services ans selling it to the customers )ith mar(up profit$ It can be sold to the customers against full payment at the time of sale or installment payment in future date$ I"L =isa Islamic Credit Card )ill be issued under "ai>Murabha mode of Investment$ Learly 67S Mar(>up :rofit )ill be charged )ith the purchase price og <oods and ervices$ Other charges )ill be as per slandered of e'isting Card Mar(et of "angladesh$ T'pe. o# Card. =I 1 Local Classic =I 1 <old Classic =I 1 Classic Dual =I 1 <old Dual :eature. hariah Complaint hariah compliant financial products to its clients$ %hough I"L is ma(ing late entrance in the card mar(et# still )e are planning
Competitive profit charge Dual Currency facility "alanced %ransfer facility up to G0S of Card limit Dsable at all Merchants and 1%Ms that display the ,=I 1. logo International Roaming facility 6FM7 hours customer services help des( upplementary Card ;ree
<race period ma'imum N5 days 70
Evaluation of Job Satisfaction of Social Islami Bank Limited Co hidden charges Huic( Replacement of LostM tolen card Cards dues notification through M 1uto rene)al before e'piry Cash advanced facility up to G0S of Card limit E%i+i$i%it' ?A+e@ ;or :rimary card J 65 years to 7N years ;or upplementary card J 5E years to 7N years /en+th o# !ervice E )u.ine.. EPractice alaried -'ecutives8 1t least si' months employment )ith present employer or case to case basis :rofessional8 Minimum 5 year of practice in the profession "usinessman8 Minimum 5 year of business establishment 4ini"u" 4onth%' Inco"e Minimum %($50#000M> 2<ross monthly income4 Deter"ination o# Inco"e !a%aried <ross Monthly Income 2<MI4 is defined as the total income of an applicant including overtime and other allo)ance received on a regular basis before any deductionsMloan installments as reflected in the salary certificate or pay>slips or the ban( statements$ !here free accommodation is provided by the employer # up to 6N S of the salary and allo)ances as mentioned in the salary Certificate may be added to circulate at <MI$ !e%#6e"p%o'ed <MI is defined as the average monthly income of an applicant after deduction of all business e'penses$ <MI is determined on the basis of income %e't Return 2I% EE4 )hich gross yesrly income before deduction and )hich is divided by t)elve to arrive at <MI and )ill be also calculated on the basis of judgment$
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Evaluation of Job Satisfaction of Social Islami Bank Limited E>ception. ;or reno)ned businessman# high <ovt$ Officials only visiting card )ill be applicable to support the aforesaid criteria$ Additiona% Inco"e Rental Income# pouse Income ReDuired Docu"ent. ;illed 1pplication ;orm 6 copies of passport si*e photographs alary Certificate
%IC Certificate Lien of M%DR %rade License of businessman "an( tatement 2last 7 months4 Dtility "ill 2<asM-lectricityMMobile :hone "illMLand :hone "ill4 Copy of :assportMCational ID :hotocopy of passport from 5 to 7 pages including endorsement pages if any$ Other ban(Is card bill 2if applicable4 Deed of :artnershipMMemorandum and 1rticle of 1ssociation &. ;i.a I.%a"ic Credit Card ?Dua%@ Local and foreign currency in same plastic$ Is accepted at any =I 1 and H>cash merchant outlets around the country and over 6F million =I 1 outlets )orld)ide$ 1ll foreign currency transactions )ill be converted to D Dollars$ Issued under :ersonal travel Huota# R;CD Huota and -RH entitlement$ 1ny amount up to G0S of credit limit is available to you as cash from any Local and foreign =I 1 1%Ms 1ny amount up to G0S of credit card limit "D% can be transferred to M D account )ith I"L by fund transfer Roaming bill of cell phone is payable through I"L Dual Credit card
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Evaluation of Job Satisfaction of Social Islami Bank Limited -commerce transaction can be e'ecuted by I"L =I 1 Islamic Dual Credit Card (. ;i.a I.%a"ic Credit Card ?/oca%@ Is accepted at any =I 1 and H>cash merchant outlets around the country 1ny amount up to G0S of credit limit is available to you as cash from any 1%M displaying the =I 1 logo 0 H>Cash logo$ 1ny amount up to G0S of credit card limit can be transferred to M D account )ith I"L by fund transfer (.10.(.& !I)/ Fa"ee% De$it Card 1 debit card 2also (no)n as a ban( card or chec( card4 is plastic cart that provides the cardholder electronic access to his or her ban( account2s4 at a financial institution$ ome cards have a stored value )ith )hich a payment is made# )hile most relay a message to the cardholder/s ban( to )ithdra) funds from a designated account in favor of the payee/s designated ban( account$ %he card can be used as an alternative payment method to cash )hen ma(ing purchases$ 1n electronic card issued by a ban( )hich allo)s ban( clients access to their )ithdra) cash or pay for goods and services$ %his removes the need for ban( clients to go to the ban( to remove cash from their account as they can no) just go to an 1%M or pay electronically at merchant locations$ %his type of card# as a form of payment# also removes the need for chec(s as the debit card immediately transfers money from the client/s account to the business account$ 1 card issued by a ban( that combines the functions of an 1%M card chec(s$ 1 debit card can be used )ithdra) cash at a ban( li(e an 1%M cart# and it can also be used at stores to pay for goods and services in place of a chec($ Dnli(e a credit card# a debit card automatically )ithdra)s money from your chec(ing account at the time of the transaction$ !I)/ ;I!A E%ectron =isa -lectron cards are issued against customers account maintained )ith any of our branches$ Cards are issued against the follo)ing accounts8 Mudaraba avings Deposit J taff Mudaraba avings Deposit J Client 1l>)adiah Current Deposit J Client 70
Evaluation of Job Satisfaction of Social Islami Bank Limited Mudaraba Cotice deposit J Client I"L Loung tar 1ccount J client
:eature. Round the cloc( transaction facility Directly lin(ed to Cardholders 1ccount at I"L "alance In&uiry :IC Change Mini statement 1ccepted for purchase at all =I 1 terminal Minimi*ing ris( of carrying cash
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(.11 !<OT Ana%'.i. o# !I)/

!tren+th ocial Islami "an( is a ne) commercial ban( in ban(ing sector but it has built strong reputation in short time$ It provides e'tra ordinary services to its customers$ %he financial condition of ocial Islami "an( is very strong# its loan and deposit &uality is better than any other commercial ban(s of "angladesh$ It has a strong net)or( throughout the country and it provides services of good &uality to every level of customers$ %heir corresponding relationships )ith more than 600 international and local ban(s of different countries have created global accessibility and relationship )ith people$ Installation and use of highly sophisticated# automated system that enables the ban( to have on time communication )ith all branches reduces e'cessive paper )or( and time for valued customer transaction$ ocial Islami "an( is a ne) commercial ban( in ban(ing sector but it has built strong reputation in short time$ It provides e'tra ordinary services to its customers$ %he financial condition of ocial Islami "an( is very strong# its loan and deposit
&uality is better than any other commercial ban(s of "angladesh$ It has a strong net)or( throughout the country and it provides services of good &uality to every level of customers$ <ea*ne.. One of the greatest )ea(nesses for ocial Islami "an( is shortage of manpo)er in every division$ During the )or(ing hour of ban(s the employees cannot provide proper attention to the customers that enhances customer dissatisfaction$ 9igher service charge in some areas of its ban(ing operation discourages customers from opening or maintaining accounts )ith this ban($ ocial Islami "an( is facing some problems from their competitors because competitors are giving a higher interest rate in deposits )ithout any reason )hich )ill deteriorate its position than it )as before$ "ecause of this a lot of depositors are leaving ocial Islami "an($ %here is a very little practice for increasing motivation in the )or(ers by the management$
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Opportunit' %here is a great opportunity to ta(e ne) dimension of ban(ing such as Islamic ban(ing# speciali*ed ban(ing$ Other)ise# there are many sectors )here this can give special privileges$ %he credit facility offered by ocial Islami "an( has attracted security and status conscious businessmen as )ell as service holders )ith higher income group$ Threat. %he emergence of several private and foreign ban(s )ithin the past fe) years offering similar services )ith less or free charge for the facilities can be a major threat for the ban($ ocial Islami "an($ ometimes the restrictions impose barrier in the normal operations and policies of the ban($ Rival ban(s easily copy the product offering of I"L$ %herefore# this ban( is in continuous progress of product innovation to gain temporary advantages over its competitors$ ometime political loans are the threat for this ban(ing service$
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CHAPTER 6 00
RE;IE< O: THE /ITERATURE

Chapter Overview +ob atisfaction Determinants of +ob atisfaction Measuring +ob atisfaction Importance of job satisfaction Relative Importance of 1ttitude to)ard +ob atisfaction %he )idely used instruments for measuring job satisfaction Impact of "an( type# )or( e'perience# age and se' Differences on +ob atisfaction
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0.0 -o$ !ati.#action <hat I. -o$ !ati.#actionG

+ob satisfaction describes ho) content an individual is )ith his Mher job$ %he happier people are )ithin their job# the more satisfied they are said to be$ +ob satisfaction is not the same as motivation or aptitude# although it is clearly lin(ed$ +ob design aims to enhance job satisfaction and performanceB methods include job rotation# job enlargement# job enrichment and job re>engineering$ Other influences on satisfaction include the management style and culture# employee involvement# empo)erment and autonomous )or( position$ +ob satisfaction is a very important attribute )hich is fre&uently measured by organi*ations$ %he most common )ay of measurement is the use of rating scales )here employees report their reactions to their jobs$ Huestions relate to rate of pay# )or( responsibilities# variety of tas(s# promotional opportunities# the )or( itself and co>)or(ers$ ome &uestioners as( yes or no &uestions )hile others as( to rate satisfaction on 5>N scale 2)here 5 represents ,not at all satisfied. and N represents ,e'tremely satisfied.4$ +ob satisfaction has been defined as a pleasurable emotional state resulting from the appraisal of one/s jobB an affective reaction to one/s jobB and an attitude to)ards one/s job$ !eiss 260064 has argued that job satisfaction is an attitude but points out that researchers should clearly distinguish the objects of cognitive evaluation )hich are affect 2emotion4# beliefs and behaviors$ %his definition suggests that )e form attitudes to)ards our jobs by ta(ing into account our feelings# our beliefs# and our behaviors$ One of the biggest preludes to the study of job satisfaction )as the 9a)thorne studies$ %hese studies 25G6FJ5G334# primarily credited to -lton Mayo of the 9arvard "usiness chool# sought to find the effects of various conditions 2most notably illumination4 on )or(ers/ productivity$ %hese studies ultimately sho)ed that novel changes in )or( conditions temporarily increase productivity 2called the 9a)thorne -ffect4$ It )as later found that this increase resulted# not from the ne) conditions# but from the (no)ledge of being observed$ %his finding provided strong evidence that people )or( for purposes other than pay# )hich paved the )ay for researchers to investigate other factors in job satisfaction$ cientific management 2a(a %aylorism4 also had a significant impact on the study of job satisfaction$ ;rederic( !inslo) %aylor/s 5G55 boo(# :rinciples of cientific Management# argued that there )as a single best )ay to perform any given )or( tas($ %his boo( contributed to a change in industrial production philosophies# causing a shift
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Evaluation of Job Satisfaction of Social Islami Bank Limited from s(illed labor and piece)or( to)ards the more modern of assembly lines and hourly )ages$ %he initial use of scientific management by industries greatly increased productivity because )or(ers )ere forced to )or( at a faster pace$ 9o)ever# )or(ers became e'hausted and dissatisfied# thus leaving researchers )ith ne) &uestions to ans)er regarding job satisfaction$ It should also be noted that the )or( of !$L$ "ryan# !alter Dill cott# and 9ugo Munsterberg set the tone for %aylor/s )or($ ome argue that Maslo)/s hierarchy of needs theory# a motivation theory# laid the foundation for job satisfaction theory$ %his theory e'plains that people see( to satisfy five specific needs in life J physiological needs# safety needs# social needs# self>esteem needs# and self>actuali*ation$ %his model served as a good basis from )hich early researchers could develop job satisfaction theories$ +ob satisfaction can also be seen )ithin the broader conte't of the range of issues )hich affect an individual/s e'perience of )or(# or their &uality of )or(ing life$ +ob satisfaction can be understood in terms of its relationships )ith other (ey factors# such as general )ell>being# stress at )or(# control at )or(# home>)or( interface# and )or(ing conditions$
0.1 Deter"inant. o# -o$ !ati.#action

Co"pen.ation -mployee compensation refers to all forms of pay or re)ards going to employees and arising from their employment$ It has main t)o main components direct financial payments 2)ages# salaries# incentives# commission and bonuses4 indirect payments 2paid insurance# vacation4$ !ati.#action a$out :rin+e )ene#it. Con>monetary benefits offered to the employees of a company in addition to their )ages and salaries$ %hey include company cars# e'pense account the opportunity to buy company products at reduce rate$ :rivate health plans# canteens subsidies meals# social club$ ome of these benefits such as company cars do not escape the ta' net$ Pro"otion !'.te" %imely promotion of employees ne't to higher ran( is also important determinant of job satisfaction$ If there is any specific promotional ruled in the organi*ation that )ill definitely lead to better job satisfaction of the employees$ Po.tin+ and Tran.#er. In an organi*ation there should be specific system posting and transfer $!hile posting and transfer some specific rules must be follo)s$ %hese might have positive impact on the job satisfaction of employees$ 70
Evaluation of Job Satisfaction of Social Islami Bank Limited Non6:inancia% Incentive. Con>financial incentives are form of children/s school facilities# hospital facilities# employee/s transportation facilities# prayer facilities etc$ 1lso act as an important determinant of employee/s job satisfaction$ -o$ !tatu. %he position of job that is job status is also an important determinant of job satisfaction of employees$ uch job status of an employee influences job satisfaction positively$ Hea%th Care %his factor e'amines the e'tent to )hich an employee is satisfied )ith health care benefits and includes the &uality of the health benefits# the si*e of the employer/s contribution to the plan and the cost to the employee of the health care benefits$ Inco"e Continuation %his factor e'amines the e'tent to )hich an employee is satisfied )ith benefits that provide financial security if the employee is disabled due to an accident or poor health or loses his or her job involuntarily$ !ith the e'ception of long term disability# these are legally re&uired benefits )hich consist of social security# )or(ers compensation and unemployment compensation$ !uperior6!u$ordinate Co""unication uperior>subordinate communication is an important influence on job satisfaction in the )or(place$ %he )ay in )hich subordinate/s perceive a supervisor/s behavior can positively or negatively influence job satisfaction$ Communication behavior such as facial e'pression# eye contact# vocal e'pression# and body movement is crucial to the superior> subordinate relationship$ Converbal messages play a central role in interpersonal interactions )ith respect to impression formation# deception# attraction# social influence# and emotional e'pression$ Converbal immediacy from the supervisor helps to increase interpersonal involvement )ith their subordinates impacting job satisfaction$ %he manner in )hich supervisors communicate their subordinates may be more important than the verbal content Individuals )ho disli(e and thin( negatively about their supervisor are less )illing to communicate or have motivation to )or( )here as individuals )ho li(e and thin( positively of their supervisor are more li(ely to communicate and are satisfied )ith their job and )or( environment$ %he relationship of a subordinate )ith their supervisor is a very important aspect in the )or(place$
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Evaluation of Job Satisfaction of Social Islami Bank Limited %herefore# a supervisor )ho uses nonverbal immediacy# friendliness# and open communication lines is more )illing to receive positive feedbac( and high job satisfaction from a subordinate )here as a supervisor )ho is antisocial# unfriendly# and un)illing to communicate )ill naturally receive negative feedbac( and very lo) job satisfaction from their subordinates in the )or(place$ E"otion. Mood and emotions form the affective element of job satisfaction$ Moods tend to be longer lasting but often )ea(er states of uncertain origin# )hile emotions are often more intense# short>lived and have a clear object or cause$ %here is some evidence in the literature that moods are related to overall job satisfaction$ :ositive and negative emotions )ere also found to be significantly related to overall job satisfaction$ ;re&uency of e'periencing net positive emotion )ill be a better predictor of overall job satisfaction than )ill intensity of positive emotion )hen it is e'perienced$ -motion )or( refers to various types of efforts to manage emotional states and displays$ -motion management includes all of the conscious and unconscious efforts to increase# maintain# or decrease one or more components of an emotion$ 1lthough early studies of the conse&uences of emotional )or( emphasi*ed its harmful effects on )or(ers# studies of )or(ers in a variety of occupations suggest that the conse&uences of emotional )or( are not uniformly negative$ It )as found that suppression of unpleasant emotions decreases job satisfaction and the amplification of pleasant emotions increases job satisfaction$ %he understanding of ho) emotion regulation relates to job satisfaction concerns t)o models8 -motional dissonance -motional dissonance is a state of discrepancy bet)een public displays of emotions and internal e'periences of emotions that often follo)s the process of emotion regulation$ -motional dissonance is associated )ith high emotional e'haustion# lo) organi*ational commitment# and lo) job satisfaction$ ocial interaction model ta(ing the social interaction perspective# )or(ers/ emotion regulation might beget responses from others during interpersonal encounters that subse&uently impact their o)n job satisfaction$ Re%ation.hip. and Practica% I"p%ication. +ob atisfaction can be an important indicator of ho) employees feel about their jobs and a predictor of )or( behaviors such as organi*ational citi*enship# absenteeism# and turnover$ ;urther# job satisfaction can partially mediate the relationship of personality
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Evaluation of Job Satisfaction of Social Islami Bank Limited variables and deviant )or( behaviors$ One common research finding is that job satisfaction is correlated )ith life satisfaction$ %his correlation is reciprocal# meaning people )ho are satisfied )ith life tend to be satisfied )ith their job and people )ho are satisfied )ith their job tend to be satisfied )ith life$ 9o)ever# some research has found that job satisfaction is not significantly related to life satisfaction )hen other variables such as non>)or( satisfaction and core self> evaluations are ta(en into account$ -o$ !ecurit' +ob security refers to the nature of the job that is )hether a job is permanent# temporary or ad hoe$ +ob security acts as an important determinant of job satisfaction$ Duration o# <or* %he )or(ing hour that is the duration of )or( acts an important determinant for job satisfaction of employees$ uch duration of )or( must be reasonable$ In some organi*ations employees has to )or( beyond the normal duration )hich adversely effects of their job satisfactionT Trainin+ :aci%itie. %raining is )idely considered as an important tool for enhancing a person/s attitude# s(ill and (no)ledge$ It is the process of assisting a person for developing his efficiency and effectiveness at )or( by improving updating professional (no)ledge and s(ill$ uch training facilities act as an important determinant for job satisfaction of an employee he more the training facilities the better the job satisfaction and vice and versa$ Paid /eave 1ny leave facility )ith full pay acts as a direct influence on the job satisfaction of employee$ On the other hand leave )ithout pay imposes adverse impact on the job satisfaction of the employee$ <or*in+ Environ"ent It also has a direct influence on the job satisfaction of the employee$ %he )or(ing environment must be congenial to the employees$ 1ny unfavorable )or(ing environments )ill adversely satisfaction of the employee$ Participative 4ana+e"ent !'.te" :articipative management system )here every officer can participate in the decision ma(ing process has a positive impact on the job satisfaction of the employees$ %he more presence of participatory management system in the organi*ation improves job satisfaction and vice versa$ affect to the job
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Evaluation of Job Satisfaction of Social Islami Bank Limited Tea" <or* %eam )or( also acts as important determinant of a job
satisfaction of an employee$ In case of team )or( the concerted effort of the employee can be ensured$ !eniorH. )ehavior Cordial behavior of the seniors to)ard their juniors also has positive impact on the job satisfaction of the employees$ %he opposite version is also true$ Participation in Deci.ion 4a*in+ :articipation of the employees in the decision ma(ing process in an organi*ation is another important determinant of a job satisfaction of the employees$ %he more participation of the employees in decision ma(ing process it ma(es job satisfaction high$ Occupationa% !tre.. +ob satisfaction of any employee depends on occupational stress $<enerally the occupational stress has significant adverse impact on their job satisfaction$ Moreover# the employees )ith lo)er occupational stress should have higher job satisfaction and# on the contrary# the employees )ith higher occupational stress should have lo)er job satisfaction$ Nature o# <or* +ob satisfaction of an employee also depends on nature of )or($ If the nature of )or( is more complicated# probably this )ill lead to negative impact on job satisfaction and vice versa$ Retire"ent )ene#it. %his factor e'amines the e'tent to )hich an employee is satisfied )ith the retirement benefits including the &uality of the plan# the si*e of the employer/s contribution to retirement# and the employer/s ability to provide information about the retirement benefits$
0.&. 4ea.urin+ -o$ !ati.#action

4ode%. o# -o$ !ati.#action -d)in 1$ Loc(e/s Range of 1ffect %heory 25G774 is arguably the most famous job satisfaction model$ %he main premise of this theory is that satisfaction is determined by a discrepancy bet)een )hat one )ants in a job and )hat one has in a job$ ;urther# the theory states that ho) much one values a given facet of )or( 2e$g$ the degree of autonomy in a position4 moderates ho) satisfiedMdissatisfied one becomes )hen e'pectations areMaren/t met$ !hen a person values a particular facet of a job# his satisfaction is more greatly impacted both positively 2)hen e'pectations are met4 and negatively 2)hen e'pectations are not met4# compared to one )ho doesn/t value that
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Evaluation of Job Satisfaction of Social Islami Bank Limited facet$ %o illustrate# if -mployee 1 values autonomy in the )or(place and -mployee " is indifferent about autonomy# then -mployee 1 )ould be more satisfied in a position that offers a high degree of autonomy and less satisfied in a position )ith little or no autonomy compared to -mployee "$ %his theory also states that too much of a particular facet )ill produce stronger feelings of dissatisfaction the more a )or(er values that facet$ 1 significant model that narro)ed the scope of the Dispositional %heory )as the Core elf>evaluations Model# proposed by %imothy 1$ +udge# -d)in 1$ Loc(e# and Cathy C$ Durham in 5GG7$@NA +udge et al$ argued that there are four Core elf>evaluations that determine one/s disposition to)ards job satisfaction8 self>esteem# general self>efficacy# locus of control# and neuroticism$ %his model states that higher levels of self>esteem 2the value one places on hisMher self4 and general self>efficacy 2the belief in one/s o)n competence4 lead to higher )or( satisfaction$ Motivation can be seen as an inner force that drives individuals to attain personal and organi*ational goals 29os(inson# :orter# 0 !rench# p$ 5334$ Motivating factors are those aspects of the job that ma(e people )ant to perform# and provide people )ith satisfaction# for e'ample achievement in )or(# recognition# promotion opportunities$ %hese motivating factors are considered to be intrinsic to the job# or the )or( carried out$ 9ygiene factors include aspects of the )or(ing environment such as pay# company policies# supervisory practices# and other )or(ing conditions$ %he +ob in <eneral Inde' is an overall measurement of job satisfaction$ It is an improvement to the +ob Descriptive Inde' because the +DI focuses too much on individual facets and not enough on )or( satisfaction in general$
0.( I"portance o# -o$ !ati.#action

1n important finding for organi*ations to note is that job satisfaction has a rather tenuous correlation to productivity on the job$ %his is a vital piece of information to researchers and businesses# as the idea that satisfaction and job performance are directly related to one another is often cited in the media and in some non>academic management literature$ 1 recent meta>analysis found an average uncorrected correlation bet)een job satisfaction and productivity to be r R 0$5EB the average true correlation# corrected for research artifacts and unreliability# )as r R 0$30$ ;urther# the meta>analysis found that the relationship bet)een satisfaction and performance can be moderated by job comple'ity# such that for high>comple'ity jobs the correlation 70
Evaluation of Job Satisfaction of Social Islami Bank Limited bet)een satisfaction and performance is higher 2U R 0$N64 than for jobs of lo) to moderate comple'ity 2U R 0$6G4$ +ob atisfaction also has high relationship )ith intention to &uit$ It is found in much research that +ob atisfaction can lead to Intention to tay M &uit in an organi*ation 2Kim et al$# 5GG74$ Recent research has also sho)n that Intention to Huit can have effect li(e poor performance orientation# organi*ational deviance# and poor organi*ational citi*enship behaviors$ In short# the relationship of satisfaction to productivity is not necessarily straightfor)ard and can be influenced by a number of other )or(>related constructs# and the notion that ,a happy )or(er is a productive )or(er. should not be the foundation of organi*ational decision>ma(ing$ !ith regard to job performance# employee personality may be more important than job satisfaction$ %he lin( bet)een job satisfaction and performance is thought to be a spurious relationshipB instead# both satisfaction and performance are the result of personality$
0.0 Re%ative I"portance o# Attitude toward -o$ !ati.#action

%he attitudes to)ard job satisfaction need clarification for e'ploring their relative importance as they are lin(ed to intra>personal disposition of human beings$ In this conte't# job satisfaction projects individual/s attitudes involving information that is generally ac&uired by an employee about )or(place over a period of time$ It results from the balancing and summation of many specific li(es and disli(es of employees e'perienced in connection )ith their jobs 29aung# 5GGGB 5GGFB Loc(e# 5G774$ %he attitudes regarding job satisfaction are broadly related to the areas of intrinsic nature of )or(# )age and security# supervision# and company policies and practices 2<anguli# 5GGF4$
0.2 The wide%' u.ed in.tru"ent. #or "ea.urin+ 1o$ .ati.#action

+ob Descriptive Inde' 2+DI4 and Minnesota atisfaction Huestionnaire 2M H4 that measure mentally challenging )or(# e&uitable re)ards# and opportunities for promotion# supportive )or(ing conditions# and supportive colleagues 29aung# 5GGG4$ %his factor provides the ma'imum insights of job satisfaction of ban( officers in "angladesh$ It broadly includes the areas of job satisfaction such as# salary# company policies and practices# and promotion chance$ %he eight variables contain in the factor salary are8 satisfied )ith present salary# ban( is sympathetic to the officers vie)# ban( appreciates performance# satisfied )ith increment allocation method# income is higher 70
Evaluation of Job Satisfaction of Social Islami Bank Limited than other ban(s# satisfied )ith the chances of promotion# satisfied )ith the )elfare facilities# and satisfied )ith the chances of income increase$ 9ence# the policy ma(ers in the ban(ing sector in "angladesh should give greater importance on these variables concerning salary# company policies and practices# and chance for promotion to increase job satisfaction of the officers$ %he second important factor is efficiency in )or( that accounts for G$37S of the variance and it broadly covers areas of job satisfaction including job security# supervision# and supportive colleagues$ %he variables are namely# not lose job if )or(ed efficiently# immediate supervisor is reasonable# satisfied )ith the recognition by colleagues# and superior encourages suggestions for improvement$ %he other si' factors are almost e&ual in their ability to account for the variation of level of job satisfaction )ith comparatively lo) e'igent values$
0.5 I"pact o# )an* t'peI wor* e>perienceI a+e and .e> Di##erence. on -o$ !ati.#action
:revious researchers have found relationships bet)een job satisfaction and age# se'# 2:ugliesi# 5GGNB Cheung and cherling# 5GGG4 and )or( e'perience 2 teffy and +ones# 5GG04$ In this section# the impacts of ban( type# )or( e'perience# gender# and age on the attitudes# rather than factors# to)ard job satisfaction of ban( officers is assessed$ %his has been done )ith a vie) to obtaining more insights on the impact$ %he results sho)s that the variables recovery significantly )ith the type of ban( V public and private$ It means that there is a variation in the level of job satisfaction of ban( officers depending on the type of ban( in "angladesh In other )ordsB type of ban( is a significant e'planatory variable for the job satisfaction level$ ;ourteen job satisfaction variables# broadly representing the areas of company policies and practices# salaries and facilities# opportunities for promotion# and relationship bet)een union and management# are significantly related to the ban( type$ !or( e'perience has the second most importance on four variables ta(en in the study 2job gives chances to do things felt best# satisfied )ith increment allocation method# income is higher than other ban(s# and )ould not leave job if similar job offer to other organi*ation4$ %hese variables confirm a significant relationship )ith e'perience of ban( officers$ %hese relationships broadly indicate that e'perience affects the areas of job satisfaction including policies and practices 2job gives chances to do things felt best and satisfied )ith increment allocation method4# salary and facilities 2income is higher than other ban(s4# and to the 70
Evaluation of Job Satisfaction of Social Islami Bank Limited company 2)ould not leave job if similar job offer to other organi*ation4$ It could be e'plained that officers )ith higher e'perience hold higher level of )or( freedom# have more financial and non> financial benefits# are more familiar )ith organi*ational policies and practices# and have greater loyalty to the ban($ e' and age differences have relatively lo)er level of impact on the entire set of variables# )hich are manifested through the significance of Wban( is sympathetic to officer/s vie)s and Wban(s policy is to overdrive )or(ers to get the ma'imum respectively in the test$ e' differences have only impact on the ban(s sympathy to the officer/s vie)s# )hile age differences leave impact on ban(s policy to overdrive )or(ers to get the ma'imum$ e' differences in particular could be described as an interesting issue in the socio> economic conte't of "angladesh$ It is generally vie)ed that female employees are some)hat neglected in their )or( places and conse&uently# they are prone to a relatively lo)er level of job satisfaction$ %his study defies this vie) endorsing almost no se' discrimination in the female ban( officers$ 1ge differences of ban( officers have also negligible impact on the full set of variables of job satisfaction$ Cone of the interactions from these four factors V ban( type# )or( e'perience# se'# and age > )as found significant$
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CHAPTER 6 02
RE!EARCH 4ETHODO/O8J
Chapter Overview Methodology Research Design Research 1pproach Research Instruments Data Collection Data Collection :rocedure Data 1nalysis :rocedures
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2.0 4ethodo%o+'
Methodology can properly refer to the theoretical analysis of the methods appropriate to a field of study or to the body of methods and principles particular to a branch of (no)ledge$ Methodology has been increasingly used as a pretentious substitute for method in scientific and technical conte'ts$ ,Methodology. is a system of precise rules and procedures on )hich research is based and against )hich claims for (no)ledge and evaluation$ %his method is neither closed nor fla)less$ Rather the rules and measures are constantly being improved 2David Cachmias# 5GG64$
2.1 Re.earch De.i+n

%he researchers for this study have chosen correlation research design$ 1ccording to the proposed frame)or( the researchers are finding the significant positive or negative change in variables 2dependent4 because of change in one 2independent4 variable$ %he previous graphical representation of the proposed model portrays the pattern and structure of the relationships among the set of measured variables$ %he purpose of the study is to investigate the relationship of the measured variables and the correlation among the variables$
2.& Re.earch Approach

%o investigate the research &uestions# the researcher gathered information from ban( employees# ban( managers and ban( e'perts$ 1ll participation )as voluntary$ If the participants )ished to ta(e out# they )ere free to do so at any time )ithout any condition$ 1ll the participants )ere given a letter from the researcher e'plaining the conte't of the research focus$ :articipants signed a consent form and held in reserve a copy as their record$ 1 signed copy )as returned to the researcher$
2.( Re.earch In.tru"ent.

%he researcher re&uired primary data to investigate the research problem$ "ecause# it )as found that there )as lac( of secondary data 2e$g$ articles# journals# maga*ine# and records on human resource management4 in the case of I"L$ %o collect data from the primary sources# the researcher used &uestionnaire and intervie) methods$ In order to gain information from the ban( employees the researcher used the &uestionnaire method$ %he &uestionnaire )as a useful method to collect data from employees for the follo)ing reasons$ 70
Evaluation of Job Satisfaction of Social Islami Bank Limited ;irst of all# survey about 6N employees of the Rampura "ranch of I"L$ econd of all# the e'isting study )as about achievement motivation and employees performance# and employees might felt unenthusiastic to confer these issues )ith an intervie)er$ %he researcher selected the intervie) method not only for in>depth information but to verify the information gather from responses gained from the employees &uestionnaires$
2.0 Data Co%%ection

2.0.1 Pi%ot Te.t o# Cue.tionnaire %he first tread in the data collection )as distribution of the pilot test of the &uestionnaire$ %he &uestionnaire )as pre>tested )ith E employees have )or(ed in different I"L employees )ho )ere attending training in "angladesh Institute of "an( Management 2"I"M4$ %hese I"L branches in "angladesh$ "urns and "ush 25GGE4 suggested that a pre>test of N>50 representative respondents is usually ade&uate to identify problems )ith a &uestionnaire$ :ilot study is done to chec( out procedures that are to be incorporated into a more e'tensive study$ %he results of a pilot study can considerably improve the planning and increase the chances for success of a subse&uent larger scale e'periment 2 aslo)# 5GE74$ 2.0.& !urve' In.tru"ent. 2.0.&.1 Cue.tionnaire %he data for the present study )ere obtained by the administration of a &uestionnaire# )hich contained t)o parts# the first part contained columns for personal information and the second part contained achievement satisfaction scale as constructed and standardi*ed by 1u 25G7G4 to measure achievement motivation$ %he scale consisted of 60 statements concerning achievement themes# namely anti traditionalism# regularity and punctuality# )or( habit# initiative# sense of responsibility# ris( ta(ing# spirit of independence# optimism# leadership &uality and ability to guide# concern for efficiency# spirit of competition and anti>fatalism$ 2.0.&.& Interview !chedu%e %he intervie) is also used semi>structured intervie)s as an instrument to collect data from the ban( managers and the ban( e'perts$ %o collect data# the researcher carried out each intervie) in a face>to>face situation$ %his dra) near to data collection is 70
Evaluation of Job Satisfaction of Social Islami Bank Limited e'tremely useful in situations )here either in>depth information is needed or little is (no)n in the area 2Kumar# 5GG74$ Cooper and chindler 25GGE4 noted that if the researcher has sample si*e# a self>administered &uestionnaire )ould be most effective in regard to time and cost$ %he in depth intervie) distant e'ceeds the information secured by self>administered studies$ Cooper and chindler also affirm that intervie)ers can as( additional &uestions# and gather supplemental information through observation$ "oth managers and e'perts are comprised of a small groupB hence# the study has utili*ed the semi>structured intervie) method$ %he most important advantage )as derived from the capability of the intervie) techni&ue to enable discussions of multifarious topics and thus endo) )ith rich and more complete data 2 mith# %horpe# 0 Lo)e# 60064$
2.2 Data Co%%ection Procedure

%he &uestionnaire )as administered individually to the 6N employees in the study$ Respondents )ere assured that it )as purely an academic research and that their personal identity )ould be (ept secret$ 1ny difficulties in understanding the instructions and in the methods of> ans)ering the &uestionnaire )as made clear and it too( 60 minutes to ans)er the &uestionnaire$ 1fter the &uestionnaires )ere filled in by the respondents# these )ere collected and chec(ed for consistency$ coring of the responses )as done follo)ing the procedure provided by the author of the achievement satisfaction scale 21li# 5G7G4$ 1fter collection of data# performance of each respondent )as ta(en from the concerned ban( manager of each subject$ %he content of the semi> structured intervie) consists of &uestion )hich )ill be predetermined to gain information about the )ay managers sa) themselves using po)er# motivational esteems in relation to their employees$
2.5 Data Ana%'.i. Procedure.

%o analy*e the &uantitative data# the researcher e'plored the internal structure and measurement &ualities of the proposed hypothetical constructs job satisfaction and employees performance$ %he output of the research has sho)n in graph by using graphical method$
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CHAPTER 6 05
ANA/J!I! = INTERPRETATION
Chapter Overview 1nalysis Interpretation of the Data
70
5.0 Ana%'.i.
%he present study deals )ith the three issues to analy*e the job satisfaction of ban( officers in "angladesh$ %he issues are8 2i4 %he relative importance of job satisfaction factorsB 2ii4 %he impact of ban( type# )or( e'perience# age and se' differences on the attitudes to)ard job satisfaction$ It also investigates the impacts of ban( type# )or( e'perience# age# and se' differences on the attitudes to)ard job atisfaction$ %he result sho)s that salary# efficiency in )or(# fringe supervision# and co>)or(er relation are the most important factors contributing to job satisfaction$ !or( e'perience is found as the second most important factor affecting job satisfaction$ e' and age differences have relatively lo)er level of impact on it$ %he overall job satisfaction of the ban( officers is at the positive level$
5.1 Interpretation o# the Data

1. A 1o$ where the pa' i. ver' +ood. ;re&uency :ercentage S =alid :ercentage S trongly Disagree Disagree Ceutral 1gree trongly 1gree %otal 0 F 5N N 5 6N 0 57 70 60 F 500 Cumulative :ercentage S 0 57 70 60 F 500 0 57 77 G7 500
&. A 1o$ where there i. con.idera$%e i. creative and innovative. ;re&uency :ercentage S =alid :ercentage S Cumulative :ercentage S trongly Disagree Disagree Ceutral 1gree trongly 1gree %otal 3 N 50 N 6 6N 56 60 F0 60 E 500 56 60 F0 60 E 500 56 36 76 G6 500
(. A 1o$ where 'ou are o#ten reDuired to "a*e i"portant deci.ion.. ;re&uency :ercentage S =alid :ercentage S Cumulative :ercentage S 70
Evaluation of Job Satisfaction of Social Islami Bank Limited trongly Disagree Disagree Ceutral 1gree trongly 1gree %otal 3 F 56 N 5 6N 56 57 FE 60 F 500 56 57 FE 60 F 500 56 6E 77 G7 500
0. A 1o$ in which +reater re.pon.i$i%it' i. +iven to tho.e who do the $e.t <or*. ;re&uency :ercentage S =alid :ercentage S Cumulative :ercentage S trongly Disagree Disagree Ceutral 1gree trongly 1gree %otal 0 0 50 50 N 6N 0 0 F0 F0 60 500 0 0 F0 F0 60 500 0 0 F0 E0 500
2. A 1o$ in which +reater re.pon.i$i%it' i. +iven to %o'a% e"p%o'ee. who have the "o.t .eniorit'. ;re&uency :ercentage S =alid :ercentage S Cumulative :ercentage S trongly Disagree Disagree Ceutral 1gree trongly 1gree %otal 0 6 50 N E 6N 0 E F0 60 36 500 0 E F0 60 36 500 0 E FE 7E 500
5. A 1o$ in which 'ou are not a%%owed an' .a' whatever in how 'our wor* i. .chedu%edI or in the procedure. to $e u.ed in carr'in+ it out. ;re&uency :ercentage S =alid :ercentage S Cumulative :ercentage S trongly Disagree Disagree Ceutral 1gree trongly 1gree %otal 0 3 50 E F 6N 0 56 F0 36 57 500 0 56 F0 36 57 500 70 0 56 N6 EF 500
3. A 1o$ where 'our co6wor*er. are not ver' #riend%'. ;re&uency :ercentage S =alid :ercentage S Cumulative :ercentage S trongly Disagree Disagree Ceutral 1gree trongly 1gree %otal 60 6 3 0 0 6N E0 E 56 0 0 500 E0 E 56 0 0 500 E0 EE 500 500 500
A. A 1o$ with a .upervi.or who i. o#ten ver' critica% o# 'ou and 'our wor* in #ront o# other peop%e. ;re&uency :ercentage S =alid :ercentage S Cumulative :ercentage S trongly Disagree Disagree Ceutral 1gree trongly 1gree %otal 60 6 3 0 0 6N E0 E 56 0 0 500 E0 E 56 0 0 500 E0 EE 500 500 500
B. A 1o$I which prevent. 'ou #ro" u.in+ a nu"$er o# .*i%%. that 'ouI wor*ed deve%op. ;re&uency :ercentage S =alid :ercentage S Cumulative :ercentage S trongly Disagree Disagree Ceutral 1gree trongly 1gree %otal 60 6 3 0 0 6N E0 E 56 0 0 500 E0 E 56 0 0 500 E0 EE 500 500 500
10. A 1o$ with a .upervi.or who re.pect. 'ou and treat. 'ou #air%'. ;re&uency :ercentage S =alid :ercentage S Cumulative :ercentage S trongly Disagree Disagree Ceutral 0 0 50 0 0 F0 0 0 F0 0 0 F0 70
Evaluation of Job Satisfaction of Social Islami Bank Limited 1gree trongly 1gree %otal 50 N 6N F0 60 500 F0 60 500 E0 500
11. A 1o$ which provide. con.tant new and intere.tin+ opportunitie. #or 'ou to %earn. ;re&uency :ercentage S =alid :ercentage S Cumulative :ercentage S trongly Disagree Disagree Ceutral 1gree trongly 1gree %otal 0 0 5N E 6 6N 0 0 70 36 E 500 0 0 70 36 E 500 0 0 70 G6 500
1&. A 1o$ where there i. a rea% chance 'ou cou%d $e %aid o##. ;re&uency :ercentage S =alid :ercentage S Cumulative :ercentage S trongly Disagree Disagree Ceutral 1gree trongly 1gree %otal 60 6 3 0 0 6N E0 E 56 0 0 500 E0 E 56 0 0 500 E0 EE 500 500 500
1(. A 1o$ in which there i. a rea% chance #or 'ou to deve%op new .*i%%. and advance in the or+ani9ation. ;re&uency :ercentage S =alid :ercentage S Cumulative :ercentage S trongly Disagree Disagree Ceutral 1gree trongly 1gree %otal 0 3 50 E F 6N 0 56 F0 36 57 500 0 56 F0 36 57 500 0 56 N6 EF 500
10. A 1o$ which provide. %ot. o# vacation ti"e and an e>ce%%ent #rin+e $ene#it pac*a+e. 70
Evaluation of Job Satisfaction of Social Islami Bank Limited ;re&uency :ercentage S =alid :ercentage S Cumulative :ercentage S trongly Disagree Disagree Ceutral 1gree trongly 1gree %otal 0 0 5N E 6 6N 0 0 70 36 E 500 0 0 70 36 E 500 0 0 70 G6 500
12. A 1o$ with %itt%e #reedo" and independence to do 'our wor* in the wa' 'ou thin* $e.t. ;re&uency :ercentage S =alid :ercentage S Cumulative :ercentage S trongly Disagree Disagree Ceutral 1gree trongly 1gree %otal 0 0 50 50 N 6N 0 0 F0 F0 60 500 0 0 F0 F0 60 500 0 0 F0 E0 500
15. A 1o$ where the wor*in+ condition are avera+e. ;re&uency :ercentage S =alid :ercentage S Cumulative :ercentage S trongly Disagree Disagree Ceutral 1gree trongly 1gree %otal 0 3 50 E F 6N 0 56 F0 36 57 500 0 56 F0 36 57 500 0 56 N6 EF 500
13. A 1o$ with ver' .ati.#'in+ tea"6wor*. ;re&uency :ercentage S =alid :ercentage S Cumulative :ercentage S trongly Disagree Disagree Ceutral 1gree trongly 1gree %otal 0 0 5N G 5 6N 0 0 70 37 F 500 0 0 70 37 F 500 70 0 0 70 G7 500
1A. A 1o$ which reDuire. 'ou to cha%%en+e co"p%ete%' i.o%ated co6wor*er. to contri$ute. ;re&uency :ercentage S =alid :ercentage S Cumulative :ercentage S trongly Disagree Disagree Ceutral 1gree trongly 1gree %otal 0 55 50 F 0 6N 0 FF F0 57 0 500 0 FF F0 57 0 500 0 FF EF 500 500
1B. A 1o$ which a%%ow. 'ou to u.e 'our .*i%%. and a$i%itie. to the #u%%e.t e>tent. ;re&uency :ercentage S =alid :ercentage S Cumulative :ercentage S trongly Disagree Disagree Ceutral 1gree trongly 1gree %otal 0 0 50 50 N 6N 0 0 F0 F0 60 500 0 0 F0 F0 60 500 0 0 F0 E0 500
70
CHAPTER 6 03
:INDIN8I RECO44ENDATION! = CONC/U!ION
Chapter Overview ;inding Recommendations Conclusion
70
5.0 :indin+.
+ob satisfaction is the total of the sentiments related )ith the job conducted$ If the )or(er perceives that hisMher values are reali*ed )ithin the job# sMhe improvises a positive attitude to)ards hisMher job and ac&uires job satisfaction 2Mc Cormic and %iffin 5G7F87F4$ I heard a story that Mr$ XP/ )or(ed in a multinational company )ith a good designation$ 1s he )or(s a multinational company so his salary# compensation and benefits are global standard$ 9e get a lot of facilities from rising to bed in the morning to before going to bed at night$ Co) a million dollar &uestion# ,Is he satisfiedT? 1fter analysis and interpreting the data I tried to find that )hy the employees are satisfied and )hy notT I"L is a private ban($ than the nationali*ed o# the employees are getting more salary rather commercial ban(s$ o# from this vie) the
employees of the
I"L are satisfied$ I"L of the entry level is not sufficient )ith the o# from this vie)
%he salary range of the
comparison of other private ban(s in "angladesh$
they are dissatisfied )ith their salary at the entry level$ %he employees of I"L enjoy much vacation rather than the other uch as female employees enjoy 3 months
private commercial ban(s$
maternity leave$ %he male employees also get paternity leave and the length of the leave is 5 month$ %he employees get a big amount of medical convenience t)o times in their )or(ing period$ period$ I"L provides more incentives rather than the other private ban(s$ In this year they provide 7 2seven4 incentives e'cluding the -id bonus on their profit$ %o (eep the employees motivated# incentives# performance re)ard# o# they feel secured of health during their )or(ing
promotion and accelerated promotion etc$ are given on a regular basis by the %he I"L authority$ I"L has introduced a good number of stuff )elfare schemes$
chemes to be a part )ith the ban(ing communities and improve the 70
conditions of its employees such as contributory recogni*ed provident fund# gratuity fund# benevolent fund$ %he )or(ing environment of the I"L is very friendly$ %he employees are satisfying )ith their co>)or(er as a )or( in a team$ In ban(ing sector some employees have opportunity to upgrade
themselves in )or(ing period such as the employees of the I%# ;oreign -'change# investment department$ In other side the employees of the cash 0 customer service department have no scope to sho) creativity in )or(ing period$ I thought it/s a boring job$ ;rom this vie) they are
dissatisfied sometimes$ %he accountant/s job is very important to the organi*ation$ %hey do a lot of )or( from the day start to closing$ I thin( one employee )or( on the behalf of t)o peoples$ ometimes they feel stress that is harmful for them$
%he job security of the I"L is very rich$ %he employees never feel an'ious during their )or(ing period$ "ecause the chance of being laid off is lo)# e'cept a major fault no employees can be laid off$ %he employees strongly agree that they feel secured of their job$
!e are the human being$ Our mood and emotions )hile )or(ing are the ra) materials )hich cumulate to form the affective element of job satisfaction$ Moods tend to be longer lasting but often )ea(er states of uncertain origin# )hile emotions are often more intense# short>lived and have a clear object or cause$ %here is some evidence in the literature that state moods are related to overall job satisfaction :ositive and negative emotions )ere also found to be significantly related to overall job satisfaction fre&uency of e'periencing net positive emotion )ill be a better predictor of overall job satisfaction than )ill intensity of positive emotion )hen it is e'perienced -motion regulation and emotion labor are also related to job satisfaction$ In I"L I found that employees got satisfaction in some matters o )e can say that -mployees donIt get
and also dissatisfaction in some maters$ full satisfaction in their job$
70
5.1 Reco""endation
%he employees must be motivated )hen they do something good and creative$ %he salary should be revising by the management of I"L$ %heir jobs should be mentioned more fre&uently$ Lin( bet)een Customer ervice Officer/s and Customer ervice Manager
should be easier Dp to date ban(ing soft)are should be used to give batter service to the customers$ In addition# )ith the present services they should include more services$ It is badly needed to provide more services to the customer in order to compete in the mar(et$ Internal conflict among the employees should be mitigating$ Officials )hom are involved in Customer ervices should be trained properly$ "ecause some time they cannot give proper suggestions to the customer &ueries$ %here are some benefit pac(age having I"L but it has no practice in real vie)$ %hat benefit pac(age can be increase the satisfaction of the employee$ o it should be practice earlier$
70
5.( Conc%u.ion.
%his study )ill finds the overall employees job satisfaction of ocial Islami "an(
Limited$ 9o)ever# the job satisfaction of ban( officers is significantly dependent upon salary# efficiency in )or(# fringe benefit# supervision &uality# and co>)or(er relations$ %he remaining three factors# leadership style# loyalty to ban(# and )or( ability do not have significant statistical evidence to improve the job satisfaction of ban( officers$ "an( type is found to be the most relevant )ith the ban( officers/ job satisfaction in comparison to )or( e'perience# age# and se' differences$ %he happier people are )ithin their job# the more satisfied they are said to be$ +ob satisfaction is not the same as motivation# although it is clearly lin(ed$ +ob design aims to enhance job satisfaction and performanceB methods include job rotation# job enlargement and job enrichment$ Other influences on satisfaction include the management style and culture# employee involvement# empo)erment and autonomous )or( groups$ +ob satisfaction is a very important attribute )hich is fre&uently measured by organi*ations$
70
Appendi>61 The Cue.tionnaire. #or !I)/ E"p%o'ee.
!ECTION A
Lour age8 YYYYYYYYYYYYYYYYYYYYYYYYYYYYYY
Lour gender8 YYYYYYYYYYYYYYYYYYYYYYYYYYYYY
Lour highest level of education8 2:lease tic( one4
C8
9 C8
"achelors8
Masters8
Others 2please specify4 YYYYYYYYYYYYYYYYYYYY
70
!ECTION ) -O) !ATI!:ACTION !CA/E Complete the follo)ing &uestionnaire by filling the ans)er that best describes your feelings about each statement$ ;or each item# put your response according to the follo)ing8 N R trongly 1gree 2 14 F R 1gree 214 3 R Ceutral 2C4 6 R Disagree 2D4 5 R trongly Disagree 2 D4 CUE!TION! RAN7IN8! NO. 5 6 3 F N CUE!TION! 1 job )here the pay is very good 1 job )here there is considerable is creative and innovative$ 1 job )here you are often re&uired to ma(e important decisions$ 1 job in )hich greater responsibility is given to those )ho do the best !or($ 1 job in )hich greater responsibility is given to loyal employees )ho have the most seniority$ 1 job in an organi*ation )hich is in to financial trouble>and might have to close do)n )ithin the year$ +obs in )hich you are not allo)ed any say 7 )hatever in ho) your )or( is cheduled# or in the procedures to be used in carrying it out$ 1 job )here your co>)or(ers are not very friendly$ 1 job )ith a supervisor )ho is often very critical of you and your )or( in front of other people$ 1 job# )hich prevents you from using a number N F 3 6 5 !A A ?2@ N N N N N ?0@ F F F F F N ?(@ 3 3 3 3 3 D ?&@ 6 6 6 6 6 !D ?1@ 5 5 5 5 5
G 50
N N
F F
3 3
6 6
5 5 70
Evaluation of Job Satisfaction of Social Islami Bank Limited of s(ills that you# )or(ed develop$ 1 job )ith a supervisor )ho respects you and treats you fairly$ 1 job )hich provides constant ne) and interesting opportunities for you to learn$ 1 job )here there is a real chance you could be laid off$ 1 job in )hich there is a real chance for you to develop ne) s(ills and advance in the organi*ation$ 1 job )hich provides lots of vacation time and an e'cellent fringe benefit pac(age$ 1 job )ith little freedom and independence to do your )or( in the )ay you thin( best$ 1 job )here the )or(ing condition are average$ 1 job )ith very satisfying team>)or($ 1 job )hich re&uires you to challenge completely isolated co>)or(ers to contribute$ 1 job )hich allo)s you to use your s(ills and abilities to the fullest e'tent$
55 56 53
N N N
F F F
3 3 3
6 6 6
5 5 5
5F
5N 57 57 5E 5G 60
N N N N N N
F F F F F F
3 3 3 3 3 3
6 6 6 6 6 6
5 5 5 5 5 5
70
)i$%io+raph'
!ebsites8 http8MM)))$ )))$siblbd$com http8MM)))$)i(ipedia$org http8MM)))$google$com Re#erence )oo*. E Report 1nnual Report ;undamental of 9uman Resource Management > David 1$ Decen*o > tephen : Robbins
70
A$$reviation.
1O; 1%M "1L "; "I"M " "; "C1 "IL "D%$ CI" CC D: Cote D"R -= 1 -MI ;DR ;CL <": <" M
1ccounting Opening ;orm$ 1utomated %eller Machine$ "an(ing 1rrangement Letter$ "usiness ;inancial ervice "angladesh Institute of "an( Management$ "ranch ales and ervice Manager$ "usiness ;inancial ervice$ "usiness Credit 1pplication$ "usiness Installment Loan$ "angladesh %a(a$ Credit Information "ureau$ Credit Card Demand :romissory Cote$ Debt "urden Ratio$ -'tra =alue avings 1ccount$ -&uated Monthly Installment$ ;i'ed Deposit Receipt$ ;oreign Currency$ <reat "ritain :ound$ <eneral "an(ing$
OD
Over Draft
70
Evaluation of Job Satisfaction of Social Islami Bank Limited O 1 :L :;C :DC :IC RM< %D OD %: %IC Operating avings 1ccount :ersonal Loan :ersonal ;inancial Consultant$ :ost Dated Che&ue$ :ersonal Identification Cumber$ Ready Made <arments$ hort %erm Deposit$ ecured Over Draft$ %ransaction :rofile %elephone Identification Cumber$
DDC
Dndated Che&ue$
=1% !-D"
=alue 1dded %a'$ !age -arner/s Development "ond$
70

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Evaluation of Job Satisfaction of Social Islami Bank Limited

Evaluation of Job Satisfaction of Social Islami Bank Limited

1.1 !tate"ent o# the Pro$%e"

1.& Rationa%e o# the !tud'

1.( )ac*+round o# the Report

program as my honorable supervisor inspired me$ I thought

1.0 O$1ective o# the Report

1.2 !cope o# the Report

Evaluation of Job Satisfaction of Social Islami Bank Limited

Evaluation of Job Satisfaction of Social Islami Bank Limited

)AN7IN8 !ECTOR IN )AN8/ADE!H

Evaluation of Job Satisfaction of Social Islami Bank Limited

&.0 De#inition o# )an*

&.1 O$1ective o# )an*

&.& Hi.torica% )ac*+round o# the )an*

&.( )an*in+ Operation. in )an+%ade.h

1l>1rafah Islami "an( Limited tandard "an( Limited

Commercial "an( of Ceylon tate "an( of India

9abib "an( Limited Cational "an( of :a(istan !oori "an(

Evaluation of Job Satisfaction of Social Islami Bank Limited "an( 1lfalah

Evaluation of Job Satisfaction of Social Islami Bank Limited

AN O;ER;IE< O: !OCIA/ I!/A4I )AN7 /I4ITED

Evaluation of Job Satisfaction of Social Islami Bank Limited

(.0 Or+ani9ationa% Overview

(.1 Hi.torica% )ac*+round o# !I)/

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(.( O$1ective. = 8oa%. o# !I)/

Evaluation of Job Satisfaction of Social Islami Bank Limited

(.0 ;i.ion = 4i..ion o# !I)/

(.2 !trate+ic O$1ective. = Co""it"ent.

(.5 Corporate !ocia% Re.pon.i$i%it' ?C!R@

(.3 Corporate Pro#i%e

;or I"L ecurities Limited

;or I"L Investment Limited

;or Offshore "an(ing

Listing tatus 2 hares4

Evaluation of Job Satisfaction of Social Islami Bank Limited

(.A !I)/ at a 8%ance

Evaluation of Job Satisfaction of Social Islami Bank Limited

(.B :unction. o# !I)/

I %1C% =IC- :R- ID-C% I %1C% =IC- :R- ID-C%

Evaluation of Job Satisfaction of Social Islami Bank Limited

(.10 !I)/ Product. = !ervice.

l !adiah Curre"t ccou"t

+isa Islamic Credit Card (Dual)

Mudaraba Sa#i"$s Deposit

+isa Islamic Credit Card (*ocal)

Mudaraba %erm Deposit

SIB* ,ameel Debit Card

Mudaraba &otice Deposit

Cash !a'() Deposit

Evaluation of Job Satisfaction of Social Islami Bank Limited

Evaluation of Job Satisfaction of Social Islami Bank Limited

<race period ma'imum N5 days 70

Evaluation of Job Satisfaction of Social Islami Bank Limited

(.11 !<OT Ana%'.i. o# !I)/

Evaluation of Job Satisfaction of Social Islami Bank Limited

Evaluation of Job Satisfaction of Social Islami Bank Limited

&.& Hi.torica% )ac+round o# the )an