This document is a group case report submitted by students for their Managing People in Organizations course. The report investigates the impact of various motivational factors on job satisfaction levels of employees at Union National Bank in the UAE. It includes a literature review on motivation theories and factors related to job satisfaction. A survey was conducted of 50 UNB employees. The results were analyzed and compared to regional job satisfaction data. Key findings from the primary data regarding motivation factors and their relationship to overall job satisfaction are presented. The report also provides recommendations and limitations.
This document is a term paper analyzing the organizational culture of Standard Chartered Bank in Bangladesh. It begins with an introduction providing background on organizational culture and the objectives of the paper. The paper then reviews relevant literature on culture and organizational culture. It provides an overview of Standard Chartered Bank globally and in Bangladesh. The paper describes the bank's organizational structure, brands, and values. It outlines the methodology used and presents findings and analysis on various aspects of the bank's culture. In conclusion, the paper finds that SCB's cultural artifacts and espoused beliefs well represent its core values and help improve performance.
Leadership theories and their practices in eastern bank limitedMohammad Mydul Islam
This document provides information about a term paper submitted by students to their professor on leadership theories and practices at Eastern Bank Limited in Bangladesh. It includes an introduction, executive summary, table of contents, company profile of Eastern Bank Limited describing its mission, vision, management hierarchy and products/services. It also reviews several leadership theories like trait theory, behavioural approaches, Fiedler's contingency theory and their application at Eastern Bank's audit and sales departments. The document concludes that Eastern Bank practices situational, path-goal and attribution leadership theories.
How does personality and values affect job performance at sonali bankMohammad Mydul Islam
This document provides an overview of a term paper submitted to Dr. Mohammad Tazul Islam on the topic of how personality and values affect job performance at Sonali Bank. It includes an introduction outlining the objectives of the study, the methodology used, and limitations. It also provides organizational context about Sonali Bank including its history, mission, management structure, products/services, and core values. The document outlines the contents of the term paper, which will examine theoretical aspects of personality and values, and present findings and conclusions regarding their impact on employee job performance and satisfaction at Sonali Bank.
A Study of Agriculture Loan of Axis Bank Ltd (MBA Finance Project)Avinash Labade
If any have Need Project Report please call +919011888598 and i will provide only Word File.
and
Project Cost is Rs 500/- Per Project
Send Me Payment Phone Pay or Google Pay
This document provides an overview of employee satisfaction. It defines employee satisfaction as a positive emotional state resulting from one's job or job experiences. The key sources of employee satisfaction are identified as job, salary/benefits, career development, supervision, working conditions, and teamwork. Several theories of employee satisfaction are discussed, including fulfillment theory, discrepancy theory, equity theory, and two-factor theory. Benefits of measuring employee satisfaction include improved communication, identifying productivity problems, and assessing training needs. Common methods for measuring satisfaction include rating scales, critical incidents, interviews, and action tendencies.
This document is a handbook for Sri Lanka's Employees' Provident Fund that provides retirement benefits for private sector and government employees. It contains messages from officials emphasizing the importance of the fund, which has over Rs. 400 billion in assets and covers millions of members. The handbook aims to educate employers and employees on their obligations and rights regarding contributions, account maintenance, loans, and benefit refunds upon retirement. It also details the roles of different government agencies that administer the fund.
An analytical Approach towards Balance sheet Evaluation (INDU PUMPS PVT LTD N...Avinash Labade
If any have Need Project Report please call +919011888598 and i will provide only Word File.
and
Project Cost is Rs 500/- Per Project
Send Me Payment Phone Pay or Google Pay
This document is a term paper analyzing the organizational culture of Standard Chartered Bank in Bangladesh. It begins with an introduction providing background on organizational culture and the objectives of the paper. The paper then reviews relevant literature on culture and organizational culture. It provides an overview of Standard Chartered Bank globally and in Bangladesh. The paper describes the bank's organizational structure, brands, and values. It outlines the methodology used and presents findings and analysis on various aspects of the bank's culture. In conclusion, the paper finds that SCB's cultural artifacts and espoused beliefs well represent its core values and help improve performance.
Leadership theories and their practices in eastern bank limitedMohammad Mydul Islam
This document provides information about a term paper submitted by students to their professor on leadership theories and practices at Eastern Bank Limited in Bangladesh. It includes an introduction, executive summary, table of contents, company profile of Eastern Bank Limited describing its mission, vision, management hierarchy and products/services. It also reviews several leadership theories like trait theory, behavioural approaches, Fiedler's contingency theory and their application at Eastern Bank's audit and sales departments. The document concludes that Eastern Bank practices situational, path-goal and attribution leadership theories.
How does personality and values affect job performance at sonali bankMohammad Mydul Islam
This document provides an overview of a term paper submitted to Dr. Mohammad Tazul Islam on the topic of how personality and values affect job performance at Sonali Bank. It includes an introduction outlining the objectives of the study, the methodology used, and limitations. It also provides organizational context about Sonali Bank including its history, mission, management structure, products/services, and core values. The document outlines the contents of the term paper, which will examine theoretical aspects of personality and values, and present findings and conclusions regarding their impact on employee job performance and satisfaction at Sonali Bank.
A Study of Agriculture Loan of Axis Bank Ltd (MBA Finance Project)Avinash Labade
If any have Need Project Report please call +919011888598 and i will provide only Word File.
and
Project Cost is Rs 500/- Per Project
Send Me Payment Phone Pay or Google Pay
This document provides an overview of employee satisfaction. It defines employee satisfaction as a positive emotional state resulting from one's job or job experiences. The key sources of employee satisfaction are identified as job, salary/benefits, career development, supervision, working conditions, and teamwork. Several theories of employee satisfaction are discussed, including fulfillment theory, discrepancy theory, equity theory, and two-factor theory. Benefits of measuring employee satisfaction include improved communication, identifying productivity problems, and assessing training needs. Common methods for measuring satisfaction include rating scales, critical incidents, interviews, and action tendencies.
This document is a handbook for Sri Lanka's Employees' Provident Fund that provides retirement benefits for private sector and government employees. It contains messages from officials emphasizing the importance of the fund, which has over Rs. 400 billion in assets and covers millions of members. The handbook aims to educate employers and employees on their obligations and rights regarding contributions, account maintenance, loans, and benefit refunds upon retirement. It also details the roles of different government agencies that administer the fund.
An analytical Approach towards Balance sheet Evaluation (INDU PUMPS PVT LTD N...Avinash Labade
If any have Need Project Report please call +919011888598 and i will provide only Word File.
and
Project Cost is Rs 500/- Per Project
Send Me Payment Phone Pay or Google Pay
Comparative analysis of loan preference by customers in private and public banksShakti Prasad Tiwari
This document provides an introduction and overview of a project report that conducts a comparative analysis of loan preferences between customers of private and public banks in India. It discusses the objectives of studying customer satisfaction with services provided by banks and the importance of improving quality of services in the competitive banking environment. It also provides background on the different types of banks in India, including nationalized banks, private banks, State Bank of India, and ICICI Bank.
Pankaj Sharma completed a 45-day internship at The Kangra Central Co-operative Bank Ltd to fulfill the requirements for an MBA degree. The report provides an overview of the bank's general banking and credit departments. It includes details of the internship structure, time spent in different departments, objectives, and activities performed. The document also gives a brief introduction of the bank, discussing its history, operations, products, and organizational structure. A SWOT analysis of the bank is presented to evaluate its strengths, weaknesses, opportunities and threats.
MMU INTERNSHIP REPORT JAAYNE JEEVITA A / P RONALD ALFREDJaayneWilliam
JAAYNE JEEVITA A / P RONALD ALFRED TRIMESTER 3 2020 / 2021. This internship report serves the purpose to record the details of my industrial training which was conducted in Influasia SDN.BHD
A COMPARATIVE STUDY OF PUBLIC & PRIVATE LIFE INSURANCE COMPANIES IN INDIAchelliah paramasivan
This document summarizes a research paper that studied the perception and acceptability of electronic banking among customers of selected banks in Kancheepuram District, India. The paper provides background on electronic banking and how it benefits banks, customers, merchants and traders. It discusses the perception process and highlights key factors that influence individuals' perceptions such as their values, beliefs and experiences. The literature review covers past studies on electronic banking services and customer satisfaction levels. The overall purpose is to examine customer perceptions of electronic banking services offered by public and private sector banks in the region.
Gujarat Vibrant summit on SME Sammellan 2014; A Complete Survival Kit for SMEsVibrant Gujarat
Address issues SMEs suffer from and compete with large and global enterprises, SMEs need to adopt innovative approaches in operations whereas government and financial institutions should also come out with encouraging financial models to enable SMEs to ensure their survival and grow.
This document provides a literature review on MSME financing and financial market structure. It discusses:
1) MSMEs play a significant role in economies worldwide, contributing to growth, employment, and innovation. However, they face various constraints accessing finance, especially at smaller sizes.
2) Financial needs change as MSMEs grow - initial capital comes from personal funds while larger MSMEs can access stock exchanges, debt, etc.
3) Constraints include access to finance, legal/regulatory obstacles, and corruption. Smaller firms face more challenges than medium firms in overcoming growth constraints. MSMEs often turn to informal sources with higher costs.
The document is an internship report submitted by Saifa Haque to fulfill the requirements for a Bachelor's degree in Business Administration from BRAC University. The report provides an overview of Saifa Haque's internship at the Panthapath branch of Mutual Trust Bank Limited (MTBL) in Bangladesh, focusing on the branch's general banking activities. It includes sections on the introduction and objectives of the report, MTBL's organizational profile, Saifa Haque's responsibilities and observations during the internship, and a detailed description of the general banking functions carried out at the branch such as deposits, account opening and closing, cheque processing, funds transfer, clearing and cash operations.
The Term paper based on primary and secondary basis so do not copy it . Do study and taken help from this term paper. It is a well structure term paper. Yes all works have mistakes if here found some mistakes so forgive me.
The document is a project report submitted by Ritesh Kumar Thakur during his summer training at Kotak Mahindra Bank in Patna, Bihar, India, under the guidance of Prof. Dr. Sujeet Kumar Singh and Puneet Bansal. The report provides an overview of Kotak Mahindra Bank, including its history, management, products and services, and discusses the importance of gathering customer feedback to improve customer satisfaction.
This document analyzes the financial performance of easyJet airline over 2008-2012 using various ratios. Key points:
- easyJet's profitability as measured by ROCE, ROS, and sales generation increased from 2008-2012, recovering from a dip in 2009 during a challenging period for airlines.
- Profitability ratios like ROCE, ROS were steady or increasing, showing easyJet was generating good profits relative to assets and sales.
- Revenue grew steadily over the period, helping easyJet maintain profitability even during the economic downturn of 2009.
- The analysis evaluates easyJet's performance across different ratios to give a comprehensive view of the company's financial health and ability to generate returns,
This internship report evaluates the business loan process of National Bank Limited's Elephant Road branch in Dhaka, Bangladesh. It was prepared by Mahabub Alam, an intern at the bank, as part of his BBA degree program at Daffodil International University. The report assesses the bank's business loan procedures, terms, recovery activities, and existing business loan portfolio. It aims to provide insight into the bank's business loan operations and performance.
The document provides an overview of the Credit & Enterprise Development (CED) project for women beekeepers in northern Pakistan run by Hashoo Foundation from 2010-2014. The project aimed to empower women economically by training them in beekeeping and honey production. Over 1,100 women received training and 3,615 beehives and kits were distributed. The project helped increase household incomes and led to improved nutrition, healthcare, and education for families. Key lessons included the importance of value chain development and women's business groups for success. The mountain honey produced is of high quality and purity. The project had a positive social and economic impact on communities in northern Pakistan.
This internship report summarizes the internship activities of Ahmed, Istiaque at the IT department of Southeast Bank Limited in Bangladesh. Over the course of 3 months, he assisted with various work and organization-wide activities to fulfill the requirements for his Bachelor's degree in Software Engineering from American International University-Bangladesh. The report documents his tasks, lessons learned, and recommendations to improve future internship programs.
This report summarizes M.A. Matin's internship at Pubali Bank Ltd's Principal Branch in Dhaka, Bangladesh. It provides an overview of Pubali Bank's vision, organizational structure, and the general banking, loans, and advances departments. As part of the internship, Matin assisted with account openings, check processing, local remittances like telegraphic transfers and demand drafts, loan applications and disbursements, and customer service. The report also identifies some challenges faced by the bank and provides recommendations to address them.
The document is an internship report submitted by Md Tahmidul Huq to his faculty advisor after completing a three-month internship at IDLC Finance Limited in the Credit Risk Management Department of the Consumer Division. The report provides an overview of IDLC Finance Limited, including its history, organizational structure, products and services. It also describes the department Md Tahmidul Huq worked in, detailing the teams, products handled, credit risk management process, and reporting structure. The report shares Md Tahmidul Huq's tasks, lessons learned, and recommendations to improve the department's efficiency.
This document is an internship report submitted by Ajita Bhusal and Rhishikesh Nepal to Kathmandu University School of Management. It details their internship at Mega Bank Nepal Limited, where they conducted a study on the credit risk analysis of auto loans, home loans, and mortgage finance. Their research analyzed the portfolio composition and trends in these loan products. They identified key risk factors and developed parameter-based models to assess credit risk for each loan type. Their findings noted the risk factors that were assigned the highest weights in evaluating creditworthiness.
The document provides an overview of the banking industry in India and Axis Bank. It discusses the history of banking in India from 1786 to present day. It outlines the key phases in the evolution of commercial banks in India including the establishment of major banks and nationalization of banks in 1969 and 1980. It also discusses some of the major challenges facing the banking industry such as rising customer expectations, risk management, and maintaining growth.
LBS Bina Group is a Malaysian property developer founded in the 1960s. The document analyzes the company's financial ratios from 2012-2013. It finds that profitability ratios like return on equity and net profit margin improved significantly from 2012 to 2013, indicating higher profits. Liquidity ratios like current ratio declined slightly, suggesting liquidity became slightly worse. Debt levels and interest coverage improved, showing the company's financial position strengthened over this period.
Divesh kotak mahindra bank mp 3-converted (2)DiveshChauhan10
This document provides information about Kotak Mahindra Bank, including its company profile, products, vision, board of directors, and strategic alliances. Some key details include:
- Kotak Mahindra Bank is an Indian private sector bank headquartered in Mumbai, offering banking services and insurance products.
- The bank has over 1600 branches and 2500 ATMs across India.
- It offers a range of banking, investment, and insurance products and services to individual and business customers.
- Strategic alliances include partnerships for shared ATM networks with other major banks to expand customer access across India.
United Way of Baldwin County and the Alabama Literacy Alliance are dedicated to building an Alabama where all citizens reach their optimal literacy potential.
Every adult in Southwest Alabama will have the ability to
read, write, compute, communicate, and get a job, through the help of this program.
This weekly update summarizes editing progress on a joint production between KSN Productions and Ranvir Films. The editor began cutting together footage and selecting sound effects to incorporate. Next steps include completing the edit and integrating sounds into the production by the following week.
Comparative analysis of loan preference by customers in private and public banksShakti Prasad Tiwari
This document provides an introduction and overview of a project report that conducts a comparative analysis of loan preferences between customers of private and public banks in India. It discusses the objectives of studying customer satisfaction with services provided by banks and the importance of improving quality of services in the competitive banking environment. It also provides background on the different types of banks in India, including nationalized banks, private banks, State Bank of India, and ICICI Bank.
Pankaj Sharma completed a 45-day internship at The Kangra Central Co-operative Bank Ltd to fulfill the requirements for an MBA degree. The report provides an overview of the bank's general banking and credit departments. It includes details of the internship structure, time spent in different departments, objectives, and activities performed. The document also gives a brief introduction of the bank, discussing its history, operations, products, and organizational structure. A SWOT analysis of the bank is presented to evaluate its strengths, weaknesses, opportunities and threats.
MMU INTERNSHIP REPORT JAAYNE JEEVITA A / P RONALD ALFREDJaayneWilliam
JAAYNE JEEVITA A / P RONALD ALFRED TRIMESTER 3 2020 / 2021. This internship report serves the purpose to record the details of my industrial training which was conducted in Influasia SDN.BHD
A COMPARATIVE STUDY OF PUBLIC & PRIVATE LIFE INSURANCE COMPANIES IN INDIAchelliah paramasivan
This document summarizes a research paper that studied the perception and acceptability of electronic banking among customers of selected banks in Kancheepuram District, India. The paper provides background on electronic banking and how it benefits banks, customers, merchants and traders. It discusses the perception process and highlights key factors that influence individuals' perceptions such as their values, beliefs and experiences. The literature review covers past studies on electronic banking services and customer satisfaction levels. The overall purpose is to examine customer perceptions of electronic banking services offered by public and private sector banks in the region.
Gujarat Vibrant summit on SME Sammellan 2014; A Complete Survival Kit for SMEsVibrant Gujarat
Address issues SMEs suffer from and compete with large and global enterprises, SMEs need to adopt innovative approaches in operations whereas government and financial institutions should also come out with encouraging financial models to enable SMEs to ensure their survival and grow.
This document provides a literature review on MSME financing and financial market structure. It discusses:
1) MSMEs play a significant role in economies worldwide, contributing to growth, employment, and innovation. However, they face various constraints accessing finance, especially at smaller sizes.
2) Financial needs change as MSMEs grow - initial capital comes from personal funds while larger MSMEs can access stock exchanges, debt, etc.
3) Constraints include access to finance, legal/regulatory obstacles, and corruption. Smaller firms face more challenges than medium firms in overcoming growth constraints. MSMEs often turn to informal sources with higher costs.
The document is an internship report submitted by Saifa Haque to fulfill the requirements for a Bachelor's degree in Business Administration from BRAC University. The report provides an overview of Saifa Haque's internship at the Panthapath branch of Mutual Trust Bank Limited (MTBL) in Bangladesh, focusing on the branch's general banking activities. It includes sections on the introduction and objectives of the report, MTBL's organizational profile, Saifa Haque's responsibilities and observations during the internship, and a detailed description of the general banking functions carried out at the branch such as deposits, account opening and closing, cheque processing, funds transfer, clearing and cash operations.
The Term paper based on primary and secondary basis so do not copy it . Do study and taken help from this term paper. It is a well structure term paper. Yes all works have mistakes if here found some mistakes so forgive me.
The document is a project report submitted by Ritesh Kumar Thakur during his summer training at Kotak Mahindra Bank in Patna, Bihar, India, under the guidance of Prof. Dr. Sujeet Kumar Singh and Puneet Bansal. The report provides an overview of Kotak Mahindra Bank, including its history, management, products and services, and discusses the importance of gathering customer feedback to improve customer satisfaction.
This document analyzes the financial performance of easyJet airline over 2008-2012 using various ratios. Key points:
- easyJet's profitability as measured by ROCE, ROS, and sales generation increased from 2008-2012, recovering from a dip in 2009 during a challenging period for airlines.
- Profitability ratios like ROCE, ROS were steady or increasing, showing easyJet was generating good profits relative to assets and sales.
- Revenue grew steadily over the period, helping easyJet maintain profitability even during the economic downturn of 2009.
- The analysis evaluates easyJet's performance across different ratios to give a comprehensive view of the company's financial health and ability to generate returns,
This internship report evaluates the business loan process of National Bank Limited's Elephant Road branch in Dhaka, Bangladesh. It was prepared by Mahabub Alam, an intern at the bank, as part of his BBA degree program at Daffodil International University. The report assesses the bank's business loan procedures, terms, recovery activities, and existing business loan portfolio. It aims to provide insight into the bank's business loan operations and performance.
The document provides an overview of the Credit & Enterprise Development (CED) project for women beekeepers in northern Pakistan run by Hashoo Foundation from 2010-2014. The project aimed to empower women economically by training them in beekeeping and honey production. Over 1,100 women received training and 3,615 beehives and kits were distributed. The project helped increase household incomes and led to improved nutrition, healthcare, and education for families. Key lessons included the importance of value chain development and women's business groups for success. The mountain honey produced is of high quality and purity. The project had a positive social and economic impact on communities in northern Pakistan.
This internship report summarizes the internship activities of Ahmed, Istiaque at the IT department of Southeast Bank Limited in Bangladesh. Over the course of 3 months, he assisted with various work and organization-wide activities to fulfill the requirements for his Bachelor's degree in Software Engineering from American International University-Bangladesh. The report documents his tasks, lessons learned, and recommendations to improve future internship programs.
This report summarizes M.A. Matin's internship at Pubali Bank Ltd's Principal Branch in Dhaka, Bangladesh. It provides an overview of Pubali Bank's vision, organizational structure, and the general banking, loans, and advances departments. As part of the internship, Matin assisted with account openings, check processing, local remittances like telegraphic transfers and demand drafts, loan applications and disbursements, and customer service. The report also identifies some challenges faced by the bank and provides recommendations to address them.
The document is an internship report submitted by Md Tahmidul Huq to his faculty advisor after completing a three-month internship at IDLC Finance Limited in the Credit Risk Management Department of the Consumer Division. The report provides an overview of IDLC Finance Limited, including its history, organizational structure, products and services. It also describes the department Md Tahmidul Huq worked in, detailing the teams, products handled, credit risk management process, and reporting structure. The report shares Md Tahmidul Huq's tasks, lessons learned, and recommendations to improve the department's efficiency.
This document is an internship report submitted by Ajita Bhusal and Rhishikesh Nepal to Kathmandu University School of Management. It details their internship at Mega Bank Nepal Limited, where they conducted a study on the credit risk analysis of auto loans, home loans, and mortgage finance. Their research analyzed the portfolio composition and trends in these loan products. They identified key risk factors and developed parameter-based models to assess credit risk for each loan type. Their findings noted the risk factors that were assigned the highest weights in evaluating creditworthiness.
The document provides an overview of the banking industry in India and Axis Bank. It discusses the history of banking in India from 1786 to present day. It outlines the key phases in the evolution of commercial banks in India including the establishment of major banks and nationalization of banks in 1969 and 1980. It also discusses some of the major challenges facing the banking industry such as rising customer expectations, risk management, and maintaining growth.
LBS Bina Group is a Malaysian property developer founded in the 1960s. The document analyzes the company's financial ratios from 2012-2013. It finds that profitability ratios like return on equity and net profit margin improved significantly from 2012 to 2013, indicating higher profits. Liquidity ratios like current ratio declined slightly, suggesting liquidity became slightly worse. Debt levels and interest coverage improved, showing the company's financial position strengthened over this period.
Divesh kotak mahindra bank mp 3-converted (2)DiveshChauhan10
This document provides information about Kotak Mahindra Bank, including its company profile, products, vision, board of directors, and strategic alliances. Some key details include:
- Kotak Mahindra Bank is an Indian private sector bank headquartered in Mumbai, offering banking services and insurance products.
- The bank has over 1600 branches and 2500 ATMs across India.
- It offers a range of banking, investment, and insurance products and services to individual and business customers.
- Strategic alliances include partnerships for shared ATM networks with other major banks to expand customer access across India.
United Way of Baldwin County and the Alabama Literacy Alliance are dedicated to building an Alabama where all citizens reach their optimal literacy potential.
Every adult in Southwest Alabama will have the ability to
read, write, compute, communicate, and get a job, through the help of this program.
This weekly update summarizes editing progress on a joint production between KSN Productions and Ranvir Films. The editor began cutting together footage and selecting sound effects to incorporate. Next steps include completing the edit and integrating sounds into the production by the following week.
The editor plays a vital role in piecing together a production and ensuring its narrative is coherent. As the sole editor for his production, the author had to teach himself how to use Final Cut Pro X editing software. He spent time matching sound clips and narration to shots, and renaming files to streamline the editing process. Though time-consuming, this work was necessary to make the production successful. The main problems encountered were fluctuating sound levels between clips and initially learning the software interface, both of which were easily resolved. Through this role, the author learned how to use editing software, the time commitment of editing, and how important sound is in documentaries.
The document is an economic report comparing the economies of the UAE and Germany. It analyzes key macroeconomic indicators such as GDP, GDP growth rates, GDP deflator, and the components of GDP for both countries from 2004-2014. The report finds that while both economies grew over the period, the UAE saw higher GDP growth and inflation rates compared to the more developed German economy. It also examines population size, GDP per capita, unemployment rates, and the costs of living in each country.
Este documento trata sobre la orientación en el espacio y en el plano. Explica nuestra posición en el espacio mediante una fotografía tomada desde una posición determinada. Describe los giros en el espacio, incluyendo posiciones normales de 90°, 180° y 270° así como un giro completo. Finalmente, introduce la cuadrícula del plano y la escala, explicando cómo se representan puntos sobre un plano usando un eje de coordenadas y los dos tipos de escala: gráfica y numérica.
Uwamahoro Aline is a Rwandan national born in 1995 with skills in piano playing, poetry writing, theatre, recording studio work, cooking, singing, song writing, and public speaking. She has work experience as an advisor for her school's religion club where she composed a song, as vice president of the TV club coordinating news, volunteering to build a house, and teaching English. Her education includes studies in mathematics, physics, computers and hospitality training. She is proficient in English, Kinyarwanda, Microsoft Office, programming languages, and computer hardware/software. Her special achievements include receiving awards in her district and participating in international theatre projects.
This weekly update discusses the progress of a group project at KSN Productions. Most group members had finished their coursework, though one was still working but had time remaining. Next week, the group plans to finish filming the final opening scene of their film and add sound effects during editing.
El documento proporciona instrucciones para realizar mechas californianas de forma casera usando un tinte de L'Oreal. Explica los pasos a seguir, que incluyen separar el cabello en tres secciones, aplicar el tinte solo en las puntas usando un cepillo especial y dejarlo actuar durante 15-20 minutos. También recomienda un remedio casero para manchas en la piel que consiste en una mezcla de zumo de limón, bicarbonato y agua oxigenada. Por último, ofrece consejos de maquillaje para cre
This document provides an overview of a study on the impact of compensation on employee motivation. It begins with an introduction that defines motivation and its importance in organizations. It then outlines the objectives and rationale of the study. Next, it provides background information on NRBC Bank, including its history, vision, mission, and organizational structure. The document concludes with an outline of the remaining chapters to be covered in the report. In summary, the document introduces a case study on the relationship between compensation and motivation at NRBC Bank in Bangladesh.
Frederick Herzberg’s two factor theory - to what extent is money a motivator? Zil Shah
The two-factor theory is also known as Herzberg's motivation-hygiene theory and dual-factor theory. The two factor theory states that there are certain factors in the workplace that cause job satisfaction, while a separate set of factors cause dissatisfaction. It was developed by psychologist Frederick Herzberg, who theorized that job satisfaction and job dissatisfaction act independently of each other.
Frederick Herzberg conducted a study. He interviewed 200 accountants and engineer. He asked them to think of a time when they felt good at their jobs and a time when they felt bad about their jobs and then to describe conditions which leads to such feelings. Researchers concluded that factor responsible for job satisfaction is different form factor that leads to dissatisfaction. Job satisfaction and job dissatisfaction are different from each other’s. Absence of job satisfaction does not mean in job dissatisfaction but it is no job satisfaction.
The factors are classified as follows:
Motivational Factors
Hygiene\ Maintenance Factors
1.Motivational Factors:
These factors are related to nature of work, job content and are intrinsic to job itself. These factors have a positive influence on morale, satisfaction, efficiency and higher productivity. Some of these factors are achievement, recognition, responsibility, advancement, work itself and possibility of growth.
2.Hygiene Factors:
These factors are related to job context and are extrinsic to job. Hygiene factors do not motivate people. They simply prevent dissatisfaction and maintain status quo. They produce no growth but prevent loss. The absence of company policy, administration, status, job security, salary, relations with subordinates and supervisors, work condition, peer relations and personal life.
This document is an internship report submitted by Sana Ahmed for her internship at Burj Bank. The report includes an introduction, acknowledgements, abstract, executive summary and several chapters. Chapter 1 provides background on the internship and study. Chapter 2 introduces banking in Pakistan and provides details on Burj Bank, including its vision, mission and organizational structure. Chapter 3 discusses Burj Bank's products, services and departments. The report also includes a SWOT analysis and conclusions.
Financial Incentive a Motivation Tool for Enhancing Employee Performance in a...ijtsrd
This document summarizes a research study that examined the relationship between financial incentives and employee performance in selected hotels in Awka, Nigeria during an economic recession. The study involved surveying 45 employees from 3 hotels using questionnaires. The results found a significant positive relationship between financial incentives like commissions and employees' commitment levels, supporting expectancy theory that incentives motivate performance. The researcher recommends hotels tie incentives directly to performance levels to encourage high performance and improve motivation. In conclusion, the study provides insights for hotel managers on using incentives to boost employee performance during an economic downturn.
Functional differences between a bank and non-bank financial institution part 2Al Shahriar
This document provides an overview of a study comparing the functions of banks and non-bank financial institutions in Bangladesh. It introduces the objectives and methodology of the study, which involves collecting both primary and secondary data on Dutch-Bangla Bank and Reliance Finance Limited to analyze the differences between their operations as a bank and non-bank financial institution, respectively. The document also provides background information on the two organizations, including their histories, strategies, visions, missions, business objectives, branches/offices, and social initiatives.
The document provides an overview of the mutual fund industry in India. It discusses the evolution of mutual funds in India from the establishment of Unit Trust of India in 1963 to the present scenario. Key developments include the entry of public sector funds in 1987, private sector funds in 1993, and the bifurcation of UTI in 2003. The document also defines what a mutual fund is, explains the working of mutual funds including the roles of various constituents like sponsors, trustees, asset management companies, custodians and more. It highlights the advantages of mutual funds like diversification, professional management, liquidity, and tax benefits. Finally, it touches upon the risk-return relationship with respect to mutual fund investments.
Running head ORGANIZATIONAL LEADERSHIP ADVERTISEMENT RESEARCH 1.docxtoltonkendal
Running head: ORGANIZATIONAL LEADERSHIP ADVERTISEMENT RESEARCH 1
ORGANIZATIONAL LEADERSHIP ADVERTISEMENT RESEARCH 2
Organizational Leadership Advertisement Research
Rodrick Story
Savannah State
Introduction
Banks provide investment services as well as corporate banking and wealth management services. The banking sector of the United Arab Emirates is fragmented. The economy of the United Arab Emirates is being filled by foreign banks despite the protection provided to the banking sector. The UAE central bank manages the banking sector. Advertisement of the banking business is, therefore crucial to gear the banking business towards global competition (Sayani, 2015). The United Arab Emirates uses the following techniques to market their business.
Content Marketing
Customers always search online for content when they are in need of services search as loans, bank guarantee, credit cards, home banking, and online banking among others. The consumers look for brands that have value and provide answers to their questions. The UAE banks, therefore, generate articles on conversations that are appreciated by the consumers. This ensures that customers are engaged on their site (Randeree et al., 2012). This also plays a role of introducing more people to the United Arab Emirates banking sector.
The use of content encourages people to build a relationship with the bank. For instance, a person reading an article on loans is most likely interested in taking a loan from a bank. The bank invites them to speak to representatives of the bank at the end of the content for more information.Search Engine Optimization (SEO)The Search Engine Optimization (SEO) aims at being there whenever customers are looking. Banks sell mortgages, loans, as well as, saving accounts to mention just a few. In the modern world, customers invest their time learning about goods and services and researching options before making a purchase (Zeineddine, 2017). For example, if a customer has intentions to refinance a mortgage, they would search for home financing rates. The banks in the UAE use the SEO, providing the answers online to gain customer trust as their financial leader. The SEO optimizes pages by using the keywords in the URL and the title page. Banks, therefore, ensure that they are visible on the pages of the search engine for the success of their efforts in marketing.
Empowering Employees
The UAE banks have invested in their employees with the aim of attracting more customers. Providing employees with tools to enable them do their jobs effectively is a factor. Confusion, inefficiency and disorganization results to lack of confidence from customers (Petersen et al., 2015). The banks ensure that their staff is equipped with consistent, accurate, as well as, up-to-date information. Furthermore, they are able to provide the customers with immediate answers to the questions.
Educating customers on financial literacy
The educational initiatives on finan ...
INTERNSHIP REPORT ON MUSLIM COMMERCIAL BANK.
Submitted in partial requirement for the degree of Bachelor of Business Administration Department of Management Sciences
Faculty of Commerce, Economics & Management Sciences
ISRA UNIVERSITY, Hyderabad Spring 2017
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Scope for mutual fund advisory business in JamnagarPritesh Radadiya
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The document is a project report submitted to the University of Pune in partial fulfillment of a 2-year full time MBA program. The project was carried out at IDBI Bank from June 1, 2006 to July 31, 2006. The objective of the project was to understand concepts of portfolio management and mutual funds, analyze various mutual fund schemes, and create an ideal portfolio. The report includes an acknowledgement, contents, executive summary, company profile of IDBI Bank, research objectives and methodology, data analysis of schemes, findings on ideal portfolio creation, and conclusions.
A stuA study of non-monetary rewards as a motivation tooldy of monetary rewar...Irfan iftekhar
The study examines the role of reward system in motivating employees for effective performance and higher productivity in First Bank of Nigeria Plc. It employed a case study approach to study how rewards management system motivates the employees of First Bank of Nigeria Plc. The researcher identified incentives, commendation, prize awards, promotion, compensation, salary increase, bonus, share value safe working conditions, fair treatment, medical system and involvement in decision making process, are some of the rewards system used by First Bank of Nigeria Plc.
The structure of Indian mutual fund industry is as follows:
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- Custodian holds securities/assets of schemes in its custody.
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Effect of Management by Objectives MBO on Organizational Productivity of Comm...ijtsrd
This study examined the effect of management by objectives MBO on organizational productivity of commercial banks in Nigeria. This study specifically, determines the effect of employee’s participation in contributing to the settings of the organizational productivity and ascertains the effect of employee compensation on attainment of organizational productivity. This study adopted survey research design. The population of the study consists of seven 7 selected commercial banks in Onitsha, Anambra State, Nigeria. The two research hypotheses were tested with ordinary least square with aid of e view 9.0. The study found that employee’s participation has contributed positively in settings organizational productivity but not statistically significant of commercial banks in Nigeria at 5 level of significance. Also, employee’s compensation has positive effect on organizational productivity but not statistically significant of commercial banks in Nigeria at 5 level of significance. Based on this, banks management should keep compensating successes achieved by their employees. This will encourage them to perform better hence lack of motivation may lead to employees less productivity. Okolocha, Chizoba Bonaventure "Effect of Management by Objectives (MBO) on Organizational Productivity of Commercial Banks in Nigeria" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-4 | Issue-5 , August 2020, URL: https://www.ijtsrd.com/papers/ijtsrd33192.pdf Paper Url :https://www.ijtsrd.com/management/organizational-behaviour/33192/effect-of-management-by-objectives-mbo-on-organizational-productivity-of-commercial-banks-in-nigeria/okolocha-chizoba-bonaventure
Master thesis , impact of recently economic restructuring on healthcare dec...mostafa younis
This chapter introduces the research topic on the impact of recent economic restructuring in Saudi Arabia on healthcare decision making. It provides background on Saudi Arabia's oil-reliant economy and the healthcare industry. The research problem is determining the impact of economic changes due to low oil prices on the healthcare sector. The chapter outlines the research objectives, questions, significance, and scope/limitations. It concludes by presenting the thesis structure.
This report analyzes the current financial health of Japan Airlines (JAL) and evaluates options to prevent bankruptcy. The report was commissioned by JAL and sponsored by Japanese state-backed institutions. The aims are to identify the root causes of JAL's financial problems through research, and provide recommendations to eliminate causes and overcome problems. This includes increasing revenue, cutting costs, and improving competitiveness. The recommendations consider JAL's corporate strategy and address operational, resource allocation, and human resource issues. If successfully implemented, the recommendations could restore JAL's profitability and financial stability.
1. Subject Code : TBS 903
Subject Name : Managing People in Organizations
Submission : Group Case Report
Student Name UOWD Student ID
Alexander Marts 4439004
Fayza El Kouach 4394604
Hassan Wahdan 4670711
Mohamed Wahb 3965648
Mohannad Yousef 4285554
Project Title:
Due Date : Sunday, 27th April 2014
Date of Submission : Sunday, 27th April 2014
2. Contents
1. Executive summary .....................................................................................................................3
2. Introduction ................................................................................................................................3
2.1 Company Overview .............................................................................................................3
2.2 Problem definition ...............................................................................................................4
2.3 Objective of the study ..........................................................................................................4
2.4 Research variables ...............................................................................................................5
2.5 Structure of the paper...............................................................................................................5
3. Research Methodology ................................................................................................................5
3.1 Methodology...........................................................................................................................5
3.2 Research instruments ...........................................................................................................6
3.3 Primary data collection.........................................................................................................6
3.4 Hypotheses..........................................................................................................................6
4. Secondary Data- Literature Review ..............................................................................................7
4.1 Motivation (Summary of both content and process theories of motivation) ..............................7
4.1.1 Content Theories.................................................................................................................7
4.1.2 Process Theories .................................................................................................................8
4.2 Motivational Factors ..........................................................................................................10
4.2.1 Recognition................................................................................................................10
4.2.2 Pay and Benefits.........................................................................................................10
4.2.3 Work-Life Balance .....................................................................................................10
4.2.4 Participative decision making:.....................................................................................10
4.2.5 Job Security: ..............................................................................................................11
4.2.6 Job Satisfaction and Promotions:.................................................................................11
4.2.7 Personal achievement:.................................................................................................11
4.2 Job satisfaction ..................................................................................................................11
4.2.1 Discrepancy Theory....................................................................................................12
4.2.2 Situational Occurrences Theory:..................................................................................12
4.3 The relationship between motivation and job satisfaction......................................................12
4.4 Conclusion from Secondary Data........................................................................................13
5. Primary Data.............................................................................................................................14
5.1 Findings (First part graphically analyzing the answers + testing the hypothesis ......................14
Overall level of Job satisfaction):...................................................................................................14
5.1.1 Motivation Factors:.....................................................................................................15
5.1.2 Overall Motivation .....................................................................................................17
3. 5.1.3 Regression Findings....................................................................................................18
5.2 Conclusion from primary data.............................................................................................19
6. Recommendation ......................................................................................................................19
7. Limitations ...............................................................................................................................20
8. Conclusion................................................................................................................................20
9. Reference List...........................................................................................................................20
1. Executive summary
2. Introduction
A well-managed organization is described by Tella (2007) as a company that perceives an average
worker as the foundation source of productivity. Those organizations perceive that the fundamental
source of improvement is employees rather than capital investment. In order to retain and make
employee satisfied and devoted to their jobs, the organization need to motivate employees at various
levels. According to Daniels and Radebaught (2001), increased work motivation in organization
cause higher productivity and decrease the production costs of organizations. According to Robbins
(2002) , motivation is defined as “the process that account for an individual’s intensity, direction, and
persistence of effort toward attaining any goal”. Scholars approved on their research that job
satisfaction was dependent on work motivation. As defined by Spector (1994, p.2), Job satisfaction is
“the extent to which people like (satisfaction) or dislike (dissatisfaction) their jobs". According to
Tyliana (2005), when the employees’ level of motivation is high, they are satisfied and their
performance is at peak all the time.
In our research paper we will investigate the impact of the motivational factors chosen from the
literature on the overall job satisfaction of UNB employees. Our dependent variable is the Job
satisfaction, and our independent variables are the motivational factors (recognition, work-life-
balance, feedback quality, pay and benefits, relationship with co-workers, participative decision
making , security, empowerment, personal achievement, promotion opportunities, and supervision)
(Tyliana, 2005). In order to collect the primary data a survey was distributed to 50 employees. The
results of our survey were analysed and compared with Middle East and North Africa (including
UAE) job satisfaction and work motivation data (Bayt, 2012) and (Bayt, 2013).
2.1 Company Overview
Headquartered in the Capital of United Arab Emirates (Abu Dhabi), Union National Bank was
established back in 1982 as a joint between Abu Dhabi and Dubai Governments to be a public joint
stock company listed in Abu Dhabi securities Exchange. The Bank provides a variety of products for
the retail and wholesale sectors, currently the bank has a 63 branches and 200 ATMs that covers all
4. cities in the UAE. UNB was ranked as number 5 between the large commercial banks locally in the
UAE with around 1,800 employees and a customer base of 180,000 as announced in mid-2013.
Union National bank group contains other entities for Brokerage and Islamic finance as long as other
subsidiaries in Qatar, Kuwait, Egypt and China.
The Bank is currently concentrating to provide the best banking services through its large network of
branches and ATMs across the country which is stated clearly in the Bank’s vision: ‘To be the best in
class for the banking industry in the UAE’ (Vision and mission 2013). UNB’s Mission describes the
passion for innovation to enhance overall stability and market share ‘Through innovation, staff well-
being and outstanding customer service, we will grow shareholder value and maintain our financial
stability’ (Vision and mission 2013).
2.2 Problem definition
The Global Financial Crisis (GFC) that hit most of the world countries mid-2008 had the most
devastating effects on the financial sector with many banks declaring bankruptcy, banks being
nationalized and governments injecting capital into banks to prevent them from going under.
Accordingly in UAE same like other parts of the world, during the GFC with banking business
slowing down lots of banking & financial sector employees were laid off or forced to shift their
careers under unfavorable conditions which in turn negatively affected employees’ general levels of
job satisfaction.
As we are approaching mid-2014, UAE is considered fully recovered from the devastating effects of
the GFC with expected high growth in the economic cycle of UAE specially after the announcement
that UAE will be guesting EXPO 2020.
Union National Bank Management as part of UAE financial sector wants to take advantage of the
opportunity of expected growth in financial sector business and ensure high performance by the
bank.
As UNB Management understand that one of the major factors affecting bank’s ability to achieve
high performance is its employees’ job satisfaction levels. To address this issue and ensure
appropriate levels of job satisfaction by its employees, UNB Human Resources Management decided
to revisiting employees current Job satisfaction levels to understand the key factors of Motivation
that can be approached by Human Resources Division in order to improve UNB employees’ job
satisfaction levels.
2.3 Objective of the study
The main objective of this research paper is first to identify the key motivation factors that are
expected to be significantly affecting UNB employees’ job satisfaction levels. Second, to compare
the level of satisfaction of UNB employees regarding the motivational factors with MENA/UAE
averages in order to enhance the employees’ levels of satisfaction on motivational factors that are
below or equal to the average satisfaction of MENA/UAE.
5. 2.4 Researchvariables
In our research paper the relationship between our dependent variables that is Job satisfaction and
our independent variables denoted as the Motivational factors is investigated. The first part of the
questionnaire is related to the eleven main factors affecting employees’ motivation at work that have
been generated for this investigation through the existing literature. Respondents were asked to rate
their level of satisfaction of the actual job motivation provided at work on the following factors:
recognition, work-life-balance, pay and benefits, feedback quality, relationship with co-workers,
participative Decision Making, empowerment, security, personal achievement, promotion
opportunities and supervision. On the other hand, the second part of the questionnaire examines the
level of job satisfaction of employees. The employees were asked to rate some components of job
satisfaction such as their enthusiasm to go to job every day, their enjoyment of performing tasks, and
the variety of tasks assigned . Finally, the respondents had to rate their perceived level of job
satisfaction and job motivation from high to very low.
2.5 Structure of the paper
Firstly, the paper analyses motivation, motivational factors and the influence of motivation on job
satisfaction, using secondary data. Then secondly followed by analysis of secondary data using
regression. Finally, conclusion and recommendation are given.
3. Research Methodology
3.1 Methodology
In line with our objectives, we prepared a survey, which was sent by emails to 50 employees of
Union national bank. The survey contained two different parts: The first part of the survey
investigated the different motivational factors that were identified in our secondary data as
6. motivation factors affecting positively the job satisfaction of employees in their presence and leading
a low level of satisfaction in their absence. The second part of the survey investigated the job
satisfaction of employees in UNB. In order to compare UNB employees’ job satisfaction and job
motivation to the findings of a benchmark study done by Bayt about the satisfaction and motivation
of Middle East employees, we had to add a question at the end both parts to identify the overall level
of job satisfaction and the overall level of job motivation .A Likert-type scale was used to evaluate
the questionnaire answers, the respondent had to rank their opinion about the various factor from
“Very dissatisfied” to “Very Satisfied. A regression analysis was used in order to test the relationship
between the motivational factors and job satisfaction. The secondary data includes the findings of
different scholars in order to examine the different theories of job satisfaction and motivation, and to
assess the impact of the different motivational factors on job satisfaction.
3.2 Researchinstruments
To access UNB employees’ current Job satisfaction levels and understand the key factors of
Motivation that can be approached to enhance job satisfaction levels, our team followed the
following process:
1. Our Team representatives visited UNB Human Resources Management to identify our research
topic and obtained UNB Human Resources Division approval on conducting a survey on UNB
employees in Both Abu Dhabi and Dubai states.
2. Constructed a questionnaire consisting of 14 questions and conducted survey on 50 employees
from different managerial levels and age groups.
3. Used SPSS software available in UOWD lab to generate a Liner Regression model from the
survey outcomes.
3.3 Primary data collection
In this research we conducted a survey that contains 14 questions, each question covers one of the
motivation and job satisfaction factors to insure that the survey results reflects an accurate data that
covers the topic. The questions were distributed between motivations factors (11 questions) and job
satisfaction (4 questions), answers for motivation part of the survey varied from “Strongly satisfied”
to “Strongly dissatisfied”, were job satisfaction answers varied from “Strongly agree” to “Strongly
disagree”. Based on the answers we assessed the survey results using SPSS and Microsoft Excel.
The survey was distributed randomly to 50 employees in United National Bank to guarantee the
coverage of most of the levels in the bank.However,only 32 questionnaire were answered. As per the
request of human resource management, the survey was distributed physically during work time to
UNB employees in different department ranging between frontline and back office.
3.4 Hypotheses
H0: The motivation factors do not affect the level of satisfaction of UNB employees
H1: The motivation factors affect the level of satisfaction of UNB employees
In order to test our hypothesis we used a regression analysis. Our dependent variable (y) denote the
overall job satisfaction, and our independent variables (x1to xn) denote the eleven motivational factors
that we developed using the literature review. our regression equation is as follow:
7. 4. Secondary Data- Literature Review
4.1 Motivation (Summary of both content and process theories of
motivation)
Job provides various benefit for a person such as income, social status, resources, self-esteem, social
support and moral satisfaction (Naylor, 1999, p.538). It also helps people achieve life balance, on the
contrary the absence of job and related benefits can harm their mental health. Therefore, it is
commonly considered better for individual’s mental health to have job, rather than not, because
unemployment is linked to anxiety, depression and in extreme cases even suicide. In order to succeed
in any set of goals, organization needs motivated employees. Motivated employees perform better
and more productive which leads to success and sustainability of organizations. A great complexity
is: something what motivates one individual may not necessarily motivate another and motivation by
nature is a dynamic process related to time. Therefore, continuous motivation of employees is one of
the key tasks for managers. The concept of motivation and its determining factors have always been a
field of researches issue of concern in the literature and several theories have been advanced in this
respect.
Motivation is an internal force describing a process that accounts for the intensity, direction, and
persistence of effort toward attaining a certain goal (Robbins, 2010). There are variety of theories,
trying to explain the sources and nature of motivation. All theories help to explain the behavior of
given people at given time. Most of literature reviews distinguish 2 types of major motivation
theories: content theories and process theories. Content theories such as the works of Maslow,
Herzberg, Alderfer and McClelland, focus on the nature of needs that influence person’s behaviour in
the workplace and processes aiming to satisfy them. Process theories include expectancy theory; goal
theory, equity theory and attribution theory are focused on identifying relationships among the
variables, which build up motivation. They study the behaviours that influence actions, emphasizing
on how the behavior is being initiated, directed and sustained. The other parameter classifies the
theories is their predictive strength. In other words how relevant is the given theory in order to
determine and explain productivity, satisfaction, turnover and other outcomes of motivation.
According to Dinibutun (2012) content theories do not provide us with clear explanation of
motivation. On the other hand, process theories provide an instrument for predicting different
variables related to motivation. Given the complexity of motivation, we consider all theories of
motivation, as all of them are important for effective manager in order to have an understanding of
nature of motivation and its relationship with different variables and motivate staff to fulfill work
effectively and willingly.
4.1.1 Content Theories
Maslow 's
Hierarchy of
Needs
Maslow (1954) in his hierarchy of Needs divide human needs into 5 groups
arranged in levels, and hierarchy of importance. The hierarchy is usually
shown as a pyramid. It illustrates how the needs are thinning as people move
up the hierarchy. It starts from physiological needs followed by safety needs,
social needs, and esteem needs and at the top of pyramid - a need for self-
8. actualization. The first two lower needs are called lower-order needs are
generally satisfied externally. On contrast, the higher-order needs such as
social, esteem and self-actualization are satisfied internally. The theory states
that already satisfied lower need cannot be longer a strong motivator (Marsh,
1978). The needs of the next level in the pyramid demand satisfaction and
become the motivators. Each time a person satisfied a level of need he
advanced up in the hierarchy of needs.
Alderfer’s
modified
hierarchy of
needs
Alderfer(1972) grouped Maslow’s needs into 3 levels: existence needs,
relatedness needs and growth needs. Existence needs are are associated
sustaining human survival and existence. It includes safety and physiological
needs of a material nature. Relatedness needs are associated with social
environment relationships. It involves affiliation, love, and feeling of
belonging, safety and relationships of esteem nature. Growth needs are
associated with the potential and its development and include self-esteem and
actualization of internal nature. On the contrast with Maslow Alderfer
suggests that even before lower level needs are satisfied a higher level needs
emerge and influence motivation.
Herzberg's two-
factor theory
Herzberg (1966) developed the work of Maslow and distinguishes between
the factors affecting motivation – satisfiers and hygiene factors preventing
from dissatisfaction. The first set of factors is called the “satisfiers”, also
named the “motivators”; those elements are linked to the nature of the work
itself and the rewards that employee’s gets for their performance at work. On
the other hand, the dissatisfaction factors, also called the “hygiene factors”;
those factors are related to the work environment such as salary, benefits, and
status etc.
McClelland’s
Theory of needs
David McClelland (1976) in his work emphasis on the higher level needs as
most important motivators. He proposed that specific needs are acquired over
a time and shaped by individual’s life experience. He distinguishes three
main motivational needs: need for achievement(nAch), need for
power(nPow) and need for affiliation(nAff). These needs varies in degrees in
all managers and workers, and this mix of needs characterizes an individual’s
behavior and style and, both in terms motivation others or being motivated.
The nAch is a predisposition to excel for success. This includes a need for a
sense of accomplishment and a need for feedback to progress and
achievement. The nPow includes such needs as: a need to be influential, need
for one’s ideas to prevail and to lead
4.1.2 Process Theories
Equity theory According to Adams (1963), motivation is influenced by individual’s sense of
fairness while comparing his/her effortsand rewards ratio with other people.
Cook & Parcel (1977) stated that equity theory focuses on people's feelings of
9. how fairly they have been treated in comparison with the treatment received by
others. People are strongly interested to maintain a balance between what they
perceive as a contribution, and their rewards. According to equity theory if a
person perceives an inequity, a drive or tension will be developed in the
person's mind; and the person will be motivated to eliminate or reduce
perceived inequity.
Expectancy
theory
According to Behling& Starke (1973), Expectancy theory suggests that the
extent to which person tend to act in a certain way depends on the strength of
his/her expectation of the outcome and its desirability. In other words, if people
want promotion, believe that high performance can lead to it, and believe if
they will be working hard they can achieve high performance – they will be
motivated to work harder.
Self-
determination
theory
Cognitive evaluation theory explains the effects of extrinsic motivators on
intrinsic motivation (Chirkov& al, 2003). However, the dichotomy between
extrinsic and intrinsic motivation had made the theory difficult to apply on
practice. Distinguishing extrinsic motivation between types that differ in their
degree of autonomy led to establishing self-determination theory. Central point
in this theory is the distinction between controlled and autonomous motivation.
Autonomy includes acting with a sense of volition as well as having the
experience of choice. When individual engages an activity because he/she finds
it interesting and does the activity fully volitionally. On the contrary, being
controlled means acting with a sense of pressure, a sense of being engaged in
the actions. It was found in experiments that the use of extrinsic rewards cause
controlled motivation(Gagne &Deci, 2005).Self-determination theory suggests
that controlled and autonomous motivations differ in terms their underlying
regulatory processes and experiences accompanied by them, and that behaviors
can be characterize by the degree to which they are controlled versus
autonomous.
Goal setting
theory
According to this theory, individuals’ goals must be aligned with the overall
goals of the organization (Locke, 2006).The goal theory suggests that once a
person aims to pursue a goal, the person mange his or her behavior in order to
reach the goal. Conducted studies proved that setting high, specific goals lead
to an increased level of task performance than when goals are easy, vague or
abstract. Sense of success at job occurs to the extent that person sees that
he/she is able to grow and face job challenges by following and achieving goals
that are meaningful and important.
Reinforcement
theory
Reinforcement theory study behavior as environmentally, externally caused
(Naylor, 1999). This theory links desired behavior to rewards thus encouraging
workers to act in a way that can benefit the company. The term “reinforcer”
relates to any stimulus that serves to increase the rate of responding. The theory
decrease the role of punishment as factor that influence the behavior and
10. suggests that a desired behavior increases with one of two types of
reinforcement: positive or a negative. Positive reinforce refers to a reward
following a desired behavior, which increases the possibility that such behavior
will repeat. The desired behavior can also be managed by using negative
reinforcement that involves efforts to lead person to the correct action in order
to avoid an undesired consequence.
4.2 MotivationalFactors
4.2.1 Recognition.
Ann and Larsen (1993, pp909-912) in the opinion survey conducted on 335 employee in the
department of surgical services through holding Myers-Briggs Type Indicator sessions to measure
ways of people using their minds, how they take in information and how they come to conclude that
information; found that job satisfaction levels of employees are enhanced when they feel appreciated
and praised for good work in climate of trust where they can expresses their ideas, suggestion and
opinions without fear of recrimination.
4.2.2 Pay and Benefits
Katzell et al. (1976) from the New York University conducted a survey on the issue of the
relationship between pay level and job satisfaction with a sample of 1533 workers including yearly
income data, results found to show the positive relationship between income and job satisfaction,
more over pay and benefits affects the outcome indirectly, as income level reflect on quality of work
life and associated with indirect effect on mental and health and overall life satisfaction, while pay
dissatisfaction can be easily predictable from the outcome and vise verse.
4.2.3 Work-Life Balance
Akram et al. (2013) applied a study on 100 Pakistani doctor in public hospital about job satisfaction
with the relation of work life balance in about 18 question. In the environment of growing economy
in Pakistan and increasing number of employment hours they found relationship between work to
family conflict and family to work conflict, the study found a negative relationship between job
satisfaction and work life balance where doctors having work life conflict reported a lower levels of
job satisfaction.
4.2.4 Participative decision making:
This literature review studies how the culture would affect participatory decision making and job
satisfaction. Westhuizen et al. (2011) concluded that oriented employees towards self-expression and
traditional values shows higher results in job satisfaction. Also it compares between Men and women
with the same traditional values and how the results differs between them. The study recommends
that multi-national organizations should have a good understanding of the effect of employee’s
culture on their Job satisfaction results.
11. 4.2.5 Job Security:
Noraishah et al. (2012) from University of Kebangsaan, Malaysia conducted a survey for 600
employees from different sectors to study the relationship between Employment security, Job
security and Job Satisfaction. The results implicates that there is no direct relationship between
employment security and job security, most of the participants in this study confirmed that the worry
is about securing their current jobs which also affects their job satisfaction levels.
4.2.6 Job Satisfaction and Promotions:
Kosteas (2011) from Clevland State University found a strong link between promotions and job
satisfaction, where employees showed a high level of job satisfaction if they recently (in the last 2
years) got a promotion with disregard of the wage. Moreover, if the employee believes in an
opportunity of having a promotion in the next 2 years it will be reflected in his job satisfaction level
positively as per the study, which proofs as well the high impact of expectations on employees’ level
of satisfaction. The study also highlights the relationship between promotions and increased positive
behavior for employees which could be a very effective way to increase employee’s positive
behaviors. The results of this study concludes that an improvement in employee’s financial and
employment situation is required in order to maintain a high level of satisfaction.
4.2.7 Personal achievement:
As per Tyilana (2005) from University of Johannesburg, personal achievement along with
recognition and work itself causes 88% of job satisfaction based on the study conducted on
journalistic staff in SouthAfrica using questionnaires. These results reveal the strong relationship
between personal achievement and job satisfaction and motivation.
4.2 Job satisfaction
The definitions of job satisfaction differ among scholar. The reason behind the different perception
of this concept is related to diverse ethics, beliefs, values and points of interest between scientists and
scholars to associate the circumstances of the nearby environment that are believed to be important
components in defining and measuring job satisfaction (Al-Jenaibi, 2010). According to Locke
(1976), Job satisfaction can be defined as an agreeable or optimistic attitude resulting from the
evaluation of one’s job or his/her experience. Hence, job satisfaction can be considered an emotional
response of an employee to several features of his/her work situation (Oudejans, 2007). Consistent
with Organ & Near (1985), job satisfaction has two different dimensions: affective and cognitive
(Bagozzi, 1978). Traditionally, attitudes have been demonstrated as comprising of affective,
cognitive and behavioral factors. Yet, recent studies approved that the primary components of
attitudes are affective and cognitive whereas behavioral components are considered as a consequence
(Tekell, 2008). The affective components of job satisfaction accounts for the feelings of people
related with their job plus the intrinsic attractiveness or averseness of those emotions and feelings
(Bagozzi, 1978). On the other hand, cognitive components of job satisfaction accounts for the
discrepancy between the perceived beliefs or thoughts about the characteristics of a job compared
with a standard or expectation (Tekell, 2008). Recently, some researches have argued that job
satisfaction include an evaluative judgment components (Millar &Tesser, 1989). On the same stream,
Weiss (2002) defined job satisfaction as “a positive (or negative) evaluative judgment one makes
about one's job or job situation”. Employees evaluate their work environment daily, and are often
more active when they hear about the appearance of an attitude object (i.e.: CEO, or boss) (Tekell,
2008).Job satisfaction has two main theories: discrepancy theory, situational occurrences theory
(Springer, 2010)
12. 4.2.1 Discrepancy Theory
Lawler’s discrepancy theory suggests that job satisfaction is established by a motivational framework
as an employee measures his/her job satisfaction considering what he/she gets and compares it to
what the employee thought he/she deserved (Steven, 2008, p.30) Job dissatisfaction occurs when the
actual satisfaction is lower than the expected. The theory advocates that an employee’s job
satisfaction or dissatisfaction derives from what they perceive as essential, valuable, beneficial, or
worthwhile instead of the fulfilment or un-fulfilment of what they actually need (Jenaibi, 2010). This
theory denoted that work satisfaction is measured by each individual’s own inherent values as one
employee may feel fulfilled in a particular job whereas may feel unsatisfied in the same job (Yip,
Goldman, & Martin, 2010).
4.2.2 Situational Occurrences Theory:
The Situational Occurrences Theory retains that job satisfaction is determined by “situational
characteristics” and “situational occurrences”. Situational Characteristics comprises the job
characteristics that candidate tend to assess before accepting the job offer such as salary, benefits,
promotional opportunities, company policies, supervision, and working condition (Quarstein& al,
1992). Those facets are noted to be stable and permanent in the work environment. While situational
occurrences stands for the job characteristics that are not pre-assessed since they arise after the
candidate has accepted the job, and they are unanticipated and may be surprising for the employee.
The latter factor can be either positive or negative. Negative facets tend to be temporary features of
the working situation such as broken equipment, rude remark by supervisors, changing policies etc.
(Springer, 2010). Positive facets are also temporary aspects of the working environment such as
providing lunch as a way to say thanks, or placing new equipment for the use of employees.
Bhatti & al (2012) study on 200 bankers to evaluate the relationship between the independent
variables which are “job characteristics” (Task Identity, Task significance, Skill Identity, Autonomy
and Feedback) and the dependent variables “personal outcomes” (General Satisfaction, Growth
Satisfaction, And Internal Work Motivation). The study revealed that the Job characteristics have a
positive and a significant impact on the personal outcomes. However, Job characteristics have a less
significant effect on the growth satisfaction.
Another interesting study by Abdulla & al (2010) examined the determinants of job satisfaction of
the Dubai police. The main objective of this research was to assess the association between job
satisfaction and two types of factors: environmental and demographic. They concluded that the job
satisfaction is better-predicted using environmental factors rather than demographics. The study
found out that salary and variety in the task performed are the most significant determinants of job
satisfaction. The researchers argued that in a collectivist culture such as UAE, job satisfaction can be
caused by both intrinsic and extrinsic factors.
4.3 The relationship betweenmotivation and job satisfaction
A research was conducted to examine the relationship between motivators and hygiene factors of
Herzberg’s two-factor theory and job satisfaction on Malaysian Gen-Y employees. The study
concluded that the motivators’ factors affected significantly the intrinsic job satisfaction of
employees. However, the relationship between hygiene factors and the employees’ extrinsic job
satisfaction was found to be not significant which is mainly due to the different perception of job
security and the distinctive practice of career development (Golshan et al, 2011).
13. Accordingly, a survey was distributed to 6,000 administrative staff member working in Punjab
University in order to assess all motivators and hygiene factors of Herzberg’s theory. The study
revealed that there is a significant relationship between all the intrinsic motivational factors (work
itself, professional growth, responsibility, opportunity for advancement, and good feeling about
organization) and the overall job satisfaction. On the other hand, the study concluded that the
relationship between the hygiene factors and the employee job satisfaction is insignificant. In
addition, job satisfaction was found to be significantly different among gender with female
employees being more satisfied about their job than male employees. Higher Job satisfaction was
noted in employees with higher academic qualification and with an experience ranging from 5 to 10
years (Nawaz et al, 2010).
In contrast, According to Azash, et al (2011), the relationship between motivation factors and job
satisfaction in the banking sectors was found to be significant. Achievement was ranked as the most
important motivational factor followed by advancement, interpersonal relations, working conditions,
policy, and personal life. In addition, Job satisfaction was mainly connected to the gratification and
to the fulfilment of needs.
Jehanzeb et al (2012) research on 568 employees from both public and private banks of Saudi Arabia
examined the impact of rewards and motivation on Job satisfaction. The study found out that the
degree of rewards has a positive significant effect on Motivation, and that motivation is significantly
related to job satisfaction. They concluded that the economic or financial rewards are the most
important factor of motivation for employees in the Banking sector.
Springer (2010) research on 1,500 employees from 70 banks investigated the relationship among job
motivation, job satisfaction, and Job performance along with assessing other variables (gender, age
salary, and stress level) using quantitative method. The study concluded that both job motivation and
job satisfaction have a significant positive effect on Job performance. Banks’ managers and
psychologists may be able to increase the Job performance by exploring and enhancing the
mechanism behind job motivation and job satisfaction.
4.4 Conclusionfrom SecondaryData
We are more interested in the case by Azash et al (2011), which assessed the impact of various
motivational factors on the job satisfaction of public and private sector employees in banks. They
concluded that achievement is the most important motivational factor perceived by banks’ employees
followed by promotional opportunity, interpersonal relations with co-workers, working conditions,
work life balance, and recognition. These results are consistent with Tyliana’s (2005) findings since
she concluded that personal achievement along with recognition triggers 77% of the job satisfaction.
According to her study, achievement alone contributes 41% to job satisfaction. Recognition is a
driving factor of job satisfaction since this latter is enhanced when employees feel appreciated and
praised for good work (Ann and Larsen,1993).In addition, many scholars agreed that promotional
opportunity is one of the driving factors of job satisfaction (Nawaz et al, 2010). As reported by
Kosteas (2011), employees presented a high level of job satisfaction if they have been recently
promoted (in the last 2 years). In addition, kosteas (2011) found that if the employee believes that he
will be promoted in the next 2 years he/she would show a positive behavior. According to Katzell et
al. (1976), pay and benefits affects the overall satisfaction indirectly since the income level reflects
the quality of work life. Thus, pay and benefits “must best strategically readjusted to attain the
organizational goals, boost employee’s motivation to perform their job better and enhance
satisfaction with their jobs” (Jehanzeb et al, 2012).
14. The secondary data helped us to answer our research question (To determine the most influential
motivation factors on job satisfaction). From the above secondary data analysis, we can conclude that
Motivation factors affects significantly the job satisfaction.
5. Primary Data
5.1 Findings (First part graphically analyzing the answers + testing the
hypothesis
Overall level of Job satisfaction):
With respect to our objective, the second part of the survey focuses on determining the level of job
satisfaction in UNB. The respondents were asked to classify their level of satisfaction by answering
questions about their enthusiasm to go to job every day, their enjoyment of performing tasks, and the
variety of tasks assigned. And finally based on the latter factors, respondents had to rate their overall
satisfaction from « very low » to « high ». Our findings were compared to the results of the employee
satisfaction survey in the Middle East done by ‘bayt.com’ (2012).
The pie chart above represent the level of the overall satisfaction of our sample in UNB. We can
notice that 19% of UNB employees are “highly satisfied”, 53% are somewhat satisfied, 25% are
dissatisfied and 3% are highly dissatisfied. Our findings are slightly consistent with the Middle East
job satisfaction survey done by bayt where 42.1% of employees were dissatisfied about their job,
31% of respondents stated that they were somewhat satisfied, and 26.9% were very satisfied. We can
note a significant difference among employees stating that they are highly satisfied which is mainly
due to the fact that the Middle East survey is using a large sample of 13,655, and the survey was
distributed to employees in different industries. However, we can conclude, that the percentages of
satisfied employees in the Middle East and in our case UNB are higher than the dissatisfied ones.
15. 5.1.1 Motivation Factors:
This Motivation Factors Bar-Chart is comparing and summarizing the different levels of UNB
employees’ satisfaction with regard to each of the 11 motivation factors investigated in this research,
where our findings is compared for each motivation variable individually to the results of the
employee Motivation survey in the Middle East and North Africa (MENA) done by
‘bayt.com’(2013).
16. Recognition is one of the motivation derivers across MENA, where 47% of MENA employees
considered both formal and informal recognition provided by their organizations as one of the most
important motivation drivers (Bayt.com 2013).
Our research found that 97% of UNB employees were ranging between highly satisfied and satisfied
about the level of recognition within UNB which is considered higher than MENA average
reportedly to be 64% of MENA employees are reportedly satisfied about level of recognition with
their organizations according to Bayt.com (2013).
On the other hand 13% of UNB employees were partially satisfied & 3% were partially dissatisfied
reflecting that the general level of dissatisfaction about recognition within UNB is lower than MENA
average reportedly to be 36% of MENA employees are ranging between partially dissatisfied to
strongly dissatisfied about level of recognition with their organizations according to Bayt.com
(2013).
17. According to Bayt.com motivation report (2013) 75% of employees in UAE reported work-life
balance as very important factor of motivation and 22% considered it as important against only 3 %
considered work-life balance as slightly or not important factor of motivation.
Our research found that 66% of UNB employees were ranging between highly satisfied and satisfied
about the level of work-life balance within UNB which is nearly matching with the reported 60% of
MENA employees satisfied about level of work-life balance provided by their organizations
according to Bayt.com (2013).
On the other hand 25% of UNB employees were partially satisfied & 9% were partially dissatisfied
reflecting that the general level of dissatisfaction about work-life balance provided
5.1.2 Overall Motivation
18. Results of analysis of the overall level of motivation based on our sample are represented in a pie-
chart #4, 72% of employees positively ranked their level of overall motivation, where 19% of which
answered “Very motivated”. We took statistical data for employees working in different sectors in
UAE from the most recent Employee Motivation Report to have a reference point of comparison
(Bayt, 2013). It shows that 58% of the respondents are highly or moderately motivated in the
everyday work. We can notice that the overall level of motivation of UNB is higher than the
country’s average.
5.1.3 RegressionFindings
H0: The motivation factors do not affect the level of satisfaction of UNB employees
H1: The motivation factors affect the level of satisfaction of UNB employees
The Regression results aiming on the relationships between the overall level of job satisfaction of
Union National Bank employees’ and their job motivation.
By examining the F statistic in the regression analysis results showed above, we can conclude that
the overall model is statistically significant at a level of 95% confidence interval since significance is
(0.012 is less than 0.05). Therefore, we are 95% confident that the overall level of job satisfaction is
affected by the different motivational factors. Moreover, we can notice from table 1 in the appendix
that R square is 63.7% which means that 63.7% of the variability in the overall level of job
satisfaction is explained by the independent variables (recognition, work-life-balance, feedback
quality, pay and benefits, relationship with co-workers, participative decision making, security,
empowerment, personal achievement, promotion opportunities, and supervision). By examining the
coefficient of each independent variable showed in table 2 in the appendix, we can conclude that
promotional opportunity have the highest impact on job satisfaction followed by participative
Decision Making, feedback, and pay and benefits. Our results are slightly consistent with Abdulla &
al study about “the determinants of job satisfaction in UAE” (2010), they found that salary and
incentives have the highest impact on job satisfaction followed by supervision, relationship with co-
workers, promotional opportunity. Promotional opportunity seems to have a high impact on job
satisfaction in our study since it is the goal of most employees and that an individual performance is
correlated with his the level to which he believes that his performance will affect any future
19. promotional opportunity (Vroom, 1982). According to our regression results, personal achievement
seem to have the weakest impact on job satisfaction followed by supervision and security.
5.2 Conclusionfrom primary data
When collectively looking at the primary data of UNB, our team found that UNB employees overall
level of job satisfaction is matching with MENA average level for employee job satisfaction
reportedly at 73% satisfaction level and this is attributed to the fact that
UNB employees have above average levels of satisfaction concerning seven of the studied
motivation factors Level of Recognition provided by UNB (97% in UNB against 64% for UAE),
Relationship with Co-workers (96% in UNB against 85% for MENA), Level of Empowerment (95%
in UNB against 67% for MENA), Job Security (91% in UNB against 61% for MENA), Quality of
Feedback (88% in UNB against 52% for MENA) , Quality of Supervision (79% in UNB against 59%
for MENA) and Work-life balance provided by UNB (66% in UNB against 60% for UAE).
On the other hand, UNB employees levels of satisfaction for the other remaining four studied
motivation factors nearly matched with MENA averages, where Pay & Benefit levels (56% in UNB
against 48% for MENA), Promotion opportunities level (59% in UNB against 56% for MENA) and
Level of Participative decision Making within UNB (65% in UNB against 62% for MENA) wit
exception for the Level of Personal Achievement which is below MENA average (78% in UNB
against 86% for MENA).
Taking in consideration the matching between results of the regression analysis conducted earlier in
our research paper (i.e. concluding that promotional opportunity have the highest impact on job
satisfaction followed by participative Decision Making, feedback, pay and benefits) and primary data
findings about the considerable level of dissatisfaction by UNB employees about Pay & Benefit
levels (44% of employees dissatisfied), Promotion opportunities level (41% of employees
dissatisfied), Level of Participative decision Making (35% of employees dissatisfied) and Level of
Personal Achievement (22% of employees dissatisfied) give a room for UNB management to
enhance UNB Employees job satisfaction level through tackling issues related to these four
motivation factors.
6. Recommendation
According to the results we found from analyzing survey data, pay and benefits factor was the
number one factor for job dissatisfaction by 44%.therefore, UNB should conduct a full review for
salaries and benefits being paid to the employees to maintain better job satisfaction results in future
As a result of dissatisfaction based on pay and benefits factor, employees are expected to show a high
level of turnover in the near future specially the economy in UAE is recovering from the last
recession and competitor banks would be ready to pay more for experienced employees.
The 2nd
highest factor is promotional opportunity with a 41% dissatisfaction level, UNB can start
planning for preparing the promotional reviews which should reflect positively in job satisfaction
levels among the employees. As per Kosteas (2011) job satisfaction level increased dramatically
based on employee’s believes that they are getting a promotion in the next 2 years. Therefore UNB
should plan promotional opportunities for employees to grow in their career every two years
20. Participation in decision making ranked number three of the highest job dissatisfaction factors. As
per Westhuizen et al. (2011), finding ways to involve employees in decision-making differs based on
culture, gender, position and other factors. Therefore, Managers working within a multi-cultural
background be aware of the culture of human resource.UNB should design opportunities where
employees can contribute in the Decision-making process by implicating employees in workshops,
meetings, conferences, or anywhere it is rationally conceivable to involve them from conception to
application of decisions (Tyliana, 2005).
UNB should also improve the recognition of employees’ work and their sense of personal
achievement. UNB can improve the recognition by sending ‘thank you emails’, public thanks for
well-done work or great ideas in employee regular meetings, share positive feedback about
employees received from external clients, and initiate achievement awards for individuals and team.
UNB should enhance Personal achievement by initiating training and mentoring programs for
employees, setting clear challenging goals, and determining the employee of the month.
7. Limitations
The main constraints that have been faced during data collection are listed here under:
1. Time constraint: due to time constraint, the impact of demographic variables such as age,
gender, experience, and managerial level left unexplored. Hence, upcoming studies should
investigate the impact of those demographic variables on the job satisfaction and motivation.
2. Unwillingness of respondents to answer the survey: from 50 surveys distributed
only 32 were collected.
3. Human resource constraint: we were allowed to give physical questionnaire to the bank
employees during work time and we were not allowed to send the questionnaire by email to
employees’ business emails.
4. Self-reported data: this study depended essentially on self-reported data as a result the
answers may be biased.
8. Conclusion
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