A project report on job satisfaction of employees in dena bank

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A PROJECT REPORT ON
“A Study on Job satisfaction of employees in Dena bank”
A project report submitted in partial fulfillment of the requirements
For the award of the degree of
MASTER OF MANAGEMENT STUDIES
SUBMITTED
TO
UNIVERSITY OF MUMBAI
SUBMITTED BY,
Mr. Sujay Shekar Shetty
ROLL NO- 8028
PROJECT GUIDE
Prof. Rajvilas Kadam
Faculty in MMS Department
Sir M Visvesvaraya Institute of Management studies and research
Wadala (West), Mumbai – 400 031

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CERTIFICATE
This is to verify that the study presented by Sujay Shetty to the University of Mumbai in part
completion of two year full time degree of MMS specializing in Human resources under the
title of Project report on “ A Study on job satisfaction of employees in Dena Bank” has
been done under my guidance.
To the best of my Knowledge, the project is in the nature of original work that has not so far
been submitted for any degree in the institute or any other university.
Signature of the candidate
(Sujay Shetty)
Signature of the guide
(Prof. Rajvilas Kadam)

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DECLARATION
I, Mr. Sujay Shetty, studying in the second year of Masters of Management studies course in
the academic year 2017-2019 at Sir M Visvesvaraya Institute of Management Studies and
Research, Wadala hereby declare that the project report entitle “A Study on job satisfaction
of employees in Dena Bank” submitted by me is in partial fulfillment of the requirement for
the award of degree of Master of Management Studies under the guidance of Prof.
Rajvilas Kadam, is my original work & the conclusion drawn therein are based on the
material collected by myself.
The report submitted is my own work & has not been duplicated from any other source. I
shall be responsible for any unpleasure moment/situation.
Place: Mumbai
Date:
Signature
(Sujay Shetty)

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ACKNOWLEDGEMENT
First and foremost, I would like to express my sincere gratitude and thanks towards the
UNIVERSITY OF MUMBAI for introducing a course like MMS and giving all the students
a base and a platform to keep updated with the changing business scenario.
I would like to express my gratitude and sincere thanks to my Project Guide Prof. Rajvilas
Kadam, Faculty – HR, SVIMS for instilling confidence in me to carry out this study and
extending valuable guidance and encouragement from time to time without which it would
not have been possible to undertake and complete this project.
I express my deepest thanks to Pournima Mam, Former SR HR Manager in Dena Bank
Thane Zonal Office for taking part in useful decision and giving necessary advices and
guidance and arranged all facilities to make life easier. I choose this moment to acknowledge
her contribution gratefully. I would also express my thanks to MR. Purshotam sir, Zonal
Manager in Dena Bank Thane Zonal Office and MR. Sunil sir, Deputy Zonal Manager
in Dena Bank Thane Zonal Office.
It is my radiant sentiment to place on record my best regards, deepest sense of gratitude to
MR. Santosh Gawankar Sir (Officer in Dena Bank Thane Zonal Office), MR.
Mahendra Sir ( SWO at Dena Bank Thane Zonal Office), MS. Lata mam (SWO at Dena
Bank Thane Zonal office) for their careful and precious guidance which were extremely
valuable for my study both theoretically and practically.
Sujay Shetty

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Executive summary
The project aims at understanding job satisfaction of employees in Dena Bank. It is a review
based on theory as well as industry outlook of job satisfaction of bank.
The report starts with introduction and literature review of job satisfaction that outlines its
most of details related to job satisfaction.
Further is job satisfaction of Dena bank collected through various primary and secondary
data. Sources have been included in the report which gives fair idea related to Job satisfaction
being followed.
Last, the conclusions and references have been mentioned.

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Table of contents
Sr.No. Contents Page
NO.
1 Introduction 7
2 Objectives of the Project 8
3 Scope of the study 9
4 Research Methodology 10
5 Review of Literature 11
6 Banking industry in India 12
7 Introduction of Dena Bank 19
8 Zonal office 35
9 Job Satisfaction in Dena Bank 40
10 Questionnaires 47
11 Data analysis 51
12 Research findings 67
13 Recommendation and Suggestions 69
14 Limitation of study 70
15 Conclusion 71
16 Reference 72

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1. Introduction
The project is entitled to a study on job satisfaction of employees in Dena Bank. The Job
satisfaction is a measure of workers contentedness with their job.
Job satisfaction is more of a journey, not a destination as it applies to both employees and
employer. The need of the study is to know detailed about job satisfaction of employees in
Dena Bank.
The study is very important from any organization prospective. This study is very useful as it
helps to understand employee‘s perspective towards Dena Bank.
Job satisfaction in regards to one‘s feeling of state of mind regarding nature of their work. It
can be influenced by variety of factors like quality of one‘s relationship with the supervisor,
quality of physical environment in which they work, degree of fulfillment in their work etc.
Positive attitude towards job are equivalent to job satisfaction whereas negative attitude
towards jobs has been defined variously from time to time. In short, Job satisfaction is
person‘s attitude towards work.
Job satisfaction is an attitude which results from balancing and summation of many specific
likes and dislikes experienced in connection with the job – their evaluation may largely upon
one‘s success or failure in the achievement of personal objectives and upon perceived
combination of the job and combination towards these ends.
It is an important indicator of how employees feel about their job and a predictor of work
behavior such as organizational citizenship, Absenteeism, Turnover.
Job satisfaction benefits the organization includes reduction in complaints and grievances,
Absenteeism, turnover and termination as well as improved punctuality and worker morale.
Job satisfaction is also linked with healthier work force and has been found to be a good
indicator of longevity.
Job satisfaction is not synonyms with organizational morale, which the possessions of feeling
have being accepted by belonging and to a group of employees through adherence to
common goals and confidence in desirability of these goals.
Morale is the by - product of the group, while job satisfaction is more an individual state of
mind.
I choose this topic because Dena Bank is one of the Reputed Public Sector Bank. This Bank
deals with many of the fields in finance. It is not easy to get data from this bank. So I met
with employees through employee survey.

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2. Objectives of the project
1. To study job satisfaction with respect to relationship between management and
employees.
2. To measure job satisfaction with respect to promotion opportunities.
3. To find out satisfaction level of employees with respect to welfare measures,
participation in decision making and career advancement.
4. To find out job satisfaction of the employees in relation to working environment.
5. To find out the satisfaction level of employees with respect to job security.
6. To know the employee satisfaction with respect to the present compensation package
provided by the company.

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3. Scope of the study
1. Job satisfaction is an important output that employees work for Organization.
2. It comprises of extrinsic and intrinsic factors and helps maintain able and willing
work forces.
3. It is an interesting and significant area for conducting research.
4. The study made on topic of job satisfaction will reveal the factor of feelings of
employees.
5. The report is useful to the management of the company to know the satisfaction levels
of employees and they can make measures to increase productivity.

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4. Research Methodology
The method adopted to conduct this study may be classified in to 2 types. The information
has been gathered through two sources.
1. Primary data.
2. Secondary data.
1. Primary data - The primary data has been collected through personal interview and by
observation and training through visiting Bank.
2. Secondary data - Sources of secondary data like newspaper, magazines, books,
Internet are collected.

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5. REVIEW OF LITERATURE
Different authors give various definitions of job satisfaction. Some of them are taken from
the book of D.M. Pestonjee Motivation and Job Satisfaction´ which are given below:
According to Weiss ,Job satisfaction is defined as ―a pleasurable, emotional, state
resulting from appraisal of one‘s job.An effective reaction to one‘s job‖.
According to Blum and Naylor, Job satisfaction is general attitude, which is the result of
many specific attitudes in three areas namely:
A. Specific job factors.
B. Individual characteristics.
C. Group relationship outside the job.
According to Glimmer, Job satisfaction is defined, ―as it is result of various attitudes the
person hold towards the job, towards the related factors and towards the life in general‖.
According to Mr. Smith, ―Job satisfaction is defined as any contribution, psychological,
physical, and environmental circumstances that cause a person truthfully say, ―I am
satisfied with my job‖.
According to Locke, ―Job satisfaction is defined as a pleasurable or positive state of mind
resulting from appraisal of one‘s job or job experiences‖.

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6. Banking industry in India
Pre Independence Era:
During the period of British rule merchants established the Union Bank of Calcutta in
1829, first as a private joint stock association, then partnership. Its proprietors were the
owners of the earlier Commercial Bank and the Calcutta Bank, who by mutual consent
created Union Bank to replace these two banks. In 1840 it established an agency at
Singapore, and closed the one at Mirzapore that it had opened in the previous year. Also in
1840 the Bank revealed that it had been the subject of a fraud by the bank's accountant. Union
Bank was incorporated in 1845 but failed in 1848, having been insolvent for some time and
having used new money from depositors to pay its dividends.
The Allahabad Bank, established in 1865 and still functioning today, is the oldest Joint Stock
bank in India; it was not the first though. That honour belongs to the Bank of Upper India,
which was established in 1863 and survived until 1913, when it failed, with some of its assets
and liabilities being transferred to the Alliance Bank of Shimla.
Foreign banks too started to appear, particularly in Calcutta, in the 1860s. Grindlay
Bank opened its first branch in Calcutta in 1864. The Comptoir d'Escompte de Paris opened a
branch in Calcutta in 1860, and another in Bombay in 1862; branches followed
in Madras and Pondicherry, then a French possession. HSBC established itself in Bengal in
1869. Calcutta was the most active trading port in India, mainly due to the trade of the British
Empire, and so became a banking center.
The first entirely Indian joint stock bank was the Oudh Commercial Bank, established in
1881 in Faizabad. It failed in 1958. The next was the Punjab National Bank, established
in Lahore in 1894, which has survived to the present and is now one of the largest banks in
India.
Around the turn of the 20th Century, the Indian economy was passing through a relative
period of stability. Around five decades had elapsed since the Indian rebellion, and the social,
industrial and other infrastructure had improved. Indians had established small banks, most of
which served particular ethnic and religious communities.
The presidency banks dominated banking in India but there were also some exchange banks
and a number of Indian joint stock banks. All these banks operated in different segments of
the economy. The exchange banks, mostly owned by Europeans, concentrated on financing
foreign trade. Indian joint stock banks were generally under capitalised and lacked the
experience and maturity to compete with the presidency and exchange banks. This
segmentation let Lord Curzon to observe, "In respect of banking it seems we are behind the

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times. We are like some old fashioned sailing ship, divided by solid wooden bulkheads into
separate and cumbersome compartments.
The period between 1906 and 1911 saw the establishment of banks inspired by
the Swadeshi movement. The Swadeshi movement inspired local businessmen and political
figures to found banks of and for the Indian community. A number of banks established then
have survived to the present such as Catholic Syrian Bank, The South Indian Bank, Bank of
India, Corporation Bank, Indian Bank, Bank of Baroda, Canara Bank and Central Bank of
India.
The fervour of Swadeshi movement led to the establishment of many private banks
in Dakshina Kannada and Udupi district, which were unified earlier and known by the name
South Canara (South Kanara) district. Four nationalised banks started in this district and also
a leading private sector bank. Hence undivided Dakshina Kannada district is known as
"Cradle of Indian Banking".
The inaugural officeholder was the Britisher Sir Osborne Smith (1 April 1935), while C. D.
Deshmukh (11 August 1943) was the first Indian governor. On September 4, 2016, Urjit R
Patel begins his journey as the new RBI Governor, taking charge from Raghuram Rajan.
During the First World War (1914–1918) through the end of the Second World War (1939–
1945), and two years thereafter until the independence of India were challenging for Indian
banking. The years of the First World War were turbulent, and it took its toll with banks
simply collapsing despite the Indian economy gaining indirect boost due to war-related
economic activities. At least 94 banks in India failed between 1913 and 1918 has been
indicated
Post-Independence era:
During 1938-46, bank branch offices trebled to 3,469 and deposits quadrupled to ₹962 crore.
Nevertheless, the Partition of India in 1947 adversely impacted the economies
of Punjab and West Bengal, paralysing banking activities for months.
India's independence marked the end of a regime of the Laissez-faire for the Indian banking.
The Government of India initiated measures to play an active role in the economic life of the
nation, and the Industrial Policy Resolution adopted by the government in 1948 envisaged
a Mixed Economy. This resulted in greater involvement of the state in different segments of
the economy including banking and finance. The major steps to regulate banking included:
 The Reserve Bank of India, India's central banking authority, was established in April
1935, but was nationalized on 1 January 1949 under the terms of the Reserve Bank of
India (Transfer to Public Ownership) Act, 1948 (RBI, 2005b).

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 In 1949, the Reserve Bank of India was enacted, which empowered the Reserve Bank of
India (RBI) "...to regulate, control, and inspect the banks in India."
 The Banking Regulation Act also provided that no new bank or branch of an existing
bank could be opened without a license from the RBI, and no two banks could have
common directors.
Nationalisation in the 1960s:
Despite the provisions, control and regulations of the Reserve Bank of India, banks in India
except the State Bank of India (SBI), remain owned and operated by private persons. By the
1960s, the Indian banking industry had become an important tool to facilitate the
development of the Indian economy. At the same time, it had emerged as a large employer,
and a debate had ensued about the nationalisation of the banking industry. Indira Gandhi, the
then Prime Minister of India, expressed the intention of the Government of India in the
annual conference of the All India Congress Meeting in a paper entitled "Stray thoughts on
Bank Nationalization. The meeting received the paper with enthusiasm.
Thereafter, her move was swift and sudden. The Government of India issued an ordinance
('Banking Companies (Acquisition and Transfer of Undertakings) Ordinance, 1969')
and nationalised the 14 largest commercial banks with effect from the midnight of 19 July
1969. These banks contained 85 percent of bank deposits in the country. Jayaprakash
Narayan, a national leader of India, described the step as a "masterstroke of political
sagacity." Within two weeks of the issue of the ordinance, the Parliament passed the Banking
Companies (Acquisition and Transfer of Undertaking) Bill, and it received
the presidential approval on 9 August 1969.
A second dose of nationalisation of 6 more commercial banks followed in 1980. The stated
reason for the nationalisation was to give the government more control of credit delivery.
With the second dose of nationalisation, the Government of India controlled around 91% of
the banking business of India. Later on, in the year 1993, the government merged New Bank
of India with Punjab National Bank. It was the only merger between nationalised banks and
resulted in the reduction of the number of nationalised banks from 20 to 19. Until the 1990s,
the nationalised banks grew at a pace of around 4%, closer to the average growth rate of the
Indian economy.

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Liberalisation in the 1990s:
In the early 1990s, the then government embarked on a policy of liberalisation, licensing a
small number of private banks. These came to be known as New Generation tech-savvy
banks, and included Global Trust Bank (the first of such new generation banks to be set up),
which later amalgamated with Oriental Bank of Commerce, UTI Bank (since renamed Axis
Bank), ICICI Bank and HDFC Bank. This move, along with the rapid growth in the economy
of India, revitalised the banking sector in India, which has seen rapid growth with strong
contribution from all the three sectors of banks, namely, government banks, private banks and
foreign banks.
The next stage for the Indian banking has been set up, with proposed relaxation of norms for
foreign direct investment. All foreign investors in banks may be given voting rights that
could exceed the present cap of 10% at present. It has gone up to 74% with some restrictions.
The new policy shook the Banking sector in India completely. Bankers, till this time, were
used to the 4–6–4 method (borrow at 4%; lend at 6%; go home at 4) of functioning. The new
wave ushered in a modern outlook and tech-savvy methods of working for traditional banks.
All this led to the retail boom in India. People demanded more from their banks and received
more.
Current period:
The Indian banking sector is broadly classified into scheduled banks and non-scheduled
banks. All banks included in the Second Schedule to the Reserve Bank of India Act, 1934 are
Scheduled Banks. These banks comprise Scheduled Commercial Banks and Scheduled Co-
operative Banks. Scheduled Co-operative Banks consist of Scheduled State Co-operative
Banks and Scheduled Urban Cooperative Banks. Scheduled Commercial Banks in India are
categorised into five different groups according to their ownership and/or nature of operation:
 State Bank of India and its Associates
 Nationalised Banks
 Private Sector Banks
 Foreign Banks
 Regional Rural Banks
 Small Finance Banks
Adoption of banking technology in India:
The IT revolution has had a great impact on the Indian banking system. The use of computers
has led to the introduction of online banking in India. The use of computers in the banking
sector in India has increased many fold after the economic liberalisation of 1991 as the

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country's banking sector has been exposed to the world's market. Indian banks were finding it
difficult to compete with the international banks in terms of customer service, without the use
of information technology.
The RBI set up a number of committees to define and co-ordinate banking technology. These
have included:
1. In 1984 was formed the Committee on Mechanisation in the Banking Industry
(1984) whose chairman was Dr. C Rangarajan, Deputy Governor, Reserve Bank of
India. The major recommendations of this committee were
introducing MICR technology in all the banks in the metropolises in India. This
provided for the use of standardised cheque forms and encoders.
2. In 1988, the RBI set up the Committee on Computerisation in Banks (1988) headed
by Dr. C Rangarajan. It emphasised that settlement operation must be computerised in
the clearing houses of RBI
in Bhubaneshwar, Guwahati, Jaipur, Patna and Thiruvananthapuram. It further stated
that there should be National Clearing of inter-
city cheques at Kolkata, Mumbai, Delhi, Chennai and MICR should be made
operational. It also focused on computerisation of branches and increasing
connectivity among branches through computers. It also suggested modalities for
implementing on-line banking. The committee submitted its reports in 1989 and
computerisation began from 1993 with the settlement between IBA and bank
employees' associations.
3. In 1994, the Committee on Technology Issues relating to Payment systems, Cheque
Clearing and Securities Settlement in the Banking Industry (1994) was set up under
Chairman W S Saraf. It emphasised Electronic Funds Transfer (EFT) system, with the
BANKNET communications network as its carrier. It also said that MICR clearing
should be set up in all branches of all those banks with more than 100 branches.
4. In 1995, the Committee for proposing Legislation on Electronic Funds Transfer and
other Electronic Payments (1995).
again emphasised EFT system.
5. In July 2016, Deputy Governor Rama Gandhi of the Central Bank of India "urged
banks to work to develop applications for digital currencies and distributed ledgers."
Automated teller machine growth:
The total number of automated teller machines (ATMs) installed in India by various banks as
of end June 2012 was 99,218. The new private sector banks in India have the most ATMs,
followed by off-site ATMs belonging to SBI and its subsidiaries and then by nationalised
banks and foreign banks, while on-site is highest for the nationalised banks of India.
Cheque truncation initiative:
In 2008 the Reserve Bank of India introduced a system to allow cheque truncation—the
conversion of checks from physical form to electronic form when sending to the paying

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bank—in India, the cheque truncation system as it was known was first rolled out in the
National Capital Region and then rolled out nationally.
Expansion of banking infrastructure:
Physical as well as virtual expansion of banking through mobile banking, internet banking,
and tele banking, bio-metric and mobile ATMs is taking place since last decade and has
gained momentum in last few years.
2016 Indian Banks data breach:
A huge data breach of data of debit cards issued by various Indian banks was reported in
October 2016. It was estimated 3.2 million debit cards were compromised. Major Indian
banks- SBI, HDFC Bank, ICICI, YES Bank and Axis Bank were among the worst hit. Many
users reported unauthorized use of their cards in locations in China. This resulted in one of
the India's biggest card replacement drive in banking history. The biggest Indian bank State
Bank of India announced the blocking and replacement of almost 600,000 debit cards.
Government Initiatives:
1. A new portal named 'Udyami Mitra' has been launched by the Small Industries
Development Bank of India (SIDBI) with the aim of improving credit availability to
Micro, Small and Medium Enterprises' (MSMEs) in the country.
2. Mr. Arun Jaitley, Minister of Finance, Government of India, introduced 'The Banking
Regulation (Amendment) Bill,2017', which will replace the Banking Regulation
(Amendment) Ordinance, 2017, to allow the Reserve Bank of India (RBI) to guide
banks for resolving the problems of stressed assets.
3. Under the Union Budget 2018-19, the government has allocated Rs 3 trillion (US$
46.34 billion) towards the Mudra Scheme and Rs 3,794 crore (US$ 586.04 million)
towards credit support, capital and interest subsidy to MSMEs.
4. In March 2018, the Government of India launched Pradhan Mantri Vaya Vandana
Yojna (PMVVY) to provide elderly people Rs 10,000 (US$ 155.16) pension per
month. This scheme has an investment limit of Rs 15 lakh (US$ 23,273.86).
5. In May 2018, the Government of India provided Rs 6 trillion (US$ 93.1 billion) loans
to 120 million beneficiaries under Mudra scheme.
6. As on January 4, 2018, the Lok Sabha has approved recapitalisation bonds worth Rs
80,000 crore (US$ 12.62 billion) for public sector banks, which will be accompanied
by a series of reforms.
The government and the regulator have undertaken several measures to strengthen the Indian
banking sector.

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1. A two-year plan to strengthen the public sector banks through reforms and capital
infusion of Rs 2.11 lakh crore (US$ 32.5 billion), has been unveiled by the
Government of India that will enable these banks to play a much larger role in the
financial system and give a boost to the MSME sector. In this regard, the Lok Sabha
has approved recapitalisation bonds worth Rs 80,000 crore (US$ 12.62 billion) for
public sector banks, which will be accompanied by a series of reforms, according to
Mr. Arun Jaitley, Minister of Finance, Government of India.
2. The Insolvency and Bankruptcy Code (Amendment) Ordinance, 2017 Bill has been
passed by Rajya Sabha and is expected to strengthen the banking sector.
Investments/developments:
Key investments and developments in India‘s banking industry include:
1. The bank recapitalisation plan by Government of India is expected to push credit
growth in the country to 15 per cent and as a result help the GDP grow by 7 per cent in
FY19 ^.
2. Public sector banks are lining up to raise funds via qualified institutional placements
(QIP), backed by better investor sentiment after the Government of India's bank
recapitalisation plan and an upgrade in India's sovereign rating by Moody's Investor
Service.
3. The total value of mergers and acquisition during FY17 in NBFC diversified financial
services and banking was US$ 2,564 billion, US$ 103 million and US$ 79 million
respectively @.
4. The biggest merger deal of FY17 was in the microfinance segment of IndusInd Bank
Limited and Bharat Financial Inclusion Limited of US$ 2.4 billion @.
5. In May 2018, total equity funding's of microfinance sector grew at the rate of 39.88 to
Rs 96.31 billion (Rs 4.49 billion) in 2017-18 from Rs 68.85 billion (US$ 1.03 billion)
#.

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7.Introduction of Dena bank
History:
Dena Bank was founded on 26 May 1938 by the family of Devkaran Nanjee under the name
Devkaran Nanjee Banking Company. It adopted its new name, Dena
Bank (Devkaran Nanjee), when it incorporated as a public company in December 1939.
In July 1969 the Government of India nationalized Dena Bank, along with thirteen other
major banks. It is now a Public Sector bank constituted under the Banking Companies
(Acquisition & Transfer of Undertakings) Act, 1970. Under the provisions of the Banking
Regulations Act 1949, in addition to the business of banking, the Bank can undertake other
business as specified in Section 6 of the Banking Regulations Act, 1949.
Milestones:
 One among six Public Sector Banks selected by the World Bank for sanctioning a
loan of Rs.72.3 crores for augmentation of Tier-II Capital under Financial Sector
Developmental project in the year 1995.
 One among the few Banks to receive the World Bank loan for technological up
gradation and training.
 Launched a Bond Issue of Rs.92.13 crores in November 1996.
 Maiden Public Issue of Rs.180 Crores in November 1996.
 Introduced Tele banking facility of selected metropolitan centers.
Dena Bank has been the first to Introduce:
 Minor Savings Scheme.
 Credit Card in rural India known as ‗‘DENA KRISHI SAKH PATRA‖ (DKSP).
 Drive-in ATM counter o Juhu, Mumbai.
 Smart card at selected branches in Mumbai.
 Customer rating system for rating the bank services.

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Mission:
DENA BANK will provide its
 Customers – premier financial services of great value.
 Staff – positive work environment and opportunity for growth and achievement.
 Shareholders - superior Financial returns.
 Community – economic growth.
Vision:
DENA BANK will emerge as the most preferred Bank of customer choice in its area of
operations, by its reputation and performance.
Awards:
 During the year under review Bank was awarded II nd prize by Reserve Bank of India
for its house journal ―Dena Jyoti‖ in bilingual category for the year 2010-11.
 Association of Business Communicators of India awarded Silver Trophy for Bank‘s
house journal ―Dena Jyoti‖. Town Official Language Implementation Committee
(Bank) Ahmedabad which is being convened by General Manager (Gujarat)‘s Office
was awarded IIIrd Regional Prize by the Department of Official Language, Govt. of
India, Regional Implementation Office, Mumbai.
 Maharashtra SLBC (Rajbhasha), Pune has awarded IIIrd Prize for excellent
performance in implementation of Official Language in it offices and branches in the
state of Maharashtra during 2011-12.
 Similarly SLBC (Rajbhasha) Gujarat has awarded IIIrd prize for excellent
performance in implementation of Official Language in its offices and branches in the
state of Gujarat.
 Regional Office Lucknow and Chandigarh Branch under NorthIndia Region were
awarded Ist Prize.

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 MI Road Branch Jaipur was awarded IInd Prize and Regional Office, Nashik was
awarded IIIrd Prize by the respective TOLICs for excellent work in implementation of
official language.
Logo of DENA BANK:

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Products of DENA BANK:
Deposits:
 Premium Savings Account Scheme – The revised dena premium saving account
scheme offers concession on all service charges, if quarterly average balance of Rs.
50000 is maintained in savings account.
 Premium Current Account Scheme – For this scheme a minimum balance of Rs. 5000
and mostly average balance of Rs. 1 lac per month to be maintained.
 Dena Jeevan SB Account – It provides value addition of Life insurance for our saving
deposit account holders. Dena bank is also corporate agent of LIC under which
insurance is available for the tenure of 1 year.
 Dena Platinum Current Account Scheme – As per the guide lines of the scheme the
concession is offered on all service charges to the customer if quarterly average
balance in their current account in excess of Rs. 2.5 lakhs and 50% concession if the
quarterly average balance is more than Rs. 1.25 Lacs but less than Rs. 2.5 lacs for
metro and urban branches.
 Dena Freedom Deposit Scheme – Dena freedom deposit scheme comes with check
book facility to enable you to withdraw up to 90% of initial deposit amount as
overdraft.
 Dena Samruddhi Deposit Scheme – Under this scheme the interest amount is
compounded on the quarterly basis, thus yielding higher return than contracted rate.
 Dena Fixed Deposit Scheme – It allows you to choose the interval of receiving your
interest. You can choose yearly, half yearly, quarterly or even monthly interest
payment according to need of income.
 Dena Recurring Deposit Scheme – As per the scheme life insurance covers available
to RD account holders at a very low premium in case of death of depositor, the
nominee/legal heirsof the deceased depositor will be paid the sum assured plus
deposit proceeds kept in RD together with the interest accrued. Nomination facilities
are available.
 Dena Minor Savings Scheme – It is a special saving scheme for Minors. Minor who
have attended 10 years of age and above, who can read and write, can open minor
saving scheme account on their own single or jointly. No cheque book is issued to
minor saving account holder, however minor is allowed to withdraw money through
withdrawal slip.
 Basic saving account – The account is available to indian resident. There is no
requirement of maintaining any minimum balance and no minimum balance charge.

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 Online term deposit – Through this you can open term deposit online and earn more
interest in the surplus funds in your saving account. Individual customer who have
registered for internet banking can open their deposit by logging through internet
banking user id and password
Loans:
 Dena Niwas Housing Finance Scheme – One can avail of Dena Niwas Home loan to
purchase a plot, construct a house, buy a ready built house or buy one under
construction. The loan helps to build and extend your existing house or purchase a
house that is up to 50 years old provided the remaining life of the house is more than
25 years. Besides one can take this loan for repairs and up graduation which includes
the cost of fixture, pop works, retiling and fittings.
 Dena Vidya Laxmi Educational Loan Scheme – To ensure bright future for your
children, provide them with best of higher education in India and abroad.
 Dena Suvidha (Personal Loan) Scheme – Dena Suvidha is ideal way to fulfill
personal needs of your family be it to finance a marriage or family function or to
travel or to celebrate a festival or even for a medical treatment or an education or
simply a vacation or unforeseen event.
 IBA Model loan scheme for vocational education and training – Expenses considered
for loan includes tuition fees, examination, caution deposit etc.
 Dena Senior Citizen Pensioners‘ Loan Scheme – This is a scheme which is beneficial
for senior citizen
 Dena Mortgage Loan Scheme – If you have freehold, un-encumbered, non
agricultural property, residential or commercial one can fulfill all needs by this
scheme.
 Dena Rent Scheme (Finance against Rent receivables) – Through this scheme a
landlord can avail or proposed loan against the receivables of the lent which he/she
leased.
 Dena Doctor - To be finance qualified medical practitioner of any discipline
mentioned under specific eligibility criteria for the following purpose:
1. For setting up clinic, expansion/ renovation/ modernization of existing clinic.
2. For buying medical equipment.

24
3. For purchase of computers and other essential equipments for clinic.
 Dena Gold Loan Scheme – It can be used for personal purpose. The loan is given
against the value of gold. The minimum being Rs.10000 and maximum being Rs. 5
lacs.
Services of Dena bank:
 Core Banking Solution.
 Dena ATM Services.
 Verified by Visa Services.
 Internet Banking.
 Dena e-Tax Pay.
 Mobile Banking.
 Phone Banking.
 Dena Alert Services.
 Dena Bill Pay.
 RTGS / NEFT.
 Dena India Remit.
 Inbound Remittances.
 Direct Tax Collection.
 Indirect Tax.
 Banc assurance.
 Distribution of Mutual Funds.
 Demat Services.

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 ASBA.
 Visa Bill Pay.
 GoRecharge.
Head office of DENA BANK in Mumbai:

26
Some of Competitors of Dena bank:
ICICI BANK :
ICICI Bank (Industrial Credit and Investment Corporation of India) is an Indian multinational
banking and financial services company headquartered in Mumbai, Maharashtra, India, with
its registered office in Vadodara. In 2017, it is the third largest bank in India in terms of
assets and fourth in term of market capitalisation.
It offers a wide range of banking products and financial services for corporate and retail
customers through a variety of delivery channels and specialised subsidiaries in the areas of
investment banking, life, non-life insurance, venture capital and asset management.
The bank has a vast network of 4,850 branches and 14,404 ATMs in India, and has a
presence in 19 countries including India.
The bank has subsidiaries in the United kingdom and Canada; branches in United States,
Singapore, Bahrain, Hong Kong, Sri Lanka, Qatar, Oman, Dubai International Finance
Centre, China and South Africa; and representative offices in United Arab Emirates,
Bangladesh, Malaysia and Indonesia. The company's UK subsidiary has also established
branches in Belgium and Germany.

27
Laxmi vilas bank:
Lakshmi Vilas Bank was founded in 1926 by a group of seven businessmen of Karur under
the leadership of Shri V.S.N. Ramalinga Chettiar. Their objective was to cater to the financial
needs of people in and around Karur who were occupied in trading businesses, industry and
agriculture. The bank was incorporated on November 3, 1926 under the Indian Companies
Act, 1913, and obtained the certificate to commence business on November 10, 1926.
Subsequent to introduction of the Banking Regulations Act, 1949 and Reserve Bank of India
as the regulator for the banking sector, the bank obtained its banking license from RBI on 19
June 1958, and on 11 August 1958 it became a ‗scheduled commercial bank‘ signifying
capability to operate as a full-fledged commercial bank.
Lakshmi Vilas Bank saw considerable expansion of its branch network during the period of
1961 to 1965, when the bank took over nine other banks. In 1974, the bank started expanding
the branch network beyond Tamil Nadu to benefit from opportunities in the pan-Indian
market. Thus, branches were established in the neighbouring states of Andhra Pradesh,
Karnataka and Kerala, important financial centres such as Mumbai, New Delhi and Kolkata
as well as in other significant business centres in Maharashtra, Gujarat and Madhya Pradesh.
Meanwhile, the bank attained the status of Authorized Dealer in foreign exchange in 1976
enabling it to provide full range of services to customers engaged in international trade and to
overseas travellers. Mechanization was introduced in the Administrative Office as early as
1977, and data processing and computerization began in right earnest in 1993 by the bank‘s
own in-house team.

28
HDFC BANK:
In 1994 HDFC Bank was incorporated, with its registered office in Mumbai, India. Its first
corporate office and a full service branch at Sandoz House, Worli were inaugurated by the
then Union Finance Minister, Manmohan Singh.
As of June 30, 2017, the bank's distribution network was at 4,715 branches and 12,260 ATMs
across 2,657 cities and towns. The bank also installed 4.30 Lacs POS terminals and issued
235.7 Lacs debit cards and 85.4 Lacs credit card in FY 2017.
HDFC Bank Limited is an Indian banking and financial services company headquartered in
Mumbai, Maharashtra. It has 84,325 employees and has a presence in Bahrain, Hong Kong
and Dubai. HDFC Bank is India‘s largest private sector lender by assets.
It is the largest bank in India by market capitalization as of February 2016.It was ranked 69th
in 2016 BrandZ Top 100 Most Valuable Global brands.

29
AXIS BANK:
Axis Bank Ltd is the third largest of the private-sector banks in India offering a
comprehensive suite of financial products. The bank has its head office in Mumbai and
Registered office in Ahmedabad. It has 3304 branches, 14,003 ATMs, and nine international
offices.
The bank employs over 55,000 people and had a market capitalization of ₹1.28 trillion
(US$19 billion) (as on March 31, 2017).
It offers the entire spectrum of financial services large and mid-size corporates, SME, and
retail businesses.
As of 30 Jun. 2016, 30.81% shares are owned by promoters & promoter group (United India
Insurance Company Limited, Oriental Insurance Company Limited, National Insurance
Company Limited, New India Assurance Company Ltd, GIC, LIC & UTI).
Remaining 69.19% shares are owned by Mutual Funds Institutions, FIIs, Financial
Institutions (banks), Insurance companies, corporate bodies & individual investors among
others.

30
Bank of Baroda:
Bank of Baroda (BoB) is an Indian state-owned International banking and financial services
company headquartered in Vadodara (earlier known as Baroda) in Gujarat, India. It has a
corporate office in Mumbai.
Based on 2017 data, it is ranked 1145 on Forbes Global 2000 list. BoB has total assets in
excess of ₹ 3.58 trillion (making it India‘s 2nd biggest bank by assets), a network of 5538
branches in India and abroad, and 10441 ATMs as of July, 2017.
The bank was founded by the Maharaja of Baroda, Maharaja Sayajirao Gaekwad III on 20
July 1908 in the Princely State of Baroda, in Gujarat.
The bank, along with 13 other major commercial banks of India, was nationalised on 19 July
1969, by the Government of India and has been designated as a profit-making public sector
undertaking (PSU).

31
STATE BANK OF INDIA:
State Bank of India (SBI) is an Indian multinational, public sector banking and financial
services company. It is a government-owned corporation headquartered in Mumbai,
Maharashtra.
The company is ranked 217th on the Fortune Global 500 list of the world's biggest
corporations as of 2017. It is the largest bank in India with a 23% market share in assets,
besides a share of one-fourth of the total loan and deposits market.
The bank descends from the Bank of Calcutta, founded in 1806, via the Imperial Bank of
India, making it the oldest commercial bank in the Indian subcontinent.
The Bank of Madras merged into the other two "presidency banks" in British India, the Bank
of Calcutta and the Bank of Bombay, to form the Imperial Bank of India, which in turn
became the State Bank of India in 1955.
The Government of India took control of the Imperial Bank of India in 1955, with Reserve
Bank of India (India's central bank) taking a 60% stake, renaming it the State Bank of India.
In 2008, the government took over the stake held by the Reserve Bank of India.

32
ATM facility of DENA BANK:
ATM NetworkThe constantly growing ATM network brings the bank within the customers‘
easy reach. The ATM service is available to you absolutely FREE. The strategically located
and constantly growing ATM network brings the bank within easy reach.
The state of the art touch screen Kotak Mahindra Bank ATMs are part of the Visa/Plus and
Cash net ATM network.
That means one can withdraw cash from ATM Network with any International and Domestic
Visa/Visa Electron/Plus Credit Cards/Debit Cards.
Key features:
 Access your account anytime anywhere.
 State of the art Touch Screen ATMs.
 Affiliated to the VISA network.

33
 Access any ATM in the country absolutely free Services available.
 24-hour access to cash.
 Transfer funds between accounts.
 View Account Balances.
 Pin Change option.
 View mini statements.
Marketing strategy of DENA BANK:
 Product - Dena Bank provides its products and services in various sectors like
Personal loans, Agriculture, SME, Infrastructure, Corporate, and Insurance etc.
 Price - Dena Bank provides different types of interest on different investments by the
customer.
 Place - It refers to the place where the customers can buy the product and how the
product reaches out to that place.
 Promotion - The Dena Bank proactively educates all its customers about the new and
the existing services that the bank offers.
 People - People refer to the customers, employees, management and everybody else
involved in it.
 Process - Dena Bank has different processes to give customers best services.
 Physical evidence - Dena Bank provides different facilities to the customers in the
Branches.
CSR Activities by dena bank:
 Rural self-employment training institute.
 Dena Lakshmi shikshan protsahan yojana.

34
 Pioneer in farmer credit card.
 Special policy for student.
Current trends and technologies:
 Electronic payment services-E Cheques.
 Real time Gross settlement.
 Electronic funds transfer.
 Electronic Clearing service.
 Automatic teller Machine.
 Point of sale terminal.

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8.Zonal office
Organisation structure:
Executive cards of organisation. They are Executive Director, General Managers, Chief
managers., Managers and other officers are in the hierarchy at the head office level
functioning in various departments.
The Zonal Manager heads the zonal officers who are assisted by other down in the
Hierarchy.
The Branch is headed by AGM/CM/Senior Managers/Managers depending upon the size of
the branch activities and rendering of satisfactory customer service.
Branch
Zonal office
Head office

36
Thane zonal office Structure:
The Thane Zonal office structure where the summer training has taken place consists of
various designations and responsibilities which are described through the structure.
SBU
Deputy Zonal manager
Zonal manager
SBU
Branch
Manager
Officer
Clerical
Special
assistant
Swo-A/B
Substaff
Head
cashier

37
Operation:
The thane Zonal office where I have done my summer training operates branches in 5
districts. Branches that are operated by thane Zonal office:
Thane:
 Airoli.
 Ambernath.
 ASE.
 Bhayandar (E).
 Bhayandar (W).
 Bhiwandi.
 Boisar.
 Chinchani.
 Dahanu RD.
 Digashi.
 Dombivli (E).
 Dombivli (W).
 Ghodbunder Road.
 Kalyan.
 Kelwa Mahim.
 Mira road.
 Mokhada.
 Nerul.
 Palghar.
 Saphala.
 Sativali.
 ShreeNagar.
 Thane.
 Ulhas-2.
 Ulhas-5.
 Uttan.
 Vangaon.
 Vasai.
 Vashi-19.
 Vashi-6.
 Virar.
 Washind.
 ASE.
 Lonad.
 Manere.
 Dhansar.
Raigad:
 Chowk.

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 Dhamani.
 Kalamb.
 Kalamboli.
 Kegaon.
 Kharghar.
 Khopoli.
 Nagothana.
 Panvel.
 Revdanda.
 Shriwardhan.
 Taloja.
 Pirkone.
Ratnagiri:
 Ratnagiri.
 Chiplun.
 Ratnagiri TRP.
Sindhudurg:
 Kudal.
 Mangaon.
 Sawantwadi.
 Kankavali.
Goa:
 Aldona.
 Arpora.
 Balli.
 Cansa.
 Goa Velha.
 Loutulim.
 Mapuca.
 Margao.
 Panaji.
 Parra.
 Pillar.
 Pomburpa.
 Ponda.
 Tivim.
 Vasco.

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 Verem.
 Porvorim.
 Calangute.
Palghar:
 Saravali
Job description for personnel/HRD in Thane Zonal office:
 Deployment of staff through Cordination with Zonal Offices.
 Conducting Promotion process as per banks promotion policy.
 Implementation of Various Guidelines issued by Head office.
 Submission of statements to head office.
 Settlements of terminal benefits.
 Disposal of staff complaints.
 Handling of Disciplinary matters/Court cases/Conciliation and adjudication
proceedings.
 Dealing with Unions/Associations.
 Conducting periodic meetings with Unions/Associations.
 Manpower assesment.
 Recruitment of staff as per Banks recruitment policy.
 Preparation of training Budget.
 Administration of welfare measures and other staff related activities.
 Annual appraisal/Asset liability statements of officers.

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9. Job satisfaction in Dena Bank
Theoretical aspects of Job satisfaction in Dena Bank:
Job satisfaction or employee satisfaction in Dena Bank is a measure of workers'
contentedness with their job, whether or not they like the job or individual aspects or facets of
jobs, such as nature of work or supervision. Job satisfaction can be measured in cognitive
(evaluative), affective (or emotional), and behavioral components. Through research it has
been noted that job satisfaction measures vary in the extent to which they measure feelings
about the job (affective job satisfaction). or cognitions about the job (cognitive job
satisfaction).
Job satisfaction is best predicted by the degree to which the work reinforcers of the job match
the incumbent's values. Close behind as a predictor is the degree to which the interest‘s
characteristic of the occupational group match the incumbent's interests. At a gross level, the
higher the social status or intelligence status of an occupation, the higher is the job
satisfaction of its incumbents—but also, the more likely its incumbents will have the
appropriately matching values and interests.
Factors of workplace in Dena Bank:
Keeping employees engaged and satisfied takes more than just good pay and benefits. The
following list reveals some of the key job satisfaction aspects observed in Dena Bank:
 Respect – According to the SHRM report, employees rate respectful treatment of all
employees as the most important factor in job satisfaction.
 Trust – Perhaps because of workplace uncertainty in the years following the Great
Recession, employees indicated that trust between themselves and senior management
was another highly important satisfaction factor.
 Security – If you have ever had to go to work each day wondering whether your job is
secure, you know cause a great deal of anxiety. Organizations can provide a sense of
security through honest communication and transparency about the company‘s health
and long term viability.
 Healthy environment – Workplaces that are free from stress, morale, issues,
harassment and discriminatory practices can create a positive and healthy
environment for everyone.
 Career path – No one wants a dead end job. Employees are more likely to excel when
they can see an established upward path, with the opportunity to earn a higher wage
and take on greater responsibilities.

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 Pay and benefits – Good wages aren‘t the only reason employees find satisfaction in
their jobs but they typically rank high on the list, Competitive pay generally makes
employees feel valued and gives them less reason to look elsewhere for work.
Key Indicators of quality of workplace in Dena Bank:
Job satisfaction of employees improves quality of workplace. Some of key indicators were
observed in Dena Bank. This indicator is concerned successful for quality of workplace in
Dena Bank.
 Safety of workplace.
 Adequate equipment and supplies.
 Co-workers work as team.
 Fair performance evaluations.
 Staff are respectful of residents.
Variables influencing job satisfaction in Dena Bank:
Job satisfaction is influenced by several variables which are either related to the employees or
their job. While a few of such variables are personal in nature, the others are related to their
job. Further many of such variables are quantitative in the form while a few others are non-
quantitative. In this study it is observed that there are 27 variables directly or indirectly
related to the job satisfaction of the employees in the Dena Bank Zonal Office, Thane.
1. Salary and allowances – Salary and allowances are the monetary form of
remunerating the employees for their services. Salary and allowances include basic
pay, dearness allowance, house rent allowance and other special allowances. Salary
and monetary allowances granted by the Dena Bank to its employees influence them
to work positively. The employees with higher salary and allowances are
comparatively satisfied at a higher level than others. Hence in the study salary and
allowances is observed as variable influencing job satisfaction.
2. Other benefits and services – In addition to salary, the employees are granted bonus,
over time salary, travelling allowance, reimbursement of house rent, petrol allowance,
Leave travel concession, medical allowances. All these benefits in addition to the
usual salary allowances, provided to the employees in Dena Bank influence job
satisfaction. Then whenever the above mentioned benefits are hiked there is a hike in
job satisfaction. Hence, job satisfaction of employees is influenced by other benefits
and services provided by the bank.

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3. Risk in the job – Risk means probability of loss. Even though every job is subject to
risk, the level of risk varies from job to job. The risk may arise due to physical
inability or loss of money, careless handling or mischievous dealing of the customer
may lead to financial stress and loss to the employee. In bank, since every transaction
dealt by the employee is related to the money, there is a risk for loss of money. Hence,
every employee has to be careful and diligent discharging his/her duty. Even then
there is high risk especially with the cashier, who physically deals with cash. The
inherent risk associated with the job makes employees dissatisfied with the job.
Hence, those working in risky job are discontented in the job.
4. Freedom to Work – Freedom of work means Liberty to work without interference or
obstruction in any means and in any form. The employees who are not freely allowed
to work in their job feel that they lose their freedom. Those who are not freely
allowed to work will not use creativity in their job happily. Through freedom to work,
it becomes easier for employees to complete their task successfully.
5. Challenging Nature of job – Every work requires a specific level of efficiency and
talent from its workers to perform it better. Among them a few requires specific
talents. But a few other jobs require creative talent and competitive efficiency and
shrewdness. Such jobs are herein referred to as challenging job. The workers with
ordinary skill and efficiency are no more fit to the job. Only those with extraordinary
talents can do such job better. The sub staff does not face such challenging work but
the clerical staff and officers face challenging tasks. A section of the employees
working in banks irrespective of the category of employment always prefer to work in
challenging environment.
6. Training provided by employees – The new entrants to the job in banks is imparting
training by the qualified trainers. On the job and off the job training is given to the
trainees to make them familiar with the new assignment. Similarly on promotion the
employees undergo special training as soon as they are promoted. Every bank has a
separate training institute which imparts training to its employees. Bank employees
like officer, clerical staff and sub staff who undergo such training familiar with things
what they learn in training. Hence employees with training perform their work
efficiently than others and get higher satisfaction in their job.
7. Chance for personal development in the job – The employees joining in any job aspire
for further development in the job. They would like to upgrade their position with
higher qualification. So they undergo many courses and programmes offered by
different institutes and universities. The employees expect their employer to make
them free to undergo such programmes. In banks for promotions every employee is
supposed to acquire degree like CAIIB. Those employees who are offered such
avenue in their job are satisfied well in their job.
8. Chance for enhancement of social status – The job and the institution of employment
give social status to the employees. Employees always feel proud to work in
prestigious institutions doing prestigious jobs. In this respect banks have become
better avenue to the indian employees. Further the job and the job content attributes
special status to its employees in society.

43
9. Innovative work – The repetitive work without creativity makes the employees bored.
During the same work again and again without any individual initiative makes the
employees lethargic. Thus if employees are innovative it will lead them to do work
better. This will lead satisfaction for employees if they use their innovative ideas in
work.
10. Recognition Gained in the work – The technological advancement incorporated in the
banks especially computerization of the traditional manual account maintenance
system has considerably improved the efficiency of the employees working in the
banks. The faster and efficiency work performance of the staff has gained good image
to the employees in the mind of customers. The social respect and recognition what
employees gain out of computerization of banks has increased the job satisfaction of
employees.
11. Prizes and awards – With a view to increasing the work efficiency of the employee‘s
prizes are awarded. Innovative activities of the employees are well appreciated by
their higher authorities. The appreciation what the employees get from their employer
positively motivates the employees further to work hard. Further the employees who
get awards and prizes work better in their job and get higher satisfaction in their work.
Hence the prizes and awards received by the employees prove to be variable
influencing job satisfaction.
12. Chances for gaining public relationship – The employees who are employed in the
front offices of the bank have a close interaction with the public. While the customers
visiting the bank either for opening an account or for a transaction or availing loan
they have occasion for an interaction with employees of the a bank. The personal
interaction of the employees with the customers draws more customers towards it.
The satisfied customers respect the employees of the bank. As zonal office operates
many branches, It becomes useful to select employees and allocate him in particular
branch where he can gain customers trust by his work.
13. Organisational policies – Better work environment coupled with positive
organizational policies fosters job satisfaction and work performance. Better work
environment assures provision of all basic amenities in the working place. Better
work environment is assured only when the organizational policies are positive
towards the employees. Only when all basic requirements are fulfilled, employees
work happily and get job satisfaction.
14. Good infrastructure – Good infrastructure creates peaceful environment for
employees. It brings positive attitude towards work for employees. It also leads to
satisfaction. Hence , good infrastructure provided in zonal office becomes a variable
15. Delegation of Authority - Authority represents the power vested with officials to do a
job. for a better work performance authority is delegated to subordinates. Employees
vested with sufficient authority discharge their responsibility efficiently. Those
without sufficient authority do not discharge their duty diligently. Hence in the
performance of the work, authority vested with employee play a role. Those
employees who are delegated with sufficient authority feel happy to discharge their
responsibility. Such employees get a higher job satisfaction in their job.

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16. Social concern of the organization – Every employee working in any organization
expects to be recognized as an important one in the organization. Those concerns that
care for their employees get better result out of their care. Hence nowadays, even the
banks started to recognize their employees as an important one in their institution. So
as the gesture of social concern many innovate schemes befitting the employees have
been introduced. Such schemes caring about their employees are many in number and
differed from bank to bank. For examples the wards of the employees who are scoring
high marks in the public examination are honored with prizes. All these concessions
make employees feel happy to work in the institution. This gives higher job
satisfaction to the employees.
17. Fruitful union activities – Trade union activities in the institute promote cordial
relationship and good understanding among the management and employees. In the
institutions where there is no cordial relationship between the management and trade
union the workers are displeased in their work and get lesser job satisfaction. So every
managements attempt to have a good relationship with the employees through trade
union. In banks even though all employees are associated with the trade union and a
cordial relationship prevails in general among the management and employees in
branches where the relationship between the managers and employees are not cordial
employees do not work well. Such branch does not attain targets. On the contrary in
the branches where there is cordial relationship among management and trade union
members there is better work performance resulting in job satisfaction.
18. Relationship among co-worker – Peer group relationship existing among employees
in the Dena Bank influences their level of job satisfaction. Employees feel happy to
work in the environment where there is cordial peer group relationship. Good
relationship creates good satisfaction. Hence good relationship among co-workers has
become a variable influencing job satisfaction.
19. Chance for suggestions – Every institution should give opportunity to its employees to
offer suggestion for development of the institution. In a democratic country like India
everybody wants to have freedom of expression. In the case of bank employees
working in branches wants to have freedom to comment on their own. Freedom to
offer comment and suggestion enjoyed by the employees positively influence the
employees to work well and perform better in their job. Hence the chance for
suggestions has been variable influencing job satisfaction.
20. Congenial working climate – Good working conditions such as lighting, water,
ventilation and pollution free atmosphere encourages the workers to work well in the
institution. So nowadays in all branches good working environment is provided.
21. Boss-subordinate relationship - It states that you should treat others as you wish to be
treated. If workers know that their superiors are treating them with the same respect
and dignity in which they are treating their superior, they will then feel more positive
and inviting feelings in regard to their relationship. Other theories that explain the
superior-subordinate relationships are workplace relationship quality, employee
information experiences theory, and the leader-membership theory. The leader-
membership theory is widely accepted regarding superior-subordinate relationships.

45
Its main premise includes the idea that employees with the easiest access to
information are the most likely to succeed. Furthermore, employees with a higher
quality relationship with their supervisor have more access to such information and
will be more likely to succeed in the workplace; thus feeling an increased sense
of pride and affiliation within their workplace. Hence the variable Boss-subordinate
relationship has been identified as a variable influencing job satisfaction.
22. Safety Measures – Safety is the most important element to be assured to every worker
in the working place. The workers working in any organization should feel that they
are safe in the working place. So the banks should assure to its employees that the
buildings in which the branches of bank are housed are strong in physical strength.
Safety measures are also identified as a variable influencing job satisfaction.
23. Creativity – Creativity is doing something in an innovative way. Every job should
kindle the inert creative talents of the employees working in the institution. Even
though every worker may not be creative there are workers who are fond of doing
things in an innovative way. Such workers who are innovative are encouraged. Others
who are not curious to do work creatively are motivated by the management.
24. Promotional opportunity - A promotion is the advancement of an employee's rank or
position in an organizational hierarchy system. Promotion may be an employee's
reward for good performance, i.e., positive appraisal. Before a company promotes an
employee to a particular position it ensures that the person is able to handle the added
responsibilities by screening the employee with interviews and tests and giving them
training or on-the-job experience. A promotion can involve advancement in terms of
designation, salary and benefits, and in some organizations the type of job activities
may change a great deal. The opposite of a promotion is a demotion. A promotion can
involve advancement in terms of designation, salary and benefits, and in some
organizations the type of job activities may change a great deal. An employee joining
in a job is evaluated to a higher position in course of time after gaining sufficient
number of years in experience. Hence promotion opportunities in the job have
become variable influencing job satisfaction.
25. Job security - Job security is the probability that an individual will keep their job; a
job with a high level of job security is such that a person with the job would have a
small chance of becoming unemployed. Beyond salary, Job security is another
variable which motivates the employees to work well.
26. Grievance redressal Mechanism – Employees having personal grievances either
related to their job or family find it difficult to work efficiently. Unless the grievances
are redressed, they cannot carry out their work with full satisfaction. Hence job
satisfaction of employees depends to an extent on the grievance redressal mechanism.

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27. Good working condition – Good working condition improves work of employees. It
leads satisfaction among employees. Hence, Good working condition is a variable

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10. Questionnaires
1. Name:
2. Designation:
3. Year of Joining:
4. What do you feel about working environment in Dena Bank?
a. Excellent. ( )
b. Good. ( )
c. Fair. ( )
d. Poor. ( )
5. Does Dena Bank clearly convey its mission to the employees?
a. Yes. ( )
b. No. ( )
6. Do you agree with Bank‘s overall vision?
a. Extremely agree. ( )
b. Agree. ( )
c. Disagree. ( )
d. Extremely disagree. ( )
7. Do employees receive recognition and appreciation for their ability, efficiency and
good work done?
a. Yes. ( )
b. No. ( )

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8. Are you satisfied with appreciation or reward system provided by your Management?
a. Highly satisfied. ( )
b. Satisfied. ( )
c. Highly dissatisfied. ( )
d. Dissatisfied. ( )
9. Are you satisfied with overall compensation package?
b. Satisfied. ( )
10. Are you satisfied with your work in Dena Bank?
b. Satisfied. ( )
11. Are you satisfied by benefits offered by Dena Bank?
b. Satisfied. ( )
12. Does the Dena Bank clearly convey its vision to its employees?
a. Yes. ( )
b. No. ( )
13. How is communication between managers and employees?
a. Excellent. ( )

49
b. Good. ( )
c. Fair. ( )
d. Poor. ( )
14. Are you satisfied with promotional policy of Dena Bank?
b. Satisfied. ( )
15. Are you satisfied with company policies put in to practice?
b. Satisfied. ( )
16. Does the technology adopted by the organization help you to finish your work?
a. Extremely agree. ( )
b. Agree. ( )
c. Extremely Disagree. ( )
d. Disagree. ( )
17. Are you satisfied with opportunity for learning and growth in Dena Bank?
b. Satisfied. ( )
18. Are you satisfied with training program provided by Dena Bank?

50
b. Satisfied. ( )
19. Are you satisfied with your working time?
b. Satisfied. ( )

51
11. Data Analysis
1.What do you feel about working environment in Dena Bank?
Option Frequency of Respondent Percentage
Excellent 40 80%
Good 4 8%
Fair 1 2%
Poor 5 10%
Interpretation: Most of the employees find working environment excellent in Dena Bank.
Excellent
Good
Fair
Poor

52
2. Does Dena Bank clearly Conveys its mission to employees?
Option Frequency of respondent Percentage
Yes 48 96%
No 2 4%
Interpretation: Dena Bank conveys its mission to almost every employee.
Yes
No

53
3. Do you agree with Bank‘s overall vision?
Extremely agree 38 76%
Agree 10 20%
Disagree 1 2%
Extremely Disagree 1 2%
Interpretation: Most of employees extremely agree with company‘s overall vision.
Extremely agree
Agree
Disagree
Extremely Disagree

54
4. Do employees receive recognition and appreciation for their ability, efficiency and
good work done?
Yes 40 80
No 10 20%
Interpretation: Yes, Most of the employees receive recognition and appreciation for their
ability, efficiency and good work done.
Yes
No

55
5. Are you satisfied with appreciation or reward system provided by your
Management?
Highly satisfied 35 70%
satisfied 9 18%
Highly dissatisfied 3 6%
Dissatisfied 3 6%
Interpretation: Most of the employees are highly satisfied with appreciation or reward system
by their management.
Highly satisfied
Satisfied
Highly dissatisfied
Dissatisfied

56
6. Are you satisfied with overall compensation package?
satisfied 28 56%
Dissatisfied 2 4%
Interpretation: Yes Most of the employees are satisfied with overall compensation package.
Highly satisfied
satisfied
Highly dissatisfied
Dissatisfied

57
7. Are you satisfied with your work in Dena Bank?
satisfied 25 50%
Dissatisfied 4 8%
Interpretation: Most of the employees are satisfied with their work in Dena Bank.
Highly satisfied
satisfied
Highly dissatisfied
Dissatisfied

58
8. Are you satisfied by benefits offered by Dena Bank?
satisfied 29 58%
Dissatisfied 4 8%
Interpretation: Most of employees are satisfied by benefits offered by Dena Bank.
Highly satisfied
satisfied
Highly dissatisfied
Dissatisfied

59
9. Does the Dena Bank clearly convey its vision to its employees?
Yes 48 96%
No 2 4%
Interpretation: Yes Dena Bank clearly conveys its vision to most of its employees.
Yes
No

60
10. How is communication between managers and employees?
Excellent 31 62%
Good 7 14%
Fair 6 12%
Poor 6 12%
Interpretation: Most of employees feel that Communication is excellent between
Managers and employees as per survey.
Excellent
Good
Fair
Poor

61
11. Are you satisfied with promotional policy of Dena Bank?
satisfied 25 50%
Dissatisfied 4 8%
Interpretation: Most of the employees are satisfied with promotional policy of Dena Bank.
Highly satisfied
satisfied
Highly dissatisfied
Dissatisfied

62
12. Are you satisfied with company policies put in to practice?
satisfied 4 8%
Dissatisfied 1 2%
Interpretation: Most of the employees are highly satisfied with company policies put in to
practice.
Highly satisfied
satisfied
Highly dissatisfied
Dissatified

63
13. Does the technology adopted by the organization help you to finish your work?
Extremely agree 40 80%
Agree 5 10%
Disagree 2 4%
Extremely Disagree 3 6%
Interpretation: Most of the employees extremely agree that technology adopted by the
organization helps them to finish their work.
Extremely agree
Agree
Disagree
Extremely Disagree

64
14. Are you satisfied with opportunity for learning and growth in Dena Bank?
satisfied 5 10%
Dissatisfied 3 6%
Interpretation: Most of the employees are highly satisfied with opportunities for learning and
growth in Dena Bank.
Highly satisfied
satisfied
Highly dissatisfied
Dissatisfied

65
15. Are you satisfied with training program provided by Dena Bank?
satisfied 2 4%
Dissatisfied 1 2%
Interpretation: Most of the employees are highly satisfied with training program provided by
Dena Bank.
Highly satisfied
satisfied
Highly dissatisfied
Dissatisfied

66
16. Are you satisfied with your working time?
satisfied 20 40%
Dissatisfied 3 6%
Interpretation: Most of the employees are highly satisfied with their working Hours.
Highly satisfied
satisfied
Highly dissatisfed
Dissatisfied

67
12. Research Findings
1. 80% of employees find working environment excellent in Dena Bank, 8% of
employees find working environment good in Dena Bank.
2. Almost all the employees feel that Dena Bank clearly conveys its mission to almost
every employee.
3. 76% of employees extremely agree with company‘s overall vision whereas 20%
simply just agree with company‘s overall vision.
4. Yes, Most of the employees receive recognition and appreciation for their ability,
efficiency and good work done.
5. Most of the employees feel that they receive recognition and appreciation for their
ability, efficiency and good work done in Dena Bank.
6. 56% of employees are just satisfied with overall compensation package while 36% are
highly satisfied with Dena Bank.
7. 50% of the employees are just satisfied with their work in Dena Bank while 30% of
the employees are highly satisfied with their work in Dena Bank.
8. 58% of employees are just satisfied by benefits offered by Dena Bank while 24% of
employees are highly satisfied by benefits offered by Dena Bank.
9. Almost Dena Bank clearly conveys its vision to most of its employees.
10. 62% of employees feel that Communication is excellent between Managers and
employees , 14% of employees feel that Communication is good between Managers
and employees , 12% of employees feel that Communication is fair between
Managers and employees.
11. 50% of the employees are satisfied with promotional policy of Dena Bank whereas
40% of the Most of the employees are highly satisfied with promotional policy of
Dena Bank.
12. 88% of the employees are highly satisfied with company policies put in to practice
whereas 8% of the employees are just satisfied with company policies put in to
practice in Dena Bank.

68
13. 80 % of the employees extremely agree that technology adopted by the organization
helps them to finish their work whereas 10% of the employees just agree that
technology adopted by the organization helps them to finish their work.
14. 76% of the employees are highly satisfied with opportunities for learning and growth
in Dena Bank whereas 10% of the employees are just satisfied with opportunities for
learning and growth in Dena Bank.
15. 90% of the employees are highly satisfied with training program provided by Dena
Bank whereas 4% of the employees are just satisfied with training program provided
by Dena Bank.
16. 552% of the employees are highly satisfied with their working Hours whereas 40% of
the employees are just satisfied with their working hours in Dena Bank.

69
13. Recommendation and Suggestions
1. Conduct internal and external environment scans to identify workforce trends in a
proactive manner.
2. Focus workforce planning efforts in area where the most benefit will be achieved.
3. Develop appropriate systems to collect and report on Key workforce indicators.
4. Be creative in developing strategies to address workforce planning issues.
5. Objective of conducting the manpower planning could be discussed according future
growth of Bank.
6. Manpower planning could be updated regularly to match organization goals.
7. Suggestion could be obtained from employees regarding framing manpower planning.
8. Manpower planning can be developed in such a way to identify talent and skills of
employees.

70
14. Limitations of Study
1. The study here is only limited to Zonal department.
2. The suggestion given in the study may not be applicable to entire organisation.
3. Lack of time and other resources as it was not possible to conduct survey at large
level.
4. Due to limitation of time the research could not be made more detailed.

71
15. Conclusion
1. Findings and suggestions are based on the survey conducted and these points are to be
looked in to and steps are to be taken in regard for higher growth.
2. From the analysis I conclude that the job provides the opportunity to the employees to
exercise his/her skills at work place.
3. Number of employees accepted that at times there is a considerable flexibility in
coordinating with work and they are satisfied with the existing inter personal
communication.
4. In Dena Bank they follow the systematic planning and review process to evaluate the
performance of employee.
5. From analysis it was also observed that there is a scope for the improvement of
working conditions in Dena Bank.
6. Finally I would like to conclude that employees of Dena Bank are satisfied with their
work and Organization.

72
16. Reference
Bibliography:
1. Dena Bank Hand Book.
2. Journal of Human resources Management.
3. Human resources management and system Book.
Webliography:
1. http://denabank.com
2. www.ibps.com
3. http://rbi.org.in

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