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Organizations want to align their current and upcomming activities in a way that long term objectives and goals can be achieved. Considering the importance of this fact organizations along with other activities need to manage all the resources properly, more importantly, human resource. Efficient, effective and loyal employees are more than an asset for an organization. So, these employees must be satisfied to just like a huge plant needs maintainence. These trained and satisfied employees will not only achieve their own goals and targets but will also help organization to have a good business. To make sure the quality output organizations need to produce a system which can provide right people for the right job. Performance of the staff is influenced by job design, colleagues, supervisors and the available working environment. Competent managers can create a better working environment full of co-opertion between workers and their peers as a result they can have more participation from their employees which will leave good effects on business. Employee's satisfaction is very much essential in competitive environment, where employee's loyality is at high risk. Job satisfaction brings many positive changes in the employees like creativeness, motivation and innovation resulting unique output from the system.


Analysis of job satisfaction among the employees of leading financial institution "Standard Chartered Bank" is the core of this study. Researcher will investigate the system of this multinational to find out real strenghts and weaknesses that needs to be improved in such a way that bring considerable positive changes in job satisfaction of employees so that organization can enjoy more productivity. Moreover, development of customer services is also an aim of this study.


More concrete topic selected by researcher is "What are the multiple correlations between the predictors (fair promotion system, good working environment and reasonable pay system) and the employee's job satisfaction?".


To search for the factor that can bring job satisfaction

To study the link among pay policies and promotion.

To find out the relationship among ranking, working conditions of the job and job security.

Evaluation of job satisfaction among staff of branches with in the scope of organization

To examine the motivational polices of organization for their impact of the job satisfaction of workers.

Routine office timings and late sittings impact of job satisfaction

To check the effect of relationships on various levels like interpersonal, group level and with management on the satisfaction of employee's job


Following is a comprehensive list of hypotheses of this dissertation:

There is positive effect of fair promotion system on job satisfaction of an organization.

There is positive effect of good working environment on job satisfaction of an organization.

There is positive effect of reasonable pay system on job satisfaction of an organization.

There is positive effect of no gender biasness in the workplace on the employee satisfaction

There is positive effect of fair recruitment and selection procedures on employee's job satisfaction

There is positive effect of career development opportunities on employee's job satisfaction


This thesis is all about correlation rather than changed study. The emphysis is to check the association between dependent and independent variable. Dependent variable include Employee's job satisfaction which is effected by independent variables like job design, benefits and reward system, interpersonal relationships and other HR practices.

Satisfaction that brings postive changes in an employee's personal life and professional career is driven from his job. Both internal and external factors are effecting job satisfaction. External factors comprise of factors within and outside organization and internal factors depends on employee's personal way of thinking, perception, beliefs and ethical standards.

In general, job morale and partipation are considered as synonyms for job satisfaction. Employees who are more participative and involved in their jobs can percieve favourable and unfavourable emotions about their jobs resulting satisfaction or dissatisfaction. Job performance depends and on job satisfaction and job satisfaction is based on job morale. Job morale sets the standards one the basis of which one work positively for the organization and as a result become helpful for the organization in achievment of their goals and vice versa.

Study of job satisfaction in its entirety was published by Hoppock in 1935. He evaluated job satisfaction of employees in the community keeping in view global approach of such measurement. The evaluation results that 88% employees were satisfied and job satisfaction was directly based on occupational leve. Another major research was done by Schaffer in 1953 on the same topic job satisfaction. He projected a need-satisfaction framwork, proposing hierarchy of 12 basic needs. It was found that there are differences among the individuals in regard of importance of needs and individuals who were satisfied with their 2 most important needs were found satisfied overall.

Measurement of job satisfaction is widely researched issue but two approaches are considered important in this regard. Facet Approach is first one in this regard that is based on all those factors which largely effect job satisfaction. The factors discussed earlier are employment benefits, promotion and recognition and encouragment within the workplace. This approach concludes that overall satisfaction of an employee is effected by all the elements of his job despite the fact that employees feel differently about these elements. There are broad uses of this approach but it is criticised on the basis that employees rank each facet of their jobs differently.

Second main approach is global approach that focuses on overall satisfaction of an individual. This approach recommended that an employee who is not satisfied with the facets of the job may still be satisfied in general as whole is greater than sum of its parts (Smither, 1994: Thierry, 1998). Researchers are not agreed that which approach is better. Researchers, who follow facet approach, are against the widespread of global approach saying that responses cannot be effectively intepreted (Rice et al, 1989; Morrison, 1996). However, followers of global approach argue that this approach is more comprehansive (Weaver, 1980; Scarpello and Campbell, 1983; Highhouse and Becker, 1993).

Effectiveness of gobal or facet approach depends on the purpose of the study. For example, Wanous et al (1997), argue that the use of global measures should not be taken as a serious problem and its suitability for a particular study needs to be evaluated. McCormick and Ilgen (1985), propose that when some one has to identify problem areas in the job settings, facet approach should be used and when it is necessary to study a relationship global approach is better. Moreover, other studies describe high degree of correlation with variables like satisfaction in social and professional life and occupational choice in accordance with global approach.


In analysis of organization and industry job satisfaction is extensively researched topic. This topic is found to be so important that many articals have been published on it.

In the late 1920s Mayo and his colleagues studied job satisfaction for the first time. This study is also linked with 'Hawthorne' study that describes working capacity and productivity depends on attitudes of the employees and attitudes depend on satisfaction from job. The study focuses that employee attitudes towards their work is greatly influenced by their perception about social and professional life.

Taylor's observation in 1911 are very much consistent and in accordance with the findings of Hawthorne, that fair pay and reward system motivates employees to work harder of their jobs. In 1935, Hoppock use global approach for the measurement of job satisfaction in New Hope community of Pennsylvania. Hoppock found 88% satisfied employees with their jobs and occupational levels and job satisfaction were directly interrelated.

Another important study was of Schaffer's in 1953, he described a need-satisfaction framework, proposing a hierarchy of 12 basic needs. He found that needs were differently important for the individuals and those individuals who were satisfied with their two important needs were reported overall satisfied.

In the mid 1950s there were two reviews of the literature of job satisfaction - Brayfiled and Crockett were the first one in 1955 and afterwards Herzberg ET el in 1957. Brayfield and Crockett (1955), found that there is no correlation between job satisfaction and outcomes related to work. However, opposing them, Herzberg (1957) found that there is close correlation between job satisfaction and job-related outcomes.

While classifying job satisfaction research, five different approaches were found regarding this important issue.

Demographic Approach

The researchers who use this approach find that characteristics of employees effect their attitudes and overall satisfaction from the job. Age, education, gender and tenure are most commonly researched demographic factors.

Age and Job Satisfaction

Literature proposes that there is a correlation between age and satisfaction. In general, however, most of the researchers agree that this this relationship exist but nature of this relationship is still mootable.

Young employees are found less satisfied from their jobs as compared with older employees who are comparitively more experienced (Rhodes, 1983; Kong et al, 1993). Rhodes (1983) study, based on 8 assessments, in support of this view is more complete that concluded a postive relationship between age and job satisfaction in all respects. In 1987, Mottaz suggested some explainations for the assessed positive relationship. Firstly, older employees has postive attitude towards job enlargement and job enrichment. Secondly, when an employee works for a longer period in an organization he adjusts himself according to its environment. Finally, employees with more sensible hopes and fewer demands are found more satisfied due to the process of "grinding down".

U-shaped relationship between the two factors (Handyside, 1961; Kacmar and Ferris; 1989; Clarke et al, 1996) is the second view of the age-satisfaction relation that argues that in the beginning of the job employee's morale is high that declines after some years because high expections are not achieved, and in the end of job more satisfaction due to more realistic expectations.

Social Information Approach

Social Information Approach suggested by Salanick and Pfeffer in 1977 argues that job satisfaction is a result of personal perceptions. Individual reference group play a key role in understanding the characteristics and functions of job satisfaction.



Manifold techniques will be used by the researcher during the analysis of Job satisfaction scenario. Survey Questionnaires, interviews, behavioral observations and critical incident analysis which are the hallmarks of the data collection methods will be used by the researcher. Critical incident technique will be conducive to the researcher while recalling his subjects or while talking about a certain incident which he considers critical.

Using different procedures of selection, it relies upon a number of considerations which are as following:

The ability of the researcher to access mechanism legitimacy and trustworthiness will be de creating.

Limitations of time and funds.

The nature of the problem and the degree of understanding required by the researcher.

Usually, the book reviews recommend the use of personal-report questionnaires as the main strategy in evaluating job satisfaction. Measurement methods that will be most frequently used range from Likert-type scales, Kunin 'faces' scale and list of adjectives.


I can easily collect relevant required data in my research on the selected topic: "What are the multiple correlations between the predictors (fair promotion system, good working environment and reasonable pay system) and the employee's job contentment?". I can get essential assistance in this problem from my seniors and teachers. Standard Chartered Bank is a banking organization having lot of branches which has a large number of employees; required data can be collected from the working employees of Standard Chartered Bank. Good research can be possible if we have proper knowledge of the research problem.


Whole set of people, events or other things of interest represent population i.e. each unit study which the researcher want to investigate. Throughout my study the branch level staff members of Standard Chartered Bank will be my population. An element will be a sole member of population.


Sample Size

Researcher produced questionnaire and will individually managed to more than 100 people of random sample from the branches of Standard Chartered Bank.

Sampling Method

Available data of employees who are working in various branches of Standard Chartered Bank will be our sampling material.


In this study of more than 100 individuals, selected at random, researcher will use questionnaire to operate face to face interview from the period of 20th August, 2010 to 30th August, 2010 approximately.

The data will be collect in working hours from 9:00AM to 1:00PM mostly through personally visiting in the various branches of Standard Chartered Bank.

Inclusion Criteria

All small and big branch level Officers and other staff of Standard Chartered Bank e.g., VP, AVP, OG-I, OG-II, OG-III, Accountants, Assistants, Cashiers working on regular / contract basis will be include which are working more than one year.

Exclusion Criteria

All small and big branch level Officers and other staff of Standard Chartered Bank e.g., SVP, VP, AVP, OG-I, OG-II, OG-III, Accountants, Assistants, Cashiers working on regular / contract basis will not exclude which are working more than twenty years.


Ethics play a pivotal role in this regard so I will be careful about that. I will make sincere efforts to have normal responses and I assured you that confidentiality will be maintained. I am morally duty bound to give due regard to the rights of the individuals who are conducive to me in this study

I will be concentrating upon the points given below.

I will approach the right person.

I will make contact with the people during the office hours and at reasonable time.

Conflicting questions creating stress will be avoided.

I will not utilize any harassment methodology nor I will use any incentives for the participants.

Consent and permission will be employed in completing the work.

Lengthy hours in observations and interviews are not favourable.


Time management is very necessary for every research.















Background of topic

Aims and Objectives

Literature review

Research design


Data source

Data collection

Analysis of data

1st draft


Final draft

Printing and Binding