Report on The satisfaction of the employees

The satisfaction of the employees can be referred as level or strategies that can be used enforcing the employees for working in any organization. In any workplace, it can be seen that job satisfaction is one of the most important factors for the employee that will affect their performance in a great amount. There are many factors involved in affecting the performance of the employees so due to this their job satisfaction is decreased. It is often staid that productive employees are the ones, who are happy and satisfied from their job. It means that employee performance and productivity is certainly impact by the level of job satisfaction. This study contribute to job satisfaction of employees. Some of these factors included working hours, work load, training & development programs, system of performance appraisal as well as salary of the employees. It means that if these factors will dominate in an organization, then there are more chances of increased employees’ job satisfaction.

Job satisfaction of Employee Satisfaction in Banking Sector of Muscat Bank in Oman

It has been determined that amiable staff and management relationships seem to contribute to the job satisfaction of workers. It indicates that positive workplace culture is important in ensuring that employees are feeling satisfied with their work. In accordance with the study by Haar, Russo, Suñe, &Ollier-Malaterre (2014) some factors which influence the job satisfaction of workers in banking sectors include working hours, noise, hygiene, ventilation, lighting, and temperature (Haar, Russo, Suñe, &Ollier-Malaterre, 2014). They are the components of working conditions and seem to play an important role in determining how satiated employees are with their current job. Employees would rather prefer working conditions which will be effective in providing greater comfort and physical convenience than those which don’t facilitate them. If such working conditions are not available then they might poorly impact the mental and physical wellbeing of an employee.

Productivity of Employee Satisfaction in Banking Sector of Muscat Bank in Oman

It has been identified that satisfied workers tend to be more productive while working in banks. In Bank Muscat, workers are underperforming because they are not satisfied with their job due to the below-mentioned factors. Evidence from Pakistan indicates that productivity is exhibited by workers when they are satisfied (Susann Braun, Peus, Weisweiler, & Frey, 2013).

There are several research studies that are conducted on this particular topic. Few of these are mentioned below along with its authors.

In any given workplace, job satisfaction remains to be the most important factor related to employees and their job performance (Bakotić, 2016). This relation is certainly not a simple one to understand, but it has many aspects to look at. Different theories related to job satisfaction and employees’ performance will be reviewed. One of these theories is the Hierarchy of needs. This theory was developed by Maslow and it actually examines factors, which play their part in job satisfaction. This theory has suggested a hierarchy with five levels to depict hierarchy of needs. The other important theory to be reviewed in this research is Job Characteristics Model. The primary focus of this theory is to look at motivational job characteristics, which are encouraged by the work environment. This theory has identified five major job characteristics to talk about (Sowmya, 2011).

Inuwa, (2015) study was focused on the job satisfaction for the employees of banking sectors and what factors are more crucial than the others. A research study was conducted in 2015, which tried to observe the influence of job satisfaction on employee’s performance. The research data was collected by reviewing the literature. The previous theoretical, as well as empirical research studies were observed by the research to understand what relationship of job satisfaction and performance of employees. After analyzing the literature, the researcher concluded that a direct relationship exists between performance of employees and their job satisfaction. It means that these factors do play their part in better performance of employees (Ibid).

Another study by Jalagat (2017) depicted that the level of stress curried out from the employees is one of the factors that impacts the job satisfaction in the given work environment. A study was conducted to understand what kind of jobs stress variables play their part in affecting employee performance. The study was also looking to find a relationship between employee performance and job stress. The study was conducted in Oman’s Petroleum Development. The study found out that work overload, as well as skills’ underutilization, is dominating variables in increasing job stress. So, company should turn its focus to develop the skills of employees so that job stress elements can be mitigated (Ibid).

It is often said that productive employees are the ones, who are happy and satisfied with their job. It means that employee performance and productivity is certainly impacted by the level of job satisfaction. Another study conducted in (2013) indicated factors that contributes to job satisfaction of employees. Some of these factors included working hours, workload, training & development programs, system of performance appraisal as well as salary of the employees. It means that if these factors will dominate in an organization, then there are more chances of increased employees’ job satisfaction (Ibid).

Among the most important parameters for job satisfaction is the structure of the banks. It can be seen that in some of the banks that are located in Oman from where the data will be collected from research. Their organizational structure is perfect and also ideal in the private sectors. But it can be seen that in public sector banks the organizational structure is not too much suitable for the employees. If the organizational structure is good so there will be a positive impact on job satisfaction can be seen on the employee’s performance. Some employees that are working in the banks at a lower level they are provided with few vacations as compared to those employees that are working at a higher level in the banks. Due to this reason, the job satisfaction of the lower-level employees will be decreased (Ahmed Imran Hunjra, 2010).

It has been determined that amiable staff and management relationships seem to contribute to the job satisfaction of workers. It indicates that positive workplace culture is important in ensuring that employees are feeling satisfied with their work. In accordance with the study byHaar, Russo, Suñe, &Ollier-Malaterre (2014) some factors which influence the job satisfaction of workers in banking sectors include working hours, noise, hygiene, ventilation, lighting, and temperature (Haar, Russo, Suñe, &Ollier-Malaterre, 2014). They are the components of working conditions and seem to play an important role in determining how satiated employees are with their current job. Employees would rather prefer working conditions which will be effective in providing greater comfort and physical convenience than those which don’t facilitate them. If such working conditions are not available then they might poorly impact the mental and physical wellbeing of an employee.

Aziri (2011) claims that in the banking sector, resources, working hours, noise, hygiene, ventilation, and temperature are considered important to influence the job satisfaction of workers. In the public banking sector of Oman, such conditions are comparatively poor than those in private banking sector. These factors must be focused upon by the management if employee satisfaction is to be increased. Employers might be able to evaluate that poor workplace conditions might provoke only adverse performance because jobs in banks are both physically and mentally demanding (I did). 

2.2 Influential Factors of Employee Satisfaction in Banking Sector of Muscat Bank in Oman

Following are some of the common factors which influence the satisfaction of workers:

Benefit and Compensation Policies: It is recognized as one of the most significant variables for satisfaction of workers in the banking sector of Oman (Azeem, 2010). Compensation can be simplified as a reward that is expected by a worker from the job. Workers must be satisfied with the packages of salary and they must be satiated with their packages when they compare it with packages offered by other banks. Workers are satisfied when they achieve equitable and fair rewards. Some of the elements which might be outlined under compensation policies include:  Incentives like educational allowance and medical allowance, bonus, and wages or salaries (Agha, Azmi, & Irfan, 2017).

Job Security: Generally, job security is the confidence or assurance of an employee that he will keep in the current job. And workers who possess has a high job security level has a low likelihood of losing their job. Some specific employment opportunities or professions have better security of job than others. Employee performance also influences job security. Some elements which are included in this category include: Leaves, reasonable or accessible target, and facility of transfer. (Kumar, 2015)

Working conditions: Actually, workers feel significant motivation when they work in decent working conditions since they offer both comfort and safety. Meanwhile, inefficient conditions of working adversely impact workers. (Hans, Mubeen, &Ghabshi, 2013) It also poses a risk of underperformance. If working conditions are comfortable then an employee will be more productive. Some elements which are included in this category include: Clean and Neat workplace, well-ventilation, and decent working method with necessary equipment and tools.

Relationship with the manager: In general, a comfortable working relationship with the management is important because, at a primitive stage, an employee requires his constructive criticism, professional input, and general feedback. Its components include: Treatment to employees, Communication between senior management and employees, and relationship with supervisors (Abun, Magallanes, Agoot, & Paynaen, 2018).

Career Development and Promotion: For an employee, receiving a promotion is valuable. It delivers and promises more pay, status, independence, authority, and responsibility. The opportunity for a promotion seems to determine the satisfaction degree to workers. Following components are included in this category: Opportunity for utilizing abilities and skills, Training program, Equal opportunity for growth, and Opportunity for a promotion (Klassen & Chiu, 2010).

Leadership Styles: In the job, the satisfaction level can actually be determined through the style of leadership. Warmth, respect, and friendship are promoted by democratic leaders in relationships with workers. Meanwhile, employees who are working under dictatorial and authoritarian leaders appear to express low satisfaction level with their job. Its components include: Compassionate, respectful, and amiable relationships (Tsai, 2011).

Work Group: Generally, it is a natural desire for every human to communicate and interact with others. Thus, the presence of groups in banks is quite a common and observable fact. It has been determined that isolated employees don’t like their job. Employee satisfaction is significantly impacted by workgroups. Some components which come under this category include: Need for affiliation, Group cohesiveness, Group dynamics, and Relationship with other members (Hong, Barriball, Zhang, & While. 2012). 

Personal Variables: When it comes to maintaining the satisfaction of workers, understanding personal determinants can be quite helpful. Employee motivation and satisfaction can be associated with some psychological factors (Parvin & Kabir, 2011). Thus, employee satisfaction is determined by some specific personal variables. Under this category, there are five variables including: Gender differences, Education, Age, Expectation, and Personality.

Other Factors: Some other variables have been determined to influence the satisfaction of workers as well. These factors include: Utilization of internet, Feedback and encouragement, and Group outgoing.

2.3 Influence of Employee Satisfaction in Banking Sector of Muscat Bank in Oman

Absenteeism: When workers are satisfied with their job, they tend to skip work lesser than those who are dissatisfied with their work.

Turnover: Workers with high jobs satisfaction don’t have any reason to leave their job. However, the same cannot be said about dissatisfied workers. Commonly, organizations tend to retain high performers because they can benefit the business by meeting the goals (Collie, Shapka, & Perry, 2012).

Customer satisfaction: Better customer service is provided by satisfied workers. They are more responsive and friendly and in the banking sector, such employees are considered valuable. Thus, customer satisfaction is decreased by dissatisfied workers (Griffin, Hogan, Lambert, Tucker-Gail, & Baker, 2010).

2.4 How can employee satisfaction be improved in the Omani banking sector?

Typically, the attitudes of employees reflect the organizational culture and moral. In sales and customer service, happy employees are recognized as very important because they are responsible for representing the organization.

Consistent, Concise, and Clear communication: In most of the Omani banks, employees are not aware of the objectives, vision, and mission. Establishing a corporate culture which needs workers to be an important part of the bank can prove to be an efficient manner of getting the most from the skills and talents which are brought to the banks by workers. It is important to keep workers informed on the issues or challenges, progress made, and position of the organization while explaining the importance of their contribution to the bank (Judge, Piccolo, Podsakoff, Shaw, & Rich, 2010).

Creating a Team and Knowing Workers: Generally, it can be done by employing right workers for the right position with clearly communicated and defined expectations from employees. Each and every bank must spend time for instilling accountability and trust, laying out expectations and securing employees’ commitment to the business while building a culture around collective working for meeting challenges, creating advantages, and propelling the business to organizational success (Wong &Laschinger, 2013).

Improvement and Training programs: Necessary coaching, training, and education should be provided to employees who are promising and can provide the business with what it needs. This will help them in achieving organizational goals and meeting the required standards (Jian Liang Li &Crant, 2010).

Employee Empowerment: Appropriate responsibility levels should be set throughout the bank structure and employees should be allowed to converse and discuss about new issues for making a better decision. (Klasse, Usher, & Bong, 2010) It is important for the management of bank to let the employees know that they are trusted and their contribution is very important (Hülsheger, Alberts, Feinholdt, & Lang, 2013).

Benefits and Fair Compensation: Policies of benefits and compensation are considered the most significant part of the business. However, Omani banks should create policies which are suitable for them and their workers (Aarti, Chahal, Chowdhary, & Chahal, 2013).

Opportunity for Career Development and Promotion: Programs should be developed in the banks for career development which are tailored to meet the requirements of employees at different levels. Opportunities should be given to workers for utilizing creativeness, skills, and abilities (Riaz & Haider, 2010).

Reward Contribution and Monitor Performance: Positive behavior and contribution should be monitored and rewarded as they are considered important for organizational success. Employees should be motivated for reaching new levels of performance by knowing they seem to measure up to expectations (Raquel Palomerarackett, Mojsa‐Kaja, Reyes, & Salovey, 2010). A proper system of evaluation should be developed for understanding the growth of workers and rewarding them accordingly (Thompson &Phua, 2012). In Bank Muscat, this is not the case and this opportunity can be taken by the management for enhancing employee satisfaction (Morri. & Venkatesh, 2010).

Regular feedback: Lastly, managers should make sure to provide employees with honest feedback on a regular basis. It will help workers in meeting the expectations and providing valuable outcomes (Kalisch, Lee, &Rochman, 2010).

2.5 Conclusion of Employee Satisfaction in Banking Sector of Muscat Bank in Oman

            In this chapter, previous studies on the topic of employee satisfaction have been summarized and their main points have been discussed. In the start, the concept of employee satisfaction is explored and its importance in the field of business is explained. Moving on, its influence on different organization aspects has been explained. For instance, it has been explained that lack of employee satisfaction is capable of increasing the turnover of employees and adversely affecting the organizational performance. In the end, solutions to the improvement of employee satisfaction have been provided. For instance, it has been explained that rewarding employees and creating a career development program for employees is capable of increasing employee satisfaction in the banking sector.