1.

0 INTRODUCTION TO AN ORGANIZATION

1.0.1

Bank Islam

Bank Islam, established in 1983, is Malaysias maiden Shariah-based institution. Since its
inception, it has emerged as the symbol of Islamic banking in Malaysia and its vision to be
A Global Leader in Islamic Banking illustrates the Banks status as the flag bearer of the
countrys financial services industry (the industry). Main office located at 11th Floor,
Wisma Bank Islam, Jalan Dungun, Bukit Damansara, 50490 Kuala Lumpur; Kuala Lumpur;
Wilayah Persekutuan.
With total employees of 3,702 people, Bank Islam has been growing from strength to strength
as evidenced by its financial performance and paid-up capital, which, in turn, was
instrumental in making the growth of its assets. Living up to its pioneering spirit, the Bank
has continued to provide innovative and enhanced products and services which has resulted
in a growing number of customers seeing Islamic banking as a true alternative to
conventional banking. This growing list of clienteles in addition to truly groundbreaking and
quality banking solutions have been recognized by the global industry which is reflected by
the naming of Bank Islam as Malaysias fourth strongest bank and occupying the 53rd
position on the list of Asia Pacific strongest banks in 2011.
Through a vast expanding network of 129 branches and more than 1000 self-service
terminals nationwide, Bank Islam parades a comprehensive list of more than 70 innovative
and sophisticated Islamic banking products and services, comparable to those offered by its
conventional counterparts.
From the traditional financing, savings and investment types of products exclusively for
individual customers during the early years of establishment, the range of Bank Islams
Shariah-based financial products, services and business solutions has significantly expanded
to cater to the fast-changing financial needs of customers from all categories including those
related to micro financing, wealth management, capital market, treasury and structured
products.

2.0 ANALYSIS ON HOW ATTITUDES AFFECT JOB SATISFACTION OF

EMPLOYEES

Job satisfaction is a key instrument to gauge the organizational health as service quality
largely depends upon the human resources. (Crossman & Abou-Zaki, 2003). Job Satisfaction
is the buzz word in todays corporate era. Since the transformation of personnel into HR, and
its inception in the industry new concepts related to human capital has been emerging day by
day.
An attitude is defined as an expression of favour or disfavour toward a person, place, thing,
or event (the attitude object). Prominent psychologist Gordon Allport once described attitudes
"the most distinctive and indispensable concept in contemporary social psychology." Attitude
can be formed from a person's past and present. Attitude is also measurable and changeable as
well as influencing the person's emotion and behaviour.
In lay language, attitude may refer to the distinct concept of mood, or be especially
synonymous with teenage rebellion. An attitude can be defined as a positive or negative
evaluation of people, objects, event, activities, ideas, or just about anything in your
environment, but there is debate about precise definitions.
Rosenberg & Harland (1960) suggest that attitudes can be broken down into three
components:
Affective component: relates to the feelings and emotions associated with a belief and
these feelings are termed values.
Cognitive component: refers to the categorisation of the objects, persons or events
towards which the attitude is formed.
Conative (behavioural) component: refers to the tendencies someone has towards certain
actions. The tendencies can be classed as approach tendencies, where positive feelings are
involved, or avoidance tendencies where negative feelings are involved.

Everyone knows what "attitude" means in its literal sense. But when used in this context
(employee attitude), there is a much broader scope to the meaning. It can mean different
things to different people, but here are some of the elements of this staff motivation factor:

Interested in the job.

Does not need constant supervision.

Can think ahead of the game.

Takes a positive view of things.

Wants to contribute.

There are probably many more items you could list, but this will suffice to set the scene. And
there is a way in which you can view these things that is useful.
Consider each element of employee attitude within the framework of the basic production
formula:
IDEAS + ACTION = RESULTS
How do the basic elements of attitude stack up against each of these production factors?
1. Interest in the Job
A person with a good attitude has lots of ideas about their job. They are constantly seeking
new ways to improve things.
They also get a kick out of producing the results of their work and quite easily show a degree
of pride in what they create. Their interest is high, because they are good at what they do.
2. No Supervision
Dont you hate it when you have this constant feeling that you cant turn your back on a
particular employee for too long? If you do, the wheels tend to fall off, right?

By contrast, a person with a good employee attitude just gets on with it. They
understand the ideas. They perform the actions. They get the results.

You find you actually have time to look after your own job, because you know that
their area is under control.
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3. Can Think Ahead

Whats "thinking ahead" really mean?
It means that the person not only has a good grasp of the basic concepts of the job, but they
can also envisage the end results. The good ones can even see things in their area that you
have overlooked!
A person with the wrong employee attitude often cannot see where they are going, or what
they are supposed to achieve. You have to keep pointing the way for them a painful chore!
4. Takes a Positive View of Things
This one can drive a manager right up the wall. If you only get negative comments and
excuses from someone, youre looking at a person who is unable to handle the action. They
run into barriers and simply stop and complain.
A person with the right attitude looks at barriers as the fun part of the job. They cant wait
to get stuck into them to find some new ideas on how to overcome them and to go over,
under, around or through the barriers to get their result.
5. Wants to Contribute
When an employee has a "good attitude", they just naturally want to contribute to the forward
progress of things. They jump at the chance to help out when they can. They offer to do
things that are not in their area, but will definitely contribute to the overall results.

The study of job satisfaction is a topic of wide interest to both people who work in
organizations and people who study them. Job satisfaction has been closely related with many
organizational phenomena such as motivation, performance, leadership, attitude, conflict,
moral etc. Spector (1997) refers to job satisfaction in terms of how people feel about their
jobs and different aspects of their jobs.

Attitude towards works are the feelings we have toward different aspects of the work
environment (Carpeter et al, 2009). According to him, there are some element which
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influencing the attitude towards works, namely personality, person-environment fit, job
characteristic, psychological contract, organizational justice, work relationship and stress.
Arguments that support attitude towards works cause performance usually refer to the
functions of attitudes as guidelines and facilitators of behaviour (see the research that
conducted by Fishbein and Ajzenin the year 1974. This factor can be seen for employees of
Bank Islam itself when their attitudes lead to a successful bank organisation and Bank Islam
has spreading very fast only in 10 years comparing to Bank Simpanan Nasional in Malaysia.

Impact of Attitudes
An employee's attitude has a potential to impact his interactions with others and his
individual work performance. Attitude affects an employee's reactions to others, including
colleagues, supervisors and customers; attitude affects his perception of his job and his value
to the organization. If an employee's work tasks involve collaboration with others, his attitude
can affect the success or failure of the group.
Managers should encourage and recognize employees with positive attitudes and satisfactory
or above-average performance. These employees contribute to a positive workplace and
positively impact workplace morale. They are often unnoticed because people with negative
attitudes or weak performance demand more of a manager's time. Recognition reinforces
their positive attributes and promotes continued achievement. At Bank Islam, their manager
encouraged their employees to behave on their attitude by rewarding them a special attitude
bonus for top employees.

Client Interaction
Not all employees interact directly with customers and clients, but when they do, their
attitude is a reliable predictor of customer satisfaction. Even the employees who don't have
direct contact with clients can influence through their attitudes the level of care and customer
service. A negative attitude is likely to manifest in disengagement from customers and lack of
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concern for their needs. Customers are an annoyance and an inconvenience to employees
with a bad attitude. On the other hand, a positive and engaged attitude is likely to result in
courtesy, emotional engagement and a real concern for the well-being and satisfaction of the
customer.
In todays competitive business world, satisfied employees are treated as the essential human
capital. Though it is very easy to measure the financial performance of a firm by using
various financial tools and techniques, but it is very difficult to determine whether the
organization doing the right thing for its employees to remain satisfied in their workplace.
There were so many extensive research conducted to measure job satisfaction of employees
working an organization. During the last few decades banking sector of Malaysia especially
Bank Islam plays a dominant role in the financial service industry.

For the success of banking sector of Malaysian employees it is essential to manage human
resource effectively and to find whether its employees are satisfied or not. Morale of
employee reflects the overall attitude toward their work, i.e., how much committed an
employee towards his organization and his job, as well as his willingness to achieve the goal
of the organization and its shareholders. Efficient human resource management and
maintaining higher job satisfaction level in banks determine not only the performance of the
bank but also affect the growth and performance of the entire economy of the country. Pools
have been made to customer to pick their most trustable and kindness of 5 bank and 70% of
them votes for bank Islam.

3.0 PAY AS AN INFLUENCING FACTOR FOR JOB SATISFACTION OF

EMPLOYEES

Pay can be define as to give money to someone who does a job for you. The number one
factor that influences employee job satisfaction is pay rate. An employee's overall satisfaction
with his job is the result of a combination of factors -- and financial compensation is only one
of them An extremely low pay rate does not fulfil an employee's desire to take care of his or
her family. That in turn can make the employee very displeased with the position. If the
employee is displeased because for financial reasons, it is likely that he or she will leave if
better paying position comes up elsewhere. To avoid turnover, an employer may want to offer
quality workers a few more extra dollars an hour.
The pay package is one of the most obvious and visible expressions of the employment
relationship; it is the main issue in the exchange between employer and employee, expressing
the connection between the labour market, the individuals work and the performance of the
employing organization itself (Hegewisch 1991a:28; Adopted from Beardwell & Holden,
1997). Pay systems are increasingly forming part of human resources management initiatives
to achieve enterprise level objectives and strategies with more attention being paid to how
they fit into overall human resource management policies of the enterprises. Pay represents
the most important and continuous element in the employment relationship and is of equal
interest to the employer, employee and Government. Bank Islam itself has developed their
own pay system and this has lead to high loyalty of their employees towards Bank Islam.

The design and operation of payment systems in many organizations have often been
institutionalized by custom and practice, tradition and collective bargaining mechanisms. Pay
determinations is influenced by beliefs about the worth of jobs, for example influence of the
size, responsibility, skill requirements and objectionable of duties; individual characteristics,
for example age, experience, seniority, general qualifications, special skills, contribution,
performance and potential; labour market (labour supply and demand either at national level
or in response to the local labour market); remuneration policy and strategy of companies;
strength of bargaining groups, that is collective bargaining arrangements, legal requirements
and restrictions on either party, as well as economic factors such as unemployment levels and
job security; the cost of living and the government intervention, where the government may
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intervene in the employment relationship in terms of attempting to influence wage inflation

through initiatives introduced in the Public Sector and by encouraging certain types of
compensation such as profit sharing or share option schemes (Beardwell & Holden ,
1997:554-556).
Types of payment
1. Payment by time
Payment by time is the type of payment in which the employee is paid according to the real
working time at the company:
Monthly salary is the salary paid fixedly each month based on the employment contract.
Weekly salary is the salary paid for one working week, calculated by monthly salary
multiplied by 12 and then divided by 52.
Daily salary is the salary paid for one working day, calculated by monthly salary divided by
26.
Hourly salary is the salary paid for one working hour, calculated by daily salary divided by
the standard number of working hours ( 8 per day or 40 per week).
2. Payment by results (or by products):
Payment by results is the type of payment in which the employee is paid based on the number
and quality of the product he (or she) produced.
3. Payment by work:
This is the type of payment in which the employee is paid according to the amount and
quality of work he (or she) is required to do.

Job satisfaction is an attitude of an employee over a period of his job so the factors of
satisfaction and dissatisfaction changes over the period. It is a relative term and is nowadays
used as a key factor to gauge the performance of a particular employee and organization.
Satisfied employees are more likely to be friendly and responsive which attracts customers.
Dissatisfied employees can lead to customer dissatisfaction.

The judgment of satisfaction related to job can be made with the help of wage payment
system. Different type of organizations adopts different types of payment system of wages.
The workers of low paid and high paid within developing countries to analyze job satisfaction
level and also enlighten different determinants of job satisfaction among the workers that
exist in low and higher wages in across the world. Job satisfaction level is less for employees,
who receive less amount of pay whereas higher amount receiving employees have high level
of satisfaction. This situation also can be seen at Bank Islam when the lower position
employees are the most who are not satisfied of their job because of the salary receive.

The private banks specifically created a cut throat competition by launching new and new
products and services regularly to gain more market share, this also applicable for Bank
Islam. The employment patterns in the banking sector changed abruptly and it became a high
volatile market. The salary bands and compensation and rewards patterns changed and focus
became on performance and targets rather than experience and loyalty. Hence, pay and job
satisfaction became a key factor for the banking professionals which needed attention so as to
achieve the long term goals of the bank (Islam & Saha).
Employers interested in remaining competitive in todays world economy need to concentrate
on retaining quality employees. Walker (1998) expressed that Rewarding employees for
work well have done increases satisfaction and productivity. Simple practices like this can
aid the atmosphere of the work environment. Metzler (1998) cited that Giving recognition
and rewards outside the pay check such as recognizing key employees by name may also
help
Karl and Sutton (1998) expressed that From an employees standpoint, job satisfaction is a
desirable outcome in itself. A satisfied employee tends to be absent less often, to make
positive contributions and to stay with the organization very eagerly (Hakim 1993). But a
non-satisfied employee may be absent more often, may experience stress that disrupts co9

workers, and may be continually looking for another job. Contrary to what a lot of managers
believe, however, high levels of job satisfaction do not necessarily lead to higher levels of
productivity. One survey indicated that, also contrary to popular opinion, Japanese workers
are less satisfied with their jobs than their counterparts in the USA (Lincoln 1989).

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4.0 SUMMARY
When it comes to applying job satisfaction in the workplace, it is important to look at all
aspects of job satisfaction. Every employee is different and will likely have different views
which make job satisfaction extremely hard to research. The application of job satisfaction in
the workplace is a tough concept to grasp due to its individualistic and circumstantial nature.
What one employee desires from their work, another may not. For instance, one employee
may put their salary in high regard, while another may find autonomy most important.
Unfortunately, one aspect alone will most likely not affect an employee's job satisfaction.
Since employees job performance is one of the important factors for a business to compete
in this global market, the purpose of present study is to explain and empirically test the effect
of attitude towards work, job satisfaction, and organizational commitment to the employees
job performance.

Job satisfaction is an attitude of an employee over a period of his/her job so the factors of job
satisfaction and dissatisfaction changes over the period of time. However, in today's business
climate of continuous changes and uncertainty, the importance of job satisfaction to
organizational performance and individual can be pay. Job satisfaction is an attitude and
measuring attitudes at workplace is not an easy task.

The research suggests that job satisfaction can affect employee morale, turnover,
absenteeism, and pro-social behaviour, which can be crucial for organizational success. This
not only applies to traditional business but also the financial institutions like bank. The job
satisfaction of employees of the commercial banks is critical for the success.
Overall the employees are quite satisfied and view the bank as a good place to work, majority
of them think that they can go ahead if they try hard to achieve their goal. They are very
much satisfied with the supervisory relationships as well as they know what their superior
expects from them. Almost all of the respondents think that they made the right choice to
work with the organization.
The banks missions as well as motivation and hygiene factors are important for their job
satisfaction. In order from most to least they are: feeling comfortable talking to senior
management about job content, feeling comfortable talking to the supervisor about job
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content, having open communication throughout the workplace, having performance

evaluations done by his supervisor be fair and based on clear performance standards, and pay
structure of the organization.

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5.0 REFERENCES

Allport, Gordon. (1935). "Attitudes," in A Handbook of Social Psychology, ed. C.

Murchison. Worcester, MA: Clark University Press, 789844.
American Journal of Economics June 2012, Special Issue: 6-9
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2013]
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http://www.ijmbs.com/13/daljit.pdf [accessed on 13 July 2013]
http://www.humanresources.hrvinet.com/types-of-salary-payment/ [accessed on 13 July
2013]
http://www.macmillandictionary.com/dictionary/american/pay#pay_15 [accessed on 14 July
2013]
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16 July 2013]
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