Job Satisfaction_LOLC

 

It has more than thirteen thousand employees where LOLC finance employees nearly 4900 employees (Annual report,2022). Managing human is a challenging task. LOLC Finance has its own department for HR Management. According to the Annual report of 2022 it is more important task for the company is human resource management. because of mergers of Commercial leasing and finance and Sinha Putra Finance PLC. With nearly 4900 personnel from three separate cultures, LOLC Finance now faces the enormous challenge of integrating them into a single platform and mindset. fulfilling the expectation of the employees is the success of human resource management. merger make it trickier task.

Systems, procedures, and responsibilities have been mapped, and a review of employee benefits, etc., is under progress. This will help to align employee expectations across all the merged businesses and produce a successful end. Because employee expectations are satisfied and people concerns are managed methodically, successful mergers are frequently possible. The success of the transaction can be significantly influenced by how an organization treats its employees before, during, and after the acquisition.

The job satisfaction of the employee indicates the success of the organization Ultimate objective of the organization is satisfied customers. satisfied employees bring satisfaction of the customers. in this page the author tries to identify the factors that affect the satisfaction of the staff of LOLC finance PLC. due to Covid 19 pandemic HR faced more challenges than previous years. still, it faces challenges regarding safety measures. during the remote work period LOLC Finance attempted to engage employees in recreational activities online to motivate employee engagement as well as fellowship.

All of the motivational ideas were defined in Michael Armstrong's Human Resource Management Practice book. In order to address employee motivation within firms, equity theory was established. According to the principle, people desire to be treated fairly, or equitably. Abraham Maslow, a psychologist, devised the hierarchy of needs, which is applicable to innate human motivation in any context—natural, social, or psychological. Maslow established a hierarchy of needs because he believed that the four lower order wants must first be satisfied in order to satisfy the top need, which is self-actualization. Equity theory and Frederick Herzberg's motivation-hygiene approach are exploring applications in corporate settings.

Victor Vroom's expectation approach claimed that an employee's level of motivation is influenced by their views about how three variables—effort, performance, and outcomes—interact. What an employee does and does not do is taken into account when evaluating his or her performance. Employee performance includes amount and quality of production, presence at work, helpfulness and flexibility, and output timeliness. The findings of Yang's study on individual performance indicated that it is impossible to verify an individual's performance. He also claims that if employee success is apparent, firms may use direct bonuses and rewards based on performance. According to Jeffry Arthur's research, there are five key habits that have a significant impact on employee performance: job autonomy, support in the organisation, equality, training.

The job satisfaction of the employees is depended on the following factors.

• Financial Benefits
• Organizational Environment
• nature of the work
• training and development
• job security
• behavior of the supervisor
• relationship with peers
• promotion
• recognition and reward
• decision making opportunity.