The Role and Impact of Business Communication on Employee Performances and Job Satisfactions: A Case Study on Karmasangsthan Bank Limited, Bangladesh

Abstract

Abstract
Since the dawn of civilization, evolvement in communication has always been the cardinal factor of reformation
towards building a courteous association of human race. Likewise, to ensure attainment of absolute expedient
outcome from a business organization, there is just no substitute of effective business communication. So it is of utmost significance that the employees maintain a meaningful communication not only with the top management but also with their coworkers and peers. The following is a self-conducted research study on the various roles and impacts of business communication on employee performance and job satisfaction. The study was conducted on a renowned bank of Bangladesh. The research was directed in the form of descriptive survey through questionnaire. The data were analyzed using different expository statistical analysis methods. In the end, the results obtained suggest strongly that effective business communication has an indisputable and obvious influence on employee’s overall performance and satisfaction.

Keywords: Communication; Employee participation; Job motivation; Job satisfaction; Employee performances; Organizational effectiveness; Productivity; Job commitment

Full text

Volume 7 • Issue 3 • 1000301Arabian J Bus Manag Review, an open access journal
ISSN: 2223-5833
Case Study OMICS International
Arabian Journal of Business and
Management Review
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ISSN: 2223-5833
Nabi et al., Arabian J Bus Manag Review 2017, 7:3
DOI: 10.4172/2223-5833.1000301
Keywords: Communication; Employee participation; Job motivation;
Job satisfaction; Employee performances; Organizational eectiveness;
Productivity; Job commitment
Introduction
Background of the study
Communication or Business communication is a very crucial
element in successful business organization. It is the mainstream of
development or growth of the business organization. e business
relationship is very important between management and employees.
ere is need for interaction and understanding of management-
employee relations hence it will impact on the organizational
performances and organizational outcomes. According to Bani
hashemi, communication is a medium, a means to performance ends,
or as constitutive, as the end in itself. Communication is a process of
transmitting information from one person to another for supporting
the organizational work. When the chain of command is very strong
between management and the worker it will nally help in running
the business organization. According to Stephen [1], communication
is a critical factor in directing and mobilizing the workforce towards
the accomplishment of the organizational goals or objectives. By
creating understanding it enhances co-operation and promote
eective performance. According to Williams [2] smart managers
understand that the end eective, straight forward communication
between managers and employees is essential for success. According
to McKinney et al. [3] communication is essential to eective team
performance and communications for any organization is like blood
ow in the human body. According to Snavely as cited by Robins,
communication process is initialed through the following means the
sender encoding the message, the channel decoding- the receiver noise
and feedback. It is estimated that managers spend over 80% of their
day communicating with others. Since most of the basic management
process planning, organizing, leading and controlling cannot be
performed without eective communication. Civilization is impossible
without the information or communication. Very importantly, without
the communication the business world will not be like the global village.
e global village people are moving and sharing anything with the
help of communication. So the communication bears the importance
of job satisfaction and enhance the improves the job performances.
Statement of the problem
In the present age, Information technology has brought a great
change in the era of industrial relationship between management
and employee worker. Communication or Business communication
is very important for the successful business in modern time. e
organizations always seek to make the prot and carry on the
business. e business is on the understanding of the workers. When
the communication is gap between the employer and the employees,
there creates a big problem of understandings in mind about the
workers and employers. ere are many stakeholders in the business
organization like the employers, employee, suppliers, customers,
trade union, regulatory agencies and government etc. When the
communication is gap among the stakeholders, there creates a lot of
problem because of miscommunication. Here we emphasize on the
importance of communication and business communication. In our
business arena, the factory owner or the owners of other industry are
indierent to the interest of the workers demand and interest. ey are
uncommunicative and they never share anything about you regarding
the business and business activities. Many industrial disputes rise
because of miscommunication between management and workers.
When the communication is less it creates the problem of performance
*Corresponding author: Md. Nurun Nabi, Lecturer (Management), Textile
Engineering Management Department, Bangladesh University of Textiles
(BUTEX), Dhaka, Bangladesh, Tel: +8801914881007; +8801762489317; E-mail:
nurunnabi74@yahoo.com
Received June 13, 2017; Accepted July 29, 2017; Published August 14, 2017
Citation: Nabi NM, Foysol KM, Adnan SM (2017) The Role and Impact of Business
Communication on Employee Performances and Job Satisfactions: A Case Study
on Karmasangsthan Bank Limited, Bangladesh. Arabian J Bus Manag Review 7:
301. doi: 10.4172/2223-5833.1000301
Copyright: © 2017 Nabi NM, et al. This is an open-access article distributed under
the terms of the Creative Commons Attribution License, which permits unrestricted
use, distribution, and reproduction in any medium, provided the original author and
source are credited.
The Role and Impact of Business Communication on Employee Performances
and Job Satisfactions: A Case Study on Karmasangsthan Bank Limited,
Bangladesh
Nabi NM1*, Foysol KM2 and Adnan SM3
1Textile Engineering Management Department, Bangladesh University of Textiles (BUTEX), Dhaka, Bangladesh
2Noakhali Textile Engineering College, Begumgonj, Noakhali, Bangladesh
3Department of Humanities and Social Science, Bangladesh University of Textiles, (BUTEX), Dhaka, Bangladesh
Abstract
Since the dawn of civilization, evolvement in communication has always been the cardinal factor of reformation
towards building a courteous association of human race. Likewise, to ensure attainment of absolute expedient
outcome from a business organization, there is just no substitute of effective business communication. So it is of
utmost signicance that the employees maintain a meaningful communication not only with the top management
but also with their coworkers and peers. The following is a self-conducted research study on the various roles and
impacts of business communication on employee performance and job satisfaction. The study was conducted on a
renowned bank of Bangladesh. The research was directed in the form of descriptive survey through questionnaire.
The data were analyzed using different expository statistical analysis methods. In the end, the results obtained
suggest strongly that effective business communication has an indisputable and obvious inuence on employee’s
overall performance and satisfaction.

Citation: Nabi NM, Foysol KM, Adnan SM (2017) The Role and Impact of Business Communication on Employee Performances and Job Satisfactions:
A Case Study on Karmasangsthan Bank Limited, Bangladesh. Arabian J Bus Manag Review 7: 301. doi: 10.4172/2223-5833.1000301
Page 2 of 8
Volume 7 • Issue 3 • 1000301Arabian J Bus Manag Review, an open access journal
ISSN: 2223-5833
appraisal, job advancement and acknowledgement. Hence, it is
important to stress that in communication, emotions, environment,
psychological and technical characteristics of the medium is relevant
to enhance the organizational performance. In the view of Okoye [4],
psychologically transmission goes beyond reception of information
but understanding and feedback. Most organizational conict has been
traced to breakage in communication as supported by Lee. According to
Chudi-Oji [5], in spite of the laudable roles of eective communication
in improving organizational performances. Ineective communication
is detrimental for managers, employees and organizations; it can lead
to poor performance, strained interpersonal relations, poor service
and dissatised customers. For an organization to be eective and
gain a competitive advantage, managers at all levels need to be good
communicators [6].
Signicance of the study
Communication or Business communication is the essential part
of modern business. e communication is important among the
concerning parties transaction. Communication helps to pull the all
hidden talents from the subordinates in the organization. Business
communication is very important in the eld of business organization.
In organization, power ows through communication and applies
through opportunities provided by the ow of communication, then
develops and nally joins in organizational context and is preserved
[7]. Eective communication is very important for the managers
and the subordinates to achieve the desired goal of the organization.
e success of the management depends on the utilization of
organizational resources like man, machine, money, market materials
and method. To achieve such an organizational goal planning,
organizing, leading and controlling is very important, for eective
implementation of the management process business communication
is very important. In short, it is said that manager’s main task is
communication. Communication is a very important skill and the
need for ecient management; through which managers establish
and maintain interactions between employees to perform necessary
daily tasks properly. Organization Communication is a coordination
of relationships that exist between organization bodies. In today's
organizations, information should be transferred faster than any other
time. It is through communication that each organization becomes an
open system, which has reciprocity with its environment. ere a lot
thing bears the signicance of the study.
• e study reveals the importance of communication and
business communication on the performances of organizational
employees.
• It was aimed to determine whether the managerial
communication skills have any eect on the job satisfaction
and job commitment levels of the employees and whether there
is any relation between the mentioned concepts.
• e business communication the helps the bank to make the
interaction between top level management and employees of
the organization.
Objectives of the study
e objectives of the study are to investigate the role and impact
of business communication on employee performances and job
satisfaction of the Karmosangsthan Bank Limited. e specic
objectives are given below:
1. To identify the impact of business communication between
management and the employees.
2. To identify the relationship between job performances and job
satisfaction.
3. To investigate the relationship between eective communication
and employee Performance of Karmosangsthan Bank
employees.
4. To examine the communication techniques that enhances
performance in Karmosangsthan Bank employees.
5. To explore the eect of downward and upward communication
on employee performance.
Development of hypothesis
For the purpose of the study, the following hypotheses were
developed and introduced to nd out the relationship with each other.
Ho1: ere is a correlation between managerial communication
skills and job satisfaction.
Ho2: ere is a correlation between managerial communication
skills and Employee job Performances.
Ho3: ere is a correlation between job satisfaction and job
performances.
Ho4: Managerial communication skills have an impact on job
Performances and job satisfaction.
H05: Managerial communication skills have an impact on job
commitment.
Ho6: Communication has positive and signicant eect on
employee’s job satisfaction.
Ho7: Participation has positive and signicant eect on employee’s
job satisfaction.
Development of research question
1. Is there any relationship between business communication and
job performances?
2. Is there any relationship between business communication and
job Satisfaction?
3. How eective has the business communication enhanced the
job performances and organizational eectiveness?
4. To What extent the communication gap has enhanced the
positive or negative impact on the business performances.
Literature Review
Communication
Communication is s process of exchanging the views, ideas,
opinions and suggestion between one or more person in the same
organization. Communication is very essential elements of a successful
business. Communication is functions of the management process.
When the communication is absent in the top level management
to the lower or midlevel management the organization will not or
is not be eective. To implement the management functions of
planning, organizing, motivating, leading and controlling is very
important to maintain the communication among the stakeholders
of the organization. Communication is a very important skill and the
need for ecient management; through which managers establish
and maintain interactions between employees to perform necessary
daily tasks properly. Organization Communication is a coordination

Citation: Nabi NM, Foysol KM, Adnan SM (2017) The Role and Impact of Business Communication on Employee Performances and Job Satisfactions:
A Case Study on Karmasangsthan Bank Limited, Bangladesh. Arabian J Bus Manag Review 7: 301. doi: 10.4172/2223-5833.1000301
Page 3 of 8
Volume 7 • Issue 3 • 1000301Arabian J Bus Manag Review, an open access journal
ISSN: 2223-5833
of relationships that exist between organization bodies. In today's
organizations, information should be transferred faster than any other
time. It is through communication that each organization becomes
an open system, which has reciprocity with its environment. Dwyer
[8] dened communication as “the process whereby people within an
organization give and receive messages” Communication can occur
through informal channels such as grapevines or formal channels such
as procedures and ocial meetings [9,10]. Many researchers assert that
communication in organization has signicant eect on employee’s job
satisfaction [11], in organization people communicate with each other
in dierent ways. Messages may move downward and upward between
hierarchical levels or horizontally among employees at equivalent level
[12]. Beyerlein states it is management responsibility to align support
systems in the strategic design so that employees can communicate their
needs and frustrations, as this will keep an organization functioning
eectively and make the most of people who are an organizations
greatest resource.
Participation
Participation means the employee participation in the decision
making, management etc. When the employees are participated
in organizational matters they become very happy in context of
their mind. is is the process of employee participation where the
employee are encouraged to active participate in decision making, the
decision become the decentralized. Although many researchers oer
conceptual and operational denition for employee’s participation
in many dierent ways [13,14], this concept is generally dened as
“a process in which inuence is shared among individuals who are
otherwise hierarchically unequal” [15,16]. It is widely believed that
the employee’s participation may aect their job satisfaction, which
creates comparative advantage for the organizational and individual
performance [17,18]. Several researches indicated that employee
participation, increase exibility and autonomy, and causally increase
employee satisfaction [15,18,19]. By giving chance to employees to
participate in decision making employee’s job satisfaction will increase.
Organizational eectiveness and productivity
Business communication is very important for the success of
the business. e contribution of two persons is essential for the
success of the business organization. When the upward or downward
communication does not happening the business organization it
creates the interpersonal problem. e organizational eectiveness is
largely depends on the co-operation, concentration, communication
among the subordinates. e business organization is depends on
the production or productivity. When the production level is low, the
organizational productivity is also law. In today’s organizations, due
to changes in employee’s needs, environment should be provided that
is stimulating and satisfying much more than just physiological and
safety needs [20]. Performance when compared to goals and objectives.
It is also a common practice in public sector performance management
literature to talk about the three E’s: Economy, Eciency, and
Eectiveness [21]. According to Beirut [22], Performance is referred
to as being about doing the work, as well as being about the results
achieved. Jain et al. [23] denes performance is an act or process of
carrying out actions and activities to accomplish an intended outcome.
Performance measurement is the process of collecting, analyzing,
and/or reporting information on the performance of an individual,
group, organization, system, or component [24]. Bayle and Robinson
[25] suggest there are three principles that performance depends
upon: the system of governance; the quality of the organization’s
network (aliations, supporting bodies); and the positioning of the
organization within its particular sport. Bayle and Robinson [25], study
suggests there are three further performance issues that facilitate overall
organizational performance: forms and levels of professionalization;
the presence of a participatory organizational culture; and adopting
a partnership approach. Performance means quality, condition, or
function. According to Shaque et al. [26] Organizational performance
was not only the outcome it was continuous process of dierent
activities. Capabilities were the eort to do activities, which were the
processes that lead to the organizational performance. Sink viewed
performance measuring as a complex task, dicult, challenging,
and important. Performance level is a function of the eciency and
eectiveness of enterprise operations, erefore, measurement
of performance is the process of quantifying the eciency and
eectiveness of an organization.
Job Motivation and satisfaction
Job satisfaction is very important to the organizational employees
or the employer. Job satisfaction is nothing but the consideration of
job fascination in regard of the job happiness. When the employees
are satised towards with the job the ultimate impacts on the
organizational goals or the objectives. e productivity is connectivity
and connectivity is productivity. e employees are always trying to
getting something from the organization. ey try to contribute in the
organization by making decision, empowering the power, job duties
and responsibility. When the workers are getting the satised with the
employment, they will not leave the organization. e absenteeism and
turnover rate will reduce. Job satisfaction is dened as the extent to
which employees have positive or favorable feelings towards work and
the work environment [16,27,28]. Although a wide range of theories
has been building to explain origin and dimensions of employee’s job
satisfactions [10,16,29-31], it seems there is no single theory to explain
this phenomenon completely. Several researchers oer dierent
measurements tools for measuring job satisfaction. In this research,
job satisfaction measured by instrument which designed by Smith et
al. [32]. ey dene ve facets for measuring job satisfaction. Based on
their instrument, job satisfaction consists of several facets, including
satisfaction with the supervisor, relationship with coworkers, present
pay, nature of work, and opportunities for promotion. Fisher and
Hanna (1939) consider job satisfaction as a psychological factor and
dene it as a kind of emotional adjustment to the job requirements,
meaning that if the job provides ideal conditions, the person will be
satised with the job. But if the job does not provide satisfaction and
joy, the person starts reproaching job and will possibly leave the job.
Employee performances
Employee performances are largely depends on the organizational
communication. When the communication system is favorable
to workmen, they will more encourage contributing more in the
organization. In our modern organization the employee involvement
is very rarer hence they are not motivated to the organization and are
unable to contribute to organization. Administration is the heart of the
management. When the organizational hierarchy is not up to lower
level management there creates the problem of understanding and
mutual cooperation. More motivation creates the more production
and the communication is the best medium of motivation towards
the achieving the desired goal. From the perspective of the judges
with Hersey and Blanchard [20] the level of achievement of business
and social objectives to measure job performance and accountability).
e output and yield of an organization is calculated in terms the

Citation: Nabi NM, Foysol KM, Adnan SM (2017) The Role and Impact of Business Communication on Employee Performances and Job Satisfactions:
A Case Study on Karmasangsthan Bank Limited, Bangladesh. Arabian J Bus Manag Review 7: 301. doi: 10.4172/2223-5833.1000301
Page 4 of 8
Volume 7 • Issue 3 • 1000301Arabian J Bus Manag Review, an open access journal
ISSN: 2223-5833
performance of its workforce [33]. It was originated that if an employee
is showing better performance than it is due to level of job satisfaction
has investigated the important employee performance indicators
at the hiring stage. ey concluded that the employee’s productivity
is aected by level of job satisfaction and motivation and now it
has become dilemma for the human resource experts to retain the
performer. e employee commitment is adversely eected by the low
level of employee satisfaction and sequentially it eects the achievement
of organizational objectives and performance [34]. ere is empirical
support that intention to leave is negatively related to performance and
job satisfaction. For example, Bosho and Allen [35] found that the
performance of recovery of valuable services of employees decreased
their intention to leave the organization. Viator [36], reported that
performance was negatively associated with the original intentions.
Job commitment
Job commitment is nothing but promise of doing the job. Job
commitment is very crucial to accomplish the job or the organizational
goal. e committed employees are the best assets of the organization.
When the organizations are committed to the employees, the
employees feel that this organization is mine and I will dedicate
to the organization. In the literature, the concept of commitment is
dened as a positive, satisfying and spiritual situation related to work
which consists of vigor, dedication and concentration. Greenhaus
denes commitment as a work's importance in an individual's life
and internalization of the ideology of the work. Conceptually, it is
not a momentary and peculiar situation; it is a more persistent and
widespread emotional-cognitive situation that does not focus on a
single object, person or behavior. A motivational factor that aects the
performance of the organization and employees is generally seen as a
part of internal motivation. It is that employees completely connect
themselves to a role; put their "hands, mind, and heart" into action to
bring out high work performance. Job commitment has an eect on
the formation of an eective organizational structure by allowing the
employee to approach the work with self-sacrice. It was observed that
employees with higher levels of job commitment had higher levels of job
satisfaction, higher organizational commitment, and lower intention
to leave the job. e high level of job satisfaction of individuals will
increase the job satisfaction and will show itself as an eective factor in
individual’s dedication to the job. Job commitment is not only a factor
that leads to employee performance and organizational performance
but also a concept that should be considered as a factor aecting
employee attitudes at the individual level.
Research Methodology and Data Analysis and
Presentation
Research methodology
Research methodology is the systematic, theoretical analysis of the
methods applied to a eld of study. A questionnaire was constructed
based on the development of topic as in feasibility of eective business
communication of some important aspects that controls the overall
business prevalence. is questionnaire was used to collect data from
the employees. ey were allowed to answer freely regarding their
perspectives of some of the factors which are directly and indirectly
linked to the consequences of communication.
Data collection instrument
Primarily the personal information like their name, age,
qualications, experience etc. of the employee was collected in the
personal information section of the questionnaire. ere are some
advantages of using these questionnaires. Firstly, respondents answer
at their own convenience, moreover, there is no need to set up an
interview query arrangement. Furthermore, there is no chance that they
will get biased by the presence of an interviewer. On top of that, they
can consult with each other on some points if they like. eir opinions
were taken mostly on the factors considered interrelated to the main
topic. e low-cost-per completion and less amount of time employed
make it an economical instrument for surveying large sample.
Sample size and target population
Sampling is done to avoid working with the whole population or
in this case employees which are quite expensive and time consuming
process. So a bunch of selected population was targeted over ve
branches of the bank around the country. A set of 150 questionnaires
was delivered and distributed among 150 selected employees. Aer
a brief period of time they were taken back. About 120 employees
managed to return the survey questionnaire in time. e data analysis
was conducted on the retrieved data from the employees using
descriptive statistical methods (Table 1).
Data analysis and interpretation
Background information: Sorting the personal information
of the respondents, we see that among 120 employees, 65% i.e., 78
respondents are male and the rest 35% i.e. 42 respondents are female
(Figure 1).
Sorting the age of the respondents, we see that, 27% i.e., 32
respondents are of age ranging from 21-30 years, while 41% i.e.,
50 respondents are of age ranging from 31-40 years, 22% i.e., 26
respondent’s age ranges from 41-50 years and rest 10% i.e., 12
respondent’s age ranges from 51-60 years (Figure 2).
Sorting the experiment section, we nd that 14% i.e., 17 of the
respondents have served 0-4 years in this organization, while 42% i.e.,
51 respondents have served 5-8 years, 31% i.e., 37 of the respondents
have served for 9-12 years and 13% i.e., 15 respondents have served for
over 12 years in the organization (Figure 3).
Branch Frequency Number of
Respondents
Sample
Population
Main Branch 1 30 30
Branch 2 1 25 25
Branch 3 1 25 25
Branch 4 1 20 20
Branch 5 1 20 20
Total 120
Table 1: Sample size and target population.
65%
35%
Gender
Male Female
Figure 1: Genders of the respondents.

Citation: Nabi NM, Foysol KM, Adnan SM (2017) The Role and Impact of Business Communication on Employee Performances and Job Satisfactions:
A Case Study on Karmasangsthan Bank Limited, Bangladesh. Arabian J Bus Manag Review 7: 301. doi: 10.4172/2223-5833.1000301
Page 5 of 8
Volume 7 • Issue 3 • 1000301Arabian J Bus Manag Review, an open access journal
ISSN: 2223-5833
Assortment of qualication section suggests that, 29% i.e., 35
respondents are post graduates and the rest 71% i.e., 85 respondents
are university graduates (Figure 4).
Data analysis: We have considered the following 10 important
factors that are directly or indirectly controlled by the eect of business
communication and combinely contribute to employee performance
and job satisfaction. e following chart shows level of agreement
and disagreement of the respondent employees over these 10 factors
on which we believe, eective business communication has signicant
impact (Table 2).
Graphical representation and descriptive analysis
Here, in case of eect of business communication on productivity
of the organization, 75% respondents strongly agreed that eective
business communication has positive eect on productivity of the
organization; meanwhile, 12% agree with the fact, 8% are uncertain,
4% disagree and 1% strongly disagree (Figure 5).
Here, in case of eect of business communication on motivation
for employee’s performance, 72% respondents strongly agreed that
eective business communication has positive eect on employee
performance; meanwhile, 14% agree with the fact, 10% are uncertain,
4% disagree and none strongly disagree (Figure 6).
Here, in case of eect of business communication on Employee's
Commitment to the Organization, 79% respondents strongly agreed
that eective business communication has positive eect on Employee's
Commitment to the Organization; meanwhile, 10% agree with the fact,
7% are uncertain, 2% disagree and 2% strongly disagree (Figure 7).
Here, in case of eect of business communication on Employee's Job
Satisfaction, 66% respondents strongly agreed that eective business
communication has positive eect on Employee's Job Satisfaction;
meanwhile, 17% agree with the fact, 11% are uncertain, 3% disagree
and 3% strongly disagree (Figure 8).
Here, in case of eect of business communication on Job Security
and Transparency, 52% respondents strongly agreed that eective
business communication has positive eect on Job Security and
Transparency; meanwhile, 23% agree with the fact, 20% are uncertain,
6% disagree and 9% strongly disagree (Figure 9).
Here, in case of eect of business communication on Improvement
of Workplace Environment, 57% respondents strongly agreed that
eective business communication has positive eect on Improvement
27%
41%
22%
10%
Age
21-30 31-40 41-50 51-60
Figure 2: Age of the respondents.
14%
42%
31%
13%
Number of Years Served
0-4 Years
5-8 Years
9-12 Years
Figure 3: Number of years served.
Qulaficaon
71%
29%
Graduate Post Graduate
Figure 4: Qualication of the respondents.
Factors on which effective business communication has a positive effect Strongly Agree Agree Uncertain Disagree Strongly Disagree
Productivity of the organization 75% 12% 8% 4% 1%
Motivation for Employee’s Performance 72% 14% 10% 4% 0%
Employee’s commitment to the Organization 79% 10% 7% 2% 2%
Employee’s Job Satisfaction 66% 17% 11% 3% 3%
Job Security and Transparency 52% 23% 20% 6% 9%
Improvement of Workplace Environment 57% 24% 7% 10% 2%
Recognition of Performance 50% 17% 13% 14% 6%
Feeling of Belonging to the Organization 62% 20% 4% 10% 4%
Relationships with Superior and Peers 82% 9% 5% 4% 0%
Stimulate to Attain Company’s Goals 56% 16% 10% 13% 5%
Table 2: Response rate of the respondent of the various questionnaires.
0%
10%
20%
30%
40%
50%
60%
70%
80%
Strongly
Agree
Agree Uncerta
in
Disagre
e
Strongly
Disagre
e
Series1 75% 12% 8% 4% 1%
Producvity of the Organizaon
Series1
Figure 5: Productivity of the organization.

Citation: Nabi NM, Foysol KM, Adnan SM (2017) The Role and Impact of Business Communication on Employee Performances and Job Satisfactions:
A Case Study on Karmasangsthan Bank Limited, Bangladesh. Arabian J Bus Manag Review 7: 301. doi: 10.4172/2223-5833.1000301
Page 6 of 8
Volume 7 • Issue 3 • 1000301Arabian J Bus Manag Review, an open access journal
ISSN: 2223-5833
of Workplace Environment; meanwhile, 24% agree with the fact, 7%
are uncertain, 10% disagree and 2% strongly disagree (Figure 10).
Here, in case of eect of business communication on Recognition of
Performance, 50% respondents strongly agreed that eective business
communication has positive eect on Recognition of Performance;
meanwhile, 17% agree with the fact, 13% are uncertain, 14% disagree
and 6% strongly disagree (Figure 11).
Here, in case of eect of business communication on Feeling of
Belonging to the Organization, 62% respondents strongly agreed that
eective business communication has positive eect on Feeling of
Belonging to the Organization; meanwhile, 20% agree with the fact,
4% are uncertain, 10% disagree and 4% strongly disagree (Figure 12).
Here, in case of eect of business communication on Relationship
with Superior and Peers, 82% respondents strongly agreed that
eective business communication has positive eect on Relationship
with Superior and Peers; meanwhile, 9% agree with the fact, 5% are
uncertain, 4% disagree and none strongly disagree (Figure 13).
Here, in case of eect of business communication on Stimulate
to attain company's Goals, 56% respondents strongly agreed that
eective business communication has positive eect on Stimulate to
attain company's Goals; meanwhile, 16% agree with the fact, 10% are
uncertain, 13% disagree and 5% strongly disagree (Figure 14).
Findings of the Study
From the study we can see the responses of the respondents about
0%
10%
20%
30%
40%
50%
60%
70%
80%
Strongl
y Agree
Agree Uncerta
in
Disagre
e
Strongl
y
Disagre
e
Series1 72% 14% 10% 4% 0%
Movaon for Employee's
Performance
Series1
Figure 6: Motivation for employee’s performance.
0%
10%
20%
30%
40%
50%
60%
70%
80%
Strongl
y Agree
Agree Uncerta
in
Disagre
e
Strongl
y
Disagre
e
Series1 79% 10% 7% 2% 2%
Employee's Commitment to the
Organizaon
Series1
Figure 7: Employee’s commitment to the organization.
0%
10%
20%
30%
40%
50%
60%
70%
Strongly
Agree
Agree Uncerta
in Disagre
e
Strongly
Disagre
e
Series1 66% 17% 11% 3% 3%
Employee's Job Sasfacon
Series1
Figure 8: Employee’s job satisfaction.
0%
10%
20%
30%
40%
50%
60%
Strongly
Agree
Agree Uncerta
in
Disagre
e
Strongly
Disagre
e
Series1 52% 23% 20% 6% 9%
Job Security and Transparency
Series1
Figure 9: Job security and transparency.
0%
10%
20%
30%
40%
50%
60%
Strongl
y Agree
Agree
Agree Uncerta
in
Disagre
e
Strongl
y
Disagre
e
Series1 57% 24% 7% 10% 2%
Improvement of Workplace
Environment
Series1
Figure 10: Improvement of workplace environment.
0%
10%
20%
30%
40%
50%
Strongly
Agree
Agree Uncerta
in
Disagre
e
Strongly
Disagre
e
Series1 50% 17% 13% 14% 6%
Recognion of Performance
Series1
Figure 11: Recognition of performance.

Citation: Nabi NM, Foysol KM, Adnan SM (2017) The Role and Impact of Business Communication on Employee Performances and Job Satisfactions:
A Case Study on Karmasangsthan Bank Limited, Bangladesh. Arabian J Bus Manag Review 7: 301. doi: 10.4172/2223-5833.1000301
Page 7 of 8
Volume 7 • Issue 3 • 1000301Arabian J Bus Manag Review, an open access journal
ISSN: 2223-5833
the eect of business communication on those ten important factors.
It is evident from the analysis that, maximum of the respondents
thinks that eective business communication has a positive drive
over productivity, employee motivation, employee commitment, job
satisfaction, job security and transparency, improvement of workplace,
recognition of performance, feeling of belonging, relationship with
superiors and peers and stimulation to attain company’s goals.
According to the study, employees believe that a good business
communication always helps to increase the productivity of the
organization. It enables to run the organization to its full potential and
eciency. Also, it has ample amount of impact on employee motivation
and drive. Employees tend get stimulated to attain organization’s goals
if they can communicate accurately with the rest of the organization.
It also makes them feel secure and comfortable while working. A good
communication system brings self-satisfaction in employee as their
performance is well recognized and appreciated. is also develops
a feeling of belonging to the organization. It certainly improves
workplace environment as transparency and integrity prevails in the
organization. A sound communication also improves relationships not
only with top level management, but also with coworkers and peers.
It helps stimulating work energy of the employee to navigate towards
organization’s destination.
Recommendation
e purpose of the study was purely to understand the current
situation of intensity of communication in banking sectors, employee’s
mentality and point of view towards disposition of communication
and the extent up to which good communication has been able to
meet employee’s expectation. e researchers believe that, the result of
this particular study can certainly be used to improve communicative
environments all around. e following recommendations can be
made based on the result of the study:
1. To nd out more convenient and alternate implications
of business communication for the betterment of work
environment.
2. To apply dierent communication technique for the betterment
of working condition.
3. To nd better ways to apply the upward, downward and lateral
communication.
4. To implicate better managerial communication so that the
employee’s working condition becomes more convenient and
comfortable.
Future Study of the Research
e study was conducted on the banking sector. e researchers
believe that this sort of studies should be conducted on the major
sectors of the country like industrial sectors, business sectors,
marketing sectors etc. If the existing problems in these sectors can be
reduced by even a very small margin, the country’s economy will be
vastly beneted. ese types of studies are essential to identify those
sorts of problems. ey also create a communication bridge among
the employees and top management of a particular organization. So
there are much more scopes of conducting such studies especially in a
country like Bangladesh and successful application of solution brought
about by the study will certainly help to amplify country’s economic
resources.
Summary
From the study above it undoubtedly evident that eective business
communication has a massive impact on employee’s performance
and job satisfaction and thus indirectly inuences organization’s
productivity and eciency. e employee’s opinions and expectations
are reected smoothly through the data collected. e sampling was
done in a way that it covers people from all areas and positions to have
as accurate result as possible. e study conducted above not only
brings out current level of communication as an improvement tool but
also demonstrate the result of some of the problems occurring due to
lack of communication or miscommunication. is study result can be
0%
10%
20%
30%
40%
50%
60%
70%
Strongly
Agree
Agree Uncertai
n
Disagree Strongly
Disagree
Series1 62% 20% 4% 10% 4%
Feeling of Belonging to the
Organizaon
Series1
Figure 12: Feeling of belonging to the organization.
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
Strongly
Agree
Agree Uncertai
n
Disagree Strongly
Disagree
Series1 82% 9% 5% 4% 0%
Relaonship with Superior and Peers
Series1
Figure 13: Relationship between superior and peers.
0%
10%
20%
30%
40%
50%
60%
Strongly
Agree
Agree Uncerta
in
Disagre
e
Strongly
Disagre
e
Series1 56% 16% 10% 13% 5%
Smulate to aain company's Goals
Series1
Figure 14: Stimulate to attain company’s goals.

Citation: Nabi NM, Foysol KM, Adnan SM (2017) The Role and Impact of Business Communication on Employee Performances and Job Satisfactions:
A Case Study on Karmasangsthan Bank Limited, Bangladesh. Arabian J Bus Manag Review 7: 301. doi: 10.4172/2223-5833.1000301
Page 8 of 8
Volume 7 • Issue 3 • 1000301Arabian J Bus Manag Review, an open access journal
ISSN: 2223-5833
used to compare the level of communicative environment if there’s any
study to be conducted in the future regarding this topic. It can also be
used to improve economic condition of our country.
Conclusion
Eective communication is inevitable and binding activity of
individual, group, organization and community in all human societies.
In this study, four key indicators of eective communication such
as: empathy, openness, support and social skills and its relation to
indicators of job satisfaction and job motivation are discussed. In
today’s organizations, due to changes in employee’s needs, environment
should be provided that is stimulating and satisfying much more than
just physiological and safety needs.
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Citation: Nabi NM, Foysol KM, Adnan SM (2017) The Role and Impact of
Business Communication on Employee Performances and Job Satisfactions:
A Case Study on Karmasangsthan Bank Limited, Bangladesh. Arabian J Bus
Manag Review 7: 301. doi: 10.4172/2223-5833.1000301
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