Rmg sector past present & future

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Rmg sector past present & future

  1. 1. RMG sector past present & future On Employees SatisfactionTopic:  T he levels of employees’ satisfaction of Ready Made Garments (RMG) sector in Bangladesh.Researchquestion:  What are the levels of employees’ satisfactions Ready Made Garments (RMG) sectors in Bangladesh?Title:  Factors affecting Employees satisfaction levels Ready Made Garments sector in Bangladesh.
  2. 2. RMG sector past present & future On Employees SatisfactionIntroductionThe Ready-Made Garments (RMG) industry captures a unique position in the Bangladesheconomy. Ready-made garments are mass-produced finished textile products of the clothingindustry. The industry plays a key role in employment generation and in the provision/distribution of income to the poor.Employee satisfaction is a measure of how happy workers are with their job and workingenvironment. Epping moral high among workers can be of great benefit to any company, ashappy workers will be more likely to produce more ,take fewer days off ,and stay loyal to thecompany .There are many factors in improving or maintaining high employee satisfaction ,whichwise employers would do well to implement .To measure employee satisfaction ,many companies will have mandatory surveys or face-to –face meetings with employees to gain information .Both of these tactics have pros and cons ,andshould be chosen carefully .surveys are often and anonymous ,allowing workers more freedom tobe honest without fear of impact Interviews with company management can fill intimidating butif done correctly can let the worker know that there voice has been heard and their concernsaddressed by those in charge .surveys and meetings can truly get to the center of the datasurrounding employee satisfaction ,and can be great tools identify specific problems leading tolowered morale.Before liberation in 1970 in Bangladesh there was only one garment factory but now there are4740 garment factory in Bangladesh. The number of workers in garments sectors is increasedday by day. In 1985-86 the total workers were 0.20 million. In 2007-08 the number of garmentsworkers in Bangladesh is 2.50 million 2011 around 4.5 million.Job satisfaction means an attitude that reflects the extent to which an individual is gratified by orfulfilled in his or her work. It’s indicated that personal factors such as an individual needs andobjective, determine this attitude along with group and organization factors, such as relationshipswith coworkers and supervisor and working conditions work politics and compensation.
  3. 3. RMG sector past present & future On Employees SatisfactionReady-Made Garments is the largest exporting industry in Bangladesh, which experiencedphenomenal growth during the last 20 years. But Bangladeshi garments industry labour cost isvery poor than other country. The wages paid to RMG workers in Bangladesh are the lowesteven by the South Asian regional standard. Graph illustrates the comparative average hourlywages in apparel industry of selected developed and developing countries.The multimillion dollar garment industry is a major draw for women who migrate to urban areas inBangladesh in search of work. With the rapid expansion of RMG in the urban areas in the 1980s,there has been a boost in independent migration by young women in Bangladesh. This gives ussome perspective to the social mobility with the entry of women in the formal labor market andtransition from the private to male dominated public sphere. Recent estimate suggests that 90 percentof the garment industry is comprised of women and more than 90 percent of the garment factoryworkers are the migrants from rural areas and a bulk of them (three quarters) migrated from landlessfamilies (Afsar 2000). The same study indicates that the female workers deserve attention not onlybecause they broke the inherent social norm of being only a daughter, wife or mother of some men,but also because of their emerging role as primary earners. Majumder and Khatun (1997) show thatabout 30 percent of women are the primary earners of their families, while the others are secondaryearners. Without female workers’ earnings, 80 percent of their families would slide below thepoverty level (Paul-Majumder and Zohir 1995). In spite of discrimination and irregularity in wagesand earning below the minimum wages, female workers employed in the export oriented garmentindustry contribute about 46 percent to their family income. The hands of factory owners arestrengthened by the fact that poor unskilled women have few alternatives and even fewer betteremployment opportunities in any case. Employers prefer female workers not only because they arecheaper and abundantly available, but also because they are more vulnerable, docile and manageableto male workers. They accept without protest the flexible terms of employment and are also seen tobe less likely to be organized and susceptible to “anti-management propaganda from outside” (Khan2001). Besides, women workers are more at stake if they lose their jobs since their families dependupon their wages and the alternatives (casual wage work, domestic service) are worse compared withthose for men. But some ambiguities and questions about the economic and social conditions of thefemale garment workers are still existed. In this context, this study was undertaken toassess the socio-economic conditions of the female garment workers in Chittagong MetropolitanArea. To our knowledge, no particular study has been carried out on female garment workers ofChittagong Metropolitan Area--one of the largest garment industrial areas in Bangladesh. The sector has created jobs for about 4.5 million people of which 80 percent are women who mostly come from rural areas. This industry of Bangladesh has been the key export division and a main source of foreign exchange for the last 25 years. National labor laws do not apply in the
  4. 4. RMG sector past present & future On Employees SatisfactionEPZs, leaving BEPZA in full control over work conditions, wages and benefits. Garmentfactories in Bangladesh provide employment to 40 percent of industrial workers. But without theproper laws the worker are demanding their various wants and as a result conflict is began withthe industry. Low working salary is another vital fact which makes the labor conflict. Workermade strike, layout to capture their demand. Some time bonus and the overtime salary are theimportant cause of crisis. Insufficient government policy about this sector is a great problem inGarments Company.LiteratureReviewMohammad Salim Zahargier, Nimalathasan Balasundaram (2010) mentioned in their paper thattwo main sources of economic growth of Bangladesh have been manufacturing and servicing,both crucially dependent on the RMG sector. Thus any impact on RMG sector, will adverselyaffect economic performance of the country and another paper already say Factors affectingEmployees’ Performance in Ready Made Garments (RMG) Sector in Chittagong, Bangladesh.Several researchers were given emphasized on forecast or estimate export demand function.Some other with mentioning is Ahmad et al (1993) and Razzaque (2004). Recently, AbdusSalam Murshedy (2010-05-06) in his paper addresses to the task of assessing ready madegarment industry has emerged as the highest employment creating manufacturing sector of thecountry,. And they found during GFC the performance of RMG and Remittance sectors are quitesatisfactory. M M Shahnewaz Kabir Shawon research Deeper look into RMG Sector ofBangladesh (10th April, 2011) this paper include what are benefit our national economy ingarments sector, Recent export data and employees’ performances level. Syeda Sharmin Absaranalysis what are the problem surrounding wages, the RMG sector in Bangladesh and also discusgender division of labour, wages, working hours or many important part why people like mostwomen work and suggest proper solution. Tahmina Haque published Journal of BusinessResearch, (vol. 5, 2003) this article focus A View over Discrimination and Harassment Situationof Daily Unskilled Workers in Work Place in Bangladesh this paper track to see whether andhow unskilled workers were harassed by their employers and co-workers, most of the case effectgarments worker. Md. Nehal Ahmed and Md. Sakhawat Hossain (September 2006 ) PolicyAnalysis Unit (PAU)Research Department, Bangladesh Bank analysis Future Prospects ofBangladesh’s Ready-Made Garments Industry and the Supportive Policy Regime also include
  5. 5. RMG sector past present & future On Employees Satisfactionhow to improve Infrastructural Impediments and focus Labour Productivity.On April 5th 2009 the Trade Related Assistance Center (TRAC) at the American Chamber ofCommerce in Egypt hosted a workshop titled “Improving Labor Productivity in Egypt’s Ready-Made Garments Sector This report analyzes labor productivity in the ready-made garment sectorin Egypt. Section 1 seeks to highlight and understand the constraints to labor productivity byfocusing on productivity challenges, limitations to growth and working conditions in the garmentsector. Syeda Sharmin Absar (Australian National University) publishes on journal, problemsurrounding wages and satisfaction the RMG sector in Bangladesh. This labour and managementin development journal (volume 2, number 7) analysis’ Bangladesh labour satisfaction level andRMG sector/worker low Centre for Policy Dialogue (September, 2007) Published paper GenderDimension of Employment in the RMG Sector, Recent Evidence from the Field Survey (Tradeand Competitiveness Research Team, Institute of Economics, 27 Tran Xuan Soan, Hanoi,Vietnam) this report focus explore the gender-differentiated effect of trade liberalisation in theRMG sector in Bangladesh; and To investigate how the adjustments were taking place inresponse to the new competitive global environment.Yoon and Suh (2003) showed that satisfied employees are more likely to work harder andprovide better services via organizational citizenship behaviors. Employees who are satisfiedwith their jobs tend to be more involved in their employing organizations, and more dedicated todelivering services with a high level of quality. Yoon and Suh Previous research has alsosuggested that loyal employees are more ready to and more capable of delivering a higher levelof service quality (Loveman 1998, Silvestro and Cross 2000). Researchers have argued thatservice quality is influenced by job satisfaction of employees (e.g., Bowen and Schneider 1985,Hartline and Ferrell 1996).The argument that employee satisfaction improves worker confidence quality is grounded on thetheory of equity in social exchanges (Gouldner 1960, Homans 1961, Blau 1964, Organ 1977). Inthe context of social exchange theory, when an employer offers favorable working conditionsthat make its service employees satisfied.Md. Rajib Hasan and Mohammad Abdul Alim (University of Gothenburg) published on researchpaper, how to solve garments employees problem and motivate. This paper also include garmentenvironment, manager proper guideline. Institutional finances – IDRC/CIDA project (november
  6. 6. RMG sector past present & future On Employees Satisfaction2001) analysis of qualitative factors affecting competitiveness of textile and garment firms. Thisreport was prepared by a six-member Technical Group (TG) led by Vu Quoc Huy (Institute ofDevelopment Studies, Hanoi National Economics University) and comprised of Nguyen ThanhHa, Cu Chi Loi and Nguyen Van Tien (Institute of Economics), Vo Tri Thanh (Central Instituteof Economic Management), and Nguyen Thang (Institute for Market and Price Research). TheProject was directed by Do Hoai Nam, Director of the Institute of Economics and Vice-Chairman of National Centre for Social Sciences and Humanities (NSSSH), who also led itsAdvisory Group this report focus how to improve and raise production or benefit this sector andalso say employees’ level. Pratima Paul-Majumder, Anwara Begum work Poverty Reduction andEconomic Management Network this time she research The Gender Imbalances in the ExportOriented Garment Industry in Bangladesh and also focus In Bangladesh, worker employment inexport-oriented industry has Narrowed the gender gap in many spheres including participation inlabor force, social prestige, control over income and decision making. At the same time there iscommon occupational segregation and gender discrimination in wage rates.On April 5th 2009 the Trade Related Assistance Center (TRAC) at the American Chamber ofCommerce in Egypt hosted a workshop titled “Improving Labor Productivity in Egypt’s Ready-Made Garments Sector This report analyzes labor productivity in the ready-made garment sectorin Egypt. Section 1 seeks to highlight and understand the constraints to labor productivity byfocusing on productivity challenges, limitations to growth and working conditions in the garmentsector. Syeda Sharmin Absar (Australian National University) publishes on journal, problemsurrounding wages and satisfaction the RMG sector in Bangladesh. This labour and managementin development journal (volume 2, number 7) analysis’ Bangladesh labour satisfaction level andRMG sector/worker low.
  7. 7. RMG sector past present & future On Employees SatisfactionScopeandObjectivesofthereportThe objective of the report is to develop our knowledge about Research method as well as toelaborate our thinking. Through this report, we will able to make our self at any situation whenwe got the any sort of assignment or task or making any report regarding Research area. It alsohelp us for fulfillment our knowledge. The main objective of the report is to gather knowledgeand information how an organization performs their task and what are the levels of employees’satisfaction of (RMG) sector in Bangladesh.Objective: 1. To Judge the level satisfaction among garment employees. 2. To identify the factors there are affecting the satisfaction level of garments employees. 3. Identify the major factor behind the satisfaction level of garments employees. 4. To identify the relationship between factors and employees’ satisfaction level. 5. To classify whether and how RMG worker were harassed by their factory manager or other person.ResearchMethodologyMethodology is the most important component in any study since it explains the procedure andmethods through which a particular study was carried out. This paper includes Data /Information Collection, Study Population, Study Area, data collection, Sample Size, Allocationof sample and calculation etc.DataData are the raw materials for any study. Relevant data for the study were collected from bothsecondary and primary sources. Secondary data were collected from BGMEA, Na tio n alEnc ycl ope d ia o f Ban glade sh (NEB) , Wikipedia, Labor and management in developmentjournal volume 2, number 7 ETC.Two types of primary data were collected in the study-quantitative and qualitative. 1. Quantitative data were gathered from survey and observation of worker active RMG factories. 2. Qualitative data were collected from interview and projective techniques.
  8. 8. RMG sector past present & future On Employees SatisfactionLimitationsofthestudyDuring the time of preparing this report I have been faced many problem. These are follows:  The period fixed for preparing the report was hard to meet. As a result, sufficient concentration could not be given which was needed for much better study.  To prepare this report I have faced a lot of problems such as Maintain confidentiality, Unavailability of related books or document. Cost limitation. Limitation time etc.However, we are the student of mid level of B.B.A, so we have shortage of knowledge to makethis report. But we try our best to make the report properly.DataCollectionStudy Population: As the 2011 there are about 4.5 million worker work RMG sector. Out ofthem about 80% women and 20% man employees work this sector. But all garments employeesare not satisfied around most of the worker are satisfaction level low. The active worker inreadymade garments sector employees’ satisfaction level represent the main study population ofour study.StudyArea: The RMG factories constituting study population are mostly located around Dhakaand Chittagong. In Dhaka Region, the districts of Dhaka, Narayanganj and Gazipur are theconcentration of RMG firms. The following graph prepared according to the address provided inthe Directory of RMG sector total employees, and what percent man or woman.
  9. 9. RMG sector past present & future On Employees Satisfaction (Graph) Total Worker RMG sector Area wise. Area Total employees Man worker Women worker Dhaka 1, 20,000 20% 80% Narayanganj 5, 80,000 2.04 million Gazipur 24, 00,000 Worker Chittagong 4, 50,000 Others/Subtotal 5, 00,000 Dhaka 4.5 million Worker (Posted by Kauser bhuiyan 28 April 2011)Source: Year wise Number of Workers Employed in RMG Sectors (In Million) in Bangladesh, BGMEA/ Employees of Chittagong garment factory returning from lunch Courtesy Siria Lopez.Sample Size: This study focuses on Dhaka area from high-contact garments industries inBangladesh. We identified five area in Bangladesh (e.g., Dhaka, Narayanganj, Gazipur,Chittagong, Others/Subtotal Dhaka) and randomly selected some major garments from Dhakaarea.According to the term of References the survey should cover at list 8 garments and like total0.25% worker active worker RMG sector in Dhaka in operate. There are 1, 20,000 worker workDhaka RMG sector. Hence the sample size is 120,000 * 0.25% = 300.As this research will be conducted by survey through interviews; it will not be possible to take alarge sample because of limited time, money & man power. So the sample size will be not morethan 300 RMG workers.
  10. 10. RMG sector past present & future On Employees SatisfactionOur group focuses 300 employees because:To contact the whole population would be time consuming: Our group visit garments factory andwish to determine garments employees satisfaction level. A sample researcher using the regularemployees and field interviews of professional researcher just focus one or two days finish workclearly and deeply. By using the same staff interviews and working Seven days a week it wouldtaken nearly spend many days to contact all the voting population.The physical impossible of checking all items in the population: The population of garmentsemployees satisfaction like salary, bonus, security, working hours, Appointment paper,Additional services, health care facility, working environment, technological support or otherthis situation we make estimated using various technique such as focus all garments employeeslevel, facilities, or other services but this limitation time, garments permeation, employeesproper understand and guideline to clearly finish survey paper. And main effect all employeesare not interested to faces any interview because some worker not clearly understands what I amsaying and why I am use interview.Allocation of sample and calculations: The samples for the survey were selected using threestages stratified sampling scheme (proportional allocation). In the first stage the sample wasselected representation according to the gender decimation RMG in Dhaka. Because Dhaka isBangladesh hart of the city. This area many garments situation or this area garments worker mostof all know this satisfaction level, life style, or other facility. At the time other area employeeswork garments sector but this people don’t clearly know how to involve mordant area and whatare the satisfaction levels, facility or face any effects. Our country some time read any newspaperor TV this time show garments worker violent, company force sexual harassment and properlydon’t provide any facility this time only Dhaka area employees are involve many kind ofviolence, block road and some time create many unpredictable work. But other area likesChittagong garments area employees are not involve any violence’s.Survey was conducted over Eight (8) RMG factory and average load was calculated over eightfactories and almost eight factory in total average 25% worker meet and told many question..However the worker satisfaction level, worker list of RMG sector calculated and all calculationwere done in accordance with area. Also calculated Worker Salary like bonus, payment, genderdecimation. Security like working hours, Appointment paper. Additional services liketransportation, house facility, health care services. Working environment like working place,technological support, sufficient light fan ventilators etc.Load of different items as above, were calculated from field survey data, study averaged 300workers in work garments factory in Dhaka area.
  11. 11. RMG sector past present & future On Employees Satisfaction FactorAnalysis: Factor analysis is best expiations in the context of a sample. Employees’ satisfaction level RMG sector in Bangladesh. This topic indicates 4 questions include employees’ salary, security, additional services, working environment. Lets Y1, Y2, Y3 and Y4 represent what is the factor affecting employees’ satisfaction in RMG sector. Table shown what factor is important and what factor affects employees’ satisfaction. Communalities: Initial Extraction Salary 1.000 .538 environment 1.000 .830 Additional services 1.000 .962 Security 1.000 .801 Extraction Method: Principal Component Analysis. Total Variance Explained: Initial Eigen values Extraction Sums of Squared Loadings % of Cumulative % of CumulativeComponent Total Variance % Total Variance %1 2.116 52.901 52.901 2.116 52.901 52.9012 1.014 25.350 78.251 1.014 25.350 78.2513 .657 16.417 94.6684 .213 5.332 100.000 Extraction Method: Principal Component Analysis.
  12. 12. RMG sector past present & future On Employees SatisfactionComponent Matrix (a): Component 1 2 Salary .675 .286 environment -.903 .117 Additional services -.315 .929 Security .863 .238 Extraction Method: Principal Component Analysis. 2 components extracted.In this RMG employee’s satisfaction, Salary and Security is highly quantitative, while workingenvironment and additional services have a strong qualitative orientation. Salary or security thisthing should help employer satisfaction, but not in working environment or additional services.Health care services and working place should be helpful in environment or additional servicesbut not in Salary and Security.
  13. 13. RMG sector past present & future On Employees SatisfactionAnalysis:Frequency distributions were obtained to check for data entry errors and to obtain descriptivestatistics. Data were then factor analyzed using principal components analysis with varimaxrotation. Factor analysis is a data reduction technique that allows grouping of variables under acommon theme or dimension (see figure 1). A rotated structure of some factors was expectedbased on the four hypotheses. The four factors are Salary, Security, Working environment,Addition services.The final rotated solution with 20 items was retained. Four factors resulted from the final rotatedsolution; each was easy to interpret and explained percent of the cumulative variation.The four factors were Salary, Security, working environment and additional services. Each factorwas assessed for reliability using Cranach’s. The reliability coefficients (= 0.709) of thesefour factors, along with the measures of credibility, exceeded the value of 0.5 recommended. Toassess the validity of the measures, the multiple items measuring each construct were furtherfactor analyzed. In each case, the items always loaded on one factor only, lending support totheir convergent validity. Thus, from the four hypotheses, we have tested all factors.
  14. 14. RMG sector past present & future On Employees SatisfactionSalary: 1. Are you satisfied with your monthly salary? 2. Have you get your salary in due time? 3. Are you satisfied with your yearly increment? 4. In your garments are you face any gender discrimination? 5. Are you satisfying your occasional bonus?Security: 1. Are you used your id card regularly? 2. Have you get any appointment letter which provided by your garments? 3. Are you satisfied with your overtime working payment? 4. Are you satisfied with your supervisor’s behavior? 5. Have you faced any sexual harassment in your factory? 6. As a woman have you get your family support for night shift? 7. Do you think your launce time break is sufficient for you?Additionservices: 1. Are you satisfied with your any transport support which provided by the company? 2. Is the company providing any housing facilities? 3. Are you satisfied your health care facilities? 4. Are you satisfied your training facilities which provided by your garments a before your joining? 5. How much time are you getting maternal facility? 6. In your factory have you got any day care facility?
  15. 15. RMG sector past present & future On Employees SatisfactionWorkingenvironment: 1. Your working places are appropriate for the work? 2. Are you satisfied your company technology support? Figure 1: Measures of Variables in the Model Using 7-point Likert’ Scales (Strongly agree 7 and strongly disagree 1)
  16. 16. RMG sector past present & future On Employees SatisfactionT-test: One-Sample Statistics Std. Error N Mean Std. Deviation Mean Salary 90 3.6044 1.34214 .14147 environment 90 4.9167 2.09500 .22083 Additional services 90 4.6500 3.24557 .34211 Security 90 3.7873 1.08802 .11469 One-Sample Test Test Value = 0 95% Confidence Sig. (2- Mean Interval of the t df tailed) Difference Difference Lower UpperSalary 25.478 89 .000 3.60444 3.3233 3.8855environment 22.264 89 .000 4.91667 4.4779 5.3555Additional services 13.592 89 .000 4.65000 3.9702 5.3298Security 33.023 89 .000 3.78730 3.5594 4.0152
  17. 17. RMG sector past present & future On Employees SatisfactionDescriptiveStatistics:Descriptive statistics reflecting the mean scores, standard deviations and reliability scores areprovided in Table 2. The results clearly indicate that employee’s satisfaction level RMG sector inBangladesh. Overall salary (the dependent variable), measured on a 7-point scale, rated a meanscore of 3.60 (s= 1.34). Working environment had a mean of 4.91 (s=2.09); Addition serviceshad a mean of 4.65 (s= 3.24); Security had a mean of 3.78(s=1.08). Table2.Descriptive Statistics N Minimum Maximum Mean Std. Deviation Salary 90 1.00 5.80 3.6044 1.34214 Working environment 90 1.50 7.00 4.9167 2.09500 Additional services 90 2.17 15.50 4.6500 3.24557 Security 90 1.86 5.29 3.7873 1.08802 Valid N (list wise) 90Specially one of the variables, Additional services is not supposed to explain employees’satisfaction level. The mean score suggests the need for large and medium scale improvements ineach of theses scope and bring to improve employees’ satisfaction level RMG sector inBangladesh.
  18. 18. RMG sector past present & future On Employees Satisfaction RegressionModel: Variables Entered/Removed (b) Variables Model Variables Entered Removed Method 1 Security, Additional services, . Enter Salary, Working environment(a) An All requested variables entered. B Dependent Variable: Are you satisfy Model Summary Adjusted R Std. Error of the Model R R Square Square Estimate 1 .535(a) .286 .252 2.38405 A Predictors: (Constant), Security, Additional services, Salary, environment ANOVA (b) Sum ofModel Squares df Mean Square F Sig.1 Regression 193.343 4 48.336 8.504 .000(a) Residual 483.113 85 5.684 Total 676.456 89 A Predictors: (Constant), Security, Additional services, Salary, environment B Dependent Variable: Are you satisfy
  19. 19. RMG sector past present & future On Employees Satisfaction Coefficients (a) Unstandardized Standardized Coefficients Coefficients Std. Model B Error Beta t Sig. 1 (Constant) Salary 8.992 2.180 4.125 .000 Working .074 .211 .036 .349 .728 environment Additional -.840 .199 -.638 -4.227 .000 services Security .006 .086 .007 .071 .944 -.443 .366 -.175 -1.211 .229 A Dependent Variable: Are you satisfy R 2 =0.286, F5,294 =8.504, P<0.001ResultsThis study suggests that several variables have major implications for employees satisfactionlevel RMG sector in Bangladesh. The final regression model had an overall F5, 294 value of 8.504(P<0.001) with a R of 0.286 and adjusted R of 0.252. Considering that no prior scales and 2 2measures were available for this particular research, the results explaining 32.8 percent of thetotal variation in the dependent variable was very encouraging.Three of the factors – Salary, Addition services and working environment were found to besignificant at the 1 percent significance level (). A four factor, security, was found to besignificant with the probability of making a type I error .366 of the time.
  20. 20. RMG sector past present & future On Employees SatisfactionCoefficients (a) summarize the regression results of the final model. The standardized beta ()values indicate that the factor “Salary” had the greatest impact on employees satisfaction.Apparently, the level of objectivity of employees satisfaction, maintained by the Bangladeshigarments factory, is a major factor that leaves much to be done in attenuating perceived level ofemployees satisfaction level RMG sector in Bangladesh.With the exception of some garments ply better salary in their employees satisfaction, a majorportion of garments factory in Bangladesh have yet to achieve a better level of Salary is improveemployees satisfaction level. Respondents believe most of the garments factory does not payadequate attention to maintain a standard regarding salary. Salary satisfaction is a combination ofemployees’ fact; preciseness and depth of employees’ satisfaction improve. From the data we see48% of the respondents do not think that the employees’ satisfaction level facts are highlyaccurate. Only 22.3% of the respondents believe that the garments employee details areabsolutely accurate. In Bangladesh, some of the garments often distort the facts mainly due tounskilled reporting, lack of reliable sources etc. Employees’ satisfaction be more carefulpresenting the facts. In case of information from the employees, only 18.3% believe that theinformation is absolutely precise while 31.3% of the respondents think the information is notprecise or accurate. The depth of the RMG sector is a big issue in objectivity: 55.3% of thegarments worker believes there is much to develop in the employees’ satisfaction. In case ofworking skill, the respondents were positive though 39% of the respondents believe there ismuch to do in developing the satisfaction level. So improving garments employees satisfactionlevel, preciseness and reliable employees sources will increase the salary of garments worked inBangladesh, thus will increase the perceived level of employees satisfaction level RMG sector inBangladesh.
  21. 21. RMG sector past present & future On Employees SatisfactionConclusion:Employees’ satisfaction is the most power full part of increase productivity in any sector. It hasbeen seen that problems in labor satisfaction in Bangladesh ready-made garment sector Revolvearound a number of key issues that trace back to the essence employees’ satisfaction level orother. Most Bangladeshi garment manufacturers have failed to see any causal connection betweenlabour satisfaction and productivity outcomes. As a consequence of their economic priorities,many of them have become virulently anti-trade union, believing that trade unions would upsetBangladesh’s low-wage employment structure, which is vital for maintaining. Workers’ limitedpurchasing power and poor command over commodities define and shape their access to housing,health and sanitation and transportation facilities. Lack of job security is compounded by lowwages, which in turn cause insecurity of life for women in urban areas. Still, garments employeescontinue to work, and the reasons for this are open in the narratives. Most of the garmentsworkers are not properly satisfied but this people know just bear family financial and reducefamily problem but our survey and focus garments employees satisfaction level than seegarments employees don’t know labour law and other facility. This situation employees workingcondition are very poor quality. Bangladesh garments factory don’t proper use any kind ofemployees satisfaction or not properly mention working environment or other facility.It is safe to assert, the study does not represent the perception of employees from other factory,and this study provides the employees satisfaction level RMG sector in Bangladesh.
  22. 22. RMG sector past present & future On Employees SatisfactionReferences: Book:  Syeda Sharmin Absar, Problem Surrounding wages ready made garments sector in Bangladesh.  Ricky.w.Griffin-management the leading process.  Centre for Policy Dialogue (CPD), Gender Dimension of Employment in the RMG Sector Recent Evidence from the Field Survey.  Mohammad Salim Zahargier and Nimalathasan Balasundaram, Factors affecting Employees’ Performance in Ready-Made Garments (RMGs) Sector in Chittagong, Bangladesh. Internet:  BGMEA, Yearly wise growth of Garment Factories in Bangladesh.  Wikipedia, the free encyclopedia October2010.  National Encyclopedia of Ban gladesh, Hafiz GA Siddiqi.  The Financial Express VOL 18 NO 168 REGD NO DA 1589 Dhaka.  Abdus Salam Murshedy-RMG sector past present & future.  Labour and management in development journal volume 2, number 7.  M M Shahnewaz Kabir Shawon, Deeper look into RMG Sector of Bangladesh.  This article is brought to you by www.bdresearch.org, A View over Discrimination and Harassment Situation of Daily Unskilled Female Workers in Work Place in Bangladesh.
  23. 23.  National Council of Applied Economic Research, Impact of Globalization on Bangladesh garments Workers: A Study with Cge Analysis. Trade related assistance center (TRAC) American Chamber of commerce hostworkshop Improving Labor Productivity in Egypt Ready-Made Garments Sector” Pratima Paul-Majumder and Anwara Begum Bangladesh Institute ofDevelopment Studies, the Gender Imbalances in the Export Oriented Garment Industry in Bangladesh. 5920-garment-workers-heroic-rebellion-in-dhaka-bangladesh_files. Bangladesh-garment-workers-protest files. Based-exemption-scheme-ssi-garments-clarifications-simplification_files. Garments exporters, garments manufacturers, readymade garments _files Level-of-job-satisfaction-h-r-final-project files. Project-Report-on-Readymade-Garment-Shop-Special files. Problems-and-Prospect-of-Garments-Industry-in-Bangladesh-and-the-Supportive- Policy- Regime-Current-State-of-Affairs_files. RMG sector-in-bangladesh_files.

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