Term Paper of Human Resource Management
Maintenance (Employee relationship)
Dr. Md. Mohsin-Ul Islam
Shaikh Jannatul Moureen 110023
Md. Sayeed Bin jalil 110026
Shamsun Nahar 110005
Mahmudul Hasan 110041
Md. Amiruzzaman 110044
About Sopura Silk Mills Ltd.
Alhaj Md. Sadar Ali the Managing Director of Sopura Silk Mills Ltd. established
a Silk Mills named Sopura Silk Mills Ltd. by purchasing a Plot under BSCIC
Sopura Rajshahi in the year 1986 with the help of Islami Bank Bangladesh Ltd.
Rajshahi Branch, Rajshahi.
They are the manufacturers of 100% Pure Silk Fabrics Made -Ups & Garments for
both Men and Ladies. Their Fabrics and Garments pass through very rigorous Quality
Control procedures. They have strict supervision at every stage in production in
accordance with sophisticated advance technology. Their garments are trendy and
have high quality finish. They use imported machinery. The accessories used on these
garments are of very superior quality. They can develop prints designs styles as per
customers’ choice of colors and specification. Their production units are manned by
experienced professionals as well as qualified designers. They are always trying to
make innovations in their products.
Show Rooms of Sopura Silk Mills Ltd.
1. Dhaka Show Room (Santinagar)
2. Chittagong Show Room
3. Rajshahi Show Room
4. Dhaka office and Show Room (Dhanmondi)
5. Dhaka Show Rooom –Gulshan
6. Cotton Section (Gulshan)
Details of factory and show room of Rajshahi
1. Production department:
Production manager: 1
Supervisor : 4
2. Accounts department:
Accounts manager: 1
Accounts officer: 2
3. Marketing & sales department:
Marketing manager: 1
Marketing officer: 1
Factory show room:
Factory show room manager: 1
Sales representative : 12 (male 9, female 3)
Total Workers: 288
Weaving dept. 120
Designing dept. 62
Painting dept. 84
Screen print dept. 5
Iron dept. 15
Employee relationship management is a process that companies use to effectively
manage all interactions with employees, ultimately to achieve the goals of the
organization. The human resources department can play a critical role in this
process, both in terms of training and coaching managers and executives on how
to effectively establish and nurture relationships with employees and in measuring
and monitoring those relationships to determine whether objectives are being met.
Employee relation: Employee relation activities are those which seek greater
organizational effectiveness through the enhancement of human dignity and
growth. They seek to establish direct, two way communications between managers
and employees to provide mutual assistance and involvement in decision making.
Employee relations permeate all other human resource activities. Job sharing,
retraining and redeployment programs, pre- retirement counseling and career
management could all be considered employee relations activities. Thus employee
relations are not only specific activities but also the intangible quality of
management employee relationship, part of the philosophy of the organization.
Just as with all relationships, the employer and employee relationship is one that
must develop over time. Employers can promote the building of relationships by
speaking openly with their employees about their lives, asking them about their
families and learning about their interests. Similarly, employees can promote the
building of this relationship by being open with their employer and sharing
information about themselves and their lives.
There are some typical decisions managers’ faces in designing employee relations
Discipline & Conflict
Communication: Communication is the process of transmitting information
from one person to another.
Every communication is not effective, so we have to know effective
Effective communication: Effective communication is the process of sending a
message in such a way that the message received is as close in meaning as
possible to the massage intended.
Effective communication is based on the ideas of meaning and consistency of
meaning. Meaning is the idea that the individual who initiates the communication
exchange wishes to convey. In effective communication the meaning is
transmitted in such a way that the receiving person understands it.
An employee handbook is the core of an employee relations program. The
handbook sets out the rules and policies within which employees and manager
must operate. Handbooks tell how the organization sets wages, allocates training
and promotion opportunities, which services it provides and what it expects from
But writing a handbook is not enough. It must be continuously updated and
publicized to employees; supervisors must also be thoroughly familiar with it.
Because supervisors are the one who translate policy in to action.
The role of Communication in Management: Any basic managerial role
would be impossible to fill with out communication.
Interpersonal roles involve interacting with supervisors, subordinates, peers
and others outside the organization.
Decisional roles require managers to seek out information to sue in making
decisions and then communicate those decisions to others.
Informational roles focus specifically on acquiring and disseminating
Communications also relates directly to the basic management functions of
planning, organizing, leading, and controlling.
Communication is essential to establishing standards, monitoring
performance and taking corrective actions. So that clearly, communication
is a pervasive part of virtually all managerial activities.
Employee Assistance Program (EAP)
The Employee Assistance Program is a work-site based service that provides
consultation to individuals around problems that might be affecting job
Actually manager is very much cooperative at the workplace. Manager always
assist the employee in the workplace so they can do well.
When confronted with impaired (damage) job performance, an employer can
ignore it, fire the employee, or intervene to try to change the performance.
There are two different approaches to intervention.
Here the manager is friendly. Door is always open for employees. No restriction to
enter his room. No formal docurium. If any employee faces any problem he/she
may come in to manager’s room without any restrictions for solving his/her
problem. There is no distance between manager and employee. He is ready 24
hour for his employees. He is very much dedicated for employees.
Here employee will come to manager’s room. It is employee side.
It is very much proactive approach. Manager will go to employee and observe
their behavior and counsels them. Manager is very much concern about
employees. Sometimes manager arranges weekly meeting, monthly meeting for
solving employee’s problem. It is manager side.
Research indicates that programs which maintain a balance between the two
approaches have better outcomes than single approach programs. Constructive
confrontation motivates employee to change their behavior and counseling
approach provides one means of doing so.
Work-life-conflict / family- job- conflict
Work-life balance is about creating and maintaining supportive and healthy work
environments, which will enable employees to have balance between work and
personal responsibilities and thus strengthen employee loyalty and productivity.
Conflict, defined as “simultaneous occurrence of two (or more) sets of pressures
such that compliances with on (role) would make more difficult compliance with
other,” comes from several possible sources:
Time devoted to one role makes it difficult to fulfill requirements of the
Stress from participation in one role makes it difficult to fulfill
requirements in the other
Specific behaviors required in one setting are completely difficult from
behaviors in the other
Of all the job factors that influence work-life conflict, the amount of time spent
at work is the strongest and most consistent predictor. The higher levels of
work-to-family conflict reported by managers or professionals often are a
function of their longer work hours. Other reasons include: job security,
support from one’s supervisor, support from co-workers, work demands or
overload, work-role conflict, work-role ambiguity, job dissatisfaction, and
extensive use of communication technology that blurs the boundaries between
home and work.
Today’s workers have many competing responsibilities such as:
spouse and elderly parent care.
And this places stress on individuals, families and the communities in which they
reside. Work-life conflict is a serious problem that impacts workers, their
employers and communities.
It seems that this problem is increasing over time due to high female labor force
participation rates, increasing numbers of single parent families, the majority of
the dual-earner family and emerging trends such as elder care.
The Negative Effects of Work Life Conflict
Long work hours and highly stressful jobs not only hamper employees’ ability to
harmonize work and family life but also are associated with health risks, such as
increased smoking and alcohol consumption, weight gain and depression. Work
life conflict has been associated with numerous physical and mental health
According to a 2007 study by Duxbury and Higgins, women are more likely than
men to report high levels of role overload and caregiver strain. This is because
women devote more hours per week than men to non-work activities such as
childcare, elder care and are more likely to have primary responsibility for unpaid
labor such as domestic work.
Work-life conflict has negative implications on family life. Because, job
responsibilities interfere to fulfill their responsibilities at home.
There are a wide variety of practices currently being used to help employees
achieve work-life balance.
Practices that support work-life balance include:
flexible work schedules (flextime / telecommuting)
ability to work from home
job-sharing( a special type of part time work )
child care and elder care support
part time work
reduced work load.
Cooperation is an appealing conception and it can be a hard sell. The highest
degree of potential employee involvement in organizational decisions occurs when
workers are also owners.
Encouraging employee participation is an idea everyone favors. Most people do
not like to give up control. Managers & supervisors may feel the most efficient
way to accomplish a task is to make a decision and act on it, rather than increasing
the numbers of people involved in the decision process.
Employee may also be wary if a managerial interest in working together does not
square with past managerial behavior. Despite a great deal of overlap, there are
three main thrusts in programming cooperation, these are:
1. Quality of work life programs
2. Employee/management committees
3. Organization initiatives.
Quality of work life:
The properly friend rank-and –file employee may be in the best position to
identify unrecognized problems of product quality and how work is done.
Manager may take some steps to ensure the cooperation of the employee. He may
arrange a meeting and he may invite the employee, on the basis of the discussion
of meeting he may take the proper decision to solve the particular problem.
He may process an environment where any employee can give their suggestion to
improve the quality of the work. If a manager wants better quality of work he has
to build a sound, good, modern, pollution free environment. For doing these, he
has to introduce,
Modern methods of training on the job.
Modern methods of supervision.
Drive out fear, so that everyone may work effectively for the company etc.
How management responds to these issues may determine employee’s willingness
to cooperate quality related issue all workers are responsible for inspecting their
own work. As each step is completed correctly than the consumer can get a better
Employee Management Committees
Employee management committee require participation of committed people, both
higher management and employees. Membership on the committee is usually
rotated and voluntary. This committee is more highly structured, formalized rather
in comparison to QWL committees.
Employee management committees have operated with varying degrees of success
at the national, industry, regional, community, plant and production unit level.
Traditionally they are in unionized manufacturing plants, where they supplement
Management must lead the way to greater cooperation by demonstrating a
willingness to share control. Many human resource activities are initiated by
management to increased employee involvement. Job redesign and gain sharing
are two activities currently popular.
Job redesign: Job redesign requires restructuring the way work is done so that
employees have greater control over how and when it is done.
Gain sharing: Gain sharing compensation plans are a natural complement to
semiautonomous work groups. The objective of gain sharing is to return the
financial results of productivity gains to the employees responsible for the
increased productivity. The plans seek to boost productivity through greater
employee motivation and involvement.
Every manager and employee wants a healthy and safe work environment. The
issue confronting contemporary organizations is cost related: What are the trade-
offs between eliminating risks at the workplace and the costs involved? What are
the trade-offs between tolerating some risks to employees health and safety and
compensation to be paid because of worker injuries and lawsuits? Is any risk
In some organizations work environments may be so bad that improvements are
required. One required response to health and safety concerns is to compensate the
victims of job-related accidents with workers compensation and similar insurance
programs. This is necessary but reactive. Another response is proactive;
prevention is the strategy taken by most organizations.
Prevention programs take many forms; they include redesigning jobs to diminish
hazardous conditions, conducting safety training programs even offering pay
bonuses for good safety records. In an attempt to prevent accidents and improve
overall safety records.
There are three areas of protection level. Those are: a) Safety Hazard, b) Health
Hazard and c) Co-Workers Hazard.
Safety hazards are those aspects of the work environment with the potential of
immediate and sometimes violent harm to an employee. Examples are loss of
hearing or eyesight; cuts, sprains, bruises, broken bones; burns and electric shock.
Health hazards are those aspects of the work environment which
slowly and cumulatively (and often irreversibly) lead to deterioration of an
employee's health. Typical causes include physical and biological hazards
toxic and cancer-causing dusts and chemicals and stressful working
What happens if the threat to health and safety—whether real or perceived—
comes from co-workers: smokers, AIDS victims and alcohol or drug abusers or
sexual harasses? Organizations must tread a narrow line here, so as not to trammel
on the rights of one employee while protecting another. Court rulings generally
provide guidance as to how the employer may proceed.
Acquired immunodeficiency syndrome (AIDS) has surpassed cancer as the disease
people fear most. The fear is partly rational, because the disease thus far is always
fatal, and control seems years away. But irrational fears exist, too; people
sometimes refuse to work with suspected AIDS victims. Legally, AIDS is
considered a handicap; therefore its victims are protected against job
discrimination and cannot be fired or transferred, as long as they are able to
perform their jobs. Bat this stance does not allay co-workers fears of contracting
the disease. Even though medical experts agree that the disease is not
transmissible under normal workplace conditions, managers must take a strong
role in educating the work force to this fact.
Smoking in the Workplace
Companies' concern about employee’s health or comfort and their mounting
complaints about smoke have led to an increase in policies on smoking at work.
To date, the courts have generally rejected employee’s claims to their right to a
smoke-free work environment; however, a few states require organizations to have
a smoking policy.
The Supreme Court has ruled that an employer is strictly liable for allowing a
"hostile environment." even if an employer is unaware of any incidents of racial or
sexual harassment. Because the employer alone has the power to promptly and
irrevocably end harassment (through warning, transferring, demoting, or even
firing the harasser), employer liability is justified. However, the employer can
reduce its liability by firmly stating and publicizing its policy forbidding
harassment and developing a mechanism for employee complaints. The employer
should include both the policy statement and the description of complaint
resolution procedures in the employee handbook. We discuss various approaches
to resolving conflict later in this chapter.
Illegal drugs have become pervasive in American society. It's not surprising that
they have also become an issue in the workplace. Yet alcohol abuse is still a far
more common cause of impaired performance and absenteeism than abuse of
illegal drugs. The difference is that the mere possession of some drugs is illegal,
whether or not they are used. An increasing number of employers advocate
mandatory drug testing of all employees. Such large scale testing is not only of
dubious legality, but also certainly ill-advised. Testing may be justified for certain
job classifications, such as bus drivers, pilots, or nuclear plant operators where the
consequences of working while impaired are severe. But for most jobs, "use of
screening as a substitute for good supervision is inappropriate, if not
Discipline system development and disciplinary process
Discipline programs ensure adherence to generally accepted work rules. Figure 1.1
illustrates the elements of such a system. When rules are not adhered to, the
organization must resolve the resulting employee-management conflict.
The first element in a discipline system is the establishment of work and behavior
rules. The rules concern behavior that is directly or indirectly related to work
A second important element is the communication of the rules to all employees.
The employee handbook is an appropriate forum. Unless employee are aware of
It is unfair to expect them to follow them. Closely related is a willingness to accept
the rules and their enforceability. Participation in the formation of rules may help
ensure that rules are fair and related to organization objectives. Rules, regarding
hair length are relevant to job safety in some settings. But irrelevant in most
others. Though rules are ideally kept to a minimum, periodically they may need
revision to remain relevant. The third element of the disciplinary process is an
assessment mechanism. Performance evaluation typically assesses deficiencies in
work behavior at scheduled intervals; supervision learns of rule-breaking behavior
as a result of either observation or investigation, for example, investigation of theft
or falsifying records.
. Finally the disciplinary process includes assistance in changing behavior and
administering punishment. Counseling and confrontation to motivate change may
be part of the program.
The first technique the manager can use is counseling; this is the most frequent
method of disciplinary action. The supervision determines if in fact a violation
took place, explains to the employee why the violation significantly affects
productivity, and suggests that it should not happen again. This approach works
for most violations.
If a second or more serious violation takes place, the supervisor again counsels the
employee, this time nothing that the incident will be entered in the employee's
personal file, if the violation is sufficiently serious, the employee may also be
given an oral or written warning of the consequences of a future recurrence.
Elements in a Disciplinary System
When the incident concerns ineffective productivity, the employee may request
transfer or be asked to transfer to another job. The employee may have been
placed in the wrong job, there may be a personality conflict between the employee
and the supervisor, or more training might help. In some rare cases, supervisors
use demotion or downward transfers.
If counseling and warnings do not result in changed behavior, and if a transfer is
not appropriate, the next step is normally a disciplinary layoff. When damage
results from the deviant behavior, deductions may be made from an employee's
pay over a period of time to pay for the damage. Most disciplinary action does not
require this severe a step. The layoff is usually of short duration, perhaps a few
days up to a week.
The next most severe from of punishment is getting an employee to quit. Getting
the unsatisfactory employee to quit has many advantages over termination for both
employer and employee. Both save face. The employee finds another job and then
quits. The employer is satisfied because an ineffective employee has left without
recourse to firing.
Getting an employee to quit is not a forthright approach to discipline. However,
many prefer it to the ultimate punishment: discharge. To many inexperienced
managers, discharge is the solution to any problem with a difficult employee.
Often, however, discharge is not possible, because of seniority rules, union rules,
too few replacements in the labor market, or fear or wrongful discharge lawsuits.
And discharge is costly, both directly and indirectly. Direct costs include a loss of
all human resource investments already made in the person, recruiting, selection,
and training. Severance pay may be added. Indirectly costs are the effect of the
firing on other employees. Thus, discharge is a final resort when all else fails, or in
very serious cases involving fraud or theft.
Conflict a process begins when one party perceives that another party has
negatively affected, or is about to negatively affects something that the first party
cares about. In addition to discipline issues, conflict on the job may arise for a host
of reasons: sexual harassment; equal opportunity complaints; or disputes over
promotions, pay or admission to training programs
Some Conflict support the goal of the organizational and it’s improve
performance; these are Functional Conflict. In addition, there is Conflict hinder
group performance; these are Dysfunctional Conflict.
The evidence indicates that specifically three types Conflict in the organization.
Task Conflict relates to the content and goal of the work. Low and moderate levels
of task Conflict are functional. Low and moderate levels Conflict of task
consistently demonstrate a positive effect on group performance because it
stimulates discussion of ideas that help groups perform better.
Relationship Conflict focuses on interpersonal relationships. Its almost always
dysfunctional because it appears that the friction and interpersonal hostilities
inherent in relationship Conflict increases personal clashes and decreases mutual
understanding which hinders the completion of organizational tasks.
Process Conflict relates to how the work gets done. Low level process Conflict is
functional. For process Conflict to be productive, it must be kept low.
Process of handling Conflict
Employers must be handle conflict in a way that protects employees’ rights. Some
organizations have designed procedures for handling these conflicts. These
procedures provide a mechanism for employees and managers to voice their
disagreements and receive a fair hearing. There are three handling process. Such
The Hierarchical Systems is the most formal and least independent and also the
most common. The supervisor who evaluates employees also administers
discipline to most nonunion employees. When an employee is found to be
ineffective, the supervisor decides what needs to be done. In the Hierarchical
Systems, a supervisor who might be arbitrary, wrong, or ineffective becomes a
police officer, judge and jury over the employee.
In contract to Hierarchical Systems where employees complain to managers, peer
systems rely on independent or related peers to assess the situation and
Another approach to resolving conflicts is the use of an ombudsman who
investigates complaints, hears all sides, and tries to help the parties arrive at a
solution they all can live with.
To be effective, conflicts resolution systems must appear more attractive than
quitting or suing. John Aram and Paul Salipante conclude that this implies four
criteria for evaluating such systems.
1. Fairness of settlement:
Employees must perceive that an organization is both capable and willing
to change a situation leading to the problem.
2. Timeliness of settlement:
Reducing the period of uncertainty and the loss of benefits stemming from
continuance of the dispute is one of the main advantages of resolution over
3. Ease of utilization:
Time and effort required to file and follow through with an appeal must be
4. Protection from recrimination:
Future raises and promotions must not be perceived to be threatened by
filing a grievance or complaint.
When we asked the management of Sopura Silk they said that yes, they maintain
employee handbook and all rules and regulations are clearly stated in handbook.
When new rules and regulations are made by the management employees and
workers are informed through notice board.
Workers wages start from 1,500 and gradually increase. There is no specific rules
that when the worker’s wages will increase.
Working time 8 hours in a day. 9am-6pm. At noon workers get 1hour lunch break.
Workers enjoy 2 festival bonuses. One bonus is full of their wages which they get
at Eid-ul-fittar. Another bonus is half, which they get at Eid-Ul-Azha.
Workers also receive overtime wages. Overtime wage rate is double of normal
work hour. Overtime is very rare. Only at the time of occasion’s workers have to
Very few officers are working here. There salaries star from 6000 and gradually
They also get bonuses in the same way.
Allocate training and promotion opportunity
Training is very essential for workers and officers. Sopura silk management
follows on the job training method. Because their work are very much practical
oriented. Workers are learning through doing.
Actually promotion process is very lengthy here. Because organizational hierarchy
is not so large. We could not collect any promotion process data.
Which services it provides:
House rent 40% of basic salary.
Provident funds. (20% deduct from basic salary and employer pays 20% of
Compensation for work related injury etc.
What it expect from employee:
Must follow all rules and regulation.
Be honest, hard worker, punctual and attentive.
Be friendly and co-operative at work place.
Don’t attack any workers physically. Don’t violate any rules and
Never use any slang word.
Though it is a production oriented farm so management assistance is very essential
here. When we asked the management they said both constructive confrontation
and counseling approaches they follow. But primarily when workers face any
problem, supervisors try to solve those problems. Because top management does
not get much time
Family job conflict
Family job conflict is very much severe here. Workers said that management is not
very concern about their family life.
Work Schedule Adaptations:
Workers do not get any freedom in determining work schedules and arrangement
of the hours.
Flexible Hours (Flextime):
This opportunity is not available here.
All workers and employees are working here for full time.
This facility is not available here.
Management does not allow any employee to work at home.
Child Care Assistance
Management said they have but workers said there is no child care assistance.
Stress and work pressure is very high.
Quality of work life:
To maintain quality of work life both side from employees and management co-
operations are required. When we asked the management they said that they
provide all facilities for maintaining quality work life but workers are not very
serious and concern to maintain it. But when we asked the workers they said that
they are very careful but management does not provide many facilities. They
claimed that management does not maintain proper lightings, proper fans, proper
ventilations, lack of healthy toilets and wash rooms.
Employee Management Committees:
There is no employee management committee. All decisions are taken by the top
management. Workers and employees are bound to follow the decisions.
The management of Sopura silk mills ltd. does not initiate any human resource
activities which can increase employee involvement in decision making process.
Job redesign and gain sharing are not very available here.
Actually management is not very proactive. In some rare cases management is
proactive. Such as management keeps fire extinguisher, maintain mini medical
services, CCTV at MD’s room through this he can observe the employee.
Management is very much reactive in nature. If any workers violate any rules after
that management takes necessary action. If any workers strike arises then
management try to solve the problem through negotiation. If any emergency
situation occurs, they use siren for their workers attention.
Safety and Health Hazards:
Working environment is not very good which is harmful for workers health.
Workers loss their hearing because machines create a lot of noise.
Workers make design on silk product and they look continuously for longer period
of time on the product so it loses their eye power.
Machines run through electricity so electric shocks sometimes happen.
Using more chemicals on product and stressful working condition create physical
and biological hazard.
They said all workers are free from aids. Because management arranges medical
test 2 times in a year. And still they do not find any AIDS attacked workers.
Smoking in the Workplace
It is a problem. Many workers smoke in the work place and management is failing
to maintain a smoking free environment. So workers who do not smoke face many
It is very common here. Many male and female workers are working together.
Most of the time many female workers are harassed by the male workers. But
management said that they are very much cautious about harassment and they are
trying to maintain a harassment free work environment. They said that they take
actions against the harasser such as through warnings, transferring from one work
to another, demoting or even firing the harasser.
Management said that they do not allow any alcoholic and drug addicted people in
their work place.
Discipline System development:
Sopura silk establishes rules about wages, training, other opportunities such as
medical allowances, house rent etc, which services it provides and what it expects
from employees and workers.
Sopura silk provides employee handbook where every rules and regulations are
clearly stated. If any new rules are made then employees and workers are informed
through notice board. Sometimes supervisors also use oral communication for
When we asked the management of Sopura silk they said that they also use
observation and investigation to assess behavior. Normally they observe the
employee’s behavior and if any violation takes place then they investigate the
reasons behind this violation.
After investigating the reasons management of Sopura silk provides assistance in
changing behavior such as counsels employee and if the violation is sufficiently
serious then management administers punishment such as discharge and
sometimes even management take legal action against thief.
The management of Sopura silk also uses same method. If any violation takes
place, explains to the employee why the violations significantly affects
productivity, and suggests that it should not happen again.
Advice with record:
When we asked, the management of sopura silk said in case of second violation
they also write the incident in the employee’s personal file and this record plays
negative impact on salary increase and promotion. Management also use oral and
When we asked the management about transfer they said that the employee may
have been placed in the wrong job such as: a worker is not suitable for operating
machine but he or she may suitable for printing. In that case supervisors transfer
the worker from this to that. Sometimes worker also requests that “sir I will do that
job better than this so please transfer me.”
Actually it is not used here. Management said that if counseling and warnings do
not result in changed behavior and if transfer is not appropriate then they just
terminate the employee.
We asked employees about this matter, they said that because of more stressful
works and job conflict sometimes they quit.
Management said that we can fire any employee anytime if he or she is not able to
perform his or her assigned tasks accurately or if any employee violates major
rules and regulations. There is no seniority rules, union rules. And management
said that they never discharge any employee wrongfully.
Conflict is very common in every organization. Every organization faces this
problem. Sopura silk also faces this type of problem. There may be conflict
between top management and supervisors, between supervisors and employees,
between top management and employees, between supervisor to supervisor,
between employee to employee etc. Actually when any parties interests break than
Yes management of sopura silk also uses hierarchical system that means by
official orders, by force, by command they handle conflict. They identify the
actual causes behind this conflict and take necessary actions. Management may
advice them, transfer them from one place to another and even management
discharge them for removing conflict.
This system also used here. If any conflict occurs between two supervisors or
between two workers than other supervisors or other workers try to solve it. It is
very much practiced here.
When we asked the management they said they do not face any necessary to take
legal action. Official order is enough in removing any conflict.
Personnel Human Resource Management
By Milkovich & Boudreau 5th
By Griffin 8th
By Stephen P. Robbins 12th
We collect the data through interview method. We asked them some selected
questions which are added in the term paper. They give their opinion about our
question and on the basis of their opinion we have made our paper. They don’t
agree to give us any written document related to their employee maintenance
We have taken interview from these following persons
01. Md. Sazzad Ali
Sopura Silk Mills ltd.
02. Md. Jamal Uddin
Supervisors: Md. Akhter uddin(Production dept.) Abul Fozol (Marketing & Sales
dept.), Md. Mojammel (Accounts dept.)
Worker: Md Azad (production dept.), Mrs. Sharifa (Sales representative,
Marketing & Sales dept.), Akbor Ali (Officer, Accounts dept)
Questions which we asked in the time of interview
1. What type of relation exists between the top management and lower
2. Is there any practice to reduce family job conflict?
3. Is there any employee assistance program? If yes, which is practiced and
4. Is there any opportunity to give any suggestion or opinion to improve the
quality of the work?
5. Does the management provide necessary facilities for maintaining quality of
6. Is the environment is smoke free?
7. Is the working environment affecting your physical or mental health?
8. Do you satisfy to work in this environment and organization?
9. If any employee violate any rules and regulation then what’s your steps?
10.Are the female workers free from any harassment by male worker?
11.What type of action management takes for employee’s safety?
12.Do you have any gain sharing opportunity?
13.Does management provide handbook?
14.How management assesses employees’ behavior?
15.How they modify employee behavior?
16.Do they follow advice, advice with record, transfer, layoff, quit and
17.In which circumstances they use those techniques
18.How could you handle employee conflict?
19. Is there any committee for managing factory labor conflict?
20. IS there any employee committee in the factory?
21.How can you inform employees or workers about any change of rules and