Using a quantitative research approach, we conducted this investigation. Regarding the workplace in the RMG industry, we shall compile quantifiable data. 20 different workers were questioned and we gathered their data.

1. Submitted by:
Working
Environmentof
RMGSector
Abir Hossain: 201-068-801
Md Salauddin Santo: 201-070-801
Mehedi Hasan: 201-071-801
Muntachir Rahman: 201-72-801
Md Taki Hasan: 201-099-801

2. submitted to
abdurrakib@buft.edu.bd

3. Introduction
Bangladesh’s RMG sector needs to strengthen its labour and
working environment in adherence to the UNGPs with a view
to better handling the post-graduation challenges. Over the
past decade, the export-oriented RMG sector has made a
significant progress in strengthening workplace safety. In
continuation of this journey, the sector needs to focus on
human and labour rights issues taking into account the post-
LDC graduation requirements. The United Nations Guiding
Principles (UNGPs) have provided a guideline for the
industries on how to improve the labour rights practices in the
workplace. Such a guideline will be highly beneficial for the
RMG enterprises to better structure social compliances in
adherence to international standards. The government
agencies will get better understanding about how to facilitate
factories in strengthening their labour practices.
In this presentation, we will be examining the working
environment of RMG sector.

4. In the age of knowledge economy and changing business environment, achieving competitive advantages and
superior employee performance require proper Human Resource Management (HRM) (Becker & Huselid 1998;
& Guest, 2007; & Wright et al. 2003). Careful attention to the HR practices is a prerequisite to have motivated
and committed employees (Becker & Huselid 1998; & Guest, 2007). Although large number of studies on
organisational performance and employee attitudes in developed countries, very few studies can be found in the
context of developing countries such as Bangladesh (Mahmood 2004). There is a rapid growth of
industrialisation in Bangladesh. Most of the manufacturing companies in Bangladesh are labour-intensive,
particularly the ready-made garment (RMG) industry (Huda et al. 2007). Therefore, the practice of HRM is
mostly required in labour intensive industry like RMG. Moreover, there is a growing concern of labour rights
among the garment workers of Bangladesh (Ahmed 2001). As a result, workers in RMG sector of Bangladesh
are involving in disputes and getting involved in violent protest (Uddin and Jahed 2007). Consequently, it creates
disruption in production process as workers often strike to protest against management (Huda et al. 2007). This
study explores the current labour practices and its associated relationship with recent unrest in the garment
sectorof Bangladesh. Since the lower and mid-level managers are mainly deal with workers; this paper focuses on
the
manager’s views on recent attitude changes of garment workers.

5. • Assess Employee Satisfaction: The primary objective of this
survey is to gauge the level of satisfaction and contentment
among employees regarding their working environment. By
collecting feedback directly from workers, we aim to identify
areas of improvement and understand what aspects contribute
to their overall job satisfaction.
• Identify Potential Issues: The survey aims to identify any
potential issues or concerns related to the working environment
that may be impacting employee productivity.
• Measure Work-Life Balance: Understanding the work-life balance
of employees is crucial for sustaining a motivated and engaged
workforce.
• Evaluate Safety and Health Standards: The survey will focus on
assessing the safety and health standards within the workplace.
OursurveyObjective

6. Qualitative Methods
Using a quantitative research approach, we conducted this investigation. Regarding the
workplace in the RMG industry, we shall compile quantifiable data. 20 different workers
were questioned and we gathered their data. We have visited almost 10 factories.
Methodology

7. STUDY FINDING
0 2.5 5 7.5 1
0
EXCELLENT
GOOD
FAIR
POOR
1.How would you rate the lighting conditions in the work
environment of the RMG sector?

8. STUDY FINDING
EXCELLEN
T
GOOD FAI
R
POOR
10
7.5
5
2.5
0
2. How would you rate the cleanliness and organization of the
work environment in the RMG sector?

9. Study Finding
3. How would you rate the ventilation in the work environment of the
RMG sector?
EXCELLEN
T
GOOD FAIR POOR
10
7.5
5
2.5
0

10. STUDY
FINDING
4. How would you rate the noise levels in
the work environment of the RMG sector?

11. EXCELLENT GOOD FAI
R
POOR
10
7.5
5
2.5
0
STUDY FINDING
5. How would you rate the temperature control in the work
environment of the RMG sector?

12. STUDY FINDING
FAIR
39.3
%
POOR
35.7%
GOOD
21.4%
EXCELLENT
3.6%
6. How would you rate the safety measures implemented in
the work environment of the RMG Sector?

13. FAIR
68.4%
GOOD
15.8
%
POOR
10.5
%
EXCELLENT
5.3%
STUDY FINDING
7. How would you rate the inclusivity
and non-discrimination in the work
environment of the RMG sector?

14. 8. How would you rate the opportunities for skill development
and career growth in the work environment of the RMG sector?
STUDY FINDING
EXCELLENT GOOD FAI
R
POOR
10
7.5
5
2.5
0

15. STUDY FINDING
EXCELLEN
T
GOOD FAIR POOR
8
6
4
2
0
9. How would you rate the support for work-life balance
in the work environment of the RMG sector?

16. Study Finding
10.How would you rate the work culture in the RMG sector?
0 2.5 5 7.5 1
0
EXCELLENT
GOOD
FAIR
POOR

17. EXCELLENT GOOD FAI
R
POOR
15
10
5
0
STUDY FINDING
11. How would you rate the mechanisms for employee feedback
and grievance redressal in the work environment of the RMG
sector?

18. STUDY FINDING
12.How would you rate the employee well-being initiatives in the
work environment of the RMG sector?
FAIR
47.4%
GOOD
42.1%
EXCELLEN
T
5.3%
POO
R
5.3%

19. 13.How would you rate the level of open communication and
transparency in the work environment of the RMG sector?
STUDY FINDING
EXCELLENT GOOD FAI
R
POOR
10
7.5
5
2.5
0

20. STUDY FINDING
14.How would you rate the level of respect and dignity towards
employees in the work environment of the RMG sector?

21. CONCLUSION
After conducting the survey on workers in the RMG sector, we can draw the following conclusions
for this presentation :
1. Job Satisfaction: The majority of workers expressed overall job satisfaction, which positively
impacts productivity and employee retention.
2. Health and Safety Concerns: A significant number of respondents raised concerns about health
and safety conditions, indicating a need for improved workplace safety measures.
3. Work-Life Balance: Many workers indicated challenges in maintaining a healthy work-life balance,
highlighting the importance of addressing this issue for better employee well-being.
4. Communication: Effective communication between management and workers emerged as a
critical factor for fostering a positive work environment.
5. Employee Engagement: Encouragingly, a substantial portion of workers showed a strong interest
in participating in company initiatives, signifying potential for increased employee engagement.
These conclusions shed light on the strengths and areas of improvement within the RMG sector,
guiding future strategies to enhance worker satisfaction and overall organizational success.

22. RECOMMENDATIONS
For the ready-made garments (RMG) sector, creating a conducive working environment is crucial for productivity,
efficiency, and the well-being of employees. Here are some recommendations:
1. Health and Safety: Ensure a safe and clean working environment. Regularly conduct safety audits, provide appropriate
safety equipment, and implement emergency response protocols.
2. Ergonomics: Invest in ergonomic workstations and equipment to reduce physical strain and improve overall comfort for
employees.
3. Training and Skill Development: Offer regular training programs to enhance the skills of workers, enabling them to
perform their tasks more effectively.
4. Work-Life Balance: Encourage work-life balance by offering flexible work hours and leave policies to support
employees' personal commitments.
5. Communication and Feedback: Foster open communication channels to enable employees to voice concerns, offer
suggestions, and receive feedback from management.
6. Employee Recognition: Recognize and reward employees for their contributions and achievements to boost morale and
motivation.
7. Environmental Sustainability: Implement eco-friendly practices in the workplace, such as waste reduction and energy
conservation, to promote sustainability.
8. Inclusive Culture: Promote a diverse and inclusive workplace that values and respects employees' differences,
fostering a sense of belonging.
9. Compliance with Labor Laws: Ensure strict adherence to labor laws and regulations to protect workers' rights and avoid
legal issues.
Remember, a positive and supportive working environment can significantly impact the success and reputation of an
organization in the RMG sector.

23. PHOTOFRAME

24. REFERENCE
1.Abdin, M. J. (2008). Overall Problems and Prospects of Bangladeshi Ready-
Made Garment Industry. [Online]
Available: http://ssrn.com/abstract=1117186 (11 June, 2011)
2. Abdullah, A.Y. M. (2009). The Influence of Work Environment and the Job
Satisfaction on the Productivity of the
RMG Workers in Bangladesh. Journal of Management, 1 (1): 43-55.
3. Abdullah, A.Y.M. (2005a). Labor Productivity and Wastage: The Two Sides of a
Coin Bangladeshi RMG
Perspective. The AIUB Journal of Business and Economics, 4(2):37-55
4. Absar, S. S. (2001). Problems Surrounding Wages: Readymade Garments Sector
in Bangladesh. Labour and
Management in Development, 2 (7): 2-17.

25. Thank you!
LET US KNOW IF YOU HAVE
QUESTIONS OR CLARIFICATIONS.