Rmg sector past present & future

RMG sector past present & future
On Employees Satisfaction

Topic:

 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.


Introduction

The Ready-Made Garments (RMG) industry captures a unique position in the Bangladesh
economy. Ready-made garments are mass-produced finished textile products of the clothing
industry. 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 working
environment. Epping moral high among workers can be of great benefit to any company, as
happy workers will be more likely to produce more ,take fewer days off ,and stay loyal to the
company .There are many factors in improving or maintaining high employee satisfaction ,which
wise 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 ,and
should be chosen carefully .surveys are often and anonymous ,allowing workers more freedom to
be honest without fear of impact Interviews with company management can fill intimidating but
if done correctly can let the worker know that there voice has been heard and their concerns
addressed by those in charge .surveys and meetings can truly get to the center of the data
surrounding employee satisfaction ,and can be great tools identify specific problems leading to
lowered morale.

Before liberation in 1970 in Bangladesh there was only one garment factory but now there are
4740 garment factory in Bangladesh. The number of workers in garments sectors is increased
day by day. In 1985-86 the total workers were 0.20 million. In 2007-08 the number of garments
workers 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 or
fulfilled in his or her work. It’s indicated that personal factors such as an individual needs and
objective, determine this attitude along with group and organization factors, such as relationships
with coworkers and supervisor and working conditions work politics and compensation.


Ready-Made Garments is the largest exporting industry in Bangladesh, which experienced
phenomenal growth during the last 20 years. But Bangladeshi garments industry labour cost is
very poor than other country. The wages paid to RMG workers in Bangladesh are the lowest
even by the South Asian regional standard. Graph illustrates the comparative average hourly
wages 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 in
Bangladesh 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 us
some perspective to the social mobility with the entry of women in the formal labor market and
transition from the private to male dominated public sphere. Recent estimate suggests that 90 percent
of the garment industry is comprised of women and more than 90 percent of the garment factory
workers are the migrants from rural areas and a bulk of them (three quarters) migrated from landless
families (Afsar 2000). The same study indicates that the female workers deserve attention not only
because 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 that
about 30 percent of women are the primary earners of their families, while the others are secondary
earners. Without female workers’ earnings, 80 percent of their families would slide below the
poverty level (Paul-Majumder and Zohir 1995). In spite of discrimination and irregularity in wages
and earning below the minimum wages, female workers employed in the export oriented garment

industry contribute about 46 percent to their family income. The hands of factory owners are

strengthened by the fact that poor unskilled women have few alternatives and even fewer better
employment opportunities in any case. Employers prefer female workers not only because they are
cheaper and abundantly available, but also because they are more vulnerable, docile and manageable
to male workers. They accept without protest the flexible terms of employment and are also seen to

be less likely to be organized and susceptible to “anti-management propaganda from outside” (Khan
2001). Besides, women workers are more at stake if they lose their jobs since their families depend
upon their wages and the alternatives (casual wage work, domestic service) are worse compared with
those for men. But some ambiguities and questions about the economic and social conditions of the
female garment workers are still existed. In this context, this study was undertaken to

assess the socio-economic conditions of the female garment workers in Chittagong Metropolitan
Area. To our knowledge, no particular study has been carried out on female garment workers of
Chittagong 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


EPZs, leaving BEPZA in full control over work conditions, wages and benefits. Garment
factories in Bangladesh provide employment to 40 percent of industrial workers. But without the
proper laws the worker are demanding their various wants and as a result conflict is began with
the industry. Low working salary is another vital fact which makes the labor conflict. Worker
made strike, layout to capture their demand. Some time bonus and the overtime salary are the
important cause of crisis. Insufficient government policy about this sector is a great problem in
Garments Company.

LiteratureReview

Mohammad Salim Zahargier, Nimalathasan Balasundaram (2010) mentioned in their paper that
two 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 adversely
affect economic performance of the country and another paper already say Factors affecting
Employees’ 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, Abdus
Salam Murshedy (2010-05-06) in his paper addresses to the task of assessing ready made
garment industry has emerged as the highest employment creating manufacturing sector of the
country,. And they found during GFC the performance of RMG and Remittance sectors are quite
satisfactory. M M Shahnewaz Kabir Shawon research Deeper look into RMG Sector of
Bangladesh (10th April, 2011) this paper include what are benefit our national economy in
garments sector, Recent export data and employees’ performances level. Syeda Sharmin Absar
analysis what are the problem surrounding wages, the RMG sector in Bangladesh and also discus
gender division of labour, wages, working hours or many important part why people like most
women work and suggest proper solution. Tahmina Haque published Journal of Business
Research, (vol. 5, 2003) this article focus A View over Discrimination and Harassment Situation
of Daily Unskilled Workers in Work Place in Bangladesh this paper track to see whether and
how unskilled workers were harassed by their employers and co-workers, most of the case effect
garments worker. Md. Nehal Ahmed and Md. Sakhawat Hossain (September 2006 ) Policy
Analysis Unit (PAU)Research Department, Bangladesh Bank analysis Future Prospects of
Bangladesh’s Ready-Made Garments Industry and the Supportive Policy Regime also include


how to improve Infrastructural Impediments and focus Labour Productivity.
On April 5th 2009 the Trade Related Assistance Center (TRAC) at the American Chamber of
Commerce 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 sector
in Egypt. Section 1 seeks to highlight and understand the constraints to labor productivity by
focusing on productivity challenges, limitations to growth and working conditions in the garment
sector. Syeda Sharmin Absar (Australian National University) publishes on journal, problem
surrounding wages and satisfaction the RMG sector in Bangladesh. This labour and management
in development journal (volume 2, number 7) analysis’ Bangladesh labour satisfaction level and
RMG sector/worker low Centre for Policy Dialogue (September, 2007) Published paper Gender
Dimension of Employment in the RMG Sector, Recent Evidence from the Field Survey (Trade
and Competitiveness Research Team, Institute of Economics, 27 Tran Xuan Soan, Hanoi,
Vietnam) this report focus explore the gender-differentiated effect of trade liberalisation in the
RMG sector in Bangladesh; and To investigate how the adjustments were taking place in
response to the new competitive global environment.

Yoon and Suh (2003) showed that satisfied employees are more likely to work harder and
provide better services via organizational citizenship behaviors. Employees who are satisfied
with their jobs tend to be more involved in their employing organizations, and more dedicated to
delivering services with a high level of quality. Yoon and Suh Previous research has also
suggested that loyal employees are more ready to and more capable of delivering a higher level
of service quality (Loveman 1998, Silvestro and Cross 2000). Researchers have argued that
service 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 the
theory of equity in social exchanges (Gouldner 1960, Homans 1961, Blau 1964, Organ 1977). In
the context of social exchange theory, when an employer offers favorable working conditions
that make its service employees satisfied.

Md. Rajib Hasan and Mohammad Abdul Alim (University of Gothenburg) published on research
paper, how to solve garments employees problem and motivate. This paper also include garment
environment, manager proper guideline. Institutional finances – IDRC/CIDA project (november


2001) analysis of qualitative factors affecting competitiveness of textile and garment firms. This
report was prepared by a six-member Technical Group (TG) led by Vu Quoc Huy (Institute of
Development Studies, Hanoi National Economics University) and comprised of Nguyen Thanh
Ha, Cu Chi Loi and Nguyen Van Tien (Institute of Economics), Vo Tri Thanh (Central Institute
of Economic Management), and Nguyen Thang (Institute for Market and Price Research). The
Project 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 its
Advisory Group this report focus how to improve and raise production or benefit this sector and
also say employees’ level. Pratima Paul-Majumder, Anwara Begum work Poverty Reduction and
Economic Management Network this time she research The Gender Imbalances in the Export
Oriented Garment Industry in Bangladesh and also focus In Bangladesh, worker employment in
export-oriented industry has Narrowed the gender gap in many spheres including participation in
labor force, social prestige, control over income and decision making. At the same time there is
common occupational segregation and gender discrimination in wage rates.

On April 5th 2009 the Trade Related Assistance Center (TRAC) at the American Chamber of
Commerce 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 sector
in Egypt. Section 1 seeks to highlight and understand the constraints to labor productivity by
focusing on productivity challenges, limitations to growth and working conditions in the garment
sector. Syeda Sharmin Absar (Australian National University) publishes on journal, problem
surrounding wages and satisfaction the RMG sector in Bangladesh. This labour and management
in development journal (volume 2, number 7) analysis’ Bangladesh labour satisfaction level and
RMG sector/worker low.


ScopeandObjectivesofthereport
The objective of the report is to develop our knowledge about Research method as well as to
elaborate our thinking. Through this report, we will able to make our self at any situation when
we got the any sort of assignment or task or making any report regarding Research area. It also
help us for fulfillment our knowledge. The main objective of the report is to gather knowledge
and 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.

ResearchMethodology
Methodology is the most important component in any study since it explains the procedure and
methods through which a particular study was carried out. This paper includes Data /
Information Collection, Study Population, Study Area, data collection, Sample Size, Allocation
of sample and calculation etc.

Data
Data are the raw materials for any study. Relevant data for the study were collected from both
secondary and primary sources. Secondary data were collected from BGMEA, Na tio n al
Enc ycl ope d ia o f Ban glade sh (NEB) , Wikipedia, Labor and management in development
journal 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.

Limitationsofthestudy

During 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 make
this report. But we try our best to make the report properly.

DataCollection

Study Population: As the 2011 there are about 4.5 million worker work RMG sector. Out of
them about 80% women and 20% man employees work this sector. But all garments employees
are not satisfied around most of the worker are satisfaction level low. The active worker in
readymade garments sector employees’ satisfaction level represent the main study population of
our study.

StudyArea: The RMG factories constituting study population are mostly located around Dhaka
and Chittagong. In Dhaka Region, the districts of Dhaka, Narayanganj and Gazipur are the
concentration of RMG firms. The following graph prepared according to the address provided in
the Directory of RMG sector total employees, and what percent man or woman.


(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 in
Bangladesh. We identified five area in Bangladesh (e.g., Dhaka, Narayanganj, Gazipur,
Chittagong, Others/Subtotal Dhaka) and randomly selected some major garments from Dhaka
area.

According to the term of References the survey should cover at list 8 garments and like total
0.25% worker active worker RMG sector in Dhaka in operate. There are 1, 20,000 worker work
Dhaka 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 a
large sample because of limited time, money & man power. So the sample size will be not more
than 300 RMG workers.


Our group focuses 300 employees because:

To contact the whole population would be time consuming: Our group visit garments factory and
wish to determine garments employees satisfaction level. A sample researcher using the regular
employees and field interviews of professional researcher just focus one or two days finish work
clearly and deeply. By using the same staff interviews and working Seven days a week it would
taken nearly spend many days to contact all the voting population.
The physical impossible of checking all items in the population: The population of garments
employees satisfaction like salary, bonus, security, working hours, Appointment paper,
Additional services, health care facility, working environment, technological support or other
this situation we make estimated using various technique such as focus all garments employees
level, facilities, or other services but this limitation time, garments permeation, employees
proper understand and guideline to clearly finish survey paper. And main effect all employees
are not interested to faces any interview because some worker not clearly understands what I am
saying and why I am use interview.

Allocation of sample and calculations: The samples for the survey were selected using three
stages stratified sampling scheme (proportional allocation). In the first stage the sample was
selected representation according to the gender decimation RMG in Dhaka. Because Dhaka is
Bangladesh hart of the city. This area many garments situation or this area garments worker most
of all know this satisfaction level, life style, or other facility. At the time other area employees
work garments sector but this people don’t clearly know how to involve mordant area and what
are the satisfaction levels, facility or face any effects. Our country some time read any newspaper
or TV this time show garments worker violent, company force sexual harassment and properly
don’t provide any facility this time only Dhaka area employees are involve many kind of
violence, block road and some time create many unpredictable work. But other area likes
Chittagong garments area employees are not involve any violence’s.

Survey was conducted over Eight (8) RMG factory and average load was calculated over eight
factories 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 calculation
were done in accordance with area. Also calculated Worker Salary like bonus, payment, gender
decimation. Security like working hours, Appointment paper. Additional services like
transportation, 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 300
workers in work garments factory in Dhaka area.


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 Cumulative
Component Total Variance % Total Variance %
1
2.116 52.901 52.901 2.116 52.901 52.901
2
1.014 25.350 78.251 1.014 25.350 78.251
3
.657 16.417 94.668
4
.213 5.332 100.000



Component Matrix (a):

Component

1 2
Salary .675 .286
environment -.903 .117
Additional services -.315 .929
Security .863 .238

2 components extracted.

In this RMG employee’s satisfaction, Salary and Security is highly quantitative, while working
environment and additional services have a strong qualitative orientation. Salary or security this
thing 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 services
but not in Salary and Security.


Analysis:

Frequency distributions were obtained to check for data entry errors and to obtain descriptive
statistics. Data were then factor analyzed using principal components analysis with varimax
rotation. Factor analysis is a data reduction technique that allows grouping of variables under a
common theme or dimension (see figure 1). A rotated structure of some factors was expected
based 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 rotated
solution; each was easy to interpret and explained percent of the cumulative variation.

The four factors were Salary, Security, working environment and additional services. Each factor
was assessed for reliability using Cranach’s. The reliability coefficients (= 0.709) of these
four factors, along with the measures of credibility, exceeded the value of 0.5 recommended. To
assess the validity of the measures, the multiple items measuring each construct were further
factor analyzed. In each case, the items always loaded on one factor only, lending support to
their convergent validity. Thus, from the four hypotheses, we have tested all factors.


Salary:
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?


Workingenvironment:
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)


T-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 Upper
Salary 25.478 89 .000 3.60444 3.3233 3.8855
environment
22.264 89 .000 4.91667 4.4779 5.3555
Additional services
13.592 89 .000 4.65000 3.9702 5.3298
Security
33.023 89 .000 3.78730 3.5594 4.0152


DescriptiveStatistics:

Descriptive statistics reflecting the mean scores, standard deviations and reliability scores are
provided in Table 2. The results clearly indicate that employee’s satisfaction level RMG sector in
Bangladesh. Overall salary (the dependent variable), measured on a 7-point scale, rated a mean
score of 3.60 (s= 1.34). Working environment had a mean of 4.91 (s=2.09); Addition services
had 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) 90

Specially 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 in

each of theses scope and bring to improve employees’ satisfaction level RMG sector in

Bangladesh.


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 of
Model 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



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<0.001

Results

This study suggests that several variables have major implications for employees satisfaction
level 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 2

measures were available for this particular research, the results explaining 32.8 percent of the
total variation in the dependent variable was very encouraging.

Three of the factors – Salary, Addition services and working environment were found to be
significant at the 1 percent significance level (). A four factor, security, was found to be
significant with the probability of making a type I error .366 of the time.


Coefficients (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 Bangladeshi
garments factory, is a major factor that leaves much to be done in attenuating perceived level of
employees satisfaction level RMG sector in Bangladesh.

With the exception of some garments ply better salary in their employees satisfaction, a major
portion of garments factory in Bangladesh have yet to achieve a better level of Salary is improve
employees satisfaction level. Respondents believe most of the garments factory does not pay
adequate attention to maintain a standard regarding salary. Salary satisfaction is a combination of
employees’ fact; preciseness and depth of employees’ satisfaction improve. From the data we see
48% of the respondents do not think that the employees’ satisfaction level facts are highly
accurate. Only 22.3% of the respondents believe that the garments employee details are
absolutely accurate. In Bangladesh, some of the garments often distort the facts mainly due to
unskilled reporting, lack of reliable sources etc. Employees’ satisfaction be more careful
presenting the facts. In case of information from the employees, only 18.3% believe that the
information is absolutely precise while 31.3% of the respondents think the information is not
precise or accurate. The depth of the RMG sector is a big issue in objectivity: 55.3% of the
garments worker believes there is much to develop in the employees’ satisfaction. In case of
working skill, the respondents were positive though 39% of the respondents believe there is
much to do in developing the satisfaction level. So improving garments employees satisfaction
level, preciseness and reliable employees sources will increase the salary of garments worked in
Bangladesh, thus will increase the perceived level of employees satisfaction level RMG sector in
Bangladesh.


Conclusion:
Employees’ satisfaction is the most power full part of increase productivity in any sector. It has
been seen that problems in labor satisfaction in Bangladesh ready-made garment sector Revolve
around a number of key issues that trace back to the essence employees’ satisfaction level or
other. Most Bangladeshi garment manufacturers have failed to see any causal connection between
labour 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 upset
Bangladesh’s low-wage employment structure, which is vital for maintaining. Workers’ limited
purchasing 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 low
wages, which in turn cause insecurity of life for women in urban areas. Still, garments employees
continue to work, and the reasons for this are open in the narratives. Most of the garments
workers are not properly satisfied but this people know just bear family financial and reduce
family problem but our survey and focus garments employees satisfaction level than see
garments employees don’t know labour law and other facility. This situation employees working
condition are very poor quality. Bangladesh garments factory don’t proper use any kind of
employees 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.


References:
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.

 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 host
workshop
Improving Labor Productivity in Egypt Ready-Made Garments Sector”

 Pratima Paul-Majumder and Anwara Begum Bangladesh Institute of
Development
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.

Rmg sector past present & future

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