Workers Satisfaction toward RMG Industry in Bangladesh: A Study on Dhaka and Gazipur City

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1 Workers toward RMG Industry in Bangladesh: A Study on Dhaka and Gazipur City I S.M. Akterujjaman, II Md. Herok Ahmad I Assistant Professor, Department of Business Administration, BGMEA University of Fashion & Technology (BUFT), Dhaka, Bangladesh II Lecturer, Department of Economics, Asian University of Bangladesh, Dhaka, Bangladesh Abstract The purpose of this paper is to measure the level of satisfaction of the workers toward readymade garment (RMG) industry in Bangladesh. The study surveyed 150 workers from 24 garment factories situated in different locations of Dhaka and Gazipur areas to determine the key influential factors that significantly influence on their level of satisfaction. These workers were surveyed through convenience sampling method with structured questionnaire from February to March After collection of primary data, hypotheses were formulated and one sample T-test was used to test the hypotheses with 0.05 level of statistical significance. For assuming the characteristics of data, demographic analysis, descriptive analysis and interpretations were drawn on the basis of percentage frequency, calculated mean, standard deviation (SD). In addition, empirical analyses were depicted by coefficient of variation (CV). The recommendations were provided based on the research findings and analysis. Keywords Workers satisfaction, Readymade garment (RMG), Bangladesh, BGMEA I. Introduction The readymade garments (RMG) sector is the oxygen of Bangladesh economy. The RMG sector is leading foreign currency earner of the country that received more than three fourth (about 81.32%) of total export earnings (Bangladesh Bank, 2015). This RMG sector is connected with the world economy through export, import and commodities marketing. The RMG sector circulates the Bangladesh economy. After the liberation period, Bangladesh economy depended on raw jute and jute products, when jute industry fallen then RMG sector come in first place by replacing jute industry. Bangladesh first exported RMG goods to USA in 1978; then Reaz Garments exported only US$ 69,000 (Latifi, 2015).These industry played the vital role in employment generation and proper distribution of income. Workers satisfaction means measure how the workers are satisfied toward their job and working environments. When the workers are mentally satisfied the company can be benefited from them. Many components are involved to satisfy of workers, if it would be properly implemented, workers will be satisfied. It is also related to the co-worker, management, attitude, working conditions, work policy, wages, holiday and so on. Bangladesh is labor intensive country, where the low labor wage comparing with other exporting countries per month BDT 5300 (Bangladesh Govt s additional Gazette, 2013). In Bangladesh there are 4222 garments factories and about 4 million employees engaged in RMG sector, 85 percent of which is women. According to BGMEA, 30 percent capacity of RMG sector is unutilized due to lack of skilled labor force. Since 2005 employment in RMG sector increases from 2 million to 4 million in FY As well as number of active factories increases from 4107 to 5600 in (Bangladesh Bank, 2015). II. Objectives of the Study The main purpose of the study is to measure the level of job satisfaction of workers in different garment factories in Bangladesh, whereas, the specific objectives are as follows: 1. To identify the factors those are affecting the satisfaction level of workers. 2. To assess the perception and satisfaction of the workers toward the selected garment factories in Dhaka and Gazipur city. 3. To propose the ways to mitigate the dissatisfaction of RMG workers in Bangladesh. 4. To provide a set of recommendations and suggestions with a view to improving workers satisfaction toward the RMG industry in Bangladesh. III. Hypotheses of the Study Research hypothesis is an unproven statement, which helps the researcher to draw the Suggestion on his hypothetical assumption whether it is true or false based on some specific statistical tests (Akterujjaman, 2010). Based on the objectives of the study, the following hypotheses in table 1 (at 95% confidence level) are developed, which are to be tested. Table 1: Developing Hypotheses for Different Factors Sl. Factors 1. Work Place 2. Working hours 3. Holidays Null hypothesis (H 0 ) Alternative hypothesis (H a ) x wp = 0 x wp x wh = 0 x wh x hf = 0 x hf 4. Wage provide in Right Time x wprt = 0 x wprt 5. Provide Incentives x pi = 0 x pi 6. Meal Allowance x ma = 0 x ma 7. Provident Fund Facilities x pff = 0 x pff 8. Medical Allowance x mi = 0 x mi 22

2 9. Discipline x dis = 0 x dis 10. Annual Increment x ai = 0 x ai 11. Transport Facility x tf = 0 x tf 12. Housing Facility 13. Training Facilities on Joining x hf = 0 x hf x tfj = 0 x tfj IV. Literature Review Absar, S. S. (2009) found that RMG sector of Bangladesh got tremendous development in the world, though the wage pattern was not satisfactory to the employees. Though most of the employees are women but they are working in the bottom level management such as helpers, machinists and less frequently as line supervisor and quality controllers, whereas most of the man are working in the top management. Islam &Chowdhuri (2012) aimed to identify the socio-economic status of the garment workers in Bangladesh that are related to the improvement of workers housing conditions, education, health and sanitation and favorable service role for the women workers. Khatun&Shamsuzzaman (2015) focused on the job satisfaction of RMG industry in Bangladesh by reviewing on working conditions of employees and failure of existing labor laws. The study found that the workers in AKT group are satisfied with working environment, health facilities, female workers, and overtime benefits. On the other hand, workers are dissatisfied with wages, environment of present residence, behavior of immediate superior and so on. Ahamed (2013) in his study found that the working conditions of RMG sector in Bangladesh are poor and facing challenges regarding social compliance. These include RMG sector s inadequate application of labor standards, and labor rights, law and enforcement, effective bargaining facilities. His study revealed that fair labor practices and government and entrepreneurs role in the decent work implementation is necessary. Ahamed (2014) discussed that job satisfaction is an important element in all category of businesses, such as commercial organization, government and non-government organization, and private sector as well as manufacturing industries. It is observed that satisfied worker is more likely to be creative, flexible, innovative, dynamic, risk taker, and loyal to the company. So it can be said that it is right way needed to satisfy the employee to get the best output. Farhana, et al. (2015) studied about wages level, age group, gender, family life, living standard, and working hours of worker s in the RMG industry of Bangladesh. Having high demand the garments of Bangladesh in the international market and to capture this market, improvement is needed in some areas like labor wages, business climates, trade logistics, improvement compliance, and skills of workers. Chowdhury &Ullah (2010) depicted the conditions of female workers from social and economic perspectives and recommended that to achieve female workers satisfaction improvement in the prevailing socio-economic facilities is highly needed, which will bring ultimate success of RMG sector in Bangladesh. Alam& Kamal (2006) studied to measure the overall job satisfaction of female workers and to identify factors contributing to job satisfaction or dissatisfaction in the garment factories in Dhaka city. Islam & Zahid (2012) examined the socio-economic deprivation and garment workers movement in Bangladesh by using both primary and secondary data. They looked at worker rights and fringe benefits in terms of workers job status, training facilities, form trade unions, medical allowance, transport facilities, and maternity leave. Bhuiyan (2010) focused on the increase in productivity and profit that is bases of workers satisfaction in the garment industry of Bangladesh. Workers participation in the decision making helps workers to understand their goals and responsibilities in the factory as well as its importance in operating the enterprise in the future. Akterujjaman (2013) studied on satisfaction of garment workers that is related to the productivity of the employees. He found that when the workers are more satisfied productivity and profit maximization will be high. As a result export performance of RMG sector in Bangladesh is increasing which emphasis on the development of the economy. V. Research Methodology Research methodology is the most important part of any study. This section contains study population, study area, data collection, sample size, allocation of sample and calculation. The study has been done on the basis of the following methodology: a. First of all, an intensive literature review has been made. The literature included books and journals related workers satisfaction toward RMG industry in Bangladesh. b. The total number of sample for this study was 150 which were drawn from 24 garment factories situated in different locations of Dhaka and Gazipur area using convenience sampling technique. Dhaka and Gazipur region was selected as research area because of researchers working place is in Dhaka and it is convenient for the researchers to collect data by self-financing. Data was collected during February to March c. A self-constructed questionnaire was administrated to collect primary data considering the objectives of the study. The respondents were personally questioned and the questionnaires wear filled in by the interviewers based on the responses of the respondents. d. The following factors were related in workers satisfaction of RMG industry in Bangladesh. Those are work place, working hour, holiday, wage provide in right time, provide incentive, meal allowance, provident fund facilities, medical allowance, job termination, transport facilities, housing facilities, annual increment discipline, and training. e. Simple statistical techniques like frequency distribution, percentage frequency, mean value, standard deviation, coefficient of variation and hypothesis testing were used to analyze the collected data. VI. Empirical Findings and Analysis An analysis is generated from the questionnaire to achieve the objectives of the study. In order to analyze the collected data a 5-point Likert type scale has been used, where 5 stands for highly satisfied workers, 4 stands for satisfied workers, 3 stands for neutral workers, 2 stands for dissatisfied workers, and 1 stands for highly dissatisfied workers. Several judgments were made from the responses of workers to validate the objectives of the study. The results of different tests are presented below: All Rights Reserved, IJRMBS

3 1. Demographic Characteristics of the Respondents The analyses of the demographic characteristics of the respondents are shown in table 2. Table 2: Demographic Characteristics of the Respondents (N = 150) Options/ Characteristics Valid Source: Field Survey, February March 2016 Table 2 shows the demographic characteristics of the respondents. Out of 150 respondents, majority of the respondents (72.67 percent) are female, where as percent are male. About percent of the respondents are in years of age, percent respondents are in years and percent respondents are years of age. Marital status shows that majority of the respondents (66 percent) are married, on the other hand, 34 percent workers are single who work in the garments industry. Table 2 also reveals that 82 percent workers are in Below SSC level of education and 9.33 percent respondents are in SSC level. The highest numbers of workers (45.33 percent) are operators, percent workers are helper and percent workers work in finishing sector. The large number of workers monthly income level is percent ( BDT) and percent workers earn per month ( BDT). 2. Work Place The environment of the work place is very vital to get the best output from the workers. Work place in the factory should be neat and clean, safe and secured from any kind of hazard. Table 3: level of Work Place dissatisfied 3 2 Dissatisfied 3 2 Neutral Satisfied satisfied Sex Male Female Age Years years Years Above Marital Status Married Unmarried of Education Below S.S.C S.S.C H.S.C Undergraduate Worker Designation Cleaner & Security Cutter Man Supervisor Iron, quality & finishing Helper operator Monthly Income Below Above Total Table 3 reveals that, out of 150 workers 56.7 percent are satisfied, 22 percent workers are highly satisfied and 17.3 percent are neutral regarding sufficient work place in garments industry i n Bangladesh. So the scenery of Bangladesh RMG sectors follows the ILO rules. Maximum garments industry working place is clean and hygienic. Here the mean value is 3.946, which lie in u p neutral category of workers responses. The standard deviation (SD) and co-efficient of variation (CV) are respectively and , which indicate the number of workers RMG sector in Bangladesh is get the proper work place. So, maximum workers are satisfied toward their work place. 3. Working Hour Set the work hour with all applicable International Labor Organization (ILO) laws. Sometimes workers work in 12 to 15 hours when shipment is knocking at the door. It is the main reasons for lack of proper planning. Usually they are neither satisfied nor dissatisfied toward their working hours. Table 4: Working Hour Frequenccent Per- dissatisfied Dissatisfied Neutral Satisfied satisfied

4 From table 4 it is found that majority of the workers (50 percent) were neutral and 26 percent workers were satisfied in their opinion regarding working hour. On the other hand, only 14 percent respondents were dissatisfied on the working hour. The mean value of workers 3.56 is shown neutral position of workers satisfaction and the SD is 0.847, CV respectively, which indicate the option of workers satisfied toward the working hours. 4. Holidays Bangladesh RMG Workers do not get holidays properly. Every RMG factory do not follows ILO convention as it should be; workers do not get adequate weekend, festival, government, and other holidays. Table 5: Holiday Benefits of Workers dissatisfied Dissatisfied Neutral Satisfied satisfied Table 5 reveals that out of 150 workers majority of workers 34.7 (percent) showed their satisfied and 23.3 percent are dissatisfied where the 20.7 percent workers were neutral position toward their work holiday. Table shown that mean value which is neutral category of workers satisfaction level. Here the value of SD and CV represent and that indicate the opinion workers are satisfied. 5. Wage Provide in Right Time Late wages payment is a common phenomenon in Bangladesh RGM sector. As a result workers are does strike their works, but this situation is overcome day by day. Maximum factories try to provide wages in the right time. Bangladesh government play key role to provide wages in right time. Bangladesh is member of ILO and WTO, so the try follows those organization rules. Table 6: Wage provide in right time dissatisfied Dissatisfied Neutral Satisfied satisfied The above table 6 states that 26.7 percent workers were satisfied and 25.3 percent w o r k e r s were neutral position for provide right time wage paid. On the table shown 20.7 percent workers are dissatisfied and 18.7 percent workers are highly satisfied regarding wage provide in right time. The mean value is 3.26, which is neutral category of workers satisfaction level. The value of SD and CV are respectively and that indicate the opinions of the workers are satisfied. 6. Provide Incentive It is rear to provide the incentive to the workers of the RMG sector in Bangladesh. The very interesting thing workers are does not about incentive. Incentive is related to production, if the factory provide incentive production will be increases and profit will be maximize. So it is important factors for the RMG sector in Bangladesh. Table 7: Provide incentive dissatisfied Dissatisfied Neutral Satisfied satisfied From table 7, it is observed that the highest 35.3 percent workers were dissatisfied and 34.5 percent workers were neutral and 15.3 percent workers were highly d i s satisfied regarding the provide incentive. The SD and CV are respectively and , denotes that the opinion of the workers is dissatisfied. So, the researchers can conclude that most of the time factories are not provide incentive to workers. Workers are deprived their rights. So, the workers are dissatisfied regarding provided incentive to them. 7. Meal Allowance In 5 th December 2013 Bangladesh govt s has published separate wages structure for the RMG sector s workers. According to the gazette every factory will pay BDT 200 only per month as food allowance. It is not enough for the workers. So, maximum workers are highly dissatisfied toward the meal allowance provided by the RMG factories. Table 8: Meal allowance dissatisfied Dissatisfied Neutral Satisfied satisfied All Rights Reserved, IJRMBS

5 Table 8 reveals that 35.3 percent workers were highly dissatisfied and 25.3 percent workers were dissatisfied about their meal allowance. On the other hand, 22.7 percent workers were neutral concerning their meal allowance. The mean value is 2.3, which less in neutral category of workers responses. The SD and CV are respectively and , denotes that the opinion of the workers is dissatisfied. So, the researchers can conclude that the garments workers of Bangladesh are not healthy because they cannot proper nutrition. 8. Provident Fund Facilities There is no option of provident fund facilities for the workers in RMG sector in Bangladesh. Here factories does not provide appointment letter when workers joining, so they cannot get the legal rights. Maximum workers join job in oral and verbally. Table 9: Provident fund facilities dissatisfied Dissatisfied Neutral Satisfied satisfied The above table 9 shown 35.3 percent workers were highly dissatisfied and 25.3 percent workers were dissatisfied and 22.7 percent workers were neutral for provide provident fund facilities. Here mean value is 2.3 is below than the neutral position of satisfaction level. The SD and CV are respectively and , denotes that the opinion of the workers is scattered. So, the researchers can conclude that most of the time workers are deprive their rights. 9. Medical Allowance Production depends on workers physical and mental satisfaction. RMG workers in Bangladesh get BDT 320 only per month as medical allowance. Table 10: Medical Allowance dissatisfied Dissatisfied Neutral Satisfied satisfied Table 10 reveals that 40 percent workers were highly dissatisfied and 30.7 percent workers were dissatisfied about their medical allowance. On the table shown 19.3 percent workers were neutral toward their medical allowance. The mean value is 2.006, which less in neutral category of workers responses. The SD and CV are respectively and , denotes that the opinion of the workers is dissatisfied. So, the researchers can conclude that the garments workers of Bangladesh are not medical allowance but they get first aid facilities. 10. Discipline It is needed to have discipline in the factory to satisfy the workers. If the organization does not give importance to maintain discipline then the workers will not get good and acceptable working environment in the factory. Table11: Discipline dissatisfied Dissatisfied Neutral Satisfied satisfied The above tables 11 shown 40 percent workers were highly dissatisfied and 23.3 percent workers were neutral and 22.7 percent workers were dissatisfied about discipline. Here mean value is is below than the neutral position of satisfaction level. The SD and CV are respectively and , denotes that the opinion of the workers is dissatisfied. 11. Annual Increment In Bangladesh RMG workers are deprived their proper annual increment. RMG workers told that there are not satisfied annual increment systems. Management does not properly evaluate workers performance on the basis of annual increment systems. Annual increment is predetermined just management implemented in yearly. Table 12: Annual Increment dissatisfied Dissatisfied Neutral Satisfied satisfied

6 The above table 12 shown 32.7 percent workers were neutral and 29.3 percent workers were highly dissatisfied and 29.3 percent workers were dissatisfied for annual increment system. Here mean value is 2.24 is below than the neutral position of satisfaction level. The SD and CV are respectively and , denotes that the opinion of the workers is dissatisfied their annual increment system in selected RMG factory in Bangladesh. 12. Transport Facility RMG workers of Bangladesh get only BDT 200 per month for their transportation cost. Maximum workers were not satisfied transport facilities. Workers of RMG sectors they go to work place by bus, walk, rickshaw, tempo, and others. They told that every day their transportation cost about BDT 40. So, BDT 200 is not enough, they want transportation facilities. Table 13: Transport Facility dissatisfied Dissatisfied Neutral Satisfied satisfied The above table 13 shown 36.7 percent workers were dissatisfied and 21.3 percent workers were highly dissatisfied and 20.7 percent workers were neutral for transportation facilities. Here mean value is is below than the neutral position of satisfaction level. The SD and CV are correspondingly and denotes that the opinion of the workers is dissatisfied their transport facilities system in selected RMG factory in Bangladesh. 13. Housing Facility The selected RMG factories none of them do not provide housing facility for their workers. But they provide house rent on the basic salary 40% according to government gazette 2013.In the Dhaka and Gazipur districts house rent is too high. Therefore workers have a demand if the factory provide more house rent they could smoothly life lead. Workers 50% of expenditure goes to house rent. The above table 14 shown 54 percent workers were highly dissatisfied and 24 percent workers were dissatisfied and 16.7 percent workers were neutral position for their housing facility. Here mean value is is below than the neutral position of satisfaction level. The SD and CV are correspondingly and denotes that the opinion of the workers is highly dissatisfied their housing facility system in selected RMG factory in Bangladesh. 14. Training Facility on Joining In RMG sector Bangladesh get job oral and verbally so, they cannot get opportunity after joining training facility. In the selected RMG factories maximum workers were not training facility on joining job. So their productivity low. Table 15: Training Facility on Joining dissatisfied Dissatisfied Neutral Satisfied satisfied The above table 15 shown 56 percent workers were highly dissatisfied and 16 percent workers were dissatisfied their training facility on joining job. Then 14 percent workers were satisfied. At this juncture mean value is is below than the neutral position of satisfaction level. Then SD and CV are likewise and denote that the opinion of the workers is highly dissatisfied their training facility on joining job in selected RMG factory in Bangladesh. VII. Hypotheses Testing Data wear analyzed with a Likert type -5 point scale ranging from highly dissatisfied (1) to highly satisfied (5). In this study weighted average value of 3 (test value) has been considered as the optimum level for every case. One- sample t-test is done to test hypotheses 1 to 13. Table 14: Housing Facility dissatisfied Dissatisfied Neutral Satisfied All Rights Reserved, IJRMBS

7 Table 16: One-Sample t-test Factors Test Value = 3 Sig. Mean Difference 95% Confidence Interval of the Difference t df (2-tailed) Lower Upper 1. Work Place Working hours Holidays Wage provide in Right Time Provide Incentives Meal Allowance Provident Fund Facilities Medical Allowance Discipline Annual Increment Transport Facility Housing Facility Training Facilities on Joining Source: SPSS output, compiled by the authors The test statistic table 16 shows the results of the one-sample t test. The t column displays the observed t statistic for each sample, calculated as the ratio of the mean difference divided by the standard error of the sample mean. The 95% confidence interval of the difference provides an estimate of the boundaries between which the true mean difference lies in 95% of all possible random samples of the factors (13 factors) in the test. Therefore, in support of the factor work place confidence interval lies entirely above 0.0. As a result, Ha Holds true. That means, Ha is accepted and Ho is rejected. So, it can be concluded that workers are satisfied toward workplace of the selected RMG factories. Since, for the factor working hour confidence interval lies entirely above 0.0. As a result Ha is supported. So Ha is granted and Ho is not granted. Therefore it can be concluded that the workers are satisfied their working hour in selected garments factories. Hence, for the factor holiday confidence interval lies entirely above 0.0. Thus, Ha is accurate and Ha is accepted and Ho is discarded. So, it can be concluded that RMG workers are satisfied their holiday of the selected factories. Consequently, in favor of the factor wage provide in right time confidence interval lies entirely above 0.0. Thus, Ha is established. That way Ha is accepted and Ho is rejected. So, it can be done that workers are satisfied in the direction of wage provide in right time of the selected RMG factories. Accordingly, in favor of the factor provide incentive confidence interval lies entirely below 0.0. Thus, H0 is true. That means Ho is accepted and Ha is rejected. So, we can conclude that workers are not satisfied regarding incentive provided by RMG employers. Thus, for the factor meal allowance confidence interval lies entirely below 0.0. Hence H0 is factual that is Ha is cast off. So, it can be concluded that workers are not satisfied their meal allowance of the chosen RMG factories. Hence, in favor of the factor provident fund facilities confidence interval lies entirely below 0.0. Thus, H0 is true. That means Ho is accepted and Ha is rejected. So, we can conclude that workers are not satisfied regarding provident fund facilities by elected RMG factories. In view of that the factor medical allowance confidence interval lies entirely below 0.0. Thus, H0 is accurate. That means Ho is accepted and Ha is rejected. So, we can conclude that workers are not satisfied regarding medical allowance by selected RMG factories. Consequently, in favor of the factor discipline confidence interval lies entirely below 0.0. Thus, H0 is correct. That means Ho is accepted and Ha is discarded. So, we can conclude that workers are not satisfied concerning discipline provided by the selected RMG factories. Accordingly, in favor of the factor annual increment confidence interval lies entirely below 0.0. Thus, H0 is correct. That means Ho is received and Ha is rejected. So, we can conclude that workers are not satisfied concerning annual increment provided by the favored RMG factories. Hence, in favor of the factor transport facility confidence interval lies entirely below 0.0. Thus, H0 is true. That means Ho is accepted and Ha is rejected. So, we can conclude that workers are not satisfied concerning transport facility provided by the preferred RMG factories. In view of that the factor housing facility confidence interval lies entirely below 0.0. Thus, H0 is accurate. That means Ho is accepted and Ha is rejected. So, we can conclude that workers are not satisfied regarding housing facility by elected RMG factories. Consequently, in favor of the factor training facilities on joining confidence interval lies entirely below 0.0. Thus, H0 is approved. That means Ho is accepted and Ha is discarded. So, we can conclude that workers are not satisfied concerning training facilities on joining by the preferred RMG factories. VIII. Conclusion Employees satisfaction is the most supremacy part of increase productivity in any sector. It has been seen that problems in 28

8 labor satisfaction in Bangladesh readymade garment sector. Rotate around a number of key issues that draw back to the spirit employees satisfaction level or other. Most Bangladeshi garment manufacturers have disastrous to see any fundamental link between labor satisfaction and efficiency outcomes. As a result of their economic priorities, many of them have become virulently anti-trade union, believing that trade unions would upset Bangladesh s low-wage employment formation, which is essential 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 finance and reduce family problem but our survey focused on garments employees satisfaction level. It is observed from the descriptive and empirical analysis that in case of the workers satisfaction the RMG factories in Dhaka and Gazipur city were not so sincere. So, it can be said that for increasing productivity and profitability of the RMG industry, garment manufacturers should give importance to their workers satisfaction. The findings of the study have manifest some new dimensional knowledge for obtaining the RMG target, developing the service style and process, and increasing workers satisfaction. This research has demonstrated to the government, RMG policy makers, and top-level RMG executives to provide concrete and effective guidelines for developing new area of RMG business by satisfying and motivating the workers. IX. Limitations of the Study Every research work may have, in a wide sense, some limitations and the completed study is not exception in this regard. There remains ample scope of variations in the interpretation of data by different persons if they are not aware of the background of data collection. So, data itself have limitations and could not always serve the exact purpose of the study. However, the researchers are hopeful to overcome those limitations with extensive efforts and effective decision. In fact, sampling is a recognized technique of conducting any research in contemporary world, specially, in social science. The study was only on 24 RMG factories of Dhaka and Gazipur city, though there are more than 5600 RMG factories in Bangladesh. The result of the study which is drowning by the sampling method is not cent percent rigorous and it can represent average output of a concerned fact. However, it is expected that a little variation would not affect much of the overall findings of the study. X. Recommendations The authors have suggested some recommendations for improving the performance of the RMG factories to increase the level of satisfaction of the workers. These are as follows: Working hour: The RMG manufacturers should give importance to the working hours of the workers, i.e. they should be done flexible working hours for the workers. Holiday benefits: Most of the government employees of Bangladesh receive different types of govt. holidays, whereas, the RMG workers consume a very few govt. holidays. So the RMG owners should provide most of the govt. and other festival holidays to the workers. Wages provide in the right time: It is experienced that most of the garment factories do not give wages to the workers in the right time, i.e. they make unnecessary delay in providing wages that is fully unexpected. Provide incentive: A very few times we find that the factory owners provide incentives to the workers for their performance. But this should be regularly provided to the laborers for satisfying them. Meal allowance: In our country, most of the RMG factories do not provide sufficient meal allowance to the workers. So the meal allowance should increase for the garment workers in Bangladesh. Provident fund facilities: A very few RMG factories in Bangladesh provide provident fund facilities to the workers. So it is recommended that most of the RMG owners should provide provident fund facilities to the workers to satisfy and motivate them. Transport Facilities: Most of the RMG factories do not provide transport facilities to the workers, whereas, they give a few amount of money as transport allowance. Therefore, the top management should ensure transport facilities for the workers. Training facilities: When the workers join in the RMG sector they do not receive any kind of training on their works. Without proper training they join as unskilled workers that are why their productivity is very low. So at the time of joining, RMG top management should ensure proper and sufficient training facilities for the new workers. References [1] Absar, S. S. (2009). 2.7 Problems surrounding wages: the readymade garment sector in Bangladesh. Labour and Management in Development, 2. [2] Ahamed, F. (2013). Improving Social compliance in Bangladesh s Ready-made Garment Industry. Labour and Management in Development, 13. [3] Ahamed, F. (2014). Job Dissatisfaction in the Bangladesh Ready Made Garment Sector-To What Extend HR/IR Practices Can Grow Exhilaration of RMG Workers. International Journal of Business and Management Review, 2(1), [4] Akterujjaman, S. M. (2010). Problems and prospects of SMEs loan management: A study on Mercantile Bank Limited, Khulna Branch. Journal of Business and Technology (Dhaka), 5(2), [5] Akterujjaman, S. M. (2013). Export Performance of Readymade Garments Sector of Bangladesh: An Analysis. Academic Journal of Siddheswari Girls College, 3(1), Available at SSRN , pp [6] Akterujjaman, S. M. (2016). Depositors satisfaction toward the services of private commercial banks and state-owned commercial banks in Bangladesh: A comparative study. Scholar Journal of Research Review, 1(1), [7] Alam, S. M., & Kamal, M. (2006). Job of Female Workers in Different Garments Factories in Dhaka City: An Intertemporal Comparison. [8] Bangladesh Bank (BB). (2015). Quarterly Review on RMG: January-March Research Department, External Economics Division. [9] Bhuiyan, M. A. H. (2010). Employee participation in decision making in RMG sector of Bangladesh: Correlation with motivation and performance. Journal of Business and All Rights Reserved, IJRMBS

9 Technology (Dhaka), 5(2), [10] Chowdhury, N. J., & Ullah, M. H. (2010). Socio-Economic Conditions of Female Garment Workers in Chittagong Metropolitan Area An Empirical Study. Journal of Business and Technology (Dhaka), 5(2), [11] Farhana, K., Syduzzaman, M., & Munir, M. S. (2015). Present Status of Workers in Ready-Made Garments Industries in Bangladesh. European Scientific Journal, 11(7). [12] Islam, M. K., & Zahid, D. (2012). Socioeconomic Deprivation and Garment Worker Movement in Bangladesh: A Sociological Analysis. American Journal of Sociological Research, 2(4), [13] Islam, N., & Chowdhuri, A. S. M. M. B. (2012). Socioeconomic factors of readymade garments workers in Bangladesh. D. U. Journal of Marketing, 15. [14] Khatun, R. and Shamsuzzaman, M. (2015). Employee s Views on Job : A Study on Garment Industry (AKH Group), Bangladesh, International Journal of Research in Management & Business Studies, 2 (2). [15] Latifi, S.I. et.al. (2015). An empirical study on contribution of readymade garment sector and human resources practices in Bangladesh, Journal of Economics and Development Studies, 4(1). [16] Ministry of Labor and Employment. (2013). Bangladesh Gazette. Government s additional Gazette notification December [17] Moazzem, K. G. (2013). Revision of minimum wage in the RMG sector in 2013: proposals as regards definition, method of determination and the levels. Centre for Policy Dialogue (CPD). Authors Profile S. M. Akterujjaman, BBA & MBA (Marketing), M.Phil, IBA, Rajshahi University, Rajshahi, Bangladesh. He started his professional career in teaching profession of higher educational level at early of his career. He is now serving at BGMEA University of Fashion & Technology as an Assistant Professor in the Department of Business Administration. Before joining at BGMEA University of Fashion & Technology, Akterujjaman served more than five years at Northern University Bangladesh in different teaching positions. Akterujjaman already completed more than twenty research works which outputs have been published in different national and international journals and also submitted different research works in different renowned journals. Md. Herok Ahmad, BSS (hons) & MSS in Economics, Asian University of Bangladesh; MBA in Apparel Merchandising, BGMEA University of Fashion & Technology, Bangladesh. He started his professional career in teaching profession of higher educational level at early of his career. He is now serving at Asian University of Bangladesh as a Lecturer in the Department of Economics 30