The essence of employees’ voices or other like alternatives in ensuring a safe work place: A study...

Acknowledgement

Last few months many people extended their support in completing my

research work. First and foremost, I am greatly grateful to my

supervisor Professor Barry Curnow for his guidance, support and

amazing responsiveness to complete the research. Moreover, I would

like to covey my gratitude to my course coordinator Ms. Sheila

Barrett as she continuously motivated me to do this research and to

Professor David Grey who showed me the way of research.

I would like to also express my gratitude to Mr. A.S.M. Wasiuzzaman,

Mr. Sohel Khan, Mr. Rashed Salauddin and Mr.Syed Quamrul Huda for

their permission to use their factory premises for my research work

and extended support to do the field work successfully. Furthermore,

I am also grateful to Mr. Syed Sultan Uddin Ahmed, Assistant

Executive Director, BILS for his support to use BILS library and

special thanks to my beloved friend Professor Wasimul Bari,

Department of Statistics, Biostatistics and Informatics, University

of Dhaka for his assistant in understanding SPSS 17.0 statistical

tools.

Finally I would like to convey my thanks to Bangladesh government

who supported my educational and living cost of my study in London,

United Kingdom

Executive summary

Ready Made Garments (RMG) is the major sector of Bangladesh cloth

industry. It creates an opportunity of 4 million employments where

85% workers are woman. Therefore, this sector not only contributes

to the national economy by adding value of 80% export earnings but

also plays important role in decreasing gender disparity,

empowerment of woman by turning them financially solvent with a good

social status. However, the sustainability of this industry is

necessary as it meets the demand of garment items both in local and

international market. Moreover, the sustainability of this sector

can be confirmed by implementing safe workplace at factory level and

employees’ voice plays big role in ensuring safety arrangement.

Thus, the research was conducted in this sector to identify the

relation between the safe workplace and employees’ voice. Keeping in

mind the objectives, three research questions were selected to do

the research such as 1) to what extent does the absences employee

voice affect the HSE issues in Bangladesh Garments Factories? 2)

will the implementation of employee voice be an effective tool to

decrease accidents in Bangladesh Garments Factories? And 3) how can

employee voice be implemented in Bangladesh Garments Factories? As a

consequence, the existing literatures were reviewed and six

hypotheses were developed. The hypotheses were tested through the

analysis and investigation of the research data. Moreover the

research followed mixed method and collected quantitative data by

arranging questionnaire survey and qualitative data from semi-

structured interview sessions.

The analysis and interpretation of collected data depicted that the

dependent variables safe workplace was closely associated with

independent variables such as industrial relation, laws and rules,

trade union, work council, strategic human resource management and

workers participation committee (WPC). Therefore, among the six

hypotheses, five was accepted and one was rejected. Data analysis

also acknowledged that the implementation of work council was not

necessary at RMG sector as the functions of WPC are same as work

council. Furthermore, the overall findings depicted that employees’

voice can be implemented in Bangladesh RMG sector by practicing good

industrial relation; and complying rules, laws, conventions and

standards with neutral and nonpartisan trade union movement. In

addition by establishing benevolent and altruistic HRM and

empowering the WPC, the employees’ voice can be established in this

sector. Besides, the findings also explored that the presence of

employees’ voice is essential in decreasing safety risk at

workplace. Finally the research suggested further deep studies on

employees’ voice to find out its problem and prospects in ensuring

safe workplace. Moreover, the research makes few short-term, mid-

term and long-term recommendations.

Table of Contents

Content Page number

Title page

Acknowledgement

Executive summary

Contents page

List of tables

List of figures

Glossary of Terms and Acronyms

Chapter One-Introduction

1.0 Introduction

1.1 Research objectives

1.2 Research questions

1.3 Background of the research

1.4 Justification of the research

1.5 Structure of the dissertation

1.6 Limitations

1.7 Conclusion

Chapter Two-Literature Review

2.0 Introduction

2.1 Understanding of employees’ voice

2.2 Trade union and its functions

2.3 Trade union movement in Bangladesh’s RMGsector

2.4 Condition of Industrial relations inBangladesh RMG

2.5 Condition of occupational safety inBangladesh RMG

2.6 Employees’ voice or other alternative indeveloping safe workplace

2.7 Gaps in literature

2.8 Research hypothesis

2.9 Conclusion

Chapter Three-Methodology

3.0 Introduction

3.1 Research design

3.2 Quantitative method

3.3 Qualitative method

3.4 Mixed research method

3.5 Data collection methods

Questionnaires

Semi-structured interview method

3.6 Sample of participants

3.7 Validity and reliability

3.8 Ethical consideration

3.9 Limitations

3.10 Conclusion

Chapter Four-Data Analysis

4.0 Introduction

4.1 Quantitative data analysis

Profile of the respondents

4.1.1.1

Distribution of gender

4.1. Distribution of age

4.1.1.3

Distribution of work experience

4.1.1.4

Distribution of educationalqualification

Analysis of data on research variables

4.1.2.1

Workplace safety and the forcesresponsible for workplace safety

4.1.2.2

Importance of Industrial relation inensuring safe workplace

4.1.2.3

Importance of compliance of laws inensuring safe workplace

4.1.2.4

Importance of trade union in ensuringsafe workplace

4.1.2.5

Employees’ voice alternative to thetrade union

4.1.2.6

Importance of safety workplace toincrease productivity

Hypotheses testing by quantitative dataanalysis

4.2 Qualitative data analysis

Analysis of data collected from semi-structure interview

4.2.1.1

Effective and interdependent Industrialrelations

4.2.1.2

Compliance of laws

4.2.1.3

Neutral and nonpartisan trade unionmovement

4.2.1.4

Employees’ participation in work council

4.2.1.5

Altruistic and benevolent HRM practice(SHRM)

4.2.1.6

Empowerment of Workers ParticipationCommittee (WPC)

4.3 Conclusion

Chapter Five-Discussion

5.0 Introduction

5.1 Overall discussion

5.2 Summary of findings

5.3 Conclusion

Chapter Six-Conclusion

6.0 Introduction

6.1 Summary of the study

6.2 Methodology

6.3 Findings

6.4 Recommendations

Short-term recommendations

Mid-term recommendations

Long-term recommendations

6.5 Limitations

6.6 Further research

6.7 conclusion

References

Appendices

Appendix A Questionnaire

Appendix B Semi-structuredinterview check list

Appendix C Consent form

Appendix D Summary of qualitativedata

List of tables

Tableno.

Title of the table Pagenumber

1 Number of trade union membership inBangladesh as on June 2012

2 Data on trade union movement in RMG sector

3 Salient features of Bangladesh Labour(Amendment) Act, 2013

4 Core Labour Standards defined by ILO

5 Recent progress in ensuring safe workplace inBangladesh RMG sector

6 Information of garments for field visit

7 Distribution of sample used for collectingqualitative data

8 Gender distribution frequency of respondents

9 Age distribution frequency of respondents

10 Work experience distribution frequency ofrespondents

11 Educational qualification distributionfrequency of respondents

12 Safety condition of workplace distributionfrequency of respondents

13 Force makes the workplace safe distributionfrequency of respondents

14 Importance of Industrial relation in ensuringsafe workplace distribution frequency ofrespondents

15 Importance of compliance of laws in ensuringsafe workplace distribution frequency ofrespondents

16 Causes weakened trade union movementdistribution frequency of respondents

17 Importance of safety workplace in increasingorganizational productivity distributionfrequency of respondents

18 Bivariate analysis of quantitative datafiguring the relationship between dependentand independent variable

19 Answers of research questions

List of figures

Figureno.

Title of figure Page number

1 Development of Bangladesh RMG sectors

2 Contribution of RMG in export earnings

3 Industrial relations among actors inBangladesh RMG sector

4 1912 workers died in workplaces accident in2013

5 1912 workers died in humiliation in 2013

6 The image of the outline of hypotheses

7 Importance of trade union in ensuring safeworkplace distribution frequency ofrespondents

8 Employees’ voice alternative to trade unionmovement distribution frequency ofrespondents

9 Employees’ participation in work councildistribution frequency of respondents

Glossary of Terms and Acronyms

Accord Initiatives taken by mostly European apparelscompany to improve building and fire safety offactories in Bangladesh RMG sector.

Alliance Initiatives taken by mostly USA apparelscompany to improve building and fire safety offactories in Bangladesh RMG sector and alsoknown as the Alliance for Bangladesh Worker

BGMEA Bangladesh Garments Manufacturers and ExportersAssociation.

EPZ Export Processing Zone

HASAWA Health and Safety at Work Act

HSC Health and Safety Commission

ILO International Labour Organization

NGWF The National Garment Workers Federation

NTC National Tripartite Committee

OSH Occupational Safety and Health

QWL Quality of Work Life

RMG Ready Made Garments

SHRM Strategic Human Resource Management

SustainabilityCompact

Development of workers safety and rightsprogram supported by ILO, along with the EU andthe United States.

TUC Trade Union Congress

WPC Workers Participation Committee

Chapter OneIntroduction

1.0 Introduction

A healthy and safe workplace is considered to be a workers’ right.

It is emphasized in national labour laws and as well as in ILO

conventions (Labor Policy, 1980; Introduction to International

Labour Standard, 2014; and Bangladesh Labor (Amendment) Act, 2013).

The importance of a safe workplace is not only measured by

considering productivity and efficiency of the firm but also taking

into account human capital that is the capacity of employees to

socially and financially sustain themselves and accordingly look

after their family. However, safety in the workplace is generally

ensured in a firm by applying safety rules and the mechanism for

monitoring and supervision of this compliance is operated by a

government designated agency and the owner of the factory. Thus,

there is a need for good and interdependent industrial relations

where all the actors work for the betterment of the factory and or

industry. Therefore, implementation of effective employees’ voice is

an integral part of developing good industrial relations. The

employees’ voice generally forms a common platform where the

employees are united to be vocal of their rights and privileges,

raise their demands to authority and exert collective pressure to

rectify the injustices of the workplace. Moreover, this platform

works as a field of negotiation and bargaining between employees and

management. Furthermore, scholars and researchers reveal that an

effective voice mechanism generates an equilibrium position in

labour management which finally increases the productivity of the

organization (Pilbeam and Corbridge, 2006; William et al, 2007;

Gilmore and Williams, 2009; Ather and Nimalathasan (2011); and

Robertson et, al., 2011).

Given the above issues, human resource practitioners and theorists

typically emphasize the importance of voice in their practice and

study. Therefore, different types of voice has been identified in

the human resource management field such as direct voice, indirect

voice, union voice, nonunion voice, representative voice, works

council etc. The voices are different in name but predominantly

their functions are similar and they work principally for the

welfare and safety of the employees. Moreover, Bryson (2004) states

that the type of voice available in an industry is not important but

what matters are how efficiently and correctly the voice handles a

problem in the industry or in the factory. The success of the

industry most of the time depends on the success of the voice. For

example work council in Germany works as an information and

consultation body where the employers are obliged to provide

sufficient information to work council for the execution of

council’s duties (Addison et, al, 2010). Besides, Berg et., al

(2011) acknowledge that work council increase the performance of the

organization by building communication between employer and

employees. As a result, this employees’ voice acts as an

understanding platform which enhances the organizational performance

by reducing labour unrest and increasing labour productivity. In

contrast, unlike other industrial countries, the importance of voice

is not seriously counted in the Bangladesh RMG sector even though

this sector is positioned 2nd in exporting apparels in the world.

Therefore, weak voice or lack of voice results frequent labour’s

agitation in street for demanding their rights (Ahmed, 2012;

Hossain, 2013; and Mohiuddin, 2014). Moreover, it also frequently

results accident in factories i.e. fire, collapse of building etc

and claims life of innocent garments workers. Keep in mind the

importance of voice in ensuring safe workplace, the research will

try to find out relation between the voice and safe workplace in

Bangladesh RMG sector.

1.1 Research Objectives

The study will consider the necessity of employees’ voices being

heard in establishing safe workplace. The garments industry of

Bangladesh not only meets the demand of the domestic market but also

it stands in 2nd position in supplying ready-made clothes in the

international market. In this situation, workers’ well being and

predominantly work place safety should get priority in question of

sustainability of this important industry. Furthermore, scholars,

researchers and academicians of this field confirm that safe work

place can be established through a good industrial relation and

formulation of active and effective employees’ voice. Therefore, the

main objective of this research is to establish the relationship

between the existence of employee voice in Bangladesh garments

sector and the safe workplace to reduce frequent bloody accidents

and incidents in this industry.

1.2 Research Question

The research questions of the current research are formulated after

reviewing the existing literature. The questions are more précised

and specified on the basis of dependent and independent variables.

The employees’ voice or other alternatives constitute independent

variables and safe workplace is the dependent variables of the

current research. Besides, the questions will be answered after

collecting and analyzing both primary and secondary data. The

questionnaire and semi-structured question interview used to collect

primary data whereas secondary data gathered from existing

literature, books, journals, articles etc. Both quantitative and

qualitative methods will be used in data analysis and discussion to

address the research questions. The research questions of this

dissertation are:

1. To what extent does the absences employee voice affect the HSE

issues in Bangladesh Garments Factories?

2. Will the implementation of employee voice be an effective tool

to decrease accidents in Bangladesh Garments Factories?

3. How can employee voice be implemented in Bangladesh Garments

Factories?

1.3 Background of the research

Demand for clothes everywhere makes the apparels oldest and largest

export industry in the world (Gereffi and Frederick, 2010).

Generally this industry is labor-intensive and a catalyst for the

economy of the country where cheap labour is available (Adhikari &

Weeratunge, 2006; Gereffi, 1999). Like other labour intensive

countries where cheap labour is available, Bangladesh RMG sector

achieved 81.16% of total export earnings of the economy (BGMEA,

2014) and this sector are playing a significant role in socio-

economic development of the country. After start of the journey, the

export figure of RMG sector in Bangladesh was doubled from USD0.90

billion to USD 1.80 billion in 1980’s decade. This figure jumped to

USD 5 billion in next decade and continued to USD 10 billion in the

fiscal year 2005-2006 (Ahmed and Hossain, 2009) and in fiscal year

2012-2013 it stands USD 24.49 billion. It is one of the emerging

industries which represent 4 millions labour forces of which 80% are

women. There are 4,536 RMG factories (BGMEA, 2014) and 95% of these

firms are owned by local entrepreneurs and most of the garments

factories are located close to capital city Dhaka, port city

Chittagong and old business hub Narayangonj. The rest of the

factories are owned by foreigners and located in Export Processing

Zone (EPZ). All the factories are broadly divided into two groups-

woven and knit based on their final product. Moreover, Bangladesh

exports garments product to 164 countries of the world and the

destination of 90% of total exports are European Union and USA

(Mohiuddin, 2014).

Figure-1: Development of Bangladesh RMG sectors (Source: BGMEA,

0100020003000400050006000

Number of Factories Number of Workers (in thousands)

Figure-2: Shows contribution of RMG in export earnings (Source:

BGMEA, 2014)

EXPORT OF RMG (IN BILLION USD)TOTAL EXPORT OF BANGLADESH IN BILLION USD% OF RMG’S TO TOTAL

Although Bangladesh RMG sector is performing well in export

earnings, it faces challenges in regard to labour management and

casualties in factories. Mistrust among the actors makes the

industrial relations in RMG sector of Bangladesh doubtful and weak

(Islam and Ahmed, 2014). Moreover, Absar (2012); Hossain (2013); and

Mohiuddin (2014) state that the trade union movement is weak due to

lack of active leadership. Furthermore, the unions are segmented

according to different political ideology (Taher, 1999; Khanna,2011;

Ather and Nimalathasan, 2011; Absar, 2012; Kabeer and Kabir, 2012;

Hossain, 2013; and Mohiuddin, 2014). Therefore, the most of the

union leaders generally do not look after the safety of union

members rather they maintain a good relationship with the employers

(Khanna 2011; Kabeer and Kabir, 2012; Akram, 2014). In addition,

Ahmed (2012); Kabeer and Kabir (2012); Hossain (2013); Akram (2014);

Hoskins (2014); and Mohiuddin (2014) acknowledge that the employers

intimidate the workers not to join in union activity. Therefore,

lack of common platform for negotiation and bargaining results

agitation in streets (Ahmed, 2012; Hossain, 2013; Islam and Ahmed,

2014; and Mohiuddin, 2014). Besides, lack of proper and routine

inspection by the government agencies also carries out accident in

this industry (Ahmed and Hossain, 2012). According to BILS (2014),

1.912 workers died in workplaces accident and humiliation of which

RMG represents 70%. Considering these prospects and problems, the

RMG sector of Bangladesh is selected for research work and the

result of research may assist to overcome the problems of this

sector.

1.4 Justification for the research

Bangladesh is the second largest ready-made garments exporting

country in the world. Moreover, Wassener (2012) states that soon it

will secure first position if the labour cost in China will

increase. Considering its importance in world trade and economy, the

proposed research uses capability based social justice framework to

explore needs of voices in confirming workplace safety in this

sector. However, in academic discussions, the labour justice is

highly focused but the way of implementation of this term is not

explained and advised. Thus, capability approach will apply in the

proposed research to evaluate implication of voices to establish

safe workplace along with analyze socioeconomic and political

factors of the country. Besides, the labour rights in Bangladesh are

still disheartening. Therefore, demonstration in streets is common

and sometimes outbreaks all over the industrial area due to lack of

organized trustworthy employees’ voice and strong platform for

collective bargaining. Additionally, these miserable conditions

result frequent accidents. In November, 2012, death of 113 workers

was reported in fires at Tajrin Fashions and in April, 2013,

collapse of Rana Plaza claimed life of 1,128 garments workers and

most of the victims in these two accidents are female workers.

However, scholars and trade union leaders state that these accidents

could be prevented if active and effective employees’ voice was

present there. Conversely, scholars and researchers noticed that the

Bangladesh jute industry is destroyed as a result of mismanagement

of trade union. Moreover, the employers are fear of employees’ voice

and according to them; the employees will be over conscious in case

of establishment of voice in this sector. Therefore, their products

will unable to compete in world market as labour cost will become

high to meet excessive demand of the labourers. Conversely,

Menendez, et al (2013) state that the workplace safety condition

cannot be improved without collective bargaining and negotiation and

presence of voice is an essential part in negotiation and

bargaining. Keeping in mind these issues and what will be the

position of safety condition of Bangladesh RMG sector in neoliberal

and highly competitive global market, the research tropic is

selected to contribute in establishing employees’ voice to ensure

safe workplace.

1.5 Structure of the dissertation

The dissertation is divided into six chapters. The first chapter

comprises background of the industry and justification of research

with limitations as well as research objectives and fixing research

questions. It will follow second chapter where the research

variables are understood by critically reviewing the existing

literature. The methodology of the research and the data analysis

will be discussed in chapter three and four respectively. The result

of data analysis will be briefly discussed in chapter five and the

dissertation report will be ended with an overall conclusions.

1.6 Limitations

Like other Master’s dissertation, shortage of time is the main

limitation of this research. Moreover, there are also scarcity of

good quality articles, journals and reports on proposed research

variables. Besides, establishment of trade union or employees’ voice

in Bangladesh’s RMG sectors is a sensitive issue and probably a

political agenda of the government. As the content of the research

is sensitive, the factory owners may not cooperate with their

information, papers and documents. Furthermore, the proposed

research may face problems to prove its reliability and validity

problems like other research.

1.7 Conclusion

This chapter has illustrated the objective and back ground of the

research. Moreover, three research questions have been identified to

do the research. Furthermore, the justification of research with

limitations has been elaborately discussed in this chapter. However

the next chapter will follow the review of existing literature.

Chapter TwoLiterature Review

2.0 Introduction

Recent developments in globalization and liberalization of the

market economy and related high degrees of competition as well as

quick changes in market outcomes are of great concern for empowering

everybody from chief executive to floor level workers in the firm,

organization, and industry (Dwivedi, 2007). According to Dwivedi

(2007), only the firms who take initiatives to empower its people

can survive in this stormy and unstable market environment. He

argues that this manner of empowerment transforms the old fashioned

command based bureaucratic model into a new organizational setup

with regard to human resource management. On the contrary, HRM

theorists, practitioners and specialist believe that the success and

competence of a voice depend on its autonomy from the management and

the bargaining capacity (Bryson, 2004). Besides, Bryson (2004) also

shows that a good complementary relationship between direct and

union voice is more effective than other forms of voice. However,

self-governing participatory labour union is the best place where

the employees can be conscious of their safety and empowerment

issues at their work place but in Bangladesh garments industry, the

trade union movement at industry, sector and plant level is still

weak and collective bargaining is virtually absent (Menendez, et al,

2013). Considering these factors this chapter will critically review

the importance of trade unions or other like alternatives of

employees’ voices and their relationship with employees’ well being

especially safety issues at plant level. It will also explain the

present condition of the work place safety environment in RMG sector

of Bangladesh and the role of trade unions to ensure safe working

conditions in factory level. Additionally the role of actors i.e.

state, employer and employee in the field of industrial relationship

in RMG sector is also briefly discussed.

2.1 Understanding of employees’ voice

The contemporary concept of voice is derived from the Hirschman

(1970) illustration where he considered voice as a collective action

of consumers and it can facilitate the firm by increasing

productivity (William et al, 2007). Moreover, Hossain (2013) writes

that Hirschman (1970) defines voice as:

‘’Any attempt at all change rather than to escape from an objectionable state of

affairs, whether through individual or collective petition to the management directly

in charge, through appeal to a higher authority with the intention of forcing a

change in management or through various types of actions and protests including

those that are meant to mobilize public opinion (Hirschman, 1970, p.30).’’

Besides, where huge number of employees work in single firm there

should be an attempt to form a representation or voice to manage

communication and consultation with the management (Charlwood and

Terry, 2007). Furthermore, William et al (2007) state that

communication between the employer and employees is the distinctive

feature of voice. Moreover, Freedman and Medoff (1984) argue that if

the employees can express their discontent to the management through

voice rather than exit then due to lower quit rate, the organization

accrues benefits. Thus, William (1989) considers the unions or union

as a sort of agent to deliver voice inside the organization. Voice

may be classified as direct, indirect, union and non-union. Non-

union voice explores direct two-way communication between employees

and management (Bryson, 2000). It may be regular meeting, briefing

session on special crisis and problem-solving discussion between

senior management and the workforce. Non-union voice can be

collective in nature such as joint consultative committees of

managers and workers. However, voice which is independent from the

management or collective in nature is more effective than other type

of voice (Bryson, 2004). Furthermore, Bryson (2004) illustrates that

direct voice is more effective in the presence of union voice and

conversely union voice is more efficient in the presence of direct

voice. Finally Bryson (2004) summarizes that voice mechanism builds

a communication between the employer and employees and facilitates

them to participate in meeting on a regular basis. However, Labour

justice can be ensured through better management practice provided

by the employers (Hossain, 2013). Consequently, Lock et al (2007)

argue that employee voice has a good impact on both production and

employees’ well being. Moreover, the fortune of employees depends on

the capacity of the labour movement to continuously keep pressure on

the state and the employer’s authority to achieve labour’s demands

(O’Brien, 2004). Thus, the labour power is derived from the combined

activity of labour organization and collective voice (Hossain, 2013)

Negative impression and bad perception towards employees’ voice are

very common in Bangladesh garment sector and these attitudes

complicate the industrial relation of this sector. Karel De Gucht,

European Commissioner for Trade and László Andor, Commissioner for

Employment, Social Affairs and Inclusion urges Bangladesh government

to improve labour condition by amending Labour Act, training and

appointing more factory inspectors and create an environment for

momentous freedom of association (Europa, 2014). Consequently,

national labour law was reformed to encourage freedom of association

and collective bargaining but legal actions were not taken against

the owners who refused registration of trade unions and intimidate

employees to participate in union activities. (Europa, 2014).

Moreover, most of the managers and employers are in fear of

employees’ voice and they have lack of knowledge about the positive

return of an organized and integrated labour movement and they also

ignore good, constructive labour relations at factory level

(Menendez, et al., 2013). Therefore, Khanna (2011) explores that

more than 500 labourers were terminated from their job due to their

direct and active participation in union activity. Moreover, in some

cases the owners and management of the factory follow anti-union

tactics such as harassment, termination from the job, beating the

union leader etc (Menendez, et al, 2013). Consequently, Khanna

(2011); and Ather and Nimalathasan (2011) highlight that a good and

establish employees’ voice can manage and negotiate deeper trouble

of a sector and it not only increases the productivity of the firm

but also to ensure the workers’ rights at their work place.

2.2 Trade union and its functions

The concept of Trade Union is a consequential product of the

industrial revolution. Historically it has been playing distinctive

roles to mange a better and productive industrial relation at

industry, sector and plant level. However, Section: 1 of The Trade

Union and Labour Relations (Consolidation) Act, 1992 (TULRCA)

defines:

“Trade Union is an organization consisting wholly or mainly of

workers of one or more descriptions and whose principal purpose

include the regulation of relations between workers that

description or those descriptions and employers or employee

associations” (Daniels, 2006: 129)

Trade unions can be divided into two types: independent and

dependent. However, members and official of Independent trade unions

enjoy few legal rights (Farnham, 1997; and Daniels, 2006) such as

appointing representatives; access to information; consult with

higher authority; time off; and job security (Daniels, 2006).

Salamon (2000) citied in Daniel, (2006), illustrates six distinctive

features of trade unions such as safeguarding the rights and

privileges of the members; bargaining to fix maximum level of wages

and other financial benefits for the members; participate with

management to take decision; bring social change by executing

political ideology; look after the problems of members at certain

range; and lastly develop and enhance the professional quality of

the members by providing training. Moreover, Cook et al (1992)

identify two basic roles of trade union; collective bargaining and

union education. Furthermore, Young (2006) acknowledges that

conditions of the workers can be improved when they are organized in

a common platform and monitor the improvements they made. Further,

Boxall and Purcell (2011) argue that the representatives of trade

union are predominantly working for the welfare of the members but

according to Daniels (2006) this objectives are attained either

through industrial arrangements i.e. negotiation or political

settlement i.e. agitation, strike etc. Besides, trade union is

considered as one of the important actors in industrial or

employment relation (Hossain, 2013). Moreover, Hossain (2013)

depicts that industrial injustices can be rectified through trade

union by putting collective pressure to the management. On the

contrary, Boxall and Purcell (2011) notice that in spite of

distinctive roles, union membership is declining due to distrust of

management to union representatives; excessive and inappropriate

demands of union to the management; contradiction between the

managers and union in consultation and bargaining; and management

shows less responsiveness to the trade unions.

2.3 Trade union movement in Bangladesh’s RMG sector

Bangladesh labour law like other industry insists the garments

factories to implement freedom of association and right to

participate in collective bargaining (Kabeer and Kabir, 2009).

Moreover, Section 5(a) of Bangladesh Labour policy (1980) expresses

‘’Formation of trade unions: The government believes that

there is need for the growth of healthy trade unionism for

ensuring industrial peace, increased productivity and

establishment of stable society structure. The government

discourages the mushroom growth and multiplicity of trade

unions which are detrimental to the industrial peace.’’

The activity of Bangladesh’s trade union can be divided into two

types- older union and newer union. Older trade unions are

predominantly based on membership and the operating costs of the

unions are managed by member’s fees (Kabeer and Kabir, 2009).

However, newer trade unions are common in RMG sector and less

successful in constructing membership-based institute (Kabeer and

Kabir, 2009). On the contrary, Europa (2014) reveals that the

amendment of Bangladesh labour Act encourages the workers to

establishment trade unions and inspires them to be aware of their

rights and privileges. Therefore, data published by Department of

Labour, Ministry of Labour and Employment, Government of Bangladesh

(June, 2012) depicts that total number of trade union membership is

more than 4 millions (Khan et al, 2012)

Table-1: Number of trade union membership in Bangladesh as on June

Type of theunion

Total numberof

Union/Federati

Number of unionsincluded inFederation

Total numberof members

onNationalFederation

32 1,264 1,263,665

IndustrialFederation

108 721 640, 221

GarmentsFederation

15 80 50,149

Basic Union 5,242 - 2,069,614Total 4,023,649Source: Department of Labour, Ministry of Labour and Employment,Government of Bangladesh (June, 2012) and Khan et al (2012)

Khan et al (2012) also reveal that most of the trade unions in RMG

sector are functioning from outside the factories and therefore

participation of general workers in unions is mostly absent.

Furthermore, unions do not enjoy full range of freedom to elect

their officers and collective bargaining in private sector is

virtually does not exist (Bhuiyan, 2012). Besides, Bhuiyan, (2012)

again acknowledges that there are 139 unions in 7,000 garments

factories where only 20-25 unions are active and they settled only 5

collective bargains. Further, Hoskins (2014) reveals that trade

union membership in Bangladesh RMG industry is only 7%. Moreover,

low membership in trade union is due to uneducated and marginal

woman labour force, male dominated society and intimidation of

employers (Hoskins, 2014). In contrast, Aminul Huque Amin, the

president of The National Garment Workers Federation (NGWF) argues

that the rate of participation of young woman workers in trade union

is not only increasing but also many of them take leadership role

at factory and federation level (Hoskins, 2014). Nonetheless,

Hossain (2013) states that the role of federations in ensuring

labour justice is not satisfactory and corrupt practice of

federation leaders declines the creditability and strength of the

trade union. However, the number of union membership this sector is

50, 149 (Hossain, 2013)

Table-2: Data on trade union movement in RMG sector

Number of Federations 15Number of unions/associations 80Number of women workers 2,880,000Number of registered members inunions

50,149

Rate of participation in tradeunion

Source: Faruqe (2009) and Hossain (2013)

Traditionally, trade union movement in Bangladesh is weak due to its

multiplicity in nature and intimidation imposed by the employers

such as termination from the job if any employee joins in union

(Mohiuddin, 2014). Besides, most of the trade unions work as a

labour wing of political party and they are not serious to look

after the members’ rights (Khanna, 2011). Moreover, Absar (2012);

and Islam and Ahmed (2014) acknowledge that politicization of trade

unions builds mistrust between the union leaders and the union

members. Furthermore, this politicization also destroys

effectiveness and potentiality of trade union activities to ensure

welfare and benefits of the union members at industry, sector and

plant level (Taher, 1999 and Absar, 2012). In addition, Absar (2012)

also summarizes that suspicious relationship between union leaders

and members, politicization of the union activity, unacceptable and

offensive use of union power both by the employers and employees,

and disparity in industrial relations are the negative features of

trade union activities in Bangladesh. Further, Ather and

Nimalathasan (2011) concludes differently that as a result of

political control and instructions of union leaders over trade

union, lack of integration of unions in ensuring members’ right,

vote rigging in Collective Bargaining Agent (CBA) election and

distrust of union members to the CBA body, trade union movement in

Bangladesh become inefficient and ineffective. Consequently, the

union leaders use this platform to achieve their political agenda

rather to attain members’ welfare. Furthermore, Ather and

Nimalathasan (2011) note that trade union movement in Bangladesh is

segmented into different division on the basis of diverse political

ideology, different types of leadership strategy and nature of

leadership. In contrast, Hossain (2014) argues that many of the

union leaders dedicated their life to fight for attaining workers’

right and they claim that access to trade union is limited by the

owners.

2.4 Condition of Industrial relation in Bangladesh RMG

The paradigm of industrial relation is developed by John Dunlop

(1958/93) and traditionally it includes three major actors such as

a) on behalf of state, representatives of government concerned with

workers b) representative of workers and c) representatives of

employers. (Hossain, 2014). The traditional industrial relation is

illustrated in following figure:

Figure-3: Industrial relation among actors in Bangladesh RMG sector

(Hossain, 2013) Intervention ofstate

(Welfare schemeFormation of

Tripartite BodyFixation of minimum

wage etc.)

EmployerEmployers’Association

StateMinistry, Govt.

Financiallyself-

sufficient andpolitically

Considering the importance of these three actors to attain a better

industrial relation and peacefully settlement of disputes,

Bangladesh labor policy in its section 2 (ii) expresses:

“The government recognizes the need for consultation with the

Tripartite Consultative Committee constituted with

representatives from the government, the workers and the

employers, in matters of policies affecting labour-management

relations and legislative changes. The government also

realizes the importance of strengthening the organizations of

the workers and the employers.’’

Employers’ association can play an important role in ensuring

welfare of the workers by enforcing fundamental labour rights and

taking special welfare schemes. But in Bangladesh, the garments

owners do not play a responsible role to look after the welfare of

the workers rather they are concerned with profit maximization

(Hossain, 2014). In this consequence, Hossain (2014) also state that

tripartite collective negotiation is virtually absent at plant level

due to exercise of authoritarian role by the management and

decisions are adopted unilaterally without consulting trade unions.

In contrast, on 12 June 2006, after a rampant movement a tripartite

negotiation committee agreed to accept the employees’ demands which

are later incorporated in Bangladesh Labour Act 2006 (Rahman and

Longford, 2012). In addition, BGMEA sets an arbitration board

consists of both employers and union leaders in order to settle

disputes in the industry (Hossain, 2014). Moreover, after the

Politicallyinferior andfinancially

Workers AssociationTrade Union

Employees FederationEmployee

horrible accident at Rana Plaza the Government has amended the

labour law which encourages the workers to be member in trade union

and as a result 50 plus new labour unions registered (Ayres, 2014).

Furthermore the salient features of Bangladesh Labour (Amendment)

Act, 2013 are stated in the following table:

Table-3: Salient features of Bangladesh Labour (Amendment) Act, 2013

1. Allowing Trade Unionism in the factories.

2. Ensuring safety measures for workers at workplace.

3. Introducing compulsory group insurance for workers.

4. Stopping children to be involved in hazardous works.

5. Brining labour contractor under labour laws.

6. Compensation of a permanent labour at the time of his/her

departure or accidental death.

7. The Legislation puts in place provision including a central

fund to improve living standards of workers.

8. 5% of Annual profit to be deposited in Employee Welfare Fund

Source: Mohiuddin (2014)

Dumbia-Henry and Gravel (2006); and Hossain (2013) state that in new

neo-liberal and globalized market environment, employers are

unwilling to improve condition of employees as it may increase

production costs. This new environment also paralyzed the state to

enforce or active to enforce human rights obligations (Hossain,

2013). As a result labour unrest is a common phenomenon where

employees’ representation is weak. In view of this, Islam and Ahmed,

(2010) state that the unrest in Bangladesh’s garments industry is a

consequence of legal and institutional failures of the state in

ensuring labour rights. In contrast, Ayres (2014) and Karim (2014)

argue that the amended labour law facilitates the garments workers

working outside the EPZ to participate in trade union without prior

permission of the employers. Additionally, the workers from EPZ

factories can form welfare union to bargain with the authority for

their welfares and rights (Ayres, 2014). Besides, the largest Better

Work program commenced by ILO and International Finance Corporation

along with initiatives taken by Accord and Alliance has upgraded the

safety conditions at workplace in Bangladesh’s RMG sector (Ayres,

2014). Furthermore, ILO defines few core labour standards in an

industry which are stated in the following table:

Table-4: Core Labour Standards defined by ILO

1. Freedom of association.

2. The effective recognition of the right to collective

bargaining.

3. The elimination of all forms of compulsory or forced labour.

4. The effective abolition of child labour, including the worst

forms of child labour.

5. The elimination of discrimination with respect to employment

and occupation.

Source: Mohiuddin (2014)

In contrast, although ILO convention and national labour law support

the freedom of association, the employers do not encourage labour

union at their factory (Akram, 2014). Consequently, the president of

Bangladesh Garment Manufacturers and Exporters Association (BGMEA)

argues that if the trade union is politicised then the garments

sector will be destroyed (The daily Star, 2014). Moreover, Akram

(2014) depicts that in some cases the employers give bribe to the

union leaders in exchange of stay with them. However, Workers

participation committee (WPC) is formed in compliance factory as a

substitute of workers’ union but this committee is not effective due

to lack of its organizational structure and democratic process to

elect the representative of the workers. Moreover, this committee is

not empowered to participate in collective bargaining (Hossain,

2013).

2.5 Condition of occupational safety in Bangladesh RMG

Improvement in employees’ wellbeing can increase productivity and

performance of the business if it is executed through an effective

human resource management. (Pilbeam and Corbridge, 2006). Moreover,

Gilmore and Williams, (2009) state that healthy and safety working

environment always brings good results in productivity of the

business even though confirmation of health, safety and well-being

of employees is logically a critical factor in firm’s success. Thus,

in order to achieve an effective human resource management,

organization should move towards more holistic way with well-being

of the employee rather considering legal compliance (Gilmore and

Williams, 2009).

Considering relationship between human resource management and

productivity of the firm, the health and safety issues has got

importance after the industrial revolution. In this consequence, the

constitution of ILO states that every workers should be protected

from sickness, diseases and injury at their workplace and its’

convention 115 on Occupational Safety and Health urges government of

member countries to take necessary action to promote occupational

safety and health within the firm and to improve good working

condition. Furthermore, UN Guiding Principles on business and human

rights also state the roles and responsibilities of government and

employers in ensuring a safe workplace (Clean Clothes Campaign,

2012). Besides, Akram (2014) state that the Alma Ata Declaration on

Primary Health Care (1978), the constitution of WHO, the global

strategy of UN on Health for All (2000), the ILO Convention (1919)

including national labour policy and law and many other multilateral

conventions affirms Occupational Safety and Health as a fundamental

rights.

Productivity and profitability of a firm can be increased by a

better and safe working environment (Robertson et al. 2011).

However, Carter (2010) states that most of the entrepreneurs of

South Asian countries do not care about the positive effect of safe

workplace on the productivity of the business. Moreover, cultures of

this region resist the government and entrepreneurs in complying

laws and rules at workplace even though they are empowered by law in

ensuring Occupational Health and safety. Like other developing

countries the occupational health and safety condition in Bangladesh

is problematic. The workers are obliged to work in an unsafe

workplace as there are limited supervision by the government or

civil society (Akram, 2014). Moreover, South China Morning Post

(2014) and Karim (2014) reveal that collapse of Rana plaza shows a

sign of poor safety condition in Bangladesh RMG sector. Furthermore,

lack of equipment and expertise also make the safety condition

worsen (South China Morning Post, 2014). Besides, Nair (2014) argues

that over a year after the collapse of Rana Plaza despite the

promise of government and other bodies to reform the sector, still

many garments worker campaign for salaries and better working

environment. Additionally, Akram (2014) acknowledges that safety

condition at workplace in Bangladesh Garments factory is poor and

the inspector from government authority does not inspect the factory

regularly and does not follow the inspection standards. Moreover,

CPD-RMG survey report, 2006 reveals that in 2005 factory level

compliance standards and other issues are inspected by the

government inspectors only 8 times (Ahmed and Hossain, 2009) but in

case of Cambodia, this frequency was 16 and 14 for China. (Rahman et

al., 2008). Furthermore Ahmed, (2012) acknowledges that the

provisions of the Factories Act of 1965 and Factory rules- 1979 are

not only enforced by the government but also ignored by the factory

owners. Thus, the factories in Bangladesh’s RMG sector become risky

and volatile. (Absar, 2001)

Clean Cloth Campaign (2012) depicts that the safety record of

Bangladesh RMG sector is not satisfactory. At least 1912 workers

were killed and 5,738 workers were injured in workplace accidents

and violence in the year 2013 (BILS, 2014). The following figures

show the sector based accident and humiliation in Bangladesh

industry sector in the year 2013:

Figure-4: Shows 1912 workers died in workplaces accident in 2013

(Source: BILS, 2014)

11%6%3%2%

2%1% 5% RMGTransport WorkerConstructionExpatriateQuarryServiceDay LabourerOthers

Figure-5: Shows 1912 workers died in humiliation in 2013 (Source:

BILS, 2014).

15%14%12%

Transport workerDomestic WorkerFishermanRMGServiceConstructionOthers

However after serial accidents in RMG sector, there are few

developments and initiatives to ensure occupational health and

safety are taken by government and other parties which are stated in

the following table (source: Europa, 2014 and Technical Progress

Report, 2014):

Table-5: Recent progress in ensuring safe workplace in BangladeshRMG sector

1. National Occupational Safety and Health (OSH) Policy has been

adopted by the government on 5 November 2013.

2. Commencement of a campaign comprises information, education

and outreach in order to disseminate the importance of

workplace safety and build awareness about occupational health

and safety issues,

3. There is an agreement among the National Tripartite Committee

(NTC), the Accord and the Alliance to determine the safety of

the factory building.

4. Structural evaluation of 1,685 buildings has been done

successfully with confirmation of fire and electrical safety

of the building.

5. The launching of a data base in April 2014 which is easily

accessible and contain the list of RMG and knitwear factories

in Bangladesh and information of labour, fire and building

safety inspections Source: Technical Progress Report 2014)

Moreover, latest amendment of labor law confirms set up of safety

committee is mandatory for firm with 50 workers and more, firms with

5000 employees are obliged to form Workplace Health Centre and

finally firms with more than 500 workers have to appoint a safety

welfare officer. Furthermore, the amendment empowered the labour

inspector to inspect the factory on spot to observe health and

safety condition of the factory (The Daily Star, 2013). Besides,

Sustainable Compact is commenced to develop the labour, health and

safety condition of the employees as well as to encourage the owners

to act responsible behavior to the employees (Europa,2014).

Moreover, Europa (2014) again depicts that Bangladesh is qualified

for Better Work program.

2.6 Employees’ voice or other alternative in developing safe

workplace

Dwivedi (2007) states that safe and healthy environment is an

integral part of quality of work life (QWL). Moreover, QWL is a

mechanism by which a firm responds to employees’ needs by allowing

them to participate in decision making and in designing their lives

at work (Walton, 1973). Furthermore, Hackman and Suttle (1977)

depict that industrial democracy, participation of workers in

decision making at corporate level and achievement of human

management objectives are the main objectives of QWL. Besides Leher

(1982) acknowledges that QWL activities can be implemented

successfully if the top management, union leadership and middle

management and supervision consider it as a norm to run the

organization.

The responses of QWL in industrial relation of Bangladesh are not

satisfactory. Consequently, Clean Clothes campaign, (2012) states

that either Government or the garment owners has failed to protect

or respect workers’ right of safe workplace in Bangladesh. Moreover,

labour rights are not accurately monitored and inspected at factory

level because of corruption; and interruption of factory owners

(Hossain, 2013). Furthermore, Greenhouse and Manik (2014) depict

that the Obama administration suspended the trade preference for

Bangladesh considering worse safety conditions in workplace and

violation of labour rights in its garments sector. In contrast,

the Accord on Fire and Building Safety in Bangladesh along with

the Alliance for Bangladesh Worker Safety and the EU-ILO-

Bangladesh Global Sustainability Compact extensively focus the

safety conditions of the factory including structural integrity of

the building and safety protection for fire after observing huge

causalities in this sector (Ayres, 2014).

H1: Effective and interdependent Industrial relation at national level is essential to ensure

safe workplace in RMG sector of Bangladesh.

Health, safety and well being issues of workforce in an organization

are generally predisposed by legal framework (Glimore and Williams,

2009). Moreover, they also state that in United Kingdom employers

follow a common law to exercise their duties to care their employees

and to maintain a healthy and safe workplace. Consequently,

constitution of Health and Safety at Work Act (HASAWA) in 1974

enforce the employers to appoint trade union representatives in

safety committee who can investigate and inspects the safety issues

and then consult with the employers and enjoy time off with pay do

to their duties ((James and Walters 2002). In addition, Glimore and

Williams, (2009) acknowledges that HASAWA enable to form an

independent Health and Safety Commission (HSC) which comprises

representatives from employers, trade unions and institution who

look after public interest. Besides, the commission generally looks

after the health and safety policies, advises government and

proposes legislative change when it is essential. Furthermore, James

and Walters (2002); and Walters et al. (2005) state that firm

productivity depends on the active participation of employees’

representative. Moreover, provision of HASAWA illustrates that the

employers are compelled to consult the health and safety issues

either with elected representative of employees or directly with

staff where trade union activity is absent (James and Walters 2002).

Legal and institutional failures in ensuring legal rights of

employees are another reason for agitation in street (Islam and

Ahmed, 2010). Besides, Islam and Ahmed, (2010) also state that most

of the garments factory do not comply the labor law and ILO

conventions.

H2: compliance of ILO labour standards, conventions and national labour rules and laws at

national level can ensure safe workplace in RMG sector of Bangladesh.

Handley (1977) state that trade union generally represents, advises

and teaches their members in order to protect members’ interest.

Furthermore, the unions are more conscious of economic cost of any

industrial accident than other actors of industrial relation

(Handley, 1977). Besides, Handley (1977) also illustrates that these

concerns are well discussed in their Annual Delegate Conferences and

the Annual Meeting of the Trade Union Congress (TUC). Additionally,

trade union with cooperation of government and employers can

investigate the causes of industrial accidents and diseases.

Mohiuddin (2014) depicts that corruption in trade union leaders and

an open secret relationship between CBA leaders and employers can

not ensure the welfare of the union members. Moreover, the workers

leaders blamed each other for exploiting the union for their

personal benefit (Dannecker, 2002; Khan, 2004; Clarke and Pringle

2009). Therefore, the political motive of trade union impediments to

attain workers’ rights (Taher, 1999; Absar, 2012). However, Hossain,

(2013) acknowledges that low participation of workers in trade

unions also results non existence of trade union in RMG sector.

Thus, Zafrul Hasan, Joint Secretary General, Bangladesh Institute of

Labour Studies (BILS) says that the accident in Rana plaza could be

avoided if the one of five garments factories operated in this

building had effective trade union activity. Trade union member

could enforce police to vacant the building when the crack was

observed in the building (The Daily Star, 2014). Moreover, Rights

groups and development partners agreed that the fire break out in

Tazreen Fashion and collapse of Rana plaza could be prevented if

trade union was active in these factories. (The daily Star, 2014)

H3: Neutral and nonpartisan trade union movement at Industry level can confirm

occupational health and safety in workplace of Bangladesh RMG sector.

Works council is formed institutionally with elected representatives

from the employees who make communication with the employers on

factory issues at single plant level (Rogers and Streeck 1995).

Moreover, Farnham (1997) defines it as a body which is constituted

and regulated by law at firm level and enjoys certain rights and

responsibilities. It creates a mutual understanding platform by

directly communicating with management and hence decline labor

unrest and enhance labor productivity (Berg, et al, 2011). Moreover,

Freeman and (Lazear 1995) cited in (Mueller, 2012) states that both

employers and employees can be motivated to initiate long term

relations through this platform. However, high degree of turnover

impedes development of common solidarity platform in Bangladesh RMG

sector where employees can raise their voice to bargain their rights

(Kabeer and Kabir, 2009).

H4: Employees participation in work council at plant level can ensure safe workplace in RMG

sector of Bangladesh.

The activities of HRM are not only recruitment, appointment,

training, deployment, appraisal but also information, negotiation

and consultation with other stakeholders (Boxal and Purcell, 2011).

Furthermore, Voorde, (2012) states that the organizational

performance is largely dependent on the effective use of HRM and it

not only increases employees’ job satisfaction, trust and commitment

to the organization but also reduces employees stress and

combination of these two results, the productivity is increased.

Consequently, different policies are followed by the organizations

at their HR strategies to handle different groups of people and

different type of works (Truss, et al, 2012). Moreover, Watson

(2004) acknowledges that employers and employees are emotionally and

psychologically bonded in a high commitment HRM strategy and the

employees get chance to build their personal career in organization

which follows this strategy.

Factories located in Export Processing Zone (EPZ) and factories with

high degree of compliance outside the EPZ follow good human resource

management practices in their operation (Hossain, 2013). Therefore,

the safety conditions in these factories are better than small

noncompliance and subcontracting factories. Moreover, Akram (2014)

depicts that working conditions and workplace compliances are more

satisfactory and improved in factories owned by foreign owners

compare to national owners. Furthermore, Dr Nazneen Ahmed, Senior

Research Fellows, BIDS says that the workers of many quality

factories express their happiness about the safety measures at their

workplace (The Daily Star, 2014)

H5: Strategic Human Resource management and altruistic view of manager to manage

labour affairs in factory can confirm better and safe workplace at Bangladesh’ RMG sector.

Technical Report (2014) depicts that a significant growth in

registration of trade union in RMG sectors is observed in the years

2013 and 2014. In addition, amendment of Labor Act 2013 eases the

registration of union and Workers Participation Committee (WPC).

Moreover, Hossain, (2013) illustrates that Workers Participation

Committee (WPC) is an alternative techniques that replaced the trade

union activity at plant level. However, Union leaders blame that

WPC is a strategy of employers to suppress the union movement

(Hossain, 2013). Furthermore, WPC has no organizational structure;

and purely dependent on management and unable to take decision

against management in order to ensure employees’ demand. In

addition, the representatives of WPC are not elected in democratic

process and they hold limited negotiation and bargaining power

(Hossain, 2013).

H6: Empowerment of workers participation committee (WPC) can ensure safe workplace in

RMG sector of Bangladesh.

2.7 Gaps in literature

There is a considerable research gap in the field of RMG sector of

Bangladesh to determine the effect of employees’ voices or other

alternatives to decrease the accidents in this sector. Most of the

research papers explain the present status of trade unions but the

effect and performance of other form of voices are neglected.

Moreover how employees’ voice can like other actors i.e. state and

employers ensure safe workplace is not elaborately discussed.

However, these gaps in literature will be covered by addressing the

research questions.

2.8 Research hypothesis

From the literature review six linked hypotheses were formulated

which are as follows:

H1: Effective and interdependent Industrial relation at national

level is essential to ensure safe workplace in RMG sector of

Bangladesh.

H2: compliance of ILO labour standards, conventions and national

labour rules and laws at national level can ensure safe workplace in

H3: Neutral and nonpartisan trade union movement at Industry level

can confirm occupational health and safety in workplace of

Bangladesh RMG sector.

H4: Employees participation in work council at plant level can

ensure safe workplace in RMG sector of Bangladesh.

H5: Strategic Human Resource management and altruistic view of

manager to manage labour affairs in factory can confirm better and

safe workplace at Bangladesh’ RMG sector.

H6: Empowerment of workers participation committee (WPC) can ensure

Figure-6: shows the image of the outline of hypotheses:

2.9 Conclusion

The existing literature reveals that voice mechanism in Bangladesh’s

RMG sector is weak. Though trade unionism has an historical and

glorious background in the jute industry, in the garments sector,

their performance is not satisfactory. This historical union

movement is politicized and unions are divided into so many

fragments according to their different ideology. The unionization

rate in Bangladesh RMG sector is also low as 85% of total workforces

are women in a male dominated society. Besides, a workers

participation committee (WPC) is present in few factories as an

alternative to trade union but has no bargaining capacity. The

occupational health and safety conditions are better in EPZ’s

garments and non-EPZ big compliance garments as they follow

altruistic HRM policies. However, researchers and scholars in their

literature state that good employees’ voice mechanism is essential

to increase productivity of the industry. Based on the literature

review six hypotheses were developed. Finally the gap of literature

was covered by answering the research questions.

AntecedentsEmployees' voices or other alternativesOutcomeSafe Workplace

Chapter Three

Methodology

3.0 Introduction

The research methodology is defined as a systematic path through

which the researcher carries out the research in order to find out

the answers to research questions. It deals with what should be the

research philosophy and how the data will be collected and why and

success of a research primarily depends on an effective research

methodology. The previous two chapters sketch the background of the

research along with literature review and based on literature review

six hypotheses were constructed. Considering the hypotheses, this

chapter will briefly describe the research design and selection and

justification of the research methods to conduct the research.

Subsequently methods of data collection and sample of participants

will be outlined and then illustrate the validity and reliability

and ethical consideration of the research and ended by a short

conclusion.

3.1 Research design

Generally research design deals with systematic collection and

accumulation of data along with their measurement and analysis in a

research. Moreover, a good research design portrays the objectives

and targets of research including type of research questions on

which the research is focused on (Gray, 2014). Following the

research questions and hypothesis, the proposed research carried out

both quantitative and qualitative methods to conduct the research.

Moreover, quantitative data were collected by using questionnaire

survey tool whereas semi-structured interview tool were used to

gather qualitative data. Therefore, the proposed research conducted

a mixed method.

3.2 Quantitative method

Hypotheses of a research can easily be tested in quantitative method

by utilizing statistical apparatus (Saunders et al., 2009).

Furthermore, systematic findings of a research can easily be

obtained from this method. Besides, it also represents a deductive

approach rather than inductive one. Consequently, Morgan (2007)

states that in a deductive approach, the researchers at first

consider the theories and then on the basis of theories, the

research is carried out by examining the hypothesis along with

investigating and assessing the observations. Furthermore, the

quantitative data can easily be examined statistically and the

results derived from data analysis are reliable, significant and

also understandable and predictable. In contrast, there are few

limitations in quantitative method. In this consequence, Nykiel

(2007) states that the expected results in quantitative method is

sometimes not acceptable and accurate if the research topic is

common and the language of questionnaire is not understandable to

the responders.

3.3 Qualitative method

The criteria to choose a qualitative method in a research project

are generally determined by the rationale of the research, the type

of research question and the availability of the resources (Denzin

and Lincoln, 1994). Moreover, this method is applied in a research

which deals with social and business matters like public policy,

quality of life etc. Besides, Denzin and Lincoln (1994) also state

that it comprises multi method with an interpretive, naturalistic

approach to the subject matters of the research. In addition, this

method is not prearranged on an incorporated theory or

methodological approach rather it includes the methods which involve

observation, interview, questionnaire and documents (Flick, 2009

cited in Gray, 2014). Therefore, Saunders et al, (2009) depicts that

in most of the cases, this method follows personal interaction to

collect data. Moreover, non-numeric data are collected and analyzed

in qualitative method where respondents express their personal

opinion on research materials according to their life experiences

and emotions. Thus, Maxwell (2005) illustrates that the perceptions

and attitudes of respondents on research issues are investigated in

qualitative method. This method analyzes qualitative data and

statistical data analysis is absent rather it deals with descriptive

and narrative data analysis. However, scholars indentified few

limitations of qualitative methods including limited sample size,

personal bias of the researcher which may change the result of the

research. Considering the limitations of both quantitative and

qualitative methods and hence the content of the research is a

social issue influenced by economic and political factors, the

proposed research applied mixed method in order to get better

result.

3.4 Mixed research method

Mixed method is a combination of quantitative and qualitative

methods and this method is generally used in a research to overcome

the limitations of both quantitative and qualitative methods.

Moreover, mixed method is useful in explaining the better

understanding and validations of the research outputs. Furthermore,

Saunders et al, (2009) depicts that there are different types of

mixed research methods such as triangulation, sequential, embedded,

explanatory and exploratory. The triangulation mixed method was used

in current research as it explored the relationship between the

variables. However, this method has also few limitations. Lack of

resources and competences of data; and absent of proper integration

of both quantitative and qualitative method make the mixed method

result inaccurate.

3.5 Data collection methods

3.5.1 Questionnaires

Questionnaires method is expedient in a research when the resources

of research are limited. It becomes a famous tool and generally used

by most of the researcher for its’ low cost, quick managed and

widely coverage characters (Gilham, 2000 cited in Gray, 2004).

There are two types of questionnaire such as self completion

questionnaire and interview questionnaire. However, self completion

questionnaire was used in this research. The questionnaire was

developed with 16 questions focused on personal information of

respondents and information on their workplace safety and employees

voice mechanism. The survey was conducted in garments factories

located in adjacent to Dhaka city, the capital city of Bangladesh

where the respondents were working.

3.5.2 Semi-structured interview method

The aim of the research is to explore relationship between the

presence of employees’ voice or other alternatives and safe

workplace in RMG sector of Bangladesh. The qualitative data of

current research were gathered by using semi-structured interview

method. Moreover, valuable information of research matters can

easily be extracted from the respondents by applying this method.

Furthermore, the respondents usually share their views and ideas

from their life experience through this method. Generally, open

ended questions are used in this method in order to get the opinion

of the respondents. In order to collect information a semi-

structured questionnaire with 10 questions was developed to take

interview of government officials, trade unions leaders, employers,

manager, safety compliance officer and director of BGMEA. The

questions were precisely based on the condition of the employees’

voice and its effect in ensuring safe workplace. The interviews were

conducted face to face with the interviewees and the responses of

the interviewees were noted and in some cases recorded.

3.6 Sample of participants

The selection of sites is one of the hardest functions for a

research study. Moreover, Marshall and Rossman (1995) acknowledges

that an ideal site for any research has to be easily accessible,

contains high probability that represents combination of process,

people, programs, interactions and structure of interest, a good

trustworthy relations with the participants and assurance of data

quality and validity. Therefore, garments factories were selected in

current research as site of the research. There are four factories

were selected for study and the factories were located in different

area. A brief statistics of four garments are shown in the following

table:

Table-6: Information of garments for field visit.

Sl.No.

Garments’ Name andlocation

Year ofestablishmen

No. ofEmployees

Samplesize

1. Aman Graphics and 2011 3,000 20

design LtdHemayetpur, Savar,Dhaka

2. Setara KnitwearLimitedChandra, Kaliakoir,Gazipur

2008 500 20

3. Sonia Fine KnitLimited, Bypal,Ashulia, Savar, Dhaka

2008 500 20

4. Sams AttireJamgora, Ashulia,Savar, Dhaka

2004 2,240 20

Total samples 80

Purposive non-probability sampling technique was used in the current

research. However, in questionnaire survey, a questionnaire with 16

questions was distributed among 80 participants. Moreover, the

samples were dissimilar according to gender, age, educational back

ground, job status and working experience. The survey was performed

in the month of August 2014. However, before start survey, the

technical terms were elaborately illustrated in Bengali language to

the participants for their easy understanding of the questionnaire.

Apart from this, qualitative data were collected from semi

structured question interview session. The following table shows the

sample distribution for collecting qualitative data:

Table-7: Distribution of sample used for collecting qualitative

Sl.No.

Name of the sample Number of thesample

Experience in years

1 Government Officials 1 202 Employer 1 343 Director, BGMEA 1 424 Trade union leader 1 165 HRM Manager 1 106 Safety and

compliance officer1 6

Total sample 6

The interviews were conducted in participants’ own premises in

August, 2014 and the participants delivered their opinion according

to their experiences and their consciousness to the labor welfares.

Each interview was taken 30 minutes and the opinions were noted and

in some cases recorded.

3.7 Validity and reliability

Cameron and Price (2009) acknowledge that validity and reliability

are two important characteristics in any research. The validity of a

research is concerned with the accuracy of concepts that a

researcher tries to attain. On the other hand reliability of a

research primarily deals with consistency of the experiments or

measurement methods that provides same output in repeated trials.

The proposed research used both quantitative and qualitative methods

to ensure the validity and reliability of the research. The

questionnaire was developed and tested and then again made

correction to fill up the gaps. Furthermore, the quantitative and

qualitative data were integrated to get the accurate findings. Thus,

it can be said that the research is valid and reliable.

3.8 Ethical consideration

Interview technique is a reflective process where both the

interviewer and interviewee can exchange their views and ideas on

any subject matter in a constructive way. Moreover in an interview,

chances to explore few hidden information are possible and publicly

leakage of these information may harm for the interviewee.

Therefore, ethical consideration is followed in every research to

save the interviewee from any harmful condition. The concept of

ethical consideration is defined by Economic and Social Research

Councils-ESRC (2004) as few morality that are usually practiced in a

research. Moreover, Homan, (1991) illustrates that ethical

consideration is a science of morality which comprises methodology

to be used in research with moral principles.

The ethical considerations were carefully followed in the research

by protecting rights of the participants and securing their privacy

and secrecy. The participants of the research were assured that the

information they provided will not be disclose publicly and this

will not used against their organization. Moreover, the purpose of

the research was deliberated to the participant so they could freely

take part in the research. Furthermore, they were also confirmed

that the collected data and information would only be used in

research purpose and nobody would get access of data and information

except the researcher and the supervisor. Beside, a consent form

illustrating the rights and privileges of the participants was

distributed before start the interview sessions. Finally, the

participants were assured that they can withdraw or correct their

statement fully or any part at any time when they think fit. In

addition, the participants were also assured that the collected data

would not criticism of their organization. Finally the participants

were confirmed that they would withdraw their opinion partly or

fully at any time if they think.

3.9 Limitations

The area of current research is vast one. More than four million

workers work in garments industry. Compare to this workforce, the

sample size is very small. Due to scarcity of time it was not

possible for researcher to make his research in a vast area.

Moreover, education level of the sample for questionnaire survey was

not satisfactory. Furthermore, the participants were not well

conscious about their safety.

3.10 Conclusion

The methodology of current research has been discussed briefly in

this chapter. Mixed method was used to overcome the limitations of

both quantitative and qualitative methods. Furthermore, purposive

non-probability technique was used to select the samples. Further,

questionnaire survey and semi structured interview were used to

collect quantitative and qualitative data. Finally, validity and

reliability of the research and ethical considerations were ensured

in the current research.

Chapter FourData Analysis

4.0 Introduction

This chapter illustrates the demographic profile of the respondents

participate in questionnaire survey and the variables by using

descriptive statistics tool. Both quantitative and qualitative data

were used in the research. The quantitative data was collected from

questionnaire survey administered on garments workers and the

qualitative data were accumulated from semi-structured interview

session with people associated with garments sector. The dependent

and independent variable of the research were identified accurately

in this chapter. The dependent variable was safe workplace and the

independent variables were industrial relation, rules and

regulations, trade union, workers participation committee, strategic

HRM and work council. However, SPSS 17.0 statistical tools were used

to analyze the quantitative data and qualitative data was examined

manually.

4.1 Quantitative data analysis

The quantitative data was collected from a questionnaire survey

administered on 80 garments workers. The questionnaire was divided

into two parts. The first part contains 5 questions on respondent

personal information and second part contains 11 questions on

research variables. The questionnaires were delivered to the

participants hand to hand and before start the survey the technical

terms were explained in native language ‘’Bengali’’ for participants

easy understanding of the questionnaire. Statistical tools SPSS 17.0

was used to analysis the collected data.

4.1.1 Profile of the respondents

4.1.1.1 Distribution of gender

Among the 80 respondents participated in survey, 48 were male and

represented 60% of total sample and the rest were female. The female

participants were shy and fear of survey so their participation was

lower than male.

Table-8: Gender distribution frequency of respondents.

Gender Frequency

Percent ValidPercent

Cumulative Percent

Male 48 60.0 60.0 60.0Female 32 40.0 40.0 100.0Total 80 100.0 100.0

4.1.1.2 Distribution of age

The respondents were divided into four age groups such as 18-25

years, 26-30 years, 31-35 years and above 35 years. Collected data

depicted that 60% of total sample fall in 18-25 years age group and

sequentially 26-30 years age group contained 10% and 31-35 years age

group had 30% of the total sample. There were no respondents from

above 35 years age group.

Table-9: Age distribution frequency of respondents.

Age Frequency

Cumulative Percent

18-25 years

48 60.0 60.0 60.0

26-30 years

8 10.0 10.0 70.0

31-35 years

24 30.0 30.0 100.0

Total 80 100.0 100.0

4.1.1.3 Distribution of work experience

The questionnaire categorized four groups of working experienced

such as less than 2 years, 3-5 years, 6-10 years and more than 10

years. Data revealed that no respondent had above 10 year

experiences. Moreover, 50% of total sample had 3-5 years and 40% had

less than 2 years working experiences and finally rest 6-10 years

group constituted only 10% of the total sample.

Table-10: Work experience distribution frequency of respondents.

Work experience

Frequency

Percent

ValidPercent

Cumulative Percent

Less than 2years

32 40.0 40.0 40.0

3-5 years 40 50.0 50.0 90.06-10 years 8 10.0 10.0 100.0Total 80 100.0 100.0

4.1.1.4 Distribution of educational qualification

The questionnaire had six options for educational qualification such

as below secondary, secondary, higher secondary, bachelor degree,

master degree and others. Data acknowledged that 55% respondents had

below secondary education, 30% had secondary and 10% had higher

secondary education qualification. Furthermore it was significant

that 5% respondents hold bachelor degree but no one had Master

degree.

Table-11: Educational qualification distribution frequency ofrespondents.

Educationalqualification

Frequency

CumulativePercent

Below Secondary 44 55.0 55.0 55.0Secondary 24 30.0 30.0 85.0Higher Secondary 8 10.0 10.0 95.0Bachelor degree 4 5.0 5.0 100.0Total 80 100.0 100.0

4.1.2 Analysis of data on research variables

In questionnaire, the participants were asked to judge their

workplace safety along with the forces responsible for safe

workplace. Moreover, they were also requested to provide their

opinion on the independent variables in a scale such as strongly

agree, agree, disagree and strongly disagree. However, industrial

relation, rules and regulations, trade union, work council,

strategic HRM and work council were considered as independent

variables in the current research.

4.1.2.1 Workplace safety and the forces responsible for workplace

safety

The data analysis depicts that 55% respondents thought their

workplace safety was excellent and the rest 45% rated satisfactory

of their workplace safety. However, it was significant that none of

the participants showed dissatisfaction to their workplace safety.

Furthermore, 65% respondents believed that employee voice,

management and government all together could improve the safety

conditions of the workplace.

Table-12: Safety condition of workplace distribution frequency ofrespondents.

Safety condition

Frequency

Cumulative Percent

Excellent 44 55.0 55.0 55.0Satisfactory 36 45.0 45.0 100.0Total 80 100.0 100.0

Table-13: Force makes the workplace safe distribution frequency ofrespondents.

Forces Frequency

Cumulative Percent

Employee Voice

8 10.0 10.0 10.0

Management 20 25.0 25.0 35.0All three 52 65.0 65.0 100.0

Total 80 100.0 100.0

4.1.2.2 Importance of Industrial relation in ensuring safe workplace

In this case, the participants were requested to scaling the

importance of effective and independent industrial relation at

national level in ensuring safe workplace at their factory. Data

depicted that 65% respondents strongly agreed the importance of

industrial relation whereas 35% only agreed with this statement.

Furthermore, no data showed disagree or strongly disagree.

Table-14: Importance of Industrial relation in ensuring safe

workplace distribution frequency of respondents.

Industrial

relation

Frequen

Percent Valid

Percent

Cumulative Percent

Strongly

52 65.0 65.0 65.0

Agree 28 35.0 35.0 100.0Total 80 100.0 100.0

4.1.2.3 Importance of compliance of laws in ensuring safe workplace

Collected data revealed that 60% respondents strongly agreed and 40%

only agreed that compliance of ILO standards, conventions and

national labour rules and laws at national level could increase the

safety of the workplace. Moreover, no respondents disagreed or

strongly disagreed with this statement.

Table-15: Importance of compliance of laws in ensuring safeworkplace distribution frequency of respondents.

Compliance of law

Frequency

Cumulative Percent

Strongly Agree

48 60.0 60.0 60.0

Agree 32 40.0 40.0 100.0

Total 80 100.0 100.0

4.1.2.4 Importance of trade union in ensuring safe workplace

The survey data revealed that 75% respondents believed that the

trade union movement is weak due to its politicization. Besides 15%

participants thought that low rate of unionization was the main

cause of weak trade union movement. Furthermore, data acknowledged

that 40% participants strongly support the contribution of neutral

and nonpartisan trade union movement at industry level in ensuring

safety workplace. In contrary, 30% respondents disagreed with the

statement but overall 70% participants believed in importance of

trade union at industry level.

Table-16: Causes weakened trade union movement distributionfrequency of respondents.

Causes of weak trade union movement

Frequency

Percent

ValidPercent

CumulativePercent

Intimidate of management 4 5.0 5.0 5.0Politicization of trade union

60 75.0 75.0 80.0

Low rate in unionism 12 15.0 15.0 95.0Lack of leadership 4 5.0 5.0 100.0Total 80 100.0 100.0

Figure-7: Importance of trade union in ensuring safe workplace

distribution frequency of respondents.

30%Strongly agree Agree disagree

4.1.2.5 Employees’ voice alternative to the trade union

The collected survey data depicted that 55% respondents considered

the Workers Participation Committee (WPC) as the alternative

employees’ voice of trade union. On the other hand, the rest 45%

respondents thought strategic human resource management could be the

alternative platform for trade union. However, 60% respondents

strongly agreed that implementation of SHRM practices could ensure

safe workplace at factory level whereas 35% participants strongly

supported the empowerment and implementation of WPC to ensure safety

at factory level. However, It was noticed in survey that 5%

respondents disagreed the role of WPC in ensuring safe workplace but

60% also believed in empowerment of WPC could improve factory

safety. However, another interesting picture was identified in the

survey that 55% of total sample disagreed with participation in work

council could ensure safe workplace in Bangladesh RMG sector.

Figure-8: Employees’ voice alternative to trade union movement

distribution frequency of respondents.

Alternative emplyees' voice

Strongly agree agree disagree0%

WPC SHRM

Figure-9: Employees’ participation in work council distribution

frequency of respondents.

Agree disagree0%10%20%30%40%50%60%

Work Council

4.1.2.6 Importance of safety workplace to increase productivity

Scholars and researchers reveal that an effective voice mechanism

generates an equilibrium position in labour management which finally

increases the productivity of the organization (Pilbeam and

Corbridge, 2006; William et al, 2007; Gilmore and Williams, 2009;

Ather and Nimalathasan (2011); and Robertson et, al., 2011). This

statement was also testified by the views of the respondents. Theresult described that 70% participants strongly and 30% normally

agreed with safety workplace could increase the organizational

productivity.

Table-17: Importance of safety workplace in increasingorganizational productivity distribution frequency of respondents.

Productivity

Frequency

Percent Valid Percent Cumulative Percent

Strongly Agree

56 70.0 70.0 70.0

Agree 24 30.0 30.0 100.0Total 80 100.0 100.0

4.1.3 Hypotheses testing by quantitative data analysis

The current research formulated six hypotheses after extensively

review the existing literature. The hypotheses were tested by using

bivariate analysis method. However bivariate analysis is a simple

statistical method usually utilizes quantitative data to identify

the relation between the variables. Moreover, how the variables are

associated depends on the ‘P’ value. When ‘P’ value is less than

0.05 then the variables are significantly associated. However, the

statistical analysis of data acknowledged that industrial relation,

rules and regulations, trade union, WPC and strategic HRM had ‘P’

value less than 0.05. Therefore, they were closely associated with

independent variable safe workplace. In contrast, the ‘P’ value for

work council was 0.149 which was higher than 0.05. It indicated that

this variable was not closely associated with independent variable

safe workplace.

Table-18: Bivariate analysis of quantitative data figuring therelationship between dependent and independent variable.

Independentvariables

Responses ofsample

Safety condition P-value

Excellent Satisfactory

industrial relation Strongly agreed 69.20% 30.80% 0.01

Agreed 28.60% 71.40%

Laws and rules Strongly agreed 75.00% 25.00% 0.00

Agreed 25.00% 75.00%

Trade union Strongly agreed 83.30% 16.70% 0.02

Agreed 50.00% 50.00%

Disagreed 33.30% 66.70%

Work council Agreed 47.20% 52.80% 0.149

Disagreed 61.40% 38.60%

Strategic HRM (SHRM) Strongly agreed 66.70% 33.30% 0.010

Agreed 37.50% 62.50%

WPC Strongly agreed 85.70% 14.30% 0.00

Agreed 41.70% 58.30%Disagreed 0.00% 100%

4.2 Qualitative data analysis

Qualitative data were collected by using semi-structured interview

methods. There were six interview sessions and summary of responses

are shown in Appendix-D. Prior permission of the interviewee was

taken before arrange the interview session. Ethical considerations

were followed in interview and the interviewees provided their

opinions at their office in a friendly atmosphere.

4.2.1 Analysis of data collected from semi-structure interview

4.2.1.1 Effective and interdependent Industrial relations

The respondents acknowledged that safety arrangements for safe

workplace could be implemented by the employers and government had

to monitor the arrangements. Government could monitor the safety

issues by deploying sufficient factory inspectors and by auditing

factory safety. Moreover, tripartite committee was the best place to

take major decisions of safety arrangements. Furthermore, the

respondents suggested to establish training institution along with

safety manual either by the employers association or the government

to train and aware the workers on safety issues.

4.2.1.2 Compliance of laws

The respondents expressed that the factory building was necessary to

be inspected as per guidelines of building code before commencement

of the factory. Moreover, the safety inspection directorate had to

be empowered by law and the activities of Accord and Alliance or

other organization should be implemented in single approach under

the authority of government.

4.2.1.3 Neutral and nonpartisan trade union movement

Most of the respondents emphasized a neutral and nonpartisan

activity of trade union in improving the safe workplace. According

to the participants, this body could consult and bargain safety

matters not only with the government at national level but also with

the employers at plant level. Apart from this, it could improve

overall safety condition by arranging training and motivating the

workers. Furthermore, neutral and nonpartisan union movement could

only eradicate the mass miss conception of trade union and mistrust

of employers and employees to the union leaders.

4.2.1.4 Employees’ participation in work council

The respondents depicted that the activities of Workers

Participation Committee (WPC) were same as the functions of work

council. The employers were obliged to form WPC at their factory as

per law. Therefore, implementation of work council was not necessary

to enhance safety conditions in Bangladesh RMG sector.

4.2.1.5 Altruistic and benevolent HRM practice (SHRM)

Most of the interviewees acknowledged that implementation of

benevolent and altruistic HRM practices could decrease the safety

risks at workplace. In contrast, some interviewees argued that the

sector experienced shortage of trained and expert HRM personnel.

However, interviewee from government agency informed that Strategic

Human Resource management was implemented in few big factories and

these factories were reported having low rate of safety hazards.

4.2.1.6 Empowerment of Workers Participation Committee (WPC)

Formation of WPC at plant level is mandatory as per law. The

respondents reported in interview session that it played good role

in improving factory safety. Moreover, some interviewees suggested

that WPC could be empowered to bargain with the management on

factory safety arrangement. Furthermore, they also argued that

federation of garments workers could be established from the WPC

members and they could bargain with the employers and government at

national level in future.

4.3 Conclusion

Analysis of both quantitative and qualitative data has been

illustrated in this chapter. SPSS 17.0 statistical tools were used

to analyze the quantitative data and descriptive statistic formula

was considered to identify the data frequency and graphical

representation of sample distribution. Moreover, bivariate analysis

method was applied to test the hypothesis. Besides, the qualitative

data have been investigated by exercising manual method. The

information collected from the interviewee were summarized first

then arranged according to the variables. However, the discussion

and findings of the data will be elaborately demonstrated in the

next chapter.

Chapter FiveDiscussion

5.0 Introduction

This chapter has been discussed the findings of data analysis which

made in previous chapter. The current research was conducted in

Bangladesh RMG sector to investigate the necessity of employees’

voice or alternatives in ensuring safe workplace. Therefore, the

main objective of the current research was to find out the

relationship between the dependent variable and independent

variables at Bangladesh RMG sector. However, the research sorted out

three research questions to investigate the relationship between the

variables. The findings of data analysis generated the answers of

the research questions.

5.1 Overall discussion

The analysis of quantitative and qualitative data has been jointed

together in this section in order to draw an inference of research

questions and research objectives. The discussion has been made in

light of hypotheses to find out the relations between the variables

and finally answering the research questions as findings of the

research.

H1: Effective and interdependent Industrial relation at national level is essential to ensure

The quantitative data described that 65% respondents strongly

believed in implementing effective and interdependent industrial

relations to ensure safe workplace at Bangladesh RMG sector.

Moreover, the rest 35% respondent did not disagree with this

statement. Furthermore, the qualitative data also supported the same

story. Besides, an effective and interdependent industrial relation

always obliged to take necessary initiative to implement safety

measures at plant level. In addition, by using this platform, the

employees’ voice could investigate the safety measures and

negotiated the gaps with the employers and the government; and

government could monitor the safety arrangement by deploying

inspectors and enacting new laws. Additionally, the employers,

employees’ voice and government together could arrange training,

motivational and awareness program for the general workers.

Further, the result derived from bivariate analysis depicted that

the ‘P’ value for industrial relation is 0.01 which is less than

0.05. Therefore, the independent variable industrial relation was

significantly associated with the dependent variable and hypothesis

one was accepted in current research.

H2: Compliance of ILO labour standards, conventions and national labour rules and laws at

national level can ensure safe workplace in RMG sector of Bangladesh.

Compliance of laws, rules and conventions of international

organization also played important role in confirming safe workplace

at RMG sector of Bangladesh. This statement was strongly agreed by

60% respondents participated in questionnaire survey. The rest 40%

also agreed with this testimony. Moreover, ‘P’ value for this

variable was 0.00 in bivariate analysis. Therefore, this variable is

also closely associated with dependent variable safe workplace.

Furthermore, the interviewees participated in semi-structured

interview session acknowledged that the safety inspection authority

can be empowered by law and rigorous inspection and this along with

safety audit of factories could ensure better workplace. Thus the

hypothesis was accepted after considering both quantitative and

qualitative analysis.

H3: Neutral and nonpartisan trade union movement at Industry level can confirm

occupational health and safety in workplace of Bangladesh RMG sector.

The literature review of current research reveals that most of the

trade unions in Bangladesh are politicized and they are segmented

according to different ideologies. Quantitative data analysis also

admitted this statement. 75% of total sample believed that trade

union movement in Bangladesh was weak due to politicization.

Moreover, 70% of total respondents agreed that neutral and

nonpartisan role of trade union could bring positive change to

uphold safe workplace. Furthermore, this statement was also proved

in bivoriate analysis where ‘P’ value for this variable was 0.02

which was less than 0.05. Thus, this independent variable is closely

associated with the dependent variable safe workplace. Further, the

analysis of qualitative data depicted that trade union could consult

and bargain not only with the government at national level but also

with the employers at plant level. Therefore, the hypothesis three

was accepted considering above evidence.

H4: Employees participation in work council at plant level can ensure safe workplace in RMG

sector of Bangladesh.

Work council is a feature of continental Europe where it works as

consulting and negotiation body at factory level but it does not

enjoy bargaining power. Analysis of quantitative data acknowledged

that 55% of total sample disagreed to participation of employees in

work council. Moreover, the ‘P’ value of this variable was 0.149

that was higher than 0.05. Therefore, this value was not closely

associated with dependent variable. Furthermore, the qualitative

data interpreted that the functions of WPC were same as the duties

of work council. Both the organization works as consulting and

negotiation body at workplace. Therefore, the respondents suggested

that implementation of work council was not necessary in Bangladesh

RMG sector in decreasing unsafe workplace and the hypothesis four is

rejected after considering ‘P’ value and disagreement of both

quantitative and qualitative data.

H5: Strategic Human Resource management and altruistic view of manager to manage

labour affairs in factory can confirm better and safe workplace at Bangladesh’ RMG sector.

The questionnaire survey revealed that 45% respondents accepted

strategic human resource management as alternative employees’ voice

to trade union. Moreover, 60% of total sample strongly agreed with

implementation of strategic human resource management at factory

level. Furthermore, qualitative data acknowledged that establishing

benevolent and altruistic HRM practices at factory level could

decrease safety risk. Besides, the ‘P’ value for this variable was

0.01 which was less than 0.05. Therefore, this independent variable

closely associated with the dependent variable safe workplace and

hypothesis five was accepted after consider the above evidence.

H6: Empowerment of workers participation committee (WPC) can ensure safe workplace in

The qualitative data illustrated that empowerment of WPC could

ensure safe workplace by generating their bargaining capacity and

enforcing the employers to implement proper safety measures at their

workplace. Moreover, 60% respondents of questionnaire survey

strongly agreed with this statement. Furthermore this variable got

0.00 in ‘P’ value which was less than 0.05. Therefore, this variable

was also closely associated with dependent variable safe workplace

and hypothesis six was tested and accepted considering above logics.

5.2 Summary of findings

The findings of the research can be summarized in terms of answering

the research questions which is presented in the following table:

Table-19: Answers of research questions

Research Questions Answers

1 To what extent

does the absences

employee voice

affect the HSE

issues in

Bangladesh

Garments

Factories?

The secondary data extracted from literature review

stated that the accident in Rana plaza could be

avoided if any one of the five garments operating in

this building had trade union activity. The members

of union at least enforced the police to vacant the

building when crack was observed in the building.

Moreover, rights group and development partners also

agreed that the calamities in Tazrin fashion and Rana

Plaza could be prevented if there were trade union.

Besides, the qualitative data analysis explored that

safety was not a bargaining issue rather it was a

fundamental human rights. The arrangement of safety

in a factory could only be bargained by the

employees’ voice with the management at factory

levels and by the federation at national levels.

Moreover, the tested hypothesis revealed that the

safety conditions could be ensured by implementing

effective and interdependent industrial relation,

compliance of laws, conventions and labour standards

at national level; by establishing neutral and

nonpartisan trade union movement at industry level;

and applying altruistic benevolent strategic human

resource management and empowerment of workers

participation committee (WPC) at factory level.

Furthermore, the qualitative data analysis also

supports this statement. Unfortunately, before and at

the time of accidents in Tazrin fashion and Rana

plaza this issues were not seriously discussed. So,

the summary of the research findings depicted that

absence of employees’ voice could affect the HSE

issues in Bangladesh garments factories.

2 Will the

implementation of

employee voice be

an effective tool

to decrease

accidents in

Bangladesh

Garments

Factories?

According to Bangladesh Labor (Amendment) Act, 2013,

employers are obliged to form workers Participation

Committee (WPC) at their factory and this sort of

employee’s voice was established in most of the

factories. Generally, WPC works as consulting and

negotiation body on behalf of the employees. The

members of WPC could easily communicate the safety

issues with the management and in some extent; they

could directly talk to higher authority without any

protocol. Conversely, most the decisions to decrease

accident at factory level were originated from

national tripartite committee where union leaders

from other sector participated on behalf of garments

workers as trade union federation for garments

workers was weak. Qualitative data acknowledged that

the employers were now more concerned on employee’s

voice and safety workplace and Accord and Alliance

also enforced the employers to confirm high standard

of safety measures at their factories. Furthermore,

quantitative data explored that 65% respondents

admitted that safety conditions of RMG factories were

excellent as a result of combine actions of

employees’ voice, management and government. So the

research explored that implementation of employees’

voice was an effective tool to increase the safety

condition of the work place.

3 How can employee

voice be

implemented in

Bangladesh

Garments

Factories?

The findings of current research depicted that

employees’ voice could be implemented at factory

level by empowering workers participation committee

(WPC) as well as implementing benevolent and

altruistic HRM practices at factory level. Moreover,

neutral and nonpartisan trade union movement could

play an active role as employees’ voice at industry

level. Furthermore, voices could be strengthened at

national level by following rules regulation strictly

and implementing an effective and interdependent

industrial relation.

5.3 Conclusion

Analysis of both the quantitative and qualitative data was discussed

and the answers of research questions were illustrated in this

chapter. Moreover, the discussion depicted that five hypotheses were

accepted and one hypothesis was rejected. The respondents of

questionnaire survey and the interviewee did not accept the concept

of work council as its functions were delivered by the workers

participation committee (WPC) at plant level. However, the next

chapter will draw overall conclusion including recommendations of

the current research.

Chapter SixConclusion

6.0 Introduction

Safety cannot be a bargaining issue rather it is a fundamental

right. Therefore the arrangement of safety in workplace in any

industry has been considered as highest priority of management and

the government. Considering these, the current research was focused

on employees’ voice or other like alternatives in ensuring safe

workplace at Bangladesh garments factories. However, the previous

chapter discussed the data analysis and extracted findings from the

discussion. This chapter has focused on summary of the study,

methodology, key findings, recommendations, limitations and further

research.

6.1 Summary of the study

Ready Made Garments (RMG) is a part of Bangladesh cloth industry and

it employs more than 4 million workers (BGMEA, 2014). It contributes

80% of foreign earnings to the economy. The employees’ voice such as

union, nonunion, direct and indirect voices are weak in this sector.

As a result, labour agitation is common in street, workers are

obliged to work in an unsafe workplace and accidents are frequently

occurred at factories. After the accidents in Tazrin fashions and

Rana plaza which claimed life of huge workers, the safety condition

is improving due to initiatives taken by the government, employers,

buyers and international organizations. Thus, the research topic was

selected in this sector to answer research questions of 1) To what

extent does the absences employee voice affect the HSE issues in

Bangladesh Garments Factories? 2) Will the implementation of

employee voice be an effective tool to decrease accidents in

Bangladesh Garments Factories? And 3) How can employee voice be

implemented in Bangladesh Garments Factories? Keep in mind the

research questions, the current research at first elaborately

reviewed the existing literature and formulated six hypotheses which

were tested by data analysis later. Moreover, the research

considered safe workplace as dependent variables and the independent

variables in the research were industrial relation, laws and rules,

trade union, work council, strategic human resource management and

workers participation committee (WPC).

6.2 Methodology

The current research followed mixed method and both quantitative and

qualitative data were collected for analysis. The quantitative data

were collected by arranging a questionnaire survey where a

questionnaire was developed with 16 questions and distributed among

80 garments workers. The qualitative data were accumulated by

arranging interview sessions with 6 interviewees who were associated

with garments sector. A semi-structured question was used in

interviewee sessions to know the views and ideas of the interviewees

on this sector. Moreover, SPSS 17.0 statistical tools were used to

analysis the quantitative data. Descriptive statistics method of

these tools identified the data frequency and bivariate analysis

depicted the relationship between the variables. Further, the

qualitative data were analyzed manually. Besides, the hypotheses

were tested and out of six hypotheses five were accepted and one was

rejected.

6.3 Findings

The tested hypotheses, literature review etc revealed that the

dependent variable was closely associated with all independent

variables except work council. The key findings of the research were

summarized in answering of the research questions and it depicted

that weak and nonfunctioning employee voice affected the HSE issues

in Bangladesh garments factories. Moreover, implementation of

employees’ voice was an important tool to decrease accidents in this

sector. Further, the research explored that employees’ voice could

be implemented in Bangladesh RMG sector by establishing

interdependent industrial relation and complying laws and rules at

national level along with a neutral and nonpartisan trade union

movement. In addition by establishing benevolent and altruistic HRM

and empowering the WPC, the employees’ voice could be established in

this sector.

6.4 Recommendations

The qualitative data explored that mistrusts among the employers,

employees and trade unions were common in RMG sector. Moreover,

quantitative data depicted that education level of the workers was

not high. Furthermore, there were few cultural problems like blame

game to blame each other was common. Keep in mind these factors; the

research proposes few recommendations to implement employees’ voice

in ensuring safe workplace:

6.4.1 Short-term recommendations

Motivational and awareness program can be arranged by the government

and employers to aware the employees about their rights

simultaneously their responsibilities to the organization. Moreover,

training institution can be established by the government and the

employers association to make available safety training for the

workers along with a safety manual can be produced by the

government. WPC can be empowered with bargaining capacity with the

management at plant level and federation of garments works can be

established from the WPC members at national level.

6.4.2 Mid-term recommendations

Government can arrange routine and regular safety audit by deploying

sufficient inspector and strictly monitoring the safety arrangement

in order to sustain and more improvement of the present safety

conditions. Moreover, activities of all concerned to ensure safe

workplace can be implemented under one umbrella where government can

lead the activities. Further, the employers can implement strategic

human resource management at their factories and it will follow

benevolent and altruistic HRM practices for the workers.

6.4.3 Long-term recommendations

A separate ministry can be established by the government to provide

one stop services to the employers and employees in this sector.

Moreover, the government may amend the existing labour law to

empower the factory inspector in taking legal actions against the

employers who fail to ensure the factory’s safety requirements.

Besides, the tripartite committee at national level can be more

strengthened to quickly settle the disputes on safety issues.

6.5 Limitations

The sample size of the current research was limited compare to

labour size of the RMG sector. Moreover, the time was also too short

to explore the research objective more accurately. Furthermore,

there were limited resource on employees’ voice and safe workplace.

6.6 Further research

The literature review revealed that most of the research on

Bangladesh garments sector portrayed this sector pessimistically.

The potentiality along with the sustainability of this sector was

limitedly focused in existing literature. Furthermore, there were

limited research papers on recent developments in employees’

workplace safety in this sector and investigatory and exploratory

papers on WPC in managing the safety of the factory. Therefore,

further research can be performed in the field of employees’ voice

to sort out their problems and prospects in ensuring safe workplace.

6.7 Conclusion

The RMG sector is the blood of Bangladesh economy. The activity of

employees’ voice in ensuring safe workplace is necessary for the

sustainability of this industry in present neoliberal and global

competitive market. The current research depicted that presence of

employees’ voice increased the workplace safety. Moreover, the safe

workplace was associated not only with the industrial relation,

trade union and empowerment of WPC but also with the compliance of

law and implementation of the strategic human resource management

practices. Finally the research recommends implementations and

practices of these factors in order to ensure safe workplace and

increase productivity of this sector.

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Appendix: AQuestionnaire

University of GreenwichBusiness School

MA in International Human Resource ManagementSession: 2013-14

“The essence of employees’ voices or other like alternatives inensuring a safe work place: A study of Bangladesh RMG sector”

QuestionnaireThis questionnaire is designed to collect data which will be used inMaster’s degree dissertation course. The aim of the proposeddissertation is to identify the necessity of employees’ voices orother alternatives in ensuring safe work place in RMG sector ofBangladesh. The collected data will be used as resources of theproposed research. The identity of the participant will not bedisclosed and he/she is free to withdraw his/her participation and oropinions at any stage of this survey. The participant is requested notto write his or her name or put signature on the questionnaire. He orshe is also requested for his/her kind cooperation by answeringquestions and providing opinions.In answering question, you are requested to put a tick (√ ) in theappropriate letters:

A. Personal Information:1. Gender:

a.Male b.Female 2. Age:

a 18-25years

b 26-30years

c 31-35years

d Above 35 years

3. Job title:

4. How long you are working in this organization?a Less than 2

yearsb 3-5

yearsc 6-10

yearsd More than 10

years5. Educational qualification

a Belowsecondary

b secondary

c Highersecondary

d Bachelor degree

d Master degree e Other (please specify)B. Information on workplace safety and employees voice6. How do you mark safety condition of your workplace?

a excellent

b satisfactory

c unsatisfactory

7. The safety condition of your workplace can be improved by theactivity ofa Employee voice b management c governmen

td All three

8. Effective and interdependent Industrial relation at nationallevel is essential to ensure safe workplace in RMG sector ofBangladesh.a Strongly agree b Agree c disagree d Strongly disagree

9. Compliance of ILO labour standards, conventions and nationallabour rules and laws at national level can ensure safe workplacein RMG sector of Bangladesh.a Strongly agree b Agree c disagree d Strongly disagree

10. Trade union movement in RMG sector is weak due toa Intimidate of

management b Politicizat

ion oftrade union

c Low rateinunionism

d Lack of leadership

11. Neutral and nonpartisan trade union movement at Industrylevel can confirm occupational health and safety in workplace ofBangladesh RMG sector.a Strongly agree b Agree c disagree d Strongly disagree

12. Alternative employees’ voices of trade unions can bea Work b Workers c Strategic d Others

council Participationcommittee

13. Employees’ participation in work council at plant level canensure safe workplace in RMG sector of Bangladesh.a Strongly agree b Agree c disagree d Strongly disagree

14. Strategic Human Resource management and altruistic view ofmanager to manage labour affairs in factory can confirm betterand safe workplace at Bangladesh’ RMG sector.a Strongly agree b Agree c disagree d Strongly disagree

15. Empowerment of workers participation committee (WPC) canensure safe workplace in RMG sector of Bangladesh.a Strongly agree b Agree c disagree d Strongly disagree

16. Safety work place can increase the productivity of theorganizationa Strongly agree b Agree c disagree d Strongly disagree

THANK YOU VERY MUCH FOR YOUR KIND COOPERATION Muhammad Kamrul HasanMA International Human Resource Management, Student ID- 000760070 Tel: +447410645811 (UK), +8801715167085 (Bangladesh) Email: masudtithi@yahoo.com, hm424@greenwich.ac.uk

Appendix: BSemi-structured Interview Checklist

MA in International Human Resource ManagementSession: 2013-14

Interview Checklist

Discussion Issues on Semi structured interview

Name of the interviewee:______________________________________________

Designation:_________________________________________________________

Work experience in this organization:_____________________________________

Semi structured questions for government concerned personnel,leaders of owners association, trade union leaders and factoryowners.

1. What should be the role of actors in industrial relation toensure safe workplace in RMG sector?

2. How can national labor laws and rules; ILO conventions; theactivity of Accord, Alliance, Compact and Better Work Programcontribute to improve safety working condition in RMG sector?

3. What should be the independent role of the trade union?4. Work council is an institute which works as an information and

consultation co-determination body in continental Europe toconfirm the employees’ welfare. What do you think aboutimplementation of work council can reduce unsafe workplace inRMG sector?

5. What do you think if altruistic, benevolent and corporatesocial responsibility based HRM practices are implemented infactory then safety condition of the workplace will beimproved?

6. To what extent do you think Workers Participation Committee(WPC) can ensure safe workplace in RMG sector?

7. To what extent do you think implementation of employee’s voiceas a bargaining agent can ensure safe workplace?

8. How can employees’ voice be implemented in RMG sector?9. In absence of employees’ voice what should be the alternatives

to ensure the safe workplace?10. To what extent should the alternative of voice mechanism

be sustainable to ensure safe workplace?

Appendix: C

Consent Form

MA in International Human Resource Management – 2013-14Consent Form

Research Topic: ““The essence of employees’ voices or other like alternatives in ensuring a safe work place: A study of Bangladesh RMG sector”

Consent Form

I, ________________________________________ (name ofparticipant), hereby agree to complete this questionnaire. Itis a part of Muhammad Kamrul Hasan’s required assignment forhis MA in IHRM course. I understand that this questionnaire isfor his research purposes only. I am voluntarily agreeing to take part in this research. Iappreciate that I can withdraw my opinion at any stage of theresearch process. The information provided will beconfidential and used only for research purposes. I am notidentified from the questionnaire and it will not create anyrisk. I have understood by reading above information and put asignature below. Name of the participant:Signature: Date:

Muhammad Kamrul Hasan

MA International Human Resource Management, Student ID-000760070 Tel: +447410645811 (UK), +8801715167085 (Bangladesh) Email: masudtithi@yahoo.com, hm424@greenwich.ac.uk

Appendix: D

Summary of qualitative data

Questions Interviewee-1

Interviewee-2

Interviewee-3

Interviewee-4

Interviewee-5

Interviewee-6

1 2 3 4 5 6 7Designation Govt.

OfficerUnionLeader

MemberBGMEA

Employers ChiefExecutiveOfficer

Safety andComplianceOfficer

Experience 10 years 16 years 42 years 33 years 32 years 9 yearsQ1. Whatshould be therole ofactors inindustrialrelation toensure safeworkplace inRMG sector?

Settle anykind oflabourdisputesthroughtripartitecommittee.For examplethe type ofsafetyarrangementcan bedecided intripartitecommittee.

Employers’firstresponsibility is tolook afterthe safetyissues ofemployees.The govt.role is tomonitor theinitiativesare takenby theemployersareimplementedandcontinued.Safetyinspectionshould beensured bythe govt.

Govt. canestablishseparateministryforgarments toprovide onestopservice.BGMEA canestablishtrainingschool forworkers togettraining onsafetyissues.Govt. candeveloptrainingmanual andtakeproject tobuildawarenessof theworkersaboutsafety

Independentregulatoryboard forgarments’factorysafety canbeestablishedby the govt.and the codeof conductsis set bythe govt.should befollowed bythe otheractors. Atpresent theinitiativesof govt. aresatisfactoryto ensuresafeworkplacebut safetyis stillvulnerabledue to lackof expertiseand shortage

We alwayswith theemployees’safety andwelfare.Recentdevelopmentin factorysafety isthecontributionof buyersfor theirsafetyaudit. Govt.can dosafety auditroutinelywithconsultationwith otheractors.

Trade unionhistory ofBangladeshdoes notrevealsuccess storyso itsimplementation in RMG maydestroy theindustry.Rather govt.can handlethe labourissues byauditingsafety issuesandmonitoringlabours’welfare incorporationwith themanagement.

issues. of govt.manpower.

Q2. How cannationallabor lawsand rules;ILOconventions;the activityof Accord,Alliance,Compact andBetter WorkProgramcontribute toimprovesafetyworking incondition RMGsector?

According tonationallaws andrules ofotherstakeholdersthefactoriescan beinspectedroutinely,monitoringemployeesvoice,formation ofWPC and itssustainability so on

Govt.implementedauthorityshould bemoreempoweredby law.Only govt.can issuesafetycertificates. Theinitiativesare takenby ACCORD,ALLIANCE orotherorganization should besingleapproach animplementedby thegovt.

Most of thelabours areilliterate.Due totheirignoranceabout theindustry,industrylaw andrelation,theyfrequentlyagitate andvandalizedthefactory.Nationalrules, lawsand rulesof otherorganization should befollowedstrictly.Theinitiativeof ACCORDandALLIANCE isbetter forworkerssafety butit shouldimplementedunder oneumbrellathroughgovt.

Safetytraining forworkers andmanagementstaffs ismust. Itwill notonly buildtheirawareness onsafetyissues butalso buildtheirconsciousness about theindustry.Govt. ILOand otherorganizations can do alot in thisregard.

Before startbusiness wechecked thebuildingaccording tobuildingcode. Thisis a sign offollowinggovt. rules.So I thinklaws, rulesandregulationshave to befollow toensure safework place.

Factoryinspectionand safetyaudit shouldbe performedby the govt.It is truethatactivities ofAccord andAlliancebroughtpositivechange infactorysafetyissues.

Q3. Whatshould be theindependentrole of thetrade union?

Strong andtrade unionfederationcan beestablishedsolely workfor garmentssector. Theunion canprovidetraining toits unionmembers.

Trade unionshouldidentifytheproblems atfactorylevel andthen informthemanagement.It can alsobuildawarenessabout itsactivity to

Tradeunions canmonitorworkersfacility incorporationwithemployersand govt.They shouldplayresponsiblerole andconsiderthe

Trade unionscan taketraining andmotivatingprogram foremployees tobuildawareness onsafety andotherissues.Govt. andILO canarrangefunds for

Trade unioncan arrangetraining forits’ membersan workersabout labourrights,safety rulesand theresult ofbehavior oflabour inproductionetc. Theycan also

Trade unionsleaders aredishonest andthey do nottake care thewelfare oftheemployees.The unionleadersshould behonest firstof theircommitment.

the workersthroughtrainingprogram.Effectiveparticipation ofunions indifferentcommitteecan beperformedat nationaland plantlevels.Union canimprove theconditionof safeworkplacealong withmanagement

conditionandposition ofemployers.

thetraining.

motivate theworkers.

Q4. Workcouncil is aninstitutewhich worksas aninformationandconsultationco-determinationbody incontinentalEurope toconfirm theemployees’welfare. Whatdo you thinkaboutimplementation of workcouncil canreduce unsafeworkplace inRMG sector?

Like workcouncilformation ofWorkersParticipation Committee(WPC) ismandatory bylaw. Thiscommittee isstill weakbut theculture isdeveloping.

Accordingto nationallabor lawtheactivity ofworkcouncil issimilar toworkcouncil.WPC ismandatoryat factorylevelaccordingto law.

Accordingto law theformationand dutiesof WPC issame asworkercouncil.WPC iselectedbody,elected bythe works.Theparticipation of unionmemberswill befruitful iftrade unionleaderspracticedemocracyin theirorganization.

Everyfactory hasto maintainsafetycompliancesto getorders fromthe buyers.So most ofthe garmentshaveinternalfire andsafetycommitteewho providesafetytraining forthe workers.Implementation of workcouncil isnotnecessarysince WPC atplant leveloperateslike workcouncil.

We have WPCinstead ofwork counciland membersof the WPCwork for thesafetyissues ofthe labours.So I thinkimplementation of workcouncil isnotnecessary.

WPC plays therole of workcouncil.

Q5. What doyou think ifaltruistic,benevolentand corporate

ThestrategicHumanResourceManagement

Safety ismorealtruisticthan HRM.Altruistic

StrategicHRMpracticeslikebenevolent

StrategicHRM can playvital roleindecreasing

StrategicHRM can playgood role indecreasingaccident.

Yes it canplayimportantrole inensuring

socialresponsibility based HRMpractices areimplementedin factorythen safetycondition ofthe workplacewill beimproved?

isimplementedfew bigfactoriesand it isobserve thatin theseindustriesthe safetyhazards aremarginal.Othersfactoriesare alsotrying toimplementthe SHRM.For safety,they providetraining tothe workers.

andbenevolentHRMpracticesin factorylevels canimprovesafetyconditionslot.

attitudestowards theworkers canensure safework place.

accident. Weare weak inSHRM. Moretrained HRMpersonnelare requiredin thisindustry.

safety workplace.

Q6.To whatextent do youthink WorkersParticipationCommittee(WPC) canensure safeworkplace inRMG sector?

Workers candirectlycommunicatewith themanagementthrough WPC.It is aneffectivetool todiminishunsafeworkplace.

WPC shouldbe electedaccordingto law. IfWPC andsafetycommitteeworktogether,the safetyconditionwill beimprovedandsustained.Empowermentof WPC isrequired tobe abargainingat plantlevel.

WPC is thefirst stepsto legallyimplementemployees’voice inRMG sector.It workseffectivelyto decreasesafetyrisks. Thefederationof garmentsworkers canbeestablishedfrom WPCmembers infuture.Moreover,in somecases theybargainwith theemployers.

WPC isworking asconsultingandnegotiationbody and itsperformanceindecreasingaccident issatisfactory.

We have WPCbut it isnot electedratherselected bythemanagementand it worksasconsultingandnegotiationboy atfactory.

Members ofWPC caneasilyconsult anymatterdirectly withthemanagement.

Q7. To whatextent do youthinkimplementation ofemployee’svoice as abargainingagent can

Bargainingagent ismust atplant level.We informedthat WPC atpresent workasbargaining

Thoughsafety isnot abargainingissuerather itis afundamentalright, the

As tradeunionsfailed toperform therole ofCBA, WPCworksbetter asnegotiation

Theperformanceof CBA inany industryofBangladeshcan notimprove thesafety due

The buyersare nowworking asbargainingagent. Theyat firstbargain withus about thesafety

WPC isworking asbargainingagent. Soother form ofbargaining isnotnecessary.

ensure safeworkplace?

agent atfactorylevel.However, WPCcan act asbargainingagent atplant levelandfederationfor garmentsworkers canbebargainingagent atnationallevel.

arrangements of safeworkplacecan bebargain.Collectivebargain canonly putpressurethemanagementtoimplementsafetymatters.WPC is aconsultingbody butunion worksasmobilizingbody.Bargainingis alwaysplant levelfactor.

agent withmanagementat factorylevel.

toleadershipproblems.Instead, WPCcan work asbargainingagent atplant levelandfederationwho onlywork for thegarmentssector canberepresentedasbargainingagent atnationallevel.

issues andregularly dosafety auditand aftersatisfactionof safetyissuesplacedorder. WPCcan bebargainingagent atplant level.

Q8. How canemployees’voice beimplementedin RMGsector?

By followinglabor law,ILOconventionsand otherinternational law andimportersrequirementtheemployees’voice in anyform can beimplementedin RMGsector.

Govt. canlook afterand monitorthedemocraticpractice intradeunion.Formationof tradeunionfederationonly forgarmentssector.Deletion ofanomaliesofunionism.

Trade unioncan playrole atindustrylevel.Federationof WPC notpossiblenow due togovt.policyproblem.

Trade unioncan be goodemployees’voice if theleaders arewelleducate,have goodconcernsabout theindustry anddemocratically electedfrom thegarmentsworkers.

Most of theworkers haveno crystalclear ideaabout theconcept oftheemployees’voice andits’positiverole bothfor theemployersandemployees.Moreoverthey havemissconceptionthatemployees’voice iskind ofleadershipwhere leadergets salarywithoutwork. Thisambiguity

Educating theworkers aboutthe needs andeffects ofemployees’voice infactory.

can beeradicatedby providingtraining forthe workers.Training canbe arrangedby govt.,unions,owners.

Q9. Inabsence ofemployees’voice whatshould be thealternativesto ensure thesafeworkplace?

Beforematurity ofemployees’voice in RMGsector, theNationalindustrialand healthcouncilworks forlaboursafety canbe empoweredto lookafter theissuesrelate tosafeworkplace inRMG sector.

Empowermentof safetycommittee,increasevisibleaccountability ofFactoryinspectiondepartmentand allconcernssuch asemployers,management,BGMEA etc.

Good HRMpolicy canbe thealternativeofemployees’voice iftheemployersare legallyobliged todo it.

No comments An honestrole ofemployerscan be thealternativeofemployees’voice

Good HRMpolicy, goodmonitoringtechniquesareimplementedby theemployers andthe govt.

Q10. To whatextent shouldthealternativeof voicemechanism besustainableto ensuresafeworkplace?

There are noalternativetoemployees’voice butnursing ofvoice inpositive wayshould belookedafter.

Increaseauthorityandaccountability ofNationalIndustrialhealthcouncil.Trainingthe workersabout theneed ofvoice toensure safeworkplace.Implementation ofdemocracyin tradeunion.

Theeducationlevel oftheemployeesshould berise bytrainingthem. Inthis casegovt. cantakeinitiatives.

Govt. shouldactive firstto establishnonunionvoice butunion voiceshould alsobe neutralandnonpartisan.

Govt. canact asmiddle manto ensuretransparency,responsibility andaccountability of bothemployersandemployees.

The role ofgovt. inmonitoringsafety issuesshould bemorepracticalother thandescribe inbook.

The essence of employees’ voices or other like alternatives in ensuring a safe work place: A study...

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