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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
3.5.1
Questionnaires
3.5.2
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
4.1.1
Profile of the respondents
4.1.1.1
Distribution of gender
4.1. Distribution of age
1.2
4.1.1.3
Distribution of work experience
4.1.1.4
Distribution of educationalqualification
4.1.2
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
4.1.3
Hypotheses testing by quantitative dataanalysis
4.2 Qualitative data analysis
4.2.1
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
6.4.1
Short-term recommendations
6.4.2
Mid-term recommendations
6.4.3
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,
2014)
0100020003000400050006000
Number of Factories Number of Workers (in thousands)
Figure-2: Shows contribution of RMG in export earnings (Source:
BGMEA, 2014)
-
10.00
20.00
30.00
40.00
50.00
60.00
70.00
80.00
90.00
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
that:
‘’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
2012
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
1.79%
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
BGMEA
StateMinistry, Govt.
Dept,
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
s
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)
70%
11%6%3%2%
2%1% 5% RMGTransport WorkerConstructionExpatriateQuarryServiceDay LabourerOthers
Figure-5: Shows 1912 workers died in humiliation in 2013 (Source:
BILS, 2014).
26%
15%14%12%
10%
3%
20%
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
RMG sector of Bangladesh.
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
safe workplace in RMG sector of Bangladesh.
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
t
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
data.
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
Percent ValidPercent
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
Percent ValidPercent
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
Percent ValidPercent
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
Percent ValidPercent
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
cy
Percent Valid
Percent
Cumulative Percent
Strongly
Agree
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
Percent ValidPercent
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%
40%
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%
20%
40%
60%
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
safe workplace in RMG sector of Bangladesh.
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
RMG sector of Bangladesh.
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
d bad
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
HRM
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: [email protected], [email protected]
:
Appendix: BSemi-structured Interview Checklist
University of GreenwichBusiness School
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
University of GreenwichBusiness School
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: [email protected], [email protected]
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.