Recent Unrest in the RMG Sector of Bangladesh: Is this an Outcome of Poor Labour Practices?

Chowdhury Golam Hossan,Md Atiqur Rahman Sarker,Rumana Afroze

doi:10.5539/ijbm.v7n3p206

Abstract

The RMG sector of Bangladesh has experienced disputes and violent protest by the workers in recent times. This study explores the reasons for recent unrest in the garment sector. Since managers are mainly responsible for applying human resource practices, this paper has given particular attention to their views on recent attitude changes of workers. Results show that mutual understanding among workers and managers is absent in the RMG sector. This study also states that high-work load, poor behaviour of line managers, low skills and low wage rates are the notable reasons for high job turnover and social unrest. Poor relationship between workers and supervisors is the main source of conflict. This study finds that there is growing demand for work life balance among the workers of RMG sector.

Highlights

In the age of knowledge economy and changing business environment, achieving competitive advantages and superior employee performance require proper Human Resource Management (HRM) (Becker & Huselid 1998; & Guest, 2007; & Wright et al 2003)
Major issues highlighted during Focus Group Discussions (FGDs) includes the roles of trade union and labour rights, conflicting relationship with first line supervisors, demand for work-life balance, self-respect and participation, job turnover and absenteeism, efficiency and productivity of workers, workers motivational issues, and key reasons for recent unrest in the ready-made garment (RMG) sector
Ready Made Garments sector is the largest source of foreign exchange earning in Bangladesh and a large number of people is employed by this sector ( Siddiqi 2005)

Summary

Introduction

In the age of knowledge economy and changing business environment, achieving competitive advantages and superior employee performance require proper Human Resource Management (HRM) (Becker & Huselid 1998; & Guest, 2007; & Wright et al 2003). Most of the manufacturing companies in Bangladesh are labour-intensive, the ready-made garment (RMG) industry (Huda et al 2007). The practice of HRM is mostly required in labour intensive industry like RMG. Workers in RMG sector of Bangladesh are involving in disputes and getting involved in violent protest (Uddin and Jahed 2007). It creates disruption in production process as workers often strike to protest against management (Huda et al 2007). This study explores the current labour practices and its associated relationship with recent unrest in the garment sector

Methods

Results

Conclusion