Assignment Experience Report:

Measuring the Situation of Industrial Relations Of Fair Brothers Dyeing & processing
Company Ltd

Industrial Relation
Course Code: HRM-404

Submitted to:
Md. Rahat Khan
Course Instructor
Lecturer of City University

Submitted By:

GROUP TWELVE (12)

Section (KH)
Name ID Batch Remarks
Chowdhury Nittota Asholi Titikha 141351613 35th
Sabia Akter Pia 141351528 35th
Shofique Gazi 141351509 35th
Rubel Hossain 141351665 35th
Rohmat Ali 141351671 35th

Department of Business Administration

City University
Khagan, Ashulia, Dhaka

Date of Submission: 17th JUNE, 2017

 Acknowledgement

First of all ,I would like to express sincere gratitude to our course instructor Md.Rahat Khan,
Department of Business Administration, City University, for all the guidance, supervision
and critical comments, suggestions that needed mostly to prepared this report. Without his
support, the report could not have been finished successfully.

All the group members wants to thanks those Workers & Managers who gave us their valuable
time and resourceful personnel information.

We are using this opportunity to express our gratitude to everyone who supported us during our
assignment and our parents and friends, who were also a great source of mental support in
completing this report. This report helps us to achieve many practical khowledge.

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 Declaration

I hereby, would like to declare that the work presented in this report has been carried out by
group 12 (Twelve) and has not been previously submitted to any other university or organization
for any academic Qualification or degree. Our group members tried their level best to complete
this report successfully.

..

Behalf of the group

Shofique Gazi
ID : 141351509
Batch: 35th
Department of Business Administration
City University.Bangladesh.

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 Supervisors Certificate

I have the pleasure to certify that Group 12 (Twelve) , 35th batch, is the student of BBA program
has successfully completed their report writing on Measuring Industrial Relations Situation
Of Fair Brothers Dyeing & processing Company Ltd. under the supervision of my.

They have done their work according to my instructions and guidance.They have tried their
almost to make this report better.I also certify that I have gone through the draft thoroughly and
it is satisfactory to serve the stated purpose.

They were found sincere ,honest, hardworking and energetic during the work. I wish them
prosperity and best of luck.

This assignment program is organized for gaining practical knowledge.

_______________________________

Md. Rahat Khan

Lecturer, Department of Business Administration

City University

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 Letter of Transmittal

17th June, 2017

Md. Rahat khan
Lecturer of City University
Department Of Business Administration
Khagan, Ashulia, Dhaka

Subject: Submission of Assignment Report on Measuring Industrial Relations Situation Of

Fair Brothers Dyeing & processing

Dear Sir,

We are delighted to submit our assignment experience report on Measuring Industrial Relations
Situation Of Fair Brothers Dyeing & processing .This report is an essential part of the course
and as a result we tried our best to complete it..

To prepare this report we try to use most relevant information to make our report as analytical
and reliable as possible.The assignment enhanced us knowledge and created a bridge between
the conceptual learning and the practical corporate world. Working on this report has given us an
exceptional experience and we sincerely hope that this report will be able to fulfill your
expectations as well.

Thank for your support and patience.We have put us earnest effort to give this report a
presentable profile and to make it as useful and detailed as possible. We thank you for providing
us with this unique opportunity.

Sincerely Yours,
____________

Behalf of the group

Shofique Gazi
ID: 141351509, Batch: 35th
Departmentt of Business Administration
City University.Bangladesh.

4
 Executive Summary

This report is prepared as a requirement of the BBA program .This report has been prepared on
the basis of the situation of Industrial Relations Of Fair Brothers Dyeing & processing company.

In this report, mainly talks about Introduction of the study, Definition of Industrial Realtions,
Situation of Industrial Relations, Trade Union, Employee,Management & many more and try to
analyze a selected organizations situations of Industrial Relations.

Finally we try to give some recommendation for the organization about their Industrial
Relations..
This report express how workers think about trade unions , what is their performances, problems
of industrial relations , workers expectations from leaders of trade union, what should be their
performance, and many more details about the Industrial relations of selected company.

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 Table of Contents

Particulars: Page No.

Acknowledgement . (01)

Declaration (02)

Supervisiors Certificate (03)

Letter of Transmittal. (04)

Executive Summary (05)

Table of Content (06)

1. Introduction . (08)

2. Literature Review

(2.1) Definition of Industrial Relation (09)

(2.2) Measurement of Industrial Relations Activities (09)

(2.3)Situation of Industrial Relation in Bangladesh .. (10)

(2.4)Trade union . (10)

(2.5) Management & Employee . (11)

3.Company Profile (12)

4. Analysis .. (13)

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5. Findings & Recommendation.. (30)

6.Conclusion (31)

7. References (32)

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 1. Introduction

Industrial relationship is about the relationship between an employee and management.

Industrial relations has become one of the most delicate and complex problems of modern
industrial society. Industrial progress is impossible without cooperation of labors and
harmonious relationships.

Scope of industrial relations involves all the variables of industrial life which is in turn having
direct bearing on total social life. The main objective of industrial relation is to maintain
harmoniums production situation, avoiding industrial unrest for smooth productivity. If there is
no industrial relation or no relationship between employers and worker, or among the employers,
production or productivity will not come into reality.

Bangladesh is not an industrialized country nor does it have huge natural resources as yet.People
could be the only resource if they could be turned into human resources.Healthy industrial
relation is the only way for greater productivity, and greater productivity can create more and
more investment for industrialization. Here, industrial situation is not giving as enough hope
towards the above. Here, trade unions are not well organized, powerful, highly politicalized, and
the members are not efficient enough to raise voice for the workers. Many of the entrepreneurs,
and employers do not believe industrial relation, rather they like treating workers as the most
neglected component of production, uses the bad technique of managing the leaders rather than
encouraging trade union for industrial relation.In short, industrial relation situation in
Bangladesh is not encouraging. But for the greater interest of the nation organizations should
emphasis on sound industrial relation that can expedite national development. For a hopeful
industrial revolution there is urgent need to fulfill some prerequisites like: a)establishing
excellent relationship, mutual trust and honor between employers and workers at highest level;
b)establishment and maintaining harmonious labor management relationship; c)increasing
employees efficiency; d)ensuring highest productivity through concerted efforts of employers
and employees; e)providing possible better wages, safe work place, good work environment, and
sufficient welfare for workers, which in term will surely increase productivity.

Now a day, the employers, workers and government are thinking on industrial development
through high quality of industrial relations.

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 1. LITERATURE REVIEW

(2.1) Definition of Industrial Relations

Industrial relation is defined as relation of Individual or group of employee and employer for
engaging themselves in a way to maximize the productive activities.

In the words of Lester, Industrial relations involve attempts at arriving at solutions between the
conflicting objectives and values; between the profit motive and social gain; between discipline
and freedom, between authority and industrial democracy; between bargaining and co-operation;
and between conflicting interests of the individual, the group and the community.

The term Industrial Relations comprises of two terms: Industry and Relations. Industry
refers to any productive activity in which an individual (or a group of individuals) is (are)
engaged. By relations we mean the relationships that exist within the industry between the
employer and his workmen. The term industrial relations explains the relationship between
employees and management which stems directly or indirectly from union-employer
relationship.

(2.2). Measurement of Industrial Relations Activities

The following measures should be taken to achieve good industrial relations:

1. Progressive Management

2. Strong and Stable Union

3.Atmosphere of Mutual Trust

5. Sincere Implementation of Agreements

6. Workers Participation in Management

7. Sound Personnel Policies

8. Governments Role

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 (2.3). Situation of Industrial Relation in Bangladesh

Bangladesh is one of the first 35 countries, which adopted Breton Woods institution
sponsored Structural Adjustment Program (SAP). In pursuit of SAP, Bangladesh initiated major
reforms in different sectors. In agricultural sector, it reduced subsidies on agriculture; in trade
and industrial sector, it rationalized and simplified the tariff structure and eliminated quantitative
restrictions on imports. Bangladesh also took initiatives in privatization of public enterprises and
improved operational performance of public utilities. In the financial sector, the country
implemented reforms aiming at promotion of free market economy, privatized a number of
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national commercial banks and strengthened commercial bank loan recovery programs.

Industrial relations system in Bangladesh is characterized by the predominant role played

in it by the government. Being the single major employer and manager, the industrial relation
policies which it pursues with regard to public sector enterprises, have a decisive effect on the
state of industrial relations throughout the country. The government is responsible for ensuring a
sound labour administration and; as an employer in the public sector it has to play a role in
creating an enabling environment for collective bargaining and protecting freedom of
association.

The maintenance of a climate of good industrial relations in society depends largely upon
the role played by the state as an actor in the industrial relations system because it is the duty of
the state to formulate labour laws and policies, to administer them and also to uphold justice so
that neither the workers nor the employers suffer. Thus the state acts both as a planner and an
administrator in the industrial relations system.

The state has to ensure that there is no interference in the bargaining process from any
political party, government or the employer. It is evident that any kind of state intervention in
industrial disputes may strain the relationship between the workers and employers. But the
government intervention in trade union remains a persistent feature of industrial relation system
in Bangladesh.

(2.4). Trade Union

A trade union is an organisation made up of members (a membership-based organisation) and its

membership must be made up mainly of workers. One of a trade union's main aims is to protect
and advance the interests of its members in the workplace.

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Most trade unions are independent of any employer. However, trade unions try to develop close
working relationships with employers. This can sometimes take the form of a partnership
agreement between the employer and the trade union which identifies their common interests and
objectives.

Trade unions:

negotiate agreements with employers on pay and conditions

discuss major changes to the workplace such as large scale redundancy
discuss members' concerns with employers
accompany members in disciplinary and grievance meetings
provide members with legal and financial advice
provide education facilities and certain consumer benefits such as discounted insurance

(2.5). Management & Employee

Management (or managing) is the administration of an organization, whether it be a business, a

not-for-profit organization, or government body. Management includes the activities of setting
the strategy of an organization and coordinating the efforts of its employees or volunteers to
accomplish its objectives through the application of available resources, such as financial,
natural, technological, and human resources. The term "management" may also refer to the
people who manage an organization.Management is also an academic discipline, a social science
whose objective is to study social organization and organizational leadership.

& Employee . Is an individual who works part-time or full-time under a contract of

employment, whether oral or written, express or implied, and has recognized rights and duties.
Also called worker.

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 3. COMPANYS PROFILE

The name of Selected the company is Fair Brothers Dyeing & processing Ltd. It Established
in January 2009. It is a washing plant with state of the art finishing facilities and highly skilled
washing experts renowned worldwide washing facilities. This company ensures consistently
quality which can provide customers satisfaction according to customers requirements.They used
specialized machines to achieve various dry process effects and specialized detailed design.
In strict environmental compliance their facilities is equipped with well planned state of the art
Integrated Biological Effluent Treatment Plant (ETP) .

This companys production capacity is almost 24,00,000 (2.4 millions). Almost Six thousand
workers work in this company. The Company is situated in Sutar Noardha, Arapara.Savar,
Dhaka.

Some another details about this company is..

Type of business : Manufacturer and Exporter.

Legal status : Private Limited Company
Year of Establishment :2009
Md. Abdullah (Managing Director)
Md. Kausar Miah (Executive Director)

Corporate Office & Factory : 14 Gedda, Karnapara, Ulail

Savar, Dhaka, Bangladesh

Local Office of the company is ..

75, Motijheel Commercial Area
Dhaka-1000, Bangladesh.

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 (4). ANALYSIS

For workers.

Respondents profile :

Q3,Q3(1)
Q-2
Nature of Education/Technical
Name Age Designation Employment Education
Class 5/(Dont have any
Md.Masud Rana 35 Helper Temporary Technical Qualification)
Class 7/ ( Dont have any
Md.Shamin 19 Operator Permanent Technical Qualification)
H S C( Dont have any
Md.Balal Hossain 28 Operator Permanent Technical Qualification)
S S C/( Dont have any
Md.Arif Hossain 19 Helper Temporary Technical Qualification)
S S C/( Dont have any
Md.Anamul Islam 28 Operator Permanent Technical Qualification)
Class 7/( Dont have any
Md.Jasim Molla 38 Helper Temporary Technical Qualification)
Class 8/( Dont have any
Md.Morshed Ali 38 Operator Permanent Technical Qualification)
Class 8/( Dont have any
Md.Hridoy Khan 29 Helper Temporary Technical Qualification)

Q-4
Valid
Frequency Percent Percent Cumulative Percent
1 Month 1 12.5 12.5 12.5
12 years 1 12.5 12.5 25.0
2 Month 2 25.0 25.0 50.0
3 Month 1 12.5 12.5 62.5
3 Years 2 25.0 25.0 87.5
6 Month 1 12.5 12.5 100.0
Total 8 100.0 100.0

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Explanation:- From this analysis we found that 12.5% of workers are working here from
1month,12.5 % are from 12 years ,25% are from 2 month, 12.5% are from 3 month,25% from 3
years & 12.5% are working here from 6 months.

Q-5

Frequency Percent Valid Percent Cumulative Percent

Valid
No 8 100.0 100.0 100.0
Total 8 100.0 100.0

Q5

No 100%

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Explanation:- From this analysis we found that 100% of workers are not related with any trade
union. They are not a member of any trade unions.

Q-6
Cumulative
Frequency Percent Valid Percent Percent
Valid A 4 50.0 50.0 50.0
B 4 50.0 50.0 100.0
Total 8 100.0 100.0

Q6

50% A 50% B

Explanation:- From this analysis we found that 50% of workers are not related with any trade
union because of they dont have any confidence in Union as T. U. Leaders sacrifices workers
cause for their ends and 50% are not able to pay monthly Subscription.

Q-7
Cumulative
Frequency Percent Valid Percent Percent
Valid No 8 100.0 100.0 100.0

Q7

NO 100%

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Explanation:- From this analysis we found that 6.7% in their trade union theres no political
leaders.

Q-8

Cumulative
Frequency Percent Valid Percent Percent

Valid No 8 100.0 100.0 100.0

Q-8

Q8

NO 100%

Explanation:- From this analysis we found that no one is satisfied with political leaders
performance.

Q-9

Cumulative
Frequency Percent Valid Percent Percent
Valid Yes 8 100.0 100.0 100.0

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 Q-10

Frequency Percent Valid Percent Cumulative Percent

Valid No 7 87.5 87.5 87.5
Yes 1 12.5 12.5 100.0
Total 8 100.0 100.0

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Explanation:- From this analysis we found that They have nonpoliticians workers of their
corporation as a leader of Trade union and 12.5 % workers are satisfied with their performance
and 87.5% are not satisfied.

Q-11

Frequency Percent Valid Percent Cumulative Percent

Valid non-political leaders 7 87.5 87.5 87.5

political leaders 1 12.5 12.5 100.0

Total 8 100.0 100.0

Q11
non-political leaders political leaders
13%

87%

Explanation:- From this analysis we found that 87% of workers says non political leaders
performance is better than political leaders. & 13% arer disagreed with the statement.

Q12

NO 100%

Q-12

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 Cumulative
Frequency Percent Valid Percent Percent
Valid No 7 87.5 87.5 87.5
No 1 12.5 12.5 100.0
Total 8 100.0 100.0

Q13

NO 100%

Q-13
Cumulative
Frequency Percent Valid Percent Percent
Valid No 8 100.0 100.0 100.0

Q14

NO 100%

Q-14
Cumulative
Frequency Percent Valid Percent Percent
Valid No 8 100.0 100.0 100.0

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 Q15

NO 100%

Q-15
Cumulative
Frequency Percent Valid Percent Percent
Valid No 8 100.0 100.0 100.0

Explanation:- From this analysis we found that From 12 to 15 number of question all the
workers disagreed for the statement. Their union doesnt hold General Body meetings periodically,
Are not consulted by union leaders particularly outsiders before the demands are prepared and etc.

Q16

NO 100%

Q-16
Cumulative
Frequency Percent Valid Percent Percent
Valid Yes 8 100.0 100.0 100.0

Explanation:- From this analysis we found that all workers workers agreed for the
statement.They suggest that leaders should be from by workers alone,

Chart Title NO
12%

YES
88%

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 Q-17
Cumulative
Frequency Percent Valid Percent Percent
Valid No 1 12.5 12.5 12.5
Yes 7 87.5 87.5 100.0
Total 8 100.0 100.0

Explanation:- From this analysis we found that 87.5% are satisfied with their union functioning
and 12.5% are not.

q18

1
100%

Explanation:- From this analysis we found that all workers believe that it coulde be possible
for union to work without political leaders.

Q-18
Cumulative
Frequency Percent Valid Percent Percent
Valid Yes 8 100.0 100.0 100.0

Q-19

Cumulative
Frequency Percent Valid Percent Percent
Valid Both of above 2 25.0 25.0 25.0
Mainly due to enmity among
1 12.5 12.5 37.5
leaders
Non of above 5 62.5 62.5 100.0
Total 8 100.0 100.0

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Explanation:- From this analysis we found that for Reasons for fragmentation of Trade unio
12.5% give reason of Mainly due to enmity among ,62.5% says non of above & 25% says both
of above (Mainly due to enmity among & Mainly because of political connections )

Q-21
Cumulative
Frequency Percent Valid Percent Percent
Valid bargaining power 1 12.5 12.5 12.5
explore demand to the
1 12.5 12.5 25.0
management
good working condition 2 25.0 25.0 50.0
increase monthly payment 1 12.5 12.5 62.5
increase monthly payment 1 12.5 12.5 75.0
N/A 1 12.5 12.5 87.5
provide provident fund 1 12.5 12.5 100.0
Total 8 100.0 100.0

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Explanation:- From this analysis we found that 12.5% workers suggested to increase
bargaining power, explore demand to the management, increase monthly payment, increase
monthly payment, provide provident fund 25% says to provide a good working condition.

For Management

Respondents profile :
Name Age Designation Q-4
Md.Shofiqual Islam 35 Assistant.Manager BSC,Eng,(TEX)
Md.Habib 24 Unit Manager BSC,Eng,(TEX)

Q-5
Cumulative
Frequency Percent Valid Percent Percent
Valid No 2 100.0 100.0 100.0

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 Q5

NO NO

50% 50%

Explanation:- From this analysis we found that both managers dont think that unions are
politically motivated.

Q-6
Cumulative
Frequency Percent Valid Percent Percent
Valid No 2 100.0 100.0 100.0

Q6
NO NO

50% 50%

Explanation:- From this analysis we found that thay dont face any problems from the
outsiders of their union.

Q-7
Cumulative
Frequency Percent Valid Percent Percent
Valid increase industrial disputes
among two parties 1 50.0 50.0 50.0

Reduce bargaining power 1 50.0 50.0 100.0

Total 2 100.0 100.0

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Explanation:- From this analysis we found that they thought the impact of inter union rivalry on
industrial relations in Organization is Reduce bargaining power and increase industrial disputes
among two parties.

Q-8
Cumulative
Frequency Percent Valid Percent Percent
Valid Yes 2 100.0 100.0 100.0

Q8

YES YES

50% 50%

Explanation:- From this analysis we found that Both are agree that Union leaders should be from
among workers .

Q-9

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 Cumulative
Frequency Percent Valid Percent Percent
Valid dislike political connection 1 50.0 50.0 50.0
Sometimes they called strick
1 50.0 50.0 100.0
without reason
Total 2 100.0 100.0

Explanation:- From this analysis we found that the disadvantages of political connection is
Sometimes they called strick without reason and workers workers dislike political connections.
Q-10
Cumulative
Frequency Percent Valid Percent Percent
Valid Yes 2 100.0 100.0 100.0

Q10

YES YES

50% 50%

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Explanation:- From this analysis we found that yes there is some political advantages of
political connections.
Q-11
Frequency Percent Valid Percent Cumulative Percent
Valid build a good communication
1 50.0 50.0 50.0
between management & workers
leader should be honest &
1 50.0 50.0 100.0
concern about their activity
Total 2 100.0 100.0

Explanation:- From this analysis we found that In promoting harmonious relations, thay advice to
union leaders to build a good communication between management & workers and leader should
be honest & concern about their activity.

Q-12
Cumulative
Frequency Percent Valid Percent Percent
Valid Yes 2 100.0 100.0 100.0

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 Q12
YES YES

50% 50%

Explanation:- From this analysis we found that In view of present economic reforms they
recommend strong trade unions without political control.

Q-13
Cumulative
Frequency Percent Valid Percent Percent
Valid better payment facility 1 50.0 50.0 50.0
provide different kinds of
1 50.0 50.0 100.0
incentive
Total 2 100.0 100.0

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Explanation:- From this analysis we found that In view of economic reforms challenges that the
management and trade unions are facing are give workers better payment facility and provide
different kinds of incentive.

Q-14
Cumulative
Frequency Percent Valid Percent Percent
Valid Personal realation 1 50.0 50.0 50.0
To increase the
investment.Transport 1 50.0 50.0 100.0
facality
Total 2 100.0 100.0

Explanation:- From this analysis we found that they suggest Personal realation investment. &
Transport facality to overcome the changes in this present industrial global situation.

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 5.FINDINGS & RECOMMENDATION

FINDINGS

Doing the assignment we noticed that maximum general workers are not enough aware
about trade unions, their right from management ,

Managemnet also not sincere about works right ,

Many of the workers still dont know that How trade unions work actually!

To observe their industrial situation it could say that Garment workers rights still a far
cry

'Any increase in the number of trade unions is a positive sign regarding workers rights.
But it is estimated that very few %of RMG workers are union members.

Trade unions activity is not clear to general workers

Trade unions are not well organized and powerful of this company,

Members are not efficient enough to raise voice for the workers

RECOMMENDATION

Union leaders should well organaized

Should give workers a clear concept about their activity
Should avoid political crisis
Managemnet should give attention to the workers right
The Compnay needs to increase their workers incentives
Try to solve maximum disputes
Should follow governments rule for workers.

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 6. CONCLUTION

This Assignment help us to achieve our countrys present situation of Industrial relations. We
gain some practical knowledge during the assignment work.

We understand that Harmonious relationship is necessary for both employers and employees to
safeguard the interests of both parties of the production. In order to maintain good relationship
with the employees, the main functions of every organization should avoid any dispute with
them or settle it as early as possible so as to ensure industrial peace and higher productivity. IR
may be understood in both inter and intra terms-that is between employers and employees,
between employees and employees and also between employers and employers. IR is also
concerned with determination of wages and conditions of employment. IR and human relations
are distinctly two indispensable factors in industry, one depending on the other. We can have
good industrial relations in an industry, but bad human relations in the same establishment and
vice versa. Good industrial relations provide the necessary background for human relations.

This experience will be a life time achievement in our memory. Thanks to our honorable Course
instructor to give us this opportunity.

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 7.REFERENCES

http://www.naukrihub.com/industrialrelations

http://www.yourarticlelibrary.com/essay/industrial-dispute-in-india-definition-causes-
and-measures-to-improve-industrial-relations/27991/

https://www.scribd.com/doc/33834904/Industrial-Relations-in-Bangladesh

https://www.nidirect.gov.uk/articles/introduction-trade-unions

https://en.wikipedia.org/wiki/Management

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