Introduction

This term paper had been prepared on Far East Knitting and Dyeing Industry (FKDIL) of which
posses goodwill and expertise in exports oriented ready-made garment manufacturing.
1.1 Origin of the report
This report is about the motivation programs of Far East Knitting and Dyeing Industry (FKDIL).
The assignment was given by our Instructor Mrs. Sohana Wadud Ahmed of BRAC University.
This term paper falls under the subject Organizational Behavior (MGT201)
1.2 Main objective
The main purpose of the report is to describe and assess how this company motivates its worker
and about the types of motivation it follows. This report also tries to describe all related and
structural activities of their employee motivating process. This term paper is based on
particularly on the field of Bangladesh.

1.3 Specific Objective

We want to describe and assess how Far East Knitting and Dyeing Industry (FKDIL) motivates
its worker and about the types of motivation it follows. We also want to describe all related and
structural activities of their employee motivating programs. This term paper is based on
particularly on the field of Bangladesh.

1.4 Scope
We would mainly focus on the worker level of employees of Far East Knitting and Dyeing
Industry (FKDIL). We would also focus on both the direct and indirect motivation that Far East
Knitting and Dyeing Industry provides to its workers.

1.5 Methodology
We would use both the secondary and the primary data to prepare this report. We are also
planning to go to the branch office of Far East Knitting and Dyeing Industry (FKDIL) to get
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detailed company information. The main source of information would hopefully be the
discussion with the branch manager of Human Resource and the factory manager of Far East
Knitting and Dyeing Industry. In addition information would also be collected from Far East
Knitting and Dyeing Industrys official website and their previous reports.

1.6 Limitation
There have been a lot of obstacles during preparation of the report. Some major obstacles we
faced are
Shortage of information, over the internet.
High confidentiality of the company made the information secured; absolute
informations got very scarce.

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Company Details
2.1 Company Background
Far East Knitting and Dyeing Industry (FKDIL) was established in 1994 and had evolved from a
small garments manufacturing plant, into one of the leading composite textiles industry in the
country, with integrated, knitting, high end dyeing, finishing, state of the art printing, pigment
dyeing & garment washing. Operating out of a modern facility, the company today employs
approximately 4000 workers and is a market standard in Bangladesh for the manufacture and
export of high fashion garments. The factory specializes in high fashion knitted tops and offers a
wide range of fabrics. The fabric base includes 100% Cotton, Viscose, Viscose/Lycra, Modal,
Bamboo with weights ranging from 90 to 250 gsm. The company also offers garments which are
manufactured from organically grown cotton and without the use of harmful chemicals that
damage the environment.
The company considers its people as main asset, without whom FKDIL would not be where it is
today, nor could it continue to remain as a market leader. The company takes utmost care to
ensure that the workers are well compensated and that they have an excellent work environment.
The workers are provided with free meals, in-house medical facility as well as a child-care
facility.
The factory has approximately 200,000 square feet of built up area on a 5 acre property, with
ample room for further expansion. Apart from the knitting, dyeing/finishing and garmenting and
printing units, the premises also include:
Warehousing facility capable of storing up to 400 Tons of yarn and fabric
A dining facility that can seat up to 700 workers at a time
An Effluent Treatment Plant
A Medical Clinic
A Child Care facility
Prayer Area for the factory workers and staff

Company Profile

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Company Name

Far East Knitting and Dyeing industry

Establishing year

1994

Head office address

Moyeen Center,
60 Gulshan-1, Dhaka, Bangladesh

Factory Address

East Chandura Kaliakoir

Gazipur, Bangladesh

Websites

http://www.fareastknit.com/about_us.html

Chapter :1

Maslows need theory:

Among early theories of motivation, Maslows Hierarchy of needs is one. In this theory he
discussed about five needs which Far East kniting and dying industry (FKDIL) tries its level best
to fulfill by giving various facilities.
Physiological deals with bodily needs: In piece rate pay an employee is getting paid for every
faultless unit of production. If there is fault in their production, they will not be paid. So there is
a physiological need here. The money they are getting here will be used to meeting up their
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bodily need. For that purpose they are working to earn their livelihood and meet up their
physiological demand.
Safety deals with security and safety issues: The premises and all equipments conform to the
highest international safety standards. All employees are regularly trained in the best practices
with regards to the safe operation of the equipment. All personal departments provide safety
instruments such as long shoes, helmets, gloves, fire instruments etc to reduce the loses. there is
also a medical clinic which gives 24 hours services to the employees.

Social deals with individuals affection, friendship: The cultural unit of Far East Kniting and
Dying Industry use to arrange various types or cultural programs as well as pleasure tours for the
workers so that the employees can get together.
Esteem deals with individuals factors like achievement, recognition and finally: In this industry,
not only the high designated emplyers but also the root level workers are given the priority while
taking any decision. Here the workers feel honored which is an inspiration to them that create
self-respect.
Self-actualization deals with ones growth and fulfillment: actually it is all about personal point
of view. but still this industry has made such an environment which makes individuals happy
with their positon.
TWO FACTOR THEORY:
According to two factor theory of Fredrick Herzberg, individual tends to give credit to intrinsic
factors for the job satisfaction. But when they are dissatisfied with their job, they normally use to
blame on the extrinsic factors. After talking with some of the employers of Far East Kniting and
Dying industry we tried to relate this theory with emplyees. we asked some questons such as

Are you satisfied or dissatisfied with your job?

what are the factors that make you satisfied about your job?
what are the factors that make you dissatisfied about your job?

All the individuals said exactly what we expected from them. The factor with what they were
satisfied with was merit based promotion which is an intrinsic factor. On the other hand some
employees were dissatisfied with the piece pay rate system.

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Chapter 2
Goal setting theory:
In simple word, Goal setting theory is about motivational techniques that indicate employees to
specific direction i.e. whats need to be done & how much give efforts are required to achieve
different goals, with positive feedback + higher performance.
In advanced saying, Goal setting theory is clear, particular and difficult goals are greater
motivating factors than easy, general goals, leads to greater output and better performance.
Measurable and clear goals accompanied by a deadline for completion avoids misunderstanding.
Goal setting theory also indicates goals should be realistic and challenging. The more
challenging the goal, the greater is the reward generally and the more is the passion for achieving
it. This theory also indicates better and appropriate feedback of results directs the employee
behavior and contributes to higher performance than absence of feedback. It helps employees to
work with more involvement and leads to greater job satisfaction. This theory is about
Employees participation, Self-efficiency & goal commitment i.e goals are made open, known
and broadcasted, goals should be set-self by individual rather than designated, Individuals set
goals should be consistent with the organizational goals and vision.
Implication of goal setting theory in Far East Knitting and Dyeing Industry (FKDIL):
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We have talked to three persons of different ranks according to company hierarchy. We asked
them about implications of motivational factors in different levels. Lets look at their answersPerson 1:
Name: Abdul Latif
Company designation: line chief
Question:
By implementing which technique, you motivate your workers?
Answer: Actually, I must be able to plan & execute production of my Line, ensure quality and be
cost effective. My job must need that capability to maintain Line production cost. In a garments
factory, this is very difficult to act. Sometimes me and my co line chiefs various kinds of
challenges to fulfill our duties regarding organizational goals. So we discussed our own points of
view when we work, or in leisure time,. Thats how we build relationship, relates our own
personal goal with the company goal. That how we become motivate, self motivated.
Person 2:
Name: Jasim Uddin
Company designation: supervisor

Question:
Is there any motivating implications generated by company? How you relate yourself with it?
Answer: As a supervisor, I confer with management or subordinates to resolve worker problems,
complaints, or grievances. Enforce safety and sanitation regulations. Inspect materials, products,
or equipment to detect defects or malfunctions. Confer with other supervisors to coordinate
operations and activities within or between departments. Recommend or implement measures to
motivate employees and to improve production methods, equipment performance, product
quality, or efficiency. My company actifies me according to company goal. Thats me & my co
workers motivated through challenges that leads us to desire better position in the company.
Person 3:
Name: Shah Alam
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Company designation: root level worker

Question:
As a worker, do you think your company implies motivational aspects? If so, whats your
concept about it?
Answer:

I think company do implicates motivational aspects to increase productivity, reduce

expenditure by raising awareness and positive impacts on workers through good employment
opportunity, good work environment, flexible work hours, and good career advancement. As a
root level worker, my answer is yes, company do implicates motivational steps that ultimatly
lead to the organizational goal.
According to their answers & point of view, we think

Goal setting theory is a technique used to raise incentives for employees to complete

work quickly and effectively.

Goal setting leads to better performance by increasing motivation and efforts, but also

through increasing and improving the feedback quality.

But At the same times, the organizational goals are in conflict with the managerial goals.
Goal conflict has a detrimental effect on the performance if it motivates incompatible

action drift.
Very difficult and complex goals stimulate riskier behavior.
If the employee lacks skills and competencies to perform actions essential for goal, then

the goal-setting can fail and lead to undermining of performance.

There is no evidence to prove that goal-setting improves job satisfaction.

Chapter 3

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Reinforcement theory:
It is the opposite of goal settings theory. In goal setting theory there is a specific goal which is set
by the management of organization and one have to perform according to the goal. Traditionally
this theory is practiced as a tool of out performance. In contrast reinforcement theory is the
theory of performance on the basis of the environmental stimuli. This environment includes
managers, peers employee himself other related external issues such as performance indicator
appraisal module etc. reinforcement is not about setting a goal and perform accordingly rather
its a behavioral approach.
The Far East Knitting and Dying Industries (FKDIL) follow all the steps of reinforcement theory
such as Positive reinforcement, Negative Reinforcement, Punishment, and Extinction.
Positive reinforcement implies giving a positive response when an individual shows positive and
required behavior. FKDIL always praises an employee for early coming for job. According to
the FKDIL Management this process will teach other to come early so that they also can be
praised. This will increase probability of outstanding behavior occurring again. By this way
they motivate their workers on positive reinforcement. If any employees behavior improves the
management gives him/her reward.
In one simple sentence Negative Reinforcement means learn from your own fault. According
to the FKDIL management there were lots of workers who took leave for many days without any
reason which was making bad impact on the companys production and the monthly attendance
was 88%. But after introducing attendance bonus the situation was totally changed and there was
99.70% people worked on the following month.
Punishment means applying undesirable consequence for showing undesirable behavior. If any
one breaks the company/garments and also FKDIL law then FKDIL suspends that person.
Extinction implies absence of reinforcement s. extinction implies lowering the probability of
undesired behavior by removing reward for that kind of behavior. It happens on a periodical
basis and its temporary. The company follows extinction when there is less production and less
order; because there is no need to praise that worker because there is no need to praise him/her
due to less production (non garment season).

Chapter 4
EQUITY THEORY:

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In an organization, the employees do need motivation. So far we discussed some motivational

theories and how the employees are motivated using these theories in our organization, Fareast
knitting and Dyeing Industries limited. Now we are focusing on Equity theory of motivation, and
how the employees are motivated in the organization from this theorys point of view in our
organization.
Now, we asked three employees of the organization about how they are motivated in the
organization . The employees are1.Abdul Latif (line chief)
2. Jasim Uddin (supervisor)
3. Shah Alam (root level worker)
Firstly, we asked Mr. Abdul Latif about how he gets motivation in this organization. He gave us
the answers and based on that answers we came to know that his motivation level is at a very
high rate. As we know that equity theory mainly depends on comparison with similarly others,
Mr. Latif also compared his salary level with those in similar position on the other knitting
industries. Here he used one way of comparison of equity theory at that time and that is OtherOutside comparison. However by comparing he found that his salary is quite same as the others
in other organization. So he felt goos and got motivated to work for the industry at the same
time. Now,when Mr.Jasim Uddin workin as the supervisor in the organization was asked about
his motivation he also gave answers quite similar toMr.Abdul Latif. From that we came to know
that he was also highly motivated and without knowing he used equity theory as he compared
himself to the other functional supervisors of the company. Then he found that he and other
supervisors are equally treated. The Facilities provided to them were almost the same, and also
the salary level were equal in there. So basically he used the other-inside comparison of the
theory, and the result was positive. In this way using the equity theory he got motivated. Lastly,
we talked with Mr. Shah Alam, who is a simple employee in Fareast knitting and dyeing
industries. We found him equally motivated as the previous persons and answered our questions.
He talked about the merit base promotion as his motivational factor. Under this program, the
employees who work hard they get rewards at first and if they get this reward for 3 times
consecutively then he or she gets the promotion. At that time Mr.Shah alam got 1 reward! So he
was deter minded to get it for 2 times more. Now as we know that If the employees are
promoted to the higher level they achieve more autonomy which helps them to work more
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effectively and they as well earn more responsibility. Through their responsibilities they
contribute more towards companys goal. Here, all the employees are trying equally to achieve
the promotion and the rewards are given to the eligible person. So equity is maintained through
all the employees. Basically all these initiatives are linked with our equity theory. Every
employees were comparing their work efforts within themselves in the organization.
In these ways mentioned above, using the equity theory employees are motivated in our beloved
organization.

Chapter 5

Expectancy Theory:
In expectancy theory, an employee will be motivated to exert a high level of effort if the
employee believes that effort will lead to a good performance appraisal that a good appraisal will
lead to organizational rewards such as salary increment, bonus, promotion etc. Since Far East
knitting and Dyeing Industry offers performance based increment, the employees input their best
effort to achieve the high level of performance. The effort they are exerting is not only meeting
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the targeted goal of the company, it is also fulfilling their personal goals as well. That is, every
employee has their own needs which they want or expect to fulfill. But it can only be fulfilled
when they get an increment from the company. Here, in Far East knitting and Dyeing Industry,
performance based increment of gross salary acts as an organizational reward for the employees
which helps them to achieve their personal goal. Moreover, this expectancy theory of motivation
keeps the employees to be more hard working and committed to the company works. The
Performance Based Increment could also be related to the variable ratio because rewards given at
a variable amount of output. Because here we can notice that if any of those groups are able to
attain 15% extra production, then that group will get 15% of gross salary each. Thus, if they are
able to produce 20% extra production then they will get 20% of gross salary each so it varies
depending on their production. In performance based increment according to the extra
production an employee will get extra gross salary. In this program the supervisor divides the
worker into groups setting a goal for each group. Thus each group competes with each other with
their best effort for better production and gets the gross salary.

The Attendance Bonus is given on the workers response like more presence & a less
absenteeism. Here the Authority expects a huge number of existences of the workers & he must
provide a reward for that so that the employees are more concerned about their attendance &
similarly it must improve his performance as they would get a good inducement. This theory
goes along with the fixed-interval reinforcement theory.
Recommendation and Conclusion

Recommendation
Far East Knitting and Dyeing Industry is doing well with their production as their workers are
satisfied and producing well. However after analyzing the data we can say that they could
introduce some more process and policies to make their employees more motivated to do their
job.

They should provide more pleasure trip for the workers

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They should provide some kind of reward for best behavior as the workers are not at their

best when they work

They could offer transportation to the workers

Conclusion
After analyzing the information we can say that Far East Knitting and Dyeing Industry has a well
balanced human resource management who are very organized and put up a lot of work to
motivate its workers. They know how to maintain the employees need and use it to make the
company an effective workforce.

Reference:
Text Book:
Robbins, Stephen P & Judge, Timothy A (2010) Organizational Behavior, 13th Edition, Pearson
Education International .

Organization:
Far East Knitting and Dying Industries (FKDIL)
East Chandura, Kaliakoir, Gazipur

Links:
http://changingminds.org/explanations/theories/a_motivation.htm

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www.fareastknit.com

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