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Internship Report On

“A STUDY ON JOB SATISFACTION OF

EMPLOYEES AT NHT FASHIONS LTD”

[This internship report is submitted for the partial fulfillment of the degree of Bachelor
of Business Administration (BBA) with major in management]

Department of Management

University of Chittagong

11th December, 2018

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“A STUDY ON JOB SATISFACTION OF

EMPLOYEES AT NHT FASHIONS LTD”

Submitted to

Dr. Mohammad Khaled Afzal

Professor

Department of Management

University of Chittagong.

Submitted by

Md. Mynuddin Ryhan

ID No: 13302119
8th Semester, BBA Program
Session: 2012-13
Department of Management
University of Chittagong

Date of Submission: 11th December, 2018

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Letter of Submission
Date: 11th December, 2018
To
Dr. Mohammad Khaled Afzal

Professor

Department of Management

University of Chittagong.

Subject: Submission of Internship Report.

Dear Sir,

I have great pleasure to submit you my internship report on “A STUDY ON JOB

SATISFACTION OF EMPLOYEES AT NHT FASHIONS LTD”. It is a fantastic
opportunity for me to prepare the report under your guidance, which really is a great
experience. During preparation of this report, I have tried my best to ensure
completeness.

I have put my best effort to overcome my shortcoming and prepare the report to the best
of my ability. However, if any clarifications are required, I would always be available.

Yours Sincerely,

--------------------------------

Md. Mynuddin Ryhan

ID No: 13302119
Session: 2012-13
Department of Management
University of Chittagong.
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Acknowledgements
At first I thanks to Almighty Allah to give me ability and strength to complete my intern
report. Then, I would like to express my gratitude, sincere appreciation and profound
respect to my internship supervisor Professor Dr. Mohammad Khaled Afzal,
Department of Management, University of Chittagong for his generous help, kind
supervision and valuable guidance throughout my internship period.

I am grateful and like to give my heartiest thanks to our honorable Professor Dr. Md.
Sahidur Rahman, Chairman, Department of Management and Professor A.K.M
Tafzal Haque, Co-ordinator of the internship program, Department of
Management in University of Chittagong and also to my respective teachers Professor
Dr. Mohammad Harisur Rahman Howladar for providing an overall guidelines about
my internship report.

I would also like to express my sincere gratitude to Major Sadin Tayyeb (Retd), Head
of HR & Admin of Pacific Jeans Group for allowing me to complete my internship in
one of their reputed units NHT Fashions Ltd.

Also thanks to Mr. Syed Alauddin, Manager of NHT Fashions Ltd. and Mr. Victor
Hor, Corporate HR & Administration Manager for their kind support and coordination.

My grateful thanks also goes to Mr. Farhad Yusuf, Assistant Manager of HR & Admin
in NHT Fashions Ltd for his support and continuous guidance throughout my internship
journey in the company. The generous support is greatly appreciated.

Finally, I express my sincere thanks to all those officials who have either directly or
indirectly helped me in my study.
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Supervisor’s Declaration
I am happy to certify that the internship report on NHT Fashions Limited, a unit od
Pacific Jeans Group, titled “A STUDY ON JOB SATISFACTION OF EMPLOYEES AT
NHT FASHIONS LTD” is prepared by a student of Bachelor of Business Administration
in Management. It is made by Md. Mynuddin Ryhan, ID: 13302119, 8th Semester
BBA program, Session: 2012-2013, for submission at the Department of Management
under the Faculty of Business administration, University of Chittagong. This report is
made for the fulfillment of the requirements for the degree of Bachelor of Business
Administration. I certify that this work and contents of this report has been conducted
under my supervision.

He is permitted to submit the Report.

—————————
(Supervisor)
Dr. Mohammad Khaled Afzal

Professor

Department of Management

University of Chittagong.
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Executive Summary
The study is based on employee’s job satisfaction in NHT Fashions Ltd, a unit of Pacific
Jeans Group. A happy employee is a productive employee. Thereby job satisfaction is
very important. Job satisfaction implies doing a job one enjoy, doing it well, and being
suitably rewarded for one effort. Job satisfaction further implies enthusiasm and
happiness with one’s work.
Both primary and secondary data are collected for the study. Primary data are collected
through a survey among management employees. Large scale study was not possible due
to time constraints. Moreover due to busy work schedules of the employees, there is a
chance that responses to the questionnaires may be with lack of full concentration.
NHT Fashions Ltd is a unit of Pacific Jeans Group which is one of the leading RMG
manufacturer in the country. The company has the good reputation all over the country in
term of their Product Quality. However it is unknown fact that whether their employee
are really satisfied with their jobs. Hence the study evaluates the fact of their employee’s
job satisfaction.
The objectives of the study were to understand the satisfaction level of an employee,
analyzing correlation and regression, locate the problems and prospect and provide
recommendations regarding to this.
A methodological research was conducted to prepare the report. Methodologies used for
achieving these objectives are data collection through survey, analysis, feedback from
the employees.

Theoretical Aspects of Job Satisfaction is also included in the study.

Job satisfaction largely depends on the number of interrelated components such as
workplace, salary, training, lack of gender discrimination, neutral promotion policies.
The study tries to evaluate how human resource factors affect the satisfaction level of
employees in NHT Fashions Ltd. It assesses how far welfare and financial factors
motivate the employees in the company. The study also attempts to analyze the opinion
of employees towards the working life in the company.
Final findings of the research are represented here. Different employee’s satisfaction
level depends on how he could perform in his work environment and how he has been
treated in that particular environment along with various factors specifically; Poloicy
&mission, Non-monetary compensation, Career Enhancement and Monetary
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compensation.

Recommendations are also represented on the basis of the problems has found. It
contains some recommendations to improving the way of employee’s job satisfaction at
NHT Fashion Limited. Factors that have lower satisfaction level needed to be checked
for improving employees’ satisfaction level at Current job & Current Company.
Company needs to be more emphasized on overall job environment & monetary
compensation to make the employees fully satisfied.

Before presenting the conclusion of this report it is important to mention that there may
have some lack in data due to time shortness. This report tried to represent the Job
Satisfaction of the employees at NHT Fashion Ltd, find out the flaws or lacking and
make some recommendation which may better their situation. This report may be useful
for designing any further study to evaluate the Job Satisfaction level provided by the
company.
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Table of Contents

Serial No Contents Page No

Chapter One: INTRODUCTION
1.1 Introduction 11
1.2 Objectives of the Study 12
1.3 Scope of the Study 12-13
1.4 Methods of the Study 13-6
1.5 Limitations of the Study 17
Chapter Two: NHT FASHIONS LTD: COMPANY PROFILE
2 Company Profile 19-31
Chapter Three: Theoretical Aspect of HRM
3.1 Job Satisfaction 33
3.2 Importance of Job Satisfaction 33-35
3.3 Effect of job dissatisfaction: 36-37
3.3 Measuring Job Satisfaction 37-39
3.4 Factors of Job Satisfaction 40
Chapter Four : FINDINGS & DISCUSSION
4.1 Analysis and Interpretation of Data 42
4.2 Bar diagram of 4 independent variables 43-46
4.3 Analysis of Mean & Standard Deviation for 47
all graphs

4.4 Analysis of Correlation 48-50

4.5 Causal analysis of Job Satisfaction on factors 51-53

influencing Job Satisfaction:
Chapter 5: SWOT ANALYSIS OF NHT FASHIONS LTD.
5.1 Strengths 55
5.2 Weakness 55
5.3 Opportunities 55
5.4 Threats 55
Chapter Six : AREAS OF IMPROVEMENT, RECOMMENDATIONS &
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CONCULSION
6.1 Problems regarding Job Satisfaction of the 57
Company
6.2 Recommendations for Improvement 57
6.3 Conclusion 58
Chapter Seven : Lessons From Internship
7 Lessons from Internship 60
References 61-62
Appendices 62-67
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CHAPTER ONE
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1.1 Introduction

Each and every employee needs to be motivated constantly throughout his/her stay in the
Organization. An employee needs to be encouraged to put his/her best for the
organization. He/she needs to be made comfortable to put all his efforts and achieve both
organizational and personal goal. Thus it has become very essential to increase Job
satisfaction which support every employee and make them feel valuable. Improving
employee satisfaction can increase productivity and profitability while also reducing
employee absenteeism and turnover. Sometimes it is argued that financial incentives are
no longer enough to motivate employees. As a result, several organizations are focusing
on non-financial incentives to enhance employee motivation. There is no denying the
fact that motivational techniques are beneficial to help employees both personally and
professionally. It will also help to find the level of employee satisfaction and its direct
impact on their performance. The study based on employee satisfaction in NHT Fashions
Ltd.

NHT fashions Ltd is a world class casual wear manufacturing company. The key element
of success of the company is its target driven highly motivated human resources.
"Respect and trust for individuals" is the core corporate value of the company. The
company has been able to infuse this value in its organization by accommodating change
and embracing openness and transparency, appreciating every individual’s positive
efforts. This philosophy ensures a healthy working environment and decentralization of
decision making authority which helped the company to grow sustainably.
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1.2 Objectives of the Study

Objectives of the study can be divided into two parts:
1.2.1 Broad Objectives:
The broad objective of the study is to find out of Employees Job satisfaction level in
NHT Fashions Ltd.
1.2.2 Specific Objectives:
1. To familiarize with the corporate environment
2. To evaluate the factors those are affecting Employees Satisfaction level of NHT
Fashion Limited
3. To investigate correlation & regression between the factors affecting Job
satisfaction level of employees
4. To formulate the problems relating to job satisfaction of employees of NHT Fashion
Limited

5. To propose prospects & provide some realistic recommendation to increase job

satisfaction level.

1.3 Scope of the Study

The scope of the study is confined within NHT Fashion Limited (NHT). This report is all
about the employee’s Job satisfaction at NHT Fashion Limited. The report is prepared to
fulfill the requirement of the internship program of the BBA Degree in Department of
Management, University of Chittagong.

The study report is prepared in term of 8 weeks of internship program. I got the
opportunity to work as an intern in NHT Fashion Limited (NHT). So I decided to make
an internship report about employee’s job satisfaction in NHT.

I had chosen 5 departments to collect the respective data for my study. I had conducted
my studies with the employees of NHT.

This survey was conducted by collecting the data from the employees (Manager,
Assistant Manager, Senior Executives, and Junior Executives etc.) who were available to
respond from the selected department. And data collected from selected area because of
their employee’s heavy work load. During my internship
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program I have tried to communicate with maximum employees of the company and
reflected the same in the report.

Moreover the studies will help how the organization can improve the job satisfaction
level of their employees. But due to their confidentiality issues some aspects were kept
concealed.

No comparisons will be made with other organizations. Protect the privacy of individuals
responding to questionnaires.

1.4 Methods of the Study:

Questionnaire Arrangement of Findings &

Making Survey Elements Discussion

Selection of Job Problems

Satisfaction Data Analyzing Identification and
Factors Recommendations

Knowledge
Data Collection
Building

Figure: Flowchart of research methodology

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Research Strategy:

Various books, Journals and annual report are being used to build up the basic
knowledge for the study. It is better to follow survey method to collect data from the
respondent through questionnaire. Because we need to collect data directly from the
source and this is the primary data and this data is needed to be collected by using
questionnaire. So it’s better to follow the survey method.

Since survey method is used so it is better to follow quantitative method rather than
qualitative method. So our research technique & procedure is Quantitative.

Sampling Design:

Population: Total no. of employees of NHT Fashion Limited is the population of my

research. There are 4400 employees in NHT.

Sampling Mapping: Enlisting all the employees of NHT Fashion Limited is my sampling
mapping.

These are the representation of the sampling mapping:

Age Based Frequency

Age Frequency

Below 30 year 21

31-40 year 4

Total 25

Gender Based Frequency

Gender Frequency

Male 22

Female 3
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Total 25

Designation Based Frequency

Designation Frequency
Senior Management 6
Senior Executive 9
Junior Executive 10
Total 25
Work Experience Based Frequency

Length Of Employment Frequency

1-3 years 19
4-6 years 3
Above 6 years 3
Total 25

Sampling Technique:

In this research,

Time constraints exist.

There are some difficulties exist to get access in all areas.

Considering all of this, it will be difficult to follow probability sampling. So it is better to

follow non probability sampling. Among all the non-probability sampling methods,
convenient sampling is the best for business and social studies. That’s why it would be
better to follow the convenient sampling for data collection from respondent and analysis
of it.

Sample Size:

Determination of sample size depends on number of population. As our population is

4400 with 95% confidence level & 5% error margin, the minimum sample size should be
299. So according to this our sample size is 299 (Source: Zikmund, Babin, Carr, &
Griffin, 2010, P: 437, Table: 7.1)
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But because of the various constraints like time, Confidentiality etc., I would like to
select 25 samples for my study.

Procedure of Data Collection:

In this research we use questionnaire to collect data from respondent. In first stage, the
questionnaire had been collected from published paper; then delivered it to the
respondent and asked the respondents to fill it up.

The primary instrument for survey research is established questionnaire. Questionnaire

method is widely used because it is cost effective, saves time and data can be collected at
a short period of time Invalid source specified.

Questionnaires were filled up by the respondent themselves (self-oriented).

Questionnaire type is close ended as respondents were specific alternative responses (5

response category). Measuring scale used for questionnaire is 5 Likert Scale where
respondent indicate their response by checking how strongly they agree or disagree with
constructed statements.

Data Analysis Tools:

After collecting data from survey method, those data had analyzed by Microsoft Excel
and showed those data into the form of excel table and graph chart. The SPSS (Statistical
Package for Social Science) software version 21.0 used to code and analyze the data
collected through the questionnaire. The statistical analysis methods that are used to
analysis and explain are correlation analysis and regression analysis
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1.5 Limitations of the Study

Everything has a limitation but the level may be more or less.

1. The study was confined to only one organization.

2. The main obstacles while preparing this report was time. As the tenure of
internship program was very short, it was not possible to highlight everything
very deeply.
3. Confidentiality of the organization was another barrier that hindered this study.
Every company has its secrecy that they won`t share with anyone outside the
company. So, NHT did not share enough information for the sake of their
confidentiality.
4. Faced some difficulties to communicate with the company’s general manager or
department head due to their heavy work load. So, they could not give me much
time.
5. Published information is not up to date.
6. Respondents have fear of authority to give accurate answer.

It would be hoped that the study will be evaluated subjected to the recognition of the
above mentioned shortcomings.
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CHAPTER TWO

COMPANY PROFILE

NHT FASHIONS LTD

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Company’s Origin:

Mr. M Nasir Uddin, the managing director of Pacific Jeans Group, started a factory,
NZN Fashion Ltd, in 1984 with only 500 people. The factory began manufacturing jeans
for an Italian brand in the following year when there was no denim laundry in the
country. The factory used to stitch the jeans and ship them unwashed to Italy. Mr. M
Nasir Uddin established the first denim laundry in Bangladesh in 1986. In 1994, He set
up Pacific Jeans Ltd in Chittagong Export Processing Zone with 1,500 people. In 2000,
another production facility, Jeans 2000 Ltd was established. In 2008 Pacific Jeans Group
expanded further with Universal Jeans Ltd. And the latest addition in 2014 is NHT
Fashion Ltd.

NHT at a glance

 Location Plot# 20-22, Sector-5, Chittagong Export Processing

Zone, Chittagong, Bangladesh.
 Type of company Private Limited Company

 Category of the Company ‘C’ Type (100% Bangladeshi ownership)

 Number of Board of Directors 06

 Number of Employees 4400 approximately

 Daily Production Capacity 20000 pieces of jeans approximately

 Working Hour 8.00 A.M to 4.30 P.M with 30 minutes lunch break.

 Work Environment  Respect for Individuals

 Healthy working environment and decentralization of
decision making authority.
 Openness and Transparency
 Long term and healthy interpersonal relationship in the
organization.

 Workers’ Council There is no Labor Union exists. Workers express their

opinions through Workers’ Representative and Welfare
Committee (WRWC).
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VISION

“Be a Global Life wear Solution Company.”

MISSION

“Hit the Billion by 2028.”

VALUES

Innovations
 We believe in continuous improvement.
 We challenge the status quo.
 We build on our success and learn from our failures.
 We focus on finding solutions.
 We accept the change is inevitable and that adaptability
 determines future success
 We celebrate and reward creativity.
Speed
 We move fast, fast is better than slow.
 We have a "Can Do" (positive) attitude.
 We drive for result.
 We act with sense of urgency.
 We Work efficiently.
 We believe in productivity.
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Quality
 Quality for us means TOTAL CUSTOMER SATISFACTION.
 Quality is the responsibility of every employee of Pacific Jeans Group.
 We do well, what we do.
 We hold ourselves accountable for result.
 For us quality is a journey to excellence, not a destination.
 We take pride in our work.
Integrity
 We do the right thing in right way.
 We act with honesty, commitment and ethics.
 We assure compliance with laws, rules and regulations.
 We show respect and value for all individuals for their diverse backgrounds, experiences, style,
approach, and ideas.
 We assure proper use of company's assets.
Sustainability
 We are responsible employer. We provide a dynamic and supportive working environment.
 We run our business successfully, that satisfies the needs of our customers, our shareholders and
our employees.
 We believe in sustainable profitability & growth.
 We strive to minimize negative impact on the environment.
 We follow sustainable, safe and environment friendly production method.

Products:

NHT Fashions Limited is a 100% export-oriented manufacturer of branded fashion jeans

and casual wear for various genders and age groups.

Men’s Trousers: Ladies Trousers:

Denim Shorts
Garment Dye Long Denim
Chino Skirts: Kids Wear
Bermuda Denim
Shorts, and Five Pocket Garment Dye
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Raw Materials

Raw materials which are used for production purposes are as follows:
 Fabric,
 Zipper, Buttons
 Chemicals
 Carton Raw Materials:
1) Liner paper
2) Medium Paper
3) Starch Powder
4) Master Gum
5) Silicon Gum
6) Ink
7) Stitching wear.
 Embroidery raw materials:
1) Thread
2) Interlining
3) TC Lining

Countries from where Raw Materials are imported

Fabrics and Accessories Chemicals

India Italy
Pakistan Germany
Japan Turkey
Thailand Spain
India
Singapore
Sri Lanka
Malaysia
Thailand
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Departments:

 Accounts & Finance Department

 Audit & Risk Assurance Department 

 HR Department

 Research & Development Department

 Production and Accounting Department 

 Material Control Department (MCD)

 Computer Aided Design (CAD)

 Quality Assurance Department (QAD)

 Design and Development Department

 Industrial Engineering Department

Accounts & Finance Department:

Accounting department prepare payroll for employees, give payments to workers and
write checks for staffs. They manage accounts of the company. Maintain records of
supplier payment and follow up with buyers for pending payment. This department is
involved in all kind payment and cash management.

HR Department:

 This department is concern about the social issue of the employee. They look
after recruiting and employee welfare.
 This department maintains employee attendance and absent records.
 Handle labor issues.
 Factory compliance and social compliance.
 New employee orientation.

Research & Development Department:

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R&D team are comprising fashion designers, textile engineers, washing experts, effect
creators from Asia and Europe and a very modern design studio including state of the art
LAB facilities to monitor production and testing at every stage of the process, from
prototyping to the end product.

Production Planning & Control Department:

Production planning department is responsible for planning and scheduling orders. This
department is known as PPC department. They execute production and do follow with all
production processes. Production planning and scheduling of activities are essential to
procure raw material on time, complete production activities on time and able handover
shipment on time.

Material Control Department (MCD):

Material control department (MCD) of garment industry has to do several tasks to

expedite production. They have to execute following tasks smoothly:

1. Documents
2. Receive
3. Inventory.
4. Issue
5. Balance
Computer Aided Design (CAD):

Computer aided design (CAD) is the use of computer technology for design of objects
real or virtual. CAD often involves more than just shapes. As in the manual drafting of
technical and engineering drawings, the output of CAD must convey information such as
materials, processes, dimensions and tolerances, according to application-specific
conventions. CAD maybe used to design curves and figures in two-dimensional (2D)
space or curves, surfaces and solids in three-dimensional (3D) objects.

Quality Assurance Department (QAD):

Responsibilities of the quality control department may vary organization to organization

but main activities almost remain the same. Activities of the Quality control department
are as follows.
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 Setting up Quality Standards

 Establishing Quality SOP
 Quality Assurance
 Quality Control activities at the Pre-production stage:
 Auditing inward fabric and trims and ensuring only quality goods are accepted.
 Involvement in product development and sampling stage and take care of quality
aspects of samples.
 Ensure that no faulty fabric is sent for cutting. If a minor fault is present in the fabric,
defects should be marked on the fabric and the same thing must be communicated to
the cutting department.

Design and Development Department:

Apparel design department is responsible for product development. They focus on

developing garment designs in similar product categories the company does its business.
Designers develop new design collection every season. Designers make designs as per
the latest trends and buyers test. For big manufacturers, the designing department plays
an important role in retaining customers by showing new designs to their buyers in every
season.

Industrial Engineering Department:

Industrial Engineering department assists production department in setting line,

improving production and measuring production performance. Major activities of
Industrial Engineering department are product analysis, making operation bulletin,
calculating garment SAM, and making line layout and workstation layout. They capture
production data and prepare daily production report.
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Corporate Organogram of NHT Fashions Ltd.

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Major Buyers:

Banks:

Insurance:
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Process involved in Production:

i. In house Design -Innovation Centre and R&D

The company has well-equipped innovation Centre and R&D which is the design wing of
the company, intensely working on value addition and new product innovation based on
upcoming fashion trends, seasonal trends, market research, and new idea generation in joint
collaboration with the design teams of the international brands.

ii. Cutting:
 All units are well equipped with auto spreader and auto cutter (GERBER / LECTRA) to
ensure maximum output and highest efficiency level along with manual cutting facility
to have flexibility.
 “Intello Cut- Fabric Cut Planning Automation Solutions” are used to achieve maximum
fabric utilization and allow for quality cutting.
 Cutting units are specialized to work with stretch and super stretch fabrics.

iii. Sewing:
 The company is well known for implementing highest possible automation of sewing
technology in Bangladesh.
 Sewing units are capable enough to produce basic 5pkt jeans, fashion jeans, chinos,
cargo shorts & trousers, skirts etc. at a very high level of consistency and quality with
zero defects. Every line is designed with specialized and high tech machines operated by
skilled workforce under the supervision of experienced mid-level management.
 All units have separate facilities of embroidery and printing which strengthen sewing
capability.
 P a g e | 29

 Production process engineering in sewing is followed through GSD method.

iv. Dry process:

 The company has well established facility to do scrapping, sponging, tacking, whiskers,
chevrons, hot spots, grinding patch/repair, bleach spots, laser blasting, resin application/
3D, tie effect, pigment and local tint application etc. However, due to environmental and
health awareness issues the company has stopped doing sandblasting.
 The dry process units are run by latest technology and highly experienced technicians
with thorough understanding about the fashion aesthetics and signature of different
brand.

v. Wet process:
 The company has the capability to diverse range of washes and finishes such as Rinse
Wash, Enzyme wash, Enzyme Stone wash, Towel bleach wash, PP bleach/Acid wash,
and Chlorine bleach wash.
 The Company uses imported Italian Stone for Stone washing purpose.
 Wet processes are well equipped with technologically advanced washing machines,
dryers and ozone machines to get high productivity and consistent quality.
 The core strength of company’s wet process is less water technology, highly experienced
technicians and wet process experts who are relentlessly working on offer innovations,
new finishes and solutions for valued customers.

vi. Finishing
 100% Quality inspection in different stage with a factory AQL (Acceptance Quality
Limit) 1.
 Proper conditioning process to avoid moisture.
 Metal detector testing before packing to ensure no harmful metal particle is in the
garment.

vii. Quality Control Process

The company never compromise for Good Quality & Continuous Improvement on QMS to
Safeguard Products.
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 Strict check points in each process of pre-production and production ensures supreme
quality of products.
 100% bulk fabric shrinkage, skewness and color shade checking before cutting.
 In process quality control for 100% garments and 7-0 random inspection procedure with
corrective action plan for the RED alert.
 The FQC (Factory Quality Controller) Team is responsible to ensure “0” defect
garments beyond the factory AQL i.e. 1.

viii. Testing Laboratory

The company has an in-house fully functional lab which

 Performs more than forty different kinds of Physical test, Chemical tests, Dimensional
stability test and Colorfastness tests.
 Is able to perform physical & chemical test in JIS, AATTC, and ISO method.
 Is approved by the company’s valued buyers UNIQLO, GAP, and H&M and where all
the required tests by the buyers are executed.
 Accredited by Bureau Veritas (BV). The lab results are as accurate as well-reputed
testing companies because it performs the tests with same equipment as the reputed
testing companies and they are conducted by certified lab technicians.

Environmental Initiatives

 The Company has Effluent Treatment Plant in each unit to purify the waste water which
is reused or released to a sanitary sewer or to a surface water in the environment.
 Heavily invested on high tech machines, highly reflective flooring and energy efficient
light source.
 Generates energy using waste heat which has substantially reduced energy consumption.

Sustainable Product Initiatives

 Collaboration with Jean logia for sustainable washes using Ozone, Laser & e-flow
technology.
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 Measuring environmental sustainability by EIM (Environmental Impact Measuring)

software.
 Collaboration with global chemical suppliers for green screen chemistry.
 Partnering with H&M for the sustainable line Conscious Denim using less water, less
energy & low EIM score.

Certification

CODE OF CONDUCT OF THE COMPANY

 Bangladesh Labor Act 2006

 BEPZA Law
 Buyer’s CO
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Chapter Three
Job Satisfaction in Literature
 P a g e | 33

3.1 Defining Job Satisfaction:

Job satisfaction as a feeling that can produce a positive or negative effect toward one’s roles
and responsibilities at work and added that it is important to understand the concept of job
satisfaction as there is no single way to satisfy all workers in the workplace.

(Greenberg and Baron, 2008)

Job satisfaction is also defined as positive feelings about one’s job based on one’s evaluation
of the characteristics of the job.

(Robbins & Judge, 2007)

Job satisfaction can also be defined as a worker’s emotional response to different job related
factors resulting in finding pleasure, comfort, confidence, rewards, personal growth and
various positive opportunities, including upward mobility, recognition and appraisal done on
a merit pattern with monetary value as compensation.

(George & Jones, 2005)

3.2 Importance of Job Satisfaction:

Importance of job satisfaction are;

 Lower Turnover.
 Higher Productivity.
 Increased Customer Satisfaction.
 Employee Absenteeism.
 Helps to Earn Higher Revenues.
 Satisfied Employees Tend to Handle Pressure.

Lower Turnover: Turnover can be one of the highest costs attributed to the KR department.
Retaining workers help to create a better environment, and makes it easier to recruit quality
talent and save money. A person is more likely to be actively searching for another job if
they have low satisfaction; whereas, a person who is satisfied with their job is less likely to
be job seeking.
 P a g e | 34

Higher Productivity: Irrespective of job title and pay grade, employees who report high job
satisfaction tend to achieve higher productivity. When someone is happy with their job, they
focus well and they pay attention to their tasks. They seem themselves responsible and
accountable for achieving the organizational goal that does make them happy. When one
member of a team displays high productivity, it is natural for other members of the team to
try to increase productivity at the desired level.

Increased Customer Satisfaction: Keeping employees safe and satisfied can lead to higher
sales, lower costs and a stronger bottom line. Basically, profit can be earned by selling, the
products or giving services to the customers. If the employees are satisfied with their job
then they can give better customer service and we know that customer retention and loyalty
are dependent on the basis of the given service of the employees. If customers’ loyalty is
increased, automatically it will lead to increase profit.

Loyalty: When employees feel the company has their best interests at heart, they often
support its mission and work hard to achieve its objectives. In this situation, job satisfaction
and the level of loyalty of that employee will be increased. And, they may be more likely to
tell their friends, which helps to spread goodwill.

Employee Absenteeism: It is likely that a satisfied worker may miss work due to illness or
personal matters, while an unsatisfied worker is more likely to take “mental health” days,
i.e. days off not due to illness or personal reason. When people are .satisfied with their job
they may be more likely to attend work even if they have a cold; however, if they are not
satisfied with their job, they will be more likely to call in sick even when they are well
enough, to work.

Helps to Earn Higher Revenues: No amount of training or motivation-would help, unless

and until individuals develop a feeling of attachment and loyalty towards their organization.
Employees waste half of their time fighting with their counterparts or sorting out issues with
them. Satisfied employees are the happy employees who willingly help their fellow workers
and cooperate with the organization even during emergency situations. For them, their
organization comes first, everything else later. They do not come to office just for money
but because they really feel for the organization and believe in its goals and objectives.
 P a g e | 35

Instead of wasting their time in gossiping and waiting around they believe in doing
productive work eventually benefitting the organization. They take pride in representing
their respective organization and work hard to ensure higher revenues for the organization.

Satisfied Employees Tend to Handle Pressure: Employees who are happy with their jobs
are willing to participate in training programs and are eager to learn new technologies,
software which would eventually help them in their professional career. Satisfied employees
accept challenges with a big smile and deliver even in the worst of circumstances. Employee
satisfaction is of utmost importance for employees to remain happy and also deliver their
level best. Satisfied employees are the ones who are extremely loyal towards their
organization and stick to it even in the worst scenario. They do not work out of any
compulsion but because they dream of taking their organization to a new level. Employees
need to be passionate towards their work and passion comes only when employees are
satisfied with their job and organization on the whole.

(“Importance of Job Satisfaction (Explained)”, n.d.)

 P a g e | 36

3.3 Effect of job dissatisfaction:

Employee satisfaction is important to your company's overall success. The impact of

dissatisfied employees can range from high turnover and low productivity to a loss in
revenue and poor customer service. While a company's philosophy, mission and values are
fundamental to success, human capital is an organization's most valuable asset. Your
organization's human capital -- its employees -- must be fully engaged and satisfied to keep
your business running.

(Mayhew, 2017)

Workforce Productivity Dissatisfied employees tend to spend less time focusing on

their job duties and more time discussing with family, friends and coworkers why they are
unhappy at work. Lack of motivation and attention to detail are the results of dissatisfied
employees, which translates to low productivity. Consequently, companies whose
employees' productivity levels are low also experience loss of profits. Satisfied employees
make the most of their work time, producing quality products and services.

(Mayhew, 2017)

Customer Retention: Customer loyalty declines when employees are dissatisfied with
their jobs. Employee satisfaction is one of the points HCL Technologies CEO Vineet Nayar
explains in his Forbes website article titled "Why I Put My Employees Ahead of My
Customers." Nayar states that "Employees First, Customers Second is a management
approach. It is a philosophy, a set of ideas, a way of looking at strategy and competitive
advantage." Satisfied employees, according to Nayar, are excited about doing their jobs.
Employees who enjoy what they do -- especially employees in the customer service arena --
are more likely to interact with customers and clients in a much more positively and
cheerfully. An oft-used business tenet is that happy employees equal happy customers.

(Mayhew, 2017)

Employee Turnover: When employees are terminated or resign, turnover analyses

reveal that overall dissatisfaction is the cause for poor performance or the decision to leave.
 P a g e | 37

Consumed with looking for work that motivates them and finding a company that
appreciates their efforts, employees slip into patterns of poor performance or simply quit.
Turnover is costly. As turnover rates increase, dissatisfaction can spread throughout the
workplace, encouraging others to find employment elsewhere. Employee retention, a
workplace measurement related to turnover, can be extremely difficult in an environment
where employees are frequently dissatisfied with their jobs or working conditions.

(Mayhew, 2017)

Business Reputation: Employees are the face of your organization, which means your
business reputation depends on employees' behavior, actions and performance. Improving
employee satisfaction can work wonders for the way your business is viewed by
competitors, customers, clients and people interested in working for you. Employee
dissatisfaction impacts your ability to reach certain business markets as well as your ability
to recruit qualified applicants. Business failure can be linked to variables such as financial
distress or economic hardship; however, employees who are dissatisfied with their jobs and
the company they work for can have a tremendous impact on your reputation and success.

(Mayhew, 2017)

3.4 Measuring Job Satisfaction:

Most used approaches to measuring job satisfaction of the employees are;

1. Single Global Rating.

2. Summation Score.
 Job Diagnostic Survey.
 Job Satisfaction Index.
 Job Satisfaction Survey.
 Minnesota Satisfaction Questionnaire.
 Job Satisfaction Relative to Expectations.
 Global Job Satisfaction.
 Job Descriptive Index (JDI).
 P a g e | 38

Single Global Rating The single, global rating method is nothing more than asking
individuals to respond to one question such as “All things considered, how satisfied are you
with your job?
Summation Score: It identifies key elements in a job and asks for the employee’s feelings
about each. Typical factors that would be included are the nature of the work, supervision,
present pay, promotion opportunities, and relation with co-workers.
Beside this, in summation score, many researchers used so many ways of measuring job
satisfaction.
Job Descriptive Index (JDI)
In 1969, this was originally developed by Smith, Kendall, and Hulin. There are 72 items in
this index which assess five facets of job satisfaction which includes: the work, pay,
promotions, supervision, and coworkers. Through the combination of ratings of satisfaction
with the faces, a composite measure of job satisfaction is determined.
Global Job Satisfaction
In 1979, Warr, Cook, and Wall developed this measure which includes 15 items to
determine overall job satisfaction.
Two subscales are used for extrinsic and intrinsic aspects of the job. The extrinsic section
has eight items and the intrinsic has seven items.
Job Satisfaction Relative to Expectations
Bacharach, Bamberger, and Conley developed this measure.
It assesses the degree of agreement between the perceived quality of broad aspects of a job
and employee expectations.
It is most effective to determine how job stresses, role conflicts, or role ambiguities can
hinder an employee from meeting job expectations.
Minnesota Satisfaction Questionnaire
The long form of this survey is made up of 100 questions based on 20 subscales which
measure satisfaction with ability, utilization, achievement, activity, advancement, authority,
company policies and practices, compensation, co-workers, creativity, independence, moral
values, recognition, responsibility, security, social service, social status, supervision- human
relations, supervision-technical variety, and working conditions.
 P a g e | 39

Job Satisfaction Survey

This was developed by Spector and contains 36 items based on nine job facets. The job
facets include pay, promotion, supervision, benefits, contingent rewards Operating
procedures, co-workers, nature of work and communication.
When it was initially developed, it was specific to job satisfaction in human service,
nonprofit and public organizations.
Job Satisfaction Index
Schriescheim and Tsue developed this measure. It consists of six items that form an index
which determines overall job satisfaction. The items are the work, supervision, co-workers,
pay, promotion opportunities, and the job in general.
Job Diagnostic Survey
Hackman and Oldham developed this survey which measures both overall and specific
facets of job satisfaction. There are three dimensions of overall job satisfaction which
includes general satisfaction, internal work motivation, and growth satisfaction, which are
combined into a single measure. The facets which are measured on the survey include
security, compensation, co-workers, and supervision.

(“Ways of Measuring Job Satisfaction”, n.d.)

 P a g e | 40

3.5 Factors of Job Satisfaction:

Factors influencing Job Satisfaction

Fair Policies and Practice Individuals who perceive that promotion decisions are made in a
fair and just manner are likely to experience satisfaction from their jobs.
Very often employees are demotivated and dissatisfied with their jobs because unfair
policies and practices prevail at their place of work. It is therefore of utmost importance for
an organization to have a fair and equal system regarding practices and policies so that there
is no discrimination and frustration.
(“20 Factors Affecting Job Satisfaction (Explained)”, n.d.)
Monetary Compensation: Wages and salaries are recognized to be a significant but
cognitively complex (Carraher, & Buckley, 1996) and multidimensional factor in job
satisfaction. Money not only helps people attain their basic needs but is also instrumental in
providing upper-level need satisfaction. Employees often see pay as a reflection of how
management views their contribution to the organization.

(“20 Factors Affecting Job Satisfaction (Explained)”, n.d.)

Non-Monetary Compensation Non-financial rewards can have an even more substantial
impact on employee satisfaction and motivation than traditional financial rewards. A study
by the Hay Group involving around four million employees found that employees listed
work climate, career development, recognition and other non-financial issues as key reasons
for leaving a job. Even well-compensated employees may leave a company if dissatisfied
with these aspects. Companies with excellent non-financial incentive plans can attract,
motivate and retain talented people.

(Thompson, n.d)

Career Enhancement: Employees want to know that there are opportunities within the
organization to grow and advance their careers. Develop employees through coaching and
mentoring programs, leadership skill development and succession planning to help ensure employees
satisfaction.

(“13 Tips For Improving Job Satisfaction”, n.d.)

 P a g e | 41

CHAPTER FOUR
Job Satisfaction at
NHT Fashion Limited

Contents of this chapter:

1. Descriptive analysis of Job

Satisfaction level of NHT
2. Analysis of association
between Job Satisfaction &
factors influencing Job
Satisfaction
3. Causal analysis of Job
Satisfaction on factors
influencing Job Satisfaction
 P a g e | 42

4.1 Analysis and Interpretation of Data:

For the study on “Employees Satisfaction at NHT Fashion Limited, a sample survey has
been conducted and data has been collected from 25 employees. This chapter discusses
the results of the findings of the data analyzed from the questionnaires. The data is
analyzed based on the objectives and questionnaires items in presence of 25 respondents.
To evaluate the job satisfaction of the organization, I have conducted this survey on “Job
Satisfaction of Employees at NHT Fashion Limited”. The result of the survey is given
below-

In the survey of job satisfaction we used numerical values for converting and measuring
qualitative data into quantitative data. All of these are given below:

Strongly agree=5

Agree=4

Neutral=3

Disagree=2

Strongly disagree=1

Four independent variables were used to measure employee satisfaction level to find out
the results. They are

 Policy and Mission

 Non-Monetary Compensation
 Monetary Compensation
 Career Enhancement
 P a g e | 43

4.2 Bar diagram of 4 independent variables:

Policy and Mission

It is a segment of employee satisfaction measurement which has 7 sub points of factors

which were used to figure out employee reaction against company facilities and
offerings.

Figure 4.1.1 shows the level of satisfaction of the employees about the company’s policy
and mission. From this figure it can be said that all of the employees’ satisfaction level
for all sub factors values of Policy and Mission exist between 4.4 to 4.84.

Figure 4.1.1: Employees satisfaction level on policy and mission

Most of the employees were highly agreed to the sub factors of company’s policy and
mission except company’s good communication from employees to managers in the
company and good communication from manager to employees in the company.
Employees are agreed with these two subsectors
 P a g e | 44

Non-Monetary Compensation:

Non-monetary compensation is the compensation that given in transaction which does

not involve cash. There are 7 sub factors used to figure out the satisfaction under non-
monetary compensation

NON-MONETARY COMPENSATION
6
4.8 4.72 4.52 4.56
5 4.44 4.36
4.04
4
3
2
1
0
job as the sufficient tools on the job awareness of volume of easy to get people in my
opportunity to and resources training facility the work is along with department
learn that need to advancement reasonable colleagues communicate
do job opportunities sufficiently
that exist in with one
the company another

Figure 4.1.2: Non-monetary compensation of the employees

From this figure it can be said that all of the employees’ satisfaction level for all sub
factors Non-Monetary Compensation exist between 4.04 to 4.8. It can be said that most
of the employees were satisfied with the non-monetary compensation sub factors.
Among them, job as the opportunity to learn and sufficient tools and resources that need
to do job got the highly satisfaction level of the employees which were near 5 means
highly agreed.
 P a g e | 45

Career Enhancement:

Career Enhancement is the process of gaining skills, knowledge and training. This
includes 6 sub factors under Career enhancement. Figure 4.1.3 shows that the range of
satisfaction is 3.92 to 4.28

Career Enhancement
4.5 4.16 4.28 4.16
3.96 3.92 4.04
4
3.5
3
2.5
2
1.5
1
0.5
0
attachment the trust I have trust in my organisation of delegation of liberty in taking
towards my imposed on me superior for their training authority to decision
existing job by my superior encouragement programme allocate resource
for various work

Figure 4.1.3: Employees satisfaction level on career enhancement

Employees were satisfied with the career enhancement sub factors but among them, two
sub factors named I have trust in my superior for their encouragement and organization
of training program were in neutral satisfaction.
 P a g e | 46

Monetary Compensation:

Monetary Compensation is the money paid to an employee in exchange for the use of the
employee’s labor. It is one of the main tools of satisfying employees. Here 6 sub factors
used to figure out satisfaction of the employees under monetary compensation.

MONETARY COMPENSATION
4.5 4.12
3.84 3.96
4 3.68 3.72
3.52
3.5
3
2.5
2
1.5
1
0.5
0
I get decent sufficiency of availability of clarity and ability link between possibilities for
income for the income to meet scope for to understand performance and future career
job I perform family expenses schemes of non- the incentive rewards progression at
financial rewards system followed maintained by the company
by the the existing
management system

Figure 4.1.4: Satisfaction level on monetary compensation

Figure 4.1.4 represents that the range of the factors tend to be 3.52 to 4.12 . In monetary
compensation only one sub factor got the satisfaction level above 4. Other sub factors
were in neutral satisfaction but they were also in near satisfaction level near 4.

They have lower satisfaction level on link between performance and rewards maintained
by the existing system than the other sub fact
 P a g e | 47

4.3 Analysis of Mean & Standard Deviation for all graphs:

Descriptive Statistics
Mean Std. Deviation N
SATIESFIED IN CURRENT 3.9600 .78951 25
COMPANY
POLICY AND MISSION 4.7256 .27923 25
NON MONETARY 4.4916 .26967 25
COMPENSATION
CAREER ENHANCEMENT 4.0867 .43333 25
MONETARY COMPENSATION 3.8067 .52193 25

The table represents mean and standard deviation of 4 independent variable with
dependent one. All the mean & standard deviation of each independent variable is
segregated in dependent variable.

Descriptive Statistics
Mean Std. Deviation N
SATISFIED IN CURRENT JOB 3.6800 .69041 25
POLICY AND MISSION 4.7256 .27923 25
NON MONETARY 4.4916 .26967 25
COMPENSATION
CAREER ENHANCEMENT 4.0867 .43333 25
MONETARY COMPENSATION 3.8067 .52193 25

The table represents mean and standard deviation of 4 independent variable with
dependent one. All the mean & standard deviation of each independent variable is
segregated in dependent variable
 P a g e | 48

4.4 Analysis of Correlation:

Here,

SCC= Satisfaction in Current Company

SCJ= Satisfaction in Current Job

PM=Policy Mission

NMC= Non-monetary Compensation

CE=Career Enhancement

MC= Monetary Compensation

Standard Measurement
Value
Exactly -1 A perfect downhill (negative) linear relationship
-0.70 A strong downhill (negative) linear relationship
-0.50 A moderate downhill (negative) linear relationship
-0.30 A weak downhill (negative) linear relationship
0 No linear relationship
+0.30 A weak uphill (positive) linear relationship
0.50 A moderate uphill (positive) linear relationship
0.70 A strong uphill (positive) linear relationship
Exactly +1 A perfect uphill (positive) linear relationship

Source: (Rumsey, 2016)

 P a g e | 49

Correlations

SATIESFIE POLICY NON CAREE MONETARY

D IN AND MONETAR R COMPENSATI
CURRENT MISSIO Y ENHA ON
COMPAN N COMPENS NCEM
Y ATION ENT
Correla 1.000 .305 .450* .089 .187
SATIES
Spe tion
FIED IN
ar Coeffic
CURRE
ma ient
NT
n's Sig. (2- . .138 .024 .672 .372
COMPA
rho tailed)
NY
N 25 25 25 25 25

From the table, the first value of spearman correlation for the variable PM is .305. So,
the value is positive .i.e. there is a correlation between them. And the p value [.138] is
higher than the significant level 0.05 so, that means, we cannot accept relationship
between SCC and PM.

Second value of spearman correlation for the variable NMC is .450. So, the value is
positive .i.e. there is a correlation between them. And the p value [.024] is higher than
the significant level 0.05. So, that means, we cannot accept relationship between SCC
and NMC.

Third value of spearman correlation for the variable CE is .089. So, my correlation value
is positive i.e. I can say that there is a weak correlation between SCC and CE. And the p
value [.672] is higher than the significant level 0.05 so we cannot accept the correlation
between SCC and CE.

Fourth value of spearman correlation for the variable MC is .187. So, correlation value is
positive. There is a correlation between them. And the p value [.372] is higher than the
significant level 0.05 so we cannot accept that correlation between SCC and MC.
 P a g e | 50

Correlations
SATISF POLI NON CAREER MONETAR
IED IN CY MONETAR ENHANCE Y
CURRE AND Y MENT COMPENS
NT MISSI COMPENS ATION
JOB ON ATION
Correla 1.000 .489* .379 .012 -.131

SATISF tion
Spear IED IN Coeffic
man's CURRE ient
rho NT Sig. (2- . .013 .061 .953 .533

JOB tailed)

N 25 25 25 25 25
*. Correlation is significant at the 0.05 level (2-tailed).
From the table, the first value of spearman correlation for the variable PM is .489. So,
the value is positive i.e. There is weak correlation between them. And the p value [.013]
is lower than the significant level 0.05. So, that means, we can accept relationship
between SCJ and PM.

Second value of spearman correlation for the variable NMC is .379. So, correlation value
is positive. There is a correlation between SCJ and NMC. And the p value [as p value is
.061] is higher than the significant level 0.05 so we say that there is no correlation
between SCJ and NMC.

Third value of spearman correlation for the variable CE is .012. So, my correlation value
is positive. I.e. I can say that there is a weak correlation between SCJ and CE. And the p
value [.953] is higher than the significant level 0.05 so we cannot accept the correlation
between SCC and CE

Fourth value of spearman correlation for the variable MC is -.131 .so, correlation value is
negative. There is not any correlation between them. . And the p value [.533] is higher
than the significant level 0.05. So we cannot accept that correlation between SCJ and
 P a g e | 51

MC.

4.5 Causal analysis of Job Satisfaction on factors influencing Job Satisfaction:

Analysis of Regression:

Independent Variable: PM, MC, NMC & CE are independent variables.

Dependent Variable: SCC and SCJ

SATISFIED IN CURRENT COMPANY

Model Summary
Mode R R Square Adjusted R Std. Error of
l Square the Estimate
1 .540a .292 .261 .67857
a. Predictors: (Constant), NON MONETARY
COMPENSATION

Value of regression in the table indicates 𝑅 2 =292 i.e. 29.2% of variability in NMC can
be responsible for SCC.

Coefficients; table indicates the final result of this analysis. The formula of regression is

Y= a+ bx where, y=dependent variable

X=independent variable

Coefficientsa
Model Unstandardized Standardize t Sig.
Coefficients d
Coefficient
s
B Std. Error Beta
(Constant) -3.147 2.311 -1.362 .186
1 NON MONETARY 1.582 .514 .540 3.081 .005
COMPENSATION
 P a g e | 52

a. Dependent Variable: SATIESFIED IN CURRENT COMPANY

By comparing it to our analytical findings we represent it into the following form:

SCC= -3.147 +1.582NMC

Here a= -3.147 represent constant which is NEGATIVE. That means when we have no
value NMC then we have SCC = -3.147. There is simply no value associated with the
data set. And now the interpretation of the relationship of all independent variable with
dependent one.

SATISFIED IN CURRENT JOB

Model Summary
Model R R Square Adjusted R Square Std. Error of the
Estimate
1 .544a .295 .265 .59198
a. Predictors: (Constant), POLICY AND MISSION

Coefficients
Model Unstandardized Standardized t Sig.
Coefficients Coefficients
B Std. Error Beta
(Constant) -2.671 2.048 -1.304 .205
1 POLICY AND 1.344 .433 .544 3.105 .005
MISSION

a. Dependent Variable:

SATISFIED IN CURRENT JOB

Value of regression in the table indicates 𝑅 2 =.295 i.e. 29.5% of variability in PM can be
 P a g e | 53

responsible for SCJ.

Coefficients table indicates the final result of this analysis.

The formula of regression is

Y= a + bx

where, y=dependent variable

X=independent variable

By comparing it to our analytical findings we represent it into the following form:

SCJ= -2.671 +1.344PM

Here a= -3.147 represent constant which is NEGATIVE. That means when we have no
value PM then we have SCJ = -2.671 that means there is simply no value associated with
the data set.

And now the interpretation of the relationship of all independent variable with dependent
one.

SCC and NMC: Unstandardized co efficient of NMC is 1.582. That means if we

increase NMC 1 unit we expect on average 15.82% increase in SCC.

SCJ and PM: Unstandardized co efficient of PM is 1.344. That means if we increase

PM 1 unit we expect on average 13.44% increase in
 P a g e | 54

CHAPTER FIVE

SWOT ANALYSIS OF

NHT FASHIONS LTD.

 P a g e | 55

5.1 Strength

1. Better job opportunity

2. Good peer group
3. Improved communication system
4. Career advancement facilities
5. Delegation of authority to allocate resources
6. Good salary scale

5.2 Weakness:

1. Poor training program

2. Limited scope for non-financial reward system
3. High dependency on imported raw materials.
4. High rate of worker and employee turnover
5. Workers are not highly educated, skilled as required

5.3 Opportunities:

1. Importing abundant tax free raw materials and no restriction from Govt.
2. Growing demand of jeans wear in the world market.
3. Consumers’ wish for new designs
4. Good reputation of product quality in outside world increases more option of export.
5. Larger and untapped domestic market.
6. The company situated beside sea port. So it is a suitable location for export and
import.

5.4 Threats:
1. Rise of competitiveness in export market for India, China, and Cambodia etc. due to
open market facilities.
2. Competitors have lower price and also have better distribution network with more
sales places.
3. Political unrest situation of the country.
4. Economic depression in the whole world may hamper the garments industries.
5. Quick obsolesce of technology
 P a g e | 56

CHAPTER SIX
PROBLEMS,
RECOMMENDATIONS
REGARDING JOB SATISFACTION
& CONCLUSION
 P a g e | 57

6.1 Problems:

Though management employees are satisfied with their current jobs in the company
there are some problems that can lead to future job dissatisfaction among employees.

1. Imbalance in rewards were provided for acknowledging performance of the

employees.
2. Ambiguous incentive system which is sometimes unfamiliar to the employees.
3. Limited scope of non-financial reward system.
4. Fails to provide proper off-the-job & on-the-job training.
5. Provident fund facility is not yet introduced for management level.

6.2 Recommendations:

The following recommendations are made for improving job satisfaction among
employees in NHT Fashion Ltd.

1. Rewards should be given on the basis of proper performance appraisal to satisfy all
employees.
2. Conferences & seminars need to be arranged to introduce the incentive system
provided by the company & to rectify any system according to employee’s
requirement.
3. Authorities need to give more attention or focus on the non-financial reward system.
4. Introducing new training program for providing more opportunity to worker to
become skillful.
5. Provident fund should be introduced for management employees.
 P a g e | 58

6.3 Conclusion:

The Ready-Made Garments (RMG) industry occupies a unique position in the

Bangladesh economy. It is the largest exporting industry in Bangladesh, which
experienced phenomenal growth during the last 25 years. To remain competitive, the
result of this study will help manager’s understand the impact of employees job
satisfaction which is used as a vital factor for improving employee involvement,
commitment and engagement and understanding and fulfilling the gap in improving
employee involvement, commitment and engagement will improve productivity,
profitability and customer satisfaction. It will also help the company to ensure overall
employee satisfaction at all level within the organization.
 P a g e | 59

CHAPTER SEVEN
LESSONS FROM INTERNSHIP
 P a g e | 60

7.1 Lessons from Internship

My internship program offers to develop my core business competencies in a

professional environment. I got idea about various activities of HR and Admin
Department of the NHT Fashions Ltd.

 Recruitment Process of Workers and Staffs (Assessment procedure, joining of

workers and posting workers’ information on EMS).
 Performance Appraisal Process
 Compensation and benefits Management and the use of EMS software.
 Leave Management
 Transportation Management
 Dealing with tardiness of workers
 Settlement procedure when worker/employee resigns.
 Grievance handling procedures

Moreover I also learn about

 File Management
 Auditing bills
 Updating Database
 Enterprise Resource Planning (ERP)
 Wet Processing Plant
 Norms of Corporate Culture and Discipline
 How to appreciate good performance and how to rebuke the workers while they
make any mistake.
 How to communicate with different types of people like officials, managers, interns
have helped me to develop my communication skills.
 Teamwork
 P a g e | 61

Reference:

Book:

Greenberg, J. & Baron, A. R. (2008). Behavior in organizations: understanding and

managing the human side of work. New Jersey: Pearson Prentice Hall

George, J. M., & Jones, G.R. (2008). Understanding and managing organizational

Behavior (Fifth Edition). Upper Saddle River, New Jersey: Pearson Prentice Hall.

Robbins, S.P. & Judge, T.A. (2007). Organizational Behavior (12th Edition). Upper

Saddle River, New Jersey: Pearson Prentice Hall

Zikmund,W., Babin, B., Carr, J., and Griffin, M.(2010). Business Research Method.

Singapore: South-Western, Cengage.

Website

Importance of Job Satisfaction (Explained). (n.d.). Retrieved November 25, 2018 from

https://iedunote.com/importance-job-satisfaction

Profile. (n.d.). Retrieved November 23, 2018 from http://pacificjeans.com/profile.html

Mayhew. R. (September 26, 2017).The Impact of Dissatisfied Employees. (n.d.).

Retrieved 25th November, 2018 from https://bizfluent.com/info-7749196-impact-

dissatisfied-employees.html

Rumsey, D.J. (2016). What a Boxplot Can Tell You about a Statistical Data Set.

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boxplot-can-tell-you-about-a-statistical-da.html

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 P a g e | 62

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Appendices
Appendix 1: JOB SATISFACTIOON QUESTIONNAIRE
JOB SATISFACTIOON QUESTIONNAIRE
Direction:

Please read all the questions carefully. The survey has been designed to facilitate easy
answering

SL. Demographic Information

NO
1 Gender
o Male
o Female
2 Age
o Less than 30
o 31 - 40
o 41 -50
o Above 50
3 Education Level
o Diploma / School
o Under Graduate
o Post Graduate
4 Levels of Management / Current position
 P a g e | 63

5 Marital Status
o Married
o Unmarried
6 Category of Employee
o Permanent Employee
o Temporary Employee
o Part Time Employee
o Others
7 Work Experience
o Less than a Year
o 1 - 3 Year
o 4 - 6 Year
8. COMPANY MISSION AND POLICIES
Strongly Somewhat Neither Somewhat Strongly
Disagree Disagree Agree Agree Agree
Nor
Disagree
a) The Company o o o o o
clearly conveys its
mission to its
employees.
b) The Company o o o o o
clearly conveys the
mission to its clients.
c) I agree with The o o o o o
Company's overall
mission.
d) I understand how my o o o o o
job aligns with The
Company's mission.
e) I feel like I am a part o o o o o
of the Company.
 P a g e | 64

f) There is good o o o o o
communication from
employees to
managers in the
Company.
g) There is good o o o o o
communication from
managers to
employees in the
company.

9. NON MONETARY COMPENSATION

Strongly Somewhat Neither Somewhat Strongly
Disagree Disagree Agree Agree Agree
Nor
Disagree
a) My job gives me the o o o o o
Opportunity to learn.
b) I have the tools and o o o o o
Resources I need to do
my job.
c) The company provides o o o o o
significant trainings
(on the job) to do the
job.
d) I am aware of the o o o o o
advancement
opportunities that
exist in the company
for me.
e) Volume of work is o o o o o
reasonable.
 P a g e | 65

f) It is easy to get along o o o o o

with my colleagues.
g) People in my o o o o o
department
communicate
sufficiently with one
another.

10. CAREER ENHANCEMENT

Strongly Somewhat Neither Somewhat Strongly
Disagree Disagree Agree Agree Agree
Nor
Disagree
a) Attachment towards my o o o o o
existing job
b) The trust imposed on me o o o o o
by my superior
c) I have Trust in my o o o o o
superior for their
encouragement
d) Organization of training o o o o o
program
e) Delegation of authority o o o o o
to allocate resource for
various work
f) Liberty in taking o o o o o
decision

11. MONETARY COMPENSATION

 P a g e | 66

Strongly Somewhat Neither Somewh Strongly

Disagree Disagree Agree Nor at Agree
Disagree Agree
a) I get decent income o o o o o
for the job I perform
b) Sufficiency of income o o o o o
to meet family
expenses
c) Availability of scope o o o o o
for schemes of non-
financial rewards
d) Clarity and ability to o o o o o
understand the pay
and allowance system
followed by the
management
e) Clarity and ability to o o o o o
understand the
incentive system
followed by the
management
f) Link between o o o o o
performance and
rewards maintained
by the existing system
g) Possibilities for future o o o o o
career progression at
the company

12. Strongly Somewhat Neither Somewhat Strongly

 P a g e | 67

Disagree Disagree Agree Agree Agree

Nor
Disagree
a) Satisfied in this
company
b) Satisfied in
current job