Study on Tuba Garments Limited

INTRODUCTION:
Bangladesh Garments Industry: Bangladesh, one of the archetypal LDCs, has also been following the same route for the last 25 years. Once derided as a basket-case by Henry Kissinger (The Economist, 1996), the country stumbled across an economic opportunity in the late 1970s. New rules had come to govern the international trade in textiles and apparel, allowing low-cost suppliers to gain a foothold in American and European markets. Assisted by foreign partners, and largely unaided by the government, entrepreneurs seized the opportunity and exploited it to the fullest. Over a period of 25 years, the garments export sector has grown into a $6 billion industry that employs over a million people. In the process, it has boosted the overall economic growth of the country and raised the viability of other export-oriented sectors. Bangladesh has a population around 160 million (July 2008 est.). About 45% of them are still living below the poverty line. Bangladeshs Human development index (HDI) is 139 (out of 177), ranking as the lowest in the Asian country list. GDP per capita (PPP US$) is 1,770, which make the countries HDI rank almost the same as the GDP rank. In Bangladesh Garment exports began in the late 1970s. But the scale was for a number of years modest up until the governments 1982 New Industrial Policy to liberalize manufacturing, promote private participation, foreign investment and exports. During the last 10 years RMG has become one of the most important sectors of Bangladesh both from the domestic perspective and foreign earnings. Now RMG contributes about 76% of the foreign exports. Again it is also mentionable that about 80% of the workers in the RMG sector are female. Thus it is not contributing in earnings foreign currencies but also create employment opportunities for the women, which in turn contribute in the socioeconomic development of Bangladesh. So it is very much essential to assess the current status of the women workers in RMG sector to take appropriate strategy to facilitates them by ensuring their rights so that this sector become more convenient for them. This will encourage the women and provide them the opportunity to contribute in development of Bangladesh.

Background of Tuba Garments:

Establishment Location Types of Business Area Main Product Employees Customer (Local/Regional/International) Export Social Compliance (International Standard/ Certificate)

2006 Merul, Badda. RMG 56,000 square feet T-shirt / Polo Shirt / Fleece Jacket 980 International Europe and America.

Tuba Garments Limited was established in 2006. It was started with a single readymade garments factory and, within three years, it has become the Tuba group of industries which includes twelve separate industries. Tuba Garments Limited specializes in high fashion knitted Garments. The company is involved in the cutting and sewing of fabric and finally the manufacture of the finished garments, which are exported to Europe / America / CANADA / AUSTRALIA etc.. The company believes in internal CSR and treats their workers as their asset without whom they could not have reached to their present success. Tuba Garments Limited implements its corporate social responsibility in the work place, with the workers and with the environment. The whole factory and all equipment possess the highest international safety standards. All employees are regularly trained in order to increase their efficiency and to be able to ensure the safe operation of all the equipments related to their work. The working environment is very good. The work place is very neat and clean. There are waste boxes on every floor to remove the thread cloth pieces from the floor. The waste removal process is frequently checked and sorted out and recycled. All the rooms are well lit and properly ventilated. The electrical connections are safe and properly insulated. The factory is using energy saving lamps which show that they are conscious of the electricity crisis. There is sufficient air circulation inside the factory. The employees use protective clothing supplied by the factory. This protective clothing includes head cap and mask. And almost all the workers use the protective clothing. The workers are much disciplined. They are trained regularly to maintain good behavior and to be able to ensure their protection.

Visions for the Future of Tuba Group: Vision: To become one of the world leading apparel manufacturers through utmost quality and customer satisfaction.

Mission Statement: To satisfy all our customers needs by supplying them quality products and services that consistently conform to their requirements and exceed their expectations by continuous quality improvement and by an everlasting commitment on our part with regards to all environmental and social accountability issues.

Objective:

To understand the different sectors and overall processes in the Tuba industry in Bangladesh. Different recommendations for our garments sector. Find out the problems of Bangladesh. To know how to develop the business in Tuba industry. To improve our countries standard & status. To know different work process of different section starting at cutting to finishing at packing section. To know how the quality is controlled in our Tuba industry. Able to know the business strategy of a merchandise quality control production manager even of a buyer. Able to about sourcing methodology of a factory or buying house To know about the machine and work force To know about the commercial activities. To know the shipment procedure and system. Customer loyalist.

Assignment objective:
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List objectives in expected chronological order of achievement. A good objective emphasizes what will be done and when it will be done, whereas a method will explain why or how it will be done. What types of problems should they be solving? Develop a suitable topic for research, using the internet reference collection and other sources of background information. Use Internet directories and search engines selectively to locate authoritative, high-quality web sites. To learn something, for better analysis. Achieve to gather knowledge. Contribution for do something special.

Methodology:

Visit different garments and buying house and collect necessary date. Discuss with different corporate personnel and management of a factory or buying house Go through different books and resources. Go through internet. Discussion with teachers & follow teacher lecture. Group discussion & Exchange knowledge. Follow different website. Analysis some case studies.

Limitation:

To complete this report, I have faced many problems. These problems are following4

Faced problem to arrange factory for visit. We have some time limitation due to our midterm examination purpose. Senior merchandiser of the factory was net helpful. The communication system of factory was not comfortable at all. Lack of resource crisis. Biggest problem of electricity.

Findings and Analysis: The course explores the relationship between Organization and Behavior.

Organization. Theory of organizations, knowledge of organizations, system theory, making sense of organizations. Behavior at Work. The measurement and management of company/team/individual performance. Efficiency and effectiveness. Organization of Behavior. How behavior at work is organized, coordinated and managed. Management and leadership. Types of behavior. Behavior in Organizations. How people and teams behave in an organizational context. Psychological factors, including groupthink, anxiety and stress. Behavior of Organizations. Strategy and culture.

Relevance: Practical Side For planning, designing and implementing IT solutions for people in organizations ... ... you need to know how people work in organizations For planning, designing and implementing IT solutions as management support tool ... ... You need to know how management works in organizations. For running IT projects with people in organizations ... ... you need to know how people work effectively in teams. Theoretical Side Appreciating the business human cost of IT systems. Understanding expression of management. value and

IT systems as an a particular theory of inherit management

IT systems agenda

Value of IT systems is only meaningful within a given management agenda. IT systems may inherit any political, social or ethical critique of the management agenda.

An overview of some of the main concepts used to describe organizational behavior: There are many terminologies and concepts used in the study of organizational behavior. This paper examines how these terminologies and concepts help define the many aspects of organizational behaviors. Some of the terminologies and concepts described include: organizational behavior, organizational culture, diversity, communication, organizational effectiveness and efficiency, and organizational learning. What is organizational culture? First, organizational should be defined. Organizational can be defined as anything that pertains to an organization. Second, culture should be defined. There are many definitions for the word culture. In order to fully understand the meaning of organizational culture, the correct definition should be used. One definition for culture is a high level of development. Another definition is the process of growing bacteria. A third defines culture as improvement or refinement. (Morehead, A. & Morehead, L. (Ed.). 1995). In this case, the proper definitions would be the first and third. So, organizational culture can be defined as, actions that promote a high level of development, improvement, and refinement within an organization.
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Organizational behavior and human resources: Organizational Behavior studies human behavior in social settings with an emphasis on explaining, predicting, and understanding behavior in organizations. Empirical generalizations and theories emanating from the cognitive and reinforcement paradigms and models of social influence are examined as the basis for analysis and understanding of topics such as motivation, leadership behavior, task performance, problem solving and decision making, group functioning, and other classes of behavior relevant to organizational effectiveness. Organizational Behavior: Terminology and Concepts: Define organizational behavior (OB) as "the study of human behavior in organizations" (p. 3). OB uses scientific methods to test hypotheses. OB is also a multi-disciplinary study, taking knowledge from social and behavioral sciences and applying it to real-world situations. Why is organizational behavior important to study? If people are organizations most important asset then understanding how humans behave in organizations will improve productivity. Understanding OB allows better worker relations, more realistic expectations and improves job satisfaction. Organizational Culture: An organizations culture stems from "the shared beliefs and values that influence the behavior of organizational members". Every organization has a different culture. For example, at one small brewery, the corporate culture expects employees in any position to learn constantly about the industry and then teach clients. The culture also encourages direct communications with any other employee no matter what level on the org chart they are. Other company's cultures may expect employees to only do their job and not give input at all. Diversity: Organizations which do not have a culture of encouraging diversity are at a decided disadvantage. In the modern world of global business, not hiring the best person for the job solely because of gender, race, ethnicity, religion or age is not only foolish, but probably illegal. Some organizations are even going to the extreme of trying to eliminate all subcultures and become truly multicultural. "The multicultural organization is a firm that values diversity but systematically works to block the transfer of societal based subcultures into the fabric of the organization"

Organizational Effectiveness and Efficiency: Organizational effectiveness measures how well an organization is in sync. Even with the best management, superior strategy and flawless execution an organization can be less successful than it could be. Organizations who understand employees as partners stand a much better chance of achieving high organizational effectiveness and efficiency. "Organizational effectiveness is about each individual doing everything they know how to do and doing it well" Smaller organizations should exhibit more organizational efficiency due to less bureaucratic management. This is not always the case as smaller organizations oftentimes have less clear strategic goals and incomplete systems. Smaller organizations tend to not have as many mature systems in place for employees. This creates inefficiency as several, and oftentimes conflicting, methods are created by employees and not management. These systems may also conflict with management's strategic plan.

Relating to organizational behavior within a company: In this essay the writer discusses that one of the main issues for organizational behavior that is both a challenge and an opportunity is the diversity of the workforce, and this is usually evidenced by conflict. The writer then examines the aspect of diversity within the workplace. Further, the writer discusses strategy and innovation within an organization. The writer concludes that the issue of conflict through workforce diversity, and the issue of strategy for innovation and change can work very well together for a company that is willing to put the time and effort into making sure that the workforce is properly diversified and decisions are made on an appropriate level and time schedule, thus virtually assuring future success for the company. Diversity effects conflict in two ways. First, there is conflict about the task at hand. Not all members of a diverse group will agree on a task because it will seem to some that there is either a better way to go about it, or it does not need to be done at all. This type of conflict will occur because the belief structures that people hold are different for a variety of reasons. It may be because of their race or background, but it could also be because of gender, age, disability, sexual orientation, or hundreds of other things. Differing backgrounds make for differing opinions.

Organizational behavior studies and practice in the business environment: Organizational behavior studies and practice reconciles the differences between technical-oriented and interpersonal skills-oriented management approaches within an organization. It looks at how reconciling these two approaches results to effective organizational management, where the technical skill of its members produces high-quality products and services. It also shows how organizational behavior studies and practice have become an invaluable management principle in the development of healthy individual and group behaviors within the organization. The function of organizational behavior in organizational management and communication is to improve organizational processes and interaction (among its members), yielding high rates of productivity and quality of the products and services offered by the organization. As an interdisciplinary field of study, organizational behavior touches on several aspects that greatly influence individual behavior within an organization, which may include psychological, communication, and sociological studies. Organizational behavior is essential in organizations, especially in the workplace environment, because the management is able to determine the right course of action when formulating policies or solutions to problems that may greatly affect the members of the organization. Concept of motivation and how it fits into the field of organizational behavior: Organizational behavior is a field of study that is of particular importance to enterprises and those in management positions. One of the major issues that firms have to deal with is the problem of motivation. This paper discusses how organizational behavior management concepts and principles are applied to the problem of motivation. It begins by exploring the problem of motivation. It then designs and suggests a solution to the problem. The discussion also evaluates the effectiveness of the solution in terms of leadership and managerial and employee perceptions. Finally, the paper discusses organizational behavior concepts and principles that are applicable for the successful solution to the problem. Motivation, as it applies to organizational behavior, is defined as the ability of an employee to exert effort and accomplish organizational goals. Many organizations experience problems keeping employees motivated for several different reasons. A book entitled, Motivation, Beliefs and Organizational Transformation, describes three types of motivation problems that often occur
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in the workplace. These motivation problems are associated with a lack of confidence, lack of trust in an employer and lack of satisfaction.

Ethics & the challenge of organizational behavior: The imperatives of day-to-day organizational performance are so compelling that there is little time or inclination to divert attention to the moral content of organizational decision-making. Morality appears to be so esoteric and qualitative in nature that it lacks substantive relation to objective and quantitative performance. Besides, understanding the meaning of ethics and morality requires the distasteful reworking of long-forgotten classroom studies. What could Socrates, Plato, and Aristotle teach us about the world that confronts organizations approaching the twenty-first century? Possibly a gap in philosophical knowledge exists between organizational executives and administrators of different generations. Yet, like it or not, there has and will continue to be a surge of interest in ethics. The word "ethics" is often in the news these days. Ethics is a philosophical term derived from the Greek word "ethos" meaning character or custom. This definition is germane to effective leadership in organizations in that it connotes an organization code conveying moral integrity and consistent values in service to the public. Certain organizations will commit themselves to a philosophy in a formal pronouncement of a Code of Ethics or Standards of Conduct. Having done so, the recorded idealism is distributed or shelved, and all too often that is that. Other organizations, however, will be concerned with aspects of ethics of greater specificity, usefulness, and consistency.

Organizational Behavior and Development:

The discipline of organizational behavior is concerned with identifying and managing the attitudes and actions of individuals and groups, looking particularly at how people can be motivated to join and remain in the organization, how to get people to practice effective teamwork, how People can accomplish their jobs more efficiently, and how employees can be encouraged to be more flexible and innovative. Attention is brought to these attitudes and actions in order to help managers identify problems, determine how to correct them, and change behavior so that individual performance and ultimately organization effectiveness increase. As a field of study, organizational behavior is built on a succession of approaches or ways of thinking about people. Since the early 1900s those who studied behavior in organizations have attempted to prescribe ways to effectively manage employees in order to achieve the organization's goals. The early approaches, referred to as the classical view, promoted increased management
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coordination of tasks, strict specialization and standardization of work tasks, a strict chain of command, and centralized decision making at the manager level. During the 1920s and 1930s the next new school of thought began to emerge, which was referred to as the human relations movement. By and large this movement began with the famous Hawthorne studies at the Western Electric plant that demonstrated how psychological and social processes could affect productivity and work behavior. Organizational development: Organizational development (OD) is a planned, ongoing effort by organizations to change in order to become more effective. The need for organizational change becomes apparent when a gap exists between what an organizations is trying to do and what is actually being accomplished. OD processes include using knowledge of behavioral science to encourage an organizational culture of continual examination and readiness for change. In that culture, emphasis is placed on interpersonal and group processes. The fact that OD links human processes such as leadership, decision making, and communication with organizational outcomes such as productivity and efficiency distinguishes it from other change strategies that may rely solely on the principles of accounting or finance. The fact that OD is planned distinguishes it from the routine changes that occur in the organization, particularly through a more effective and collaborative management or organization culture with special emphasis on forming work teams. The focus on interpersonal and group processes to improve performance recognizes that organizational change affects all members and that their cooperation is necessary to implement change.

Organizational development strategies: Choosing the appropriate approach to organizational change depends on the nature of the problem, the objectives of the change, the people implementing the change, the people affected by the change, and the resources available. Several strategies are often thought of as effective techniques for organization development: reengineering, team building, total quality management, job enrichment, and survey feedback. Reengineering is the sweeping redesign of organizational processes to achieve major improvements in efficiency, productivity, and quality. What makes reengineering so far-reaching is that it goes beyond just modifying and altering existing jobs, structures, technology, or policies. This approach asks fundamental questions, such as: What is the purpose of our business? If this organization were being created today, what would it look like? Jobs, structure, technology, and policies are then redesigned according to the answers to these questions.

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Challenges & opportunities for Organizational Behavior: Understanding organizational behavior has become all the more important for managers. A quick look at a few of the dramatic changes now taking place in organizations supports this claim. For, instance, the typical employee is getting older, more and more women and nonwhites are forming an important part of the workplace; corporate downsizing and the heavy use of temporary workers are severing the bonds of loyalty that historically tied many employees to their employers; and global competition is requiring employees to become more flexible and to learn to cope with rapid change. In short, its becoming essential for managers to use OB concepts .In this section, we review some of the more critical issues confronting managers for which OB offers solutions or at least some meaningful insights towards solutions. Organizational challenges related to globalization. First, a background is established by identifying some forces driving globalization. An important aspect of this paper is to understand that a foreign subsidiary of a company is not an independent entity and therefore the company must understand that it is essential to adjust the corporate organizational behavior practices to meet the needs of employees in every country. The following organizational challenges are covered:

Adjusting organizational behavior to fit corporate culture. Managing a global company. Teamwork in a global atmosphere. The rights of the oppressed. Electronic communication and globalization. Old employee getting old. Temporary working employees. Global competition.
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War on terror.

There are many globalization challenges for businesses, especially those operating across national boundaries as a multinational or global enterprise. Organizational behavior in a global company is especially challenging because organizational practices vary from country to country. With technology changing at every blink of the eye, the world in general is starting to look smaller and global dominance more attainable. As a result, more and more companies are venturing outside the constraints and realms of geographical and cultural boundaries. Thus, these companies are eagerly embarking upon the idea and concept of globalization. This prompts the need to manage human resources effectively to gain competitive advantage in the global market place. Understanding marketing manager needs to know about organizational buying behavior? The concept of organizational buying including how it differs from consumer buying, before proceeding to an analysis of the main influences on organizational buyers and how one would utilize those to attempt to win a contract. For the marketing manager of an organizational to operate in an effective and efficient fashion, it is imperative that they possess a sound understanding of organizational buying behavior. A thorough understanding of the differences between consumer and organizational buying, and thus the influences on organizational buyers, enables a marketer to correctly identify the best way to market their product or service to the organization they are interested in doing business with. Some of the characteristics of organizational buyers are: 1. Consumer market is a huge market in millions of consumers where organizational buyers are limited in number for most of the products. 2. The purchases are in large quantities. 3. Close relationships and service are required. 4. Demand is derived from the production and sales of buyers. 5. Demand fluctuations are high as purchases from business buyers magnify fluctuation in demand for their products.

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6. The organizational buyers are trained professionals in purchasing. 7. Several persons in organization influence purchase. 8. Lot of buying occurs in direct dealing with manufacturers.

Organizational Buying Situations: Straight rebuy. In this buying situation, only purchasing department is involved. That get an information from inventory control department or section to reorder the material or item and they seek quotations from vendors in an approved list. The "in-suppliers" make efforts to maintain product and service quality. The "out-suppliers" have to make efforts to get their name list in the approved vendors' list and for this purpose they have to offer something new or find out any issues of dissatisfaction with current suppliers and promise to provide better service.

How can individual execute Organizational Behavior practices in their company? Organizational Behavior is a study which deals with group or individual dynamics between individuals in an organization. Learning and implementing this study in an organization will add credibility to the organization. Organizational Behavior is a non-performance related set of practices which when implemented in organizations lend good credibility to the organization for its ethics. Imagine, an organization also gets the label of an ethical company along with the company already known for meeting the productivity expectations. It is this thought process that drives many business owners to experiment with the thought of implementing organizational behavior practices in their companies.
Implementing and managing organizational behavior practices are

almost the last steps for companies to consider for the practices. Enough thought and effort should be given on learning various theories related to Organizational Behavior.
Business owners must understand Organizational Behavior deeply and

also assimilate the fact that integrating organizational behavior practices in the company may cuse resentment within the employees resulting in a possible dip in productivity.
Business owners can tackle this in two ways -

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1. Research on the employees to find out their reactions to a perceptible policy change 2. Prepare a contingency plan which could deal with the possible dip in productivity levels. Though both the methods are highly recommended, the former is highly advocated as a very efficient approach to change management.
Business owners could decide on implementing the organizational

behavior practices in their companies after considering the strategic objectives of the company as well as the Operating model of the company. In most case, these practices are set in such a manner that they blend well with the Operating Model of the company.
Remember, any efforts to integrate and implement organizational

behavior practices in a company may be a failure if the business owner does not get the support of all the employees. Of course, the business owner may manage the implementation of organizational behavior practices in his company. There are many theories for Organizational Behavior which act as valid inputs for companies or business owners to implement Organizational Behavior practices. You would have Theory X, Theory Y, Heidelbergs theory and more to choose from. The best way of implementing organizational behavior practices is to present the problem statement before the employees and ask the employees to come up with behavioral changes which could help the company to achieve its business objectives. Business owners could understand ways of implementing the practices effectively by reading sources of information provided by Robbins, Schermerhorn and many more. Business owners must realize that organizational behavior practices are not desired to cause a dip in productivity. It is to ensure that the company is highly disciplined and ethical in its approach to work.

Perceptive Personality and Organizational Behavior in the Current Production: The new fact is that you cannot run a despotism business, and a corporation run that way will have
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a very tough time in the market place. These challenges will not come from such a corporation's external struggle; rather it will be more like a cancer destroying the human being from within. If you are in a leadership situation or an executive of a company, you need to study up on organizational capital and organizational behavior. If you have possession of a small business and it is growing and you want to continue to grow it, then you too must believe these things. Although this is somewhat of an older work, now almost 2-decades old, it is truly remarkable how the authors had pegged accurately how things are being done now. So, with that said it is amazing how things have changed and yet not. Not in that the same scenarios of management approach for peak performance in organizational behavior and resources are being used now and changed in that, we call many of the strategy, techniques and styles by different buzz words.

Identifying Problem:
There are many types of problems in organization, this are:

Security systems are very poor. Sometimes responsible organization like BGMEA, BKMEA, and FBCCI are not responding quality. So often they are politically influenced. Industrial police department bedly affected any kind of occurrence in the factory. There have no permanent fire figures department in the factory. There has no fire clear and fire extinguisher every floor of the factory. Compliance system was not so satisfactory in the factory.
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Tuba work force trained is not properly. Separate work study and production planning dept. Is poor setup in order to improve productivity? The benefits of enriching jobs include: Growth of the individual. Individuals have better job satisfaction. Self-actualization of the individual. Better employee performance for the organization. Organization gets intrinsically motivated employees. Less absenteeism, turnover, and grievances for the organization. Full use of human resources for society. Society gains more effective organizations. Leadership, job satisfaction & behavior. The Age of Paradox .

RECOMMENDATION

Security systems should be improved. Sometimes responsible organization like BGMEA, BKMEA, and FBCCI are not responding quality. So often they are politically influenced. Industrial police department needed badly to avoid any kind of occurrence in the factory. There should have a permanent fire figures department in the factory. There should fire clear and fire extinguisher every floor of the factory. Compliance system was not so satisfactory in the factory, it should be improved. Merchandise work force should be trained properly.
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Separate work study and production planning dept. should setup in order to improve productivity. Age should be maintained as a rule. Positive Organizational Behavior . Fourth generation management as new business consciousness . To bring job security & satisfaction. Ensure Law effect and technical support. Improve health care department. Reduce the mentally passer. Ensure wages and permanent salary.

CONCLUSTION
Finally I would like to say that. I have a clear idea about overall processed the RMG industry work process of different section business strategy, merchandiser work area, shipment procedure and shipment. It is crucial for the merchandiser to know the details of the commodity such as AIL, fabric and sector. But I found in the factory that the merchandiser is not properly continues about above factors. Most of the management and merchandiser and corporate personnel completed their education from deferent background like B.A.(Hons). But it is essential to have the proper specific knowledge of the RMG industries and proper knowledge how to management the industry.

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APPENDIX

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