In contention with the economic health of a country like Bangladesh, it’s due to the garments sector of the industrial enterprise in Bangladesh that’s keeping the country’s economy stabled and in intended direction. The garment industry of Bangladesh has been the key export division and a main source of foreign exchange for the last 25 years. At present, the country generates about $5 billion worth of products each year by exporting garment. The industry provides employment to about 3 million workers of whom 90% are women.
Two non-market elements have performed a vital function in confirming the garment industry’s continual success; these elements are (a) quotas under Multi- Fibred Arrangement1 (MFA) in the North American market and (b) special market entry to European markets, Bangladesh’s industrial base, which has remained stagnant over the past two decades, is very narrow, contributing to about 11. 5 percent of the GDP (BBS, 2001). Within this narrow industrial sector, however, the ready-made garments (RMG) industry has flourished as its most dynamic sector.
Five basic models have been developed on which “garments industry” organizational behavior is based. Autocratic Model: This is the most common model on which most garments factories are based. Here the managers or the leaders are firmly in control, and obedience is considered to be a virtue. All decisions come from the management and the rest just follow the instructions. Custodial Model: Here the management acts as a custodian of the welfare of its employees. They are provided money and security, and the employees in turn follow the diktats of the organization.
The orientation is towards providing security, and less towards providing them an opportunity to be independent and leaders Supportive Model: As is evident from the name, here the emphasis is on support being provided by the managers to the employees. Here the employees are encouraged to improve their performance, and they are awarded recognition for their achievements. This results in an overall improvement, since a good result is praised and rewarded. Collegial Model: Here the emphasis is on partnership between all parts of an organization.
Self-discipline and responsibility are encouraged and employees are encouraged to achieve the goals that they set for themselves. Teamwork is emphasized. The System Model: Managers and employees don’t see the business only rather they work together for the better product for society, environment, etc. Limitation: Bangladesh garment industry still now is not that much developed. When we prepare the report in Delta Composite they don’t even have their garments profile. We found so many difficulties in searching information.
Foreign buyers English is not that much clear. There are many code names in garments industry that is very important for production process, and we have memorized those codes. In garments factory most of the employees doesn’t have any educational background they do their job only with experiences. Scope: During preparing our report we have got chances to visit many buying house, supervise many production process, & completed many sample program. This report gives a narrative overview of the delta composite knitting industries Ltd.
and its operation Organizational Behavior Organizational Behavior is the study and application of knowledge about how people as individual or as groups act within organizations. Goals of organizational behavior There are some goals of organizational behavior which are as follows: Describe: The first goal is to describe, systematically how people behave under a variety of conditions. Achieving this goal allows managers to communicate about human behavior at work using a common language.
Understand: A second goal is to understand any people behave as they do. The managers would be frustrated if they could talk about behavior of their employees, but not understand the reasons behind those actions. Predict: The managers would have capacity to predict which employees might be dedicated and productive or which ones might have absent, cause problem. And thus the managers could take preventive actions. Control: The final goal of OB is to control and develop some human activity at work.
Since managers are held responsible for performance outcome, they are vitally interested in being able to make an impact on employee behavior, skill development, team effort, and productivity. Managers need to be able to improve results through the actions they and their employees take, and organizational behavior can aid them in their pursuit of this goal. Management Management is a process of coordination to achieve a goal in an effective and efficient way. Vision A possible and desirable future.
Mission More descriptive and less future oriented. Goal Target with in set period time. Empowerment Provides greater antinomy to employee through sharing of relevant information and providing more antinomy in work. Participation Mental and emotional involvement of people in decision making. Group Dynamics The social process by which employees interact face to face in small groups. Conflict Conflict is any situation in which two or more employees feel themselves in opposition. Levels of conflict
a. Intrapersonal conflict: Conflict with in an individual. b. Interpersonal conflict: Conflict between two persons. c. Inter group conflict: With in organization conflict between two groups or different departments. Stress Stress is the pressure employee feel in life. Therefore a better compelling of organizational behavior with in an industry based on models performed can lead to target with in set period time, a possible and desirable future and more descriptive and less future oriented.