1. EMPLOYEE
MOTIVATION
Md. Mahamudul Alam
PGDHRM
Evening – III
ID: 14DH237
Bangladesh Institute of Management (BIM)

2. Introduction
Employees are the assets of the company.
This statement seems to be very attractive for the employees working
for different organization. However, practical implementation of this
statement is not as simple as the statement itself. Considering the
employees an important factor and treating them like an asset is not
very easy, but, it is the most necessary factors for the growth and
success of any organization.
But, unfortunately, earning profit is still the
primary focus of the organizations.

3. Introduction
Motivating the employees is closely related to their Performance.
If the employee is not motivated and is not satisfied with the job he/she is
performing then he will not be able to serve the organization with full
devotion and honesty.
But, in the current economic conditions, organizations are forced to drill
down their operating costs and the employees are the first who usually
have to face this negative impact in most organizations.
But the organizations also understand the fact the high employee turnover
will not let them to sustain their competitive advantage and they will not
be able to serve their customers affectively.
Generally it has been observed that if the managers are allowed to handle
the grievances issues of the staff members it can reduce the employee
turnover rate, but at the mean time organizations also have to assure
that no discretion is done at the workplace on the part of managers.

4. Objective of the study
The objective of the study is as follows:
General Objective:
 To fulfill the requirement for completion of the Post Graduate Diploma in Human Resources
Management.
 To study the Motivation Level of the employees in an organization.
Specific Objective:
 To assess the satisfaction level of employees in Garment Industries Employees’
 To identify the factors which influence the job satisfaction of employees
 To identify the factor which improves the satisfaction level of employees
 To Study the effectiveness of the techniques adopted by the company in employee motivation.
 To make recommendation to the organization if needed.
 To relate theoretical knowledge and the practical knowledge.

5. Scope of the study
This study emphasis in the following scope:
1. To identify the employees level of satisfaction upon that job.
2. This study is helpful to that organization for conducting further
research.
3. It is helpful to identify the employer’s level of satisfaction towards
welfare measure.
4. This study is helpful to the organization for identifying the area of
dissatisfaction of job of the employees.
5. This study helps to make a managerial decision to the company

6. Limitations of the study
a) The survey is subjected to the bias and prejudices of the
respondents. Hence 100% accuracy can’t be assured.
b) The researcher was carried out in a short span of time, where in
the researcher could not widen the study.
c) The study could not be generalized due to the fact that
researcher adapted personal interview method.
d) Unavailability of relevant records and information in the
organization is a major constrains
e) Some of the respondents were afraid of in providing confidential
information and some of them showed less interest on such
assignment and few of the target people willingly avoid to provide
information.

7. Data Collection
For the task, I’ve selected Parkscene Bangladesh Limited, a
renowned garments industry in RMG sector. In preparing report,
a reliable source of collecting data is vital measures. In this
report, both primary and secondary sources of information have
been used.
Primary data are observed and recorded as part of an original
study. When the data required for a particular study can be found
neither n the internal records of the company, nor in published
sources, it may become necessary to collect original data, i.e., to
conduct first hand investigation. In the report the researcher has
used the following source to collect primary data:
Direct conversation with the HR employees
Communicating with some staff.
A set of Questionnaire which was filled-up by the employees
of the organization confidentially

8. Data Collection (contd.)
Secondary Data are collected through the
following sources
 Office Record
 Through Internet
 Different books

9. Organization Information
PARKSCENE BANGLADESH LTD. A knit & Woven Garments Ltd.
Company Status: Private Limited
Number of Employee :4235 Persons
Nature of Business : Knit – T-shirt, Polo Shirt, Tank Top, Fleece t-shirt , Fleece jacket,
Bottom, Woven– Denim Long & Short pant, three Quarter , Bermuda, Wind Breaker, Girls
Dress, Swim Wear. Cargo Shorts.
Sister concerns:
1. PARKSCENE BD LTD. : KNIT GARMENT FACTORY. No of Emp: 7502.
2. SEAVIEW KNIT COMPOSITE LTD : KNIT GARMENT FACTORY. No of Emp: 3503.
3. PARKSTAR APPARELS LTD : WOVEN BOTTOMS FACTORY. No of Emp: 7504.
4. PARKVIEW DRESSES LTD : WOVEN BOTTOMS FACTORY. No of Emp: 8255.
5. ESPIRIT APPAREL LTD. : WOVEN BOTTOMS FACTORY. No of Emp: 6006.
6. PQS PRINTING & EMBROIDERY LTD. : PRINT & EMB FACTORY. No of Emp: 2107.
7. SCARLET KNITWEAR LTD : KNIT GARMENT FACTORY. No of Emp: 7508.
8. PARK ZONE LTD : BUYING KNIT & WOVEN No of Emp: 50

10. Major Buyers of Parkscene Bd
Clients:

11. Growth of Garments Industry in Bangladesh
0
1000
2000
3000
4000
5000
6000 1984-85
1988-89
1992-93
1996-97
2000-01
2004-05
2008-09
2012-13
Number of Factory

12. Motivation factors that Parkscene
Provide
Financial Methods Non Financial Methods
 Healthy Salary Job Enlargement
 Yearly Increment Job Enrichment
 Transport Team Working
 Festival Bonus Job Rotation
 Lunch with token price Annual Leave
 Performance Related Pay

13. Summary of Survey in Employee
Motivation
0
10
20
30
40
50
60
70
80
90
SalaryIncrement
FinancialInentives
Performance
Appraisal
JobSecurity
RelationwithCo-
workers
Freedomin
DecissionMaking`
Mean (%)

14. Results of the survey
 Employee motivation can improve the service quality and increase employee productivity.
In this circumstance, policy makers and managers have to turn their attention to provide
different kinds of facilities to their employees in order to motivate them.
The results suggest that, the factors had Strongly Agree or Agree comments – policy makers
and managers should focus on that factors to motivate their employees.
Based on the results for the standardizes values, we are able to see that,
a) salary increment, financial incentives, performance appraisal for promotion, freedom in
decision making are key factors for motivation.
b) Money is a good motivator. Actually, all employees work for money, employees need
money. A good salary & a good compensation are key factor in motivating employees.
c) We can increase the employee’s salary to motivate him by proper using of performance
appraisal of an individual’s.
d) A good payback can be one of the key factors for motivation, also by this one can increase
the service quality & organizational performance.
e) A good work environment and good work conditions can increase employees work
performance. So it is also a good motivating factor.
f) In private companies, job security is more important for an employee. If management
assures his job security, he must be motivated to perform his job with sincerity.

15. Recommendation
1) It is suggested that, for future research, a proportionate stratified random sample be
used to compare several RMG industry by using a larger sample.
2) The research is needed to future investigate.
3) Qualitative investigators must conduct research regarding employee motivation.
Based on the study and analysis of the answers of questionnaire & physically finding some
problem, this paper makes the following recommendations to the policy makers and
managers of the organization:
 Create a favorable work condition in the organization
 Create Leadership roles among the employees.
 Buildup a good team in the organization.
 Arrange proper training for improving performance
 Reduce workload of employees by using stress management.

16. Conclusion
 Employees are asset for the company. A strong team needs
individuals who are dedicated to giving their best work. Highly
self-motivated, committed, ambitious employees give the most to
their company and get the most from their work. But, if there is
lacking of employee motivation in the workplace the effects can
be dramatic. Low team moral, lack of initiative, lack of energy,
mistakes and high staff turnover are just some of the causes that
motivation is an issue. People are the key source in any
organization. Everyone in every organization – no matter what
the product, service or their position – has to achieve results with
and through the efforts of other people. Our main premise is that,
in order to work effectively need to develop insight into what
motivates individuals and teams to maximize their performance.
Armed with this fresh perspective, we can then manage
interaction with others to ensure that they work with a sense of
commitment rather than merely complying with the minimum
need to get by.