Introduction

Offices or organization which is under control of government is called government or national organizations. Minister of parliament are generally being the head of the government organizations. Under the supervision of ministers secretaries and other lower level personnel operate the organizations. There are different governmental organizations in Bangladesh such as prime minister’s office, Jatiya Sangsad, LGED, RAB, Bangladesh Jute Research Institute, DCC, Bangladesh Police, National Board of Revenue (NBR),Ministry of Foreign Affairs Bangladesh, Bangladesh Navy, Bangladesh Military, Bangladesh Post office, Rajuk, Bangladesh Navy, Bangladesh Air force, BIWTA, Bangladesh public service commission, Bangladesh petroleum corporation, Bangladesh chemical industries, Department of immigration and passport, Bangladesh Shipping corporation etc.

A country is like a human being. If a man is well enough he can serve the nation by his hard labor. Govt organizations are the part of the country. If these organizations are devoted to the welfare of the country, long term development and peace will be achieved in the long run. But if this organizations lack patriotism and influenced by political power then long term development and advancement is hampered greatly.

It is often said that the standard of management in Bangladesh is at least fifty years backward to that of western countries. Again this standard, whatever is there at the moment, has been falling by the day. Nationalization of industries after independence in 1972 opened up the possibility of a revolutionary improvement in the management practice of hitherto private and public section. But things have not been changed on the favor. Consequence upon the nationalization of large industries in Bangladesh after liberation, the responsibility to build its managerial capability was entirely vested upon the government. A three tier system of management was introduced without prior preparation, training and commitment to run it effectively. But the three tier system failed. Thus the nationalized organization remains ill managed. This accounts for the ever-increasing inefficiency of Bangladesh national organization.

In this report we will focus the managerial problems of nationalized organization and in the last part we will give some solutions to overcome these problems .

Managerial Problems of nationalized organizations of Bangladesh

• Non –professional management: In Bangladesh management has not been developed as a profession. Managers are not professionally oriented to serve their country as those of other developed country .They do not feel that they do have a social responsibility to perform. In the private sector, managers are mostly the relations and family members of owners and a distinct type of management called ―family management‖ has developed which is basically against professionalism.
• Unskilled labor: Bangladesh suffers from an acute shortage of skilled labor. Large scale export of manpower over the years since independence has caused a severe shortage of skilled workers in our industries.
• Autocracy: Democracy is almost absent in our industrial management. Owners/managers consider workers as a mere factor of production. Thus a master-servant relationship prevails in between the managers and workers. This demotivates the workers in our industrial enterprises.
• Productivity and profitability at the lowest: Because mainly of a lack of commitment and of skill on the part of both managers and workers ,the productivity and profitability of Bangladesh industries is one of the lowest in the world. In most cases productivity is so low that it does not justify the existence of management at all. This is the most significant sign of ill management and explains why Bangladesh is industrially backward.
• Strained industrial relations: Neither the owners nor the workers are happy in our industries. The results are frequent strikes and/or lockouts. Interferences by the Government and the political parties in the internal affairs of trade unions also cause some problems which management finds much too difficult to solve.
• Indiscipline: Management means discipline and indiscipline indicates mismanagement. Our industrial management is characterized by indiscipline. Neither the managers, nor the workers have been used to industrial discipline. Absence of a code of discipline and a set principle of accountability has allowed the workers and also the managers to avoid discipline.
• Backward technique and technology: These are inherent in mismanagement. But the use of modern technique and technology can hardly be avoided for ensuring competiveness of modern industries both in the home and the foreign markets. Management techniques such as simulation, PERT, Decision tree etc,are essential now a days. Computer and information technologies have revolutionized management in advanced societies and no business worth the name can exist without their use these days. Bangladesh industries can survive and prosper only through their use. The logic of adopting appropriate technology in our context however holds good for the time being but not for all time to come.
• Unhealthy working environment: Working environment of our industrial enterprises is not appropriate and healthy .workers has to work under unhygienic environment. They do not even get pure drinking water and these cause them to suffer from various diseases, t hereby making them physically weak.
• Insecurity of job and low morale: Workers and even managers suffer from a sense of insecurity in their jobs. This insecurity is the highest in the nationalized organization. Even collective bargaining has not been established on a sound basis. Employers are at their free-will to hire and fire and this tends to lower the morale of employees to work more.
• Political influence: One of the major problems in national organization is that national organizations are very much influenced by political members. Due to the entrance of political influence it is quiet difficult to find qualified and talented working employees in the workplace. As the organization is maintained by those under skilled employees it is often seen the lack of proper maintenance and control. As a result no good plan and goal cannot be fruitful.
• Lack of good relation: A country like Bangladesh depends mainly on foreign help to build mega structure like embankment, bridge, flyover, power plant etc in order to develop the country. Not only to build mega structures, a country also depends on foreign help to meet up the scarcity of food and other necessary commodities. So it is very much necessary to keep good relationship with foreign countries. But if unskilled persons are employed in foreign affairs that have no knowledge of international relationship then it is very difficult to keep good relationship with foreign delegates and other high level persons. As a result development is greatly hampered and foreign investment is reduced. Moreover corruption in the organization reduces the country’s reputation. A recent incident about World Bank’s refusal to donate money to build PADMA Bridge is a real example.
• Misappropriate: The income tax authority is responsible to collect tax from people in Bangladesh. But this organization is heavily influenced by government employs such as ministers, secretary etc. Due to political influence many corrupted people get appointment in this govt organization and misuse his power by misappropriating public money.
• Bribery: Bribery is one of the main problems in our nationalized organizations. Almost every govt organization in Bangladesh is suffered by bribery. Among them Bangladesh police is on the top. We often find in the nationalized bank that file transfer is often suffered by bribery. The most bribery suffered organization is secretariat. If anyone want to meet up with any minister he/she has to give bribe to minister’s PA or other peoples who are acquainted with that minister. Another organization is court. People are always harassed by different types of people in the court. Advocates always charge high prices to their clients.
• Lack of liability to explain one’s conduct: In Bangladesh employees of govt organization find the advantage of not to be liable for their conduct, workings to any other person. A large number of people become autonomous and do different works as their own will. As a result proper chain of command is not properly maintained. That means nobody knows to whom he/she should be responsible for their workings.
• Corruption in recruitment: We know that BPSC (Bangladesh public service commission) is responsible for judging the talent of young generation and make them appointed in the top level jobs in the country. But it is matter of sorrow that corruption has made the commission more and more questionable. Sometimes employees of BPSC take large number of misappropriate to appoint their relatives in jobs and help them to pass in the BCS. As a result the whole organizations are filled up by unqualified persons.
• Not making the transition from worker to manager: Becoming a manager requires the development of a whole new set of business skills – people skills. In our country some of the most talented employees from a technical perspective become the worst managers because they fail to make the transition from worker to manager.
• Not setting clear goals and expectations: Effective performance starts with clear goals. If the manager doesn’t set goals with his employees, his organization often has no direction and his employees have few challenges. Therefore, his employees have little motivation to do anything but show up for work and collect their paychecks. His employees' goals begin with a vision of where they want to be in the future. Meet with his employees to develop realistic, attainable goals that guide them in their efforts to achieve the organization's vision. In our country managers keep employees in the dark. Managers should help workers to help him, and his organization, by setting goals and then by working with them to achieve those goals. In Bangladeshi national organization employees do not know their organization’s overall goal and about their working related responsibilities.
• Failing to delegate: Some surveys rank "inability to delegate" as the No.1 reason that managers fail. Despite the ongoing efforts of many managers to prove otherwise, one can't do everything by oneself. And even if someone could, doing everything by oneself isn't the most effective use of his time or talent as a manager. When a manager delegate works to employees, he multiplies the amount of work that they can do. A project that seems overwhelming on the surface is suddenly quite manageable when managers divide it up among 12 different employees. Furthermore, when a mager delegate works to employees, he also creates opportunities to develop their work and leadership skills. Whenever a manager takes on a new assignment or works on an ongoing job he should delegate that work among different employees. In our country managers of nationalized organization do not manager the employees and thus cannot distribute work portions effectively among work groups. As a result the manager cannot meet up the deadline which diminishes the reputation of the organization.
• Failing to communicate: In many nationalized organizations, most employees don't have a clue about what's going on. Information is power, and some managers use information — in particular, the control of information – to ensure that they're the most knowledgeable and therefore the most valuable individuals in an organization. Some managers shy away from social situations and naturally avoid communicating with their employees — especially when the communication is negative in some way. Others simply don't make efforts to communicate information to their employees on an ongoing basis, letting other, more pressing business take precedence by selectively "forgetting" to tell their employees. The health of today's organizations — especially during times of change — depends on the widespread dissemination of information throughout an organization and the communication that enables this dissemination to happen. Employees’ must be empowered with information so that they can make the best decisions at the lowest possible level in the organization, quickly and without the approval of higher-ups.
• Not recognizing employee achievements: In these days of constant change, downsizing, and increased worker uncertainty, finding ways to recognize employees for the good that they do is more important than ever. The biggest misconception is that managers don't want to recognize employees. Most managers agree that rewarding employees is important; they just aren't sure how to do so and don't take the time or effort to recognize their employees. The most effective reward — personal and written recognition from one's manager — doesn't cost anything. But this practice is not available in our nationalized organization.
• Procrastination: One of the main problems in our nationalized organization is procrastination. No work happens in our nationalized organization in due time. Managers keep sloth all over the year and make people boring about their working pace. The main reason is that managers of a nationalized organization have not to be liable to anyone for their work. As a result they work at their own will which results employee dissatisfaction.
• Nepotism: Almost all nationalized organization the practice of nepotism is seen. It is seen that managers who have some political influence try to appoint people who are relative of the manager and it is also found that during promotion those people get promotion quickly than the others.
• Lack of learning: Successful managers find the best ways to get tasks done and accomplish their goals, and then they develop processes and policies to institutionalize these effective approaches to doing business. This method is great as long as the organization's business environment doesn't change. However, when the business environment does change, if the manager doesn't adjust — that is, doesn't learn — the organization suffers as a result. In our nationalized organization employee training is not found. So when they are shifted from one branch to another they find it difficult to cope with the environment of that new branch. Certainly it affects the employee performance and creates bad impression among colleagues. Today, managers have to be ready to change the way they do business as their environments change around them. They have to constantly learn, experiment, and try new methods. If a manager doesn't adapt, he or she is doomed to extinction — or at least irrelevance.
• Resisting change: In our nationalized organization managers and employees are confined within the organizational boundary. They are not interested to analyze the business world and try to learn new things with their own interest. As result they cannot handle any resistance of change. It is because they lack the expertise about the outside world and they are not properly trained to handle critical situations.
• Going for the quick fix over the lasting solution: In our nationalized organization managers suffers greatly when they face any critical situation. Due to lack of proper expertise they fall in a dilemma to the way of fixing over a lasting solution.
• Lack of co-ordination: Absence of co-ordination and sense of dedication toward nation turns the whole management set up corrupt and inefficient. Lack of determination and direction also causes demotivation to workers who suffer regressively from a rapid degradation of their wages and living conditions
• Falsehood: Falsehood among reports is a main problem. Organizations always submit false information about country as well as the organization’s growth and development.
• Lack of proper planning: In our country no work is done without proper planning. As a result we are deprived of quality work. DCC and other city corporations are real examples that work without proper planning. As a result accidents are occurring frequently. The roads are very much damaged all over the country because roads are not constructed with proper planning and by good ingredients.

Solution of managerial problems of nationalized organization of Bangladesh

• Autocracy should be removed in the organization
• Practice of bribery should be removed
• Liability should be initiated
• Nepotism should be eliminated
• Transparency among work groups should be practiced
• Falsehood should be banished
• Proper employee training should be initiated
• Organization should be strictly controlled by government
• Co-ordination among work group should be initiated
• Employees should be dedicated to their work.
• Employees should be always ready for changing situation and expertise to handle critical situation
• Quality control circle which provides a unique feature among management should be practiced.
• Group decision making policy should be developed to improve quality and acceptability of managerial decisions.
• Proper appraisal of employees should be effectively followed
• Employee motivation should be increased
• Patriotism mentality should be forced among employees
• Employees should be aware of the organizational goals clearly.
• Procrastination should be eliminated
• Good communication among manager-subordinates and among working groups should be initiated.
• Misappropriate practice should be removed
• Law and enforcement organization should be the friend of the mass people rather than enemy.
• Managers and employees should always work for the welfare of the people, rather than harassing them.
• Employees should be honest.
• Talented people should be employed in the organization.
• Political influence should be removed in the organizations.
• Projects should be done with proper planning.
• Delegation and recruitment process should be transparent.

Conclusion

Bangladesh nationalized organizations are filled up with various problems. By analyzing and observing the ability and effectiveness of nationalized organization we cannot be proud of these organizations. Our country is developing day by day. But what extent it should be developed, it did not at that level. The main reason is that the lacking of patriotism and skill. Those who have patriotism never gives priority of his own will and interest, rather gives interest for the whole nation. But it seems that our nationalized organization always abide by the commands of political leaders. They have no interest to the welfare of the country. If our nationalized organization make a tradition to work for the betterment of the country development will certainly follow our country and we hope that Bangladesh will be one of the developed country in the world. All is needed is our self respect and honest willingness.