“IMPACT OF COVID-19 ON EMPLOYEE ATTITUDE AND

MOTIVATION IN BANGLADESH”

1
 ASSIGNMENT ON “IMPACT OF COVID-19 ON EMPLOYEE
ATTITUDE AND MOTIVATION IN BANGLADESH”
COURSE TITLE: MANAGEMENT AND ORGANIZATIONAL BEHAVIOR
COURSE CODE: MGT 515/ 5115

Submitted by:
Name : Md.Badiul Alam
ID : 2020210005026

Submitted To
Dr. Farhana Ferdousi
Assistant Professor
School of Business Studies
Southeast University

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 Letter of Transmittal

To
Dr. Farhana Ferdousi
Assistant Professor
School of Business Studies
Southeast University, Dhaka

Subject: Submission of project on “Impact on COVID-19 on employee attitude

and Motivation” in Bangladesh.

Dear Miss,
We would like to submit our project report titled “Impact on COVID-19 on
employee attitude and Motivation” in Bangladesh.” prepared as a part of the
requirement for Friday MBA program of Southeast University Business School.
Working on this report was a great learning experience. We hope you will find
the report to be objective, systematic and reliable. We would like to take this
opportunity to thank you for all the support and guidelines that you have
provided.

Yours Sincerely,

Md. Badiul Alam

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Acknowledgment

At the beginning of preparing this report, we would like to convey gratitude to

The Almighty Allah.
We have received endless support and guidance in preparation of this Impact on
COVID-19 on employee attitude and Motivation in Bangladesh from many
sources. We would like to take this opportunity to thank them all.
First of all, we would like to thank our class teacher Dr. Farhana Ferdousi
Assistant Professor, School of Business Studies, Southeast University, Dhaka.
We are extremely thankful to her for the endless support as usual that she has
provided during our project time.

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Executive Summary
Keep working is a choice that must be made by employees to continue to meet
their daily needs. However, amid the Covid-19 pandemic virus, attention needs
to be paid to employee‘s safety and security. The company must establish
policies to support the safety and security of its employees while continuing the
operations of the company. Through this article, we recommend two different
approaches that companies must pay attention to maintaining employee
motivation at work. First is work from home and work shifts. Employees will be
motivated to work and perform well in the company where they work if their
safety is thought of by the company. If this is not thought about, then there is
anxiety that is felt by the employee and there is a feeling of discomfort at work.
Companies that dare to make policies and decisions to provide security for
employees are very important to keep growing positive motivation from their
employees, especially amid the pandemic Covid-19. Therefore, the organization
becomes a central role in increasing the motivation of its employees in
completing their work and a sense of security for employees

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 Table of Contents

SL Contents Page Number

Title Fly 1
Title page 2
Letter of Transmittal 3

Acknowledgement 5

Executive Summary 5

Table of Contents 6

Introduction (Chapter 1) 7-10

a) Back Ground of the Study

b) Objective of the Study

c) Limitations of the Study

Methodology (Chapter 2 11-12

a) Sources of Data

b) Sample Size

c) Data Analysis

Literature Review (Chapter 3) 13-22

Finding & Recommendations ( Chapter 4) 23-26

Conclusion (Chapter 5) 27

Appendix 28-29

a) Questionnaire

References 30

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 “AN STUDY
ON
“IMPACT ON COVID-19 ON EMPLOYEE ATTITUDE AND
MOTIVATION IN BANGLADESH”

CHAPTER-1
INTRODUCTION-
Currently, the whole world is being hit by a concern about the spread of the
covid-19 virus that does not know the time and place. Amid the current
outbreak of the covid-19 virus, many workers must be closed, isolated or
worked from home as directed by the local government to reduce the spread of
this virus.
However, there are still companies that continue to operate with a record of
employee shifts or made virtual to keep getting income from the business. This
is a challenge for the company facing the coronavirus pandemic on how to
maintain employee motivation at work. Companies that continue to run their
business amid the covid-19 virus outbreak should be equipped with a supply of
masks and hand sanitizers to provide security to their employees, but the fact is
that many workers, especially those in the lower classes are not equipped with
safety equipment and extensive knowledge about the covid-19 virus.

“Motivation” is an Latin word, meaning “to move” the purpose of motivation is

to create conditions in which people are willing to work with zeal, initiative,
interest and enthusiasm, with a high personal and group motivation satisfaction,
with a sense of responsibility, loyalty and discipline and with pride and
confidence in a most cohesive manner so that the goals of an organization are
achieved effectively.
A fair making plans and having an appropriate structure to achieve the goals,
the manager is required to get people to work. Motivation is that desire or

7
feeling within an individual which prompts him to action. Every individual has
needs and desires which are called motives and which inspire his or her
behavior towards achievement of some objectives. An element which forces an
individual to put his energy, efforts, knowledge and skills to perform things in a
particular way is called motivation. The manager’s role is to influence each
individual’s behaviors and action towards achievement of organizational
objectives.
Human motives are based on certain need which may be primary or secondary
need may vary in their intensity according to situation and time. The
management must study these needs, try to understand their intensity, and have
the responsibility to satisfy them in order to push them to work. The project
work entitled “An analytical study on employees’ motivation affecting their
efficiency” with special reference to Columbia Garments Ltd is mainly
conducted to identify the factors which will motivate the employees and the
organizational functions in Columbia Garments Ltd. Management’s basic job is
the effective utilization of human resources for achievements of organizational
objectives. Employee motivation is one of the major issues faced by every
organization. It is the major task of every manager to motivate his subordinates
or to create the ‘will to work’ among the subordinates. It should also be
remembered that a worker may be immensely capable of doing some work;
nothing can be achieved if he is not willing to work. A manager has to make
appropriate use of motivation to enthuse the employees to follow them. Hence
this studies also focusing on the employee motivation among the employees of
Columbia Garments Ltd. The data needed for the study has been collected from
the employees through questionnaires and through direct interviews. Analysis
and interpretation has been done by using the statistical tools and data’s are
presented through tables and charts.

Motivated employees are a great asset to any organization. It is because the

motivation and Job satisfaction is clearly linked. Hence this study is focusing on
the employee motivation affecting their efficiency in the organization.

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1.3 Importance of Motivation towards Job
Motivation is an important function of personnel management because
management of personal means getting the work done by the people to achieve
the organizational objective motivation is one of the methods to induce the man
on the job to get the work done effectively to have the best results towards the
common objectives. Explaining the importance of motivation,
E.F.L. “Brechment action and in its executive from, it is among chief tasks of
general manager. We may safely lay it down that the tone of an organization is a
reflection of the motivation from the job”.
Performance = ability x motivation (willingness)
Administrative action loses its points unless the members of the organization are
willing to contribute their efforts for the fulfillment of their assigned tasks.
Motivation is necessary for the better performance.

1.4 OBJECTIVES OF THE STUDY-

The research selects this topic name as “A study on COVID- 19 on employee
attitude and motivation” for the survey research work to study the following
objectives.
Primary Objective:
The aim of the study was to analyze how different effects of COVID- 19 ON
employee attitude and motivation
Specific Objective:
 To understand the impact of employee attitudes and motivation in RMG
Sector in Bangladesh.
 To understand the effects of employees’ risk-taking behavior at
workplace.
 To understand the impact of employees’ health complaints which
occurred during isolation on work?
 To understand the impact of organizational changes on work from home
context.

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  To understand the relationship between work-related attitudes and
motivation.

1.5 LIMITATIONS OF THE STUDY

 The limitations of the study are the following
 The data was collected through questionnaire. The responds from the
respondents may not be accurate.
 The sample taken for the study was only 30 and the results drawn may
not be accurate.
 Lack of experience of Researcher.

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 CHAPTER-2

2.1 RESEARCH METHODOLOGY-

Research is a systematic method of finding solutions to problems. It is
essentially an investigation, a recording and an analysis of evidence for the
purpose of gaining knowledge. According to Clifford woody, “research
comprises of defining and redefining problem, formulating hypothesis or
suggested solutions, collecting, organizing and evaluating data, reaching
conclusions, testing conclusions to determine whether they fit the formulated
2.2 Sampling Design.
A sample design is a finite plan for obtaining a sample from a given population.
Simple random sampling is used for this study.

2.3 Universe-
The universe chooses for the research study is the employees of 10 different
Garments Industry in Bangladesh.
2.4 Sample Size-
Number of the sampling units selected from the population is called the size of
the sample. Sample of 30 respondents were obtained from the population.
2.5 Sampling Procedure-
The procedure adopted in the present study is probability sampling, which is
also known as chance sampling. Under this sampling design, every item of the
frame has an equal chance of inclusion in the sample.
2.6 Methods of Data Collection-
The data’s were collected through Primary and secondary sources.
2.7 Primary Sources-
Primary data are in the form of “raw material” to which statistical methods are
applied for the purpose of analysis and interpretations. The primary sources are
discussion with employees, data’s collected through questionnaire.

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2.8 Secondary Sources-
Secondary data’s are in the form of finished products as they have already been
treated statistically in some form or other. The secondary data mainly consists
of data and information collected from records, company websites and also
discussion with the management of the organization. Secondary data was also
collected from journals, magazines and books.
2.9 Questionnaire-
A well defined questionnaire that is used effectively can gather information on
both overall performance of the test system as well as information on specific
components of the system. A defeated questionnaire was carefully prepared and
specially numbered. The questions were arranged in proper order, in accordance
with the relevance.

2.10 Nature of Questions Asked-

The questionnaire consists of open ended, rating and ranking questions.
2.11 Sample
A finite subset of population, selected from it with the objective of investigating
its properties called a sample. A sample is a representative part of the
population. A sample of 30 respondents in total has been randomly selected.
The response to various elements under each questions were totaled for the
purpose of various statistical testing.

2.12 Variables of the Study-

The direct variable of the study is the employee motivation indirect variables
are the incentives, interpersonal relations, career development opportunities and
performance appraisal system.
2.13 Presentation of Data.
The data are presented through charts and tables.
2.14. Tools and Techniques for Analysis.
Correlation is used to test the hypothesis and draw inferences.

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 CHAPTER 3
LITERATURE REVIEW
3.1
Employees will be motivated to work and perform well in the company where
they work if their safety is thought of by the company. If this is not thought
about, then there is anxiety that is felt by the employee and there is a feeling of
discomfort at work. Companies that dare to make policies and decisions to
provide security for employees are very important to keep growing positive
motivation from their employees, especially amid the pandemic Covid-19 virus.
Therefore, the organization becomes a central role in increasing the motivation
of its employees in completing their work and a sense of security for employees.
Companies can play an important role in accommodating the operational needs
of the company amid the Covid-19 virus outbreak by providing extrinsic
motivation. Extrinsic motivation in the form of tangible rewards as short-term is
given to employees for example with overtime pay, compensation for coming to
work directly in the middle of this pandemic. However, it should be interpreted
for companies that extrinsic motivation does not last long and will endanger
companies such as turnover, absenteeism, low performance, especially with this
pandemic. Next, employees need to have intrinsic motivation where their
achievements and work are recognized by the company.
Based on Maslow's motivation theory there are 5 hierarchies of human needs
namely physiological, security, social, prestige, self-actualization needs .The
three requirements above regarding social, prestige, and self-actualization will
not be considered by employees amid the outbreak of Covid-19 virus due to
policies regarding social distance and self-isolation to prevent transmission of
the Covid-19 virus that can result in human death. Therefore, employees will
focus on two basic needs regarding physiological needs related to food and
daily needs and safety needs for employees at work. This is following Maslow's
theory where if the needs at a lower level have been fulfilled or satisfied, there
will be needs at a higher level. But what is happening right now is the need for

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security for employees that have not been fulfilled, so it will not be able to
move to the needs above it.
In dealing with the condition of the Covid-19 virus outbreak this research will
try to provide some recommendations related to maintaining employee
motivation, namely:

3.2 Work from home: One thing that can be done is working from home that is
working virtually which makes it easy and provides a sense of security for
employees. Working from home, especially virtual, will make employees
motivated because on one side they can feel there is a work-life balance .But on
the other hand; there is a decrease in interpersonal contact, feelings of isolation,
and a high chance of misunderstanding.
This needs to be a concern for leaders. Because this will reduce their motivation
because they do not meet face to face, do not know directly their emotions, and
do not receive enough help from them directly. One solution to reduce the
motivation reduction of employees related to working virtually can be done by
video conferencing that is not just a text message such as email. In applying the
work form, several things must be observed by the company leadership, namely:
First, managerial support implemented through company policies and
regulations in facilitating the implementation of work from home can increase
employee‘s motivation. Employees feel safe, comfortable, and protected by
company policies and regulations. One form can be applied to the latest
operating procedure standards, the latest work assessment and balanced also by
continuing to appreciate the virtual presence and compensation to employees in
maintaining the productivity rhythm of the employees themselves.
Second, sharing information and maintaining effective communication between
employees through technology in work from home will increase employee
motivation in completing work. Because the challenge now is to work face-to-
face, it will be easier to share knowledge and information compared to working
virtual (Jones and Graham, 2015), then do not be selfish especially in the midst
of the outbreak of the Covid-19 virus. Effective communication between

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employees and listening to each other's opinions even though virtually, will be
able to increase employee motivation.

3.3 Work shifts: The application of work shifts can be done in industrial
sectors that do not allow for virtual work such as manufacturing, distribution
and shipping companies. This should be seriously considered for companies to
run to employees amid the Covid-19 virus outbreak because the risk of the
possibility of transmission of the Covid-19 virus will be greater when compared
to working from home. In the implementation of work shifts several things need
to be considered by the company, namely:
First, even though working shifts, is not recommended for companies to impose
long shifts for employees especially amid this virus outbreak. This will threaten
not only employee‘s motivation and low employee‘s performance, but also
threaten safety for employees due to reduced employee endurance. Designing an
effective shift schedule with due regard to health and safety will increase
employee motivation.

3.4 The concept of motivation

The word motivation has been derived from motive which means any idea, need
or emotion that prompts a man in to action. Whatever may be the behavior of
man, there is some stimulus behind it .Stimulus is dependent upon the motive of
the person concerned. Motive can be known by studying his needs and desires.
There is no universal theory that can explain the factors influencing motives
which control mans behavior at any particular point of time. In general, the
different motives operate at different times among different people and
influence their behaviors. The process of motivation studies the motives of
individuals which cause different type of behavior.

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3.5 Definition of Motivation-
According to Edwin B Flippo, “Motivation is the process of attempting to
influence others to do their work through the possibility of gain or reward.
3.6 Significance of Motivation-
Motivation involves getting the members of the group to pull weight effectively,
to give their loyalty to the group, to carry out properly the purpose of the
organization. The following results may be expected if the employees are
properly motivated.
1. The workforce will be better satisfied if the management provides them
with opportunities to fulfill their physiological and psychological needs.
The workers will cooperate voluntarily with the management and will
contribute their maximum towards the goals of the enterprise.
2. Workers will tend to be as efficient as possible by improving upon their
skills and knowledge so that they are able to contribute to the progress of
the organization. This will also result in increased productivity.
3. The rates of labor’s turnover and absenteeism among the workers will be
low.
4. There will be good human relations in the organization as friction among
the workers themselves and between the workers and the management
will decrease.
5. The number of complaints and grievances will come down. Accident will
also be low.
6. There will be increase in the quantity and quality of products. Wastage
and scrap will be less. Better quality of products will also increase the
public image of the business.
3.7 Motivation Process-
1. Identification of need
2. Course of action
3. Result –Positive/Negative
4. Feed back

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3.8 Theories of Motivation-
Understanding what motivated employees and how they were motivated was the
focus of many researchers following the publication of the Hawthorne study
results (Terpstra, 1979).

Six major approaches that have led to our understanding of motivation are
Mcclelland’s Achievement Need Theory, Behavior Modification theory;
Abraham H Mallows need hierarchy or Deficient theory of motivation. J.S.
Adam’s Equity Theory, Vrooms Expectation Theory, Two factor Theory.

3.9 McClelland’s Achievement Need Theory-

According to McClelland’s there are three types of needs;
Need for Achievement-
This need is the strongest and lasting motivating factor. Particularly in case of
persons who satisfy the other needs. They are constantly pre occupied with a
desire for improvement and lack for situation in which successful outcomes are
directly correlated with their efforts. They set more difficult but achievable
goals for themselves because success with easily achievable goals hardly
provides a sense of achievement.
Need for Power-
It is the desire to control the behavior of the other people and to manipulate the
Surroundings. Power motivations positive applications results in domestic
leadership style, while it negative application tends autocratic style.

Need for affiliation-

It is the related to social needs and creates friendship. This results in formation
of informal groups or social circle.

3.10 Behavioral Modification Theory:

According to this theory people behavior is the outcome of favorable and
unfavorable past circumstances. This theory is based on learning theory.

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Skinner conducted his researches among rats and school children. He found that
stimulus for desirable behavior could be strengthened by rewarding it at the
earliest. In the industrial situation, this relevance of this theory may be found in
the installation of financial and non financial incentives. More immediate is the
reward and stimulation or it motivates it. Withdrawal of reward incase of low
standard work may also produce the desired result. However, researches show
that it is generally more effective to reward desired behavior than to punish
undesired behavior.

3.11 Abraham H Maslow Need Hierarchy or Deficient theory of

Motivation.
The intellectual basis for most of motivation thinking has been provided by
behavioral scientists, A.H Maslow and Frederick Heizberg, whose published
works are the “Bible of Motivation”. Although Maslow himself did not apply
his theory to industrial situation, it has wide impact for beyond academic
circles. Douglous Mac Gregor has used Maslow’s theory to interpret specific
problems in personnel administration and industrial relations. The crux of
Maslow’s theory is that human needs are arranged in hierarchy composed of
five categories. The lowest level needs are physiological and the highest levels
are the self actualization needs. Maslow starts with the formation that man is a
wanting animal with a hierarchy of needs of which some are lower ins scale and
some are in a higher scale or system of values. As the lower needs are satisfied,
higher needs emerge. Higher needs cannot be satisfied unless lower needs are
fulfilled. A satisfied need is not a motivator. This resembles the standard
economic theory of diminishing returns. The hierarchy of needs at work in the
individual is today a routine tool of personnel trade and when these needs are
active, they act as powerful conditioners of behavior- as Motivators. Hierarchy
of needs; the main needs of men are five. They are physiological needs, safety
needs, social needs, ego needs and self actualization needs, as shown in order of
their importance.

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Physiological or Body Needs: - The individual move up the ladder responding
first to the physiological needs for nourishment, clothing and shelter. These
physical needs must be equated with pay rate, pay practices and to an extent
with physical condition of the job.

Safety: - The next in order of needs is safety needs, the need to be free from
danger, either from other people or from environment. The individual want to
assured, once his bodily needs are satisfied, that they are secure and will
continue to be satisfied for foreseeable feature. The safety needs may take the
form of job security, security against disease, misfortune, old age etc as also
against industrial injury. Such needs are generally met by safety laws, measure
of social security, protective labor laws and collective agreements.

Self-
Actualization
Ego Needs
Social Needs
Safety Needs
Physiological Needs

Social needs: - Going up the scale of needs the individual feels the desire to
work in a cohesive group and develop a sense of belonging and identification
with a group. He feels the need to love and be loved and the need to belong and
be identified with a group. In a large organization it is not easy to build up
social relations, However close relationship can be built up with at least some
fellow workers. Every employee wants too feel that he is wanted or accepted
and that he is not an alien facing a hostile group.

Ego or Esteem Needs: - These needs are reflected in our desire for status and
recognition, respect and prestige in the work group or work place such as is
conferred by the recognition of ones merit by promotion, by participation in

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management and by fulfillment of workers urge for self expression. Some of the
needs relate to ones esteem e.g.; need for achievement, self confidence,
knowledge, competence etc. On the job, this means praise for a job but more
important it means a feeling by employee that at all times he has the respect of
his supervisor as a person and as a contributor to the organizational goals.

Self realization or Actualization needs: - This upper level need is one which
when satisfied provide insights to support future research regarding strategic
guidance for organization that are both providing and using reward/recognition
programs makes the employee give up the dependence on others or on the
environment. He becomes growth oriented, self oriented, directed, detached and
creative. This need reflects a state defined in terms of the extent to which an
individual attains his personnel goal. This is the need which totally lies within
oneself and there is no demand from any external situation or person.

3.12 J.S Adams Equity Theory-

Employee compares her/his job inputs outcome ratio with that of reference. If
the employee perceives inequity, she/he will act to correct the inequity: lower
productivity, reduced quality, increased absenteeism, voluntary resignation.

3.13 Vrooms Expectation Theory-

Vroom’s theory is based on the belief that employee effort will lead to
performance and performance will lead to rewards (Vroom, 1964). Reward may
be either positive or negative. The more positive the reward the more likely the
employee will be highly motivated. Conversely, the more negative the reward
the less likely the employee will be motivated.

3.14 Two Factor Theory-

Douglas McGregor introduced the theory with the help of two views; X
assumptions are conservative in style Assumptions are modern in style.

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X Theory-
• Individuals inherently dislike work.
• People must be coerced or controlled to do work to achieve the
objectives.
• People prefer to be directed
Y Theory
• People view work as being as natural as play and rest
• People will exercise self direction and control towards achieving
objectives they are committed to
• People learn to accept and seek responsibility.

3.15 Types of Motivation.

Intrinsic motivation occurs when people are internally motivated to do
something because it either brings them pleasure, they think it is important, or
they feel that what they are learning is morally significant. Extrinsic motivation
comes into play when a student is compelled to do something or act a certain
way because of factors external to him or her (like money or good grades)

3.16 Incentives
An incentive is something which stimulates a person towards some goal. It
activates human needs and creates the desire to work. Thus, an incentive is a
means of motivation. In organizations, increase in incentive leads to better
performance and vice versa.

3.17 Need for Incentives

Man is a wanting animal. He continues to want something or other. He is never
fully satisfied. If one need is satisfied, the other need arises. In order to motivate
the employees, the management should try to satisfy their needs. For this
purpose, both financial and non financial incentives may be used by the
management to motivate the workers. Financial incentives or motivators are
those which are associated with money. They include wages and salaries, fringe
21
benefits, bonus, retirement benefits etc. Non financial motivators are those
which are not associated with monetary rewards. They include intangible
incentives like ego-satisfaction, self-actualization and responsibility.

INCENTIVES
Financial Incentives Non-financial incentives
• Wages and Salaries. - Competition
• Bonus - Group recognition
• Medical reimbursement - Job security
• Insurance - Praise
• Housing facility - Knowledge of result
• Retirement benefits. - Workers participation.
• Suggestion system.
• Opportunities for growth

3.18 Motivation is the key to performance improvement-

There is an old saying you can take a horse to the water but you cannot force it
to drink; it will drink only if it's thirsty - so with people. They will do what they
want to do or otherwise motivated to do. Whether it is to excel on the workshop
floor or in the 'ivory tower' they must be motivated or driven to it, either by
themselves or through external stimulus. Are they born with the self-motivation
or drive? Yes and no. If no, they can be motivated, for motivation is a skill
which can and must be learnt. This is essential for any business to survive and
succeed. Performance is considered to be a function of ability and motivation,
thus:
Job performance =f (ability)(motivation)
Ability in turn depends on education, experience and training and its
improvement is a slow and long process. On the other hand motivation can be
improved quickly. There are many options and an uninitiated manager may not
even know where to start. As a guideline, there are broadly seven strategies for
motivation.
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There are broadly seven strategies for motivation.
• Positive reinforcement / high expectations
• Effective discipline and punishment
• Treating people fairly
• Satisfying employees needs
• Setting work related goals
• Restructuring jobs
• Base rewards on job performance

Essentially, there is a gap between an individual’s actual state and some desired
state and the manager tries to reduce this gap. Motivation is, in effect, a means
to reduce and manipulate this gap.

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 CHAPTER-4
FINDINGS & RECOMENDATIONS

This document aims at providing employees and management members with the
information that can be beneficial both personally and professionally. Every
business enterprise has multiple objectives including of adequate profit for
payment of a reasonable rate of return to the owners and for investment in
business through satisfaction of customers, maintenance of a contended
workforce and creation of a public image. The basic job of management of any
business is the effective utilization of available human resources, technological,
financial and physical resources for the achievement of the business objectives.

This project entitled as “Employee motivation” was done to find out the factors
which will motivate the employees. The study undertakes various efforts to
analyze all of them in great details. The researcher in this project at the outset
gives the clear idea of the entire department existing in the company. From the
study, the researcher was able to find some of the important factors which
motivate the employees. Factors like financial incentives and non financial
inventive, performance appraisal system, good relationship with co-workers,
promotional opportunities in the present job, employee participation in decision
making are very much effect the level employee motivation. It is also clear from
the study that the company is so eager in motivating their employees and their
present effort for it so far effective. The human resources can play an important
role in the realization of the objectives. Employees work in the organization for
the satisfaction of their needs. If the human resources are not properly
motivated, the management will not be able to accomplish the desired results.
Therefore, human resources should be managed with utmost care to inspire,
encourage and impel them to contribute their maximum for the achievement of
the business objectives.

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4.2 FINDINGS
The findings of the study are follows:-
 Working from home that is working virtually which makes it easy and
provides a sense of security for employees. Working from home,
especially virtual, will make employees motivated because on one side
they can feel there is a work-life balance.
 managerial support implemented through company policies and
regulations in facilitating the implementation of work from home can
increase employee‘s motivation. Employees feel safe, comfortable, and
protected by company policies and regulations.
 The Columbia Garments Ltd has a well-defined organization structure.
 There is a harmonious relationship is exist in the organization between
employees and management.
 The employees are really motivated by the management.
 The employees are satisfied with the present incentive plan of the
company.
 Most of the workers agreed that the company is eager in recognizing and
acknowledging their work.
 The study reveals that there is a good relationship exists among
employees.
 Majority of the employees agreed that there job security to their present
job.
 The company is providing good safety measures for ensuring the
employees safety.
 From the study it is clear that most of employees agrees to the fact that
performance appraisal activities and support from the coworkers in
helpful to get motivated.
 The study reveals that increase in the salary will motivate the employees
`more.
 The incentives and other benefits will influence the performance of the
employees.

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4.3 SUGGESTIONS
The suggestions for the findings from the study are follows:-
 Employees’ health showed that mental and physical health complaints
that occurred during isolation will not have impact on job motivation,
suggesting that those complaints were caused mostly by the restrictions
on movement, impossibility to see friends and family members or to go to
work.
 4) Sharing information and maintaining effective communication
between employees through technology in work from home will increase
employee motivation in completing work .Because the challenge now is to
work face-to-face, it will be easier to share knowledge and information
compared to working virtual.

 Most of the employees agree that the performance appraisal activities are
helpful to get motivated, so the company should try to improve
performance appraisal system, so that they can improve their
performance.
 Non financial incentive plans should also be implemented; it can improve
the productivity level of the employees.
 Organization should give importance to communication between
employees and gain co-ordination through it.
 Skills of the employees should be appreciated.
 Better carrier development opportunities should be given to the
employees for their improvement.
 If the centralized system of management is changed to a decentralized
one, then there would be active and committed participation of staff for
the success of the organization.

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4.4 CONCLUSION
Keep working is a choice that must be made by employees to continue to meet
their daily needs. However, amid the Covid-19 pandemic virus, attention needs
to be paid to employee‘s safety and security. The company must establish
policies to support the safety and security of its employees while continuing the
operations of the company. Through this article, we recommend two different
approaches that companies must pay attention to maintaining employee
motivation at work. First is work from home and work shifts.
However, the respondents were aware that it would be hard to find new
employment since almost every sector was hit by COVID-19.
Although the results of the research revealed that mental and physical health
complaints occurred during isolation were not a significant predictor of work
attitudes or turnover intentions, these complaints should not be neglected by
employers. The study was conducted among 30 employees and collected
information through structured questionnaire. In the month of April, 2020 all
employee has been paid 65% salary of gross during COVID-19 situation as per
govt. declaration. The study helped to findings which were related with
employee motivational programs which are provided in the organization. The
performance appraisal activities really play a major role in motivating the
employees of the organization. It is a major factor that makes an employee feels
good in his work and results in his satisfaction too. The organization can still
concentrate on specific areas which are evolved from this study in order to make
the motivational programs more effective. Only if the employees are properly
motivated- they work well and only if they work well the organization is going
to benefit out it. Steps should be taken to improve the motivational programs
procedure in the future. The suggestions of this report may help in this direction.

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 QUESTIONNAIRE

Information about facilities to provide for garment workers by

garment authorities:
Information about Socio-economic condition
1. How many years you are working in garment sector?
2 How many years you are working in this garment industry?
3 What is your basic salary?
4 How many hours do you work in a day?
5 Is overtime compulsory in your industry?
Yes b. No
If your answer Yes. Please mention... How many hours?
6 Do you get your salary in time?
a) Yes b) No c) Irregular
If your answer is No. please mention reason…
7 How much money do you get in an hour for overtime work?
8 Do you have any savings?
9 How many family members depend on your income?
10. Why do you involve yourself in garment sector?
Information about Health and sanitation During COVID-19
11. Is there a Covid-19 Task Force (or any similar internal team capable of
implementing, monitoring and auditing the required measures)?
a) Yes b) No
12. Does the factory have monitoring and evaluation mechanisms for the Covid-
19 preventive measures and plans?
a) Yes b) No
13. Is the factory training the workers on Covid-19 such as treatment,
prevention or management of suspected cases as well as hygiene and cleanliness
topics relevant to Covid-19?
a) Yes b) No
14. Are signs / posters displayed prominently throughout the factory premises
with information on preventing Covid-19?
a) Yes b) No

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15. Are marks and signals posted to demarcate 6 feet distances through the
factory facilities?
16. Is temperature checked to all entrants to the factory with forehead style
scanner?
a) Yes b) No
17. Are temperature takers provided gloves, goggles, face masks, and gowns?
a) Yes b) No
18. Is there enough provision of hand wash basins, water and soap or alcohol
based hand sanitizer for all the occupants?
a) Yes b) No
19. Is there provision of protective nose and mouth face mask to each employee
and each person in the chain of activity with your factory?
a) Yes b) No
20. Is social distancing throughout the factory premises implemented?
a) Yes b) No

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.
References:

Ackah, D. 2014. The Impact of Motivation on Employee Performance in the

Manufacturing Industry in Ghana. Global Journal of Management Studies and
Researches, 1(5), 291-310.
Amiot, C.E., Sansfaçon, S., Louis, W.R. 2013. Investigating the motivations
underlying harmful social behaviors and the motivational nature of social
norms. Journal of Applied Social Psychology, 43, 2146-2157.
https://doi.org/10.1111/jasp.12167.
Anderson, H.J., Baur, J.E., Grif, J.A., Buckley, M.R. 2016. What works for you
may not work for ( Gen ) Me: Limitations of present leadership theories for the
new
www.google.com

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