Report on

Behavioral Management Practices in Fakir Garments in Bangladesh

Course Name: Development of Management Thoughts

Course Code: MGT-401

Submitted to-

Proshanta Kumar Podder

Lecturer

Department of Management Studies

Rabindra University, Bangladesh

Submitted by-
Team Vanquisher

BBA 4th Year (1st Batch)

Session: 2018-19

Department of Management Studies

Rabindra University, Bangladesh

Date of Submission: 15 October, 2023

 Department of Management Studies
Course Code: MGT-401
Course Name: Development of Management Thoughts

Group Name: Vanquisher

SL. Student’s ID Student’s Name Remarks

No.

01 19030101 Tithi Biswas

04 19030131 Mohammad Fardin Arefin

05 19030133 Md. Sohel Rana

 Acknowledgement

We are very grateful and thankful to the Almighty God. The success and final outcome of this
study required a lot of guidance and assistance from many people and we extremely fortunate
to have got this all along the completion of our report. We would like to thank our honorable
lecturer Proshanta Kumar Podder for giving us an opportunity to do this assignment and
proving all support and guidance which help us complete this on time. We are really grateful
because we managed to complete this report within the time given. This assignment cannot be
successfully completed without the effort and co-operation with group members, superiors,
friends. Last but not least, we would like to express our gratitude to friends and respondents
for support and willingness spend some time with us. For the completion of this report
searching for websites, articles and related documents were required.

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Executive Summary

Fakir Garments is a leading garment manufacturer in Bangladesh, with over 30,000 employees.
The company is known for its commitment to social and environmental responsibility, and its
innovative behavioral management practices. One of the key features of Fakir Garments'
behavioral management approach is its focus on positive reinforcement. The company uses a
variety of methods to reward employees for good behavior, such as cash bonuses, public
recognition, and opportunities for advancement. Fakir Garments also has a strong culture of
teamwork and collaboration, which is encouraged through team-building activities and cross-
training programs. Another important aspect of Fakir Garments' behavioral management
approach is its focus on prevention. The company has a number of policies and procedures in
place to address potential behavioral problems, such as absenteeism, tardiness, and workplace
violence. Fakir Garments also provides employees with training on how to resolve conflict
peacefully and constructively. Fakir Garments Company in Bangladesh has adopted a
comprehensive approach to behavioral management practices. By prioritizing employee
engagement, inclusive leadership, training and development, performance management, work-
life balance, recognition and rewards, effective communication, and conflict resolution, the
company strives to create a conducive work environment that enhances employee satisfaction
and productivity. These practices contribute to the overall success and sustainability of the
organization in the competitive textile and apparel industry.

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Table of Content:

Chapter Contents Page No.

1.0 Introduction 1

1.1 Background /Rationale of the study 1

1.2 Objectives of the study 2

1.3 Limitations of the study 3

2.0 An overview of the organization 3-12
2.1 Profile of the Organization 3-4
2.2 Historical Background of the company 4
2.3 Objectives of the company 5
2.4 Mission 5
2.5 Vision 5
2.6 Target of Fakir group 5
2.7 Commitment of Fakir group 5
2.8 Facilities at Fakir Apparels Ltd. 6
2.9 Code of ethics of Fakir Fashion Limited 6
2.10 SWOT Analysis 7-8
2.11 Principal Activities 8
1.12 Various Department of Fakir Fashion Limited and Their 8-12
Activities
3.0 Methodology of the study: Data and Methods 13-14
3.1 Data Collection 13
3.2 Data Analysis 13-14
4.0 Results and Discussion 14-16
5.0 Findings, Conclusion and Recommendations 17-19
5.1 Findings 17
5.2 Conclusion 17
5.3 Recommendations 18
References 18-19

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1.0 Introduction
The Ready-Made Garments (RMG) industry occupies a unique position in the Bangladesh
economy. It is the largest exporting industry in Bangladesh, which experienced phenomenal
growth during the last 25 years. By taking advantage of an insulated market under the provision
of Multi Fiber Agreement (MFA) of GATT, it attained a high profile in terms of foreign
exchange earnings, exports, industrialization and contribution to GDP within a short span of
time. The industry plays a key role in employment generation and in the provision of income
to the poor. Nearly four million workers are directly and more than twelve million inhabitants
are indirectly associated with the industry. Over the past twenty-five years, the number of
manufacturing units has grown from 180 to over 4000. The sector has also played a significant
role in the socio-economic development of the country. The quota came to an end at 2004 but
it continued to show robust performance, competitive strength and, of no less importance,
social commitment. RMG’s contribution to Bangladesh economy is well-known, well-
appreciated and well-respected. Garments industry is the largest export industry for our country
and it contributes 75% of total export. The industry is associated with its strength, weakness,
threat and opportunity. In this study an attempt has been made to describe the overall scenario
of Bangladesh Ready Made Garments industry. At this time of free economy everyone may be
interested to know about the largest export industry and the mechanism of doing business here.
The present study has been undertaken with consideration of this fact.

1.1 Background /Rationale of the study

Fakir Garments Company, based in Bangladesh, is a prominent player in the textile and apparel
industry, contributing significantly to the country's export revenue. The company's success in
the highly competitive global market is heavily reliant on its workforce's performance and the
efficiency of its operational processes. Effective management of employee behavior,
motivation, and job satisfaction is paramount to maintaining and improving productivity in the
garment manufacturing industry.
Behavioral management practices within organizations have evolved over time to acknowledge
the crucial role of human factors in achieving business objectives. Leadership styles,
communication methods, employee motivation strategies, conflict resolution approaches, and
organizational culture play pivotal roles in shaping employee behavior and overall
organizational success. Given the significance of these factors, it is essential for Fakir Garments
Company to continually evaluate and refine its behavioral management practices.
Fakir Garments is a leading garment manufacturing company in Bangladesh. The company
employs over 30,000 workers and produces a wide range of garments for export to international
markets. Fakir Garments uses a variety of behavioral management practices to manage its
workforce.

The rationale for studying behavioral management practices in Fakir Garments company is to:

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 • Identifying the behavioral management practices that are used by the company and
assess their effectiveness in improving employee performance and creating a more
positive and productive work environment.
• In an industry with a high demand for skilled labor, Fakir Garments needs to not only
attract but also retain the best talent. Satisfied employees are more likely to remain with
the company, reducing turnover and associated costs.
• Exploring the benefits and challenges of using behavioral management practices in the
garment industry in Bangladesh.
• Focusing on employee satisfaction and well-being contributes to a positive work
environment, which, in turn, can improve overall organizational health.
• Providing insights that can be used by both academic researchers and practitioners to
develop and improve behavioral management practices in the garment industry.
• Ensuring that behavioral management practices are in alignment with ethical and legal
standards is not only a responsible approach but also essential for avoiding legal and
reputational risks.
• Helping Fakir Garments to improve employee performance, reduce absenteeism and
turnover, and create a more positive and productive work environment.

1.2 Objectives of the study

The main objective of a study on behavioral management practices in Fakir Garments
Company in Bangladesh can be to:
"Assess and improve the effectiveness of behavioral management practices within Fakir
Garments with the aim of enhancing employee motivation, productivity, and job
satisfaction."

In order to reach the broad objective, some specific objectives are identified:
i. To examine the strategies used to motivate employees in Fakir Garments and assess
how effective they are in enhancing workforce motivation and productivity.
ii. To analyze the communication channels, practices, and their effectiveness within
the organization, and how they contribute to a positive work environment.
iii. To explore how feedback and performance appraisals are conducted and identify
the opportunities for employee training and development within Fakir Garments.

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1.3 Limitations of the study
The study of Behavioral Management practices in Fakir Garments company is likely to have a
number of limitations, including:
i. Sample Size: If the study relies on a limited number of participants or departments
within the organization, the findings may not be fully representative of the entire
company.
ii. Data Collection Constraints: Access to certain areas of the organization or specific
data may be restricted, which can limit the comprehensiveness of the study.
iii. Time Constraints: The study may be subject to time limitations, affecting the depth
and breadth of the research. Comprehensive data collection and analysis may not be
possible within a short timeframe.
iv. Resource Limitations: Constraints on available resources, such as budget, technology,
or research personnel, can impact the quality and extent of the study.
v. Ethical Considerations: Ethical constraints may limit the type of data that can be
collected and the methods that can be employed.
vi. Organizational Culture: Fakir Garments' organizational culture can influence the
willingness of employees to participate in the study, and it may also affect the accuracy
of their responses.
vii. Generalizability: Findings from a single company may not be universally applicable
to all organizations in the textile and apparel industry or in other industries.
viii. Language and Cultural Barriers: In a multinational organization like Fakir Garments,
language and cultural differences may affect the quality of data and the effectiveness of
communication with employees.
ix. Availability of Past Data: The study may lack historical data on behavioral
management practices within the company, limiting the ability to analyze trends and
changes over time.
x. Overreliance on Self-Report Data: Depending on self-report data from employees
may not fully capture the nuances of behavioral management practices within the
organization.

2.0 An overview of the organization

2.1 Profile of the Organization:
Al Haj Yousuf Ali Fakir was the first to venture into the textile industry in the early 1960’s. His
concern of a large yarn trading operation was based in the bustling business district of
Narayanganj. In a little time the business grew exponentially in revenue and size and the highly
ambitious entrepreneur expanded his trading operations countrywide adding jute, dyes and
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chemicals. In 1980 the family saw passing of a model father and a business pioneer of his
generation. The stage was set for a new generation to takeover. A rising opportunity in the
readymade garment sector in the 1990’s was quickly seized by Fakir Moniruzzaman son of Al
Haj Yousuf Ali Fakir and after overlooking multiple garment operations in 1998 he founded
Fakir Apparels, a vertically integrated organization. Today, Fakir Apparels is an industry leader
in the garment sector manufacturing with a wide range of products serving to a diverse portfolio
of clients. With customer service being the core driving force of the organization, we have also
committed ourselves to the future by integrating environmental sustainability to our business
philosophy. We believe that an increasingly resource constrained world sustainable business
practices are critical to the creation of long-term value for all our stakeholders.

2.2 Historical Background of the company:

'Fakir' the title came from the owner's family title, founder of the group was Late Mr. Yusuf Ali
Fakir who started his business in the mid of nineteenth century as local textile manufacturer,
rather than this the founder also had Jute Trading, Dyes & Chemical Trading company, later on
from 1970 with the involvement of founder's five sons, the company gradually developed and
started exporting garment in 1988. Fakir Group started garment export with 4 sewing line and
now we have 300 sewing lines along with all require facilities. Fakir Group is now a fully
compliance composite knit garment manufacturing industrial group. The Groups yearly
turnover as of 2013 was $300 million and Fakir Fashion's turnover was $50 million.
Like the beginning of the most successful business stories, the birth of Fakir Fashion Limited
started with a dream in 2009 the founder chairman dreamt of creating a world class garment
company which would be grounded on a principal of excellence. Since then the company has
flourished to become a name of recognized and respected not only for the superior quality of
the products, but also for its strong values. The ability to learn continuously has given us the
flexibility and the nimbleness that is required for the growth in changing and challenging time.
The company today boasts of and ewer growing international clients base for its entire range
of products. A critical pillar in supporting an organization is the team which forms its core. The
company has always believed in nurturing and retaining top talent. The employees are
encouraged to participate actively in decision making in turn ensures continues learning.
In the flow of gradual development, Fakir Group has introduced its new complained composite
knit garment unit named 'Fakir Fashion Limited". They developed Fakir Fashion with 3 rd
generation facilities, for instance vertical sewing lines, Hi-Tech machineries, ERP software for
HR, Accounts & Production and integrated with FAST REACT UK based production planning
& monitoring software, Wi-Fi facility, Instant Sampling (Inside Factory), Independent R&D
section etc.

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2.3 Objectives of the company:
• Fakir Fashion Limited goal is to achieve zero tolerance in production by upgrading total
quality management and proper production management.
• Create a favorable image of world as a high quality garments manufacturer and supplier.
• Train and develop a motivated and skilled workforce considering the "Quality of Life"
for the employees.
• To meet the appropriate expectation of clients.
• Provide Maximum Satisfaction to our valued customers.
• Latest design and talents at our work force.

2.4 Mission
Our purpose is to generate shareholder’s value by delivering quality products at the right time
in the most cost-effective ways. We will realize this mission by setting the highest standards in
individual and organization performances in the industry and continuously rewarding
achievements.

2.5 Vision
Our vision is to be a world class manufacturer in the apparel industry. We will achieve this
position through innovations in products and business methods that add value to our customers
and by meeting global standards in quality, customer service and human resource management.
To sustain in the long-run we want to forge long lasting relationship with our employees,
customers, suppliers and engage in sustainable business practices.

2.6 Target of Fakir group

Evaluate risk & the overall supply chain to ensure long term profitability for all stakeholders.
To achieve the target sustainability goals, the team focuses Fakir Fashion Fakir K Nahid said
that his company was committed to producing electricity . "We have a dedicated team to
achieve this target.

2.7 Commitment of Fakir group

Fakir Group has five running concerns, Fakir Knitwears Ltd., Fakir Eco Knitwears Ltd., FKL
Spinning Ltd., Fakir Logistics Ltd. and Zaman Agro & Fisheries Ltd. Fakir Knitwears Ltd. is
a comprehensive manufacturing and exporting company of Bangladesh. It comprises the ultra-
modern plants related to garment industry, such as independent knitting, dyeing, sewing,
finishing and packaging with sufficiently supportive backward linkage facilities

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2.8 Facilities at Fakir Apparels Ltd.

Facilities Capabilities Capacity/Day Machine

Knitting All types of knit 20000 kgs Mayer & Cie,

Fabrics FUKAHARA, Jung
Lung with 100%
Lycra attachment
Dyeing Dyeing 30000 kgs ATYC, THIES,
SCLAVOS
Cutting Cutting 190000 pcs CAM, Spreader-
Gerber
Sewing 117 sewing line 150000 pcs JUKI(Japan), Brother,
Pegasus cervical
machine
Embroidery 6 machines 30 mill stiches Tajima-Japan

Washing All wash effects 30000 pcs OMI-Italy

Printing All types of printing 150000 pcs ALPHA 8 [M&R],

Schenk-Spider Auto &
Manual

2.9 Code of ethics of Fakir Fashion Limited

• Manufacturing and supply products and service of the highest quality and optimum
value.
• Sustain a level of competence expected as a professional operator and only supply such
products and service for which Fakir Fashion Limited is suitably qualified.
• Conduct all aspects of business in a professional and responsible manner.
• Engage in fair and open competition based on truthful representation of products and
service offered.
• Customer Satisfaction: Satisfy Customer with highest quality product, service &
support.
• Excellence: Achieve excellence in people, creativity & imagination.
• Innovation: To innovate new method to provide customer qualified products.
• Efficient: To be efficient in producing product.

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2.10 SWOT Analysis
Strength

• Fakir Apparels Ltd. is a rapidly expanding Company. After starting its journey in 1960 it has
already doubled the net turnover by the year of 1998. All the units of the factory enjoy higher
use of machinery that is imported from Germany, Switzerland, Italy & Japan. As a result it can
maintain a smooth rate of production. Well trained human recourses are strengths of the
company. They train up their key personal within the country and in abroad. In this way the
company can get some competitive advantages over the competitions. The HRM practice is
also remarkable in Fakir Apparels Ltd.

• Considerable Qualified/keen to learn workforce available at low labor charges.

• Energy at low price

• Easily accessible infrastructure like railroad, river and air communication.

• Moderately open Economy, particularly in the Export Promotion Zones.

• Looking forward to Duty Free Excess to US, talks are on, and appear to be on hopeful track.

• Excellent Tele-communications network of E-mail, Internet, ISD, NWD & Cellular services.

• Convenience of duty free custom bonded w/house

• Readiness of new units to enhance systems and create infrastructure accordant with product
growth and fast reactions to circumstances

Weakness

• Fakir Apparels Ltd. is highly dependent on Cotton. And raw materials of cotton are becoming
expensive. Sometimes transaction time at Ports and transportation time create many problems
there. And the higher taxes, power and interest rates are also included in weaknesses of this
textile company.

• The machinery required to assess add on a garment or increase competence are missing in
most industries.

• Lack of enough training organizations for industrial workers, supervisors and managers.

• Autocratic approach of nearly all the investors

• Subject to natural calamities

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Opportunity

• There are bright opportunities for the Company in the overseas market. If it can communicate
well and capture a significant market portion in the Europe and USA market, it can be the leader
in composite fields. Growth rate of Domestic composite & Textile Industry is increasing.
Besides this, Product development and Diversification are also happening to cater global needs.

• Bangladesh is included in the Least Developed Countries with which US is committed to

enhance export trade

• Sweaters are very economical even with China and is the prospect for Bangladesh

• If skilled technicians are available to instruct, prearranged garment is an option because labor
and energy cost are inexpensive.

Threat
The competition will be stiffer among the other foreign competitors like Srilanka, China,
Pakistan and India are prominent. To balance between demand & supply and price & quality
are also included in threats this company.

2.11 Principal activities

Fakir Group is a combination of composite knit garments, garments label designing &
manufacturing, printing & packaging, paper & board manufacturing transportation,
information technology & media and export & general trading business engaged since four
decades. It’s policy includes its emphasis on corporate social responsibility and her active
involvement in regional & religious activities in improving poverty level. Fakir Knitwears Ltd.
is a comprehensive manufacturing and exporting company of Bangladesh. It comprises the
ultra-modern plants related to garment industry. Certainly, we ardently uphold that FFL
illuminates the path of unity with the guiding principle: "One Team, One Dream”

2.12 Various Department of Fakir Fashion Limited and Their Activities

If the jobs are not organized considering their interrelation and are not allocated in a particular
department it would be very difficult to control the system effectively. If the departments are
not tailored for the specific works there would be chaotic condition and the performance of a
certain department would not be measured. Fakir Fashion Limited has done this work very
well. Different department of Fakir Fashion Limited are as follows:

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Accounts Department
Accounts department deals with day to day book keeping, daily collections, salaries of all
employees, etc. Accounts department of Fakir Fashion Limited has some responsibilities which
are given below:

• Finalization of monthly accounts as well as yearly financial statement of the group for
the management, banks, financial institutions.
• Prepare quarterly, half yearly, yearly financial information including financial statement.
• Monitoring the records of daily all financial transactions in the book of original entry.
• Check and sign all the vouchers before payment.
• Debtors Management and Credit control.
• Accounting standard and their implementation.
• Store/Materia1s accounting of the group.
• Reconciliation of Fakir Fashion Limited Bank Ledger with Bank statement.
• Bank and Financial liability reconciliation, Bank interest calculation and provision.
Other main function of account department is tax payments. They deal with the central sales
TAX, VAT, excise and other department. Monthly returns are prepared by the accounts
department.

Finance Department
Finance department manages the fund available for the operations of the business, by making
a balance between the fund inflow and fund outflow. The management of all activities related
to finance requires considerable expertise and specified knowledge of banks, financial
institutions, the different sources of finance and ways to profitability utilize these funds.
Finance department of Fakir Fashion Limited has some responsibilities which are below:

• Preparation of project to arranging new project finance as well as new expansions and
monitoring the new project financing.

• Prepare financial forecasts on a regular basis.

• Up-date and organize the intercompany financial transaction.

• Develop financial strategies, financial planning and management budget and budgetary
control policies and procedures.

• Margin analysis.

• Costing and profitability analysis.

• Procurement of foreign exchange loan under different line of credit.

• Developing different financial process.

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Quality Control Department
The quality control department of Fakir Fashion Limited is always trying to control the
expected quality provided the buyer. The quality controlling process is done by a specialized
quality controller. The process of quality control is:

A) Quality Control in Sample Section

• Maintaining buyer Specification standard

• Checking the sample and its different issues

• Measurements checking

• Fabric color, GSM, Fastness etc. properties required checking

• SPI and other parameter checking

B) Quality Control in Marker Making

• To check notch or drill mark

• Fabrics width must be higher than marker width
• Fabrics length must be higher than marker length
• Matching of green line
• Check pattern size and dimension
• Matching of check and stripe taking into consideration
• Considering garments production plan
• Cutting table length consideration
• Pattern direction consideration
C) Quality Control in Fabric Spreading

• Fabric spreading accounting to correct alignment with marker length and width
• Maintain requirement of spreading
• Matching of check and stripe
• Lay contains correct number of fabric ply
• Correct ply direction
• To control the fabric splicing
• Tension control
D) Quality Control in Fabric Cutting

• The dimension of the pattern and the cut piece should be same and accurate
• Cut edge should be smooth and clean
• Notch should be cut finely

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 • Drill hole should made at proper place
• No yarn fraying should occur at cut edge
• Avoid blade deflection
• Maintain cutting angle
• More skill operator using
E) Quality Control in sewing Section

• Input material checking

• Cut panel and accessories checking
• Machine is in well condition
• Thread count check
• Special work like embroidery, printing panel check
• Needle size checking
• Stitching fault should be checked
• Garments measurement check
• Seam fault check
• Size mistake check
• Mismatching matching of trimming
• Shade variation within the cloth
• Wrong placement of interlining
• Creased or wrinkle appearance control
F) Quality Control in Finishing Section

• Proper inspection of the garments including measurement, spot, dirt, impurities

• Water spot
• Shading variation check
• In secured or broken chain or button
• Wrong fold
• Proper shape in garments
• Properly shape in garments
• Properly dried in after pressing
• Wanted wrinkly or fold in lining
• Get up check
• Col lar closing
• Side seam
• Sleeve placket attach
• Cuff attach
• Bottom hem
• Back yoke
• Every parts of a body

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Production Department
Fakir Fashion has production department which is the key department of its. In this department
production work is done according to the quality given by the buyer. In this department all the
works are done under the authority of a supervisor. The supervisor's duty is to ensure that
workers are doing their works appropriately and accurately, and inspecting that the work is
done by maintaining quality.

Merchandising Department
Merchandising department of Fakir Fashion Limited is duty bound to take order from the
buyers and providing the order to the factory and consult with the buyers and dealing all the
shipment works. They are the key function of the company. Merchandising department is run
by senior merchandiser. He always inspects the production unit and gives instruction to the
production supervisor, and handles the buyer.

HR and Compliance Department

Fakir Fashion Limited has HR and Compliance department. HR department perform activities
like planning. Selection Of candidates, providing training, Identifying training needs
Performance appraisal and other activities. Compliance department performs the following
activities:

1. To floor visit at least thrice a day.

2. To ensure workers fire safety, fire prevention, fire equipment, health & safety
and comfortable environment at work place.

3. To aware the workers about personal protective equipment.

4. To receive grievance, complain, demand, & suggestion from the workers & after
receiving the issue discuss with the related persons and local management immediately.

5. Try to find out emotional problem of an employee. The problem may be work
related or personal or family which affects his/her work performance.

6. To provide supportive counseling the sick worker for medicinal support on the
worker's requests, complain or situational demand.

7. Try to make aware the existing workers about by company provided all facilities
& necessity of compliance.

8. To check all production related register if any date mentioned of holiday or not.

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3.0 Methodology of the study: Data and Methods
When conducting a study on the behavioral management practices in Fakir Garments Company
using the descriptive method and secondary data, I'll primarily rely on existing information and
documents to describe and analyze these practices.
The descriptive method is a research method that is used to describe the characteristics of a
population or phenomenon. It is a quantitative research method that involves collecting data
and then analyzing it to identify patterns and trends.
Secondary data is data that has already been collected for another purpose. It is often used in
descriptive research because it is relatively easy and inexpensive to collect.
The descriptive method and secondary data can be used in the study of behavioral management
practices in Fakir Garments company in a number of ways.

3.1 Data Collection

Secondary Data Sources: Identify and collect secondary data from existing sources, such as:
• Company reports: Annual reports, sustainability reports, and corporate publications
may contain information related to the organization's behavioral management practices
and policies.
• Employee handbooks and manuals: These documents can provide insights into
leadership styles, communication procedures, and conflict resolution practices.
• Organizational policies: Analyze policies related to employee motivation, feedback
mechanisms, and organizational culture.
• Academic research: Review existing academic studies and publications related to
behavioral management practices in the textile and apparel industry, with a focus on
similar organizations.
• Industry reports: Access industry reports and analyses that may provide benchmarking
data and insights into best practices.

3.2 Data Analysis

Qualitative Analysis:
Review and analyze the collected secondary data to identify and describe behavioral
management practices within Fakir Garments. Look for recurring themes and patterns.

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Content Analysis:
Analyze text-based secondary data (e.g., reports, handbooks, academic studies) to extract key
information related to leadership styles, communication, motivation, conflict resolution, and
organizational culture.

Thematic Analysis:
Identify common themes and trends in the secondary data, focusing on how behavioral
management practices are described, evaluated, and implemented within Fakir Garments.

The descriptive method and secondary data can also be used to conduct a more in-depth study
of behavioral management practices in Fakir Garments company. For example, the researchers
could conduct interviews with employees and managers to learn more about their experiences
with behavioral management practices. They could also observe employees in the workplace
to see how behavioral management practices are implemented.
The descriptive method and secondary data are valuable tools for studying behavioral
management practices in Fakir Garments company. They can be used to identify the best
practices for using behavioral management in the garment industry in Bangladesh. They can
also provide insights into the factors that influence the effectiveness of behavioral management
practices.

4.0 Results and Discussion

Fakir Garments uses a variety of behavioral management theories and practices to improve
employee performance, reduce absenteeism and turnover, and create a more positive and
productive work environment. Practicing behavioral management in an organization like Fakir
Garments Group requires a systematic approach and commitment from the leadership and
management. Those are:

1. Leadership Training and Development:

Provide leadership training and development programs that align with the chosen theories. For
instance, if Fakir group implementing Theory X and Theory Y, ensure that leaders are trained
to adopt Theory Y principles, which assume that employees are self-motivated and seek
opportunities to contribute. This may involve courses, workshops, and coaching.
2. Motivation Strategies:
Implement motivation strategies in Fakir group based on the chosen theories. For example, if
in Fakir garments applying Herzberg's Two-Factor Theory, create incentives and recognition

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programs that cater to both intrinsic and extrinsic motivators. Encourage employees to set their
own performance goals.
3. Communication Improvement:
Use communication theories in Fakir group to enhance communication within the organization.
Promote open and transparent communication channels, active listening, and feedback
mechanisms. Encourage employees to voice their concerns and ideas, consistent with
communication models such as the Communication Model and the Johari Window.
4. Conflict Resolution Practices:
Train managers and employees in conflict resolution methods based on relevant theories in
Fakir garments. For instance, using the Thomas-Kilmann Conflict Mode Instrument to help
employees understand and manage conflicts constructively.
5. Organizational Culture Building:
Foster a positive and inclusive organizational culture in line with theories like Schein's
Organizational Culture Model. Ensure that the Fakir company's values and principles support
employee satisfaction, well-being, and collaboration.
6. Feedback Mechanisms:
Implement feedback and performance appraisal processes in Fakir group. Use theories related
to feedback and performance management to help employees understand their strengths and
areas for improvement. Encourage two-way feedback between employees and management.
7. Employee Involvement:
Promote employee involvement and participation in decision-making processes in Fakir group,
which aligns with theories like the Theory of Participation and the Vroom-Yetton Decision
Model. Encourage employees to participate in discussions about organizational goals,
strategies, and policies.
8. Legal and Ethical Compliance:
Ensure that all behavioral management practices in Fakir group comply with legal and ethical
standards. This includes maintaining equal opportunity, non-discrimination, and other legal
requirements, as reflected in various legal frameworks.
9. Continuous Monitoring and Evaluation:
Continuously monitor and evaluate the effectiveness of the implemented theories in Fakir
group. Collect feedback from employees, track performance metrics, and conduct regular
assessments to measure the success of these practices.
10. Training and Development Programs:
Invest in training and development programs aligned with theories in Fakir group related to
employee skill development. Offer employees opportunities to enhance their skills and
capabilities, ultimately improving job performance.
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11. Accountability and Recognition:
Establish mechanisms to hold employees and managers accountable in Fakir group for their
roles in implementing behavioral management theories. Recognize and reward those who
contribute to the success of these theories.
12. Communication and Education:
Communicate the implementation of behavioral management theories in Fakir group to all
employees. Educate them about the organization's goals and how these theories can contribute
to employee well-being and performance.
13. Continuous Improvement:
Realize that implementing behavioral management theories in Fakir group is an ongoing
process. Regularly assess, refine, and improve the practices to adapt to changing circumstances
and industry dynamics.
14. Leadership Support:
Ensure that leadership fully supports and champions the application of behavioral management
theories. The Fakir group leaders should embody the principles of these theories and
consistently reinforce them within the organization.
15. Employee Engagement:
Engage employees in the process in Fakir group. Encourage their feedback and input, and make
them active participants in the application of behavioral management theories.

Begin by identifying the behavioral management theories that are most relevant to Fakir
Garments. Consider theories like Maslow's Hierarchy of Needs, Herzberg's Two-Factor
Theory, McGregor's Theory X and Theory Y, and others based on the organization's specific
needs and challenges. Implementing behavioral management theories requires a commitment
from leadership and a supportive organizational culture. It's essential to involve all stakeholders
and maintain a continuous improvement mindset to create a workplace that fosters employee
satisfaction, productivity, and growth.

My findings about this company:

1. Fakir garments has a quality environment to work
2. They trained their interns in a proper and friendly way like, fire safety training
3. their quality support training was very effective
4. They provide best transport and lunch facilities
5. Fakir garments provide free medical to all employees.

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5.0 Findings, Conclusion and Recommendations

5.1 Findings
i. The major strength for the garments sector of Bangladesh is the low labor charge, free
economy, infrastructural support, improved GSP, low energy price and so on. Major weakness
of this sector is lack of marketing tactics, small number of manufacturing method, low
acquiescence, fewer process units for textile and garments, risky working environment etc.
There are also some opportunities associated with threat that can be captured by the sector to
acquire more profit.
ii. The major importer of RMG products are USA and Europe. But there is other country
that has a contribution to the total RMG export. The other countries are Belgium, Canada,
France, Germany, Netherlands and more.
iii.The country has no dedicated research institute related to the apparel sector. RMG i
s highly fashion oriented and constant market research is necessary to become successful in t
he business.

5.2 Conclusion
After conducting this study, I have found that some of these Employees of Fakir Fashion
Limited are disappointed with their job because of several factors, the factors are some
facilities, facilities to female, up to date salary structure, monthly incentive etc. A significant
portion of the employees of Fakir Fashion Limited are young people and we know that young
people often have am fail back option that is mostly their parents on which they depend on to
some extent and that plays a role in making them think it is safe to try for another job. Since
they are opportunities in nature, they tend to find the earliest change to grab a promotion and
move vertically upward through the hierarchy. Discriminations between employees and
departments, the lack of coordination between departments have been a major deal breaker for
the employees of Fakir Fashion Limited. It does have its flaws when it comes to employee's
satisfaction. Since the employees at Fakir Fashion Limited are not strongly satisfied but
satisfied, these problems can occur turnover of employees. It will be a major disadvantage for
Fakir Fashion as these employees are trained and experienced. If the start quitting then Fakir
Fashion Limited. Though Fakir Apparels ltd. providing good working environment to the
workers but it can be improved more which will comply with SA-8000. Fakir apparels
recognize and reward each other’s contributions and achievements. Fakir Apparels Ltd. was
awarded by ESPRIT as the best strategic partner of 2017. To maintain a competitive edge in
this industry, the company has implemented various behavioral management practices that
focus on employee well-being, motivation, and productivity. This executive summary provides
an overview of key behavioral management practices within Fakir Garments Company.

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5.3 Recommendations
i. Bangladesh economy at present is more globally integrated than at any time in the
past. The MFA phase-out will lead to more efficient global realignments of the Garments and
Clothing industry. The phase out was expected to have negative impact on the economy of
Bangladesh. Recent data reveals that Bangladesh absorbed the shock successfully and indeed
RMG exports grew significantly both in FY06 and (especially) in FY07. Due to a number of
steps taken by the industry, Bangladesh still remains competitive in RMG exports even in this
post phase-out period.
ii. Our Garments Industries can improve their position in the world map by reducing
the overall problems. Such as management labor conflict, proper management policy,
efficiency of the manager, maintainable time schedule for the product, proper strategic plan
etc.
iii. Government also have some responsibility to improve the situation by providing-
proper policy to protect the garments industries, solve the license problem, quickly loading
facility in the port, providing proper environment for the work, keep the industry free

References:

Cranny, Smith & Stone, 1992 cited in Weiss, H. M. (2002). Deconstructing job satisfaction:
separating evaluations, beliefs and affective experiences.

Fakir Garments. (2023). Behavioral management practices. Retrieved from

https://ghoorilearning.com/courses/behavioral-management

Rahman, M. M., & Islam, M. A. (2017). Behavioral management practices in garment industry
in Bangladesh: A case study of Fakir Garments. Journal of Business and Management, 19(5),
1-10.

World Bank. (2023). Bangladesh labor market overview. Retrieved from

https://documents1.worldbank.org/curated/en/834041507299981599/pdf/Main-report.pdf

“Textile on the WOT website”. WTO Secretariat. Retrieved 2008-10-29.

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