Global Journal of Management and Business Research, A: Administration and Management, Volume 23 Issue 7

Role of Motivation in Employee Retention: A Study on Readymade Garments Manufacturing Company in Bangladesh Md Shahin Miah Author: Worms University of Applied Sciences, Germany. e-mail: shahinmia552@gmail.com Abstract- The objective of this research is to assess the influence of motivation on employee retention within the Readymade garments sector of Bangladesh. During the study, a customized questionnaire was formulated to conduct a survey. A total of 72 participants from various garments companies were surveyed. The research utilized statistical techniques including reliability analysis, validity analysis, correlation and regression analysis to scrutinize the collected survey data. The analysis was performed using statistical software SPSS version -20. The results of the study indicate that factors contributing to motivation, such as compensation, work-life-balance, job environment, supervisor-subordinate relationships, attractive salary and wages, supervision, working hours and both extrinsic and intrinsic benefits exert a substantial impact on the ability to retain employees within Bangladesh’s Readymade Garments Industry. Keywords: work-life-balance, superior-subordinate relationships, attractive salary and wages, extrinsic and intrinsic motivational benefits. I. I ntroduction arments sector is one of the most vital export sectors of our country. Now-a-days readymade garments sector not only earn maximum foreign currency but also engage a lot of unemployed people in productive industry. Statistics shows that there are more than 20 lacks people engaged in this sector. More than 10 lacks people are engaged in different accessories industry to earn their livelihood. As a consequence, our unemployment reduces, beside our socio-economic position also developed. It is also true that, for bright future of Bangladesh the contribution of this sector cannot be neglected. A Following China, Bangladesh currently holds the position of the world's second-largest garment exporter. In the previous year, its exports experienced a remarkable surge of 30.4%, reaching $35.8 billion. This increase marks the most substantial year-on-year growth in nearly 25 years. Additionally, Bangladesh maintains a robust presence in the European Union market, particularly in the export of ready-made garments (RMG). This is the high time for capture foreign market otherwise we cannot increase our market share for readymade garments. The following paper is prepared on “Ready-made garments industry of Bangladesh” the main objective of the study is to evaluate various HR strategies as well as overall performance and employee retention of the garments industry in Bangladesh. II. L iterature R eview The primary approach to motivating employees is to ensure adherence to social compliance standards, encompassing aspects such as maintaining legal working hours, providing lawful leaves, guaranteeing health and safety provisions, implementing effective grievance handling procedures, offering adequate welfare facilities, fostering a non-discriminatory work environment, and creating an environment free from abuse and harassment. As a result, the objective of this study is to propose a conceptual framework for investigating the impact of social compliance on employee productivity, with employee work motivation acting as a mediating factor. Every manager strives to enhance the productivity of their workforce, an integral component of their overarching strategy (Gino and Jane, 2009). Given the connection between employee motivation and productivity enhancement, the significance of motivation becomes apparent. However, it's often noted that in many companies, employees exhibit lower motivation levels and diminished job satisfaction, with employers often showing limited concern for their workforce's motivation (Islam et al., 2012). While extensive research has explored factors influencing job satisfaction, there's no universally defined standard that outlines which aspects of a job should be regarded as measures of job satisfaction. For practitioners, identifying the effective determinants of job satisfaction and their outcomes holds critical importance. Rose (2005) characterizes job satisfaction as a two-dimensional concept. The intrinsic dimension relies on individual characteristics including the job itself, initiative, and supervisor relationships. The extrinsic dimension hinges on motivation, encourage- ment, salary, earnings, and promotion. The former represents symbolic aspects of work, while the latter pertains to situational aspects. Both sets of factors should be considered as measurements of job satisfaction. Numerous remedies are proposed to enhance worker productivity, including improving social G 17 Global Journal of Management and Business Research Volume XXIII Issue VII Version I Year 2023 ( ) A © 2023 Global Journals