An HRM Framework for Manufacturing Companies of Bangladesh Mapping Employee Rights� Protocols and Grievance Management System

Andalib, Tarnima Warda; Darun, Mohd Ridzuan

doi:10.17485/ijst/2018/v11i17/121429

Cited by 9 publications

(7 citation statements)

References 15 publications

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“…The progress and subsistence of small and medium enterprises are endangered by inhibitions that exist in the setups and organization's management. Diverse challenges have been identified from previous studies, which are financial instability, financial loan constraint, inexperience and lack of innovation and creativity in the field of business, regulatory licenses and taxes, increased production and manufacturing cost, poor managerial skills, issues regarding employees' rights as the key challenges hindering the success of SMEs in developing countries [24][25][26].…”

Section: Introductionmentioning

confidence: 99%

Convergence of Conceptual Innovation Model to Reduce Challenges Faced by the Small and Medium Sized Enterprises’ (SMEs) in Bangladesh

Andalib

Halim

2019

Journal of Open Innovation: Technology, Market, and Complexity

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Small- and medium-sized enterprises (SMEs) in Bangladesh have been growing for the preceding two decades in various ways. Even though these enterprises exert an important effect on the national economy of the country, they face certain challenges and suffer in quite a manner. To reduce the suffering and help deal with these unavoidable challenges, SME foundations in Bangladesh have been working a lot to assist these enterprises. Usually, the challenges are financial, regulatory, or innovation performance-related. Since the enterprises are focused on particular products and their manifestation and production, performing innovatively within these organizations becomes quite a constraint factor. In this paper, a qualitative method was applied with soft systems, where an innovation model was commenced to reduce the challenges and constraints of SMEs in Bangladesh. From the literature, 50 articles were analyzed, a content and thematic analysis was done, and eight main challenges were highlighted and finalized. On the other hand, a focus group discussion among 10 entrepreneurs in Bangladesh was done, where collected data were stored in the NVIVOMac tool, transcribed, and coded, and 55 open codes were identified. These open codes were transferred to 20 axial codes and 8 themes to construct a conceptual innovation model for SMEs in Bangladesh by applying soft systems techniques to connect the themes to each other.

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Section: Introductionmentioning

confidence: 99%

Convergence of Conceptual Innovation Model to Reduce Challenges Faced by the Small and Medium Sized Enterprises’ (SMEs) in Bangladesh

Andalib

Halim

2019

Journal of Open Innovation: Technology, Market, and Complexity

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“…In this study industrial relationship model, which is a component of HRM framework has been re-engineered. Its integrations with employee rights protocols, and others have taken this model to another level (Andalib and Darun, 2018). Therefore, this study has significantly has contributed to the knowledge of literature as well as in the direct field of HRM by disclosing a pathway to construct the new HRM framework.…”

Section: Contributions and Recommendations For Future Workmentioning

confidence: 94%

Re-engineered and Integrated Industrial Relations Model for Governance Integrity: Multiple Case Studies in Bangladesh

Andalib

Darun

2019

KSS

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This paper re-engineers the ‘industrial relationships between the leaders and the employees (RLE)’ model in the Bangladeshi manufacturing companies, where labour management, supply, and demand of workflow and workers, employee’s conditions and rights are significant factors. Researchers have pondered the ‘industrial relationships between leaders and employees’ component as part of ‘human resource management’ and have adept the integration by using soft systems technology, where this component’s codes are associated with employees’ rights protocols of ‘Universal declaration of human rights (UDHR), ‘International labour organisations (ILO) and ‘Bangladesh labour act 2006’ (BDL). Here, qualitative method’s multiple case studies are applied with purposeful sampling to choose twelve cases (12) and eighty-seven (87) participants’ for in-depth interviews, which are transcribed and coded methodically in NVIVO. Here, re-engineered ‘industrial relationships between leaders and employees model’ is the outcome. The concept of integration is novel, which is an addition to the knowledge of literature and the advancement of ‘industrial relationships between leaders and employees’ model.

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“…Generate Themes, and 4. Build theory to resolve frustration of the employees in the SMEs of Bangladesh [6,17,21].…”

Section: Methodsmentioning

confidence: 99%

“…Employees' frustration that is a chronic sense of insecurity at work is a huge barrier from fulfilling the promise and goals of self-dignity, self-integrity, and organizations' goal that further creates deep-rooted grievances at the workplace [3][4]. Frustration is a deep complex emotional state and erupts when employees' face an impediment [5][6], employees' frustration and dissatisfaction must be resolved as fast as possible in a proper channel by resolving the raise unresolved problems otherwise it may turn to a more unhygienic and deeper problem in future [1,[7][8]. Three steps can be followed for this, firstly to identify the barriers that create frustration, secondly, to find its various layers, and thirdly to resolve those with appropriate methods.…”

Section: Introductionmentioning

confidence: 99%

A Conceptual Model to Resolve Frustration of Employees in the SMEs of Bangladesh

Andalib¹

2020

IJST

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Objectives: This study aims to design and develop the conceptual model to deal with employees' frustration in the SMEs of Bangladesh and to resolve those. Researchers target is to find the reasons, layers, and resolving techniques of employees' frustration in the SMEs of Bangladesh. Methods/analysis: Qualitative content analysis with multiple case studies and focused group studies has been applied in this study following Yin and Andalib to collect and analyze data. NVIVO tool and soft systems technique has been applied to analyze collected data. Findings: The study mainly observes and analyzes employees' mental state of five SMEs of Bangladesh to understand and find out the reasons' and layers of employees' frustration. Researchers have also found the resolving techniques by detailed analysis and designed a conceptual model by introducing employees' rights in the model. From previous scholars' works employees' frustration reasons, its categories, behavioral pattern of the employees' when frustrated, differences between threat and conflict have been found and discussed. From qualitative multiple case studies of five SMEs and focused group discussion among twenty employees, three major themes are identified, which are employees' need, barriers creating frustration, and layers of employees' frustration. Later, while developing the conceptual model employee rights' got introduced and resolving techniques have been added as per employees' suggestions from the focused group discussion. Novelty/improvement: The novelty and originality of this research lies in its methods of analyzing especially in the qualitative method, where both multiple case studies and focused group discussion have been parts since that SMEs should be brought under qualitative research more to gain more deeper understanding and insight. Moreover, Andalib mentioned in 2018 that the inclusion of component 'employees' rights' in the conceptual model to resolve frustration has been an importantly novel addition.

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An HRM Framework for Manufacturing Companies of Bangladesh Mapping Employee Rights� Protocols and Grievance Management System

Cited by 9 publications

References 15 publications

Convergence of Conceptual Innovation Model to Reduce Challenges Faced by the Small and Medium Sized Enterprises’ (SMEs) in Bangladesh

Convergence of Conceptual Innovation Model to Reduce Challenges Faced by the Small and Medium Sized Enterprises’ (SMEs) in Bangladesh

Re-engineered and Integrated Industrial Relations Model for Governance Integrity: Multiple Case Studies in Bangladesh

A Conceptual Model to Resolve Frustration of Employees in the SMEs of Bangladesh

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