“Identify & Analyze Alternative Business Research Methods at Different CNG Conversion Centers”.

8/22/2019 Identify & Analyze Alternative Business Research Methods at Different CNG Conversion Centers.

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1.0 Part: A

1.1 INTRODUCTION:

Our aim of this report is to know about different CNG Conversion centers the employee-

employer relationship. Each organization share/use different types of relationship. Basically

every organization use different types of relationship for different departments based on their

organization, organization needs, strategies and their business. And it needs to submit to our

course instructor Dr. Md. Mosharraf Hossain of Business Research Methods course as a partial

part of our course. So in this report we will try to demonstrate about conversion center worker

relationship with employer.

1.2 OBJECTIVES:

1.2.1 BROAD OBJECTIVE:

The broad objective of this study is to highlight the alternative industrial relations

systems. The main objective of this study is to identify and familiarize with the organization

different industrial relation systems.

1.2.2 SPECIFIC OBJECTIVE:

To identify the management style.

To identify employee-employer relation.

To identify employee rights are maintained or not. To identify is there any union or not.

To identify the level of job security.

To identify the type of rule or policy.

1.3 SCOPE OF THE REPORT:

The scope of the study is that, first time we are going to analyzing the relationship among the

conversion center worker and employer on the field of business research methods and there is nostudy about this till now.

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Independent University, Bangladesh (IUB)


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1.4 METHODOLOGY:

1.4.1 SOURCES OF INFORMATION:

Sources of Data

PRIMARY DATA:

The primary data will collect from face to face discussion with the help of the employer,

employees of those organizations. Interview is conducted with them and they were asked

relevant questions regarding their Industrial Relations Systems.

In this way primary information will be collect.

1.5 LIMITATION OF THE REPORT:

As we have very short time to conduct this study, in preparing this report, we have faced some

limitations. For some time we are mainly concerning on the gathering information from

concerns.

In addition to that the organization was unwilling to disclose much important information due to

organizational confidentiality. Another constraints, relevant papers and documents were not

available sufficiently. Other limitations are:

Lack of sufficient knowledge,

Lack of availability of data and documents, Improper combination of necessary information.

Time constraint

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Primary Sources

Face to face conversation withthe worker and employer ofthose organizations.

Relevant documents studies asprovided by the concernsorganization.

Observation of activity.

Group discussion.


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1.6 Research Instrument:

1.6.1 Questionnaire:

We prepared a questioner with a set of maximum 20 questions and ask the manager and

worker to answer them. The questioner will be MCQ types which were also yes-no based

answered question paper.

1.6.2 Mechanical Tool:

We used our personal computer all throughout the completion of our research. We also

used Internet for the more informations.

1.7 SAMPLING PLAN:

1.7.1 Sample Unit:

We are focusing our study mainly on the worker and employer of those organizations.

1.7.2 Sample Size:

We took a sample size of maximum 14 people, so that we can use normal distribution

with the help of chart for the simplification of calculation.

1.7.3 Sampling Procedure:

We used the chance procedure in selection the group of users.

1.8 Interview Method:

1.8.1 Personal Interview:

We took a personal interview with the worker and employer. It would be an arranged one

because we prepared a set of minimum of 15-20 questions before hand the interview.

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Part: B

2.0 Organizational Overview

2.1 Organizational overview of Shanta CNG conversion:

Shanta CNG conversion established in 2003. Here the numbers of workers at present are 3. Their

ownership style is sole proprietorship. Here no existence of union and no mandatory to join

union. They are not member of any trade union and there is no trade union. Their holiday is 1

day. Leave in Eid in 3 days and Puja in 1 day. There is no government holiday. Their rules are

informal and flexible. Average working hour per day 10 or more it depends on situation. There

pay procedure is monthly. They do not get lunch from the company. And also they do not get

any kind of bonus yearly. They do not get overtime and their overtime has no payment. There

have no opportunity for training. The companies do not provide safe drinking water. There is no

separate washroom for male or female. There were no conflicts arising on the organization. They

workers were not involved in any kind of conflict. Their reason for joining this company ispersonal liking.

2.2 Organizational overview of Hazipara CNG conversion:

Hazipara CNG conversion established in 2002. There number of workers are 3. Their ownership

style is sole proprietorship. No existence of union. No mandatory to join union. They are not

member of any trade union and there is no trade union. There holiday is 1 day. Leave in Eid 3

days and Puja 1 day. They have government holiday. Their rules are formal and flexible. Their

average working hour per day is 10 hours. Their pay procedure is monthly. They do not getlunch from the company. They get yearly bonus in 50% in two times in a year. They do not get

overtime and their overtime has no payment. There have no opportunity for training. The

companies do not provide safe drinking water. There is no separate washroom for male or

female. Here the workers saw conflict and the conflicts reason is behave. They solve the conflict

by minor case discuss and minor case termination. They workers were not involved in any kind

of conflict. Their reason for joining this company is personal liking.

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Part: C

3.0 Findings, Analysis & Recomendations:

3.1 Findings & Analysis:

a) In our survey here we found that, age 18-22 years are more than the age 23-27, 28-32,

and age 33+. Because in a CNG conversation hire young people is needed how are more

active. Then we see that age 28-32 and 33+ are the same proportion and the 23-27 is the

less than the all of them.

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b) Here the married and single are the same portion.

c) No of dependent are 3 to 4 is more than the others. It is 5. 2 is 4, 5 to 6 is 3 and 7 to 8 is

2.

d) Here we can see that education of CNG conversion is up to 5 is 5. Because here

education quality is not more important. Then S.S.c and H.S.C is 4 and 6 to 8 is 1.

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e) Here - this sign means their father is not involve in any kind of work. Their number is

high. Then farmer is 5 and shopkeeper, woodmaker and bus driver is 1.

f) Here - this sign means their mother is late and others are housewife and there are 12.

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g) Here we see that barishal, faridpur, commila and noakhali are more than the others. They

are 3. Then the other rajshahi and dhaka are 1.

h) Here we can see that the earning member of the family are 1 is 2, 2 is 9 which is morethen 3 is 2 and 4 is 1.

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i) We can see that here 1 to 3 years, 3 to 5 years, less than 1 years is 4 and 5+ is 2.

j) Here we can see that 4500+ is more than the others. Then 3501-4500 is 4 and 2051-3500

is 2.

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k) Here all are above 4501 in their average family income.

l) Here we can see that savings is no are 2 and less than 500 is more it is 12. And

Satisfaction Measurement Analysis:

m) In work schedule three persons are dissatisfied, two persons are Neutral, five persons aresatisfied and four persons are very satisfied.

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n) In pay procedure two persons are very satisfied, five persons are satisfied, two persons

are Neutral and five persons are dissatisfied. So the satisfaction and dissatisfaction are

both high.

o) In payment of both CNG conversion station, workers satisfaction level is very good.

According to the data very satisfied were 3 three persons, six persons are satisfied, three

persons are Neutral, two persons are dissatisfied on payment and no one was very

dissatisfied among two organizations.

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p) In number of working hours most of the respondents were neutral. That can they were

not very satisfied about the number of working hour. The data was very dissatisfied

were one person, five persons were dissatisfied, six persons were neutral and two person

were satisfied. So according to the data both organization need to work on number of

working hour that satisfaction level can increase.

q) The comparison between bonus and overtime is not in very satisfied level. The data was

in Overtime Payment nine persons were very dissatisfied, three persons were

dissatisfied, two persons were Neutral and no persons were found in satisfied or very

satisfied in overtime payment. The reason can be there can no overtime opportunity or if

there, the organizations were not very concerns about overtime payments. In bonus

amount payment by both organization the satisfied were eight persons, five persons were

neutral, one person were dissatisfied. No persons were found in very satisfied or very

dissatisfied. That means both organizations doing very well in terms payments of bonus.

r) Level. According to the data from research we found that no employee is dissatisfied or

very dissatisfied among both organization based on the leave and holyday leave.

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s) Relationship with management and Management style is not very satisfactory level in

both of the organization. The data shows that in relationship with management

dissatisfied were four, neutral were five and satisfied were five. No one found very

satisfied or very dissatisfied. In management style six persons were very dissatisfied,

neutral were one, satisfied were three and very dissatisfied were four. So both the

organization needs to think about their relationship with employee and management

style.

t) Data shows that employee dissatisfaction is very high for job security. According to the

data very dissatisfied were eight persons, dissatisfied were two, neutral were two. So

that means the organizations are not very concern about employees job security.

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3.2 Recommendations:

There should be training facility to introduce new technology to the worker.

There should be overtime payment for extra hours work.

The working hours should be standard working hours.

The job security should be increased.

Employer can provide launch and fresh drinking water.

Women worker can enter this industry.

There should be more safety kits for betterment.

The working condition need to be improved.

Part: D

4.0 Conclusion:

At the end we can say from our study that employee-employer relationship in CNG Conversion

sector is in satisfied level. And the conflict between employee-employer is very low and some

cases employers are careful about the employer. But also there need to improve the relationship

among the employee-employer for more output and also humanity reasons. And one think we

notice that in this two organization there is some lack and employee are dominated by the

employer very rashly but also the employee are satisfied to their worker.

Annexure Part


A Questionnaire

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(All the information collected from this questionnaire will be used for research only and will be

kept secret.)

________________________________________________________________________

Position of the respondent....

(Employee background)

1. Gender: Male Female

2. Age: 12- 17 18-22 23-27 28- 32 33+

3. Marital status: Married Single Divorced

4. No. of dependents: 2 3-4 5-6 7-8

5. Education: Illiterate Up to 5 6- 8 SSC HSC . Degree

6. Parents occupation: Father- Farmer/.

Mother- House wife/

7. Birth place:

8. Earning member of the family: 1 2 3 4 5 6 7 Above 7

9. No. of years working with the organization: less than 1year 1- 3 3-5 5+

10. Average monthly income of the respondents: Up to 1500 1501- 2500 2501- 3500

3501- 4500 4501+

11. Average monthly income of the family: Less than1500 1501- 2500 2501- 3500

3501- 4500 Above 4501

12. Savings: No savings Less than 500 501- 1000 1001- 1500 Above 1500

(Organization overview)

Year of establishment:

No. of workers at present: ..

Ownership style: Sole proprietorship Joint venture Partnership

Existence of Union: Yes No

Mandatory to join Union: Yes No

Are you member of any Trade Union: Yes No

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How many Trade unions are there:

(Policy)

Holiday: 1 day 1.5 days 2 days

Leave: Eid Puja Christmas Other

Government holiday: Yes No

Rules are: Formal Informal Flexible Inflexible

Average working hour per day:

Pay procedure: Hourly Daily Weekly Monthly

Do you get lunch from company: Yes No

Do you get any kind of bonus yearly : Yes No

Do you get overtime: Yes No

How much do you get for overtime: less than100 101-200 201-300 301-400 400+

Opportunities for training: Yes No

Does company provide safe drinking water: Yes No

Separate washroom for male and female: Yes No

(Conflict handling)

Have you ever seen any conflict: Yes No

What was the reason for arising conflict? : ................................................................

.

How did they solve the conflict? :

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..

..

.......................................................................................................................................................................

Have you ever got involved in any conflict: Yes No

Reason for joining this company: Personal liking Fathers occupation No other job available

Satisfaction level measurement:

Factors of measurement Very Satisfied

(5)

Satisfie

d

(4)

Neutral

(3)

Dissatisfie

d

(2)

Very

Dissatisfie

d

(1)

1. Work Schedule

2. Pay procedure

3. Payment

4. No of working hours

5. Overtime Payment

6. Bonus amount

7. Leave

8. Holidays

9. Relationship with

management

10. Management Style

11. Job Security

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“Identify & Analyze Alternative Business Research Methods at Different CNG Conversion Centers”.

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