Application of Motivational Theories

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that all our activities are sustainable, but additionally we have to create significant value for society. A modular training and motivational program will be rolled out on the various components of the Corporate Business Principles. The depth and focus of the trainings will be established in accordance with the company human resource department.

Our Corporate Business Principles will continue to evolve and adapt to a changing world, our basic foundation is unchanged from the time of the origins of our Company, and reflects the basic ideas of fairness, honesty, and a general concern for people.

The major purposes and principles of Knit Asia Ltd. are:

• All workers—regardless of gender, age, country of origin, legal status, employment status or location, or any other basis—have a right to good and safe working conditions, where they can exercise their fundamental rights to associate freely and bargain collectively, and earn a living wage, which allows them to live in dignity.

• Minimum standards related to these rights are derived from the ILO conventions, the ILO Declaration on Fundamental Principles and Rights at Work adopted in 1998, as well as on the Article 23 of the Universal Declaration on Human Rights and have been listed in the CCC model code of labor practices for the garment and sportswear industry. These rights apply to all workers, even if they or their workplaces are not formally recognized as such.

• Workers have a right to know about their rights (under national and international law and agreements, as well as under voluntary initiatives and agreements). They are entitled to education and training in relation to these rights.

• The public has a right to know where and how their garments and jersey are produced.

• Workers can best assess their needs and the risks they take when asserting their rights. Public campaigns and other initiatives to take action in cases of rights violations and the development of strategies to address these issues must be done in consultation with workers or their representatives.

• In order to achieve and maintain workers’ rights, the gender issues underlying or facilitating rights violations must be addressed.

• Company will be transparent in any circumstances to its stake holders.

Shareholders

This is a private limited company so all the total market capitalization of Knit Asia Ltd. is under two different concern listed company of Knit Asia Ltd. The shareholding corporations are Rahim Textile Mills Ltd. and Malek Spinning Mill Ltd.

Hypothesis

H 1: Application of motivational concept is very much important for the garments employee to motivate.

Organizational Organogram

The organizational Organogram is horizontally distributed. First comes the board of directors. Then comes the CEO and then comes all the functional departments.

Fig: Company Organogram

Motivation is a factor that drives us to our goal. From a company’s perspective, it is the key factor of success. Motivation represent the processes that affect an individual’s intensity, direction, and persistence of effort toward fulfilling a goal and when we are talking about success of a company the goal means organizational goal here.

Knit Asia is a Bangladeshi garments company which is helping our country to prosper as well as earning profit through a long time period. This would not be possible if there were no motivations for the employees of that organization. To achieve that Knit Asia used multiple theories, techniques and blend them in a very professional manner.

In our text book (Organizational Behavior by Robbins, Judge & Vohra) we have two chapters called “Motivation Concepts” and “Motivation: from Concepts to applications” where theories and techniques on motivation are discussed brilliantly. When we got the task to relate those with an organization and we chose “Knit Asia Ltd.”, we find that a company may not use only one or two of them for motivation but they may choose and blend as many as they want to find out the proper solution for them. Like in this organization; they used the Maslow’s Hierarchy Model, Two-factor theory, McClelland’s theory of needs and many more to motivate their employees.

When we talked with that company, we realized that it is not necessary to work by the rule and theories always. Because the HR manager of Knit Asia told us, “Satisfaction of the employees creates the motivation and the condition of satisfaction always determined by time, situation and person. This company always try to satisfy its stakeholders to attain the motivation for the organization and its goals.” Here they take proactive and reactive actions to solve problems among workers and they do not always focus on the bookish theories and rules. The manager have some clear idea about the theories and he tries to use them when it comes to take decision as per his words. But he also told us how the conditions of practical situation help him to improvise his bookish knowledge and come up with better solutions for motivation.

We looked through the company and find out the nice blend of few theories we’ve studied in class.

There is no organization which can reach its goal without the motivation of its employees. Employee motivation arise when their needs and drive are fulfilled by the organization. When environment & culture of organization is favorable to employee needs and drive then employee are well motivated. Every organization take various necessary steps to motivate their employee well.

So, here in the analysis part we will describe which theories are being implemented in the company and how they are being implemented. Firstly, Maslow’s hierarchy which was introduced by Abraham Maslow. Maslow gave us five needs, responsible for motivation. Physiological, Safety, Social, Esteem and Self-actualization. He showed us that when one of this need is substantially satisfied, the next need becomes dominant and through this the motivation become prominent for a person to work for a goal. This is the best known theory of motivation. To understand this we need to know the meaning of the needs first.

i. Physiological: Includes hunger, thirst, shelter, sex and other bodily needs.

ii. Safety:

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