1

Department Of Management
Term Paper
On

Application Of The Role Of Industrial democracy practice in

Bangladesh

SUBMITTED TO: SUBMITTED BY:

Nazneen Akter Khadiza Tul Bushra
Assistant Professor BBA (Hon’s)Final Year
Department of Management Class Roll: 947
Govt.Titumir College,Dhaka Reg No:19726000340
Session:2018-19
Department of Management
Govt.Titumir College,Dhaka

Affiliated With University Of Dhaka

DATE OF SUBMISSION: 30 MAY,2023
1

Table of Content

SL No Title Page No
A
1 Letter Of Transmital 2

2 Student’S Declaration 3

3 Supervisor Certificate 4

4 Excutive Summery 5

5 Acknowledgment 6

6 Introduction 7-8

7 Literature Review 9-11

B
8 Purpose of the study 12-13

9 Methodology and Data Analysis 14-18

10 Result and Finding 19

11 Discussion 20-22

C
12 Limitation of the Study 23-24

13 Recommendations 25-27

14 Conclusion 28-30

15 Appendices & Questionnaire 31-34

16 Reference 35
2

Part : A

Letter Of Transmital
To

Nazneen Akter
Assistant Professor
Department of Management
Govt.Titumir College,Dhaka

Subject: Submission Of The Role Of Industrial democracy practice in Bangladesh

Dear Mam,
This is a great pleasure for me to submit this successful Term Paper upon The Role Of
Industrial democracy practice in Bangladesh.During my working period, I went through
various places.I hsve tried my level best to prepare the perspective of “The Role Of
Industrial democracy practice in Bangladesh”.I have gathered a lot of practical
kmowledge to prepare this term paper.Through This purpose I have been able to know the
actual market scenario.I think this is a great achievement for me as a student.I would feel
really great if this term paper is of any use.

Finally,I would like to thank you for valuable guidance & supportive in prepareing this term
paper.I would be greatful for any clearification when required and highly oblighed if you
approve this term paper and provide your valuable judgement on it.

Yours faithfully

Khadiza Tul Bushra

BBA (Final)
Class Roll: 947
Reg No:19726000340
Session:2018-19
Department of Management
Govt.Titumir College,Dhaka
3

Student’S Declaration
I am writing to submit my term paper titled "The Role of Industrial Democracy Practice in
Bangladesh" as part of the requirements for the Deparment of Management at Govt Titumir
College. I hereby declare that this paper is my original work, and any references and sources
used have been appropriately cited and acknowledged.

Furthermore, I understand that plagiarism is a serious offense, and I have taken necessary
precautions to avoid any form of plagiarism in my work. To ensure the authenticity of my
research, I have utilized reputable sources and cross-referenced information from multiple
perspectives.

I would like to express my sincere gratitude to my Term paper instructor Nazneen Akter
Assistant Professor Department of ManagementGovt.Titumir College,Dhaka.
,for her guidance and support throughout the development of this term paper.

Please find enclosed the hard copy of my term paper, as well as an electronic copy [if
applicable]. I hope that this research will provide valuable insights into the practice of
industrial democracy in Bangladesh and contribute to the existing body of knowledge in this
field.

Thank you for your time and consideration. I remain available for any further clarification or
discussion regarding my term paper.

Yours sincerely,
Khadiza Tul Bushra
BBA (Final)
Class Roll: 947
Reg No:19726000340
Session:2018-19
Department of Management
Govt.Titumir College,Dhaka
4

Supervisor Certificate
This is to certify that Khadiza Tul Bushra, Reg No:19726000340,Session:2018-19
Department of Management Govt.Titumir College,Dhaka has completed his Term Paper
titled Submission Of The Role Of Industrial democracy practice in Bangladesh this term
paper was free from plagiarism as per my knowledge.

I would like to extend my congratulations once again on your outstanding work. Your
commitment to excellence is evident, and I have no doubt that you will continue to excel in
your academic pursuits. I wish you the best of luck in your future endeavors.

Please feel free to reach out to me if you have any further questions or require any additional
assistance. Thank you for your hard work and dedication.

Nazneen Akter
Assistant Professor
Department of Management
Govt.Titumir College,Dhaka
5

Excutive Summery
This term paper explores the significance and impact of industrial democracy practices in
Bangladesh. Industrial democracy refers to the involvement of workers in decision-making
processes within organizations, aiming to promote employee empowerment, engagement, and
participation. The objective of this paper is to assess the implementation and outcomes of
industrial democracy practices in the Bangladeshi context.

The paper examines various forms of industrial democracy, such as workers' participation
committees, trade unions, and collective bargaining agreements. It discusses their legal
framework, scope, and effectiveness in promoting employee representation and rights.
Additionally, it explores case studies of organizations that have successfully implemented
industrial democracy practices and the positive outcomes they have achieved.

The research also investigates the obstacles and limitations encountered in the adoption of
industrial democracy in Bangladesh. Factors such as cultural norms, management resistance,
lack of awareness, and inadequate institutional support are identified as key challenges. The
paper suggests strategies for overcoming these barriers and promoting a culture of industrial
democracy.

Furthermore, the study highlights the potential benefits of industrial democracy, including
improved job satisfaction, increased productivity, reduced industrial disputes, and enhanced
social harmony. It emphasizes the positive correlation between employee participation and
organizational performance, emphasizing that organizations can achieve a competitive
advantage through inclusive decision-making processes.

To conclude, this term paper underscores the critical role of industrial democracy in
Bangladesh's industrial sector. It highlights the importance of fostering an environment that
values worker participation, representation, and engagement.

Keywords: industrial democracy, employee participation, workplace representation,

Bangladesh, organizational performance.
6

Acknowledgment
I would like to express my deepest gratitude and appreciation to all those who have
contributed to the successful completion of my term paper on "The Role of Industrial
Democracy Practice in Bangladesh." Their guidance, support, and encouragement have been
invaluable throughout this journey.

First and foremost, I would like to extend my heartfelt appreciation to my supervisor,

Nazneen Akter Assistant Professor Department of ManagementGovt.Titumir College,Dhaka.
for their unwavering guidance and insightful suggestions. Their expertise and constructive
feedback played a crucial role in shaping the direction of this research.

I extend my sincere gratitude to the individuals who generously shared their time and
expertise for interviews and discussions related to the topic. Their valuable insights and
firsthand experiences greatly enriched the content of this paper.

Furthermore, I am indebted to the staff and management of various organizations in

Bangladesh who graciously provided access to information and data necessary for the
research. Their cooperation and support were instrumental in obtaining comprehensive and
reliable data.

I would like to acknowledge the assistance of my friends and classmates who provided
valuable input and feedback during the development of this term paper. Their constructive
criticism and discussions helped me refine my ideas and arguments.

In conclusion, the completion of this term paper would not have been possible without the
contributions and support of the individuals mentioned above. Their dedication and
collaboration have significantly enhanced the quality of this work. I am truly grateful for their
involvement and guidance.
7

Introduction
Industrial democracy, as a concept, holds great significance in the realm of labor relations
and workplace governance. It embodies the principles of employee participation,
representation, and decision-making within the industrial setting. This term paper aims to
delve into the role of industrial democracy practice in Bangladesh, a developing country that
has experienced significant economic growth and industrialization in recent decades.

Bangladesh, situated in South Asia, is known for its vibrant garment and textile industry,
which forms a crucial pillar of its economy. As the nation strives to strike a balance between
economic progress and social welfare, the implementation of industrial democracy practices
assumes paramount importance. It not only empowers workers but also promotes
transparency, equity, and efficiency within the industrial sector.

The paper will examine the historical context of industrial relations in Bangladesh and
highlight the key milestones and challenges encountered in the country's journey toward
embracing industrial democracy. It will explore the various models and mechanisms of
industrial democracy that have been adopted in Bangladesh and assess their effectiveness in
promoting employee participation and improving labor-management relations.

Moreover, the study will shed light on the benefits and potential drawbacks associated with
industrial democracy practice, taking into account the unique socio-cultural and economic
factors that influence its implementation in the Bangladeshi context. It will explore how
industrial democracy fosters a sense of ownership, enhances job satisfaction, and contributes
to overall organizational performance.

Furthermore, the paper will discuss the legal and policy frameworks governing industrial
democracy in Bangladesh, examining the role of government legislation, labor unions, and
collective bargaining in shaping and sustaining democratic workplace practices.
8

the It will also analyze the impact of international initiatives, such as corporate social
responsibility (CSR) programs and buyer compliance requirements, on the promotion of
industrial democracy in country.

To provide a comprehensive understanding, the term paper will present case studies and
empirical evidence showcasing the experiences of both successful and unsuccessful industrial
democracy practices in Bangladesh. This analysis will enable us to identify the factors that
facilitate or hinder the effective implementation of democratic workplace systems.

In conclusion, this term paper seeks to explore and evaluate the role of industrial democracy
practice in Bangladesh, highlighting its significance for both workers and employers in the
country's evolving industrial landscape. By examining the historical context, models,
challenges, and impacts of industrial democracy, we aim to contribute to the ongoing
discourse on labor relations and provide insights that can inform policy development and
enhance workplace practices in Bangladesh and beyond.
9

Literature Review
The objective of the literature review on the role of industrial democracy practice in
Bangladesh is to examine and analyze existing research, studies, and literature on the subject.
The review aims to understand the current state of industrial democracy in Bangladesh,
identify the key challenges and opportunities, and evaluate the impact of democratic practices
in the industrial sector. The objective is to provide a comprehensive overview of the topic and
generate insights into the potential benefits and limitations of industrial democracy in the
Bangladeshi context.

Scope:

The literature review will focus specifically on the role of industrial democracy practice
in Bangladesh. It will encompass various aspects related to industrial democracy,
including but not limited to:

• Definition and conceptual framework: The review will explore the definition and
conceptualization of industrial democracy, including its different forms and models,
and how it is implemented in the context of Bangladesh.

• Historical background: The review will provide a historical overview of the evolution
of industrial democracy in Bangladesh, highlighting key events, milestones, and
legislative developments that have shaped its current state.

• Legal and policy framework: The review will examine the existing legal and policy
framework governing industrial democracy in Bangladesh. It will analyze relevant
laws, regulations, and guidelines that promote or hinder democratic practices in the
industrial sector.
10

• Participatory decision-making: The review will explore the extent to which workers
and other stakeholders are involved in decision-making processes within industrial
organizations in Bangladesh. It will assess the mechanisms and channels through
which participation is facilitated and the impact it has on organizational outcomes.

• Collective bargaining and worker representation: The review will examine the role of
trade unions, worker associations, and other forms of worker representation in
industrial democracy. It will assess their influence, effectiveness, and challenges in
advocating for workers' rights and interests.

• Worker empowerment and welfare: The review will investigate the impact of
industrial democracy on worker empowerment, job satisfaction, and welfare in
Bangladesh. It will examine the extent to which democratic practices contribute to
improved working conditions, fair treatment, and overall well-being of workers.

• Challenges and opportunities: The review will identify and analyze the key challenges
and opportunities associated with the implementation of industrial democracy in
Bangladesh. It will consider factors such as cultural norms, power dynamics,
organizational resistance, and external influences that shape the success or failure of
democratic practices.

• Implications for sustainable development: The review will assess the implications of
industrial democracy for sustainable development in Bangladesh. It will explore the
links between democratic practices, economic growth, social equity, and
environmental sustainability.
11

The scope of the literature review will be limited to academic research, scholarly articles,
reports, and relevant publications from reliable sources. It will draw upon a range of
disciplines, including industrial relations, organizational behavior, labor economics, and
development studies, to provide a comprehensive analysis of the role of industrial democracy
practice in Bangladesh.
12

Part : B

Purpose of the study

The purpose of studying the role of industrial democracy practices in Bangladesh for a term
paper would be to explore and analyze the significance and impact of democratic practices
within the industrial sector of the country. Industrial democracy refers to the involvement of
workers and their representatives in decision-making processes within the workplace, aiming
to provide them with a voice and influence over matters that affect their rights, working
conditions, and overall well-being.

In the context of Bangladesh, which has a significant industrial sector, understanding the role
of industrial democracy practices can be crucial for several reasons:

• Worker empowerment: Industrial democracy practices aim to empower workers by

giving them a say in decisions that impact their working lives. Exploring this aspect
would involve examining how industrial democracy mechanisms such as worker
participation committees, collective bargaining, and trade unions operate in
Bangladesh and their effectiveness in ensuring workers' rights and welfare.
• Labor rights and social justice: Bangladesh has faced challenges related to labor rights
and workplace safety in its industrial sector. Analyzing the role of industrial
democracy practices can shed light on how these practices contribute to ensuring
social justice, fair treatment, and improved working conditions for workers. It can
also highlight the challenges and gaps that need to be addressed to enhance labor
rights protection.
• Economic and organizational impact: Assessing the impact of industrial democracy
practices on the economic performance and organizational dynamics of industrial
enterprises in Bangladesh is another important aspect. It can explore whether
democratic practices lead to increased productivity, employee satisfaction, and overall
organizational effectiveness, or if there are potential conflicts or drawbacks associated
with their implementation.
• Policy implications: Understanding the role of industrial democracy practices can
have policy implications for the government, labor organizations, and employers. This
study can provide insights into the effectiveness of existing policies and regulations
13

related to industrial democracy in Bangladesh and propose recommendations for

improvements or reforms.

• Comparative analysis: It might be beneficial to compare Bangladesh's industrial

democracy practices with those of other countries to identify best practices,
challenges, and potential areas for improvement. Such a comparative analysis can
offer valuable lessons and insights for policymakers, researchers, and practitioners.

Overall, studying the role of industrial democracy practices in Bangladesh can contribute to
the ongoing discourse on labor rights, social justice, and economic development within the
country's industrial sector. It can provide a comprehensive understanding of the challenges,
opportunities, and potential solutions to enhance democratic practices and promote a more
inclusive and equitable workplace environment.
14

Methodology and Data Analysis

Corporate Social Responsibility (CSR) and Industrial Democracy are two paradigmatic
approaches to transnational labour governance. They differ considerably with regards to the
role accorded to the representation of labour. CSR tends to view workers as passive recipients
of corporate-led initiatives, with little attention paid to the role of unions. Industrial
Democracy centres on labour involvement: Those affected by governance need to be part of
it. Examining the Bangladesh Accord and Alliance as governance responses to the 2013 Rana
Plaza disaster, this article offers a comparative perspective of how Industrial Democracy-
oriented and CSR-oriented translate into differences in implementation. The paper highlights
that while CSR can foster effective problem-solving in the short run, Industrial Democracy is
nec 2 When Industrial Democracy meets Corporate Social Responsibility – A Comparison
of the Bangladesh Accord and Alliance as responses to the Rana Plaza disaster On 23 April
2013, large cracks appeared in the eight-storey Rana Plaza building in the Savar district of
Dhaka, Bangladesh. A bank, shops and offices in the lower floors closed the next day. But
several thousand garment workers, who lacked a strong collective voice, were
prompted to enter the building despite safety concerns. The building collapsed, killing
over 1,100 workers, highlighting the absence of worker voice to refuse unsafe work.
The name “Rana Plaza” has become synonymous with the problems of labour rights in
global supply chains, but also with the failure of social auditing adopted by brands as part of
their Corporate Social Responsibility (CSR) commitments: two of the factories in the
complex had been audited shortly before the disaster. While CSR provides a mechanism to
step in where public regulation is absent, Rana Plaza also highlighted the problem of the lack
of worker voice. CSR is typically seen as a corporation’s voluntary engagement with its
stakeholders, including consumers and civil society actors to work towards the
improvement of social and environmental standards. Yet, organised labour itself has been
conspicuously absent from the definition, design and governance of CSR. This is surprising
given that many CSR initiatives are aimed at the improvement of labour standards (Fransen
and Burgoon, 2013; Locke, 2013). An alternative approach to the regulation of labour
within global supply chains that puts workers at the centre of the design and
implementation of initiatives to improve their conditions is grounded in Industrial
Democracy.
15

These two approaches, as will be outlined below, are built upon different normative
assumptions and this article seeks to understand empirically how differences in the design of
such initiatives plays out.

3 This article compares the implementation of two competing governance initiatives to

improve workplace safety in the Bangladesh ready-made garment sector post-Rana Plaza:
The “Accord for Fire and Building Safety in Bangladesh” (Accord) and the “Alliance for
Bangladesh Worker Safety” (Alliance). The Alliance is built upon a fairly traditional
CSR-based approach, resulting in collective, transnational industry self-regulation. The
Accord is broadly based on principles of Industrial Democracy, resulting in a form of
transnational co-determination. However, unlike traditional Industrial Democracy, where
collective bargaining rights are underpinned to a lesser or greater extent by the state, in
the Bangladesh case, the consistent failure of the state to enforce effectively worker rights
has meant that brands, rather than states have become the ultimate enforcer in employment
relations. Being rooted in significantly different logics presents a unique opportunity to
compare the interplay between the Industrial Democracy and CSR approaches to
transnational labour governance. The article investigates these different logics underlying
supply chain labour governance from a conceptual approach, followed by the research
methods and key findings. Finally, insights are derived on how the interplay between
Industrial Democracy and CSR shapes global labour governance. Transnational labour
governance in global supply chains: two approaches The fragmentation of global supply
chains and the outsourcing of production to countries where labour standards are weak and
enforcement even weaker have severely challenged traditional labour governance
mechanisms of collective bargaining and public regulation. In the absence of such
mechanisms embedded within the national context where production is carried out,
regimes of “private labour governance” (Hassel, 2008) and “global labour governance” have
emerged (Meardi and Marginson, 2014). Yet, there has been significant contestation about
how these regimes should function. Should they mirror traditional forms of labour
governance based on democratic principles of trade unionism and/or state regulation or
should they leverage the
16

4 market power and reach of private corporations? Unsurprisingly, trade unions

seeking to protect workers globally have sought to develop mechanisms based on
bringing domestic collective bargaining into the international realm (Marginson, 2016). But
as O’Rourke (2003; 2006) highlighted many governance responses are driven by
corporations seeking to protect their brand image. Corporations emphasise voluntary,
business-centred company decision making in the form of CSR. For this reason, many
industrial relations academics have shown scepticism about initiatives that claim to be
socially responsible, yet exclude democratic representation of workers and are not embedded
within regimes of state regulation. This is reflected in “a degree of reluctance in both the
HRM and IR communities to actively engage with CSR” (Preuss et al, 2009: 954), mirroring
the reluctance of unionists to lend legitimacy to an approach that does not provide
appropriate representation to labour actors (Preuss, Gold & Rees, 2015). To understand better
this political contestation in the construction of global labour governance, this article
next examines the different logics underpinning Industrial Democracy and CSR. Industrial
Democracy. The notion of Industrial Democracy (Webb and Webb, 1898) underpins much of
the industrial relations approach to transnational labour governance. Its core principle is the
need for the democratic participation of worker representatives in the governance of
labour conditions (Kaufman, 2000). Kaufman (2000) highlights four key components
underscoring the Industrial Democracy approach: democratic methods for worker
participation in decision making; those within the organisation can hold those in authority to
account; due process to be followed in disputes; and a balance in power between the
employer and workers through collective organisation. Thus, the involvement of unions
representing the interests of workers in developing labour regulation is seen as crucial (Egels-
Zanden, 2009). Global Union essary to build governance capacities involving workers in the
long run.

Input legitimacy. Given global labour governance regimes have no recourse to an

overarching, democratically mandated authority, legitimacy is a crucial and contested
dimension of transnational governance.
17

Governance legitimacy has often been discussed in terms of Scharpf’s (1997, 1999)
distinction between input-oriented and output-oriented legitimacy. The democratic ideal of
input legitimacy means that “political choices should be derived, directly or indirectly, from
the authentic preferences of citizens” (Scharpf, 1997: 19). Industrial Democracy is
based upon the belief that workers are the citizens of the corporation, and democratic
processes require their representation and participation primarily through independent
worker representatives (Webb and Webb, 1898; Kaufman, 2000). Their participation in
the design, structures, and processes is regarded as an important activity in itself (Royle,
2005; Sobczak, 2007). Thus unions, elected representatives of labour interests, are necessary
participants in what we call “transnational co-determination”. CSR also requires input
legitimacy, and multi-stakeholder forms of CSR are generally seen as having greater input
legitimacy than unilateral codes of conduct (Fransen, 2012; Mena and Palazzo, 2012).
But critics have pointed out that CSR-type stakeholder representation often relies on what
Koenig-Archibaldi and Macdonald (2013: 517) call “solidaristic proxies”, such as NGOs
and activist groups, rather than being controlled by workers themselves as the
beneficiaries. Fransen (2012: 188) describes this as a situation of “business-driven
programmes are trying to have their cake and eat it too: they want the external support that
engagement with

8 various stakeholder groups offers, without actually allowing these groups a central
place in governance.

esearch context:

The Bangladesh Ready Made Garment Sector After China, Bangladesh is the second largest
garment producing economy, with over 5,000 factories employing approximately four
million, mainly women, workers. Since the garment sector emerged in 1976, it has dwarfed
all others with $21.5bn (approximately 80% of total) in annual exports and 13% of GDP,
according to 2012/13 figures. Despite Rana Plaza, the sector grew to $26.5bn in 2015 with
the ambition to reach $50bn by 2021.
18

References Alliance (2015). Worker Helpline. Available at:

http://www.bangladeshworkersafety.org/ programs/worker-helpline (accessed 20 May 2015).
Anner, M. (2012). Corporate Social Responsibility and Freedom of Association Rights
The Precarious Quest for Legitimacy and Control in Global Supply Chains. Politics &
Society, 40, 609–644. Anner, M. (2015). Labor Control Regimes and Worker Resistance in
Global Supply Chains. Labor History, 1–16. Bartley, T., & Egels-Zandén, N. (2015).
Beyond Decoupling: Unions and the Leveraging of Corporate Social Responsibility in
Indonesia. Socio-Economic Review. Brammer, S., Jackson, G., & Matten, D. (2012).
Corporate social responsibility and institutional theory: New perspectives on private
governance. Socio-Economic Review, 10(1), 3-28. Carroll, A. B. (1999). Corporate social
responsibility evolution of a definitional construct. Business & society, 38(3), 268-295.
Compa, L. (2004). Trade unions, NGOs, and corporate codes of conduct. Development
in Practice, 14(1-2), 210-215. Crane, A., Palazzo, G., Spence, L. J., & Matten, D. (2014).
Contesting the Value of “Creating Shared Value.” California Management Review, 56(2):
130–153. Den Hond, F., & De Bakker, F. G. (2007). Ideologically motivated activism:
How activist groups influence corporate social change activities. Academy of Management
Review, 32(3), 901-924. Dingwerth, K., & Pattberg, P. (2009). World Politics and
Organizational Fields: The Case of Transnational Sustainability Governance. European
Journal of International Relations, 15(4): 707 –743.

38 Donaghey, J., Reinecke, J., Niforou, C., & Lawson, B. (2014). From employment
relations to consumption relations: balancing labor governance in global supply chains.
Human Resource Management, 53(2), 229-252. Egels-Zandén, N. (2009). Transnational
governance of workers’ rights: outlining a research agenda. Journal of Business Ethics,
87(2), 169-188. Fairbrother, P., Lévesque, C., & Hennebert, M. A. (2013).
Transnational Trade Unionism: Building Union Power (Vol. 8). Routledge. Fransen, L., &
Burgoon, B. (2013). Global Labour‐Standards Advocacy by European Civil Society
Organizations: Trends and Developments. British Journal of Industrial Relations. Fransen,
L. (2012). Multi-Stakeholder Governance and Voluntary Programme Interactions:
Legitimation Politics in the Institutional Design of Corporate Social Responsibility.
Socio-Economic Review, 10, 163 –192. ILO, (2015). Rana Plaza Two Years on.
Progress Made & Challenges Ahead for the Bangladesh RMG Sector. URL
19

Result and Finding

Industrial democracy refers to the participation of employees in decision-making processes
within the workplace. In the context of Bangladesh, the practice of industrial democracy has
been influenced by various factors, including labor laws, trade unions, and the overall socio-
economic conditions of the country.

Historically, trade unions have played a significant role in representing the rights and
interests of workers in Bangladesh. They have been instrumental in advocating for improved
working conditions, fair wages, and workers' participation in decision-making processes. The
Bangladesh Labor Act of 2006 provides some provisions for workers' participation, such as
the establishment of safety committees and labor welfare committees.

However, despite the legal framework, there have been challenges in implementing industrial
democracy effectively in Bangladesh. Some of the common challenges include the lack of
awareness among workers regarding their rights, limited resources and capacity of trade
unions, and power imbalances within the employer-employee relationship. These factors have
hindered the full realization of industrial democracy practices in many workplaces.

Efforts have been made by both the government and various stakeholders to promote
industrial democracy in Bangladesh. This includes initiatives to strengthen trade unions, raise
awareness among workers, and improve the overall working conditions. However, the
progress in implementing industrial democracy may vary across different industries and
organizations.

To obtain up-to-date and accurate results and findings for your term paper, I would
recommend conducting further research using academic databases, government reports, and
scholarly articles. These sources will provide you with the most recent information and
insights into the practice of industrial democracy in Bangladesh.
20

Discussion
Industrial democracy, defined as the involvement of workers in decision-making processes
within the workplace, has gained significant attention as a means to promote employee
participation, improve labor relations, and enhance overall organizational performance. In the
context of Bangladesh, a developing country with a vast industrial sector, the practice of
industrial democracy holds great potential for shaping a more equitable and inclusive
working environment. This discussion explores the role of industrial democracy in
Bangladesh, examining its benefits, challenges, and potential implications for the country's
industrial landscape.

One of the primary benefits of industrial democracy in Bangladesh is the empowerment of

workers. By involving employees in decision-making processes, their voices are heard, and
they have the opportunity to contribute their ideas, expertise, and concerns. This sense of
empowerment can lead to increased job satisfaction, motivation, and a greater sense of
ownership in the workplace. When workers feel valued and have a stake in decision-making,
it can result in improved productivity, efficiency, and innovation, which are crucial for the
growth and competitiveness of the industrial sector.

Furthermore, industrial democracy can foster a more collaborative and cooperative work
environment. By promoting open communication channels and participatory mechanisms,
such as worker representation on boards, joint consultation committees, and collective
bargaining, it encourages dialogue between workers and management. This dialogue helps
build trust, mutual understanding, and cooperation, which are vital for resolving conflicts,
addressing grievances, and fostering harmonious labor relations. The establishment of
democratic structures can also facilitate the negotiation and implementation of fair
employment practices, ensuring that workers' rights, wages, and working conditions are
protected and improved.
21

However, the implementation of industrial democracy in Bangladesh faces several

challenges. One of the primary obstacles is the limited awareness and understanding of the
concept among both workers and employers. Many stakeholders may perceive industrial
democracy as a threat to traditional management practices or as an unnecessary burden on
businesses. Overcoming these misconceptions requires awareness campaigns, capacity
building, and promoting the benefits of industrial democracy through case studies and
success stories from other countries.

Additionally, there may be resistance from employers who fear a loss of control or an
increase in costs associated with implementing industrial democracy. To address these
concerns, it is crucial to emphasize that industrial democracy is not about eliminating
management authority but rather about sharing decision-making power and fostering
collaboration. Demonstrating the positive impact on productivity, innovation, and employee
satisfaction can help alleviate these concerns and encourage employers to embrace the
practice.

Moreover, ensuring effective worker representation and participation can be a significant

challenge in a diverse and fragmented industrial landscape like Bangladesh. This requires the
development of robust mechanisms for worker representation, such as trade unions or worker
councils, and the provision of training and support to worker representatives. Additionally,
the legal framework needs to be strengthened to protect the rights of workers and provide a
conducive environment for industrial democracy to thrive.

The implications of successful industrial democracy practice in Bangladesh are far-reaching.

It can contribute to reducing income inequality, improving social justice, and promoting
sustainable development. By giving workers a voice and a say in decision-making processes,
it can help address issues related to workplace exploitation, discrimination, and unsafe
working conditions. Furthermore, it can contribute to political stability and social cohesion by
creating a more inclusive and participatory society.
22

In conclusion, the role of industrial democracy practice in Bangladesh holds significant

promise for promoting employee empowerment, improving labor relations, and enhancing
overall industrial performance. While challenges exist, raising awareness, addressing
misconceptions, and strengthening the legal framework can facilitate the successful
implementation of industrial democracy. By embracing this practice, Bangladesh has the
potential to create a more equitable and inclusive industrial sector that benefits workers,
employers, and society as a whole.
23

Part : C

Limitation of the Study

One potential limitation of studying the role of industrial democracy practices in Bangladesh
for a term paper is the availability and accessibility of relevant data. Bangladesh is a
developing country with a diverse industrial landscape, and obtaining comprehensive and up-
to-date data on the implementation and impact of industrial democracy practices may be
challenging.

Limited Data:

• Access to reliable and comprehensive data on the extent of industrial democracy

practices in Bangladesh may be limited. The collection of data related to workers'
rights, trade unions, collective bargaining agreements, and workplace democracy may
not be consistently recorded or readily available, making it difficult to gather a
complete picture of the situation.

Lack of Research:

• There might be a limited body of research specifically focused on industrial

democracy practices in Bangladesh. While some studies and reports might exist, the
scope and depth of research on this specific topic could be relatively limited
compared to other countries or areas of study.

Varied Implementation:

• The implementation of industrial democracy practices can vary significantly across

different industries and regions within Bangladesh. This variability can pose
challenges when attempting to generalize findings or draw conclusions about the
overall impact of industrial democracy practices.
24

Language Barrier:

• Language barriers may present challenges when conducting research in Bangladesh.

While English is widely spoken and understood in some academic and business
circles, there could be instances where important sources or data are primarily
available in local languages such as Bengali, which may limit access to certain
information.

Time Constraints:

• Conducting an in-depth study on the role of industrial democracy practices in

Bangladesh within the limited timeframe of a term paper can be a constraint. A
comprehensive analysis would ideally require sufficient time for data collection,
literature review, analysis, and drawing meaningful conclusions. The limitations of
time might restrict the scope and depth of the study.

Contextual Factors:

• The effectiveness and impact of industrial democracy practices can be influenced by

various contextual factors such as cultural norms, political dynamics, economic
conditions, and legal frameworks. It is important to consider these factors when
analyzing the role of industrial democracy in Bangladesh, but they can add
complexity to the study and make it challenging to isolate the specific effects of
industrial democracy practices alone.

These limitations should be acknowledged and addressed in the term paper to ensure a
comprehensive understanding of the topic and to provide appropriate context for the findings
and conclusions.
25

Recommendations
Industrial democracy plays a crucial role in fostering equitable and participatory workplaces,
contributing to improved productivity, employee satisfaction, and overall societal well-being.
In the context of Bangladesh, where the labor force constitutes a significant portion of the
population, the effective implementation of industrial democracy practices can have a
transformative impact on the country's economic and social development. This section
provides recommendations for promoting and strengthening industrial democracy practices in
Bangladesh.

Legal Framework:

• Strengthen existing labor laws: Ensure that labor laws provide clear definitions and
provisions for industrial democracy practices, including collective bargaining,
workers' representation, and participation in decision-making processes. The laws
should be enforceable and provide adequate protection for workers' rights.
• Facilitate labor unions: Promote the formation of independent and democratic trade
unions, allowing workers to organize freely without fear of discrimination or
harassment. Provide legal protection for union activities and ensure that employers
engage in constructive dialogue with unions.

Workers' Empowerment:

• Awareness and education: Conduct awareness campaigns and training programs to

educate workers about their rights, the benefits of industrial democracy, and effective
negotiation and communication skills. Collaborate with relevant stakeholders,
including trade unions and civil society organizations, to reach a wider audience.
• Worker participation in decision-making: Encourage employers to involve workers in
decision-making processes that affect their working conditions, such as workplace
policies, health and safety regulations, and productivity enhancement initiatives.
Establish mechanisms for workers to provide input, such as joint committees or
worker representatives on company boards.
26

Dialogue and Collaboration:

• Promote tripartite dialogue: Foster regular and meaningful dialogue between

government authorities, employers' associations, and trade unions to address labor-
related issues, promote mutual understanding, and develop policies that support
industrial democracy. Create platforms for open discussions and joint problem-
solving.
• Corporate social responsibility: Encourage companies to embrace responsible
business practices that prioritize workers' welfare and respect for their rights. Provide
incentives, such as tax breaks or public recognition, for businesses that actively
engage in industrial democracy practices.

Monitoring and Compliance:

• Strengthen labor inspections: Enhance the capacity and resources of labor inspection
bodies to effectively monitor and enforce compliance with labor laws. Conduct
regular inspections to ensure that employers are implementing industrial democracy
practices and address any violations promptly.
• Whistleblower protection: Establish mechanisms to protect workers who report
violations of labor laws or instances of noncompliance with industrial democracy
practices. Create a confidential reporting system that allows workers to voice
concerns without fear of retaliation.

Research and Evaluation:

• Research on best practices: Promote research and case studies on successful industrial
democracy initiatives, both domestically and internationally, to identify best practices
that can be replicated in Bangladesh. Disseminate the findings to policymakers,
employers, and workers to inspire positive change.
27

• Impact assessment: Conduct periodic evaluations to assess the impact of industrial

democracy practices on productivity, workers' well-being, and socio-economic
development. Use the findings to refine policies and interventions and demonstrate
the benefits of industrial democracy to stakeholders.

• Conclusion:

The successful implementation of industrial democracy practices in Bangladesh requires a

comprehensive approach that involves legal reforms, empowerment of workers, effective
dialogue, monitoring mechanisms, and continuous evaluation. By embracing these
recommendations, Bangladesh can create a more inclusive and equitable work environment,
leading to improved labor relations, increased productivity, and sustainable socio-economic
development.
28

Conclusion
In conclusion, the implementation of industrial democracy practices in Bangladesh has shown
significant potential in promoting worker participation, improving workplace conditions, and
fostering socio-economic development. This term paper aimed to analyze the role of
industrial democracy in Bangladesh, highlighting its benefits and challenges, as well as
providing recommendations for its effective implementation.

Firstly,

• industrial democracy has the potential to empower workers by giving them a voice in
decision-making processes. Through mechanisms such as trade unions, workers'
committees, and participatory management systems, employees can actively
contribute to shaping workplace policies, negotiating collective agreements, and
addressing grievances. This empowerment leads to increased job satisfaction,
motivation, and productivity, as workers feel a sense of ownership and control over
their working conditions.

Secondly,

• industrial democracy practices contribute to the improvement of workplace

conditions. By involving workers in decision-making, issues related to health and
safety, working hours, wages, and benefits can be addressed more effectively. Worker
representation ensures that their interests are taken into account, leading to fairer labor
practices, improved working conditions, and a reduction in workplace conflicts.
Additionally, the inclusion of workers in decision-making processes fosters a sense of
solidarity and cooperation, creating a positive work environment.
29

Furthermore,

• industrial democracy plays a crucial role in the socio-economic development of

Bangladesh. By empowering workers and ensuring their representation, it helps to
reduce income inequality, promote social justice, and enhance overall economic
growth. When workers have a say in decision-making, they can advocate for fair
distribution of resources, job security, and skill development opportunities. This
inclusive approach contributes to sustainable development by promoting social
welfare, reducing poverty, and fostering a more equitable society.

Despite the potential benefits, the implementation of industrial democracy in Bangladesh

faces several challenges. These include resistance from employers who may perceive worker
participation as a threat to their authority, weak legal frameworks, limited awareness among
workers about their rights, and inadequate resources for capacity building and training.
Overcoming these challenges requires a collaborative effort from various stakeholders,
including government agencies, trade unions, employers, and civil society organizations.

To effectively implement industrial democracy practices in Bangladesh, several

recommendations can be put forward. Firstly, there is a need for comprehensive labor
legislation that guarantees the rights of workers to participate in decision-making processes.
Strengthening legal frameworks will provide a solid foundation for the establishment of
workers' committees, trade unions, and collective bargaining mechanisms. Secondly,
awareness-raising campaigns should be conducted to educate workers about their rights, the
benefits of industrial democracy, and the process of engaging in participatory decision-
making. Thirdly, capacity-building programs for workers and employers should be initiated
to enhance their skills in negotiation, communication, and conflict resolution. Providing
adequate resources and support for the establishment and functioning of workers'
representative bodies is also crucial.
30

In conclusion, industrial democracy practices hold immense potential in Bangladesh to

empower workers, improve workplace conditions, and contribute to socio-economic
development. By embracing this concept and addressing the challenges associated with its
implementation, Bangladesh can foster a more inclusive and equitable work environment,
ultimately leading to a prosperous and sustainable future.
31

Appendix A: Survey Questionnaire

This appendix provides the survey questionnaire used to collect data for the research on the
role of industrial democracy practice in Bangladesh. The questionnaire was designed to
gather insights into various aspects of industrial democracy, including workers' participation,
decision-making processes, and their impact on employee satisfaction and organizational
performance. The survey was administered to a sample of workers from different industries
in Bangladesh.

1. Personal Information

a. Age: __________

b. Gender: __________

c. Educational Qualification: __________

d. Years of Work Experience: __________

2. Workers' Perception of Industrial Democracy

a. Are you familiar with the concept of industrial democracy?

( ) Yes

( ) No

b. How would you define industrial democracy in your own words?

3. Workers' Participation

a. To what extent do you believe workers should be involved in decision-making processes

within the organization?

( ) Not at all involved

( ) Somewhat involved

( ) Moderately involved
32

b. Are there mechanisms in place in your organization to facilitate workers' participation? If

yes, please describe them.

4. Decision-Making Processes

a. How are decisions typically made in your organization?

( ) Top-down approach (management makes decisions without worker input)

( ) Consultative approach (management seeks worker input before making decisions)

( ) Consensus approach (decisions are made collectively by workers and management)

b. How satisfied are you with the decision-making processes in your organization?

( ) Not satisfied at all

( ) Somewhat satisfied

( ) Moderately satisfied

( ) Very satisfied

4. Employee Satisfaction and Well-being

a. Do you believe that industrial democracy positively affects employee satisfaction and well-
being?

( ) Yes

( ) No

b. How do you think industrial democracy can contribute to employee satisfaction and well-
being?
33

Organizational Performance

a. In your opinion, does industrial democracy have an impact on organizational performance?

( ) Yes

( ) No

b. How do you think industrial democracy can influence organizational performance?

Thank you for your participation in this survey. Your responses will be kept confidential, and
the information provided will only be used for research purposes.

Appendix B: Interview Questions

This appendix presents the interview questions used to collect qualitative data for the
research on the role of industrial democracy practice in Bangladesh. The interviews were
conducted with key stakeholders, including managers, employees, and labor union
representatives from various industries in Bangladesh. The questions were designed to gain
in-depth insights into their experiences, perceptions, and challenges related to industrial
democracy.

1. Introduction

a. Could you please introduce yourself and briefly describe your role within the organization?

2. Understanding Industrial Democracy

a. How do you define industrial democracy, and how is it practiced within your organization?

b. What are the main objectives or goals of implementing industrial democracy in your
organization?
34

3. Workers' Participation

a. To what extent are workers involved in decision-making processes within the

organization?

b. Could you provide examples of how workers participate in decision-making?

4. Impact on Employee Satisfaction and Well-being

a. How does industrial democracy contribute to employee satisfaction and well-being?

b. Have you observed any changes in employee satisfaction and well-being since the
implementation of industrial democracy practices?

5. Challenges and Limitations

a. What are the main challenges or limitations faced in implementing industrial democracy
within your organization?

b. How do you address these challenges, and what measures have been taken to overcome
them?

6. Organizational Performance

a. How do you think??

35

Reference
• Alliance (2015). Worker Helpline. Available at:
http://www.bangladeshworkersafety.org/ programs/worker-helpline (accessed 20
May 2015).
• Anner, M. (2012). Corporate Social Responsibility and Freedom of Association
Rights The Precarious Quest for Legitimacy and Control in Global Supply Chains.
Politics & Society, 40, 609–644
• Anner, M. (2015). Labor Control Regimes and Worker Resistance in Global Supply
Chains. Labor History, 1–16
• Bartley, T., & Egels-Zandén, N. (2015). Beyond Decoupling: Unions and the
Leveraging of Corporate Social Responsibility in Indonesia. Socio-Economic Review.
• Brammer, S., Jackson, G., & Matten, D. (2012). Corporate social responsibility
and institutional theory: New perspectives on private governance. Socio-Economic
Review, 10(1), 3-28.
• Carroll, A. B. (1999). Corporate social responsibility evolution of a definitional
construct. Business & society, 38(3), 268-295.
• Crane, A., Palazzo, G., Spence, L. J., & Matten, D. (2014). Contesting the Value of
“Creating Shared Value.” California Management Review, 56(2): 130–153
• Den Hond, F., & De Bakker, F. G. (2007). Ideologically motivated activism:
How activist groups influence corporate social change activities. Academy of
Management Review, 32(3), 901-924.
• Dingwerth, K., & Pattberg, P. (2009). World Politics and Organizational Fields: The
Case of Transnational Sustainability Governance. European Journal of International
Relations, 15(4): 707 –743.

THE END