Role of the NGOs in Development of Primary Education in Bangladesh a study on

Mohanpur
1. Introduction : Education is a basis right of a citizen. The constitution
of Bangladesh has recognised it also. So, education should be universal. Education
is the process by which our mind develops through formal learning at in institution
like a school, college, or university. It is both mental and intellectual training which
provides opportunities of growth and helps to meet challenges and overcome
obstacles to progress. Again, the purpose of education is to enlighten the individual
and develop his/her capacity to the limit. It is also the business of education to train
individuals to make the right choices to go ahead. It ennobles our mind and refines
our sensibility. It also broadens our outlook and responsibilities.
Primary education is viewed as a service that must be provided to the populace,
irrespective of affordability, and it is generally considered to be the responsibility of
the state to deliver primary education. The public sector provision of primary
education, like most other services delivered by the public sector, suffers from
severe deficiencies in coverage, effectiveness and quality. This chapter introduces
the reader to the state of primary education in Bangladesh, the existing role of its
public sector, and the role that the private sector plays in filling the gaps left by the
public sector. It sets the scene for the following chapters on the roles of the private
sector in general and non-government organizations (NGOs) in particular.
The education that facilities the children of 6-11 years age group to amplify their
mental behavior and attitude is called Primary Education. This primary education is
the fundamental of all education.[1]
Bangladesh has 18 million children in 62,2000 primary schools; this is one of the
largest primary systems in the world. Over 65% of the primary schools are
government primary schools; the rest are registered non-governmental schools but
assisted by the government.[2] On the other handBangladesh has 3,31,133
Ebtedayee students in 9000 registered and 15000 Kaomy Madrasah. [3]
Net enrollment rate of Primary Education is still only 80%. [4] This means that about
three million children 6-10 years old are currently not enrolled in school. [5] At least
15% of primary school age children never enter the educational system. Most of
these children are poor.[6]
Bangladesh ranks among the bottom 20 countries in the literacy league table.
Between 1980 and 1998, the adult literacy rate rose marginally from 32 to 38
percent with the rate for females at only half of males. Recent statistics provided by
the government indicate that the literacy rate reached 65 percent in 2001 (Daily
Star, 2001). Since the mid-1980s, particularly since the Jomtien conference, a
number of new initiatives have been undertaken by the public, private, and non1

governmental organisation (NGO) sectors to promote primary education in the

country. Among these policies and programmes are:
a. Free and compulsory primary education for all children;
b. Free education for girls up to grade eight; free books for all children at
primary level;
c. Scholarship for girls reading in rural secondary schools including financial
incentives to the schools themselves;
d. A food-for-education programme that provides a food ration to about 20
percent of poor primary school children in rural areas;
e. A proliferation of non-formal education programme by NGOs [7], and
f.

Creation of a separate Primary and Mass Education Division (PMED) headed

by a secretary to the government.

According to government statistics, over 37,000 primary schools owned and

managed by the government form the mainstream of primary education in the
country. In addition, approximately 23,000 other primary schools, established
privately, are managed with limited government subvention. Over 7,000 Islamic
schools, the Ebtedayee madrassas, provide education with Islamic focus. Several
NGOs have initiated primary education for those who are left out of the formal
systems; in total, the number of students served by them in non-formal system is
estimated to be 1.4 million, which includes 1.2 million of BRAC2 alone (Alam and
Hussain, 1999). In terms of public spending on education,Bangladesh (in 1993-94)
spent 2.3 percent of its gross national product (GNP) on education, which is
considerably lower than the average 3.5 percent investment in education for the
South Asian region (Haq & Haq, 1998). More importantly, 96 percent of the revenue
expenditure on primary education in the country is allocated to teachers salaries
leaving very little for monitoring, supervision, training and other quality enhancing
activities (Ahmad, 1996).
There are over 400 NGOs in Bangladesh today involved with providing basic
education (Sharafuddin). The number of NGO schools has increased four times since
the early 1990s and now comprised 8.5% of the educational system in Bangladesh;
most of these NGO schools are widely considered to be more effective than
government schools. The Bangladesh Rural Advancement Committee is one of the
largest NGOs in the country working on primary education. BRAC schools make up
76% of all NGO primary schools (Kabeer, 293). BRAC was started in 1972 to help
relocate refugees in the Sylhet district after Bangladeshs independence in 1971.
Their focus was, and still is, poverty elimination. The Non-Formal Primary Education
Program started in 1984 after adults in a literacy class asked about their children,
wondering why their children should have to wait until they were adults before they
2

would be able to learn how to read. The education program started with just 22 pilot
schools. Today there are more than 40,000 BRAC schools attended by 1 million
children (eenet). (Note that there are more BRAC schools than there are government
schools in Bangladesh, despite the disparity in children served by these institutions.
2. Statement of the Problem :
Bangladesh is beset with many problems. So it is very difficult to educate all the
people within a short time. A large portion of the children have not yet got the
opportunity to go to primary schools. By the year 2000 about 2400 new primary
schools will be required for providing accommodation to all the children. Moreover
the poor and illiterate parents do no realise the importance of education. They think
that its is better to keep their children at home than to send them to schools. They
engage their children in different work to earn money to support their family
considering all these problems primary education should be made true and
compulsory. Despite of functioning a substantial number of educational institutions,
students are lag behind to get proper educational facilities as most of the schools
are providing education with a minimum quality such as lack of teachers and their
quality is too much poor of them, poor infrastructure, weak administration,
insufficient furniture, long distance from house to school, poor monitoring from the
top hierarchy, etc. Consequently, the children are getting proper education from
these schools. It is also true that the school textbook are not informative about
health related issues which results the school going children are deprived about
health awareness and accordingly their family members are also lack behind to
aware about health-hygiene related problems. After completing student life and
drop-out from educational institutions they can not play any role to aware the
community people regarding health improvement. Besides this problems, there is
no GO/NGOs are working properly on providing pertinent education improvement
related issues.
Research Question : Some research questions have been raised critically from the
above said statement and through research objectives. Such questions are

What are the types school facilities?

What are the socio-economics conditions of the Go/NGO teacher?

What are the education quality of teacher?

What problem would be created for this?

What are admitted to dropout children to NGO?

3. Objectives of the Study :

3.1 General Objective :

The general objective of the proposed study is to know the overall primary
education situations in Mohonpur Thana Rajshahi district.
3.2 Specific Objective :
a. To study on the relationship between GO/ NGOs in primary education
programme.
b. To know about to GO/NGOs policies and programs for the primary education
in Bangladesh.
c. To assess the peoples participation regarding NGOs role in primary education
programme.
d. To know the problems of the NGOs in operating educational activities
in Bangladesh.
e. To know the change happen after NGOs involvement in education activities.
4. Justification of the Research :
Illiteracy is a curse. It is the root cause of poverty. No development programme can
attain it success due to illiteracy. On the other hand, education is the back bone of a
nation. It removes darkness and enlightens mind. It develops mental and moral
faculties of human begins. Proper education makes a man realise his ultimate aim in
life. It helps a man enjoy a fuller and longer life. Primary education is the basic right
for human being. It is obligatory for all. From the beginning the rate of drop out of
our children in increasing day by day. But, being a citizen of the same country our
children do not get same types of primary education because of the difference of
existing education systems. So most of them are deprived achieving same primary
education. As a result from the beginning of life unexpected division is created
among them. Present research will innovate the nature of primary education in
different systems, the similarities and dissimilarities of these systems, how match
benefited the students from these education systems and the problems of these
sectors. Till now sufficient research is not perform on this topic. Due to these reality
researcher thinks that present research is very essential for educational uplifting of
the nation.
5. Review of Literature :
An enormous number of research studies relating to improving education in the
world have been emerged in the development field. But very few studies have been
attempted to address the issue of primary education.
Kabeer et al (2003) in a study found that in Bangladesh enrollment rates have
sharply increased, dropout rates have gone down, significant progress has been
made in raising equality of access between different geographic and socioeconomic
4

groups, and the gender gap has literally been removed at the primary level. Girls
have actually crossed boys in rates of enrollment, completion, and attendance in
primary schools.
Being taken some effective initiatives, Bangladesh still faces obstacles towards the
long-term success of its education system, such as i) expenditure on education
in Bangladesh is currently the lowest inSouth Asia (2.3 of GNP, compared to 3.5
regional averages (MGD Issues, 2005).
Due to these drawbacks net enrollment rate is still only 80% (Chowdhury et al,
2002) and eventually, about three million children 6-10 years old are currently not
enrolled in school (Dhar, 2005).
In another study (USAID, 2005) it is also highlighted that at least 15% of primary
school age children never enter the educational system and among them most of
these children are poor. When this figure is combined with the 25% primary school
dropout rate, it is seen that 40% of Bangladeshi children never receive a full primary
education. On the contrary, the children of Bangladesh are becoming unaware
about health related issues due to lack of proper education. As a result the biggest
victims of this country are its children. Bangladesh has had a dismal track record
when it has come to kids health. Most of the children in the country especially in
the rural areas suffer from acute malnutrition. The problem gets aggravated
as Bangladesh is one of the most densely populated countries in the world with
nearly 1,000 people per square kilometer though there has been considerable
progress in the last 15 years the health of children in Bangladesh.
Faisal Bari et al (2005). The Role of NGOs in Basic and Primary Education
in Pakistan in their study stated that many NGOs provide primary education
directly in areas neglected by both the public and for-profit private sectors. They
also provide support to the public and private sectors in various areas such as
teacher training, curriculum development and informal education. Some of these
interventions have the potential to alter the landscape of primary education
provision in the country.

Operation Definitions of some Concepts :

Primary Education : The education that facilities the children of 6-11 years age
group to amplify their mental behavior and attitude is called primary education is
the fundamental of all education.[8]
NGO : Generally, the term NGO is Non-Governmental aid providing organization.
According to social science dictionary, Non Government Organization is a non-profit
agency that serves some public interest. Non Government Organization is
established to fulfil some social purposes other than monetary rewards to financial
5

backers. Technically the term includes Government or Tax supported agencies, but it
is usually reserved for private, voluntary social agencies and excludes for profit
proprietary social agencies[9]. In other words it is stated NGOs are usually defined
as an association of persons organized on voluntary basis through the initiative of
one or more dedicated persons committed to the planning and implementation of
development projects at the grass root level. NGOs although work outside the
government structure but they are within the legal framework of the country [10]
Development : It is very difficult to define development by a single definition.
According to Mahatma Gandhi, recognition of human potentials is development.
Participation is considered as a precondition for development. In economics,
development means proper distribution of income. Actually development is equal
distribution of power, right and opportunity. If any discrimination exists between
men and women to use exercise power, right or opportunity, development must be
affected.

6. Methodology of the Research :

6.1 Type of the Research :
The proposed research will be an exploratory in nature. To set in depth information
and for better understanding explorative research will be conducted.
6.2 Methods of the Research :
Mainly survey observation and case study method will be used in conducing this
research.
6.3 Types of data to be used :
Both quantities and qualitative data will be used for this research.
6.4 Data Sources :
Both primary and secondary sources of data will be used.
(i) Primary data will be collected from the study area.
(ii) Secondary data sources include related works, articles, journals, published and
unpublished dissertations internet libraries etc.
6.5 Selection of the Study Area :
Primary level of government school, NGOs school, Mohonpur Thana, Rajshahi
district will be the selected study area to carry out the proposed research.

Field of Research : In the context of this research work, students and their
guardians, teachers, civil society and governing bodyes, government primary
school/ NGOs school will be included in the sample as respondents.
Sampling sample size :
Random and purposive sampling method will be used for selecting the sample size.
Through purposive sampling method Mohanpur Thana will be selected area and
10% of NGOs operating primary school/ Government primary school. Guardians of
students, teacher and the member of civil/society/ governing body will be the
respondents and they will be selected randomly. Sample size will be 250. The
sample size may change after the baseline survey.
Category of
Respondents

Number of
Respondents to
be

Selection Tools

Teacher

50

Random sampling

Guardians

50

Random sampling

Students

50

Random sampling

Civil society

50

Random sampling

Member of
Governing body

50

Random sampling

Total

250

Data Analysis and Interpretation : Collected data will be classified and

tabulated according to their characteristics. Then statistical methods and computer
will be used to analyze data.
Reliability of the Research : Since it is a method of controlled observation. The
data found out would become more reliable and objective.
Validity of the Research : At first a questionnaire will be prepared, its reliability
and validity will be determined and the data will be analyzed through statistical
techniques.
There are also some limitations of this study. The sample size is not sufficient in
regard to its population. But, due to time and financial constraints the researcher
has no alternative. The proposal is furnished for M Phil study. But it may need to be
converted to a Ph D program. The present research may need methodological and
strategic change afterwards.
7

7. References :
Chowdhury, Mushtaque R.; Samir R. Nath, Rasheda K. Choudhury, Manzoor Ahmed.
Renewed Hope, Daunting Challenges: State of Primary Education
in Bangladesh. Dhaka: University Press Limited, 2002.
Kalene Ardt, Chas Hastings, Katie Hopkins, Robin Knebel, Jun Loh, Rodney
Woods Report on Primary Education in Bangladesh: Challenges and
Successes, Produced by: Bangladesh Bureau of Education Information and Statistics
(BANBEIS) & Bangladesh Ministry of Women and Children Affairs (MWCA), hosted by:
South Asian Society for Regional Cooperation (SAARC), May 19.
Kabeer, Naila; Geetha B. Nambissan, Ramya Subrahmanian, eds. Child Labour and
the Right to Education in South Asia: Needs Versus Rights? New Dehli: Sage
Publications, 2003.
USAID. Bangladesh Education. 2005.
The State of the Worlds Children Child Rights 2010, UNICEF, 2010.
Chowdhury, Mushtaque R.; Samir R. Nath, Rasheda K. Choudhury, Manzoor Ahmed.
Renewed Hope, Daunting Challenges: State of Primary Education
in Bangladesh. Dhaka: University Press Limited, 2002.
Rahman, Md. Atikur, Samajik Samasya o Unnayan: Niti, Parikalpana O Karmasuchi,
(Social Problems and Development: Policy, Planning and Actions), Koran Mahal,
Dhaka-2000.Page-618
Barker,Robert L, Social Work Dictionary, 3rd edition, Page-256
Rahman , A.T.R. Volunteerism and Nation Building for Bangladesh, Academic
Publishers, Dhaka-1993, Page-58.

[1]

K.A. Jalaluddin and R.M. Mustafa Chowdhury, Universalizing Quality Primary

Education in Bangladesh.
[2]

www.wikipedia.com, September, 2010.

[3]

Naya Diganta, 22 November 2010, p. 5.

[4]

Mushtaque Chowdhury et al., Renewed Hope, Daunting Challenges: State

of Primary Education inBangladesh (Dhaka: University Press Limited, 2002), p. 16.
[5]

Subrata S. Dhar, World Bank Helps Bangladesh Reach Out-of-School

Children. The World Bank(Accessed online May 10, 2005).
[6]

Kalene Ardt. et. al. Report on Primary Education in Bangladesh: challenges and
Successes, BANBELS & MWCA, (May 19, 2005). p. 5.
[7]

Bangladesh has a large NGO sector working for the development of the
disadvantaged groups including the poor and the women. They have been
particularly engaged in education, particularly in adult education. From the mid1980s, they started involving themselves in primary and basic education. As will be
seen later, NGO schools now claim 8.5% of all primary enrolments in the country.

[8]

Universalizing Quality Primary Education in Bangladesh.

[9]

Barker,Robert L, Social Work Dictionary, 3rd edition, Page-256.

[10]

Rahman , A.T.R. Volunteerism and Nation Building for Bangladesh, Academic

Publishers, Dhaka-1993, Page-58.

Research Proposal on The impact of working hours (Work-life balance)

and job stress on the job satisfaction level of the junior executives of
private sector in Bangladesh: Their response to working hours (Work-life
balance) and job stress dissatisfaction.
Course No: BUS 502
Course Title: Research Methods in Business.
Course Instructor: SHANTI NARAYAN GHOSH
Professor of Accounting and Director Research, Faculty of Business,Bangladesh
University of Business & Technology (BUBT).
Abstract
The core purpose of this research proposal is to discover the level of satisfaction of
the junior executives of private sector in Bangladesh under working hours and job
stress. This research proposal is also for find out the response to dissatisfaction
under overload working hours (work life balance) and job stress. Most of the private
companies are not conscious of work-life balance, job stress and barely have any
policy regarding the work-life balance issues. At this moment, different socioeconomic barriers and lack of human right awareness may support the
management for not taking this issue seriously. However, if they want to achieve
their business objectives through the development of the human resource then
there is no alternative to develop the working lives of their workforce. Management
should consider the nature of business and background of employees they have
employed and customize their policies with the participation of the employees. This
research will represent the current scenario of work life balance in private sector of
Bangladesh which is adopted by the management. The data were collected keeping
in consideration features such as gender, age, executive position and tenure of job.
Factors involved are job satisfaction and work life balance with respect to flexible
working conditions, work life balance programs, employee intention to change/leave
job, work pressure/stress and long working hours. Data will be collected using
primary sources. Primary data will be collected through questionnaires and will
analyze using statistical equation, Ms-excel, SPSS, test applied will be correlation.
Problem Statement
In the new millennium, contemporary organizations are benefited from a global,
diverse, technologically savvy and highly productive workforce but it is ironic that
these workforces also find it difficult to have a good balance between their work life
and family life (Siegel, Brockner, Fishman, Post, & Garden, 2005). Work-life balance
can be seen as the extent to which an individual is equally engaged in-and equally
satisfied with his or her work role and family role (Greenhaus, Collins, & Shaw,
2003). Businesses are facing increasing demands to raise efficiency and becoming
10

more responsive to customers and employees. No longer is it just a matter of

remuneration and promotional prospects; job seekers are increasingly making
employment decisions on how well their current or potential workplace can support
a balance between personal lives and paid occupation. On the other hand,
organizations, failing to make their work environments flexible, are beginning to see
a brain drain and loosing highly skilled professionals to more flexible organizations
(Dunne, 2007). What happens when employees like their jobs, and when they dislike
their jobs? One theoretical model, the exitvoiceloyaltyneglect framework is
helpful in understanding the consequences of dissatisfaction. Frameworks four
responses, which differ along two dimensions: constructive/destructive and
active/passive. The exit response directs behavior toward leaving the organization,
including looking for a new position as well as resigning. The voice response
includes actively and constructively attempting to improve conditions, including
suggesting improvements, discussing problems with superiors, and undertaking
some forms of union activity. The loyalty response means passively but
optimistically waiting for conditions to improve, including speaking up for the
organization in the face of external criticism and trusting the organization and its
management to do the right thing. The neglect response passively allows
conditions to worsen and includes chronic absenteeism or lateness, reduced effort,
and increased error rate (organizational behavior/ Stephen P. Robbins, Timothy A.
Judge.-15th ed.). The objectives of this research proposal is to identify the status of
work-life balance in private sector of Bangladesh as well as to provide some
recommendations considering the scenario of a developing country like Bangladesh
and junior executives response to work-life balance and job stress.
Research Objective
The purposes of this research proposal are:

To determine the level of satisfaction of the junior executives of private sector

in Bangladesh.

The impact of working hours (Work-life balance) and job stress on the job
satisfaction level of the junior executives.

The impact of job stress on the job satisfaction level of the junior executives.

To identify the status of work-life balance in private sector of Bangladesh.

Junior executives response to working hours (Work life balance):

constructive/destructive or active/passive.

Junior executives response to job stress: constructive/destructive or

active/passive.

11

To provide some recommendations considering the scenario of a developing

country like Bangladesh.

Research Hypotheses
Accordingly, following are the hypothesis to be tested for this study:
Hypothesis 1: There is no impact of overload working hours on junior executives job
satisfaction.
Hypothesis 2: There is no impact of job stress on employee job satisfaction.
Hypothesis 3: There is no effect of flexible working condition on employee job
satisfaction.
Hypothesis 4: Junior executives response to overload working hours (Work-life
balance) is destructive and active.
Hypothesis 5: Junior executives response to job stress is constructive and active.
Literature Review
Aryee, Srinivas, and Tan (2005) and Lewis and Cooper (1999) state, changing
economic trends, demographic shifts, technological advances and competitive
forces have made the work-life balance a pertinent area of concern to scholars,
individuals and organizations across the globe (as cited in Baral & Bhargava, 2011,
p. 220). A lot of researches have been done to identify an acceptable definition of
work-life balance; still there is a very little evidence to get an ideal definition so far.
Most of the major reviews of work-family relations either do not mention work-family
balance or mention balance but do not explicitly define the concept (Greenhaus,
Collins, & Shaw, 2003). Moreover, empirical studies that discuss balance between
work and family roles generally do not distinguish from other concepts in the work
(Greenhaus, Collins, & Shaw, 2003). As Burke (2004) and Lewis at el (2007) argue,
wok-life balance is a contested term because the term balance suggest that work
is not integral to life and it implies a simple tradeoff between the two spheres as it
encourages quick-fix solutions that do not address fundamental inequalities, and
that therefore shift responsibility for balancing work and home life onto individuals
(as cited in Gregory & Milner, 2009, p. 2).
Work-life balance policies and family supportive cultures have been observed in
France and Japan also (Aybars 2007, Cole 2006). There is a wide variety of work-life
balance initiatives for employees being incorporated by organizations and include
flexible work hours, job sharing, parental leave on-site child care facility and
telecommuting (Hartel et al. 2007). Studies suggest that in absence of work-life
balance, employees dissatisfaction increases.

12

However it is found that when employees need in respect of creating a work-life

balance is met by different organizational programmes they show higher job
satisfaction and organizational commitment (Gregory and Milner 2009). A study was
conducted in Pakistan by Nadeem and Abbas, (2009) to discover the relationship
among work life conflict and employee job satisfaction at all levels of the
management in public and private organizations. Findings showed that job
satisfaction at top level of management has negative correlation with family to work
interference, family to work interference and stress and job satisfaction has positive
correlation with job autonomy. Job satisfaction at the middle level of employees
decreases when work life conflict and stress increases. Job satisfaction at the lower
level of employees has negative correlation with stress and family to work
interference and positive correlation with job autonomy.
Hanglberger (2010) studied the effect of work-life balance, specifically working
hours on employees job satisfaction and finds a positive relationship between
them. The same was analyzed by Gash et al. (2010) for women in UK and Germany
and the findings supported Hanglberger studies, showing a positive effect of
reduced working hours on employees life satisfaction. Another study (Malik et al.
2010) was conducted in Pakistan to investigate the relationship between work-life
balance, job satisfaction and turnover intentions among medical professionals in
hospitals.
The level of employees job satisfaction increases by many factors and when
employees are satisfied with their work, they feel motivated ( Noor, 2011). The
demand of employees work life balance is increased by change in trends in the
business such as change in organizations structure, diversity of work force and
female employees working in organizations. Organizations should provide work life
balance facilities to their employees so that employees can perform their duties
effectively and leads organization to the success (Parvin and Kabir, 2011).
The main message of this debate is the need for good work-life balance, on the
other hand, the debate and successive policy are frequently based on theories
about work and life copied from dull readings of empirical data or misconceptions
about employee attitudes to work and life. According to IDS (2000), the work-life
balance debate presumes that individuals have too much work rather than too little
work a debilitating working hour culture is said to be persistent (as cited in Eikhof,
Warhurst, & Haunschild, 2007, p. 326). In addition, it is also claimed in some cases,
work is not just ruling but also ruining our lives (Eikhof, Warhurst, & Haunschild,
2007). According to Fafnani and Letablier (2004), in France campaigns for reducing
working time have rallied around the phrase work less, live better (as cited in
Eikhof, Warhurst, & Haunschild, 2007, p. 326).
The study of Baral and Bhargava (2011) indicates that from an organizational
perspective, involvement in family roles should not be viewed as an obstruction,
since it provides opportunities to acquire skills, knowledge and increase efficiency to
13

perform better at work and vice versa. As a result, organizations should make
efforts to stimulate the experience of enrichment. Greenhaus, Collins, and Shaw
(2003) argue, the beneficial effects of balance are based on the assumption of
positive balance and positive balance has a more substantial positive impact on
quality of life than negative balance. They suggest that an equally high investment
of time and high association in work and family would diminish work-family conflict
and stress thereby enhancing an individuals quality of life. On the other hand,
Hobson, Delunas, and Kesic (2001) accumulated a number of long research findings
based on U.S. employees and tried to assess the outcomes of not having a proper
work-life balance in organizations. The findings include increased levels of stress
and stress-related illness, higher rates of family strife, violence and divorce, higher
rates of absenteeism and turnover, reduced productivity and job satisfaction.
However, the existence of work-life balance in itself does not create difficulties and
offense within organizations; rather, in situations where there is already excessive
workloads, under-staffing, and last minute, unpredicted tasks, the existence of
work-life balance is likely to exacerbate the situations (Drew & Murtagh, 2005).
On the other hand, there are quite a few research studies on work-family conflict in
developing countries like India and Bangladesh and one of the reasons could be the
lack of awareness of this issue as well as the lack of awareness of equal
employment opportunity act. According to Baral and Bhargava (2011), a study on
work-family enrichment in India would be prudent because of its cultural roots,
where people consider work as a source of earning and social status. At the same
time, for people in India, family is a social institution that provides not only
emotional support but also stands with them in times of crisis (Baral & Bhargava,
2011). The same scenario is very much pertinent in Bangladesh.
Benefits of study
This research will provide the present scenario of working hours (Work-life balance)
and job stress of private sector in Bangladesh. The overall job satisfaction level of
the junior executives will be measured that will help private company to take a
future steps for their executives, especially for junior executives. They will
understand about the impact of working hours (Work-life balance) and job stress on
the job satisfaction level of the junior executives. Junior level employees response
to working hours (Work-life balance) and job stress will also find out whether it is
constructive/destructive or active/passive. So that company will understand about
companys working hours (Work-life balance) and job stress: is it overburden or not?
Is it making disturb on productivity or making dissatisfaction on employee? This
research will provide some recommendations considering the scenario of a
developing country like Bangladesh. So private company will make blue print for
future work life balance program and job responsibilities which make employees
more satisfy as well as more productive. Company came identified the major cause
of job dissatisfaction and satisfaction as perceived by the respondents.

14

Research Design
Sources of data: Primary data will be used for the purpose of the study. Primary data
will be collected through a questionnaire. Secondary data will be collected from
different books, publications, research studies, journals, articles, and websites
if/when necessary. The data will be collected through cluster sampling method.
Sample Size and Questionnaire: The sample of the study will covers the junior
executives from different private company of Bangladesh. A sample of 300 junior
executives will be selected purposively from different private company and
departments. Data will be collected by probability sampling and conveniently. The
questionnaire consists of 18 items where those are related to issues on worklife
balance and job satisfaction of the respondents. Issues such as working hour, work
load, performance appraisal, job security, organizations work-life balance
programs, perception of the employees about the work-life balance programs of
their organizations, willingness to stay in the organization, destructive or
constructive behavior for overload working hours/load and many other factors have
been examined here. Primary data were collected through questionnaires with 5
point likert scale where A = strongly disagree, B = somewhat disagree, C = neutral,
D = somewhat agree, E = strongly agree.
Questionnaire: 1. Im Satisfied with my current job, 2. My working hours is
rational, 3. The work environment is excellent, 4. My work pressure is rational 5. We
have work life balance programs, 6. Im able to maintain a good balance between
my personal and professional life, 7. I get appreciation and rewards for better
performance, 8. My salary is well balanced with my responsibilities, 9. Im satisfied
with my organizations benefit package, 10. I get all the necessary authority to
perform my duties, 11. Ive opportunities to learn and grow at work, 12. I feel secure
in my job, 13. I want to continue my job in this organization for long time, 14. I have
intention to leave\change the job. 15. My response to overload working hours is
constructive (voice with authority/boss) 16. I feel loyalty whenever there is overload
working hours or not, 17. I neglect whenever there is overload working hours, 18. I
want to leave this job because of overload working hours or work load.
Data Analysis
The data will be analyzed using statistical equation, SPSS, MS-Excel, the test applied
was Correlation Pearsons Product to analyze the relation between work life balance
and job satisfaction.
Nature and form of Result
The correlation between work life balances as well as other factors like working
hour, work load, performance appraisal, job security, organizations work-life
balance programs, perception of the employees about the work-life balance
programs of their organizations, willingness to stay in the organization and
15

employees job satisfaction will be calculated by Correlation Pearsons Product.

Result will be within -1 to +1 and hypothesis test will be driven for find out proposed
hypothesis are right or wrong.
Schedule
Task

Targeted completion
days

01. Literature review

Completed

02. Proposal Final

7 days

03. Questionnaire Design

Completed

04. Drawing of sample

2 days

05. Pilot testing

2 days

06. Interview Questions Finalized

2 days

07. Schedule Interviews

2 days

08. Data collection

30 days

09. Data cleaning

7 days

10. Data analysis

30 days

11. Write-up and calculate Findings

7 days

12. Report preparation & submit

5 days

Total

94 days

Bibliography

Baral, R., & Bhargava, S. (2011). Predictors of work-family enrichment:

moderating effect of core self-evaluations. Journal of Indian Business
Research, 3(4), 220-243. From http://dx.doi.org/10.1108/17554191111180573

Drew, E., & Murtagh, E. M. (2005). Work-life balance: senior management

champions or laggards? Women in Management Review, 20(4), 262-278.
From http://dx.doi.org/10.1108/09649420510599089

Eikhof, D. R., Warhurst, C., & Haunschild, A. (2007). Introduction: What work?
What life? What balance? Critical reflection on the work-life balance debate.

16

Employee Relations, 29(4), 325-333.

Fromhttp://dx.doi.org/10.1108/01425450710839452

Everitt, B. S., Landau, S., & Leese, M. (2001). Cluster analysis (4 th). London:
Arnold.

Gash, V., Mertens, A., Romeu, G. L. (2010). Women between part-time and
full-time work: The influence of changing hours of work on happiness and lifesatisfaction, SOEP Papers No. 268, DIW Berlin.

Greenhaus, J. H., Collins, K. M., & Shaw, J. D. (2003). The relation between
work-family balance and quality of life. Journal of Vocational Behavior,
63(February), 510-531. From http://dx.doi.org/10.1016/S00018791(02)00042-8

Gregory, A., & Milner, S. (2009). Editorial: Work-life balance: A matter of

choice. Gender, Work and Organization, 16(1), 1-13.
Fromhttp://dx.doi.org/10.1111/j.1468-0432.2008.00429.x

Hanglberger, D. (2010). Arbeitszufriedenheit und flexible Arbeitszeiten

Empirische Analyse mit Daten des Sozio-oekonomischen Panels, SOEP Papers
No. 304, DI Berlin.

Hobson, C. J., Delunas, L., & Kesic, D. (2001). Compelling evidence of the
need for corporate work/life balance initiatives: results from a national survey
of stressful events. Journal of Employment Counseling, 38(March), 38-44.
From http://dx.doi.org/10.1002/j.2161-1920.2001.tb00491.x

Khaleque, A. (1979). Performance and job satisfaction in short cycled

repetitive work. In R. G. Sell & P. Shipley (Eds.), Satisfaction in work design:
Ergonomics and other approaches. London: Taylor and Francis.

Khaleque, A. (1984). Job satisfaction and work in industry. Dhaka: University

of Dhaka.

Khaleque, A. (1985). Occupational stress: Its sources and effects as perceived

by industrial managers. Bangladesh Journal of Psychology, 6, 83-91.

Malik, M.I., Gomez, S.F., Ahmad, M., and Saif, M. I. (2010). Examining the
relationship of Work Life Balance, Job Satisfaction and Turnover in Pakistan,
International Journal Sustainable Development, 2(1) 27-33.

Newaz, M. T., and Zaman, K. F., (2012 October). Work-life balance: Is it still a
new concept in private commercial banking sector of Bangladesh?
International Journal of Research Studies in Management. Volume 1 Number
2, 57-66.

17

Noor, F., and Shamim, A. (2012). An Empirical Analysis of Factors Affecting

Work Life Balance among University Teachers: the case of Pakistan, Journal of
International Academic Research, .12(1).

Noor, K.M. (2011). Work-Life Balance and Intention to Leave among

Academics in Malaysian Public Higher Education Institutions, International
Journal of Business and Social Science, 2(11).

Robbins, P. S. (2013). Organizational Behavior (9th). Prentice-Hall of India

Private Limited. New Delhi-110015: Jay Print Pack Private Limited.

Shujat, S., Cheema, F. A., and Bhutto, F. (Fall 2011). Impact of Work Life
Balance on Employee Job Satisfaction in Private Banking Sector of Karachi.
Journal of Management and Social Sciences, Vol. 7, No. 2, (Fall 2011) 08-15.

18

abstract
The core purpose of this research proposal is to discover the level of satisfaction of the junior
executives of private sector in Bangladesh under working hours and job stress. This research
proposal is also for find out the response to dissatisfaction under overload working hours (work life
balance) and job stress. Most of the private companies are not conscious of work-life balance, job
stress and barely have any policy regarding the work-life balance issues. At this moment, different
socio-economic barriers and lack of human right awareness may support the management for not
taking this issue seriously. However, if they want to achieve their business objectives through the
development of the human resource then there is no alternative to develop the working lives of
their workforce. Management should consider the nature of business and background of employees
they have employed and customize their policies with the participation of the employees. This
research will represent the current scenario of work life balance in private sector of Bangladesh
which is adopted by the management. The data were collected keeping in consideration features
such as gender, age, executive position and tenure of job. Factors involved are job satisfaction
and work life balance with respect to flexible working conditions, work life balance programs,
employee intention to change/leave job, work pressure/stress and long working hours. Data will
be collected using primary sources. Primary data will be collected through questionnaires and will
analyze using statistical equation, Ms-excel, SPSS, test applied will be correlation.
Problem Statement
In the new millennium, contemporary organizations are benefited from a global, diverse,
technologically savvy and highly productive workforce but it is ironic that these workforces also
find it difficult to have a good balance between their work life and family life (Siegel, Brockner,
Fishman, Post, & Garden, 2005). Work-life balance can be seen as the extent to which an
individual is equally engaged in-and equally satisfied with his or her work role and family role
(Greenhaus, Collins, & Shaw, 2003). Businesses are facing increasing demands to raise efficiency
and becoming more responsive to customers and employees. No longer is it just a matter of
remuneration and promotional prospects; job seekers are increasingly making employment
decisions on how well their current or potential workplace can support a balance between
personal lives and paid occupation. On the other hand, organizations, failing to make their work
environments flexible, are beginning to see a brain drain and loosing highly skilled professionals to
more flexible organizations (Dunne, 2007). What happens when employees like their jobs, and
when they dislike their jobs? One theoretical model, the exitvoiceloyaltyneglect framework is
helpful in understanding the consequences of dissatisfaction. Frameworks four responses, which

19

differ along two dimensions: constructive/destructive and active/passive. The exit response
directs behavior toward leaving the organization, including looking for a new position as well as
resigning. The voice response includes actively and constructively attempting to improve
conditions, including suggesting improvements, discussing problems with superiors, and
undertaking some forms of union activity. The loyalty response means passively but optimistically
waiting for conditions to improve, including speaking up for the organization in the face of
external criticism and trusting the organization and its management to do the right thing. The
neglect response passively allows conditions to worsen and includes chronic absenteeism or
lateness, reduced effort, and increased error rate (organizational behavior/ Stephen P. Robbins,
Timothy A. Judge.-15th ed.). The objectives of this research proposal is to identify the status of
work-life balance in private sector of Bangladesh as well as to provide some recommendations
considering the scenario of a developing country like Bangladesh and junior executives response
to work-life balance and job stress.
Research Objective
The purposes of this research proposal are:

To determine the level of satisfaction of the junior executives of private sector in

Bangladesh.

The impact of working hours (Work-life balance) and job stress on the job satisfaction
level of the junior executives.

The impact of job stress on the job satisfaction level of the junior executives.

To identify the status of work-life balance in private sector of Bangladesh.

Junior executives response to working hours (Work life balance): constructive/destructive

or active/passive.

Junior executives response to job stress: constructive/destructive or active/passive.

To provide some recommendations considering the scenario of a developing country like

Bangladesh.

Research Hypotheses
Accordingly, following are the hypothesis to be tested for this study:
Hypothesis 1: There is no impact of overload working hours on junior executives job satisfaction.
Hypothesis 2: There is no impact of job stress on employee job satisfaction.
Hypothesis 3: There is no effect of flexible working condition on employee job satisfaction.
Hypothesis 4: Junior executives response to overload working hours (Work-life balance) is
destructive and active.

20

Hypothesis 5: Junior executives response to job stress is constructive and active.

Literature Review
Aryee, Srinivas, and Tan (2005) and Lewis and Cooper (1999) state, changing economic trends,
demographic shifts, technological advances and competitive forces have made the work-life
balance a pertinent area of concern to scholars, individuals and organizations across the globe (as
cited in Baral & Bhargava, 2011, p. 220). A lot of researches have been done to identify an
acceptable definition of work-life balance; still there is a very little evidence to get an ideal
definition so far. Most of the major reviews of work-family relations either do not mention workfamily balance or mention balance but do not explicitly define the concept (Greenhaus, Collins, &
Shaw, 2003). Moreover, empirical studies that discuss balance between work and family roles
generally do not distinguish from other concepts in the work (Greenhaus, Collins, & Shaw, 2003).
As Burke (2004) and Lewis at el (2007) argue, wok-life balance is a contested term because the
term balance suggest that work is not integral to life and it implies a simple tradeoff between
the two spheres as it encourages quick-fix solutions that do not address fundamental inequalities,
and that therefore shift responsibility for balancing work and home life onto individuals (as cited
in Gregory & Milner, 2009, p. 2).
Work-life balance policies and family supportive cultures have been observed in France and Japan
also (Aybars 2007, Cole 2006). There is a wide variety of work-life balance initiatives for
employees being incorporated by organizations and include flexible work hours, job sharing,
parental leave on-site child care facility and telecommuting (Hartel et al. 2007). Studies suggest
that in absence of work-life balance, employees dissatisfaction increases.
However it is found that when employees need in respect of creating a work-life balance is met
by different organizational programmes they show higher job satisfaction and organizational
commitment (Gregory and Milner 2009). A study was conducted in Pakistan by Nadeem and Abbas,
(2009) to discover the relationship among work life conflict and employee job satisfaction at all
levels of the management in public and private organizations. Findings showed that job
satisfaction at top level of management has negative correlation with family to work interference,
family to work interference and stress and job satisfaction has positive correlation with job
autonomy. Job satisfaction at the middle level of employees decreases when work life conflict and
stress increases. Job satisfaction at the lower level of employees has negative correlation with
stress and family to work interference and positive correlation with job autonomy.
Hanglberger (2010) studied the effect of work-life balance, specifically working hours on
employees job satisfaction and finds a positive relationship between them. The same was
analyzed by Gash et al. (2010) for women in UK and Germany and the findings supported
Hanglberger studies, showing a positive effect of reduced working hours on employees life
satisfaction. Another study (Malik et al. 2010) was conducted in Pakistan to investigate the
relationship between work-life balance, job satisfaction and turnover intentions among medical
professionals in hospitals.

21

The level of employees job satisfaction increases by many factors and when employees are
satisfied with their work, they feel motivated ( Noor, 2011). The demand of employees work life
balance is increased by change in trends in the business such as change in organizations structure,
diversity of work force and female employees working in organizations. Organizations should
provide work life balance facilities to their employees so that employees can perform their duties
effectively and leads organization to the success (Parvin and Kabir, 2011).
The main message of this debate is the need for good work-life balance, on the other hand, the
debate and successive policy are frequently based on theories about work and life copied from
dull readings of empirical data or misconceptions about employee attitudes to work and life.
According to IDS (2000), the work-life balance debate presumes that individuals have too much
work rather than too little work a debilitating working hour culture is said to be persistent (as
cited in Eikhof, Warhurst, & Haunschild, 2007, p. 326). In addition, it is also claimed in some
cases, work is not just ruling but also ruining our lives (Eikhof, Warhurst, & Haunschild, 2007).
According to Fafnani and Letablier (2004), in France campaigns for reducing working time have
rallied around the phrase work less, live better (as cited in Eikhof, Warhurst, & Haunschild,
2007, p. 326).
The study of Baral and Bhargava (2011) indicates that from an organizational perspective,
involvement in family roles should not be viewed as an obstruction, since it provides opportunities
to acquire skills, knowledge and increase efficiency to perform better at work and vice versa. As a
result, organizations should make efforts to stimulate the experience of enrichment. Greenhaus,
Collins, and Shaw (2003) argue, the beneficial effects of balance are based on the assumption of
positive balance and positive balance has a more substantial positive impact on quality of life than
negative balance. They suggest that an equally high investment of time and high association in
work and family would diminish work-family conflict and stress thereby enhancing an individuals
quality of life. On the other hand, Hobson, Delunas, and Kesic (2001) accumulated a number of
long research findings based on U.S. employees and tried to assess the outcomes of not having a
proper work-life balance in organizations. The findings include increased levels of stress and
stress-related illness, higher rates of family strife, violence and divorce, higher rates of
absenteeism and turnover, reduced productivity and job satisfaction. However, the existence of
work-life balance in itself does not create difficulties and offense within organizations; rather, in
situations where there is already excessive workloads, under-staffing, and last minute,
unpredicted tasks, the existence of work-life balance is likely to exacerbate the situations (Drew
& Murtagh, 2005).
On the other hand, there are quite a few research studies on work-family conflict in developing
countries like India and Bangladesh and one of the reasons could be the lack of awareness of this
issue as well as the lack of awareness of equal employment opportunity act. According to Baral
and Bhargava (2011), a study on work-family enrichment in India would be prudent because of its
cultural roots, where people consider work as a source of earning and social status. At the same
time, for people in India, family is a social institution that provides not only emotional support but

22

also stands with them in times of crisis (Baral & Bhargava, 2011). The same scenario is very much
pertinent in Bangladesh.
Benefits of study
This research will provide the present scenario of working hours (Work-life balance) and job stress
of private sector in Bangladesh. The overall job satisfaction level of the junior executives will be
measured that will help private company to take a future steps for their executives, especially for
junior executives. They will understand about the impact of working hours (Work-life balance) and
job stress on the job satisfaction level of the junior executives. Junior level employees response
to working hours (Work-life balance) and job stress will also find out whether it is
constructive/destructive or active/passive. So that company will understand about companys
working hours (Work-life balance) and job stress: is it overburden or not? Is it making disturb on
productivity or making dissatisfaction on employee? This research will provide some
recommendations considering the scenario of a developing country like Bangladesh. So private
company will make blue print for future work life balance program and job responsibilities which
make employees more satisfy as well as more productive. Company came identified the major
cause of job dissatisfaction and satisfaction as perceived by the respondents.
Research Design
Sources of data: Primary data will be used for the purpose of the study. Primary data will be
collected through a questionnaire. Secondary data will be collected from different books,
publications, research studies, journals, articles, and websites if/when necessary. The data will be
collected through cluster sampling method.
Sample Size and Questionnaire: The sample of the study will covers the junior executives from
different private company of Bangladesh. A sample of 300 junior executives will be selected
purposively from different private company and departments. Data will be collected by
probability sampling and conveniently. The questionnaire consists of 18 items where those are
related to issues on worklife balance and job satisfaction of the respondents. Issues such as
working hour, work load, performance appraisal, job security, organizations work-life balance
programs, perception of the employees about the work-life balance programs of their
organizations, willingness to stay in the organization, destructive or constructive behavior for
overload working hours/load and many other factors have been examined here. Primary data were
collected through questionnaires with 5 point likert scale where A = strongly disagree, B =
somewhat disagree, C = neutral, D = somewhat agree, E = strongly agree.
Questionnaire: 1. Im Satisfied with my current job, 2. My working hours is rational, 3. The work
environment is excellent, 4. My work pressure is rational 5. We have work life balance programs,
6. Im able to maintain a good balance between my personal and professional life, 7. I get
appreciation and rewards for better performance, 8. My salary is well balanced with my
responsibilities, 9. Im satisfied with my organizations benefit package, 10. I get all the necessary

23

authority to perform my duties, 11. Ive opportunities to learn and grow at work, 12. I feel secure
in my job, 13. I want to continue my job in this organization for long time, 14. I have intention to
leave\change the job. 15. My response to overload working hours is constructive (voice with
authority/boss) 16. I feel loyalty whenever there is overload working hours or not, 17. I neglect
whenever there is overload working hours, 18. I want to leave this job because of overload
working hours or work load.
Data Analysis
The data will be analyzed using statistical equation, SPSS, MS-Excel, the test applied was
Correlation Pearsons Product to analyze the relation between work life balance and job
satisfaction.
Nature and form of Result
The correlation between work life balances as well as other factors like working hour, work load,
performance appraisal, job security, organizations work-life balance programs, perception of the
employees about the work-life balance programs of their organizations, willingness to stay in the
organization and employees job satisfaction will be calculated by Correlation Pearsons Product.
Result will be within -1 to +1 and hypothesis test will be driven for find out proposed hypothesis
are right or wrong.
Schedule
Task

Targeted completion days

01. Literature review

Completed

02. Proposal Final

7 days

03. Questionnaire Design

Completed

04. Drawing of sample

2 days

05. Pilot testing

2 days

06. Interview Questions Finalized

2 days

07. Schedule Interviews

2 days

08. Data collection

30 days

09. Data cleaning

7 days

10. Data analysis

30 days

24

11. Write-up and calculate Findings

7 days

12. Report preparation & submit

5 days

Total

94 days

Bibliography

Baral, R., & Bhargava, S. (2011). Predictors of work-family enrichment: moderating effect
of core self-evaluations. Journal of Indian
From http://dx.doi.org/10.1108/17554191111180573

Research,

3(4),

220-243.

Drew, E., & Murtagh, E. M. (2005). Work-life balance: senior management champions or
laggards?
Women
in
Management
From http://dx.doi.org/10.1108/09649420510599089

Business

Review,

20(4),

262-278.

Eikhof, D. R., Warhurst, C., & Haunschild, A. (2007). Introduction: What work? What life?
What balance? Critical reflection on the work-life balance debate. Employee Relations, 29(4),
325-333. Fromhttp://dx.doi.org/10.1108/01425450710839452

Everitt, B. S., Landau, S., & Leese, M. (2001). Cluster analysis (4 th). London: Arnold.

Gash, V., Mertens, A., Romeu, G. L. (2010). Women between part-time and full-time work:
The influence of changing hours of work on happiness and life-satisfaction, SOEP Papers No.
268, DIW Berlin.

Greenhaus, J. H., Collins, K. M., & Shaw, J. D. (2003). The relation between work-family
balance and quality of life. Journal of Vocational Behavior, 63(February), 510-531.
From http://dx.doi.org/10.1016/S0001-8791(02)00042-8

Gregory, A., & Milner, S. (2009). Editorial: Work-life balance: A matter of choice. Gender,
Work and Organization, 16(1), 1-13. Fromhttp://dx.doi.org/10.1111/j.1468-0432.2008.00429.x

Hanglberger, D. (2010). Arbeitszufriedenheit und flexible Arbeitszeiten Empirische

Analyse mit Daten des Sozio-oekonomischen Panels, SOEP Papers No. 304, DI Berlin.

Hobson, C. J., Delunas, L., & Kesic, D. (2001). Compelling evidence of the need for
corporate work/life balance initiatives: results from a national survey of stressful events.
Journal of Employment Counseling, 38(March), 38-44. From http://dx.doi.org/10.1002/j.21611920.2001.tb00491.x

Khaleque, A. (1979). Performance and job satisfaction in short cycled repetitive work. In
R. G. Sell & P. Shipley (Eds.), Satisfaction in work design: Ergonomics and other approaches.
London: Taylor and Francis.

Khaleque, A. (1984). Job satisfaction and work in industry. Dhaka: University of Dhaka.

Khaleque, A. (1985). Occupational stress: Its sources and effects as perceived by industrial
managers. Bangladesh Journal of Psychology, 6, 83-91.

25

Malik, M.I., Gomez, S.F., Ahmad, M., and Saif, M. I. (2010). Examining the relationship of
Work Life Balance, Job Satisfaction and Turnover in Pakistan, International Journal Sustainable
Development, 2(1) 27-33.

Newaz, M. T., and Zaman, K. F., (2012 October). Work-life balance: Is it still a new concept
in private commercial banking sector of Bangladesh? International Journal of Research Studies
in Management. Volume 1 Number 2, 57-66.

Noor, F., and Shamim, A. (2012). An Empirical Analysis of Factors Affecting Work Life
Balance among University Teachers: the case of Pakistan, Journal of International Academic
Research, .12(1).

Noor, K.M. (2011). Work-Life Balance and Intention to Leave among Academics in Malaysian
Public Higher Education Institutions, International Journal of Business and Social Science,
2(11).

Robbins, P. S. (2013). Organizational Behavior (9th). Prentice-Hall of India Private Limited.

New Delhi-110015: Jay Print Pack Private Limited.

Shujat, S., Cheema, F. A., and Bhutto, F. (Fall 2011). Impact of Work Life Balance on
Employee Job Satisfaction in Private Banking Sector of Karachi. Journal of Management and
Social Sciences, Vol. 7, No. 2, (Fall 2011) 08-15.

Siegel, P. A., Brockner, J., Fishman, A. Y., Post, C., & Garden, C. (2005). The moderating
influence of procedural fairness on the relationship between work-life conflict and
organizational
commitment.
Journal
of
Applied
Psychology,
90(1),
13-24.
From http://dx.doi.org/10.1037/0021-9010.90.1.13

26