Motivation:

Theories in Practice
at
Namtrade
International

Presented by
The Remainder
Beside other formalities of a standard report, this report
is mainly based on the prime concepts of motivation, its
theories in short, and practices in details. Our primary
concern was to illustrate our findings on motivation
practices at Namtrade International. We have explained
some popular theories of motivation in practice including
Need theory by Abraham Maslow, Theory X and Theory
Y by Douglas McGregor and Equity theory by John
Stacey Adams. Our details analysis on the findings is
also explained in the 4th chapter. In the last chapter, we
have given our recommendations and drawn conclusion.
The main objective of the report is to describe
some theories of motivation at practice,
including definition and other necessary prior
information. The main goal of them to identify
some key questions on motivation - the nature
of motivation employees are asking, how
many of the requested motivations are given
to them from the company and how they are
behaving after the given motivation.
• Company Name: Namtrade International
• Business Location: Chittagong
• Key Business:
> Supply order to garments from international clients
> Quality control of garments products as per international standard
> Controlling product shipment deadline etc.
• Number of employees: Ranges between 10-25
• Clients: USA, Dubai and some middle-east countries
 Board of Directors

General Manager

Account Section Merchandiser

Manager

Quality Control Department

• Nametrade International has not more than 10
permanent employees. 1 GM, 1 manager, 3 in
Accountant section, 2 Merchandisers and the rest are in
QC department.
• Most of the employees are in high pressure for making
the order fulfil in time. While a successful completion of a
job may bring high profit, a simple delay may cost a
great loss. Managers and employees are always in the
middle of this profit-risk ratio. So, their main tension and
demand is success at every job.
• But similarly, high return, bonus, job security, overtime
opportunity, conveyance, house rent, utility facility,
performance based salary gain etc are also become their
demand.
• Besides providing the above, Namtrade International
also provides a friendly, delightful work environment for
its employees so that their work mayn’t become a
burden for them.
• Namtrade International’s local renowned status in
Chittagong also acts as a motivation, which is a Social
need of employees according to Maslow’s theory.
• Basically the top level management of the company
holds theory Y assumptions, and treat employees as an
essential part of the organization. So, to make work done
by them, they adopt carrot approach - providing
maximum facilities to its employees.
• Though there are some informal practice of Stick
approach, but formally there is no scope for that.
• Namtrade try to follow equity theory by ascertaining
employee salary, promotion and other facilities according
to productivity of each employee.
• Increment system is very motivating for attracting new
employees. For the first year increment is two times in a
year. The rate is also unbelievably 20%. But after 1st
year, the yearly increment decreased to one times in a
year and 10% in rate.
• There is no Training & Development program arranged
by Namtrade. They adopt on-the-job training process to
train employee.
• Namtrade’s board of directors tries to minimize the
dissonance between employees and employers by
following supportive model of OB.
• In addition to high salary, higher festival bonus the
exclusive facility for GM is car facility. Except for QC
workers, the other employees have separate cabin for
work accompanied with computer and internet facility.
Only for merchandiser, Namtrade provides laptops as
they have to maintain communication to the foreign
clients.
• In proportion to their salary, every employee at the
company gets mobile allowance.
• An employee can get leave for about a week with a
condition to put someone as a representative for his
duty.
• Those who are trying to find another job, the company
try to negotiate with them and those who are competent
become eligible for pay raise.
• For those, who are inattentive at work, and facing
absenteeism, the company observes closely for some
months. If improves than OK otherwise they fire those
employees.
• When we asked whether there is internet facility at your
workplace, Mr. Arshad replied, “Without internet facility
no buying house can run” But when asked whether they
have any official website, the answer was “No”.