Introduction

This report is on the ethical practices in the RMG sector. We have chosen the BEXTEX Limited, which is BEXIMCO textiles, as information about the company is available as it is a well-known and established company in Bangladesh. We want to find out the ethical problems prevailing in the company and the RMG sector in Bangladesh.

Ethical Condition of RMG Sector in Bangladesh

In the year 2010 the government has fixed the new minimum wage at BDT 3,000 amid strong demand by the workers for BDT 5,000 per month although there has been continuous price hikes in Bangladesh. The wage structure shows that previous BDT 1.266.50 has been raised to BDT 3000. The maximum wage has been fixed at BDT 9,300 from previous BDT 5,140.1 The workers are not given enough facilities. The successive governments are not committed and serious to develop economic zones, which will bring down the living costs of the garment workers tremendously. This is a reason why the garment workers do not get housing facilities, schooling, medical facilities and so on. Their policies are still not industry based. This is why; it gets very difficult for Bangladesh to build a production-driven economy. Thus changes will take a long time to come about. The male co-workers often sexually harass female workers in the garment industry. Although regulations within a factory are now very strict regarding harassment, this is still a major problem faced by female garment workers.2 According to a study conducted by the students of Patuakhali Science and Technology University, National Labor Laws do not apply to the EPZs, leaving BEPZA in full control over work conditions, wages and benefits. But there are no proper laws and the workers demand various things and as a result conflict arises in the industry. One of the reasons of conflict is low working salary and they also go for strike and usually break the factories. Other problems in the sector are bonus and the overtime salary, which results into crisis in the industry. Insufficient government policy is a great problem in Garments Company. Although safety need for the worker is mandatory to maintain in all the organization, in the garment sector there are lack of safety for the workers. As a result a lot of accidents occur every year in most of the company. Some of the causes of
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Based on Lotus, 2010 Based on The Daily Star, 2007

the accidents are: Routes are blocked by storage materials Machine layout is often staggered Lack of escape routes No provision for emergency lighting Doors and opening along the escape routes are not fire resistant. Doors are not self-closing and often do not open during a escape. Adequate doors and staircases are not available for quick exit Fire exit or emergency staircase lacks proper maintenance

Lack of proper exit route to reach a safe place Parked vehicles, goods and rubbish outside the buildings obstruct exits to
open air during a fire or emergency

Fire in a Bangladesh factory is likely to spread quickly because the principle

of compartmentalization is practiced Lack of awareness among the workers and the owners

Lack of enforcement of industrial laws and regulations, weak unions, absence of consumer rights groups and high level of corruption within the regulatory bodies make CSR violation rampant in Bangladesh. Two most significant sources of country's foreign exchange earnings are the RMG sector and the overseas manpower export. Unbelievably low compensation, working hours, health/hygiene/sanitation conditions, fire safety and various types of abuse are common and prevail to the extent of inhumanity that will shock any conscientious individual to the core. Many industrial units run with half-century old machinery producing fatal air, soil and water pollutions. A good number of them including more modern factories, also do not care to install effluent treatment plants.3

Fara Azmat and Ken Coghill in one of their publications Good Governance and Market
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Based on Mondol, 2010

Based Reforms: A Study of Bangladesh have tried to relate good governance with CSR by discussing the good governance indicators of regulatory quality, rule of law and control of corruption in the context of Bangladesh. The writers have analyzed how lack of good governance indicators affects the success and sustainability of reforms and contributes to the lack of business ethics and CSR in Bangladesh. The key idea behind CSR and corporate citizenship is that responsible behavior makes good business sense. In Bangladesh the private sector seems to focus on earning profits in the short term, ignoring the issue of responsible behavior and the desirability of earning the trust of consumers, which are important for the long-run success of their operations. CSR does not develop and is not sustained independently of the context in which business operates. Importantly, the context includes the legal infrastructure created by the state and the enforcement effort imposed by the state. In the absence of an effective state intervention in the public interest, private entrepreneurs are less constrained to behave in the public interest and in conformity with CSR. Thus lack of capacity or lack of will, or both, by the state weakens the incentives for private sector entrepreneurs to practice CSR. In addition, private sector entrepreneurs lack expertise and are not efficient and competent enough to take advantage of an open economy.4 A 2007 study by UNPD stated that CSR is a pretty new concept in Bangladesh and it can contribute to greater value of brand enhancement. CSR promotes a vision and accountability to all shareholders, investors and stakeholders as a whole. For businesses to thrive, the society has to have proper resource endowment and be corruption free. CSR encourages good citizenship and ethical behavioral practices in all corporate and social arenas. CSR activities can take in the following areas: Commercial Social Investment Philanthropy CSR can help Bangladesh to increase transparency and reduce corruption in the economy. Firms following CSR concept aim to ensure that they maintain transparency and accountability to their stakeholders.

About BEXTEX Limited

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Based on Mondol, 2010

BEXTEX Limited was incorporated in Bangladesh as a Public Limited Company with limited liability on 8 March 1994 and commenced commercial operation in 1995 and also went into the public issue of shares and debentures in the same year. The shares of the Company are listed in the Dhaka and Chittagong Stock Exchanges of Bangladesh. BEXTEX Limited is the most modern composite mill in the region. BEXTEX Limited has an installed capacity of 288 high-speed air-jet looms in its weaving section and a high-tech dyeing and finishing section with a capacity of 100,000 yards of finished fabric per day. This company is located at the BEXIMCO Industrial Park. BEXTEX Limited has a state of the art composite knit fabric production mill, which serves the growing needs of high-quality knit garments exporters in Bangladesh. The project was set up as a state of the art knit fabric knitting, dyeing and finishing facility. During the year the Company produced and sold high quality of knit fabrics and bringing forth all the latest in hard and soft technologies in knitting, dyeing and finishing of knit fabric. BEXTEX Limited also has cotton and polyester blended yarn-spinning mill, with 122,000 spindles is one of the largest spinning mills of the country. The mill was set up to feed the country's export oriented industries. Bextex Ltd. produces specialized finishes of denim cloth for export in finished as well as cloth only form.

Mission of the company

BEXTEX Limited is a full service vendor with strong vertically integrated production facilities as well as creative & analytical capabilities, which clearly set us apart from most other South Asian vendors.

Vision of the company

Gain market leadership in high value added apparel in USA & Europe. Use Innovation & Speed as prime drivers, rather than cotton & cheap labor.

Dominate these markets in high quality. Men's, Womens, Children Shirts (Dress & Casual) Blouses (formal & casual), Skirts, Jackets
Jeans & Casual non - denim bottoms Knitted tops & bottoms

Values of the company

Each of our activities must benefit and add value to the common wealth of the society.

Objective & Goal

BEXTEX Limited wants to be one of the best vendors in South East Asia in terms of quality of the product and the customer satisfaction.

Commitment to the environment

The company is very committed to preserve a healthy and pollution-free environment. It has a very efficient waste collection and disposal system. In order to reduce air pollution by exhaust of gas from engine-generators, it maintains a costly plant that uses the exhaust gas to generate steam for chilling unit. Above measures not only help keep the water & air free from pollution but also help save cost of water treatment & air conditioning. Your company uses only AZO-free dyes and is dedicated to ensure a healthy and eco-friendly environment.

Products offered
Bextex Ltd. is one of the leading textiles in South East Asia. Thus it provides a range of products in order to stay at the top the products are listed below. Yarn Products Count - Ranging from 6 120 Fiber - Cotton (super combed, combed, carded) CVC - 60% cotton, 40% polyester TC - 65% polyester-35% cotton; 100% polyester both regular and sewing thread Lyocell, Tencel, Modal, Rayon, Viscose etc.

Fabric Products

Solid Dyed Poplins Twills Dobbies Oxfords Seersuckers Yarn Dyed Ginghams Stripes Fil-a-fils/End-on-ends Chambrays Finishing Wrinkle Free Easy Care Peach Chintz Paper Touch

Canvas Rib stops in 100% Combed Cotton CVC and CVS/TC Stretch Satten Teflon Coated Water Repellent Water Resistance Rubberized Pinpoint Oxfords Dobbies Plaids in 100% Combed Cotton CVC and CVS/TC Stretch Dobby Designs Herringbones Bedford Cords/Cottles Waffles and various structures in 100% Combed Cotton CVC and CVS/TC Yarn Count Ranging from 7 to 120

Knit Products

Jersey: In 100% Combed Cotton, CVC, CVS/TC, and Lycra mix

Polo Pique: In 100% Combed Cotton, CVC and CVS/TC

Back Pique: In 100% Combed Cotton, CVC and CVS/TC

Herringbone: In 100% Combed Cotton and CVS/TC

Popcorn: In 100% Combed Cotton and CVS/TC

Bubble Knit: In 100% Combed Cotton, CVC and CVS/TC

Crepe: In 100% Combed Cotton and CVS/TC

Engineering Stripe: In 100% Combed Cotton and CVS/TC

Feeder Stripe: In 100% Combed Cotton and CVS/TC

Auto Stripe: In 100% Combed Cotton and CVS/TC

Rib: In 100% Combed Cotton and CVS/TC

Jacquard: In 100% Combed Cotton and CVS/TC

Denim Products

Chambray: In classic indigo colors ranging from 4oz to 5.5oz/Yd2

Denim (blue): In classic indigo colors ranging from 4oz to 15oz/ Yd2

Denim (black): In sulfur black color ranging from 4oz to 15oz/ Yd2

Colored Denim: In a variety of colors - both in sulfur & reactive dyes(warp dyed)

Over dyed Denim: In a variety of colors on indigo blue & sulfur black

Bull Denim: In a variety of reactive colors ranging from 10oz to 13oz/ Yd2 (piece dyed)

Stretch Denim: In classic indigo colors ranging from 4.5 oz. to 13.75 oz./Yd2

Special Yarn Products

Plied Yarn Fancy Yarn Slub Yarn (7's to 20's) Stretch both Lycra (10's to 40's) Spandex and other Core Spun Multi count, Multi Twist etc.

Unique Wrinkle-Free Product CORTEK-2000: Embedded filament core, which makes it permanently wrinkle-free. No resins or chemicals are used making the fabric ecologically friendly as well as highly durable. The technology provides the soft, natural comfort of cotton and the wrinkle-free convenience and strength of synthetic fiber. BEXIMCO is the manufacturer and exclusive licensee in Bangladesh of Cortex-2000, USA. COTRA DP 3.5 +: This is a 100% cotton fabric, which is chemically, treated in a hi-tech procedure process which is safe, clean and ecologically friendly. The result achieved meets a durable press rating of DP 3.5+ (aatcc 124).

Previously, this result could only be achieved by ammonia processing which is rapidly becoming obsolete, as it is hazardous to health and environment.

BEXIMCO is the manufacturer and exclusive licensee in Bangladesh of COTRA DP 3.5 +, USA.

Campaign Policy
Speed to Market Opportunities Supply chain model based on a relationship of trust and simple, short procedures Marketing model based on affordable, quick-change fashion. Clear projection or commitment and firm booking of capacity. Maximize design, product development capability of manufacturer, in collaborative

design process.

On-spot placement of order after reviewing of designs. Focused product development. Higher adoption rate from collection. Vertical facility enabling quick response, which allows producing from Yarn to Garment in fifty days and repeated orders in thirty days, leading to reduced markdowns.

Design Studio- Mission

To provide design and product development support from fiber to garments to leading retailers and brands using integrated manufacturing resources, powerful CAD tools, technology collaboration with major suppliers (like CIBA, DuPont etc.) and interface with fashion forward customers, rapidly develop and bring trendy, innovative differentiated products to strategic partners every season. Design Studio works to produce entire collections with Inditex including womens and mens clothing, woven and knit tops, casual and denim bottoms and jackets. The company has now introduced a catalogue that will highlight the concept of complete new looks; products and fabric swatches and it will be sending one of these to all our key customers almost every eight weeks.

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Resources employed to fulfill the mission

25 highly qualified designers who travel the world visiting fairs, interfacing with the designers of fashion forward customers and competitive buying from well known fashion outlets 150 people working in sewing room dedicated to design team Dedicated yarn dyeing, warping and washing facilities for design team Koppermann advanced German networked CAD system

Target Customer
BEXTEX Limited does not only have high quality diversified products. It has also created strong relationship with its customers through world-class services, commitment and trust. Most of Bextex customers are international retailers and brands, which are listed below:

Springfield VAN Heusen Calvin Klein DKNY

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Zara J. C. Penny Next IZOD Arizona H&M Geoffrey Beene St. Johns Bay Mother Care Arrow J. Ferrar Bershka Kenneth Cole Reaction Decree Espirit Chaps Levis

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Figure: Official Logos of the target customer

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Figure: Official Logos of the target customer

Research Findings about current ethical positioning Data Presentation & Analysis
For employer/owner (white-collar worker):

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The diagram above shows the responses for the question: What is the salary range of your labors/workers? The options provided were: (a) 2000-2500 (b) 2500-3000 (c) 3000-3500d) others. From the diagram we can see that the 30 out of the 45 employers, i.e. 66.67% of the employers said that the salary range for the labors is 3000-3500. While 33.33% said that the salary range is 2500-3000. None of the employers said that they pay the employees within the range of 2000-2500. From this we can understand that a majority of the employers usually pays a salary within the range of 3000-3500.

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The graph above shows the responses for the question: Are there any difference in salary structure among male and female? The options were provided as follows: (a) Yes, male gets (b) No, female & males payment is same (c) Female gets. As we can see from the graph that the 45 out of the 45 employers asked, i.e. 100% said that the male and female employees get the same payments. Both option (a) and (c) were not chosen by any employer. Thus from our research we have found that male and female employees are paid the same in Bextex.

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The pie chart above shows the responses for the question: Did you face any kind of harassment issues in your company? The options provided were: (a) Yes and (b) No. Surprisingly 78% of the employers responded that they faced some kind of harassment issues in their organization. Only 22% said that they faced no discrimination in their organization. This shows that harassment issues are prevailing in the company and it is a concern.

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The graph above shows the responses for the question: If yes, how do you deal with the harassment problems? They were provided the following options: (a) We fire the guilty person, (b) We put him in probation/suspension, (c) We retrain everyone in following code of ethics/conduct, and (d) We let the supervisor handle it. 13 out of 45 that is 37.14% of the employers responded that they fire the guilty person. 37.14% of the employers said that they let the supervisor handle the situation. While 8 out of 45 employers i.e. 22.86% of the employers said that they put the guilty person in probation or suspend them. Only 1 out of 45 employers said that they retrain their employers to follow the code of ethics in their organization. This shows that some kind of action is taken against person found guilty of harassment, while there are no sufficient training provided to the employees so that harassment does not occur in their organization.

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The graph above shows the responses for the question: What kind of harassment problems is more common? They were provided with the following options: (a) Sexual, (b) Minor, (c) Religion and (d) Others. 40 out of the 45 employers responded that sexual harassment is more common in their organization. Only 5 out of 45 employees said that they minor harassment occurs in their organization. None of the employers said that religious harassments are common in their organization. This shows that sexual harassment is the most common kind of harassment.

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The graph above shows the responses for the question: What are the safety issues/standards you follow? The options provided were: (a) Fire alarm/safety (b) Emergency exit (c) Immediate medical assistance (d) All of them and (e) Others. Significantly, 100% of the employers said that they have all the facilities like fire alarm or safety, emergency exit, immediate medical assistance. None of the employers said that they have only fire alarm, or emergency exit or immediate medical assistance. This shows that they have all the necessary precautions in case of fire. Since no one mentioned about fire drill and kinds of. Thus we can say that they need to improve in order to ensure proper safety of their workers.

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The graph above shows the responses for the question: Are there any complaints regarding the payment from the employees? The options provided were: (a) Yes (b) No and (c) Specify. From the graph above we can see that the 77.78% of the employers said that they do not get any complaints about the payments to the employees, 20% said that they get complaints about the payments of their employees. This shows a tendency among the employers to refuse about problems in their organization.

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The graph above shows the responses for the question: When your deadline is not met by your workers, how do you deal with it? The options provided were: (a) I keep them for longer hours that specific day; (b) I make them work during holidays and (c) Specify. The bar chart shows that 53% of employers said that they keep the employees for longer hours if the deadline is not met. 47% said that they make the employees work during holidays when the deadline is not met. This shows that when workload increases the employees are kept for longer hours or deprived of any holidays.

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The graph above shows the responses for the question: What is the minimum age for workers you hire? The options provided were: (a) Below 12, (b) 13-17, and (c) 18 & above. 100% of the employer said that they hire employees of 18 years and above. No one mentioned that they keep employees of age less than twelve or between age 13- 17. Meanwhile from our secondary research we to know that many of the companies in the RMG sector in Bangladesh recruit employees of age as young as 12 or above and are paid a minimum wage of Tk. 3000.

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The graph above shows the responses for the question: Do you have insurance policies for the employees/workers? The options provided were: (a) Yes for everyone, (b) Only for the top-level and mid-level employees, (c) For regular labors, not part time and (d) No insurance policies. The graph shows that 93.33% of the employers said that they provide insurance policies to only top-level employees. Only a mere 0.67% said that they provide salary only for employees not for part-time employees. None said that they provide insurance policies to everyone. Thus we can say that most of the workers who work really hard are exposed to various kinds of hazards while working do not get insurance.

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The graph above shows the responses for the question: How do you deal when there is any protest against any issue? The options provided were: (a) If there is any destruction then we sack that group (b) We punish them by suspending them or cutting off salary, (c) We solve the problem by talking with them, and (d) We warn them. 77.78% of the employers said that they warn the employees when there is any protest against any issue. Only 13% said that they solve the problems by talking to the employees. 66% said that they punish them by suspending them or cutting off their salaries. 2.22% said that they sack a whole group who are engaged in destruction. Thus we can say that healthy way of dealing the employees who create problems like talking to them, so that similar kind of problems do not occur in the future in less prevalent.

Labors (blue-collar worker):

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We have 45 labors out of which 53 % were female and 47% were male. Thus we can say that more female workers are hired in the RMG sector in Bangladesh because they work at a lower wage.

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The graph above shows the responses for the question: What is your salary range? The options provided were: 2000-2500 (b) 2500-3000 (c) 3000-3500 (d) others. Form the pie chat it can be seen that 60% of the labors salary range is between 2500-3000, followed by 36% in 3000-3500 range then only 4% in 2000-2500 range. Only 0% of the employees mentioned about others like salary of above Tk. 3500. This contradicts with the result of the employers where majority said that they wage range of the employees is 2500- 3000.

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The graph above shows the responses for the question: Do you face any kind of discrimination/ difference in salary? The options provided were: (a) Yes, and (b) No. 25 out of 45 responded that they face discrimination regarding salary. While only 20 out of 45 said that they do not face discrimination in salary.

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The graph above shows the responses for the question: Were you ever harassed in your organization? The options provided were: (a) Yes, and (b) No. 73% of respondent has been harassed in the organization. While only 27% of the employees responded that they do not face discrimination in the organization. Thus a majority of the employees face discrimination in the organization.

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The graph above shows the responses for the question: If yes, what did you do? The options provided were: (a) Ignored it because of threat or fear, (b) Went and complained to your higher officials, (c) Dealt with it yourself and (d) Left the job. Most (18) of them just ignored it because of threat, 14 complained to the higher officials. One even had to leave the job and another dealt with it himself.

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The graph above shows the responses for the question: Do you get overtime payment fairly? The options provided were: (a) Yes, and (b) No. The opinion is pretty equal. 53% think its fair and the rest thinks it is not fair.

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The graph above shows the responses for the question: Are you happy with your working condition or environment? The options provided were: (a) Yes, and (b) No. The opinion is also divided equally here. However the number of labor responding they are not is only one.

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The graph above shows the responses for the question: (If no) What are the problems? The options provided were: (a) Safety issues, (b) Childcare issues, (c) Healthcare/Medicare issues, and (d) Food. As it can be seen from the graph is that the biggest problem is the safety issue as 15 out of 45 showed concern about it. The food and the safety issue follow this. Not many are concern about the medical issue.

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The graph above shows the responses for the question: What kind of discrimination do you face during work? The options provided were: (a) Favoritism/preferential treatment, (b) Gender, (c) Fair wages and (d) Others. By far the biggest type of discrimination is gender related. The second highest is favoritism followed by fair wages.

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The graph above shows the responses for the question: During deadlines, how much are you pushed and/or harassed? The options provided were: (a) Slightly pushed, not harassed, (b) Pushed a lot, verbally abused and (d) extremely pushed, abused and harassed about payment. The survey shows that most believe that they are not extremely pushed or harassed, but majority believe that they are pushed a lot and verbally abused. Others believed that they are pushed but not harassed.

Ethical Model for BEXTEX Limited

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While deciding ethical model for Bextex Ltd. there are three questions to answer by the management of Bextex Ltd. these questions are the followingsQuestion of value -Good Life: The management should decide which values or good they want to promote. In our consideration the followings can be highlighted Working Environment Employee satisfaction Customer satisfaction Local privileged Community life development

Question of virtue or moral character: Motives and intention are important than any specific actions, since person with good character will usually try to do right thing hiring morally responsible persons in management team is very crucial. So here the consideration will be modern human resource policy and code of ethics to shape the behavior of the employees. Question of right conduct: While accomplishing tasks and achieving goals employers should know what would be the right things to do. Among the four basic theories of right conduct ethical egoism and ethical relativism can be considered. Ethical Egoism: Employees will always try to promote their individual long-term interest. Thus there should be precise code of ethics to guide employees in case of ethical egoism Ethical Relativism: An act is right or wrong will be based on social culture. Thus management and administration should consider local and social group while deciding the right conduct. The leading theory that we can talk about is the theory of The Autonomy of Business, which was established by Adam Smith. His theory suggests that it is best for the economy if commerce is left without intervention by the government. Theoretically, it is true in most of the cases, as long as the businesses conform to the laws and regulations that are imposed at the fundamental level. The Autonomy of Business might not be the best justification for the ethical issues that are raised by it. Because there is a very high likeliness that this company as well as other RMG companies would practice ethical egoism in the free-run business environment to rip the most benefits available if there is no government regulation. However,

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the fact is government is concerned about this factor, they policies to monitor RMG industry. In consequence we have admit the Bextex Ltd. need a well-designed code of ethics. The next theory that can be considered to justify the managers activities of the RMG industry is The Game Theory given by Albert Carr. His theory compares business with Poker Game, where the moral standards are different from the real worlds ideology. Of course, like in every business in RMG industry the game theory applies to a great extent. Nevertheless, in an industry where advertisements and communication with buyers have a very strong correlation with sales growth, Carrs bluffing theory just might take it a bit too far. Carrs game might end up hurting people who are not even playing it, like victims of abuse by unethical employer. Even buyers who rely on the alluring advertising, claims regarding the value and safety of production are not game players in Carrs sense. Therefore, Carrs game theory would hurt the society if practiced in reality. Perhaps the best theory to justify the RMG Company managers activities is the theory given by Milton Friedman who believes The Social Responsibility of Business is to Increase Its Profits. Here Milton Friedman talks about how companies can concentrate on doing good business, while that ensures the well-being of everyone. To put it in the proper perspective the theory should be matched with the Stakeholders Model, which would ensure the interests of all the parties tied to the consequences of the business decisions. In RMG industry, if these theory and model can be considered before taking decisions regarding ethical issues that should be enough to justify the managers approach of serving their owners interests.

Establishing Code of Ethics: The organization should institute a code of ethics for the employees as well as for the other stakeholders. To prevent bribery and corruption following guidelines can be followed: Basic Principle of Code of conduct: The organization and its employees will not engage in any kind of unethical activities. It will be compelled to a high customary of honesty. Activities, which would violate local or international law, under no circumstances are carried out even if they may appear to be allowable under company policy. Monitoring unit: To prevent agency problem there should be a monitoring unit to screen the activities of the top management and better compensation plan relating with organization prospect.

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Decision making authority: Employees should have operational participation, which means employee statements need to be measured in decision-making.

Responsible Employee Behavior Model: As mentioned earlier, to avoid unethical occurrence, a specific code has to be developed. The factors that should be considered to help the employees following the code of ethics designing the code are given in the Responsible Employee Behavior model, as follows:

Assumption: Employees want to do the right thing and recognizes that they may need assistance in doing it effectively, therefore Instruct them law/regulation/policies/procedures in complying with code of ethics Assist them in understanding dilemmas Guide them in applying law/procedure/policy as well as code of ethics Help them develop skills to resolve dilemmas

The companys employees should be treating these problems with a better tactic if these factors are thought, which would ultimately be advantageous for both the employee and the organization.

The importance of code for this particular situation

Specific guidelines: Code of ethics provides specific guidelines for particular

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situations. Demonstrate organizations concern internally and externally: It establishes organizations concern inside and outside of the organization and gives everyone a precise idea about ethical positioning. Implement ethical management activates: While preventing unethical activities a good code of ethics can aid in establishing transparency, accountability of top management and reduce bureaucracy. Avoids unfair treatment: A good code of ethics will not allow any kind of inequality, as unfair treatment will be prohibited. Promotes Good and Brings the Best in Individuals: A good code of ethics will support the best attention of everyone in the organization. Individuals will attempt for a better environment to live in when there is a good code of ethics in the organization. Makes socially responsible: A good code of ethics makes individuals in a society responsible for the people and the organization. Advanced standards: A good code of ethics will bring out superiority in everyone around and allow the culture to function well as a whole.

Factors should be considered while preparing Code of Ethics

o Type of content: In terms of content, codes of ethics typically attempt to do one or both of the following:

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Define principles or standards that the organization, profession, or industry believes in or wants to uphold Set out practical guidelines for employee behavior, either generally or in specific situations

Compliance with relevant law: The relevant law should be considered while preparing code of ethics for the organization.

Provisions regarding the problem to be solved: There should be specific provisions for specific problem to be solved. Example- Procurement policy

Encompass accountability mechanism: The code of ethics should include rule that make the management accountable to follow codes and ethics.

Specific provision for punishment: If anyone violets the code of ethics there should be specific provision for punishment.

Cross culture issues: There may be people from different culture in an organization. The code of ethics should be prepared considering the different issues of cross culture.

Highlight relationship with the particular stakeholder involvement: The connection between different stakeholders should be clear and precise. Any kind of gifts, facilities, and monetary payment should be exchange in proper way and should be distinct form bribery and any other form unethical means.

Purpose of the factors should be considered while preparing COE

o Type of content: To state principles or standards that the organization, profession, or

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industry believes in or wants to uphold and to set out practical guidelines for employee behavior, either generally or in specific situations type of content should be considered while preparing code of ethics. o Compliance with relevant law: The relevant law should be considered while preparing code of ethics for the organization because without support of the law people will not follow ethical rules. o Provisions regarding the problem to be solved: There should be specific provisions for specific problem to be solved. If there is no provision, regarding different problems people will be in dilemma to solve problems. o Encompass accountability mechanism: As without accountability, there is no bindings to be ethical, the code of ethics should include rule that make the management accountable to follow codes and ethics. o Specific provision for punishment: Occasionally fear of punishment is the reason that people follow rules. Thus there should be specific provision for punishment, If anyone violets the code of ethics. o Cross culture issues: People from different culture may suffer the code of ethics is not prepared considering the different issues of cross culture. o Highlight relationship with the particular stakeholder involvement: If there is no clear and precise relationship indication different kind of gifts, facilities, monetary payment can be exchange in inappropriate way and may problematic to be distinct form bribery and any other form unethical means.

Some ways that can ensure the implementation of the Stakeholders Model

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 Buyer: These most of the buyer Bextex Ltd. as well as RMG industry in Bangladesh are the foreign giant corporations. Because of the raising awareness around the globe, they are ensuring the firms connected to them are maintaining ethical responsible behavior. Thus, being ethical and doing CSR activities will attract them. Employer: For a greater career opportunity (white-collars) and comparatively good working condition (blue-collars), employees enroll into BEXTEX Ltd. To manage those employees, BEXTEX has effective managerial hierarchy and the factory organogram is developed in a way that any raising issue could be concerned anytime to the authority. Owners: BEXTEX Limited is a part of BEXIMCO. So the owner of the textile (BEXTEX) is simply enjoying the benefits and other facilities and it has become possible for the mother company to provide as well. Suppliers: BEXTEX is a well-reputed company without doubt. So, it can call for inputs from suppliers at reasonable rate without violating rules and regulations. It always looks for quality, so that suppliers are ethically bound to provide good raw materials. Firm: BEXTEX Limited is operating in a way that its firm value is increasing simultaneously.

CSR of BEXTEX Limited

BEXTEX Limited is a vertically integrated textile and apparel-manufacturing group in

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Bangladesh. They have adopted a modern business model to perform their operations in socially responsible way to ensure their long-term business and profit simultaneously. The Classical theories of business emphasis profit maximization as the ultimate corporate social responsibility (CSR) for a company as it ensures profitability for the shareholder. Now the contemporary socio-economic theories suggest that CSR of a company should go beyond making profits without avoiding the social welfare. Only profit maximization without any contribution to welfare of society may become a threat to long-term business sustainability of a company. Hence many companies are now becoming interested to achieve long-term sustainability through CSR that ensure socio-economic welfare. Responsibilities towards their employees, community and the society at large drove their company towards embarking upon various social and ecological initiatives to combine profitability with CSR. Apart from the financial gains and being an eco-friendly company, BEXTEX Ltd.'s should initiate corporate initiatives which will eventually boost their confidence for attaining the deserve reputation, a competitive edge and a better sustainability. The following activities can be followed by BEXTEX Limited. Social: BEXTEX Limited can employ as of now trained up physically challenged girls from CRP Savar and employed them into main stream jobs. BEXTEX can contribute to relief fund during natural calamities especially to the affected factory workers respectively from staff and worker's one-day salary. It also can distribute winter clothing to the cold affected. Additionally they can sponsor, co-sponsor different social event and provide aid to underprivileged. Educational: They can offer scholarship to underprivileged students. Besides, it can also provide monetary support different education intuition, which necessities it.

Health Care: It can offer free annual medical care (including surgery, medicine, & spectacles) for all employees, workers, & local underprivileged community up to a certain limit.

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 Environment: It can use roof top to collect rain water which is later used be in textile wet processing without utilizing the valuable underground water and saving extra chemicals of water softening. Moreover, it can use a gas generator exhaust in co-generation cooler to support aircooling in the BEXTEX Limited Mills. Similarly, gas generators can be used to consume co-generation boiler for producing. Both technology saves substantial energy and reduces carbon emission. Re-condensed steam may option in plants to transport to the boiler feeder tank that increases the temperature by 50-55c, saves hefty energy and minimizes global warming. Fabric dyer exhaust, another ecofriendly tool may be used to redirect air inlet and feed into the burner to reduce the energy consumption. A simple innovative technique that Bextex Ltd. can start use-to-use to lead the market. Instead of air, conditioner Bextex Ltd. may install energy saving 'evaporating cooling system' to apparel production floors.

Recommendation
Working Environment:

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BEXTEX Ltd. might try to improve its working environment to become the most aspiring organization in the country. It can take the following strategies to motivate the employees: Positive reinforcement Effective discipline and punishment Treating people fairly Satisfying employee needs Setting work related goals Restructuring jobs Base rewords for job performance

BEXTEX Ltd. also needs to set utmost effort to maintain Occupational safety and health; taking care of protecting the safety, health and welfare of people engaged in work or employment. The group also should take steps to protect co-workers, family members, employers, customers, suppliers, nearby communities, and other members of the public who are impacted by the workplace environment.

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Higher Salary than Countrys Legal Standard as well as market: As some of the companies in the market is offering better salary. It should consider increasing pay scale to remain competitive in the market. Added Medical Service: Every officer and worker at Bextex Ltd. should avail free medical assistance during working his or hers. Maternity Leave and Medical treatment should also be available. Pregnant Worker: Every female worker (who has been confirmed her job after six months) can be offered the maternity benefit. Which might include 112 days leave with salary (according to her salary structure). During the leave, she may be offered the medical advice along with full medicine from the Bextex Ltd. Medical Center Child Care Facility for the female workers: There should be a childcare center at BEXTEX Ltd. site to facilitate female workers having young baby to work smoothly. . The company may provide food and medicine free of cost at that time. Modern HR Practice: Instead of traditional hiring and recruiting process, Bextex Ltd. can introduce modern human resource practice which motivational practice. Women Empowerment: In the developing countries like Bangladesh, women face the challenge to achieve equality in the critical areas like economic participation, economic opportunity, political empowerment, educational attainment and health and well-being. The economic participation of womentheir presence in the workforce in quantitative termsis important not only for lowering the disproportionate levels of poverty among women, but also as an important step toward raising household income and encouraging economic development in countries as a whole. BEXTEX Ltd. should ensure women empowerment by employing greater number of woman workers. Economic participation concerns not only the actual numbers of women participating in the labor force, but also their remuneration on an equal basis. Worldwide, outside of the agricultural sector, in both developed and developing countries, women are still averaging slightly less than 78% of the wages given to men for the same work, a gap that refuses to close in even the most developed countries. In BEXTEX Ltd. the women worker are getting equal salaries along with male workers.

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Economic opportunity concerns the quality of womens economic involvement, beyond their mere presence as workers. This is a particularly serious problem in developing countries like Bangladesh, where women may gain employment with relative ease, but where their employment is either concentrated in poorly paid or unskilled jobs, characterized by the absence of upward mobility and opportunity. This is most commonly the result of negative or obstructive attitudes, and of legal and social systems which use maternity laws and benefits to penalize women economically for childbirth and child care responsibilities, and discourage or actively preventmen from sharing family responsibilities. BEXTEX Ltd. can set an excellent example of economic opportunity for women. Women workers not only employed in labor skilled areas, they should also be employed in the technical and supervisory positions like Operator, Senior Operator, Sample Supervisor, Floor supervisor, Production, Merchandizing, IT, HR and so on according to their gain in skills. Physically handicapped women are also very much sufferer in the society, they have difficulty in getting jobs let alone development of skills by appropriate training. Bextex Ltd. should employ physically handicapped workers and posted them in different areas according to their skills. Initial job training is also provided to them to upgrade their skills.

Justification
Fair wages, employee benefits, a safe environment to work are all the rights of the workers. But on our country its a luxury. Labors do not get basic rights. And the recommendation we offered BEXTEX Ltd. will align them to their core value and objectives that is to be one of the best of South East Asia. And in order to do that they need the best resources and the most important of all resources is the human resource. Looking after the human resource is not just ethical or responsibility, it also means greater efficiency, higher productivity. Because the employees are happy, well looked after and working in a safe place.

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Desired Outcome
The salary range will be maintained with the time being as maintained now. Equal Payment System for both male and female as it is now. The condition of prevailing harassment will be concerned more. Strict actions will be taken against person found guilty of harassment depending on previous record check. Sufficient training program management should be provided to the employees so that harassment would not occur in the organization. Improvement in order to ensure proper safety of the workers. Creating a working environment to wipe out the tendency among them to refuse about problem in the organization. Establishment of written code of conducts about workload increase and keeping of employees for longer hours or deprived of any holidays. Insurance must be ensured for the workers and the process should be harassment free. Finding a healthy way of dealing the employees, who create problems, may be enough talking session so that similar kind of problems does not occur in the future. Medical issues should be concerned effective immediately. Push and verbal abuse must be controlled.

Feasibility
A feasibility study is an analysis of the viability of an idea. The feasibility study focuses on helping answer the essential question of should we proceed with the proposed project idea? All activities of the study are directed toward helping answer this question. Feasibility studies can be used in many ways but primarily focus on proposed business ventures. To check feasibility of the BEXIMCO (BEXTEX Limited) operating RMG sector of Bangladesh, we need to focus on some factors.

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 Identify alternative scenarios or models of what the company itself should entail, how it will be organized, and how it will operate to generate profit. These will come from the idea assessment or market assessment. Eliminate scenarios and steps that do not make sense at all. Outlining the economic and social impact on local communities. Concentrate on environmental issues more. Check out market potentiality after an interval timing regularly. Concern about changing labor and wage rates, skill levels and other factors as well. Should be concerned about blue-collar issues beside the white collars. Conduct internal research.

Conclusion
Ready Made Garments (RMG) sector of Bangladesh is globally recognized for its products with quality assurance at cheaper rate. In fact, it is considered to be the best from some aspects. To assure the standard, employees are working hard and soul; but some ethical problems are creating obstacles that can be important driver to affect their performance. To create quality products, the RMG sector should not do anything that may violate the employee concerning issues negatively. BEXTEX Limited has a good reputation to create quality product as well as maintaining employee rights. But after doing this research work, we can suggest that they should take more actions to improve themselves as because there are many scopes for improvement.

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