RESEARCH REPORT DPA50173 – PROFESSIONAL ETHICS

EMPLOYEES TURN OVER ISSUES IN

TOP GLOVE CORPORATION BERHAD

ACCOUNTACY -RESEARCH BY
IZZATSYAHFIE (07DAT21F1084)

Accountancy
Commerce Department
POLITEKNIK KOTA KINABALU

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RESEARCH REPORT DPA50173 – PROFESSIONAL ETHICS

Abstract

Although implementation of management by values (MBV) may be found in the relevant

literature, this concept is still relatively new and has not been fully explored. It has long been
recognized that management by values and an organization's financial performance are
inextricably linked.

This article will focus on the following case study: "What are the presuppositions of the concept
of management by values at Top Glove Corporation?"and "How should a company establish and
maintain MBV?"

Members of the group conduct a literature review and a longitudinal case study. In case studies,
Group members use observations from previous case studies and reports (from various years),
analysis of documentation, and other information about Top Glove Corporation Berhad such as
internal reports, external reports, annual reports, or the company's website. We also go through
reports to see if ESG is included in their annual report.

According to research, there are several variations between value problems and with management
challenges.This research provides managers with guidelines (for example, how to overcome a
company's values, how to establish a reward system, or how to assess the effectiveness of MBV
implementation). This report also includes recommendations for additional research.

Keywords: Values, management by values, corporate culture, implementation, longitudinal case

study.

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1.0 Introduction

Significant changes in the specification of enterprise goals have been noted. The absolute
supremacy of port is being called into doubt by the introduction of additional objectives in the
form of partial goals, such as customer happiness, employee satisfaction, sustainable
development, and acting to benefit local communities (Lachowski, 2012).The objective of the
value-based approach is to find ways to eliminate the loss of value in software development,
software products and software process improvement (SPI) using a value assessment framework
within the company Top Glove Corporation Berhad.

As Cameron and Quinn pointed out, many organizations' prolonged market success is
less connected with market forces and more correlated with the ideals they adhere to (Cameron
& Quinn, 2003).Weak organizations are often distinguished by the identification of financial
aims as their greatest value. According to Mandalaki, Islam, and Sobral (2017, p. 11), "change
efforts frequently fail if leaders develop policies intended to achieve mere economic business
objectives with no consideration of the organization's cultural values." Managers should be
aware that long-term viability can only be achieved if the firm focuses on achieving benefits for
various stakeholders (including employees). This aligns with the notion of business sustainability
(Hockerts, 1999).

Value is not a unique concept. Three categories of definition referring to this term can be listed:

1) In the psychological sense, values represent the internal goal of each person.
2) In sociological terms, values stand for the goals of an individual which are generally
consistent and accepted by society.
3) Cultural definitions approach value as the desirable goods,judgments, and beliefs which
are perceived as a criterion determining an individual’s behavior within a group

In general, value refers to everything precious or desired that serves as the goal of human
activity. Value is defined by cognitive and emotional components (Sagan, 2011). The
philosophical studies address the issue of the source of values and their fluctuation across time.
In turn, values Management by Values: A Case Study of Top Glove Corporation Berhad referred
to both methods and objectives, according to management literature. Some values are related

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with the intended outcomes, but others are required for the achievement of a specific state.
Blanchard and O'Connor (1997) define MBV as a systematic method of identifying and engaging
for a common goal and shared values, followed by adapting business activities to these values so
that all stakeholders - shareholders, employees, clients, and other important entities such as
suppliers, lenders, or the community

Value-Based Management (VBM) is another term for enterprise value management. Thus, the
concerns of psychological values are broadened by monetary value, i.e economic worth.
According to Scopus search results, the bulk of publications with VBM as the keyword focus on
maximizing shareholder value and processes such as creating, managing, and evaluating value
(Pietsch, 2006). The following sections examine relevant literature, methodology, findings,
implications for managers, and future directions for researchers.In the next chapter, the writing
will discuss extensively the problem value of Top Glove Corporation that prompted our group to
study the issue.

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2.0 Problem Statement

Value management is one of the most common issues faced by business organizations
today. Businesses utilize value management (VM) as a systematic and structured strategy to
develop and sustain their initiatives, goods, or services. The primary goal of VM is to obtain the
best value for money while maintaining the requisite quality and performance. Despite its
benefits, many firms face difficulties in implementing value management. This is why
Employees TurnOver has become one of Top Glove Corporation Berhad's most prevalent
difficult problems today.

Employees TurnOver

Diagram 1 : Internal and external factors

Employees Turnover (the percentage of employees leaving the organization) is a very common
problem in organizations. Managers measure Employees turnover by the “turnover rate”
calculated by “the total number of employees leaving the organizations during the month divided
by the average number of employees during the month. (Phillips, 2003) . Although achieving
zero percent turnover is “neither realistic nor desirable” (Branham, L. 2000, p.5), many
academic and business specialists in the area suggest tools to reduce turnover effectively in order
to lower costs and increase productivity.

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A Top Glove has an overall rating of 3.2 out of 5, based on over 1,967 reviews left anonymously
by employees. 49% of employees would recommend working at Top Glove to a friend and 39%
have a positive outlook for the business.But Employees TurnOver is the common issue that we
need to solution .According to the research conducted by glassdoor.com Top Glove Corporation
Berhad had 3.2 /5.00 on company review & highlighted that we found that there is have a bad
review from employees and this issue still be our focus why Employees TurnOver Still have until
right now ?

Advantages Disadvantages

A place where you could find lovely and No work life balance and constantly being
friendly colleagues as there are many Y" (in bugged by bosses during weekends and off day"
119 reviews). (in 125 reviews).

Nice colleagues and manager willing to teach . "Poor management and many lazy and not
efficient people" (in 113 reviews).

Great team members, for those in factories & Able Slow salary increase as the company is tight on
to learn new knowledge everyday as companies budget & Management systems are so complicated
encourage engineers to implement new projects. and toxic.

Hands on work experience and involvement in Job responsibility or workload may be overloaded
projects & Good colleague, lot’s of job aspect to for a person. Different factories have different
learn, good opportunity for career growth practices on the task distribution.

Table 1 : Shows that advantages & Disadvantages review from glassdoor.com

According to Top Glove Report this Table 2 was a total and voluntary turnover rates of
employee increasing from year to year for the last four years:

Table 2 : Total Employee & Voluntary rate %

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RESEARCH REPORT DPA50173 – PROFESSIONAL ETHICS

However, employee turnover in this phenomenon of turnover among employees is increasingly

concerning organizations and has drawn the attention of many researchers to study the situation
in which or the rate at which workers leave a business and are replaced, can be influenced by a
variety of factors such as:

Diagram 2 : factors of Employees Turnover

1) Forced Labour

In this issues, according to astro awani ,

Many of Top Glove's workers are migrants from countries like Bangladesh, Nepal, and
Myanmar. Migrant workers are especially vulnerable to exploitation. Unscrupulous recruitment
agencies or middlemen might charge exorbitant fees to place workers in jobs abroad, leading
these workers into debt bondage Labor Rights and Exploitation: Top Glove faced criticism for
the alleged mistreatment of its workers. Issues ranged from withholding of passports, unfair
wage deductions, excessive overtime, to limited freedom of movement.

According to (Rasmi, 2013), the factors that contribute to the incidence of turnover are
dissatisfaction with one's employment, salaries, and working conditions and work environment.
Turnover of labor in Kenya's sugar industry. According to European (Orwa, 2012), the main
reason for the manifestation of desire is a pay difficulty. In addition to a lack of advancement
(promotion), transferring jobs, and working conditions, as well as the way he leads.

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The United States (US) has purportedly put limitations on the goods of Top Glove Corp Bhd, the
world's largest rubber glove manufacturer. According to the official website of the US
Department of Customs and Border Protection (CBP), two Top Glove subsidiaries, Top Glove
Sdn Bhd and Tg Medical Sdn Bhd, have been added to the division list. This occurs when
management does not regulate and oversee its agents, who are in charge of employing both local
and international personnel. As a result, the agent abuses their position by interpreting the poor
conduct as compulsion. For example, not paying them and withholding their passports for
international employees.

According to Micheal (1995), the elements that cause turnover are compensation or earnings,
work design, training, career routes, commitment, unhappiness, connections with superiors, and
promotions for promotions. According to Jewell and Siegall (1998), there are two parts: personal
variables such as job satisfaction, age, education, tenure, job training, geographic distance from
the workplace, more offers of what is obtained now, and the stated desire to leave organization
(PDRM), and organizational variables such as salary, promotion opportunities, daily work
routine, place situation work, and supervision.

According to Berita Harian, Glove has done the storage of identity documents, fraud, physical
and sexual, and violence and intimidation.This case brings attention back to the subject of
industrial worker management, particularly foreign labor, which is in a deplorable state as a
result of the government's activities. A big issue arising from this issue is the wage payment rate
for employees, which is insufficient for the duration of labor they complete.Glove factory
workers work 7 days a week, 'underpaid' the similar issue as malaysiakini.

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Following the disclosure of the charges, there were several demands for boycotts and inquiries.
Top Glove committed to improve its labor policies and took many steps to address the problems.
It does, however, serve as a reminder of the necessity of ethical sourcing as well as the care
necessary to guarantee that workers' rights are protected throughout global supply chains.

2) Worker accommodation and Living Conditions

Various reports and investigations highlighted that Malaysia has charged glove maker Top Glove
Corp (TPGC.KL) on 10 counts of failing to provide minimum standards of worker
accommodation; the living quarters provided to Top Glove's workers were often cramped and
overcrowded. Such conditions can lead to health problems and become especially concerning in
times of a pandemic, as they can lead to rapid spread of infectious diseases,according to
reuters.com

Top Glove was charged by the Malaysian government for failing to provide worker
accommodation that meets the relevant housing and amenities standards and The living
accommodations were apparently not always kept in good shape, with some reports stressing
sanitation and cleaning concerns that might pose substantial health hazards to the residents.
State ne-ws agency Bernama earlier reported that ten of the company's sites for foreign workers
in the state of Perak were not certified by the labor department & Top Glove, the world's largest
producer of medical gloves, confirmed that the case was in relation to a inspection under
legislation on minimum housing and amenities standards and said it has pleaded not guilty.

Based On : Business & Human Rights Resources Center show that on the :

Hidden cameras reveal poor working & living conditions at Top Glove factory, fuelling forced
labor concerns in glove industry; incl. company comments and Hidden camera reveals
'appalling' conditions in overseas PPE factories supplying Canadian hospitals. The hidden
camera videos backed up the Top Glove employee's claims of unsafe living conditions and hot,
cramped living conditions. Employees slept in hostels where up to 25 people crowded together to
sleep, often on floors.

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Official investigations revealed that the primary factor behind the rapid emergence of multiple
mega clusters across the glove sector were the appalling living conditions of the workers.
Migrant dormitories were overcrowded, unsanitary, and poorly ventilated – and this was before
the pandemic struck. The gravity of the situation is conveyed by comments made by the
Director-General of the Peninsular Malaysia Labour Department (JTKSM), an agency under the
Human Resources Ministry.
As a result, we feel that the hazards of hazardous facilities, a lack of facilities, and the facilities
offered by the Top Glove Corporation Berhad are dangerous and definitely do not meet the
government's criteria. We can see from the numbers that have been provided that employee
turnover is also a factor based on the facts and sources that have been researched together.

3) Health & Safety

The topic of workplace safety is very important in order to avoid a rise in accidents, but we now
recognize that this is something that cannot be predicted or avoided. The number of accidents in
this organization has an unknown index, but safety must be assured and highlighted because it is
one of the factors contributing to the employee turnover rate nowadays.Let's just look at the
situation that happened at this company Top Glove Corporation .There were instances where the
company faced allegations related to insufficient safety protocols and measures to protect
workers, especially during the pandemic & when they work ( Michelle Voon).

Workplace safety is the fundamental physiological-physical necessity of all employees to protect

themselves from harm, accident, and death.Physiological and safety demands determine
employees' behaviors and performance in the workplace, according to one of the hierarchical
motivational theories discussed in Section 2.3.1. This is further corroborated by Saad Salman's
research, which hypotheses that occupational safety and health (OSH) influences employees'
motivation, job satisfaction, and retention (Saad Salman, 2016).

Workplace accidents can occur during work sessions and result in major injury, diseases, health
damage, or death. The most dangerous aspect of an accident is the passage of time. Managers
must move swiftly in order to respond effectively. When an event occurs, a prompt medical
response by the employer or safety supervisor in the organization may be the difference between

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life and death. According to a news item published on October 30, 2020 by Free Malaysia with
the headline Workers lose hand in glove factory incident, a Bangladeshi worker received major
injuries and lost his hand during his working shift.

Table 3 : Occupation Accident Statistics by Sectors

Table 4 :
Table 3, showing the statistics by the Department of Occupational Safety and Health (DOSH) on
occupational accident statistics by sector until November 2022 in which Manufacturing
companies accounted for the highest number of 4272 injuries following 969 numbers from
agriculture, forestry and fisheries. It shows that the incident at Top Glove is one of the cases
from manufacturing companies wherever employees commit offenses or negligence by the
organization.

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3.0 Solutions.

Employees are a valuable asset to any firm. Employees play a vital part in many areas of the
organization in order to realize the Top Glove Corporation Berhad's aims. Despite the advanced
era of machines and technology in a business, employees remain the primary resource.
Employees with management potential or talent are extremely valuable in any firm. This is
critical for an organization's short-term and long-term goals.Employees turnover is a very
sensitive subject for any business since it can have an impact on management if the turnover rate
is excessive. This process arises as a result of employee unhappiness in the organization as well
as instabilities in human resource management. Miner (1992) asserts that there is a link between
work satisfaction, commitment, and turnover issues.

Diagram 3 : Rate of total employed and Voluntary from 2019 to 2022

The bar chart demonstrates that there is an increase in staff turnover, which must be addressed
quickly to avoid a detrimental impact on the organization.The causes of turnover are related to
the same factors that contribute to absenteeism — if workers are not interested in their jobs, they
will either stay away or leave.As a result, we have identified the following issues that have been
discovered in this case and the purpose of our case study is to investigate the issue of employee
turnover in relation to the value of management. We also wish to look at potential methods for
lowering staff turnover rates.

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1) Force Labour

Top Glove admits that it should have implemented a comprehensive due diligence approach to
regulate their fair recruiting practices of foreign workers sooner. As a result, they've learnt from
it, and they've already taken serious steps to make it a viable alternative. Top Glove will continue
to collaborate with relevant government ministries and agencies that are researching ways to
strengthen existing regulations and relevant standard operating procedures for the manufacturing
and construction sectors in order to improve their workers' working conditions in Malaysia.
Some past studies have been used to do research on the variables producing this turnover
phenomena, namely: a. Employee Dissatisfaction and Turnover Crises in the Malaysian
Hospitality Industry

Diagram 4 : Two factors actions by Frederic Herberg

According to Frederic Hertzberg's Two-Factor Action Theory, which was established in 1956,
this theory is also known as the Two-Factor Needs Theory. Extrinsic variables or 'hygiene
factors' explain the link between job discontent and wage payment. According to Herzberg, the
salary payment promised and delivered to employees must be proportionate with the work done.
If employees can meet the Hygiene factor, the firm will be able to minimize and reduce work
turnover. Aside from ins, the feeling of heartlessness that is a burden to employees may be

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prevented. As a result, this demonstrates that the wage payment component can minimize
employee work unhappiness and improve employee motivation in the firm (Vacevich &
Mattoon, 1996).

As a response due to forced labor concern, the company (Top Glove) and stakeholders undertook
several measures to address and resolve the forced labor problem. The steps that Top Glove has
taken or announced to tackle the forced labour allegations is:

● Remediation payment

The company has pledged to repay recruitment fees to migrant workers. Top Glove Corp Bhd
has announced it will pay RM136 million over the next 10 months to compensate its migrant
workers, as part of its efforts to resolve the US Customs and Border Protection's (CBP)
import ban over forced labour claims. The company said the new compensation quantum
affirms its commitment to remediating its migrant workers in respect of the recruitment fees
previously paid by the migrant workers to agents or other parties. This is significant because
excessive recruitment fees are a key indicator of potential forced labour. Workers who have
to repay large debts can feel coerced into remaining in their jobs.

● Fair working hours and wages of workers

Top Glove tightened their monitoring processes to ensure one full rest day each week and
nobody works more than four hours overtime per day (104 hours per month). These
processes are being verified by external audits and by the Malaysian government authorities.

Top Glove also has made an award to all their deserving workers of an additional outstanding
performance payment totalling RM3.6m to reflect their exceptional contribution throughout
2020 and in the first quarter of 2021.

The ex-gratia payment for workers in June 2020 was the first time such ever made by Top
Glove, in addition to the workers’ yearly bonus (which are a performance incentive). The
ex-gratia payment is based on the worker’s performance and their years of service.

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● Training and awareness

The company has conducted training sessions to raise awareness among its employees about
labour rights and ethical recruitment. They trained about 100 specially selected participants
on the key topics of International Recruitment Integrity System (IRIS) & Corporate
Responsibility in Eliminating Slavery and Trafficking (CREST). For example,"Say no to
sexual harassment and bullying at the workplace" seminar, “Principles of protecting human
rights” talk and series of Training programmes in combating forced labour at top glove. With
this, forced labour can be avoided.

● Recruitment Agencies Oversight

Monitor and regulate labor recruitment agencies that facilitate the hiring of migrant workers,
ensuring that they follow ethical recruitment practices. So, forced labour especially between
migrant workers can be avoided. Even based on the short term planning, Top Glove
Corporation Berhad still continues to practice transparent and fair open tender processes to
work with ethical recruitment agents.

● Collaboration with NGOs and Government

Work closely with non-governmental organizations (NGOs) and government agencies to

combat forced labour. Collaboration can help create effective solutions and ensure that labor
standards are enforced. With this, forced labor concern will be managed since Top Glove can
collaborate with other organizations to solve the problems. In Aliran.com, Top Glove
responds to the NGO statement ‘Authorities should work with civil society to combat human
trafficking’. Government agencies in Malaysia and other countries where Top Glove operates
may have conducted investigations or audits related to labor practices in the company's
factories.

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Table SLR for Force Labour

Search Focus Turnover phenomenon :push factors to to leave the organization

Sources Google

Search String http://www.jised.com/PDF/JISED-2021-39-09-18.pdf

Search Result 9,950 Articles- We scan the list as follow

1. Writer Name: Azimah Ninggal,Ishak Bin Haji Abd Rahman, Azmi bin Aziz

Articles Objective - The phenomenon of turnover among employees is an increasingly

worrying organization and has attracted the attention of many researchers to study this
situation. Phenomenon turnover among pilots in the Air Force (PGU), Police The
Royal Malaysian who formed the Royal Malaysian Police organization on a retired
basis selection or resignation (termination) takes place every year. Data obtained from
the General Policing Division, PGU showed a total of 31 pilots had finished the service
starting from 2010 until 2020. This study is to identify the factors that cause the
phenomenon of internal turnover among PGU pilots. A field study was conducted at
the Team Police Headquarters Air Operations, Bukit Aman and Peninsula PGU Base,
Subang. Internal factors such as workplace environment, organizational management
practices as well as the opportunity to gain rank are factors that contribute to
membership leaving the organization. This factor has an impact on PDRM especially in
terms of finance and manpower. PGU pilot turnover involves outflows of pilot expert
manpower which is a very valuable asset to the special PDRM in the assignment of
flight operations. This study will provide an analytical answer as a reference for other
researchers to study matters related to similar study.

Findings and Conclusion – Through the description of the study, it can be analyzed
that the internal factor is the dominant factor which affects the phenomenon of PGU,
PDRM pilot turnover. Pushing factors such as organizational management, work
environment, relationship disharmony between subordinate officers and superiors who
are considered to have communication gaps, opportunities higher promotion which is
limited to career paths, personal problems which experienced also being a contributor
to PGU pilots leaving PDRM. Results of this study found some weaknesses that need
to be emphasized by parties, the management of the Air Force in particular and in
general by the Royal Malaysian Police. There are some weaknesses that need to be
fixed to continue to attract the interest of the existing PGU pilots to remain and
continue their service until undergoing compulsory retirement as a civil servant. This
study does not place blame in total on PGU when there are pilots who apply to resign.

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RESEARCH REPORT DPA50173 – PROFESSIONAL ETHICS

https://www.ilo.org/wcmsp5/groups/public/---ed_norm/---declaration/documents/publi
cation/wcms_101171.pdf
2.
Writer Name : Linda Kromjong & Beate Andrees

Articles Objective : Forced labor and human trafficking for the purpose of forced labor
are becoming increasingly important issues for employers’ organizations and business.
This handbook aims to help business actors at different levels address the issue,
providing practical tools and guidance material to enable them to identify and prevent
situations of forced labor. Employers’ organizations and businesses have a central role
to play in combating all forms of forced or compulsory labor. Employers’
organizations, in particular, are strategically well-placed to provide institutional
engagement and sustainability, and business involvement is key to the success of the
ILO’s campaign to ensure that by 2019 forced labor will no longer persist at a scale
estimated by the ILO to affect 20.9 million women, men and children worldwide.

Findings and Conclusion: The company’s response to these findings was immediate.
It commissioned a third party review of national laws and regulations of the countries
concerned, and followed up with a tour of the region and its suppliers by senior
management from regional and global headquarters. On this basis, the Company
developed guidance and implementation guidelines on the issue of passport retention,
supplementing its existing supply chain compliance resources. The new guidelines
explicitly set out the company’s expectations. They require that workers have access
and control over passports and similar documentation at all times, in accordance with
local law and regulations. In practice, this means that suppliers can provide a “lock
box” to workers for secure storage of their personal identification, for example if
workers request storage facilities for their valuables; or it can involve the election of a
worker representative to keep migrant workers’ passports in a secure location.
Whatever the solution, the focus of the guidelines is to ensure that workers’ freedom of
movement is not impeded in any way. After disseminating the new guidelines across
the region, the company held a one-day seminar for all suppliers in the countries
concerned. The seminar offered business partners the opportunity to discuss the new
policies, raise questions about them and identify the necessary next steps in
implementing operational changes. The consultative process and the clarity of the new
guidelines led to agreement amongst suppliers and their subsequent adoption and
implementation of the recommendations. Since implementing the policy in mid-2009,
no instances of passport retention have been reported or detected by ongoing audits.
The guidelines are now integrated into the Company’s regular supplier auditing
programme and the passport retention issue features regularly in supplier
communications, awareness raising and forums. Building on this success, the company
will roll out similar guidelines to address worker contract and recruitment practices.

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3. https://apiar.org.au/wp-content/uploads/2016/08/22_APJABSS_ICABSS_BRR775_BI
Z-274-296.pdf

Writer Name : Mohammed Rashid Al-Qahtani, bDr. Yousr Gadhoum aSaudi Arabia
Basic Industries Corporation, Saudi Arabia bPrince Mohammed Bin Fahd University,
Saudi Arabia

Articles Objective: Employee turnover plays a significant role in organizational

performance. It is possible for turnover to be a positive phenomenon; however, this
research does not address the difference between the positive and negative effects of
the turnover. Rather, it aims at studying the causes and consequences of a turnover in a
manufacturing industry organization in the eastern region of Saudi Arabia. The
research focuses on this area of Saudi Arabia because it is the location of a high
number of companies of various sizes. The research aspires to shed light on areas of
improvements where the organizations can minimize the negative impact of turnover. It
reveals various opportunities for improvements in several areas (e.g., career growth,
compensation, training, work ethic, etc.) that organizations need to focus on.

Findings and Conclusion:The research revealed that lack of career growth and
insufficient compensation would be the main reasons for employees leaving their jobs.
This was confirmed by two different survey items. This proves that the hypothesis
addressed in this research: “An attractive employment package, mainly salary, is the
reason for turnover.” is not correct. The consequences of turnover are high and affect
the competency, the reliability and stability of the organization, and the costs of hiring,
training, and providing qualifications for new employees. The research indicated that
around 12% of employees would leave their jobs with a salary increase of 10% or less,
16% would leave their jobs for an increase of 11–20%, and 30% would leave for an
increase of 21–30%. Among all of the respondents, those who held a bachelor’s degree
and those aged 30 years or less required more focus from their organizations. It
appears that individuals in this category could be influenced by several factors and are
more likely to leave their jobs. As a result of this study, it was observed that there are
several other areas of research that should be covered in future (e.g., the philosophy of
recognition, improving the work culture, ethical compliance, performance feedback
and annual performance review, hiring process, etc.).

Qualifications and training were found to be generally good; however, there is a room
for improvement. A high percentage of respondents from the front line and middle
management indicated that the recognition program requires more improvement.
Work–life balance was found to be an area of concern for some employees. It was
found that management does not show enough commitment to improve the quality of
work and the environment. Employees’ relationships with their colleagues were found
to be healthy overall; however, the relationships between frontline employees and their
management were not as good.

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RESEARCH REPORT DPA50173 – PROFESSIONAL ETHICS

4. https://www.maco.jfn.ac.lk/jbs/wp-content/uploads/2023/02/Article-01.pdf

Writer Name:H.Y.M. Abesinghe; H.H.D. Madhumal; W.K.N. Shashikala; K.K.

Kapiyangoda

Articles Objective:This study explores the employee turnover of a tea manufacturing

company in Sri Lanka. It identifies the factors that contribute to the labor turnover of
MND (pseudonym used to maintain anonymity) and proposes strategies to overcome
the high employee turnover. Accordingly, Person Environment Fit Theory (PEFT) is
incorporated as a theoretical lens to illuminate data. A qualitative case study approach
was adopted for this study and seventeen employees attached to MND were
interviewed. The factors which affect labor turnover at MND were identified as: heavy
workload and high work pressure, low wage rate, long working hours, unclear job
roles, less appealing work environment, lack of opportunity for career development,
lack of fringe benefits, weak relationship with supervisors and weak relationship with
peers. From these factors the working environment; relationships with supervisors and
team members did not have a major impact on triggering employee turnover. This
study also proposes the strategies to overcome the high employee turnover: easing off
the pressure put on employees to reach targets by hiring the required number of
employees; paying an industry par wage rate; giving appropriate breaks for employees
to ensure that they are not overworked; and offering a job roles for employees
specifying the tasks expected by them. To strengthen employees’ attachment to
organization, MND could improve the work environment, provide opportunities for
employees to develop their career and provide more fringe benefits. However, our
study identified that person team fit and person supervisor fit did not have a significant
impact in the increase of labor turnover at MND.

Findings and Conclusion:The main research objectives of this study are 1) To identify
the factors which contribute to the labour turnover at MND 2) To propose strategies
that can be used to overcome the high labour turnover at MND through PEFT. Firstly,
this study identified the factors which triggered employee turnover at MND through
PEFT. These factors could be identified as: heavy work load and high work pressure
put on employees, low wage rate, long working hours, unclear job roles, less appealing
work environment, lack of opportunity for career development, lack of Journal of
Business Studies,8(2) -18- 2021 fringe benefits and lack of employee satisfaction, weak
relationship with supervisors and weak relationship with peers and team members.
From these factors the working environment; relationships with supervisors and team
members did not have a major impact on triggering employee turnover. Secondly this
study illuminates the strategies that can be used to overcome the high employee
turnover through PEFT. Above section 6.2 elaborates these strategies relating them to
the PEFT. 6.4 Recommendations for Future Research This study explores the employee
turnover of a tea manufacturing company in Sri Lanka adopting LEFT. Another
researcher could incorporate different theories in illuminating the factors affecting
labour turnover.

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RESEARCH REPORT DPA50173 – PROFESSIONAL ETHICS

5. https://scholarworks.waldenu.edu/cgi/viewcontent.cgi?article=9939&context=disserta
tions

Writer :Peter Claver Amako Walden University

Articles Objective:High employee turnover negatively affects organizations directly in

various ways, such as loss of revenue, a decline in employee morale, and productivity.
Manufacturing organizational leaders are concerned with high employee turnover due
to the high cost of hiring and training new employees. Grounded in the
transformational leadership theory, the purpose of this qualitative multiple case study
was to explore strategies manufacturing plant leaders use to reduce high employee
turnover. The participants were 9 manufacturing plant leaders in South Western
Florida, who developed and implemented successful strategies that reduce high
employee turnover. Data collection comprised semi-structured interviews and relevant
organizational documents. Thematic analysis of the data resulted in 3 emergent themes:
supportive leadership, competitive pay and benefits, and training and career
development opportunities reduced high employee turnover. The implications for
positive social change include the potential for a decline in unemployment rates and
increases in revenue for the manufacturing plant leaders that may result in supporting
social programs to improve the living standards of local communities,

Findings and Conclusion:The need to reduce employee turnover especially in the

manufacturing sector cannot be overstated because of the apparent negative impact on
the business. Employee turnover in the manufacturing sector has financial cost
implications to the organization such as recruitment costs, vacancy advertisement,
interview, and training of new hires, and could limit profitability (Saverio et al., 2018).
Manufacturing plant leaders and managers must take steps to limit turnover or, it will
result in waste of resources and increasing costs (Meddour et al., 2016), and make an
organization inefficient, unproductivity or could lead to business closure (Yang, 2016).
As apparent in the literature, implementing efficacious strategies to reduce turnover
will increase the productivity capacity of the manufacturing plant and lower accident
rates (Li et al., 2016), limit disruptions to operations (De Winnie et al., 2018; Wang et
al., 2016), and improve productivity and company growth which promotes the survival
rate of business (Ugoani, 2016)

Employee turnover in the manufacturing plant is challenging to business leaders

(Gylling, Heikkilӓ, Jussila, & Saarinen, 2015). The findings from this study showed
that manufacturing plant leaders could stem the tide of turnover through supportive
leadership, effective flexible scheduling, offering competitive benefits and rewards,
and training and career development. The findings of this study will benefit business
leaders, employees and the HR team because it will provide new insight on turnover.
The results of this study also reveal plant leaders can enhance employee productivity
and commitment from implementing the strategies shared by the participants. I suggest
that leaders incorporate these findings into their organization’s retention policies.

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2) Worker accommodation or Living Conditions

It's clear that addressing worker accommodation and living conditions is not just a moral
imperative but also makes business sense. Top Glove remains committed to the continuous
improvement of their workers’ accommodation as this is the key to ensuring employees welfare,
wellbeing, and happiness. There are several measures that could be taken to overcome this issue.

Freedoms and human rights of workers should be recognised and respected within their living
quarters just as within the working environment. House rules and regulations should be
reasonable and non discriminatory. It is best practice that workers’ representatives are consulted
about those rules. House rules and regulations should not prevent workers from exercising their
basic rights. In particular, workers’ freedom of movement needs to be preserved if they are not to
become effectively “trapped”.

Table 4 : Investing RM200 mil in Workers’ Hostels

According to table 5, Too Glove has invested RM20 million in acquiring 102 residences for our
staff and renting additional houses and apartments. According to the mid-term plan, RM105
million would be spent on new worker dormitories. These hostels will provide a wide range of
amenities and features. RM95 million, with a capacity of 2,600 employees. The residential
building, which is planned to be finished by the middle of 2022.

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RESEARCH REPORT DPA50173 – PROFESSIONAL ETHICS

● Improving accommodation conditions: Enhancing dorm facilities such as adding more

bedrooms and washrooms, improved ventilations, limiting the numbers of residents in
each room and most importantly, attaining set standards and regulations.
Based on Bernama Top Glove Corp Bhd will be forking out up to a total of RM300
million to provide conducive workers' accommodation that comply to the Workers'
Minimum Standards of Housing and Amenities Act 1990 (Act 446).The company has
invested RM70 million in over 100 double-storey houses and hostels with full facilities as
well as RM20 million to purchase 102 units of apartments for workers and renting
additional houses and apartments.

● Frequent inspection and employee feedback: Conducting check up regularly to ensure

facilities are adequate and fully functioning. It is essential to establish a feedback
mechanism in order to gain direct opinion from the employees for further improvement.
According to Top Glove continuous improvement report, in December 2020 they
established a Hostel Management Committee which consists of all the Head of Factories,
Joint Manufacturing Committee, Social Compliance team and Hostel Management team.
Their role is to manage workers’ accommodation issues including hostel inspection,
hostel maintenance, hostel set up in compliance with Act 446.​​

● Increased investment:Top Glove may enhance the allocated amount of investment to

purchase more assets, such as buildings and homes, to be transformed into worker
housing.Top Glove has begun a big investment initiative to considerably upgrade the
living quarters of our employees around the country in the short and medium term. Top
Glove, for example, has invested RM20 million (more than USD 12 million) from the
end of November 2020 in acquiring more than 101 units of residences for their
employees and renting more homes and apartments. Prior to FY2020, Top Glove had
invested RM70 mil in more than 100 double-storey houses and hostels with full facilities.

When the need for new worker housing is discovered, it is critical to examine the impact on the
neighboring community. This may be significant throughout both the building and operating
phases of the camp (or other accommodation). As part of the Environmental and Social Impact

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RESEARCH REPORT DPA50173 – PROFESSIONAL ETHICS

Assessment and any related creation of an Environmental and Social Action Plan, risk
identification and assessments relevant to workers' housing should be carried out. This
evaluation may also be used to decide if non-local worker involvement with local communities
should be promoted or discouraged. One of the main things you need to do to ensure the
accommodation is appropriate for your guests is to focus on their needs. At the end of the day,
this accommodation is for them and needs to suit their requirements. While we all have personal
choices when it comes to accommodation, you want to ensure your employee is happy.

Therefore, the first thing you need to do when arranging accommodation for your employees is
to have a meeting with them. Discuss with them anything they will need from the
accommodation and what their priorities are. For instance, they might particularly want a kitchen
area so that they can cook from their accommodation when they are away.They might have
preferences when it comes to what they stay in or where they would like to stay in regards to the
place where they will be working. By having an in-depth meeting with them, you can get a better
idea of the accommodation which will keep them happy and also reassure them that you are
taking their thoughts into account when choosing somewhere for them to stay. Once you have a
better idea of their needs, you can assess different types of accommodations properly and ensure
it fits the employee's needs.

Accommodation that is safe and that can be occupied in reasonable comfort, providing the
opportunity for personal care as well as rest and relaxation after the workday. Although standards
may vary by region and according to how accommodation is provided, the premises should as a
minimum adhere to the local building codes; provide protection against the elements with
appropriate heating and ventilation; meet fire code standards; provide access to hygienic toilets
and bathing facilities; provide for waste disposal; offer kitchen or canteen facilities; and provide
required utilities such as water, power, and sewers. Well-being: Relates to all aspects of workers’
lives, from the quality and safety of their physical working environment to the conditions of their
accommodations and well-being.

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RESEARCH REPORT DPA50173 – PROFESSIONAL ETHICS

Table SLR for Worker accommodation or Living Conditions

Search Focus Worker accommodation solutions

Sources Google

Search String hfile:///C:/Users/HP-PC/Downloads/15751-Article%20Text-15749-0-10-20080407.pdf

Search Result 9,950 Articles- We scan the list as follow

1. Writer Name: Liliany S Arifin

Articles Objective :

The need for factory worker housing cannot be denied during the period of
industrialization. In fact, from the early 18 century in Europe and at the end of 20
century in Asia, industrialization has been bringing the problem of housing for their
workers, but only few attention is given by governments or companies. This study is a
secondary study and at the end offers some arguments that can be used as further
implication research.

Findings and Conclusion – This study develops four sets of arguments about the
factory workers housing: The first argument concerns who is the provider of factory
workers housing. The more active the government intervenes in the process of
industrialization, the more chance for the factory workers to get a place to live.
Because instead of the voluntary organization, the developer as a formal private sector
is not interested in business the housing for the factory workers. Moreover, the
affordability of the workers as a lower income group does not give the chance to get
profit to developers. So, the alternatives as providers are the company and the
government. The second argument concerns to the type of ownership. In most of
Developing Countries, factory workers prefer to rent a room than to buy a house.
Instead of their affordability, in the case of developing countries, the moving of factory
workers is often from one factory to another. Before industrialization and during
agricultural period, people belonged to the land. It is meant that every people should
have a land for living in terms of houses and farms. But now, when the
industrialization period comes, people gradually do not belong to the land, but belong
to the place of work.1 This tendency can be seen from the appearance of apartments
and condominiums, whether for the upper income, middle income or low and lower
income groups.

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RESEARCH REPORT DPA50173 – PROFESSIONAL ETHICS

https://ijeas.untan.ac.id/index.php/home/article/download/zubir_and_rahim_v1n2/13/4
50
2.
Writer Name : Hazwan Bin Zubir , Asiah Abdul Rahim

Articles Objective :This research is to study the quality of living environment in

workers’ accommodation for construction workers in Malaysia. In Malaysia, workers’
accommodation is known as rumah kongsi. The research aims to identify appropriate
and quality of living environments for construction workers. Majority of the
construction workers' accommodation in Malaysia are currently in a poor condition.
The poor condition of accommodation for construction workers have raised many
issues affecting their surroundings and built environment. Some of the issues include
health, social and finance. However, there are initiatives made by the Malaysian
government especially Construction Industry Development Board (CIDB) and Kuala
Lumpur City Hall (KLCH) in which they have come out with guidelines in providing
accommodation for the construction workers. Previous studies showed that some
developers and contractors provide improper and inadequate living environments for
the construction workers, which lead to several issues, including safety and poor living
facilities. The objectives of the studies, firstly to study the existing code of practice and
guidelines in providing workers accommodation, secondly, to evaluate the existing
workers accommodation in Malaysia and finally to propose the good, safety and
practical living environment for workers accommodation.

Findings and Conclusion: Research findings attempts to provide guidelines and

models of the most suitable living environment for workers accommodation in the
construction industry in Malaysia. All contractors and developers should comply with
the MS 2593:2015 Temporary Construction Site Workers’ Amenities and
Accommodation. Local authorities should make it mandatory for the developers to
comply with the guidelines and should take action to those that are against the rules.
Professional industry players should play an important role to monitor developers and
contractors to follow the act and regulations that have been laid out by the government
bodies. The construction workers also play a part in ensuring the safety and cleanliness
of the accommodation provided by the contractors or developers. As mentioned under
section 19 of the Occupational Safety and Health Act 1994, Employers would be
charged and taken into action, failure in providing a safety and health policy to their
employees. Based on comparing the guidelines of workers’ accommodation in the
construction industry with four other countries (Singapore, United Arab Emirates,
Australia and Europe), Malaysia is at par with many other countries. Having good
guidelines and standards, with strong implementation enforcement, we can achieve a
better quality living environment for temporary construction workers’ accommodation
in Malaysia. The findings from the first case study show that the facilities and
amenities provided in Centralised Labour Quarters (CLQ) are very satisfactory.
However, the facilities provided in the second case study, the temporary workers’
accommodation provided by KLCH is satisfactory.

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RESEARCH REPORT DPA50173 – PROFESSIONAL ETHICS

3. https://www.ebrd.com/downloads/about/sustainability/Workers_accomodation.pdf

Writer Name : Ta Quynh Hoa , Pham Dinh Tuyen

Articles Objective: Economic growth associated with the rapid industrialization and
urbanization over the past 30 years since Doi Moi (Reform) has facilitated the
establishment and development of many industrial zones (IZs) in major cities of
Vietnam. The high concentration of IZs in the largest cities has attracted millions of
industrial laborers and created large migration waves from rural to urban areas.
Establishing and improving the living environment of workers has become a huge
pressure for the Government and local authorities across the country to deal with.
Although the Government has issued numerous policies and incentives to encourage
and support housing development for factory workers, there are still many conflicts
and challenges in policy implementation. Through observational and questionnaire
surveys supported with in-depth interviews of experts in urban planning and
management, the research aims to understand clearly the context of social housing
development for IZ workers in Vietnam recently, to demonstrate outstanding characters
of different types of housing for factory workers as well as crucial issues related to
social housing and informal housing for factory workers.

Findings and Conclusion:The development of social housing, especially for workers

in industrial zones in Vietnam, is a long process that has just begun. The research
results are mainly based on theoretical assessments and primary data from
questionnaires and observational surveys. The research highlights the existing
conditions of three social housing types for IZ workers through the case studies in
Hanoi. Findings from the research show that it is very difficult for industrial workers to
purchase social housing accommodation since the housing price is very high compared
to their income. Only a small number of industrial workers can buy or “rent-to-buy”
social housing flats. Through the questionnaire surveys, many workers who are living
in social housing flats give their opinions of the important physical elements of social
housing (both inside and outside their living quarters) that should be carefully
considered when developing social housing. The experts’ interviews also explored
three critical issues related to State policy including financial mechanisms to develop
suitable social housing models for factory workers, the integration of social housing
projects with urban planning, technical and social infrastructure planning in a region,
and the construction quality of social housing projects. To encourage and facilitate the
implementation of these studies, it is necessary to build a mechanism with a citywide
and then nationwide database system on development and management of social
housing for workers, hereby contributing to provide more reliable and up-to-date
information on social housing for workers, strengthening the coordination between the
Government - Enterprises - Community in solving housing problems, improving the
quality of life and ensuring sustainable development.

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RESEARCH REPORT DPA50173 – PROFESSIONAL ETHICS

4. https://electronicswatch.org/migration-in-a-digital-age_3542.pdf

Writer Name :Sarah Bormann, Pathma Krishnan, Monika Neuner

Objective: Malaysia is one of the ten largest exporters of Information and

Communication Technology (ICT) products in the world (UNCTAD 2009, 64). The
industry is fuelled by low wages, overtime work, and the rejection of trade union
rights. Since industry players face difficulties hiring workers from Malaysia under
these conditions, companies are increasingly turning to migrant workers from
Indonesia, Bangladesh, Nepal, Vietnam, and Myanmar. Employment agencies and
temporary work agencies play a key role in this process. Today, Malaysia is the main
destination for migrant workers in Southeast Asia (Kaur 2008, 7f). Very few of these
workers are members of Malaysian trade unions, neither in the electronics industry nor
in other sectors. In general, unionism in the electronics industry is very low in the
country. Until 2009 the government permitted for a large section of the industry,
including the Contract Manufacturers1 , only the formation of in-house unions. After
almost forty years of struggle, the government legalized the formation of an industrial
trade union in the electronics – but only on a regional level.

Findings and Conclusion:The key findings of this report are summarized below with
references to the relevant violations of national laws and international conventions: a.
Migrant workers accrue enormous debts in their home countries in order to pay the
illegally high recruitment fees of the employment agencies. b. With the exception of
Indonesian workers, the contracts were not provided to the workers in a language that
they could understand. This violates Malaysian law, which states that contracts must be
written in the native language of the signee. c. The contracts contain numerous
restrictions for the migrant workers such as prohibitions to marry or to become
members of Malaysian trade unions. These are violations against the ILO core labor
standards (ILO Convention No. 87 and 98) and the UN Convention on the Elimination
of All Forms of Discrimination against Women (article No.11). d. The salaries paid to
the migrant workers did not qualify as a ‘living wage’ in Malaysia. Workers were
forced to stay in overcrowded apartments often located in unsafe neighborhoods
because their salary was not sufficient to rent a room in the normal housing market. In
one case, workers at Jabil were not provided with any accommodation at all, which is a
breach of the ILO Migration for Employment Convention No. 97. E.

The case studies revealed widespread illegal wage deductions. In addition, overtime
was not paid in compliance with the Malaysian Labour Code, and in some cases
salaries were delayed or not paid at all for an extended period. These wage issues are
serious violations of the ILO Protection of Wages Convention No. 95. of which
Malaysia is a signatory. f. The case studies also indicate regular violations against the
ILO Hours of Work (Industry)

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RESEARCH REPORT DPA50173 – PROFESSIONAL ETHICS

5. https://www.researchgate.net/publication/332433101_A_Study_on_Workplace_Fun_Af
fects_Employee_Engagement_Case_Study_of_Manufacturing_Industry

Writer Name:Eliy Nazira Mat Nazir1, Muhammad Syukri Abdullah 2, Nurul farihin
Mhd Nasir3, Dalili Izni Shafie4, Nor Farehan Omar5, Nor Azura Halim6

Articles Objective: The conception of workplace fun includes socially taking part in
interesting and spontaneous positive occasions in the working environment; such
occasions are crucial in refining associations for workers. In spite of the fact that fun
and amazingness can both be enjoyable, fun at work incorporates to some degree a
distinctive range of activities. Academic studies have connected workplace fun with
employee performance, job satisfaction, expanded creativity and development and
organizational citizenship behavior (OCB), while mainstream press articles have made
the connection of workplace fun to decreased truancy as well as job burnout. Hence,
this research has been conducted to identify which types of workplace fun namely
personal freedom, socializing with co- worker and organizational culture have
significantly contributed towards employee engagement. Based on the result,
socializing with co- worker and organizational cultures have positive and significant
relationships with employee engagement.Whereby, personal freedom has a negative
relationship with employees .

Findings and Conclusion:In today's workplace, threatening people has not been
effective anymore. Paying Them lots of money has only shown short-term success.
Only by making their workplace enjoyable has a track record of affecting real change.
Making work more enjoyable can be demonstrated to have some extremely good
rewards for the organization in general. It can offer assistance, rouse and invigorate,
and urge people to impart, while diminishing boredom, exhaustion, and conflict.
Adding fun and a longing to partake is what is obliged to look after a solid and fruitful
connection between an association and its people. It is time the managers learned how
to create an atmosphere that is challenging, creative and fun for employees as well as
for themselves. In addition, laughter also creates a bond that brings others together as
people like to be with employees who are having fun. Creativity, intuition and
flexibility are the key to successful operation of organizations today. In stimulating
environments, employees enjoy their time at work and they will also excel at work. A
fun workplace is not only more productive, but it also attracts people to sustain and
increase profits.

Hence, for future research, it is suggested that the research should be enlarged with a
variety of other independent variables. This is to ensure that various types of
workplace fun were covered up and looked from another spectrum of outlook.Other
than that, the researchers are recommending the organization to lengthen the study on
appropriate methods in dealing with these issues.

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RESEARCH REPORT DPA50173 – PROFESSIONAL ETHICS

3) Healthy & Safety

Health and safety for employees is about creating a workplace environment where employees are
not only physically safe but also protected from stress, discrimination, and other factors that can
affect their overall well-being. It's a crucial responsibility for employers to ensure that their
workers can perform their tasks in a manner that does not jeopardize their health or safety.To
address these health and safety issues, the Top Glove company implemented various measures
and changes. These steps may include:

● Enhanced Health and Safety Protocols: Implementing more robust health and safety
protocols to ensure the well-being of their employees. This could involve improving
personal protective equipment (PPE) for workers, introducing and giving regular health
screenings. such as, Top Glove provides medical coverage and benefits to all our
employees, within the stipulated requirements, at the Top Glove Global Doctors (TGGD)
Medical and Dental Clinic, TGGD First Aid Care, and the Company’s panel clinics.
and providing training on health and safety measures.

● Automation and Technology:Top Glove investing in automation and technology to

reduce the need for manual labor, which Top Glove has automated some tasks identified
as higher risk to ensure our workers’ safety. This can reduce the risk of injury and illness
among workers.

● Regulatory Compliance: Ensuring strict compliance with local and international labor
and health and safety regulations. This includes regular inspections and audits.We
conduct due diligence on all our recruitment agents to ensure ethical manners during the
recruitment process. Besides, we also conduct due diligence for contractors, suppliers,
and canteen operators. Due diligence covers the aspects of workplace safety and health,
labor practices, environmental protection, and governance practices.

● Communication: Promoting open and effective communication between management

and employees regarding safety concerns or incidents and Top Glove also have a whistle
blower system in place which is operated by an independent third party in our workers’
native languages.

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RESEARCH REPORT DPA50173 – PROFESSIONAL ETHICS

Other than that, for the issue about Worker loses hand in glove factory accident, Division’s
secretary, K Veeriah said, “As we are given to understand, all hazardous operations – involving
rotating blades, shafts, etc – need to be installed with adequate preventive safeguards such as
isolation sensory switch systems as a precaution to avert any unwanted mishaps such as the case
in question,” in a statement. By Jason Thomas.

Top Glove company also hires over 205 auxiliary police and security personnel to patrol
factories, hostels and nearby residential and community areas to ensure the safety and well-being
of employees and residents in “The Star” website.

Top Glove says prioritizing safety and wellbeing of employees. Ismail Sabri on January 22 said
while the government appreciated the glove maker’s initiative to hire 9,000 Malaysians in 2021,
it also wanted the company to emphasize the safety and wellbeing of its employees and Top
Glove said “We thank the honorable minister, Ismail Sabri for his words of encouragement, and
wish to assure him and all our internal and external stakeholders that Top Glove does view the
safety and wellbeing of our workforce as of utmost importance,” in a statement. by Malayamail.
In summary, health and safety in a company is very important for employees because with that
they feel comfortable and safe in the work environment.

Based On Target and strategy Top Glove 2022 : Our strategies towards achieving these targets
include:

1. Promoting the concept of Plan, Do, Check, Act (PDCA) and continuous improvement on
safety and health across
all levels in the organization.
2. Focusing on engineering control to reduce safety and health risks
3. Strengthening the safety and health training program
4. Enhance Contractor Management System
5. Continuous audits and inspections

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RESEARCH REPORT DPA50173 – PROFESSIONAL ETHICS

Table SLR for Healthy & Safety

Search Focus Health and safety in the manufacturing

Sources Google

Search String https://www.matec-conferences.org/articles/matecconf/pdf/2019/48/matecconf_mtem2

019_05008.pdf
Search Result
9,950 Articles- We scan the list as follow

1. Writer Name: Petru Iulian Mureșan1,* , Ioan Miloșan1 , Dorin Senchetru2 , Adrian
Nicolae Reit 2 , Teodor Pisu Machedon1 , and Gheorghe Oancea1

Articles Objective :The present paper carries out a study on health and safety in the
manufacturing industry. The health and safety is analyzed for industrial workers in
Brasov county for the years 2017 and 2018. The analysis is based on data for work
related accidents and the processing was made using the Pareto Analysis. By
complying with the 80/20 rule, it can be focused on the analysis of the 20% of the
causes of work accidents that account for 80% of the total work accidents analyzed.
Finally, it is presented which actions that can be taken to reduce accidents based on the
analysis of the specific stages. After applying the Pareto Analysis in the year 2018 are
obtained satisfactory results compared to the year 2017, thus optimizing the
performance of the industrial activity in terms of health and safety and improve
Quality Assurance in Industrial Manufacturing

Findings and Conclusion –Analyzing the data presented in the paper, the following
conclusions can be drawn: - Work accidents according to the statistics and case study
presented above are largely caused by the contractor’s lack of proper training, which
necessarily leads to the need to optimize the worker training process in all phases.
Therefore, making the worker training more effective will substantially and obviously
help reduce the number of accidents which occur because of this cause; - The Pareto
chart is used in this study because there are measurable parameters, having records for
each occurrence of parameters (the number of work accidents in Brasov County
between 2017 and 2018). - Causes of work accidents (1-3) with the most injuries
remain on the same positions both in 2017 and in 2018; - The decrease in the number
of work accidents: from 260 (in 2017) to 253 (in 2018) can be amplified by using an
on-line platform in the training proces

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RESEARCH REPORT DPA50173 – PROFESSIONAL ETHICS

https://www.researchgate.net/publication/313762140_A_CASE_STUDY_ON_OCCU
PATIONAL_HEALTH_AND_SAFETY_OF_FOOTWEAR_MANUFACTURING_IN
DUSTRY

2. Writer Name : MOHAMMAD ZAKIR HOSSAIN KHAN

Articles Objective :Bangladesh engaged with leather processing business since the
British period, and the first tannery of Bangladesh was established in 1940 by the
famous entrepreneur Late Mr. RP Saha in Narayanganj (Billah, et al. 2000; Biswas and
Rahman, 2013). Tanneries are one of the emerging sectors for trade and finance but it
has adverse effects on the society, environment and workers (Azom.et at, 2012; Human
Right Watch, 2012). According to ILO (2014) occupational hazard lies as the
hazardous genesis of almost all fatalities in industrialized generation, over the 2.3
million fatalities that take place annually, over 2 million fatalities are caused by work
related diseases. The main objective is to assess the status of occupational health and
safety of a footwear manufacturing industry with respect to the Social Compliance.
Apex Footwear Limited pioneered the export of value added finished products export
in the leather sector of Bangladesh and is also involved in the local footwear retail
business with the second largest shoe retail network in the country. Overall
occupational health and safety management practice in Apex Footwear Limited was
found good. Though some deficiency was found during this short visit, the
commitment of top management towards occupational health and safety was
impressive. It can be noted that compliance is a continuous improvement process. The
beneficial impacts on the nation as well as human beings would only be meaningful
and sustainable development would only be possible if the adverse effects are
minimized through strict maintenance and control measures

Findings and Conclusion: Considering growing demand, the tannery industry in

Bangladesh is a potential sector. But unfortunately, this sector is not well promoted and
managed. This study states occupational health and safety conditions of a footwear
manufacturing factory. According to Bangladesh Labour Law (2006), factories need to
be cleaned and well-ventilated for a dust and fume free workplace. Bangladesh Labour
Law (2006) also dictates that factories should have the facility for adequate lighting,
safe drinking water, separate latrines and urinals for both male and female, precaution
for possible accidents to make safe A Case Study on Occupational Health and Safety
of Footwear Manufacturing Industry workplace for workers. Ensuring a safe and
environmentally friendly workplace does not always have to be costly or time
consuming, but implementation of occupational health and safety measures will lead to
a safe and efficient workplace, which will also increase work efficiency.Overall
occupational health and safety management practice in Apex Footwear Limited was
found good. Though Some deficiency was found during this short visit, the
commitment of top management towards occupational health and safety was
impressive. During this short visit, some good practices, as well as some deficiency
may have been overlooked.

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RESEARCH REPORT DPA50173 – PROFESSIONAL ETHICS

https://www.researchgate.net/publication/321166276_Safety_Culture_and_Issue_in_th
e_Malaysian_Manufacturing_Sector
3.
Writer Name : Danish Ali*a, Yusri Yusofb and Anbia Adam

Articles Objective:This paper highlights the Safety culture and issue in the Malaysian
Manufacturing Sector and emphasizes the high occupational accidents due to lack of
safety culture and non-compliance of the requirements of Occupational Safety and
Health Act 1994. The aim of this study is to review the occupational accidents
occurring in the Malaysia workplace since 2012-2016. Malaysia aimed to reduce the
occupational accidents, the results show by DOSH increase that Occupational Noise
Induced Hearing Loss 83.7%, occupational musculoskeletal diseases 4.4% and
occupational lung diseases 2.3%. But as per the record from DOSH that in the last
5-Years, the increment in the fatal accidents by Average 26%, Permanent Disability by
Average 71% and Non-Permanent Disability by 64 % are investigated only in
Manufacturing Industries. The government must show their high interest in such
vulnerable employees to accomplish the above aim. This step will be helpful for
planning to reduce the accidents in workplaces and it will also detect the prevention for
the future accidents

Findings and Conclusion:In conclusion, research on occupational accidents in

Malaysia is generally lacking and needs to be strengthened. Future research should
focus on high-risk industries (manufacturing, construction, agriculture and
transportation). Future occupational management systems and the role of a safer design
of the environment including equipment and machinery. The 8 MATEC Web of A
decent national DOSH framework is basic for the powerful execution of national
strategies and developers to strengthen the avoidance of work related diseases; it
should be incorporated [24]: 1. Laws and regulation and, where proper, aggregate
understandings joining the counteractive action of work related diseases; 2. Law
obedience instruments, including viable OSH investigation frameworks; 3.
Participation amongst administration and laborers and their delegates in the usage of
OSH measures; 4. Providing occupational health facilities; 5. Satisfactory components
for the accumulation and investigation of information on occupational diseases;6.
Occupational health and Safety information and training;7. Collaboration between
departments of Labour, department of health and social security schemes covering
work-related injuries and diseases. 4 In conclusion, research on occupational accidents
in Malaysia is generally lacking and needs to be strengthened. Future research should
focus on high-risk industries (manufacturing, construction, agriculture and
transportation). Future occupational management systems and the role of a safer design
of the environment including equipment and machinery. The effectiveness of OSHA
should be evaluated and measures to further implement it should be developed.
Comparative research into the effectiveness of occupational safety practices in our
country with other developed nations will be helpful.

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https://www.sciencedirect.com/science/article/pii/S2212567116000885

4. Writer Name :Fatini Hanim Binti Mohamed Taufek* , Zulhafiza Binti Zulkifle, Siti
Zubaidah Binti Abdul Kadir

Articles Objective: This study was conducted to determine the relationship between
safety and health practices and injury management among employees in the
manufacturing industry. The purpose of this study is to know the relationship between
safety and health practices and injury management among employees in the workplace.
Nowadays, most of the companies are not implementing safety and health practices
towards their employees. This will have an impact on accidents and injuries. The study
was being done among 132 respondents in two manufacturing companies, which are
located in Pahang. Thus, the data were collected by using questionnaires and analyzed
by using Statistical Package for the Social Sciences (SPSS version 22) software. In this
study, statistical analysis included is descriptive statistics, reliability and the correlation
test. In terms of result, it shows all hypotheses were accepted and the safety and health
practices indicated that they had a positive relationship with injury management.

Findings and Conclusion:As a conclusion, in this study, the researcher has explored
and identified the relationship between safety and health practices of safe work
environments (includes training and supervision, safe work procedures, consultation,
reporting safety and management commitment). From the reliability analysis, the result
shows all variables are reliable and valid. Thus, from the correlation test, the result
shows that all independent variables have a positive relationship to injury management.
Out of five safety and health practices (includes training and supervision, safe work
procedures, consultation, reporting safety and management commitment), the reporting
safety is highly correlated compared with other variables. This means, this variable
will give an important impact and show that the employees use reporting safety on
their safe work environments for their workplace,

The aim of this study is to identify the relationship between safety and health practices
of safe work environments (includes training and supervision, safe work procedures,
consultation, reporting safety and management commitment) as an independent
variable and injury management as a dependent variable. In this study, overall
independent variables are having a strong relationship with the dependent
variable.Many organizations did not really take the safety and health practices issue on
safe work environments (includes training and supervision, safe work procedures,
consultation, reporting safety and management commitment) as a serious matter. These
will lead to an increase the occupational accidents at the workplace. For the future
research should be improved safety and health practices on safe work environments for
employees to avoid injury and accidents. The employer must have good
responsibilities in handling their workers while doing their work.

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https://stmlportal.net/stmlgogreen2016/pdf/p782.pdf

5. Writer Name:Lim Hui Yee1 & Hussein Mohammed Esmail Abu AL-Rejal2

Articles Objective: In today’s world, the economic growth rapidly in industrialization

has been given a significant impact on distributions of income and quality of life. It has
also led to an increase in the number of workplace accidents in the manufacturing
industry. In Malaysia, people are still not very aware about the safety and health of
workers in the manufacturing industry. Therefore, this study aims to examine the
Safety and Health Practices that can be applied in the manufacturing industry and
identify the benefit of Occupational Safety and Health Practices. Besides that, this
study also identified types of hazards, injury and accidents that happen in the
workplace. This study was carried out in a case of the manufacturing sector in
Malaysia. The data were collected via an interview with Ong Chuan Hin Rice Mill Sdn
Bhd. Qualitative method was employed to achieve all the objectives. Therefore, the
data referred in this study consist of the primary and secondary data. Besides, it was
found that the selected industry was involved in Safety and Health Practices to reduce
accidents happening in the workplace. The significant from this study is to improve the
knowledge about the Safety and Health Practices to the workers and employees to
reduce the accidents in the workplace

Findings and Conclusion:Based on interviews, the most important of Safety and

Health Practices is the health and safety program which includes the safety training for
the worker to prevent the injury and accident in the workplace. The benefit of OSHP is
to maximize the organization performance which increased productivity because the
accident had been prevented. The most common hazard in the interviewed industry is
airborne hazard and the most common injury or accident is slips and trips. By applying
the Occupational Safety and Health Practices, the accidents and injuries happening in
the workplace will be relatively reduced. In conclusion, not much research has been
conducted regarding the Occupational Safety and Health Practices (OSHP). Therefore,
this study was to identify the practices which can apply in the manufacturing industry.
Through the interviews that have been conducted, we can identify more closely related
types of Safety and Health Practices, benefit of Occupational Safety and Health, types
of hazard and injury or accident will happen in the manufacturing industry

This study is to identify the Occupational Safety and Health Practices in the
manufacturing industry. The objective of this study was achieved through an interview
with the managing director of OCHRM Sdn Bhd. to share their experiences and
through the study of literature. Among the objectives of the study is to identify the
Safety and Health Practices that were applied in manufacturing industry to prevent
injury, identify the benefits of OSHP and to identify types of hazard, injury and
accident happen in the workplace.

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4.0 Discussion

According on the problem statement and solution that had been given above is not only able to
reduce problem for Employee Turnover from becoming force labor ,worker accommodation and
healthy & safety.Therefore this is why on this topic we need to emphasize disadvantages and
importance in order to protect employees turnover and the impact of this incident if it continues.

1) Forced Labour

Table 5 : International Labour Organization (ILO)

As we can see, in the year 2021, Top Glove has attained all green, indicating that all difficulties
have been resolved with the International Labour Organization (ILO). Top Glove are guided by
these few frameworks According to Corporate Governance:

● Board appointment and succession planning

The selection, nomination and appointment of suitable candidates to the Board follow a
transparent process, through the BNRC. The BNRC is also responsible for reviewing the existing
composition of the Board, identifying the gaps and subsequently recommending to the Board a
suitable candidate with the required skill set, expertise and experience. The Board had during its
meeting held in September 2022 resolved not to consider any active politician to be on the
Board.

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Top Glove is a firm advocate of corporate social responsibility and we understand that people
and community are the essence of our society. We ensure safe human protection globally not
only through our products, but also through various educational, environmental and community
projects. We are committed to uplift underprivileged communities through Top Glove’s
philanthropic arm, Top Glove Foundation.

Top Glove’s position as the world’s largest manufacturer of gloves has the potential to impact the
supply chain. We aim to be the role model of our suppliers and business partners for them to
embrace sustainability. We are committed to create a sustainable value chain by continually
engaging our business partners to support sustainability practices and providing customer
experience that exceeds expectations.

Top Glove’s unwavering reputation is grounded in its Business Ethics: Honesty, Integrity &
Transparency. We promote our core values to all employees from their first day at work as
earning the trust of stakeholders is of utmost importance for the future of our business. We are
committed to upholding good ethics and compliance to ensure good corporate governance within
the Group.

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The support from the Board of Directors, the Executive Chairman, Executive Directors and
Senior Management are important for the succession planning process. This will give all
employees an understanding and emphasis on the importance of succession planning to the
Company. Regular review and update for the succession plan is vital to ensure the Company has
reevaluated the hiring needs and assess the development progress of the selected candidates. Not
forgetting that succession shall be linked to the Company’s strategic planning and future
investment.

At Top Glove, our people are our greatest asset. They are key to our continued success and to the
delivery of our established, consistent, proven and successful strategy. The resilience and
commitment of our people and their unwavering dedication to keeping our operations running
safely and to providing the highest quality of service to our customers, despite the challenges
faced are testament to the quality of our people.

Upon joining the Company, all employees are required to acknowledge the Employee Code of
Conduct and adhere to the do’s & don’ts in the Conduct. 10 cases of breaching against Code of
Conduct were reported in FY2022. These involved cheating on attendance, overtime claim,
alteration of medical certification and abuse of power. These employees were required to explain
their actions for the Company’s further investigation. Appropriate disciplinary action was taken
against the perpetrators if proven guilty.

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The remedies to the problem of forced labor have certainly proven successful. The benefit that
can we get when do this solution is:

● Better Relations with Employees

By creating a work environment that is fair and free from coercion, the relationship between
company and employees tends to be harmonious, which can increase employee retention and
loyalty. In the relationship between employees and employers there are times when there is
disagreement or dispute between them. Managing disputes between employers and employees
effectively is very important to ensure that work can be managed and implemented in achieving
the objectives of an organization.

● Higher Productivity

Employees who don’t feel forced tend to be more productive and dedicated. They can make a
better contribution because they work voluntarily and without pressure. This will reduce
distractions and focus employees attention on one task at a time which can help increase
employees productivity. This is because, when employees focus on one task, employees can
complete that task more efficiently and effectively. If employees do too many tasks at one time,
employees may lose focus and not be able to complete their tasks well.

● Supporting the Local Economy

By employing workers fairly, companies support the economic well-being of local communities
and the country. This can indirectly reduce the unemployment rate in the country and help the
local population because the local workforce is needed due to forced labor banned in the
company.According to Civic Economics, for every dollar you spend at an independent business,
3 times more money is returned into the local economy, compared to that spent at a larger chain
(50 times more compared to an online retailer). This money is going right back into the
community you live and work in, helping support valuable programs for yourself and your
family.

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However, if the company not do any solutions about this matter, it will give bad impact to Top
glove such as:

● Bad Reputation
Top Glove has a bad reputation as a result of its involvement in forced labor cases. The firm
received unwelcome attention from a number of human rights organizations and the media,
which might affect its brand image among consumers and investors.While Customers and
businesses may choose not to buy from a company with a negative reputation, leading to
declining sales and reduced revenue.Once a company gains a bad reputation, it can become
difficult for the public and other businesses to trust it.

Bad reputation also may be impact to Top Glove Berhad such as below :

I. Stock Price Impact: Negative press and a bad reputation can affect a company's stock
price, causing it to drop. This hurts shareholders and can make the company more
vulnerable to takeovers or other financial challenges.
II. Customer Loyalty: Companies with a tarnished reputation might find that even their
loyal customers start to look elsewhere, eroding their established customer base.
III. Long-Term Impact: Even if a company addresses its issues and makes positive changes,
a bad reputation can linger for years, affecting the company's operations and prospects for
a long time.Addressing these concerns, ensuring ethical and sustainable practices, and
rebuilding trust are essential for any company in such a situation

● Pressure from Shareholders and Investors

Investors and shareholders can demand corporate social responsibility and take action to reduce
the negative impact of forced labor on business success. This might involve selling stock and
requesting changes to business policies.Investors may lose faith in the firm if they believe that
the negative reputation will result in lower sales, potential litigation, or regulatory fines. This
lack of trust might cause the stock price to fall.

➢ While shareholder and investor feedback is crucial and often leads to positive change and
better corporate governance.

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● Potential Decrease in Productivity and Financial impact

Involvement of labor in inadequate or forced working conditions may result in a decrease in
productivity, which may ultimately affect the quality and efficiency of production.One of the
primary causes of low production is poor management. Almost 80% of workers have faced
inadequate management, which demotivates them from giving their best to the business for
which they work. Next, the company’s financial performance can be affected, as investors and
shareholders may diversify from the company, impacting its stock price, financing and insurance
cost also rise.The disadvantages from this are below :

I. Financial Health Risks: Prolonged financial strain due to decreased productivity can
jeopardize a company's financial health, making it harder to secure loans, attract
investors, or reinvest in the business.

For any business, it's crucial to monitor productivity levels and address any potential issues
promptly to minimize these disadvantages and maintain a healthy operational and financial state.

● Disruption of Operation and supply chain

In the case of a strike or opposition from forced workers, the company's operations may be
hampered, resulting in financial losses and production unpredictability. Top Glove Labor may
disrupt and be a part of complicated global supply networks. Allegations of forced labor can
disrupt supply chains because customers and partners may withdraw from the firm to avoid being
associated with immoral behavior and the factors also from as below :

I. Reduced Competitive Advantage: A smooth and efficient supply chain can be a

significant competitive advantage. Disruptions can erode this advantage and provide
competitors with an opportunity to gain market share.
II. Strained Relationships: Ongoing supply chain issues can strain relationships with
suppliers, partners and customers, which can have long-term repercussions for business
collaborations.

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2) Worker Accommodation & Living Conditions

Employees with and without impairments, as well as companies and organizations, must
consider workplace accommodations. This research explores the mechanism and contingency of
the link between workplace accommodation and employee creative performance using
self-efficacy theory. We suggest that creative self-efficacy is the primary component that
improves employee creative performance through workplace accommodation.

According to JTKSM through the Employees’ Minimum Standards of Housing,

Accommodations dan Amenities Act 1990 (Act 446) enforces the requirements and regulations
that must be followed by employers when providing housing, accommodation and facilities for
employees. Apart from that, the enforcement also aims to create a safe, clean, and comfortable
living environment. Act 446 only applies in Peninsular Malaysia and the Federal Territory of
Labuan.

This is why : According to Corporate Governance Report 2022 ,Top Glove Corporation Berhad

Top Glove group has put in place its Diversity, Equality and Inclusion (“DEI”) Policy with the
objectives to become the employer of choice in attracting, retaining and rewarding a diverse and
performance driven workforce within an inclusive and equitable workplace, to create a work
environment that fosters dignity and respect, with a culture of zero tolerance at all levels for all
forms of biasness, favoritism, discrimination, bullying, harassment, bribery and corruption, to
provide equal access and fair opportunity to develop and for all employees to maximize their full
potential by valuing diversity interpersonally and institutionally and to value and leverage the
contributions of employees with diverse ideas, perspectives, cultures, backgrounds, skill,
experience and expertise to support the growth and resounding success of the Company and the
communities it serves.

In line with identity-blind diversity management, we embrace a continuous perspective of

disability in which everyone has a specific amount of impairment severity ranging from zero to

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severe. The association between workplace accommodation and creative self-efficacy, as well as
the aforementioned indirect impact, is moderated by disability severity, such that the positive
relationship and the indirect effect are larger for employees with a lower level of impairment.

The Board Committees, including the Independent Directors (IDs), are actively engaging with
the Management on all sustainability issues, including workers related issues listed on the right:

➢ Discussion on Act 446 issues

A rolled out plan to improve the living conditions and proper maintenance of the
amenities was initiated.

➢ Visited hostels and engaged directly with workers on-site

Provided recommendations and feedback from workers in the Klang Valley.

This Can helps them to create value such as :

Strong relationships with employees
Greater health awareness among employees
Stronger motivation to improve productivity
Safer work environment leading to lower incident rate
Continuous future leaders supply

The remedies to the problem of Worker Accommodation & Living Conditions have certainly
proven successful. The benefit that can we get when do this solution is:

● Improved well being and satisfaction of employee

A decent and adequate accommodation provides employees a comfortable and safe place to live,
resulting in an increase of their overall well being and work performance as employees are
satisfied, content and comfortable with their living conditions. Besides, employees may even
continue working for the company for years to come thus reducing the employee turnover rate of
Top Glove.

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I. Increased Productivity: Happier employees tend to be more productive. When

well-being is prioritized, employees can focus better, make fewer mistakes, and
accomplish tasks more efficiently.
II. Higher Employee Engagement: Employees who feel well-cared for are more likely to
be engaged in their work, participate in company activities, and contribute to
organizational growth.
III. Better Team Dynamics: Satisfied and happy employees tend to collaborate better,
leading to improved team dynamics and more effective teamwork.Improved well-being
can result in better concentration, creativity, and decision-making, which can elevate the
quality of work produced.

● Better work-life balance

Accommodation in strategic locations may significantly reduce the time and stress for
commuting to the workplace daily. Besides, it also gives the workers a chance to recover and rest
mentally and physically properly especially after exerting full energy at the workplace.
Well-rested and content workers are more productive. Providing good living conditions can
indirectly contribute to better work outcomes, lesser absenteeism, and higher worker morale.

Employees Employer

Reduced Stress: Proper work-life balance Reduced Turnover: Employees who

allows employees to decompress and reduces experience a good work-life balance are less
burnout, leading to decreased stress levels. likely to seek other job opportunities, leading
to reduced turnover rates.

Improved Mental Health: Time off from Team Morale and Cohesion: A company
work and adequate rest can lead to improved culture that emphasizes work-life balance can
mental well-being, reducing risks of lead to improved morale and a cohesive,
depression and anxiety collaborative team environment.

Personal Development: Employees can Flexibility: Encouraging work-life balance

pursue hobbies, further education, and other often means adopting flexible working
personal interests, leading to holistic personal arrangements, which can allow companies to
growth. operate across different time zones and cater
to diverse client needs more effectively
Table 6 : Benefit to Employees & Employer for Better Work Life Balance

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In today's fast-paced world, a proper work-life balance is not just a luxury—it's essential for the
well-being of employees and the success of businesses. Emphasizing this balance can create a
win-win situation where both employees and employers reap significant benefits

● Enhancing company’s reputation

In the age of information, poor living conditions can tarnish a company's image. Adverse media
coverage, consumer boycotts, or even sanctions from international bodies can have significant
financial and reputational implications for businesses. By providing good accommodations for
the employees, Top Glove reputation will be enhanced as it demonstrates how committed they
are to their workers welfare by fulfilling one of their basic needs which is a place to live.
Eventually, it will also promote the company as employees' choice and attract more potential
workers in the future.

Enhancing a company's reputation is paramount in today's business world. A strong, positive

reputation can lead to increased trust among consumers and stakeholders, greater profitability,
and a competitive advantage in the marketplace. Here are steps and strategies organizations can
employ to enhance their reputation:

I. Quality Products and Services: Consistently delivering high-quality products or services

is fundamental. Ensure that what you offer meets or exceeds customer expectations.

II. Ethical Practices: Uphold the highest ethical standards in all dealings. Avoid misleading

advertising, be transparent in financial matters, and ensure fair treatment of both

customers and employees.

III. Awards and Recognition: Aim for industry awards and recognitions. They can

significantly boost your reputation and validate your efforts.

IV. Collaborations and Partnerships: Collaborate with respected brands or influencers in your

industry. Such partnerships can enhance your reputation by association.

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● Human Rights and Dignity

Every individual has the right to basic living conditions that ensure their safety and dignity.
Adequate housing is a fundamental human right as outlined by international conventions and
treaties.We recognise the inherent dignity of all people. Everyone should be treated with respect
and zero discrimination. Fair labour practices, which include no forced labour and child labour as
well as committing to decent working hours in accordance with labour laws.

We recognise the inherent dignity of all people. Everyone should be treated with respect and zero
discrimination.

Individuals Enhanced Self-worth: Protection from Abuse: Access to Basic Needs:

Recognizing human Human rights provide Human rights ensure
rights and dignity safeguards against access to essentials like
ensures that individuals abuses such as torture, education, health care,
feel valued and worthy, discrimination, and and a standard of living
promoting self-esteem arbitrary detention. adequate for health and
and mental well-being. well-being.

Societies Social Cohesion and Strengthened the aggregate of people

Peace: Societies that Democracy: Respecting living together in a more
respect human rights human rights and or less ordered
tend to be more individual dignity fosters community.
cohesive and democratic principles,
experience fewer allowing for active
internal conflicts. participation of citizens
in governance.

Organizations Enhanced Reputation: Attracting Talent: Many Risk Management:

Companies that uphold professionals prefer to Respecting human rights
human rights in their work for organizations can prevent potential
operations and value that respect human lawsuits, boycotts, and
chains often have a rights, leading to a more other issues related to
better reputation. motivated and dedicated human rights violations
workforce.

Table 7 : Benefit for Individuals , Societies & Organisation (Human Dignity)

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3) Health & Safety

Workplace safety and health standards can minimize employee diseases and injuries, hence
reducing the possibility of fatality. These processes can assist both the company and the
employees in understanding the possible dangers in their workplace.Underscoring the
importance of employee welfare, Top Glove creates a unique health-centric culture. In order for
us to stay competitive and able to achieve new heights, it is important for us to have strong and
healthy people with good values to bring us there. With this in mind Top Glove Corporation
Berhad practices the 5 Healthy Wells: Clean Well, Eat Well, Work Well, Exercise Well & Sleep
Well to ensure we are able to contribute positively to our family, company and society.

The following is an example of accident rate decrease figures from the Department of
Occupational Safety and Health for the industrial industry. It demonstrates that a considerable
drop began in 2010 and continued until 2020, when it reached a tolerable level owing to a variety
of internal and external variables.

Top Glove is one of few manufacturing companies in Malaysia with a Zero Harm and Safety
Health Emergency Preparedness Programme and a Workers’ Health Protection Programme. The
Company provides medical coverage and benefits to all our employees, including our foreign
workers, within the stipulated requirements. These 4 benefits are provided at the Top Glove
Global Doctors (TGGD) Medical and Dental Clinic, TGGD First Aid Care, and the Company’s
panel clinics. 6.2 Under these programmes, Top Glove’s factories have a designated First Aid
Room equipped with cardiac emergency, immobilization, and stabilizer and mobiliser equipment,
which are facilities that go beyond the requirements set out by the Malaysia’s Department of
Occupational Safety & Health (DOSH), under the Ministry of Human Resources. 6.3 The
factories’ First Responders and Safety Health Officers also work in tandem with a 24-hour
emergency response team. Top Glove has invested in two 24-hour emergency ambulances with
trained paramedics. The ambulances are stationed at the TGGD Medical and Dental Clinic,
which is at the Company’s 23-storey Corporate Office and just a 10-minute drive to Top Glove’s
Klang factories.
As an additional service to our employees at our Westlite-PKNS accommodations (Westlite) in
Kelana Jaya, the Company has set up the TGGD First Aid Care whose operating hours are

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Monday to Saturday; 9am to 1pm. Top Glove will continue to review or prolong the operating
hours of the TGGD First Aid Care as per requests from our employees. This is an extra benefit
provided Top Glove for the convenience of our employees at Westlite

Workplace health and safety issues need to be addressed and resolved according to Top Glove
Corporation for several important reasons such as:

● Protection of Human Lives

The most fundamental reason is the preservation of human lives. Addressing health and safety
issues is essential to prevent accidents, injuries, and fatalities in the workplace. Every worker has
the right to a safe work environment that protects their life and well-being.

● Mental and Emotional Well-being

A safe and healthy workplace contributes to the mental and emotional well-being of employees.
Reducing stress, anxiety, and the risk of workplace harassment or discrimination is crucial for
overall employee well-being.This is why manufacturing workers' mental health ranks at the
bottom 10% of industries. That can lead to high employee turnover and hurt the bottom line. By
nature, manufacturing workplaces may negatively affect mental health. Demanding production
goals and shift work are among the biggest stressors.

● Productivity

Productivity, which measures how effectively resources (like labor and capital) are being used to
produce output (like goods and services), are vital in various contexts, from businesses to entire
economies. Here are the reasons why it's essential to show and measure productivity. Safe and
healthy employees are more likely to be productive. When employees are not worried about their
safety or health, they can focus on their tasks, leading to increased efficiency and quality of
work. As below :

I. Performance Assessment: Productivity metrics help organizations and economies gauge

performance over time. By measuring productivity, they can determine if they are
improving, stagnating, or declining in terms of efficiency.

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II. Resource Optimization: By analyzing productivity data, companies can identify where
resources might be underutilized or wasted, allowing for better allocation and
optimization of these resources.

● Reduced Absenteeism

Addressing health and safety concerns can reduce absenteeism due to workplace-related injuries
or illnesses. This, in turn, ensures a stable workforce and minimizes disruptions in workflow.
Then it can improve workplace relationships because consistent attendance can help build
positive relationships with coworkers and superiors. Failure to address health and safety issues in
a company like Top Glove can have serious consequences, both for the employees and the
organization as a whole. Some potential consequences of not resolving health and safety issues
include:

I. Improved Work Quality: Consistent staffing ensures that tasks are completed by
experienced, trained employees rather than temporary replacements who might not be
familiar with the job's nuances.
II. Employee Engagement: Reducing absenteeism often involves addressing the root
causes, such as workplace conditions or employee health programs.

III. Employee Injuries and Illnesses: The most immediate and significant impact is the risk
of workplace injuries, illnesses, and accidents. In a company that produces gloves and
other protective equipment, failure to ensure employee safety could lead to injuries from
equipment, chemical exposure, or other workplace hazards.

IV. Loss of Life: In extreme cases, inadequate health and safety measures can result in
fatalities, which not only cause immeasurable human suffering but can also lead to legal
and financial repercussions for the company.

V. Decreased Employee Morale: An unsafe work environment can lead to lower employee
morale, increased stress, and reduced job satisfaction. This, in turn, can result in reduced
productivity, higher turnover, and difficulty attracting new talent.

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According to what Top Glove has done to deal with employee health and safety issues as written
in the solution above has been effective as shown in the table below:

Table 8 : cases of accidents by sector in Malaysia during the months of January to March 2023

The table above shows the cases of accidents by sector in Malaysia during the months of January
to March 2023. When we look at the table, it shows a decrease in accident cases in the
manufacturing sector. This proves that the measures that Top Glove companies are taking to
address employee health and safety issues have been effective compared to the previous year.

Other than that, according to the Scope of Top Glove Customer Code of Conduct, Top Glove has
promoted to their customer about Harassment and Violence that Top Glove expects all Top
Glove customers to practice the value of respect and to not tolerate any form of harassment or
violence. “Harassment” generally includes any form of unwelcome conduct towards another
person that has the purpose or effect of creating an intimidating, hostile or offensive work
environment for that person, and about Occupational Safety and Health. Top Glove prides
itself on providing a safe and harmonious workplace environment for its employees, conducive
to career and personal growth through a Zero Harm culture.

As safety is top glove's priority, top glove expects their customers to also strive and ensure a
safe and healthy workplace and living conditions (if applicable) for their employees. Top glove
customers should protect their workers from exposure to potential occupational health and safety
hazards that are likely to pose an immediate risk of permanent injury, illness or death. Always

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remember that no job is so important and no task is so urgent that it cannot be done safely. Safety
and health always come first!

However, leading glove companies need to study employee health and safety issues in terms of
employee culture and management style. This is because it can lead to:

Different employee culture

➢ Communication Barriers: Differences in language and communication styles can lead to

misunderstandings and miscommunication among team members.
➢ Cultural Conflicts: Cultural clashes or misunderstandings can create tension and conflict
within the workplace.
➢ Different Work Ethics and Expectations: Workers from different cultures may have
varying work ethics, expectations, and approaches to tasks, which can lead to frustration
or inefficiencies.
➢ Remote vs. In-office Culture: Especially relevant in today's evolving work landscape,
remote workers might develop a different work culture compared to those who work in
the office.

Management style

➢ Employee Stress: A strict management style can lead to increased stress and pressure on
employees, especially if they feel they are constantly being monitored and criticized for
any safety violations.
➢ Fear of Reporting: In some cases, employees may be afraid to report safety concerns or
incidents due to fear of repercussions or discipline from strict management.
➢ Reduced Initiative: Strict management can discourage employees from taking the
initiative to improve safety procedures for reporting hazards, as they may feel that their
ideas or feedback are not valued.

Recognizing and understanding these different cultures within an organization is crucial. It

allows for better communication, reduces misunderstandings, fosters respect among employees,
and ultimately leads to a more harmonious and productive work environment. Effective leaders

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and HR professionals should be adept at navigating these cultural differences and creating an
inclusive environment where all employees feel valued.

When healthcare organizations practice due diligence, they are taking all reasonable precautions
to prevent work-related injuries and illnesses, enhance safety, and advance the health of
employees and patients. When incidents and accidents occur, they record and follow up on them.
Healthcare employers who strive to identify workplace hazards and develop plans for
corresponding preventive and corrective actions report positive outcomes.

Studies show that injuries and incidents decline while workforce productivity and morale,
compliance and cost containment/revenue generation improve when there is a culture of health
and safety infused throughout an organization. Many healthcare institutions rely on automated
occupational health management systems to support their employee health and safety efforts on a
daily basis. The case studies contained in this booklet describe how four hospitals and health
systems use UL Workplace Health and Safety’s Occupational Health Manager (OHM®) solution
to achieve their goals.

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RESEARCH REPORT DPA50173 – PROFESSIONAL ETHICS

5.0 Conclusion.

Management by values is a relatively young and evolving idea. Numerous empirical research has
proven that value systems are motivators that influence employee behavior and so contribute to
the organization's overall performance.To summarize, the functioning of regulations in the firm
under investigation should be clearly specified as the key principle in the organization's
operations. They inform recruiting decisions, guide training, serve as the focal point of
motivational initiatives, and are present in all interactions with stakeholders, particularly clients.

Because of the consistent implementation and monitoring of the standards' operation in the
enterprise, the firm has seen continuous growth for more than eight years, offers its employees
with a high level of job satisfaction, and ensures steady profits for the company's owners.
Management by Values: A Case Study of a Recruitment Company 55in Mondi Polska (with their
specific tools) may be utilized in other businesses, which is the article's applicability value.

The current study, while providing some insights into the implementation of management by
values, is not without limits. The findings are particularly specific to the investigated firm. More
study is needed to investigate similar findings in additional companies from various
industries.Despite the directions provided in the topic literature on how to use MBV, this idea
nevertheless poses several obstacles for both practice and science. It would be fascinating to
expand the research into values-related areas such as the idea of OHS (occupational health and
safety) culture. (2019, Piwowar-Sulej)

Health and safety is one area where HR professionals can help to support human capital for the
long-term viability of businesses. Due to a number of workplace accidents, management boards
of industrial businesses have emphasized the importance of human health and life in particular.
The dilemma arises as to which position (if any) safety concerns would be put among the values
chosen by the employees themselves. According to various data, workplace accidents occur as a
result of poor employee conduct.

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References

1. Top Glove (2022) Social_Sustainability Report

https://www.topglove.com/storage/annualreports/November2022/SUSTAINABILITY%

2. Top Glove Anti Bribery & Anti Corruption HandBook

https://topglove.com/downloadgovernance/policies/48/anti-bribery-and-anti-corruption

3. DOSH. (2015). Retrieved September 22, 2016, from Occupational Accidents Statistics
by Sector:
http://www.dosh.gov.my/index.php/en/archive-statistics/2015/1713-occupational-accident
s-statistics-by-sector-until-december-2015

4. Katarzyna Piwowar-Sulej.Rafał Mroziewski (2020),Management by Values: A Case Study of

a Recruitment Company
https://www.researchgate.net/publication/347247342_Management_by_Values_A_Case_Study_of
_a_Recruitment_Company

5. Lorena Hernández von Wobeser, Universidad del Caribe, México Graciela Ramírez
Escamilla, Universidad del Caribe, México Irmgard von Wobeser, Von Wobeser Human
Consulting, SC, México ( May/June 2013) Case Study Of Employee Turnover At Ice
Cream Deli In Mexico
https://clutejournals.com/index.php/JBCS/article/download/7795/7859/31103

6. Top Glove (2022) Social Sustainability Report based

https://www.topglove.com/social

7. Top Glove (2022) Environmental Sustainability Report based

https://www.topglove.environment

8. Top Glove (2022) Governance Sustainability Report based

https://www.topglove.governance

9. Top Glove (2019-2022) Covers group level full time employee

https://www.topglove.our-people

10. Glass Door Review For Top Glove

https://www.glassdoor.com/Reviews/Top-Glove-Reviews-E398881.htm

11. Malaysia charges Top Glove over quality of worker housing.

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RESEARCH REPORT DPA50173 – PROFESSIONAL ETHICS

https://www.reuters.com/world/asia-pacific/malaysia-charges-top-glove-over-quality-wor

12. Mohammad and A. Jahangir, “Factors influencing Intention to Quit or Stay in Jobs: An
Empirical Study on Selected Sectors in Bangladesh,”Stamford J. Bus. Stud., vol. 6, no. 1,
pp. 142–164, 2014, [Online]
https://www.researchgate.net/publication/292963289_Factors_influencing_Intention_to_
Quit_or_Stay_in_Jobs_An_Empirical_Study_on_selected_sectors_in_Bangladesh.

13. Statistics on DOSH 2022

https://www.dosh.gov.my/index.php/statistic-v/occupational-accident-statisticsAT+

14. IMPROVEMENT REPORT (2022)

https://www.topglove.com/continuous-improvement-report#:~:text=OUR%20EFFORT

15. Yuvika Iyer, June 10, 2022 Herzberg's Two-Factor Theory in Project Management
https://www.wrike.com/blog/what-is-herzbergs-two-factor-theory

16. The Edge Malaysia 2023 :Top Glove Issue based on the edge market.com
https://theedgemalaysia.com/article/top-glove-pay-rm136m-migrant-workers-remediatio
n-recruitment-fees#:~:text=KUALA%20LUMPUR%

17. Business Times (2021) : Top Glove solve forced labor issue
https://www.nst.com.my/business/2021/04/685512/top-glove-resolves-forced-labour

18. Top Glove Issue (2023): Force Labour Indicators

https://theedgemalaysia.com/article/top-glove-resolves-all-11-ilo-forced-labour-indic

19. Azimah Ninggal,Ishak Bin Haji Abd Rahman, Azmi bin Aziz (2021) Fenomena Pusing Ganti
pekerja ,Journal of Islamic, Social, Economics and Development (JISED)
http://www.jised.com/PDF/JISED-2021-39-09-18.pdf

20. Mohammed Rashid Al-Qahtani, Dr. Yousr Gadhoum aSaudi Arabia Basic Industries Corporation,
Saudi Arabia Prince Mohammed Bin Fahd University, Saudi Arabia (2016) EMPLOYEE
TURNOVER IN THE MANUFACTURING ORGANIZATION: CASE OF THE EASTERN

https://apiar.org.au/wp-content/uploads/2016/08/22_APJABSS_ICABSS_BRR775_BIZ-274-296.

21. H.Y.M. Abesinghe; H.H.D. Madhumal; W.K.N. Shashikala; K.K. Kapiyangoda (2021)
STRATEGIES FOR OVERCOMING EMPLOYEE TURNOVER: CASE-STUDY OF A TEA
MANUFACTURING COMPANY

https://www.maco.jfn.ac.lk/jbs/wp-content/uploads/2023/02/Article-01.pdf

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22. Sahiri, M. N. (2015). Employee Motivation, Workplace Environment and Workplace

Diversity Influence on Organizational Performance. 1-77.

23. Taufek, F. H. (2016). Safety and Health Practices and Injury Management in
Manufacturing Industry. 7th International Economics & Business Management
Conference, 705-712.

24. Zainudin, Z. F. (2010). The Impact of Organizational Safety and Health (Office
Ergonomics) on Employees Productivity. 1-58.

25. Shekh, M. I. (2015). A Study of Health and Safety: A Study of Selected Employees in
Innovative Cuisine Private Limited. Maharaja Sayajirao University, 1-73.

26. Hussian, M. Y. (2013). The Relationship Between Safety Climate and Safety
Performance. 1-81.

27. Chandrakumara, P. (2011). Value of Values for Practicing Managers and Leaders.
Problems and Perspectives in Management, 9(2), 80−88
28. Zhang, Y., Dolan, S. & Zhou, Y. (2009). Management by Values: A Theoretical Propos‑al
for Strategic Human Resource Management in China. Chinese Manage-ment Studies,
Vol. 3, No. 4, 2009, 272−294, doi:10.1108/17506140911007468.

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List Of Table

Table 1 : Advantages & Disadvantages review from glassdoor.com………………………………

Table 2 : Total Employee & Voluntary rate %……………………………………………………...

Table 3 : Occupation Accident Statistics by Sectors ……………………………………………….

Table 4 : Investing RM200 mil in Workers’ Hostels……………………………………………….

Table 5 : International Labour Organization (ILO) ………………………………………………..

Table 6 : Benefit to Employees & Employer for Better Work Life Balance………………………

Table 7 : Benefit for Individuals , Societies & Organisation (Human Dignity) …………………..

Table 8 : Cases of accidents by sector in Malaysia during the months of January to March 2023..

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List Of Diagram

Diagram 1 : Internal and external factors………………………………………………………….

Diagram 2 : Factors of Employees Turnover……………………………………………………….

Diagram 3 : Rate of total employed and Voluntary from 2019 to 2022…………………………...

Diagram 3 :Two factors actions by Frederic Herberg………………………………………………

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List Of SLR

● Force Labour

http://www.jised.com/PDF/JISED-2021-39-09-18.pdf
https://www.ilo.org/wcmsp5/groups/public/---ed_norm/---declaration/documents/publication/wcm
s_101171.pdf
https://apiar.org.au/wp-content/uploads/2016/08/22_APJABSS_ICABSS_BRR775_BIZ-274-296.
pdf
https://www.maco.jfn.ac.lk/jbs/wp-content/uploads/2023/02/Article-01.pdf
https://scholarworks.waldenu.edu/cgi/viewcontent.cgi?article=9939 context=dissertation

● Worker accommodation or Living Conditions

http://www.jised.com/PDF/JISED-2021-39-09-18.pdf
https://ijeas.untan.ac.id/index.php/home/article/download/zubir_and_rahim_v1n2/13/450
https://www.ebrd.com/downloads/about/sustainability/Workers_accomodation.pdf.
https://electronicswatch.org/migration-in-a-digital-age_3542.pdf
https://www.researchgate.net/publication/332433101_A_Study_on_Workplace_Fun_Affects_Em
ployee_Engagement_Case_Study_of_Manufacturing_Industry

● Healthy & Safety

https://www.researchgate.net/publication/313762140_A_CASE_STUDY_ON_OCCUPATIONAL
_HEALTH_AND_SAFETY_OF_FOOTWEAR_MANUFACTURING_INDUSTRY
https://www.matec-conferences.org/articles/matecconf/pdf/2019/48/matecconf_mtem2019_05008
.pdf
https://www.researchgate.net/publication/321166276_Safety_Culture_and_Issue_in_the_Malaysi
an_Manufacturing_Sector
https://www.sciencedirect.com/science/article/pii/S2212567116000885
https://stmlportal.net/stmlgogreen2016/pdf/p782.pdf

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Notes Page

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