Business Canvas Model

Key Partners Key Activities Value Proposition Customer Customer Segments

Relationships
Hire Skilled Space saving

Stakeholder
labor modern One to one People
Modern furniture interaction ageing 25
s
design Multipurpos with
Govt. e used and above
Home customers
Middle
Supplier delivery
Flexible and
Social media income
Exporters Home
customized
feedback and family,
design
service service. Upper
Less time
Customize consuming to Discounts on middle
option deliver loyal income
customers Family
Ensuring Low price
that there than Membership Newly
will be no competitor. card Married
waste People who
have less
Key Resources Channels
spacious
Equipment Face to face houses
Machinery selling Offices and
Factory Online selling industries
Labor
Woods
Skilled
Employees
computer

Cost Structure Revenue Streams

Factory cost Increase sales through online selling and from

Equipment cost physical outlets
Labor cost
Employees cost
Buying of woods and raw material cost
Marketing costs
Online social media costs
Pricing Strategy

We will choose cost added pricing strategy. We will add some percentage to the actual cost and
then set the price.

Social responsibility

Our unemployment rate is very high in our country. So, we will hire local employees to help
them and to somehow contribute to eradicate the unemployment problem of our country.

Sustainability

We will try to be socially active and once we have a big amount of profit we would try to build
institutions for the welfare of the society. We will also try to be as Green as possible by not
dumping our wastes here and there and as we are cutting trees, we will also try to join any tree
plantation movement as well.

Business Environment
Business environment is the combination of internal and external factors that influence a
companys operating situation.

PESTEL ANALYSIS

Pastel analysis looks at the six factors that might affect a company or business. Those factors are
political, economic, social, technological, environmental and legal factors. So this analysis will
monitor the external factor of business that may have impact on business.

Political

The political situation of Bangladesh experiences political instability every year especially in the
last 4-5 years. There were continuous strikes and blockade for 4 months during 2013. Moreover,
there was a terrorist attack in Gulshan which has brought fear and concerns in the minds of the
people and also it has put effect on the businesses. Due to these political instabilities, many
businesses had to go through bad times. But Bangladesh political situation is in control now.
Government is keeping the political environment in control and they are trying to avoid strikes
and blockade for the 8 people. So, TransComfort Furnitures is a new business with new
product idea and it will get plenty of help from the government.
 Economic

Economic factors have a direct impact on any business. Bangladesh has an unpredictable GDP
growth rate, even though it has been increasing over the last few years . It experienced many ups
and downs. Moreover, Bangladesh is suffering unemployment problem and there is also lack of
skilled labor for certain industries. The inflation rate of Bangladesh is decreasing. In 2016 June,
the inflation rate was 5.53% which reduced to 5.40% in July. Economists said that the inflation
rate of Bangladesh will decrease more. The labor cost is moderately low in Bangladesh. Labor
cost is 3 dollars a day which makes Bangladesh one of the most business friendly countries.

Social

Bangladesh is a developing country. People of this country are very fashionable and they accept
new changes. People appreciate new products and now a days people are more aware about
product quality. As a result, Bangladesh is becoming a socially and culturally flexible. Also, as a
developing country, the middle class section of the society is booming now and there is a rise in
the income level of the people. More income directs to more consumption.

Technological

Bangladesh is getting advanced in technological sectors. The current took a project to transform
Bangladesh into digital Bangladesh.. People do order their product online, e-commerce is also
booming in this country. Payment system of this country has also improved e.g. online payment
system, Rocket payment system, Bkash payment system etc. So, we can say all those factors
making our country technologically advanced. Online servicing has become easy and every
company is adopting this.

Environmental

Bangladesh is a low-land and revering country which makes the country business friendly
environment. Though Bangladesh has a modest weather, where rapid climate change has become
a burning issue for business. Deforestation and global warming will have direct impact on
businesses like ours whos business dependence is on the environment. Very often, Bangladesh
has suffered from any natural disaster e.g. flood, tornadoes and cyclone etc.
 Legal

Legal factors got both side internal and external side. Legal factors have a huge impact on
business. The existing Bangladeshi legal legislation in force is as follows:

Patent& Design Act of

Copyright Act
Trademark Act
Patent
Trade Regulations
Foreign Trade etc.

PORTERS FIVE

Threats of
new entry

Buying
Supplier competitive
power of
power rivalry
customers

Threats of
substitution

Supplier bargaining power

The number of supplier of our company will not be many. We will be the producer of our wood.
As we will try to maintain our product quality, so we will import our raw materials from abroad
e.g. Color, varnish equipment, metal etc. So, we will have fewer suppliers. We can collect the
woods ourselves as well. In this case supplier bargaining power is low.

Buyers bargaining power

The price of the product will be fixed and also we will keep the price as low as possible.
Company will also offer membership card and discount offers. This is how, the company will
keep good customer relationship and control customer bargaining power. We are offering unique
space saving furniture. Our customer will not get this product from anywhere else. So, in this
case customer bargaining power is low.

Competitive rivalry

The idea of our product offerings is new to this country. We will produce the furniture that can
be used for multiple purposes and space saving purpose. Though there are some furniture
companies that can be count as a competitive rivalry e.g. Nadia, Hatil &OTOBI etc. these
companies are big companies. They can easily imitate our new idea and as they have a
widespread name, they can outperform us. In this case, competitive rivalry is high.

Threats of substitution

The company will sell unique products and it is not possible for the customer to make such
product manually. Neither many companies can find the skilled labor needed for such product
making as they are scarce. There is no alternative option of furniture .so the threat of substitution
is low.

Threats of new entry

Threats of new entry are low; high investment needed and it is not easy to afford. Also
special skills are needed to design and make these products which are hard to find.

SWOT ANALYSIS
 Strengths
Unique product
Easy access to resources
Product can be used for multiple
purposes.
Reasonable price of the product
Varity in product.
Exclusive design of product.
Quality product.
Trained workers.
Companys own wood manufacturing.
Fewer competitors.
Opportunities
Online booking of product.
Expansion of showroom throughout the
country.
Cost efficient technology.
Increased export opportunity.
Increased number of customers.
Development in product design.
Description of Key Personnel
CV of MD. Moshiur Rahman
Md. Moshiur Rahman
Weaknesses
Less concern among people
about such products
Less accessibility in
international market.
Lack of distribution channel.
No cost-efficient delivery option
provided.
No flexible pricing.
No developed website.
Threats
Possibility for other furniture
company to use our idea.
Downward pricing pressure.
Oligopoly market.
Use of substitute product e.g.
plastic, metal
Increasing number of competitors.
Political instability.
Address: House# 63, Road# 02, Mohammadia Housing Ltd.,
Mohammadpur, Dhaka
Phone: 01758934982
Email: moshiurr.prince@gmail.com
LinkedIn: https://bd.linkedin.com/in/moshiur-rahman-605710ab

Career Objective

Dedicated and motivated business graduate interested in building a career in a reputed company. Adamant
to work for the mutual growth of own career as well as for the growth of the organization with merit and
endeavor.

Education

NORTH SOUTH UNIVERSITY

Dhaka
Bachelor of Business Administration (BBA)
Spring, 2017
Major: Human Resource Management
CGPA: 3.23 on a scale of 4.00

NOTRE DAME COLLEGE

Dhaka
Higher Secondary Certificate (HSC)
2012
Group: Science
GPA: 5.00 on a scale of 5.00

SAINT JOSEPHHIGHER SECONDARY SCHOOL

Dhaka
Secondary School Certificate (SSC)
2010
Group: Science
GPA: 5.00 on a scale of 5.00
 Personal Strengths and Capabilities

Competitive, Time Management, Decision Making, Good Communicator,

Problem Solving, Team Player, Flexible when needed.

Extra-curricular Activities

SHANGSKRITIK SHANGATHAN, NORTH SOUTH UNIVERSITY

October 2013 March 2014
General Member

Skills & Interests

Technical: MS Word, Powerpoint, Excel, Troubleshooting

Language: Proficient in Bengali and English in terms of Listening, Reading, Writing and Speaking
Interests: History, Reading Books, Sports, Travelling

Academic Project Works

Strategic Management Report on Robi (Year- 2016)
Ethics Report on Advertising Industry of Bangladesh (Year- 2016)
HRPP on a textile company (Year- 2015)
Comparative SHRM report on local and foreign agro based companies (Year- 2016)
IHRM report on Mexico (Year- 2016)
Industrial Relations report on 8 companies from 4 different industries in Bangladesh (Year- 2016)
CV of Raisa Rahman
Raisa Rahman
14 Siddeshwari Road
Dhaka-1217, Bangladesh
Phone: 01718488797
Email: raisarahman55@yahoo.com

Career Objective
Prefer to work in such an environment where creativity, knowledge and honesty is up to the highest
standards and sincerity and hard working is a key factor and evaluated.

Education

NORTH SOUTH UNIVERSITY

Dhaka
Bachelor of Business Administration (BBA)
Summer, 2017
Major: Accounting & Finance
CGPA: 2.87 on a scale of 4.00
Relevant Coursework: That matches to your career objective.

VIQARUNNISA NOON COLLEGE

Dhaka
Higher Secondary Certificate (HSC)
2012
Group: Business Studies
GPA: 5.00 on a scale of 5.00

VIQARUNNISA NOON SCHOOL

Dhaka
Secondary School Certificate (SSC)
2010
Group: Business Studies
GPA: 5.00 on a scale of 5.00

Extra-curricular Activities

ART & PHOTOGRAPGY CLUB, NORTH SOUTH UNIVERSITY September 2013-

April2014
General Member

Skills & Interests

Technical: Microsoft Excel and Access, Powerpoint.

Language: Fluent English, Native Bengali.
Interpersonal skills: Competitive, Time Management, Decision Making, Good Communicator,
Problem Solving, Team Player.
Interests: Travelling, Swimming, Reading books, Exercise.

Academic Project Works

Report on Implications of the mechanics of Managerial Accounting (2015)
Project on financial analysis and risk assessment (2016)
Strategic Management Report on IDLC Finance Ltd (2016)
Ethics Report on Medical Service Industry (2016)
Financial analysis report on IBN SINA PHARMACEUTICAL INDUSTRY LTD (2015)

Production Plan
Manufacturing Process

Our production cost will be TK 1, 30, 00,000. And we are expecting 30.55% return on
investment. We will distribute the log to sawmill for starting the manufacturing process of
furniture.
We will be making the eco woods but there will be no subcontractors. We will collect the woods
from different saw mills and our woods will come from different parts of the country. Our
manufacturing process will be as follows:

Receiving of Timber

Checking of timber in terms of size and moisture content.

Each bundle is documented and released to production floor for processing.

Cutting & Molding

Selecting from the received timber bundle, we will cut those timbers in ordered or
required sizes and shapes.
Cut timber is then bundled, which is then processed at our molding section.
Documentation and identification of each bundle is properly done.

Component Fabrication

Molded timber is processed by different machines depending on its shape and design to
acquire the proper features
These components are then carefully sanded to round all sharp edges and smoothen out
all surfaces.

Assembly

Each component will be assembled accordingly to form the part of the intended
furniture.
Joints are glued together to form a strong bond. Assembled parts are then stacked
together and labeled for traceability.

Finishing & Packing

Assembled parts are dipped in teak oil and wiped dry to achieve the brown/teak
finishing.
 Teak oil acts as repellent of wood destroying insects, fungicide, as well as providing
some weather and UV resistant to the wood.
These parts are left for a period of time for the teak oil to cure and dry. They are
inspected again before being packed into carton boxes.

Delivery

Finished products will be loaded into containers according to customer's order.

These containers are then shipped out to our customers from all around the world.

Our products will be divided in two depending on the type of furniture manufactured
Household furniture. Prices will vary between the ranges of 50000-70000 Tk.
Commercial furniture. Prices will vary between 70000-100000 TK

As our products will be used for multipurpose so we have estimated that the price will be
83000 TK on average for all the furniture given below:

Sofa + Bookshelves
Sofa + Bed
Dressing Table + Cupboard
Table + Chairs compressed in a single shape.

Physical plant

Our plant will be established in Savar area because that area will have a lot of saw mills and
from that place we will get our desired wood products. We have budgeted TK 10,000,000 for our
plant.

Machinery and Equipment

So, we need these following things:

Furniture making equipment

Eco wood treatment machine consisting of non-stain wood strain
Maintenance related equipment
 Waste management equipment

Names of Suppliers of Raw Materials

The basic raw material for manufacturing of furniture is wood. Wood obtained from the forest is
of prime quality. Dry woods are the best for furnitures, wet ones change shapes. Forest wood is
easily available in the market. Types of wood used in manufacturing furniture are:

Mahogany Wood
Segun Wood

Raw material wood is easily available from the forest reserve which comprise of almost 42% of
the area. Other material used in the furniture manufacturing process is nails, screws, glue, spirit,
thinner, Varnish, sealer, hardener, etc. These raw materials are easily available in the market.

There will be lots of local suppliers. We will collect our raw materials like wood from various
areas like Sundarbans, Rangamati, Chittagong and Bandarban. As our factory will be
located in Savar we will get low cost labor, easy transportation to Dhaka and easy
transportation of raw materials from Sundarbans. Savar has a lot of saw mills in that area
so getting woods would not be a problem. We will look at the ones which ones will be
providing us with the lowest cost rate possible. So, we did some research and found this saw
mill.

Operational plan

Costs of Operation
Equipment Amount Cost

Touch screen tablet 2 43,000

Laptop 2 150,000
Plastic Chair 10 3,000
Plastic Table 2 4,000
Credit Card machine 1 10,000
Generator 2 2,85,000

Sofa 3 50,000
Paper 300 3,000

Pen 100 1,000

Stapler 3 200
Fan 4 20,000

Light 6 5,000
Marker 10 800

Pickup truck 1 3,00,000

Total 875000
 Organizational plan
Roles and Responsibilities of Members Organization

a. Name: Raisa Rahman

Position: Accounts Manager
Responsibilities:
Creating the Mission and Vision of the company.
Formulating short term goals.
Making daily management decisions.
Keeping track of all departments and their performances.
Finding out potential problems in the operations and solving them strategically.
Making new and profitable strategies for the organization.
b. Name: Sarwary Rahman
Position: Financial Manager
Responsibilities:
Developing financial and tax strategies.
Forecasting the projected sale and revenue.
Managing capital and budgeting decisions.
Managing accounting, taxation and the treasury departments.
Administering negotiation acquisitions.
c. Name: Nusrat Jahan
Position: Marketing Manager
Responsibilities:
Segmenting and developing the target markets
Developing unique and creative marketing campaign for the potential customers.
Implementing and overseeing marketing budget.
Having contingency ideas if previously implied ideas dont work.
Reporting feedback to the board members.
d. Name: Md. Moshiur Rahman
Position: Head of HR
 Responsibilities:
Building contacts with potential suppliers and customers
Using IT systems to improve quality and performance of the business.
Maintaining strong relationship with the suppliers.
Keeping track of the prices offered by different suppliers.
Managing the supply chain effectively and efficiently.
Keeping records of inventory and utility costs.
e. Name: Philip Gomes
Position: Head of Operations
Responsibilities:
Managing budgeting decisions in coordination with the chief executive officer.
Developing a blueprint about the overall service process.
Improving the administrative operations and processes.
Monitoring data from different departments and finding out the inefficiencies.
Taking corrective actions to make the whole process more efficient.

Human Resource Management Planning

a) Organogram:
b) HR Policy:
1.Recruitment Policy:
The recruitment and selection decision is of prime importance as the vehicle for obtaining the
best possible person-to-job fit which will, when aggregated, contribute significantly towards the
companys effectiveness. The recruitment process of our company has a lot of steps. We are
listing the steps/policies in our recruitment bellow:

Advertising:
For external recruitment all posts are publicly advertised in local newspaper, job markets and
websites such as bdjobs.com, prothom-alojobs.com, everjobs.com etc. It is clearly stated in the
advertisement that the company is an equal opportunities employer. All advertisements will
include the following:

Name and role of the organization

Job title
Brief description of the job
Location of the job position
Qualification and experience which are essential and which are desirable
Whether the position is full time or part time, temporary or permanent
How to apply
How to get further information
Closing date and time for application

CV Collection:
The applicants send their CVs to the company. They can send their CVs online by email, through
paper mail or drop it off personally.

Short listing:
A short listing panel with a minimum of three people is set up to review all applications. The
short listing panel and interview panel will consist of the same people as far as possible and have
gender balance.

The selection panel agrees the selection criteria from the information supplied in the
advertisement and the job description and before any applications are examined
Assessment of application is based only on information provided by the applicant
All applicants who meet the selection criteria are invited to attend for interview
A letter of regret is sent to all applicants who do not meet the selection criteria
A complete report of the short listing process is prepared by the selection panel

Interview Stage:
 Interviews will always be face to face.
At the interview, each candidate will be required to prove their identity against photo ID
(for example a passport, birth certificate, National ID card or driving license) and also
produce documents to prove they are eligible.
At the interview, candidates will be questioned using the same set criteria and same
questions.
Candidates will be given a score for their answers.

Selection Process:

The position is offered to the candidate with the highest mark on the score sheet, after
references have been checked
A reference is always sought from the current or most recent employer. Both references
are contacted verbally by telephone and this is followed up with a written reference.
The person who comes second in the score sheet is held in reserve provided he/she meets
the criteria.
The successful candidate is officially notified in writing having first being contacted by
telephone.
Letters of regret are sent to all unsuccessful candidates once the post has been accepted
and within one week of the interviews being held.

Induction:
An induction period will be provided for all new employees. Employees will be provided with:

Information on the role of the service/facility

Information on the roles of other employees
Terms and conditions of employment
Details of salary scales
Staff handbook
Employees are obliged to familiarize themselves with the policies and procedures of the
company and to sign up to codes of conduct as set out by the company.

2. Promotion Policy:
Promotion means moving an existing employee to a new position, department, or location at a
higher level within the Organization. Below is the companys internal promotion policy.

When a position becomes available, the supervisor to whom that position reports will first
decide whether to fill the position from within or from outside the Organization, based on
the positions requirements. This decision is to be reviewed with and approved by the
person to whom the manager reports.
If the position is to be filled from within the Organization, the supervisor of the open
position first considers employees within the department.
Job Posting:
Job posting is used to notify existing employees of a positions availability and obtain qualified
internal candidates for it.

Human Resources posts the Job Available Notice at all job posting locations, stating a
description of the position with salary grade, required qualifications, and the date by
which applications must be received.
Any eligible and qualified employee may apply for a posted position by completing an
application supplied by Human Resources. However, applications will only be considered
for the position if the employees:
o Provide evidence that they possess the required qualifications.
o Have been in their current position at least six months.
o Have no current Performance Improvement notifications.
o Have not applied for more than three posted positions within the last 12 months.
o Have received at least a Good rating on their last performance appraisal.
Human Resources will notify an employee within one week of receiving an application if
the employee does not meet the above requirements. Such notice will state which
requirement(s) was not met, and that the employee will not be considered for the position
unless the employee can provide information to support her/his qualifications within one
week.
Applications from employees who apply for the position and possess the required
qualifications are forwarded, after the closing date for applying, to the supervisor of the
position.
The supervisor of the position interviews all qualified applying employees and makes a
decision regarding each one.
In the event there are two or more employees with identical qualifications, the supervisor
is encouraged to use length of service with the Organization as a tie-breaker.
When the selection has been made, Human Resources notify the selected candidate and
any non-selected but considered candidates.
Human Resources coordinate the date of the employee transfer/promotion.
The supervisor initiates the Employee Status Change form and submits the form to the
employees current supervisor.
The employees current supervisor approves the Employee Status Change form and
returns it to the new positions supervisor, who then submits it to her/his manager.
The manager ensures it is within budget, approves it, and submits it to Human Resources.
Human Resources approve the Employee Status Change form if it is within guidelines
and submits it to Payroll.
Payroll notifies the supervisor of the effective date.

3. Attendance Policy:
Employees are required to work for a minimum of 40 hours per week; that is 8 hours per
day.
 Normal working hours are from Sunday to Thursday, 8:00 a.m. to 5:00 p.m. with a one
hour lunch break from 1:00 p.m. to 2:00 p.m. This will vary depending on the nature of
work.

4. Leave policy:
Leave may b allowed in the following categories:

Earned Leave: Persons employed on regular basis shall be entitled to earned leave while in full
pay status at a rate of 1.5 days per month; equivalent to 18 days per year of service.

Casual Leave: Mainstream employees shall be entitled to casual leave at a rate of 1 day per
month; equivalent to 12 days per year of service. Casual leave may be taken in the units of half
and full days. Leave may be taken when it is authorized by the competent authority.
Medical Leave: All medical leaves must be approved by the competent authority.

Maternity Leave: Female employees on regular basis on confirmation shall be entitled to

maternity leave up to two surviving children during her entire service. All maternity may be
approved by the competent authority.

To enjoy a leave an employee must apply for the leave on leave from where recommendation
signature is given by concerned departmental head and acceptance signature from HRM
department.

Sanctioning Authority:
Departmental Head is the sanctioning authority for approving the leave. If any employee needs
to have leave, then he/she must inform his reporting boss and request verbally and in written
leave form.

5. Incentives and Special Compensations:

Annual Increment: Annual increment will be effective after one year from the date of joining of
an employee according to management decision. There is no annual increment for unsatisfactory
performance of an employee. Performance assessment of each individual employee shall take
place yearly. There is also a provision of special increment in which an employee can be
promoted to a higher position and with usual increment after successfully completing his/her
probation period.

Festival Allowances: In Company shall pay festival allowance equivalent to two month basic
salary- one to be paid before Eid-ul-Fitr and the other before Eid-ul-Azha for Muslim and others
religions. The festival allowance is not applicable for staff employed on daily and part time
basis.
Production Incentive/Bonus: Company introduced Production Incentive/ Bonus mainly for the
staff related to production.

This amount is variable but not exceeding 40% of Gross Pay

 This payment is admissible in each month

This incentive bonus is determined based on specific criteria concerning to Production & Factory
management such as Quality, Shipment, HR, Compliance and Administration.

Code of Conduct:
Below are the ethical standards or code of conducts of our company. Each and every senior to
junior level employee must abide by these codes of conducts.

Compliance with all laws and regulations:

The company shall comply with all laws and regulations of the country and any other country
wherever it operates.

Prohibition of child labor:

The company shall not recruit any employee below the mentioned age restriction by the local
law.

Prohibition of forced labor:

The company shall not force any employees for work rather they should be given the opportunity
for voluntary work accomplishment.

Prohibition of sexual harassment or abuse:

The company shall provide a workplace environment which is free of any sexual and/or any
other form of harassment, abuse and any corporal punishment.

Equal employment opportunities and non-discrimination:

The company shall reward employees according to their individual performance. We will
maintain the equal opportunity policy in recruitment, training and development, promotion,
transfer, compensation and benefits etc. without any form of discrimination such as race, caste,
color, religion, sex, marital status, family status, sexual orientation, regional origin, age,
disability and veteran status.

Health and work place safety:

The company shall ensure healthy work environment for all. The company shall provide a safe
and healthy work place setting to prevent accidents and injury to health occurring in the course
of work or as a result of the operation of the employers facilities. Company shall adopt
responsible measures to mitigate negative impacts that the workplace has on the environment.

Security:
The company shall ensure the security of employees in workplace in terms of any unexpected
situation.

Respect towards employees rights and fairness:

The company shall adhere to all rules and conditions of employment that respects employees and
maintain rights under national and international labor laws. All employees shall also respect one
another and be fair to one another.

Womens rights:
Women workers will receive equal remuneration, benefits, equal evaluation of the quality
of their work and equal opportunity to fill all positions as male workers.
Pregnancy test will not be a condition of employment.
Workers who take maternity leave will not face dismissal or threat of dismissal or
deduction of wages, and will be able to return to their former employment at the same
rate of pay and benefits.
Workers will not be forced or pressured to use contraception.
Workers will not be exposed to hazards that might endanger their safety including their
reproductive health.

Risk Management Plan

A. Evaluate weakness (es)/Risk associated with the business
No prior experience: As all of us are students, we do not have any prior
experience or knowledge about the business. So, the risks are very high because a
huge amount of money will be invested in order to run the business which is the
greatest risk we all are taking.
Capital: 1/3 of our financing will be done by borrowing money from banks.
Besides, we will be investing a huge amount of money with which we are not
used to.
Supplier Issue: We do not have any prior knowledge or experience. So, suppliers
can supply us with low quality materials at a high price whereby well be losing
money and also our quality will also deteriorate.
Recruitment: Since we will be recruiting employees for the first time by
ourselves, there is a high chance that the recruited employees wont be up to the
standard that we need for our business. So, if they misbehave with our valued
customers, then our reputation will be greatly impacted.

B. Contingency & Mitigation Plan

Insurance: We will make sure that our company has proper insurance against
flood, fire or any kind of unwanted incidents.
 Restructuring: Sometimes business cannot run according to plan. So, we need to
use restructuring process to reorganize and make it profitable.
Importing: If for some reason, our business does not generate enough demand
then we will try to import our products to abroad at a cheaper price than market to
sustain our business.
Divestment: If for any unavoidable circumstances, we are unable to run the
business then we will pursue divestment strategy whereby we will sell our assets
and get our money back.

References:

Bangladesh Economy Website (2014, March 29). Retrieved from

https://bdbanijjo.wordpress.com/tag/industry-of-bangladesh/

Booklet of Bangladesh Furniture St Interior Decor Exposition 2012; available

at http://www.bangladeshconsulatela.com/docs/Booklet_bfidexpo-2012.pdf

Market Insight: Bangladesh Furniture Industry(2016, JANUARY 31), LIGHT CASTLE BLOG
Retrieved From: http://www.lightcastlebd.com/blog/2016/01/market-insight-bangladesh-
furniture-industry
Furniture Industry of Bangladesh. https://bdbanijjo.wordpress.com/tag/industry-of-bangladesh

Export diversification and the furniture industry. http://www.textiletoday.com.bd/export-

diversification-and-the-furniture-industry