




































  American International Journal of Business and Management Studies  

Vol. 2, No. 2; 2020 

ISSN 2641-4937     E-ISSN 2641-4953 

Published by American Center of Science and Education, USA 

 

41 
 

Job Insecurity in Private Education Sector Considering COVID-19 

Pandemic: Bangladesh Panorama 

 

Md. Ali Imran 

Lecturer 

Department of Business Administration 
CCN University of Science & Technology, Cumilla, Bangladesh 

 

Ikbal Ahmed
 

Lecturer 

Department of CSE 

CCN University of Science & Technology, Cumilla, Bangladesh 

 

Abstract 

Job insecurity is one of the vexed questions here in the COVID-19 pandemic situation. Private sector employees are 

agonizing mostly due to this problem. In the midst of July within three months of the crisis, about 13 percent of 

people have become unemployed in the country due to the Covid-19 pandemic. The educational institutions are 

closed in Bangladesh from 17 March 2020 due to this crisis. So the private education sector job holders are in a 

precarious situation in terms of their job security. In this study, we investigate the vacillation of job security for 

private education employees. For this purpose, we questioned 100 private education sector employees such as 

School, College and University to find out the actual scenarios. Most of the private educational institution depends 
on its own income from the student‟s tuition fees; hence the trouble to manage it for the deadlock condition and their 

employees are also in a financial dilemma. Though some of them are started online programs in the true picture, 

they will suffer as the ballgame advancing. Bangladesh's government announces thirty thousand core incentives to 

face economic hazards. The particular employees in this stratum are benefited from trivial brink. Some lay off 

strategy can save both the victimized party. 

 

Keywords: Job Insecurity, Private Educational Sector, COVID-19, Unemployment. 

 

1. Introduction 

On January 8, 2020, a novel coronavirus was officially announced as the causative pathogen of coronavirus disease 

2019 (COVID-19) by the Chinese Center for Disease Control and Prevention. The pandemic COVID-19 has spread 
all over the world. This virus can contaminate people easily. Due to this, countries have been closed down every 

activity and shopping for anything but necessity commodities. The COVID-19 outbreak is one of the worst global 

pandemics for decades. The International Labor Organization (ILO) predicted around 24.7 mil-lion jobs will be 

disappeared due to COVID-19. Like the other developed and developing counties, Bangladesh is also one of them 

who will be affected higher than anyone. The educational institutions in Bangladesh are closed from 18 March, 2020 

to minimize probable health risk. That opens the risk of job insecurity in private education sector employees those 

institutions are depends on its own income. 

According to Guy Ryder, director general of the ILO, the world is unanimously addressing the world 

economic crisis where the worst advancement can be averted and resolved through dynamic leadership. 

The corona virus (COVID-19) crisis has resulted in an unprecedented labor market shock and 

unemployment crisis. Millions of jobs have been put at risk as a result of the unparalleled social distancing measures 

enforced across Bangladesh. About 13 percent people have become unemployed in the country due to Covid-19 
pandemic, according to a survey of Bangladesh Institute of Development Studies (BIDS). In the field of private 

education sector the employees can be categorized in different layers such as kindergarten, primary school, high 

school, colleges, higher education employees and other sectors in private education. Most of the employees in these 

private education sectors are getting no salary or lesser percentage of salary for the current situation. Some of them 

are in a mental hazard of losing their jobs. 

The COVID-19 pandemic, however, is a crisis of a completely different magnitude and one that will 

require a response of unprecedented scale. The COVID-19 pandemic has brought in a paradigm shift in the 



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understanding of human rights jurisprudence. Like many other human rights, the right to private education sector job 

security is now continuously being rethought and renegotiated within the economic priorities. Education is the 

backbone of a nation and education sector employees are the support to this backbone. Without the support to this 

backbone we cannot go far as a nation. As we know 3.8% of total employments in Bangladesh are from government 

services. A great number of congregate employments are from private sector. This is not different for education 

sector in Bangladesh. There are over 7,500 approved non-MPO (monthly payment order) educational institutions in 
the country with 2, 00,542 teachers and staff combined approximately. In the higher education sector there are 107 

private universities in Bangladesh. There are private owned medical colleges. Thousands of employees are working 

there. Most of the employees are not treated properly how they should be treated as a respectful employee in this 

deadlock situation. Many of non- MPO employees are reported as they are not getting any salary from the outset of 

standstill conditions whereas many are at the risk of job sack. Some of employees get half and few are getting a 

portion of their stipulated salary. 

There are number of private education sector employees conducting online classes. In higher education 

UGC (2018) provides logistic support to resume online classes. Many of the private education sector employees 

conducting their classes through Zoom, Google meet or using many other applications. Private universities, schools 

and colleges are perusing the online examination to minimize the session losses. They are using modern 

technologies and putting hard labor in this prospect. But most of them are not going smoothly in terms of their job 

security. According to study Bangladeshi educational sector employees are served lesser in compare to other 
countries in the world. The government and the concern authority should pay attention and impose extra care to 

these noble professionals otherwise the nation will suffer in the long run. 

 

 

Fear of COVID-19 Spread out 

in Bangladesh 

 

 

 

 

Complete shutdown of  

Education Institutions 

 

 
Perceived Job Insecurity in  

Private Education Sector 

 

 

Figure1. The Moderation Model Hypothesized 

2. Objectives of the Research 

The primary objective of the study is to find out the impact of COVID-19 on private education job sector. The 

secondary objectives of this study are the following discussion: To find out the initiatives should take by 

government and different stakeholders in Bangladesh to protect the employees‟ lives and rights”; and to write down 

a few future strategies to minimize the impact of this kind of pandemic or emergencies in the future. 

There has not been any job insecurity study relating to COVID 19 pandemic in private education sector in 

Bangladesh. As it is known almost all the studies conducted in Bangladesh are related to other economic sector 

employees. No one is paying heeds to these deprived employees but some are leading miserly and challenging life 

here in this pervasive world. Therefore, the study primarily aims at evaluating the job insecurity in the private 

education sector from the „employee‟ perspective. The basic objectives regarding job insecurity in private education 

sector are: 

 To analyze the present scenario of job security in the emergency due to COVID19 pandemic in private 

education precinct. 

 To evaluate the employees job sustainability in the advancement of the pandemic. 

 Determining the relationship between employee perception and actual scenario in this private education 

sector. 



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 To explore the job satisfaction of private employees in terms of financial and socio- economic structure of 

Bangladesh. 

 To suggest some policy measures for improving employees job security. 

 

3. Data Collection Strategy 

In this study two types of data are used to perceive the job insecurity in the private education sector employees due 

to emergencies like COVID 19 pandemic. We use both the primary and secondary data. 

In terms of collecting the primary data we make a questionnaire having 20 questions to find out the 

sustainability and socio economic condition of the employee in private education sector. We reached them through 

the Google docs as the country was lockdown and also to maintain the social distancing. They eagerly participated 

and provided their important opinion to conduct this study. 

 

 

DATA SOURCES 

 

PRIMARY DATA  SECONDARY DATA 

   

 

Figure 2. Research Data Sources 

 
We use the five point likert scale method to construct the questionnaire. We investigate the situation 

constructing some physical question. To ascertain the actual scenario we discussed with the private education sector 

employees and faculty members. For this aspect we adopted proper physical distancing procedure, especially we 

conducted through the social networking platform like Facebook, messenger, twitter and whatsapp. 

To understand the impact of COVID-19 on the private education job sector in Bangladesh, the secondary 

information also been used. The previous literature review, newspapers, and scholarly reports have been used to 

compile this study. For the data collection, online media has been searched regularly from February 2020 to august 

2020 for collecting the stories relating to the COVID-19 effect on private education sector employees. The main 

reason for using the newspaper information is there is not enough information available in the similar research field, 

except the form of newspaper. Moreover, the newspaper information is supportive to develop the theoretical 

postulates. For the Western media outlets Google News searching strategy has been used. And, for the local 
newspapers i.e. Prothom Alo, Financial Express, Dhaka Tribune, Daily Star etc. have been regularly viewed. After 

the initial screening, the relevant stories have been stored as PDFs at the analytical software. For the article review 

the Google scholar is used to find out the relevant articles and citations. 

 

4. Literature Review 

Although the actual fact that the Covid-19 job insecurity episode and related confinement measures implemented by 

governments across the planet passed within the first two quarter of 2020, there's burgeoning research on this 

subject, as researcher have sought to use any possible data analysis and evidence to know better and mitigate the 

adverse consequences of the pandemic. Given the lag in collection and publication of official job market statistics 

and lack of clarity on the state of the unsecured employment, many voluntary targeted surveys have also been 

distributed. 

Investigate on the labor economics literature, several new research studies have sought to supply a 
preliminary assessment of the impact of the Covid-19 crisis on jobs and workers. Baldwin and Weder di Mauro 

(2020) provide a guideline of the previous literature on the financial consequences of the pandemic. In a study of 



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primary assessment employing a large-scale household survey Coibion, Gorodnichenko, and Weber (2020) 
highlight that job losses within US are significantly understated in new unemployment claims. The reason what by 

historic standards a large decline within the employment to population ratio has not been mirrored by the same 

increase within the percent. The authors attribute this discrepancy to the reason that speed of inactivity has risen, 

with newly non employed people are not actively seeking work. 

Béland, Brodeur, and Wright (2020) build three indices using US data to research the short term impacts of 
Covid-19 on employment and wages investigating on the mirrors paper on EU job market during pandemic. They 

classify jobs in step with their exposure to disease, proximity to coworkers and also the capability to perform remote 

work. Their analysis confirms, exploiting state-level variation, that the pandemic has caused a negative short-term 

increase in unemployment and reduce within the labor participation rate and work period. The author‟s show that 

occupations that rely upon physical proximity to others are more affected, in contrast to occupations possibly be 

performed remotely. The US evidence warns that the general physical crisis will magnify marketplace inequalities, 

as men, younger workers, immigrants, the self-employed and fewer educated workers are more likely to be 

negatively littered with Covid-19. 

Adams-Prassl, Boneva, Golin, and Rauh (2020) as leverage evidence from real time surveys from 

Germany, the united kingdom and therefore the US to point out that the employments impacts of Covid- 19 differ 

significantly across countries and employee characteristics, exacerbating EU jobs highly unsecured due to Covid-19 

social distancing inequalities. Their investigation is predicted on identifying the share of tasks by occupation that 
may be done remotely, which is very predictive of job sack. They show that the negative consequences of the corona 

virus outbreak on current and expected job loss those with less secure work arrangements and therefore lower 

skilled. Workers on short time work schemes are marginally victimized by the pandemic, focusing the essentials of 

the institutional framework underpinning labor markets in numerous countries. 

Mongey, Pilossoph, and Weinberg (2020) investigate the characteristics of workers in jobs likely to be 

initially laid low with broad social distancing and later by narrower policies tailored to jobs with low risk of disease 

transmission. The authors use online data to construct a measure of the likelihood that jobs may be performed from 

home and a measure of low physical proximity to others at work. They confirm that less educated workers, those 

with lower income and possession of assets relative to income and renters face higher vulnerability. The study 

further confirms a negative relationship between working from home jobs and declining employment, using March 

2020 official labor pool data. 
McGuinness, Redmond, and Delaney (2020) also face the difficulty which Irish workers can potentially 

work from home. They highlight how teleworking is critical not just for continued economic performance, but also 

assist control another spike in virus cases and alleviate child care pressures caused by school. The authors stated 

approximately 14% of employees in Ireland currently work from home in some formal capacity, mostly within the 

education, ICT and finance sectors, while this figure falls to 6% for „essential‟ employees and couple of those within 

the accommodation and food service sectors. Results from their econometric model indicate that men, Irish 

nationals, older workers, full time employees and people in higher paid occupations have most probability of 

performing from home. 

Baert, Lippens, Moens, Sterkens, and Weytjens (2020) focus on career outcomes and career aspirations due 

to COVID-19 crisis. Belgian employees reported that about 21% fear for the job sack where 14% are at the risk of 

losing their job in recent times. Study ascertains that approximately 26% of migrants will face the COVID-19 wave 

in the economy as the risk of their promotion prospect. Emphasizing, the study shows that most of them will 
affected individually in terms of their job insecurity and further job placement. 

Gasparro et al. (2020) presented the correlation among the Italian employees fear of covid-19 and its affects 

to their job department. The fear to the pandemic impacted to their mental health which directly affects their work 

environment. It causes the perceived job insecurity among the employees and they face some depressive symptoms. 

In their study they focus on the job insecurity due to covid-19 pandemic and the relationship with the mental stress 

of their job losing. 

Finally, Sen, Antara, Sen, and Chowdhury (2020) they emphasizes on the apparel worker in Bangladesh 

who are in a deep sea losing their jobs at the very outset of the pandemic. The apparel workers are truly in the 

highest level of vulnerable position in Bangladesh. In normal condition they have some miserable life but situation 

get worsen and millions are losing their job due to the covid-19 pandemic crisis. In this study they showed that 

around 45.7% of order cancelled due to pandemic crisis. Reportedly 5.9% say all of their foreign order are cancelled 
which caused the situation worsen. 

 

 

 



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5. Underlying Theory 

5.1 Past Research-Maslow’s Hierarchy of Needs Theory 

Abraham Maslow introduced the hierarchy of needs theory in 1943. Though the theory proposed a sequential 

hierarchy of five basic needs which are all-pervasive (Shahrawat & Shahrawat, 2017), at the heart of the theory there 

is an aspiration to build up an affective and empathetic working condition to motivate the employees to retain in 

Organizations. 
This theory was based upon the premise that higher level needs are not important and are not manifested 

until lower-level needs are satisfied. The most basic needs of individuals are labeled as physiological needs and 

included such items as food, water, sex, sleep and other bodily needs (Martin & Frost, 2011). The next most 

important level of needs is safety. This included items such as security and protection from physical and emotional 

harm in the work environment which must be without fear and enjoyable (Robbins & Judge, 2007). The third level 

of needs is social needs. This level of need included affection, love and belongingness which can be dubbed as 

desire for social belonging (Martin & Frost, 2011). The fourth level of needs is esteem needs. This level included 

self-respect, status, prestige and recognition emanated from effective and efficient leadership in the work 

environment (Martin & Frost, 2011). The highest level of need is self-actualization. Self-actualization is the drive to 

become what one is capable of becoming and achieving their potential level of achievement in the career ladder 

(Robbins & Judge, 2007). The needs represented by Maslow‟s hierarchy can be applied to the work environment as 

a way to motivate employees. In gist, pay and work hours can contribute to satisfying physiological needs. Safe 
working conditions, company, benefits and job security help fulfill safety needs. 

Friendly supervision and professional associations relate to social needs. Job title and social recognition 

help fulfill esteem needs. Finally, a challenging job, opportunities for creativity and advancement in the organization 

can mean to fulfill self-actualization needs (Shahrawat & Shahrawat, 2017). The challenge for organizations is to 

consider these employee needs as they implement work environmental practices (Martin & Frost, 2011).  

An underlying premise of the current study is a secured and healthy working condition that is central to 

motivating the employee to stay longer with an organization. Muslow‟s theory provides a robust theoretical basis for 

testing such a premise, along with an additional framework for testing whether quality education is affected by 

employee retention, which itself should be dependent on enjoyable working condition of the educational 

organization. Based on the theory, sound working condition in the private education institutes should positively 

influence faculty retention practices. Finally, enhanced retention practices should influence as a mediating variable 
to influence quality education as well as directly influence quality education itself. 

If we cannot retain our teacher & employees involved in private education sector we cannot hope for 

quality and skillful education from them. Day after tomorrow there must be flip flop condition which is not up to 

scratch in our private education systems. As higher percentages of students are involved in private education sector 

we cannot hope for scholarly generation in the education field without committing secured and skillful private sector 

employees. Talking with the private education sector employees physically we wants to discover that the 

government and the concerned authority are not taking any notable steps to minimize the outcome created in these 

emergencies. They want a unique job policy and financial structure from the government. The special scheme to 

fight emergencies like COVID 19 pandemic the government can initiate some special schemes. From owner side 

they want some mental and financial support and sustainable job policy that will be applicable in any hazards. 

 

 
 

 

 

 

 

 

 

 

 

 

 

 

 

Figure 3. Maslow‟s Hierarchy of Need Theory 



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5.2 Job Insecurity in Different Layers of Private Education Sector 

In a recent study conducted by Bangladesh Bureau of Statistics (BBS) it is found that 76.1% of total employment is 

from private sector. Among them a notable number are working in the private education sector. 

The educational institutions are closed for 6 months that means all the activities in most of the institution 

are closed. Though many school colleges & university started their distance learning through online classes but there 

are lots of challenges to make it successful. Specially most of the students & teachers are not trained to the 

technology. The internet problem in the rural area makes it difficult. Most of the students do not have well equipped 

devices to make it happen whereas some have economical adversity. 

In our recent study we noticed that only 25-30% private sector educational institutions are conducting their 

online classes others are in a standstill situation. Many kindergarten, school and colleges are totally stopped their 

activities due to pandemic situation. They cannot afford any salary to their employees for 6 months. In a report from 

renowned newspaper i.e Prothom Alo we came to know that many school and colleges employee are not getting 

salary from March from when the educational institutions are closed. They are in a threat to lose their job as well. 

The higher education sectors like private universities are in a little better position rather than the primary 

school, high school and colleges. Most of the universities started their distance learning through online classes. 

Some are conducting online examinations through different technologies. 
 

 

 

 
 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Figure 4. Job Risk Level in Private Sector Due to COVID-19 

 

As the economy of the country are not in the fullest stream there also some adversities. Most of the 

universities are paying 50-60 percent of the total salary we found according to our face to face questionnaire. The 

admission & tuition fee earnings are not satisfactory to be in content position as their financial structure designed 



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with them. Many of them thinking to cut down the expenses through job sack in order to cope up with the situation 

which put the employee in an unsecured phenomenon. 

From the above discussion and the graph presented in the above we come to know that some private sectors 

are in very high risk and some are in high risk in terms of their job security. Private education sector employees are 

in a high risk to their job sustainability (Cedefop, 2020). 

 

6. Data Analysis and Findings 

The employee‟s job place environment is reported in Figure-05 Data was collected from 100 employees. After 

collecting data, it is found that there is none who is strongly disagree or strongly agree. There were two questions 

about the environment. First question was on the employee‟s satisfaction with his job place environment and the 

other was on the standard facilities in his work place. In both questions, they hesitate about the telling their own 

institutions. The two figures show that a large number of employees remained neutral. It shows that most employees 

are somehow in pressure not to tell about the environment and standard facilities of their institutions. Although 

38.1% employees are satisfied with the job environment, the same numbers of employees are not satisfied with the 

facilities they enjoy. It shows that the authority is unwilling to provide standard facilities for the employees. That‟s 

why, 28.6% employees are agreeing with the standard facilities. 

 

 

 

 

 

 

 

 

 

 

 

 

 

Figure 5. The percentage of the employees about own job place environment 

Figure-06 shows the satisfaction about their salary. There are two charts, left-side chart shows about the 

salary structure and second shows whether their salary is given in time or not. About the salary structure 14.3% 

employees are strongly disagree that there is salary structure but it is not satisfactory level. The highest rate is 42.9% 

employees are disagreed about these criteria. It is clear that the employees are not satisfied about their present salary 

structure. 

In the right-side figure, the highest rate 33.3% employees are disagreed and 23.8% are strongly disagreeing 

about their salary in time. So, the employees who are serving in private education sector are not satisfied about their 

salary and also about their institution. 

 

 

 

 

 

 

 

 

 

 

 

 

 

Figure 6. The ratio of number of the respondents about their salary structure 



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Due to Covid-19 pandemic, many sectors are in the verge of destruction. Covid-19 has a great negative 

impact on education sector. Many institutions are facing financial crisis. They can‟t run their institutions smoothly. 

The Figure-07 in the left side shows that a good number of respondents are agreeing on the point that their 

institutions are facing challenges due to the pandemic. It is seen that 66.7% employees are agree on this point while 

only a negligible number i.e 4.7% employees are disagreed. 

The figure-07 in the left side shows the percentage of the employee who are agree that challenges in his/her 
institution due to pandemic and also about the job sack. We note that we seem to have 66.7% employee are agree 

about that there are challenges in the institution and few numbers are disagree. 

The figure in the right side shows that a large number of employees i.e. 47.5% employees have no idea 

whether they have a chance to be sacked or not. But 19% employees are agreed that they may be sacked. On the 

contrary, 9.5% employees are strongly disagreed on this point. It shows that their institutions have vast resources 

and no problem to run. The situation may be reverse also. The authorities may be more humane. 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Figure 7. The ratio of the number of the respondents about the institutional policy 

The governmental support for the private education sector from the perspective of employee is reported in 

Figure-08. In this pandemic situation, the employees feel the necessity of the support for the government for the 

private education sector and also for them. The left side figure shows that the highest percentage is 57.1% 

employees are agreed and 38.1% are strongly disagreeing about the finding of any support from the government. 

The right-side figure shows the similarity of the percentage of the employees who are agreeing about the necessity 

of the government support for the private educational institution. 

 

 

 

 

 

 

 

 

Figure 8.  The ratio of the number of the respondents about the government support 

 

7. Result and Discussion 

Results show that employees at risk of losing their jobs showed higher levels of perceived stress and negative 

feelings and lower levels of positive feelings compared to employees not at risk of losing their jobs. Results also 

showed that 19.05% of the group at risk of job sack where 47.61% in the neutral position. It shows that most 

employees are somehow in pressure not to tell about their problems. As this study was carried out within the first 

five months of the pandemic panorama, results of the study reflect the immediate, short term reaction. However, our 



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results need to be treated with caution as we are unaware of the long term impact of the economic crisis in 

Bangladesh and its potential impact on our sample. 

Results showed no spillover effects of the negative consequences of job insecurity on employees working 

in proximity but not currently at risk of losing their job. This could be time-related as secondary effects of insecurity 

might need more time to develop. For example in the study of Lang et al. (2012) musculoskeletal problems of 

employees that survived a downsizing of staff were stronger relative to musculoskeletal sickness absences measured 
for an extended period covering two subsequent years after downsizing, suggesting that negative effects may be 

more pronounced later on. 

The satisfactory level in salary structure here in pandemic circumstances showed higher percentages of 

discontentment which is 42.9% in true picture. 33.3 % are emphasizes on they are not getting their salary in time and 

they are getting the partial amount in this emergency period. In the contrary they should get the extra care in this 

crisis moment. But the 42.9% strongly disagreed on the point of festival bonuses and 33.4% on the side of getting no 

incentives from the authority. A great percentage of respondents (nearly 43%) opine that there are pecuniary 

uncertainties if the quadrangle advances. 66.7 percentages urges on academic and institutional challenges due to 

COVID 19 pandemic. An inflated number of employees (57.1%) longing for the structured financial rules and 

regulation from the government side whereas 38.1% are strongly agreed on this point. Approximately 58% of 

employees want a unique job policy for the private education division employees and 28. 6% strongly agreed on this 

point to enhance their job security. 
From the above discussion and result analysis we can urge that the private education sector artisan wants a 

healthy turnover in their job environment focusing on emergencies like COVID 19 pandemic. They crave for a 

secured job sector where the sustainability will revamp the quality education. As they are the builder of a nation the 

government and owners can work hand in hand to improve policy and job structure to protect their right. By 

ensuring so we can build an intellectual nation who will serve the nation and help to procure a developed country by 

2041. 

 

8. Recommendation 

COVID 19 pandemic teach us some lessons that we should look forward for sustainable economic structure. The 

government and the concern authority should prepare for the emergency situation like COVID 19 pandemic. This 

disaster shocked the whole economy. The World Bank estimates that the GDP growth will fall to 1.6% in 2019-20 

fiscal years where the GDP growth in last year was 8.15% according to BBS. The private education sector is not out 

of this problem. For the corresponding pandemic situation the job security in this sector are at a risk. Some 

recommendations to protect these employees benefit are mentioned below: 

 Ameliorate the communication and transparency:
 

Communication is very crucial following the pandemic, in order to reduce employees‟ uncertainty and their level of 

stress. In this context, a communication plan should be developed in order to provide clear information to employees 

about what will happen after COVID-19, what are the main actions that will be taken to resume organizational 

operations, and the potential impact of these actions on employees work. Providing clear and transparent 

information about the organization‟s future plans may reduce the fear of the unknown and job insecurity. 
 

 Prevention of stigma
 

Stigmatization can be minimized by providing accurate and timely COVID-19 information (Bai & Ng, 2004) and 

training (Brooks et al., 2020) to employees during and after the pandemic outbreak. Furthermore, organizations 

should construct workplace policies that avail stigma prevention providing true information. Social connection 

through online meeting and cooperation among the employees maintaining the technologies can fulfill these criteria. 

 

 Online Training & online classes
 

“Training on Conducting Online Classes” and “Outcome Based Educations (OBE)” can help both the employees 

and students to fight against the adversities. Online training conducted by the UGC (2018) can help the employees in 

earning confidence and thinking of unknown future. The students will be encouraged by these kinds of activities to 

normalize in online classes and the whole picture of education system. They can minimize the job insecurity in 
private education sector adopting quality online classes. I think interactive online classes are the major solution to 

this quandary. 
 

 



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 Social support
 

Social support can enhance the mental condition of the employee which directly affects the education environment. 

If they get the trust and believe from their surroundings it will enhance the quality education through distance 

learning. The employee will feel secured as per their job concern. 
 

 Management of teleworking and prevention of social isolation
 

In  order  to  prevent  the  negative  outcomes  of  teleworking  on employees‟  mental  health  during COVID-19, 

organizations should develop proper strategies to support employees during organizational changes. The study of 

Greer and Payne (2014) put forward some strategies identified by teleworkers, that may help to overcome the 

challenges of teleworking. Teleworking like conducting online classes and taking examination through modern 

technologies can normalize the scenarios in financial aspect which is the main concern for the owner in current 

situation. The employees can perform teleworking which will normalize this division and prevent social isolation 

problem. 
 

 Providing some special incentives and technological support
 

In this pandemic the job market become unstable in the whole world especially in the private sector. Though the 

different countries adopting different financial schemes. The private education sectors are overlooked in 

Bangladesh. The margins of financial support to this sector are very little. The government and the instinctive 
authority can adopt some special incentives for the employees. The technological support like free devices and 

internet for both the employee and students can lay out the problem in this section. 
 

 Constructing unique job policy and financial structure
 

The private education sector now facing the problem is job instability due to financial crisis. We know that all of the 

private educational institution depends on its own earnings. These types of crisis are never happened before and they 

are not use to it how to handle this problem. Though some of them is going smoothly where most of them facing 

vice-versa. The owner and the concern authority should come forward to protect the employees‟ right implementing 

some special financial structure and job policy to fight against the emergencies. 
 

 The owners can diversify their earnings
 

In this current unsecured world the ultimate problem is the financial cataclysm faced by the private sector. The 

private education department cannot come out from this setback. Most of the employees in this precinct are getting 

no salary or partial salary. This make these employees unsecured and they are thinking of job sack where worst 

situation come by in near future. It makes them to re- think and fear to uncertainty. The owner can invest in 

diversified business and expand their wings. They should not depend only to their student‟s tuition fees. This 

diversification will help them to confront against adversities like COVID 19 pandemic in future. 

 

9. Conclusion 

The COVID-19 pandemic has resulted in unprecedented economic ramifications and job loss. Due to the rapidly-

changing nature of the pandemic, those currently employed may be experiencing heightened job insecurity and 

financial concern and the present finding show that greater job insecurity due to COVID-19 among those currently 

employed in private education sector employees. In this article, we have argued that the Covid-19 pandemic can be 

considered a career shock that will have a major impact on people's work and careers in private education tract. 

As mentioned earlier, the concept of private higher education in Bangladesh is relatively a new 

phenomenon in the education sector which was entirely within the public domain before the 1990s. As a nascent 

sector, it has been suffering from myriads of management problems. particularly, working conditions prevailed in 

these universities are not up to that level which is pleasant for the faculty members due to many of ill managerial 

policies (Joarder & Sharif, 2011). The results of this study reveal that this factor is considerably important to 

maintain a steady faulty retention policy and job certainty in the entire private education section. There have been 

several studies report that turnover intentions of the faculty member in these private universities, non- MPOs school 

and colleges and private owned educational institutions in Bangladesh are significantly high which is responsible 

for reducing quality education. In this respect, the present study has offered important evidence that faculty working 

condition and job security in the private education in developing context can have significant influence on employee 

retention as well as on quality education in the private education belt in Bangladesh. 

 



www.acseusa.org/journal/index.php/aijbms           American International Journal of Business and Management Studies          Vol. 2, No. 2; 2020 

 

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