MANAGEMENT OF GRIEVANCES

8/11/2019 MANAGEMENT OF GRIEVANCES

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MANAGEMENT OF GRIEVANCES

DISSATISFACTION , COMPLAINT &

GRIEVANCES

Dissatisfaction :Anything that disturbs an employee ,

whether or not the unrest is expressed in words.

Complaint : A spoken or written dissatisfaction brought

to the attention of the supervisor or the Shop Steward (

In Charge ).

Grievance : A complaint that has been formally

presented to a Management Representitive or to a

Union Official


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Some Definitions of Grievances

1. A grievance is a formal dispute between anemployee & management on the conditions ofemployment.

2.Grievances are complaints that have beenformally registered in accordance with thegrievance procedure.

3. A grievance is any dissatisfaction or feeling ofinjustice in connection with ones employmentsituation that is brought to the attention of themanagement.


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Features of Grievances

1.Discontent or Dissatisfaction.

2. Dissatisfaction must arise out of employment& not due to personal reasons.

3. The discontentment can arise out of real orimaginary reasons.

4. The discontent may be voiced or unvoiced butit must expression in some form.

5. Broadly speaking a grievance is noticeable &traceable to real or perceived non-fulfillment ofones expectations.


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FORMS OF GRIEVANCES

a) FACTUAL.

b) IMAGINARY.

c) DISGUISED.


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REASONS FOR GRIEVANCES

1. ECONOMIC.

2. WORK ENVIRONMENT.

3. SUPERVISION.

4. WORK GROUP.

5. MISCELLANEOUS.


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HUMAN ASPECTS

1. Work Environment : Light , space ,heat.

2. Use of equipment : Tools / Poor Maint.

3. Supervisory Practices.

4. Personality clashes.

5. Managers Behavior.6. Refused requests.

Problems wits pay / allowances.

7. Perceived inequalities in treatment : Pay

,appeals against performance related awards.8. Organizational Change.


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EFFECT OF GRIEVANCES1. On Production: Low quality of production ,Low productivity , Increase in wastage , Increasein cost of production

2. On Employees: Increased absenteeism ,Reduction in level of commitment , Increase inaccidents , Reduced level of employee morale.

3. On Managers: Strained superiorsubordinate relations , Need for increasedsupervision/control & follow up Increase inunrest ,thereby machinery to maintain industrialpeace.


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BENEFITS OF GRIEVANCE HANDLING

PROCEDURES

1. It encourages employees to raise concernswithout fear of reprisal.

2. It provides a fair & speedy means of dealingof grievances.

3. It prevents minor disagreements developinginto more serious disputes.

4. It saves employers time & money as solutionsare found for workplace problems.

5. It helps build in organisational climate basedon openness and trust.


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OBJECTIVES OF GRIEVANCE HANDLING

PROCEDURES

1. To enable employee to air his/her grievance.2. To clarify the nature of grievance.

3. To investigate the reasons of dissatisfaction.

4. To obtain where possible a speedy resolution

to the porblem.

5. To take appropriate actions & ensure that thepromises are kept.

6. To inform the employee his /her right to voicethe grievance & take it to next stage of theprocedure.


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KEY FEATURES OF A GOOD GRIEVANCE

HANDLING PROCEDURE

1. FAIRNESS.

2. FACILITIES FOR REPRESENTATION.

3. PROCEDURAL STEPS.

4. PROMPTNESS.


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DISCOVERY OF GRIEVANCES

a) Observation.b) Grievance procedure.

c) Gripe Boxes.

d) Open Door Policy.e) Exit Interview.

f) Opinion Survey.


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ESSENTIAL PREREQUISITES OF A

GRIEVANCE REDRESSAL PROCEDURE

1. Conformity withstatutory provisions.2. Unambiguous.

3. Simplicity.

4. Promptness.

5. Training.

6. Follow up.


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STEPS IN GRIEVANCE REDRESSAL

PROCEDURE

1. Identify grievance at the earliest.2. Define the grievance correctly.

3. Collect data.

4. Prompt Redressal.

5. Implement and follow up.

MANAGEMENT OF GRIEVANCES

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