ORIGINAL ARTICLE
International Multidisciplinary
Research Journal
Indian Streams
Research Journal
Regional Editor
Manichander Thammishetty
Ph.d Research Scholar, Faculty of Education IASE, Osmania University, Hyderabad.
Editorial Board
Pratap Vyamktrao Naikwade Iresh Swami Rajendra Shendge
ASP College Devrukh,Ratnagiri,MS India Ex - VC. Solapur University, Solapur Director, B.C.U.D. Solapur University,
Solapur
R. R. Patil N.S. Dhaygude
Head Geology Department Solapur Ex. Prin. Dayanand College, Solapur R. R. Yalikar
University,Solapur Director Managment Institute, Solapur
Narendra Kadu
Rama Bhosale Jt. Director Higher Education, Pune Umesh Rajderkar
Prin. and Jt. Director Higher Education, Head Humanities & Social Science
Panvel K. M. Bhandarkar YCMOU,Nashik
Praful Patel College of Education, Gondia
Salve R. N. S. R. Pandya
Department of Sociology, Shivaji Sonal Singh Head Education Dept. Mumbai University,
University,Kolhapur Vikram University, Ujjain Mumbai
ABSTRACT
This study focuses on Effectiveness of Grievance Handling Mechanism at Pageone
Technologies, Chennai Grievance is any discontent or dissatisfaction that affects organizational
performance. As such it can be stated or unvoiced, written or oral, legitimate or ridiculous. If the
dissatisfaction of employees’ goes unattended or the conditions causing it are not corrected, the
irritation is likely to increase and lead to unfavorable attitude towards the management and unhealthy
relations in the organization. Grievance is any kind of dissatisfaction with regard to pay, promotion,
suspension, working condition etc. The objective of the study is to find the effectiveness of grievance
handling mechanism being followed Descriptive research is essentially a fact finding related largely to
the present, abstracting generations by cross sectional study of the current situation.
I. INTRODUCTION:
Grievance is any discontent or dissatisfaction that affects organizational performance. As such
it can be stated or unvoiced, written or oral, legitimate or ridiculous. If the dissatisfaction of employees’
goes unattended or the conditions causing it are not corrected, the irritation is likely to increase and
lead to unfavorable attitude towards the management and unhealthy relations in the organization.
The formal mechanism for dealing with such worker’s dissatisfaction is called grievance
procedure. All companies whether unionized or not should have established and known grievance
methods of processing grievances. The primary value of grievance procedure is that it can assist in
minimizing discontent and dissatisfaction that may have adverse effects upon co-operation and
productivity. A grievance procedure is necessary in large organization which has numerous personnel
and many levels with the result that the manager is unable to keep a check on each individual, or be
involved in every aspect of working of the small organization.
SECONDARY OBJECTIVE
1. To identify whether the employees are aware of the grievance handling mechanism.
2. To identify whether the grievance handling system leads to a favorable attitude towards the
management
3. To identify that the grievance handling system leads to a mutual understanding between workers and
the management
4. To know the level of satisfaction towards the grievance handling procedure of the organization
5. To identify the factors influencing the effectiveness of the grievance handling in the organization
BANER (1966)
He invented that the technological developments have invited attention towards grievance, but
it has to an extent, neglected the Quality of work life.
Social scientists began to devise measures in a wider sense and permit non-economic factors to
be taken into account while evaluating social consequences of technological innovations.
SHARMA (1973)
The study was mainly based on the physiological and safety needs of the workers more or less
satisfied, but in turn the workers are increasingly concerned about their age and social needs.
WILSON (1973)
The study was mainly based on the factors such as pressures existing from incompatibilities in
industrial societies between technician and social change and as a basic assumption, the fright of
people to be people.
CHARUS (1975)
He studied that the “grievance” owes its origin to the structural system perspective of
organizational behavior with the interpersonal human relations and supervisory style perspective.
TOOLS OF ANALYSIS
• Percentage method
• Correlation
• Weighted average method
∑xy
r = _________
2 2
√( ∑x * ∑y )
Substituting the values of ∑x2, ∑y2, ∑xy in the above equation we get.
r=1
Inference:
Since the value of r is equal to one the variables are positively correlated. A variation in one
variable will cause variation in another
∑xy
r = ____________
√(∑x2 * ∑y2 )
2 2
Substituting the values of ∑x , ∑y , ∑xy in the above equation we get.
r=1
Inference:
Since the value of r is equal to one the variables are positively correlated. A variation in one
variable will cause variation in another.
Inference:
From the table it is clearly understood that employees are satisfied with the career plan and
communication with supervisors they have at their work place. The employees are also satisfied with
the Training Facilities, Rewards and Incentives.
CONCLUSION
The study reveals that the Grievance handling mechanism is satisfactory. The organization is
recognizing the importance of satisfying the employees and retaining them. Further improvements can
be made so that all members are highly satisfied with the procedure. The suggestions and
recommendations when implemented will still more benefit the organization.
REFERENCES
1. Aswathappa, K., Human resource and Personnel management, TATA McGraw- HILL.
2. Arun monappa and Saiyadain, Mirza S., Personnel management, TATA McGraw- HILL.
3. Flippo, Edwin B., Personnel management, McGRAW-HILL International Publications.
S.RAJA
Assistant Professor, Research Scholar, Department of Management Studies,
SRM-Valliammai Engineering College,Kattankulathur, Tamilnadu, India.
M. Ganesan Kanagaraj
Assistant Professor, Department of Management Studies,
SRM-Valliammai Engineering college, Kattankulathur, Tamilnadu, India.
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