HANDLING GRIEVANCES

INTRODUCTION!!!
When an organisation fails to fulfill the
expectations of an employee, this causes
grievances
When an employee feels that something is
unfair in the organisation, he is said to have a
grievance

DEFINITION !!!
According to Jucius, a grievance is any
discontent or dissatisfaction, whether
expressed or not, valid or not, arising out of
anything, connected with the company which
an employee thinks, believes or even feels to
be unfair, unjust or inequitable.

FEATURES !!!
Any form of discontent or dissatisfaction with
any aspect of the organisation
Dissatisfaction must arise out of employment
and not due to personal or family problem
It could be real or imaginary reasons
May be voiced or unvoiced

Forms of grievances
FORMS

FACTUAL

IMAGINARY

DISGUISED

CAUSES OF GREIVANCES

Economic
Work Environment
Supervision
Work Group
Miscellaneous

Effects
On production
Low quality of production
Low quantity of production
Increase in the wastage of material, spoilage,
breakage of machinary
Increase in cost of production per unit

 On the employees
Increase the rate of absenteeism and turnover
Reduces the level of commitment, sincerity and
punctuality
Increase the incidence of accidents
Reduces the level of employee morale

 On the managers
Strains the superior- subordinate realtions
Increases the degree of supervision, control and
follow up
Increases in indiscipline cases
Increase in unrest

What is the need of a

grievance
procedure???

STEPS IN THE GP
1

IDENTIFY GREIVANCES
DEFINE CORRECTLY

COLLECT DATA
ANALYSE AND SOLVE

PROMPT REDRESSAL
IMPLEMENT AND FOLLOW UP

ADVANTAGES OF GHP
Management can know the employees
feelings and opinions about the companys
The employee gets a chance to ventilate his
feelings
Keeps a check on supervisors behaviour and
attitude towards their subordinates
Morale of employees will be high

DISCOVERY OF GRIEVANCES

Observations
Grievance procedure
Gripe boxes
Open door policy
Exit interview
Opinion survey

ESSENTIALS OF A GP

Conformity with statutory provision

Unambiguity
Simplicity
Promptness
Training
Follow up

GUIDELINES IN GP
Treat each case as
important
Get the grievance in
writing
Discuss in a private place
Handle each case within a
time frame
Do not hold back the
remedy if the company is
wrong

 Visit the work area

Control your emotions,
your remarks and
behaviour
Maintain proper records
and follow up the action
taken in each case
Invite your workers to
ventilate their
greivances