Anda di halaman 1dari 12



Submitted by Pritam Sonawane Kumar Shakti Shekhar Jasmeet Singh

Employee Grievances
 According to Jucius, a grievance is any

discontent or dissatisfaction, whether expressed or not, whether 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.

Forms of Grievances




Causes of Grievances
 Economic  Work environment  Supervision  Work group  Miscellaneous

Effects of Grievances
On production
Low quality of production and productivity Increase in wastage of material, spoilage/breakage of machinery

On employees
Increase the rate of absenteeism and turnover Reduces the level of commitment, sincerity and punctuality

On managers
Strains the superior subordinate relations Increases the degree of supervision, control and follow up Increases in indiscipline cases Increase in unrest and thereby machinery to maintain industrial peace

Steps in the Grievance Procedure

Identify grievances Define correctly Collect data Analyze and solve Prompt redressal Implement and follow up

Guidelines for handling Grievances


Treat each case as important Talk to the employee directly Discuss in a private place Handle each case within a time frame Examine company provisions in each case Get all relevant facts Gather information Control your emotions Maintain proper records Be proactive, if possible.

Discipline: Three Interpretations

Negative discipline

Positive discipline

Self discipline and control

Common Disciplinary Problems

Attendance related problem Unexcused absence Chronic absenteeism Leaving without permission Excessive tardiness Dishonesty and related problems Theft, unsafe acts Falsifying employment application Willfully damaging factory assets Falsifying work records Performance related problems Failure to complete assigned work Producing substandard products Failure to meet production norms Off the job behavior problems Insubordination Smoking Fighting with colleagues Gambling, betting Carelessness Sleeping while at work Sexual harassment Accepting bribes, gifts

Causes of Indiscipline
 Absence of effective leadership  Unfair management practices  Communication barriers  Non-uniform disciplinary action  Divide and rule policy  Inadequate attention to personnel problems  Victimization

Disciplinary Action Procedures

 Issuing a letter of charge  Consideration of explanation  Show-cause notice  Holding of a full-fledged enquiry  Making a final order of punishment  Follow up

Essentials of a Good Disciplinary System

1) Rules and performance criteria 2) Documentation of the facts 3) Consistent response to rule violations 4) Training of supervisors 5) Prompt action 6) Impersonal discipline 7) Reasonable penalty 8) Follow-up