GRIEVANCE MANAGEMENT

By: - Mahak Shrivastava

What is Grievance?

Grievance may be any genuine or imaginary feeling of dissatisfaction or injustice which an employee experience about the job , management policies and procedures.

What is Grievance?• International Labour Organization

(ILO): “a compliant of one or more workers with respect to

wages and allowances, conditions of work and interpretation of service stipulation, covering such areas as overtime, leave, transfer, promotions, seniority, job assignment and termination of service”

Employee expectations

Unfulfilled

Dissatisfaction

Grievance

Why Grievance Arise?

Causes of Grievance

Economic Work Environment

  Supervision

Work Group Miscellaneous

Effect of grievance Sense of frustration, disloyalty and non

cooperation among workers.

Loss of interest in work.

Affect on the quality and quantity of output.

Indiscipline which may take the form of absenteeism , work to rule, lockouts, violence and strikes.

A proper machinery for handling of grievance is very necessary for harmonious industrial relations and for maintaining industrial peace.

Sometimes employee doesn’t know their actual grievances

It is therefore very essential that systematic procedure should be evolved to settle the grievance , such procedure is known as “Grievance Handling Procedure”

Need for Grievance Handling

What is Grievance Procedure?

Grievance procedure is a formal communication between an employee and the management which is designed for the settlement of grievance.

Grievance procedure differ from organization to organization

Grievance Procedure

Open Door Policy

In Open Door Policy the employee is free to meet the top executive to get grievance redressed.

Its is good for small organization

Step Ladder Policy

Step ladder Policy :- This policy follows a step by step procedure.

Step1:- Dept representativeStep2 :- Head of DeptStep3 :- Grievance CommitteeStep4:- Chief Executive

Settlement of GrievanceAggrieved Employee

Dept Representative

H.O.D

GrievanceCommittee

Chief Executive

VoluntaryArbitration

48 Hrs

3 days

7 days

Guidelines for Effective Grievance Handling

Treat each case as important and get the grievances in writing

Accept responsibility- Do not ‘pass the buck’

Do not pre-judge, always give people an opportunity to explain

Give him a patient hearing

See whether any witness are available and visit the work area

Maintain proper records and follow up the action taken in each case

Do not automatically take the easy way out – the best course of action may not be the easiest, the most popular of the most expedient

Be firm where necessary but fair

Refer company Policy in each case

Guidelines for Effective Grievance Handling