Grievance Handling Procedure
10/23/2011
Grievance Handling & Grievance Procedure
11
Presented by
Wing Commander Manoaj Keppetipola
MBA (PIM -Sri J), BA Defence (Hons), Dip in HRM(IPM), MIPM, AIM(SL), AITD(SL)
What is a grievance?
• “Any factor involving wages, hours, conditions of employment that is used as a complaint. Similarly it could be expressed or not expressed.” Gary Dessler • “Any complaint or dissatisfaction on the part of a worker or a group of workers relating to his / their employment in the undertaking, with the general claims which normally fall within the scope of collective bargaining as a result of employment.”ILO • “Any dissatisfaction arising out of any reason connected with the employer or personal life which an employee believes unfair or unjust.” 2 of 13
1
10/23/2011
Importance of Grievance Handling
• Dissatisfaction of one worker will convert into dissatisfaction of several or many workers. This may create anti-attitudes towards management and may ferment an opposition leading to disagreement. • Frustration and perception of unfair treatment have been associated with strikes, slowdowns and affect the organization productivity. • In order to maintain a good relationship between labour-management, this is affecting the organization climate.
3 of 13
Importance of Grievance Handling..
• Absence of an effective grievance mechanism can lead to increasing employee unrest. • This may affect the employees’ morale, productivity, willingness to co-operate with organization. • Proper grievance handling procedure is important to achieve the goals of HRM and the organization goals.
4 of 13
2
10/23/2011
What we should know about a grievance?
Can be real or imaginative feelings of personal justice that an employee has, about the employment relationship It need not be expressed to become a grievance
It need not be true or correct A feeling arising from imaginative conditions or from incorrect reasoning is still a grievance if it causes a
Grievance Handling & Grievance Procedure
11
Presented by
Wing Commander Manoaj Keppetipola
MBA (PIM -Sri J), BA Defence (Hons), Dip in HRM(IPM), MIPM, AIM(SL), AITD(SL)
What is a grievance?
• “Any factor involving wages, hours, conditions of employment that is used as a complaint. Similarly it could be expressed or not expressed.” Gary Dessler • “Any complaint or dissatisfaction on the part of a worker or a group of workers relating to his / their employment in the undertaking, with the general claims which normally fall within the scope of collective bargaining as a result of employment.”ILO • “Any dissatisfaction arising out of any reason connected with the employer or personal life which an employee believes unfair or unjust.” 2 of 13
1
10/23/2011
Importance of Grievance Handling
• Dissatisfaction of one worker will convert into dissatisfaction of several or many workers. This may create anti-attitudes towards management and may ferment an opposition leading to disagreement. • Frustration and perception of unfair treatment have been associated with strikes, slowdowns and affect the organization productivity. • In order to maintain a good relationship between labour-management, this is affecting the organization climate.
3 of 13
Importance of Grievance Handling..
• Absence of an effective grievance mechanism can lead to increasing employee unrest. • This may affect the employees’ morale, productivity, willingness to co-operate with organization. • Proper grievance handling procedure is important to achieve the goals of HRM and the organization goals.
4 of 13
2
10/23/2011
What we should know about a grievance?
Can be real or imaginative feelings of personal justice that an employee has, about the employment relationship It need not be expressed to become a grievance
It need not be true or correct A feeling arising from imaginative conditions or from incorrect reasoning is still a grievance if it causes a