There are many factors in industry, which make a worker unhappy and dejected. May be his fellow workers are non-co-operative or his foreman’s sarcastic or harsh remarks on his own personal problems outside the factory or domestic matters. Poverty, undernourishment, debts, unemployed dependent, etc. may be working adversely in his mind. He look around and finds everybody being unkind to him. He is aggrieved and wants to ventilate his feelings and reactions. A well-defined grievance procedure is an important element of a sound industrial relations machinery. Prompt and effective disposal of workers grievance is the key to industrial peace. The grievance procedures set up by agreement with a union provides a medium for the workers to transmit his grievance to management in an orderly manner and get the answer in writing Meaning and Nature of Employee Grievance
According to Michael J. Jucius, the term ‘grievance’ means “ any discontent or dissatisfaction, whether expressed or not and whether valid or not arising out of anything connected with the company that an employee thinks, believes or even feels, is unfair, unjust, or inequitable.” The definition is very broad and covers all kinds of dissatisfaction, which an employee has while doing his job. A grievance means any discontentment or dissatisfaction arising out of anything related to the enterprise where he is working. It may not be expressed and even may not be valid. It arises when an employee feels that something has happened or is going to happen which is unfair, unjust or inequitable. Keith Davis has defined grievance as “ any real or imagined feeling of personal injustice which an employee has concerning his employment relationship.” A grievance represents a situation in which an employee feels that something unfavorable to him has happened or is going to happen. In an industrial enterprise, grievance may arise because of several factors such as: a. Violation of management’s responsibility such as poo working conditions, b. Violation of company’s rules and practices.
c. Violation of collective bargaining agreement,
d. Violation of labour laws,
e. Violation of natural rules of justice such as unfair treatment in promotion. The essential of a grievance in an organization are as under: i. The discontentment arises out of something connected with the organization: The sources of grievance lie within the company such as unfair treatment by the supervisor, violation of company rules, etc.do not constitute a grievance. Such outside sources are beyond the control of the employer. ii. A grievance may be expressed or implied: It is comparatively easier to identify express grievances. They are manifested in several ways, e.g.; gossiping, active criticism, argumentation, increased labour turnover, carelessness in the use of tools, materials and poor workmanship, etc. Grievance are also implied by indifference to work, day dreaming, absenteeism, tardiness, etc. it is not wise to recognize only expressed grievances and overlook the unexpressed ones. In fact, unexpressed or implied grievances are more dangerous than the grievances which are started because it is not known when the implied grievance may explode. It requires a high order of skill for an executive to identify such grievances. iii. The discontent may be rational or irrational: rational grievance is a genuine one, which must be removed by the management. On the other hand, there are grievances which are emotional in nature and are based on sentiments, distorted perception, lack of proper thinking, etc. these are totally irrational or psychological. It is difficult to handle such grievances. Sources of Grievance
The causes of grievances may be grouped under three heads, viz., i. Grievances resulting from Management Policies
a. Wage rates or scale of pay.
d. Transfer- improper matching of the worker with the job e. Seniority,...