Employee Relations

Topics: Collective bargaining, Trade union, Grievance Pages: 20 (6095 words) Published: December 6, 2012
Introductionpage 4


Effects of Employee Dissatisfaction & Its Effect on an Organization page 13

The Effects of Employee Turnover on Remaining Employees page 14

Solutions to Industrial Discontentpage15

Conclusion page24

Referencespage 25

Industrial unrest is a disturbed state; disquietude sometimes amounting to insurgency´. It is also manifestation of mankind’s eternal struggle for improvement. Unrest is an active and not a passive condition; it is antipodal to despair because it is coupled with a hope and expectation that the cause of dissatisfaction can be remedied, or at least alleviated. If the condition of workers is so precarious that they have to hope for betterment, their feeling of upper desire can be and usually are ignored by others, since it is a characteristic of any society to maintain the status quo until forced to change by overt expressions of unrest. Because it is dynamic industrial unrest thrusts itself upon the attention of the community and there by becomes a problem. But it is not in itself a destructive force; its final effect depends upon what is done about it.


Causes of Industrial Discontent
The causes of industrial disputes can be broadly classified into two categories: economic and non-economic causes. The economic causes will include issues relating to compensation like wages, bonus, allowances, and conditions for work, working hours, leave and holidays without pay, unjust layoffs and retrenchments. The non economic factors will include victimization of workers, ill treatment by staff members, sympathetic strikes, political factors, indiscipline etc. 1.GRIEVANCE Grievance means any type of dissatisfaction or discontentment arising out of factors related to an employee’s job which he thinks is unfair. A grievance arises when an employee feels that something has happened or is happening to him who he thinks is unfair, unjust or inequitable. In an organization, a grievance may arise due to several factors such as: Violation of management’s responsibility such as poor working conditions Violation of company’s rules and regulations Violation of labor laws Violation of natural rules of justice such as unfair treatment in promotion, etc. |

Various sources of grievance may be categorized under three heads: (i) management policies, (ii) working conditions, and (iii) personal factors 1. Grievance resulting from management policies include: * Wage rates * Leave policy * Overtime * Lack of career planning * Role conflicts * Lack of regard for collective agreement * Disparity between skill of worker and job responsibility 2. Grievance resulting from working conditions include: * Poor safety and bad physical conditions * Unavailability of tools and proper machinery * Negative approach to discipline * Unrealistic targets 3. Grievance resulting from inter-personal factors include * Poor relationships with team members * Autocratic leadership style of superiors * Poor relations with seniors * Conflicts with peers and colleaguesIt is necessary to distinguish a complaint from grievance. A complaint is an indication of employee dissatisfaction that has not been submitted in written. On the other hand, a grievance is a complaint that has been put in writing and made formal.

Grievances are symptoms of conflicts in industry. Therefore, management should be concerned with both complaints and grievances, because both may be important indicators of potential problems within the workforce. Without a grievance procedure, management may be unable to respond to employee concerns since managers are unaware of them. Therefore, a formal grievance procedure is a valuable communication tool for the organization.Forms of GrievancesA grievance may take any one of the following...
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