Grievance Management
GRIEVENCE MANAGEMENT
The grievance redressal procedure is a device by which grievances are settled, generally to the satisfaction of the trade union or employees and the management. The effective grievance handling procedure is essential as most grievances seriously disturb the employees’ morale, productivity and their willingness to cooperate with the organization. Thus it is an important part of labour relations.
The grievance machinery enables a management to detect any defects or flaws in the working conditions or in labour relations, and undertake suitable corrective measures. If good morale or code of conduct is to be maintained, it is essential that the grievance procedure is worked honestly and without prejudice, failing which there is likely to be an explosion, and production schedules would be shattered and the morale of the employees would be irretrievably impaired.
This study necessitates finding out the competence level of the grievance handling mechanism, as handling grievances is an important part to reinforce good labour relations.
The study acts as a channel or avenue by which the company may get to know about the employees’ satisfaction in relation to the prevailing grievance procedure.
The main intension of this study is to provide fair and equitable processes which enable employee concerns to be addressed as quickly as possible.
Emergence of grievance is a natural outcome of interaction among people whether in the organizational context or in other context. In the organizational settings, employees may have some grievances against employers; in the same way, employers may have grievance against employees. Grievance is a state of dissatisfaction over some issues related to employment. Generally, expression of this dissatisfaction in oral form is known as complaint while in written form, it is known as grievance. This is latter form of expression of dissatisfaction which requires redressal. For example, Michael Jucius has
The grievance redressal procedure is a device by which grievances are settled, generally to the satisfaction of the trade union or employees and the management. The effective grievance handling procedure is essential as most grievances seriously disturb the employees’ morale, productivity and their willingness to cooperate with the organization. Thus it is an important part of labour relations.
The grievance machinery enables a management to detect any defects or flaws in the working conditions or in labour relations, and undertake suitable corrective measures. If good morale or code of conduct is to be maintained, it is essential that the grievance procedure is worked honestly and without prejudice, failing which there is likely to be an explosion, and production schedules would be shattered and the morale of the employees would be irretrievably impaired.
This study necessitates finding out the competence level of the grievance handling mechanism, as handling grievances is an important part to reinforce good labour relations.
The study acts as a channel or avenue by which the company may get to know about the employees’ satisfaction in relation to the prevailing grievance procedure.
The main intension of this study is to provide fair and equitable processes which enable employee concerns to be addressed as quickly as possible.
Emergence of grievance is a natural outcome of interaction among people whether in the organizational context or in other context. In the organizational settings, employees may have some grievances against employers; in the same way, employers may have grievance against employees. Grievance is a state of dissatisfaction over some issues related to employment. Generally, expression of this dissatisfaction in oral form is known as complaint while in written form, it is known as grievance. This is latter form of expression of dissatisfaction which requires redressal. For example, Michael Jucius has