Grievance handlingSUBMITTED BY: NITYA GARG

ICFAI BUSINESS SCHOOL -GURGAON

What are GREVIANCES?

An official statement of a complaint over something believed

to be wrong or unfair.

A grievance is any dissatisfaction or feeling of injustice in

connection with one’s employment situation that is brought to

the attention of the management

W’s of Grievance Handling

WHO is involved

WHEN did it happen

WHERE did it happen

WHAT happened (EXACTLY)

WHY is it grieve-able

WHEN must the grievance be filed

WHAT are the deadline dates

WHAT must be done

Types of Grievance: General v/s Individual

General

The General Grievance is a grievance that affects a group of employees. Examples of general grievances would be a wage cut or a retrenchment exercise that could involve several employees or the entire workforce.

Individual

The Individual Grievance is a grievance affecting one employee and requires a one-to-one approach, with or without the Trade Union Representative (TUR), depending whether the organisation is unionised.

Grievance must fall under the following category :

Amenities Compensation Conditions of work Continuity of service Disciplinary action Fines Leave Medical benefits

Nature of job Payments Promotions Safety environment Super Annuation Supersession Transfers Victimization

 Important steps in grievance handling procedure

Accepting the grievance and acknowledging it.

Carefully listening the problem 

Understanding the redefining the problem to ensure that both the

parties are at the same level of understanding.

Gathering the information – all facts and figures.

Offering the best solution.

Follow up.

Grievance Identification Techniques

Observations Grip Boxes

Exit Interview Open Door Policy

Explanations: Grievance Identification Techniques

1. OBSERVATION Knowledge of human behavior is requisite quality of good

manager. From the changed behavior of any employee , he should snuff the causes of grievances, without its knowledge to the employee.

2. GRIP BOXES The suggestion boxes, for instance are placed at easily

accessible spots to most employees in the organization. The employees can file anonymous complaints about their dissatisfaction in these boxes.

Cont.

3. OPEN DOOR POLICY Most of the organizations still don’t practice this but open door

policy demands that the employees, even at the lowest rank, should have easy access to the Chief Executive to get his grievances redressed.

4. EXIT INTERVIEW These interviews are conducted to know the reasons for leaving the

job. Properly conducted exit interviews can provide significant information about the strengths and weaknesses of the organization and can pave way for further improvements.

Effects of Grievance:

Grievances, if not identified and redressed, may adversely affect workers, managers, and the organiza tion.

The effects are the following:1. On the production: a. Low quality of production b. Low productivity c. Increase in the wastage of material, spoilage/leakage of machinery d. Increase in the cost of production per unit

Cont.2. On the employees: a. Increase in the rate of absenteeism and turnover b. Reduction in the level of commitment, sincerity and punctuality c. Increase in the incidence of accidents d. Reduction in the level of employee morale.

3. On the managers: a. Strained superior-subordinate relations. b. Increase in the degree of supervision and control. c. Increase in indiscipline cases d. Increase in unrest and thereby machinery to maintain industrial peace

Benefits of Grievance Handling: Enables the management to know the pulse of its employees. Provides a channel to the aggrieved to express their grievances. Gives an assurance to the employees about the existence of a

mechanism for the prompt redressal of their grievance. It encourages employees to raise concerns without fear of reprisal. It provides a fair & speedy means of dealing of grievances. It prevents minor disagreements developing into more serious disputes. It saves employer’s time & money as solutions are found for workplace

problems. It helps build in organizational climate based on openness and trust.

Reference:

Book : Human Recourse Management by: Sunaina Sardana.

Google:

http://www.yourarticlelibrary.com/human-resources/grievance-handling-definition-features-causes-and-effects/32387/

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