Effects of Employee Grievances in an Organization
Whatever may be the cause of a grievance, the effects it has on the organization’s working atmosphere are always adverse.
Effects of grievances are ;
(i) Decline in productivity
(ii) Conflicts, disagreements and dissatisfaction.
(iii) Strikes or lock-outs in extreme conditions.
(iv) Poor performance due to lack of interest in work.
(v) Increase in unrest and indiscipline.
(vi) Increase in absenteeism.
(vii) Wastage of resources.
(viii) Increase in production costs.
(ix) Increase in resignation of employees.
Objectives of Grievance Handling
(i) To enable the employee to air their grievance.
(ii) To clarify the nature of the grievance.
(iii) To investigate the reasons for dissatisfaction.
(iv) To obtain, where possible, a speedy resolution to the problem.
(v) To take appropriate actions and ensure that promises are kept.
(vi) To inform the employee of their right to take the grievance to the next stage of the procedure, in the event of an unsuccessful resolution.
Benefits of Grievance Handling
Benefits that accrue to both the employer and employees are as follows ;
(i) It encourages employees to raise concerns without fear of reprisal.
(ii) It provides a fair and speedy means of dealing with complaint
(iii) It prevents minor disagreements developing into more serious disputes.
(iv) It serves as an outlet for employee frustrations and discontents.
(v) It saves employer’s time and money as solutions are found for workplace problems.
(vi) It helps to build an organizational climate based on openness and trust.
Available at: https://www.yourarticlelibrary.com/human-resource-development/objectives-and-benefits-of-grievance-handling-procedure/32377
[Accessed 30 may 2020].
As we know, there are 3 basic factors we can take to address the causes of grievances.
ReplyDeleteManagement policies
Terms of Service
Interpersonal factors
But I think, in addition to the above 3 factors,
It is important to include the employee's family, social environment and family functioning. What do you think....?
Dear Eranga,
DeleteThose basic factors covers a large area in grievance handling. It includes employer, employee and the job.
Apart from that we can identify below mentioned causes in relation to grievances. I think your concern of family and social factors covers under respective titles.
1. Economic - This is related to pay awards
2. Work environment – Physical conditions
3. Supervision – Attitude of the supervisors
4. Organizational change – Change in company policies
5. Employee relations – Inter employee disputes
6. Miscellaneous – Issues relating to certain violations
Further, I endorse your view in which covers employee based concerns.
What is the importance of having grievance handling procedure to a company?
ReplyDeleteA grievance process is designed to give employees and employers a fair and objective system to raise and review serious issues and complaints without bias.
DeleteA formal grievance procedure should support employees to raise concerns relating to a safe working environment without the fear of any negative repercussions. The knowledge that any concerns will be taken seriously and handled fairly will help to bolster staff morale and maintain levels of productivity. A thorough process will help to protect employees from arbitrary decisions made by management.
What is the impact over organizational culture by handling grievance in a proper way
ReplyDelete- Employees will raise their concerns without fear.
ReplyDelete- It provides a fair and speedy means of dealing with complaint within the organization
- It prevents minor disagreements developing into more serious disputes among employees and managers
- It serves as an outlet for employee frustrations and discontents.
- It saves employer’s time and money as solutions are found for workplace problems.
- It helps to build an organizational climate based on openness and trust