What is “Grievance”
- Grievance handling is the management of employee dissatisfaction or complaints .
- By establishing formal grievance handling procedures, you provide a safe environment for your employees to raise their concerns.
- You also create a channel to explain your policies and rationale for actions or decisions.
- As an employer, it is best to handle grievances in an amicable and supportive way to avoid unnecessary escalation and negative feelings.
- Grievance handling procedures also allow you to identify and address unacceptable or unlawful practices quickly.
- A grievance is a formal complaint raised by an employee to address an issue with their employment situation.
- Grievances are usually raised in relation to issues affecting working relationships or productivity.
- Once a problem is highlighted, a formal grievance complaint should be directed to a member of management or union representative for their consideration and further investigation.
- Problems with wages, working conditions, supervision arrangements, changes to policies, and employee/team relations are some of the most common issues raised in grievance proceedings.
Forms of grievance in an organization
A grievance may take any one of the following forms:
(i) Factual:
Factual grievances arise when legitimate needs of employees remain unfulfilled, e.g., wage hike has been agreed but not implemented.
(ii) Imaginary:
When an employee’s grievance is because of wrong perception, wrong attitude or wrong information. Though it is not the fault of management, the responsibility for their redress still rents with the management.
(iii) Disguised:
An employee may have dissatisfaction for reasons that are unknown to himself. If he or she is under pressure from family, friends, relatives, neighbors, he or she may reach the work spot with a heavy heart. If a new recruit gets a new table and cupboard, this may become an eye shore to other employees who have not been treated like wise previously.
Good Article.
ReplyDeleteNow most of companies ignore thinking about grievance handling.They give their attention towards the productivity and and performance.But they forget that important part of the organization,
True Manujaya,
DeleteEmployees are the key stake holder of a successful organization whereas now a days the management mostly pays attention towards achieving core objectives. However depending on the size of the organization, grievance procedures are maintained.
Lack of knowledge in employees on raising a proper grievance is one of the main reasons that organizations avoid such practices.
hi shiran , these days we face lot of issues due to covid 19 ,so many workers lost there jobs. some workers get half of salary . but there not blaming to management due to situation .
ReplyDeleteI agree Hemantha,
DeleteCertain workers lost their jobs and some experienced cuts in their pay. In a few organizations, only the corporate management experienced reductions in remuneration . These actions took place in order to resist with the negative impact of the economic slowdown.
However, most of the workers did not make it a point to raise grievances since it was and is a common effort against Covid 19 to safeguard their employer in terms of cost containment.
Nevertheless, both Management and Staff need to concentrate towards establishing a win-win situation for a better organizational behaviour.
What are the benefits of a good grievance handling system to the organization:
ReplyDeleteBoth organizations and employees are benefited through a grievance handling system.
DeleteFew of them are mentioned below
- The organization can allow employees to point out individual or group concerns
- The system provides fair and speedy means of dealing with complaints
- Prevent minor disagreements developing into more serious problems inside the organization
- It creates an stage for the employer to address required concerns
- It saves employers time and money since solutions are found for workplace problems
- It helps to build and organization culture based on openness and trust.
Out of the types of grievances of an organization listed here, solving policies or Union grievances is a difficult task, and I think that it is mandatory for a third party, in addition to HRM, to consult or advise
ReplyDeleteUnion grievance is a typical factor in an organization. It include in depth legal implications and process to be followed up. Negative results will tarnish the image of the organization.
DeleteWhat is grievance handling procedure.
ReplyDeleteDear Suranga,
Deleteprocedure can be mentioned in simple as below ;
- Define and describe the grievance
- Collect information, facts etc...
- Establish tentative solutions
- Check the validity of solutions'
- Apply the solution
- Follow up and feedback