GREAVANCE IN ORGANISATION

GREAVANCE IN ORGANISATION

DEFINITION

Management of employee dissatisfaction is simply the grievance handling

Providing of safe working environment by avoiding favoring, harassments etc is a responsibility of the management.

Most of the grievance occurring reasons among the employees are wage cuts, transfers, promotions and favoritisms etc. To maintain proper harmonious industrial relations, HR department should have the ability to identify and resolve them.

There are ways of expressing the dissatisfaction by the employees. 

• Orally,
• Written
• Legitimate manner

Grievance can be submitted by one employee or by a group .Most of the times, if the HR department was not flexible enough to provide with a satisfactory feedback for the grievance may be a reason to make a big noise by the trade unions against the particular organization. But the HR person was able to provide a sound approach for the grievance will provide them the good morale.

FEATURES

Fairness	Fairness should a main feature and employee should feel that there is no biasness or favouritisms by the HR person for any party
Provisions should be clear cut	No grievance procedure can be expected to work satisfacto­rily unless there are definite provisions, consistently adhered to, determining what is to be done, when any by them. For example, every employee should know: whom complaints are to be addressed, what form (oral or written), what restrictions, and how long a complain­ant should expect to wait before finding out what action has been taken or planned in connection with their complaints
Procedural steps	The grievance procedure should be sufficiently simple so that it can easily and quickly be explained to each new employee
Promptness	When in handling a grievance should be quick and exact solution should be given. Due to a delay of resolving frustrations or bitterness may occur

 

Grievances may occur due to a unsatisfactory incident within the company or within the employee mind. These grievances may lead to low productivity, commitment, absenteesm, turnover etc. So grievances within the employee or employees should be provided with a solution immediately.

If the grievance handler perform his duty well, employee will get relief for his mental pain, feel satisfaction in work environment, develop interest for the job, feeling belonginess, industrial disputes are avoided, productivity effectiveness and efficiency increases and many more positive benefits can be gain for the employee and for the company.

Different companies have different strategies to avoid grievances the strategies should be quick and timely to create value on the employee and employer

Reference

Top 4 Features of a Good Grievance Handling Procedure. [online] Available at: <https://www.yourarticlelibrary.com/human-resource-development/top-4-features-of-a-good-grievance-handling-procedure/32375> [Accessed 26 May 2021]