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  2. What do we understand by ‘employee grievance’? • Employee grievance refers to the dissatisfaction of an employee with what he expects from the company and its management. • According to Michael J. Jucius: Grievance means “any discontent or dissatisfaction, whether expressed or not and whether valid or not, arising out of anything connected with the company that an employee thinks, believes or even feels, is unfair, unjust, or inequitable.”
  3. Grievance may arise due to the following factors: • Violation of management’s responsibility such as poor working conditions • Violation of company’s rules and practices • Violation of collective bargaining agreement • Violation of labour laws • Violation of natural rules of justice such as unfair treatment in promotion
  4. Essentials of grievance: • The discontentment arises out of something connected with the organisation. • A grievance may be expressed or implied. • The discontent may be rational or irrational.
  5. SOURCES OF GRIEVANCE The sources of grievance are group under three heads: 1) Grievance resulting from Management Policies: a) Wage rates or scale of pay b) Overtime c) Leave d) Transfer – improper matching of the worker with the job e) Seniority, promotion and discharges f) Lack of career planning and employee development plan g) Lack of role clarity h) Lack of regard for collective agreement. i) Hostility towards a labour union. j) Autocratic leadership style of supervisors
  6. Sources of grievance (contd.) 2) Grievance resulting from Working conditions: a) Unrealistic b) Non-availability of proper tools, machines and equipment for doing the job. c) Tight production standards. d) Bad physical conditions of work place. e) Poor relationship with the supervisor. f) Negative approach to discipline.
  7. Sources of grievance (contd.) 3) Grievances resulting from Personal factors: a) Narrow attitude b) Over-ambition c) Egoistic personality
  8. Handling of grievance • It is important to keep some points in mind while dealing with grievances of subordinates. These are: a) A grievance may not be real b) Grievances may arise out of not one cause, but multifarious causes. c) Every individual does not give expression to his grievances.
  9. Handling of grievance (contd.) A manager needs to follow some guidelines to deal effectively with the grievances: 1) The complainant should be given a patient hearing. 2) Attempts should be made to get at the root of the problem. 3) The management must show its anxiety to remove the grievances of the workers 4) If the grievances are real and their causes are known, attempts should be made to remove the causes. 5) If the grievances are imaginary or unfounded, attempts should be made to counsel the workers.
  10. Grievance Procedure • There are two procedures for redressing the grievances of the employees: 1) Open door policy: Under this procedure the employees are free to meet the top executive of the organisation and get grievances redressed. 2) Step-ladder procedure: Under this procedure, the aggrieved employee has to proceed step by step in getting his grievance heard and redressed.
  11. Grievance Procedure (contd.) Step-ladder procedure:
  12. Essentials of a good grievance procedure • A grievance procedure must follow certain principles which are listed below: 1) A grievance should be dealt with in the first instance at the lowest level. 2) The line of appeal must be made clear to the employees. 3) Grievances should be dealt with speedily. 4) If the grievance is against an instruction given by a superior, it is in the interest of the discipline that instruction must be carried out. 5) The grievance procedure should be set up with the participation of the employees and it should be applicable to all in the organisation.
  13. Essentials of Good grievance procedure (contd.) • A good grievance procedure must: 1) Be simple: It should be simple so that even an average employee can understand it. 2) Time bound: It should lay down the time limit which should not be exceeded at every step of the grievance procedure. 3) Involve participation of the employee leaders: It should be developed with the participation of the leaders of the employees and must be applicable to all.