Grievance procedure.ppt

GRIEVANCE PROCEDURE

Prepared By : Jaya Ja yana na Mo Modi di Gitik Gi tika a Sa Sari rin n Sudak Sud aksh sh Pan Pande dey y

Grievance 

According to Michael Jucius,  A grievance can be any discontent or dissatisfaction, whether expressed or not, whether valid or not, and arising out of anything connected with the company that an employee thinks, believes, or even feels as unfair, unjust, or inequitable.

 A grievance means any discontentment or

dissatisfaction in an employee arising out of  anything related to the enterprise where he is working. It may not be expressed and even may not be valid.

Nature of Grievance Grievances are symptoms of conflicts in the enterprise.

While dealing with grievances of subordinates, it is necessary to keep in mind the following points: 

A grievance may or may not be real. factual Imaginary Disguised



Grievance may arise out of not one cause but multifarious

causes. 

Every individual does not give expression to his grievances.

Grievances Classification (1) Grievances resulting from working conditions Improper matching of the worker

Changes in schedules or procedures. Non-availability of proper tools, machines and equipment for doing the job. Unreasonably high production standards. Poor working conditions. Bad employer  employee relationship, etc.

(2) Grievances resulting from management policy Wage payment and job rates. Leave. Overtime. Seniority and Promotional. Transfer. Disciplinary action. Lack of employee development plan. Lack of role clarity.

Grievances Classification 

(3) Grievances resulting from personal

maladjustment (i) Over  ambition. (ii) Excessive self-esteem (iii) Impractical attitude to life etc.

GRIEVANCE PROCEDURE IN INDIAN INDUSTRY The 15th session of Indian Labor Conference held in 1957 emphasized the need of an established grievance procedure for the country which would be acceptable to unions as well as to management. In the 16th session of Indian Labor Conference, a model for

grievance procedure was drawn up. This model helps in creation of grievance machinery. According to it, workers representatives are to be elected for a department or their union is to nominate them. Management has to specify the persons in each department who are to be approached first and the departmental heads who are supposed to be approached in the second step. The Model Grievance Procedure specifies the details of all the steps that are to be followed while redressing grievances.

Establishing a Grievance Procedure

Grievance procedure 

Grievance procedure is a formal communication

between an employee and the management designed for the settlement of a grievance. The grievance procedures differ from organization to organization. 1. Open door policy 2. Step-ladder policy 3. Exit Window 4. Grip Box 5. One to One Interview

ESSENTIALS OF A GRIEVANCE PROCEDURE A grievance procedure should incorporate the following features:  1. Conformity with existing legislation: The procedure should be designed in conformity with the existing statutory provisions.  2. Acceptability: Everybody must accept the grievance procedure. In order to be generally acceptable.  3. Simplicity: The procedure should be simple enough to be understood.

ESSENTIALS OF A GRIEVANCE PROCEDURE 





4. Promptness: Speedy settlement of a

grievance is the cornerstone of a sound personnel policy. It should be remembered that  justice delayed is justice denied. The procedure should aim at a rapid disposal of the grievance. 5. Training: Supervisors and the union representatives should be given training in working of the grievance procedure. 6. Follow-up: The personnel department should review the working of the grievance procedure periodically and necessary changes should be introduced to make it more effective.

Conclusion 

The impact of employee grievances may have a significant and long-lasting negative impact on the organization. The impact may be even more severe if it is a collective grievance i.e., several employees share the same concern. To avoid any such problem, the manager must handle all cases of grievances with speed and sensitivity. He should not underestimate the situation until it has  been resolved to the complete satisfaction of  employee(s) and management.