However, with the constant pressures of managing the day-to-day operations of an organisation, communicating with employees can fall through the net.
It must be expressed by the employee and brought to the notice of the management and the organization. Grievances take the form of collective disputes when they are not resolved.
Also they will then lower the morale and efficiency of the employees. Unattended grievances result in frustration, dissatisfaction, low productivity, lack of interest in work, absenteeism, etc. This dissatisfaction must crop up from employment issues and not from personal issues. Grievance may result from the following factors- Improper working conditions such as strict production standards, unsafe workplace, bad relation with managers, etc.
Irrational management policies such as overtime, transfers, demotions, inappropriate salary structure, etc. Violation of organizational rules and practices The manager should immediately identify all grievances and must take appropriate steps to eliminate the causes of such grievances so that the employees remain loyal and committed to their work.
Effective grievance management is an essential part of personnel management. The managers should adopt the following approach to manage grievance effectively- Quick action- As soon as the grievance arises, it should be identified and resolved. Training must be given to the managers to effectively and timely manage a grievance.
This will lower the detrimental effects of grievance on the employees and their performance. Acknowledging grievance- The manager must acknowledge the grievance put forward by the employee as manifestation of true and real feelings of the employees. Acknowledgement by the manager implies that the manager is eager to look into the complaint impartially and without any bias.
This will create a conducive work environment with instances of grievance reduced. A record of such facts must be maintained so that these can be used in later stage of grievance redressal.
Examining the causes of grievance- The actual cause of grievance should be identified. Accordingly remedial actions should be taken to prevent repetition of the grievance. Decisioning- After identifying the causes of grievance, alternative course of actions should be thought of to manage the grievance.
The effect of each course of action on the existing and future management policies and procedure should be analyzed and accordingly decision should be taken by the manager. Execution and review- The manager should execute the decision quickly, ignoring the fact, that it may or may not hurt the employees concerned.
After implementing the decision, a follow-up must be there to ensure that the grievance has been resolved completely and adequately. An effective grievance procedure ensures an amiable work environment because it redresses the grievance to mutual satisfaction of both the employees and the managers.
It also helps the management to frame policies and procedures acceptable to the employees. It becomes an effective medium for the employees to express t feelings, discontent and dissatisfaction openly and formally.Read about how we helped one of the largest privately owned companies in the North West with their Grievance Management Case.
Case Study – Car Hire. Grievance Management.
Back to Case Studies. On receipt of the employee grievance appeal, we facilitated an appeal hearing and worked with the client to determine an appropriate .
This is a research report on Case Studies on Effectiveness of Grievance Handling Mechanism by Bhaumik Rathod in Case Study category. Search and Upload all types of Case Studies on Effectiveness of Grievance Handling Mechanism projects for MBA's on grupobittia.com Case Studies On Employee Grievance Handling In Psu Matilda- employee & complaint Sheila-Colleague of matilada Gertrude-Manager of matilda &Sheila John-Another Manager in the firm Allegations Matilda says Sheila is trying to get her to leave the organization, because her friend can be employed in matildas job..
Case Studies and Practice Exercises These case studies have been prepared to provide specific risk and threat handling will have to depend on: the case studies are fictional and have been created for educational purposes.
No reference to any individual, living or dead, is intended. Mar 14, · The issue of revision of existing percentage distribution of posts of Track Maintainers has been raised at various fora by both the recognized Federations [AIRF/NFIR].
Grievance is a feeling of dissatisfaction which an employee experiences. Learn in detail about Employee Grievance, factors that result in employee grievance and effective ways of handling grievance.