Failure to enforce proper discipline. v. Work organization Rigid and unfair rules, too much or too less responsibility, work overload or under load both qualitative as well as quantitative, lack of work appreciation / recognition. Resolution. Advertisement cookies are used to provide visitors with relevant ads and marketing campaigns. They are represented by some senior employees if they so wish. Grievances Resulting during Concerning Wages 6. Without a grievance procedure, management may be unable to respond to employee concerns since managers are unaware of them. This cookie is set by GDPR Cookie Consent plugin. 2. Grievances, if not identified and redressed, may adversely affect workers, managers, and the organization. 4. Since Independence, a number of steps have been taken by the Government under various Acts to provide machinery for handling grievances of the industrial workers at unit level. Complaints that are related to ones own personality gaps like extremely ambitious aggressive and wants to go up the ladder too quickly short circuiting procedures and norms. 5. Sometimes an employee may report that he physical conditions under which he works are unpleasant or unsafe. These needs proper care to enable the employees for smooth working. While adaptations have to be made to meet the special circumstances such as those obtaining in the reference undertakings, railways plantations and also small undertakings employing few workmen the procedure normally envisaged in the handling of the grievances should be as follows-. Causes of employee grievances. manner. Economic Employees may demand for individual wage adjustments. A grievance may be expressed or even implicit, though it should have continuity along with dissatisfaction. (iv) A grievance is basically an unfulfilled desire, need, want or expectation. ADVERTISEMENTS: (ii) Inadequate toilet facilities, dirty toilets, etc. The departmental head shall give his answer within three days of the presentation of grievance. The grievance spring from the following sources: ii. (iii) It should provide for reference of different types of grievances to appropriate authorities or bodies. There is also a feeling that redressal will come soon after face to face interaction between the two parties. Subscribe to the leading HR Magazine to receive exclusive Human Resources news and insights directly to your inbox. Where labour organisations are new and/or strong and they bent upon to do something which they consider it to be in the interest of the workers, but the management does not agree to the proposal made by them, the grievance arises. What is Grievance? | Meaning & Definition | HR Glossary Obviously, it is extremely important to pay careful attention to any employee dissatisfaction that is expressed or contained by him, because exact sources of dissatisfaction may or may not be expressed by verbal complaints. For instance, a worker may be offended and show grievances if they think your company is only promoting their male or female counterparts. When both the parties strike to their contradictory views and opinions and it becomes a prestige point for both the parties, grievance may arise. The danger surrounding this cause of grievance is the option of turning to lawsuits if complaints are not fully addressed. A grievance is a sign of an employees discontentment with his job or his relationship with his colleagues. Collection of Facts and Information After locating the problem, the next step is to gather all relevant facts about the issue. i. (a) Strained superior-subordinate relations, (b) Increase in the degree of supervision and control. The machines they are working on may be very old and worn out. Complaints above incentives; piece rates are too low or too complicated; iii. Some of the causes of grievance from an employee point of view are as follows: It is essential that employees are paid appropriately for their work since they are the key stakeholders in any organization. of approaches used in managing employee grievance and correct the causes of potential employee dissatisfaction before they become formal grievances. What Are Your Rights As A Breastfeeding Employee. (iii) If the decision of the department head is unsatisfactory the aggrieved worker may request the forwarding of his grievance to the grievance committee which shall make its recommendations to the manager within 7 days of the workers request. Therefore, without studying and analyzing their nature, kind and pattern an employees dissatisfaction cannot be removed. 6. These cookies help provide information on metrics the number of visitors, bounce rate, traffic source, etc. Poor employee-manager relationship adversely affects employees physical, emotional and mental state. Inadequate and unhygienic toilet facilities. Causes of employee grievances are: 1. Employee should understand whom they should approach and what they should do. Improper implementation of agreements and awards. Special care should be taken when dealing with the management of the policies. Grievance may be real or imaginary feeling of personal injustice which an employ is concerning his employment relation. All rights reserved. Grievances Resulting from Working Conditions 2. If employees understood the reasons behind managements actions and had some voice in the making of decisions, they would support managements actions rather than file grievances because of them. From the departing employees interviewee perspective, an exit interview is a chance to give some constructive feedback, and to leave on a positive note, with good relations and mutual respect. Lastly, having too many employees of equal or similar authority at work may increase chances of conflict-related employee grievances in the workplace. In collective bargaining, trade unions act as the collective voice of employees and negotiate their interests with management. If the employee is not satisfied with the response of the head of the department, he will take the next step. The world of work is constantly evolving, and the role of Human Resources (HR) is no exception. Sometimes, the work standards are kept so high by the company that employees feel dissatisfied with them. The procedure suffers from the following limitations: (a) Such a policy is very good for small organizations where top executives sit in the same office, and can be free to talk to employees any time of the day. Consequences A grievance raised unhappiness, discontent, frustration, indifference to work, poor morale and ultimately results inefficiency and low productivity. The following steps should be taken in handling grievances: Grievances are human problems and are to be handled in a human way. If he is not able to get any satisfactory solution, he will then go a step further and may give his grievance in writing to the head of the department. (v) It should involve the union in framing a grievance procedure and in its implementation. Employee's grievance can be over the wage and salary, working hours, condition of work premises, employment conditions etc. 5. Perceived notions of favouritism, nepotism, bias etc. All persons involved in grievance should be trained in handling the grievances. The true test of such a policy is whether the top man behind the door has an open attitude and his employees psychologically free to enter. i. Relating to the terms of employment the management prepares guidelines or policies for smooth working. Handling System. Malfunctioning or lack of work equipment/facilities, harassment, bullying, etc. The policies prepared by the management regarding terms of employment includes HR planning, appointments, placement, training, compensation, incentives and rewards, promotion and demotion, transfers, discipline, industrial relations, overtimes, employees empowerment, etc. The supervisor should be able to give his output on the issue within 3-4 days (48 hours). Surprisingly, work type can also influence employee grievances. The following are the important steps that should be taken in handling grievances: 1. A grievance may come up through any of the discrimination laws and could turn into lawsuits if the complaints are not properly addressed. A successful grievance system should follow underlying principles to ensure prompt and complete eradication of the problem: (i) It should be prompt, well-defined, simple and time-bound. In addition, organizations must comply with applicable labor laws and regulations and ensure that their policies and practices are fair and transparent. It has been noticed that many a times, the perception of employee about a particular issue, valid or invalid, legitimate or irrational disturbs him. When the management fails to fulfil some of his expectations, it turns into grievance or dissatisfaction. It may, however, be advisable for the management to await the findings of grievance procedure machinery. Moreover, organizations need to comply with relevant labor laws and regulations and ensure that their policies and practices are fair and transparent. To ensure transparency and build trust, organizations should communicate salary structures, pay increases, and bonus policies with employees regularly. It is not possible for the management to satisfy the feelings and ego of all the employees. That is why Beach has rightly remarked, Grievance is any dissatisfaction or feeling of injustice in connection with ones employment situation that is brought to the notice of management. Work philosophies, opposing personalities, and diverse ways of approaching tasks/problems among employees are also sources of grievances at work. Employees may feel kept in the dark about important decisions affecting their work if union practices are not transparent. These grievances may be real or imaginary, valid or invalid, true or false. This website uses cookies to improve your experience while you navigate through the website. These cookies will be stored in your browser only with your consent. There may be varied reasons for the arising of grievances which may be summarized as follows: (i) Differences of opinion or thought may give rise to a grievance. Everything you need to know about the causes of employee grievance. If the grievance has yet not been redressed, the employee should not jump over to the labour courts. Non-availability of tools, materials, equipment. When these legitimate needs of expectations or aspirations are not fulfilled, the employee will be dissatisfied with the job. iv. 2. It will ultimately lead to increased absenteeism, go slow, and work to rule, demonstrations, gheraos and strikes. and the grievances are settled. The grievance committee will go through the case from the very initial stage and give employee the decision within seven days. (vi) Where a worker has taken up a grievance for redressal under this procedure, the formal conciliation machinery shall not intervene till all steps in the procedure are exhausted. i. Under this procedure, the aggrieved employee has to proceed towards his problems solution step by step. Ambiguous HR polices may lead to grievances. Exit interviews, if conducted carefully, can provide important information about employees grievances. Every employee has certain expectations which he thinks must be fulfilled by the organisation he is working in. A complaint is an indication of employee dissatisfaction that has not been submitted in written. There should be a systematic handling or grievances by every organization so as to dispose them as early as possible. Poor Working Environment 8. (a) Poor working conditions in the organization. This cookie is set by GDPR Cookie Consent plugin. Grievance: Characteristics, Nature and Causes - Business Management Ideas Therefore prompt redressal of grievances is a must for creating good labour management relations and promoting efficiency among employees. Unlocking the secrets to success, Netflix has rewritten the script on how to build a thriving company. Some workplaces have grievance committees to help process serious complaints and allegations in an objective, discreet way to mediate the issue. Open door policy is workable only in very small organizations. Management Practices: vii. Company rules and regulations, at times, are not followed. Grievances are inevitable in an organisation. Grievance can be defined as employee dissatisfaction or feeling of personal injustice relating to his or her employment conditions. Dale Yoder defines grievance as a written complaint filed by an employee claiming unfair treatment.. Thus, the apparent cause and the real cause may be different. Some employees unnecessarily flatter their managers in order to gain favour or undue advantage. Related: What is mediation at work? Voice A grievance may be voiced or unvoiced. Malfunctioning or lack of work equipment/facilities. The advantage of this policy is that every employee gets a chance to meet top executive with their grievance and so he feels important. Content Guidelines 2. Grievances exist in the minds of individuals, are produced and dissipated by situations, are fostered or healed by group pressures, are adjusted or made worse by supervisors, and are nourished or dissolved by the climate in an organisation which is affected by all the above factors and by the management. A grievance may be genuine or ridiculous, stated or unstated, valid or invalid, legitimate or illegitimate, in writing or not. The minimum requirements of such a machinery would be as follows, except where an established procedure is already working to the mutual satisfaction of either party. For example, late bonus payments, adjustments to overtime pay, perceived inequalities in treatment, claims for equal pay, and appeals against performance-related pay awards. Sometimes, employees are unable to handle the work pressure, which adversely affects their mental and physical health. Particular style of management gives rise to grievance. Employees who feel offended when another coworker tells a racist joke could take the grievance to any level. iii. Grievance resulting from working conditions include: a. Organizations should ensure their policies and practices are fair and transparent in order to prevent grievances related to go-slow tactics. However, grievances are mostly related to supervision, working conditions, victimisation, promotion, transfer, retirement, increments, OT, wages, bonus, incentives, seniority, leave, fringe benefits, disciplinary action, fine, difference of opinion, doubts and fears, attitude of trade union, ego, impractical attitude to life, wrong placement and so on. As well as providing employees with adequate flexibility in work hours and work-life balance, organizations should also allow telecommuting, flexible work schedules, or paid time off as options. How do you write a grievance description? The management must also see that grievances so received are well settled to the satisfaction of the workers. 3. It provides a means by which a frustrated and aggrieved employee can become aggressive and strike back at the various controls which any group imposes on him. vii. The final decision of the joint grievance committee will be given to management of the organization in the form of a formal report. An employee grievance is a concern, problem, or complaint that an employee has about their work, the workplace, or someone they work withthis includes management. Poor Quality of Manager 9. He becomes dissatisfied and it may lead to complaints and grievances. Grievances Resulting from Management Policy: 3. The systems, procedures, practices and personalities in the organisation need to be examined. These are not all the causes of an employee grievance. A grievance may have the following characteristics: The employer-employee relationship depends upon the job contract in any organisation. Thus, grievance arises due to the gap between expectation and the extent of fulfilment. If it is maintained well then it affects in a positive way and improves the physical comfort of employees, interest in jobs, longer working hours, individual and organisational performances.
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