Grievance handling mechanisms are an important aspect of any organization, as they provide employees with a means of addressing any issues or concerns they may have. A well-designed and effective grievance handling mechanism can help to create a positive work environment, improve employee morale, and increase productivity. On the other hand, a poorly designed or ineffective mechanism can lead to employee dissatisfaction, conflict, and even legal disputes.
The purpose of a grievance handling mechanism is to provide a structured process for employees to raise and resolve any issues or concerns they may have. This may include issues related to working conditions, discrimination, harassment, or other workplace problems. The mechanism should be designed to be fair, impartial, and transparent, and should provide employees with the opportunity to have their grievances heard and addressed in a timely and appropriate manner.
There are several key components to consider when designing a grievance handling mechanism. The first is to establish clear guidelines and procedures for how grievances should be raised and addressed. This may include the use of forms, timelines, and other requirements to ensure that the process is fair and consistent. It is also important to provide employees with access to appropriate resources and support, such as legal or HR assistance, to help them navigate the process.
Another important aspect of a grievance handling mechanism is communication. It is important to ensure that employees are aware of the mechanism and how to use it, and to provide them with regular updates on the status of their grievances. Communication should also be open and transparent, with regular opportunities for employees to provide feedback and ask questions.
It is also important to consider the role of management in the grievance handling process. Managers should be trained on how to handle grievances effectively, and should be held accountable for addressing issues in a timely and appropriate manner. They should also be encouraged to create an open and welcoming work environment, and to encourage employees to speak up if they have any concerns.
In conclusion, a well-designed and effective grievance handling mechanism is an important tool for any organization. By providing employees with a structured and transparent process for addressing their concerns, organizations can create a positive work environment, improve employee morale, and increase productivity. By considering the key components of a grievance handling mechanism, such as clear guidelines, communication, and management support, organizations can ensure that their mechanism is effective and helps to resolve issues in a fair and timely manner.
(PDF) Project Report on Grievance Handling
The usual steps in grievance procedure are 1. Condescending attitude on the part of supervisors and managers would aggravate the problem. We would like to express our deepest gratitude to Mr. Do you feel that the supervisor possesses necessary human relation skills in terms of understanding your problem? NoAwareness of committeesFrequencyPercentage 1 yes35100. The tools used for the study are Percentage method and Correlation. How do you feel about the decision given corresponding to your grievance? Correlation is describd or classified in several different ways. The descriptive method has certain limitation; one is that the research may make description itself an end itself.
Many studies still report empirical analysis with no theoretical grounding, or only intuitive and ad hoc hypotheses. Kliener , Nigkelsburg and Pilarski implicitly assumed that supervisor monitoring of employees will increase the number of grievable events, but a theoretical basis or rationale for this assumed relationship is not discussed. The labour union generally takes initiative to go for arbitration. The sample size is 35 and the population size is 140. Secondary DataSecondary data are collected from books and internet. We would like to express our deepest gratitude to Mr.
Distribution of respondents regarding Temporary relief Chart No: 5. The number of steps in the grievance procedure and the length of time allowed for filing a grievance were not related to grievance rates. Secondary Data Secondary data are collected from books and internet. If the parties were satisfied with the operation of the grievance procedure, it seems to more important than attaining some predetermined optimal magnitude of grievance filing or when, where, and how grievances are being resolved. There is need for a proper record of each grievance. The barriers that exist between the various categories are to some extent broken by personal contact and mutual understanding.
Grievance Handling Procedure: Steps, Need and Elements
Prepare a written response including the reason for the decision and provide a copy to the grievant. On the words If Keith Davis Grievance is any real or imagined feeling of private injustice which an employee has approximately the employment relationship. The dissatisfaction ought to arrive out of employment and not for non-public and circle of relatives problem. It does not tell anything about cause and effect relationship. To identify whether the grievance handling system leads to a favorable attitude towards the management 3.
Is imporatance given to what is right rather than who is right? Each question was measured using a five point scale and descriptive statistics and independent T-sample analyses were used to analyses the primary data. If an explosive situation develops, this can be promptly attended to if a grievance handling procedure is already in existence. The desire to over emphasis central tendencies and to fact in terms of Average, Correlation, Means and dispersion may not always be either welcome. The number of steps in the grievance procedure and the length of time allowed for filing a grievance were not related to grievance rates. Are the matters relevant to the grievance kept confidential? Do the various committee members actively engage in resolving your problem? The desire to over emphasis central tendencies and to fact in terms of Average, Correlation, Means and dispersion may not always be either welcome.
Features of Grievance Handling : A complaint displays dissatisfaction and discontent or a sense injustice. Unplanned changes in time table and procedure. It can produce early settlements to disputes or provide for correction of contested employment issues. Is there regular follow up to ensure that the right decision has ended up in satiafaction? It does not tell anything about cause and effect relationship. Grievants were less satisfied with their jobs, had poorer attitudes toward their line supervisors, had greater feelings of pay inequity, had stronger beliefs that workers should participate in decision-making, were less satisfied with their unions, and more active in their unions. The primary value of grievance procedure is that it can assist in minimizing discontent and dissatisfaction that may have adverse effects upon co-operation and productivity.
The dissatisfaction can be valid and legitimate or irrational and ridiculous or false. Large organizations do tend to have formal grievance procedures involving succession of steps. Grievance materials should be maintained in a separate file from either personnel files or records. Has the mechanism being followed resolves you grievance? Is there regular follow up to ensure that the right decision has ended up in satiafaction? Are the procedures for conveying grievance simple and easy to utilize? The descriptive methods are extensively used in the physical and natural science, for instance when physics measures, biology classifies, zoology dissects and geology studies the rock. The primary value of grievance procedure is that it can assist in minimizing discontent and dissatisfaction that may have adverse effects upon co-operation and productivity. Furthermore the purpose of grievance procedure is to resolve disputes about the interpretation and application of collective agreements. Employer commitment has found to be negatively related to absenteeism and turnover and union commitment has found to have a positive relationship with union participation and with shop steward behavior in the grievance procedure.
Conference among the aggrieved employee, the supervisor, and the union steward. Arun monappa and Saiyadain, Mirza S. The research design followed for this research study is descriptive research design where we find a solution to an existing problem. In the public sector study. Defining the population and selecting the sample.
Prepare a written response including the reason for the decision and provide a copy to the grievant. Mechanism resolves grievance or notNo. To determine the frequency with which something occurs or with which it is associated with something else usually , but not always ,with a specific initial hypothesis. What do you understand by the term productivity? Do you feel open to share your grievances? A grievance procedure is necessary in large organization which has numerous personnel and many levels with the result that the manager is unable to keep a check on each individual, or be involved in every aspect of working of the small organization. Is imporatance given to what is right rather than who is right? The products are designed to meet the demands of vehicle manufacturers both in India and worldwide.