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ITS HANDLING PROCEDURE
(Where he is working)
Long hours of working,
Poor working facilities,
Poor Salaries…. etc.
A “grievance” means any discontentment or
dissatisfaction in an employee arising out of
anything related to the enterprise where he is
FORMS OF GRIEVANCES
• When the legitimate needs are not
•Employee dissatisfied with his job
for genuine reason.
•Ex- Breach of terms of employment..
•When an employee’s grievance
occurs due to wrong perception,
wrong attitude or wrong
•When the dissatisfaction reason are
unknown by the employee(himself).
•This may be because of pressures &
frustrations that an employee is
feeling from other directions.
•The manager have to detect it &
solve it by counseling procedure.
•Employees usually quit organization
or better prospects elsewhere.
•Exit interview, if conducted
carefully, can provide important
information about employees’
•These are boxes in which the
employees can drop their
•These are different from
suggestion boxes( drop
suggestion with intention to
•Through Group meetings,
periodically interviews with
bargaining sessions… etc
•General invitation to their
employees to informally drop
in the manager’s room
anytime & talk over their
CAUSES OF GRIEVANCES
FROM WORKING CONDITIONS
Lack of Job Specification( improper matching of the worker
with the job).
Changes in Schedules or Procedures.
Poor Working Facilities(Non- Availability of proper tool,
machines & equipments for doing work.. etc).
Poor Working Environment.
Tight Production Standards(Strict rules, Mandatory target
Poor relationship between employer & employees.. etc
FROM MANAGEMENT POLICY
Remuneration (wage payment & job rates).
Lack of role clarity
Lack of employee development plan… etc
Over – Ambition
Excessive Self – Esteem
EFFECTS OF GRIEVANCE
•Low Production Quality
•Low Productivity Quality
•Increase in the wastage of
•Increase in Cost of production
•Increase the rate of Absenteeism
•Reduces the level of
commitment, sincerity &
•Increase the incidence of
•Reduces the level of employee
•Strains the superior sub-ordinate
•Increase the degree of supervision,
control & follow-up.
•Increase in discipline cases…. etc
NEED/OBJECTIVE OF ESTABLISHING
GRIEVANCE HANDLING PROCEDURE
To clarify the nature of the grievance.
To enable the employee to air his/her grievance.
to investigate the reason for dissatisfaction.
to take appropriate actions & ensure that promises are kept.
To obtain a speedy resolution to the problem.
To inform the employee of his/her right.
STEPS IN GRIEVANCE HANDLING
Get the Facts
Analyze & Decide
•The problem should be define
•Sometimes wrong complaints is
•By effective listening manager can
find out the validity of complaints.•Get all the information
related to the grievance.
•It should be genuine, not
•Properly analyze all the relevant
fact & incidents and then decide any
•It must be promptly
communicated (follow up)
to the concerned
Any employee can take his grievance
to the chief boss & talk over the
The employee with a grievance has
to proceed step by step unless he is
able to redress his grievance.
MODEL GRIEVANCE PROCEDURE
Head of the
SETTLEMENT OF GRIEVANCE