this ppt help you understanding the employee grievances. i hope you enjoy this typical topic. thanks
Kishan Kumar Panday
Scholar of
Banaras Hindu University, varanasi
221005.
mobil 7238809900
3. CONTENTS :--
INTRODUCTION
FEATURES OF EMPLOYEE GRIEVANCE
EMPLOYEE GRIEVANCE TYPES
CAUSES OF EMPLOYEE GRIEVANCES
EFFECT OF GRIEVANCES
IDENTIFICATION OF GRIEVANCES
EMPLOYEE GRIEVANCES HANDLING
PROCEDURE
GUIDELINE FOR HANDLING GRIEVANCES
4. oINTRODUCTION
Every employee has certain expectations from the
organization which he thinks should be fulfilled by the
organization in which he is working .
When the organization failed to do,it develops a feeling
of dissatisfaction into employee.
So, we can say that when there is a gap between
what the employee expect and what he receives, it
leads to GRIEVENCES.
5.
6. o Definition
Any dissatisfaction or feeling of injustice
in connection with one’s employment situation
that is brought to the notice of management.
7. WHAT ARE GRIEVANCE?
Grievance is a feeling of discontentment or
dissatisfaction or distress or suffering or grief among
the workers. The dissatisfaction when expressed
becomes a complaint and when the employee
believes that some injustice is being done, it
becomes a grievance.
8. Features of grievances
Dissatisfaction among the worker of an
organization.
Dissatisfaction must arise out of
employment only.
It may be arises out of real or imaginary
causes.
It results from perceiving fulfillment of
own’s expectation from organization.
9. FORMS OF GRIEVANCES
01. Factual Grievance:-
When the legitimate needs of the employees remain
unfulfilled, it gives rise to factual grievance.
02. Imaginary Grievance:-
When an employee is aggrieved not because of
any valid reason but because of a wrong perception,wrong attitude or
wrong information.
03. Disguised Grievance:-
When an employee may have dissatisfaction not directly
related to the organization but its due to family pressure or own
depressed situation.
10. CAUSES OF GRIEVANCES
01. Economic
a. Wages fixation
b. Overtimes
c. Wages Revision
02. Work Place Environment
a. Rigid Production Norms
b. Lack of Congenial
Environment
c. Unfair rules & Regulations
d. Defective tools & equipment
11. 03.Employee Relationship
a. Lake of communication.
b. Notion of favourism, nepotism &
regional feelings.
c. Attitude of supervisior.
d. Discrimination in recruitment &
selection.
e. Harassment of employee
04. Miscellaneous
a. Lake of performance
appraisal
b. issues in transfer.
c. granting leaves.
d. medical facility
12. GRIEVANCE HANDLING
Grievances are but natural to arise in an organization
where thousand of workers are employed. But these
should be removed as early as possible for creating good
labour management relations and promoting efficiency.
Grievances should
not be allowed to accumulate because grievances will
give rise to further grievances.
13. Effects of Grievances
ON THE PRODUCTION :-
a. low quality of production
b. low productivity
c. Increase in cost of production per unit
d. Increase in wastage of material ,
spoilage/leakage of machinery .
ON THE EMPLOYEES :-
a. Reduction in the level of employee moral .
b. Increase in the incidence of accident.
c . Increase in the rate of absenteeism & turnover
d. Reduction in the level of commitment ,
sincerity,& punctuality .
14. On The Managers
a. Strained superior-subordinate relations.
b. Increase in the degree of supervision and control
c. Increasement in indiscipline cases
d. Increase in unrest and thereby machinery to
maintain industrial peace
Other effects
a. Sense of frustration
b. Disloyalty and non cooperation among workers
c. Loss of interest in work
d. Bad effect on the quality and quantity of output
e. Cause violence and strikes
15. NEED FOR GRIEVANCES HANDLING
1. Necessary for harmonious industrial relations
2. Maintaining industrial peace
3. Boosts the morale of the people working in the
organization
4. Encourages the human problems to be
brought out
5. It gives an opportunity to the workers to
express their feeling, fears, doubts and
dissatisfaction.
16. IMPORTANT STEPS IN HANDLING THE
GRIEVANCES
1. The nature of grievance should be defined , expressed
and described clearly as early as possible so that the
wrong complaint may not be handled.
17. 3. After gathering the relevant facts the management may
get a real picture of the grievance. And then
management should make a list of alternative solution.
And select the best one.
4. Then they convey the final decision to the employees
concerned in very clear and unequivocal terms.
5. Last step is follow up action . It is very important to
know whether the grievance has been handle
satisfactorily or not.
2. After the real issue is located , all the relevant facts
should be gathered about the issue. Such fact gathering
may involve interviewing and listening to employee, this
will help in finding out how and where the incidence took
place and the circumstances under which it happened.
18. MACHINERY FOR REDRESSAL OF
GRIEVANCES
AGGREIVED EMPLOYEE
FRONT LINE
SUPERVISIOR
MIDDLE
MANAGEMENT
MIDDLE LEVEL
UNION LEADER
UNION
REPRESENTATIVE
TOP
MANAGEMENT
TOP UNION
LEADER
ARBITRATION
19. Identification of Grievances
01. Exit Interview
An employee may leave the organization either because of
his dissatisfaction with the organization because of greener
pasture somewhere else.
02. Gripe box system
On the pattern of suggestion box system , the management
can use Gripe box system to collection information
about grievances from the employee.
03. Observation.
A manager/ supervisor can usually
observe the behaviour of People working under him.
20. 04. Opinion surveys
These surveys encourage the employees to express
their views more openly as there are conducted by
persons who are not the supervisor of the employee .
Further, the employees identity is not
disclosed .
05. Grievance procedure.
A systematic grievance procedure is the best means to
highlight employees dissatisfaction at various levels. In
the absence of such a procedure , grievance pile up and
burst up in the form of volcano at a future date.
21. ESSENTIALS OF SUCCESSFUL
GRIEVANCE HANDLING
1. Legal sanctity:-
The grievance procedure should be conformity with the
prevailing legislation. It should be designed to supplement the
statutory provisions.
2. Acceptability:-
The grievance procedure should be set up with the
participation of the employee and it should be applicable to all the
organisation .
The procedure must ensure
1. a sense of fair play and justice to the
workers
2. reasonable exercise of authority to
managers
3. reasonable participation of the union
22. 4. Simplicity:-
The grievance handling procedure should be simple and
short.
5. Promptness:-
It is essential that grievance should be dealt with speedily
and promptly. Because delay cause frustration and tempers
may rise and rumours spread around the work.
3. Unambiguity:
Each and every aspect of grievance procedure should
be clear and unambiguous. All employees should know
whom to approach first when they have a grievance,
whether the complaint should be written or oral.
23. 6. Training :-
7. Follow up
•Supervisors and union representatives should be given training in
grievance handling. This will help to ensure effective working of the
grievance procedure.
The working of the grievance procedure should be reviewed at
periodical intervals. Necessary improvements should be made to
make the procedure more effective.
25. Common procedure/
Open door policy
1st step
• Immediate supervisor
• (if failing to get a satisfactory answer)
2nd step
• Departmental head or Personal relation
officer
• (if the worker is not satisfied here also)
3rd step
• Top executive officer
• (this is very rarely resorted but if the employee not
satisfied here also then)
4th step
• The Arbitration or Joint grievance
committee
• (the decision of this committee should be final this
consisting representatives of both the parties)
26. Model Grievance Procedure /
Step- Ladder- Approach
Aggrieved
Employee
Chief
Executive
Voluntary
Arbitration
Grievance
Committee
Head of
Department
Departmental
Representative
SETTLEMENT OF GRIEVANCE
48
Hours
3
Days
7
Days
7 Days
27. •Industrial dispute act 1947
•Factories act 1948
•Industrial employment act
1946
•Industrial training act 1982
•Indian trade union 1926
• Ombudsman
•Committees
•Indian judicial
system
•ACAS
E.GRIEVANCES REDRESSAL LEGISLATION
& BODY
28. Applicability- whole of india , entity
carrying buss.,Trade,
manufacturing
& distribution etc
.
•Regulate - indian labour law
•Objective –secure indusrial peace
& harmony,reduce unfair labour
Practices,compensation to
employee
•Function- resolve dispute b/w
Employee & mgt.,maintain good
Industrial relationship
Applicability-whole of india,all
Factories defined under act.
•Objectives-safeguarding of health
Of worker,regulate the age limit of
Facotry worker,child protection &
Right etc.
categorisation
1. Worker
Adult,adolecence & children (m/f)
2.Work
Hours of work , overtime , interval &
Working hours
Industrial dispute act 1947 Factories act 1948(amended in 1987)
29. •Applicability- whole of india ,
Registered trade union in india
•Decide right , liability &
Responsbility of trade union
•Different voluntry trade union get
Registered
•Most suitable org. For balancing
The relationship b/w worker & mgt
.
•Function- secure fair wages, job
Security, working condition,culture
Education ,advancement of
Technology etc
•Advisory, Conciliation and
Arbitration Service(ACAS)
•Non departmental public body (uk)
•An independent & impartial body
•International body (united kingdom)
•give free advice to mgt. & worker
On different disputes.
•Resolve the dispute b/w
Employees & mgt.
Indian Trade union act 1926
30. THANK YOU FOR WATCHING OUR PPT
• We want express our gratefull thanks to
professor DR. SC Das sir. It was pleaser full
project .
• We thank full to our lovely batch mats for
co-operation and patience during the
presentation.
• we also want say thanks to our each member
of this team for dedication of this project
work.
