This document discusses grievances and grievance handling procedures. It defines a grievance as a complaint about something believed to be unfair in one's employment. It outlines the key details (who, when, where, what, why) to include when filing a grievance. Grievances can be general, affecting a group of employees, or individual. Effective grievance handling involves accepting the grievance, listening carefully, gathering information, offering solutions, and following up. Identification techniques include observation, suggestion boxes, an open door policy, and exit interviews. The effects of unresolved grievances include low productivity and morale, as well as strained relationships. Benefits of proper handling include understanding employee concerns, a fair process, and preventing
An overview of progressive discipline system to manage undisciplined employees and techniques to handle employee grievances against their supervisors. Slides from my training course "Skills in Administration".
An overview of progressive discipline system to manage undisciplined employees and techniques to handle employee grievances against their supervisors. Slides from my training course "Skills in Administration".
Discipline -Definition, Disciplinary procedure model
Grievance- Definition, grievance procedures
Termination of employment: retirement, resignation and termination of contract, Layoff and exit interviews
Dealing with the human aspects of terminations and counseling
Grievance Management _ human Resource management Shivam Gupta
Grievance Management . subject human resource management. Helpful in understanding the employee conflicts with management. Presented by marketing management student managers of Sri Balaji Society
Grievance procedure is a formal communication between an employee and the management designed for the settlement of a grievance. The grievance procedures differ from organization to organization.
A grievance is any dissatisfaction or feeling of injustice having connection with one’s employment situation which is brought to the attention of management. Speaking broadly, a grievance is any dissatisfaction that adversely affects organizational relations and productivity. To understand what a grievance is, it is necessary to distinguish between dissatisfaction, complaint, and grievance.
ORGANISATIONAL BEHAVIOUR- Organisational conflict
CAUSES OF CONFLICT
CONSEQUENCES OF CONFLICT
TYPES OF CONFLICT
MANAGEMENT OF CONFLICT
CONFLICT RESOLUTION
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
Discipline -Definition, Disciplinary procedure model
Grievance- Definition, grievance procedures
Termination of employment: retirement, resignation and termination of contract, Layoff and exit interviews
Dealing with the human aspects of terminations and counseling
Grievance Management _ human Resource management Shivam Gupta
Grievance Management . subject human resource management. Helpful in understanding the employee conflicts with management. Presented by marketing management student managers of Sri Balaji Society
Grievance procedure is a formal communication between an employee and the management designed for the settlement of a grievance. The grievance procedures differ from organization to organization.
A grievance is any dissatisfaction or feeling of injustice having connection with one’s employment situation which is brought to the attention of management. Speaking broadly, a grievance is any dissatisfaction that adversely affects organizational relations and productivity. To understand what a grievance is, it is necessary to distinguish between dissatisfaction, complaint, and grievance.
ORGANISATIONAL BEHAVIOUR- Organisational conflict
CAUSES OF CONFLICT
CONSEQUENCES OF CONFLICT
TYPES OF CONFLICT
MANAGEMENT OF CONFLICT
CONFLICT RESOLUTION
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
A grievance is any dissatisfaction or feeling of injustice having a connection with one’s employment situation which is brought to the attention of management.
It may be any genuine or imaginary feeling of dissatisfaction which an employee experiences about his job and it’s nature, about the management policies and procedures.
It maybe 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. Unaatended grievances result in frustration, dissatisfaction, low productivity, lack of interest in work, absenteeism, etc. In short, grievances arise when employee’s expectations are not fulfilled from the organization as a result of which a feeling of discontentment and dissatisfaction arises. This dissatisfaction must crop up from employment issues and not from personal issues.
Grievances in firms,stages(Initial stage, intermediate stage,Organizational level,Third party mediation),Grievances Procedure,conciliation, Method of Identity(Direct observation,Grip Box, Open door policy,Exit Interview)
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2. What are GREVIANCES?
An official statement of a complaint over something believed to be
wrong or unfair.
A grievance is any dissatisfaction or feeling of injustice in connection
with one’s employment situation that is brought to the attention of the
management.
3. W’s of Grievance Handling
• WHO is involved
• WHEN did it happen
• WHERE did it happen
• WHAT happened (EXACTLY)
• WHY is it grieve-able
• WHEN must the grievance be filed
• WHAT are the deadline dates
• WHAT must be done
4. Types of Grievance: General
v/s Individual
• General
• The General Grievance is a
grievance that affects a group of
employees.
• Examples of general grievances
would be a wages cut or a
retrenchment exercise that
could involve several employees
or the entire workforce.
• Individual
• The Individual Grievance is a
grievance affecting one
employee and requires a one-
to-one approach, with or
without the Trade Union
Representative(TUR),
depending whether the
organization is unionized.
5. Grievance must fall under
the following category :
• Amenities
• Compensation
• Conditions of work
• Continuity of service
• Disciplinary action
• Fines
• Leave
• Medical benefits
• Nature of job
• Payments
• Promotions
• Safety environment
• Super Annulation
• Supersession
• Transfers
• Victimization
6. Important steps in grievance
handling procedure
• Accepting the grievance and acknowledging it.
• Carefully listening the problem.
• Understanding the redefining the problem to ensure that both the
parties are at the same level of understanding.
• Gathering the information – all facts and figures.
• Offering the best solution.
• Follow up.
8. Explanation: Grievance
Identification Techniques
• OBERVATION
Knowledge of human behavior is requisite quality of good manager.
From the changed behavior of any employee, he should snuff the
caused of grievances, without its knowledge to the employee.
• GRIP BOXEX
The suggestion boxes, for instance are placed at easily accessible
spots to most employees in the organization. The employees can file
anonymous complaints about their dissatisfaction in these boxes.
9. Cont.
• OPEN DOOR POLICY
Most of the organizations still don’t practice this but open door
policy demands that the employee, even at the lowest rank, should
have easy access to the Chief Executive to get his grievances
redressed.
• EXIT INTERVIEW
These interviews are conducted to know the reasons for leaving the
job. Properly conducted exit interviews can provide significant
information about the strengths and weaknesses of the organization
and can pave way for further improvements.
10. Effect of Grievance:
Grievance if not identified and redressed, may adversely affect workers,
managers, and the organization.
The effects are the following:
1. On the production:
a. Low quality of production.
b. Low productivity.
c. Increase in the wastage of material, spoilage/leakage of machinery.
d. Increase in the cost of production per unit.
11. Cont.
2. On the employees:
a. Increase in the rate of absenteeism and turnover.
b. Reduction in the level of commitment, sincerity and punctuality.
c. Increase in the incidence of accidents.
d. Reduction in the level of employee morale.
3. On the managers:
a. Strained superior-subordinate relations.
b. Increase in the degree of supervision and control.
c. Increase in indiscipline cases.
d. Increase in unrest and thereby machinery to maintain industrial
peace.
12. Benefits of Grievance
Handling:
Enables the management to know the pulse of its employees.
Provides a channel to the aggrieved to express their grievances.
Gives an assurance to the employees about the existence of a
mechanism for the prompt redressal of their grievance.
It encourages employees to raise concerns without fear of reprisal.
It provides a fair & speedy means of dealing of grievances.
It prevents minor disagreement developing into more serious
disputes.
It saves employer’s time & money as solutions are found for
workplace problems.
It helps build in organizational climate based on openness and trust.