Types 13. iv. Google Scholar. Due to multiplicity of unions, political affiliation of unions and involvement of outside leadership, the grievance processing and settlement became complicated. The management catches and solves a problem before it becomes a grievance. Complete information should be collected from all the parties relating to the grievance. (i) Aggrieved employees should be given chance to explain his points. A grievance may have the following characteristics: The employer-employee relationship depends upon the job contract in any organisation. Image Guidelines 4. When a person joins an organisation, he is having his certain expectations. Aram, J. and Salipante, P. 1981 An evaluation of organizational due process in the resolution of employee/employer conflict Academy of Management Review, 6/2: 197204. There can be many topics on which the differences may develop but are relating to the jobs and behaviour of colleagues. This situation creates the differences in opinions, ideas, liking and disliking. If the union representative disagrees with the employers decision or action, the union representative must honour the decision or action and pursue the dispute through the grievance process. Hebdon R. (2005) Toward a theory of workplace conflict: the case of US municipal collective bargaining Advances in Industrial and Labor Relations, 14: 3365. Unrealistic policies and expectations and lack of commitment for equity and fair play can cause problems in handling grievances at the lower level. (iii) Improper placements or wage payments. The existing literature on collective bargaining, joint consultation, grievance handling, and industrial dispute management was also examined. The position of number of industrial disputes was as under during 2006 and 2007: Before uploading and sharing your knowledge on this site, please read the following pages: 1. Its impacts are multidimensional and cannot be ignored. Role 9. It must be in writing only. The sources of grievances may be grouped under three heads, viz. If the employee is not providing fearless answers, he may be given a questionnaire to fill up and post the same after getting all his dues cleared from the organization where he is currently employed. Grievances are inevitable in an organisation. It can be said that grievance is a formal complaint affecting one or more individuals at a time with respect to selection, training, wages, incentives and rewards, welfare facilities, working hours, condition of work environment, discipline, transfers, appraisal, promotion, etc., reported to the authorities. Role of Industrial Development in Economic Growth, Industrial Policy of 1956: 8 Main features of 1956 Policy, Salient features of Industrial Policy of 1948, 10 Objective of Economic Planning of India, Advantages and Disadvantages of Rail Transport, Progress of Road Transport System in India, Advantages and Disadvantages of Road Transport in India, Advantages and Disadvantages of Water Transport, Main Problems of Transport Development in India, 7 Means of Communication Available in India, Air Transport: Advantages and Disadvantages, Economic Development: Features of Economic Development, Economic Development and Sustainable Development, Highlights on National Agriculture Policy, 2000, Policy Measures to Increase Agricultural Production in India, Why India is Considered as a Developing Economy? An ordinary manager redresses grievances as and when they arise. Monetarism Versus Keynesianism Explained ! Grievance: Meaning, Definitions, Procedure, Types, Model, Features Dobb, however, does not explain as to what he means by standard rate. Something has made them feel dissatisfied, and they believe it is unfair and/or unjust on them. The desire of the workers for greater economic security. 1. For example, an employee who has applied for a vacancy within the organization may grieve the fact that she was unsuccessful at securing that position. (iii) The discontent may be rational or irrational: Rational grievance is a genuine one which must be removed by the management. Even though the problem may be valid or irrational or appear to be small initially, it needs to be handled carefully otherwise it can later result into major labour disputes bringing in the labour union and other organisations. On the employee: Keith Davis (1977) has defined grievance as, Any real or imagined feeling of personal injustice which an employee has concerning his employment relationship.. 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On the managers: The management communicates decision to worker. iii. Employee's grievance can be over the wage and salary, working hours, condition of work premises, employment conditions etc. These are harmful for individual employees and organisation as well. Union representation is at the employees discretion and is allowed at any meetings where disciplinary action is imposed. i. Firstly he has to present his grievance in writing to his supervisor or foreman. However, here we are mainly concerned with the misunderstanding relating to the employment. Employee dissatisfaction or grievance should be identified by the management if are not expressed. Suggestions for Removal of Low Productivity of Indian Agriculture, Measures taken by Government of India for Family Planning, Main Effects of Population Explosion in India, Decline in Death Rate in India (9 reasons). The grievance mechanisms are mostly voluntary in nature. The cookie is set by GDPR cookie consent to record the user consent for the cookies in the category "Functional". An environment of cordial and cooperation is facilitated if organisation is showing Zero prevailing in the organisation. superintendent or an industrial relations officer. Here, grievances are not based on facts. In India, Model Grievance Mechanism was adopted in 1958 by Indian Labour Conference. However, the existing labour legislation is not being implemented properly by employers. Klaas, B., Heneman, H. and Olson, C. 1991 Effects of grievance activity on absenteeism Journal of Applied Psychology, 76/6: 81824. Positive labor relations are two-way street both sides must give a little and try to work together. When a worker is discontented with his employers, it is indicated that there is dissatisfaction /complaints or grievances. (j) Proper respects of all employees must be given. 1996 Voicing discontent: what happens to the grievance filer after the grievance? Journal of Applied Psychology, 81/1: 5263. The steps involved in a grievance procedure may vary in number depending on the number of factors, but usually the following are the main steps that a grievance procedure should consist of . Please enable it in your browser settings and refresh this page. A grievance may be of the following forms: 1. Industrial disputes between labour and capital have become more or less a normal feature of industrial life in capitalist countries. Necessary cookies are absolutely essential for the website to function properly. 1979 Grievance initiation and resolution: a test of the behavioural theory Relations Industrielles, 34/4: 77891. Employee grievance is one perception regarding unfair treatment he received at his workplace. The main methods of tracing/identifying/discovering grievances are . (iii) Grievances resulting from Personal Factors: Despite the best efforts of management, there are chances when employees have grievances. Whether the grievance is valid or not, it can have a negative effect on employee morale, productivity, and retention. But opting out of some of these cookies may affect your browsing experience. i. Google Scholar. S.A., & Ekpudu. To grieve or not to grieve . The appointment of Labour Welfare Officer in every industry where 500 or more employees are working is mandatory under the provisions of factories Act, 1948 plays a position role in grievance redressal. In trivial issues involving two or more employees it is important for the management to look at it from everyones perspective and try to arrive at a balanced judgement. Personal Causes 7. Wheeler, H. (1985) Industrial Conflict: An Integrative Theory, University of South Carolina Press, Columbia. Free Study Material/ Notes for MBA, BBA, MCA, BCA, MCOM, BCOM, MSc., BSc., Bio Technology Engineering, Medical Notes. What are the main causes of grievances? Under this policy the front line superior is bypassed. It is necessary for all concerned, therefore, to create conditions which will reduce to the minimum the chances of industrial disputes. Mechanism for Handling Grievance Management 10. The study objectives further establish how collective bargaining, joint consultation, and grievance handling mechanism influence dispute management in an organization. It is always in the interest of the management to immediately look at the complaints and grievances of individual employees otherwise the labour union might take up the issue and give issues a different turn. In this procedure, whenever an employee is confronted with a grievance, Essential Conditions for Effective Grievances Handling, Benefits from the Well-Defined Grievance System, Employee Grievances Grievance Management in Indian Industries: 3 Legislations, Industrial Employment Act, 1946, Factories Act, 1948 and Industrial Disputes Act, 1947. (e) It adversely affects body and mind of employees. When complaints not solved repeatedly become grievances. Price Determination under Perfect Competition: (With Diagram), Market Forms: Pure Competition, Perfect Competition and Imperfect Competition, Markets: Definition, Classification, Condition and Extent of the Market, Short-run and Long-run Supply Curves (Explained With Diagram), Costs in the Production of a Commodity: Variable and Fixed Costs, Law of Constant Returns (Explained With Diagram). (1963) Coal and Conflict: a study of industrial relations at collieries, Liverpool University Press, Liverpool. 5.1.3 Now the grievance is to be submitted to the grievance committee since the decisions of the supervisor and of the higher level manager have not solved the problem. It is, therefore, necessary to have some machinery for the settlement of disputes after they have arisen. iv. Management must show their willingness and support to handle the employees grievances immediately. Information should be classified as facts, data, opinions etc. Procedure 18. Batt, R., Colvin, A. and Keefe, J. It may be concerning a situation or likely to affect the terms and conditions of employment of one worker or several workers. Employees feedback must be encouraged by the management to find out their level of satisfaction with the managements solution. It is applicable to us in our family, team, classroom, jobs, etc. (f) Lack of career planning and employee development plan. The four stages of the machinery are briefly discussed here: The best opportunity to redress a grievance is to resolve it at the level at which it occurs. Vardi, Y. and Wiener, Y. PDF MS-24 Industrial Relations - eGyanKosh (6 Reasons), Controlled Price Mechanism: Features and Role of Price Mechanism. Industrial disputes are prevented by different methods. It is possible to involve the union in laying down the framework of the grievance procedure and thereafter restrain union involvement in the actual process, at least in the first two stages. In order to uncover the mystery surrounding grievances, any one or more than one of the aforementioned methods should be used, depending on the circumstances existing at a particular period of time. Content Filtration 6. 4. The substantive aspect of any of the grievances may thus be relegated and dysfunctional aspects come to the fore thus making it more difficult to settle the issue. Derivation of Long Run Average Cost (LAC) Curve, Equilibrium of a Competitive Firm in the Short Run and Long Run, Effect of Imposing Tax on Sellers and Buyers, Externalities and Public Good (With Diagram), International Economic Environment (FAQs), Time Element, Market Price and Normal Price (With Diagram), Intermediate Techniques: Meaning, Nature, Need and Importance, Institutions: Meaning, Characteristics, Role and Other Details. The concept of minimum wages was introduced by the Cambridge economist Maurice Dobb. Anyone you share the following link with will be able to read this content: Sorry, a shareable link is not currently available for this article. f. Dale Yoder, for example, defines it as a written complaint filed by an employee and claiming unfair treatment. You can also search for this author in Where the roles of union is to aid and protect the individual worker in terms of his interest and problems workers rights particularly with regard to grievance are protected through the intervention of the union at each step. Davy, J., Stewart, G. & Anderson, J. On the other hand, there are grievances which are emotional in nature and are based on sentiments, distorted perception, lack of proper thinking, etc. A group grievance involves the effect of management action on two or more employees under the same collective agreement. They have defined in their own style. When the process moves to a higher stage, the aggrieved employee and the supervisor concerned may shift their focus to save face by proving the other wrong. Involvement of various levels of management make them know the kind of issues that concern workers and management. iv. (m) Timely implementation of decision for grievance handling should be there. document.getElementById( "ak_js_1" ).setAttribute( "value", ( new Date() ).getTime() ); This analysis actually helped me to understand McGregor's theory of x and y. Javascript not detected. You cannot copy content of this page. Journal of Labor Research, 13: 307-316. Gandz, J. Grievance by an employee taking recourse to the formal procedure may not in all cases solve the real problem. v. It checks manager from taking arbitrary and biased action against workers, as they know that their actions would be challenged. Causes of grievances related to interpretation of all personnel policies: National Commission on Labour states that complaints affecting one or more individual workers in respect of their wage payments, overtime, leave, transfer, promotion, seniority, work assignment and discharge would constitute grievances. They benefit none. Every employee has certain expectations, which he / she thinks, must be fulfilled by the organisation, where working when the organisation fails to do this. The dissatisfaction feelings reported becomes complaint. Relatively little is known about the complex interrelationships between the various expressions of workplace conflict. Industrial disputes leading to strikes have serious consequences for the life of the community: The workers, the capitalists, and the consumers all have to suffer. (n) Keep top management well informed regarding decisions, (o) Proper decision to give relief to the aggrieved employees should be taken. Characteristics of Grievances 2. An excellent manager anticipates and prevents them. If the manager tries sincerely through an exit interview, he might be able to find out the real reasons why the employee is leaving the organization. During interaction some sort of understanding or misunderstanding develops. (vii) If a worker is not satisfied even with the decision of arbitration, he has right to file an appeal to the next higher authority. Account Disable 12. Copyright (c) 2022 Egesa Simon Ukokhe, Olouch Mercy Florah. Abioro, M. A., Odunlami. Providing a check over the arbitrary use of power and authority of superiors. Legal and Political Factors. 3. (g) It adversely affects health and performance of employees and organisation. When complaint is made in formal way and it has been repeatedly ignored or dismissed. It does not store any personal data. Employee Grievances and Effective Ways of Handling These - LinkedIn Prohibited Content 3. These cookies ensure basic functionalities and security features of the website, anonymously. Content Guidelines 2. Employees usually quit organisations due to dissatisfaction or better prospects elsewhere. Hebdon, R. and Stern, R. (1998) Tradeoffs among expressions of industrial conflict: public sector strike bans and grievance arbitrations Industrial and Labor Relations Review, 51/2: 20421. In short, grievance procedure is concerned with the individual and his peculiar problems. Management should give the aggrieved party sufficient opportunity to put forward their point of view. iii. Delery J., Gupta, N., Shaw, J., Jenkins, G. and Ganster, M. 2000 Unionization compensation and voice effects on quits and retention Industrial Relations, 39/4: 62545. Conversely, lack of, or poor employee grievance management in organizations gives rise to negative organizational outcomes such as reduced productivity, absenteeism problem, disobeying of orders,. 6. In mutual coexistence environment, the organization is able to tap into the stock of ideas, which are available within the organisation. (k) The confidentiality of decision making should be maintained. Before uploading and sharing your knowledge on this site, please read the following pages: 1.