GRIEVANCE

CONTENTSCONTENTS

• Meaning of grievance

• Definition of grievance

• Features of grievance

• Forms of grievance

• Causes of grievance

CONT..CONT..• Effects of grievance

• Grievances handling

• Importance of grievance handling

• Grievances handling procedure

• Essentials for successful grievance

handling

MEANINGMEANING

Grievance is a feeling

of dissatisfaction or

suffering or grief

among the workers.

DEFINITIONDEFINITION Acc. to Keith Davis:-

“ Grievance is any real

or imaginary feeling of personal injustice which

an employee has concerning his employment

relationship.”

Acc. to Dale Yoder:-

“Grievance is a

written complaint filed by an employee and

claiming unfair treatment.”

FEATURESFEATURES• A grievance reflects dissatisfaction or a feeling of

injustice with any aspect of the organization.

• The dissatisfaction must arise out of employment

and not from the personal or family problems.

• The dissatisfaction can arise out of the real or

imaginary reasons. The reasons may be valid or

invalid legislative or irrational.

• A grievance arises only when an employee

feels that injustice has been done to him.

• The dissatisfaction may be expressed

verbally or in writing.

• The grievance results from perceived non

fulfillment of one’s expectation from the

organization.

• Grievances, is not redressed in time tend to

lower morale and productivity of employees.

FORMSFORMS

• Factual grievance

• Imaginary grievance

• Disguised grievance

FACTUAL GRIEVANCEFACTUAL GRIEVANCE

When the legitimate needs of the employees

remains unfulfilled, it gives rise to factual

grievance

Example:-

A promotion has been promised

to an employee but not given citing various

reasons.

IMAGINARY IMAGINARY GRIEVANCEGRIEVANCE

Sometimes an employee is aggrieved not

because of any valid or legitimate reasons

but because of a wrong perception, wrong

attitude or wrong information. Such

situation give rise to imaginary grievance.

Management is not at fault in this situation,

but still the employees has to be satisfied.

DISGUISED GRIEVANCEDISGUISED GRIEVANCE

An employee may have dissatisfaction

for reasons that are not known to him

and are not directly related to the

organization. An employee may reach

the office with heavy heart due to some

family pressure and then he will look

everything with a biased look.

CAUSES1. Grievance resulting from working

conditions

2. Grievance resulting from Management

policy

3. Grievance resulting from Personal

maladjustment

4. Grievance resulting from violations

FROM WORKING FROM WORKING CONDITIONSCONDITIONS

• Poor physical conditions of work place

• Mismatch of workers with the job

• Poor relationship with the boss

• Unplanned changes in the schedules

• Unavailability of the machines and tools

• Failure to maintain the discipline

FROM MANAGEMENT FROM MANAGEMENT POLICYPOLICY

• Wage rate

• Leave

• Overtime

• Transfers

• Promotion, demotion and discharge

• lack of role clarity

• Penalties imposed for misconduct

• Lack of opportunities for career growth.

FROM PERSONAL FROM PERSONAL MALADJUSTMENTMALADJUSTMENT

• Over ambition

• Excessive self esteem

• Impractical attitude to life

• Poor self esteem

FROM FROM VIOLATIONSVIOLATIONS

• Collective bargaining agreement

• Central or state laws

• Responsibilities of management

• Company rules and regulations

EFFECTS OF EFFECTS OF GRIEVANCEGRIEVANCE

• Sense of frustration

• Non cooperation between the workers

• Loss of interest in work

• Affect on the quality and quantity of output

• Indiscipline which may take the form of

absenteeism, violence and strikes.

GRIEVANCESGRIEVANCES HANDLINGHANDLING

Grievance should be removed as

early as possible for creating

good labor management relations

And promoting efficiency.

Because it Will give rise to

further grievances.

IMPORTANCE OF IMPORTANCE OF G.HG.H

• Grievance handling encourages the human

problems to be brought out.

• A grievances systems gives an opportunity to the

workers to express their feelings, fears, doubts and

dissatisfaction.

• With the help of an effective grievance system, the

management comes to know about the behavior and

attitude of the superior towards their subordinates.

• A good grievance handling system boosts the

morale of the people working in the

organization.

• Grievance procedure help to develop a good

group culture.

• Managers and supervisors tend to give more

care to the human aspects of their jobs because

they know that their actions are subject to

challenge and review in a grievance system.

GRIEVANCES GRIEVANCES HANDLING PROCEDUREHANDLING PROCEDURE

There is no legislative provision for a well

defined and adequate grievance procedure.

The management can adopt any procedure of

its choice as:-

• Common procedure

• Model grievance procedure

• Grievance legislation

COMMON COMMON PROCEDUREPROCEDURE

The usual, common and informal procedure is first to approach the

immediate supervisor for the grievance and failing to get a satisfactory

answer the second step is to go directly to the departmental head or

personnel relations officer in the personnel department. If the worker is

not satisfied here also he should approach the top executive, but this is

very rarely resorted to.

Some companies provide that if the complaint remains unsatisfied from

the response of top executive, the grievance should be referred to the

arbitration or joint grievance committee consisting of the

representatives of both the parties. The decision of the committee

should be final.

MODEL GRIEVANCE MODEL GRIEVANCE PROCEDUREPROCEDURE

This procedure is accepted by the labor conference in

1958 is as follows:

• Officer designated by the management

• Head of department

• Grievance committee

• Manager

• Manager for revision

• Voluntary arbitration

OFFICER DESIGNATED OFFICER DESIGNATED BY THE MANAGEMENTBY THE MANAGEMENT

The aggrieved employee present his grievance

verbally in person to the officer designated by the

management for this purpose. The officer shall give

the response with in 48 hours of the presentation of

the complaint. If the worker is not satisfied with the

decision of the officer or fails to receive the answer

within 48 hrs., he will present his grievance to the

head of the department.

HEAD OF HEAD OF DEPARTMENTDEPARTMENT

The head of department shall give his answer

within three days or the action cannot be taken

within this period, the reason for delay should

be recorded. If the worker is dissatisfied with

the decision of the departmental head, he may

request that his grievance be forwarded to the

grievance committee.

GRIEVANCE GRIEVANCE COMMITTEECOMMITTEE

The grievance committee shall make its recommendations

to manager within 7 days of the worker’s request. If

decision should not be taken in this period the reason

should be recorded. Unanimous decision of the committee

shall be implemented by the management. If there is

difference in the opinion of members then the matter

shall be referred to the manager along with the views and

relevant papers.

MANAGERMANAGER

In either case, the final decision of the

manager shall be communicated to the

employee within 3 days from the receipt of

grievance committee’s recommendations. If

the worker is not satisfied with the final

decision of the manager he may have the

right to appeal to the manager for revision.

MANAGER FOR MANAGER FOR REVISIONREVISION

In making this appeal he may take a union

official along with him to facilitate discussion

with the management. The management will

communicate the decision within 7 days of

workmen’s revision petition. If the worker is

still not satisfied he can refer the matter to

the voluntary arbitration.

VOLUNTARY VOLUNTARY ARBITRATIONARBITRATION

When the worker has taken the grievance for

redresal under the grievance procedure the formal

conciliation machinery shall not intervene till all

steps in the procedure have exhausted. A grievance

shall be presumed to assume the form of dispute

only when the final decision of the management is

turned down by the worker. The grievance

committee shall consists of 4 to 6 members.

GRIEVANCE GRIEVANCE LEGISLATIONLEGISLATION

In Indian industry, adequate attention has not been paid to

the settlement of grievances. Legislative frame work only

indirectly deals with the redressal of individual grievances. At

present, there are three legislations dealing with grievances of

employees working in the industries. They are:

• The industrial employment act, 1946

• The industrial dispute act, 1947

• The factories act, 1948

ESSENTIALS FOR ESSENTIALS FOR SUCCESSFUL SUCCESSFUL

GRIEVANCE HANDLINGGRIEVANCE HANDLING• Legal sanctity

• Acceptability

• Unambiguity

• Simplicity

• Promptness

• Training

• Follow up

THE ENDTHE END