Grievance

Concept of employee grievances

Employee grievances are a matter of important concern for human resource management. Grievances are employee’s perception of unfair treatment on the job. It leads to the feeling of dissatisfaction or discontent. They mainly results from difference in employee expectations and managerial practices relating to conditions of employment.

According to Keith Davis:

“Grievance is any real or imagined feeling of personal injustice that an employee has about the employment relationship.”

Types of Grievances:

1. Factual: Based on facts, Arise from faulty implementation of HRP.

2. Imaginary: Based on expectations of employees, Arise from ambiguities in service condition.

3. Disguised: Arise from hidden reasons which are ignored by organizations.

Consequences of grievances can be:

1. Decrease in productivity and employee morale. low motivation.

2. Absenteeism.

3. Indifference to work

4. Conflicts, indiscipline.

5. Worry, tension, frustration, discontent in employees.

6. Unhealthy labor-management relations. etc.

Causes of grievances:

1. Interpretation Difference: Terms and conditions of employment contract interpreted differently.

2. Management Practices:

- Faulty implementation of HRP.

- Rigidity of rules.

- Inconsistency in application of rules and decisions by supervisors etc.

3. Labor Union Practices: Labor unions may encourage employees to unnecessarily report grievances.

4. Personality Traits: Some find fault with every little matter. They are habituated in voicing grievances.

5. Organizational Culture: Poor organizational culture creates friction and misunderstanding among employees.

6. Working condition: Poor working condition causes grievances.

Handling Employees Grievances:

Approaches To Grievances Handling:

1. Open Door Policy: The employees are invited to walk-in any time and express their grievances to higher level of management. Problem is solved in mutually satisfying way. Some may adopt...