Grievance

GRIEVANCES AND GRIEVANCE HANDLING

1. Grievances or conflicting thoughts are part of industrial / corporate life.

2. It is essential to bring this conflict to the surface.

3. All conflicts cannot be eliminated but their exposure will contribute towards their reduction.

4. Such exposures lead to adjustments and further improved organizational effectiveness.

GRIEVANCES AND GRIEVANCE HANDLING

1. Grievance procedure

2. Direct observation

3. Suggestion boxes

4. Personal counselor

5. Exit interviews

6. Miscellaneous channels

2. METHODS OF BRINGING CONFLICT TO SURFACE

(A) Dissatisfaction is any state or feeling of discontent

(B) Dissatisfaction orally made known by one employee to another is a complaint.

(C) A complaint becomes a grievance when brought to the notice of the management.

GREIVANCE ?

According to Fillipo, “The term would include any discontent and dissatisfaction that affects organizational performance. It can either stated or unvoiced, written or oral, legitimate or ridiculous.

(a) A complaint is a discontent that has not assumed importance.

(b) A complaint becomes grievance when the employee feels that injustice has been committed.

GREIVANCE ?

(i) It may be unvoiced or expressly stated.

(ii) It may be written or oral

(iii) It may be valid, legitimate or untrue or false.

(iv) It may relate to the organizational work.

(v) An employee may feel an injustice has been done.

(vi) It may affect the performance or work.

Grievances generally give rise to unhappiness, frustration, indifference, discontent, poor morale, and poor efficiency THAT IS CHANGE IN ATTITUDE, PERCEPTION AND BEHAVIOR.

CHARACTERISTICS OF GRIEVANCES

(a) Visible grievances

(b) Hidden grievances

An employee may feel that there has been an infringement of his rights.

Grievances exist in the minds of individuals.

Grievances may be concerning employment, working...