Employee Grievance

Employees differ as individuals, in their needs, expectations and behavior. When their needs are not satisfied or their objectives are not achieved, the result is employee dissatisfaction. It is not an easy task for the management to keep all the employee satisfied and motivated all the time. There can be different reasons for an employee being dissatisfied. For example, failing to get a promotion or a pay hike, which the employee has been expecting, can lead to unhappiness and dissatisfaction. This takes the shape of a grievance when it is formally brought to the notice of the management.

Grievances are the symptoms of conflicts in industry. Therefore, management should be concerned with both complaints and grievances, because both may be important indicators of potential problems within the workforce. Without a grievance procedure, management may be unable to respond to employee concerns since managers are unaware of them. Therefore, a formal grievance procedure is a valuable communication tool for the organization.

The grievance redressal procedure of an organization enables employees to aim their dissatisfaction. It is important for an organization to solve problems at the level of individual rather than have them result in industrial unrest. Keeping track of employee grievances also helps an organization check its policies and problems to avoid similar problems in future.

If an organization has to move towards excellence, maintenance of harmonious and cordial, relationship is a vital condition. Similar to organization expectations from the employees. The employees do have more expectation in terms what they contributed to each other. Failure to meet with each others expectation or the deviations from what has already been accepted may lead to indiscipline, grievance and stress are of continuing in nature and often judicial- legal process may not be of much help in resolving them.