Employee Grievance Handling.

 Employee Grievance Handling

                                           Source: http://psychologyhrm.blogspot.com/

What is Grievance

Any actual or imaginary sense of injustice or dissatisfaction that an employee has regarding his or her job and its nature, as well as management rules and processes.

This dissatisfaction may be expressed or unspoken, written or oral, reasonable or absurd, but it must have an impact on performance.

The employee must communicate this and bring it to the attention of management and the company.

Poor working conditions as a result of strict production standards, an unsafe workplace, a strained relationship with managers, violations of organizational rules and practices, and also unjustified management policies like overtime, transfers, demotions, and an inappropriate salary structure, among other things, can all lead to a grievance.

                                                    Source: www.personneltoday.com
                                              

Grievance Handling Procedure

Some members of management must deal with the problem. When it comes to resolving a grievance, management bears a major portion of the responsibility. And, at the very least, grievances should be resolved quickly at the outset. The procedures that follow will provide the manager dealing with grievances some direction.

 

- Quick response

The issue should be recognized and rectified as quickly as possible. Managers must receive training in order to manage a grievance properly and efficiently. This will reduce the negative consequences of employee grievances on their performance.

- Recognizing the problem

The manager must recognize the employee's complaints as an expression of the employees' sincere and genuine feelings. The manager's acknowledgement indicates that the management is eager to investigate the complaint objectively and without bias. This will result in a more pleasant working atmosphere with fewer grievances.

- Obtaining information

Managers should acquire relevant and adequate information to describe the nature of the grievance. A record of such facts must be kept so that they can be referred to at a later stage of the grievance process.

 

- Examining the sources of dissatisfaction

It's critical to determine the source of the issue. As a result, corrective action should be made to avoid a recurrence of the problem.

 

- Decision making

Alternative courses of action to manage the grievance should be considered after determining the sources of the dispute. The impact of each course of action on current and future management policies and procedures should be assessed, and the manager should make the appropriate decision.

 

- Setting the strategy into place and evaluating the results  

The manager must move fast, despite the fact that the decision may or may not be harmful to the employees involved. A follow-up must be conducted after the decision has been implemented to ensure that the grievance has been fully and effectively remedied.

         

Effect to the organization

I ) Low commitment and motivation

(ii) Loss of enthusiasm for work

(iii) Low productivity

(iv) Costs and wastage have risen.

(v) Absenteeism

(vi) Increased staff turnover

(vii) In disciplinary actions

(viii) Employee dissatisfaction.

 

                                                                    Source: https://matchr.com/

Importance of Grievance Handling Procedure

In an organization, the grievance handling procedure is extremely important. It gives managers clear-cut instructions and shows them how to resolve complaints. It should contain,

(i) The procedure should be simple and quick to apply.

(ii) Steps for redressing grievances that are clearly established.

(iii) The steps should be in a logical order.

(iv) A favorable attitude on the part of the redressing authorities.

(v) A evidence strategy to grievance redress.

(vi) Proper communication channel to all personnel and authorities.

(vii) A review of the grievance handling procedure on a regular basis.

Reference :

P, M. (2019). Employee Grievance Handling : Meaning, Definitions, Effects and Benefits. [online] Economics Discussion. Available at: https://www.economicsdiscussion.net/human-resource-management/employee-grievances/employee-grievance-handling/32007. [Accessed on 12.12.2021]

Shabana S (2016). Grievance Handling Procedure: Steps, Need and Elements. [online] Essays, Research Papers and Articles on Business Management. Available at: https://www.businessmanagementideas.com/human-resources-management/grievance-handling/grievance-handling-procedure-steps-need-and-elements/4618. [Accessed on 12.12.2021]

www.managementstudyguide.com. (n.d.). Employee Grievance - Effective Ways of Handling Grievance. [online] Available at: https://www.managementstudyguide.com/employee-grievance.htm. [Accessed on 12.12.2021]