Wednesday, December 8, 2010


Employee's perception, expectation etc may not be same as that of management. If employees fell unfair in managerial practice, they may have complaints. Those complaints or dissatisfaction if come to notice of management, it is called grievance.
Employee's grievance are matter of serious concern of human resources management. Organization must manage employee grievance effectively,promptly and in conformity with the legal provision. If such grievance are not handled in time it can cause following consequences.
  • decrease in productivity and employee moral,
  • low motivation, high absenteeism and late arrival.
  • indiscipline, non-adherence to rules and standards of acceptable behavior,
  • decrease in employee co-operation
There can be three kind of grievance namely factual, imaginary and disguised. Main causes of grievance can be interpretation differences, management practice, labour union practise, organizational culture, working condition etc.
Grievance are present in most of the organizations. They should be handled effectively and,promptly to achieve organizational goals.Objectives of grievance handling must be either reduce or eliminate employee's dissatisfaction. To handle grievance it should have following approaches.
  1. Open door policy:Under this approach top level management always welcomes to each employee to put their grievances without any hesitation.This means the door should always be opened for receiving grievances. Mostly, problems are resolved in a mutually satisfaction way. It can be used counseling procedure for handling grievance by understanding employee's psychology.
  • This approach promotes good relationship between lower level and higher level employees to management.
  • By open door policy, prompt handling of grievance is possible.
  • It is very useful approach for small and medium size organization.
2. legal compliance:Under this approach, management shows very strict and legalistic view to follow contract with unions and employees.Grievance is handled keeping specification in the contract as major treatment.
  • This approach is very simple to understand and easy to administer as contract is constitution.
  • It cannot resolve grievance permanently in all cases.
3.Grievance procedure:Under this approach there are various steps of grievance procedure. An employee can take his grievance to successively higher level of management for redressal i.e. grievance can be forwarded if and only if it can not be solved from immediate successive level.


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