Employee Grievance: Helpful Or Harmful

What is employee Grievance?

According to Michael Jucious, ‘grievance is any discontent or dissatisfaction whether expressed or not, whether valid or not, arising out of anything connected with the company which an employee thinks, believes or even feels to be unfair, unjust or inequitable’.

Simply Grievance is any situation of dissatisfaction or feeling of injustice of an employee in an organizational context. Basically the gap between what he expects from the company management and what he receives is known as Grievance. In broader terms a company is responsible of providing an employee with safe and better working conditions, realistic and secure job preview, adequate compensation, self-respect etc. Employee dissatisfactions can’t be justified

The managers generally follows the following steps to manage grievance effectively-

• Quick action- As soon as the grievance is identified; appropriate efficient measures must be made to lower the employee performance drops and major disputes.

• Acknowledging grievance- Managers must now look into the complaints without any preferential thoughts or biasness to maintain healthy working environment free of grievance.

• Gathering facts- The managers should keep an insight out record of the nature of the grievance problem to be more realistic in redressing.

• Examining the causes of grievance- The actual cause of grievance should be analyzed in detail accordingly necessary actions should be taken to prevent the repetition.

• Decisioning- After evaluating the causes for the grievance then the decision should be taken by the managers in regards.

• Execution and review- next the decision must be executed regardless of the other concern, emotional and psychological factors. Then must follow-up to make sure that the problem is not just suppressed but sorted adequately.

GRIEVENCE PROCESS

Types of Grievances and how are they

• Disciplinary Actions- unreasonable rules, penalties without cause, discharge etc.

• Physical Working Conditions-health and safety, employee privacy etc.

• Supervisory Practices- discrimination, favoritism, snooping, abuse etc.

• Personal Rights and Privileges- Absence of leaves, shifts etc.

Classification of Grievance in terms of effected parties;

• Individual grievances – grievance effecting single individuals.

• Group grievances – Several employees faces the same grievance.

• Union grievance – case filed by the union on behalf of a group of individuals.

• Policy grievance- case filed by the union on behalf of the whole union in collectivism. Differentiation of Complains from Grievance

If the management has not violated anyone's rights, there is no grievance but a real complain; Here are some types of complains:

• Personal troubles and requests for advice

• Complaints about fellow workers

• Complaints about government agencies and local bodies

• Complaints against management not covered by the contract

• Borderline cases

• Complains against the