Grievance Handling

Any real or imagined feeling of personal injustice, which an employee has, concerning his employment relationship

Features of grievance

It may be arise due to real reason or actual injustice or imaginary reason

It may be voiced or unvoiced

It may arise out of employment/organization/work/job

It may be individual /collective

Significance of grievance handling
The grievance of One employee will become the grievance of a group of employees Then anti-attitudes towards managers can happen. Finally, industrial disputes will occur.


As a result of those.


Declining Organizational Productivity
Absenteeism and turnover
Low effectiveness & efficiency

Causes of grievance

Relating to job

Relating to work conditions

Relating to Personnel management decisions

Relating to an alleged violation of terms and conditions

Relating to unsuitable individual behavior

How can we Identify grievances

Exit Interviews

Attitude Survey

Grievance Suggestion Box

Observation

Methods of grievance settlement

Formal Grievances Settlement Procedure

Open-door Policy

Quasi Method

Committee Approach

Counseling

Ombudsman

Mixed method

The principles of grievance settlement procedure

  1. All Grievances are treated as important
  1. Discuss with Grievant about the matter
  1. Listen attentively
  1. Build up confidence
  1. Accept the mistakes
  1. Decision to communicate and implement

Strategies to solve grievances

  1. Allow to talk
  1. Escape from the situation
  1. Allow to get over
  1. Give in
  1. Give more responsible tasks than before