Image Guidelines 4. During to appointment of the person special care should be taken to avoid these cases. Too much ambitious to adjust with the present work. could trigger grievances at work. Causes. (iv) It should be in conformity with the existing legislation. Understand the benefits of Grievance redressal machinery. (b) Violation of the rules of promotion and growth of the company, where the employee suffers. When employees feel that injustice has been done to them, they have a grievance. Improper attitudes towards work creating dissatisfaction. Lastly, having too many employees of equal or similar authority at work may increase chances of conflict-related employee grievances in the workplace. Lastly, having too many employees of equal or similar authority at work may increase chances of conflict-related employee grievances in the workplace. Here, it should be noted that while an individual grievance relates to one or a few individuals and, therefore, should be handled by the grievance procedure of the organisation concerned, group grievances are concerned with general issues with policy implications, which are usually dealt with through collective bargaining. He becomes dissatisfied and it may lead to complaints and grievances. The voiced discontent may be addressed but unvoiced discontent lays foundation for grievances in future. Grievances Resulting from Maladjustment: Employee Grievance Procedure: (Nature and Causes of Grievance), Grievance: Characteristics, Nature and Causes, Grievance Handling Procedure: Steps, Need and Elements, Causes of Employee Grievance 4 Main Causes: Grievances Resulting from Working Conditions, Personal Maladjustment, Management Policy and Alleged Violation, Causes of Employee Grievance Working Conditions, Supervision, Style of Management, Management Practices and Personality Traits, Causes of Employee Grievance Working Conditions, Management Policies and Personal Reasons. To gather Additional Information Gather additional information for arriving a best possible solution. contribute to employees frustration and grievance. Violation of companys rules and regulations. Everything you need to know about the causes of employee grievance. iv. For instance, an employee complaining very strongly about the working conditions in the office may in turn be seeking some recognition and appreciation from his or her colleagues. For this purpose, the aggrieved worker shall within 72 hours of the receipt of the decision at one stage (or if no decision is arrived, on the expiry of the stipulated period) till his appeal with the authority at the next higher stage should he feel inclined to appeal. iii. Grievance resulting from interpersonal factors include: b. Autocratic leadership style of superiors. A grievance may be expressed or even implicit, though it should have continuity along with dissatisfaction. Required fields are marked *. In labour management relations, grievance is a complaint or representation made in writing as regard to a company related matter arising from employment or service conditions or from conditions involving unfair treatment by the employer or from violation of any agreement or standing instructions. A companys employees want to feel that they are given opportunities for career advancement and career development. Complaints that are related to ones own personality gaps like extremely ambitious aggressive and wants to go up the ladder too quickly short circuiting procedures and norms. The grievance spring from the following sources: ii. (vii) Non-availability of proper tools, machines and equipment for doing the job. Privacy Policy 9. 1. Unsatisfactory relations with colleagues, supervisor. Grievance means any type of dissatisfaction or discontentment's arising out of factors related to an employee's job which he thinks are unfair. It has been experienced by managers that a hearty talk with employees clarifies more than ninety per cent issues related to pay hikes, growth etc. If the employee is not happy with the response given by HOD, he will go to the joint grievance committee with his grievance. Promotion, seniority, transfer issues, iv. They may want not to speak about their problems with top management. In addition, organizations must comply with applicable labor laws and regulations and ensure that their policies and practices are fair and transparent. iv. The systems, procedures, practices and personalities in the organisation need to be examined. Doubts and fears in the minds of employees for any injustice to be committed to them may give rise to grievances. When the implementation falls short of the intended policy, it gives rise to grievance. Special care should be taken when dealing with the management of the policies. It is essential to follow the grievance handled so that the same grievance does not re-occur. Feeling of neglect, ostracism and victimization. A grievance may be genuine or ridiculous, stated or unstated, valid or invalid, legitimate or illegitimate, in writing or not. If the employee is not satisfied with the response of the head of the department, he will take the next step. Then, the management implements unanimous recommendations of the grievance committee. While a dissatisfaction is any state or feeling of discontent, a complaint is a spoken or written dissatisfaction with regard to anything brought to the notice of the foreman or supervisor concerned. This is the final step after which the case will be sent to the labour courts/conciliation machinery if so required by the employee. Every worker has equal right to present his grievances to his employer and obtain their redressal. Theoretically, each level affords an equal opportunity for distortion, fading and delay of certain facts on which a complaint may be based. Therefore, the grievances should be handled promptly by the managers. Keith Davis has defined grievance as any real or imagined feeling of personal injustice which an employee has concerning his employment relationship. A grievance represents a situation in which an employee feels that something unfavourable to him has happened or is going to happen. Workplaces should be safe, healthy, and conducive to productivity to prevent grievances related to general working conditions. Grievances may be caused by a number of factors such as organisation related, work environment related, work group related, supervision related, economic issues related, violation of rules related or workers self-related. Employees can express frustration when they fail to get enough work hours or scheduled to work for too many hours. Companys own record of grievances, if maintained can also be used in this respect. iii. We also share information about your use of our site with our social media, advertising and analytics partners who may combine it with other information that youve provided to them or that theyve collected from your use of their services. Employees may become frustrated or disengaged if they are not provided with the tools, equipment, or resources they need to do their jobs effectively. In order to avoid grievances related to union practices, organizations need to keep open lines of communication with trade unions and be willing to engage in constructive dialogue to resolve disputes. Unfair penalties imposed for misconduct. Image Guidelines 4. Your email address will not be published. Under personal reasons we can include individual attitude towards the job, management and organisation, ambitions, self-esteemed and self- respect, egos, jealous, self-interest, power struggle, etc. Salaries and Wages: The primary cause for employee dissatisfaction is insufficient compensation. It is also necessary for organizations to provide regular training on topics such as diversity and inclusion to encourage a culture of tolerance and respect among their employees. This data can be "sliced and diced" by manager . Employee Grievances must be handled appropriately by the leaders to maintain the productivity level of employees. Consequences A grievance raised unhappiness, discontent, frustration, indifference to work, poor morale and ultimately results inefficiency and low productivity. (c) Grievances Arising out of Personal Factors: Some employees have grievances due to their own attitude, behaviour and age problems. This technique is to facilitate employee free expressions of thought. When you reach a resolution, write a formal conclusion based on the findings. An answer shall b given within 48 hours of the presentation of complaint. A complaint becomes a grievance when this dissatisfaction is concerned with work and is brought to the notice of the management or of a union steward. Sometimes bad relations between supervisors and subordinates are to blame, this is often the cause of grievances over fair treatment. The departmental head bound to give his reply with three days of the presentation of grievance. Employee's grievance can be over the wage and salary, working hours, condition of work premises, employment conditions etc. Promptness There should be a time frame within which grievance should be addressed at various stages. To maintain a culture of discipline within the workplace, organizations must ensure that they have a disciplinary policy in place and enforce it consistently. 2. Dale Beach states as follows Grievance is any dissatisfaction or feeling of injustice in connection with ones employment situation that is brought to the attention of management., Edwin B Flippo observes that, The grievance is a type of discontent which must always be expressed. Concerning Working Conditions: (i) Unsafe and unpleasant working conditions. Essay # 1. Grievance machinery will be required to be set up in each undertaking to administer the grievance procedure. They are represented by some senior employees if they so wish. Major areas are covered. What is Grievance Forms of Grievance - . Know the process of Grievance handling. Poor Working Environment 8. You also have the option to opt-out of these cookies. iii. The National Commission of Labour states that Complaints affecting one or more individual workers in respect of their wage payments, overtime, leave, transfer, promotion, seniority, work assignment and discharges would constitute grievances.. Work Overload 11. Thus, when an individual worker or a group of workers or trade union feels that some injustice is being committed and the act of the employer or his agent is against the collective agreement, individual contract of employment, Standing Orders, law, regulation, work-rule, custom or usage, it is a grievance. We also use third-party cookies that help us analyze and understand how you use this website. They may feel that they are paid less when compared to others. Inadequate and unhygienic toilet facilities. 1. These are the source of employee grievances. If possible the suitability of the decision may be checked before taking and announcing the final decision. The exit interview is an opportunity to shake hands and leave friends, not enemies. There may be varied reasons for the arising of grievances which may be summarized as follows: (i) Differences of opinion or thought may give rise to a grievance. An organizations compensation system should be fair and transparent, and salaries should be benchmarked regularly against industry standards in order to prevent grievances related to wages. In 'Grievance Procedure, A survey of practices in industries in India', it's classified in to 19 causes of employee grievances have been outlined. They can also begin to ask why they havent received promotions or complain over health care coverage and other related programs. (v) Should the decision from the management be not forthcoming within the stipulated period or should it be unsatisfactory, the worker shall have the right to appeal to management for a revision. Factsheet 23 Aug, 2022 UK Disciplinary and grievance Difficulties may arise at various points in the employment relationship, and disciplinary and grievance procedures are there to ensure that these challenges are dealt with fairly and consistently. Employees should receive positive and constructive feedback from managers on a regular basis in order to prevent grievances regarding recognition and feedback. Collection of Facts and Information After locating the problem, the next step is to gather all relevant facts about the issue. The shoe might be pinching elsewhere. Matters such as compensation, seniority, overtime, transfer, bonus, etc., are common instances of such grievances. (e) Irrational way of removing people from job, or transferring them from a job to another. Here, it may be pertinent to distinguish among dissatisfaction, complaint and grievance. (d) Increase in the cost of production per unit. If you want your business to thrive and soar to new heights, you cant afford to overlook the power of effective HR strategies. By clicking Accept, you consent to the use of ALL the cookies. Regardless of the cause, grievance handling should be swift and effective. Here, grievances are not based on facts. In other words, it is an employee's perception of unfair treatment on the job. Every employee joins in an organization with a set of expectations. (The departing employee usually has voluntarily resigned vs. getting laid off or fired.) Meaning of Grievance of Employee: The human behaviour differs from person to person. This feeling of Mr. G is a felt grievance. BusinessManagementIdeas.Com. 5. In an organization, there may be a number of factors, significant or insignificant, which may cause grievances. Prohibited Content 3. The organisations that do not provide such complaint processing mechanisms for the employees may suffer from poor work, employee resentment, poor customer service, resistance to change and poor labour management relations Grievances must not be allowed to accumulate because grievance breed grievances. A management practice may also be the source of employee grievances. An employee or a trade union protests against an act or policy of the management that they consider as violating employees rights. A grievance may involve an employees role, conflict with another employee, etc. Prohibited Content 3. 1. (ii) If the worker is not satisfied with the decision of this officer or fails to receive an answer within the stipulated period, he shall, either in person or accompanied by his departmental representative present his grievance to head of the department designated by the management for the purpose of handling grievances (for this purpose, a fixed time shall be specified during which on any working day, an aggrieved worker could meet the departmental head for presentation of grievance). Resolution. Employee should understand whom they should approach and what they should do. Human resource departments conduct exit interviews to gather data for improving working conditions and retaining employees. In a study under taken by S. Chandra, the following causes have been given of employee grievances: A grievance is often just a symptom of an underlying problem. Employee job dissatisfaction can lead to increase employee grievances, and grievances can produce considerable unfavorable consequences (Opatha, 1994; Akuratiyagamage and Opatha, 2004). The true test of such a policy is whether the top man behind the door has an open attitude and his employees psychologically free to enter. It also causes employee dissatisfaction & affects their performance. Further, salary & wage related reasons such as regular delay in payment of salaries, unfair deductions, inadequate raise or insufficient overtime compensation, failure to revise salaries over time etc. The causes of employee grievances include: (i) Demands for individual wage adjustments; (ii) Complaints about the incentive system; (iii) Complaints about the job classifications; (iv) Complaints against a particular foreman; (v) Complaints concerning disciplinary measures and procedures; (vi) Objections to the general methods of supervision; (vii) Loose calculation and interpretation of seniority rules, and unsatisfactory interpretation of agreements; (x) Transfer for another department or another shift; (xi) Inadequacy of safety and health services/devices; (xii) Non-availability of materials in time; (xiii) Violation of contracts relating to collective bargaining; (xv) Undesirable or unsatisfactory conditions of work. Employees may feel demotivated and less engaged if they perceive there is a lack of transparency in the organizations pay structure or if they are not receiving regular salary increments or bonuses. As the name signifies, it is a policy where all employees are free to meet top management executives of the organization to speak about their grievances. Grievances are symptoms of conflicts in industry. In a narrow perspective, grievance means interpretation of contract or award as concerns employment. i. Content Filtration 6. In each category, the factors responsible may be as follows-. These cookies track visitors across websites and collect information to provide customized ads. Objections to the manner in which the general methods of supervision are used- there are too many rules; regulations are not clearly posted; supervisors indulge in a great deal of snooping. Related: What is mediation at work? v. Failure to enforce discipline at work spot, vi. The aggrieved employee would present his/her grievance to the one designated by the management expecting a reply within 48 hours. Still, the management should make every effort to study every grievance very carefully, analyse its root cause(s) and take remedial steps including change in the relevant policy, if need be. Other uncategorized cookies are those that are being analyzed and have not been classified into a category as yet. Disclaimer 8. Major Causes 12. It has been noticed that many a times, the perception of employee about a particular issue, valid or invalid, legitimate or irrational disturbs him. (vi) Where a worker has taken up a grievance for redressal under this procedure, the formal conciliation machinery shall not intervene till all steps in the procedure are exhausted. If not resolved on time, it can lower employee morale, create inefficiency and increase absenteeism. Company rules and regulations, at times, are not followed. The grievances may be genuine or sometimes illusory to the employees who feel dissatisfied with their job or the management. T, he grievances may emerge at any level of the organization and by any factor in the organization- wages and working conditions, supervisors, management policies and practices, and the employees own maladjustment. There may be several levels of management between the operative employees and the top president of a company. When these legitimate needs of expectations or aspirations are not fulfilled, the employee will be dissatisfied with the job. Such practices adversely affect morale and performance of competent employees. High targets, insufficient holidays, irregular shifts, poor health & safety measures, discrimination of employees etc. Opening up Employees can open up to their supervisors or managers. A company should train its supervisors on providing clear job instructions, regular feedback, and recognition for good performance in order to prevent grievances related to supervision. Something has made them feel dissatisfied, and they believe it is unfair and/or unjust on them. Grievance Redressal. Grievances generally arise out of the day-to-day working relations in an organization. It does not store any personal data. 3. The lack of career growth opportunities may cause employees to become frustrated or dissatisfied with their work if they feel that they have limited opportunities to advance their careers. Definitions of Grievance 3. A grievance is a sign of an employees discontentment with his job or his relationship with his colleagues. This will, however, give a feeling to the employees that the management is sincere in giving them justice. We use cookies to personalise content and ads, to provide social media features and to analyse our traffic. Increment 8. Work Group Strained relations or incompatibility with colleagues. Redressal Procedure 11. vii. Unanimous recommendations of the grievance committee shall be implemented by the management. Grievance may be felt by any party (employer or employee) against the other party. (With . ii. To do the constant Follow Up Follow up the case so that it is handled satisfactorily and the trouble is eliminated. In big organizations when management by exception is practiced, the top management does not have the time to attend to innumerable routine grievances daily that is the work of lower-level managers. Causes of Employee Grievance: Working Conditions, Personal Maladjustment, Management Policy and a Few Other Causes, Causes of Employee Grievance 6 Major Causes are: Grievance Concerning Wages, Supervision, Individual Advancement & Adjustment, Working Conditions and a Few Others. The company does not allow the supervisors to deal with, and settle, the grievances of the employees; iii. Violation of company rules, regulations, established traditions and accepted practices. Employee grievances may also arise when they. Whenever overtime job is distributed, it is given only to those close to the Foreman and is never equally distributed, is what Mr. G, a worker feels. Such misunderstanding must be addressed and solved immediately. Summary Learning Outcome After completing this module the students will be able to: Understand the meaning and definition of Grievance. They, therefore, cause grievances in their mind against the organization. In addition, managers should recognize and reward employees hard work and achievements, such as with employee recognition programs or performance-based bonuses. Despite the increasing number of campaigns to end discrimination in the workplace, human resources departments continue to receive employee grievances on discrimination. The discontent can arise out of real or imaginary reasons. Some experts have come to the conclusion that conflict-related grievances are less in workplaces with more educated employees. i. Traits of employees like excessive self-esteem, grumbling, fault-finding attitude, mental tension, etc., give rise to grievances. The unfulfilled expectations of an employee from the employer are sometime noticed but sometimes not noticed. If the grievance has yet not been redressed, the employee should not jump over to the labour courts. (ii) Discontent may be for very imaginary reasons sometimes. The management representatives shall have the right, however, to refuse to show any document or give any information which consider to be of a confidential nature, pseudo confidential document(s) shall not be used against the workmen in the course of grievance proceedings. A clear policy and procedure that prohibits discrimination and provides employees with channels for reporting discrimination or harassment are essential to preventing grievances related to unfair treatment or discrimination. No one is responsible for such grievances. 5. The HR representative might ask the employee questions while taking notes, asks the employee to complete a questionnaire, or both. Out of these, the cookies that are categorized as necessary are stored on your browser as they are essential for the working of basic functionalities of the website. An aggrieved employee suffers from mental agony; thus, it has an impact directly on productivity, which can be minimized by a proper grievance handling. There is also a feeling that redressal will come soon after face to face interaction between the two parties. (ii) Poor or strained relationship with the supervisor. Additionally, learn about some other causes of employee grievance such as high targets, insufficient holidays, irregular shifts, poor health & safety measures, discrimination of employees etc.