Grievance Handling in Organizations
What is a
Grievance?
A grievance is a concern, problem or
complaint that a member of staff raises. The grievance could be about anything
in relation to the workplace. It could be about another member of staff,
management, working conditions, workloads. So there are no limitations on what
a grievance could be about.
Staff should be encouraged to informally discuss grievances with their
managers before raising a formal grievance. In many incidents, this resolves issues
and prevents concerns and problems from becoming serious. However, in some
cases the issue may be too big to solve in this way and then a grievance
procedure is necessary.
Definition- Grievance
Complaint
is a dissatisfaction which the employee brings to the attention of his
immediate supervisor.
Grievance
is a formal complaint by employee concerned which he brings to the attention of
his immediate superior or in an accordance with the procedure as outlined in
CA.
Dispute
is an unresolved grievance which involves the company and union and is referred
to Labour Ministry for conciliation/arbitration.
(Mohamed,1992)
What is Grievance Handling?
Grievance handling is
the management of employee dissatisfaction or complaints (e.g. favoritism,
workplace harassment, or wage cuts). By establishing formal grievance handling
procedures, you provide a safe environment for your employees to raise their concerns.
You also create a channel to explain your policies and rationale for actions or
decisions.
Importance of Solving Grievances.
Why is solving grievances is important in
the organization?
As an employer, it is
important to follow a grievance procedure to make sure you have done everything
appropriate to deal with the matter. By the following procedure, you take emotion,
hearsay, personal opinion and bias out of the matter. You deal with the facts
of the situation in an ordered and systematic way. This will avoid the possibility of you and your company being
accused of unfair treatment of staff and possibly ending up in front of an
employment tribunal.
References
Learning, E. in (2019). Why is it important to
follow a Grievance Procedure? | Compliance. [online] Engage in
Learning. Available at: https://www.engageinlearning.com/faq/compliance/discipline-and-grievance/
why-is-it-important-to-follow-a-grievance-procedure/.Accessed 29 May 2020.
www.tal.sg. (n.d.). Grievance Handling.
[online] Available at:
https://www.tal.sg/tafep/employment-practices/grievance-handling/# .Accessed 29 May 2020.
www.tal.sg. (n.d.). Grievance Handling.
[online] Available at:
https://www.tal.sg/tafep/employment-practices/grievance-handling/# .Accessed 29 May 2020.
Dear Manujaya,
ReplyDeleteStaff is encouraged to discuss grievances informally with their managers. What are the disadvantages of such a practice...
Thanks Shiran,as you said there are advantages and disadvantages when discussing grievances with managers.It depends on the company culture and the attitude or Quality of the Manager.If He or She is a good Leader no matter he can give a proper solution for the matter or change the environment in to a positive way.But if Manager think that discussing grievances with him as a negative attitude of the staff member the reactions of the manager will be differ.And also it will be effected to the performance evaluation of the staff member.
DeleteHi Manujaya,
ReplyDeleteWhat is the best grievance handling method in your organization....?
Yes Eranga,as you said we have a grievance procedure.We use Directive observation method for handling grievances.This method give a general pattern of grievances.In addition to the normal routine,periodic interviews with employees,group meetings and collective bargaining are the specific occasions where direct observation can help in unfolding the grievances.
ReplyDeleteHi Manujaya,
ReplyDeleteHow the process of grievance handling affect the employee job satisfaction?
Thanks Lakmal.The effective management of employee grievance is essential for harmonious workplace relationship, bolstering of employee loyalty and commitment, as well as improvement of overall organizational productivity and performance. And also lack of, or poor employee grievance management in organizations gives rise to negative organizational outcomes such as reduced productivity, absenteeism problem, disobeying of orders, indiscipline behavior and reduced quality of work.
DeleteWhat are the types of grievances?
ReplyDeleteThanks Mahesh
Delete01. Individual Grievances
An individual grievance is a complaint that an action by management has violated the rights of an individual as set out in the collective agreement or law, or by some unfair practice.
02. Group Grievances
A group grievance is a complaint by a group of individuals, for example, a department or a branch that has been affected the same way and at the same time by an action taken by management.
03. Policy Grievance
A policy grievance is a complaint by the union that an action of management a violation of the agreement that could affect all who are covered by the agreement.
04. Union Grievance
A union grievance may involve a dispute arising directly between the parties to the collective agreement.
What are the new approaches for grievance handling.
ReplyDeleteThanks Buddima. These are the new approaches for grievance handling.
Delete•Establish whether the grievance needs to be resolved formally or informally.
•Choose an appropriate manager to deal with the grievance.
•Carry out a full investigation and gather all relevant evidence, sending it to the employee in advance of the meeting.
•Arrange the grievance meeting, inviting the employee and reminding them of their statutory right to be accompanied.
•Make sure accurate notes are taken throughout by a person who is not involved in the case.
•Give the employee the opportunity to explain the details of their grievance and what they would like the outcome to be.
•Adjourn the meeting consider the evidence before making a decision.
•Inform the employee in writing of the decision, explaining how and why the decision was reached.
•Notify the employee of their right to appeal against the outcome of the grievance procedure.
Dear Manujaya, How can employee grievances be reduced in an organization?
ReplyDeleteThanks Amila,here are the tips to reduce of employee grievances
Delete01.Introduce a culture where over-performance is recognised by line managers
02.Ensure line managers are trained to identify and handle possible grievances at an early stage
03. Hold regular, informal meetings with those showing signs of stress or harassment to ensure issues do not progress to grievances
04.Suggest mediation as a means of settling disputes ahead of a formal grievance
05. Assess softer skills in line manager appraisals and directly link these to pay where possible.
Why grievance handling is important to an organization ?
ReplyDeleteThanks upul,grievance handling is important to an organization
Deletebecause,
1. It encourages employees to raise concerns without fear of reprisal.
2. It provides a fair and speedy means of dealing with complaints.
3. It prevents minor disagreements developing into more serious disputes.
4. It saves employers time and money as solutions are found for workplace problems. It helps to build an organizational climate based on openness and trust.
What are the modern grievance handling methods in your industry?
ReplyDeleteThanks Sandun,Employers must be extremely careful in the way that they handle grievances.
Delete01.Quick action-As soon as the grievance arises, it should be identified and resolved.
02.Deal with appeals as impartially as possible
03.Acknowledging grievance
04.Examining the causes of grievance
05.Execution and review-
What are the steps of grievances handling process?
ReplyDeleteThanks Pubudu. Here is the steps of grievances handling process.
ReplyDelete01.Acknowledge Dissatisfaction
02. Define the Problem
03. Get the Facts
04. Analyse and Decide
05. Follow up