Grievance Management
Grievance Management
Definition
A grievance is an employee's dissatisfaction with the
company's workplace policies and practices as a result of an alleged violation of
the law. They may or may not be justified, and they generally indicate the
difference between what the employee expects and receives from the
organization. The grievance must be managed correctly since it reduces employee
motivation and performance and has an impact on the work environment.
Types of Grievances
There are three types of grievances that can arise in an
organization.
- ·
Individual Grievances
When an individual employee complains about a management
decision, such as a demotion based on bias, non-payment of wages, or workplace
harassment,
- ·
Group Grievances
When a team or a group collectively grieves against
management, for example, when none of the team members receive the promised
overtime bonus as stated in the policy, this is a sort of grievance.
- ·
Union Grievances
This is rare, especially in a company context where unions do not exist. However, in this sort of grievance, the whole union complains to
management about contract misunderstanding in general.
Important of Grievance Management
Frequently, a complaint is just a sign of a serious problem.
This problem affects workers, management, trade unions, and the workplace environment
as a whole. As a consequence, the personnel administrator of a company should
evaluate the contents of the complaints and choose the best method to resolve
them. The system for settling grievances is known as grievance management.
The grievance redressed method is a system for resolving grievances to the
satisfaction of labor unions, employees, and management. This strategy is
required for the formation and maintenance of favorable labor-management
relations, as well as a high degree of efficiency in the organization.
Causes of Grievances
Grievances can occur from a variety of causes. Here are some
of them mentioned below:
- ·
Economic
This mainly refers to employee salaries when they believe
they are being paid less than others in the same band or grade, or when their
salary is not enough for them.
- ·
Work Environment
Physical work conditions such as excessive heat or cold,
crowded or limited workspace, insufficient lighting, poor quality equipment,
broken appliances, and so on can all comprise work environment-related issues
and be genuine causes of them.
- ·
Managers
Managers and other senior management professionals can also
generate occupational stress. Biased performance evaluations, berating, subtle
insulting, and harassment of any kind are all examples of supervision-related
grievances.
- ·
Employee Relation
When co-workers don't like each other, have problems working
together on a project, have too many disputes, and so on, it may be a major
source of dissatisfaction.
- ·
Organizational Change
When there are policy changes or actual workplace relocations,
employees may find themselves unaligned with the changes, which may also be a
source of dissatisfaction.
Conclusion
If an employee believes they have been hurt, whether, by an
unfair salary, challenging work, or sexual harassment, they can file
complaints with their employer. In most circumstances, this is a formal
complaint system with guidelines that the investigator must follow. Procedures
and guidelines differ from company to company. Contracts usually include
grievance procedures that must be followed. Because they should receive a
solution to their complaint. As a result, they will be engaged with their work.
References
dcemploymentsolicitors.co.uk,
May 27, 2016. DC Employment Solicitors. [Online]
Available at: https://www.dcemploymentsolicitors.co.uk/news/managing-grievances/
[Accessed 19 December 2021].
explore.darwinbox.com, n.d. What is Grievance? |
Meaning & Definition | HR Glossary. [Online]
Available at: https://explore.darwinbox.com/hr-glossary/grievance
[Accessed 19 December 2021].
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