INTRODUCTION:
A grievance means any dissatisfaction faced by the employee, it may or may not be expressed by the employees in the organization. It may be valid or invalid grievance, rising out of any issues related to the company, then the employee feels and thinks that it is unfair and unjust. In any organisation occurrence of grievances are natural. All the issues of the employees have to be solved at the earliest else it may create problem to the organisation as well as industry. Grievance must be solved at early stage by supervisor himself without carrying it to further stages. It is quiet easier to solve the grievances at the starting stage. The root of the problem must be understood immediately and then if it is not possible by lower
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TYPES /FORMS OF GRIEVANCES: A grievance may take any one of the forms:
a) Factual
b) Imaginary
c) Disguised
a) Factual: A real and genuine grievance will emerge when actual needs of the worker stay unfulfilled. For eg. Wage hike is been assured but not yet done because of different reasons.
b) Imaginary: At one point of time when a workers disappointment is not because of any true reasons but rather on account of incorrect observation, wrong mentality, or the wrong data he has. In such case the grievance is not real and does not exist. In spite of the fact that management is not responsible for the grievance, still it needs to be solved quickly.
c) Disguised: A worker in an organisation may have some kind of grievance because of reasons which is not aware to himself. If he/she is facing some issues related to family, neighbours, friends and relatives the worker may come to job with an heart. When a new entrant is provided with good facilities it creates a sense of partiality among other employees.
REASON FOR GRIEVANCE:
Grievance might happen for number of
In conclusion, the period from 1875 to 1890 brought many attempts at bettering the working conditions, but many of the working class’s attempts at being recognized went unnoticed. This resulted in violence, frustration, and unnecessary deaths. The series of failed strikes and attempts to receive government intervention resulted in heightened anger among the employees. Without an increase in wages, decrease in working hours, and improvement of working facilities, many workers left their jobs leaving the employer angry and in need of workers. None were available, however, because they were either protesting for better working conditions, signing a contract with a better company, or blocking rail and roadways in order to get their points across to the government.
A meeting has to be scheduled between the person who has raised the complaint of discrimination and the person against whom he has raised discrimination complaint. Opportunities must be given to both of the people to put forward their views. All these things must be happening in the presence of the management representative. The points discussed by both the people must be considered and appropriate action must be taken in this regard. The punishment levels also must be decided in the meeting itself, if it is decided by the management representative to punish any employee on the basis of racial
A simple instrument remove or improve workplace tensions between the management or the employer and their employees.
A union typically tells its potential members that the employee’s rights to voice their opinions on a managerial action are protected by negotiated grievance procedure and disciplinary policies.
The main problems that are affecting the company were the high level of labour turnover, below target production rates, high levels of scrap, the employees had little input in the decision making, therefore resulting in low motivation and job satisfaction, and didn't have enough feedback on there performance. Added to this was the conflict between the supervisors and employees in the production and packing areas, and the grading and payment levels wasn't satisfactory to the employees.
Over time, this dull pain can erode the self-confidence and passion of even the strongest people, which in turn, affects their spouses and children and friends in subtle but profound ways… Though it may be difficult to quantify, the dissatisfaction of employees has a direct impact on productivity, turnover, and morale, all of which eventually hit a company’s bottom line hard,” (p. ix –
When an employer is approached and informed of a grievance filing the first step should be to professionally accept the grievance. A mistake many managers make is to check the first step of the grievance. Whether or not you feel that a grievance has merit or not should not come into play upon notification. An important note is to remember that anything you say or anyway you respond will most certainly become a part of the grievance. By maintaining your professionalism, you’ll be inline to sufficiently handle the grievance. Look at two sample approaches below:
The employees were having issues and company intermingling had proven to not change without an intervention unless the workers take things into their own hands. Acknowledgements to some valiant employees, where a union was discussed and the idea came to life (Featherstone, 2012).
... with the aggrieved worker and representative meeting with the supervisor involved, followed by an appeal system with strict time limits and ultimately ending in binding arbitration. When management and the union cannot resolve a grievance submitted by a union, the union must decide whether to proceed to the final step of the grievance procedure: arbitration. Arbitration is an adversary proceeding like a trial in court. An arbitrator’s function is usually to interpret the collective bargaining agreement between the parties, not to apply his or her standards of what is right in a given situation. The courts have sought to compel labour and management to a peaceful resolution of grievances through arbitration. The Supreme Court has given support to the arbitration process in a series of decisions, and judicial deferral to arbitration has become a basic tenet of national labour policy.
A person’s behavior at one specific point in time usually controls their attitude at that time. Managers must be able to understand these basic needs of their workers. If these needs are not dealt with in a certain correct way than workers will not reach their maximum potential. If the lower order of needs is not met than people are not happy. The same can be said of the higher order.
Mayo’s theory of human relations is directed towards an employee’s social needs. Elton Mayo is credited to introducing the human relation school of thought. According to him pay alone is not enough to my motivate workers to produce their best (Latham, 2007). Social needs of the workers for example treating them in a humane and caring manner should be considered. In this video we learn not only of the decent pay that the workers receive but their working conditions are of high standards. The adequate space maintained between machinery, correct protective equipment for employees as well as proper work gear has been observed. The company is not biased against women as they form part of the workforce and with the great machinery available they are a...
In every work place you will find employees who are happy with what they do and employees who are just there to complain and collect a paycheck. My topic for this discussion will cover job dissatisfaction.
When it comes to contract negotiations, labor unions may differ from one and another throughout the different industries, but they usually share the same goals when it involves contract negotiations (Sloane & Witney, 2010). During these procedures, demands are usually made by from both parties, the employer and the union; this processes main goal is to negotiate a written agreement between each other covering a multitude of issues and concerns (Sloane & Witney, 2010). These talks are typically the most confrontational part of the relationship between labor unions and management, especially when it comes to wage issues (Mayhew, n.d.). This author will take a look the wages and wage-related issues, employee benefits, institutional issues, administrative clauses, and make recommendation that will would prevent wage-related grievances from happening.
In Today’s world, the composition and how work is done has massively changed and is still continuing to change. Work is now more complex, more team base, depends greatly on technological and social skills and lastly more mobile and does not depend on geography. Companies are also opting for ways to help their employees perform their duties effectively so that huge profits are realized in the long term .The changes in the workplaces include Reduction in the structure of the hierarchy ,breakdown in the organization boundaries , improved and better management tactics and perspectives and lastly better workplace condition and health to the employees. (Frank Ackerman, Neva R. Goodwin, Laurie Dougherty, Kevin Gallagher, 2001)
To excel in the workplace, the expectations of an employee include more than what they do physically. They also include the mental and social aspects, particularly if that employee is expected to work with a diverse set of individuals to complete certain tasks. After all, all types of people seek out employment and discrimination in the workplace is unacceptable since all people deserve a chance to work for a living. Each individual has the responsibility to not only be able to work with others, but to make working with each other a pleasant experience so as to make teamwork and communication easier.With all parts of a company working smoothly, the success of the overall company is assured.