Grievance Handling Case Study

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Recommended: Factors contributing to employee motivation

Labor Relations Strategy and Grievance Handling Employees are motivated to join labor unions for various reasons. Most important of all is to seek redress for any real or perceived injustices in the workplace (Kearney, & Mareschal, 2014). The management should take cognizance of this fact and act accordingly to roll out a labor relations strategy that will enable them relate well with their employees whether unionized or not. When dealing with union matters at the company, the management should take bold steps in preventing the increase of union-related activities by enticing the employees by enhancing grievance handling and how the employees relate with the company (Carrell, & Heavrin, 2004). This can be achieved by: 1. Training the …show more content…

Have an independent team look into the working conditions – The management should engage the services of a third party to look at the organizations working conditions and make any recommendations to improve the same. The company should also consider engaging a government agency to help in reviewing the working conditions in the company. Government teams are great and will inspect how workers feel under new working conditions and advise accordingly on how to improve. In addition, the company can seek to have certifications like ISO certification, which will give employees or prospective employees’ confidence with the company. When the company engages the services of a third party, they are able to have a different outlook and therefore opinion and thereby are in a good position to have an honest review of the working conditions of the company. The company should then use the recommendations of the third party to improve the working conditions of their …show more content…

Review of the non-economic terms of the agreements: Before any negotiations are entered into, the management and more specifically, the negotiating team should closely review the non-economic terms of the contract. Take note of any items therein that might have been invalidated through a legal process with the courts system or the National Labor Relations Board and prepare accordingly on how to address these in the negotiation process (Carrell, & Heavrin, 2004). 2. Data and information gathering: The management and negotiation team should engage the senior management team, line supervisors, and operating managers in an endeavour to obtain information or data that will equip them in the negotiation process. By doing this, it enhances their ability to engage the other party because they are equipped with the necessary information to expedite the negotiation process. Further, this will enable the management to assess the levels of support among employees and thereby enable the management to come up with the appropriate strategies to counter this (Carrell, & Heavrin,

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