What to Dowith Greivance Agains Supervisor

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3. People Management
4. Personnel Management
5. Employee Grievance - Effective Means of Handling Grievance

Employee Grievance - Constructive Means of Handling Grievance

Grievance may exist any genuine or imaginary feeling of dissatisfaction or injustice which an employee experiences about his task and it's nature, about the management policies and procedures. It must be expressed by the employee and brought to the notice of the management and the organization.

Grievances take the class of commonage disputes when they are not resolved. As well they will then lower the morale and efficiency of the employees. Unattended grievances consequence in frustration, dissatisfaction, low productivity, lack of interest in work, absenteeism, etc. In curt, grievance arises when employees' expectations are not fulfilled from the organization as a result of which a feeling of discontentment and dissatisfaction arises. This dissatisfaction must crop upwardly from employment issues and not from personal issues.

Grievance may outcome from the following factors-

1. Improper working atmospheric condition such as strict production standards, unsafe workplace, bad relation with managers, etc.
2. Irrational management policies such as overtime, transfers, demotions, inappropriate salary structure, etc.
3. Violation of organizational rules and practices

The director should immediately identify all grievances and must take appropriate steps to eliminate the causes of such grievances so that the employees remain loyal and committed to their work. Effective grievance management is an essential part of personnel management. The managers should prefer the following approach to manage grievance effectively-

1. Quick activity- Equally soon every bit the grievance arises, it should be identified and resolved. Training must be given to the managers to effectively and timely manage a grievance. This volition lower the detrimental effects of grievance on the employees and their functioning.
2. Acknowledging grievance- The manager must acknowledge the grievance put forward by the employee as manifestation of truthful and real feelings of the employees. Acknowledgement by the director implies that the director is eager to await into the complaint impartially and without whatever bias. This will create a conducive piece of work surround with instances of grievance reduced.
3. Gathering facts- The managers should get together appropriate and sufficient facts explaining the grievance's nature. A record of such facts must be maintained so that these can be used in later stage of grievance redressal.
4. Examining the causes of grievance- The bodily cause of grievance should be identified. Accordingly remedial actions should be taken to prevent repetition of the grievance.
5. Decisioning- Later identifying the causes of grievance, alternative course of actions should be thought of to manage the grievance. The effect of each course of activity on the existing and time to come management policies and procedure should be analyzed and accordingly determination should exist taken by the manager.
6. Execution and review- The manager should execute the determination apace, ignoring the fact, that information technology may or may not hurt the employees concerned. Afterward implementing the conclusion, a follow-up must exist there to ensure that the grievance has been resolved completely and adequately.

An effective grievance procedure ensures an affable work surround considering information technology redresses the grievance to mutual satisfaction of both the employees and the managers. It also helps the direction to frame policies and procedures adequate to the employees. It becomes an constructive medium for the employees to express t feelings, discontent and dissatisfaction openly and formally.

Authorship/Referencing - About the Author(s)

The article is Written Past "Prachi Juneja" and Reviewed Past Management Report Guide Content Squad. MSG Content Squad comprises experienced Faculty Member, Professionals and Field of study Thing Experts. Nosotros are a ISO 2001:2015 Certified Education Provider. To Know more, click on About Us. The use of this material is costless for learning and education purpose. Please reference authorship of content used, including link(s) to ManagementStudyGuide.com and the content page url.

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