12-12-2012, 12:42 PM
Grievance handling
Grievance handling.ppt (Size: 55.5 KB / Downloads: 37)
Introduction
Human nature is such that wherever he works, he has grievance about something or the other.
They may be real or imaginary, valid or invalid, genuine or false.
The grievance produce unhappiness, frustration, discontent, indifference and poor morale and ultimately it has an adverse effect on the efficiency and productivity of an employee
Definition of Grievance
Prof. Pigors and Meyers define grievance as dissatisfaction. According to them, dissatisfaction of an employee is anything that disturbs the employee, whether expressed or not
Dale Yoder defines it as "a written complaint filed by an employee and claiming unfair treatment".
The National Commission of Labour states that complaints affecting one or more individual workers in respect of their wage payments, overtime, leave, transfer, promotion, seniority, work assignment, and discharges would constitute grievance
Directions help in handling a grievance
1. Receive and define the nature of the dissatisfaction
2. Get the facts
3. Analyze and divide
4. Apply the answer
5. Follow up
Errors in processing of Grievance
1. Stopping too soon in the search of facts
2. Expressing a management opinion prior to the time when all
pertinent facts have been discovered
3. Failing to maintain proper records
4. Resorting to executive fiat or orders instead of discussion
and conference to change minds
5. Setting the wrong grievance a mistake which may in turn produce a second new grievance. Follow up is the step in the procedure that tells us when a mistake in handling has been made.
Principles of Grievance handling
Principles suggested by the Indian Institute of Personnel Management for addressing the grievance are as follows:
a) A grievance should be dealt within the limits of the first line supervisor.
b) The appellate authority should be made clear to the employee so that if he cannot get satisfaction from his immediate supervisor, he should know the next step.
c) The grievance should be dealt with speedily.
d) In establishing a grievance procedure, if the grievance is against an instruction given by a superior in the interest of order and discipline, the instructions must be carried out first and then only employee can register his protest
Grievance Machinery
Usually thought of in connection with a company that deals with a labour union.
Whether unionized or not, should have established and
known methods of processing grievances.
Representatives from each department/shift can constitute a new machinery.
Agreed list of names from Union as per any existing agreement.
A satisfactorily running Works Committee member shall act as the departmental representative
Grievance handling.ppt (Size: 55.5 KB / Downloads: 37)
Introduction
Human nature is such that wherever he works, he has grievance about something or the other.
They may be real or imaginary, valid or invalid, genuine or false.
The grievance produce unhappiness, frustration, discontent, indifference and poor morale and ultimately it has an adverse effect on the efficiency and productivity of an employee
Definition of Grievance
Prof. Pigors and Meyers define grievance as dissatisfaction. According to them, dissatisfaction of an employee is anything that disturbs the employee, whether expressed or not
Dale Yoder defines it as "a written complaint filed by an employee and claiming unfair treatment".
The National Commission of Labour states that complaints affecting one or more individual workers in respect of their wage payments, overtime, leave, transfer, promotion, seniority, work assignment, and discharges would constitute grievance
Directions help in handling a grievance
1. Receive and define the nature of the dissatisfaction
2. Get the facts
3. Analyze and divide
4. Apply the answer
5. Follow up
Errors in processing of Grievance
1. Stopping too soon in the search of facts
2. Expressing a management opinion prior to the time when all
pertinent facts have been discovered
3. Failing to maintain proper records
4. Resorting to executive fiat or orders instead of discussion
and conference to change minds
5. Setting the wrong grievance a mistake which may in turn produce a second new grievance. Follow up is the step in the procedure that tells us when a mistake in handling has been made.
Principles of Grievance handling
Principles suggested by the Indian Institute of Personnel Management for addressing the grievance are as follows:
a) A grievance should be dealt within the limits of the first line supervisor.
b) The appellate authority should be made clear to the employee so that if he cannot get satisfaction from his immediate supervisor, he should know the next step.
c) The grievance should be dealt with speedily.
d) In establishing a grievance procedure, if the grievance is against an instruction given by a superior in the interest of order and discipline, the instructions must be carried out first and then only employee can register his protest
Grievance Machinery
Usually thought of in connection with a company that deals with a labour union.
Whether unionized or not, should have established and
known methods of processing grievances.
Representatives from each department/shift can constitute a new machinery.
Agreed list of names from Union as per any existing agreement.
A satisfactorily running Works Committee member shall act as the departmental representative