Explain the Effects of Grievances on:

Explain the effects of grievances on:

a.) Employees
b.) Management
c.) Work

Explain the effects of grievances on:

a.) Employees
b.) Management
c.) Work
Following are the effects of grievances on each of the above mentioned parties:

Employees
Fustration
Frustrated" employees represent a real lost opportunity for organizations. From a motivational perspective, organizational leaders have these employees where they want them. But when it comes to ensuring that they are as productive as possible, organizations are missing out. Worse yet, frustrated employees are unlikely to persist in that state over the long term. Where strong motivation to succeed is not paired with similar levels of support, employees are likely to either tune out (i.e., become increasingly disengaged) or drop out (i.e., leave in search of work environments where their high levels of motivation can be put to better use).
Demotivation
Demotivation is contagious: even one demotivated employee who constantly cribs about work or other undesirable factors can quickly work on demotivating others too. Organizations are prone to the dangers of demotivation at all times. However, it’s important to be aware of it and to recognize and tackle it without delay.
To tackle demotivation effectively, an organization must know the reason behind its lackluster attitude. If a boss or colleague can help motivate such a coworker, it could go a long way to boost the employee’s morale and motivate him to be optimistic and have a positive attitude

It’s important to keep a check on the expectations and demands that are being placed upon your employees. If someone feels overburdened by a large, impossible workload – they can soon become disillusioned, stressed and lose motivation. Equally, if an employee has a workload that’s too light or not varied enough, they might quickly lose interest.
Causes of Employee Demotivation: * Lack of Appreciation: An employee feels unappreciated for his efforts. * Too much Work: An employee feels overburdened with a disproportionate chunk of work which renders him unable to perform his duties well and punctually. * Lack of Clarity in Work: An employee flounders at work due to lack of clarity on his various tasks. * Favoritism: These refer to unfair practices that favor one worker over another. * Mistrust: This deals with an employee resorting to micromanaging everything, displaying mistrust in a coworker’s capabilities. * Miscommunication: Free flow of information is withheld or information is provided only on a “need-to-know” basis. This can be demotivating as it proves that the boss or organization does not fully trust its employees to share all available information on a project.
Low productivity
Dissatisfied employees are generally unproductive ones, while happy employees who are passionate about their jobs get the work done effectively. People have a natural tendency to prioritize tasks they like, so an employee who likes his job will naturally put his job ahead of his other desires, such as relaxing, chatting with a co-worker or getting through the day so he can go home. Getting the right employee for the job can lead to a satisfied employee and productive company.
Management
High labour turnover
. High labour turnover can be attributed to a number of factors, from issues with pay scales to conflicts with company management. Despite these causes, it is important to reduce high turnover because it reflects poorly on the company's image. Moreover, high turnover can make it difficult to recruit new talent. Once you find the causes of high turnover in your company, take swift action to reverse course so that turnover doesn't affect productivity or the company's bottom line.
Causes of high labour turnover rate are varied and change among different industries, some the reason for high turnover within a company include lack of communication between staff and management, lack of resources and support within the organization for employees, imbalanced assigning of tasks and responsibilities, lack of appropriate training and a less-than-desirable physical work setting.
Absenteeism
A high level of absenteeism is not only extremely costly to employers but it can add to the burden of the rest of the staff and lower morale. the predominant reason that people tend to take time off work is because of High Stress Levels.
The reasons people get stressed out because of work can be many and varied. However, the more common reasons cited have tended to be related to employers and supervisors who are very authoritarian and inflexible. They often don’t listen to the workers, do not communicate very well, adopt a blame culture when things go wrong, speak down to workers and generally want things done their way or no way at all. This can all result in a high staff turnover, increased absenteeism, Low Staff Morale, employee burnout and genuine illnesses such as headaches and backaches brought on by the stress so, even though workers will usually give another reason for their absence, some kind of stress-related problem will usually be at the root of it.
Labour unrest labour unrest has been defined as a state of affairs when the labour of a country is not satisfied with the existing terms and conditions of employment. The present rate of wages is very low. The cost of living has moved up. They demand higher wages and the employers are not willing to pay higher wages. The workers are frustrated and grumble against the management. The workers expect human treatment from the employers. Inhuman and rough treatment of an employer hurts the feelings of workers and they show.

The workers working as temporary workers are always insecure in employment. They demand regular employment and sometime they agitate against employers. The workers are very active and they do not like to work more than normal hours. Extra work without payment is resented. Under the law an employer is bound to provide healthy surroundings for work. Unhealthy condition surrounding affects the health of workers and they agitate against the conditions.

All the labour leaders are not sincere to the cause of workers. Self seeking leaders exploit the workers to achieve their own ends. Some employers do not like trade union of workers in their enterprise. They oppose the workers effort's for the registration of union. The workers agitate against employer

Work
Low productivity
Low productivity in the workplace can severely hinder a business operation. The decrease in employee work and results clogs the entire system, harming relationships with customers and delaying the delivery of goods and services. A decline in work production can be caused by stress, conflict, unclear goals or a poor management structure.
Low job satisfaction, coupled with low employee morale equals a lack of productivity in the workplace. Again, we have basic human nature at work. When someone is unhappy, they don't focus well and they don't pay attention to their tasks. They find hundreds of other things to do that do make them happy, all the while ignoring the job they should be doing. When one member of a team displays low productivity, it is only natural for other members of the team to feel dissatisfied as a result, and their productivity will begin to decline as well. It is a vicious cycle that is all too common.
In conclusion the effects of grivence on the following parties are related to each other. Employees who has a grivience at his work place will become frustrated and demotivate and in turn causes him/her not to put their best foot forward, causing a low productivity also to there might be an increase in absenteeism which will lead indiscipline, labour unrest and high labour turnover, on the management. With the high labour turnover and labor unrest there would be an increase in cost of production/labour with the effect of a low production.