Grievance
CHAPTER I
SYNOPSIS
GRIEVANCES
INTRODUCTION: Grievance is rust on human relations. The cost of a grievances can be high in the terms of time lost, poor work damage the costly machine by neglect, employee resentment, poor customer services, resistance to change, union management conflict and so on. The organization that donot provide such consequence which could enfeeble the organization helps the management to shift from purely preventing and maintenance needs to the development need of employee such as improving communication, job redesign, integration democracy from the grievance process, as they participate in shop decision that affect their work life.
DEFINITION: According to Keith Davis a grievance is a real or imagined feeding of injustice which an employee has concerning his employment relationship. According to International labour organization, grievances is classified as a complaint of one or more workers, relating to wage, condition or services, allowances, job, seniority, assignment and terminations of services based on the nature of complaints. The management can take immediate action to resolve the issues. In case the complaint is an issue which needed to dealt systematically through the normal channel of communication meeting between the HR management and the trade union leader the same is taken up accordingly and resolved. In some other cases like promotion, usually this subject is within the preview of grievance procedure which takes case of the subject.
Further when the issues are the subject like transfer of job assignment the same dealt amicable at level of the Head of the Department. The good employee has well designed systems and procedure to look after the individual grievance of workers.
In some organization they posted full time labour welfare supervisor in shop whose job is to solve the issue on the spot. If the issue is the serious one, which has potential for wide implications, the supervisor takes the matter with
SYNOPSIS
GRIEVANCES
INTRODUCTION: Grievance is rust on human relations. The cost of a grievances can be high in the terms of time lost, poor work damage the costly machine by neglect, employee resentment, poor customer services, resistance to change, union management conflict and so on. The organization that donot provide such consequence which could enfeeble the organization helps the management to shift from purely preventing and maintenance needs to the development need of employee such as improving communication, job redesign, integration democracy from the grievance process, as they participate in shop decision that affect their work life.
DEFINITION: According to Keith Davis a grievance is a real or imagined feeding of injustice which an employee has concerning his employment relationship. According to International labour organization, grievances is classified as a complaint of one or more workers, relating to wage, condition or services, allowances, job, seniority, assignment and terminations of services based on the nature of complaints. The management can take immediate action to resolve the issues. In case the complaint is an issue which needed to dealt systematically through the normal channel of communication meeting between the HR management and the trade union leader the same is taken up accordingly and resolved. In some other cases like promotion, usually this subject is within the preview of grievance procedure which takes case of the subject.
Further when the issues are the subject like transfer of job assignment the same dealt amicable at level of the Head of the Department. The good employee has well designed systems and procedure to look after the individual grievance of workers.
In some organization they posted full time labour welfare supervisor in shop whose job is to solve the issue on the spot. If the issue is the serious one, which has potential for wide implications, the supervisor takes the matter with