Grievance Handling

GRIEVANCE HANDLING Introduction It is a Universal fact that where ever human beings are involved, of certain there will be discontents and dissatisfaction, even though it may superbly be best managed organizations. But, it does not mean that by thinking so, the management can ignore the grievance of the employees. Accumulation of dissatisfaction may result in severe conflicts and litigations, hampering the peace and work, for which the majority of the human being aspires. Further, it is observed that some of the situation which could easily be otherwise avoided result in the form of grievances, damaging the very harmony of the organization. This is generally because of lack of concern for the employees, or due to lack of managerial expertise, or due to irrational decisions. Quite often, it is forgotten that the grievances are pests that weaken the organization tree with the trace of indelible marks. Meaning The term “Grievance” is derived from the word ‘Grieve’ which means to cause grief or pain of mind, to make sorrowful, to show grief. According to Chambers’ dictionary, Grievance is “cause or source of Grief, ground of complaint; condition felt to be oppressive or wrongful”. In the words of Prof. Jucius –Grievance is “any discontent or dissatisfaction, whether expressed or not, whether valid or not, arising out of anything connected with the company that an employee thinks, believes, or even feels is unfair, unjust or inequitable”. According to Edwin Flippo, “A complaint becomes a grievance when the employee feels that an injustice has been committed. If the supervisor ignores, the complaint and dissatisfaction grows within the employee; it usually assumes the status of grievance. A grievance in business organizations is always expressed, either verbally or in writing. A grievance is usually more formal in character than a complaint. It can, of course be either valid or ridiculous, but must grow out of something connected with company operation or policy.