Grievance: Trade Union and Workers
Grievance in Industry
There are many factors in industry, which make a worker unhappy and dejected. May be his fellow workers are non-co-operative or his foreman’s sarcastic or harsh remarks on his own personal problems outside the factory or domestic matters. Poverty, undernourishment, debts, unemployed dependent, etc. may be working adversely in his mind. He look around and finds everybody being unkind to him. He is aggrieved and wants to ventilate his feelings and reactions.
A well-defined grievance procedure is an important element of a sound industrial relations machinery. Prompt and effective disposal of workers grievance is the key to industrial peace. The grievance procedures set up by agreement with a union provides a medium for the workers to transmit his grievance to management in an orderly manner and get the answer in writing
Meaning and Nature of Employee Grievance
According to Michael J. Jucius, the term ‘grievance’ means “ any discontent or dissatisfaction, whether expressed or not and 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.” The definition is very broad and covers all kinds of dissatisfaction, which an employee has while doing his job. A grievance means any discontentment or dissatisfaction arising out of anything related to the enterprise where he is working. It may not be expressed and even may not be valid. It arises when an employee feels that something has happened or is going to happen which is unfair, unjust or inequitable.
Keith Davis has defined grievance as “ any real or imagined feeling of personal injustice which an employee has concerning his employment relationship.” A grievance represents a situation in which an employee feels that something unfavorable to him has happened or is going to happen. In an industrial enterprise, grievance may arise because of several factors such as: a. Violation of management’s
There are many factors in industry, which make a worker unhappy and dejected. May be his fellow workers are non-co-operative or his foreman’s sarcastic or harsh remarks on his own personal problems outside the factory or domestic matters. Poverty, undernourishment, debts, unemployed dependent, etc. may be working adversely in his mind. He look around and finds everybody being unkind to him. He is aggrieved and wants to ventilate his feelings and reactions.
A well-defined grievance procedure is an important element of a sound industrial relations machinery. Prompt and effective disposal of workers grievance is the key to industrial peace. The grievance procedures set up by agreement with a union provides a medium for the workers to transmit his grievance to management in an orderly manner and get the answer in writing
Meaning and Nature of Employee Grievance
According to Michael J. Jucius, the term ‘grievance’ means “ any discontent or dissatisfaction, whether expressed or not and 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.” The definition is very broad and covers all kinds of dissatisfaction, which an employee has while doing his job. A grievance means any discontentment or dissatisfaction arising out of anything related to the enterprise where he is working. It may not be expressed and even may not be valid. It arises when an employee feels that something has happened or is going to happen which is unfair, unjust or inequitable.
Keith Davis has defined grievance as “ any real or imagined feeling of personal injustice which an employee has concerning his employment relationship.” A grievance represents a situation in which an employee feels that something unfavorable to him has happened or is going to happen. In an industrial enterprise, grievance may arise because of several factors such as: a. Violation of management’s