Handling of Grievance Procedurin Organizations
[pic] | |MODERN TECHNIQUES OF HANDLING GRIEVANCES
Introduction
Various organizations are aware about the diversification of the employees’ traits and characteristics. Instead of letting these individuals affects the culture of the organization, it is the corporate culture that tends to affect their behavior. Still, there are chances that within the organization, the collision and clash of ideas might turn into arguments. In order to bring back the harmony inside the organization, the management is engaged in handling the different faces of issues to maintain the life and the employees’ relationship.
Background of the Study The issue of grievance within the organization is identified as the protest of the people against the application of the policies which is placed in an unjust or unfair manner (Hardeman, 2006). The organization sets rules or regulations which some of the employees’ finds faults or conflicts. In order to compensate their right to clarify the things, in which they believe that will affect them sooner, the employees do what for them fits and right. The grievance is the kind of procedure that values the idea and participation of the employees’ but often taken as a negative factor within the organizations. However, the organizations are still looking for an effective way in handling the grievances in their organization.
Scope of the Study The scope of the study intentionally addresses the handling of the grievances inside the organization. The administration of the grievance is important in all types of organization. The creation of the study is meant for properly handling the grievances with administration’s judgment and the person or people involved should be addressed their on role and address their issue of grievance.
Research Objectives The first objective of the study is to determine the effectiveness of the grievance procedures within the organization. The second objective is to identify the appropriate
Introduction
Various organizations are aware about the diversification of the employees’ traits and characteristics. Instead of letting these individuals affects the culture of the organization, it is the corporate culture that tends to affect their behavior. Still, there are chances that within the organization, the collision and clash of ideas might turn into arguments. In order to bring back the harmony inside the organization, the management is engaged in handling the different faces of issues to maintain the life and the employees’ relationship.
Background of the Study The issue of grievance within the organization is identified as the protest of the people against the application of the policies which is placed in an unjust or unfair manner (Hardeman, 2006). The organization sets rules or regulations which some of the employees’ finds faults or conflicts. In order to compensate their right to clarify the things, in which they believe that will affect them sooner, the employees do what for them fits and right. The grievance is the kind of procedure that values the idea and participation of the employees’ but often taken as a negative factor within the organizations. However, the organizations are still looking for an effective way in handling the grievances in their organization.
Scope of the Study The scope of the study intentionally addresses the handling of the grievances inside the organization. The administration of the grievance is important in all types of organization. The creation of the study is meant for properly handling the grievances with administration’s judgment and the person or people involved should be addressed their on role and address their issue of grievance.
Research Objectives The first objective of the study is to determine the effectiveness of the grievance procedures within the organization. The second objective is to identify the appropriate
References: 1. European Trade Union Institute (1989) Collective Bargaining in Western Europe 2. Ozaki (1987), 'Labour Relations in the Public Service, ' IL Review, July – Aug. 3. Schregle J (1991) 'Workers Participation in Decisions Within Undertaking ' IL Review Jan – Feb. APSRACT A grievance is a sign of an employee 's discontentment with his job or his relationship with his colleagues. Grievances generally arise out of the day-to-day working relations in an organization. An employee or a trade union protests against an act or policy of the management that they consider as violating employee 's rights. One of the effective ways of minimizing and eliminating the source of an employee 's grievance is by having an ‘open door policy '. An ‘open door policy 'facilitates upward communication in the organization where employees can walk into a superiors 'cabin at any time and express their grievances. The National Commission on Labor suggested a Model Grievance Procedure, which lays down the sequence of steps to be taken whenever a grievance is expressed. Conflict occurs when two or more people or parties perceive an incompatibility in their goals or expectations. There are seven methods for achieving reconciliation of conflict. These methods are win-lose, withdrawal and retreat from argument, smoothing and playing down the difference, arbitration, mediation, compromise and problem solving. Of all these methods ‘problem-solving 'method is most likely to bring about a win-win situation.