Features and Forms of Grievances

•Download as PPTX, PDF•

2 likes•3,980 views

Grievances refer to any form of discontent or dissatisfaction arising from employment. A grievance is a formal dispute registered according to procedures between an employee and management regarding employment conditions. It is a feeling of injustice or dissatisfaction with some aspect of the work situation that is brought to management's attention. Grievances can stem from real or perceived issues and may be voiced, unvoiced, or take shape over time if initial complaints go unaddressed.

Complaint
Grievance
Dissatisfaction
A complaint that has been
formally presented to a
Management Representative
or to a Union Official
A spoken or written
dissatisfaction brought to
the attention of the
supervisor or the Shop
Steward ( In – Charge ).
Anything that disturbs an
employee , whether or not
the unrest is expressed in
words.

A grievance is a formal dispute between an employee &
management on the conditions of employment.
Grievances are complaints that have been formally registered in
accordance with the grievance procedure.
A grievance is any dissatisfaction or feeling of injustice in
connection with one’s employment situation that is brought to
the attention of the management.
Definitions
of
Grievances

A grievance refers to any form of discontent or dissatisfaction with any
aspect of the organization.
The dissatisfaction must arise out of employment and not due to personal or
family problems.
The discontent can arise out of real or imaginary reasons. When employees
feel that injustice has been done to them, they have a grievance. The reason
for such a feeling may be valid or invalid, legitimate or irrational, justifiable
or ridiculous.
Features of Grievances

The discontent may be voiced or unvoiced, but it must find expression in
some form. However, discontent per se is not a grievance. Initially, the
employee may complain orally or in writing. If this is not looked into
promptly, the employee feels a sense of lack of justice. Now, the
discontent grows and takes the shape of a grievance.
A grievance is traceable to be perceived as non-fulfillment of one’s expec-
tations from the organization.
Features of Grievances

Disguised
Imaginary
Factual
An employee may have dissatisfaction for the reasons
that are unknown to himself.
When an employee’s dissatisfaction is not because of any
valid reason but because of a wrong perception, wrong
attitude, or wrong information he has.
A Factual grievance arises when legitimate needs of
employees remain unfulfilled.
Forms of Grievances

Super
vision
Economic
Work
Environm
ent
Miscellane
ous
Work
group
REASONS FOR
GRIEVANCES

What's hot

Grievance Process

Sachin MK

Grievance & its handling procedure

Manisha Srivastava

Grievance handling procedure

Vinayak Gupta

Grievance handling and grievance

Saranya Nandha Kumar

This document discusses grievances in the workplace. It defines a grievance as a complaint or dissatisfaction that affects organizational performance. Grievances can be stated or unvoiced, and written or oral. They generally cause unhappiness and poor morale among employees. The document outlines the characteristics, procedures, types, methods of identifying, and process for resolving grievances. It describes grievance procedures as important for problem solving, maintaining good employee relations, and improving workplace issues. Grievances can be individual, group, policy-related, or union-related.

Grievance Redressal

GB Technical University

This document provides an overview of grievance mechanisms and procedures. It defines key terms like dissatisfaction, complaints, and grievances. It discusses the features, forms, and reasons for grievances. The effects of grievances on production, employees, and managers are outlined. The document also examines the benefits of grievance handling procedures and the objectives of addressing grievances. The grievance redressal process is broken down into three stages, with details provided about how each stage is handled.

Grievance Handling

Neil Geraldizo Dagohoy

This document discusses grievance handling in the workplace. It defines a grievance as a type of discontent expressed by an employee, which arises from issues related to their job, wages, benefits, or perceived unfair treatment. Grievances can stem from managerial conditions, working conditions, or personal factors. The grievance procedure provides a formal process for employees to raise issues, starting with their direct supervisor and potentially escalating through multiple stages. An effective grievance handling process must be fair, clearly defined, and resolve issues promptly to improve employee morale and productivity.

Grievance

Concepts and Careers

This document discusses grievances in the workplace. It defines grievances as employee dissatisfactions or complaints regarding issues like promotions, wages, transfers, discipline, and working conditions. Grievances arise due to malfunctions or maladjustments in the workplace. The document outlines principles and procedures for handling grievances, including establishing a grievance machinery and addressing grievances at different levels up to arbitration. It emphasizes the importance of addressing grievances to improve employee morale.

Grievance's

unnati shah

The document defines grievances and outlines the grievance process. It states that a grievance is a formal complaint about any dissatisfaction that has been presented to management. The summary describes the typical stages of a grievance process, including an informal stage where the complaint is brought to a supervisor, and a formal stage where it is escalated to higher levels if unresolved. Finally, it notes that an effective grievance procedure provides a fair means for employees to resolve issues and helps build trust in the organization.

Code of conduct

priyaprabbu

The document discusses codes of conduct, their key features, and factors that guide codes of conduct. It also discusses industrial conflicts, their nature, causes, and economic, non-economic, management, trade union, and legal/political factors that can cause industrial disputes. The code of conduct establishes principles and expectations for group members. It aims to prevent disputes through voluntary self-discipline and cooperation between workers and management. Economic factors that can cause industrial disputes include demands for higher wages and profits, while non-economic factors include working conditions and political issues.

Causes and effects of industrial conflicts

Sparsh Saxena

This document discusses industrial relations and conflicts between management and employees. It outlines several potential causes of disputes, including pay, working conditions, promotions, and technology introduction. When conflicts arise, employees and unions can take official or unofficial actions like strikes, work slowdowns, or picketing. Employers may attempt to lock out employees or negotiate. Resolving conflicts internally or through the Labour Relations Commission and Labour Court conciliation and arbitration services can help address grievances and prevent productivity and profit losses for businesses.

Improving Industrial Relations - Industrial Relations

manumelwin

Grievance management

Minaxi Kataria

The document defines a grievance as any discontent or dissatisfaction felt by an employee regarding their treatment at work. It then outlines various potential causes of grievances related to working conditions, management policies, legal/contractual violations, and personal issues. The document also discusses negative impacts of unresolved grievances and different methods for identifying and addressing grievances, including exit interviews, gripe boxes, and opinion surveys. Finally, it describes the typical multi-step machinery used to handle grievances in a formalized procedure involving supervisors, management, unions, and potentially arbitration.

Industrial relation

Preeti Bhaskar

Industrial relations involve the relationships between workers, managers, and government that determine work conditions. There are three main actors in industrial relations - employees, employers, and the government. Employees seek to improve wages and working conditions through unions, while employers aim to motivate workers and achieve productivity. The government regulates this relationship through labor laws. Various approaches exist to analyze these relationships such as pluralism, which sees conflicts of interests as normal, and Marxism, which views conflicts as inevitable due to opposing interests of capital and labor. Famous models for understanding industrial relations include John Dunlop's systems approach, which examines how environmental forces, actors, and rules governing the workplace interact as a system.

Industrial relation lecture

Hamid Khan

This document provides information on industrial relations including definitions, objectives, factors, conditions, causes of poor relations, and methods of managing conflicts. It defines industrial relations as the relations between employers and employees in an industry. The objectives include promoting harmonious relations, maintaining industrial peace, establishing democracy in the workplace, and improving productivity. Factors include the employer, employees/unions, and conditions that influence good relations such as satisfying economic needs and effective negotiation skills. Causes of poor relations are also outlined, as well as effects and processes of managing organizational conflicts through various stimulation, reduction, and dominance methods.

Grievances (HRM)

Tahrim Ononno

Grievance handling

Raghu Kunthe

This document discusses grievance procedures in the workplace. It defines a grievance as any employee dissatisfaction, whether justified or not, arising from their employment. Effective grievance procedures allow management to understand employee concerns, maintain discipline, and resolve conflicts fairly. The document outlines the typical stages of a grievance process from direct supervisor to external mediation. It also lists benefits like preventing escalation of issues and saving employers time and money resolving workplace problems. An example incident at the Taj Hotel in 1983 is provided where effective grievance handling by HR reduced attrition and improved customer satisfaction after employees protested working conditions.

Employee grievances..ppt

Josephine Sanchez

Grievance procedures provide a systematic process for employees to file complaints and have them addressed in order to protect employee rights and avoid strikes. They involve multiple steps starting with filing the grievance with a direct supervisor and potentially leading to arbitration. Common causes of grievances include differing interpretations of policies, perceived unfair treatment, violations of agreements or laws, and lack of clear company policies. Both employees and unions can file grievances. Supervisors are encouraged to take all complaints seriously, thoroughly investigate the facts, and follow up to ensure issues are resolved.

Industrial relations

shyamasundar Tripathy

Industrial relations involves the relationship between management and workers in an organization, including aspects like collective bargaining, trade unionism, and government involvement. It aims to maintain harmony between these parties through rules and regulations while addressing issues around workers' participation, remuneration, and health and safety. The relationships and interactions between employers, employees, unions, and the government shape industrial relations systems and structures within an organization.

Industrial Relations

Annamalai University

Mba ii hrm u-4.2 grievance procedure

Rai University

This document discusses grievances and grievance handling in the workplace. It defines a grievance as a formal dispute between an employee and management regarding employment conditions. It outlines categories that grievances can fall under and provides guidance on writing grievances. The document also describes grievance sources, effects, and resolution procedures involving multiple steps between the employee, their supervisor, and other management levels, potentially leading to arbitration. Effective grievance handling is said to encourage open communication and prevent minor issues from escalating.

What's hot (20)

Grievance Process

Grievance & its handling procedure

Grievance handling procedure

Grievance handling and grievance

Grievance Redressal

Grievance Handling

Grievance

Grievance's

Code of conduct

Causes and effects of industrial conflicts

Improving Industrial Relations - Industrial Relations

Grievance management

Industrial relation

Industrial relation lecture

Grievances (HRM)

Grievance handling

Employee grievances..ppt

Industrial relations

Industrial Relations

Mba ii hrm u-4.2 grievance procedure

Viewers also liked

Grievance ppt

Nilanjan Bhaumik

This document discusses the management of grievances in the workplace. It defines grievances as formal complaints registered according to a grievance procedure between employees and management regarding employment conditions. The document outlines the causes of grievances, including economic, work environment, supervision and organizational factors. It also describes the benefits of having a formal grievance handling procedure, such as encouraging employees to raise issues, providing a fair resolution process, and building trust in the organization. Key aspects of an effective grievance procedure discussed are fairness, representation facilities, clear steps and promptness.

Social Security in Informal Sector: A Myth or reality

AMU

This document discusses social security for workers in India's informal sector. It provides an overview of India's social security system and the constitutional rights related to social security. While India has enacted some laws to provide social security benefits like health insurance and pensions, they mainly cover organized sector workers and do not adequately address the needs of unorganized sector workers who make up around 90% of the workforce. The Unorganized Workers Social Security Act of 2008 aims to provide welfare schemes for this group but it lacks dedicated funding, does not recognize social security as a right, and does not establish an empowered regulatory body to implement it effectively. Overall, the document argues that more needs to be done to expand social security coverage and protections to India's vast un

Grievance Procedures

Jim Walker

The document discusses the importance of an effective grievance procedure for a union. It outlines the key roles and goals of the grievance procedure, which include enforcing fairness, resolving conflicts, and building trust between the union and its members. It also examines factors that influence the effectiveness and members' satisfaction with the procedure, such as representation, training of union stewards, and clear communication. The document recommends strategies for unions to establish an accessible and well-structured grievance process and ensure stewards have the proper skills to handle grievances.

Employee Grievances

simply_coool

The document discusses employee grievances, including their definition, nature, forms, causes, and effects. It also covers establishing an effective grievance procedure, including identifying grievances, guidelines for handling grievances, and a model grievance procedure. Key aspects include addressing grievances promptly at the lowest level, establishing clear lines of appeal, and developing grievance policies and procedures with employee input.

“Syrian Women Refugees and Their Human Rights – Recent Events and Challenges”

AMU

This document discusses the human rights status of Syrian women refugees and challenges in effectively protecting their rights. It notes that women and children make up a large portion of refugees globally and face increased risks. While international laws exist to protect refugees, enforcement can be lacking, especially for women who face discrimination and human rights abuses both in their home countries and as refugees. The document calls for reforms to better identify and protect at-risk refugee women through improved legal protections and services that respect their basic rights, safety, and security.

Brief introduction to project leader

AMU

Development Programs in India“With an Overview on UNHCR’s Refugee Policy and...

AMU

The document discusses refugee women in India and the importance of skill development training programs for them. It outlines several benefits of such programs, including helping refugee women gain knowledge, resources, decision-making power, and self-confidence. It also identifies some challenges refugee women face in accessing education and employment, such as economic hardships, domestic responsibilities, and cultural constraints. The document then highlights various examples of vocational training programs conducted in India for refugee women from Afghanistan, Myanmar, Somalia and other countries to teach skills like language, martial arts, weaving, sewing, and cooking. It emphasizes the need for India to implement stronger policies and strategies to better support refugee women through education, employment opportunities, and skill development.

Company Management policy (Case study)

AMU

Mukherji, the president of Goodwill Corporation, implemented a open door policy to improve upward communication and address employee issues. Through this policy, Mukherji was able to resolve complaints like one from Anand about his manager overcommitting the department. By facilitating a three-party meeting between Anand, his manager, and himself, Mukherji helped the manager recognize problems from Anand's perspective and make improvements to better support employees.

Study on Honor Killing as a Crime in India-Cause and Solutions

AMU

This document summarizes an article on honor killings in India, including causes and legal protections. Honor killings occur when family members believe a person has brought shame or dishonor, such as choosing one's own partner. Causes mentioned include refusing an arranged marriage, seeking divorce, pre-marital relationships, and in some cases just rumors. The document outlines protections against honor killings in the Indian Constitution regarding equality, life, and marriage choice. It also discusses international laws India has signed like CEDAW, which prohibit discrimination including in marriage. However, honor killings continue despite these legal frameworks.

Effective Protection of Refugees in Iran-With an Overview on Iran’s Internati...

AMU

This document discusses refugee protection in Iran based on Iran's international responsibilities. It provides context on the large numbers of Afghan and Iraqi refugees hosted by Iran. It then summarizes Iran's domestic laws and regulations regarding refugee rights, such as residency permits, employment, healthcare access, education, and pathways to citizenship. The document also discusses international agreements Iran is party to for facilitating voluntary refugee repatriation when conditions allow in countries of origin.

“Study on Actors and Activities in the Area of ICT and Women Empowerment in I...

AMU

The document discusses ICT (information and communication technologies) and its role in empowering women in India. It defines ICT and women's empowerment. ICT can be a powerful tool for perpetuating gender disparities if women's specific needs within their social contexts are not considered. Key ways ICT can empower women include increasing educational opportunities, ensuring gender perspectives in projects, and designing appropriate technologies. However, barriers to women's access and use of ICT in India include poverty, illiteracy, socio-cultural norms, early marriage, language barriers, and lack of ownership of devices. Both government and non-government organizations are working on initiatives to promote women's empowerment through ICT, but gaps remain between

"Unrecognized Burma Women as Refugee in India- They Need Protection against G...

AMU

This document discusses the plight of Burmese Chin women refugees in India who face gender-based violence and lack of protection. It notes that between 75-80% of the world's refugees are women and children. The women refugees from Burma's Chin state in India lack access to education, jobs, healthcare, and freedom of movement. They are vulnerable communities facing discrimination. While India and international organizations have brought some attention to Burmese refugees, the situation of women refugees in India requires more effective policies and assistance to protect them from violence and improve their living conditions.

Effective Protection of Refugees in Iran-With an Overview on Iran’s Internati...

AMU

This document discusses refugee protection in Iran based on Iran's international responsibilities. It provides context on the large numbers of Afghan and Iraqi refugees hosted by Iran. It outlines the rights refugees have under Iran's domestic laws, including residency permits, access to healthcare and education, rights to employment and social security, freedom of religion, travel documentation and potential naturalization. It also discusses international agreements Iran is party to for facilitating voluntary repatriation of Afghan refugees when conditions allow in their home country. The document analyzes how effective implementation of international conventions combined with efforts of governmental and non-governmental organizations can help improve refugee protection in Iran.

advertising on trial - Truthful responsibility at the heart of advertising

AMU

This document discusses misleading and false advertising. It begins by defining false and misleading advertising as any published claim that is deceptive or provides consumers with an incorrect understanding of a product. False advertising can result in financial loss or damage to consumers. The document then examines circumstances where trademarks can be used to mislead customers without legal sanctions. It argues for an alternative conception of trademarks' economic function to understand their informational value and advertising functions. The document concludes that proposed changes to India's Consumer Protection Bill are insufficient to eliminate discrepancies in how false advertising is interpreted.

“Empowerment through information and communication technologies-women's persp...

AMU

This document discusses the empowerment of women through information and communication technologies (ICTs) in India. It begins with an abstract and introduction discussing the importance of ICT access in promoting socioeconomic development and women's lives. It then provides background on government initiatives and legal frameworks in India related to gender equality and women's empowerment. The main body discusses how ICTs like communication technologies and information networks can empower women by improving access to education, work opportunities, health services, and participation in decision making. It provides examples of specific ICT projects in India aimed at women. While ICTs provide opportunities, barriers like lack of technical skills and education in developing countries must still be addressed. Overall, the document argues that

UNHCRrefugee policy, operation of ng os and women refugees’ empowerment in india

AMU

UNHCR and NGOs play important roles in empowering women refugees internationally and in India. They provide skill development training programs that help women refugees gain economic independence and decision-making power within their families and communities. However, many challenges remain in fully implementing such programs and policies in India to meaningfully improve women refugees' lives. Greater state and international support is needed to review and strengthen livelihood programs that could make women refugees more self-sufficient and protected.

EVALUATING PERFORMANCE OF IRAN’S DOMESTIC LAWS ON EFFECTIVE PROTECTION OF REF...

AMU

Iran hosts one of the largest refugee populations in the world, with over 1 million registered Afghan refugees and 28,000 Iraqi refugees according to 2015 data. Iran's domestic laws provide some protections for refugees, including the ability to seek asylum, reside temporarily in camps while status is determined, and access basic services if registered. However, many refugees remain unregistered and lack full legal rights. Improving cooperation between Iran's domestic laws and neighboring countries could help create a more unified response to large refugee crises.

Labour Court

AMU

The document provides an overview of labor laws and dispute resolution mechanisms in India. It discusses: 1) The historical background of labor legislation in India and how the original colonial laws were modified for independent India. 2) The key objectives of the Industrial Disputes Act, 1947 which provides machinery for regulating employer-employee relations and settling disputes through collective bargaining, mediation, adjudication and other means. 3) The primary mechanisms established under the Act for settling disputes, including collective bargaining, mediation and conciliation, investigation, arbitration, and adjudication. Adjudication involves mandatory resolution of disputes by labor courts and tribunals.

A critical study on sureties ; courts competent to make order ; appeal and re...

AMU

The Incident of Foot comfort company - A case study

AMU

The Foot Comfort company faced labor strikes due to outsourcing production to China, which workers feared would reduce incomes and jobs. The strikes lasted over 5 months, severely impacting the company. Negotiations increased wages but a new union refused renewed agreements. The company locked out 300 workers without proper notice, viewing it as a way to deter future strikes. However, this sacrificed employees and ignored legal requirements for dispute resolution processes between unions and management, exacerbating the conflict. The root issues included lack of job security assurances, ineffective communication, and passive management that failed to consider employee needs when implementing strategic changes.

Viewers also liked (20)