Abstract This study examines how two aspects of formalization of grievance procedures affect grievance procedure effectiveness: written

versus oral presentation of grievance and the level of union and management authorized to resolve grievances at the first step. Several demographic variables were controlled for: size of bargaining unit, percentage of organization represented, number of grievances filed, and industry. A sample of 46 firms, representing a broad cross-section of unionized companies in the private sector, was obtained with the help of the American Arbitration Association. Results indicate that more formal grievance procedures (e.g., written presentation) are positively related to resolution rates at the first step. The number of grievances field and the size of the bargaining unit were positively related to total resolution rates prior to arbitration. We thank the American Arbitration Association for making this study possible.

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But the HR unit usually has more general responsibilities. However. . Employees do file grievances over petty matters as well as over important concerns. Unions know that employee dissatisfaction is a potential source of trouble. Let’s discuss Grievance management in private companies. This statement does not mean that every grievance is a symptom of something radically wrong.” and he/she submits it in writing. “I should get raise in salary at the rate of impossible percent which is supported by union’s head. Without a grievance procedure. If the employee is represented by a union. Therefore. Hidden dissatisfaction grows and creates reactions that may be completely out of proportion to the original concerns. A grievance is a complaint that has been put in writing and thus made formal. A complaint. Managers must accept the grievance procedure as a possible constraint on some of their decisions. even between unionized firms. These responsibilities vary considerably from one organization to another. then that complaint is a grievance. and management must be able to differentiate between the two. it is important that dissatisfaction be given an outlet. In India major public company have union which have created a lot of strikes or lockout which affect the company performance and indirect effect on normal citizen. and the employee says.Grievance Management Does anybody know the meaning of Grievance and Complaint. many of us will say it’s a same thing but sorry its not a grievance is a complaint that has been put in writing & thus made formal and A complaint which is merely an indication of employee dissatisfaction that has not been submitted in writing. Management should recognize that a grievance is a behavioral expression of some underlying problem. because both may be important indicators of potential problems within the workforce. whether it is expressed or not. management may be unable to respond to employee concerns because managers are unaware of them. Grievance Responsibilities The typical division of responsibilities lies between the HR unit and line managers for handling grievances. which is merely an indication of employee dissatisfaction that has not been submitted in writing. Therefore. to ignore a repeated problem by taking a legalistic approach to grievance resolution is to miss much of what the grievance procedure can do for management. a formal grievance procedure is a valuable communication tool for the organization. Management should be concerned with both complaints and grievances. is one outlet.

The representative of the national union discusses the grievance with designated company executives. the supervisor is concerned with many other matters besides one employee’s grievance. A typical procedure. First-line supervisors are usually closest to a problem. and may even be the subject of an employee’s grievance. 5. We as an organization strive to offer the right Human Resource Solutions at the right time and enable our clients to enhance the net worth of their human resource capital. For further Information please Visit us at: Welcome to Laurent & Benon Visit Blog at: Laurent and Benon Management Consultants Ltd . The final step may be to use an impartial third party for ultimate disposition of the grievance. The union grievance committee discusses the grievance with appropriate company managers. 3. The employee discusses the grievance with the union’s representative on the job and the supervisor. The union’s representative discusses the grievance with the supervisor’s manager.Grievance Procedures Grievance procedures are formal communications channels designed to settle a grievance as soon as possible after the problem arises. Steps in a grievance procedure Grievance procedures can vary in the number of steps they include. however. 2. 4. a public limited company with its corporate office Gurgaon with Pan-India presence. which includes the following steps: 1. By Priti Shah Laurent & Benon Management Consultants Ltd.

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